Test your skills Quiz on Sexual Harassment.
North Dakota Sexual Harassment Quiz with Answer Key - Workplace
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How to fill out Sexual Harassment Quiz With Answer Key - Workplace?
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FAQ
The test for workplace harassment is therefore, whether the Respondent's conduct was ?vexatious? and ?known or ought reasonably to be known to be unwelcome.? In making this determination, an objective standard is used. The Human Rights Tribunal of Ontario articulated this standard in Vipond v.
Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance.
These may include the frequency of the discriminatory conduct; its severity; whether it is physically threatening or humiliating, or a mere offensive utterance; and whether it unreasonably interferes with an employee's work performance.
There are various risk factors that may contribute to workplace harassment and violence. Some of these risk factors include: client characteristics, physical work environment, work activity/culture, job factors, and other external factors.
Submitting to this conduct is made a term or condition of an individual's employment; Whether someone submits to or rejects this behavior is used to affect someone's employment; or. This conduct affects someone's work performance or creates a hostile, offensive, or intimidating work environment.
Confront the Harasser. The first step is likely the most difficult. If you feel safe, you should confront the person who has been harassing you about their behavior. In some cases, people don't realize that they are behaving offensively. Talking to the person who is harassing you might be enough to resolve the problem.
Applicants, employees and former employees are protected from employment discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age (40 or older), disability and genetic information (including family medical history).
Whether the harassment was extensive enough to create a hostile or intolerable work environment for the employee; Whether the victim tolerated the harassment to keep or obtain their job; and. Whether the harassment was a retaliatory response to an employee filing or participating in a complaint.