Employee B has worked for Employer for 30 years. She is a beloved member of the

Question

Employee B has worked for Employer for 30 years. She is a beloved member of the team at the location where she works. There have never been any complaints of any kind regarding Employee B. However, recently a man has come forward alleging that when he was 15 and Employee B was 20, while Employee B was a teacher and prior to the time Employee B worked for the Employer, there was an inappropriate sexual encounter between them. Employee B denies the encounter, and there is no objective evidence to prove or disprove the allegation. Employee B is now 60, and her accuser is 55. The accuser never told anyone at the time of the events; there was no prosecution of Employee B and all statutes of limitations for any crimes have run long ago. Should the accusation affect Employee B’s employment? (Assume for the purposes of this question that nothing about Employee B’s employment brings her in contact with minors.) Why or why not?

Explanation / Answer

It is said that a person is not guilty unless it is proven in the Court of Law. Therefore, such an accusation against Employee B stands vague if the same is not proven at her workplace. Moreover, neither did the accuser clarify about the time of the events nor the statues of limitations for any crimes are still pertinent to the case. Therefore, the accusation itself could be claimed as baseless on the part of Employee B. In addition, given the performance that Employee B has successfully discharged all these years, there should rather be no accusation affecting Employee B’s employment unless legally proven otherwise.

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