that the causes of PTSD symptoms of the victims are primarily attributed to other traumatic events rather than the workplace harassment itself. Therefore, the study concludes the "exposure to other traumatic life events may increase victims' vulnerability" to their sensitivity to workplace harassment. Other psychological effects Other than alcoholism and PTSD, victims of workplace harassment also experience other negative psychological effects. An analysis of self-reported health symptoms, and physiological stress reactivity of 437 employees shows that compared to the employees who have not experienced workplace harassment, employees who have experienced exhibited higher level of anxiety and nervousness. Another study's survey of 156 victims of workplace harassment shows that 79.4 percent of respondents suffer from stress, 64.7 percent from depressive symptoms, 64 percent from tiredness, 59 percent from lack of confidence, 58 percent from humiliation and guilt, and 58 percent from nightmares. Preventions Title VII Title VII of the Civil Rights Act of 1964 is used as a tool to eradicate workplace harassment. Title VII lists the following actions of employers unlawful:"(1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to [her or] his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin; or (2) to limit, segregate, or classify [her or] his employees discrimination based on race, color, religion, sex and national origin … in any way which would deprive... any individual of employment opportunities or otherwise adversely affect [her or] his status as an employee, because of such individual's race, color, religion, sex, or national origin.""Most courts consider it consistent with the intent of Congress to interpret the Act liberally, and therefore, coverage under Title VII is very broad". This allows victims of workplace harassment primarily use Title VII to assert their legal actions. In addition, the Equal Employment Opportunity Commission (EEOC), a governmental committee that prohibits discrimination in workplace, administers the practices and violations of Title VII. It issued and amended the "Guidelines on Discrimination of Sex", a more specified interpretation of Title VII. Court cases Meritor Savings Bank vs. Vinson While an employee with Meritor Savings Bank, Mechelle Vinson claimed that she had been sexually harassed and raped by the vice president of the bank, Sidney Taylor, for four years starting her first day of employment. However, she did not address to Taylor or higher authority,