Yeah talk to a lawyer first, listen to all of the people that say talk to a lawyer.<p>Actually it is up to her to file a complaint with you or HR. If she does not want to file a complaint, just add it to the employee&#x27;s annual review that he used inappropriate words with another employee. If he is still on probation as a new employee it could violate that probation and you could fire him for that.<p>You have to ask yourself how valuable is this new employee to your team and company? Can he get some sensitivity training to learn not to speak that way to a female employee? If he is very skilled and valuable you might want to suggest the sensitivity training for him, if not he broke probation and can be fired for it.<p>You don&#x27;t have to use the employee&#x27;s name that he sexually harassed. In fact if you are in a state that has a no fault clause in the hiring and firing, you could fire him without giving a reason. Just say something like his position was removed due to budget problems, then create a new position to replace it with a different name.