11. One of the best defenses against a claim of adverse impact is validity of selection assessments.
12. In a case of adverse impact, the burden of proof shifts from the complainant to the organization.
13. When determining minimum qualifications for a position it is best for a company to follow a specific process and include input from incumbents and supervisors.
14. Under Title VII, harassment is illegal if it is directed to a member of any of the five protected classes specified in Title VII.
15. Quid pro quo sexual harassment is fairly straight forward; it’s when sexual behavior in the work environment creates an intimidating or offensive work environment.
16. It is acceptable for a manager to make employment consequences a function of sexual favors as long as the employee agrees.
17. An employer can be responsible for the inappropriate sexual harassment of managers and employees.
18. Inappropriate e-mail messages, sexually derogatory postings, or the viewing of pornographic material can create a hostile work environment.
19. Employees have a reasonable expectation of privacy in the workplace; therefore, an employer does not have access to e-mail or other materials produced by the employee at work.
20. In order for a claim of harassment to be valid, a victim need only demonstrate that actions had a negative impact on their psychological well-being as opposed to them being incapable of performing their job.