Francine is suing her employer, Angler Markets, for wrongful termination. Angler's defense is that it fired Francine for cause, because of an incident in which she insulted a customer and used a racial slur against him. During its case-in-chief, Angler submits an e-mail written by the customer to the complaints department of the company. Francine's former manager will testify that gathering these complaints is a regular practice of the company and that the complaints are gathered as part of a regularly conducted activity. She will state that because of these practices, she knows that the e-mail was received on July 5th, the day before Francine was fired. She will also authenticate the e-mail by confirming that the e-mail she has printed out is in fact the same e-mail that was received by the complaints department on July 5th. She will then read the e-mail, which states: "I was in your store yesterday and an employee named Francine was very rude to me. When I told her that I did not appreciate her tone, she made a denigrating comment about my ethnic background." Francine objects to the e-mail as hearsay. Is the e-mail admissible? Group of answer choices No, because the e-mail is hearsay and no exception applies. Yes, the e-mail is admissible for the truth of the matter assertedthat is, to prove that Francine did in fact insult a customer and make a denigrating comment about her ethnic background. Yes, but only as evidence that the company had notice of the fact that