Although the economy may be showing signs of improvement, employers remain focused on increasing efficiency and holding down costs. This may include downsizing, eliminating pay raises, and even cutting pay for employees. While these actions can be justified, employers must be careful. Top performing employees still need to be rewarded for their efforts and companies must make sure their compensation is in line with what is being offered in their market. Otherwise, employees might leave and companies can end up spending even more time and money to replace them.
Management 2000, a PEO in Indianapolis, Indiana and Dayton, Ohio helps employers develop an HR strategy to recruit and retain quality employees. From human resource policies, to employee benefits, to payroll services, Management 2000 provides the HR support employers need to be successful.
The newly enacted Patient Protection and Affordable Care Act requires employers to provide “reasonable break time” to employees to allow them to express breast milk for nursing children. The law requires that the break time be provided for one year after the child's birth and that an employer must provide a private, shielded place other than a restroom in which the nursing mother may express the breast milk. The amendment does not apply to businesses with fewer than 50 employees if compliance would impose an undue hardship on the employer and does not require the employer to compensate the nursing employee for the break time. The measure does not, however, preempt state laws with more generous provisions for nursing mothers.
Management 2000, a Professional Employer Organization with offices in Indianapolis, Indiana and Dayton Ohio, constantly monitors federal and state laws and regulations related to human resources administration. With this information, the HR professionals at Management 2000 provide the human resources help employers need for compliance. Whether the issue is legal compliance, employee benefits management , discipline, or training, employers can count on Management 2000 for accurate, timely advice.
On my last blog, I highlighted changes that took effect immediately and stretching through 2013. So, what happens in 2014 and beyond?
- State-based insurance exchanges open for business. The exchanges are available to individuals and small businesses with less than 100 full-time employees (seasonal workers are not excluded).
- Annual dollars limits on coverage can not be required as of January 1, 2014.
- Waiting periods are limited to 90 days.
- Preexisting exclusions are prohibited on plans.
- Plans must include 'comprehensive health coverage' that includes the general categories defined in the legislation.
- U.S. citizen and legal residents are required to have health coverage. Those do not enroll in a plan will have to pay a penalty.
- Employers with more than 50 employees that do not offer group coverage and has one employee that received a premium assistance tax credit will be assessed a fee per for every full-time employee. The first 30 employees are not counted.
- Large employers (more than 200 full-time employees) must automatically enroll full-time employees into a plan.
- In 2018, an excise tax will be applied to insurers of employer-sponsored health plans that have a total value that exceeds $10,200 for individual and $27,500 for family coverages.
There are a lot of provisions associated with the new health care reform legislation that will impact your employee benefits plan. Small business PEO's bring to an expertise at both a Employee Benefit Advisor and Employee Benefits Administration capacity. Managepoint is a PEO Indianapolis and Dayton PEO. Contact us today and put us to work for you!
According to a white paper published by TriNet in 2009, one of the "Top 5 HR Compliance Concerns for Small Business" is
Current Benefit Regulation and Law Not Being Followed. "Small businesses spend 80% more per employee on federal regulatory compliance than large companies." This is further supported by a "Heath Care Policy Cost Index: Ranking States According to Policies Affecting the Cost of Health Care" conducted by The Small Business & Entrepreneurship Council's (SBEC). Beyond premiums that are traditionally 18% higher, small business owners do not have the infrastructure to manage the multitude of federal and state regulatory requirements associated with Employee Benefits Administration. SBEC states that
"Additional negative factors in the health care equation are government mandates and regulations... But each mandate comes with added costs." Management 2000 is a Small Business PEO with offices located in Dayton, OH and Indiana with an Employee Benefits Management team waiting to assist your small business in remaining complaint with both federal and state requirements. You may not be able to control the many mandates currently facing your business but you can maximize available resources thereby minimizing the overall cost and impact.
In an ever-changing environment, why not bring stability to your business and employees by utilizing the expertise of a Professional Employee Organization.
Employers often wonder what human resource policies they should 
implement. The topics range from discipline, to employee medical benefits, to how long they should retain employee records. Developing these policies can be a time consuming, difficult task, especially for small employers who are busy running their business. Without these policies, however, employers can face problems such as poor productivity, low employee morale, and even costly legal issues.
Management 2000, a Professional Employer Organization with offices in Indianapolis, Indiana and Dayton, Ohio, understands this dilemma. The human resource professionals in Management 2000’s HR Department have the knowledge and tools to help employers develop effective human resource policies and procedures to fit individual needs. With HR support from Management 2000, employers can focus on the important task of making their business successful.
The Federal guidelines that protect consumers from deceptive endorsements and advertising may pose liability issues for employers if their employees use social media to talk about their employer's products or services. When employees comment on the products or services their company provides in blogs or on their Facebook accounts, the presumption is that they are doing so for the company’s benefit and with the company's approval. On-line comments by employees can, therefore, create problems for their employers even if the comments are not authorized by or sponsored by the company.
Employers can protect against such liability by having an appropriate policy in place. Management 2000, a Professional Employer Organization with offices in Indianapolis, Indiana and Dayton, Ohio can help. The HR Department at Management 2000 regularly provides human resources advice to small business owners regarding effective policies and procedures for their companies.
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