Final answer:
The notion that strict privacy laws completely prevent the monitoring of employee emails or absolve supervisors of liability for sexual harassment conducted via email by their employees is false. Employers can be liable for sexual harassment and can monitor communications to enforce policies and legal requirements.
Step-by-step explanation:
The statement 'Due to strict privacy laws, supervisors cannot monitor employee email or be found liable for sexual harassment via email by their employees' is false. Employers have certain rights to monitor communications, particularly in the United States, to ensure workplace policies and legal requirements are being followed. This includes the prevention of sexual harassment. Employers may be held liable for sexual harassment if they have tolerated such actions, under agencies such as the U.S. Equal Employment Opportunity Commission (EEOC). The EEOC enforces federal laws against discrimination, including sexual harassment, in the workplace. Privacy laws often provide some expected level of privacy for employees, but these are generally overridden by the company’s policies and applicable federal and state regulations when it comes to workplace conduct and email monitoring.