Workplace Advancement Act

S.537/H.R.1374, Arbitration Fairness Act of 2017, in opposition to forced arbitration provisions in consumer and employment contracts; S.801/H.R.1180, Working Families Flexibility Act, in opposition to faux flexibility through comp time without protections; S.819/H.R.1869, Paycheck Fairness Act, in support of prohibiting retaliation against workers who inquire about employers wage practices or disclose their own wages, creating incentives for employers to follow antidiscrimination laws, and empowering women to negotiate for equal pay, in favor of prohibiting the use of salary and benefit history screening for prospective employees; S.345/H.R.1890, Workplace Advancement Act, in opposition to weak protections against wage discrimination; S.636/H.R.1516, Healthy Families Act, in support of providing paid sick and safe days for all workers; S.337/H.R.947, FAMILY Act, in support of paid family and medical leave; H.R.1022, Federal Employees Paid Parental Leave Act of 2017, in support of parental leave and flexible workplace policies for federal employees; H.R.2095, Fair Pay Act, in support of comparable worth; H.R.2418, Pay Equity for All Act, in support of prohibiting the use of salary and benefit history screening for prospective employees; S.1242/H.R.15, Raise the Wage Act, in support of increasing the federal minimum wage; S.1386/H.R.2942, Schedules That Work Act, in support of flexible work schedules without fear of retaliation; H.R. 4219, Workflex in the 21st Century Act, in opposition to faux paid leave policies that undermine state and local laws and remove existing workplace protections; H.R. 4924, Congressional Accountability Act of 1995 Reform Act, in support of ending work place harassment and discrimination; H.Res. 724, in support of ending harassment and sexual assault in Congress; S. 2994/H.R. 6406, EMPOWER Act-Part I, in support of ending work place harassment; S. 2988, EMPOWER Act-Part II, in support of ending work place harassment; In support of preserving funding for and moving forward with data collection to eliminate pay discrimination in the workplace including the EEO-1 Pay Data collection; In opposition to Congressional efforts to block efforts to update and strengthen protections for retirement savers; In support of raising the salary threshold to increase eligibility to receive overtime pay; In opposition to the elimination of the Office of Federal Contract Compliance Programs (OFCCP) and the Women's Bureau.

Client expense: $60,000 · Firm income: Not reported

Government targets: Education, Dept of, Equal Employment Opportunity Commission (EEOC), HOUSE OF REPRESENTATIVES, Justice, Dept of (DOJ), SENATE

H.R. 1722 Authority of the National Labor Relations Board S. 20 Employee Remuneration Deduction S. 44 Improve Nonretaliation Provisions Related to Equal Pay H.R. 1890 Equal Pay Requirements H.R. 1903 Mine Safety and Health Laws Compliance H.R. 1912 Black Lung Benefits and Protection H.R. 2095 Wage Discrimination Prohibition S. 1122 OSHA Citations and Work Related Injuries Records

Client expense: $1,590,000 · Firm income: Not reported

Government targets: Executive Office of the President (EOP), Federal Emergency Management Agency (FEMA), HOUSE OF REPRESENTATIVES, Natl Economic Council (NEC), Natl Security Council (NSC), SENATE, Transportation, Dept of (DOT), Treasury, Dept of, U.S. Trade Representative (USTR)

S.537/H.R.1374, Arbitration Fairness Act of 2017, in opposition to forced arbitration provisions in consumer and employment contracts; S.801/H.R.1180, Working Families Flexibility Act, in opposition to faux flexibility through comp time without protections; S.819/H.R.1869, Paycheck Fairness Act, in support of prohibiting retaliation against workers who inquire about employers wage practices or disclose their own wages, creating incentives for employers to follow antidiscrimination laws, and empowering women to negotiate for equal pay, in favor of prohibiting the use of salary and benefit history screening for prospective employees; S.345/H.R.1890, Workplace Advancement Act, in opposition to weak protections against wage discrimination; S.636/H.R.1516, Healthy Families Act, in support of providing paid sick and safe days for all workers; S.337/H.R.947, FAMILY Act, in support of paid family and medical leave; H.R.1022, Federal Employees Paid Parental Leave Act of 2017, in support of parental leave and flexible workplace policies for federal employees; H.R.2095, Fair Pay Act, in support of comparable worth; H.R.2418, Pay Equity for All Act, in support of prohibiting the use of salary and benefit history screening for prospective employees; S.1242/H.R.15, Raise the Wage Act, in support of increasing the federal minimum wage; S.1386/H.R.2942, Schedules That Work Act, in support of flexible work schedules without fear of retaliation; H.R. 4219, Workflex in the 21st Century Act; in opposition to faux paid leave policies that undermine state and local laws and remove existing workplace protections; H.R. 4924, Congressional Accountability Act of 1995 Reform Act, in support of ending work place harassment and discrimination; H.Res. 724, Requiring each employing office of the House of Representatives to adopt an anti-harassment and anti discrimination policy for the office's workplace, establishing the Office of Employee Advocacy to provide legal assistance and consultation to employees of the House regarding procedures and proceedings under the Congressional Accountability Act of 1995, and for other purposes, in support of ending harassment and sexual assault in Congress; In support of preserving funding for and moving forward with data collection to eliminate pay discrimination in the workplace, including the EEO-1 Pay Data Collection; In support of equal access to high-skilled, high-wage jobs; In opposition to Congressional efforts to block efforts to update and strengthen protections for retirement savers; In support of raising the salary threshold to increase eligibility to receive overtime pay; In opposition to the elimination of the Office of Federal Contract Compliance Programs (OFCCP) and the Women's Bureau.

H.R. 1722 Authority of the National Labor Relations Board S. 20 Employee Remuneration Deduction S. 44 Improve Nonretaliation Provisions Related to Equal Pay H.R. 1890 Equal Pay Requirements H.R. 1903 Mine Safety and Health Laws Compliance H.R. 1912 Black Lung Benefits and Protection H.R. 2095 Wage Discrimination Prohibition S. 1122 OSHA Citations and Work Related Injuries Records

Client expense: $1,220,000 · Firm income: Not reported

S.537/H.R.1374, Arbitration Fairness Act of 2017, in opposition to forced arbitration provisions in consumer and employment contracts; S.801/H.R.1180, Working Families Flexibility Act, in opposition to faux flexibility through comp time without protections; S.819/H.R.1869, Paycheck Fairness Act, in support of prohibiting retaliation against workers who inquire about employers wage practices or disclose their own wages, creating incentives for employers to follow antidiscrimination laws, and empowering women to negotiate for equal pay, in favor of prohibiting the use of salary and benefit history screening for prospective employees; S.345/H.R.1890, Workplace Advancement Act, in opposition to weak protections against wage discrimination; S.636/H.R.1516, Healthy Families Act, in support of providing paid sick and safe days for all workers; S.337/H.R.947, FAMILY Act, in support of paid family and medical leave; H.R.1022, Federal Employees Paid Parental Leave Act of 2017, in support of parental leave and flexible workplace policies for federal employees; H.R.2095, Fair Pay Act, in support of comparable worth; H.R.2418, Pay Equity for All Act, in support of prohibiting the use of salary and benefit history screening for prospective employees; S.1242/H.R.15, Raise the Wage Act, in support of increasing the federal minimum wage; S.1386/H.R.2942, Schedules That Work Act, in support of flexible work schedules without fear of retaliation; H.R. 4219, Workflex in the 21st Century Act, in opposition to faux paid leave policies that undermine state and local laws and remove existing workplace protections; in support of preserving funding for data collection to eliminate pay discrimination in the workplace; in support of equal access to high-skilled, high-wage jobs; in opposition to Congressional efforts to block efforts to update and strengthen protections for retirement savers; in support of raising the salary threshold to increase eligibility to receive overtime pay; in opposition to the elimination of the Office of Federal Contract Compliance Programs (OFCCP) and the Women's Bureau.

H.R. 1722 Authority of the National Labor Relations Board S. 20 Employee Remuneration Deduction S. 44 Improve Nonretaliation Provisions Related to Equal Pay H.R. 1890 Equal Pay Requirements H.R. 1903 Mine Safety and Health Laws Compliance H.R. 1912 Black Lung Benefits and Protection H.R. 2095 Wage Discrimination Prohibition S. 1122 OSHA Citations and Work Related Injuries Records

Client expense: $1,390,000 · Firm income: Not reported

S.537/H.R.1374, Arbitration Fairness Act of 2017, in opposition to forced arbitration provisions in consumer and employment contracts; S.801/H.R.1180, Working Families Flexibility Act, in opposition to faux flexibility through comp time without protections; S.819/H.R.1869, Paycheck Fairness Act, in support of prohibiting retaliation against workers who inquire about employers wage practices or disclose their own wages, creating incentives for employers to follow antidiscrimination laws, and empowering women to negotiate for equal pay, in favor of prohibiting the use of salary and benefit history screening for prospective employees; S.345/H.R.1890, Workplace Advancement Act, in opposition to weak protections against wage discrimination; S.636/H.R.1516, Healthy Families Act, in support of providing paid sick and safe days for all workers; S.337/H.R.947, FAMILY Act, in support of paid family and medical leave; H.R.1022, Federal Employees Paid Parental Leave Act of 2017, in support of parental leave and flexible workplace policies for federal employees; H.R.2095, Fair Pay Act, in support of comparable worth; H.R.2418, Pay Equity for All Act, in support of prohibiting the use of salary and benefit history screening for prospective employees; S.1242/H.R.15, Raise the Wage Act, in support of increasing the federal minimum wage; S.1386/H.R.2942, Schedules That Work Act, in support of flexible work schedules without fear of retaliation; in support of an amendment preserving funding for data collection to eliminate pay discrimination in the workplace; in opposition to halting pay data collection; in opposition to Congressional efforts to overturn the Fair Pay and Safe Workplaces Executive Order; in support of equal access to high-skilled, high-wage jobs; in opposition to Congressional efforts to block efforts to update and strengthen protections for retirement savers; in support of raising the salary threshold to increase eligibility to receive overtime pay; in opposition to the elimination of the Office of Federal Contract Compliance Programs (OFCCP) and the Women's Bureau; in support of a rigorous questioning and close review of Janet Dhillon's record as nominee for Chair of the Equal Employment Opportunity Commission.

H.R. 1722 Authority of the National Labor Relations Board S. 20 Employee Remuneration Deduction S. 44 Improve Nonretaliation Provisions Related to Equal Pay H.R. 1890 Equal Pay Requirements H.R. 1903 Mine Safety and Health Laws Compliance H.R. 1912 Black Lung Benefits and Protection H.R. 2095 Wage Discrimination Prohibition S. 1122 OSHA Citations and Work Related Injuries Records

Client expense: $1,250,000 · Firm income: Not reported

S.537/H.R.1374, Arbitration Fairness Act of 2017, in opposition to forced arbitration provisions in consumer and employment contracts; S.801/H.R.1180, Working Families Flexibility Act, in opposition to faux flexibility through comp time without protections; S.819/H.R.1869, Paycheck Fairness Act, in support of prohibiting retaliation against workers who inquire about employers wage practices or disclose their own wages, creating incentives for employers to follow antidiscrimination laws, and empowering women to negotiate for equal pay, in favor of prohibiting the use of salary and benefit history screening for prospective employees; S.345/H.R.1890, Workplace Advancement Act, in opposition to weak protections against wage discrimination; S.636/H.R.1516, Healthy Families Act, in support of providing paid sick and safe days for all workers; S.337/H.R.947, FAMILY Act, in support of paid family and medical leave; H.R.1022, Federal Employees Paid Parental Leave Act of 2017, in support of parental leave and flexible workplace policies for federal employees; H.R.2095, Fair Pay Act, in support of comparable worth; H.R.2418, Pay Equity for All Act of 2017, in support of prohibiting the use of salary and benefit history screening for prospective employees; S.1242/H.R.15, Raise the Wage Act, in support of increasing the federal minimum wage; S.1386/H.R.2942, Schedules That Work Act, in support of flexible work schedules without fear of retaliation; in opposition to Congressional efforts to overturn the Fair Pay and Safe Workplaces Executive Order; in support of equal access to high-skilled, high-wage jobs; in opposition to Congressional efforts to block efforts to update and strengthen protections for retirement savers; in support of raising the salary threshold to increase eligibility to receive overtime pay; in opposition to the elimination of the Office of Federal Contract Compliance Programs (OFCCP) and the Women's Bureau.

S.537/H.R.1374, Arbitration Fairness Act of 2017, in opposition to forced arbitration provisions in consumer and employment contracts; S.801/H.R.1180, Working Families Flexibility Act, in opposition to faux flexibility through comp time without protections; S.819/H.R.1869, Paycheck Fairness Act, in support of prohibiting retaliation against workers who inquire about employers wage practices or disclose their own wages, creating incentives for employers to follow antidiscrimination laws, and empowering women to negotiate for equal pay, in favor of prohibiting the use of salary and benefit history screening for prospective employees; S.345/H.R.1890, Workplace Advancement Act, in opposition to weak protections against wage discrimination; S.636/H.R.1516, Healthy Families Act, in support of providing paid sick and safe days for all workers; S.337/H.R.947, FAMILY Act, in support of paid family and medical leave; H.R.1022, Federal Employees Paid Parental Leave Act of 2017, in support of parental leave and flexible workplace policies for federal employees; H.R.2095, Fair Pay Act, in support of comparable worth; H.R.2418, Pay Equity for All Act of 2017, in support of prohibiting the use of salary and benefit history screening for prospective employees; S.1242/H.R.15, Raise the Wage Act, in support of increasing the federal minimum wage; S.1386/H.R.2942, Schedules That Work Act, in support of flexible work schedules without fear of retaliation; in opposition to Congressional efforts to overturn the Fair Pay and Safe Workplaces Executive Order; in support of equal access to high-skilled, high-wage jobs; in opposition to Congressional efforts to block efforts to update and strengthen protections for retirement savers; in support of raising the salary threshold to increase eligibility to receive overtime pay; in opposition to the elimination of the Office of Federal Contract Compliance Programs (OFCCP) and the Women's Bureau.

115th H.R. 1180 and S. 801-Working Families Flexibility Act 115th H.R. 1516 and S. 636-Healthy Families Act 115th H.R. 1869 and S. 819-Paycheck Fairness Act 115th H.R. 1890 and S. 345-Workplace Advancement Act 115th H.R. 2282 and S. 1006-Equality Act 115th H.R. 2417 and S. 1101-Pregnant Workers Fairness Act 115th H.R. 2418-Pay Equity for All Act 115th H.R. 2942 and S. 1386-Schedules That Work Act An increase in the minimum wage, including the elimination of the sub-minimum tipped wage Calling on President Trump and the Trump administration to take affirmative steps to halt problematic civil and human rights policies and initiatives, and to provide positive leadership on civil and human rights issues in order to promote inclusion and respect for the basic rights and dignity of every person in America Ensuring that hiring and other personnel decisions in the Department of Justices Civil Rights Division are based on merit, rather than improper considerations such as actual or perceived political affiliation, as required by law Executive and judicial nominations and appointments, including both individuals and rules/procedures Opposition to any and all efforts-those proposed by the Administration, such legislative proposals as 115th H.R. 172, H.R. 781, and S. 264, and appropriations riders including the House draft of FY 2018 Financial Services-General Government at Title I Sec 116-to repeal or alter the campaign intervention ban that protects 501(c)(3) organizations including religious organizations and charities (Johnson Amendment) Recommendations regarding the Department of Educations Office for Civil Rights (OCR) and the agencys Assistant Secretary for Civil Rights Support for adequate human needs funding that safeguards Americans' health, rights, security, and economic wellbeing, and opposition to inappropriate ideological policy riders and other ideological attacks-General support and opposition as they relate to FY 2017 and FY 2018 continuing and regular appropriations, FY 2017 and FY 2018 budget resolutions and reconciliation (115th S.Con.Res. 3 Title II), and FY 2018 president's budget Support for adequate Labor Department funding in FY 2018 appropriations and opposition to the harmful reorganization and draconian cuts proposed in the FY 2018 president's budget, which would significantly undermine equal opportunity and economic security for women in workplaces across America Support strong, inclusive national paid family and medical leave legislation, generally, but especially 115th H.R. 947 and S. 337-Family And Medical Insurance Leave (FAMILY) Act; and reject inadequate proposals that would fail to meet the needs of the nations workforce, families or businesses-and that would do more harm than good, generally, but especially the paid parental leave proposal included in the presidents FY 2018 budget Questions and concerns regarding the content and impact of the June 29th Department of Justice Hate Crimes Summit Urging the Department of Justice inspector general to investigate improper White House communications regarding ongoing law enforcement matters and the failure of Department leadership to respond appropriately when alerted

115th H.R. 1180 and S. 801-Working Families Flexibility Act 115th H.R. 1516 and S. 636-Healthy Families Act 115th H.R. 1869 and S. 819-Paycheck Fairness Act 115th H.R. 1890 and S. 345-Workplace Advancement Act 115th H.R. 2417 and S. 1101-Pregnant Workers Fairness Act 115th H.R. 2418-Pay Equity for All Act 115th H.R. 2942 and S. 1386-Schedules That Work Act An increase in the minimum wage, including the elimination of the sub-minimum tipped wage Support for adequate Labor Department funding in FY 2018 appropriations and opposition to the harmful reorganization and draconian cuts proposed in the FY 2018 president's budget, which would significantly undermine equal opportunity and economic security for women in workplaces across America Support strong, inclusive national paid family and medical leave legislation, generally, but especially 115th H.R. 947 and S. 337-Family And Medical Insurance Leave (FAMILY) Act; and reject inadequate proposals that would fail to meet the needs of the nations workforce, families or businesses-and that would do more harm than good, generally, but especially the paid parental leave proposal included in the presidents FY 2018 budget

Client expense: $40,000 · Firm income: Not reported

Government targets: Education, Dept of, HOUSE OF REPRESENTATIVES, Justice, Dept of (DOJ), President of the U.S., SENATE

H.R. 1722 Authority of the National Labor Relations Board S. 20 Employee Remuneration Deduction S. 44 Improve Nonretaliation Provisions Related to Equal Pay H.R. 1890 Equal Pay Requirements H.R. 1903 Mine Safety and Health Laws Compliance H.R. 1912 Black Lung Benefits and Protection H.R. 2095 Wage Discrimination Prohibition S. 1122 OSHA Citations and Work Related Injuries Records

Client expense: $1,460,000 · Firm income: Not reported

S.537/H.R.1374, Arbitration Fairness Act of 2017, in opposition to forced arbitration provisions in consumer and employment contracts; S.801/H.R.1180, Working Families Flexibility Act, in opposition to faux flexibility through comp time without protections; S.819/H.R.1869, Paycheck Fairness Act, in support of prohibiting retaliation against workers who inquire about employers wage practices or disclose their own wages, creating incentives for employers to follow antidiscrimination laws, and empowering women to negotiate for equal pay, in favor of prohibiting the use of salary and benefit history screening for prospective employees; S.345/H.R.1890, Workplace Advancement Act, in opposition to weak protections against wage discrimination; S.636/H.R.1516, Healthy Families Act, in support of providing paid sick and safe days for all workers; S.337/H.R.947, FAMILY Act, in support of paid family and medical leave; Fair Pay Act, in support of comparable worth; Pay Equity for All, in support of prohibiting the use of salary and benefit history screening for prospective employees; in opposition to Congressional efforts to overturn the Fair Pay and Safe Workplaces Executive Order; in opposition to any efforts to stop the fiduciary rule; in support of equal access to high-skilled, high-wage jobs; in opposition to Congressional efforts to block efforts to update and strengthen protections for retirement savers; in support of raising the salary threshold to increase eligibility to receive overtime pay; in opposition to the appointment of Andy Puzder as Secretary of Labor.

Client expense: $45,000 · Firm income: Not reported