posted in an accessible and prominent location. Employers should also consider scheduling seminars or workshops on sexual harassment to promote company-wide knowledge of the policy. Many states have drafted state prevention model policies for employer use. Other employer resources concerning may be obtained from federal employment discrimination enforcement agencies such as the Equal Employment Opportunity Commission (EEOC) and state fair employment agencies, or national organizations combatting sexual harassment, such as Legal Momentum , which offers an "Employer Legal Resource Kit". Benefits of Sexual Harassment Policies Ignoring problems of sexual harassment can cost the average company up to $6.7 million a year in low productivity, low morale, and employee turnover and absenteeism, not including litigation or other legal costs. Following clear and proactive formal policies against sexual harassment in the workplace is one way to prevent lawsuits and drops in productivity and efficiency. ("Sexual Harassment in the Fortune 500", Working Woman , Dec. 19, 1988). Stopping Sexual Harassment If possible, and if the harassment is not too severe or violent, directly confronting the harasser may be useful. Also, although having protested is not necessary for a claim, it would strongly strengthen a claim. Do the unexpected: Name the behavior. Whatever he's just done, say it, and be specific. Hold the harasser accountable for his actions. Don't make excuses for him; don't pretend it didn't really happen. Take charge of the encounter and let people know what he did. Privacy protects harassers, but visibility undermines them. You may also file an internal