1. Federal law prohibits sexual harassment based on sexual orientation.

1. Federal law prohibits sexual harassment based on sexual orientation.

FALSE. In the case of Oncale v. Sundowner Services, Inc., the Supreme Court ruled that same-sex harassment is illegal, but there is no federal law prohibiting sexual harassment based on sexual orientation. However, some states do have laws against sexual harassment based on sexual orientation.

2. Due to strict privacy laws, supervisors cannot monitor employee email or be found liable for sexual harassment via email by their employees.

2. Due to strict privacy laws, supervisors cannot monitor employee email or be found liable for sexual harassment via email by their employees. "

FALSE. In two separate rulings this spring, the Supreme Court found that supervisors are potentially liable for sexual harassment by their employees, even if they are unaware of it. With employees in a typical workplace sending and receiving dozens of emails everyday, employers are more vulnerable than ever to sexual harassment claims.

3. Sexual harassment in the workplace is a "women's issue."

3. Sexual harassment in the workplace is a "women's issue."

FALSE. Far too many working men (5 to 15%) and women (40 to 80%) experience sexual harassment in their lifetimes.

4. Quid Pro Quo is a form of sexual harassment that includes offensive verbal, visual and/or physical contact that creates a hostile work environment.

4. Quid Pro Quo is a form of sexual harassment that includes offensive verbal, visual and/or physical contact that creates a hostile work environment.

FALSE. Requesting or demanding sexual favors in exchange for employment benefits or threatening reprisals if the favors are not given is an an illegal type of sexual harassment know as Quid Pro Quo harassment.

5. The workplace environment is an important consideration in sexual harassment cases.

5. The workplace environment is an important consideration in sexual harassment cases.

TRUE. Sexual harassment also occurs when a harasser's behavior is so pervasive and severe that it creates a hostile work environment or interferes with an employee's ability to doing their job. The phrase "hostile work environment" also describes workplaces that are anti-male or anti-female. This environment is typically found in industries that have traditionally employed one gender or the other.

6. People who sexually harass others are usually motivated by attraction and desire.

6. People who sexually harass others are usually motivated by attraction and desire.

FALSE. Sexual harassment is about power, not sex. A harasser's actions are often meant to humiliate or intimidate the victim.

7. Sexual misconduct is always a critical element in successful sexual harassment suits.

7. Sexual misconduct is always a critical element in successful sexual harassment suits.

FALSE. Legally, sexual misconduct does not have to occur for sexual harassment to occur.

8. In a recent decision, the Supreme Court ruled that school districts cannot be successfully sued for sexual harassment if a student has a sexual relationship with an employee but does not report it to school officials before filing a complaint.

8. In a recent decision, the Supreme Court ruled that school districts cannot be successfully sued for sexual harassment if a student has a sexual relationship with an employee but does not report it to school officials before filing a complaint.

TRUE. A school district can only be held responsible for sexual harassment if school officials are notified of sexual misconduct by an employee, then fail to act on the information.

9. Companies with strong anti-harassment policies are protected against sexual harassment suits.

9. Companies with strong anti-harassment policies are protected against sexual harassment suits."

FALSE. Though companies with strong, effective policies against sexual harassment are less vulnerable to successful suits, they must disseminate the policy to employees or be held legally accountable.

10. Employees claiming sexual harassment who are aware of but fail to take advantage of company policies or resources designed to prevent, correct or eliminate harassment have much weaker cases than those who do.

10. Employees claiming sexual harassment who are aware of but fail to take advantage of company policies or resources designed to prevent, correct or eliminate harassment have much weaker cases than those who do.

TRUE. Recent rulings by the Supreme Court emphasize "reasonable behavior" by both employers and employees in sexual harassment cases. For employees, this means taking advantage of company anti-harassment policies, and for employers, "reasonable" means adopting strong anti-harassment policies then educating employees about them.

Thank you for taking the Sexual Harassment Quiz.

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