Linda and Tom work at XYZ and perform the same job. Assume that in 2003, 2004, and 2005, Linda's supervisors give her poor evaluations because of her sex. As a consequence, she is not given raises that she is entitled to based on her work performance. Tom is given good evaluations and receives appropriate merit-based raises. The discriminatory pay decisions stop in 2005, but these past pay decisions continue to affect the amount of pay throughout Linda's employment tenure. In 2019, Tom's salary is $65,000 per year. Linda's salary is $50,000 per year. The difference in pay can be traced to those tainted performance evaluations from 2003-2005. When does the EEOC charging period for the discriminatory pay decisions commence, according to the Lilly Ledbetter Fair Pay Act of 2009? Question 5 options: a) 2003 b) 2005 c) 2009 d) 2019