Deck 13: Sex Discrimination

Question 1

Matching
a. retaliation
b. hostile work environment
c. constructive discharge
d. sexual harassment
e. remedial action
f. affinity orientation
g. quid pro quo
h. sex-plus discrimination
i. offer of judgment
j. vicarious liability
Indirect legal responsibility for the acts of an employee.

Answer 1

j

Question 2

Matching
a. retaliation
b. hostile work environment
c. constructive discharge
d. sexual harassment
e. remedial action
f. affinity orientation
g. quid pro quo
h. sex-plus discrimination
i. offer of judgment
j. vicarious liability
The offer of a specified amount that the plaintiff could obtain if the case went to trial.

Answer 2

i

Question 3

Title VII does not create a claim of sexual harassment for every crude joke or sexually explicit
remark on the job.

Answer 3

True

Question 4

The first action to be taken by an employee who has suffered sexual harassment is the filing of a
complaint with the employer, using the employer 's sexual harassment complaint form.

Question 5

Matching
a. retaliation
b. hostile work environment
c. constructive discharge
d. sexual harassment
e. remedial action
f. affinity orientation
g. quid pro quo
h. sex-plus discrimination
i. offer of judgment
j. vicarious liability
An employer imposes working conditions so intolerable that they foreseeably would compel a
reasonable person to resign rather than stay on the job.

Question 6

Matching
a. retaliation
b. hostile work environment
c. constructive discharge
d. sexual harassment
e. remedial action
f. affinity orientation
g. quid pro quo
h. sex-plus discrimination
i. offer of judgment
j. vicarious liability
A form of sex discrimination.

Question 7

Matching
a. retaliation
b. hostile work environment
c. constructive discharge
d. sexual harassment
e. remedial action
f. affinity orientation
g. quid pro quo
h. sex-plus discrimination
i. offer of judgment
j. vicarious liability
A person attracted to those of her or his own gender.

Question 8

Matching
a. retaliation
b. hostile work environment
c. constructive discharge
d. sexual harassment
e. remedial action
f. affinity orientation
g. quid pro quo
h. sex-plus discrimination
i. offer of judgment
j. vicarious liability
Discrimination of a sub-class of a protected group.

Question 9

An employer may also be responsible for the acts of nonemployees, such as vendors, in the work-
place, where the employer or its agents or supervisory employees know or should have known
of the conduct and fail to take prompt remedial action.

Question 10

Matching
a. retaliation
b. hostile work environment
c. constructive discharge
d. sexual harassment
e. remedial action
f. affinity orientation
g. quid pro quo
h. sex-plus discrimination
i. offer of judgment
j. vicarious liability
The type of harassment that occurs when a manager or supervisor engages in unwelcome sex-
ual conduct in a manner that, expressly or implicitly, makes submission to that conduct a term
or condition of employment or uses the employee's response as a basis for employment deci-
sions affecting that person.

Question 11

Matching
a. retaliation
b. hostile work environment
c. constructive discharge
d. sexual harassment
e. remedial action
f. affinity orientation
g. quid pro quo
h. sex-plus discrimination
i. offer of judgment
j. vicarious liability
Conduct that has the purpose or effect of unreasonably interfering with an individual's work
performance, creating an intimidating, hostile, or offensive work environment.

Question 12

An express demand for sexual relations is required for a finding of sexual harassment.

Question 13

The employer is not liable for the sexual harassment conduct of its agents and supervisors if the
employer didn't know of the specific acts of harassment.

Question 14

Matching
a. retaliation
b. hostile work environment
c. constructive discharge
d. sexual harassment
e. remedial action
f. affinity orientation
g. quid pro quo
h. sex-plus discrimination
i. offer of judgment
j. vicarious liability
A claimant alleges he or she suffered an adverse employment action because he or she filed a
charge of discrimination, made a complaint of discrimination, participated in a discrimination
investigation, or otherwise opposed sex discrimination by the employer.

Question 15

Employees who are not the direct victims of sexual harassment, but who oppose it or report it
on behalf of another employee, are not protected from retaliation by Title VII.

Question 16

Females in professional and management levels have been discriminated against more often
than females in other levels of employment.

Question 17

A complaint to the EEOC within 180 days of the adverse employment action is a prerequisite for
filing a suit alleging discrimination.

Question 18

An employer is liable for acts of sexual harassment in the workplace by co-workers where the
employer or its agents or supervisory employees know or should have known of the conduct,
unless the employer can show that it took prompt remedial action.

Question 19

Matching
a. retaliation
b. hostile work environment
c. constructive discharge
d. sexual harassment
e. remedial action
f. affinity orientation
g. quid pro quo
h. sex-plus discrimination
i. offer of judgment
j. vicarious liability
Prompt investigation including interviews with the parties and other witnesses.

Question 20

Sexual harassment is a form of sex discrimination.