Free Sexual Harassment Awareness Quiz

Test Your Sexual Harassment IQ:
"What You Don't Know Can Cost You!"

Instructions:

• Answer the 6 preliminary questions to stimulate your self-evaluation process
• Answer the next 20 True/False questions and click Grade Me!

1. Have you experienced any inappropriate incidents with the employees that you supervise?

2. Have you witnessed other inappropriate incidents with other supervisors that could become a problem?

3. Do you feel that your understanding of sexual harassment is sufficient?

4. Have you ever participated in any kind of sexual harassment training?

5. If Yes, Do you feel that your past training was effective?

6. Is it your opinion that management has become overly sensitive to the subject of sexual harassment?

1. To qualify as sexual harassment, the parties have to be of the opposite sex.

2. If the employee submits to the requests for sexual favors, they nullify their rights to file a sexual harassment complaint.

3. Evidence of workplace rumors and/or gossip about a manager-employee affair is not enough to support a sexual harassment claim by the employee.

4. Claims as to the intent of the alleged harasser (i.e., “he didn't mean anything by it” or “he hugs all the women”) are considered when determining whether or not sexual harassment has occurred.

5. “Pin-up” calendars, such as Playboy or Playgirl, are considered personal items and therefore not classified as sexual harassment.

6. Pressuring another employee for social activity, even when no sexual references or indications are made, can still be considered sexual harassment.

7. A supervisor can claim sexual harassment against a subordinate employee even if the supervisor is in a position to fire the subordinate.

8. There are certain situations (i.e. hearsay; denial by the rumored victim) where the supervisor is not required to investigate.

9. A company can create standards and policy that are more stringent than the established laws against sexual harassment.

10. Specific sexual references or actions are not necessary for a situation to be defined as sexual harassment.

11. It takes several incidents over a period of time to fully establish a hostile office environment.

12. The company can be held liable for incidents of sexual harassment that occur at an official company function during business hours between two consenting parties.

13. If an incident of sexual harassment occurs at an official company function, the employer is liable even if the event is held after hours or off company property.

14. If a victim of sexual harassment requests to the supervisor that they not file a report and that they can handle the situation themselves, the supervisor should agree to the victim’s wishes.

15. Sexual harassment is most often found in industries where positions are traditionally held by members of a single sex.

16. Sexual harassment tends to be power-driven rather than sexually-driven.

17. An employee wishing to report an incident of sexual harassment should follow the established “chain of command” when reporting their claim.

18. Situations involving sexual harassment are usually self-contained, causing little to no effect on the rest of the company as a whole.

19. A sexual harassment lawsuit can be filed against an employee who discusses or gossips about a separate incident of sexual harassment that has happened within their company.

20. The employer can only be held liable for a supervisor’s harassment of an employee if the employer should have been aware of the situation and failed to take appropriate and corrective action.

21. Sexual harassment is a violation of Title VII of the Civil Rights Act of 1964 and the Texas Commission of Human Rights Act.

22. Submission to the request for sexual favors does not negate the victim’s rights to file a sexual harassment complaint.

23. Evidence of workplace rumors that a female employee was having an affair with her supervisor is sufficient to support a sexual harassment claim by the female employee.

24. An employee’s conduct of posing nude for two magazines would bar her Title VII sexual harassment claim against her employer, who she alleged, showed her pornographic film advertisements, talked about sex and made lewd gestures towards her.

25. Pornographic pictures and sexually oriented jokes can constitute sexual harassment, but “pin-up” calendars in a place where only men are present, can not.

26. The employer does not have an obligation to investigate a report of sexual harassment if the employer learns of the harassment from someone other than the victim (hearsay evidence) and the victim does not want any action taken.

27. A company may establish a policy that states “not even one instance of unwelcome sexual harassment or offensive behavior in the work place will be subject to disciplinary action,” even if the behavior does not meet the definition of sexual harassment. For example, a company can establish a zero tolerance policy for the use of profanity.

28. Acts of aggression, intimidation, hostility, rudeness, name-calling or other types of abusive conduct directed towards one gender can be sexual harassment, even though no sexual gestures or words are used.

29. An employer cannot be held liable for sexual harassment which occurs at a company sponsored party or sports event when: The party or event is held away from the business premises and the party or event occurs after regular business hours.

30. A prompt investigation followed by effective remedial action will mitigate damages for a defendant Texas employer in a sexual harassment lawsuit.