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tions leading to the pay disparities, with specific at-
tention paid to women and girls from historically 
underrepresented and minority groups; 
(2) publishing and otherwise making available 
to employers, labor organizations, professional asso-
ciations, 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 
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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 enact-
ment 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 avail-
able on a publicly accessible website of the Depart-
ment 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 ef-
forts to comply with section 6(d) of the Fair Labor Stand-
ards Act of 1938 (29 U.S.C. 206(d)), as amended by this 
Act. 
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(b) CRITERIA FOR QUALIFICATION.—The Secretary 
of Labor, in consultation with the Equal Employment Op-
portunity Commission, shall— 
(1) set criteria for receipt of the award, includ-
ing a requirement that an employer has made sub-
stantial 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 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 
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(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 fol-
lowing: 
‘‘(f)(1) Not later than 24 months after the date of 
enactment of this subsection, the Commission shall pro-
vide for the annual collection from employers of compensa-
tion data disaggregated by the sex, race, and national ori-
gin of employees. The Commission may also require em-
ployers to submit other employment-related data (includ-
ing 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 Fed-
eral laws prohibiting pay discrimination. The Commission 
shall also consider factors including the imposition of bur-
dens on employers, the frequency of required reports (in-
cluding the size of employers required to prepare reports), 
appropriate protections for maintaining data confiden-
tiality, and the most effective format to report such data. 
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‘‘(3)(A) For each 12-month reporting period for an 
employer, the data collected under paragraph (1) shall in-
clude 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 with-
in 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 ad-
justment is necessary to enhance enforcement of 
Federal laws prohibiting pay discrimination; or 
‘‘(ii) for inflation, in consultation with the Bu-
reau 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 com-
pensate for overtime employment under section 7 of the 
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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 in-
clude— 
‘‘(i) race; 
‘‘(ii) national origin; 
‘‘(iii) sex; and 
‘‘(iv) job categories, including the job categories 
described in the instructions for the Equal Employ-
ment 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 
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Labor Standards Act of 1938 (29 U.S.C. 
206(d)); and 
‘‘(II) the allocation of resources to inves-
tigate 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 col-
lected 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 sub-
contractor 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 COLLEC-
TION.—The Commissioner of Labor Statistics shall con-
tinue to collect data on women workers in the Current 
Employment Statistics survey. 
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(b) OFFICE OF FEDERAL CONTRACT COMPLIANCE 
PROGRAMS INITIATIVES.—The Director of the Office of 
Federal Contract Compliance Programs shall collect com-
pensation data and other employment-related data (in-
cluding, hiring, termination, and promotion data) by de-
mographics and designate not less than half of all non-
construction 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 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. 
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SEC. 9. PROHIBITIONS RELATING TO PROSPECTIVE EM-
PLOYEES’ 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 max-
imum 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 prospec-
tive employee, except that an employer may rely on 
wage history if it is voluntarily provided by a pro-
spective 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 
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seek to confirm prior wage information only after an 
offer of employment with compensation has been 
made to the prospective employee and the prospec-
tive 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 be-
cause the employee or prospective employee— 
‘‘(A) opposed any act or practice made un-
lawful by this section; or 
‘‘(B) took an action for which discrimina-
tion 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 sec-
tion 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 
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‘‘(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 attor-
neys’ fees, and shall be subject to such injunctive re-
lief as may be appropriate. 
‘‘(2) An action to recover the liability described in 
paragraph (1)(B) may be maintained against any em-
ployer (including a public agency) in any Federal or State 
court of competent jurisdiction by any one or more em-
ployees 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 rep-
resentatives 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 Na-
tional Equal Pay Enforcement Task Force will ensure that 
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