With no explanation, chose the best option from "A", "B", "C" or "D". extremely serious) will not amount to discriminatory changes in the ‘terms and conditions of employment.’ ” Faragher v. City of Boca Raton, 524 U.S. 775, 788, 118 S.Ct. 2275, 141 L.Ed.2d 662 (1998) (reversing the vacation of a judgment for the plaintiff following a bench trial). In determining the existence of a hostile work environment, the totality of the circumstances must be examined. Cardenas v. Massey, 269 F.3d 251, 260 (3d Cir.2001) (reversing summary judgment on a hostile work environment claim). Circumstances include the “frequency of the discriminatory conduct; its severity; whether it is physically threatening or humiliating, or a mere offensive utterance; and whether it unreasonably interferes with an employee’s work performance.” Harris, 510 U.S. at 23,114 S.Ct. 367 (<HOLDING>). Respondeat superior liability exists where

A: holding that in criminal case a continuous chain of custody need not be proven as long as the evidence as a whole establishes that it is more probable than not that the object introduced is the same as that seized
B: holding that a plaintiffs retaliation claim is cognizable even in the absence of protected activity as long as his employer perceived him to be engaged in such activity
C: holding that status as competing family business owners did not give petitioners sufficient social visibility to be perceived as a group by society
D: holding a court need not find the harassment to be psychologically injurious so long as the environment would reasonably be perceived and is perceived as hostile or abusive
D.