We imagine you are aware of the recent media attention on sexual harassment. As an HR executive, you may have wondered about HR’s role in responding to allegations of sexual harassment; you may have empathized with the HR department knowing what it is like when someone makes a complaint of harassment against top talent within an organization; or you may have paused to reflect upon similar situations within your own organization. “What if? Did we do enough? Could we have handled that better? Are we liable in any way?” These are all plausible reactions.