Also to add to this great advice when you do have workplace harassment prevention, response training one of the things that will emphasize is that the response can&#x27;t be purely up to the victim. A good training on this will help you explain this necessity to an employee in this circumstance.<p>Basically<p>1. You&#x27;ve got the victim&#x27;s back and will be carefully watching for any form of reprisals which won&#x27;t be tolerated. Further you will not share any information about the specifics with the rest of the group even though you may have to address the issue generally with them.<p>2. But... You also have to take action as a responsible manager even if they don&#x27;t want you to because you have to protect other employees from harassment by the same person. You also have a responsibility to the company to take action because not doing so can open the business up to serious liability if it happens again and you didn&#x27;t do something.<p>I think hitting a first serious hr issue like this is a part of the regular part of growing up for many startups.  If you don&#x27;t yet have a clear harassment policy in place, or don&#x27;t have a lawyer advising you on these kind of issues, or haven&#x27;t enacted any kind of regular training on harassment prevention and response there&#x27;s no time like the present to get that done.<p>ps. My company uses an online course from this company for yearly harassment prevention training. The production value is a bit cheesy, but very informative your first time through: <a href="http:&#x2F;&#x2F;www.navexglobal.com&#x2F;en-us&#x2F;issues&#x2F;harrassment-discrimination" rel="nofollow">http:&#x2F;&#x2F;www.navexglobal.com&#x2F;en-us&#x2F;issues&#x2F;harrassment-discrimi...</a> I&#x27;m sure there are tons of other options.