Final answer:
It is true that employers can be held liable for sexual harassment by managers or supervisors even without direct knowledge of the conduct. Legal accountability is enforced through laws such as the Civil Rights Act of 1964 and Title IX, with the EEOC emphasizing the requirement for a harassment-free workplace. There are two primary types of sexual harassment: quid pro quo and hostile environment.
Step-by-step explanation:
It is true that an employer may be liable for sexual harassment committed by managers or supervisors even if they are not aware of the conduct. This is underpinned by a legal principle that holds employers responsible for creating a harassment-free workplace, as mandated by the Civil Rights Act of 1964 and Title IX for educational institutions. The U.S. Equal Employment Opportunity Commission (EEOC) has made it clear that employers must maintain an environment free from sexual harassment, which can manifest as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that affects an individual's employment, interferes with work performance, or creates a hostile or intimidating work environment.
There are two primary types of sexual harassment recognized in the workplace: quid pro quo and hostile environment. Quid pro quo occurs when a supervisor offers a work-related reward in exchange for a sexual favor. The second type, hostile environment harassment, includes conditions in the workplace that are hostile or intimidating due to unwelcome verbal or physical sexual conduct.