No, you're wrong. A firing on the grounds that sexual harassment took place has to go through a specific sequence of events, and a number of lines have to be cr

No, you're wrong. A firing on the grounds that sexual harassment took place has to go through a specific sequence of events, and a number of lines have to be crossed. If you were actually told that you are being fired under a sexual harassment claim, and none of these intermediate events took place, then you may have been improperly terminated. Sexual harassment isn't just "someone did something that made me feel uncomfortable" -- it's a set of specific and defined offenses, with measurable impacts. You have to have done something which created a hostile environment for your peers, they have to report to management that you are making the environment threatening for them, management has to raise this to your attention and instruct you to stop the offending behavior, and you have to have failed to remedy the situation when you were instructed to. A zero tolerance policy like you describe would just be a reiteration of the nature of your at-will employment agreement, as what they're saying is that they reserve the right to fire you for doing anything that is questionably dumb. But if you were told that there is a sexual harassment claim against you, you have rights too.