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Test CASE ANALYSIS: PEER AND THIRD PARTY HARASSMENT
Agenda
QUESTION 1: Is it acceptable to excuse environmental harassment or offensive jokes as "shop floor culture"?
Yes, if everyone laughs
No, management can't use that as an excuse
Yes, it is part of team integration
Depends on the industry
2nd QUESTION: What constitutes nude posters or tool sabotage in a masculinized environment?
An irrelevant decoration problem
Gender-based harassment and hostile environment
A harmless joke between colleagues
A display of freedom of expression
3rd QUESTION: What is the consequence of prioritizing a commercial contract over the safety of an employee harassed by a customer?
Saving legal costs
Compliance violation and reputational damage
Improved customer relations
Increased team productivity
4th QUESTION: Is the company obliged to intervene if the harasser is a customer or an external third party?
No, because the customer pays the bills
No, the company does not control external parties
Only if the customer signs a code of conduct
Yes, you have an absolute legal obligation to protect the employee
QUESTION 5: What early action is key in "gray areas" of conduct before they escalate?
A formal warning about professional conduct
Dismiss the victim preventively
Ignore the event until there is physical contact
Prohibit talking in the office
QUESTION 6: What standard is used to assess whether subtle conduct constitutes harassment?
The most sensitive employee standard
The "reasonable person" standard
The CFO standard
The standard of the aggressor
QUESTION 7: In cases of gray areas such as persistent stares, what is the focus of HR's assessment?
On the aggressor's intent
The seniority of the parties
On the impact suffered by the victim
On the opinion of the majority
QUESTION 8: How do you rate persistent nonverbal conduct (such as leering) that creates discomfort?
Are simple gestures of admiration
Are not legally relevant
Qualify as harassment or stalking if they are unwelcome
Are personal problems outside the company
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