Speaking as an employer, this isn't strictly true. There are a lot of steps we have to follow in order to terminate full time employees. If we're terminating s

Speaking as an employer, this isn't strictly true. There are a lot of steps we have to follow in order to terminate full time employees. If we're terminating someone for performance reasons we have to have a documented history of attempting to improve their behavior and objective measures which indicate that they were unable to improve. Otherwise we're likely to be sued for wrongful termination, which is one of the only circumstances where the burden of proof is on the accused and not the accuser (because, according to precedent as I understand it, the employer is at an informational advantage over the employee.) If we're terminating someone for behavioral issues like sexual harassment or any other type of misconduct, there has to be robust documentation and evidence supporting that too should it ever come to a lawsuit. In other words, I can't just do whatever the fuck I want. And I'm fine with that - employees and employers should both enjoy equal protection under the law.