; (H) include best practices for preventing prohibited discrimination and harassment specific to industries in which the Commission determines that harassment is particularly prevalent or severe; and (I) include any additional information the Commission determines may prevent discrimination and harassment of employees. (c) Individualization The Commission shall ensure that resource materials under this section are designed to facilitate individual employers to customize training to address the needs of their workplaces, including differing work structures, facilities, and tasks. 104. Education, training, and technical assistance to employers The Commission shall have the authority to— (1) reasonably adjust the fees the Commission charges for any education, technical assistance, or training the Commission offers in accordance with section 705(j)(1) of the Civil Rights Act of 1964 ( 42 U.S.C. 2000e–4(j)(1) ); (2) use the materials developed by the Commission for any education, technical assistance, or training offered by the Commission in accordance with that section in any education and outreach activities carried out by the Commission; and (3) use funds from the Commission’s EEOC Education, Technical Assistance, and Training Revolving Fund, established under section 705(k) of the Civil Rights Act of 1964 ( 42 U.S.C. 2000e–4(k) ), to pay the full salaries of any Commission employees that develop and administer any education, technical assistance, or training programs offered by the Commission. 105. Task force regarding harassment (a) In general The Commission shall establish and periodically convene a harassment prevention task force (referred to in this subsection as the Task Force ) to study prohibited harassment in employment. (b) Membership The Task Force established under paragraph (1) shall include membership that reflects a broad diversity of experience and expertise relating to prohibited harassment, including— (1) employee advocates