| 1. |
Congress inserted “sex” as a protected category in the 1964 Civil Rights Act to stop sexual harassment in the workplace. |
True |
False |
| 2. |
Opposition to including gender discrimination in Title VII came entirely from men concerned that such a change would divert women from focusing on their families. |
True |
False |
| 3. |
Immediately after Title VII became law, federal courts struck down sexual harassment as a form of illegal discrimination. |
True |
False |
| 4. |
Two forms of sexual harassment are quid pro quo harassment and hostile environment harassment. |
True |
False |
| 5. |
Unless harassment unreasonably interferes with an individual’s work performance, the Equal Opportunity Commission guidelines do not recognize the conduct as unlawful. |
True |
False |
| 6. |
In assessing whether conduct creates a hostile working environment, courts look to a “reasonable victim” standard. |
True |
False |
| 7. |
A plaintiff must make timely use of available internal remedial procedures before seeking damages in court under Title VII. |
True |
False |
| 8. |
Federal law imposes strict liability on employers for the conduct of a supervisor who creates a hostile working environment. |
True |
False |
| 9. |
Unless sexual innuendo or jokes are coupled with physical contact, sexual harassment has not occurred. |
True |
False |
| 10. |
Under Title VII, a single request for a date will constitute unlawful sexual harassment. |
True |
False |
| 11. |
Title VII has been construed to ban discrimination based on sexual orientation. |
True |
False |
| 12. |
Sexually suggestive verbal utterances in the workplace are protected by the First Amendment. |
True |
False |
| 13. |
Under California law, an employer is strictly liable for the sexually harassing conduct of one of its supervisors. |
True |
False |
| 14. |
In Reno v. Baird, the California Supreme Court held that individual supervisors can be personally liable for damages caused by their harassing conduct. |
True |
False |
| 15. |
Under California’s Fair Employment and Housing Act, any employee who sexually harasses a co-worker is personally liable for damages. |
True |
False |
| 16. |
In California, liability is not imposed when sexual comments were not aimed at the plaintiff or designed to denigrate the employees of a protected group. |
True |
False |
| 17. |
Under California law, if management communicates a message that female employees are viewed as “sexual playthings,” the employer may be liable. |
True |
False |
| 18. |
An employee may be deprived of damages if she quits and then sues rather than allowing the employer an opportunity to investigate and correct an allegedly discriminatory work environment. |
True |
False |
| 19. |
California employers of 50 or more must train supervisors every two years in the prevention of sexual harassment, discrimination, and retaliation. |
True |
False |
| 20. |
Under current California law, an employer with a zero-tolerance policy against harassment may still be strictly liable if a supervisor requests sexual favors from a subordinate. |
True |
False |