Webinar Quiz

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Once an organization issues a policy prohibiting sexual harassment, distributes the policy, and conducts training, it can no longer be held liable for sexual harassment in the workplace.

The California courts recognize two (2) different kinds of sexual harassment: tangible employment action and hostile work environment. 

If a manager asks an employee for sexual favors in return for job benefits, it is all right as long as both parties agree. 

Sexual favoritism, when special favors and benefits are conferred by a supervisor or manager upon a particular employee in exchange for sexual behaviors, is not legally prohibited in California and cannot form the basis of a lawsuit alleging sexual harassment by another employee.
Harassment of an employee by a third-party such as a vendor or customer can result in the employer being held liable for that third party’s conduct.
In California, a person who sexually harasses another person can be held personally liable for that behavior.  In other words, the harasser can be sued and made to pay a judgement out of his/her own assets.

If a person does not mean to sexually harass another, then or she has not committed sexual harassment.

It is difficult for individuals to come forward with a complaint because they feel it is embarrassing or they fear retaliation or that the company will not do anything about the complaint.
One cannot sexually harass a person of the same gender (i.e. a man cannot harass a man and a woman cannot harass a woman)

Asking a co-worker out on a date several times can be considered sexual harassment.