Workplace Compliance Training Series: Preventing Sexual Harassment Final Quiz
14 Questions
| Attempts: 58
Preventing Sexual Harassment
Final Quiz - Supervisor - California Edition
Take this Workplace Compliance Training Series: Preventing Sexual Harassment Final Quiz or create online compliance training course.
Questions and Answers
- 1.
The EEOC defines two types of sexual harassment. Which type occurs when a supervisor asks for sexual favors from an employee in exchange for a promised benefit?
- A.
Retaliation
- B.
Quid Pro Quo
- C.
Hostile Work Environment
Correct Answer
B. Quid Pro QuoExplanation
Hostile environment occurs when someone an employee works with or comes into contact with through work creates an offensive or abusive atmosphere that interferes with the employee’s work performance.Rate this question:
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- 2.
If an employee complains to you about a co-worker who is making her feel uncomfortable by repeatedly asking her out on dates, but asks you to keep her complaint confidential, you should respect her wishes and wait for her to come to you again.
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
Whenever someone hints of sexual harassment in the workplace, you need to follow up and take action immediately.Rate this question:
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- 3.
Which of the following are not a protected characteristic under the FEHA?
- A.
Medical Conditions
- B.
Family Status
- C.
Sexual Orientation
Correct Answer
B. Family StatusExplanation
The other two characteristics are protected.Rate this question:
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- 4.
Jane has complained that she is tired of hearing about the sexual exploits of the men in her department and that it is affecting her job performance. Do you have to respect her wishes and make it stop?
- A.
No. The department has been very productive for the organization and you’d be better off finding someone who can fit in better.
- B.
Yes. Jane has registered a valid hostile environment claim that you need to address.
- C.
No. You have overheard some of the comments and feel that Jane is being a prude with her complaints. You’ll talk to her and set her straight.
Correct Answer
B. Yes. Jane has registered a valid hostile environment claim that you need to address.Explanation
Unless you are dead certain that Jane is being unreasonable in her request, you need to clean up the conversations in the department.Rate this question:
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- 5.
Independent contractors who work on your premises cannot file harassment claims against your organization because both Title VII and the FEHA do not cover them.
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
It is illegal under the FEHA to discriminate against independent contractors.Rate this question:
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- 6.
Lisa, your secretary, tells you that she’s three months pregnant and plans on taking the full 4 months of pregnancy disability leave and 3 months of CFRA bonding leave after the birth of her child because the law says she’s entitled to that entire amount of leave. Is she correct?
- A.
Yes
- B.
No
Correct Answer
B. NoExplanation
She would only be allowed to take the full 4 months of pregnancy disability leave if her doctor certified that she was unable to perform at least one essential job duty due to the pregnancy during that entire time period. Unless Lisa experiences complications she will likely be able to perform her secretarial duties.Rate this question:
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- 7.
John yells and screams at all of his employees when things go wrong. The females in his department are intimidated by his behavior and file a claim of sexual harassment. Do they have a good chance of winning?
- A.
Yes
- B.
No
Correct Answer
B. NoExplanation
Unless there’s evidence that John has treated females worse than the males in his department, they would have difficulty proving that he created a hostile environment based on sex.Rate this question:
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- 8.
When a court or government agency rejects an employee’s hostile environment claim, that ends any other claims made by the employee that were tied to the incidents surrounding the claim.
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
The company can still be held liable for retaliation even is the hostile environment claim is dismissed.Rate this question:
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- 9.
A shift change with no difference in responsibilities or compensation can’t qualify as an adverse employment action.
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
False. Lateral transfers with no apparent changes might qualify, if there is some evidence that such a transfer might prevent an employee from filing a claim in the future.Rate this question:
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- 10.
If an employee participates in a sexual harassment investigation that the DFEH finds to have no merit, he/she is protected from being terminated for the next few years under the participation clause.
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
There still needs to be a causal link between the action taken by the employer and the complaint. This link would be much harder to prove after a number of months have passed, unless the employee could prove that a pattern of adverse treatment began soon after their participation and culminated in their termination.Rate this question:
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- 11.
Evelyn was upset that she didn’t get a lucrative client account because it went to Tammy, who is dating Brian, their supervisor. Evelyn filed a claim for sexual harassment. Does she have a good chance of winning?
- A.
Yes
- B.
No
Correct Answer
B. NoExplanation
Unless Brian has made going out with him a prerequisite for getting favorable treatment, favoritism doesn’t usually qualify as sexual harassment.Rate this question:
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- 12.
A male employee comes to you and complains about inappropriate comments and unwanted touching by a manager at one of his most lucrative clients. What do you do?
- A.
Ensure the client is aware of your company policy regarding sexual harassment and that the policy extends to those you do business with. Emphasize the types of actions that are considered inappropriate.
- B.
Tell him that there is nothing you can do — the client doesn’t work for you.
- C.
Empathize with him and tell him you’ll transfer him off that account in the future.
Correct Answer
A. Ensure the client is aware of your company policy regarding sexual harassment and that the policy extends to those you do business with. Emphasize the types of actions that are considered inappropriate.Explanation
Organizations can be held liable for sexual harassment committed by non-employees, including customers, patients, vendors, and contractors.Rate this question:
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- 13.
Beth filed a sexual harassment claim against Tim, her supervisor. An investigation concludes that Beth misinterpreted Tim’s actions and that Tim was not guilty of harassing Beth. Then, Beth started missing project deadlines, and she says it’s because she can’t get the data she needs from her co-workers. Tim wants to fire her due to her drop in productivity. Is Tim going to run into trouble?
- A.
Yes
- B.
No
Correct Answer
A. YesExplanation
Tim needs to ensure that everyone in the department understands the company retaliation policy. Beth could have a good case of co-worker retaliation.Rate this question:
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- 14.
The language and the jokes in the warehouse sometimes get really crude. Everyone seems to get along okay, but the guys razz Joe a good bit because he never cusses or tells dirty jokes. When business drops, you decide that Joe needs to be terminated because he makes the most errors of anyone in the department. Can you do so without running afoul of the law?
- A.
Yes
- B.
No
Correct Answer
A. YesExplanation
Joe has never filed a complaint or made it known that the behavior of his co-workers was unwelcome.Rate this question:
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Current Version
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Mar 21, 2022Quiz Edited by
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Aug 05, 2009Quiz Created by
Ahialexander
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