Sexual

Correct Answer: Begin a formal investigation into the allegations.

Begin a formal investigation into the allegations. This approach ensures a structured and unbiased process to address the employee's concerns. Suggesting the employee handle it personally may not provide adequate support or resolution. Talking to the manager privately could compromise the investigation's objectivity, and referring to external legal resources might bypass internal procedures and support systems.

Correct Answer: Initiate a formal investigation into the reported behavior.

The best initial response is to initiate a formal investigation into the reported behavior. This approach ensures that the complaint is taken seriously and that a structured process is followed to address the issue. Encouraging the employee to address the colleague directly may not be appropriate as it could expose them to further discomfort or retaliation. Providing general sexual harassment training is a preventive measure but does not address the immediate concern. Documenting the complaint and merely monitoring the situation is insufficient as it fails to take proactive steps to resolve the issue.

Correct Answer: When the harassment is so severe or pervasive that it creates a hostile work environment.

The correct answer is: When the harassment is so severe or pervasive that it creates a hostile work environment. Under Title VII of the Civil Rights Act, an employer is held liable for sexual harassment committed by a non-employee, such as a client or customer, if the harassment is so severe or pervasive that it creates a hostile work environment for employees. This standard ensures that employers address and prevent environments where harassment is rampant enough to affect the well-being and productivity of their workforce. The other options are incorrect because liability is not limited to situations where the non-employee is a direct supervisor, having prior complaints does not automatically result in liability, and merely granting access to the workplace does not meet the threshold for creating a hostile work environment under Title VII.