This bill, known as the Paycheck Fairness Act, aims to provide more effective remedies to victims of discrimination in wage payments based on sex by amending the Fair Labor Standards Act of 1938. It significantly expands the definition of 'sex' to include pregnancy, childbirth, related medical conditions, sexual orientation, gender identity, and sex characteristics, including intersex traits. This broader definition ensures comprehensive protection against various forms of sex-based discrimination. The legislation modifies the 'bona fide factor' defense , requiring employers to demonstrate that any factor other than sex used to justify a wage differential is job-related, consistent with business necessity, and accounts for the entire pay difference. This defense will not apply if an employee shows an alternative practice exists that serves the same business purpose without creating a pay differential. Furthermore, the bill broadens the concept of a 'same establishment' to include workplaces in the same county or similar political subdivision for comparison purposes. New non-retaliation provisions protect employees who inquire about, discuss, or disclose their own or other employees' wages, or who oppose unlawful practices. Employers are prohibited from requiring employees to sign contracts or waivers that would prevent such disclosures. These measures are designed to foster greater wage transparency and empower employees to address potential pay inequities without fear of reprisal. The bill significantly enhances penalties for violations of equal pay requirements, allowing for compensatory and punitive damages in addition to lost wages. It also permits equal pay claims to be maintained as class actions under the Federal Rules of Civil Procedure, making it easier for groups of employees to seek justice. The Equal Employment Opportunity Commission (EEOC) and the Secretary of Labor are granted expanded enforcement authority, with the Office of Federal Contract Compliance Programs (OFCCP) also able to enforce provisions for federal contractors. To proactively address pay disparities, the bill mandates the establishment of negotiation skills training programs for employers, focusing on how bias can enter compensation practices. It also authorizes grants for entities to provide negotiation skills training, particularly for women and girls, to improve their ability to secure equitable pay. These training initiatives aim to equip both employers and employees with tools to prevent and overcome wage gaps. The Secretary of Labor is directed to conduct studies and provide information to the public on eliminating pay disparities, with a specific focus on women from historically underrepresented and minority groups. This includes research on the gender wage gap among younger workers. The bill also establishes the National Award for Pay Equity in the Workplace to recognize employers making substantial efforts to eliminate pay disparities. A key provision requires the EEOC to annually collect compensation data disaggregated by sex, race, and national origin from employers with 100 or more employees. This data collection, which may include compensation ranges and hours worked, is intended to enhance the investigation of pay discrimination charges and improve resource allocation. The OFCCP is also tasked with collecting similar demographic and employment data from federal contractors. The legislation introduces a new section prohibiting employers from relying on a prospective employee's wage history when considering them for employment or determining their wages. An exception allows reliance on wage history if voluntarily provided by a prospective employee after a job offer to support a higher wage. Violations of this prohibition carry civil penalties and liability for special damages. Finally, the bill establishes the National Equal Pay Enforcement Task Force , comprising representatives from the EEOC, Department of Justice, Department of Labor, and Office of Personnel Management, to coordinate enforcement efforts and address challenges related to pay inequity. The Act will take effect six months after enactment, with provisions for small business assistance and notice requirements for employers regarding the new regulations.