Amaani Lyle, an African-American woman, was employed as a scriptwriters' assistant at Warner Brothers Television Productions for the writers of the television comedy series, Friends. Her duties included stenographic typing detailed notes for the scriptwriters during brainstorming sessions in which they discussed jokes, dialogue, and story lines. The writers then combed through the notes Lyle typed after the meetings for script material. During the brainstorming meetings during which Lyle took down the notes, the three male writers told lewd and vulgar jokes and made sexually explicit comments and gestures, and often talked about their personal sexual experiences and fantasies. Some of these discussions were then used in episodes of Friends. During the meetings, Lyle never complained to the writers or anyone at Warner Brothers that she found the writers' conduct offensive. After four months, Lyle was fired by Warner Brothers. She was informed by her supervisor that she could not type fast enough to keep up with the writers' comments during the meetings. During her employment interview, she she was informed by the interviewer that typing speed was extremely important to her job and in response, she stated that she could type a lot of words per minute. However, Lyle was not given a typing test by Warner Brothers. After her firing, Lyle filed a wrongful employment discharge lawsuit against Warner Brothers based upon claims of sexual harassment and racial discrimination. 1. a. What protected class or classes would Lyle allege as the basis for a claim filed on her behalf under Title VII of the Civil Rights Act? b. Would Lyle's claim of racial discrimination be based upon intentional (disparate-treatment) or unintentional (disparate impact) discrimination? Explain. 2. Under Lyle's wrongful discharge action based on racial discrimination, can she establish a prima facie case? In your answer, first explain what establishing a prima facie case means. In your answer, also explain why or why not she would meet that standard. Hint: See, the EEOC's Four-Fifths Rule. 3. a. Would Lyle's claim of sexual-harassment be based upon quid pro quo or hostile work environment sexual harassment? Explain. b. What may Warner Brothers assert as a defense to such a claim? 4. If the actions described above had occurred in Florida, after an administrative review, in what court could Lyle bring her suit?