Is a plaintiffs prima facie case of discrimination because of race, national origin and retaliation, combined with sufficient evidence for a reasonable factfinder to reject the employer's nondiscriminatory explanation for its decision, adequate to sustain a finding of liability for intentional discrimination under Title VII of the Civil Rights Act of 1964?

Is a plaintiff's prima farcie case of an employer creating and sustaining a hostile work environment combined with sufficient evidence for a reasonable factfinder to reject the employer's nondiscriminatory good faith explanation adequate to sustain a finding of liability for intentional discrimination under Title VII of the Civil Rights Act of 1964?

Is a plaintiff's prima facie case of discrimination when an employer intentional uses unverified here say from a bias source with known racist tendencies combined with sufficient evidence for a reasonable factfinder to reject the employer's nondiscriminatory explanation for its decision, adequate to sustain a finding of liability for intentional discrimination under Title VII of the Civil Rights Act of 1964?

Is a plaintiff's prima facie case of discrimination because of race, national-origin and retaliation, combined with sufficient evidence for a reasonable factfinder to reject the employer's nondiscriminatory explanation for its decision, adequate to sustain a finding of liability for intentional discrimination under Title VII of the Civil Rights Act of 1964?