Madam Speaker, I ask unanimous consent that all Members may have 5 legislative days in which to revise and extend their remarks and insert extraneous material on H.R. 7, the Paycheck Fairness Act. Madam Chair, I yield myself such time as I…
Madam Speaker, I ask unanimous consent that all Members may have 5 legislative days in which to revise and extend their remarks and insert extraneous material on H.R. 7, the Paycheck Fairness Act.
Madam Chair, I yield myself such time as I may consume.
Madam Chair, I thank the gentlewoman from Connecticut for her decades of leadership fighting for working women.
In 1963, the Equal Pay Act codified the right to ``equal pay for equal work regardless of sex.'' In fact, the Equal Pay Act was enacted 1 year prior to the Civil Rights Act of 1964 that, for the first time, provided for the enforcement of antidiscrimination laws. Over the past 55 years, the Equal Pay Act, in combination with title VII of the Civil Rights Act, has produced substantial progress toward addressing inequities for women in the workplace.
Yet, loopholes and insufficient enforcement have allowed gender-based wage discrimination to persist. Today, women earn, on average, 80 cents on the dollar compared to White men in similar jobs. The wage gap is even worse for women of color. It exists in every sector, regardless of education, experience, occupation, industry, or job title.
Drawn out over a lifetime, the persistent wage gap could cost a woman anywhere from $400,000 to $2 million. For many, this is the difference between financial stability and poverty. In fact, we know that achieving pay equity would actually cut the poverty rate for working women more than 50 percent.
That is why we are considering this historic legislation today. After decades of failing to address persistent wage inequity, the Paycheck Fairness Act is our opportunity to strengthen the Equal Pay Act, bolster the rights of working women, lift families out of poverty, and, finally, align our remedies for gender discrimination with other established antidiscrimination laws by eliminating caps on damages when employers act with malice or reckless indifference, consistent with the laws governing discrimination based on race or national origin, treating attorney fees consistent with title VII of the Civil Rights Act, and restricting an employer's inquiry and reliance on a prospective employee's previous salary. This is consistent with the Americans with Disabilities Act, the Genetic Information Nondiscrimination Act, and similar restrictions regarding an applicant's marital or pregnancy status.
As chair of the House Committee on Education and Labor, I urge my colleagues to join me in casting a vote for final passage of the Paycheck Fairness Act and making equal pay for equal work a reality for working women across this country.
Madam Chair, I reserve the balance of my time.
Madam Chair, I yield 3 minutes to the gentlewoman from Connecticut (Ms. DeLauro), the sponsor of the bill.
Madam Chair, I yield an additional 1 minute to the gentlewoman from Connecticut.
Madam Chair, I yield 1 minute to the gentlewoman from California (Ms. Pelosi), the Speaker of the House of Representatives.
Madam Chair, I yield 3 minutes to the gentlewoman from Oregon (Ms. Bonamici).
Madam Chair, I yield 2 minutes to the gentlewoman from North Carolina (Ms. Adams).
Madam Chair, I yield 2 minutes to the gentleman from Michigan (Mr. Levin).
Madam Chair, I yield 2 minutes to the gentlewoman from Florida (Ms. Wilson).
Madam Chair, I yield 2 minutes to the gentlewoman from Illinois (Ms. Underwood).
Madam Chair, I yield 2 minutes to the gentlewoman from Minnesota (Ms. Omar).
Madam Chair, I yield the gentlewoman from Minnesota an additional 30 seconds.
Madam Chair, I yield 2 minutes to the gentleman from Virginia (Mr. Beyer).
Mr. Chair, I yield 2 minutes to the gentlewoman from the District of Columbia (Ms. Norton).
Mr. Chairman, I yield 1 minute to the gentlewoman from Texas (Ms. Jackson Lee).
Madam Chair, I yield the gentlewoman from Texas an additional 30 seconds.
Madam Chair, I yield 2 minutes to the gentleman from New York (Mr. Nadler), the chair of the Committee on the Judiciary.
Madam Chair, I would like to inquire how much time I have left.
Madam Chair, I yield myself the balance of my time.
Madam Chair, I just want to make a couple of closing comments.
We have heard speaker after speaker complain that, if this bill passes, lawyers will get paid. Most lawyers, in fact, only get paid when they have a winning case; so if they want lawyers to stop getting paid, they could do this if we would stop discriminating.
The only way to enforce the laws against discrimination is to hire a lawyer and go to court, and that is when lawyers get paid. Stop the discrimination; stop the lawyers from getting paid.
There is also a suggestion that we ought to limit the amount of money that can be paid to lawyers. The fact is that no group supporting women support that limitation because the limitation sometimes can be so low that you can't hire a lawyer. It is only supported by groups supporting those representing people accused of discrimination.
It is also one-sided. There is no proposal to limit the amount of money that the guilty can pay their lawyers.
A comment was made about unlimited damages. The damages, in fact, in this bill are the same as you can get under race and religious discrimination, and the purpose of the bill is to conform the process for gender discrimination to the process for other forms of discrimination like race and religion.
The EEOC data, as my colleague from Virginia pointed out, is available, and if you do not report this data, you could have gross disparities. You could pay all the men one thing and all the women less, and until that is reported, nobody might notice.
Madam Chair, there are pay gaps. Discrimination still exists, and this legislation is one step in closing that pay gap. We need to pass the legislation.
Madam Chair, I yield back the balance of my time.
Madam Chair, I include in the Record a letter from the International Federation of Professional and Technical Engineers in support of this legislation.
International Federation of Professional & Technical
Engineers, AFL-CIO & CLC,
Washington, DC, March 26, 2019.
Dear Representative, On behalf of the 90,000 members
represented by the International Federation of Professional
and Technical Engineers (IFPTE), we are writing in support of
H.R. 7, the Paycheck Fairness Act. Sponsored by Congresswoman
Rosa DeLauro, this legislation will amend the Fair Labor
Standards Act of 1938 to provide more effective remedies to
victims of gender-based discrimination in the payment of
wages. With a floor vote scheduled this week, IFPTE urges you
to vote for H.R. 7.
Today, women earn 80 cents to every one dollar earned by
their male counterparts. It is even worse for African-
American women, who earn only 61 cents on the dollar compared
to white non-Hispanic men, while Hispanic and Latina women
earn only 53 cents
on the dollar compared to white non-Hispanic men. While these
glaring differences should be unacceptable in any day and
age, the impact is even greater today with poverty rates
among women recently reaching their highest peak in nearly
two decades.
The problem of unequal pay for equal work spans every
sector and all educational levels. According to a 2017
Department of Professional Employees (DPE, AFL-CIO) fact
sheet, Professional Women: A Gendered Look at Inequality in
the U.S. Workforce, women with a bachelor's degree or higher
earned $1,230 in median weekly wages in 2015, while men with
a comparable education earned $1,420. The DPE fact sheet also
looked at wage disparities per occupational category and
found that, without exception, women's wages lag far behind
men. Despite comprising 55 percent of workers in professional
and related occupations, women in those professions earn 28
percent less than men.
The Paycheck Fairness Act is aimed at closing the pay
discrimination gap by strengthening the Equal Pay Act of
1963. This legislation will:
Clarify acceptable reasons for differences in pay to ensure
that a wage gap is legitimate and truly a result of factors
other than gender;
Allow for reasonable comparisons between employees to
determine fair wages;
Prohibit employer retaliation against workers who inquire
about employee wages in general, or disclose their own wage;
Provide women with the option to proceed in an opt-out
class action lawsuit and allow women to receive punitive and
compensatory damages for pay discrimination;
Increase training for Equal Employment Opportunity
Commission (EEOC) staff to better identify and handle wage
disputes;
Require EEOC to develop regulations directing employers to
collect wage data;
Require the Department of Labor to reinstate activities
that promote equal pay (i.e. educational programs, technical
assistance to employers, promoting research about pay
disparities between men and women); and,
Establish salary negotiation skills training for women and
girls.
The Paycheck Fairness Act is a long overdue bill to help
close the pay gap suffered by women workers. IFPTE urges you
to support H.R. 7.
Sincerely,
Paul Shearon,
President.
Matthew Biggs,
Secretary-Treasurer/Legislative Director.
Madam Speaker, I reserve a point of order on the motion to recommit.
Madam Speaker, I withdraw my reservation of my point of order.