1. Sexual Harassment Training Quiz

2. Introduction
 Does your organization offer adequate training to reduce
the risk of sexual harassment in the workplace?
 What about other forms of harassment and discrimination?
 What’s more, does your sexual harassment training
incorporate best practices and is it in compliance with
applicable laws?
Take the following short self-assessment quiz to determine
the health of your organization’s workplace harassment
prevention training.
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3. Question #1
 Does your organization offer regular harassment
prevention training to all employees?
Best practice recommends regular training for all employees
on preventing workplace harassment and discrimination.
California law AB1825 requires such training for supervisors
every two years, and that schedule is considered a good
standard for organizations regardless of location.
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4. Question #2
 During years when full
training is not offered,
does your organization
offer refresher training?
Even in years when full
training is not being
provided, best practice
recommends providing
refresher training in order
to keep information fresh
in employees’ minds.
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5. Question #3
 Does your training cover all
forms of harassment, not just
sexual harassment?
While sexual harassment cases tend to
receive the most press coverage, illegal
harassment can occur based on any of
10 federally protected characteristics.
Of these 10, harassment and
discrimination based on race is
statistically most prevalent, while sexual
harassment comes in second. Of
course, harassment claims can be
based on more than one characteristic.
Therefore, it is important that your
training cover all types of harassment
and discrimination.
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6. Question #4
 Is your training content developed by qualified
professionals?
California’s AB 1825 law requires that training be provided by a
qualified "trainer," and this is a good standard for any employer to
adopt, whether you have employees in California or not. The trainer
should be an attorney, professor, instructor, human resource
professional or harassment prevention consultant with at least two
years of expertise in employment law and/or harassment prevention.
At Global Compliance our courses are developed by our in-house
team of ethics and compliance experts, including a former
Department of Justice lawyer, Chief Compliance Officers and
experienced corporate attorneys, who are also available for in-person
sessions.
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7. Question #5
 Do your employees understand the concept of
protected classes or characteristics and what they
include?
For behavior to be considered unlawful harassment or
discrimination, it must be based on a protected characteristic.
These characteristics have been determined by US
employment law and have been expanded by many state laws.
Federally protected characteristics include age (40 years or
older), color, genetic information, sex, disability, national origin,
race, religion (or lack thereof), pregnancy, and veteran status.
State laws often add protections for marital status and sexual
orientation, among others. Your preventing workplace
harassment training should touch on all protected
characteristics.
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8. Question #6
 Do your employees understand
the concept of a “hostile work
environment”?
This is a form of harassment that creates
a work environment that is abusive,
hostile, or intimidating. Hostile work
environment harassment is severe,
pervasive, reasonably offensive and
based on a protected characteristic.
Employee training should provide learners
with the knowledge and skills to recognize
a hostile work environment, and provide
managers with the information they need
to prevent a hostile work environment
from occurring.
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9. Question #7
 Do your employees
understand the concept of
“quid pro quo harassment”?
This is a form of harassment where
an employee is required to endure
harassing behavior in order to keep
his/her job or job benefits. It is
important that employee training
define this key concept for learners
so that they can recognize it in the
workplace and provide managers
with the information they need to
avoid committing this form of
harassment.
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10. Question #8
 Do your employees know what
retaliation is and how they are
protected against it?
Your training should make clear that
every employee, and anyone closely
affiliated with the employee, is
protected from retaliation for reporting
an allegation of harassment or
discrimination, providing evidence in
an investigation, or opposing
harassment and discrimination.
Examples of retaliation may include
demotion, termination, loss of benefits,
and negative job references.
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11. Question #9
 Do your employees know who they should contact to
report or discuss allegations of harassment?
Employees should know who to contact in their organization to report
or discuss harassment allegations. Typically, this is a supervisor, the
human resources department, or the employer’s ethics and
compliance hotline. Employees should also be familiar with their
options for contacting external agencies such as the Equal
Employment Opportunities Commission (EEOC) or a state human
rights agency.
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12. Question #10
 Are your employees familiar with how allegations are
handled within your organization?
It is important for employees to understand how
allegations will be investigated, what corrective actions
may be taken, what level of confidentiality can be
expected, and what kind of relief victims may receive.
Disseminating this information is vital for building
employee confidence in your organization’s ability to
address allegations.
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13. Conclusion
Did you answer “no” to one or more of the above questions? If so,
your organization’s training program may not be adequately
protecting you against the risk of harassment and discrimination
allegations.
To learn more about how Global Compliance’s Preventing
Workplace Harassment courses can help protect your organization:
 Call 1-800-876-5998 to speak with a Global Compliance
Representative
 Visit our website at www.globalcompliance.com
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