As the HR manager, you have access to sensitive data, such as pay information.

As you are looking at pay for each employee in the marketing department, you
notice that two employees with the same job title and performing the same job
are earning different amounts of money. As you dig deeper, you notice the
employee who has been with the company for the least amount of time is
actually getting paid more than the person with longer tenure. A brief look at
the performance evaluations shows they are both star performers. You
determine that two different managers hired the employees, and one manager
is no longer with the organization. How would you handle this?
According to Milagros Ocasio, HR director for Jaspan Schlesinger LLP in
Garden City, N.Y. “If the pay difference isn't due to discrimination, "as far as I
know [an] employer can have two titles with similar duties and the employees
can be paid differently," "Favoritism, cronyism and nepotism are not illegal
either. The employer can say, 'I gave that employee an increase because I felt
like it,' and that is not illegal."
As an HR I should not rush things and be calm for me to handle this kind of
situation properly. With that, I need to ask if are the two positions really exactly
the same? just in case I made a mistake. Has the position of the lower-paid
employee changed or evolved since she was hired? Because maybe the newly
employed is doing a really great job that’s why his/her wage is not the same as
the longer tenure or maybe the lower-paid employee didn’t improve a thing for
the past years he/she’s working in the company. Is there a skill the higher-paid
employee has that the lower-paid one doesn't? The employee may not have
added value by acquiring new knowledge, additional functionalities, or
obtaining promotion. Meanwhile, the new employee may not have the same
years of experience as the previous employee, but the skills provided were
critical to the company's growth.
There are frequently legitimate reasons for treating two workers' compensation
differently. Because human resources departments strive to keep wage and
salary information private, the issue may not arise frequently. However, when
this occurs, it can be difficult and uncomfortable for an HR manager to address
such a complaint. There could be valid reasons for the pay disparity. However,
this is not always the case, and a salary analysis may be necessary. Not only
that, but there may be legal implications, so an HR department's response
must be carefully considered.

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