/  H.R. 7—Paycheck Fairness Act

H.R. 7 - Paycheck Fairness Act

Bill Text

  • Rules Committee Print 116-8 PDF

    Showing the text of H.R. 7—Paycheck Fairness Act (as ordered reported by the Committee on Education and Labor).

  • Text of H.R. 7 PDF XML

    Paycheck Fairness Act (as reported)

  • H. Rept. 116-18 PDF

    Report from the Committee on Education and Labor

Rule Information

COMMITTEE ACTION:
REPORTED BY A RECORD VOTE OF 9-4 on Monday, March 25, 2019.

FLOOR ACTION ON H. RES. 252: 
Agreed to by record vote of 232-190, after agreeing to the previous question by record vote of 231-192, on Wednesday, March 27, 2019.

MANAGERS: Torres/Burgess

1. Structured rule for H.R. 7.

2. Provides one hour of general debate equally divided and controlled by the chair and ranking minority member of the Committee on Education and Labor.

3. Waives all points of order against consideration of the bill.

4. Makes in order as original text for the purpose of amendment an amendment in the nature of a substitute consisting of the text of Rules Committee Print 116-8, modified by the amendment printed in part A of the Rules Committee report, and provides that it shall be considered as read.

5. Waives all points of order against that amendment in the nature of a substitute.

6. Makes in order only those further amendments printed in part B of the Rules Committee report. Each such amendment may be offered only in the order printed in the report, may be offered only by a Member designated in the report, shall be considered as read, shall be debatable for the time specified in the report equally divided and controlled by the proponent and an opponent, shall not be subject to amendment, and shall not be subject to a demand for division of the question.

7. Waives all points of order against the amendments printed in part B of the report.

8. Provides one motion to recommit with or without instructions.

9. Closed rule for H. Res. 124.

10. Provides one hour of debate equally divided and controlled by the chair and ranking minority member of the Committee on Armed Services.

11. Waives all points of order against consideration of the resolution.

12. Provides that the resolution shall be considered as read and shall not be subject to a demand for division of the question.

Amendments (click headers to sort)

#Version #Sponsor(s)PartySummaryStatus
1Version 1Rouda (CA)DemocratWithdrawn Requires employers to maintain wage and other employment-related records for 3 years. This would ensure that this information (including records of wages, wage rates, job classifications, and other terms and conditions) is readily available for access to Department of Labor representatives. Withdrawn
2Version 1Torres, Norma (CA)DemocratRecognizes the severity of the gender wage gap for girls and women of color. Made In Order
3Version 3Soto (FL), Harder (CA)DemocratWithdrawn Expands the list of entities eligible for negotiation skills training to include public and private not-for-profit colleges and universities. Withdrawn
4Version 2Torres, Norma (CA), Harder (CA)DemocratRevised Highlights the gender pay gap’s impact on women and girls of color during research and education efforts conducted by the Secretary of Labor. Made In Order
5Version 2Brown (MD)DemocratWithdrawn Gives employees three years from the date they receive their final paycheck to file a claim regarding the alleged discriminatory act. Withdrawn
6Version 1Brown (MD)DemocratMakes it unlawful to discriminate against an employee for inquiring or discussing with the employer why the wages of the employee are set at a certain rate or salary. Made In Order
7Version 1Delgado (NY)DemocratWithdrawn Allows eligible entities to carry out negotiation skills training programs for the purposes of addressing benefits, in addition to pay disparities.Withdrawn
8Version 1Delgado (NY)DemocratWithdrawn Makes state and local veterans service agencies eligible to receive grants for negotiating skills training programs for the purposes of addressing pay disparities, including through outreach to women and girls.Withdrawn
9Version 1Brown (MD)DemocratExtends the definition of “sex” to include “gender identity.” Submitted
10Version 1Davis, Rodney (IL)RepublicanWithdrawn Requires that an employee submit a formal written complaint to their employer for the purpose of resolving any pay discrepancy prior to filing suit with a limited 30 day window for the employer to fix the pay discrepancy before going to court.Withdrawn
11Version 1Waters (CA)DemocratWithdrawn Requires the Comptroller General of the United States and the Government Accountability Office (GAO) to gather data regarding any pay disparities existing between minority women and men of all races and ethnicities. Withdrawn
12Version 1Foxx (NC)RepublicanStrikes Section 8 relating to the collection by the Equal Employment Opportunity Commission of pay information and other employment-related data (including hiring, termination, and promotion data) disaggregated by the sex, race, and national origin of employees. Made In Order
13Version 1Byrne (AL)RepublicanClarifies that the “any other factor other than sex” defense in the Equal Pay Act means “a bona fide business-related reason other than sex.” Strikes Section 3(a)(B) relating to the application of the factor other than sex defense to an Equal Pay Act claim.Made In Order
14Version 1Byrne (AL)RepublicanClarifies that a reasonable attorney’s fee for any contingent attorney’s fee shall not exceed 20 percent of any judgment awarded to the plaintiff or plaintiffs.Submitted
15Version 2Beyer (VA), Omar (MN)DemocratRevised Exempts employers with fewer than 100 employees from reporting compensation data under Section 8 of this Act.Made In Order
16Version 3Vargas (CA)DemocratRevised Prohibits an employer when determining salary from considering: 1) leave used to care for children; or 2) whether or not an employee has children.Made In Order
17Version 1Vargas (CA)DemocratWithdrawn Clarifies that the provisions of the Act apply to interns as well.Withdrawn
18Version 1Bost (IL)RepublicanLate Provides that an employer who conducts a compensation self-evaluation audit and such audit reveals illegal differentials in pay, and takes reasonable steps to address the differentials, would not be liable for liquidated, compensatory, or punitive damages but could still be liable for the back pay of an employee who was not paid correctly.Submitted
19Version 1Lawrence (MI)DemocratLate Requires the Department of Labor to conduct a study on the gender pay gap in the teenage workforce and provide recommendations for how to address the gap.Made In Order
20Version 1Scott, Bobby (VA)DemocratMANAGER’S AMENDMENT Late Clarifies how under section 8 the EEOC will build on existing reporting requirements to help it address gender and racial pay gaps.Considered as Adopted
21Version 1Green, Mark (TN)RepublicanLate Prohibits retaliation against employees on the basis of political views.Submitted
22Version 1Green, Mark (TN)RepublicanLate Prohibits the wage history restrictions provision from going into effect unless the Secretary of Labor certifies to Congress that all available scientific evidence shows it will not result in adverse employment consequences for women. Submitted
23Version 1Waters (CA)DemocratLate Clarifies that the studies conducted by the Department of Labor concerning the elimination of pay disparities between men and women must include information about, and an analysis of, women of all racial and ethnic backgrounds. Made In Order
24Version 1Jackson Lee (TX)DemocratLate Requires applicants for federal contracts or grants to affirm that they are in compliance with the Paycheck Fairness Act .Submitted
25Version 1King, Steve (IA)RepublicanLate Amends the Fair Labor Standards Act of 1938 to assess sex discrimination based on total compensation (including monetary and non-monetary compensation, such as flexible work hours), rather than wages alone. Submitted
26Version 1Norman (SC)RepublicanLate Limits attorney fees to $2,000 an hour.Submitted
27Version 1Norman (SC)RepublicanLate Ensures that the First Amendment right is protected when hiring employees and asking about wage history.Submitted