"One would prohibit federal contractors from retaliating against employees who share their salary information with each other. The provision is inspired by Lilly Ledbetter, the namesake of the first bill Obama signed on equal pay in 2009, who worked for nearly 20 years at Goodyear Tire and Rubber Co. before discovering that men in her same job with equal or lesser experience were earning significantly more money than she was.
The second executive order will instruct the Department of Labor to create new regulations requiring federal contractors to report wage-related data to the government, in the hope that it will hold them more accountable for salary differences based on sex or race."
The first provision is actually not bad, though it may be unenforceable. If your boss cans you for disclosing your salary, its your word versus his and his huge legal war chest. If he says you were fired for some false reason like incompetence, how will the court know who's telling the truth?
As for the second rule, collecting information precedes state intervention. Once the government has data in hand that minorities or women are paid less, it will bring charges against the companies for discrimination. It won't matter that the better paid whites and Asians or men are more credentialed, or paid in line with their performance. The companies will settle behind closed doors with the government with a renewed public commitment to diversity that means in point of fact more affirmative action, and everyone lives happily forever after.
Along the same lines, tech companies refuse to release demographic data because it can only crucify them before the progressive lynch mobs.
The second executive order will instruct the Department of Labor to create new regulations requiring federal contractors to report wage-related data to the government, in the hope that it will hold them more accountable for salary differences based on sex or race."
The first provision is actually not bad, though it may be unenforceable. If your boss cans you for disclosing your salary, its your word versus his and his huge legal war chest. If he says you were fired for some false reason like incompetence, how will the court know who's telling the truth?
As for the second rule, collecting information precedes state intervention. Once the government has data in hand that minorities or women are paid less, it will bring charges against the companies for discrimination. It won't matter that the better paid whites and Asians or men are more credentialed, or paid in line with their performance. The companies will settle behind closed doors with the government with a renewed public commitment to diversity that means in point of fact more affirmative action, and everyone lives happily forever after.
Along the same lines, tech companies refuse to release demographic data because it can only crucify them before the progressive lynch mobs.