Dayton PEO

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.

• 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.

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.