Yes.

Although the answer is yes, some risk mitigation is compromised. While a combined training that includes supervisors and non-supervisory staff is better than no training at all, non-supervisory employees should have the right to ask questions without the presence of supervisors to reduce concerns about retaliation.

No.

Although the behaviors of a person who bullies can be very similar to those of someone who harasses someone, the difference is in the reason for which the victim is being harassed. Some reasons, called "protected classes"  are prohibited by law from being the basis of how someone is treated. In situations where someone is being treated differently or poorly because of a reason or basis that is not protected, the behavior may be inappropriate, a policy violation, etc.; however, it is not considered illegal bullying.  This does NOT mean that bullying does not have legal consequences. 

Depends on what is said.

Profanity, in and of itself, is not necessarily an example of illegal harassment. If the comment can be connected to a protected class, the answer is yes. Your organization can have policies that prohibit profanity, which would mean that you could be disciplined for it, even if it isn't harassment.

None of these.

An organization has an obligation to respond to a harassment complaint immediately. The longer it takes for an organization to address a harassment complaint, the more the potential consequences mount. There’s a difference between a harassment investigation that takes a long time because of its complexity and an employer taking its time to respond. Overall, the goal is to respond as quickly as possible.

Maybe.

The Federal Government does NOT require harassment prevention training; however, your state or local jurisdiction might!

There are two answers:

If I'm in a leadership role, I am obligated to report it, no matter who the person is.

I'm not a supervisor; therefore, I don't have to although I know I have the right to file a bystander/whistleblower complaint

Supervisors are part of an organization's leadership/authority apparatus. Regardless of the level at which a supervisor works within an organization, they are considered "management" or "the man".  Therefore, they have a "duty to report" harassment complaints, even when the complainant expresses a request to keep the matter private.  Here's why it matters: if the complainant changes their mind and decides to formal complaint, the fact that a supervisor was told about the allegation may increase an organization's liability because it failed to address a situation that was brought to its attention.

No.

Employees have the right to be protected from harassment from anybody that they have to deal with in order to do their jobs. Additionally, consider this: if you allow  customer/client/parent/inmate to dictate your actions as an employer, where does it stop? Even if the person making the demand is a high-value client, their demands cannot be met at the expense of the employee.

 False.

Intent and impact are two separate things. Only impact is necessary. Consider this: if you're driving and accidentally hit a deer, the deer is inured no matter what you intended.

Retaliation, disability, race

Quid pro quo.

Membership in a group does not make the conduct acceptable. Harassment standards are based on whether the behavior is unwelcome and creates a hostile work environment — not on the identity of the person doing it. A woman making demeaning jokes about women can still violate harassment policy just as readily as anyone else making those same comments.

Bystanders have standing to be offended. Harassment doesn't require a direct target. Coworkers who witness slurs or demeaning jokes — even ones "directed at" a group the speaker belongs to — can find that conduct offensive and hostile. Their complaints are valid.

The bottom line: workplace harassment law and policy govern behavior, not who performs it.

False

Even if you're not a supervisor, your impact on organization culture is more significant than you might think! When employees tolerate harassment and other inappropriate behavior, they contribute to a work environment where unacceptable behavior becomes increasingly common. Speaking up helps you contribute to a better workplace for everybody!

The bystander effect is the psychological phenomenon where people are less likely to intervene in a problematic situation when others are present because each person assumes someone else will act. Thus, we we ignore harassment, also normalize deviance which. Not only does repeated exposure to unacceptable behavior become normal, people gradually stop recognizing it as unacceptable.