Can I just say that I &lt;sarcasm&gt;love&lt;&#x2F;sarcasm&gt; how people are immediately jumping on the, LETS FUCKING NUKE THIS GUY bandwagon.<p>How do we know the complaint was legitamate?  Where is the scientific doubt?  Where is the investigation?<p>While I don&#x27;t approve of the OP raking another HN user over the coals this publicly.  She does make a GREAT point.<p>Seek mediation, don&#x27;t fire right away.  She isn&#x27;t saying don&#x27;t get a lawyer, that&#x27;s what HR would do in almost all cases.  They&#x27;d probably have independent mediation where they spoke with both people in an attempt to see if things could be worked out.<p>But that is in fact what adults do.  They mediate, they don&#x27;t act without doing research, finding context and getting both sides of the story.  If the male says, &quot;Well I never said that!&quot; and you terminate his employment how is that an appropriate reaction?  What if he DIDN&#x27;T actually say she was a milf?<p>For all the sanity I see here on HN a little discretion and taking a little more thought before an action would be something I&#x27;d EXPECT this community to applaud.  She isn&#x27;t saying don&#x27;t fire this guy, she&#x27;s just saying don&#x27;t fire him right now.<p>I also want to go on record saying I do think that the female who filed the complaint was not lying at all.  I would suggest that you implicitly trust her statement, but you also need to talk to the other employee.  You should get a lawyer involved.  BUT you should also get HR involved.  If this is something you outsource to a company that does HR then great, but don&#x27;t just nuke the guy.