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The first issue to consider in employment situations is the employment relationship. I will assume you are an "at will
" employee as that is the most likely situation. In at will employment an employer is free to terminate an employee for no reason at all or almost any reason.
If sexual harassment is reported to an employer and the employer fails to take action, the employer may face legal liability. Sexual harassment is a form of discrimination
not permitted by law.
It is sometimes possible for a falsely accused sexual harasser to raise their own claim of gender discrimination or even sexual harassment. That is a fact dependent matter. For example, if the employer is using the claim as a guise to terminate the only employee in a work unit then gender discrimination may be occurring. Alternatively, another example occurs if a false sexual harassment complaint in retaliation
for refusal of advances. The accused may consider their own complaint in such a situation. These situations are relatively rare, but still provide insight and help assess why a false complaint may have been filed.
Generally, when an at will employee is terminated there is no legal recourse. It is only when a termination
can be shown to be wrongful that the situation gives rise to fruitful civil recourse. This could be where the accused is actually the victim of discrimination of some protected type, for example.
When a false statement of fact is communicated to a third party, the damaged person may consider a civil action based on defamation. Such an action targets the party making the false statement and not an employer where the employer is the third party. It is possible to seek recourse against a false accuser, but the party taking such action would have the burden of proof.
There is no general right to a statement made by an accuser in at will employment. However, you may consider requesting access to your employment file. If the document you seek is contained within the file this may result in obtaining a copy.