SECNAVINST 5300.26 DEPARTMENT OF THE NAVY DON

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SECNAVINST 5300.26 DEPARTMENT OF THE NAVY (DON)

POLICY ON SEXUAL HARASSMENT EXAM QUESTIONS

Actual Qs and Ans Expert-Verified Explanation

This Exam contains:

-Guarantee passing score -16 Questions and Answers -format set of multiple-choice -Expert-Verified Explanation Question 1: Unwelcome behavior is:

Answer:

behavior that a person does not ask for and which that person considers undesirable or offensive.Question 2: If any work-related decisions are made based on the submission to or rejection of the unwelcome sexual behavior, sexual harassment has occurred. Normally, this is from a senior to a junior, because the senior person has something to offer.

Answer:

"quid pro quo," or "this for that."

Question 3: All reported incidents of sexual harassment shall be

investigated and resolved at the lowest appropriate level.

Answer:

*

Question 4: Red

Answer:

"stop." Red zone behaviors are sexual harassment.

Examples: sexual favors in return for employment

rewards, threats if sexual favors are not provided, sexually explicit pictures (including calendars or posters) or remarks, using status to request dates, or obscene letters or comments.

Question 5: For sexual harassment to occur, unwelcome sexual

behavior must occur in or impact on the work environment:

Answer:

...

Question 6: For a person's behavior to be considered sexual

harassment, it must meet three criteria:

Answer:

it must be unwelcome, sexual in nature, and occur in or impact on the work environment.

Question 7: All DON personnel, military and civilian, will be

educated and trained upon:

Answer:

accession (within 90 days to the extent possible) and annually thereafter,

Question 8: Military personnel of the Navy and Marine Corps

shall be processed for administrative separation on the first substantiated incident of sexual harassment involving any of the following circumstances

Answer:

*

Question 9: Yellow

Answer:

"caution," and behavior in the yellow zone may be sexual harassment.

Examples: violating

personal space, whistling, questions about personal life, lewd

or sexually suggestive comments, suggestive posters or calendars, off-color jokes, leering, staring, repeated requests for dates, foul language, unwanted letters or poems, or sexually suggestive touching or gesturing.

Question 10: Sexual Harassment

Answer:

A form of sex discrimination that involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature

Question 11: Green

Answer:

"go," and behavior in the green zone is acceptable.examples; touching which could not reasonably be perceived in a sexual way (such as shaking hands, or a friendly pat on the shoulder), counseling on military appearance, social interaction, showing concern or encouragement, a polite compliment, or friendly conversation.

Question 12: Leadership is the key to eliminating all forms of

unlawful discrimination.

Answer:

*

Question 13: Reprisal

Answer:

taking or threatening to take an unfavorable personnel action or withholding or threatening to withhold a favorable personnel action, or any other act of retaliation, against a military member or civilian employee for participating in the EEO or EO appeal process.

Question 14: Persons who are subjected to or observe

objectionable behavior should promptly notify the chain of command if:

Answer:

(1) the objectionable behavior does not stop; or

(2) the situation is not resolved; or (3) addressing the objectionable behavior directly with the person concerned is not reasonable under the circumstances; or (4) the behavior is clearly criminal in nature.

Question 15: Individuals who believe they have been sexually

harassed are encouraged to address their concerns or objections regarding the incident directly with the person demonstrating the harassing behavior.

Answer:

* Question 16: No individual in the DON shall:

Answer:

(1) Commit sexual harassment, as defined in enclosure (2) Take reprisal action against a person who provides information on an incident of alleged sexual harassment; (3) Knowingly make a false accusation of sexual harassment; or (4) While in a supervisory or command position, condone or ignore sexual harassment of which he or she has knowledge or has reason to have knowledge.