Final answer:
The reasonable basis test is used to determine if an employer can treat a worker as an independent contractor; the place of work does not provide a legal basis for independent contractor status. Different standards of review, like strict scrutiny or rational basis test, apply to different types of discrimination cases.
Step-by-step explanation:
Under the reasonable basis test for determining worker classification, the following does not support an employer's treatment of a worker as an independent contractor is: C. Place of work. This test generally looks at whether an employer has a reasonable basis for treating a worker as an independent contractor. A past IRS employment tax audit, published IRS rulings, and private letter rulings can all provide such a basis if they indicate that the worker is properly classified as an independent contractor. However, simply the place of where the work is performed does not provide a legal basis for this treatment.
It's important to understand that different legal standards apply to different types of potential discrimination. For example, the rational basis test would typically be applied to laws or policies that treat different genders unequally, while the strict scrutiny test would be used for cases involving potential discrimination on the basis of race, such as a group of African American students challenging a college admissions test. When the rational basis test is used, the law in question only needs a legitimate state interest to be upheld.