This Month Only! >> $20 off and a FREE SHRM tote with your membership and code TOTE2018!
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
The Paycheck Fairness Act (H.R. 12) passed the U.S. House of Representatives by a vote of 256 to 163 on January 9, 2009. The legislation, sponsored by Representative Rosa DeLauro (D-CT) and sponsored in the Senate by former Senator Hillary Rodham Clinton (D-NY), would amend the Fair Labor Standards Act (FLSA) to give employees new ways to seek damages for gender-based wage discrimination.
SHRM has a strong record of supporting the Equal Pay Act and Title VII of the Civil Rights Act. We vigorously oppose discrimination based on gender, race, religion, color, national origin or sexual orientation.
However, SHRM strongly opposes the Paycheck Fairness Act as currently written because the bill would:
make employers liable for unlimited punitive damages under the FLSA for even unintentional pay disparities. The bill would eliminate current limits for back pay as well as for punitive and compensatory damages on employers.
facilitate class action lawsuits against employers by repealing the requirement that employees must give their written consent to become a party in an Equal Pay Act class action. The Paycheck Fairness Act would automatically include all relevant employees in a class, a provision that would inevitably and dramatically increase the number of plaintiffs in class actions.
restrict an employer’s flexibility to compensate its employees based on current law criteria, such as cost-of-living differences among geographic locations, different work responsibilities within similar job categories or prior salary history.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
SHRM Member Discounts Program
SHRM’s HR Vendor Directory contains over 10,000 companies