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.
When you know how your workers learn- that is, how they process information- you can help them get the most out of workplace safety training. Some workers learn best by listening to instructions, while others need to study a text manual.
Still others follow pictures and diagrams more easily.Your safety communication is most effective when its a mixture of discussion, written materials or visuals and a demonstration that people can actively participate in or touch. Human Resources Consultants have a HR Strategy that involves all of the above mentioned along with HR Management Tools and HR Management Training that will also help the employee process information. Human Resource Management Services use HR Management Tools along with different HR Strategies to teach the employee to retain what they are learning and apply it as needed. Human Resources Help also allows the employee other avenues of learning and retention to be used as a Human Resource Information Systems which allow the employee greater retention and hands on use of the information they have learned.
The U.S. Department of Transportation (DOT) now prohibits texting by drivers of commercial vehicles such as large trucks, buses and vans. Covered drivers who text while driving commercial vehicles may be subject to civil or criminal penalties of up to $2,750.
The DOT took this step, in part, based on research showing that drivers who send and receive text messages take their eyes off the road for an average of 4.6 seconds out of every 6 seconds while texting. At 55 miles per hour, this means that the driver is traveling the length of a football field, including the end zones, without looking at the road.
This prohibition is effective immediately, and employers should take the following steps to comply:
· Implement a policy
· Train and educate employees on the policy’s application
· Distribute the written policy to each employee
· Require each employee to sign an acknowledgment of the policy, stating that he or she received, read and agreed to comply with the policy
Management 2000, a Professional Employer Organization in Indiana, constantly monitors federal and state laws and regulations that affect employers. With this information, it can provide the human resources help employers need to manage and direct their workforce. Whether the issue is legal compliance, documentation and record retention, discipline, performance, or training, employers can count on Management 2000 for accurate, timely advice along with it's complete human resource information system.
Exit interviews can be important HR management tools for employers. Ideally, exit interviews should be conducted with all employees leaving a company. If that is not possible or practical for all terminations, an employer should make a point to conduct exit interviews in cases of voluntary resignations. This is especially important if there has been a rise in turnover, employee complaints, or possible legal action by former employees.
Exit interviews can be conducted in a variety of formats. Whether they are formal, informal, face-to-face, or a written survey, all exit interviews should be documented. The professionals in Management 2000’s Human Resources Department have extensive experience related to developing and conducting the exit interview process. In addition to advising employers as to the best format for exit interviews, Management 2000 has a complete human resource information system at their finger tips that can be used with the employer during the interview or actually conduct the interview for the employer.
Reinforcing positive safety behavior can have an enormous impact on your safety program. Instead of always focusing on the problems, focus also on the accomplishments.Identify milestones when a milestone has been reached. Any leader who focuses on these factors will raise their level of credibility with their team and enjoy the benefits of a positive work culture. The Human Resource Administration within your company also can have a tremendous impact on positive work culture by using HR Strategy's along with HR Procedures to teach positive work habits. Your company along with others has an incredible resource right at their fingertips, your Human Resources Administration, they will provide HR Management Training along with HR Procedures which you may follow in your quest for a more positive safety attitude. The Human Resource Consultants provide the HR Management Tools needed to plan your HR Strategy in accomplishing your goal of having a world class safety department within your company.
HR Professionals blended with your company's Safety Professionals can create a Human Resource Management Service that uses HR Procedures, HR Best Practices and HR Support to compliment and guide any Safety Department to focus on accomplishments and milestones you will reach by using the Human Resource Policies and the Human Resource Consultants within your company. Don't forget that the Human Resource Professionals within your company are capable of using Human Resource Information Systems to compliment your goals when striving for positive safety behavior.
Our newest client who owns a trucking company in Missouri with 18 employees was a part of that $8.7 billion...OUCH! He didn't try to cheat, he just didn't know. He came to us because he's just sick of ALL the State and Federal stuff he's supposed to know and keep track of.
A lot of people are now thinking about their business going into 2010...If you have been having PAIN with Benefit Plan Administration, Workers' Comp, Payroll Administration, Taxes / Report, Human Resource Management, Training Tools Information Systems, etc.
Now is the time to think about Management 2000, a TOP PEO. For 15 years Management 2000 a Indiana PEO company (Professional Employment Organization) has been eliminating the PAIN of doing business for people just like you. It doesn't hurt to just talk...and 2010 is coming. Give me a call, Steve Schilling 800-554-5945 or at
www.management2000.com
I am working with a new client to help set up their vacation, personal and sick day accruals.
In the past, this client had no record keeping process in place to track usage. As a result, we have found that one person has already used 16 hours more than they are entitled to this year and we're not even half way through the year. This can be very costly to employers. First thing we are doing is establishing clear Human Resource policies so that employees know what the limits are for each of these plans. Second we will use our Human Resources Information System to set up the eligibility and track usage and show that information on the employees check. That way employees will always know what they have used and what they have available. This will be an improvement that will benefit both the employer and the employees.
Hey, this is Joe again. I think the Obama administration is going to keep the HR profession busy for some time to come.
When the Ledbetter Act was signed into law, at Management 2000 we started receiving numerous calls from our clients, some in a panic about what does this law means. The Lilly Ledbetter Fair Pay Act was signed into law in January in response to a ruling from the US Supreme Court in Ledbetter v. Goodyear Tire & Rubber. The court had ruled that compensation discrimination had to be filed within 180 days of the start of the discrimination – the new law reverses that decision. The new law removes the time limit for filing a claim. Additionally the new law extends who has the right to file a claim. In the past only the employee could file a claim, with the new law anyone affected can file a claim which opens the door to all family members and others to file.
So what does all this mean to our clients? First of all proper documentation is critical on a going forward basis. As a result, at Management 2000 we have changed our employee record retention methods. Going forward we will retain those records indefinitely until such time that it is determined that there is a time limit. Throught the use of our Human Resources Information System, we are conducting reviews for our clients to see if there are situations that look like attention is needed.
In regards to pay disparities, just because there are pay disparities that does not mean there necessarily has been unlawful pay discrimination. Many defensible reasons, including experience, education, and job duties may result in pay disparities and would not be unlawful. Management 2000 is there to help because you have a business to run.
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