If the co-worker thereafter persists in harassing the other, he could well be liable to his former paramour for sexually harassing her. If the employer receives a complaint about or knows of the harassing conduct and fails to take effective action to stop it, the employer could be liable. To take no further action could subject the company and her supervisor to liability. Also addressing the problem at the earliest possible stage is the best way to find a solution. Finally, explain to Susan that the co-employee may be bothering other employees even if he subsequently leaves her alone.
Individual liability is a serious issue with regard to sexual harassment.
Under many state laws, individuals do have liability, and it is common for supervisors, managers, or team leaders to be named in claims. Of course, many nonlegal consequences also underscore the seriousness of the issue. Public and private embarrassment, loss of management time, and discipline are very real potential consequences of supportable claims of sexual harassment. Some organizations have antifraternization rules. However, many employers ultimately regard dating of employees to be a personal decision, provided that it does not negatively affect the workplace.