The Paycheck Fairness Act (S. 1115) strengthens enforcement of equal pay protections by requiring employers to prove that wage differences are job-related and necessary for business operations, while prohibiting retaliation against workers who discuss wages or report pay discrimination. The bill bans employers from asking job applicants about salary history and prevents wage-disclosure agreements from restricting worker conversations about pay. To support enforcement, the Equal Employment Opportunity Commission must collect detailed pay data from large employers within 18 months, disaggregated by sex, race, and ethnicity, while the Department of Labor conducts research on pay disparities and submits a report on the gender wage gap among teenage workers. Violations carry civil penalties of $5,000 for first offenses and up to $10,000 for repeat violations, plus up to $10,000 in damages per affected employee plus attorney's fees. The law takes effect six months after enactment and applies broadly to employers while exempting small businesses, with the Labor Department and EEOC providing compliance assistance.
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