The Equal Pay Act of 1963 allows pay differences between men and women performing the same job if the difference arises from any factor other than sex.

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An important distinction between disparate treatment and disparate impact is the role of the employer's intent. Proving disparate treatment in court requires showing that the employer intended the disparate treatment, but a plaintiff need not show intent in the case of disparate impact. It is enough to show that the result of the treatment was unequal.

The Equal Pay Act of 1963 Allows Pay Differences Between