Free Colorado Sexual Harassment Practice Test Online
Official exam: Sexual Harassment Prevention (Colorado)
Take a free Colorado Sexual Harassment practice test online: 10 questions, no sign-up, scored by topic. The full 29-question bank and the timed simulator are $14.99 for 30 days.
Sexual Harassment Prevention (Colorado): a 29-question practice bank for the real Workplace Compliance / HR standard, 1 full paper of 20 questions each with no repeats, every question written to the regulation it comes from.
Where these questions come from
Every question in this bank cites a source -- primarily C.R.S. (86%) and Colorado DHR required-training policy (4%) of this exam's citations.
Not sure where you stand? Take the free diagnostic, 10 real questions across the exam's domains, no sign-up required, with a domain-by-domain breakdown at the end.
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Colorado’s Legal Standard for Harassment (CADA / POWR Act)25%
Filing a Charge and the CCRD Process25%
Employer Programs, Affirmative Defense, and Remedies25%
Training in Colorado: What Is and Is Not Required25%
5 real sample questions
Which protected characteristic was added to the list in C.R.S. 24-34-402(1)(a)(I) by the POWR Act, where it had not previously appeared in that subsection?
A. Marital status
B. Race
C. Religion
D. National origin
Show answer and reasoning
Correct answer: A. Marital status
B: Race was already part of the protected-class list before the POWR Act; it was not new material added by this bill.
C: Religion was already part of the protected-class list before the POWR Act.
D: National origin was already part of the protected-class list before the POWR Act.
Source: C.R.S. 24-34-402(1)(a)(I)
Under Colorado law, must harassing conduct be "severe or pervasive" to be an unlawful employment practice?
A. No -- the POWR Act's 2023 amendment states the conduct need not be severe or pervasive
B. Yes, Colorado adopted the same severe-or-pervasive standard federal courts use under Title VII
C. Yes, but only if the conduct involves a supervisor rather than a coworker
D. The statute does not address a standard at all and leaves it entirely to case law
Show answer and reasoning
Correct answer: A. No -- the POWR Act's 2023 amendment states the conduct need not be severe or pervasive
B: This describes the older, judicially-created federal standard that Colorado's legislature expressly rejected in the POWR Act's own legislative declaration.
C: The lower bar applies regardless of whether the alleged harasser is a supervisor or a coworker; supervisor status matters for a different provision, the employer's affirmative defense.
D: The statute directly addresses the standard in its own text at 24-34-402(1.3)(a); it is not silent on the question.
Source: C.R.S. 24-34-402(1.3)(a)
What reason does the Colorado General Assembly give, in its own legislative declaration, for moving away from the "severe or pervasive" standard?
A. It found the standard does not account for the realities of the workplace or the harm workplace harassment causes
B. It found the standard was being applied inconsistently between state and federal courts on procedural grounds only
C. It found the standard was unconstitutional under the Colorado Constitution
D. It found the standard applied correctly to sexual harassment but not to other protected classes
Show answer and reasoning
Correct answer: A. It found the standard does not account for the realities of the workplace or the harm workplace harassment causes
B: The declaration criticizes the substance of the standard, not a procedural inconsistency between court systems.
C: Nothing in the bill text frames this as a constitutional defect; it is a policy judgment stated as legislative findings.
D: The declaration is not limited to sexual harassment; it addresses harassment generally across the protected classes covered by 24-34-402(1)(a).
Source: C.R.S. 24-34-400.2(2)(a)-(b)
A coworker is occasionally curt and forgets to say "good morning." Under Colorado's statutory carve-out, how should this be treated?
A. As a petty slight or minor annoyance that does not by itself constitute harassment
B. As harassment automatically, because the POWR Act removed the severe-or-pervasive requirement entirely
C. As harassment only if it happens on five or more separate occasions
D. As retaliation rather than harassment
Show answer and reasoning
Correct answer: A. As a petty slight or minor annoyance that does not by itself constitute harassment
B: Removing the severe-or-pervasive requirement lowered the bar for what harassing conduct must add up to; it did not eliminate the separate carve-out for petty slights and minor annoyances, which the statute keeps as its own subsection.
C: The statute sets no fixed numeric threshold like five occurrences; it instead directs a totality-of-the-circumstances analysis using named factors.
D: Nothing in the scenario involves opposing a discriminatory practice or participating in a proceeding, which is what triggers the separate retaliation provision at 24-34-402(1)(e)(IV).
Source: C.R.S. 24-34-402(1.3)(c)(I)
Under the totality-of-the-circumstances factors listed in C.R.S. 24-34-402(1.3)(c)(II), which of the following is explicitly named as a factor to consider?
A. Whether a power differential exists between the person alleged to have harassed and the person alleging harassment
B. Whether the employee alleging harassment has filed a complaint with the CCRD before
C. Whether the alleged harasser has completed sexual harassment prevention training
D. Whether the employer has more or fewer than fifty employees
Show answer and reasoning
Correct answer: A. Whether a power differential exists between the person alleged to have harassed and the person alleging harassment
B: Prior CCRD filing history is not among the factors listed in (1.3)(c)(II); the list focuses on the conduct itself (frequency, nature, duration, location, threat, power differential, epithets/slurs, and stereotyping), not the complainant's filing history.
C: Training completion is not among the (1.3)(c)(II) factors for whether conduct constitutes harassment; training instead matters for a separate provision, the employer's affirmative defense under (1.5).
D: Employer size is not a listed totality-of-the-circumstances factor under (1.3)(c)(II).
Where can I take a free Colorado Sexual Harassment practice test online?
Right here. CertQuestUSA's free Colorado Sexual Harassment practice test online is a 10-question diagnostic across the exam's domains, with no sign-up and no credit card, and shows your score by topic at the end. The full 29-question bank, with every answer explained and cited to the regulation it comes from, is $14.99 for a 30-day pass that never renews.
What does the CertQuestUSA Colorado Sexual Harassment Prevention practice test include?
The practice bank contains 29 unique questions covering the Colorado Workplace Compliance/HR standard, and each full practice paper consists of 20 questions with no repeats. Every question cites the specific real regulation it is drawn from, such as C.R.S. 24-34-402.
Does Colorado still require harassing conduct to be "severe or pervasive" to be illegal?
No. Under the POWR Act's 2023 amendment to C.R.S. 24-34-402(1.3)(a), harassing conduct no longer needs to be severe or pervasive to constitute an unlawful employment practice in Colorado.
What protected characteristic did the POWR Act add to Colorado's anti-discrimination law?
The POWR Act added marital status to the list of protected characteristics in C.R.S. 24-34-402(1)(a)(I), where it had not previously appeared in that specific subsection.
Need the certificate itself, not just the practice?
This page is a practice test. Certified Training USA, our sister site, sells the Sexual Harassment Prevention Training course with a certificate of completion.
