Management 2000

Job descriptions play a critical role in a company’s operations.  Not only do they let employees know what is expected of them in their individual positions, they can be key factors in many situations, such as determining pay, Worker’s Compensation/disability issues and unemployment claims. Many companies, however, have little time to focus on HR administration.  Therefore, they either do not have job descriptions or the ones they have are outdated.  All too often employers realize the need for accurate job descriptions only after an issue like those identified above arises. 

The human resources consultants at Management 2000, an Indiana Professional Employer Organization, have the HR management tools and expertise to create job descriptions for any position. Employers can rely on the HR Department at Management 2000 to help them with this, as well as other HR issues. 

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 Age Discrimination in Employment Act (ADEA) protects applicants and employees age 40 and older from discrimination based on age. Employers can defend against an ADEA claim by demonstrating that the employment decision was based on reasonable factors other than age. On Feb. 18, the Equal Employment Opportunity Commission released a proposed rule to clarify what these “reasonable factors” could be.  This rule would revise ADEA regulations to explain that whether employer policies and practices are based on reasonable factors other than age depends upon facts and circumstances surrounding the policies and practices in question.

The ever-changing rules regulating employment matters cause headaches for employers on a daily basis, especially small employers. The Human Resources Department at Management 2000, a Professional Employer Organization with offices in Indiana and Ohio, can help employers make sense of these rules. Management 2000’s HR professionals are experienced in HR administration and have the knowledge and tools to advise employers regarding HR practices and procedures, as well as how to handle specific situations.  

• Start the meeting on time
• End the meeting on time
• Keep the meeting straightforward and simple
• Stick to your agenda
• Encourage questions
• If a question comes up that you cant answer, don't fake it. Find out and follow up
• Involve participants
• Use humor to keep peoples attention and help them remember what they have learned
• Show interest in your topic
• Treat your audience with respect
• End your meeting on a positive note
• Honor your promises. Always follow up on any concerns

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.  

• Always wear the proper PPE
• Always use the proper tool for the job
• Concentrate on your work
• Look for unsafe acts or unsafe working conditions
• Don't over extend yourself when on ladders

• Are the conditions safe to do the work
• Are the methods we are going to use safe
• Does everyone know what to do
• Does everyone no how to do it

While many people think of OSHA – the Occupational Safety and Health Act – as governing hazardous materials and dangerous occupations, virtually every employer has responsibilities under the Act. The General Duty Clause required employers to ensure that their workplaces are free from recognized hazards. In addition, many companies with more than ten employees are required to post the “OSHA 300 Log,” a form used by employers to record worker injuries and illnesses, on an annual basis.

Safety compliance can be time-consuming, especially for small business owners. The HR Department at Management 2000, an Indiana Professional Employer Organization, has safety professionals experienced in OSHA compliance and training. Through its human resources consulting services, Management 2000 can help employers develop policies and procedures to address safety, as well as other human resource administration issues.

• Always report accidents and near misses to employer
• Any injuries needing first aid or medical attention should be reported to employer
• What do employees do in the case of an emergency
• Where is the nearest hospital? what are the cross streets?
• Who are the first aid qualified persons on the job site
• Anyone witnessing an accident should immediately report it to a supervisor
• All accidents should have an investigation conducted to determine the cause

Employers today are faced with a multitude of rules and regulations governing all aspects of their businesses, including human resources. Failure to understand the complex federal, state and local laws can lead to costly errors. For example, even if an employer does not have enough employees to be covered by the Family Medical Leave Act, it may be subject to state law requiring it to provide leave (possibly paid) to employees who undergo certain medical procedures, such as organ or bone marrow transplants. 

Management 2000, a Professional Employer Organization in Indiana, can provide the human resources help employers need to understand complex and ever-changing employment laws. The professionals in Management 2000’s HR Department understand these laws and can assist employers in developing effective human resources polices and procedures compliant with these laws.  By allowing Management 2000 to handle HR administration issues, employers, especially small business owners, are free to manage the operation of their businesses.

• Over concentration on work
• Poor workplace ventilation
• Loud radios; individual radio with ear plugs
• Use of alcohol or drugs

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. 

• A heavy object falls off a ledge or shelf and thuds to the floor a foot away from workers. (the next falling object may find its target)
• A worker slips on a slick surface and almost-but not quite-falls. (the next person along may fall and end up in the hospital)
• A worker jumps back just in time to avoid being struck by an opening door. (that door will hit somebody one of these days).

In these difficult economic times, companies struggle with cost containment and operating efficiently. Maintaining positive employee relations is critical, not just in terms of productivity but also to prevent litigation. Employee lawsuits are expensive. Juries tend to sympathize with employees and award damages in the millions. Clearly, this can be financially devastating to an employer. 

In most cases, the underlying cause of employee lawsuits is that a manager or supervisor either caused it or could have prevented it. Employees can be prompted to initiate legal action when managers or supervisors: 

·                  Say the wrong thing or ask the wrong questions

·                  Treat employees unfairly

·                  Humiliate, harass, or retaliate

·                  Do nothing when action should be taken

Management 2000, a Professional Employer Organization based in Indiana, provides employers with professional, effective human resources help. Whether it’s developing HR procedures and policies, training, or providing advice on specific situations, Management 2000’s experienced professionals help employers minimize the risk of employee lawsuits. 

• Poor housekeeping
• Horseplay
• Careless handling of materials
• Improper or defective tools
• Failure to follow instructions

• If possible, correct the problem yourself immediately
• Report any unsafe condition or action to company authority's
• Follow up,report the condition again if it is not corrected

Disciplining employees is often an unpleasant task, and can become even more difficult if supervisors make the following mistakes:

• Thinking of discipline as merely a punishment instead of an opportunity to correct a situation
• Taking an apologetic approach, such as saying, “HR told me to do this”
• Trying to maintain friendships and letting people get away with things too long
• Failing to keep good documentation

Management 2000, a Professional Employer Organization in Indiana, has a staff of experienced human resource professionals who can provide employers with practical advice regarding disciplinary issues. This is but one of the many benefits offered by the HR Department at Management 2000