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
holding plaintiff did not exhaust his retaliation claim where his eeoc charge made no mention of retaliation 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 holding that the petitioner failed to exhaust his administrative remedies with regard to his claim involving a procedural error correctable by the bia 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 holding that a plaintiff need not exhaust his administrative remedies to bring a retaliation claim