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The employer took reasonable care to prevent or correct the conduct and the
employee did not take advantage of corrective or preventive opportunities of the
employer to remedy the situation.
The employee was offended by conduct in the workplace and that the employer in
good faith did not consider the conduct to be offensive and therefore did not seek
to correct or prevent it.
There were no adverse consequences to the employee’s work status, such as a
demotion or denied promotion, even though the employer did not proactively
address the situation.
The employee stands to personally gain if the persons engaging in the sexual
harassment are reprimanded regardless of whether or not the employer did
anything to remedy the situation or take corrective action.
5.) Which of the following statutes regulates internal union affairs and
establishes certain rights of union members?
The Worker Adjustment and Retraining Notification Act
The National Labor Relations Act
The Labor Management Reporting and Disclosure Act
The Labor Management Relations Act
6.) Which of the following statements is true about workers’ compensation?
The employer is strictly liable for employment-related injuries, and the claim is
filed through an administrative procedure rather than an ordinary lawsuit.
The employer can avoid liability if the injured employee was contributorily
negligent in causing the injury.
If the employee is dissatisfied with the amount received under the workers’
compensation system, the employee generally then can file an ordinary lawsuit.