Washington’s Equal Pay and Opportunities Act (EPOA) was strengthened in recent years to curb pay secrecy and wage disparities by requiring employers to include a wage scale or salary range—and a general description of benefits and other compensation—in job postings for Washington-based roles, including certain remote positions. The lawsuit centers on job seekers who applied to Byram Healthcare Centers Inc. or Owens & Minor Distribution Inc. positions in Washington between Jan. 1, 2023, and June 24, 2025, where the postings allegedly omitted those required disclosures, potentially leaving applicants without key information to compare opportunities, negotiate pay, or identify inequities. The class action was filed because the plaintiffs allege the companies’ ads violated RCW 49.58.110 by not listing pay ranges (and/or benefits information), and it matters because Washington allows job applicants—not just employees—to pursue remedies for noncompliant postings, creating real financial exposure for employers. Without admitting wrongdoing, the companies agreed to a settlement of up to $1.01 million; eligible claimants who submit a timely claim may receive an equal-share payment estimated at roughly $1,340.69 to $5,000 depending on participation and court-approved deductions, reflecting how costly even “paper” compliance failures can become when scaled across many applicants. More broadly, this case fits into a fast-growing wave of pay-transparency litigation and enforcement as states and cities tighten job-ad disclosure rules, pushing employers and recruiters to standardize pay-range practices across postings and third-party platforms. Similar disputes have arisen in other jurisdictions with transparency mandates—often focusing on whether a posted range is missing, too vague, or inconsistent across locations—signaling that HR teams, staffing vendors, and job boards need stronger controls to ensure Washington-specific requirements (and other emerging transparency laws) are met whenever a role could be performed in the state.