Question 1

Matching
-Indirect legal responsibility for the acts of an employee.

Accepted Answer

Vicarious liability involves indirect legal responsibility for the acts of an employee.

Question 2

Matching
-The offer of a specified amount that the plaintiff could obtain if the case went to trial.

Accepted Answer

The offer of judgment refers to the offer of a specified amount that the plaintiff could obtain if the case went to trial.

Question 3

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

Accepted Answer

Title VII only creates a claim of sexual harassment if the conduct is severe or pervasive enough to create a hostile work environment or if it involves a quid pro quo (i.e. job benefits or punishment in exchange for sexual favors). Not every crude joke or sexually explicit remark would rise to the level of a violation of Title VII.

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.

Accepted Answer

This is the standard protocol for addressing sexual harassment in the workplace. The employer must take appropriate action to investigate and address the complaint.

Question 5

Matching
-An employer imposes working conditions so intolerable that they foreseeably would compel a
reasonable person to resign rather than stay on the job.

Accepted Answer

Constructive discharge refers to a situation where an employee is forced to resign due to unbearable working conditions created by the employer, even though there was no direct termination. It is considered a form of wrongful termination, and employees in such situations may have legal recourse.

Question 6

Matching
-A form of sex discrimination.

Accepted Answer

Sexual harassment is a form of sex discrimination that can create a hostile work environment or involve quid pro quo demands for sexual favors.

Answer: H
 Sex-plus discrimination occurs when an employer combines sex discrimination with another factor such as race or age.

Answer: F
 Affinity orientation discrimination occurs when employees are treated differently because of their association with someone who belongs to a protected class (such as discrimination against an employee because their partner is of the same sex). It is a form of sex discrimination if it is based on the employee's gender or sexual orientation.

Note: The other options also relate to employment discrimination but do not specifically refer to sex discrimination.

Question 7

Matching
-A person attracted to those of her or his own gender.

Accepted Answer

Affinity orientation refers to the perceived sexual orientation of an individual. It is often associated with LGBT employees who are attracted to those of their own gender.

Answer: D
 Sexual harassment is any unwelcome sexual advance or behavior that creates an intimidating, hostile, or offensive working environment. It can also include unwanted physical contact or requests for sexual favors.

Answer: H
 Sex-plus discrimination refers to discrimination against an individual based on both sex and another characteristic, such as sexual orientation. This can include denying employment opportunities or treating an employee differently because of their sexual orientation.

Question 8

Matching
-Discrimination of a sub-class of a protected group.

Accepted Answer

Sex-plus discrimination refers to discrimination against a subgroup within a protected class based on additional factors such as age, race, or religion.

Answer: D
 Sexual harassment refers to unwelcome sexual advances or conduct that creates a hostile or intimidating work environment.

Answer: J
 Vicarious liability holds employers responsible for the actions of their employees in cases of discrimination or harassment.

Note: The other choices are not directly related to discrimination against 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.

Accepted Answer

This statement is true according to legal principles of vicarious liability and negligence. Employers have a duty to provide a safe workplace for all individuals, including non-employees such as vendors or contractors. If the employer knows or should have known about inappropriate behavior or misconduct by a non-employee and fails to take appropriate action, they may be held liable for any resulting harm or damages.

Question 10

Matching
-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.

Accepted Answer

This type of harassment is called quid pro quo harassment, where the submission to sexual conduct is explicitly or implicitly made a condition of employment or used for employment decisions affecting the person.

Question 11

Matching
-Conduct that has the purpose or effect of unreasonably interfering with an individual's work
performance, creating an intimidating, hostile, or offensive work environment.

Accepted Answer

Hostile work environment is defined as conduct that has the purpose or effect of unreasonably interfering with an individual's work performance, or creating an intimidating, hostile, or offensive work environment.

Question 12

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

Accepted Answer

A demand for sexual relations is not required for a finding of sexual harassment. Sexual harassment can include unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that creates an intimidating, hostile, or offensive work environment.

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.

Accepted Answer

The employer can still be held liable for the sexual harassment conduct of its agents and supervisors even if they didn't know about it, under the legal concept of vicarious liability.

Question 14

Matching
-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.

Accepted Answer

The claimant is alleging retaliation, which is an adverse action taken by an employer against an employee for engaging in protected activity such as filing a discrimination charge, complaining about discrimination, or participating in a discrimination investigation.

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.

Accepted Answer

Title VII protects employees from retaliation for opposing or reporting sexual harassment, whether or not they are personally affected by it. This includes standing up for or reporting on behalf of another employee who has experienced harassment.

Question 16

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

Accepted Answer

This statement is true. Studies have shown that women are underrepresented in senior management positions and face more discrimination and bias at higher 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.

Accepted Answer

This is known as the "statute of limitations," and failing to file a complaint with the EEOC within 180 days can result in the loss of the ability to file a discrimination lawsuit. However, there are some exceptions to this time limit depending on the circumstances of the case.

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.

Accepted Answer

This statement accurately reflects the legal standard for employer liability in cases of sexual harassment by co-workers.

Question 19

Matching
-Prompt investigation including interviews with the parties and other witnesses.

Accepted Answer

The answer of Matching
-Prompt investigation including interviews with the parties...

Question 20

Sexual harassment is a form of sex discrimination.

Accepted Answer

Sexual harassment is a form of sex discrimination as it involves unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature that affects a person's work environment or interferes with their ability to perform their job. It is a violation of Title VII of the Civil Rights Act of 1964 and other federal and state laws.

Quiz 13: Sex Discrimination

Matching -Indirect legal responsibility for the acts of an employee.

Matching -The offer of a specified amount that the plaintiff could obtain if the case went to trial.

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

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.

Matching -An employer imposes working conditions so intolerable that they foreseeably would compel a reasonable person to resign rather than stay on the job.

Matching -A form of sex discrimination.

Matching -A person attracted to those of her or his own gender.

Matching -Discrimination of a sub-class of a protected group.

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.

Matching -Conduct that has the purpose or effect of unreasonably interfering with an individual's work performance, creating an intimidating, hostile, or offensive work environment.

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

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.

Matching -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.

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.

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

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

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.

Matching -Prompt investigation including interviews with the parties and other witnesses.

Sexual harassment is a form of sex discrimination.