associations that have worked to eliminate the pay 
disparities; and 
(6) convening a national summit to discuss, and 
consider approaches for rectifying, the pay dispari-
ties. 
SEC. 7. TECHNICAL ASSISTANCE AND EMPLOYER RECOGNI-
TION PROGRAM. 
(a) GUIDELINES.— 
(1) IN GENERAL.—The Secretary of Labor shall 
develop guidelines to enable employers to evaluate 
job categories based on objective criteria such as 
educational requirements, skill requirements, inde-
pendence, working conditions, and responsibility, in-
cluding decisionmaking responsibility and de facto 
supervisory responsibility. 
(2) USE.—The guidelines developed under 
paragraph (1) shall be designed to enable employers 
voluntarily to compare wages paid for different jobs 
to determine if the pay scales involved adequately 
and fairly reflect the educational requirements, skill 
requirements, independence, working conditions, and 
responsibility for each such job with the goal of 
eliminating unfair pay disparities between occupa-
tions traditionally dominated by men or women.
(3) PUBLICATION.—The guidelines shall be de-
veloped under paragraph (1) and published in the 
Federal Register not later than 180 days after the 
date of enactment of this Act. 
(b) EMPLOYER RECOGNITION.— 
(1) PURPOSE.—It is the purpose of this sub-
section to emphasize the importance of, encourage 
the improvement of, and recognize the excellence of 
employer efforts to pay wages to women that reflect 
the real value of the contributions of such women to 
the workplace. 
(2) IN GENERAL.—To carry out the purpose of 
this subsection, the Secretary of Labor shall estab-
lish a program under which the Secretary shall pro-
vide for the recognition of employers who, pursuant 
to a voluntary job evaluation conducted by the em-
ployer, adjust their wage scales (such adjustments 
shall not include the lowering of wages paid to men) 
using the guidelines developed under subsection (a) 
to ensure that women are paid fairly in comparison 
to men. 
(3) TECHNICAL ASSISTANCE.—The Secretary of 
Labor may provide technical assistance to assist an 
employer in carrying out an evaluation under para-
graph (2).
(c) REGULATIONS.—The Secretary of Labor shall 
promulgate such rules and regulations as may be nec-
essary to carry out this section. 
SEC. 8. ESTABLISHMENT OF THE NATIONAL AWARD FOR 
PAY EQUITY IN THE WORKPLACE. 
(a) IN GENERAL.—There is established the Secretary 
of Labor’s National Award for Pay Equity in the Work-
place, which shall be evidenced by a medal bearing the 
inscription ‘‘Secretary of Labor’s National Award for Pay 
Equity in the Workplace’’. The medal shall be of such de-
sign and materials, and bear such additional inscriptions, 
as the Secretary of Labor may prescribe. 
(b) CRITERIA FOR QUALIFICATION.—To qualify to 
receive an award under this section a business shall— 
(1) submit a written application to the Sec-
retary of Labor, at such time, in such manner, and 
containing such information as the Secretary may 
require, including at a minimum information that 
demonstrates that the business has made substantial 
effort to eliminate pay disparities between men and 
women, and deserves special recognition as a con-
sequence; and 
(2) meet such additional requirements and 
specifications as the Secretary of Labor determines 
to be appropriate.
(c) MAKING AND PRESENTATION OF AWARD.— 
(1) AWARD.—After receiving recommendations 
from the Secretary of Labor, the President or the 
designated representative of the President shall an-
nually present the award described in subsection (a) 
to businesses that meet the qualifications described 
in subsection (b). 
(2) PRESENTATION.—The President or the des-
ignated representative of the President shall present 
the award under this section with such ceremonies 
as the President or the designated representative of 
the President may determine to be appropriate. 
(d) BUSINESS.—In this section, the term ‘‘business’’ 
includes— 
(1)(A) a corporation, including a nonprofit cor-
poration; 
(B) a partnership; 
(C) a professional association; 
(D) a labor organization; and 
(E) a business entity similar to an entity de-
scribed in any of subparagraphs (A) through (D); 
(2) an entity carrying out an education referral 
program, a training program, such as an apprentice-
ship 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. 9. 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 fol-
lowing: 
‘‘(f)(1) Not later than 18 months after the date of 
enactment of this subsection, the Commission shall— 
‘‘(A) complete a survey of the data that is cur-
rently available to the Federal Government relating 
to employee pay information for use in the enforce-
ment of Federal laws prohibiting pay discrimination 
and, in consultation with other relevant Federal 
agencies, identify additional data collections that will 
enhance the enforcement of such laws; and 
‘‘(B) based on the results of the survey and 
consultations under subparagraph (A), issue regula-
tions to provide for the collection of pay information 
data from employers as described by the sex, race, 
and national origin of employees. 
‘‘(2) In implementing paragraph (1), the Commission 
shall have as its primary consideration the most effective 
and efficient means for enhancing the enforcement of Fed-
eral laws prohibiting pay discrimination. For this purpose, 
the Commission shall consider factors including the impo-
sition of burdens on employers, the frequency of required 
reports (including which employers should be required to 
prepare reports), appropriate protections for maintaining 
data confidentiality, and the most effective format for the 
data collection reports.’’. 
SEC. 10. REINSTATEMENT OF PAY EQUITY PROGRAMS AND 
PAY EQUITY DATA COLLECTION. 
(a) BUREAU OF LABOR STATISTICS DATA COLLEC-
TION.—The Commissioner of Labor Statistics shall collect 
data on women workers in the Current Employment Sta-
tistics survey. 
(b) OFFICE OF FEDERAL CONTRACT COMPLIANCE 
PROGRAMS INITIATIVES.— 
(1) IN GENERAL.—The Director of the Office of 
Federal Contract Compliance Programs shall ensure 
that employees of the Office— 
(A)(i) shall use the full range of investiga-
tory tools at the Office’s disposal, including pay 
grade methodology; 
(ii) in considering evidence of possible com-
pensation discrimination— 
(I) shall not limit its consideration to 
a small number of types of evidence; and
(II) shall not limit its evaluation of 
the evidence to a small number of methods 
of evaluating the evidence; and 
(iii) shall not require a multiple regression 
analysis or anecdotal evidence for a compensa-
tion discrimination case; 
(B) for purposes of its investigative, com-
pliance, and enforcement activities, shall define 
‘‘similarly situated employees’’ in a way that is 
consistent with and not more stringent than the 
definition provided in item 1 of subsection A of 
section 10–III of the Equal Employment Op-
portunity 
Commission 
Compliance 
Manual 
(2000), and shall consider only factors that the 
Office’s investigation reveals were used in mak-
ing compensation decisions; and 
(C) shall designate not less than half of all 
nonconstruction contractor establishments each 
year to prepare and file the Equal Opportunity 
Survey, required by section 60–2.18 of title 41, 
Code of Federal Regulations, and shall review 
and utilize the responses to the survey to iden-
tify contractor establishments for further eval-
uation.
(2) REGULATIONS.—In promulgating any regu-
lations with respect to the compensation discrimina-
tion cases, the Secretary of Labor, in establishing 
standards for similarly situated employees, shall in-
clude examples of similar jobs. 
(c) DEPARTMENT
OF LABOR DISTRIBUTION
OF 
WAGE DISCRIMINATION INFORMATION.—The Secretary of 
Labor shall make readily available (in print, on the De-
partment of Labor website, and through any other forum 
that the Department may use to distribute compensation 
discrimination information), accurate information on com-
pensation discrimination, including statistics, explanations 
of employee rights, historical analyses of such discrimina-
tion, instructions for employers on compliance, and any 
other information that will assist the public in under-
standing and addressing such discrimination. 
SEC. 11. AUTHORIZATION OF APPROPRIATIONS. 
There are authorized to be appropriated such sums 
as may be necessary to carry out this Act. 
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