Former Boeing employees Antonia Castron and Renee Wrede accused Boeing of gender discrimination in dismissing them from their jobs at its Mesa, Arizona plant after they got low scores on reduction-in-force (RIF) assessments, which Boeing uses when determining which employees to lay off. The federal district court granted Boeing’s motion for summary judgment and threw out the case, but in August 2009, the U.S. Court of Appeals for the Ninth Circuit reversed and remanded for trial. In January 2010, Boeing, which did not admit that it violated any federal, state, or local law or had any civil liability, agreed to pay $140,000 each to Castron and Wrede.