This article reports that the United States Equal Employment Opportunity Commission (EEOC) fielded more than 13,000 charges of sexual harassment last year. The EEOC oversees enforcement of the 1964 Civil Rights Act, which includes protection against discrimination based on race, color, religion, sex, or national origin. In that one year, awards to charging parties amounted to more than $37 million, not counting monetary benefits obtained through litigation, according to data compiled by the Office of Research, Information, and Planning at the EEOC. It doesn't take the threat of a lawsuit, however, to do the right thing. Sometimes it's just good business. Icon Properties has never had a sexual harassment claim filed against it. But that could change in the wink of an eye. That's why, when Sherry Silva joined Icon's multifamily department in late 2003 as regional community director, she was pleased to find management exploring sexual harassment prevention options beyond the usual "read and initial" photocopied policy statement. The EEOC recommends employers undertake three specific courses of action. Clearly communicate that sexual harassment will not be not tolerated by management. Provide training to guard against its occurrence and establish a formal complaint process.