Kozinski argued that hyperfemininity was a burden that only women employees suffered. Kozinski stated that the time, effort and expense was more of a hindrance than just being banned from wearing makeup. However despite these efforts, in the ruling, it was decided that women did not have a larger burden in the requirements of the dress code but two judges disagreed and argued that makeup takes more time and money and that sex stereotyping occurred because women's bare faces were seen as less desirable. New Jersey BorgataBabes case In New Jersey, twenty-one women sued the Borgata Casino Hotel & Spa for requiring them to lose weight and stay under a certain size to maintain their jobs. The women argued that the management would ridicule them over weight gain even if they were pregnant. The case was dismissed in New Jersey because the BorgataBabes program required that both men and women maintain certain body shapes and sizes. The "BorgataBabes contractually agreed to adhere to these strict personal appearance and conduct standards". In 2016, Superior Court Judge Nelson Johnson dismissed the claims because the appearance standards were lawful. He also determined that the women could return to court for their claims of a hostile environment created by the management. Workplace requirements for attire and appearance have been legal in the United States as long as there are similar requirements for both sexes. Doe v. Boeing Corporation Doe, a transgender person beginning gender transition, found that her supervisors at the engineering company, Boeing Corporation, were uncooperative with her desire to wear feminine presenting clothing to work. She was warned against wearing, "obviously feminine clothing such as dresses, skirts, or frilly blouses" and from using the women's bathroom. This was even after her counselor recommended that wearing female presenting clothing would help with her transition. After a few warnings from her supervisors, Doe showed up to work wearing a pink pantsuit and was subsequently fired for violating the dress code. This prompted Doe to legal action. The Washington State Supreme Court ultimately upheld the decision made by Boeing and stated that the company had the right to determine what female identity looked like while at work. Equal Employment Opportunity Commission v. R.G. &. G.R Harris Funeral Homes, Inc. Aimee Stephens, a transgender woman, worked at the R.G. &. G.R Harris Funeral Homes and originally was dressing as a stereotypical male following the funeral home's