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US Pay Transparency

Interactive Scenario | ~15 min Buy Full Course

What you'll practise

Multi-State Posting Compliance

A Colorado job posting without a salary range goes viral on LinkedIn. NYC postings say "competitive." Which fire do you put out first?

The 16.6% Conversation

A California engineer invokes SB 1162 with a Stripe offer in her back pocket. Your pay bands are 18 months old. What do you share?

Fix One or Fix All

The CFO wants targeted fixes ($280K). A class action attorney is circling. The full audit costs $2.1M. Which number do you defend?

"Market Rate" Is Not a Defense

Under California's Equal Pay Act, prior salary and market rate are explicitly prohibited as justifications. Can you explain $18,600 without them?

Built for multi-state US employers

This scenario is designed for HR leaders, hiring managers, compensation teams, and in-house counsel at companies with employees in Colorado, California, or New York. It covers CO SB 23-105, CA SB 1162, NYC Local Law 32, and the California Equal Pay Act with inline legal references. Play it once for awareness. Play it again to explore different paths.

Pricing

Annual site licence. Upload to your LMS in 30 minutes. Train your managers before the next state law takes effect.

Starter

Up to 50 employees

$490/year

$9.80 per learner

  • Interactive pay transparency scenario module
  • SCORM 1.2 package
  • Completion & score tracking
  • State law reference modals
  • Email support
  • Content updates included
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Most Popular

Growth

Up to 250 employees

$990/year

$3.96 per learner

  • Everything in Starter
  • Priority support
  • Pay equity audit checklist
  • Renewal at $690/year
Buy Growth

Scale

Up to 1,000 employees

$2,490/year

$2.49 per learner

  • Everything in Growth
  • Dedicated account manager
  • Custom completion reports
  • Renewal at $1,490/year
Buy Scale

Custom Programme

Any size organisation

From $10,000
  • Scenarios built around your pay structures
  • Your branding & company context
  • Facilitated manager workshops
  • Pay equity audit methodology training
  • Multi-state compliance mapping
  • Ongoing measurement & iteration
Book a Call

All prices exclude applicable taxes. 14-day refund policy.

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Frequently Asked Questions

Which state laws does this cover?
The core scenario covers Colorado SB 23-105 (salary range postings), California SB 1162 (pay scale disclosure and pay data reporting), NYC Local Law 32 (salary range postings), and the California Equal Pay Act (Labor Code §1197.5). The full course also covers the Federal Equal Pay Act, NLRA Section 7 (pay discussion rights), and emerging state laws.
Who needs this training?
Anyone involved in hiring, compensation decisions, or pay policy at a multi-state US employer — VP/Directors of People, HR business partners, hiring managers, talent acquisition teams, compensation & benefits specialists, and in-house counsel. If your company has employees in Colorado, California, or New York, your managers need this.
We only have employees in one state. Do we still need this?
If that state is Colorado, California, or New York — yes, absolutely. If not, check whether your job postings are accessible from those states. Colorado's law applies to any role that could be performed remotely from Colorado. If you post jobs nationally, you're likely covered.
How is this different from a compliance webinar?
Compliance webinars tell you what the law says. This course makes you practice the actual conversations — responding to a LinkedIn callout about a missing salary range, handling a pay scale request when your bands are stale, and presenting a $2.1M remediation plan to a CFO who wants to spend $280K. It's operational preparation, not awareness.
What about states not covered in the scenario?
The scenario focuses on the three states with the most comprehensive and actively enforced laws. The principles — transparent pay bands, defensible methodology, documented rationale — apply to every state that has or will pass pay transparency legislation. New state laws pass every session.
Is 'market rate' really not a valid defense in California?
Correct. Under California's Equal Pay Act (Labor Code §1197.5), an employer cannot justify a pay differential based on prior salary or market rate. The only acceptable defenses are seniority, merit, quantity/quality of production, or a bona fide factor other than sex. This is the single most important thing most employers don't know.
How long does the training take?
25 minutes for the interactive scenario demo. The full five-module course is approximately 90 minutes.
What LMS platforms are supported?
Any LMS that supports SCORM 1.2 — Moodle, TalentLMS, Cornerstone, Docebo, Canvas, Blackboard, and hundreds more.
What is your refund policy?
Full refund within 14 days if the SCORM packages have not been uploaded to an LMS. Contact support@blend.training.