Managers often make excuses to delay harassment training for many reasons: It can be expensive, it cuts productivity, and employees complain about it. Harassment training does have a cost, but these costs are nothing compared with the liabilities companies face if harassment training is neglected. According to the U.S. Equal Employment Opportunity Commission, the cost of actually winning a lawsuit is in the tens of thousands of dollars, and the cost of losing one in the millions. On top of that, the hidden costs of publicity associated with harassment litigation are astronomical. To avoid that scenario, harassment training should be provided to both managers and employees. Temporary workers and interns should also be included in such programs. Providing this training as soon as a new employee walks in the door is a good start, but frequency is the key to prevention. Training should cover all protected individuals listed under federal and state law.