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Quizzes > Society & Culture

Workplace Harassment Quiz Answers: Check Your Awareness

Quick quiz on harassment questions and answers. Instant feedback and tips.

Editorial: Review CompletedCreated By: Adan JaimeUpdated Aug 24, 2025
Difficulty: Moderate
2-5mins
Learning OutcomesCheat Sheet
Paper art quiz on coral showing paper figures inviting test of workplace harassment knowledge and fostering respect

Use this workplace harassment quiz to check what counts, spot risky behavior, and learn how to respond. Practice with brief scenarios, see why each answer is correct, and pick up practical steps to support a respectful team. For more depth, try the sexual harassment quiz or the quid pro quo harassment quiz.

Which term describes a supervisor conditioning a job benefit on submission to sexual advances?
Quid pro quo harassment
Constructive discharge
Hostile work environment
Disparate impact
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Harassment must always involve physical touching to be unlawful.
True
False
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Under U.S. federal law, Title VII generally applies to private employers with how many or more employees?
5
25
15
50
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Jokes or slurs about a protected characteristic can contribute to a hostile work environment.
True
False
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Which is an example of protected characteristics commonly covered by anti-harassment laws?
Work style, introversion, punctuality
Race, sex, religion, national origin
Salary band, shift preference, commute length
Education level, hobby, favorite sport
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What should a manager do first upon receiving a harassment complaint?
Ask the team to vote on what happened
Wait several weeks to see if it stops
Dismiss it as a personal issue
Acknowledge, ensure safety, and follow the investigation protocol
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Customers or vendors cannot create a hostile work environment because they are not employees.
False
True
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Which documentation practice is best when recording a reported incident?
Capture dates, times, witnesses, exact words, and context objectively
Record only emotions and opinions
Use ambiguous summaries without specifics
Keep no records to preserve privacy
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An employer should implement interim measures (for example, schedule changes) during an investigation when needed to protect involved parties.
True
False
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Which option best distinguishes bullying from unlawful harassment?
Harassment requires intent to harm; bullying does not
Harassment only occurs between peers; bullying only by managers
Harassment is tied to protected traits; bullying may be abusive but not based on protected status
Bullying is lawful if it happens online
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Which timeframe is generally the shortest EEOC filing deadline for a harassment charge in the U.S., absent a deferral agency?
365 days
3 years
180 days
30 days
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Vicarious liability for a supervisor's harassment may be avoided, without a tangible employment action having occurred, if the employer exercised reasonable care and the employee unreasonably failed to use preventive or corrective opportunities.
False
True
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Which factor best captures the legal standard for a hostile work environment?
Only conduct intended to harm
Severe or pervasive conduct that a reasonable person would find hostile or abusive
Any isolated rude remark
Any conduct the complainant personally dislikes
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An investigation should aim to be prompt, impartial, and thorough.
False
True
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Which remedial action is most appropriate when harassment is substantiated?
Transfer the complainant only, regardless of preference
Proportional corrective action up to and including termination
No action if the person apologizes
Delay action until year-end reviews
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Which situation most clearly indicates unlawful retaliation?
Assigning a task based on documented workload balancing
Demoting an employee shortly after they filed a harassment complaint, without legitimate reason
Coaching an employee on timekeeping errors unrelated to any complaint
Declining a requested vacation due to a blackout period
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Reporting to law enforcement is always required by harassment policy regardless of the conduct or jurisdiction.
False
True
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Which element is NOT required to establish quid pro quo harassment?
A link between submission to conduct and a tangible employment action
Unwelcome sexual conduct by a supervisor or agent
A conditioning of job benefits on acquiescence
Proof that the conduct was severe or pervasive over time
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An employer's duty to act can be triggered by constructive knowledge of harassment, not just actual reports.
False
True
undefined
Which best describes the Faragher-Ellerth defense in the U.S.?
A defense that only applies to coworker harassment
An affirmative defense for hostile environment claims without tangible action, if the employer acted reasonably and the employee unreasonably failed to use remedies
A requirement to terminate any accused supervisor immediately
A rule that intent must be proven for any harassment claim
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Study Outcomes

  1. Identify Harassing Behaviors -

    Distinguish verbal, non-verbal, and systemic actions that constitute workplace harassment, using clear examples to improve awareness.

  2. Recognize Consequences of Harassment -

    Recall which of the following are possible consequences of harassing behavior, including legal, professional, and organizational impacts.

  3. Assess Discrimination Scenarios -

    Apply an "am I being discriminated against at work?" quiz framework to evaluate real or hypothetical situations for discriminatory practices.

  4. Evaluate Your Conduct -

    Analyze your own actions using "does your behavior reflect a harassment-free culture?" answers to ensure respectful interactions.

  5. Apply Prevention Strategies -

    Implement proven preventing harassment in the workplace answers to foster a proactive and inclusive environment.

  6. Interpret Correct Quiz Answers -

    Use the workplace harassment quiz answers provided to reinforce understanding and clarify any misconceptions about harassment policies.

Cheat Sheet

  1. Understanding Harassment Types -

    Workplace harassment quiz answers often start with recognizing the four main categories - verbal, physical, visual, and retaliatory harassment - using the mnemonic "V-P-V-R" to recall Verbal, Physical, Visual, Retaliation. According to EEOC guidelines, each form can be unlawful when it creates a hostile work environment. Harvard Business Review research shows clear categorization helps spot subtle cues early.

  2. Key Legal Frameworks -

    Familiarize yourself with Title VII of the Civil Rights Act and the Americans with Disabilities Act to ensure your preventing harassment in the workplace answers reflect federal standards. OSHA and Cornell University ILR emphasize that written policies and regular training are crucial legal safeguards. A quick mnemonic - "PPT" for Policy, Prevention, Training - helps recall compliance essentials.

  3. Consequences of Harassing Behavior -

    When quizzed on which of the following are possible consequences of harassing behavior, remember they include legal liability, lost productivity, reputational damage, and increased turnover. A study in the Journal of Occupational Health Psychology reports harassment can hike absenteeism by up to 30%. Visualize a downward-trending graph to lock in this impact.

  4. Spotting Discrimination Early -

    Use the "am i being discriminated against at work quiz" framework by tracking patterns: consistent denial of opportunities, biased feedback, or exclusion from meetings. SHRM advises keeping a journal of incidents and dates to strengthen any future claim. This practice sharpens your self-assessment and empowers evidence-based reporting.

  5. Building a Harassment-Free Culture -

    To answer "does your behavior reflect a harassment free culture answer," adopt the 4Rs: Respect, Recognize, Respond, Report. Official EEOC training modules underscore how bystander intervention and open dialogue foster inclusion. Remember: consistent feedback loops and leadership modeling are your best tools for lasting change.

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