CDT CDT Legal & Compliance in Diversity Training 2 — Questions and Answers
Question 1: What is the legal definition of 'quid pro quo' sexual harassment?
- Hostile work environment created by pervasive offensive conduct
- A supervisor conditioning job benefits on sexual favors (Correct answer)
- Unwelcome touching between coworkers
- Off-site harassment unrelated to employment
Correct answer: A supervisor conditioning job benefits on sexual favors
Quid pro quo harassment occurs when a supervisor or manager explicitly or implicitly ties job benefits (promotions, raises) to an employee's submission to sexual demands.
Question 2: Under Title VII, religious accommodation in the workplace must be provided unless it creates what?
- A public relations problem
- Any additional cost to the employer
- Undue hardship on the employer's business (Correct answer)
- An inconvenience for coworkers
Correct answer: Undue hardship on the employer's business
Employers must accommodate employees' sincerely held religious beliefs and practices unless doing so would impose an undue hardship on the operation of the business.
Question 3: What is 'retaliation' in the context of EEO law?
- Disciplining an employee for poor performance
- Adverse action against an employee for engaging in protected activity (Correct answer)
- Demoting a supervisor who made errors
- Changing an employee's schedule for business reasons
Correct answer: Adverse action against an employee for engaging in protected activity
Retaliation occurs when an employer takes adverse action against an employee for engaging in protected activity such as filing a discrimination complaint or participating in an investigation.
Question 4: Which executive order first required federal contractors to take affirmative action in employment practices?
- Executive Order 9066
- Executive Order 11246 (Correct answer)
- Executive Order 13672
- Executive Order 8802
Correct answer: Executive Order 11246
Executive Order 11246, signed by President Lyndon B. Johnson in 1965, prohibits federal contractors from discriminating and requires affirmative action to ensure equal opportunity.
Question 5: What is the primary purpose of an organization's written anti-harassment policy?
- To eliminate the need for diversity training
- To establish complaint procedures and signal zero-tolerance commitment (Correct answer)
- To replace EEOC complaint processes
- To limit employer liability by shifting responsibility to employees
Correct answer: To establish complaint procedures and signal zero-tolerance commitment
A written anti-harassment policy establishes clear complaint procedures, communicates the organization's zero-tolerance stance, and can reduce employer liability by demonstrating proactive measures.
Question 6: The Age Discrimination in Employment Act (ADEA) protects workers who are at least how old?
- 50 years old
- 55 years old
- 40 years old (Correct answer)
- 60 years old
Correct answer: 40 years old
The ADEA protects individuals who are 40 years of age or older from employment discrimination based on age in hiring, promotion, discharge, compensation, and other terms of employment.
CDT CDT Legal & Compliance in Diversity Training 2
What is the legal definition of 'quid pro quo' sexual harassment?