True/False: 2 points each.

1. __ Sexual harassment claims do not have to be investigated if an employee never complains to HR or management that it is occurring.

2. __ To receive protection against religious discrimination, an employee must be part of an organized religion, otherwise the employee cannot prove that he/she/they have a sincerely held religious belief.

3. __ Fetal protection policies are always legal because they are intended to protect unborn children.

4. __ An employer can be held strictly liable if a supervisor creates a hostile work environment.

5. __ For a hostile work environment claim, employers are typically only liable if the sexual harassment is severe and/or pervasive.

6. __ Sexual harassment can lead to tort and criminal liability.

7. __ For equal pay claims under Title VII, the jobs that are compared must be substantially equal.

8. __ Anti-female animus can support a sexual harassment claim.

9. __ The affirmative defense that the employer timely created and disseminated a reasonable sexual harassment policy to prevent and address harassment and the employee failed to use it is not available when a supervisor takes adverse tangible employment action.

10. __ Applicants are not entitled to religious accommodations.

11. __ The ADA requires employers to eliminate essential functions in order to accommodate an employee.

12. __ The BFOQ defense can apply in religious discrimination cases.

13. __ The BFOQ defense is unavailable as a defense in an age discrimination claim.