Yeah talk to a lawyer first, listen to all of the people that say talk to a lawyer. Actually it is up to her to file a complaint with you or HR. If she does no

Yeah talk to a lawyer first, listen to all of the people that say talk to a lawyer. Actually it is up to her to file a complaint with you or HR. If she does not want to file a complaint, just add it to the employee's annual review that he used inappropriate words with another employee. If he is still on probation as a new employee it could violate that probation and you could fire him for that. You have to ask yourself how valuable is this new employee to your team and company? Can he get some sensitivity training to learn not to speak that way to a female employee? If he is very skilled and valuable you might want to suggest the sensitivity training for him, if not he broke probation and can be fired for it. You don't have to use the employee's name that he sexually harassed. In fact if you are in a state that has a no fault clause in the hiring and firing, you could fire him without giving a reason. Just say something like his position was removed due to budget problems, then create a new position to replace it with a different name.