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H.R.11 - Lilly Ledbetter Fair Pay Act of 2009
To amend title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act of 1967, and to modify the operation of the Americans with Disabilities Act of 1990 and the Rehabilitation Act of 1973, to clarify that a discriminatory compensation decision or other practice that is unlawful under such Acts occurs each time compensation is paid pursuant to the discriminatory compensation decision or other practice, and for other purposes.
|Version||Word Count||Changes From Previous Version||Percent Change|
|Introduced in House||1,773||n/a||n/a|
|Engrossed in House||4,819||10||84%|
|Referred in Senate||4,713||5 Show Changes Hide Changes||11%|
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To amend title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act of 1967, and to modify the operation of the Americans with Disabilities Act of 1990 and the Rehabilitation Act of 1973, to clarify that a discriminatory compensation decision or other practice that is unlawful under such Acts occurs each time compensation is paid pursuant to the discriminatory compensation decision or other practice, to amend the Fair Labor Standards Act of 1938 to provide more effective remedies to victims of discrimination in the payment of wages on the basis of sex, and for other purposes.CommentsClose CommentsPermalink
SECTION 1. SHORT TITLE.
SEC. 2. FINDINGS.
(1) The Supreme Court in Ledbetter v. Goodyear Tire & Rubber Co., 550 U.S. 618 (2007), significantly impairs statutory protections against discrimination in compensation that Congress established and that have been bedrock principles of American law for decades. The Ledbetter decision undermines those statutory protections by unduly restricting the time period in which victims of discrimination can challenge and recover for discriminatory compensation decisions or other practices, contrary to the intent of Congress.CommentsClose CommentsPermalink
(2) The limitation imposed by the Court on the filing of discriminatory compensation claims ignores the reality of wage discrimination and is at odds with the robust application of the civil rights laws that Congress intended.CommentsClose CommentsPermalink
(3) With regard to any charge of discrimination under any law, nothing in this Act is intended to preclude or limit an aggrieved person’s right to introduce evidence of an unlawful employment practice that has occurred outside the time for filing a charge of discrimination.CommentsClose CommentsPermalink
SEC. 3. DISCRIMINATION IN COMPENSATION BECAUSE OF RACE, COLOR, RELIGION, SEX, OR NATIONAL ORIGIN.
‘(3)(A) For purposes of this section, an unlawful employment practice occurs, with respect to discrimination in compensation in violation of this title, when a discriminatory compensation decision or other practice is adopted, when an individual becomes subject to a discriminatory compensation decision or other practice, or when an individual is affected by application of a discriminatory compensation decision or other practice, including each time wages, benefits, or other compensation is paid, resulting in whole or in part from such a decision or other practice.CommentsClose CommentsPermalink
‘(B) In addition to any relief authorized by section 1977A of the Revised Statutes (
), liability may accrue and an aggrieved person may obtain relief as provided in subsection (g)(1), including recovery of back pay for up to two years preceding the filing of the charge, where the unlawful employment practices that have occurred during the charge filing period are similar or related to unlawful employment practices with regard to discrimination in compensation that occurred outside the time for filing a charge.’.CommentsClose CommentsPermalink 42 U.S.C. 1981a
SEC. 4. DISCRIMINATION IN COMPENSATION BECAUSE OF AGE.
‘(3) For purposes of this section, an unlawful practice occurs, with respect to discrimination in compensation in violation of this Act, when a discriminatory compensation decision or other practice is adopted, when a person becomes subject to a discriminatory compensation decision or other practice, or when a person is affected by application of a discriminatory compensation decision or other practice, including each time wages, benefits, or other compensation is paid, resulting in whole or in part from such a decision or other practice.’.CommentsClose CommentsPermalink
SEC. 5. APPLICATION TO OTHER LAWS.
(a) Americans With Disabilities Act of 1990- The amendments made by section 3 shall apply to claims of discrimination in compensation brought under title I and section 503 of the Americans with Disabilities Act of 1990 (
(b) Rehabilitation Act of 1973- The amendments made by section 3 shall apply to claims of discrimination in compensation brought under sections 501 and 504 of the Rehabilitation Act of 1973 (
(1) sections 501(g) and 504(d) of such Act (
(A) in paragraph (1), by inserting after ‘(
(B) in paragraph (2), by inserting after ‘1964’ the following: ‘(
SEC. 6. EFFECTIVE DATE.
This title and the amendments made by this title, take effect as if enacted on May 28, 2007, and apply to all claims of discrimination in compensation under title VII of the Civil Rights Act of 1964 (
SEC. 201. SHORT TITLE.
SEC. 202. FINDINGS.
(2) Despite the enactment of the Equal Pay Act in 1963, many women continue to earn significantly lower pay than men for equal work. These pay disparities exist in both the private and governmental sectors. In many instances, the pay disparities can only be due to continued intentional discrimination or the lingering effects of past discrimination.CommentsClose CommentsPermalink
(4)(A) Artificial barriers to the elimination of discrimination in the payment of wages on the basis of sex continue to exist decades after the enactment of the Fair Labor Standards Act of 1938 (
(B) These barriers have resulted, in significant part, because the Equal Pay Act has not worked as Congress originally intended. Improvements and modifications to the law are necessary to ensure that the Act provides effective protection to those subject to pay discrimination on the basis of their sex.CommentsClose CommentsPermalink
(5) The Department of Labor and the Equal Employment Opportunity Commission have important and unique responsibilities to help ensure that women receive equal pay for equal work.CommentsClose CommentsPermalink
(B) ensuring that companies receiving Federal contracts comply with anti-discrimination affirmative action requirements of Executive Order No. 11246 (relating to equal employment opportunity);CommentsClose CommentsPermalink
(7) The Equal Employment Opportunity Commission is the primary enforcement agency for claims made under the Equal Pay Act, and issues regulations and guidance on appropriate interpretations of the law.CommentsClose CommentsPermalink
(8) With a stronger commitment by the Department of Labor and the Equal Employment Opportunity Commission to their responsibilities, increased information as a result of the amendments made by this Act to the Equal Pay Act of 1963, wage data, and more effective remedies, women will be better able to recognize and enforce their rights.CommentsClose CommentsPermalink
SEC. 203. ENHANCED ENFORCEMENT OF EQUAL PAY REQUIREMENTS.
(a) Bona-Fide Factor Defense and Modification of Same Establishment Requirement- Section 6(d)(1) of the Fair Labor Standards Act of 1938 (
‘(B) The bona fide factor defense described in subparagraph (A)(iv) shall apply only if the employer demonstrates that such factor: (i) is not based upon or derived from a sex-based differential in compensation; (ii) is job-related with respect to the position in question; and (iii) is consistent with business necessity. Such defense shall not apply where the employee demonstrates that an alternative employment practice exists that would serve the same business purpose without producing such differential and that the employer has refused to adopt such alternative practice.CommentsClose CommentsPermalink
‘(C) For purposes of subparagraph (A), employees shall be deemed to work in the same establishment if the employees work for the same employer at workplaces located in the same county or similar political subdivision of a State. The preceding sentence shall not be construed as limiting broader applications of the term ‘establishment’ consistent with rules prescribed or guidance issued by the Equal Opportunity Employment Commission.’.CommentsClose CommentsPermalink
‘(A) has made a charge or filed any complaint or instituted or caused to be instituted any investigation, proceeding, hearing, or action under or related to this Act, including an investigation conducted by the employer, or has testified or is planning to testify or has assisted or participated in any manner in any such investigation, proceeding, hearing or action, or has served or is planning to serve on an industry Committee; orCommentsClose CommentsPermalink
‘(c) Subsection (a)(3)(B) 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 essential job functions discloses the wages of such other employees to individuals who do not otherwise have access to such information, unless such disclosure is in response to a complaint or charge or in furtherance of an investigation, proceeding, hearing, or action under section 6(d), including an investigation conducted by the employer. Nothing in this subsection shall be construed to limit the rights of an employee provided under any other provision of law.’.CommentsClose CommentsPermalink
(1) by inserting after the first sentence the following: ‘Any employer who violates section 6(d) shall additionally be liable for such compensatory damages, or, where the employee demonstrates that the employer acted with malice or reckless indifference, punitive damages as may be appropriate, except that the United States shall not be liable for punitive damages.’;CommentsClose CommentsPermalink
(3) in the sentence beginning ‘No employees shall’, by striking ‘No employees’ and inserting ‘Except with respect to class actions brought to enforce section 6(d), no employee’;CommentsClose CommentsPermalink
(4) by inserting after the sentence referred to in paragraph (3), the following: ‘Notwithstanding any other provision of Federal law, any action brought to enforce section 6(d) may be maintained as a class action as provided by the Federal Rules of Civil Procedure.’; andCommentsClose CommentsPermalink
(A) by inserting ‘or, in the case of a violation of section 6(d), additional compensatory or punitive damages, as described in subsection (b),’ before ‘and the agreement’; andCommentsClose CommentsPermalink
(2) in the second sentence, by inserting before the period the following: ‘and, in the case of a violation of section 6(d), additional compensatory or punitive damages, as described in subsection (b)’;CommentsClose CommentsPermalink
SEC. 204. TRAINING.
The Equal Employment Opportunity Commission and the Office of Federal Contract Compliance Programs, subject to the availability of funds appropriated under section 210, shall provide training to Commission employees and affected individuals and entities on matters involving discrimination in the payment of wages.CommentsClose CommentsPermalink
SEC. 205. NEGOTIATION SKILLS TRAINING FOR GIRLS AND WOMEN.
(2) GRANTS- In carrying out the program, the Secretary of Labor may make grants on a competitive basis to eligible entities, to carry out negotiation skills training programs for girls and women.CommentsClose CommentsPermalink
(3) ELIGIBLE ENTITIES- To be eligible to receive a grant under this subsection, an entity shall be a public agency, such as a State, a local government in a metropolitan statistical area (as defined by the Office of Management and Budget), a State educational agency, or a local educational agency, a private nonprofit organization, or a community-based organization.CommentsClose CommentsPermalink
(4) APPLICATION- To be eligible to receive a grant under this subsection, an entity shall submit an application to the Secretary of Labor at such time, in such manner, and containing such information as the Secretary of Labor may require.CommentsClose CommentsPermalink
(5) USE OF FUNDS- An entity that receives a grant under this subsection shall use the funds made available through the grant to carry out an effective negotiation skills training program that empowers girls and women. The training provided through the program shall help girls and women strengthen their negotiation skills to allow the girls and women to obtain higher salaries and rates of compensation that are equal to those paid to similarly-situated male employees.CommentsClose CommentsPermalink
(b) Incorporating Training Into Existing Programs- The Secretary of Labor and the Secretary of Education shall issue regulations or policy guidance that provides for integrating the negotiation skills training, to the extent practicable, into programs authorized under--CommentsClose CommentsPermalink
(1) in the case of the Secretary of Education, the Elementary and Secondary Education Act of 1965 (
(2) in the case of the Secretary of Labor, the Workforce Investment Act of 1998 (
(c) Report- Not later than 1 year after the date of enactment of this Act, and annually thereafter, the Secretary of Labor and the Secretary of Education shall prepare and submit to Congress a report describing the activities conducted under this section and evaluating the effectiveness of such activities in achieving the purposes of this Act.CommentsClose CommentsPermalink
SEC. 206. RESEARCH, EDUCATION, AND OUTREACH.
The Secretary of Labor shall conduct studies and provide information to employers, labor organizations, and the general public concerning the means available to eliminate pay disparities between men and women, including--CommentsClose CommentsPermalink
(2) publishing and otherwise making available to employers, labor organizations, professional associations, educational institutions, the media, and the general public the findings resulting from studies and other materials, relating to eliminating the pay disparities;CommentsClose CommentsPermalink
SEC. 207. 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 Workplace, which shall be awarded, as appropriate, to encourage proactive efforts to comply with section 6(d) of the Fair Labor Standards Act of 1938 (
(b) Criteria for Qualification- The Secretary of Labor shall set criteria for receipt of the award, including a requirement that an employer has made substantial effort to eliminate pay disparities between men and women, and deserves special recognition as a consequence of such effort. The Secretary shall establish procedures for the application and presentation of the award.CommentsClose CommentsPermalink
SEC. 208. COLLECTION OF PAY INFORMATION BY THE EQUAL EMPLOYMENT OPPORTUNITY COMMISSION.
‘(A) complete a survey of the data that is currently available to the Federal Government relating to employee pay information for use in the enforcement 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; andCommentsClose CommentsPermalink
‘(B) based on the results of the survey and consultations under subparagraph (A), issue regulations to provide for the collection of pay information data from employers as described by the sex, race, and national origin of employees.CommentsClose CommentsPermalink
‘(2) In implementing paragraph (1), the Commission shall have as its primary consideration the most effective and efficient means for enhancing the enforcement of Federal laws prohibiting pay discrimination. For this purpose, the Commission shall consider factors including the imposition 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.’.CommentsClose CommentsPermalink
SEC. 209. REINSTATEMENT OF PAY EQUITY PROGRAMS AND PAY EQUITY DATA COLLECTION.
(a) Bureau of Labor Statistics Data Collection- The Commissioner of Labor Statistics shall continue to collect data on women workers in the Current Employment Statistics survey.CommentsClose CommentsPermalink
(b) Office of Federal Contract Compliance Programs Initiatives- The Director of the Office of Federal Contract Compliance Programs shall ensure that employees of the Office--CommentsClose CommentsPermalink
(2) for purposes of its investigative, compliance, 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 Opportunity Commission Compliance Manual (2000), and shall consider only factors that the Office’s investigation reveals were used in making compensation decisions; andCommentsClose CommentsPermalink
(3) shall reinstate the Equal Opportunity Survey, as required by section 60-2.18 of title 41, Code of Federal Regulations (as in effect on September 7, 2006), designating not less than half of all nonconstruction contractor establishments each year to prepare and file such survey, and shall review and utilize the responses to such survey to identify contractor establishments for further evaluation and for other enforcement purposes as appropriate.CommentsClose CommentsPermalink
(c) Department of Labor Distribution of Wage Discrimination Information- The Secretary of Labor shall make readily available (in print, on the Department of Labor website, and through any other forum that the Department may use to distribute compensation discrimination information), accurate information on compensation discrimination, including statistics, explanations of employee rights, historical analyses of such discrimination, instructions for employers on compliance, and any other information that will assist the public in understanding and addressing such discrimination.CommentsClose CommentsPermalink
SEC. 210. AUTHORIZATION OF APPROPRIATIONS.
(b) Prohibition on Earmarks- None of the funds appropriated pursuant to subsection (a) for purposes of the grant program in section 205 of this Act may be used for a Congressional earmark as defined in clause 9(d) of rule XXI of the Rules of the House of Representatives.CommentsClose CommentsPermalink
SEC. 211. SMALL BUSINESS ASSISTANCE.
(b) Technical Assistance Materials- The Secretary of Labor and the Commissioner of the Equal Employment Opportunity Commission shall jointly develop technical assistance material to assist small businesses in complying with the requirements of this title and the amendments made by this title.CommentsClose CommentsPermalink
(c) Small Businesses- A small business shall be exempt from the provisions of this title to the same extent that such business is exempt from the requirements of the Fair Labor Standards Act pursuant to section 3(s)(1)(A)(i) and (ii) of such Act.CommentsClose CommentsPermalink
SEC. 212. RULE OF CONSTRUCTION.
Nothing in this title, or in any amendments made by this title, shall affect the obligation of employers and employees to fully comply with all applicable immigration laws, including any penalties, fines, or other sanctions.CommentsClose CommentsPermalink
Clerk. 111th CONGRESS 1st Session H. R. 11 AN ACT
H. R. 11
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