Tower Engineering Professionals Washington Settlement, Applied for a Job Between 2022–2026? Claim Up to $1,259

Tower Engineering Professionals Inc. and two related entities agreed to pay between $421,270 and $612,000 to settle a class action lawsuit alleging they violated Washington state law by failing to include salary ranges in job postings and by asking job applicants to disclose their previous salary history. If you applied for a job in Washington with Tower Engineering Professionals, TEP Opco LLC, or TEPDB Opco LLC between March 21, 2022, and February 12, 2026, you may qualify for an estimated $1,258.94. You must file a claim form. The deadline is May 11, 2026.

Quick Facts

Field	Detail
Settlement Amount	$421,270 minimum — $612,000 maximum (grows with each additional claimant)
Claim Deadline	May 11, 2026 — claim form required
Who Qualifies	Washington job applicants at Tower Engineering Professionals Inc., TEP Opco LLC, or TEPDB Opco LLC between March 21, 2022 – Feb. 12, 2026
Payout Per Person	Estimated $1,258.94 — up to maximum $5,000 per person
Proof Required	No — just Notice ID and PIN from settlement notice
Settlement Status	Open for Claims
Administrator	Simpluris, Inc.
Official Website	epoasettlement2-12-2026.com

Current Status and What Happens Next

• Open for claims — the settlement is currently accepting claim forms while awaiting final court approval.
• Claim and opt-out deadline: May 11, 2026 — both deadlines fall on the same date. You must file your claim form by this date to receive any payment.
• Final approval hearing: June 12, 2026 — if the court grants final approval, Simpluris will distribute payments after all appeals are resolved. Checks expire 180 days after issuance — uncashed funds go to the state of Washington as unclaimed property.

What Is the Tower Engineering Professionals Lawsuit About?

Tower Engineering Professionals Inc. — along with its operating entities TEP Opco LLC and TEPDB Opco LLC — is a national engineering and technical services firm that provides tower and wireless infrastructure engineering services across the United States, including Washington state. Plaintiff Hill filed the class action lawsuit Hill v. TEP OPCO LLC, et al., Case No. 25-2-09164-3 SEA, in King County Superior Court alleging these three related companies violated Washington’s Equal Pay and Opportunities Act (EPOA) — RCW 49.58.110 — in two distinct ways.

First, the lawsuit alleged Tower Engineering failed to include the required wage scale or salary range and a general description of benefits in its Washington job postings between January 1, 2023, and February 12, 2026 — the pay transparency violation. Second — and this is what makes this case distinct from other Washington EPOA cases — the lawsuit also alleged Tower Engineering asked job applicants to disclose their previous wage or salary history during the application process between March 21, 2022, and February 12, 2026. Washington law prohibits employers from requesting salary history from applicants because the practice perpetuates historical pay inequities, particularly for women and underrepresented groups. Tower Engineering denied all allegations and agreed to settle to avoid the uncertainty, risks, and expense of continued litigation.

Related article: Eye Physicians of Central Florida Data Breach Settlement, Got a Notice? Here’s How to Claim Up to $9,500

Who Is Eligible to File a Claim?

This settlement covers two separate groups of Washington job applicants — you may fall into one or both depending on when and how you applied:

Group 1 — Pay Transparency Claims:

• You may qualify if you applied for a job in Washington with Tower Engineering Professionals Inc., TEP Opco LLC, or TEPDB Opco LLC between January 1, 2023, and February 12, 2026.
• You may qualify if the job posting you applied to did not disclose the wage scale or salary range, or a general description of benefits and other compensation.

Group 2 — Salary History Claims:

• You may qualify if you applied for a job in Washington with any of these companies between March 21, 2022, and February 12, 2026.
• You may qualify if the company asked you to provide your previous wage or salary history as part of the application process — whether verbally, on an application form, or through a recruiting platform.

You may qualify under both groups if you applied between January 1, 2023, and February 12, 2026, and the posting lacked salary information AND the company requested your salary history. The outcome of your application — whether you were hired, rejected, or withdrew — does not affect eligibility.

If you received a settlement notice with a Notice ID and PIN, Simpluris has already identified you as a class member. If you did not receive a notice but believe you qualify, contact Simpluris at 888-369-3780 or [email protected] before the May 11, 2026 deadline.

How Much Will You Receive?

This settlement has a unique sliding scale fund structure — the more people who file valid claims, the larger the total fund grows, up to a maximum cap.

How the fund scales:

• If 153 or fewer class members file valid claims (~50% of the estimated 306 total), the administrator divides the minimum fund of $421,270 equally among all claimants after deductions.
• For each additional claimant above 153, the net settlement fund increases by $1,246.60 — up to the maximum fund of $612,000.
• Each eligible claimant receives an equal share — estimated at approximately $1,258.94 per person.
• The maximum payment per person is $5,000 — any amount above $5,000 per person will be donated to the Legal Foundation of Washington.

Settlement fund breakdown:

Deduction	Amount
Settlement administration costs	Up to $25,000
Attorneys’ fees, costs, and expenses	$180,540
Service award to class representative	$25,000
Equal cash payments to class members	Remainder of fund

Important tax note: Payments are classified as nonwage statutory damages and reported on IRS Form 1099. No taxes are withheld automatically — you may owe income tax on this amount when you file your return.

How to File a Claim

Step 1 — Locate your Notice ID and PIN from the settlement notice Simpluris sent you. If you lost your notice, contact Simpluris at 888-369-3780 or [email protected] with your full name and mailing address to retrieve your credentials.

Step 2 — Visit the official claim portal at epoasettlement2-12-2026.com/form/claim and log in with your Notice ID and PIN to file online. Alternatively, download and print the PDF claim form from the same website.

Step 3 — Complete your claim form with your current mailing address — the administrator will mail your check to the address you provide, not necessarily your address on file.

Step 4 — Submit your completed claim online or email or mail the paper form to: Hill v. TEP OPCO LLC, et al., c/o Simpluris, P.O. Box 26170, Santa Ana, CA 92799. All claims must be submitted or postmarked by May 11, 2026.

Step 5 — Save your claim confirmation number or keep a copy of your mailed form for your records.

Step 6 — Once your check arrives, cash it within 180 days — checks become void after 180 days and uncashed funds transfer to the Washington State Unclaimed Property program.

Estimated time to complete: Under 5 minutes online.

Important Deadlines and Dates

Milestone	Date
Salary History Class Period Begins	March 21, 2022
Pay Transparency Class Period Begins	January 1, 2023
Class Period Ends (Both Groups)	February 12, 2026
Lawsuit Filed (Hill v. TEP OPCO LLC, et al.)	Early 2026
Claim Filing Deadline	May 11, 2026
Opt-Out Deadline	May 11, 2026
Objection Deadline	May 11, 2026
Final Approval Hearing	June 12, 2026
Expected Payment Date	TBD — after final approval and resolution of any appeals
Check Void Date	180 days after check issue date

Frequently Asked Questions

Do I need to file a claim form to receive my payment?

 Yes — this settlement requires you to submit a claim form by May 11, 2026. You will not receive any payment if you do not file. Visit epoasettlement2-12-2026.com/form/claim to file online in under five minutes. If you lost your Notice ID and PIN, contact Simpluris at 888-369-3780 immediately.

Is this Tower Engineering settlement legitimate?

 Yes. The settlement, Hill v. TEP OPCO LLC, et al., Case No. 25-2-09164-3 SEA, is a court-supervised class action pending in King County Superior Court in Washington state. The official settlement website is epoasettlement2-12-2026.com, administered by Simpluris, Inc. Contact the administrator at 888-369-3780 or [email protected] to verify any communication.

When will I receive my payment? 

The final approval hearing is scheduled for June 12, 2026. Once the court grants final approval and any appeals are resolved, Simpluris will distribute payments by mailing checks to the addresses class members provide on their claim forms. Cash your check within 180 days — checks that expire transfer to Washington’s Unclaimed Property program.

What if I miss the May 11, 2026 deadline? 

If you do not file a claim by May 11, 2026, you will not receive any payment. You will also be bound by the settlement’s release of claims against Tower Engineering and the related entities — unless you also submitted a valid opt-out request by the same May 11, 2026 deadline. File now — do not wait.

Will this settlement payment affect my taxes? 

Yes. Your payment is classified as nonwage statutory damages and reported on IRS Form 1099. No taxes are withheld automatically. You may owe income tax on this payment when you file your annual return. Consult a qualified tax professional to understand your specific tax obligation based on the amount you receive.

What makes this case different from other Washington EPOA settlements?

 Most Washington EPOA settlements involve only the pay transparency violation — failing to include salary ranges in job postings. This settlement is broader because it also addresses salary history requests — the practice of asking job applicants what they previously earned. Washington banned this practice in 2022 under RCW 49.58.020 because it perpetuates historical wage inequities. If Tower Engineering asked what you earned at your previous job during the application process, that alone qualifies you — even if the job posting included a salary range.

Why does Washington law prohibit employers from asking about salary history?

 Washington’s Equal Pay and Opportunities Act bans salary history requests because prior wages often reflect historical discrimination. If a worker was underpaid in a previous job due to gender, race, or other factors, and a new employer bases their offer on that prior salary, the pay gap perpetuates indefinitely. By prohibiting salary history requests, Washington forces employers to set pay based on the job’s value rather than an applicant’s negotiating history. Employers who violate this rule face statutory damages of $100 to $5,000 per applicant.

Can I qualify under both groups — pay transparency and salary history?

 Yes. If you applied for a Washington job at Tower Engineering between January 1, 2023, and February 12, 2026, and the posting lacked salary information AND the company asked for your salary history, you qualify under both groups. The settlement administrator will process your single claim form to cover all applicable violations — you do not need to file separate claims for each group.

Sources and References

1. Official Settlement Website — epoasettlement2-12-2026.com
2. Official Claim Portal — epoasettlement2-12-2026.com/form/claim
3. Settlement FAQ — epoasettlement2-12-2026.com/faq
4. Washington State Legislature — Equal Pay and Opportunities Act RCW 49.58.110

Washington job seekers who also applied at other companies that violated the EPOA may want to check whether they qualify for the Beacon Sales Acquisition $812,000 Washington EPOA settlement for job applicants between January 2023 and January 2026, with a claim deadline of May 11, 2026 — the same claim deadline as this settlement. Washington workers who want to understand their full rights under state wage and hour laws should review our comprehensive guide on Washington State wage and hour laws and your rights as an employee in 2025.

Last Updated: March 18, 2026

Disclaimer: This article is for informational purposes only and does not constitute legal advice. Legal claims and outcomes depend on specific facts and applicable law. For advice regarding a particular situation, consult a qualified attorney.