The FEHA makes an employer strictly liable for sexual harassment by a supervisor, but only if the supervisor is acting in the capacity of supervisor when the harassment occurs. Here, the trial court properly granted summary judgment to Rite Aid. Its supervisor had become friends with the plaintiff before she went to work for Rite Aid. The texted one another frequently before her employment and afterward. The supervisor sent a harassing text after 11 p.m. on a Friday night after the two had been engaged for some time in texting each other. The harassing text did not occur during work or arise from the work context. So the employer was not liable.