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I am presuming (and please correct me if I am wrong) that the married employee rejected the sexual advance? Depending on how many times she was asked and how the other lesbian employee approached the matter, it could be considered an unwanted sexual advance/sexual harassment. It's not unlawful for one co-worker to ask another for a date, but a good policy to have for employees , if you don't already is "one strike and you're out" --that is, if they ask out a co-worker and they say no, they should immediately drop the matter. If they did that, I would say it's not harassment. If she pursued the married woman, repeatedly asked her out, made sexual comments to her, crass remarks, etc. --that could be harassment. It does sound like the lesbian employee is pretty embarrassed and apologetic for asking out a married, straight co-worker.
As I'm sure you already know, New York is an at will employment state, so unless your employees are union or have employment agreements, they are subject to termination at any time with or without cause, so long as you don't terminate them for an unlawful reason. You can't terminate an employee for being gay. But if she repeatedly sexually harassed the other employee, that certainly would be grounds for termination. Similarly, if you had a policy in place that said employees cannot repeatedly ask co-workers out on dates and she did anyway, that would be grounds for termination for violating company rules.
If the employee asked once and then backed off, I would suggest there's nothing that necessarily needs to be done. If you don't have a dating/fraternization policy, consider instituting one for the future. If the employees seem uncomfortable working around one another and one requests a transfer to another department, and that can be done, that may be an option.
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