Need help with true or false.

• Harassment that results in tangible employment actions often involves a sexual advance.
• The basic standard required in a hostile environment case is that a hostile environment must be sufficiently severe or pervasive to be actionable.
• Compliance with laws requiring affirmative action by contractors is monitored by the Office of Federal Contract Compliance Programs.
• Many states have affirmative action requirements for contractors.
• Courts subject the use of racial preferences in affirmative action plans to strict scrutiny.
• Victims of harassment must confront their harassers.
• A resignation from employment under circumstances where a reasonable person would feel compelled to quit us called a destructive discharge.
• Racial epithets in the workplace may create a hostile work environment.
• Employers can avoid vicarious liability by establishing what the law deems an affirmative defense.
• Firing of a harasser is a permissible remedy under Title VII.
• Employers must respond promptly and in a manner reasonably calculated to stop and correct any harassment.
• The negligence standard is used to determine employee liability in harassment cases.
• To hold employers liable, the plaintiff must show:
  • the employer must have known of the harassment
  • the employer failed to take the appropriate action to prevent the harassment.
• A company is liable for the actions of top officials and managers for harassment by such persons if they create a hostile work environment.