Social Studies, 18.07.2019 03:30, sabrinaaz

"quid pro quo" sexual harassment occurs when a person's conduct creates an offensive, hostile, or intimidating work environment that adversely affects the job performance of some other employee.

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Social Studies, 15.07.2019 12:00, ethanmel21

Harassment that creates an intimidating or offensive work environment falls under the type of sexual harassment known as a(n): quid pro quo. extroverted harassment. de jure harassment. hostile work environment.

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English, 24.07.2019 03:00, shelby7629

1sexual harassment refers to unwelcome sexual behavior in the workplace. 2examples include suggestive remarks offensive jokes, and insulting terms. 3also inappropriate hugs, pats, or other touching. 4most sexual harassment is directed at women, although men can be targets, too. 5the worstest harassment is expecting sexual favors in return for a raise or promotion. 6at the very least, sexual harassment creates an uncomfortable work environment. 7research shows that sexual harassment also occurs in college. 8according to one study, 30 percent of female professors and students experience or observe sexual harassment. 9sexual harassment have also been a problem in the armed forces, despite very strict guidelines. 10the problem with sexual harassment, is that it treats women as sexual beings first and only secondly as persons. which of these sentences is a fragment? a. 10 b. 7 c. 3 d. 4

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Social Studies, 04.08.2019 07:20, emmajules889

Quid pro quo sexual harassment occurs when unwelcome sexual conduct has the purpose or effect of unreasonably interfering with job performance or creating an intimidating, hostile, or offensive working environment. a. true b. false

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Business, 18.10.2019 03:30, carog24

Billie bradford worked for the kentucky department of community based services (dcbs). one of bradford’s co-workers, lisa stander, routinely engaged in extreme sexual behavior (such as touching herself and making crude comments) in bradford’s presence. bradford and others regularly complained about stander’s conduct to their supervisor, angie taylor. rather than resolve the problem, she nonchalantly told stander to stop, encouraged bradford to talk to stander, and suggested that stander was just having fun. 1.stander’s behavior in nature. sexual appropriate 2. sexual harassment is prohibited under title vii of the civil rights act of 1964 as part discrimination. race sexual orientation gender 3. in sexual harassment, the supervisor typically demands sexual favors in return for job security or job opportunity. a.quip pro quo b. hostile work environment 4. (part a) bradford’s supervisor and b) demand anything in return for sexual favors. part a: was/was not part b: did/did not 5. hostile work environment occurs of sexually offensive conduct occurs. a single event a parttern 6. under hostile work environment sexual harassment, the behavior must be (part a) (part b) the conditions of employment and create a( (part c) situation. part a. server/mild part b . alter/enhance part c. abusive/calming 7. was stander’s conduct sexually offensive to at least one co-worker? no/yes 8. was stander’s conduct continuing to the extent that it could be considered a pattern? no/yes 9. because stander was a co-worker and not a supervisor, the employer will be liable only if the a) and failed to b) action. part a: witnessed the behavior directly/ knew or should have known about the behavior part b: immediate remedical/any/temporary severe. 10. in this case, the employer treat the situation seriously. did/did not 11. does it matter if billie bradford was a man or a woman? yes or no 12. based on the facts, a court likely to find dcbs liable for sexual harassment. is/ is not 13. what if the facts were different? if the supervisor put stander on administrative leave immediately after receiving the report of the bad behavior in order to do an investigation, and then terminated stander upon verifying the behavior, the dcbs likely be liable for sexual harassment. would/ would not 14. if bradford was demoted shortly after reporting this behavior, even though it was verified, bradford may have a claim for . retaliation/abuse

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