body: This is quite long-winded and I've tried my best to simplify it as much as possible. I'll clarify if needed.
  
  
  Legal jurisdiction here is US and UK law (if there's a difference).
  
  
  There are three scenarios here. "The Employee" is accused of sexual harassment in all three.
  
  
  We need to take into account the following which apply for *all* scenarios:
  
  
  * The Employee is **guilty** of harassing their co-workers at Company A.
  * Any investigations conducted are done correctly and fairly.
  * The Employee is a publicly visible figure and a figure of authority having a management role.
  
  
  Scenario 1 – Two Simultaneous Employers
  
  
  
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  > The Employee is working for both Company A and B **simultaneously**. They are accused of harassing multiple co-workers. Company A's investigation finds them guilty and they are dismissed. Company B finds out after taking the Employee on as the allegations are made public by the victims.
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  Scenario 2 – Fired and then Hired
  
  
  
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  > The Employee is accused of harassing multiple co-workers. Company A's investigation finds them Guilty and they are dismissed. They then get a job at Company B. After starting, B discovers this incident, although there are no grievances against the employee from co-workers at Company B and their disciplinary record at B is otherwise clean.
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  Scenario 3 – Allegations arise after Moving
  
  
  
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  > The Employee leaves Company A to start a better job at Company B. Their disciplinary record is clean; i.e., no grievances were made against them before leaving Company A. After working at Company B for a while, former co-workers from A make a statement alleging that they were harassed by the Employee when they worked at A. Company B determines that this behaviour has not occurred with co-workers at Company B.
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  Can *Company B* dismiss the employee in any of these scenarios, even if they conduct an investigation concluding that the behaviour **was not** repeated while working with Company B? If they *can*, should they?
  
  
  Does *Company B* have any obligation to investigate the employee's behaviour?
  
  
  
title: Can you be fired over behaviour in a second/previous job?