I can&#x27;t upvote this enough.<p>Patrick&#x27;s advice is very sound. (Except, perhaps, for that last bit about what to say in an email to employees -- before sending any such email, please refer to Patrick&#x27;s earlier, superseding advice to &quot;Lawyer Lawyer Lawyer.&quot; Let your lawyer basically dictate what your email will say.)<p>There are ways of handling this that have been worked out through decades of practice and litigation. This is most certainly <i>not</i> an area to be winging it. And, with all due respect to the thoughtful posts on HN you&#x27;ll encounter, you should always keep in mind that HN is not a free source of legal advice.<p>Since this has now happened, you&#x27;ll want to a) lawyer up; b) terminate the offending employee for cause; c) work with the lawyer to set up some sort of HR training for managers in how to appropriately handle these situations.<p>It might also be time to reemphasize the employee handbook and make known your zero-tolerance policy towards harassment. (But again, consult a lawyer before doing so.)