1. What is Vicarious Liability in the context of employer-employee relations?

		a. The employer's liability for the actions of an employee.
		b. The employer's liability for their own actions.
		c. The employee's liability for their own actions.
		d. The employee's liability for the actions of a coworker.

2. Which of the following scenarios can contribute to a hostile work environment?

		a. A coworker tells inappropriate jokes of a sexual nature.
		b. An employee frequently comes to work late.
		c. An employee keeps their workspace untidy.
		d. A supervisor frequently delegates tasks to subordinates.

3. What does the term "Severe and Pervasive" mean with respect to sexual harassment?

		a. The behavior is one-time but extremely offensive.
		b. The behavior occurs frequently and is extremely offensive.
		c. The behavior is reported to management but continues.
		d. The behavior is minor but annoys other employees.

4. The Reasonable Person Standard in sexual harassment cases means that:

		a. The harasser should have known their behavior was inappropriate.
		b. A reasonable person would perceive the behavior as hostile or abusive.
		c. The victim must prove that they asked the harasser to stop.
		d. A reasonable person would have ignored the behavior.

5. Which of the following is NOT a requirement for sexual harassment to exist?

		a. The conduct is unwelcome.
		b. The conduct is of a sexual nature.
		c. The conduct is severe and pervasive.
		d. The victim is of the opposite sex of the harasser.

6. Touching, joking, commenting, and distributing material of a sexual nature can all contribute to:

		a. A hostile work environment.
		b. Quid pro quo harassment.
		c. Positive office culture.
		d. Equal employment opportunities.

7. Under what conditions can an employer be held vicariously liable for sexual harassment?

		a. If the harassment was conducted by a manager or supervisor.
		b. If the harassment was reported to HR but continued.
		c. If the harassment resulted in a negative employment decision for the victim.
		d. All of the above.

8. What is the importance of an employer having a sexual harassment policy?

		a. It legally protects the company from any claims of sexual harassment.
		b. It informs employees of their rights and responsibilities.
		c. It automatically eliminates all potential for sexual harassment in the workplace.
		d. It is required by federal law.

9. The "Severe and Pervasive" standard for sexual harassment is judged by:

		a. The victim's personal feelings.
		b. The objective reasonable person standard.
		c. The number of times the harassment occurred.
		d. The intent of the harasser.

10. Which of the following is a requirement for a hostile work environment claim?

		a. The conduct must be severe or pervasive.
		b. The conduct must be reported to a supervisor.
		c. The conduct must be of a sexual nature.
		d. The conduct must result in termination of employment