In Corning Glass Works v. Brennan (1974) 417 U.S. 188, the Supreme Court considered an employee's equal pay claim under the federal equal pay law. It found that Congress intended to require equal wages for equal work by requiring the plaintiff to first prove that "an employer pays different wages to employees of opposite sexes 'for equal work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions.'" ( Corning Glass Works v. Brennan, supra, 417 U.S. 188, 195.) The court then noted that the act, like the California statute, has four exceptions, including a catchall exception for a differential based on any factor other than sex. The court held that once the plaintiff has carried her burden of showing "that the employer pays workers of one sex more than workers of the opposite sex for equal work, the burden shifts to the employer to show that the differential is justified under one of the Act's four exemptions." ( Corning, at p. 196.) The court found that Corning had not met this burden, and that it was therefore obligated to cure the differential by raising the women's wages at issue to those of the men. ( Id. at pp. 204-208.)