1. Note: This question may have multiple correct answers. Select all which apply. Incorrect answers will be penalized.

Marissa applied for an executive assistant position. At her initial interview, the HR manager informed her about the pay scale for the position and Marissa told the manager that the pay scale was less than she was receiving in her current position. After all interviews were conducted, Marissa was considered to be the top candidate but HR was concerned that she would not take the position because of the reduction in salary based on her salary history. The executive instructed HR to make an offer to Marissa commensurate with her current salary. Is there a problem with considering Marissa's salary history ?

	a.	No, because in 2017 the 9th Circuit Court of Appeals (California is subject to its jurisdiction) decided that employers could pay women less than men when its based on previous salary history.
	b.	Yes, because Marissa should be paid according to the pay scale for the position and to pay her differently than the pay scale will violate the objectives of the Equal Pay Act.
	c.	No, because the objective of the Equal Pay Act is to prohibit paying men more than women and continuing the gender pay gap. In this situation, there does not appear to be discrimination and Marissa's salary history is relevant to getting the best candidate for the job.
	d.	No, because Marissa volunteered her salary history.