Instruct: Given a question, retrieve relevant documents that answer the question.
Query: Did the Equal Pay Act pass?
The Equal Pay Act of 1963 is a United States labor law amending the Fair Labor Standards Act, aimed at abolishing wage disparity based on sex (see Gender pay gap). It was signed into law on June 10, 1963, by John F. Kennedy as part of his New Frontier Program.[1] In passing the bill, Congress stated that sex discrimination:[2]
Ontario's Fair Employment Practices Act combatted racist and religious discrimination after the Second World War, but it did not cover gender issues. Most human rights activists did not raise the issue before the 1970s, because they were family oriented and subscribed to the deeply embedded ideology of the family wage, whereby the husband should be paid enough so the wife could be a full-time housewife. After lobbying by women, labour unions, and the Co-operative Commonwealth Federation (CCF), the Conservative government passed the Female Employees Fair Remuneration Act in 1951. It required equal pay for women who did the same work as men. Feminists in the 1950s and 1960s were unsuccessful trying to gain passage of a law to prohibit other forms of sex discrimination, such as in hiring and promotion. The enforcement of both acts was constrained by their conciliatory framework. Provincial officials interpreted the equal pay act quite narrowly, and were significantly more diligent in tackling racist and religious employment discrimination.[55][56][57]
In 2003, WE helped pass the Illinois Equal Pay Act, which guarantees protection of equal pay for equal work to hundreds of thousands of workers not covered under the federal law. In 2006, WE helped win $34.4 million in funding for the Monetary Award Program (MAP) grant, making college more accessible to more than 150,000 low-income students in Illinois.
The first attempt at equal pay legislation in the United States, H.R. 5056, "Prohibiting Discrimination in Pay on Account of Sex," was introduced by Congresswoman Winifred C. Stanley of Buffalo, N.Y. on June 19, 1944. Twenty years later, legislation passed by the federal government in 1963 made it illegal to pay men and women different wage rates for equal work on jobs that require equal skill, effort, and responsibility, and are performed under similar working conditions. One year after passing the Equal Pay Act, Congress passed the 1964 Civil Rights Act. Title VII of this act makes it unlawful to discriminate based on a person's race, religion, color, or sex. Title VII attacks sex discrimination more broadly than the Equal Pay Act extending not only to wages but to compensation, terms, conditions or privileges of employment. Thus with the Equal Pay Act and Title VII, an employer cannot deny women equal pay for equal work; deny women transfers, promotions, or wage increases; manipulate job evaluations to relegate women’s pay; or intentionally segregate men and women into jobs according to their gender.
While not reviewing the first finding, the 9th Circuit Court of Appeals held with respect to the latter that "claims for sex-based wage discrimination can also be brought under Title VII even though no member of the opposite sex holds an equal but higher paying job, provided that the challenged wage rate is not exempted under the Equal Pay Act's affirmative defenses as to wage differentials attributable to seniority, merit, quantity or quality of production, or any other factor other than sex." It interpreted the intention of the Amendment as incorporating "into Title VII only the affirmative defenses of the Equal Pay Act, not its prohibitory language requiring equal pay for equal work." With this finding, by a narrow margin, the US Supreme Court concurred. Justice Brennan, speaking for the Court, indicated that the Bennett Amendment did not preclude comparison of differences in pay, but only those attributable to those four specific factors.
US labor law Economic inequality Equal pay for equal work Equal Pay Act 1970, the United Kingdom legislation which was influenced by the Act, now recast in the Equality Act 2010
In 1942, Republican congresswoman Winifred C. Stanley from Buffalo, N.Y. introduced H.R. 5056, Prohibiting Discrimination in Pay on Account of Sex, which did not pass at the time.[3] The issue languished until 10 June 1963, when Congress passed the Equal Pay Act[4] ("EPA" or the "Act")[5] as an amendment to the Fair Labor Standards Act,[6] to "prohibit discrimination on account of sex in the payment of wages by employers."
The Equal Pay Act was repealed but its substantive provisions were replicated in the Equality Act 2010.
Ontario's Fair Employment Practices Act combatted racist and religious discrimination after the Second World War, but it did not cover gender issues. Indeed, most human rights activists did not raise the issue before the 1970s, because they were family oriented and subscribed to the deeply embedded ideology of the family wage, whereby the husband should be paid enough so the wife could be a full-time housewife. After lobbying by women, labor unions, and the Co-operative Commonwealth Federation (CCF), the Conservative government passed the Female Employees Fair Remuneration Act in 1951. It required equal pay for women who did the same work as men. Feminists in the 1950s and 1960s were unsuccessful in calling for a law that would prohibit other forms of sex discrimination, such as discrimination in hiring and promotion. The enforcement of both acts was constrained by their conciliatory framework. Provincial officials interpreted the equal pay act quite narrowly and were significantly more diligent in tackling racist and religious employment discrimination.
The movement ultimately resulted in the passing of the Equal Pay Act 1970, which came into force in 1975 and which did, for the first time, aim to prohibit inequality of treatment between men and women in Britain in terms of pay and conditions of employment. In the second reading debate of the bill, MP Shirley Summerskill spoke of the machinists playing a "very significant part in the history of the struggle for equal pay". Once the UK joined the European Union in 1973, it also became subject to Article 119 of the 1957 Treaty of Rome, which specified that men and women should receive equal pay for equal work.
Certain Canadian jurisdictions have "pay equity" legislation while others do not, hence the necessity of distinguishing between "pay equity" and "pay equality" in Canadian usage. For example, in Ontario, "pay equality" is guaranteed through the Ontario Employment Standards Act while "pay equity" is guaranteed through the Ontario Pay Equity Act. On the other hand, the three westernmost provinces (British Columbia, Alberta, and Saskatchewan) have "pay equality" legislation but no "pay equity" legislation. Some provinces (for example, Manitoba) have legislation that requires "pay equity" for public sector employers but not for private sector employers; meanwhile, "pay equality" legislation applies to everyone.
The correlation of Civil Rights Act and decrease in discrimination suggests the Act served its purpose. Therefore, it is correct to say leaving discrimination to diminish to the competitive markets is wrong, as Becker had claimed. In 1961, Kennedy issued an executive order calling for a presidential commission on the status of women. In 1963, Equal Pay Act, which required the employers to pay the wages to men and women for the same work qualifications, was passed. In 1964, Title VII of the Civil Rights Act with the exception "bona fide" occupational qualifications (BFOQ) was accepted while the Equal Employment Opportunity Commission (EEOC) responsible to check whether the Equal Pay Act and Title VII were followed. The Title VII of the Civil Rights Act was first written to forbid employment discrimination. Initially it prohibited discrimination on the basis of race, religion and national origin. However, inclusion of the sex accepted last minute. The Title VII addresses both the disparate impact and disparate treatment. In 1965, Executive Order 11246 was passed and in 1967, it was changed to include sex, which prohibited employment discrimination by all employers with federal contracts and subcontracts. In addition, it makes sure affirmative action takes place. In 1986, sexual harassment was accepted as illegal with Supreme Court’s decision. In 1998, the largest sexual harassment settlement was negotiated with $34 million to be paid to female workers of Mitsubishi.
Prior Salary Information is one of the factors involved in the implementation of the Equal Pay Act and Prior Salary legislation in the United States. 
The Equal Pay Act forbids employers from paying men and women different wages for equal jobs that require equal skill, effort, and responsibility, performed under similar conditions. However, employers can rebut Equal Pay Act challenges by showing that the contested pay differential is based on seniority, merit, quantity or quality of work produced or “any other factor other than sex.” Courts disagree about whether an employee’s prior salary information counts as “any other factor other than sex.”
In the 9th Circuit, prior salary information no longer counts as a factor other than sex, according to a recent case, "Rizo v. Yovino". Specifically, employers can no longer justify the wage differential between male and female employees by relying on their prior salaries, either alone or in combination with other factors. The 9th Circuit reasoned that prior salary is not a legitimate measure of work experience, and that “it may well operate to perpetuate the wage disparities prohibited under the [Equal Pay] Act.”
The Equal Pay Act 1970 was an Act of the Parliament of the United Kingdom that prohibited any less favourable treatment between men and women in terms of pay and conditions of employment. It was based on the Equal Pay Act of 1963 of the United States. It has now been mostly superseded by Part 5, chapter 3, of the Equality Act 2010.
Steans sponsored Illinois' Equal Pay Act of 2012, which holds individuals liable for wage discrimination on the basis of gender.
Steans has led the fight to have Illinois ratify the Equal Rights Amendment, which passed the Illinois State Senate. On the subject, Steans said, "From equal pay to equal health care access 
to fair treatment on college campuses, women's rights are at risk as long as they are not protected in the Constitution."
In 1957, the "Employment Standards Act" was passed; it was intended to standardize conditions of employment such as hours of work and termination of employment. In the same year, the "Equal Pay Act" was also passed, which provided for equal pay for equal work within the same organization.
Brian Harrison says polls in 1968–69 showed public opinion was moving strongly in favour of equal pay for equal work; nearly three-quarters of those polled favoured the principle. A trigger cause for the introduction of the legislation was the 1968 Ford sewing machinists strike, though the legislation also paved the way for the UK's entry to the European Community, helping to bring it towards conformity with Article 141 of the Treaty of Rome, which says that 'each Member State shall ensure that the principle of equal pay for male and female workers for equal work or work of equal value is applied.'. The Act came into force on 29 December 1975. The term "pay" is interpreted in a broad sense to include, on top of wages, things like holidays, pension rights, company perks and some kinds of bonuses. The legislation has been amended on a number of recent occasions to incorporate a simplified approach under European Union law that is common to all member states. The 1970 Act only dealt with equal pay for the same work but in 1975 the EU directive on Equal Pay was passed based on article 119.
Second, Congress expanded the EPA’s coverage to professionals and other white-collar employees.[15] 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. Therefore, the EPA exempted white-collar women from the protection of equal pay for equal work. In 1972, Congress enacted the Education Amendments 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.
The post war period was a relatively quiet time for the Council but a period of rapid growth. It was marked by one very important issue – equal pay for equal work. In 1957 The Council for Equal Pay and Opportunity was formed, which NCWNZ became a part of. Equal pay became a reality in the public sector in 1960 but the private sector was not forced to follow suit until 1972 with the passing of the Equal Pay Act, NCWNZ was pivotal in both campaigns. Another major issue of the post war era was jury service on the same terms for men as for women, this was achieved in 1962 but until 1976 women could still opt out on the grounds of gender.
The Equal Pay Act amended the Fair Labor Standards Act in 1963. It is enforced by the Wage and Hour Division of the Department of Labor. [12] The Equal Pay Act prohibits employers and unions from paying different wages based on sex. It does not prohibit other discriminatory practices in hiring. It provides that where workers perform equal work in the corner requiring "equal skill, effort, and responsibility and performed under similar working conditions," they should be provided equal pay.[2] The Fair Labor Standards Act applies to employers engaged in some aspect of interstate commerce, or all of an employer's workers if the enterprise is engaged as a whole in a significant amount of interstate commerce.
In 1963 the Equal Pay Act was passed making it the first federal law against sex discrimination, equal pay for equal work, and made employers hire women workers if they qualified from the start.
For federally regulated employers, pay equality is guaranteed under the Canadian Human Rights Act. In Ontario, pay equality is required under the Ontario Employment Standards Act. Every Canadian jurisdiction has similar legislation, although the name of the law will vary.
The Equal Pay Act of 1963 was passed to amend the FLSA and make it illegal to pay some workers lower wages than others strictly on the basis on their sex. It is often summed up with the phrase "equal pay for equal work." The Equal Pay Act allows unequal pay for equal work only when the employer sets wages pursuant to a seniority system, a merit system, a system that measures earnings by quantity or quality of production or other factors outside of 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. Therefore, the EPA exempted white-collar women from the protection of equal pay for equal work. In 1972, Congress enacted the Education Amendments 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.
Frank voted against House Bill 950, which would have required Texas to establish state standards of equal pay for equal work regardless of sex. Such requirements were passed nationally through the Equal Pay Act of 1963. The House vote for passage was 78 to 61, but the bill, after approval in the Texas Senate, was vetoed by Governor Rick Perry.
A proponent of pay equity, St. George was a supporter of the Equal Pay Act of 1963. In 1962, St. George proposed that legislation be passed to ensure that women received equal pay for equal work. Her proposals were drafted into a bill and introduced by Congresswoman Edith Green, an Oregon Democrat. During a debate regarding the bill, St. George stated that opposing the bill was comparable to "being against motherhood".