Final answer:
The definition of sexual harassment includes any unwanted sexually-based behavior that affects employment. Title VII of the Civil Rights Act of 1964 prohibits such discrimination in the workplace, without stating a specific employer size for these provisions to apply. Local laws may define 'employer' differently, with some setting a minimum number of employees.
Step-by-step explanation:
The definition of sexual harassment is broad and encompasses any sexually-based behavior that is knowingly unwanted and has an adverse effect on a person's employment status, interferes with job performance, or creates a hostile or intimidating work environment. Under Title VII of the Civil Rights Act of 1964, it is unlawful for an employer to discriminate against an individual because of their sex which includes harassment. The Equal Employment Opportunity Commission (EEOC) makes it clear that the harasser can be the victim's supervisor, a co-worker, or even someone who is not an employee, such as a client or customer.
When the Supreme Court ruled that employers are responsible for maintaining a harassment-free workplace, it did not limit this responsibility to a certain size of the employer. However, some state laws and smaller jurisdictions may define 'employer' for the purposes of anti-discrimination laws more narrowly, sometimes setting a minimum number of employees. It's essential to check the specific laws applicable in a specific jurisdiction to understand the exact definitions and obligations.