A woman worked for a manufacturing company as a “tool crib attendant.” She started in the position at $6.31/hr and after two years earned $7.52/hr. A man who worked at the plant as a security guard (at $7.42/hr) was hired to be the tool crib attendant on the third shift. He was offered the job at the rate of $7.75/hr. The HR manager attributed the pay level to the man’s “computer skills and his potential.” The man had a bachelor’s degree in anthropology and master’s degrees in education and urban planning. The woman had a high school diploma. The tool crib attendant job did involve some work with computers, and it was acknowledged that the man’s computer skills were superior to those of the woman. However, there was also evidence that another female who had taken computer classes and who had clearly indicated her interest in the job was not even considered for the position. Has the employer violated the Equal Pay Act?