Sexual Harassment Prevention Training Quiz & Practice Questions

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QUESTION
What is the difference between quid pro quo and hostile work environment harassment?
Answer — Quid pro quo occurs when employment benefits are conditioned on submitting to unwelcome sexual advances. Hostile work environment occurs when unwelcome conduct is severe or pervasive enough to create an abusive or intimidating atmosphere.
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Looking for the official training, not practice questions? eeoc.gov — preventing workplace harassment ↗

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Harassment prevention scenarios ask you to judge whether specific workplace conduct crosses a legal line, which depends on nuance most people don't have memorized. Cambo reads the exact scenario and explains the reasoning, so you understand why it does or doesn't qualify — not just a yes or no.

Practice quiz

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What is the difference between quid pro quo and hostile work environment harassment?

  1. AQuid pro quo applies only to managers, while hostile work environment applies only to peers
  2. BQuid pro quo conditions employment benefits on submitting to unwelcome sexual advances; hostile work environment involves conduct severe or pervasive enough to create an abusive atmosphere
  3. CQuid pro quo requires a written agreement; hostile work environment does not
  4. DThey are two terms for the same legal claim
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Answer
BQuid pro quo conditions employment benefits on submitting to unwelcome sexual advances; hostile work environment involves conduct severe or pervasive enough to create an abusive atmosphere
Quid pro quo occurs when employment benefits are conditioned on submitting to unwelcome sexual advances. Hostile work environment occurs when unwelcome conduct is severe or pervasive enough to create an abusive or intimidating atmosphere.

An employee witnesses a coworker being harassed but is not personally the target. What is a bystander's best first step?

  1. AWait until the person targeted decides to report it themselves
  2. BConfront the harasser publicly regardless of the situation
  3. CIntervene if it is safe to do so, or report the incident to HR or a supervisor
  4. DDiscuss the incident with other coworkers first to confirm what happened
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Answer
CIntervene if it is safe to do so, or report the incident to HR or a supervisor
Intervene if it's safe to do so, or report the incident to HR or a supervisor — bystander reporting is a key part of most modern prevention training, not just responses from the person directly targeted.

Is a single, isolated offensive comment always enough to constitute a hostile work environment?

  1. AYes — any single offensive comment automatically creates a hostile work environment
  2. BNo — only physical conduct can create a hostile work environment
  3. CYes — provided the comment was made by a supervisor
  4. DGenerally no — claims usually require severe or pervasive conduct, though a single comment can qualify if severe enough
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Answer
DGenerally no — claims usually require severe or pervasive conduct, though a single comment can qualify if severe enough
Generally no — hostile work environment claims usually require conduct that is severe or pervasive. A single comment can qualify if severe enough, but isolated minor incidents typically don't meet the legal standard alone.

What is "retaliation" in the context of harassment prevention law?

  1. ATaking an adverse action against someone because they reported harassment or took part in an investigation
  2. BAny disciplinary action taken against an employee accused of harassment
  3. CA counterclaim filed by the accused against the person who reported
  4. DTransferring someone who reported harassment to a comparable role at their own request
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Answer
ATaking an adverse action against someone because they reported harassment or took part in an investigation
Taking an adverse action against someone (firing, demotion, harassment) because they reported harassment or participated in an investigation — it's illegal even if the underlying claim isn't ultimately substantiated.

Can harassment occur between people of the same sex?

  1. ANo — harassment law only covers conduct between people of different sexes
  2. BYes — the parties need not be of different sexes; the key issue is unwelcome conduct related to sex
  3. COnly if the employer has adopted a specific policy covering it
  4. DOnly in states that have enacted their own statutes
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Answer
BYes — the parties need not be of different sexes; the key issue is unwelcome conduct related to sex
Yes — the harasser and the person harassed don't need to be of different sexes; the key issue is unwelcome conduct related to sex, regardless of the parties' genders.

Why is it recommended to document incidents of harassment as they happen?

  1. ABecause verbal reports are not accepted by most employers
  2. BBecause documentation is required before HR may open an investigation
  3. CBecause contemporaneous records of dates, conduct, and witnesses are more credible than a recollection pieced together later
  4. DBecause documentation shifts the burden of proof to the employer
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Answer
CBecause contemporaneous records of dates, conduct, and witnesses are more credible than a recollection pieced together later
Because contemporaneous records (dates, what was said or done, witnesses) are more credible and useful during an investigation than a recollection pieced together much later.
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FAQ

Questions, answered.

Is sexual harassment training legally required?

It varies by state — several states (like California, New York, and Illinois) mandate periodic training for employers of a certain size, while it isn't a blanket federal requirement outside of those state laws.

How often does training need to be repeated?

Where required by state law, it's typically every 1-2 years, though the EEOC recommends regular, recurring training regardless of a specific legal mandate.

What is considered a protected characteristic under harassment law?

Sex (including pregnancy, sexual orientation, and gender identity) is the relevant category for sexual harassment specifically, though broader harassment law also covers race, religion, national origin, age, and disability.

Is Cambo affiliated with the EEOC or any official training program?

No. Cambo is an independent study tool, not produced or endorsed by the U.S. Equal Employment Opportunity Commission.

What should I do if I experience harassment at work?

Report it through your organization's designated process, typically HR or a manager, and document what happened — most trainings also cover the option to file a charge with the EEOC directly.

Can an employer be held liable for harassment it didn't know about?

Yes, in some circumstances — particularly if the harassment was committed by a supervisor, or if the employer should have known and failed to take reasonable steps to prevent or correct it.

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