There are several facts alleged in this case that were provided by the user jedberg.
1: "One guy actually got fired for his password."
This is a statement of fact, which we can initially accept as true.
2. He was already being super creepy and making the girl who sat across from him uncomfortable
This is a statement of opinion with the appearance of a fact. The phrase "super creepy" is quite vague, to the point of being meaningless without further specification. Also, how jedberg can know that she was feeling uncomfortable should be in question.
3. "but she never told anyone."
This unsubstantiates claim #2. If she never told anyone, then there was no way to determine the truth of the claim that he was "making the girl across from him uncomfortable." Note that even this statement may be false, as she could have told many people already without informing jedberg, and if so, would help to substantiate the previous claim.
4. Then we cracked his password, which was a very naughty phrase about the girl who sat across from him.
Note that "we cracked his password" is a statement of fact, mixed with opinion that the phrase was "very naughty". Whether the password was "naughty" or not, I don't think anyone is disputing that the password was cracked.
5. I reported it to HR
This is a factual claim.
6. who asked the girl
This is a factual claim, and most probably true, with the exception that it could be hearsay if jedberg wasn't in the room at the time when it happened, which has not been specified.
7. who then said he was creepy
This is a statement of fact. Assuming that jedberg heard this directly from her, we can call this statement true. The important bit, however, is the word "then". She only said that he was creepy _after_ approached by HR. If HR's question was "Don't you think that guy across from you is creepy?", then that would be considered leading and deceptive. If HR's question was "what do you think about the guy across from you", then that question would be leading. If HR's question was "what do you think about your fellow employees", then that question would be neutral and acceptable. Since the manner in which the question was asked was not specified, there is no way to know how this question affected her response. It is not reasonable to assume the question was leading or not leading without further confirmations, and this unfortunately makes the claim moot.
8. so they acted swiftly on the reports and got him out of there.
This statement appears to be a reiteration of claim #1, I don't see anything additional here that affects the previous claim.
Later, jedberg said this:
9. he got fired for sexual harassment.
This is a statement of fact; however, this appear to directly contradict the first statement that jedberg made, which was that he "got fired for his password." So, if we can accept that he got fired for sexual harassment, then he didn't get fired for his password, and the original claim is untrue.
In summary, 1) a guy got fired for sexual harassment. 2) The accused also had a password that may have mentioned something "naughty". 3) That password was noticed by an IT group and may or may not have had some impact on the termination. 4) The interviewing of the alleged victim may or may not have influenced her testimony.
Those are the specific facts that we're dealing with in this case. Dismissing this with the idea that "there are no facts in this case" is incorrect. The fairness or unfairness of the case is framed around these facts, with opinions given on both sides throughout this thread.