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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]Employment lawyer here.

You have an affirmative obligation to act on this information regardless of what the victim says or does on her own behalf.  Now that your company management has this information, your company must take steps to ensure that there is an investigation of the alleged harasser's conduct and possible victimization of any and all other victims.  You must tell this person in no uncertain terms that his conduct is unacceptable and it must stop.  You must discipline him appropriately.

You must act on the information you possess.  Your company's liability begins NOW.[/quote]

+1.  You must act.  If this results in repurcussions for her career, too bad for her and your company sucks, but you need to be wearing your company hat and quick.  In my company, you'd be dismissed before the harasser would.[/quote]
If it's the policy then I could maybe see OP being dismissed along with the harasser but before? Really?[/quote]

OP's dithering about what to do puts her company at more risk of liability than the harasser's behavior.[/quote]

Yup.  I'm this PP and we'd fire both, but OP would be first, because we'd have to at least investigate the alleged harassment.  OP's dicking around would be crystal clear from the get go.  [/quote]

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