Recent Supreme Court rulings are motivating employers to take actions reflecting their compliance with federal laws protecting against sexual harassment. Three key steps employers can take to counter sexual harassment are as follows: develop a strong company policy specifying outlawed behaviors and penalties for their demonstration; establish grievance procedures for reporting, processing, and resolving complaints; and provide sexual harassment training for supervisors, managers, and workers that explains how sexual harassment can be recognized, confronted, and averted. All companies and schools that receive federal funds must have written sexual harassment policies specifying what behaviors constitute sexual harassment; how sexual harassment complaints are to be reported, investigated, and resolved; strategies the company will follow to investigate and resolve complaints; and what punishments will be levied for violations of the policy. Although companies are legally required to handle grievances internally before seeking outside litigation, schools are also finding internal grievance procedures to be more effective in handling sexual harassment complaints. Sexual harassment training programs for business's and schools' supervisors and employees can be internally or externally provided The ultimate success of sexual harassment training programs will be reflected in organizations' ability to eliminate the behavior and avoid sexual harassment lawsuits. (MN)