With respect, and I&#x27;m not saying this applies to you, but I&#x27;m poking fun at the people throughout this thread who keep saying that these incidents should be reported to HR, or we should get HR involved, or some combination.<p>In my opinion, these are comments from people sitting comfortably behind their chair at insert Fortune 500 company here, who have no idea what it&#x27;s like to work at or run a startup.  The suggestion that said startup should go out and hire an HR consultant is equally ridiculous.<p>That&#x27;s not to say &quot;lawyer up&quot; isn&#x27;t good advice, because I think it is, but startups routinely hire lawyers; they do not routinely hire HR people.<p>My startup was almost 4 years old and well past a B round before we ended up hiring our first HR person.<p>So, to be clear, what I&#x27;m saying is if the problem is bad enough, you should consult a lawyer. If it isn&#x27;t, you should handle it in-house with common sense and perhaps some advice from advisors&#x2F;lawyers. At no point do I think it&#x27;s reasonable to advise someone to go out and hire an HR consultant.