Is it legal to lower an employees wages after 3 weeeks of work?

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Gertie	Have you thought about the consequences of lowering his wages. Next thing you know he's out hurt because he injured himself on the job. You should really evaluate the situation before you make any decisions. Was this answer helpful to you? Yes / No

Rizig S	It is not legal, workers union would not be very happy about that, you as an employer must know what you are offering people. I would talk to him tell him that he needs to pick up the pase, you as an employer have 3 month to let him go for any reason. For next time. Tell your employee this is what you start with $--. We give a raise of $... after 2 weeks of you working with us if you are a hard worker. If he diserves to get paid like the others you give him the raise. Was this answer helpful to you? Yes / No

greasepaintmunkeybrains	Don't lower his wages, instead give him a written warning about his tardiness. If it happens again fire him or lay him off. Legally your are obligated to give spoken warning , then written warning, then you can take action. Was this answer helpful to you? Yes / No

beans	talk to him about it. Was this answer helpful to you? Yes / No

riffraff	Laws vary state to state so your really going to want to look into those prior to any decisions. Some states have at will employment and other dont. Regulations can be tricky. I know where I live however your well within your rights to fire and not have to pay out unemployment benifits but wait another week and you will. You'd also be perfectly within your rights to fire based off false information on the resume. You'd probably run into more trouble trying to lower a wage than just firing him and getting a new employee. Was this answer helpful to you? Yes / No

mime1lead	counsel with him. write him up. warn him. if no improvement then you can dismiss him. Was this answer helpful to you? Yes / No

Barry auh2o	Just terminate him and get it over with. Cut his pay, I guarantee his performance will only get worse. Yes, it;s legal, but is it prudent??I feel it will only create resentment from those who have to carry him. Was this answer helpful to you? Yes / No

chops29	When I worked at one of the 'Big Three' years ago, you had 90 days to prove yourself. If you didn't , your gone. And that was a union shop. Now days if you discharge any one, they lay the gender or race card on you and even religion can be used. Was this answer helpful to you? Yes / No

Alfred C	Most likely no. Was this answer helpful to you? Yes / No

Judy	Yes it's legal as long as he is still getting at least minimum wage. Have you talked to him about the problems he is presenting? I'd do that first, then fire him if he doesn't improve. Was this answer helpful to you? Yes / No

MarylandMonroe	Is it legal? Possibly. Is it smart? Probably not. What do you expect to accomplish by doing this? Improving his performance? It's not likely, and it may have unintended consequences. What if this guy says "Sure, I'll take the lower wage" and continues to perform below your expectations. What option do you have then? More bargaining? You really need to consider the effect that "Mr. Sub-performer" will have on the morale of the rest of your hard-working team. You might find that he's not worth the effort you're putting into trying to keep him. If you're really intent on keeping him: 1) Leave his pay alone. Don't give him any ammunition that could be held against you in an employment court in the event you decide to let him go. 2) Begin the job coaching immediately. Review the requirements of the job, and ask him how he feels he's doing in performing the tasks. 3) Define tangible and measureable goals with deadlines and let him know exactly what will happen if he fails to deliver. Then follow through with the actions you discussed with him. 4) Set a regular time (daily, weekly?) to review his progress toward completing the tasks. 5) Put everything in writing: document your expectations for him, the tasks you expect him to complete and their deadlines, and any/all performance/task-related conversations you have with him. If this guy truly has skills that are valuable to you and your company, then you should be able to coach him into improving his performance in short order. Otherwise, you need to accept that he may not be a good fit, cut your losses, and terminate him. But be swift about whatever you do so that your other employees are not carrying an undue burden. Was this answer helpful to you? Yes / No

Lindsay G	Since your the employer, shouldn't you know this kind of information? If I were you, I'd talk to him before you lower the wages, perhaps something is wrong. It's always best to give the person a chance to explain themselves. Was this answer helpful to you? Yes / No

Sherry C	He was hired at a certain wage. Did he sign an employment contract with you. You can't just lower it after 3 weeks because he not preforming. I would document a verbal or written warning to him depending on your company policies. If he is not preforming after 4 weeks maybe he is showing his true work ethic. Let him go. Was this answer helpful to you? Yes / No

mcrine1	It probably depends on state laws, but simply give the option of a lower wage or being fired. Put the ball in his court. Was this answer helpful to you? Yes / No

JUIICY GIIRL	dont know if thats legal.. you signed paperwork stating you would pay him one amt, its your job to check references... Was this answer helpful to you? Yes / No

stanleys_2001	I'd give him an evaluation and offer him continued employement at a reduced rate. Was this answer helpful to you? Yes / No

teacupn	You have options, but you must grow a spine, one made of bone, not jello. Seriously. Sit this person down in a private office or space. Be exact, clinical and direct. You may even quote your own question in Y answers. Give him two months to clean up his act, give him 60 days, people can be 'good' for a month, but start to slide after that. If after two months, the behaviors you describe continue or begin again, then fire him. He was duly warned, you have done your duty by him as an employee, next time, check references more closely. Was this answer helpful to you? Yes / No

angelic	i would give him his one month evaluation. put him on probation tell him he has one month to pull it together. then if he doesnt fire him. end of story. im sure u could find someone who is worth the amount ur willing to pay. Was this answer helpful to you? Yes / No

address man	I'd let the person go. No one is going to accept that and it sounds like he's a problem anyway. Was this answer helpful to you? Yes / No