9. What age group is protected against age-based harassment? Every employee Employees under age 25 Employees age 40 or older Employees who are either under age 25 or over age 40
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9. What age group is protected against age-based harassment?
| Every employee |
| Employees under age 25 |
| Employees age 40 or older |
| Employees who are either under age 25 or over age 40 |
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- 5. It is the responsibility of every employee to recognize and prevent harassment as soon as possible. TRUEFALSE7. What should an employee do if they believe harassment has occurred? Discuss the matter with a trusted co-worker and ask that they keep the matter confidential File an anonymous complaint with the company Discuss the matter with their supervisor, another member of management, or with human resources Post a note on the bulletin board asking the harasser to stop the behavior2. Which of the following actions is harassment based on race? An African-American employee is subjected to racist remarks from co-workers to the point that she is too upset to perform her job effectively. A company declines a request to contribute to the United Negro College Fund. A supervisor posts photographs from the company picnic on the bulletin board, however, no African-American employees appear in the photos. The CEO of the company regularly plays golf at a country club that has no African-American members.
- You are a new graduate working in a nursing unit. You started working about 1 month ago and are still on orientation and working with a preceptor, Bill. You've noticed Bill staring at you sometimes and recently he started making remarks about your appearance. His remarks include statements such as, "Too bad those scrubs are baggy, but if you tuck your shirt into your pants you could show off that nice body." You do not want sexual attention from Bill and start feeling this sense of dread before each work shift. 1. Identify the problem or issue central to the case study. 2. Explain how this problem or issue affects the comfort or safety of a person or group such as coworkers or patients. 3. Describe an appropriate and professional response to the situation. 4. Describe the ideal outcome you anticipate after their response (i.e., a good outcome). 5. Describe the next step to take if the actual outcome is not appropriate (i.e., a bad outcome).PERSON CENTER PLAINING . 6. A person you support is not comfortable discussing some elements of her relationship with her boyfriend during the planning meeting. What is the BEST way to handle this? Remind her that she chose who is attending the meeting, so there is no reason for her to be shy. Reassure her that you can skip discussing anything she doesn't want to talk about. Point out that if she is not comfortable talking about something, she should probably not be doing it. Discuss this topic with a smaller group instead of during the main planning meeting.Do you hold any specific attitudes, beliefs, assumptions, and values that could interfere with your ability to effectively counsel lesbian, gay, bisexual, and transgender clients?
- 6. To be considered national origin harassment, which of the following statements is correct? The harassment victim's native language must not be English.The harassment is based on birthplace, ancestry, culture, or linguistic characteristics common to a specific ethnic group.The harassment victim must be a member of a recognized Native American tribe.The harassment must be committed by someone who is a citizen of the United States.PERSON CENTERED PLANNING 9. A person you support is not comfortable discussing some elements of her relationship with her boyfriend during the planning meeting. What is the BEST way to handle this? Remind her that she chose who is attending the meeting, so there is no reason for her to be shy. Reassure her that you can skip discussing anything she doesn't want to talk about. Point out that if she is not comfortable talking about something, she should probably not be doing it. Discuss this topic with a smaller group instead of during the main planning meeting.ABUSE AND NEGELCT \ 12. Which of the following is NOT true of abuse and neglect committed by care providers? Some individuals may be drawn to caregiving with the intention of finding victims. People with disabilities are more often abused and neglected by people they know, not strangers. Some people in caregiving roles find themselves in environments that can contribute to abuse and neglect. Abuse and neglect committed by care providers is so rare that it isn’t considered a problem.
- 10. Why should employers be especially careful about harassment when sponsoring social events such as parties and picnics? Because the relaxed atmosphere at such events can cause some to forget to observe usual behavior standards Because children who are present might say something inappropriate without understanding the meaning of their comments Because seeing company executives in casual clothing might cause employees to ridicule them Because people who have had a little too much alcohol to drink are not responsible for their behaviorABUSE AND NEGLECT 1. All of the following are considered behavioral signs of abuse, EXCEPT what? Withdrawal from social contact Appearing with torn, stained, or bloody clothing Decreased cognitive ability Changes in sleeping or eating patterns3. Which of the following best describes retaliation for a claim of harassment? An action taken by a harassment victim against the harasser Disciplinary action taken by a company against a supervisor who allowed harassment to occur A lawsuit filed by someone who was falsely accused of harassment An adverse action taken against an employee who has complained of harassment
