4 ms·

Respectfully, that's not the employee's decision to make.

by peteretep 11y ago

icebraining 11y ago
What do you mean?
- jdc0589 11y ago
  it means that once it's been reported, it is extremely unwise to just "let it go". Now that the employer known that sexual harrasment took place, if they do nothing about it then they will be HUGELY liable if something worse happens later on (which seems likely, seeing as this guy did this as a relatively new hire). Additionally, you generally don't want ass-hats that do this kind of shit working for your company, when the other party has made if obvious the advances are unwanted (we can only go off what OP has said though) working for your company. Especially if its small.
  - Someone1234 11y ago
    > it means that once it's been reported, it is extremely unwise to just "let it go". That isn't a quote from the person you replied to and that isn't what they said at all. Not even ballpark. You seem to be replying to a strawman argument rather than the person you hit reply on.
- onion2k 11y ago
  While it's good to respect her wishes, the outcome of downplaying the problem could affect many more people. There's the cultural impact of leading people believing that sexual harassment isn't taken seriously, and the very real problem that leaving it alone could lead to it happening again which might result in a key employee leaving (or suing, or initiating criminal proceedings). At the very least there needs to be some sort of written warning to act as evidence that the business took it seriously.
  - icebraining 11y ago
    Yes, but darkerside wasn't recommending downplaying the problem, but "owning it". I don't see how peterep's post is a reply to that.
deleted 11y ago
[deleted]
basch 11y ago
your parent is suggesting a pappabear approach, "i heard what you said, and although she might not have a problem with what you did, I do" it protects her from trouble, and frames the dispute as between the founder and newhire.

Respectfully, that's not the employee's decision to make.

icebraining 11y ago

What do you mean?

jdc0589 11y ago
it means that once it's been reported, it is extremely unwise to just "let it go". Now that the employer known that sexual harrasment took place, if they do nothing about it then they will be HUGELY liable if something worse happens later on (which seems likely, seeing as this guy did this as a relatively new hire). Additionally, you generally don't want ass-hats that do this kind of shit working for your company, when the other party has made if obvious the advances are unwanted (we can only go off what OP has said though) working for your company. Especially if its small.
- Someone1234 11y ago
  > it means that once it's been reported, it is extremely unwise to just "let it go". That isn't a quote from the person you replied to and that isn't what they said at all. Not even ballpark. You seem to be replying to a strawman argument rather than the person you hit reply on.
onion2k 11y ago
While it's good to respect her wishes, the outcome of downplaying the problem could affect many more people. There's the cultural impact of leading people believing that sexual harassment isn't taken seriously, and the very real problem that leaving it alone could lead to it happening again which might result in a key employee leaving (or suing, or initiating criminal proceedings). At the very least there needs to be some sort of written warning to act as evidence that the business took it seriously.
- icebraining 11y ago
  Yes, but darkerside wasn't recommending downplaying the problem, but "owning it". I don't see how peterep's post is a reply to that.

deleted 11y ago

[deleted]

basch 11y ago

your parent is suggesting a pappabear approach, "i heard what you said, and although she might not have a problem with what you did, I do" it protects her from trouble, and frames the dispute as between the founder and newhire.