The Paycheck Fairness Act seeks to enhance remedies for victims of sex-based wage discrimination by amending the Fair Labor Standards Act of 1938. It modifies the "bona fide factor other than sex" defense, requiring employers to demonstrate that such factors are job-related, consistent with business necessity, and fully account for any pay differential, while also allowing for broader comparisons of employees within the same county. The bill strengthens non-retaliation provisions, protecting employees who discuss or disclose their wages and prohibiting employers from requiring waivers that prevent such disclosures. Furthermore, it enhances penalties for violations, allowing for compensatory and punitive damages and facilitating class action lawsuits. A significant provision requires the Equal Employment Opportunity Commission (EEOC) to collect compensation and employment data, disaggregated by sex, race, and ethnic identity, from employers with 100 or more employees to improve enforcement of pay discrimination laws. The bill also introduces new prohibitions, making it unlawful for employers to rely on or seek the wage history of prospective employees when considering them for employment or determining their wages. An exception allows reliance on voluntarily provided wage history only after a job offer, if used to support a higher wage. Violations of these wage history prohibitions can result in civil penalties and damages. To proactively address pay disparities, the Act authorizes a grant program for negotiation skills training, particularly for women and girls, and encourages its integration into existing educational and workforce development programs. The Department of Labor is tasked with conducting research, providing public information, and promoting educational programs to eliminate pay gaps. Additionally, the bill establishes the Secretary of Labor's National Award for Pay Equity in the Workplace to recognize employers making substantial efforts to achieve pay equity. These measures aim to foster greater transparency and provide tools for both employees and employers to combat wage discrimination effectively.