Harassment is defined as conduct that is so frequent or severe that it creates a hostile or offensive work environment, or when it results in an adverse employment decision.

Harassment is defined as conduct that is so frequent or severe that it creates a hostile or offensive work environment, or when it results in an adverse employment decision.

• A. It is only harassment if the supervisor is involved
• B. It must be both frequent and severe to create a hostile environment
• C. It is allowed if it occurs outside work hours
• D. It is so frequent or severe that it creates a hostile or offensive work environment or results in an adverse employment decision

Answer: (D)

Harassment is defined by a standard that focuses on impact rather than a single incident. If conduct is so frequent or severe that it creates a hostile or offensive work environment, or it leads to an adverse employment decision, it counts as harassment. This means either behavior that happens repeatedly and creates ongoing distress, or a particularly egregious act that directly affects employment status, can meet the threshold. It’s not limited to actions by a supervisor; coworkers, vendors, or others in the work setting can be the source. And off-duty conduct isn’t automatically allowed if it affects the workplace or employment—harassment rules apply based on the effect on the work environment and employment rights, not the time of day.

Harassment is defined by a standard that focuses on impact rather than a single incident. If conduct is so frequent or severe that it creates a hostile or offensive work environment, or it leads to an adverse employment decision, it counts as harassment. This means either behavior that happens repeatedly and creates ongoing distress, or a particularly egregious act that directly affects employment status, can meet the threshold. It’s not limited to actions by a supervisor; coworkers, vendors, or others in the work setting can be the source. And off-duty conduct isn’t automatically allowed if it affects the workplace or employment—harassment rules apply based on the effect on the work environment and employment rights, not the time of day.