Workplace Harrassment

Question 1

T / F Sexual harassment is an area where there is a large percentage of cases involving harassment by supervisors?

Answer 1

True

Question 2

Religious harassment usually takes one of two forms:

Answer 2

Hostility or conversion

Question 3

An inquiry for religious harassment is whether the employee’s religion is:
A. Legitimate
B. Traditional
C. Whether the belief is sincere

Answer 3

C. Whether the belief is sincere

Question 4

‘Preaching’ to an employee is considered…

Answer 4

The employee perceives that behavior to be unwanted, offensive-amounting to a HOSTILE work environment.

Question 5

When is your liability risk high with harassment cases?

Answer 5

When a supervisor is involved

Question 6

In analyzing overlapping harassment categories complaints, the important thing is to:

Answer 6

Focus on whether the harassment is based on membership in a protected class

Question 7

As an employer, you have a _______ to prevent all kinds of harassment

Answer 7

DUTY

Question 8

What must offensive behavior be extreme enough to be considered to harassment?

Answer 8

For conduct to be considered harassment, it must be so severe and pervasive that is actually alters the terms and conditions of employment and creates a hostile work environment.

Question 9

Definitions- quid pro quo

Answer 9

Employment decisions/expectations are based on an employee’s willingness to grant or refuse sexual favors.

Question 10

Definitions - Hostile work environment

Answer 10

Where verbal or non-verbal behavior in the workplace:
A. Is sexual, racial, religious, ethnic, etc. in nature because of a person’s protected status
B. Is unwanted or unwelcome
C. Is severe or pervasive enough to affect the person’s work environment

Question 11

Can managers who are not the harassers be liable?

Answer 11

Yes

Question 12

What does WLAD stand for and what is it

Answer 12

Washington Law Against Discrimination; supervisors along with employers can be on the hook for discriminatory acts.

Question 13

Under the WLAD, what is the conclusion of the term employer?

Answer 13

Any person acting in the interest of an employer who employs eight or more persons.

Question 14

T / F Harassment needs to be intentional

Answer 14

False- harassment doesn’t have to be intentional

Question 15

Can a single incident be constituted as unlawful harassment or does a pattern need to be established?

Answer 15

A single incident may constitute unlawful harassment.

Question 16

Understand that is not how you ______ to come across; but how you are ______ that is important.

Answer 16

Intend / perceived

Question 17

What are four key manager/supervisor responsibilities with workplace harassment?

Answer 17

Prevention
Investigation
Intervention
Follow-up

Question 18

Based on case reviews, an employer can _____ or ______ its exposure to liability when it’s _______ become ________ to the original acts of sexual harassment.

Answer 18

Double / triple / manager’s / accomplices

Question 19

Regular employees are subject to discipline for:
A. Cause
B. Any reason
C. Actions
D. Wrongful words

Answer 19

Cause - up to and including termination

Question 20

How do you resolve conflicts of interpersonal in nature, miscommunication between mgrs, supervisors and employees, or disagreements regarding work performance?

Answer 20

Shall be handled through an alternative dispute resolution process using a mediator or a facilitator.

Question 21

How many steps and what are they in filing for a grievance?

Answer 21

5 steps;
1. Written complaint (within 14 days of awareness of incident, supervisor has 14 days to respond
2. Consideration by the Division Mgr/ Department Director (Director must respond within 14 days of receipt of the step two grievance)
3. Alternative Dispute Resolution (must be filed to HR Director within 14 days of Department Director’s response, mediation must be completed within 30 days)
4. Appeal to the City Manager (must be done within 10 working days of completion of step 3, step 4 completed within 30 days)
5. Appeal to a Hearing Officer (affirm, reverse, or modify dept. manager’s ruling within 30 days of the close of the hearing)
3.

Question 22

Who to notify for unlawful harassment?

Answer 22

In writing to immediate supervisor, department director, or HR director in writing

Question 23

When does a supervisor or dept. director notify HR director when received a formal harassment complaint?

Answer 23

Within one work day or sooner

Question 24

Sexual harassment cases can be either:

Answer 24

Quid pro quo or hostile environment