NEED HELP WITH THESES QUESTIONS

1. Susan recently came to her manager, Andrea, with a sexual harassment complaint. A coworker Susan used to date is continuing to bother her even though they broke up several months ago. Andrea took appropriate steps to help Susan get the complaint resolved, but she feels a little bit uncomfortable with Susan now that she knows such personal information about her. When her team decides to go to lunch, she does not invite Susan the way she usually does. How could Susan perceive these actions?

Sexual harassment

Retaliation

Microaggression

Violence

2. What is the type of sexual harassment in the workplace in which there is no link between jobs and sex?

Hostile work environment

Quid pro quo

Economic harassment

Romantic harassment

3. You notice that a co-worker is being harassed by a group of people outside in the parking lot at work. None of the group of people work here. Which of the following actions should you take?

Ask another employee who is walking into the workplace to help you disrupt the situation.

Ignore the situation and walk away.

Remove your co-worker from the situation, and ask them why they upset the group.

Photograph the incident, show your supervisor, and request that security be contacted.

4. A coworker complains to you that a customer is sexually harassing her. What is the most appropriate response?

Encourage them to document the harassment and report it to their supervisor or Human Resources.

Conduct the investigation yourself.

Advise your coworker that there is nothing you can do because it is a non-employee.

Tell your coworker that no investigation is needed because the conduct was too mild to be sexual harassment.

5. Karl recently immigrated to the U.S. from Germany and is determined to show his American coworkers that he has a sense of humor. He amuses his colleagues with jokes and quickly becomes popular with many of them. Some of his German-American colleagues, however, are getting tired of these comments, especially since many of them have faced real prejudices and biases in the past. When a few tell him to knock it off, he should:

Remind them that if he is from Germany and can take a joke about his own country.

Remember that what people consider funny can vary and quit telling those jokes at work.

Only tell his jokes when other people from Germany are not around.

Wait until Human Resources tells him to stop.

6. True or False: A bystander intervention is the term used to define when an individual actively moves in and changes the outcome of a situation.

True

False

7. True or False: Intent is the most important factor when determining if harassment took place.

True

False

8. Can a female employee sue her employer for sexual harassment based on the conduct of another female employee?

No, the conduct must be based on sex.

Yes, a female can sue for harassment if the conduct is severe or pervasive, regardless of whether the harasser is male or female.

Yes, however, the conduct must be more egregious than what is required for male-female harassment.

No, sexual harassment laws only protect males.

9. Which of the following statements about sexual harassment is correct?

A man who is sexually harassed must be exposed to significantly worse behavior than a woman in order for it to be illegal.

A woman who is sexually harassed must be exposed to significantly worse behavior than a man in order for it to be illegal.

Behavior that constitutes sexual harassment is harassment regardless if it is targeted at men or women.

Men and children are both sexually harassed more often than women, regardless of age, race, or sexual orientation.

10. What is "abusive conduct?"

Any conduct that an employee does not like in the workplace

Malicious behavior that a reasonable person would find hostile, offensive, and unrelated to an employer's legitimate business interest

Telling an employee that they are not performing well

Any behavior that is counter to a harmonious workplace

11. Your co-worker tells you that she wants to report sexual harassment to the appropriate California agency. To whom should you direct her?

Equal Employment Opportunity Commission (EEOC) and the California Civil Rights Department (CRD)

Equal Employment Opportunity Commission (EEOC) and the Employment Development Department (EDD).

The Federal Employment Agency and the California Civil Rights Department (CRD).

The Federal Employment Agency and the Employment Development Department (EDD)

12. Zachary and Samantha are good friends and coworkers. Every Monday morning, they spend hour recounting their sexual adventures over the weekend. Stan, their coworker, does not want to hear about their sex lives and tells them so. They respond by saying, "Then close your ears. We weren't talking to you anyway." Should Zachary and Samantha continue their behavior, this could be an example of:

Sexual harassment

Sex discrimination

Inappropriate workplace behavior

Freedom of speech

13. In which of the following situations could an employer be liable for sexual harassment?

An employee is teased by a coworker while on a business trip.

An employee is teased by a sibling at a family cookout.

An employee is cat-called at an intersection on their way to work.

An employee is greeted by a "Hello!" from the security guard at work.