Workplace Discrimination and Harassment Laws Quiz

Title VII prohibits workplace discrimination based on specified characteristics.

Workplace harassment involves unwelcome, offensive, or hostile behavior.

An employee handbook outlines company policies and procedures for addressing discrimination and harassment.

Both employees and job applicants are protected from workplace discrimination under federal law.

The primary goal of workplace diversity initiatives is to create a diverse workforce.

The purpose of diversity training is to promote understanding and acceptance of differences among employees.

Constructive feedback is not considered a form of workplace harassment.

The EEOC enforces laws against workplace discrimination and harassment.

Quid pro quo sexual harassment involves offering work benefits in exchange for sexual favors.

A hostile work environment interferes with an employee's ability to work due to harassment or discrimination.

Political affiliation is not a protected characteristic under federal discrimination laws.

Refusing to hire someone because they are over 40 could be considered age discrimination.

The 'reasonable person' standard assesses whether a reasonable person would find behavior offensive or hostile.

Retaliation is taking adverse action against an employee for engaging in protected activity.

The statute of limitations for filing a discrimination charge with the EEOC is 180 days.

The EEOC investigates complaints and enforces federal laws in workplace discrimination cases.

Disparate treatment is intentional discrimination, while disparate impact is unintentional discrimination.

The 'BFOQ' defense asserts that a characteristic is reasonably necessary for the normal operation of a business.