What can prevent an operation from being liable for harassment by a supervisor?

The option indicating that an employee's failure to act on opportunities to correct the harassment can prevent an operation from being liable for harassment by a supervisor is significant. This reflects the principle of "reasonable care" in workplace harassment prevention. If an employer has established effective policies and procedures for addressing harassment and an employee does not utilize those avenues to report or rectify the situation, the employer may be seen as having taken reasonable steps to prevent or address harassment.

In this context, it's important to recognize that organizations are often required to provide clear channels for employees to speak up about harassment without fear of retaliation. If those systems are in place, and an employee chooses not to engage with them but instead remains silent or ignores the process, the employer may not be held liable because they were not given an opportunity to address the issue.

This emphasizes the shared responsibility between the employer and the employee in creating a safe workplace environment, where the employer takes proactive steps to prevent harassment and the employee is encouraged to seek resolution when they experience or observe inappropriate behavior.