14.200 Proving an Equal Pay Act violation
14.300 Employee's prima facie burden
14.500 Employee's ultimate burden
14.800 [RESERVED]
14.130 Deference to regulations
14.140 Purpose of Equal Pay Act
14.150 Comparison to Title VII claims
14.151 No disparate impact component
14.160 Comparison to 42 U.S.C. ยง 1983 claims
14.200 Proving an Equal Pay Act violation
14.210 Corning Glass burden-shifting framework
14.300 Employee's prima facie burden
14.310 In general
14.320 Establishment (or physical place of business)
14.331 Plaintiff can rely on statistical evidence
14.332 Denial of opportunity to work overtime
14.341 Existence of "equal work" is jury question
14.342 Fungible positions can support a prima facie case
14.350 Equal skill
14.360 Equal effort
14.380 Similar working conditions
14.390 Comparison to successors and predecessors
14.420 Seniority system
14.430 Merit system
14.440 Quantity or quality of production
14.453 Salary retention policies
14.454 Employer's mistake can constitute a factor other than
sex
14.455 Red circle rate as a factor other than sex
14.500 Employee's ultimate burden
14.510 Burden shifts back to employee only if affirmative defense
14.610 Jury trial
14.620 Statute of limitations
14.621 Violation
14.622 Willful violation
14.710 Compensatory damages
14.720 Liquidated damages
14.721 Violation
14.722 Willful violation
14.800 [Reserved]
14.910 Equal Pay Act does not protect elected officials and certain
staff members
14.912 Cases addressing statute
14.913 Comparison with Title VII and the GERA