PA SB889

Amends Pennsylvania's Equal Pay Law to prohibit sex-based wage discrimination for "comparable work" (substantially similar skill, effort, responsibility, and working conditions) rather than only "equal work," expanding coverage beyond single establishments

Prohibits employers from requiring employees to keep wages confidential, banning salary history inquiries from job applicants, and using prior wages to set compensation unless the applicant voluntarily provides the information to negotiate higher pay

Requires employers claiming a legitimate wage differential to demonstrate the factor is not sex-based, is job-related, meets business necessity, and accounts for the entire pay gap; pregnancy and family leave cannot reduce seniority

Expands remedies to include compensatory damages, punitive damages for intentional violations, attorney fees, reinstatement, and promotion; removes requirement that violations be "willful and knowing"

Extends statute of limitations from 2 to 3 years for willful violations, creates 90-day rebuttable presumption of retaliation for adverse actions following protected activity, and authorizes Attorney General enforcement