With no explanation, chose the best option from "A", "B", "C" or "D". were involved in her decision to participate, and she even helped set up the camera in the breakroom and agreed to its location. In addition, after Adkins was fired, Cottrill continued to work in the Albany facility and to use the women’s restroom. Although MFA might have been able to devise a different method of identifying Adkins as the peeper without asking Cottrill to participate, Cottrill ad mitted in her deposition that MFA did nothing improper between October 17 and October 22. Because Cottrill never subjectively perceived the peeping, in order to evaluate her hostile work environment claim, we focus solely on the contamination of the toilet seat and paper holder and the circumstances of MFA’s investigation, which Cottrill actually perceived. Based on the tota (8th Cir.2002) (<HOLDING>). Therefore, the district court did not err in

A: holding no actionable hostile work environment where coemployee asked plaintiff if she would have a relationship with him touched the plaintiffs hand on four to five occasions requested the plaintiff sketch a sexually objectionable planter asked plaintiff to complete a task on his computer where its screen saver depicted a naked woman hung an offensive poster and asked plaintiff to type a document for him containing sexually offensive items
B: 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
C: holding allegations that supervisor discussed his relationships with plaintiff wrote poems to the plaintiff requested that plaintiff go for a walk with him or to dinner and on one occasion touched plaintiffs leg insufficient to establish the request for sexual favors prong of the prima facie case
D: recognizing that the elements of title vii sexually hostile work environment claims apply to icra sexually hostile work environment claims
A.