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Sexual Harassment, Prevention, and California Law

1. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when this conduct explicitly or implicitly affects which of the following?

A. An individual’s employment.

B. Unreasonably interferes with an individual’s work performance.

C. Creates an intimidating, hostile, or offensive work environment.

D. All of the above.


2. All of the following are circumstances in which sexual harassment may occur, except:

A. The victim has to be of the opposite sex as the harasser.

B. The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.

C. Unlawful sexual harassment may occur without economic injury to or discharge of the victim.

D. The harasser’s conduct must be unwelcome.


3. The most effective weapon against sexual harassment is prevention.

A. True

B. False


4. The burden of preventing sexual harassment rests on which of the following?

A. The EEOC

B. The employee

C. The employer

D. All of the above


5. In the United States, courts have held that an employer who responds quickly and effectively to a complaint by taking steps to remedy the situation and prevent future harassment will not be liable to the same extent, if at all, as an employer who fails to adopt such steps.

A. True

B. False


6. Courts consider which of the following factors to determine whether an environment is hostile?

A. Whether the conduct was verbal, physical, or both.

B. Whether the conduct was hostile or patently offensive.

C. Whether the alleged harasser was a co-worker or supervisor.

D. All of the above.


7. Quid pro quo cases requires proof of a pattern of offensive conduct.

A. True

B. False


8. In most cases, the victim has _____ days from the date of the discriminatory activity to file a discrimination charge with the EEOC in order to preserve their rights.

A. 60

B. 120

C. 180

D. 365


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