PoSH Training Assessment – Brihha Assessment Platform

Congratulations, you have successfully completed the learning in regard to the Prevention of Sexual Harassment policy at Judge India Solutions Private Limited. You are now required to take up an assessment. Click Next to Start the PoSH Training Assessment.

This assessment contains five questions.
You are required to select the most appropriate option (s) that apply
There is no time limit to complete the assessment
All the questions must be answered correctly to successfully complete this course.

1/5

1. Simi, a 25-year-old woman from Jharkhand, works as a sales consultant at your firm. She tells you that her coworkers have been using racially derogatory language toward her and making jokes at her expense. She’s ignored them as much as possible, but also once burst into tears in front of them. The coworkers did not apologize and continued to mock her and her statehood. Is this an example of unlawful harassment?

No, because the comments are not severe, even though they are directed at Simi on the basis of protected characteristics

No, because her coworkers’ behavior does not compromise Simi’s work

Yes, because the comments and jokes are targeted at Simi’s statehood, and the incidents keep occurring even though it’s clear that they upset Simi

Yes, because her coworkers continued to harass her after she burst into tears

2/5

2. Brijesh is a 30-year old male and has very fair complexion. His female supervisor frequently touches his arm when talking to him and makes suggestive comments. Brijesh says he has never flirted with his supervisor and is feeling very uncomfortable about this treatment. You are the HR representative who listens to the entire narration from Brijesh about such occurrences. In your opinion, does this qualify as an unlawful harassment?

No, because his supervisor has not threatened to fire or demote Brijesh if he does not provide sexual favors

Yes, because the supervisor is in a position of power

Yes, because the comments constitute sexual harassment and are recurring

No, because there is no eyewitness to such incidents

3/5

3. Which two examples of supervisory actions constitute tangible employment actions?

Humiliating an employee in front of another by calling the employee useless

Terminating an employee because she complains about continuing derogatory comments her manager makes about her physical disability

Failing to promote an employee because she is female

Firing a female employee who fails to perform her job satisfactorily

4/5

4. Manager - "You know, if you went to our next important business affair telling people that we were intimate, then I'd consider you for that upcoming promotion". This is an example of what type of sexual harassment?

Hostile Environment

Hostility

Quid Pro Quo

Pro Duc Quo

5/5

5. Abhik sent an e-mail message to an employee recently assigned to his team, complimenting her on her dress. Later she was reprimanded for poor performance. She responded that this must have been caused by her refusal to become involved with Abhik. Abhik is stunned and denies doing or saying anything that could be construed as sexual harassment. What advice would you offer him?

Quit and find another job

Take a training course on anti-harassment policy

Cooperate fully in the investigation. If the only evidence of sexual harassment is an occasional compliment on an employee's choice of clothing, it is hard to imagine that this would create a hostile work environment

Hire a good lawyer

6 / 5