1. Short title This Act may be referred to as the Wage Equity Act of 2019 . 2. Findings (1) In 1963, Congress passed on a bipartisan basis the Equal Pay Act of 1963 to prohibit discrimination on account of sex in the payment of wages for equal work performed by employees for employers engaged in commerce or in the production of goods for commerce. (2) Following the passage of such Act, in 1964, Congress passed on a bipartisan basis the Civil Rights Act of 1964. Since the passage of both the Equal Pay Act of 1963 and the Civil Rights Act of 1964, women have made significant strides, both in the workforce and in their educational pursuits. (3) Currently, there are nearly 75,000,000 women in the workforce, the most in American history. Of the 2,800,000 jobs created in 2018, 58 percent went to women. This follows a trend that has been rising for some time. Women are graduating from college at a higher rate than their male counter parts, making up over 58 percent of all college degrees conferred in 2017. Additionally, according to a recent survey of working women, 49 percent of employed women are their family’s primary breadwinner. Women hold the majority of positions in the five fastest growing fields. (4) Despite these advances there is still concern among the American public that gender-based pay discrimination has not been eliminated. 3. Flexible work arrangement plan Section 6(d) of the Fair Labor Standards Act of 1938 ( 29 U.S.C. 206(d) ) is amended— (1) in paragraph (1)— (A) by striking or after a system which measures earnings by quantity or quality or production ; (B) inserting ; or (v) a flexible work arrangement plan after any other factor other than sex ; and (C) by inserting job-related before factor other than sex