Your sexual harassment policy cannot be written for one specific instance. And if you write it with a &quot;Guilty until proven innocent&quot; (or just hey, hang &#x27;em high on her word alone) framing, this is going to cause serious problems.<p>I am aware that people like to get on their high horse concerning perceived injustice, but the comments here are a) passing judgement on <i>third hand</i> information -- she told her boss, who came here and repeated it presumably in his own words and b) reacting to only one side of the story.<p>I get that actually determining what actually happened is a pain in the ass, but if this man is fired out of hand based on a) the female employee&#x27;s remarks and b) histrionic discussion on an overwhelmingly male forum where many of the men here have no idea how to interact effectively with female colleagues and if this becomes the precedent for the company policy, I think that is very problematic.<p>Would you want to work for a company with a known track record of firing someone out of hand based on the remarks of another employee, without so much as asking for both sides of the story? Never mind issues like this going to court, how are you going to attract good talent if people are terrified that the women in the office can say something to the boss and get them canned the next day without any attempt whatsoever to hear both sides?