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
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
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
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
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
Source: C.R.S. 24-34-402(1.3)(c)(II)
