The document is an anti-sexual harassment quiz created by KelpHR to test knowledge of India's anti-sexual harassment law. It consists of 17 multiple choice questions covering topics like what constitutes sexual harassment, employer liability, reporting obligations, and more. The questions are followed by answers and explanations for each response. The purpose is to help improve understanding of sexual harassment policies and legal responsibilities.

1. Anti Sexual Harassment
Quiz
17th, March 2015
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2. Prelude
• This quiz is created by KelpHR based on the Anti
Sexual harassment law that came into force on
December 9th, 2013.
• This is applicable to all the employees working in
different organizations.
Get started with the quiz and improve
your knowledge!!!
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3. Questions
3
Q1: An employer will not be liable for sexual harassment
committed by managers or supervisors as long as the employer is
not aware of the conduct.
 True  False
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4. 4
Q2: If an employee does not immediately complain about
offensive behaviour, the behaviour is probably welcome and not
harassment.
True False
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Q3: If a person is only joking and does not intend to harm or
distress another person it cannot be called sexual harassment.
True False

6. 6
Q4: Rude gestures are not sexual harassment, you have to actually
touch or say something to another person.
 True False
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Q5: The best way of stopping sexual harassment is to ignore it and
it will go away
True False

8. 8
Q6: An employer may set higher standards of conduct for their
employees.
True False
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Q7: A manager’s threats to retaliate against a subordinate if he or
she refuses sexual advances may constitute sexual harassment
even if the threats are never carried out.
True False

10. 10
Q8: An employer should require a person who complains of sexual
harassment to provide a written statement concerning the matter.
True False
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Q9: If a person has accepted the sexual attentions of someone in
the past, they cannot complain about sexual harassment by that
person in the future.
True False

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Q10: Who can commit sexual harassment?
 Employees at
all levels
 Customers  Members of
the same sex
 All of the above

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Q11: What should you do, according to Anti sexual harassment
policy, if you are subjected to harassment?
 Reply in kind
to the harasser
 Tell the
harasser that
the behaviour
is offensive and
to stop
 Tell the
harasser to go
away
 Ignore it

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Q12: As an employee what are your responsibilities?
 Know and
comply with
Company’s
Anti sexual
harassment
policy and
procedure
 Report
incidents that
you experience
directly or
witness
 Cooperate with
investigations
 All of the above

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Q13: Can harassment occur through e-mail?
Yes No May be

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Q14: A manager's threats to retaliate against a subordinate if he or
she refuses sexual advances. What is the type of harassment?
Hostile Environment Quid Pro Quo None

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Q15: An employee posting explicit pictures in his or her work area.
The type of harassment is?
Quid Pro Quo Hostile Environment None

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Q16: Raj witnesses another employee being harassed. In this case,
Raj is?
A witness A victim An accomplice

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Q17: William sent an E-mail message to an employee recently assigned
to his team complimenting her on her dress. Later she was
reprimanded for poor performance. She responded that this must have
been caused by her refusal to become involved with William. William is
stunned and denies doing or saying anything that could be construed
as sexual harassment. What advice would you offer William?
 Quit and find another job.
 Hire a good lawyer.
 Cooperate fully in the investigation. If the only evidence of sexual harassment is
an occasional compliment on an employee's choice of clothing, it is hard to
imagine that this would create a hostile work environment.
 Take a training course on sexual harassment.

20. Answers
20
Q.No Answer Reason
Q1 False
An employer will be liable for sexual harassment committed
by managers or supervisors with direct or successively higher
authority over the victim, regardless of whether they are
aware of the conduct.
Q2 False
An immediate complaint strongly suggests that conduct is
unwelcome. However, an employee’s delay in complaining
does not necessarily indicate that conduct is welcome.
Q3 False
Sexual harassment is based on the effect it has on the person
being harassed, not the intentions of the harasser.
Q4 False
Sexual harassment is more than touching. It includes explicit
gestures, comments, staring or leering and intrusive
questions about a person’s private life
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21. 21
Q.No Answer Reason
Q5 False There are probably more constructive ways to deal with
harassment than trying to ignore it. You can warn the
harasser or lodge a complaint to the ICC.
Q6 True An employer should set higher standards of conduct for
their employees.
Q7 True If the threats are sufficiently severe and pervasive, they
may constitute sexual harassment.
Q8 True The law mandates written complaint. If the complainant is
unable to write a compliant, then the nominated or legal
heir may file a written complaint
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22. 22
Q.No Answer Reason
Q9 False
Sexual harassment is any sexual attention that is
unwanted. Just because someone accepted this sort of
attention in the past doesn’t mean that it’s ok now.
Q10 All of the above
Q11 Tell the harasser that the behaviour is offensive and to stop
Q12 All of the above
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Q.No Answer
Q13 Yes
Q14 Quid Pro Quo
Q15 Hostile Environment
Q16 A witness
Q17 Cooperate fully in the investigation. If the only evidence of sexual
harassment is an occasional compliment on an employee's choice of
clothing, it is hard to imagine that this would create a hostile work
environment.

24. www.kelphr.com/ASH
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