Once sexual harassment comes to the attention of an employer, the employer has a duty to make it stop. A suspension will make the sexual harassment stop.
The employer may be subjecting itself to risk by reinstating the employee, as if the employee resumes the sexual harassment of other workers after being reinstated it becomes more likely that the employer will be civilly liable. The employer should discuss its plan with its employment lawyer, and try to ensure that it has adequate safeguards in place to prevent recurrence. The employee, similarly, should discuss the matter with a plaintiff-side employment lawyer, with an eye toward a strategy that will protect the employee if the supervisor's behavior recurs following his return to work.

