Reference no: EM133562588
Questions
1. If a person does not intend to make an individual feel uncomfortable, then there is no sexual harassment under the law.
True
False
2. If an individual engages in sexual conduct with his supervisor, then the law assumes participation was voluntary.
True
False
3. If an individual engages in sexual conduct with his supervisor, then the law assumes participation was voluntary.
True
False
4. Which of the following is true relating to claims of harassment based on a disability?
such harassment claims can be filed under the ADA
such harassment claims can be filed under Title VII.
such harassment claims are handled exclusively by state law
none of the above
5. Which of the following statements made by a supervisor is the best example of potential quid pro quo harassment?'
I will promote you, provided you agree to attend the holiday party as my date
congratulations on your promotion; do you want to attend the holiday party with me as my date?
the telling of an offensive joke by a supervisor to a group of female employees
all of the above
none of the above
6. Within the context of a quid pro quo harassment claim, which of the following is a tangible employment action?
a supervisor asking an employee out to dinner as a friend
a supervisor asking an employee to accompany him on an overnight trip
a supervisor commenting on the blouse of an employee
a supervisor's decision to promote an employee
7. An employer may be subject to liability for harassing behavior engaged in by
the supervisor of an employee
the co-worker of an employee
the employee of another business, such as a vendor with whom an employee is required to work
all of the above
8. A claim for harassment under Title VII ___________.
must be based on sex
may be based on sex
may be based on age
must be based on age
9. An employer is responsible for quid pro quo sexual harassment by a supervisor that results in a tangible employment action ___________.
only if the individual is terminated
only if the individual complains about the employment action
only if the employment action resulted in a financial loss
none of the above. An employer is alway liable for quid pro quo harassment that results in a tangible employment action.