It seems that imposing salary range disclosure requirements on the employer community is the new minimum wage fight for this year. New York City was one of the first to lead that parade and the New York City Human Rights Commission, which will enforce the requirement, has finally released its guidance on the mandate. Any advertisement (very broadly defined) for a job, promotion or transfer opportunity must comply. An employer must disclose the base wage or rate of pay it is willing to pay the successful applicant and it can be expressed as an hourly rate or a base salary, but the range disclosed must be specific and not open-ended (“up to” or “a maximum of” are not in compliance). Elsewhere, the state of Washington joined the salary range crowd when Governor Jay Inslee signed SB 5761 into law on March 30.  The law, which will take effect on January 1, 2023, requires that employers with 15 employees affirmatively disclose a wage scale or range along with “all of the benefits and other compensation to be offered . . .” In addition, it requires that a full salary range be provided for all positions, including those subject only to internal transfers. Some form of salary disclosure requirement is now also the law in California, Colorado, Connecticut, Maryland, Nevada and Rhode Island with more likely to follow suit.