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Liquid Transport Corp Management Curriculum
Sexual Harassment Exam

This test is open book.  To take it you'll need to have your text at hand.  Several questions will drive you back to specific pages, and for some questions, you'll want to go back to relevant text sections or pages.  Its intent is not to record how much you remember, but how much you understand...and to record that both you and the company took the time to become more knowledgeable in, and aware of, the basics to supervision and management.  Please give this exercise your focused attention.  It should reinforce much of what you read and some of what you already know.
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1. An organization that has a policy prohibiting sexual harassment in the workplace, even if not well publicized, will be insulated from charges and lawsuits alleging sexual harassment.
 
2. The US Supreme Court has said that the Equal Opportunity commission guidelines on sexual harassment in the workplace (see page 17).
 
3. A situation that constitutes sexual harassment, as determined by the courts is (are)
 
4. If found guilty of sexual harassment, an employee may be individually liable to the harassed employee and may be ordered by the court to pay out of pocket expenses not reimbursable by the employer.  (See page 12.)
 
5. The courts have ruled that in investigating claims of sexual harassment the standard to be applied is that of
 
6. Sexual harassment can include the following. (See page 21.)
 
7. Go to Page 12.  A recent government study showed that lost time and productivity from sexual harassment cost the government how much money over a two year period?
 
   
8. An employer has to be aware of the sexual harassment action in order to be held liable for it.
 
   
9. Only physical acts by one employee against another constitute sexual harassment.
 
   
10. Sexual Harassment can be stopped if a company takes a positive stand by doing which of the following.
 
   
11. Turn to page 22.  What is the only way an employer may avoid liability or limit the damages of a charge against one of its employees?
 
   
12. Person A repeatedly requests a date, even though Person B declines every invitation and makes it clear that he or she is not interested.  This is a classic example of sexual harassment. (See page 38 and appendix.)
 
   
13. It doesn’t matter what the harasser meant or didn’t mean;  all that counts is the impact on the harassee.
 
   
14. Turn to page 38.  Is #6 sexual harassment or not?  Check the appendix.
 
   
15. Stay on page 38.  Is #2 sexual harassment or not?  Check the appendix.
 
   
16. Which of the following is not a criteria for Sexual Harassment.
 
   
17. The courts consider sexual behavior as behavior that’s based on gender;  therefore, sexual harassment is NOT always sexual in nature.
 
   
18. A company is liable for the sexual harassment conduct of its employees even if it didn’t know about the harassment.  (See page 22.)
 
   
19. Turn to page 23 in your Guide to Prevention.  The 1991 amendment to the Civil Rights Law allows federal courts to award both compensatory and punitive damages in cases where there are no other additional claims. In such cases the courts can “tack-on” punitive damages up to how much for large companies?
 
   
20. Absolute confidentiality must be maintained.  All matters relating to a potential sexual harassment incident must be held confidential, with no exception.  (See page 62.)