Billie Bradford worked for the Kentucky Department of Community Based Services (DCBS). One of Bradford’s co-workers, Lisa Stande
r, 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 ____ .
Stander´s conduct was sexually offensive because the coworker repeatedly complained about the situation. Also you can see a pattern because Stander´s behavior cannot be counted as a single event, but occured on various occasions.
When formulating accounting principles, the Securities and Exchange Commission’s role is sometimes primary and sometimes secondary.Securities and Exchange Commission has the responsibility to develop accounting standards which has to be enforced by public companies and they also consistently looked to the private sector for assistance in it. The securities and exchange commission retains the authority to establish the standards which formulate by them.
