Businesses need to strongly consider paying employees what they are actually worth to the operation of the business, and not low-ball them just because they can. 

There is a reason for this, and it’s not just because it’s the “right thing to do.”

Here is the scenario:

(1) An employee is top talent, but is considered to be “replaceable” by the company.

(2) Company treats Employee as “replaceable” and pays the lowest salary it can get away with because it is the most “cost effective” for the company.

(3) Employee is overworked in comparison to his/her pay, does not feel appreciated, and eventually burns out.

(4) Employee quits and the Company is left stranded without a “replacement” - even though it previously considered Employee to be easily replaceable. 

(5) Company looses revenue and incurs substantial costs locating and training a new Employee.

(6) Employee tells his/her friends about the crapy work conditions and the Company develops a bad reputation amongst potential job candidates. 

In this scenario, both parties become frustrated and resentful regarding the employment and the process. 

There is a better way to do it.

ABOUT THE AUTHOR

Karly Wannos is a Florida employment attorney. She represents clients at all stages of litigation in claims involving discrimination, harassment, retaliation and wage and hour disputes. Karly knows that lawsuits can be devastating, and is passionate about helping her clients prevent the lawsuits before they happen. Karly regularly counsels clients on best practices and through her on-demand courses and legal template shop, Karly helps businesses and HR professionals engage in preventative steps to boost employee retention and avoid exposure to wrongful termination lawsuits. Karly is also the host of The Employment Experience Podcast, where she provides valuable employment law tips to her audience. 

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For Informational Purposes only. This does not constitute legal advice or create an attorney client relationship. Karly Wannos is licensed to practice law in Florida only. Please consult with an attorney before making any legal decisions.