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North Carolina
Sexual Harassment IQ Test

North Carolina Sexual Harassment IQ Test

Category:

Employment - Sexual Harassment

State:

Multi-State

Control #:

US-04033BG

Format:

Instant download

Description

The main civil rights act dealing with employment discrimination is Title VII of the Civil Rights Act of 1964, as amended. It prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin. Sexual harassment is a type of sex discrimination which is a violation of Title VII. Employers need to have written policies forbidding sexual harassment. Offenses that would constitute sexual harassment include:

" Demands for sexual favors in exchange for job benefits (quid pro quo);

" A job "environment" that involved sexual suggestions;

" Hostile conduct toward an employee who refused to provide sexual favors;

" Verbal or physical suggestions with a sexual overtone.

A supervisor, as well as the employer, can be held liable for failing to take action regarding complaints of sexual harassment by one employee toward another. The Sexual Harassment IQ Test will help you determine how well your employee's understand sexual harassment law. It also may help you prove to the court, if you are sued, that you exercised reasonable care to prevent or promptly correct any harassing behavior.

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FAQ

North Carolina Sexual Harassment Training Requirements: While North Carolina does not have any specific legal requirement for sexual harassment training for non-government workers, sexual harassment training in the workplace is highly recommended.

Quid pro quo sexual harassment occurs when a victim's response to unwanted sexual advances determines his/her basis for employment decisions. For example, this could include an employee refusing her employer's sexual advances and then being terminated as a result.

Quid pro quo literally means this for that in Latin. Quid pro quo sexual harassment occurs when employment, pay, benefits, title, position or other opportunities for advancement or training are conditioned on the submission to unwelcome sexual advances. Whether the harassment is explicit or implicit, it is illegal.

In terms of sexual harassment, it means that someone offers something work-related in exchange for a sexual favor. For example, say your boss promises to give you a raise or a promotion if you have sex with him or her, that would be quid pro quo sexual harassment, and it would be illegal.

While it's not mandatory for most businesses to participate in training, companies that hire employees usually require EEO training as part of their human resources policies.

Quid pro quo (this for that) harassment occurs when someone in a position of authority over another (i.e., a manager or supervisor) directly or indirectly demands sexual favors in exchange for some benefit (a promotion, pay increase, etc.) or to avoid some detriment (termination, demotion, etc.) in the workplace.

Quid pro quo describes an agreement between two or more parties in which there is a reciprocal exchange of goods or services. The phrase is Latin for "something for something." Courts may render a business contract void if it appears unfair or one-sided, and so a quid pro quo consideration is often warranted.

In Title VII sexual harassment jurisprudence, U.S. courts use a 2-prong subjective-objective test to determine the viability of a sexual harassment claim: The complainant must show that the employer's conduct was unwelcome and sufficiently severe or pervasive to alter the conditions of employment and create an abusive

While California, Connecticut, Delaware, Illinois, Maine, New York State, and New York City have passed statutes requiring sexual harassment training, other federal and state laws, regulations, and court decisions have made clear that employers should provide anti-harassment training to all employees in all states.

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