POSH & SAPR Supervisor Training: Questions/Answers
Sexual Harrassment Right Ans - A form of gender discrimination that
usually occurs in a work setting, and involves unwelcome sexual advances,
request for sexual favors, and another verbal or physical behavior of a sexual
nature.
Title VII - Civil Rights Act of 1964 Right Ans - Includes actions of
unwelcome, sexual advances, request for sexual favors, and other verbal or
physical conduct of a sexual nature.
Types of Sexual Harassment Right Ans - Two types: Tangible Employment
Action (quid pro quo) and Hostile Work Environment
Tangible Employment Action Right Ans - Formally known as quid pro quo,
this type can only occur when someone has the power to control the victims
job and by doing so inflict monetary injury victims are often given ultimatums
to submit to sexual advances or face firing, demotion, or non-consideration for
promotions training, or other job related functions, demands may be in the
form of overt or covert intimidation.
Hostile Work Environment Right Ans - This type occurs when a supervisor,
coworker, or someone else with whom the victim comes in contact within the
workplace creates an abusive environment. The abusive environment is
created by subjecting a person to offensive unwanted and unsolicited
comments, and or behavior of a sexual nature that interferes with the
employees work performance Trivial, isolated incidents, do not generally
create a hostile work environment. A single utterance, joke or act does not
always rise to the level of actionable harassment under the law.
Examples of Sexual Harassment Right Ans - Discussing sexual activities,
unnecessary, touching, commenting on physical attributes, displaying sexually
suggestive pictures, using demeaning or inappropriate terms, using sexually
explicit or unseemly gestures, using crude and offensive language, granting
job favors to those who participate in consensual sexual activity and
ostracizing workers of one gender by workers of the opposite gender
Supervisor Role Right Ans - Supervisors are to set a good example the tone
and monitor the work environment. Supervisors will welcome concerns from
, employees. Communicate the policy, discuss disciplinary actions, and options,
available to employees and take prompt action when sexual harassment is
brought to their attention. Lastly, supervisors are always required to conduct
a management investigation with cases of sexual harassment.
Third Party Sexual Harassment Right Ans - Occurs when anyone is affected
by the offensive behavior. Evaluation of the incident is based on the victims
perspective, and a reasonable person standard.
Reporting Timeline Right Ans - Employees are encouraged to contact the
EEO office no later than 45 calendar days from the date of the alleged
discriminatory action.
Continuum of Harm Right Ans - Connects a broad range of deeply rooted
beliefs, attitudes, and behaviors that lead to sexual violence.
Healthy Environment: DLA climate of dignity and respect.
Sexual Harassment: Gender, focus jokes, sexual comments and vulgar pictures,
seductive behavior, and inappropriate advances, threats, blackmail, and
sexual bribery.
Sexual Assault: Sexual touching, pinching and groping, physical force, sexual
fondling, forcible, sodomy, and rape.
Harrassment vs Assault Right Ans - Sexual harassment is a form of
workplace discrimination. It is investigated by EEO and or the office of
Inspector General (OIG) or by management.
Sexual harassment is inappropriate jokes, comments, leering, catcalls, wolf
whistles, showing or sending photos request for sexual favors or tangible
employment actions. It may also be physical.
Sexual assault is a crime. It is investigated only by military or civilian law
enforcement. Sexual assault is intentional. It is done without consent. It is
physical sexual contact that includes, but it's not limited to the breasts, but
genital areas, upper or inner thighs, both inside or outside the clothing .
Sexual Harrassment Right Ans - A form of gender discrimination that
usually occurs in a work setting, and involves unwelcome sexual advances,
request for sexual favors, and another verbal or physical behavior of a sexual
nature.
Title VII - Civil Rights Act of 1964 Right Ans - Includes actions of
unwelcome, sexual advances, request for sexual favors, and other verbal or
physical conduct of a sexual nature.
Types of Sexual Harassment Right Ans - Two types: Tangible Employment
Action (quid pro quo) and Hostile Work Environment
Tangible Employment Action Right Ans - Formally known as quid pro quo,
this type can only occur when someone has the power to control the victims
job and by doing so inflict monetary injury victims are often given ultimatums
to submit to sexual advances or face firing, demotion, or non-consideration for
promotions training, or other job related functions, demands may be in the
form of overt or covert intimidation.
Hostile Work Environment Right Ans - This type occurs when a supervisor,
coworker, or someone else with whom the victim comes in contact within the
workplace creates an abusive environment. The abusive environment is
created by subjecting a person to offensive unwanted and unsolicited
comments, and or behavior of a sexual nature that interferes with the
employees work performance Trivial, isolated incidents, do not generally
create a hostile work environment. A single utterance, joke or act does not
always rise to the level of actionable harassment under the law.
Examples of Sexual Harassment Right Ans - Discussing sexual activities,
unnecessary, touching, commenting on physical attributes, displaying sexually
suggestive pictures, using demeaning or inappropriate terms, using sexually
explicit or unseemly gestures, using crude and offensive language, granting
job favors to those who participate in consensual sexual activity and
ostracizing workers of one gender by workers of the opposite gender
Supervisor Role Right Ans - Supervisors are to set a good example the tone
and monitor the work environment. Supervisors will welcome concerns from
, employees. Communicate the policy, discuss disciplinary actions, and options,
available to employees and take prompt action when sexual harassment is
brought to their attention. Lastly, supervisors are always required to conduct
a management investigation with cases of sexual harassment.
Third Party Sexual Harassment Right Ans - Occurs when anyone is affected
by the offensive behavior. Evaluation of the incident is based on the victims
perspective, and a reasonable person standard.
Reporting Timeline Right Ans - Employees are encouraged to contact the
EEO office no later than 45 calendar days from the date of the alleged
discriminatory action.
Continuum of Harm Right Ans - Connects a broad range of deeply rooted
beliefs, attitudes, and behaviors that lead to sexual violence.
Healthy Environment: DLA climate of dignity and respect.
Sexual Harassment: Gender, focus jokes, sexual comments and vulgar pictures,
seductive behavior, and inappropriate advances, threats, blackmail, and
sexual bribery.
Sexual Assault: Sexual touching, pinching and groping, physical force, sexual
fondling, forcible, sodomy, and rape.
Harrassment vs Assault Right Ans - Sexual harassment is a form of
workplace discrimination. It is investigated by EEO and or the office of
Inspector General (OIG) or by management.
Sexual harassment is inappropriate jokes, comments, leering, catcalls, wolf
whistles, showing or sending photos request for sexual favors or tangible
employment actions. It may also be physical.
Sexual assault is a crime. It is investigated only by military or civilian law
enforcement. Sexual assault is intentional. It is done without consent. It is
physical sexual contact that includes, but it's not limited to the breasts, but
genital areas, upper or inner thighs, both inside or outside the clothing .
