Parker-Hannifin Corp. and several related entities have agreed to a $3.12 million class action settlement tied to Washington’s push for pay transparency in hiring. Washington law requires employers to include a wage scale or salary range—and a general description of benefits and other compensation—in job postings for positions located in the state, a rule designed to reduce information gaps that can contribute to pay inequities and to help applicants compare opportunities without wasting time on roles that don’t meet their needs. The settlement covers people who applied for Washington-based jobs through the companies’ sites or authorized channels on Indeed or LinkedIn between Jan. 1, 2023, and July 3, 2025, where the posting allegedly omitted the required pay and/or benefits information. The lawsuit was filed because applicants claimed the postings didn’t include the legally required wage scale or salary range (and potentially benefits/other compensation), meaning job seekers were denied information the statute says they should have had upfront. Without admitting liability, Parker-Hannifin agreed to resolve the case to avoid prolonged litigation; eligible claimants who submit a timely claim can receive an equal share of the net fund, estimated at least $1,398.40 and capped at $5,000 depending on claim volume and deductions, treated as nonwage damages reported on a 1099. Beyond the money, cases like this signal that pay-transparency requirements are enforceable through private litigation, increasing pressure on employers and recruiters to audit templates, third-party postings, and multi-entity hiring practices to ensure every Washington job ad includes compliant ranges and benefit descriptions.