Clarify Facts Before Filing...

I work for a large company and recently learned from one co-worker that another co-worker, who started after me and does the same job, was being paid more than me. He's 20-something and I'm 50, so I thought I was being treated differently because of my age. I complained to my supervisor, an error was discovered, and I and a couple of other co-workers got a retroactive pay raise.

I'm grateful for the raise, but have since talked with others who say they know of other older workers who are being paid less than younger counterparts. I'm beginning to think this company takes advantage of older workers until they get caught, and am considering filing a complaint with the Equal Employment Opportunity Commission.

There are many factors that go into determining pay scale and age should never be one of them. Filing a complaint with the EEOC is your right when you are concerned that you are being discriminated against. Information from co-workers, along with the fact that raises were given after you complained to your supervisor, may raise your suspicions but does it indicate age discrimination? Filing an EEOC complaint may be a drastic measure before making an effort to learn more about what happened in your case.

Consider secondhand information carefully: Remember the old "telephone" game? Secondhand information often lacks accuracy and is likely to change each time it gets passed on. While there was some accuracy to the information you received about your pay discrepancy, be careful assuming that all information you hear about wage differences is just as accurate.

Question your supervisor: Your supervisor was responsive to your initial concern and will likely help you again. Say that you appreciate your pay correction and that it would be helpful to have more information about how the pay discrepancy happened in the first place. You should get more information or be directed to someone who can answer your questions.

Check with human resources: Large organizations usually have human resource departments staffed with professionals who can provide employment information and answer questions. They can help you understand the organization's wage and benefit policies and how they were applied in your case, as well as where the error occurred.

It is the duty of every employer to put in place non-discriminatory employment practices and every employee is entitled to information about those practices. In many cases, it makes sense to give your employer the opportunity to take up your concerns before filing complaints.