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1. Sexual harassment complaints are generally false or unjustified.
2. Sexual harassment can occur outside the worksite and still be considered work-related. Incidents that occur at retirement parties and office socials or in training are some of the situations where work-related harassment occurs.
3. Terms of endearment with co-workers, i.e. “honey”, “dear” are considered verbal abuse and charges can be brought up against the employee.
4. Women in professional jobs (teachers, lawyers, engineers, doctors, etc.) are not as likely to be sexually harassed as women in blue-collar jobs (factory workers, secretaries, truck drivers, etc)
5. If he didn’t like the sexual attention, but she meant it only as flirting or joking, then it was not sexual harassment.
6. Sexual harassment is not limited to physical contact. It can occur any time that an individual is uncomfortable with another person’s approaches, comments or discussions.
7. Due to strict privacy laws, supervisors cannot monitor employee email or be found liable for sexual harassment via email by their employees.
8. Sexual harassment in the workplace is only a women’s issue.
9. Quid Pro Quo harassment is a form of sexual harassment when there is a request or demand for sexual favors in exchange for employment benefits or threatening reprisals if the favors are not given.
10. Friendly flirting is not sexual harassment when flirting is practiced between mutually consenting individuals who are equal in power or authority.
11. Employees claiming sexual harassment who are aware of but fail to take advantage of company policies or resources designed to prevent, correct or eliminate harassment have much weaker cases than those who do.
12. In order for it to be determined sexual harassment, the victim has to be of the opposite sex of the harasser.
13. An employee witnesses another employee being harassed. Even though this involved a co-worker, the witness can be considered a victim in this case.
14. Which statement best describes a supervisor’s, manager’s or team leader’s potential personal liability for sexual harassment?
15. William sent an E-mail message to an employee recently assigned to his team complimenting her on her dress. Later she was reprimanded for poor performance. She responded that this must have been caused by her refusal to become involved with William. William is stunned and denies doing or saying anything that could be construed as sexual harassment. What advice would you offer William?