rephrase The goal of the remedy is to put the damaged party in either the same or a similar position to where they would have been if no discrimination took place. If the damaged parties or victims prove discrimination then their remedy could include placement back into their jobs, back pay from when they were let go, any other benefits they had prior to being let go, attorneys fees, and court costs. The employer would have to take steps to prevent any future discrimination and the intentional discrimination could include additional fines or compensation to be paid as well. Since the employer in this situation is a hospital and most likely has over 500 employees it could end up paying up to $300,000 in each suite. In situations that involve harassment, for it to be considered illegal the behavior has to create an environment that's hostile, intimidating, offensive or all of the above. When it comes to Harassment the best thing that can be done is prevention and taking immediate action when issues do arise. Through a legal doctrine called respondeat superior the employee acts as an extension of the company and the employer is considered responsible for the negative action taken. Each case of harassment is investigated by the EEOC to determine if the actions were server or pervasive enough to be considered illegal and decisions are made on a case by case basis. [EEO18] Employers may defend themselves if they prove they took steps with supervisors and managers to prevent sexual