Cumming Management Group Inc. $3.46M to $5.29M Settlement Over Missing Pay Info

The lawsuit centers on Washington’s push for pay transparency, which aims to reduce wage gaps and give job seekers clearer information before they apply. Under Washington’s Equal Pay and Opportunities Act (EPOA) and related rules, many employers must include a wage scale or salary range and a general description of benefits and other compensation in job postings for roles that could be performed in Washington. The class in *Wright v. Cumming Management Group Inc.* covers people who applied for Washington-based openings between Jan. 1, 2023, and Jan. 28, 2026, and allegedly saw postings that omitted some or all of that required pay-and-benefits information. The case was filed because the plaintiff alleged Cumming Management Group Inc. failed to make those disclosures, depriving applicants of legally required information that can influence whether someone applies, how they negotiate, and whether they can spot potential inequities. Without admitting wrongdoing, the company agreed to a settlement fund ranging from about $3.46 million to $5.29 million (depending on valid claims), with the remaining net amount after fees and costs distributed equally among approved claimants—estimated at about $1,731.76 per person. Its significance is less about unpaid wages and more about enforcing posting requirements: it treats missing ranges and benefits descriptions as a concrete harm that can trigger statutory liability and class-wide relief. Broader implications extend beyond one employer, because pay-transparency laws are spreading and enforcement is increasingly driven by applicant-side class actions rather than traditional workplace disputes. Washington’s approach resembles trends in states like California and Colorado, where regulators and private plaintiffs have pressed employers to publish ranges and benefits details accurately and consistently across job ads, including roles advertised remotely but potentially performed in-state. For employers, the industry lesson is compliance hygiene—standardizing postings, auditing recruiting vendors and templates, and training HR teams—because even technical omissions in job advertisements can generate large, applicant-wide exposure when repeated across many postings and many candidates over time