1. 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.	have a valid discrimination claim because the dress code results in disparate impact against them.
	b.	do not have a valid discrimination claim because the act does not cover private employers.
	c.	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.
	d.	have a valid discrimination claim because the difference in attire is based on gender and has no business necessity.

2. Jill and Seth were recently hired as computer analysts at HRJ Enterprises' offices located in San Jose. Both had similar work histories. In a conversation over lunch, Jill discovered that Seth was being paid 15% more than she was. Jill went to management and demanded that she be paid the same amount as her male counterpart. Seth was requested to meet with Human Resources, where he was told that he had violated company policy by discussing his salary and his pay was reduced to the same as Jill's as part of his discipline. Seth angrily confronts Jill about having blabbed about their discussion and blames her for his salary cut. Which of the following is not true?

	a.	Jill has a claim for discrimination under the Equal Pay Act because the company remedied the wage discrepancy by lowering Seth's salary.
	b.	Jill and Seth are entitled under California law by discussing their salaries.
	c.	The Equal Pay Act was enacted in 1963 as an amendment to the FLSA.
	d.	Under California law, employers may set initial salaries without incurring liability under the Equal Pay Act or Title VII if prior salary history is a factor in setting a pay range.