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No employer having employees subject to any provisions of this section [section 206 of title 29 of the United States Code] shall discriminate, within any establishment in which such employees are employed, between employees on the basis of sex by paying wages to employees in such establishment at a rate less than the rate at which he pays wages to employees of the opposite sex in such establishment for equal work on jobs[,] the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions, except where such payment is made pursuant to (i) a seniority system; (ii) a merit system; (iii) a system which measures earnings by quantity or quality of production; or (iv) a differential based on any other factor other than sex [...] For the first nine years of the EPA, the requirement of equal pay for equal work did not extend to persons employed in an executive, administrative or professional capacity, or as an outside salesperson. The Bona Fide Occupational Qualification exception is an extremely narrow exception to the general prohibition of discrimination based on protected traits (Dothard v. Justice Arthur Goldberg and Justice John Marshall Harlan II wrote concurring opinions in which they argued that privacy is protected by the due process clause of the Fourteenth Amendment.

Therefore, the EPA exempted white-collar women from the protection of equal pay for equal work. Justice Byron White also wrote a concurrence based on the due process clause.

The right to vote is exempted from the timeline: for that right, see Timeline of women's suffrage. An employer or customer's preference for an individual of a particular religion is not sufficient to establish a Bona Fide Occupational Qualification (Equal Employment Opportunity Commission v.

Business trips that use to be short now start on Friday and require an entire weekend because he says he likes get settled in his hotel room and use the alone-time to prepare for Monday's presentation.

That means no slapping, beating or physical intimidation. All partners, regardless of their sex, should support the one they love.

Women are the most frequent targets by far: Every nine seconds a woman in the United States is being physically hurt by her husband or boyfriend. Everyone has a set of boundaries of acceptable behavior. If the person you care about the most doesn't believe in you, you'll have a hard time believing in yourself.

"He's not that bad," they keep telling their friends.

When you try to talk to your significant other about your feelings and fears, does he dismiss you and call you "crazy"? Over the last 40 years, we have performed over 33,000 marital surveillances. Nobody, neither a woman nor a man, deserves to be struck anytime.

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In 1972, Congress enacted the Educational Amendment of 1972, which amended the FLSA to expand the coverage of the EPA to these employees, by excluding the EPA from the professional workers exemption of the FLSA. No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance.

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