Between Jan. 1, 2023 and Jan. 23, 2026, job seekers who applied to Glacier Bank or Wheatland Bank in Washington for positions whose postings did not disclose a wage scale, salary range, or a general description of benefits may be part of a class that will share up to $1.61 million to resolve a lawsuit alleging violations of Washington’s pay-transparency law, the Equal Pay and Opportunities Act (RCW 49.58.110). The banks deny wrongdoing but agreed to settle to avoid protracted litigation; eligible applicants who submit timely claims by April 21, 2026, could receive an estimated payment around $954 (potentially higher depending on claims), with payments treated as nonwage damages and reported on Form 1099-MISC. The suit was filed to enforce state rules designed to improve pay transparency and close pay gaps by requiring employers to disclose pay and benefits information in job listings, and its resolution is significant because it underscores the growing enforcement trend through private class actions rather than only government agency actions. Employers in competitive industries like banking—already navigating a patchwork of state and local pay-transparency laws and increasing EEOC and state labor scrutiny—are likely to revisit posting practices to avoid similar claims; comparable lawsuits in Washington and other states have produced settlements or policy changes, signaling that clearer wage disclosures are becoming a standard compliance expectation across sectors.