Not unless ordered to do so by the EEOC (Equal Employment Opportunity Commission) or the court. You don’t want to get to that point. Instead, be proactive by investing in the education of your employees. Training employees and managers on anti-discrimination, including sexual harassment, is a best practice and highly recommended. Employers with sound policies in place who take the extra step to train on those policies reduce the company’s liability as well as foster a more healthy work environment. Plus, they have a better defense should matters go before the EEOC or, worse, the court system.