Read the following excerpt from a US court opinion:
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of the circumstances of which Cott-rill was aware, and compared to the facts in other cases in which we have rejected hostile work environment claims, we hold that Cottrill has not established a question of máterial fact as to whether the alleged harassment was so severe and pervasive as to constitute a hostile work environment at MFA’s Albany retail facility in violation of Title VII. See LeGrand v. Area Res. for Cmty. & Human Servs., 394 F.3d 1098, 1100-03 (8th Cir.2005) (finding no objectively hostile work environment created by defendant’s unwelcome sexual advances on three separate occasions over a nine-month period, including asking the employee to watch pornographic movies with him, hugging and kissing, and grabbing the employee’s buttocks and thigh); Tug-gle, 348 F.3d at 720 ; Duncan v. Gen. Motors Corp., 300 F.3d 928,
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What is the most suitable continuation to the opinion? Your options are:
A. holding no actionable hostile work environment based on defendants inappropriate sexual comments taking a photograph of plaintiffs rear end and giving plaintiff undesirable work assignments
B. holding that a hostile work environment is a form of discrimination that is actionable under the statute
C. recognizing a hostile work environment claim under section 1983
D. recognizing hostile work environment discrimination in ada context
E. holding that supervisors routine vulgar references to plaintiff could not support a hostile work environment claim because plaintiff was unaware of the comments and to show that he or she perceived the environment as hostile a title vii plaintiff must at least have been aware of those comments
Reply with [A, B, C, D, E] only.