About two weeks after Parker assumed the position of Assistant Operations Manager at RCSI, she learned that male employees were circulating within RCSI an unfounded, sexually$-$explicit rumor about her that falsely portrayed her as having a sexual relationship with a higher$-$ranking manager to obtain her position. After hostilities persisted, Parker was called to a meeting with the Human Resources Manager, issued two written warnings and then fired. Both warnings were unfounded and that RCSI failed to follow its three strikes rule under which employees are subject to termination only after receiving three written warnings because she had received no prior warnings. RCSI:

Cannot be liable because an employer can always choose not to follow its own rules without ramifications.

Cannot be liable under Title VII because only rumors were circulating about her sleeping her way to the top.

Can be liable under Title VII because stereotypical attitudes towards gender can be evidence of discrimination, particularly if they lead to an adverse employment decision.

Cannot be liable under Title VII because Parker was reprimanded which justifies her termination.