Promoting Respectful Workplace Quiz

The only form of "harassment" that can subject an employee to liability is sexual harassment.

Many people have lost their jobs and ruined their careers over sexual harassment.

A single sexual advance may constitute harassment if it is linked to the granting or denial of employment benefits.

A supervisor can use racially derogatory words when talking to a minority if that associate has used the same words themselves.

An affair between a supervisor and a subordinate that is entirely consensual cannot subject the employer to liability.

Those being harassed have the obligation to tell harasser of the behavior found to be offensive. At the very least, objectionable behavior should be reported to the supervisor, human resources or the general manager.

Supervisors who become aware of incidents of possible harassment or unfair treatment have a responsibility to act.

False or malicious claims will not be tolerated. Those leveling false claims will be subject to discipline up to and including termination.

An organization can be held responsible for the sexually harassing conduct of:

No supervisor shall threaten or insinuate that an associate's submission to or rejection of sexual advances will influence any decision regarding that associate's:

A company's liability for sexual or racial harassment is limited to:

Based on the "Guiding Framework" provided to help you distinguish the severity of various forms of sexual harassment, the following types of behavior would fall under the "severe" category:

If you are a department manager and you receive a complaint regarding a serious violation, you should first:

Any associate who believes he/she is being harassed should:

If you are witness to an inappropriate action and you are a department manager or supervisor, you should intervene and cease the inappropriate behavior and also inform your General Manager and/or HR Representative of the incident.