It would be terrible to be in the situation that the author of the letter describes, but I'm genuinely curious what any company can do? They should probably con

It would be terrible to be in the situation that the author of the letter describes, but I'm genuinely curious what any company can do? They should probably confidentially interview the people involved, but if the other party denies it, what do you do then? And given the incident described is sexual assault, shouldn't the police be the first avenue explored, not HR? If there is no independent evidence either way, it makes sense for HR to ensure the people involved don't work or live together - but who do you move if you have no evidence? Moving the person initiating the complaint could easily be described as "punishment" in hindsight - maybe you would have to move both people involved to new work assignments? But then you can still be criticised because one person got a "better" re-assignment then the other, based on post-hoc performance My point is not that SpaceX handles these situations as well as they can be handled (I have no idea if they do), just that even if people and companies try and do the right thing, they can and will still be criticised. That is NOT a reason for them not to try.