Paycheck Fairness Act fails to get the 60 votes necessary to move forward
The Senate failed to advance the most recent version of the Paycheck Fairness Act. On June 11, 2021, in a procedural cloture vote the Act did not receive the required 60 votes necessary to move forward. The bill was voted down 49-50 with all but one Republican opposing the legislation. Had it moved forward with the February 2021 proposed version, as outlined in our blog, OFCCP would have been required to investigate employer compensation practices and other employment-related data (hiring, promotion and termination) by implementing a survey.
As of now, the only potential pay data collection requirement on the federal level may come from the EEOC as it continues its review of whether, and in what form, to collect pay data in the future. On the state level, California and Illinois both require pay data reporting.
OutSolve’s Take
Despite the failure of the proposed legislation to reach passage in the Senate, we are seeing continuing emphasis on pay equity in OFCCP compliance evaluations, as well as at the state level, e.g., the California Equal Pay Act and most recently, Illinois which will require employers to obtain an equal pay registration starting in 2024.
OFCCP’s current regulations do require that contractors evaluate their pay systems to identify and correct gender and/or race/ethnic inequities. Clients should be pro-active in evaluating their pay practices. OutSolve’s Pay Equity Analysis Services are available to assist you. If you’d like additional information on this or any other compliance services, reach out to us at info@outsolve.com or by calling 888-414-2410.
Founded in 1998, OutSolve has evolved into a premier compliance-driven HR advisory firm, leveraging deep expertise to simplify complex regulatory landscapes for businesses of all sizes. With a comprehensive suite of solutions encompassing HR compliance, workforce analytics, and risk mitigation consulting, OutSolve empowers organizations to navigate the intricate world of employment regulations with confidence.
Recent Posts

Countdown: Final Days of the 90-Day Safe Harbor Period for EO 11246
Related Posts

Workforce Analytics Supports Compliance: Federal Contractor Regulations

If you work in HR for a federal contractor, you know compliance is part of your everyday duties and tasks. With changing regulations and increased...

Pay Equity Audits: Why They’re Still Critical

Federal contractors and subcontractors have long been required to conduct annual pay equity reviews under under Executive Order 11246. This process...

DEI or Discrimination? Navigating Policy Shifts While Staying Compliant

Before your company attests to no "illegal DEI," listen to our latest outRageous HR podcast: DEI or Discrimination? Navigating Policy Shifts While...