TRAINING - SEXUAL HARASSMENT

Name *

First Name

Last Name

Individuals can be held personally liable for sexual harassment *

TRUE

FALSE

Volunteer and unpaid interns are not protected against sexual harassment *

TRUE

FALSE

The promise of reward or threat of punishment in exchange for sexual favors must be explicit in order to constitute quid pro quo sexual harassment *

TRUE

FALSE

An employee who gives into the demand for sex in order to avoid negative consequences forfeits his or her claim for quid pro quo sexual harassment *

TRUE

FALSE

If the alleged harasser denies the charge, a claim for sexual harassment cannot be successful without a neutral witness or documentary evidence supporting the complainant’s accusations *

TRUE

FALSE

To prove a hostile work environment sexual harassment, the complaining party does not need to show that they suffered adverse employment action *

TRUE

FALSE

To prove a hostile work environment sexual harassment, the complaining party must show that they were subjected to unwanted sexual attention that was both severe and pervasive *

TRUE

FALSE

Sexual desire is a key element to any claim for sexual harassment *

TRUE

FALSE

An employee can file a claim for sexual harassment even if the supervisor took no adverse employment action (e.g., termination, failure to hire, demotion), against the employee *

TRUE

FALSE

In California, if the employee does not take advantage of the established internal complaint process, the employer has a complete defense to an action for sexual harassment *

TRUE

FALSE

Unpaid interns and volunteers are protected under federal laws against sexual harassment *

TRUE

FALSE

California law is broader than federal law in providing protection against sexual harassment *

TRUE

FALSE

California law identifies 17 specific protected bases for employment, discrimination, harassment and retaliation *

TRUE

FALSE

Sex, sexual orientation, gender, gender identity and gender expression are all protected bases under the FEHA *

TRUE

FALSE

The DFEH can seek injunctive relief to compel employers to take all reasonable steps to prevent unlawful discrimination without proving an underlying violation of the FEHA *

TRUE

FALSE

The employer’s duty to take immediate, effective action in response to a claim of sexual harassment only applies where there is a credible report or threat of unwanted physical contact *

TRUE

FALSE

The FEHA makes it unlawful to engage in behavior that a reasonable person in the employee’s place would find demeaning *

TRUE

FALSE

An employer is strictly liable for sexual harassment committed by a supervisor or agent *

TRUE

FALSE

Only employers with five (5) or more employees are liable for sexual harassment under the FEHA *

TRUE

FALSE

Sexual desire is a required element of a sexual harassment claim *

TRUE

FALSE