Deck 8: Gender Discrimination

Question 1

Marlene,an employee at Coral Holidays Inc.,informs her manager that she is pregnant.After a few weeks,Marlene is terminated.Pregnant employees like Marlene have no legal recourse against such adverse employment actions.

Answer 1

False
Explanation:The Pregnancy Discrimination Act (PDA) prohibits an employer from using pregnancy, childbirth, or related medical conditions as the basis for treating an employee differently than any other employee with a short-term disability if that employee can perform the job. It is unlawful to terminate an employee on discovering the employee's pregnancy.

Question 2

Gender-plus discrimination refers to discrimination based on sexual orientation and transgenderism.

Answer 2

False
Explanation:"Gender-plus" discrimination is discrimination based on gender and some other factor, such as pregnancy, marital status, or having children under a certain age.

Question 3

Under the Equal Pay Act,the content of the job,rather than the job title or description,determines the comparison of whether two jobs are substantially the same.

Answer 3

True
Explanation:Under the Equal Pay Act, the content of the job, rather than the job title or description, determines the comparison of whether two jobs are substantially the same. For instance, if a hospital's male orderlies and female aides perform substantially the same job, they should receive the same pay, despite the difference in job titles.

Question 4

Prior to the Civil Rights Act of 1964,it was common for states to have laws that limited or prohibited women from working at certain jobs,under the theory that such laws were for the protection of women.

Question 5

Employers can apply fetal protection policies only to women and not men without violating Title VII of the Civil Rights Act of 1964.

Question 6

It is illegal to ask questions in a job interview that are only asked of one gender.

Question 7

Solid Security Systems hires both male and female sales representatives.However,the company mostly promotes male employees to the position of senior sales executive because the job involves a lot of traveling.The management of the company believes that male employees are more suitable than female employees for jobs that require traveling.Which of the following statements is true in this situation?

A) Solid Security Systems is not liable for gender discrimination because it can use bona fide occupational qualification as a defense to any claim filed by its female employees.
B) Solid Security Systems is not liable for gender discrimination because it employs both men and women.
C) Solid Security Systems is liable for gender discrimination because it is unlawful to require one gender to work different hours or job positions for reasons not related to their ability.
D) Solid Security Systems is liable for gender discrimination only if female employees are expected to match their level of performance to that of male employees.

Question 8

Mr.Tompkins of Lawlor & Tompkins Law Firm was conducting an interview for a junior associate attorney.He asked Macy,an applicant,if she was married and when she intended,if ever,to have children.His second interview was with Scott.He did not ask Scott either of these questions.Which of the following is true in this situation?

A) Macy has a claim for gender discrimination as it is illegal to ask questions in a job interview that are only asked of one gender.
B) Macy does not have a claim for gender discrimination because she was not yet employed by the law firm.
C) Macy does not have a claim for gender discrimination because of the bona fide occupational qualification defense available to employers.
D) Macy has a claim for gender discrimination only if she in unmarried.

Question 9

Stephan was employed in the accounting department at UniLor Inc.He underwent sex reassignment surgery,after which he referred to himself as Stephanie.The company terminated Stephanie for being transgender.Which of the following statements is true in this situation?

A) Stephanie has a cause of action to file a gender discrimination claim under Title VII of the Civil Rights Act of 1964 because she was fired for changing from male to female.
B) Stephanie does not have a cause of action for gender discrimination because discriminating against transgendered individuals is not considered gender discrimination by courts.
C) Stephanie does not have a cause of action under Title VII of the Civil Rights Act of 1964 for gender discrimination because she did not file the action before she became a woman.
D) Stephanie has a valid cause of action if she uses the bona fide occupational qualification (BFOQ) defense.

Question 10

If both genders were performing the same job,a female wearing a smock would qualify as comparable to a male wearing a coat and tie.

Question 11

Harry and Sandra work on the same team for Chemvo Chemical Supply Company.They were both busy over the weekend for different reasons and failed to show up to work the next day.When they returned to work,Harry was only given a verbal warning but Sandra was terminated.Which of the following statements is true in this situation?

A) Sandra has a claim for gender discrimination as it is illegal to discipline one gender for an act for which the other gender is not disciplined.
B) Sally does not have a claim for gender discrimination if Harry belongs to a protected class.
C) Sandra does not have a claim for gender discrimination because of the privileges available to employers under the employee-at-will doctrine.
D) Sandra has a gender discrimination claim only if she has more seniority than Harry at work.

Question 12

It is unlawful for employers to refuse to hire on the basis of gender when gender acts as a bona fide occupational qualification.

Question 13

In the case of Ledbetter v.Goodyear Tire and Rubber Co.,Inc.,the Supreme Court held that Lilly Ledbetter could not sue for gender discrimination in pay because the statute of limitations expired 180 days from the initial discriminatory event,which had occurred years before.

Question 14

Limited legislative debate and congressional guidance exists on the proper interpretation of Title VII's (of the Civil Rights Act of 1964)prohibition of gender discrimination because:

A) the majority of Congress members were confident that the meaning of the terminology was self-evident and that any attempt to explain it would lead to confusion.
B) virtually all members of Congress, at that time, were men and, therefore, did not understand the concept of gender discrimination well enough to explain it.
C) Title VII included prohibition of discrimination based on race, religion, color, and national origin, thus its focus could not solely be on gender discrimination.
D) a southern legislator and civil rights foe inserted the prohibition of gender discrimination into the civil rights bill at the last moment in an attempt to bring about the bill's defeat.

Question 15

The 1991 Civil Rights Act created the Glass Ceiling Commission to:

A) eliminate discrimination based on a person's affinity orientation.
B) fix a cap on the compensation provided to top managers of publicly held companies.
C) investigate the barriers to female and minority advancement in the workplace.
D) protect transgender employees from discrimination in the workplace.

Question 16

Parker owns a line of cosmetics and other grooming products called Bliss You.All the makeup artists working for Bliss You are required to wear black at work.Male employees must wear black pants and black T-shirts,and female employees must wear black skirts,black tops,and high-heeled shoes.Parker believes that sales will be better if female employees are dressed in a feminine way.Selena,an employee of Bliss You,is fired for wearing pants to work.If Selena files a gender discrimination lawsuit against Bliss You,she is most likely to win the case.

Question 17

Comparable worth claims under Title VII of the Civil Rights Act of 1964 have generally been successful in the federal courts.

Question 18

Per the courts,sex discrimination under Title VII of the Civil Rights Act of 1964 excludes:

A) discrimination on the basis of affinity orientation.
B) sexual harassment at the workplace.
C) discrimination due to pregnancy.
D) disparate treatment on the basis of gender.

Question 19

Glass walls refer to:

A) men entering traditionally female-dominated professions such as teaching and nursing.
B) workplace conditions and stereotyping that result in women always being closely observed no matter what they do.
C) barriers that prevent women from moving laterally into areas that lead to higher advancement.
D) women being brought in to help a company in desperate crisis.

Question 20

If a pregnant employee is unable to perform her job because of her pregnancy,the employer should treat her just as any other employee who is temporarily unable to perform job requirements.

Question 21

Katherine,a teacher at a private school,becomes pregnant before her marriage.When she informs the management of the school about her pregnancy,she is told that she cannot keep her job because having an unwed,pregnant teacher and,later,an unwed mother is bad for the school's reputation.Katherine feels that her employer's action is discriminatory.Which of the following statements is true in this situation?

A) Katherine cannot bring a case under Title VII of the Civil Rights Act of 1964 because the act protects only pregnant women who are married.
B) Katherine can bring a case of gender-plus discrimination against her employer.
C) Katherine has a valid disparate impact claim against her employer.
D) Katherine cannot bring a case under Title VII of the Civil Rights Act of 1964 because the act does not cover private employers.

Question 22

An employer may legitimately decide not to hire individuals of a given gender if:

A) the job requires employees of a given gender to interact with the opposite gender on a regular basis.
B) the customers have a preference for employees of a particular gender.
C) doing so would pose a logistical hardship that involves an unreasonable financial burden on the employer.
D) doing so would eliminate the bona fide occupational qualification defense.

Question 23

Per the health insurance plan provided as an employee benefit at Reindeer Technologies Inc.,male employees and their spouses are covered under the plan.For female employees,however,the insurance covers only them and not their spouses.Which of the following holds true in this scenario?

A) The female employees at Reindeer Technologies Inc. do not have a valid discrimination claim as Title VII of the Civil Rights Act of 1964 does not protect employees of private employers.
B) The female employees at Reindeer Technologies Inc. do not have a valid discrimination claim under Title VII of the Civil Rights Act of 1964 because their spouses are expected to be covered under an insurance plan at their respective workplaces.
C) The female employees at Reindeer Technologies Inc. have a valid discrimination claim as providing different benefits for one gender than for another is unlawful under Title VII of the Civil Rights Act of 1964.
D) The female employees at Reindeer Technologies Inc. have a valid discrimination claim because gender can never be used as a bona fide occupational qualification.

Question 24

The police chief of the city of Grande Coast reassigns female patrol officers away from high crime areas because people living in such areas do not want female officers guarding them.They feel that female officers are not capable of performing their duties as efficiently as male officers.The female police officers of Grande Coast:

A) can bring an action for gender discrimination under Title VII of the Civil Rights Act of 1964 as customer preference is not a protected reason to discriminate.
B) cannot bring an action for gender discrimination under Title VII of the Civil Rights Act of 1964 because the chief's suggestion is intended to protect the safety of female officers.
C) cannot bring an action for gender discrimination as employees working for the government are not covered under Title VII of the Civil Rights Act of 1964.
D) can bring an action under Title VII of the Civil Rights Act of 1964 only if the transfer results in a pay difference between male and female officers.

Question 25

Smith Paving Inc.has a contract to construct a new bypass around the city.The project is approximately 23 miles from the employer's office.Kelly and Portia are hired to keep track of the supplies delivered to the site.They are the only female employees working at this job site.Smith installa a portable restroom at the construction site,but it lacka the necessary facilities required by women and is not safe enough to be used by them.Thus,Kelly and Portia take breaks and drive back to the office to use their office restroom.However,the foreman complains that their breaks are too long.After the complaint,Kelly and Portia ask their employer to install a separate restroom for women.Which of the following is true in this situation?

A) Kelly and Portia's request for a separate restroom constitutes gender discrimination, and the employer cannot comply without being liable under Title VII of the Civil Rights Act of 1964.
B) Kelly and Portia's request for a separate restroom should be granted as not taking into consideration legitimate differences between genders can be unlawful.
C) The employer has no legal obligation to provide separate restrooms unless state law requires it.
D) The employer can terminate Kelly and Portia for demanding a separate restroom on the basis of bona fide occupational qualification.

Question 26

A local TV station has an opening for an evening sportscaster.Yvonne,a recent graduate with a degree in broadcast journalism,applies for the job.She is not hired on the basis that the job is restricted to men,as it involves interviewing players on high school football teams,which requires the sportscaster to spend a lot of time in the men's locker rooms.

A) Yvonne has no claim for gender discrimination because the TV station has a legitimate nondiscriminatory reason for its job requirement.
B) Yvonne has a valid gender discrimination claim, and the bona fide occupational qualification defense cannot be used because players can be interviewed outside the locker room.
C) Yvonne has no claim for gender discrimination because private employers are allowed to hire and terminate per their will.
D) Yvonne has a valid claim for gender discrimination if she can prove that the TV station has hired women for other roles that can be performed by men.

Question 27

Katie is a qualified carpenter who works for Kent Construction Inc.Kent Construction is losing business as most clients do not like the idea of female construction workers working on their project.They often complain that they cannot trust the work of a female employee.On this basis,Kent Construction fires Katie.Which of the following statements is true in this situation?

A) Kent Construction is not liable for gender discrimination because of the business necessity defense.
B) Kent Construction is not liable for gender discrimination as it can use the bona fide occupational qualification defense.
C) Kent Construction is liable for gender discrimination as customer preference is not a legitimate reason to discriminate against employees.
D) Kent Construction is liable for gender discrimination because Katie was hired for a job that requires being male as a bona fide occupational qualification.

Question 28

Padma works as a sales clerk at Lavy,an upscale cosmetic brand.Hector is also a sales clerk in the same store.They were both hired the same year and have similar experience and qualifications.However,Hector is routinely paid more than Padma.If Padma files a claim under the Equal Pay Act,Padma will lose if Lavy pays:

A) based on the sales generated by each employee, and Hector generates more sales than her.
B) based on the age of an employee, and Hector is older than her.
C) Hector more because he is the only Hispanic male employee.
D) Hector more because he is a male employee, and his family members are dependent on him.

Question 29

The dress code for Upper Edge Cosmetics requires all employees to report to work in uniforms.The policy also states that female employees are required to wear makeup.However,the only requirement for men is that they keep their hair and nails trimmed.Under Title VII of the Civil Rights Act of 1964,female employees at Upper Edge Cosmetics:

A) do not have a valid discrimination claim because the act does not prohibit an employer from using gender as a basis for reasonable grooming codes.
B) do not have a valid discrimination claim because the act does not cover private employers.
C) have a valid discrimination claim because the dress code results in disparate impact against them.
D) have a valid discrimination claim because the difference in attire is based on gender and has no business necessity.

Question 30

Bran is the CEO of Nestwood Enterprises Inc.He imposes a new rule wherein only female employees should be given training on handling computers regardless of their position,experience,or qualification.Which of the following is true in this scenario?

A) Nestwood Enterprises can be sued for gender discrimination as the training applies specifically to one gender.
B) Nestwood Enterprises cannot be sued for gender discrimination as the rule is geared toward improving one gender.
C) Nestwood Enterprises can be sued for gender discrimination only if the training applies exclusively to new female employees.
D) Nestwood Enterprises cannot be sued as the training does not cause any undue hardship for female employees.

Question 31

In the case of Price Waterhouse v.Hopkins,the U.S.Supreme Court determined that:

A) the employer had violated Title VII of the Civil Rights Act of 1964 by imposing sex-differentiated appearance and grooming standards on its male and female employees.
B) the claimant did not produce sufficient evidence to show that she was not given the same opportunities to advance as her male co-workers.
C) it is a violation of Title VII of the Civil Rights Act of 1964 for gender stereotyping to play a significant role in evaluating an employee's work performance.
D) it is not unlawful to have gender-based grooming policies because employers are free to determine how to run their businesses.

Question 32

Kimberly,an employee at the All-American Tool Company,informs her supervisor that she is pregnant.Her supervisor feels the need to lighten Kimberly's work load,though she never requested it.Kimberly is assigned simple tasks and excluded from office meetings and other activities.As a result,Kimberly is not provided an opportunity to effectively compete with her co-workers that financial year.Which of the following holds true in this scenario?

A) Kimberly has no claim because the Pregnancy Discrimination Act mandates that pregnant employees must be given light work.
B) Kimberly has a valid claim under the Pregnancy Discrimination Act because the act prohibits treating employees differently in many ways regarding pregnancy and childbirth.
C) Kimberly has no claim because pregnancy is treated as a serious disability under Title VII of the Civil Rights Act of 1964.
D) Kimberly has a valid discrimination claim under Title VII of the Civil Rights Act of 1964 only if she can show that she is a single parent.

Question 33

Fetal protection policies are:

A) legally required only if an employer has more female employees than male employees.
B) prohibited by Title VII of the Civil Rights Act of 1964 if the policy applies only to women.
C) prohibited by the Fair Labor Standards Act if the policy applies equally to both women and men.
D) judicially administered only when there are more male employees than female employees in a workplace.

Question 34

Which of the following is true of the Equal Pay Act (EPA)?

A) The EPA prohibits differences in wages based on seniority or merit systems.
B) The EPA has a longer statute of limitations than that provided under Title VII of the Civil Rights Act of 1964.
C) Under the EPA, it is job title or description that primarily controls the comparison of whether the jobs are substantially the same.
D) To comply with the EPA, an employer is allowed to reduce the wage rate of the higher-paid employees.

Question 35

Hecton Computers Inc.,a U.S.-based company,has its operations in United Limvia,a developing country.The culture of the country does not permit women to deal with men professionally,though there is no law limiting women to jobs that do not require much interaction with men.Zara,a U.S.citizen working for Hecton Computers in United Limvia,is denied a promotion to the position of senior client manager because the job would require Zara to interact with men inside and outside the company,and this would violate the cultural norms of United Limvia.Zara believes this to be gender discrimination under Title VII of the Civil Rights Act of 1964.Is she correct?

A) No, because Title VII does not apply to American-owned or -controlled companies doing business outside the United States such as Hecton Computers.
B) No, because customer preference and cultural norms are a legitimate and protected reason to treat otherwise-qualified employees differently based on gender.
C) Yes, because Hecton Computers is required to comply with Title VII unless doing so would cause the company to actually violate the law of the country in which the business is located.
D) Yes, because gender cannot be used as a bona fide occupational qualification under any circumstances.

Question 36

Cassie works for RedBug Telecommunications Inc.as a customer relationship executive.According to the company's grooming policy,male customer relationship executives can wear normal business attire to work,but female employees are required to wear uniforms,though both perform the same duties.Which of the following holds true in this scenario?

A) Cassie does not have a claim for gender discrimination under Title VII of the Civil Rights Act of 1964 because RedBug Telecommunications hires both male and female employees.
B) Cassie has a valid gender discrimination claim under Title VII of the Civil Rights Act of 1964 because female employees are being treated differently from male employees regarding attire with no reasonable job-related justification.
C) Cassie does not have a claim for gender discrimination under Title VII of the Civil Rights Act of 1964 as long as RedBug Telecommunications can show that both male and female customer relationship executives are paid equally.
D) Cassie has a valid gender discrimination claim because Title VII of the Civil Rights Act of 1964 restricts employers from imposing grooming codes on their employees.

Question 37

Marcus,a prolific shoe buyer,refuses to be assisted by male store clerks.The owner of Your Shoe Town,therefore,informs his staff that only female employees should attend to Marcus because he does not want to anger a patron of his store.One of the male clerks,Austen,believes that this is illegal gender discrimination.Also,since part of his incentive pay is based on meeting the monthly sales target,he feels that this policy illegally denies him the opportunity to earn incentives because of his gender.Is Austen correct?

A) Yes, because gender can never be a bona fide occupational qualification.
B) No, because gender-based customer preferences are legitimate business concerns.
C) Yes, because customer preference is not a legitimate and protected reason to treat otherwise-qualified employees differently based on gender.
D) No, because Your Shoe Town is a private employer, and Title VII of the Civil Rights Act of 1964 does not apply to private employers.

Question 38

Which of the following is true about gender-based grooming policies at the workplace?

A) Title VII of the Civil Rights Act of 1964 prohibits an employer from using gender as a basis for reasonable grooming codes.
B) A gender-based grooming policy that subjects one gender to different conditions of employment is considered to be legitimate.
C) A gender-based grooming policy will not become legitimate if an employer simply claims that the employees knew about the grooming code when they came into the workplace.
D) Title VII of the Civil Rights Act of 1964 permits an employer to impose a weight restriction policy exclusively on female employees but not on male employees.

Question 39

Based on a case study that showed a jury would consider a female defense attorney as bolstering the credibility of a male defendant,John,a defendant in a case alleging sexual harassment and rape,insists that the law firm handling his case should assign a female attorney to defend him.However,one of the male attorneys is more qualified to handle the case,and he objects to assigning a female attorney based on John's request.If the law firm assigns a female attorney to John's case,it is:

A) not a violation of Title VII of the Civil Rights Act of 1964 because it is a bona fide occupational qualification based on the case study.
B) a violation of Title VII of the Civil Rights Act of 1964 because it is based on customer preference.
C) not a violation of Title VII of the Civil Rights Act of 1964 because John can articulate a legitimate nondiscriminatory reason for his preference.
D) a violation of Title VII of the Civil Rights Act of 1964 because it is a bona fide occupational qualification for a male defendant to be represented by a male attorney.

Question 40

Laura applies for the job of a firefighter.She is 5 feet 2 inches tall and weighs 110 pounds.Laura is denied the position because she does not meet the height and weight requirements.The fire department's height and weight requirements are:

A) discriminatory if it can be shown that the requirements are not directly correlated to ability to do the job.
B) not discriminatory because firefighters have mostly been tall.
C) not discriminatory because Title VII of the Civil Rights Act of 1964 does not cover jobs such as guards, police officers, and firefighters.
D) discriminatory if it can be shown that height and weight requirements are a business necessity.

Question 41

Eric and Jessica are hired as coaches at Herbert High School in the same year.Each has a bachelor's degree in physical education,and neither has prior teaching experience.Eric coaches the boys' basketball team,and Jessica coaches the girls' basketball team.Both of the teams are trained to compete at the state level.However,Eric's salary as a coach is higher than Jessica's salary.Jessica complains that her pay is discriminatory.Which of the following statements is true in this scenario?

A) Jessica cannot prevail under the Equal Pay Act because statistically more boys grow up to play sports professionally than girls.
B) Jessica cannot prevail under the Equal Pay Act as the act does not cover employees working for government employers such as a public school.
C) Jessica can prevail under the Equal Pay Act only if she can show that Eric's and her job titles are the same.
D) Jessica can prevail under the Equal Pay Act as her job is substantially equal to Eric's.

Question 42

Jill and Sam,recent graduates,are hired as computer analysts for HRJ Enterprises Inc.In a conversation over lunch,Jill discovers that Sam's salary is 15 percent higher than hers.Assuming that she is being paid less because she is a female,Jill contacts the human resources department,demanding that her salary be increased by 15 percent.After a few days,however,she is informed that Sam had violated company policy by discussing his salary,and his salary would also be reduced by 15 percent to maintain equality.In this scenario,Jill:

A) does not have a discrimination claim under the Equal Pay Act because the company remedied the wage discrepancy by lowering Sam's salary.
B) has a discrimination claim because the employer violated the Equal Pay Act by reducing Sam's salary to match Jill's salary.
C) has a claim under the Equal Pay Act only if she can show that she incurs more monthly expenses than Sam.
D) does not have a claim for discrimination under the Equal Pay Act because HRJ Enterprises is a private employer.

Question 43

List and discuss the ways in which gender discrimination can be minimized at the workplace.

Question 44

Liam works as a sales clerk at Big Time TV and Stereo,an entertainment and appliance retailer.Big Time has a grooming policy that requires employees to be generally neat in appearance and specifically prohibits male employees from wearing long hair.Liam,an aspiring actor,has been growing his hair out for a role.Though he makes a point to pull his hair back neatly in a ponytail,he has been issued a warning about violating the store's grooming policy and faces termination if he fails to comply.Liam claims that the policy constitutes gender discrimination because there is no such limitation on female employees.Does Liam have a valid claim for gender discrimination against Big Time?

Question 45

The Pair o' Dice Casino refuses to hire female bouncers on the grounds that they are not strong and intimidating enough to effectively perform the job.During a trial for gender discrimination brought by a group of women who were denied jobs as bouncers at the casino,the general manager defended the policy and offered as the only evidence of the policy's soundness that "it is quite evident that the physical capability of women is less than that of men." What kind of defense is the general manager asserting,and will it be successful?

Question 46

Dahlia is an image technician.She reviews photographs for placement in a stock images catalog.Her male colleagues,who also review photographs for placement in a stock images catalog,are photo analysts.She complains that she is paid less for doing the same work as them.Which of the following is true in this situation?

A) Dahlia will prevail in a claim under the Equal Pay Act if both of the jobs require equal skill, effort, and responsibility.
B) Dahlia will not prevail in a claim under the Equal Pay Act because the law allows for unequal pay when the job titles are different.
C) Dahlia will not prevail in a claim under the Equal Pay Act as pay information is meant to be confidential, and she has broken the law by finding out what her colleagues are paid.
D) Dahlia will prevail in a claim under the Equal Pay Act only if she can show that her expenses are more than that of her male colleagues.

Question 47

What is gender stereotyping,and how does it result in gender discrimination?

Question 48

The Lilly Ledbetter Fair Pay Act:

A) prohibits differences in wages based on seniority or merit systems.
B) allows an employer to reduce the wage rate of the higher-paid employees in order to comply with the Equal Pay Act.
C) allows the 180-day statute of limitations in the Civil Rights Act of 1964 to start each time a paycheck is issued based on the discriminatory pay.
D) prohibits an employer from using gender as a basis for reasonable grooming codes.

Question 49

Victoria has been employed by TEDCO Inc.for five years.During that time,she has been an exemplary employee,frequently being named employee of the quarter.TEDCO has 150 employees,47 of them female,yet none of its female employees has young children.However,several of its male employees have young children.When Victoria informs Brian,her manager,that she is pregnant,he starts treating her differently even though her work has not been affected by her pregnancy.Brian does not like having pregnant employees on his team and therefore fires Victoria in her sixth month of pregnancy.Victoria finds out later that Brian also fired another employee when she told him she was pregnant.Does Victoria have a valid claim for pregnancy discrimination against TEDCO? Also,is the company's attitude toward women with young children lawful?

Question 50

The historic AFSCME v.State of Washington case was the first significant statewide case to challenge:

A) discrimination against people on the basis of their national origin.
B) skill-based pay differences in the workplace.
C) gender-based pay differences on the basis of the comparable worth theory.
D) discrimination against employees on the basis of their sexual orientation.