AboutShirley McAllister, CPP, PHR Expertise I can answer questions about payroll laws and payroll tax laws and Human Resource laws and agencies. I can answer federal payroll and human resource law questions and most states; I do not have a knowledge of the local taxes for cities and counties within the state.
If and when I can I will try and send you the website where you can reference the answer and where you can obtain more information as well as a contact number if needed for that particular agency.
Some agencies I have worked with are IRS, Department of Labor (federal and state), Revenue Canada (and provincial governments), Inland Revenue, OSHA (0ccupational Safety and Health Administration); Social Security Administration and National Child Support as well as other agencies in Payroll and Human Resources.
Some Laws I am particularly familiar with are FLSA (Fair Labor Standards Act), ADA (Americans With Disabilities Act), FMLA (Family Medical Leave Act) COBRA (Consolidated Omnibus Reconciliation Act ) , QDRO's, QMCSO's, and other support orders and garnishments, USERRA (Uniformed Services Employment and Remployment Rights Act,PPA Act (Pension Protection Act of 2006, As well as most other employment type acts. I am also well versed in the Title V Civil Rights Act and the HIPAA (Health Insurance Portability and Accountability Act).
Experience 25 years in Payroll and Human Resources
Organizations SHRM (Society of Human Resources)
APA (American Payroll Association)
DOLEA (Department of Labor Employers Association)
Education/Credentials PHR Certification in Human Resources
CPP Certification in Payroll in U.S.
Payroll Administrator and Payroll Supervisor certification in Canada
Question Hi Shirley,
My employer informed me last week that my job title was
being changed and my salary reduced by 23%. They are
bringing other managers in, who are younger and paying them
less (I am 40). I was told it was based on my performance
review. I challenged the content of that review because the
information it was based on was never shared with me in the
course of the year reviewed and there was incorrect
information on it. I was told my salary exceeded the budget
for the district, yet for 2 years since I was recruited by
the company, it was never an issue. I feel they are
definitely trying to force me out by their actions. My
question is are they discriminating against me with their
actions?
Answer This could be considered age discrimination unless the company can prove it was for performance reasons.
You can contact your Department Of Labor office of EEOC and file an age discrimination complaint. They will investigate and they will let you know their finding.
