On-line social media, such as social networking websites and blogs, can be highly effective business tools for sharing ideas and exchanging information. However, they can present challenges for employers trying to balance the
responsibility to monitor and respond to employee misuse of social media with employee privacy rights. To address these issues, employers should develop and implement specific polices to set guidelines for employee use of on-line social media.
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 provide HR support to employers regarding a variety of HR issues, including discipline and discharge, compliance, recruiting and retention, and training. Contact Management 2000 at (317) 549-2000 or at www.management2000.com for more information.
The federal Occupational Safety and Health Administration recently proposed a number of regulatory revisions. OSHA’s goal in requesting these revisions is to remove or revise requirements that are confusing, outdated, duplicative, or inconsistent. These proposed changes include a number of revisions to its "general industry" standards, which apply to most businesses.
Management 2000, a Professional Employer Organization with offices in Indianapolis, Indiana constantly monitors federal and state laws and regulations related to human resources administration. With this information, the Safety and HR professionals at Management 2000 provide the human resources help employers need for compliance. Whether the issue involves OSHA compliance, safety audits, or general HR administration, 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.
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.
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, 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.
For more information about the services Management 2000 provides, call (317) 549-2000, or visit the website, www.management2000.com.
Effective communication is a essential skill for safety professionals. Whether you re communicating through an internal memo, safety training or in person, its important to ensure that you re message is understood. This is just as important when you re sending a message electronically. Remember these tips when sending email correspondence:
- Write a specific subject line
- Get to the point quickly
- Use plain language
- Be very courteous
- Be professional; and
- Always include your current contact information
Your HR Administrator uses HR Strategy and HR Procedures to teach employees the proper way to communicate electronically. There are HR Resource Policies that will dictate the proper way your company would prefer you to communicate with each other. Always check your Human Resource Policies and ask for HR Support if you have any questions on this specific issue.
The Department of Labor’s Wage and Hour Division has issued a new interpretation of compensable time for workers changing into or out of protective clothing. This changes the prior interpretation that time employees spend donning and doffing protective clothing was not compensable under the Fair Labor Standards Act. Accordingly, employers must now compensate non-exempt employees for the time they spend changing into or out of protective clothing or equipment “required by law, by the employer, or the nature of the job.”
Management 2000, a Professional Employer Organization with offices in Indianapolis, Indiana, 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 involves payroll, benefits or general HR administration, 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.
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.
In a recent BLR poll, employers agreed that the worst mistake a candidate can make is arriving late. The next two worst interview mistakes a candidate can make are being poorly dressed/groomed and knowing nothing about the company/organization. If applicants make a mistake in an interview, it may cost them a chance of being hired. However, if an employer makes a mistake during the hiring process, it could lead to serious legal consequences.
Employers need to be aware of federal, state, and municipal laws that determine what is unlawful in pre-employment inquires. The HR professionals at Management 2000, an Indiana PEO, provide the human resources help employers need to address this, and other human resource issues. With extensive experience and a vast array of HR management tools, the human resources consultants at Management 2000 can develop appropriate HR strategies for employers to use during the hiring process. Contact Management 2000 at (317) 549-2000, or through their website, 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.
Small business owners are often so busy running their companies that they don’t take the time to establish human resource policies and procedures. This can lead to problems when it becomes necessary to discipline or terminate employees, and even in situations as simple as changing hours of work or job assignments.
Basic HR policies and procedures are critical to any company’s success. Management 2000, a Professional Employer Organization, assists its client companies with human resources administration. The HR professionals at Management 2000 provide the human resources help employers need to implement and enforce effective policies and procedures.
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.
Safety reminders and messages do improve cultures and outcomes. But there comes a time when efforts may fail to improve-and possibly even harm-safety results. Workers can become frustrated with too many safety procedures and too much information. This is especially true if they are dealing with overwhelming responsibilities or feel to pressured to produce, while also dealing with complicated safety requirements. At that point they may begin cutting corners on safety, either deliberately or subconsciously. To avoid overwhelming your workers, look for ways to simplify safety. Try to provide the appropriate amount of information in an easily understandable way-neither too little or too much. A great safety program is important and training is also very critical. Don't let information overload undermine your efforts. Turn to your Human Resource Administration for HR strategy and HR support from your HR Professionals to help design and implement the safety program with you so they may use their HR Management Tools along with HR Management Training to produce the results your looking for.
Payroll errors can be costly. Last month, a petroleum company in New Jersey entered into a settlement agreement under which it will pay $4 million in overtime pay, 
damages, interest, and penalties to more than 700 current and former employees. According to the Department of Labor, the company and its owner failed to pay employees time and one-half the regular hourly rate for time worked in excess of 40 hours a week and failed to keep accurate time and payroll records for approximately seven years.
Employers cannot afford to have ineffective payroll policies. Management 2000, an Indiana PEO, provides payroll services for small businesses as well as HR and employee benefits administration. With help from Management 2000, employers can rest assured that payroll and other human resource issues are properly managed.
One way that small business employers compete for talent is to offer comprehensive group health plans with flex benefits. The challenge with these type of employee benefits plans is the cost and complexity of administration. Key components for success are:
- Benefits Plan design
- Employee Benefits Administration
- Payroll Coordination
- Communication
An Indiana HR Company, brings all needed areas of expertise to your business in a cost-effective manner. Already equipped with a human resources benefits system and established practices in the areas of communication across business channels, payroll services and employee benefit administration.
Management 2000 is an Indiana Employee Benefits Company with offices in Indiana an
d Ohio go to
www.management2000.com to learn how we can assist.
While alcohol and drug abuse rates tend to vary over time, surveys consistently find at least 5 to 10 percent of workers admit to illegal drug use; the actual percentage is probably even higher. Employee substance abuse can have many harmful effects on an organization, including:
• higher absenteeism,
• increased accidents and injuries,
• higher medical costs, and
• lower productivity and quality.
Research by the federal Substance Abuse and Mental Health Services Administration has found that workers with the highest rates of abuse are concentrated in workplaces that have the fewest policies, informational resources, and employee assistance programs to address substance abuse. Workers in businesses with strong substance abuse programs report the lowest rates of drug use.
Management 2000, a PEO with offices in Indiana and Ohio, has knowledgeable HR professionals who provide the human resources help employers need to develop effective HR procedures and policies. Management 2000’s HR Department also provides HR support in the form of training to managers and employees to ensure understanding of these policies.
Employers with 15 or more employees are subject to the Americans with Disabilities Act (ADA). In addition to prohibiting discrimination against individuals with disabilities, the “reasonable accommodation” provision in the ADA may dictate that employers provide unpaid leaves in certain situations. This can be true even if the employee has no sick time/PTO available.
Ensuring compliance with the ADA and all the other state and federal employment laws can be a daunting task for employers. Management 2000, a PEO with offices in Indiana and Ohio, has knowledgeable HR professionals who provide the human resources help employers need to comply with these laws. From audits, to developing effective HR procedures and policies, to training, Management 2000, takes the burden of employment law compliance off employers.
On April 15, 2010,
H.R. 4581 - Continuing Extension Act of 2010 was passed into law extending the 65% health insurance subsidy for involuntarily terminated employees through May 31st. In addition, those who lost their jobs between March 31st and April 15th (voluntarily or not) are to be notified of the revised program.
With the increase in regulatory provisions, now is a good time to consider outsourcing management of your Employee Benefits Administration. As I have shared in my previous blogs, the regulatory and compliance demands put on small business owners is becoming more time consuming and troublesome.
Let Management 2000 a Top PEO take care of your Group Benefit Plan Administration. We are waiting to serve you and your employees. Improve your ROI by leaving the administration to us, because you have a business to run!
www.management2000.com
As COBRA Administrator's for our employer groups, we keep a watch on the every changing legislation that impacts their Employee Benefit Plans to ensure compliance.
H.R. 4851 - Continuing Extension Act of 2010, was put before the Senate on April 13, 2010. This bill will extend benefits which include COBRA Premium Subsidies for laid off employees from April 1 to April 30, 2010. The Senate is expected to vote today on an amendment that will extend subsidy to May 31. If the amendment is passed by the Senate, it will be sent back to the House. If approved by the House, any COBRA beneficiaries that were laid-off as of April 1, 2010, will need to be extended the subsidy.
On the horizon is
H.R.4213 American Workers, States and Business Relief Act of 2010. This Bill will extend health premium subsidies through December 31, 2010.
Management 2000 is a small business PEO. Let our Employee Benefit Administrators manage this aspect of your operations, so you can run a business.
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.
Even employers that are careful to comply with equal employment opportunity laws can find themselves facing a discrimination complaint. As a result, all employers can benefit from adopting an HR strategy to address EEO concerns. According to guidelines published by the EEOC, an effective anti-harassment policy and complaint procedure should include:
• clear explanations of the prohibited conduct;
• non-retaliation assurances for employees who make complaints or provide related information;
• clear reporting procedures that provide for accessible avenues of complaint;
• confidentiality restrictions on disclosure of complaint and investigation details;
• prompt, thorough, and impartial investigative practices; and
• procedures to ensure immediate and appropriate action to remedy actual instances of harassment.
Of course, employers must also communicate these procedures to all employees.
Many businesses do not have the time or resources to devote to this and other human resources administration issues. The HR professionals at Management 2000, a Professional Employer Organization, have the expertise and HR management tools to provide the human resources help employers need to develop appropriate HR strategies and procedures to ensure legal compliance.
On March 18, the Governor of Indiana signed into law legislation that prohibits employers from restricting employees’ possession of firearms. According to the new law, employers cannot have a policy or rule that prohibits employees from “possessing a firearm or ammunition that is locked in the trunk of the employee's vehicle, kept in the glove compartment of the employee's locked vehicle, or stored out of plain sight in the employee's locked vehicle.” This law does not, however, apply to facilities such as schools, child care centers, group homes and domestic violence shelters.
With the passage of this law, Indiana employers must review their human resource policies to ensure compliance. Management 2000, a Professional Employer Organization, can provide the human resources help employers need to understand this and other state and federal laws affecting business operations. The HR professionals at Management 2000 have the HR management tools and resources to analyze these laws and develop effective HR procedures for their clients.
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