Questions: UNIT 3 - CHALLENGE 3.4: Managing Workforce Relation: 2 - Legal Considerations for Employees LEARNING OBJECTIVE Recognize the types of discrimination and the rights of workers in the workplace. Which of the following is an example of quid pro quo harassment? a.) A manager tells inappropriate jokes to the other employees in the break room. b.) A manager documents an employee for taking excessive bathroom breaks. c.) A manager suggests that an employee can avoid the next round of layoffs if she agrees to go to a movie with him. d) A manager decides to cut an employee's hourly wage because the employee reported a safety violation at his workplace.

UNIT 3 - CHALLENGE 3.4: Managing Workforce Relation:

2 - Legal Considerations for Employees
LEARNING OBJECTIVE Recognize the types of discrimination and the rights of workers in the workplace.

Which of the following is an example of quid pro quo harassment?
a.) A manager tells inappropriate jokes to the other employees in the break room.
b.) A manager documents an employee for taking excessive bathroom breaks.
c.) A manager suggests that an employee can avoid the next round of layoffs if she agrees to go to a movie with him.

d) A manager decides to cut an employee's hourly wage because the employee reported a safety violation at his workplace.

Transcript text: UNIT 3 - CHALLENGE 3.4: Managing Workforce Relation: 2 - Legal Considerations for Employees LEARNING OBJECTIVE Recognize the types of discrimination and the rights of workers in the workplace. Which of the following is an example of quid pro quo harassment? a.) A manager tells inappropriate jokes to the other employees in the break room. b.) A manager documents an employee for taking excessive bathroom breaks. c.) A manager suggests that an employee can avoid the next round of layoffs if she agrees to go to a movie with him. d) A manager decides to cut an employee's hourly wage because the employee reported a safety violation at his workplace.

Solution

Answer

The answer is c) A manager suggests that an employee can avoid the next round of layoffs if she agrees to go to a movie with him.

Explanation

Option a: A manager tells inappropriate jokes to the other employees in the break room.

This scenario describes a form of harassment, but it is more aligned with creating a hostile work environment rather than quid pro quo harassment. Quid pro quo involves a direct exchange or condition related to employment benefits.

Option b: A manager documents an employee for taking excessive bathroom breaks.

This situation does not describe harassment but rather a potential disciplinary action. It does not involve any exchange of favors or conditions related to employment benefits.

Option c: A manager suggests that an employee can avoid the next round of layoffs if she agrees to go to a movie with him.

This is a classic example of quid pro quo harassment, where a manager offers a work-related benefit (avoiding layoffs) in exchange for a personal favor (going to a movie). It involves a direct condition tied to employment.

Option d: A manager decides to cut an employee's hourly wage because the employee reported a safety violation at his workplace.

This scenario describes retaliation, which is illegal but not quid pro quo harassment. Retaliation involves punishing an employee for engaging in legally protected activity, such as reporting safety violations.

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