Chapter 14 Ensuring A Harassment Free and Respectful Workplace

Question 1

Respect for ourselves guides our morals; respect for others guide our manners. (Page 247)

Answer 1

Laurence Sterne

Question 2

An inclusive, harassment-free workplace is one where employees: (Page 248)

Answer 2

feel safe and are treated fairly

Question 3

A harassment-free workplace enables employees to: (Page 248)

Answer 3

1. focus on their work
2. maintain teamwork
3. communicate effectively

Question 4

One step in creating a harassment-free and respectful workplace is to understand the definitions of ____, _____, and ____ and the difference among them? (Page 24p

Answer 4

discrimination, harassment, disrespectful behavior

Question 5

_____ is making a choice such as what to eat for supper or your favorite color. (Page 249)

Answer 5

Discrimination

Question 6

____ is making a biased employment decision against a person because of their protected characteristics.

Answer 6

Illegal Discrimination

Question 7

____ is a legal term describing a form of discrimination where a person is subject to threatening, intimidating, embarrassing, or other offensive and unwelcome behavior because of gender, race, ethnicity, religion, age, disability or some other protected characteristic. (Page 249)

Answer 7

Harassment

Question 8

_____, while not a legal term, describes action that insult or indicate hostility or aversion toward someone. The behavior is not directed at a person because of protected characteristics. (Page 249)

Answer 8

Disrespectful Behavior

Question 9

_____ prohibit illegal discrimination and harassment based on protected characteristics, but those laws do not prohibit ______. (Page 249)

Answer 9

Federal State Employment Laws/Disrespectful Behavior

Question 10

As a supervisor it is important to be familiar with your organizations _____ and _____ so that you can meet your unique responsibilities. (Page 250)

Answer 10

harassment policy/complaint process

Question 11

Title VII of the 1964 Civil Rights Act, as amended in 1991, prohibits discrimination in hiring, promotion, discharge, pay, benefits, job training, classification, and other aspects of employment on the basis of race, religion, color, national origin, sex, age, disability, pregnancy, and other protected characteristics. Courts have ruled that sexual harassment is _____ and is, therefore, prohibited by Title VII. (Page 252)

Answer 11

sexual discrimination

Question 12

The Age Discrimination in Employment Act of 1967 protects applicants and employees _______ from discrimination in the hiring, promotion, discharge, compensation terms, conditions, or privileges of employment. (Page 252)

Answer 12

40 years of age or older

Question 13

_______ prohibits the use of genetic information in making employment decisions, restricts employers from requesting, requiring, or purchasing genetic information, and strictly limits the disclosure of genetic information. (Page 252)

Answer 13

Title II of the Genetic Information Nondiscrimination Act of 2008

Question 14

The ________, as amended, prohibits sex discrimination in payment of wages to women and men performing substantially equal work in the same organization. (Page 252)

Answer 14

Equal Pay Act of 1967

Question 15

Your organizations harassment policy, not ______, determines what behaviors are prohibited in the workplace. (Page 252)

Answer 15

employees’ personal comfort

Question 16

An overheard conversation that any employee finds offensive may create a ______ (Page 252)

Answer 16

hostile work environment

Question 17

What are the four reasons that the family medical leave act may be granted? (Page 253)

Answer 17

1. Birth of and care for a child
2. Placement and care for a child through adoption or foster care
3. Care for the employees spouse, son, daughter, or parent with a serious health condition.
4. Serious health condition that makes the employee unable to perform one or more of the essential functions of his or her job.

Question 18

Some unwelcome behavior that is not clearly illegal or prohibited by your organization’s harassment policy such as hugging, asking for a date, nonsexual touching, or comments about appearance may constitute ______
(Page 253)

Answer 18

subtle sexual harassment

Question 19

Subtle sexual harassment creates and uncomfortable work-place; if it escalates, it may create a _________. (Page 253)

Answer 19

Hostile Work Environment

Question 20

What are two practical ways to recognize subtle sexual harassment when the recipient has not said, “That is unwelcome:” (Page 257-258)

Answer 20

1. Focus on the impact of the behavior rather than on its intention.
2. Try to determine if the person experiencing the behavior,s uch as a hug or nonsexual comments about appearance ,initiates and participates in the same behavior.

Question 21

To respond appropriately to a complaint, you must understand that is considered a complaint, how to be an ____ rather than and investigator, and how to respond to a complainants questions.

Answer 21

objective fact finder (neutral fact finder)

Question 22

The goal of effective intervention is to: (Page 258)

Answer 22

1. Clarify the organizations harassment policy
2. Encourage open communication
3. Stop prohibited behavior

Question 23

One method for avoiding retaliation, or it appearance, against an employee you supervise who has filed a discrimination or harassment complaint is to seek guidance from your ______. (Page 259)

Answer 23

HR Department