Harassment

Question 1

By law employer has to prevent

Answer 1

Harassment towards employees and correct the work environment

Question 2

What is the definition of sexual harassment

Answer 2

When employer or employee conduct become unwelcome sexual advances, requests sexual favors and other verbal, physical conduct that is sexual by nature

Question 3

What is the definition of sexual harassment

Answer 3

When employer or employee conduct become unwelcome sexual advances, requests sexual favors and other verbal, physical conduct that is sexual by nature

Question 4

What does employer do to promote a good reputation maintain the employee moral and keep productivity in the workplace

Answer 4

The employer goes far beyond that law can forbid to maintain a free harassment, productive and morale environment.

Question 5

What are the two unlawful sexual harassment rule by the supreme court.

Answer 5

The first harassment is from the employer (quid pro quo) “this for that”

The second hostile environment

Question 6

What does (quid pro quo) stand for

Answer 6

Is a Sexual harassment that is committed from position of power that can fire, demote and denial of promotion toward the victim

Question 7

What is hostile environment base on

Answer 7

It’s impose by gender base unwelcome conduct from supervisors, co-workers, customers, vendors, or anyone else with whom the victim interacts on a job.

Question 8

What are the contribution of a hostile environment

Answer 8

-threat to impose a sexual quid pro quo
-discussing sexual activities
-telling off-color jokes
-unnecessary touching
-commenting on physical attributes
-displaying sexually suggestive pictures
-using demeaning or inappropriate terms
-using indecent gestures
-using crude language
-sabotaging the victim’s work
-engaging in hostile physical conduct
-granting job favors to those who participate in consensual sexual activity

Question 9

What other harassment quid pro quo impose

Answer 9

Religion

Question 10

What are the two requirements to create a hostile environment against a person protected statues.

Answer 10

1) The person being abused

2) The person finds his work environment hostile due to the abuse being imposed.

Question 11

What does a judge need to look over to consider a hostile environment that goes a against a person statues

Answer 11

1) frequency of the unwelcome discriminatory conduct.
2) severity of the conduct
3)whether the conduct was physically threatening or humiliating, or a mere offensive utterance
4)whether the conduct unreasonably interfered with work performance
5)effect on employee’s physiological well-being and
6)wether the harasser was a superior in the organization

Question 12

What do courts find not liable

Answer 12

Woman being asked to go on a date

Isolated incidents

Crude jokes

Sexual remarks

3 offense incidents in 18 month

Question 13

How to be aware of your conduct if it’s offensive

Answer 13

1) Is this verbal or physical behavior of a sexual nature?

2) Is the conduct offensive to the persons who witness it?

3) Is the behavior being initiated by the party who has power over the others?

4) Might an employee feel compelled to tolerate that type of conduct in order to remain employed?

5) Might the conduct make an employee’s job environment unpleasant

6) If the answer to these questions is yes put a stop to it.

Question 14

What are the typical policy for anti harassment

Answer 14

1) a prohibition of described harassing conduct, often with examples that in themselves do not necessarily rise to the level of unlawful conduct

2) a statement of who is protected by the policy and who must abide by it

3) a warning that all employees, regardless of rank, must comply with policy

4) a procedure that authorized complaints of harassment through alternative channels of communication, to ensure that complaints can be investigated impartially as well promptly

5) assurances that complaints will be investigated discreetly , preserving confidentiality to the extent that the needs of the investigation will permit

6) a provision that individuals found to have engaged inappropriate conduct will be subjected to discipline, up to and including dismissal and

7) a prohibition against retaliation by anyone against any employee who reports harassment or who cooperate with the investigation of the report.

Question 15

Avoid the seven-risk area of an offense

Answer 15

1) Vulgar language

2) Work related off premises conduct

3) Touching

4) Dating subordinate

5) Visual displays

6) Talking dirty and telling jokes

7) Email

Question 16

What are the nine excuses a harasser uses to defend his action

Answer 16

1. “She (or he) is hypersensitive; how
   could anyone be offended?”
2. “I treat everybody this way.”
3. “No one ever complained before,
   so how can the conduct be offensive?”
4. “Boys will be boys.”
5. “I didn’t mean any harm.”
6. “No harm, no foul.”
7. “I just read the policy again and I
   still don’t understand where you draw
   the line.”
8. “I was only mentoring, trying to help
   with a personal crisis.”
9. “You cannot take that charge seri
   ously; he (or she) is trying to hold us
   up.”

Question 17

what to do when you experience harassment or witness it

Answer 17

report it to the appropriate official you are not required to report it to your supervisor

Question 18

what do you need to do as the complainant

Answer 18

1) the names of everyone who saw or heard the offensive conduct

2) the names of everyone who may have had a similar experience with the alleged harasser

3) achronology—when and where each incident occurred

4) the reasons why you did not report the incidents earlier (if you have delayed at all); and

5) your thoughts on what the employer should do to correct the problem and maintain a harassment-free environment.

Question 19

Disciplinary measures use on harasser by employer

Answer 19

• an oral or written warning;
• deferral of a raise or promotion;
• demotion;
• suspension; or
• discharge.

Question 20

1964

Answer 20

The Civil Rights Act of 1964 becomes law. Title VII prohibits employment discrimination on the
basis of race, color, religion, national origin, and sex, but does not mention harassment.

Question 21

1967

Answer 21

The Age Discrimination in Employment
Act becomes law. It forbids employers to discriminate against individuals, over age 40, on the basis of their age, without mentioning harassment.

Question 22

1968

Answer 22

The equal employment opportunity commission the agency that enforces federal Anti-discriminatory law find employer permitting harassment on p[olish employer

Question 23

1980

Answer 23

EEoc interprets sexual harassment as a type of sex discrimination

Question 24

1981

Answer 24

sexual insults create hostile environment

Question 25

1986

Answer 25

addressing sexual harassment in court for the first time.

Question 26

1989

Answer 26

law against age harassment over 40

Question 27

1990

Answer 27

EEOC announce Sexual favoritism can be sexual harassment

Question 28

1991

Answer 28

A sexually hostile environment is
found where new female employees
encountered crude language, sexual
graffiti, and pornography

woman and men get trial different

The civil right act becomes law

Question 29

1993

Answer 29

Standard for hostile environment

Question 30

1998

Answer 30

Same-sex harassment

Employer duty to prevent harm towards it employee

Employee duty to avoid harm

Question 31

1999

Answer 31

Importance of employer’s
antiharassment policy

Question 32

2000

Answer 32

Employee must use avenues
available

Question 33

2001

Answer 33

Disability harassment

An invitation to some sexual
conduct does not excuse other
unwelcome conduct

The First Amendment does not
protect harassment

Question 34

2003

Answer 34

Offensive sexual banter can create
hostile environment