When an employee complains to the human resources department that she’s the victim of sexual harassment, the proper course of action for the employer is to investigate the complaint. But once the investigation is complete and no evidence is found to support the accusation, it’s time to move on. Unfortunately, even the most thorough investigation may not end the matter.
Recently attorneys focusing on workplace issues were asked what to do about an employee who made an accusation and won’t stop talking to coworkers even though the employer’s investigation found no evidence to support her claim. The complaining employee continues to discuss the situation with other employees, and all the talk is disruptive and reflects poorly on the person accused. The employer asks whether it’s OK to tell the employee to stop talking about it.