Paycheck Fairness Act
The source supplies the latest action, but no lifecycle stage.
Latest action (16 Nov 2015): Referred to the Subcommittee on Workforce Protections.
What this bill does
H.R. 1619, the Paycheck Fairness Act, aims to strengthen existing laws that prohibit sex-based discrimination in wages. It would revise exceptions to these prohibitions, allowing employers to justify pay differences only with "bona fide factors" like education, training, or experience, provided these factors are job-related, necessary for business, and fully explain the pay difference. The bill also expands protections against employer retaliation for employees who discuss or disclose their wages and prohibits employers from requiring workers to sign contracts that prevent wage disclosure.
The legislation affects employers and employees across the United States. It seeks to provide more effective remedies for employees who believe they have been paid less due to their sex and could lead to civil actions for compensatory and punitive damages. The bill also mandates training on wage discrimination for employees of the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs, and authorizes grants for negotiation skills training for women.
Introduced in the House of Representatives in 2015, H.R. 1619 was referred to the Subcommittee on Workforce Protections. The bill's status indicates it is still in the legislative process. If it were to advance, it would require further committee review, potential amendments, and votes in both the House and the Senate before potentially being sent to the President for signature into law.
Plain-English summary generated by Bill100 AI from the official record. Always verify against the source below.
Official summary
Paycheck Fairness Act
Amends the portion of the Fair Labor Standards Act of 1938 known as the Equal Pay Act to revise remedies for, enforcement of, and exceptions to prohibitions against sex discrimination in the payment of wages.
Revises the exception to the prohibition for a wage rate differential based on any other factor other than sex. Limits such factors to bona fide factors, such as education, training, or experience.
States that the bona fide factor defense shall apply only if the employer demonstrates that such factor: (1) is not based upon or derived from a sex-based differential in compensation, (2) is job-related with respect to the position in question, (3) is consistent with business necessity, and (4) accounts for the entire deferential in compensation at issue. Makes such defense inapplicable where the employee demonstrates that: (1) an alternative employment practice exists that would serve the same business purpose without producing such differential, and (2) the employer has refused to adopt such alternative practice.
Revises the prohibition against employer retaliation for employee complaints. Prohibits retaliation for inquiring about, discussing, or disclosing the wages of the employee or another employee in response to a complaint or charge, or in furtherance of a sex discrimination investigation, proceeding, hearing, or action, or an investigation conducted by the employer.
Makes it unlawful to require an employee to sign a contract or waiver prohibiting the employee from disclosing information about the employee's wages.
Makes employers who violate sex discrimination prohibitions liable in a civil action for either compensatory or (except for the federal government) punitive damages.
States that any action brought to enforce the prohibition against sex discrimination may be maintained as a class action in which individuals may be joined as party plaintiffs without their written consent.
Timeline
16 Nov 2015
Referred to the Subcommittee on Workforce Protections.
Common questions
- What does H.R. 1619 do?
- H.R. 1619, the Paycheck Fairness Act, aims to strengthen existing laws that prohibit sex-based discrimination in wages. It would revise exceptions to these prohibitions, allowing employers to justify pay differences only with "bona fide factors" like education, training, or experience, provided these factors are job-related, necessary for business, and fully explain the pay difference. The bill also expands protections against employer retaliation for employees who discuss or disclose their wages and prohibits employers from requiring workers to sign contracts that prevent wage disclosure. The legislation affects employers and employees across the United States. It seeks to provide more effective remedies for employees who believe they have been paid less due to their sex and could lead to civil actions for compensatory and punitive damages. The bill also mandates training on wage discrimination for employees of the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs, and authorizes grants for negotiation skills training for women. Introduced in the House of Representatives in 2015, H.R. 1619 was referred to the Subcommittee on Workforce Protections. The bill's status indicates it is still in the legislative process. If it were to advance, it would require further committee review, potential amendments, and votes in both the House and the Senate before potentially being sent to the President for signature into law.
- Has H.R. 1619 become law?
- The source does not supply a confirmed lifecycle stage for H.R. 1619. Check the latest action and official source below.
- Who sponsored H.R. 1619?
- H.R. 1619 was sponsored by Rep. DeLauro, Rosa L. [D-CT-3] (D-CT), with 193 cosponsors.
- What's the latest action on H.R. 1619?
- Referred to the Subcommittee on Workforce Protections. (16 Nov 2015).
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