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HR 56 Paycheck Fairness Act
Topic Started: 12 Jun 2013, 01:00 AM (311 Views)
Heather Holson
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48 hours for debate

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Ms. KILINGER (for herself, Ms. DELAURO, Mr. KENNSINGTON, Mr. BRENNINGER, Mr. WOODWARD, Ms. HOLLINGSWORTH, Ms. MARTINEZ, Mr. MILLER, and Mr. CALLAGHAN) introduces

A BILL

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.

SECTION 1. SHORT TITLE.
This Act may be cited as the ‘Paycheck Fairness Act’.

SEC. 2. FINDINGS.
Congress finds the following:

(1) Women have entered the workforce in record numbers over the past 50 years.

(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.

(3) The existence of such pay disparities--

(A) depresses the wages of working families who rely on the wages of all members of the family to make ends meet;

(B) undermines women’s retirement security, which is often based on earnings while in the workforce;

(C) prevents the optimum utilization of available labor resources;

(D) has been spread and perpetuated, through commerce and the channels and instrumentalities of commerce, among the workers of the several States;

(E) burdens commerce and the free flow of goods in commerce;

(F) constitutes an unfair method of competition in commerce;

(G) leads to labor disputes burdening and obstructing commerce and the free flow of goods in commerce;

(H) interferes with the orderly and fair marketing of goods in commerce; and

(I) in many instances, may deprive workers of equal protection on the basis of sex in violation of the 5th and 14th Amendments.

(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 (29 U.S.C. 201 et seq.) and the Civil Rights Act of 1964 (42 U.S.C. 2000a et seq.).

(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.

(C) Elimination of such barriers would have positive effects, including--

(i) providing a solution to problems in the economy created by unfair pay disparities;

(ii) substantially reducing the number of working women earning unfairly low wages, thereby reducing the dependence on public assistance;

(iii) promoting stable families by enabling all family members to earn a fair rate of pay;

(iv) remedying the effects of past discrimination on the basis of sex and ensuring that in the future workers are afforded equal protection on the basis of sex; and

(v) ensuring equal protection pursuant to Congress’ power to enforce the 5th and 14th Amendments.

(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.

(6) The Department of Labor is responsible for--

(A) collecting and making publicly available information about women’s pay;

(B) ensuring that companies receiving Federal contracts comply with anti-discrimination affirmative action requirements of Executive Order 11246 (relating to equal employment opportunity);

(C) disseminating information about women’s rights in the workplace;

(D) helping women who have been victims of pay discrimination obtain a remedy; and

(E) being proactive in investigating and prosecuting equal pay violations, especially systemic violations, and in enforcing all of its mandates.

(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.

(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.

(9) Certain employers have already made great strides in eradicating unfair pay disparities in the workplace and their achievements should be recognized.

SEC. 3. 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 (29 U.S.C. 206(d)(1)) is amended--

(1) by striking ‘No employer having’ and inserting ‘(A) No employer having’;

(2) by striking ‘any other factor other than sex’ and inserting ‘a bona fide factor other than sex, such as education, training, or experience’; and

(3) by inserting at the end the following:

‘(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.

‘(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.’.

(b) Nonretaliation Provision- Section 15 of the Fair Labor Standards Act of 1938 (29 U.S.C. 215(a)(3)) is amended--

(1) in subsection (a)(3), by striking ‘employee has filed’ and all that follows and inserting ‘employee--

‘(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; or

‘(B) has inquired about, discussed, or disclosed the wages of the employee or another employee.’; and

(2) by adding at the end the following:

‘(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.’.

(c) Enhanced Penalties- Section 16(b) of the Fair Labor Standards Act of 1938 (29 U.S.C. 216(b)) is amended--

(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.’;

(2) in the sentence beginning ‘An action to’, by striking ‘either of the preceding sentences’ and inserting ‘any of the preceding sentences of this subsection’;

(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’;

(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.’; and

(5) in the sentence beginning ‘The court in’--

(A) by striking ‘in such action’ and inserting ‘in any action brought to recover the liability prescribed in any of the preceding sentences of this subsection’; and

(B) by inserting before the period the following: ‘, including expert fees’.

(d) Action by Secretary- Section 16(c) of the Fair Labor Standards Act of 1938 (29 U.S.C. 216(c)) is amended--

(1) in the first sentence--

(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’; and

(B) by inserting before the period the following: ‘, or such compensatory or punitive damages, as appropriate’;

(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)’;

(3) in the third sentence, by striking ‘the first sentence’ and inserting ‘the first or second sentence’; and

(4) in the last sentence--

(A) by striking ‘commenced in the case’ and inserting ‘commenced--

‘(1) in the case’;

(B) by striking the period and inserting ‘; or’; and

(C) by adding at the end the following:

‘(2) in the case of a class action brought to enforce section 6(d), on the date on which the individual becomes a party plaintiff to the class action.’.

SEC. 4. TRAINING.
The Equal Employment Opportunity Commission and the Office of Federal Contract Compliance Programs, subject to the availability of funds appropriated under section 10, shall provide training to Commission employees and affected individuals and entities on matters involving discrimination in the payment of wages.

SEC. 5. NEGOTIATION SKILLS TRAINING FOR GIRLS AND WOMEN.
(a) Program Authorized-

(1) IN GENERAL- The Secretary of Labor, after consultation with the Secretary of Education, is authorized to establish and carry out a grant program.

(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.

(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.

(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.

(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.

(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--

(1) in the case of the Secretary of Education, the Elementary and Secondary Education Act of 1965 (20 U.S.C. 6301 et seq.), the Carl D. Perkins Vocational and Technical Education Act of 1998 (20 U.S.C. 2301 et seq.), the Higher Education Act of 1965 (20 U.S.C. 1001 et seq.), and other programs carried out by the Department of Education that the Secretary of Education determines to be appropriate; and

(2) in the case of the Secretary of Labor, the Workforce Investment Act of 1998 (29 U.S.C. 2801 et seq.), and other programs carried out by the Department of Labor that the Secretary of Labor determines to be appropriate.

(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.

SEC. 6. 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--

(1) conducting and promoting research to develop the means to correct expeditiously the conditions leading to the pay disparities;

(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;

(3) sponsoring and assisting State 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;

(5) recognizing and promoting the achievements of employers, labor organizations, and professional associations that have worked to eliminate the pay disparities; and

(6) convening a national summit to discuss, and consider approaches for rectifying, the pay disparities.

SEC. 7. 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 (29 U.S.C. 206(d)).

(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.

(c) Business- In this section, the term ‘employer’ includes--

(1)(A) a corporation, including a nonprofit corporation;

(B) a partnership;

(C) a professional association;

(D) a labor organization; and

(E) a business entity similar to an entity described in any of subparagraphs (A) through (D);

(2) an entity carrying out an education referral program, a training program, such as an apprenticeship or management training program, or a similar program; and

(3) an entity carrying out a joint program, formed by a combination of any entities described in paragraph (1) or (2).

SEC. 8. 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 following:

‘(f)(1) Not later than 18 months after the date of enactment of this subsection, the Commission shall--

‘(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; and

‘(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.

‘(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.’.

SEC. 9. 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.

(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--

(1)(A) shall use the full range of investigatory tools at the Office’s disposal, including pay grade methodology;

(B) in considering evidence of possible compensation discrimination--

(i) shall not limit its consideration to a small number of types of evidence; and

(ii) shall not limit its evaluation of the evidence to a small number of methods of evaluating the evidence; and

(C) shall not require a multiple regression analysis or anecdotal evidence for a compensation discrimination case;

(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; and

(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.

(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.

SEC. 10. AUTHORIZATION OF APPROPRIATIONS.
(a) Authorization of Appropriations- There are authorized to be appropriated $15,000,000 to carry out this Act.

(b) Prohibition on Earmarks- None of the funds appropriated pursuant to subsection (a) for purposes of the grant program in section 5 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.

SEC. 11. SMALL BUSINESS ASSISTANCE.
(a) Effective Date- This Act and the amendments made by this Act shall take effect on the date that is 6 months after the date of enactment of this Act.

(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 Act and the amendments made by this Act.

(c) Small Businesses- A small business shall be exempt from the provisions of this Act 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.

SEC. 12. RULE OF CONSTRUCTION.
Nothing in this Act, or in any amendments made by this Act, shall affect the obligation of employers and employees to fully comply with all applicable immigration laws, including any penalties, fines, or other sanctions.

SEC. 13. PLAIN ENGLISH SUMMARY
Paycheck Fairness Act - Amends the portion of the Fair Labor Standards Act of 1938 (FLSA) 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, and
(3) is consistent with business necessity.
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 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.
Authorizes the Secretary of Labor (Secretary) to seek additional compensatory or punitive damages in a sex discrimination action.
Requires the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs to train EEOC employees and affected individuals and entities on matters involving wage discrimination.
Authorizes the Secretary to make grants to eligible entities for negotiation skills training programs for girls and women.
Directs the Secretary and the Secretary of Education to issue regulations or policy guidance to integrate such training into certain programs under their Departments. Directs the Secretary to conduct studies and provide information to employers, labor organizations, and the general public regarding the means available to eliminate pay disparities between men and women.
Establishes the Secretary of Labor's National Award for Pay Equity in the Workplace for an employer who has made a substantial effort to eliminate pay disparities between men and women.
Amends the Civil Rights Act of 1964 to require the EEOC to collect from employers pay information data regarding the sex, race, and national origin of employees for use in the enforcement of federal laws prohibiting pay discrimination.
Directs:
(1) the Commissioner of Labor Statistics to continue to collect data on woman workers in the Current Employment Statistics survey,
(2) the Office of Federal Contract Compliance Programs to use specified types of methods in investigating compensation discrimination and in enforcing pay equity, and
(3) the Secretary to make accurate information on compensation discrimination readily available to the public.
Directs the Secretary and the Commissioner [sic] of the EEOC jointly to develop technical assistance material to assist small businesses to comply with the requirements of this Act.
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FairBol
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American Patriot, & DJ
Nay to call.
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Matt Urbana
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Nay to call.

Madam Speaker,

In our push for equality, we must be careful not to overreact and hypercorrect. There are important distinctions in our society between the role of men and women. Although many of these distinctions seem to be disappearing, it is not our place to force societal change on the country. In this day and age, what employer thinks to himself, "This employee is a woman so I'll pay her less." And, if an employer is truly thinking that, will changing the law actually prevent such discrimination? It seems unlikely. The pay differential between men and women is simply an aspect of society, and perhaps an undesirable one, but it is not something that we can or should change through legislation.

I yield.
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Terrus


Madame Speaker,

The distinctions in our society between the role of men and women are important, yes, important in that they represent a significant barrier to equality. The Congressman argues that it is not the place of the Congress to change our society -- and yet, the Congress has done that repeatedly through history, and often for the public good. Let us not allow discrimination to continue -- however unconscious it may be -- simply in the name of maintaining that status quo.

Defending the status quo simply because it is the status quo is illogical, but declaring that men are rightfully paid more is equally illogical. Congressman Luke states that men tend to pursue more dangerous careers -- yet most of the careers he lists are hardly dangerous, and most of the careers he lists are not high paying. So the argument that men are paid more because they've more dangerous work simply fails -- both because the work in question is not dangerous, and because the work in question is not high-paying.

Congressman Luke suggests that women select less high-paying fields "by choice," yet in reality, our society demands that women do so. Girl are taught from a young age that good women pursue certain career types, that good women focus on family, and that certain careers are meant for men. When girls enter the workforce in other fields, they encounter a highly masculine culture, which objectifies them and dismisses their presence. More and more women are pursuing more high-paying careers, despite this burden, but let us not blame those that do not want to face up to sexism for not facing up to sexism. Additionally, for the record, I feel it worth noting -- healthcare is not a particularly low-paying field for professionals.

Congressman Luke argues that women make less because "women place a higher premium on shorter work weeks, proximity to home, fulfillment, autonomy, and safety." Yet he ignores the fact that our society demands that married women cook and clean for their husbands, that mothers take care of their children (far more so than fathers), and that women in general put family first. No one bats an eye at a man that focuses on work; its expected that his wife will take care of the household. But if a woman focuses on her work, her husband is certainly not expected to take care of the household, and she is immediately blamed for any resultant issues with our children.

Those opposed to this bill, generally, miss an important point: that sexism lives in our society, no longer in the form of old white men that think women deserve to be kept in the kitchen and the bedroom, but in the form of young white men that expect women to lead a career (but only a proper career), while also doing the lion's share of the housework, and doing the lion's share of parenting. By placing that burden upon women, our society makes it far more difficult for them to succeed professionally.

Yet I fail to see how this greater argument about women's place in reality relates to the present. This bill does not require employers to raise the pay of female employees by 23% to address the discrepancy between male and female pay -- it merely expands the ability of women to pursue discrimination suits against bigoted employers. Can anyone here truly tell me that's a bad idea?

I yield.
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peter
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Lucas for President: Take Back America!
(OOC: Terrus, can I just point out that you really shouldn't be referring to anyone by name,m but by state. Its a rule designed to stop debate in Congress from getting too personal. If I knew you knew this, I'd raise a point of order, but as you seem to do it all the time, I'll take it your genuinely didn't know).
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Terrus


(OOC: So far as I know, that's a tradition in both Houses, but its not one followed by all members. McCain commonly refers to people by name, and there's a number of Housies that do it as well. I share their bemusement at the use of terms like "the gentlewoman from Nebraska," and I follow their lead.)
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Patrick Callaghan
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New England Republican >:D
Madame Speaker,

In the United States of America we are guaranteed to be treated equality. That is the basis of this entire experiment we call America. The wage gender gap was an issue that Congress has brought up before and passed legislation to handle and since then the wage gap, as noted by some of my colleagues, has been closing which is a wonderful thing. No person should receive lower pay do to anything besides their skills, work ethic, and time spent working. However a gap still does exist and while this may not necessarily be due to outright discrimination I feel it's worth strengthening our laws and strengthen the ability of Congress to prevent such a thing from happening. I also believe many of the provision will be useful in helping members of all genders be protected against discrimination as well as provide women with the negotiation skills that many have pointed to as a reason for the gap.

I yield.
Edited by Patrick Callaghan, 12 Jun 2013, 01:16 PM.
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Matt Urbana
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Madam Speaker,

I note that much of this debate has centered around the bill's ideas rather than its provisions. Let's talk briefly about what the bill actually does.

First, it makes the law ambiguous, such that an employer could very reasonably decide that some qualification is a "bona fide factor" but could still be sued and found guilty by an overzealous judge.

Secondly, it wastes money on training regarding gender discrimination in employment. Is a brief seminar on gender discrimination going to convince anyone who discriminates not to do so? Doubtful.

Thirdly, it creates a sexist government training program available only to women on the belief, based only in stereotype, that women do not negotiate as strongly as men.

Fourth, it continues to waste money on a useless award, and one which will likely only encourage employers to make employment considerations based on factors other than qualification.

Finally, and most outrageously, the bill is a blatant intrusion into private enterprise, forcing small businesses to turn over their employment records to the government. The government has absolutely no reason to collect this information, and it is just another attempt by liberals to place more restrictions and regulation on hardworking businessmen and women.

I yield.
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Jack Bentley
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Aye to call.
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Heather Holson
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Speaker Holson descends from the roster, handing the gavel to Majority Leader Kilinger

Madame Speaker,

The only thing outrageous about this legislation is the vehement opposition it is generating from the minority party. It is absolutely ludicrous that in our nation anyone, regardless of gender, should be paid less than anyone else for equal work. And yet that very condition exists today in America with women being paid a mere 77 cents on the dollar to a man. And it is equally outrageous for the Gentleman from Utah to suggest that somehow women want to be paid less. How absolutely uninformed that opinion is! As a woman who raised two children and had a full time career I can tell you there is enormous pressure to sit down and worry about the home, to worry about the kids, and then maybe you can focus on your career. Well after all that you have less experience and less time in the workforce and therefore lower pay. And to help the Gentleman from Ohio along there are numerous studies that suggest that women often do not have the negotiating skills needed to ask for a higher wage and we can see in field after field that women are underpaid for equal work. This legislation fixes a grace error in our nation. It is a necessary piece of legislation and I vote aye to call the question.

I yield

Speaker Holson returns to the rostrum and takes the gavel
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Heather Holson
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After speaking with the parliamentarian the motion to table is neither in nor out of order. Rather the motion to call the previous question takes precedence. If the motion passes the motion to table shall be out of order. If the motion fails then the motion to table shall be in order. Debate continues.
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Matt Urbana
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Madam Speaker,

I would note that your defense of the bill addressed only one of my many concerns. We could debate for hours whether it is a duty of the federal government to provide training on negotiating to only women. I think it is not. But that would distract us from the truth at hand: that this bill is a colossal waste of money and creates a worrying government intrusion into private business.

I yield.
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Brewer
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The GOP's Favorite Leech
Nay to call
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JMJ
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Nay to call
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Daniel Hernandez
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Wielder of the Gavel
Rick Thomas

Nay to Call
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peter
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Lucas for President: Take Back America!
Nay to call
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Melissa Sanchez
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Madam Speaker ,

I ask permission to revise and extend my remarks

I change my vote on the Previous Question to Aye.


Most women in our society are both taught and expected to be unassertive. In that regard, the proposal is a definite positive.

While I appreciate some of the points by my colleagues on the opposite side of the aisle, I believe at this point the good outwrigs the potential bad.

I would also suggest that the Gentleman from Ohio try not to sound so condescending in the future.

I yield the balance of my time.
Edited by Melissa Sanchez, 12 Jun 2013, 07:57 PM.
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Heather Holson
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The motion to call the previous question passes by a vote of 222-213. This legislation shall now move to a vote.
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