With no explanation, chose the best option from "A", "B", "C" or "D". of. law.” Anderson v. Liberty Lobby, Inc., 477 U.S. 242, 251-52, 106 S.Ct. 2505, 91 L.Ed.2d 202 (1986). B. Hostile-work-environment claims In order to establish a hostile-work-environment claim, a plaintiff must present evidence of harassment that “unreasonably interferís] with [his or] her work performance and creat[es] an objectively intimidating, hostile, or offensive work environment.” Grace v. USCAR, 521 F.3d 655, 678 (6th Cir.2008). We have little doubt that, but for the administrative-exhaustion requirement, the plaintiffs in this case presented sufficient evidence of hostile, racist behavior in their work environment to survive a motion for summary judgment on this claim. See Baltimore v. City of Franklin, No. 3:06-0578, 2007 WL 2123906 at *14-15 (M.D.Tenn. July 20, 2007) (<HOLDING>). The issue presented here, however, is whether

A: holding that the petitioner failed to exhaust his administrative remedies with regard to his claim involving a procedural error correctable by the bia
B: holding in a companion case to the one before us that evidence submitted by the black firefighter with the city of franklin was enough to present a hostileworkenvironment claim to a jury where the firefighter had alleged sufficient facts in his eeoc charge to exhaust his administrative remedies
C: holding that if the alleged retaliatory action occurs before the initial eeoc charge is filed a plaintiff must exhaust his administrative remedies as to that claim by including factual information in the charge that discloses the factual basis for the retaliation claim
D: holding plaintiff did not exhaust his retaliation claim where his eeoc charge made no mention of retaliation
B.