What are the two basic types of sexual harassment as defined by the law?

What are the two basic types of sexual harassment as defined by the law?

• A. Disparate impact
• B. Quid pro quo and hostile environment
• C. Quid pro quo only
• D. Hostile environment only

Answer: (B)

Two fundamental forms of sexual harassment recognized by law are quid pro quo and hostile environment. Quid pro quo is when employment actions hinge on sexual favors—promotions, raises, or continued employment are conditioned on agreeing to a sexual request, or a negative consequence follows a refusal. It ties a concrete job outcome to the other person’s sexual interest. Hostile environment harassment happens when unwelcome conduct, comments, or behaviors create an intimidating, offensive, or abusive work atmosphere. It doesn’t require a direct trade for a job action; the persistent or severe nature of the conduct itself disrupts work and makes the workplace uncomfortable. These two cover the main ways harassment shows up in workplaces and are used to determine employer responsibility. The other options don’t fit because disparate impact refers to policy effects on protected groups rather than harassment types, and the forms like “quid pro quo only” or “hostile environment only” ignore that both forms can occur, either separately or together.

Two fundamental forms of sexual harassment recognized by law are quid pro quo and hostile environment.

Quid pro quo is when employment actions hinge on sexual favors—promotions, raises, or continued employment are conditioned on agreeing to a sexual request, or a negative consequence follows a refusal. It ties a concrete job outcome to the other person’s sexual interest.

Hostile environment harassment happens when unwelcome conduct, comments, or behaviors create an intimidating, offensive, or abusive work atmosphere. It doesn’t require a direct trade for a job action; the persistent or severe nature of the conduct itself disrupts work and makes the workplace uncomfortable.

These two cover the main ways harassment shows up in workplaces and are used to determine employer responsibility. The other options don’t fit because disparate impact refers to policy effects on protected groups rather than harassment types, and the forms like “quid pro quo only” or “hostile environment only” ignore that both forms can occur, either separately or together.