; (B) results in harms, which are not limited to victims, as the study concluded that employees, female and male alike, who observed hostility directed toward female coworkers (both incivility and sexually harassing behavior) were more likely to experience lower psychological well-being , which were in turn linked to lower physical well-being . (4) Prevalence of sexual harassment in the workplace causes substantial financial harm to victims, as they often try to avoid the harassing behavior by taking leave without pay or leaving the workplace entirely, resulting in a loss of wages. The U.S. Merit Systems Protection Board’s 1995 report on Sexual Harassment in the Federal Workplace found sexual harassment cost Federal employees $4.4 million between 1992 and 1994. (5) According to Commission records, from fiscal year 2010 to 2016, U.S. companies have paid out more than $295 million in public penalties over sexual harassment claims. This sum does not include any private settlements or internally resolved complaints about which there is limited public information. (6) The Commission is responsible for enforcing Federal anti-discrimination laws that protect job applicants and employees, and has the authority to investigate charges of discrimination against employers who are covered by the law. (7) The Commission does not currently receive disclosures from employers on annual EEO–1 reports regarding claims of discrimination on the basis of sex, including verbal and physical sexual harassment made directly to the employer and resolved internally through out-of-court settlements or other mediation. 2. Employer reporting requirement (a) Reporting requirement Every employer required to submit to the Equal Employment Opportunity Commission an Employer Information Report EEO–1 shall include in such report the number of settlements reached by the employer with an employee in the resolution of claims pertaining to discrimination on the basis of sex, including verbal and physical sexual harassment. (b) Required reporting