4 ms·
> you almost certainly have to give the employee a chance to respond to the accusations If all the OP had was the claims of the harassed employee, you might ha
by ScottBurson 10y ago
> you almost certainly have to give the employee a chance to respond to the accusations
If all the OP had was the claims of the harassed employee, you might have a point. But the OP claims to have seen the actual texts sent.
IANAL, and of course a lawyer should be consulted, but I would be very surprised if there were any danger in firing the employee without further ado.
- harryh 10y agoIt turns out that trying to reason things out from what seems right and/or fair can get you in a lot of trouble. If you haven't received specific training on how to handle this sort of thing your instincts can absolutely lead you (and the company) in a bad direction.
- UK-Al05 10y agoYou can be extremely selective in the evidence you present. For all you know, they previously could have had "dirty talk" moments earlier. Fell out, and now retaliating. If you want to be properly moral and just about this? Then you need get his side of the argument and all the information. If you just want to reduce hassle, then yes just fire him.