California's SB 642 took effect January 1 — a posted range now means a good-faith estimate. Penalties run $100–$10,000 per violation. See coverage
New New disclosure laws this year. New training to match.
Sixteen states now require salary range disclosure. Alder gives HR, managers, and employees short, scenario-based courses for the laws they're working under. Every course is written by senior instructional designers and reviewed by employment attorneys. We update them every quarter.
№ 01 · Inside a module
Every segment puts the learner in a situation they'll actually face, then asks what they'd do. Feedback explains the law and the conversation, not just whether the answer was right.
How do you respond?
In California she's entitled to the pay scale for her own role when she asks. Looping in HR is fine, but deflecting a protected question reads as discouragement, and that's where retaliation risk starts.
She's entitled to the pay scale for her role on request — in California that's the law, not a courtesy. Walking through how compensation decisions are made keeps the conversation factual instead of adversarial.
Her question is protected, and silence reads as avoidance. You don't need every answer on the spot. You do need to acknowledge the question and commit to a follow-up.
Go ahead — pick an answer. This is a real segment, shortened.
№ 02 · Why this matters
Sixteen states plus Washington D.C. now require employers to disclose salary ranges. Each state's rules are different, and your existing compliance vendor probably doesn't cover any of them.
The conversations these laws create are landing on managers who haven't been prepared for them.
"Why does my coworker make more than me?"
The cost of getting it wrong is real: state penalties, employee suits, and public-relations damage no compliance binder can undo.
Alder is the first dedicated training built for this category, and only this category.
№ 03 · Coverage today
Every state listed here ships as one course, with HR, manager, and employee scenarios built in. We add states as their laws come online.
№ 04 · What makes Alder different
We built the training we wished existed when we were the ones being asked to assign it. Six things change everything.
Every module is built around real conversations a manager or employee will have. Microlearning segments stay under 15 minutes. People actually finish them.
Before publication, every module is reviewed by an employment attorney for legal accuracy. When the law changes, the review happens again.
Separate courses for each jurisdiction's exact requirements. California's posting rules are not New York's, and we treat them that way. Multi-state employers get automatic state-aware assignment, so your remote hire in Colorado gets Colorado, not a generic overview.
Most teams use Alder hosted at learn.runalder.com. Set up in under ten minutes, no LMS required. Teams with existing systems can deploy via SCORM 1.2, SCORM 2004, or xAPI exports on the Connect tier. Same content, your stack.
Auto-generated, timestamped, with all the audit fields procurement asks for. Admin dashboard tracks completion across the organization.
When a state amends a rule, affected courses are updated within 30 days, not at next year's release. Updates are part of the subscription. Not an enterprise add-on, not a separate invoice.
№ 05 · How a course is built
Three things have to be true before we ship a course.
Every course is written by senior learning experts with deep backgrounds in adult learning at large enterprises. Modules are built around real workplace scenarios, with microlearning segments that stay short by design.
Before any module is published, an employment attorney reviews it for legal accuracy and jurisdiction-specific edge cases. The review is on file. Your auditor will appreciate that.
When a state changes its rules, we update the course. Your team gets the new content the next time they log in. No re-procurement, no surprise invoice.
№ 06 · Pricing
No per-seat upcharges. No add-ons. No procurement gymnastics. Same content either way: choose hosted on the Alder LMS, or export to the system your team already uses.
Above 5,000 employees, Enterprise+ is the default tier — pricing doesn't customize further. Same self-service checkout, same public Terms.
Above 5,000 employees, Enterprise+ is the default tier — pricing doesn't customize further. Same self-service checkout, same public Terms.
Every Alder purchase happens the same way. Flat published pricing, public Terms of Service, no calls, no MSAs, no procurement portals. A ten-person retailer and a four-thousand-employee distributor go through the same checkout. What we don't do is custom contracts, security questionnaire responses, or live sales meetings. If your procurement process can work with public terms and a self-service product, we're a fit at any size. If it can't, we're probably not the vendor for you.
№ 07 · Why trust Alder
"Most compliance training is built by the lowest bidder for the lowest reader. We're trying something different: short courses, real conversations, and the kind of accuracy you can actually defend."
Our instructional designers come from enterprise learning programs and have collectively trained hundreds of thousands of learners over the past decade.
An employment attorney reviews each course before publication. We name them on our "How Alder Works" page.
Our application is under review. We'll update this page the day approval lands. No retroactive marketing.
When a state amends a rule, the module changes. No re-procurement, no surprise add-on invoice.
№ 08 · Frequently asked
Under ten minutes. You sign up, upload a CSV of your learners (or invite them by email), and assign the right course based on their role and state. Most teams are sending their first invitations the same day they start the trial.
Everyone takes the same course for their state, but the experience adapts to their role. The first time a learner opens a course, they pick HR, Manager, or Employee — that selection is remembered for every course after. HR sees compliance-program scenarios. Managers see direct-report and hiring scenarios. Employees see rights-awareness scenarios, with recruiter-specific situations layered in for talent acquisition staff. Same legal content, different scenarios, equal length.
California, Colorado, New York, Washington, and Illinois have full state-specific tracks. There's also a multi-state overview that includes Washington D.C. and the eleven other jurisdictions with active disclosure rules. We add states as their laws come online.
Certificates are auto-generated when a learner completes a module. Each one is timestamped and includes the audit fields most procurement teams ask for: learner name, course title, jurisdiction, completion date, and a unique ID. Admins can export them in bulk.
Quarterly updates are part of every plan. When a state amends a rule, an employment attorney re-reviews the course, the content gets updated, and your team sees the new version on their next login. We don't charge for it and we don't gate it behind a higher tier.
Yes. There's no auto-renew without notice and no cancellation fee. If you cancel mid-term, you keep access through the end of the period you've already paid for.
Yes — on the Connect tier. Connect customers get SCORM 1.2, SCORM 2004, and xAPI exports they can deploy in any LMS that imports those formats (Workday Learning, Cornerstone, Docebo, Litmos, TalentLMS, and others). Packages refresh every quarter alongside the hosted content. Connect tier pricing is roughly 2x the Standard hosted tier for the same headcount band — see the pricing section for exact numbers. We support package integrity and content accuracy. We don't troubleshoot LMS configuration on your side; that's your LMS vendor's specialty.
No headcount cap. Tiers run from 1 employee up through 5,000. Above 5,000, the Enterprise+ tier is available as the default — pricing doesn't customize further. What we don't do at any size is custom MSAs, security questionnaire responses, or live sales calls. Every customer goes through the same self-service Stripe checkout under the same public Terms of Service.
Our Trust page at runalder.com/trust covers data flow, subprocessors, security posture, and SOC 2 status. It's designed to answer most security questionnaires without back-and-forth. If your procurement process requires a custom MSA, redlined Terms of Service, or a vendor onboarding portal, we're probably not the right fit — those workflows aren't part of how Alder operates.
No. Support is async email with a 48-hour SLA. That keeps the team small and the courses sharp. If you need 24/7 phone support, we're not the right vendor — and we'd rather tell you that now.
Full access to every state module and all three role tracks. No credit card. Bring your team in, see the completion rates for yourself, and decide from there.
