| Can I just say that I <sarcasm>love</sarcasm> how people are immediately jumping on the, LETS FUCKING NUKE THIS GUY bandwagon. How do we know the complaint was legitamate? Where is the scientific doubt? Where is the investigation? While I don't approve of the OP raking another HN user over the coals this publicly. She does make a GREAT point. Seek mediation, don't fire right away. She isn't saying don't get a lawyer, that's what HR would do in almost all cases. They'd probably have independent mediation where they spoke with both people in an attempt to see if things could be worked out. But that is in fact what adults do. They mediate, they don't act without doing research, finding context and getting both sides of the story. If the male says, "Well I never said that!" and you terminate his employment how is that an appropriate reaction? What if he DIDN'T actually say she was a milf? For all the sanity I see here on HN a little discretion and taking a little more thought before an action would be something I'd EXPECT this community to applaud. She isn't saying don't fire this guy, she's just saying don't fire him right now. I also want to go on record saying I do think that the female who filed the complaint was not lying at all. I would suggest that you implicitly trust her statement, but you also need to talk to the other employee. You should get a lawyer involved. BUT you should also get HR involved. If this is something you outsource to a company that does HR then great, but don't just nuke the guy. |
Sorry, but that isn't true all too often.
We have seen both radfems and rad-MRAs starting shitstorms on the Internet over all kinds of stuff where a reasonable adult just thinks "what the fuck have they all been smoking", including SWATting, shitstorming employers, death threats, vile behavior etc.
I desperately wish that everyone calms down a lot and thinks before typing, but unfortunately, this is no longer possible: only maximum brutality will ensure publicity, no matter the costs.