What statement best describes disparate treatment in employment discrimination?

• A. Discriminates against a protected class when taking adverse employment action such as termination.
• B. A policy or practice that seems neutral but disproportionately negatively affects members of a protected class.
• C. Quid pro quo harassment.
• D. Employer liability for harassment if the harasser is a supervisor.

Answer: (C)

Disparate treatment means intentional discrimination in employment decisions based on a protected characteristic. The best statement describes an adverse employment action, such as termination, taken against someone specifically because of their protected status, showing deliberate bias in an employment decision.

The other ideas describe different concepts: a neutral policy that still harms a protected group refers to disparate impact, not intentional discrimination. Quid pro quo harassment is about coerced sexual advances in exchange for job benefits, a harassment issue rather than a discrimination decision. Liability for harassment when the harasser is a supervisor relates to who is responsible for the conduct, not to whether a protected characteristic was the reason for a job decision.