The Big Sweep! Sexual Harassment Knowledge Quiz

Sunday, March 12, 2006 | 0

(Aka the SEXual Harassment...The BIG Issue in the Workplace article series knowledge retention quiz)

By Jamie Charter, M.S., CPDM

No, this is not part 8 of this article series.

It is also not a review of the information contained within the articles series. Here is the chance to measure what it is you have retained if you have been faithfully reading the article series.

While there certainly is more material we can cover, it is overtime to start moving onto other areas of discrimination and we will! So, are you ready to test your knowledge of sexual harassment prevention, etc.?

Let's go! Print this out and write out your answers. I will supply the answers next time.

1. How is sexual harassment defined in the United States on the Federal level?

2. According to the EEOC, employers with _______ employees must provide sexual harassment prevention training.

3. Name the two types of sexual harassment.

4. Who can be held liable if an employee is the victim of sexual harassment at work?

5. What are some examples of a tangible employment action?

6. True for False: Under California and Federal law, an employer may be held liable if an employee is subjected to harassment by a third party, such as clients, vendors and customers.

7.True or false: If the DFEH commission finds that discrimination has occurred, ordered remedies can include:

-Fines of damages for emotional distress from each employer or person determined to have violated the law
-Hiring or reinstatement
-Back pay or promotion

8. True or false: Employees can also file a private lawsuit in civil court after a complaint been filed with the DFEH.

9. True or false:
The federal courts have held that the employer is liable for harassment when the harasser's rank within the organization may be treated as the organization's proxy. The president, owner, partner or corporate officers of the employer are examples of those in this class.

10. True or false:
Sexual harassment cannot be tolerated because it violates the victim's:
-Privacy rights
-Personal dignity
-Emotional well-being
-Personal boundaries
-Professional development

11. Can you name some other potential liability areas for discrimination claims in the workplace?

12. What is third party sexual harassment?

13. What was the settlement amount in the Mitsubishi case?
a. $250,000
b.$34 million
c.3.5 million

It has been my hope that this article series that started on December 4, 2005, has raised the awareness of employers for this critical issue in the workplace. To minimize the potential for liability in the workplace, employers need to focus on providing adequate training for their supervisors and employees, while communicating the company policy of zero tolerance.

We hope you will register for the upcoming sexual harassment prevention-training program on WorkCompSchool. Future courses in the employment/labor specialty area of the WorkCompschool will be offered in anti-discrimination and harassment in all of the protected classifications.

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WorkCompSchool and Jamie Charter are proud to announce the development of a partnership to provide both in-house as well as on-line employment training.

Jamie is certified as a Professional in Disability Management, (CPDM) and is a State of California Independent Vocational Evaluator (IVE). Jamie holds a Masters Degree in Counseling and has been a vocational consultant for 22 years, with a comprehensive knowledge base in workers' compensation and employment related arenas.

As a member of WorkCompSchool's faculty, Jamie's first on-line course will address mandatory Sexual Harassment training for employers, as well as all interested industry professionals.

On-line training courses addressing the EEOC and AB 1825 will be available for release in March of 2006, and Jamie will also be available for customized live training seminars. Both on-line and live training requests can be arranged by calling the WorkCompSchool Sales Department at (805) 484-0333 or (866) 975-266, or e-mail sales@workcompcentral.com.

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The views and opinions expressed by the author are not necessarily those of workcompcentral.com, its editors or management.