Dayton HR

Employers that discipline or terminate employees for legitimate, non-discriminatory reasons may still find themselves facing discrimination or other legal challenges to the decision. The best way for employers to protect themselves in these situations is to remember – Document, Document, Document!

Even if a jury disagrees with a company’s decision to discipline or terminate an employee, or may think that the decision was in error, as long as the employer genuinely believed the truth of their stated, non-discriminatory reason for the decision, the employee will be unable to prove discrimination. The most effective way to support an employer’s genuine belief is complete, contemporaneous, and objective documentation of the employee actions and statements on which the decision is based. 

Helping employers develop effective HR practices, is but one of the many services provided by Management 2000, a Professional Employer Organization. The HR Professionals at Management 2000’s offices in Indianapolis, Indiana and Dayton Ohio provide HR support to employers regarding a variety of HR issues, including discipline and discharge, compliance, recruiting and retention, and training.   

Beginning in June, 2011, the Social Security Administration will begin changing the way nine-digit numbers are issued for Social Security cards. 

The numbers will be chosen randomly and the first three digits will no longer designate where a Social Security card is issued. Card numbers can start with 8 in the first position, and the number 7, previously a special designation for railroad retirees and for recipients who obtain a card while abroad, will also be used to start a regularly-issued Social Security number. No card will start with 9, and the combination 666, which often has Satanic connotations, will not be allowed.

This new numbering system is supposed to last for 30 years before running into any problems.

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, documentation and record retention, discipline, or training, employers can count on Management 2000 for accurate, timely advice. Contact Management 2000 at (317) 549-2000 or at www.management2000.com for more information.

The U.S. Department of Labor recently said it plans to update recordkeeping rules on a number of issues, including worker classification. As part of this initiative, the Wage and Hour Division plans to propose new recordkeeping rules for employers this August. In addition, the Division is considering a proposal to require employers to notify workers of their rights under the Fair Labor Standards Act and to provide them with information regarding hours worked and wage computation.

Employers cannot afford to ignore changes in labor and employment laws and regulations. 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, documentation and record retention, discipline, or training, employers can count on Management 2000 for accurate, timely advice. Call Management 2000 at (317) 549-2000 or visit our website at www.management2000.com to learn more.  

Cell phones continue to be a popular means of communication. However, if employees use a cell phone while driving and are involved in an accident, their employers could be liable for significant legal damages. Courts have already imposed huge judgments against drivers allegedly distracted by cell phone conversations, and research shows that texting involves an even greater danger.  This issue is so significant that the U.S. Department of Transportation recently enacted a law prohibiting the use of cell phones (voice or text) by drivers operating a commercial motor vehicle. The penalties are severe, and affect both the driver and employer. 

Employers can help protect against this threat by implementing policies specifically prohibiting cell phone use (voice or text) while employees are driving on company business. Management 2000, a Professional Employer Organization with offices in Indianapolis, Indiana and Dayton Ohio, has the HR management tools to develop such policies and provide advice on implementation and enforcement. Whether the issue is legal compliance, documentation and record retention, discipline, or training, employers can count on Management 2000 for effective human resources help.

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. 
 

Every company whose employees have E-mail access should include E-mail use in its human resources policies. This policy should include the employer’s right to monitor E-mails, be signed by the employee, and retained in individual employee records. Additional tips employers should consider are including E-mails in document retention programs, limiting information in E-mails to facts rather than exaggerations, speculations and insults, and having in-person conversations to discuss sensitive situations. 

Management 2000, a PEO with offices in Indianapolis, Indiana and Dayton, Ohio understands the need for effective human resource policies. The experienced HR professionals at Management 2000 provide the HR support employers need to develop an HR strategy that addresses E-mail use and other human resource issues.

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.

Whether a company’s employees are unionized or not, employers must follow certain rules regarding solicitation policies. A policy that prohibits solicitation during “working hours”, “company time” or “business hours” is presumed unlawful. A rule prohibiting solicitation during “working time”, however, is permitted, as long as it is uniformly applied.

Assisting employers with labor matters, as well as other human resource issues,  is but one of the many services provided by Management 2000, a Professional Employer Organization. The HR Professionals at Management 2000’s offices in Indianapolis, Indiana and Dayton Ohio provide HR support to employers regarding a variety of HR issues, including HR policies and procedures, compliance, recruiting and retention, and training.   

Employment screening and hiring practices often include background screening of applicants’ credit reports and criminal histories.  These background checks have recently come under increased scrutiny from the U.S. Equal Employment Opportunity Commission (EEOC) and the U.S. Congress.

Acting EEOC Chairman Stuart Ishimaru has asked the agency to issue guidelines within the next 12 to 18 months on how to carry out background checks in a nondiscriminatory manner. If approved, these guidelines could to require employers to provide empirical evidence for the “business necessity” defense in discrimination cases that arise from screening and hiring practices. In addition, legislation has been introduced that would further restrict employee credit checks. The proposal would amend the Fair Credit Reporting Act (FCRA) and prohibit the use of consumer credit checks against employees “for the purposes of making adverse employment decisions.”

The HR Department at Management 2000, a Professional Employer Organization with offices in Indianapolis, Indiana and Dayton, Ohio, tracks the latest legislative and agency trends and changes.  By doing this, the HR professionals at Management 2000 can provide employers with the HR support needed to address human resource issues and develop appropriate HR strategies.   

Regular attendance at work is an essential function of most jobs. However, there are many legitimate reasons why employees cannot be at work every day. In order to help control absenteeism, employers should have a policy that addresses issues associated with attendance. These issues include tardiness, sickness, personal business, family and medical leave, and disability. Developing such policies, however, can be a time-consuming task for employers, particularly those without an HR department.

More and more, small and mid-size businesses are relying on Professional Employer Organizations for human resources administration. Management 2000, a PEO with offices in Indianapolis and Dayton, provides the HR support these companies need. Management 2000’s HR professionals have extensive experience developing effective attendance policies as well as other HR policies and procedures. This is just one of the many ways Management 2000 can help take the administrative burden of personnel matters off employers. 

Daylight saving time begins at 2 a.m. March 14 when clocks are set ahead by one hour across most of the country. A few areas, such as Arizona, Hawaii, Puerto Rico, the U.S. Virgin Islands, and American Samoa do not observe the time change. This change may prompt employees, particularly overnight shift workers, to raise questions about wage payment rights under the Fair Labor Standards Act. Although many overnight shift employees will lose one hour of work time, the FLSA does not require employers to pay the lost hour to workers who are entitled to overtime wages.

Management 2000, a Professional Employer Organization with offices in Indianapolis, Indiana and Dayton Ohio, utilizes a variety of HR management tools and resources to stay abreast of issues affecting its client companies. The HR professionals at Management 2000 understand the human resource issues employers face and know how to develop an appropriate HR strategy to address them.  

Turnover can be expensive, and have a significant impact on a company’s profitability. Although many factors could be involved, poor hiring decisions often result in high turnover.  Unless each candidate is properly evaluated, chances are that, if hired, he/she will either become dissatisfied and leave or not be able to perform at the level expected and be let go. A thorough background check can help employers verify that candidates are as qualified as they claim. However, as is true with so many human resources issues, employers must be careful when conducting background checks. The Fair Credit Reporting Act or state privacy laws may limit the information that can be accessed and used. In all cases, employers must be cautious and not consider impermissible information.

Management 2000, a Professional Employer Organization with offices in Indianapolis, Indiana and Dayton, Ohio, can help. The human resource professionals in Management 2000’s HR Department have the knowledge and tools to conduct effective and legal background checks for employers. In addition, they can develop and procedures to fit individual company needs.  With HR support from Management 2000, employers can rest assured they have effective human resource policies in place so they can focus managing their business operations.  

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.  

An Employee Assistance Program (EAP) is a company-sponsored program for employees that provides counseling and referral services to employees with substance abuse or other personal problems that could negatively affect their job performance. These problems can include:

• stress, anxiety, depression, and phobias;

• marital problems, domestic violence, divorce, child care, and elder care;

• legal and financial concerns;

• addictive behaviors, such as substance abuse or gambling;

• the death or terminal illness of family members or close friends;

• eating disorders; and

• career-related difficulties, such as job relocation.

The Human Resource professionals at Management 2000, a Professional Employer Organization, know that effective EAPs can help employers lower turnover costs, improve employee attendance and morale, and lower employer health care costs. With offices in Indianapolis, Indiana and Dayton, Ohio, Management 2000 provides comprehensive HR advice regarding EAPs, as well as other human resource policies and procedures, to small and medium size business owners.

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. 

All too often, performance appraisals are viewed as a “necessary evil” that must be dealt with once a year. Little real effort is put into them by either supervisors or employees, and the goal is to just get them done. Small businesses without human resource departments often ignore them altogether. With the right program in place, however, performance appraisals can be effective tools to better focus employee efforts and align performance with company, department and individual goals. They can also play a critical role in making pay decisions and in supporting various employment actions.
 

The HR Department at Management 2000, a Professional Employer Organization located in Indianapolis, Indiana and Dayton, Ohio, can help employers develop effective and “pain free” performance management systems. From traditional manager-subordinate appraisals to self-appraisals and peer review, the human resource professionals at Management 2000 can design a performance management system tailored to the specific needs of individual companies.