Test Your Harassment IQ: "What You Don't Know Can Cost You!"
Answer the 6 preliminary questions to stimulate your
self-evaluation process
Answer the next 30 True/False questions and click
Grade Me!
Preliminary Questions:
Have you experienced any inappropriate incidents with
the employees that you supervise?
Yes
No
Have you witnessed other inappropriate incidents with
other supervisors that could become a problem?
Yes
No
Do you feel that your understanding of sexual
harassment is sufficient?
Yes
No
Have you ever participated in any kind of sexual
harassment training?
Yes
No
Do you feel that your past training was effective?
Yes
No
Is it your opinion that management has
become overly sensitive to the subject of sexual
harassment?
Yes
No
Quiz Questions:
To qualify as sexual harassment, the
parties have to be of the opposite sex.
True
False
If the employee submits to the requests for
sexual favors, they nullify their rights to file a
sexual harassment complaint.
True
False
Evidence of workplace rumors and/or gossip about
a manager-employee affair is not enough to support a
sexual harassment claim by the employee.
True
False
Claims as to the intent of the alleged harasser
(i.e., “he didn't mean anything by it” or “he hugs
all the women”) are considered when determining
whether or not sexual harassment has occurred.
True
False
“Pin-up” calendars, such as Playboy or
Playgirl, are considered personal items and therefore
not classified as sexual harassment.
True
False
Pressuring another employee for social activity,
even when no sexual references or indications are made,
can still be considered sexual harassment.
True
False
A supervisor can claim sexual harassment against
a subordinate employee even if the supervisor is in a
position to fire the subordinate.
True
False
There are certain situations (i.e. hearsay;
denial by the rumored victim) where the supervisor is
not required to investigate.
True
False
A company can create standards and policy that
are more stringent than the established laws against
sexual harassment.
True
False
Specific sexual references or actions are not
necessary for a situation to be defined as sexual
harassment.
True
False
It takes several incidents over a period of time
to fully establish a hostile office environment.
True
False
The company can be held liable for incidents of
sexual harassment that occur at an official company function
during business hours between two consenting parties.
True
False
If an incident of sexual harassment occurs at
an official company function, the employer is liable even if
the event is held after hours or off company property.
True
False
If a victim of sexual harassment requests to the
supervisor that they not file a report and that they can
handle the situation themselves, the supervisor should
agree to the victim’s wishes.
True
False
Sexual harassment is most often found in
industries where positions are traditionally held by
members of a single sex.
True
False
Sexual harassment tends to be power-driven
rather than sexually-driven.
True
False
An employee wishing to report an incident of
sexual harassment should follow the established “chain
of command” when reporting their claim.
True
False
Situations involving sexual harassment are
usually self-contained, causing little to no effect on
the rest of the company as a whole.
True
False
A sexual harassment lawsuit can be filed against
an employee who discusses or gossips about a separate
incident of sexual harassment that has happened within
their company.
True
False
The employer can only be held liable for a
supervisor’s harassment of an employee if the employer
should have been aware of the situation and failed to
take appropriate and corrective action.
True
False
Sexual harassment is a violation of Title VII of the
Civil Rights Act of 1964 and the Texas Commission of
Human Rights Act.
True
False
Submission to the request for sexual favors
does not negate the victim’s rights to file a sexual
harassment complaint.
True
False
Evidence of workplace rumors that a female employee was
having an affair with her supervisor is sufficient to
support a sexual harassment claim by the female employee.
True
False
An employee’s conduct of posing nude for two magazines
would bar her Title VII sexual harassment claim against her
employer, who she alleged, showed her pornographic film
advertisements, talked about sex and made lewd gestures
towards her.
True
False
Pornographic pictures and sexually oriented jokes can
constitute sexual harassment, but “pin-up” calendars in
a place where only men are present, can not.
True
False
The employer does not have an obligation to
investigate a report of sexual harassment if the
employer learns of the harassment from someone other
than the victim (hearsay evidence) and the victim does
not want any action taken.
True
False
A company may establish a policy that states “not even one
instance of unwelcome sexual harassment or offensive
behavior in the work place will be subject to disciplinary
action,” even if the behavior does not meet the definition
of sexual harassment. For example, a company can establish a
zero tolerance policy for the use of profanity.
True
False
Acts of aggression, intimidation, hostility, rudeness,
name-calling or other types of abusive conduct directed
towards one gender can be sexual harassment, even though no
sexual gestures or words are used.
True
False
An employer cannot be held liable for sexual harassment
which occurs at a company sponsored party or sports event
when: The party or event is held away from the business
premises and the party or event occurs after regular
business hours.
True
False
A prompt investigation followed by effective remedial action
will mitigate damages for a defendant Texas employer in a
sexual harassment lawsuit.
You are on the right track.
Be safe and call or Email
Baker Communications today for our seven page
annotated outline of Baker’s
Sexual
Harassment Workshop.