disparate work assignment or pay rates between similarly situated employee groups" a continuing violation exists); Gibbs v. Pierce County Law Enforcement Support Agency, 785 F.2d 1396, 1399 (9th Cir.1986) ("The policy of paying lower wages ... on each payday constitutes a 'continuing violation.' ”) (internal quotation omitted); see also Miller v. Beneficial Management Corp., 977 F.2d 834, 843-44 (3d Cir.1992) (applying continuing violations doctrine to unequal pay claim under Equal Pay Act); Satz v. ITT Fin. Corp., 619 F.2d 738, 743 (8th Cir.1980) ("The practice of paying discriminatorily unequal pay occurs not only when an employer sets pay levels, but as long as the discriminatory differential continues.”). But cf. Hendrix v. City of Yazoo, 911 F.2d 1102, 1103-05 (5th Cir.1990) (<HOLDING>). 8 . The result in Lorance was also based in
holding right to liquidated damages under fair labor standards act nonwaivable holding that the inability to proceed as a class does not deprive plaintiffs of substantive rights under the fair labor standards act flsa holding claims based on the fair labor standards act subject to arbitration holding that discriminatory pay reduction under fair labor standards act does not constitute continuing violation holding that the otca limitations period applied to a claim alleging a breach of the fair labor standards act by the state