1. Sexual Harassment

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 was____ in nature.

sexual

appropriate

2. Sexual harassment is prohibited under Title VII of the Civil Rights Act of 1964 as part of____ 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. Stander______ (part a) Bradford’s supervisor and ____(part b) demand anything in return for sexual favors.

Part A: was/was not

Part B: did/did not

5. Hostile work environment occurs when___ of sexually offensive conduct occurs.

a single event

a parttern

6. Under hostile work environment sexual harassment, the behavior must be sufficiently_____ (part a) to____ (part b) the conditions of employment and create a(n)___ (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 employer____(part A) and failed to take____(part 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