Riverhill University, on conducting a self-audit, identifies a racial imbalance in its workforce where 85 percent of its department chairs and deans are white men. The university voluntarily institutes a short-term plan that mandates that future selections for department chairs and deans will be on a one-for-one basis until an appropriate ratio is achieved. Paul, a white male professor from the same university, applies for the position of a dean and gets rejected. He subsequently discovers that an equally qualified black female is selected for the position. In this scenario, Paul:

A. does not have a valid claim because temporary plans to eliminate existing imbalances are permitted based on the United Steelworkers of America, AFL-CIO v. Weber case.
B. does not have a valid discrimination claim because suits based on reverse discrimination are barred by Title VII of the Civil Rights Act of 1964.
C. has a valid claim because Executive Order 11246 prohibits voluntary race-conscious affirmative action plans.
D. has an acceptable claim because the affirmative action plan unnecessarily trammels the rights of white employees.

A. does not have a valid claim because temporary plans to eliminate existing imbalances are permitted based on the United Steelworkers of America, AFL-CIO v. Weber case.