Hammond Lumber Company Harassment Policy Quiz

Annual Harassment & Workplace Violence Policy Review

Thank you for completing the Annual Harassment & Workplace Violence Policy Review and filling in the accompanying questionnaire. The questionnaire is designed to help you test your knowledge on some of the issues involved with workplace harassment, and to help you recognize it, avoid it, and report it when you see it, as required by Hammond Lumber’s applicable policies and practices. This answer sheet will help you to check your results and will provide additional training on the related issues. To reiterate, if there is anything in any of the policies or any of the questions or answers that you do not understand, please call Rod Wiles at ext. 124, Wade Lesperance at ext. 187, or Sonya Poissonnier at ext. 232 in Belgrade or contact your Branch Manager.

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Employee Information
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True or False Section
1. If most people find a comment amusing and inoffensive, then the one person who is offended does not have a right to complain about harassment.*
- True
- False
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Question 1 Explanation
1. If most people find a comment amusing and inoffensive, then the one person who is offended does not have a right to complain about harassment. You answered True, however Harassment and discrimination laws protect everyone in the workplace. All employees have the right to be free from unlawful harassment from any source, including co-workers, supervisors, vendors, customers, and other third parties. However, the company cannot address conduct that it does not know about. Employees must report any inappropriate or unwelcome conduct to the appropriate manager or Human Resources personnel.
2. Harassment based on sex can include making stereotypical remarks about someone’s gender.*
- True
- False
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Question 2 Explanation
2. Harassment based on sex can include making stereotypical remarks about someone’s gender. You answered False, however The Company prohibits harassment based on age, race, religion, color, sex, sexual orientation, gender expression or identification, ancestry or national origin, physical or mental disability, pregnancy, genetic information, or any other basis protected by law.
3. Employees are subject to disciplinary action, up to and including termination for engaging in unlawful harassment or discrimination.*
- True
- False
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Question 3 Explanation
3. Employees are subject to disciplinary action, up to and including termination for engaging in unlawful harassment or discrimination. You answered False, however Any employee who is determined, after investigation, to have harassed another employee in violation of the company harassment policy will be subject to appropriate disciplinary action, up to and including termination of employment. In addition, if the Company determines that an employee has knowingly provided false information regarding the complaint or has interfered with the investigation in any way, the Company may take disciplinary action, up to and including termination, against that employee.
4. If the person likes the explicit attention you give them, it is not sexual harassment.*
- True
- False
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Question 4 Explanation
4. If the person likes the explicit attention you give them, it is not sexual harassment. You answered False, however Sexual harassment is not about mutual attraction and friendship. It refers to behavior which is unwelcome. Examples of sexual harassment may include but are not limited to: 1) repeated offensive sexual flirtations, advances or propositions; 2) continued or repeated verbal abuse of a sexual nature; 3) graphic or degrading verbal comments about an individual or his or her appearance; 4) the display of sexually suggestive objects or pictures; and 5) any offensive or abusive physical contact. Note however that explicit sexual comments or conduct in the workplace is not appropriate and may be offensive to other co-workers, even if it is not directed at them.
5. The company is not liable for sexual harassment committed by supervisors or managers as long is it is not aware of the conduct.*
- True
- False
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Question 5 Explanation
5. The company is not liable for sexual harassment committed by supervisors or managers as long is it is not aware of the conduct. You answered True, however A company may be liable for sexual harassment committed by managers or supervisors with direct authority over the victim if the conduct results in an adverse tangible employment action, regardless of whether it was aware of the conduct. Remember, it is critical to avoid sexual harassment at every level and to report any conduct that my rise to the level of unlawful harassment or a violation of company policy.
6. Your manager has suggested, but not in so many words, that if you were to develop a relationship outside of work, promotions, bonuses, and other benefits would come your way. You are not interested in the relationship, but worry that if you do not agree, you will be turned down for future promotions or raises. This is an example of “quid pro quo” harassment.*
- True
- False
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Question 6 Explanation
6. Your manager has suggested, but not in so many words, that if you were to develop a relationship outside of work, promotions, bonuses, and other benefits would come your way. You are not interested in the relationship, but worry that if you do not agree, you will be turned down for future promotions or raises. This is an example of “quid pro quo” harassment. You answered False, however Quid pro quo means “this for that.” In this context, it involves expressed or implied demands for sexual favors in exchange for some benefit (e.g., a promotion, pay increase) or to avoid some detriment (e.g., termination, demotion) in the workplace. Quid pro quo harassment is perpetrated by someone who is in a position of power or authority over another (e.g., manager or supervisor over a subordinate).
7. An outside vendor visits the office regularly to drop off product literature. The vendor repeatedly asks one of your co-workers out on a date. Your co-worker continues to decline the vendor’s request. The outside vendor starts to bring in candies, flowers, and other gifts for the co-worker. It is obvious that the co-worker is uncomfortable with this and they have told you that they wish the vendor would stop. There’s nothing your employer can do about it because the vendor works for another company.*
- True
- False
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Question 7 Explanation
7. An outside vendor visits the office regularly to drop off product literature. The vendor repeatedly asks one of your co-workers out on a date. Your co-worker continues to decline the vendor’s request. The outside vendor starts to bring in candies, flowers, and other gifts for the co-worker. It is obvious that the co-worker is uncomfortable with this and they have told you that they wish the vendor would stop. There’s nothing your employer can do about it because the vendor works for another company. You answered True, however All employees are entitled to a workplace free of unlawful harassment. The Company is responsible for investigating all complaints of harassment, that occur in the workplace. Sometimes, harassment is committed by people who are not company employees, such as clients, customers, vendors, or independent contractors. Whether harassment is committed by employees or outsiders, the employer's responsibility is the same: It must take reasonable steps to put a stop to the harassing behavior or face legal liability.
8. If you receive a threatening text from a co-worker after work, the company is not responsible to take action because the text was sent outside of work hours.*
- True
- False
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Question 8 Explanation
8. If you receive a threatening text from a co-worker after work, the company is not responsible to take action because the text was sent outside of work hours. You answered True, however To promote a safe work environment for all employees, the Company prohibits all acts of violence, threats of violence and threatening behavior by its employees, whether verbal, written or in electronic form, on Company premises or while the employee is engaged on Company business, or committed while the employee is off duty if it could adversely affect the Company, its customers or another employee.
9. Frequently teasing an employee because he or she is older is not prohibited conduct.*
- True
- False
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Question 9 Explanation
9. Frequently teasing an employee because he or she is older is not prohibited conduct. You answered True, however Employees age 40 and over are protected against harassment based on age. If the teasing is unwelcome, egregious or frequent enough that it creates a hostile work environment, it would be considered unlawful harassment.
10. An employee cannot make a claim of sexual harassment based (in whole, or in part) on social media posts. Social media is personal!*
- True
- False
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Question 10 Explanation
10. An employee cannot make a claim of sexual harassment based (in whole, or in part) on social media posts. Social media is personal! You answered True, however Any conduct or behavior that occurs outside of work but is “carried” back into the workplace, or has an impact on the working environment, may contribute to a hostile working environment harassment claim.
Multiple choice
11. When Sarah asked her manager why the males in her department made more money than she did, the response was that the men put in more time and did not need maternity leave. The pay differential between the men and the women at this business could be considered:*
- A. Gender Discrimination
- B. Sexual Harassment
- C. Hostile work environment
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Question 11 Explanation
11. When Sarah asked her manager why the males in her department made more money than she did, the response was that the men put in more time and did not need maternity leave. The pay differential between the men and the women at this business could be considered: ANSWER: A. Gender Discrimination. Gender discrimination can take various forms in the workplace – and the law applies to both men and women. Generally, gender discrimination is when a corporation treats an employee differently because the individual is a man or a woman.
12. Which one of the following is a location where workplace harassment cannot occur?*
- A. An employee outing
- B. The HLC contractor show
- C. A mandatory seminar
- D. In the breakroom
- E. None of the answers is correct
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Question 12 Explanation
12. Which one of the following is a location where workplace harassment cannot occur? ANSWER: E. None of the answers is correct. Workplace harassment can occur in a range of settings, including in the workplace, at a work-related event outside of the workplace, or during work travel. The person who commits harassment can still be found liable for sexual harassment even if he or she was not necessarily “on the clock,” but on personal time.
13. Hannah believes that she has been the victim of sexual harassment at her workplace. What should be her next course of action?*
- A. She should talk to her coworkers
- B. She should attempt to rectify the situation herself
- C. She should speak with either management or someone in HR to file a report of harassment.
- D. She should simply ignore the behavior and hope it stops.
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Question 13 Explanation
13. Hannah believes that she has been the victim of sexual harassment at her workplace. What should be her next course of action? ANSWER: C. She should speak with either her manager or someone in HR to file a report of harassment. Any employee who experiences harassment prohibited by this policy or who observes such harassment of another employee is requested to immediately report the matter to any one of the following persons: • Your immediate supervisor, Branch Manager, Assistant Branch Manager, or directly to: • Rod Wiles, VP of Human Resources, 2 Hammond Drive, Belgrade, ME, (207) 495-1124 • Wade Lesperance, Human Resources Manager, 2 Hammond Drive, Belgrade, ME, (207) 495-1187 • Sonya Poissonnier, HR Specialist, 2 Hammond Drive, Belgrade, ME, (207) 495-1232 • Bruce Pelletier, VP of Safety & Risk Management, 2 Hammond Drive, Belgrade, ME (207) 495-1158 • Hannah Colson, Chief Financial Officer, Ellsworth, ME (207) 664-2030 • Rod Bickford, Chief Operating Officer, 2 Hammond Drive, Belgrade, ME, (207) 495-1120 • Sadie Hammond, Director of Organizational Development, 2 Hammond Drive, Belgrade, ME, (207) 495-1233 • Donald Hammond, Executive Vice President, 2 Hammond Drive, Belgrade, ME, (207) 495-1100 • Michael Hammond, President & CEO, 2 Hammond Drive, Belgrade, ME, (207) 495-1116
14. It is unlawful, and a violation of the company’s policy, to retaliate against someone who:*
- A. participates in an investigation
- B. resists unwelcome behavior
- C. files a complaint about harassment or perceived harassment
- D. All of the above
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Question 14 Explanation
14. It is unlawful, and a violation of the company’s policy, to retaliate against someone who: ANSWER: D. All of the above. The Company also prohibits retaliation against any employee for making a complaint of harassment or cooperating in the investigation of such a complaint.
15. A customer approaches your register and asks you to give them all the cash in the drawer, and if you do not comply, they threaten to shoot you. Your next course of action is:*
- A. Refuse to open the cash drawer and yell for help.
- B. Comply and hand the thief the money in the cash drawer.
- C. Pick up the phone and call the police immediately.
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Question 15 Explanation
15. A customer approaches your register and asks you to give them all the cash in the drawer, and if you do not comply, they threaten to shoot you. Your next course of action is: ANSWER: B. Comply and hand the thief the money in the cash drawer. Do not attempt to pursue the thief. Try to remain calm and pay attention to any distinguishing features such as scars, accents, hair color, make of car, license plate number, etc. Advise your store manager as soon as the person leaves. Don’t be a hero.
16. There are two types of legally defined sexual harassment, quid pro quo harassment and ____________ harassment.*
- A. Hostile work environment
- B. Third Party Harassment
- C. Unwanted Harassment
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Question 16 Explanation
16. There are two types of legally defined sexual harassment, quid pro quo harassment and ____________ harassment. ANSWER: A. Hostile-environment. Hostile work environment harassment arises when speech or conduct is so severe and pervasive that it creates an intimidating or demeaning environment or situation that negatively affects a person’s job performance.
17. Sexual harassment is not limited to physical contact. Sexual harassment can include:*
- A. The display of sexually suggestive objects or pictures
- B. Unwelcome sexual propositions
- C. Offensive sexual jokes
- D. Calling people “honey” or “sweetie”
- E. All of the above
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Question 17 Explanation
17. Sexual harassment is not limited to physical contact. Sexual harassment can include: ANSWER: E. All of the above. "Sexual harassment" is defined as "Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. Examples of sexual harassment may include but are not limited to: 1) repeated offensive sexual flirtations, advances or propositions; 2) continued or repeated verbal abuse of a sexual nature; 3) graphic or degrading verbal comments about an individual or his or her appearance; 4) the display of sexually suggestive objects or pictures; and 5) any offensive or abusive physical contact.
18. Sexual harassment may include actions by members of _____________________.*
- A. Opposite genders
- B. Both the opposite and same gender
- C. Same gender
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Question 18 Explanation
18. Sexual harassment may include actions by members of _____________________. ANSWER: B. Both the opposite and same gender. For many people, when they think of sexual harassment in the workplace, they may think of an image of a woman being harassed or propositioned by a male coworker, supervisor or boss. While most cases of workplace sexual harassment do involve female victims, a growing number of cases of both men and women harassing male employees have emerged. In addition, it is unlawful to engage in harassment on the basis of an individual’s sexual orientation or gender identity or expression.
19. Just one incident of inappropriate conduct does not constitute harassment.*
- A. This is generally true
- B. It depends on the severity
- C. 100% True
- D. Both A and B
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Question 19 Explanation
19. Just one incident of inappropriate conduct does not constitute harassment. ANSWER: D. Both A and B. It is generally true. However, one incident that is severe because of the circumstances in which it occurred can constitute harassment. This is particularly true in cases involving supervisors or threats or physical actions.
20. If any employee wants a manager to keep the details of a harassment claim investigation confidential, the manager must honor that request.*
- A. This is true, only if the employer has something in writing from the employee.
- B. Confidentiality will be maintained to the maximum extent possible and information will be shared only with persons who need to know.
- C. Supervisors are permitted to share whatever they want during a sexual harassment claim investigation.
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Question 20 Explanation
20. If any employee wants a manager to keep the details of a harassment claim investigation confidential, the manager must honor that request. ANSWER: B. Confidentiality will be maintained to the maximum extent possible and information will be shared only with persons who need to know. The Company will, to the extent possible, conduct a prompt, objective, and discreet investigation for each complaint of sexual harassment.
Agreement*
I have read, understood, and am prepared to adhere to Hammond Lumber Company’s Harassment & Workplace Violence policies. I will do my part to keep Hammond Lumber Company free from all unlawful harassment and to promote a safe working environment for all employees. If I should ever notice or be subjected to any type of harassing, violent, or threatening behavior, I will immediately report it to my supervisor.

Hammond Lumber Company Harassment Policy Quiz

Annual Harassment & Workplace Violence Policy Review

Employee Information

True or False Section

Multiple choice