If the EEOC finds a supervisor has created a hostile work environment via sexual harassment against a subordinate, the employer can avoid litle VII liability if they can show:

a$.$ employer had installed a sexual harassment training poster in the workplace.

b$.$ the victim suffered a tangible unfavorable job action.

c$.$ harassee and the harasser have already signed a "love contract."

d$.$ employer had a reasonable sexual harassment policy, and the harassee $($victim$)$ unreasonably failed to use it$.$