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Age Discrimination in Employment Parity Act of 2019 This bill lowers the number of employees, from 20 to 15, that an employer must have in order to be subject to specified prohibitions against age discrimination in the workplace.

Fair Employment Protection Act of 2019 This bill sets forth employer liability standards to be applied in employee harassment claims under specified provisions of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Americans with Disabilities Act of 1990, the Rehabilitation Act of 1973, the Revised Statutes, the Genetic Information Nondiscrimination Act of 2008, the Government Employee Rights Act of 1991, employment discrimination laws relating to certain executive branch employees, and the Congressional Accountability Act of 1995. The bill declares that employers under such Acts are liable for the acts of any individual whose harassment of an employee created or continued an unlawful hostile work environment if, at the time of the harassment (1) such individual was authorized by that employer to undertake or recommend tangible employment actions affecting the employee or to direct the employee's daily work activities; or (2) the negligence of the employer led to the creation or continuation of that hostile work environment, otherwise modifying the liability standards provided by the Supreme Court inVance v. Ball State University, which limited the category of supervisors for whom an employer may be held vicariously liable to those individuals who have authority to take tangible employment actions.

Fair Employment Protection Act of 2019 This bill sets forth employer liability standards to be applied in employee harassment claims under specified provisions of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Americans with Disabilities Act of 1990, the Rehabilitation Act of 1973, the Revised Statutes, the Genetic Information Nondiscrimination Act of 2008, the Government Employee Rights Act of 1991, employment discrimination laws relating to certain executive branch employees, and the Congressional Accountability Act of 1995. The bill declares that employers under such Acts are liable for the acts of any individual whose harassment of an employee created or continued an unlawful hostile work environment if, at the time of the harassment (1) such individual was authorized by that employer to undertake or recommend tangible employment actions affecting the employee or to direct the employee's daily work activities; or (2) the negligence of the employer led to the creation or continuation of that hostile work environment, otherwise modifying the liability standards provided by the Supreme Court inVance v. Ball State University, which limited the category of supervisors for whom an employer may be held vicariously liable to those individuals who have authority to take tangible employment actions.

Protecting Independent Contractors from Discrimination Act of 2019 This bill requires that independent contractors be treated as employees under title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Fair Labor Standards Act of 1938, the Americans with Disabilities Act of 1990, the Rehabilitation Act of 1973, and the Genetic Information Nondiscrimination Act of 2008.

Protecting Older Workers Against Discrimination Act (Sec. 2) This bill amends the Age Discrimination in Employment Act of 1967 to establish as an unlawful employment practice that age or participation in investigations, proceedings, or litigation under such Act were a motivating factor for any unlawful employment practice, even though other factors also motivated the practice (thereby allowing what are commonly known asmixed motiveclaims). The bill (1) permits a complaining party to rely on any type or form of admissible evidence, which need only be sufficient for a reasonable trier of fact to find that an unlawful practice occurred; and (2) declares that a complaining party shall not be required to demonstrate that age or retaliation was the sole cause of the employment practice (thereby rejecting the Supreme Court's decision inGross v. FBL Financial Services, Inc., which requires a complainant to prove that age was thebut-forcause for the employer's decision). The bill authorizes a court to grant declaratory and injunctive relief, but prohibits a court from awarding damages or issuing an order requiring any admission, reinstatement, hiring, promotion, or payment. The bill applies the same standard of proof to other employment discrimination and retaliation claims, including claims under the Civil Rights Act of 1964, the Americans With Disabilities Act of 1990, and the Rehabilitation Act of 1973. (Sec. 5) The Government Accountability Office shall report on how the Equal Employment Opportunity Commission (EEOC) investigates mixed motive age discrimination claims arising under all such Acts amended by this bill. (Sec. 6) The Department of Labor and the EEOC shall jointly conduct a study to determine the number of claims pending or filed, in addition to cases closed, by women who may have been adversely impacted by age discrimination as a motivating factor in workplace discrimination or employment termination. (Sec. 7). The EEOC, for a five-year period, shall submit to Congress a report at one-year intervals on the number of age discrimination in employment claims brought under this bill. (Sec. 8) The EEOC shall report on the status of federal mixed motive age discrimination in employment claims made against federal agencies.

Protecting Older Workers Against Discrimination Act This bill amends the Age Discrimination in Employment Act of 1967 to establish an unlawful employment practice when the complaining party demonstrates that age or participation in investigations, proceedings, or litigation under such Act was a motivating factor for any unlawful employment practice, even though other factors also motivated the practice (thereby allowing what are commonly known as "mixed motive" claims). The bill (1) permits a complaining party to rely on any type or form of admissible evidence, which need only be sufficient for a reasonable trier of fact to find that an unlawful practice occurred; and (2) declares that a complaining party shall not be required to demonstrate that age or retaliation was the sole cause of the employment practice (thereby rejecting the Supreme Court's decision inGross v. FBL Financial Services, Inc., which required a complainant to prove that age was the "but-for" cause for the employer's decision). The bill authorizes a court in a claim in which age discrimination is shown to grant declaratory and injunctive relief, but prohibits a court from awarding damages or issuing an order requiring any admission, reinstatement, hiring, promotion, or payment. The bill applies the same standard of proof to other employment discrimination and retaliation claims, including claims under the Civil Rights Act of 1964, the Americans With Disabilities Act of 1990, and the Rehabilitation Act of 1973.

Bringing an End to Harassment by Enhancing Accountability and Rejecting Discrimination in the Workplace Act or the BE HEARD in the Workplace Act This bill sets forth provisions to prevent discrimination and harassment in the workplace and raises the minimum wage for tipped employees. Specifically, the bill (1) makes it an unlawful employment practice to discriminate against an individual in the workplace based on sexual orientation, gender identity, pregnancy, childbirth, a medical condition related to pregnancy or childbirth, and a sex stereotype; (2) prohibits employers from entering into contracts or agreements with workers that contain certain nondisparagement or nondisclosure clauses; (3) prohibits predispute arbitration agreements and postdispute agreements with certain exceptions, and (4) establishes grant programs to prevent and respond to workplace discrimination and harassment, provide legal assistance for low-income workers related to employment discrimination, and establish a system of legal advocacy in states to protect the rights of workers. Additionally, the bill, among other things * requires employers who have 15 or more employees to adopt a comprehensive nondiscrimination policy; * requires the Equal Employment Opportunity Commission to provide specified training and resource materials, establish and convene a harassment prevention task force, and establish an Office of Education and Outreach with regard to prohibited discrimination and harassment in employment; * requires specified studies, reports, and research on prohibited harassment in employment; and * grants employees the right to retain their tips.

Bringing an End to Harassment by Enhancing Accountability and Rejecting Discrimination in the Workplace Act or the BE HEARD in the Workplace Act This bill sets forth provisions to prevent discrimination and harassment in the workplace and raises the minimum wage for tipped employees. Specifically, the bill (1) makes it an unlawful employment practice to discriminate against an individual in the workplace based on sexual orientation, gender identity, pregnancy, childbirth, a medical condition related to pregnancy or childbirth, and a sex stereotype; (2) prohibits employers from entering into contracts or agreements with workers that contain certain nondisparagement or nondisclosure clauses; (3) prohibits predispute arbitration agreements and postdispute agreements with certain exceptions, and (4) establishes grant programs to prevent and respond to workplace discrimination and harassment, provide legal assistance for low-income workers related to employment discrimination, and establish a system of legal advocacy in states to protect the rights of workers. Additionally, the bill, among other things * requires employers who have 15 or more employees to adopt a comprehensive nondiscrimination policy; * requires the Equal Employment Opportunity Commission to provide specified training and resource materials, establish and convene a harassment prevention task force, and establish an Office of Education and Outreach with regard to prohibited discrimination and harassment in employment; * requires specified studies, reports, and research on prohibited harassment in employment; and * grants employees the right to retain their tips.

Elijah E. Cummings Federal Employee Antidiscrimination Act of 2019 This bill requires each federal agency to establish a model Equal Employment Opportunity Program that is independent of the agency's Human Capital or General Counsel office, and it establishes requirements related to complaints of discrimination and retaliation in the workplace. An agency must publish a notice of any final agency action or Equal Employment Opportunity Commission (EEOC) appellate decision involving a finding of prohibited discrimination or retaliation, and it must report certain data with respect to specified equal opportunity complaints. Each agency must establish a system to track complaints of discrimination and include a notation of any adverse action taken against an employee for discrimination or retaliation in the employee's personnel record. The EEOC must refer to the Office of Special Counsel a matter about which it issues an appellate decision involving a finding of discrimination or retaliation within a federal agency, and the Office of Special Counsel shall accept and review such referral for purposes of seeking disciplinary action. An employee who has authority to take, recommend, or approve any personnel action shall not implement or enforce a nondisclosure policy that prohibits or restricts an employee from disclosing information relating to (1) a violation of any law, rule, or regulation; (2) mismanagement, gross waste of funds, or abuse of authority; (3) a substantial and specific danger to public health or safety; or (4) any other whistle-blower protection.

Pregnancy Discrimination Amendment Act This bill amends the Civil Rights Act of 1964 to expand protections against pregnancy discrimination in the workplace.

Public Safety Employer-Employee Cooperation Act This bill addresses the rights of public safety officers or employees to form and join a labor organization and to participate in certain organized job actions. The bill requires the Federal Labor Relations Authority (NLRA) to determine whether a state substantially provides public safety officers or employees * the right to form and join a labor organization; * recognition by public safety employers of the employees' labor organization, agreement to bargain with the organization, and reduction of any agreements to writing in a contract or memorandum of understanding; * the right to bargain over hours, wages, and terms and conditions of employment; and * binding interest arbitration to resolve an impasse in collective bargaining negotiations. The bill makes the NLRA responsible for (1) determining the appropriateness of units for labor representation; (2) supervising elections; (3) conducting hearings and resolving complaints of unfair labor practices; and (4) protecting the right of employees to form, join, or assist any labor organization, or to refrain from doing so. An employer, public safety officer, or labor organization may not engage in a lockout, sickout, work slowdown, strike, or any other organized job action that will measurably disrupt the delivery of emergency services and is designed to compel an employer, public safety officer, or labor organization to agree to the terms of a proposed contract.

Protecting the Right to Organize Act of 2019 This bill expands various labor protections related to employees' rights to organize and collectively bargain in the workplace. Specifically, it * revises the definition of employee, supervisor, and employer to broaden the scope of individuals covered by the fair labor standards; * permits a labor organization to encourage participation of union members in strikes initiated by employees represented by a different labor organization (i.e., secondary strikes); * terminates the right of employers to bring claims against unions that conduct such secondary strikes; * permits the National Labor Relations Board (NLRB) to conduct economic analysis; * allows collective-bargaining agreements to require all employees represented by the bargaining unit to contribute fees to the labor organization for the cost of such representation, notwithstanding a state law to the contrary; * expands unfair labor practices to include prohibitions against replacement of, or discrimination against, workers who participate in strikes; * makes it an unfair labor practice to require or coerce employees to attend employer meetings designed to discourage union membership; * prohibits employers from entering into agreements with employees under which employees waive the right to pursue or a join collective or class-action litigation; and * requires the NLRB to promulgate rules requiring employers to post notices of employees' labor rights and protections and establishes penalties for failing to comply with such requirement. The bill also addresses the procedures for union representation elections. Among other changes, the bill * prohibits employers from participating in any NLRB representation proceedings, * requires employers to provide a list of voters to the labor organization seeking to represent the bargaining unit in an NLRB-directed election, * compels employers to bargain with a labor organization that has received a majority of valid votes for representation in an NLRB-directed election, and * provides statutory authority for the requirement that the NLRB must set preelection hearings to begin not later than 8 days after notifying the labor organization of such a petition and set postelection hearings to begin not later than 14 days after an objection to a decision has been filed. The bill modifies the protections against unfair labor practices that result in serious economic harm such as the discharge of an employee. Specifically, the bill * removes current limits on a court's ability to provide temporary injunctive relief upon a petition by the NLRB; * expands the available remedies for employees subject to such harms to include two times the amount of actual damages (e.g., back pay), consequential damages; and punitive damages; and * establishes a civil penalty in addition to any damage awards. The bill further prohibits employers from taking adverse actions against an employee, including employees with management responsibilities, in response to that employee participating in protected activities related to the enforcement of the prohibitions against unfair labor practices (i.e., whistleblower protections). Such protected activities include * providing information about a potential violation to an enforcement agency, * participating in an enforcement proceeding, * initiating a proceeding concerning an alleged violation or assisting in such a proceeding, or * refusing to participate in an activity the employee reasonably believes is a violation of labor laws. The bill also specifies procedures for adjudicating complaints, including, filing requirements, criteria for making determinations of violations, types of available relief, evidentiary guidelines, and judicial review of NLRB determinations. The bill generally establishes penalties and permits injunctive relief against entities that fail to comply with NLRB orders and creates a private right of action for employees to bring claims against employers interfering with employees' rights to organize or join a labor organization. Additionally, the bill modifies the reporting requirements for employers engaged in arrangements with third-parties to persuade employees not to organize. Specifically, the bill narrows the scope of the exemption for arrangements that are considered legal advice or representation. The Government Accountability Office must analyze and report on comparative collective-bargaining practices in countries outside the United States.

Ending the Monopoly of Power Over Workplace harassment through Education and Reporting Act or the EMPOWER Act This bill addresses policies and procedures related to claims of workplace harassment. Specifically, the bill makes it an unlawful practice (with exceptions regarding certain settlement or separation agreements) for an employer to (1) enter into a contract with an employee or applicant, as a condition of employment, promotion, compensation, benefits, or change in employment status or contractual relationship, if that contract contains a nondisparagement or nondisclosure clause that covers workplace harassment; and (2) enforce, or attempt to enforce, a nondisparagement clause or nondisclosure clause that covers workplace harassment. Under the bill, an employee or applicant retains any right they would otherwise have had to report a concern about workplace harassment to the Equal Employment Opportunity Commission (EEOC) and other specified agencies, regardless of whether they have signed a nondisparagement or nondisclosure clause. Employees or applicants also retain the right to pursue legal action regardless of signing such clauses. The bill sets forth (1) enforcement powers of the EEOC and other entities, and the jurisdiction of U.S. courts, regarding workplace harassment; and (2) the applicable procedures and remedies for employees' claims. The EEOC must (1) establish a confidential tip-line that supplements its process for submitting a charge of discrimination, and (2) provide for the development and dissemination of workplace training programs and information regarding workplace harassment. The bill modifies the tax treatment of expenses and payments related to workplace harassment and employment discrimination.

Public Safety Employer-Employee Cooperation Act This bill requires the Federal Labor Relations Authority to determine whether a state substantially provides public safety officers or employees * the right to form and join a labor organization; * recognition by public safety employers of the employees' labor organization, agreement to bargain with the organization, and reduction of any agreements to writing in a contract or memorandum of understanding; * the right to bargain over hours, wages, and terms and conditions of employment; and * binding interest arbitration to resolve an impasse in collective bargaining negotiations. The bill makes the authority responsible for (1) determining the appropriateness of units for labor representation; (2) supervising elections; (3) conducting hearings and resolving complaints of unfair labor practices; and (4) protecting the right of employees to form, join, or assist any labor organization, or to refrain from doing so. An employer, public safety officer, or labor organization may not engage in a lockout, sickout, work slowdown, strike, or any other organized job action that will measurably disrupt the delivery of emergency services and is designed to compel an employer, public safety officer, or labor organization to agree to the terms of a proposed contract.

Offshore Oil and Gas Worker Whistleblower Protection Act of 2019 This bill prohibits an employer from discharging or discriminating against employees working in waters above the Outer Continental Shelf who report or testify about violations of the Outer Continental Shelf Lands Act, including about unsafe conditions or the adequacy of any oil spill response plan required by law. The bill sets forth procedures for the filing, investigation, and adjudication of a whistle-blower complaint. Employers are required to * post a notice approved by the Department of Labor explaining employee rights and remedies in a conspicuous workplace location; * provide training to employees about their rights within 30 days of employment, and at least once every 12 months thereafter; and * provide employees with a card containing a toll-free telephone number for obtaining information or for filing a complaint.

Employee Rights Act This bill amends the National Labor Relations Act to (1) make it an unlawful labor practice for a labor organization to interfere (currently, also restrain or coerce) with the rights of employees to organize and collectively bargain; (2) require union recertification after a turnover in the workforce exceeding 50% of the bargaining unit; (3) require the National Labor Relations Board (NLRB) to give 14 days advance notice before a hearing investigating an election petition; and (4) require an employer to provide the NLRB with a list consisting only of employee names and addresses of all eligible voters within seven days after an NLRB determination of the appropriate bargaining unit or an agreement on eligible voters. The bill (1) grants union and nonunion employees the right to vote by secret ballot on whether to ratify a collective bargaining agreement or engage in a strike, (2) prohibits the use of union dues for any purpose not directly related to collective bargaining, (3) prohibits a strike without the consent of a majority of all represented employees determined by secret ballot, and (4) prohibits the use or threat of force or violence to obtain the right to represent employees. .

Part-Time Worker Bill of Rights Act of 2020 This bill modifies various employment, leave, and pension rules with respect to part-time workers. Specifically, the bill removes the requirement that employees work a minimum number of hours during the preceding 12-month period before becoming eligible for family and medical leave. The bill also sets the maximum length of service on which employers may condition the eligibility of part-time employees for a qualified pension plan (e.g., 401(k) retirement plan). Except as required by an applicable collective bargaining agreement, such service requirement may be no longer than two consecutive 12-month periods of at least 500 hours of service for part-time employees who have reached the age of 21 by the end of such period. The bill further prohibits employers of more than 500 employees from setting disparate terms of employment or working conditions for part-time employees, including with respect to compensation, notice of work hours, and promotion opportunities, among others. Additionally, the bill requires such large employers to offer available, qualified part-time employees additional work hours before hiring new employees for such hours. Among other enforcement methods, large employers must maintain three years of records for offers of additional hours and employee responses to such offers. The bill also provides a private right of action for employees to enforce the nondiscrimination requirements of this bill.

Part-Time Worker Bill of Rights Act of 2020 This bill modifies various employment, leave, and pension rules with respect to part-time workers. Specifically, the bill removes the requirement that employees work a minimum number of hours during the preceding 12-month period before becoming eligible for family and medical leave. The bill also sets the maximum length of service on which employers may condition the eligibility of part-time employees for a qualified pension plan (e.g., 401(k) retirement plan). Except as required by an applicable collective bargaining agreement, such service requirement may be no longer than two consecutive 12-month periods of at least 500 hours of service for part-time employees who have reached the age of 21 by the end of such period. The bill further prohibits employers of more than 500 employees from setting disparate terms of employment or working conditions for part-time employees, including with respect to compensation, notice of work hours, and promotion opportunities, among others. Additionally, the bill requires such large employers to offer available, qualified part-time employees additional work hours before hiring new employees for such hours. Among other enforcement methods, large employers must maintain three years of records for offers of additional hours and employee responses to such offers. The bill also provides a private right of action for employees to enforce the nondiscrimination requirements of this bill.

Protecting the Right to Organize Act of 2019 This bill amends the National Labor Relations Act and related labor laws to extend protections to union workers. Specifically, it * revises the definition of "employee" and "supervisor" to prevent employers from classifying employees as exempt from labor law protections, * expands unfair labor practices to include prohibitions against replacement of or discrimination against workers who participate in strikes, * makes it an unfair labor practice to require or coerce employees to attend employer meetings designed to discourage union membership, * permits workers to participate in collective or class action litigation, * allows injunctions against employers engaging in unfair labor practices involving discharge or serious economic harm to an employee, * expands penalties for labor law violations, including interference with the National Labor Relations Board or causing serious economic harm to an employee, and * allows any person to bring a civil action for harm caused by labor law violations or unfair labor practices.

Paycheck Fairness Act This bill addresses wage discrimination on the basis of sex. It amends equal pay provisions of the Fair Labor Standards Act of 1938 to (1) restrict the use of the bona fide factor defense to wage discrimination claims, (2) enhance nonretaliation prohibitions, (3) make it unlawful to require an employee to sign a contract or waiver prohibiting the employee from disclosing information about the employee's wages, and (4) increase civil penalties for violations of equal pay provisions. The Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs shall train EEOC employees and other affected parties on wage discrimination. The bill directs the Department of Labor to: (1) establish and carry out a grant program for negotiation skills training for girls and women, (2) conduct studies to eliminate pay disparities between men and women, and (3) make available information on wage discrimination to assist the public in understanding and addressing such discrimination. The Secretary of Labor's National Award for Pay Equity in the Workplace is established for an employer who has made a substantial effort to eliminate pay disparities between men and women. The bill requires the EEOC to issue regulations for collecting from employers compensation and other employment data according to the sex, race, and national origin of employees for use in enforcing laws prohibiting pay discrimination.

Paycheck Fairness Act This bill addresses wage discrimination on the basis of sex. It amends equal pay provisions of the Fair Labor Standards Act of 1938 to (1) restrict the use of the bona fide factor defense to wage discrimination claims, (2) enhance nonretaliation prohibitions, (3) make it unlawful to require an employee to sign a contract or waiver prohibiting the employee from disclosing information about the employee's wages, and (4) increase civil penalties for violations of equal pay provisions. The Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs shall train EEOC employees and other affected parties on wage discrimination. The bill directs the Department of Labor to (1) establish and carry out a grant program for negotiation skills training programs to address pay disparities, including through outreach to women and girls; (2) conduct studies to eliminate pay disparities between men and women; (3) report on the gender pay gap in the teenage labor workforce; and (4) make available information on wage discrimination to assist the public in understanding and addressing such discrimination. The Secretary of Labor's National Award for Pay Equity in the Workplace is established for an employer who has made a substantial effort to eliminate pay disparities between men and women. The bill requires the EEOC to issue regulations for collecting from employers compensation and other employment data according to the sex, race, and ethnic identity of employees for use in enforcing laws prohibiting pay discrimination. The Bureau of Labor Statistics shall continue collecting data on women workers in the Current Employment Statistics survey. The bill sets forth prohibitions and requirements regarding the wage history of prospective employees.

This resolution directs the Committee on House Administration to require Members, officers, and employees of the House of Representatives to complete a training program on workplace rights and responsibilities, including anti-discrimination and anti-harassment training, during each congressional session.

Time Off to Vote Act This bill entitles an employee to two hours of paid leave on the day of a federal election in order to vote. The employer may determine the two-hour period, excluding any lunch break or other break. Taking such leave shall not result in the employee losing accrued employment benefits. The bill makes it unlawful for an employer to interfere with the right to take such leave or for an employer to discriminate against an employee for taking such leave. The bill makes it unlawful for any employer to retaliate against an employee for (1) opposing any practice made unlawful by this bill; (2) filing a charge, or instituting or causing to be instituted any proceeding, under or related to this bill; or (3) testifying or preparing to testify in an inquiry or proceeding relating to such leave. The bill specifies penalties for employers who violate these provisions.

Wage Equity Act of 2019 This bill addresses pay discrimination in the workplace between men and women. Specifically, the bill * allows an employer to base a wage differential determination on an employee's participation in a flexible work arrangement; * protects employers who conduct a pay analysis audit to identify and correct pay discrimination from liability for damages relating to such discrimination; * makes it an unlawful practice for an employer to rely on the wage history of a prospective employee for hiring and wage determination purposes unless the wage history is voluntarily provided by the prospective employee; * makes it an unlawful practice for an employer to prohibit an employee from requesting wage information from another employee or from requesting information about wage differentials; * authorizes the Department of Labor to establish a grant program for negotiation skills training for women and girls; and * requires the Government Accountability Office to study and report on the causes and effects of pay disparities among men and women in the workplace and the impact on pay and opportunity for employees who leave the workforce for parental reasons.

Fair Pay Act of 2019 This bill amends the Fair Labor Standards Act of 1938 to prohibit discrimination in the payment of wages on account of sex, race, or national origin. (Payment of different wages is allowed under seniority systems, merit systems, systems that measure earnings by quantity or quality of production, or differentials based on bona fide factors that the employer demonstrates are job-related or further legitimate business interests.) The bill allows compensatory or punitive damages for violations of such prohibition. The bill prohibits an employer from discriminating against any individual who opposes any act or practice made illegal by this bill or for assisting in an investigation, or discharging or discriminating against any employee who inquires about or discusses another employee's wages. The Equal Employment Opportunity Commission shall: (1) undertake studies and provide information and technical assistance to employers, labor organizations, and the general public for implementing this bill's wage discrimination prohibitions; and (2) carry on a continuing program of research, education, and technical assistance to correct wage disparities.