Paycheck Fairness Act

Subjects: Labor and Employment, Administrative law and regulatory procedures, Business records, Civil actions and liability, Congressional oversight, Contracts and agency, Department of Education, Department of Labor, Employee hiring, Employment and training programs, Employment discrimination and employee rights, Equal Employment Opportunity Commission (EEOC), Government information and archives, Government studies and investigations, Labor standards, Minority employment, Public contracts and procurement, Racial and ethnic relations, Sex, gender, sexual orientation discrimination, Small business, Temporary and part-time employment, Wages and earnings, Women's employment, Youth employment and child labor

Summary:  <p><b>Paycheck Fairness Act</b></p> <p>This bill addresses wage discrimination on the basis of sex, which is defined to include pregnancy, sexual orientation, gender identity, and sex characteristics.</p> <p>Specifically, it limits an employer's defense that a pay differential is based on a factor other than sex to only bona fide job-related factors in wage discrimination claims, enhances nonretaliation prohibitions, and makes it unlawful to require an employee to sign a contract or waiver prohibiting the employee from disclosing information about the employee's wages. The bill also increases civil penalties for violations of equal pay provisions. </p> <p>Additionally, the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs must train EEOC employees and other affected parties on wage discrimination. <p>The bill directs the Department of Labor to (1) establish and carry out a grant program to provide training in negotiation skills related to compensation and equitable working conditions, (2) conduct studies to eliminate pay disparities between men and women, and (3) make available information on wage discrimination to assist the public in understanding and addressing such discrimination. <p>The bill establishes the National Award for Pay Equity in the Workplace for an employer who has made a substantial effort to eliminate pay disparities between men and women. It also establishes the National Equal Pay Enforcement Task Force to address compliance, public education, and enforcement of equal pay laws. <p>Finally, the bill requires the EEOC to issue regulations for collecting from employers compensation and other employment data according to the sex, race, and national origin of employees for use in enforcing laws prohibiting pay discrimination. <p> <p> <p> <p>

<html><body><pre>[Congressional Bills 118th Congress]
[From the U.S. Government Publishing Office]
[H.R. 17 Introduced in House (IH)]

&lt;DOC&gt;






118th CONGRESS
  1st Session
                                 H. R. 17

To amend the Fair Labor Standards Act of 1938 to provide more effective 
 remedies to victims of discrimination in the payment of wages on the 
                 basis of sex, and for other purposes.


_______________________________________________________________________


                    IN THE HOUSE OF REPRESENTATIVES

                             March 10, 2023

   Ms. DeLauro (for herself, Mr. Jeffries, Mr. Aguilar, Ms. Clark of 
    Massachusetts, Ms. Pelosi, Mr. Hoyer, Mr. Clyburn, Mr. Scott of 
   Virginia, Ms. Spanberger, Ms. Adams, Ms. Salinas, Ms. Craig, Ms. 
Kuster, Ms. Eshoo, Ms. Pressley, Ms. Lee of California, Ms. Balint, Ms. 
    McCollum, Mrs. Watson Coleman, Ms. Pettersen, Ms. Pingree, Ms. 
Houlahan, Ms. Bush, Mrs. Dingell, Ms. Wasserman Schultz, Ms. Ross, Ms. 
DeGette, Ms. Titus, Ms. Matsui, Ms. Norton, Ms. Slotkin, Ms. Wilson of 
    Florida, Ms. Meng, Mrs. Napolitano, Ms. Moore of Wisconsin, Ms. 
   Stevens, Ms. Scholten, Ms. Omar, Mrs. Hayes, Ms. Schakowsky, Ms. 
 Crockett, Ms. Wexton, Ms. Tokuda, Mrs. Beatty, Ms. Chu, Ms. Brownley, 
   Ms. Castor of Florida, Ms. Manning, Ms. Porter, Ms. Schrier, Ms. 
 Underwood, Ms. Sanchez, Ms. Blunt Rochester, Mrs. Fletcher, Ms. Lois 
Frankel of Florida, Mrs. Trahan, Mrs. McBath, Ms. Dean of Pennsylvania, 
  Ms. Kaptur, Ms. Perez, Ms. Strickland, Ms. Scanlon, Ms. Waters, Ms. 
  Stansbury, Ms. Sherrill, Ms. Barragan, Ms. Williams of Georgia, Ms. 
 Budzinski, Mrs. Torres of California, Ms. Velazquez, Ms. Jayapal, Ms. 
 Tlaib, Ms. Kelly of Illinois, Ms. Jacobs, Ms. Davids of Kansas, Mrs. 
Cherfilus-McCormick, Ms. Jackson Lee, Ms. Brown, Ms. Plaskett, Ms. Lee 
    of Pennsylvania, Ms. Wild, Mrs. Lee of Nevada, Ms. DelBene, Ms. 
Bonamici, Ms. Kamlager-Dove, Ms. Garcia of Texas, Ms. Leger Fernandez, 
    Ms. Sewell, Ms. Hoyle of Oregon, Mrs. Foushee, Ms. Escobar, Ms. 
Caraveo, Ms. Clarke of New York, Ms. Lofgren, Mr. Schiff, Mr. Smith of 
 Washington, Mr. Espaillat, Mr. Green of Texas, Mr. Bera, Mr. Carson, 
  Mr. Kim of New Jersey, Mr. Thompson of Mississippi, Mr. Foster, Mr. 
 Pascrell, Mr. Schneider, Mr. Sherman, Mr. Boyle of Pennsylvania, Mr. 
 Higgins of New York, Mr. Ruppersberger, Mr. Deluzio, Mr. Allred, Mr. 
Kildee, Mr. Davis of Illinois, Mr. Soto, Mr. Cicilline, Mr. David Scott 
  of Georgia, Mr. Trone, Mr. Phillips, Mr. Kilmer, Mr. Davis of North 
     Carolina, Mr. Payne, Mr. Norcross, Mr. Beyer, Mr. Evans, Mr. 
  Blumenauer, Mr. Cleaver, Mr. Sorensen, Mr. Swalwell, Mr. Mrvan, Mr. 
 Pallone, Mr. Connolly, Mr. Ivey, Mr. Casar, Mr. Stanton, Mr. Sablan, 
 Mr. Meeks, Mr. Johnson of Georgia, Mr. Cuellar, Mr. Auchincloss, Mr. 
Bowman, Mr. McGovern, Mr. Raskin, Mr. Golden of Maine, Mr. Huffman, Mr. 
Moskowitz, Mr. Crow, Mr. Nadler, Mr. Garcia of Illinois, Mr. Costa, Mr. 
 Himes, Mr. Gomez, Mr. Panetta, Mr. Castro of Texas, Mr. Courtney, Mr. 
  Neguse, Mr. Larson of Connecticut, Mr. Garamendi, Mr. Sarbanes, Mr. 
    Jackson of Illinois, Mr. Morelle, Mr. Gottheimer, Mr. Harder of 
California, Mr. Vargas, Mrs. Sykes, Mr. Mullin, Mr. Mfume, Mr. Doggett, 
Mr. Veasey, Mr. DeSaulnier, Mr. Pocan, Mr. Takano, Mr. Cartwright, Mr. 
    Frost, Mr. Levin, Mr. Quigley, Mr. Thompson of California, Mr. 
 McGarvey, Mr. Ryan, Mr. Tonko, Mr. Krishnamoorthi, Mr. Grijalva, Mr. 
 Ruiz, Mr. Neal, Mr. Larsen of Washington, Mr. Torres of New York, Mr. 
Khanna, Mr. Menendez, Mr. Robert Garcia of California, Mr. Gallego, Mr. 
 Carbajal, Mr. Bishop of Georgia, Mr. Peters, Mr. Casten, Mr. Moulton, 
Mr. Lynch, Mr. Cohen, Mr. Horsford, Mr. Lieu, Mr. Cardenas, Mr. Carter 
 of Louisiana, Mr. Vicente Gonzalez of Texas, Mr. Nickel, Mr. Keating, 
    Mr. Thanedar, Mr. Fitzpatrick, Mrs. McClellan, and Mr. Correa) 
 introduced the following bill; which was referred to the Committee on 
   Education and the Workforce, and in addition to the Committee on 
     Oversight and Accountability, for a period to be subsequently 
   determined by the Speaker, in each case for consideration of such 
 provisions as fall within the jurisdiction of the committee concerned

_______________________________________________________________________

                                 A BILL


 
To amend the Fair Labor Standards Act of 1938 to provide more effective 
 remedies to victims of discrimination in the payment of wages on the 
                 basis of sex, and for other purposes.

    Be it enacted by the Senate and House of Representatives of the 
United States of America in Congress assembled,

SECTION 1. SHORT TITLE.

    This Act may be cited as the ``Paycheck Fairness Act''.

SEC. 2. ENHANCED ENFORCEMENT OF EQUAL PAY REQUIREMENTS.

    (a) Definitions.--Section 3 of the Fair Labor Standards Act of 1938 
(29 U.S.C. 203) is amended by adding at the end the following:
    ``(z) `Sex' includes--
            ``(1) pregnancy, childbirth, or a related medical 
        condition;
            ``(2) sexual orientation or gender identity; and
            ``(3) sex characteristics, including intersex traits.
    ``(aa) `Sexual orientation' includes homosexuality, 
heterosexuality, and bisexuality.
    ``(bb) `Gender identity' means the gender-related identity, 
appearance, mannerisms, or other gender-related characteristics of an 
individual, regardless of the individual's designated sex at birth.''.
    (b) Bona Fide Factor Defense and Modification of Same Establishment 
Requirement.--Section 6(d)(1) of the Fair Labor Standards Act of 1938 
(29 U.S.C. 206(d)(1)) is amended--
            (1) by striking ``No employer having'' and inserting ``(A) 
        No employer having'';
            (2) by striking ``the opposite'' and inserting ``another'';
            (3) by striking ``any other factor other than sex'' and 
        inserting ``a bona fide factor other than sex, such as 
        education, training, or experience''; and
            (4) by inserting at the end the following:
    ``(B) The bona fide factor defense described in subparagraph 
(A)(iv) shall apply only if the employer demonstrates that such factor 
(i) is not based upon or derived from a sex-based differential in 
compensation; (ii) is job-related with respect to the position in 
question; (iii) is consistent with business necessity; and (iv) 
accounts for the entire differential in compensation at issue. Such 
defense shall not apply where the employee demonstrates that an 
alternative employment practice exists that would serve the same 
business purpose without producing such differential and that the 
employer has refused to adopt such alternative practice.
    ``(C) For purposes of subparagraph (A), employees shall be deemed 
to work in the same establishment if the employees work for the same 
employer at workplaces located in the same county or similar political 
subdivision of a State. The preceding sentence shall not be construed 
as limiting broader applications of the term `establishment' consistent 
with rules prescribed or guidance issued by the Equal Employment 
Opportunity Commission.''.
    (c) Nonretaliation Provision.--Section 15 of the Fair Labor 
Standards Act of 1938 (29 U.S.C. 215) is amended--
            (1) in subsection (a)--
                    (A) in paragraph (3), by striking ``employee has 
                filed'' and all that follows and inserting ``employee--
                    ``(A) has made a charge or filed any complaint or 
                instituted or caused to be instituted any 
                investigation, proceeding, hearing, or action under or 
                related to this Act, including an investigation 
                conducted by the employer, or has testified or is 
                planning to testify or has assisted or participated in 
                any manner in any such investigation, proceeding, 
                hearing or action, or has served or is planning to 
                serve on an industry committee;
                    ``(B) has opposed any practice made unlawful by 
                this Act; or
                    ``(C) has inquired about, discussed, or disclosed 
                the wages of the employee or another employee (such as 
                by inquiring or discussing with the employer why the 
                wages of the employee are set at a certain rate or 
                salary);'';
                    (B) in paragraph (5), by striking ``and'' at the 
                end;
                    (C) in paragraph (6), by striking the period at the 
                end and inserting ``; or''; and
                    (D) by adding at the end the following:
            ``(7) to require an employee to sign a contract or waiver 
        that would prohibit the employee from disclosing information 
        about the employee's wages.''; and
            (2) by adding at the end the following:
    ``(c) Subsection (a)(3)(C) shall not apply to instances in which an 
employee who has access to the wage information of other employees as a 
part of such employee's essential job functions discloses the wages of 
such other employees to individuals who do not otherwise have access to 
such information, unless such disclosure is in response to a complaint 
or charge or in furtherance of an investigation, proceeding, hearing, 
or action under section 6(d), including an investigation conducted by 
the employer. Nothing in this subsection shall be construed to limit 
the rights of an employee provided under any other provision of law.''.
    (d) Enhanced Penalties.--Section 16(b) of the Fair Labor Standards 
Act of 1938 (29 U.S.C. 216(b)) is amended--
            (1) by inserting after the first sentence the following: 
        ``Any employer who violates section 6(d), or who violates the 
        provisions of section 15(a)(3) in relation to section 6(d), 
        shall additionally be liable for such compensatory damages, or, 
        where the employee demonstrates that the employer acted with 
        malice or reckless indifference, punitive damages as may be 
        appropriate, except that the United States shall not be liable 
        for punitive damages.'';
            (2) in the sentence beginning ``An action to'', by striking 
        ``the preceding sentences'' and inserting ``any of the 
        preceding sentences of this subsection'';
            (3) in the sentence beginning ``No employees shall'', by 
        striking ``No employees'' and inserting ``Except with respect 
        to class actions brought to enforce section 6(d), no 
        employee'';
            (4) by inserting after the sentence referred to in 
        paragraph (3), the following: ``Notwithstanding any other 
        provision of Federal law, any action brought to enforce section 
        6(d) may be maintained as a class action as provided by the 
        Federal Rules of Civil Procedure.''; and
            (5) in the sentence beginning ``The court in''--
                    (A) by striking ``in such action'' and inserting 
                ``in any action brought to recover the liability 
                prescribed in any of the preceding sentences of this 
                subsection''; and
                    (B) by inserting before the period the following: 
                ``, including expert fees''.
    (e) Action by the Secretary.--Section 16(c) of the Fair Labor 
Standards Act of 1938 (29 U.S.C. 216(c)) is amended--
            (1) in the first sentence--
                    (A) by inserting ``or, in the case of a violation 
                of section 6(d), additional compensatory or punitive 
                damages, as described in subsection (b),'' before ``and 
                the agreement''; and
                    (B) by inserting before the period the following: 
                ``, or such compensatory or punitive damages, as 
                appropriate'';
            (2) in the second sentence, by inserting before the period 
        the following: ``and, in the case of a violation of section 
        6(d), additional compensatory or punitive damages, as described 
        in subsection (b)''; and
            (3) in the third sentence, by striking ``the first 
        sentence'' and inserting ``the first or second sentence''.
    (f) Enforcement Authority.--
            (1) In general.--The Equal Opportunity Employment 
        Commission shall carry out the functions and authorities 
        described in section 1 of Reorganization Plan No. 1 of 1978 (92 
        Stat. 3781; 5 U.S.C. App.) to enforce and administer the 
        provisions of section 6(d) of the Fair Labor Standards Act of 
        1938 (29 U.S.C. 206(d)), except that the Secretary of Labor, 
        through the Office of Federal Contract Compliance Programs, may 
        also enforce this provision with respect to Federal 
        contractors, Federal subcontractors, and federally assisted 
        construction contractors, within the jurisdiction of the Office 
        of Federal Contract Compliance Programs under Executive Order 
        No. 11246 (42 U.S.C. 2000e note; relating to equal employment 
        opportunity) or a successor Executive order.
            (2) Coordination.--The Equal Opportunity Employment 
        Commission shall issue such regulations as may be necessary to 
        explain and implement the standards of such section 6(d). The 
        Secretary of Labor may issue regulations to govern procedures 
        for enforcement of section 6(d) by the Office of Federal 
        Contract Compliance Programs. The Secretary of Labor and the 
        Equal Employment Opportunity Commission shall establish other 
        coordinating mechanisms as may be necessary.

SEC. 3. TRAINING.

    The Equal Employment Opportunity Commission and the Secretary of 
Labor, acting through the Office of Federal Contract Compliance 
Programs, subject to the availability of funds appropriated under 
section 11, shall provide training to employees of the Commission and 
the Office of Federal Contract Compliance Programs and to affected 
individuals and entities on matters involving discrimination in the 
payment of wages.

SEC. 4. NEGOTIATION SKILLS TRAINING.

    (a) Negotiation Bias Training.--
            (1) In general.--The Secretary of Labor shall establish a 
        program to award contracts and grants for the purpose of 
        training employers about the role that salary negotiation and 
        other inconsistent wage setting practices can have on allowing 
        bias to enter compensation.
            (2) Training topics.--Each training program established 
        using funds under section (a) shall include an overview of how 
        structural issues may cause inequitable earning and advancement 
        opportunities for women and people of color and assist 
        employers in examining the impact of a range of practices on 
        such opportunities, including--
                    (A) self-auditing to identify structural issues 
                that allow bias and inequity to enter compensation;
                    (B) recruitment of candidates to ensure diverse 
                pools of applicants;
                    (C) salary negotiations that result in similarly 
                qualified workers entering at different rates of pay;
                    (D) internal equity among workers with similar 
                skills, effort, responsibility and working conditions;
                    (E) consistent use of market rates and incentives 
                driven by industry competitiveness;
                    (F) evaluation of the rate of employee progress and 
                advancement to higher paid positions;
                    (G) work assignments that result in greater 
                opportunity for advancement;
                    (H) training, development and promotion 
                opportunities;
                    (I) impact of mid-level or senior level hiring in 
                comparison to wage rates of incumbent workers;
                    (J) opportunities to win commissions and bonuses;
                    (K) performance reviews and raises;
                    (L) processes for adjusting pay to address 
                inconsistency and inequity in compensation; and
                    (M) other topics that research identifies as a 
                common area for assumptions, bias and inequity to 
                impact compensation.
    (b) Program Authorized.--
            (1) In general.--The Secretary of Labor, after consultation 
        with the Secretary of Education, is authorized to establish and 
        carry out a grant program.
            (2) Grants.--In carrying out the program, the Secretary of 
        Labor may make grants on a competitive basis to eligible 
        entities to carry out negotiation skills training programs for 
        the purposes of addressing pay disparities, including through 
        outreach to women and girls.
            (3) Eligible entities.--To be eligible to receive a grant 
        under this subsection, an entity shall be a public agency, such 
        as a State, a local government in a metropolitan statistical 
        area (as defined by the Office of Management and Budget), a 
        State educational agency, or a local educational agency, a 
        private nonprofit organization, or a community-based 
        organization.
            (4) Application.--To be eligible to receive a grant under 
        this subsection, an entity shall submit an application to the 
        Secretary of Labor at such time, in such manner, and containing 
        such information as the Secretary of Labor may require.
            (5) Use of funds.--An entity that receives a grant under 
        this subsection shall use the funds made available through the 
        grant to carry out an effective negotiation skills training 
        program for the purposes described in paragraph (2).
    (c) Incorporating Training Into Existing Programs.--The Secretary 
of Labor and the Secretary of Education shall issue regulations or 
policy guidance that provides for integrating the negotiation skills 
training, to the extent practicable, into programs authorized under--
            (1) in the case of the Secretary of Education, the 
        Elementary and Secondary Education Act of 1965 (20 U.S.C. 6301 
        et seq.), the Carl D. Perkins Career and Technical Education 
        Act of 2006 (20 U.S.C. 2301 et seq.), the Higher Education Act 
        of 1965 (20 U.S.C. 1001 et seq.), and other programs carried 
        out by the Department of Education that the Secretary of 
        Education determines to be appropriate; and
            (2) in the case of the Secretary of Labor, the Workforce 
        Innovation and Opportunity Act (29 U.S.C. 3101 et seq.), and 
        other programs carried out by the Department of Labor that the 
        Secretary of Labor determines to be appropriate.
    (d) Report.--Not later than 18 months after the date of enactment 
of this Act, and annually thereafter, the Secretary of Labor, in 
consultation with the Secretary of Education, shall prepare and submit 
to Congress a report describing the activities conducted under this 
section and evaluating the effectiveness of such activities in 
achieving the purposes of this section.

SEC. 5. RESEARCH, EDUCATION, AND OUTREACH.

    (a) In General.--Not later than 18 months after the date of 
enactment of this Act, and periodically thereafter, the Secretary of 
Labor shall conduct studies and provide information to employers, labor 
organizations, and the general public concerning the means available to 
eliminate pay disparities between men and women (including women who 
are Asian American, Black or African American, Hispanic American or 
Latino, Native American or Alaska Native, Native Hawaiian or Pacific 
Islander, and White American), including--
            (1) conducting and promoting research to develop the means 
        to correct expeditiously the conditions leading to the pay 
        disparities, with specific attention paid to women and girls 
        from historically underrepresented and minority groups;
            (2) publishing and otherwise making available to employers, 
        labor organizations, professional associations, educational 
        institutions, the media, and the general public the findings 
        resulting from studies and other materials, relating to 
        eliminating the pay disparities;
            (3) sponsoring and assisting State, local, and community 
        informational and educational programs;
            (4) providing information to employers, labor 
        organizations, professional associations, and other interested 
        persons on the means of eliminating the pay disparities; and
            (5) recognizing and promoting the achievements of 
        employers, labor organizations, and professional associations 
        that have worked to eliminate the pay disparities.
    (b) Research on Gender Pay Gap in Teenage Labor Force.--
            (1) Research review.--Not later than 12 months after the 
        date of the enactment of this Act, the Secretary of Labor, 
        acting through the Director of the Women's Bureau, shall 
        conduct a review and develop a synthesis of research on the 
        gender wage gap among younger workers existing as of the date 
        of enactment of this Act, and shall make such review and 
        synthesis available on a publicly accessible website of the 
        Department of Labor.
            (2) Authority to commission studies.--Not later than 36 
        months after the date of the enactment of this Act, the 
        Secretary of Labor, acting through the Director of the Women's 
        Bureau, shall request proposals and commission studies that can 
        advance knowledge on the gender wage gap among younger workers, 
        and shall make such studies available on a publicly accessible 
        website of the Department of Labor.

SEC. 6. ESTABLISHMENT OF THE NATIONAL AWARD FOR PAY EQUITY IN THE 
              WORKPLACE.

    (a) In General.--There is established the National Award for Pay 
Equity in the Workplace, which shall be awarded by the Secretary of 
Labor in consultation with the Equal Employment Opportunity Commission, 
on an annual basis, to an employer to encourage proactive efforts to 
comply with section 6(d) of the Fair Labor Standards Act of 1938 (29 
U.S.C. 206(d)), as amended by this Act.
    (b) Criteria for Qualification.--The Secretary of Labor, in 
consultation with the Equal Employment Opportunity Commission, shall--
            (1) set criteria for receipt of the award, including a 
        requirement that an employer has made substantial effort to 
        eliminate pay disparities between men and women and deserves 
        special recognition as a consequence of such effort; and
            (2) establish procedures for the application and 
        presentation of the award.
    (c) Business.--In this section, the term ``employer'' includes--
            (1)(A) a corporation, including a nonprofit corporation;
            (B) a partnership;
            (C) a professional association;
            (D) a labor organization; and
            (E) a business entity similar to an entity described in any 
        of subparagraphs (A) through (D);
            (2) an entity carrying out an education referral program, a 
        training program, such as an apprenticeship or management 
        training program, or a similar program; and
            (3) an entity carrying out a joint program, formed by a 
        combination of any entities described in paragraph (1) or (2).

SEC. 7. COLLECTION OF PAY INFORMATION BY THE EQUAL EMPLOYMENT 
              OPPORTUNITY COMMISSION.

    Section 709 of the Civil Rights Act of 1964 (42 U.S.C. 2000e-8) is 
amended by adding at the end the following:
    ``(f)(1) Not later than 24 months after the date of enactment of 
this subsection, the Commission shall provide for the annual collection 
from employers of compensation data disaggregated by the sex, race, and 
national origin of employees. The Commission may also require employers 
to submit other employment-related data (including hiring, termination, 
and promotion data) so disaggregated.
    ``(2) In carrying out paragraph (1), the Commission shall have as 
its primary consideration the most effective and efficient means for 
enhancing the enforcement of Federal laws prohibiting pay 
discrimination. The Commission shall also consider factors including 
the imposition of burdens on employers, the frequency of required 
reports (including the size of employers required to prepare reports), 
appropriate protections for maintaining data confidentiality, and the 
most effective format to report such data.
    ``(3)(A) For each 12-month reporting period for an employer, the 
data collected under paragraph (1) shall include compensation data 
disaggregated by the categories described in subparagraph (E).
    ``(B) For the purposes of collecting the disaggregated compensation 
data described in subparagraph (A), the Commission may use compensation 
ranges reporting--
            ``(i) the number of employees of the employer who earn 
        compensation in an amount that falls within such compensation 
        range; and
            ``(ii) the total number of hours worked by such employees.
    ``(C) If the Commission uses compensation ranges to collect the pay 
data described in subparagraph (A), the Commission may adjust such 
compensation ranges--
            ``(i) if the Commission determines that such adjustment is 
        necessary to enhance enforcement of Federal laws prohibiting 
        pay discrimination; or
            ``(ii) for inflation, in consultation with the Bureau of 
        Labor Statistics.
    ``(D) In collecting data described in subparagraph (A)(ii), the 
Commission may provide that, with respect to an employee who the 
employer is not required to compensate for overtime employment under 
section 7 of the Fair Labor Standards Act of 1938 (29 U.S.C. 207), an 
employer may report--
            ``(i) in the case of a full-time employee, that such 
        employee works 40 hours per week, and in the case of a part-
        time employee, that such employee works 20 hours per week; or
            ``(ii) the actual number of hours worked by such employee.
    ``(E) The categories described in this subparagraph shall be 
determined by the Commission and shall include--
            ``(i) race;
            ``(ii) national origin;
            ``(iii) sex; and
            ``(iv) job categories, including the job categories 
        described in the instructions for the Equal Employment 
        Opportunity Employer Information Report EEO-1, as in effect on 
        the date of the enactment of this subsection.
    ``(F) The Commission shall use the compensation data collected 
under paragraph (1)--
            ``(i) to enhance--
                    ``(I) the investigation of charges filed under 
                section 706 or section 6(d) of the Fair Labor Standards 
                Act of 1938 (29 U.S.C. 206(d)); and
                    ``(II) the allocation of resources to investigate 
                such charges; and
            ``(ii) for any other purpose that the Commission determines 
        appropriate.
    ``(G) The Commission shall at 18-month intervals make publicly 
available aggregate compensation data collected under paragraph (1) for 
the categories described in subparagraph (E), disaggregated by 
industry, occupation, and core based statistical area (as defined by 
the Office of Management and Budget).
    ``(4) The compensation data under paragraph (1) shall be collected 
from each employer that--
            ``(A) is a private employer that has 100 or more employees, 
        including such an employer that is a contractor with the 
        Federal Government, or a subcontractor at any tier thereof; or
            ``(B) the Commission determines appropriate.''.

SEC. 8. REINSTATEMENT OF PAY EQUITY PROGRAMS AND PAY EQUITY DATA 
              COLLECTION.

    (a) Bureau of Labor Statistics Data Collection.--The Commissioner 
of Labor Statistics shall continue to collect data on women workers in 
the Current Employment Statistics survey.
    (b) Office of Federal Contract Compliance Programs Initiatives.--
The Director of the Office of Federal Contract Compliance Programs 
shall collect compensation data and other employment-related data 
(including, hiring, termination, and promotion data) by demographics 
and designate not less than half of all nonconstruction contractors 
each year to prepare and file such data, and shall review and utilize 
the responses to such data to identify contractors for further 
evaluation and for other enforcement purposes as appropriate.
    (c) Department of Labor Distribution of Wage Discrimination 
Information.--The Secretary of Labor shall make readily available (in 
print, on the Department of Labor website, and through any other forum 
that the Department may use to distribute compensation discrimination 
information), accurate information on compensation discrimination, 
including statistics, explanations of employee rights, historical 
analyses of such discrimination, instructions for employers on 
compliance, and any other information that will assist the public in 
understanding and addressing such discrimination.

SEC. 9. PROHIBITIONS RELATING TO PROSPECTIVE EMPLOYEES' SALARY AND 
              BENEFIT HISTORY.

    (a) In General.--The Fair Labor Standards Act of 1938 (29 U.S.C. 
201 et seq.) is amended by inserting after section 7 the following new 
section:

``SEC. 8. REQUIREMENTS AND PROHIBITIONS RELATING TO WAGE, SALARY, AND 
              BENEFIT HISTORY.

    ``(a) In General.--It shall be an unlawful practice for an employer 
to--
            ``(1) rely on the wage history of a prospective employee in 
        considering the prospective employee for employment, including 
        requiring that a prospective employee's prior wages satisfy 
        minimum or maximum criteria as a condition of being considered 
        for employment;
            ``(2) rely on the wage history of a prospective employee in 
        determining the wages for such prospective employee, except 
        that an employer may rely on wage history if it is voluntarily 
        provided by a prospective employee, after the employer makes an 
        offer of employment with an offer of compensation to the 
        prospective employee, to support a wage higher than the wage 
        offered by the employer;
            ``(3) seek from a prospective employee or any current or 
        former employer the wage history of the prospective employee, 
        except that an employer may seek to confirm prior wage 
        information only after an offer of employment with compensation 
        has been made to the prospective employee and the prospective 
        employee responds to the offer by providing prior wage 
        information to support a wage higher than that offered by the 
        employer; or
            ``(4) discharge or in any other manner retaliate against 
        any employee or prospective employee because the employee or 
        prospective employee--
                    ``(A) opposed any act or practice made unlawful by 
                this section; or
                    ``(B) took an action for which discrimination is 
                forbidden under section 15(a)(3).
    ``(b) Definition.--In this section, the term `wage history' means 
the wages paid to the prospective employee by the prospective 
employee's current employer or previous employer.''.
    (b) Penalties.--Section 16 of such Act (29 U.S.C. 216) is amended 
by adding at the end the following new subsection:
    ``(f)(1) Any person who violates the provisions of section 8 
shall--
            ``(A) be subject to a civil penalty of $5,000 for a first 
        offense, increased by an additional $1,000 for each subsequent 
        offense, not to exceed $10,000; and
            ``(B) be liable to each employee or prospective employee 
        who was the subject of the violation for special damages not to 
        exceed $10,000 plus attorneys' fees, and shall be subject to 
        such injunctive relief as may be appropriate.
    ``(2) An action to recover the liability described in paragraph 
(1)(B) may be maintained against any employer (including a public 
agency) in any Federal or State court of competent jurisdiction by any 
one or more employees or prospective employees for and on behalf of--
            ``(A) the employees or prospective employees; and
            ``(B) other employees or prospective employees similarly 
        situated.''.

SEC. 10. NATIONAL EQUAL PAY ENFORCEMENT TASK FORCE.

    (a) In General.--There is established the National Equal Pay 
Enforcement Task Force, consisting of representatives from the Equal 
Employment Opportunity Commission, the Department of Justice, the 
Department of Labor, and the Office of Personnel Management.
    (b) Mission.--In order to improve compliance, public education, and 
enforcement of equal pay laws, the National Equal Pay Enforcement Task 
Force will ensure that the agencies in subsection (a) are coordinating 
efforts and limiting potential gaps in enforcement.
    (c) Duties.--The National Equal Pay Enforcement Task Force shall 
investigate challenges related to pay inequity pursuant to its mission 
in subsection (b), advance recommendations to address those challenges, 
and create action plans to implement the recommendations.

SEC. 11. AUTHORIZATION OF APPROPRIATIONS.

    (a) Authorization of Appropriations.--There are authorized to be 
appropriated such sums as may be necessary to carry out this Act.
    (b) Prohibition on Earmarks.--None of the funds appropriated 
pursuant to subsection (a) for purposes of the grant program in section 
5 of this Act may be used for a congressional earmark as defined in 
clause 9(e) of rule XXI of the Rules of the House of Representatives.

SEC. 12. SMALL BUSINESS ASSISTANCE.

    (a) Effective Date.--This Act and the amendments made by this Act 
shall take effect on the date that is 6 months after the date of 
enactment of this Act.
    (b) Technical Assistance Materials.--The Secretary of Labor and the 
Commissioner of the Equal Employment Opportunity Commission shall 
jointly develop technical assistance material to assist small 
enterprises in complying with the requirements of this Act and the 
amendments made by this Act.
    (c) Small Businesses.--A small enterprise shall be exempt from the 
provisions of this Act, and the amendments made by this Act, to the 
same extent that such enterprise is exempt from the requirements of the 
Fair Labor Standards Act of 1938 (29 U.S.C. 201 et seq.) pursuant to 
clauses (i) and (ii) of section 3(s)(1)(A) of such Act (29 U.S.C. 
203(s)(1)(A)).

SEC. 13. NOTICE REQUIREMENTS.

    (a) In General.--Each employer shall post and keep posted, in 
conspicuous places on the premises of the employer where notices to 
employees are customarily posted, a notice, to be prepared or approved 
by the Equal Employment Opportunity Commission and the Secretary of 
Labor, of the requirements described in this Act (or the amendments 
made by such Act).
    (b) Relation to Existing Notices.--The notice under subsection (a) 
may be incorporated into notices required of the employer as of the 
date of enactment of this Act.
    (c) Digital Notice.--With respect to the notice under subsection 
(a), each employer shall--
            (1) post electronic copies of the notice on an internal 
        website to which employees have access; and
            (2) notify employees on such internal website of the 
        location of the place on the premises where the notice is 
        posted.

SEC. 14. RULE OF CONSTRUCTION.

    Nothing in this Act, or in any amendments made by this Act, shall 
affect the obligation of employers and employees to fully comply with 
all applicable immigration laws, including being subject to any 
penalties, fines, or other sanctions.

SEC. 15. SEVERABILITY.

    If any provision of this Act, an amendment made by this Act, or the 
application of that provision or amendment to particular persons or 
circumstances is held invalid or found to be unconstitutional, the 
remainder of this Act, the amendments made by this Act, or the 
application of that provision to other persons or circumstances shall 
not be affected.
                                 &lt;all&gt;
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