I&#x27;m not sure what you&#x27;re saying, but if you&#x27;re asking about how an at-will harasser could win a wrongful termination case, it&#x27;s worth noting that &quot;at-will&quot; does not actually mean you can &quot;fire whenever for no reason&quot;. There are various exceptions; the most open-ended is probably an implied contract or an implied covenant of good faith. You might look at <a href="https:&#x2F;&#x2F;en.wikipedia.org&#x2F;wiki&#x2F;At-will_employment#Covenant_of_good_faith_and_fair_dealing_exceptions_.28a.k.a._.22implied-in-law.22_contracts.29" rel="nofollow">https:&#x2F;&#x2F;en.wikipedia.org&#x2F;wiki&#x2F;At-will_employment#Covenant_of...</a><p>Regardless of whether the state recognizes an implied covenant of good faith, most states recognize that people can be fired illegally. It can easily come down to a &quot;he said, she said&quot; situation. And if your employee has a long history with the company or did important work, there is a decent chance they can pull together a story for why their firing was improper. Even if no damages are awarded, the attorney fees and time can be quite expensive.<p>I do recall a specific case not to long ago in Alaska where a police officer sexually harassed a couple coworkers and then was reinstated by an arbitrator. You can read about it here: <a href="http:&#x2F;&#x2F;www.leagle.com&#x2F;decision&#x2F;In%20AKCO%2020150417013.xml&#x2F;ALASKA%20POLICE%20STANDARDS%20COUNCIL%20v.%20PARCELL" rel="nofollow">http:&#x2F;&#x2F;www.leagle.com&#x2F;decision&#x2F;In%20AKCO%2020150417013.xml&#x2F;A...</a><p>I doubt cases like the Alaska one above are all that uncommon, altho admittedly the collective bargaining agreement has a major impact. California, in particular, is a notoriously friendly place for employment litigation, moreso than Alaska.