574 -- EMPOWER Act—Part 2 | Poliscope

EMPOWER Act—Part 2

574

116th Congress

Taxation

In Committee

EMPOWER Act—Part 2

Legislative Progress

✓

Introduced

Committee

Floor Vote

Other Chamber

Enacted

Introduced

February 27, 2019

Latest Action

February 27, 2019

Primary Sponsor

Kamala D. HarrisDemocratic(CA)

Momentum (last 30 days)

score

0 actions · 0 new cosponsors · 0 votes

Speed vs cohort

0pct

0d open

vs 5,086 other S bills in the 116th — cohort avg 30d

Summary

Ending the Monopoly of Power Over Workplace harassment through Education and Reporting Act--Part 2 or the EMPOWER Act--Part 2 This bill modifies the tax treatment of expenses and payments related to workplace harassment and employment discrimination. The bill prohibits a tax deduction for amounts paid or incurred by the taxpayer pursuant to any judgment or award in litigation related to workplace harassment, including sexual harassment; for expenses and attorney's fees in connection with the litigation resulting in the judgment or award (other than expenses or fees paid by the workplace harassment plaintiff or claimant); or for insurance covering the defense or liability of the underlying claims in the litigation. The bill also (1) excludes from gross income amounts received in connection with a judgment, award, or settlement related to workplace harassment, including sexual harassment or other unlawful discrimination; and (2) limits the taxation of and the application of the alternative minimum tax to compensation received under a settlement or judgment for employment discrimination.

Lobbying filings that explicitly cite this bill (2)

These links require the bill number to appear in the filing's source-reported specific issue text. Client expenses and lobbying-firm income are separate disclosure fields.

Filing registrants (2)

AMERICAN ASSOCIATION OF UNIVERSITY WOMEN (1)LEADERSHIP CONFERENCE ON CIVIL AND HUMAN RIGHTS (1)

AMERICAN ASSOCIATION OF UNIVERSITY WOMENclient→AMERICAN ASSOCIATION OF UNIVERSITY WOMEN

2019 · first_quarter · Labor Issues/Antitrust/Workplace

Open original LDA filing ↗

Cited source text, amounts, lobbyists, and targets

S. 270/H.R. 7, 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. 463/H.R. 1185, FAMILY Act, in support of paid family and medical leave; S. 150/H.R. 582, Raise the Wage Act, in support of raising the minimum wage; S. 840/H.R. 1784, Healthy Families Act, in support of providing paid sick and safe days for all workers; S. 575/H.R. 1521, EMPOWER Act - Part I, in support of ending work place harassment; S. 574, EMPOWER Act - Part II, in support of eliminating work place harassment; H.R. 1423, Forced Arbitration Injustice Repeal (FAIR) Act, in support of prohibiting predispute arbitration agreements that force arbitration as a condition of employment; S. 1174/H.R. 1534, Federal Employee Paid Leave Act, in support of parental leave and flexible workplace policies for federal employees; S. 1082, Bringing an End to Harassment by Enhancing Accountability and Rejecting Discrimination in the Workplace Act, in support of ending work place harassment; H.R. 2148, BE HEARD in the Workplace Act, in support of ending work place harassment; Pregnant Workers Fairness Act, in support of ensuring that pregnant workers are not fired or denied reasonable job modifications; Child Care for Working Families Act, in support of increasing access to affordable, high quality child care and preK options; Domestic Workers Bill of Rights, in support of extending working rights, financial stability, and safety to domestic workers; Schedules that Work Act, in support of providing working individuals with predictable and stable work schedules; Pay Equity for All Act, Fair Pay Act, WAGE Equity Act, in support of prohibiting the use of salary and benefit history screening for prospective employees, in support of comparable worth, in support of solutions to close the gender pay gap; In support of pay data collection by the Equal Employment Opportunity Commission (EEOC).