Detailed Instructions: In this task, you are given text for US Congressional and California state bills, your task is to generate a summary for this bill.
Q: SECTION 1. SHORT TITLE.

This Act may be cited as the ''Workplace Advancement Act''.

SEC. 2. FINDINGS.

Congress makes the following findings:
(1) In 1963, Congress passed on a bipartisan basis the
Equal Pay Act of 1963 to prohibit discrimination on account of
sex in the payment of wages for equal work performed by
employees for employers engaged in commerce or in the
production of goods for commerce.
(2) Following the passage of such Act, in 1964, Congress
passed on a bipartisan basis the Civil Rights Act of 1964.
(3) Since the passage of both the Equal Pay Act of 1963 and
the Civil Rights Act of 1964, women have made significant
strides, both in the workforce and in their educational
pursuits.
(4) Currently, according to a Prudential Research Study, 60
percent of women are the primary earners in their households
and the Bureau of Labor Statistics has found that 47 percent of
women are members of the workforce.
(5) According to the Department of Education, women receive
57 percent of all college degrees, a 33 percent increase from
1970.
(6) Women hold the majority of positions in the 5 fastest
growing fields, and women are more likely than men to work in
professional and related occupations.
(7) Despite this significant progress, surveys suggest
there is a concern among American women that gender-based pay
discrimination still exists.
(8) Over the last 15 years, the Equal Employment
Opportunity Commission has received on average 2,400 complaints
annually alleging gender-based pay discrimination. This
represents two to three percent of charges filed with the
Commission during the same time period. Even though the
Commission determines that no discrimination occurred in a
majority of these complaints, the extent to which these
allegations continue underscores there is still progress to be
made.
(9) A number of factors contribute to differences in total
compensation, including variations in occupation, education,
hours worked, institutional knowledge, and other business
reasons and personal choices that shape career paths and
earning potential.

SEC. 3. PROHIBITION ON WAGE DISCRIMINATION.

Pursuant to Federal law in effect on the date of enactment of this
Act:
(1) In general.--No employer shall discriminate, within any
establishment in which employees are employed by the employer,
between employees on the basis of sex by paying wages to
employees in such establishment at a rate less than the rate at
which the employer pays wages to employees of the opposite sex
in such establishment for equal work on jobs the performance of
which requires equal skill, effort, and responsibility, and
which are performed under similar working conditions, except
where such payment is made pursuant to--
(A) a seniority system;
(B) a merit system;
(C) a system which measures earnings by quantity or
quality of production; or
(D) a differential based on any other factor other
than sex.
(2) Limitation.--An employer who is paying a wage rate
differential in violation of this section shall not, in order
to comply with the provisions of this section, reduce the wage
rate of any employee.
(3) Notice.--Every employer, employment agency, and labor
organization, as the case may be, shall post and keep posted in
conspicuous places upon its premises where notices to
employees, applicants for employment, and members are
customarily posted, a notice to be prepared or approved by the
Equal Employment Opportunity Commission that sets forth
excerpts from, or summaries of, the pertinent provisions of
this Act (including the amendments made by this Act) and of
title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e et
seq.), and information pertinent to the filing of a complaint.

SEC. 4. ENHANCED ENFORCEMENT OF EQUAL PAY ACT REQUIREMENTS.

Section 15(a) of the Fair Labor Standards Act of 1938 (29 U.S.C.
215(a)) is amended--
(1) in paragraph (5), by striking the period and inserting
''; or''; and
(2) by adding at the end the following:
''(6) to discharge or in any other manner retaliate against
any employee because such employee has inquired about,
discussed, or disclosed comparative compensation information
for the purpose of determining whether the employer is
compensating an employee in a manner that provides equal pay
for equal work, except that this paragraph 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 job
functions discloses the wages of such other employees to an
individual who does not otherwise have access to such
information, unless such disclosure is in response to a charge
or complaint or in furtherance of an investigation, proceeding,
hearing, or action under section 6(d), including an
investigation conducted by the employee.
Nothing in paragraph (6) shall be construed to limit the rights of an
employee provided under any other provision of law.''.
A:
Workplace Advancement Act Prohibits discrimination in the payment of wages on account of sex. (Allows payment of different wages under seniority systems, merit systems, systems that measure earnings by quantity or quality of production, or differentials based on any other factors other than sex.) Amends the Fair Labor Standards Act of 1938 to prohibit discharging or retaliating against any employee because such employee has inquired about, discussed, or disclosed comparative compensation information for the purpose of determining whether the employer is compensating an employee in a manner that provides equal pay for equal work. Makes such prohibition inapplicable to instances in which an employee who has access to the wage information of other employees as a part of such employee's job functions discloses the wages of such other employees other than in response to a charge or complaint or in furtherance of an investigation, proceeding, hearing, or action under provisions prohibiting sex discrimination, including an investigation conducted by the employer.