All the rage right now is what Congress will do to health insurance. How will this effect Employee Benefits Insurance? Companies utilizing PEO's like Management 2000 have little to worry about. They will be able to continue growing and building their business while Management 2000 handles all the research on whether the new options available are to utilize a government plan or a private plan. If many of the headaches come true of a public plan, the PEO will be positioned to battle the red tape for their clients while the client and their employees continue what they are good at. Strengths in action. That is what makes the PEO relationship so valuable. The Client does what they are good at resulting in a growing business. The PEO takes away all the adminsitrative headaches of managing employment law and concerns. A combination for success!
t Management 2000, the Employee Benefits Management Team have a new tool to help assure continued maintainance of the best health benefits for the best price. The program is on on-line tool called Form Fire( 
At the various Management 2000 departments, (HR Administration, Employee Benefits Administration, Payroll, etc.) we make it a part of our daily routine to scour current events that may impact our clients. Today it was announced that any employer in Indiana with over 50 employees may institute a wellness program and deduct 50% of the cost. As many small employers are too busy running their business to research this law or find competent providers, our HR and Benefits Department takes care of this problem for them. Saving taxes,employer law compliance, and vendor research are all imporant services our clients enjoy. Between the vast Section 125 for group health, dental, life etc. plans as well as other health cost containement programs like an HRA, HSA, or FLEX, Management 2000 HR has the experience to lead a small or medium sized business through the maze of maximum tax savings and complete compliance.
When you got into your business, it was fun. It was probably just you and maybe a partner...you didn't worry about employees. Then you figured out you had to have employees to grow. That was exciting as well until you found all the government regulatoins that surround and protect employees. Next you found out that in order to get good, competent employees, you had too offer competitve benefit programs. How is a small guy supposed to compete? Enter the PEO. A PEO takes on and shares the responsibilities of maintaining a staff of employees for the small employer. By utilizing PEO services, the employer can eliminate the headaches of Employee Benefit Administration, Human Resources Adminstration, Payroll Tax Administration and more. You can then get back to the feeling you had running your business in the good 'ole days
With health costs skyrocketing and recession revenues contracting, certain employers have had no choice but to eliminate group health coverage all together. There are still options, however, for small employers to put together some sort of benefit package for their remaining employees. For one, group life still remains a bargain, so I recommend having a separate group life policy paid by the employer for all employees. $15k - $25k can ofter be had for less than $15 a month. Next, voluntary benefits are not suffering nearly the rate increases of health plans, so those things like FLEX, AFLAC, dental, vision, legal plans can still be offered without any additional cost to the employer. But what about medical coverage? For folks with a fairly healthy group of employees, a list bill option for individual health plans may be an option. With our PEO, Management 2000, we have an in-house insurance agency names RMIA Inc. This allows us to offer groups unable to afford group coverage through the PEO an option of offering payroll deducted individual plans. The only downside to this strategy is that employees with ongoing health concerns will not qualify for this coverage and will have to seek other options. In Indiana, we help guide those employees through the state pool process. It is actually illegal for employers to contribute toward these health plans when a group plan could be available, so it doesn't look so bad when the employer couldn't afford to do it anyway. If a client wishes to 
, introduced by the IRS back in the mid '80's, are a terrific benefit tool to help contain out of pocket medical and dependent care expenses. The advantage of utilizing this benefit over deducting these expenses on a personal tax return is that in most states, you save on five (5) different taxes. You reduce your Federal Income, State Income, Local Income, Social Security and Medicare taxes. As great as these two programs are for an employee and employer, it has a disturbing "catch" that invariably encourages smaller employers to limit or eliminate the amount of $$ that may be put aside each year. The problem provision allows whatever level an employee enrolls in to have access to the full amount on 1/1 of the calendar year. If they use the entire amount on 1/2, that is their prerogative and they may pay the employer back each pay period the rest of the calendar year. If that same employee quits or leaves the company on 1/3, there is no obligation for that employee to repay this money and there is no legal remedy for the employer to recoup this cash outlay from the employee. The only recourse is to hope other participants either quit with positive balances or they leave a balance under the "use it or lose it" rule at the end of the calendar year. For small employers, this just does not happen. As a result, this benefit was often only available to employees of large companies that could spread the risk. Enter the PEO. Professional Employer Organizations allow many small employers to assemble under one organization for benefits purposes. This allows the inherent risk described earlier to be spread out over a much larger group of participants. Now, when a employee who has maxed out his claim leaves a small 5 man group, the Benefits Administration Team of the PEO takes on the risk of recouping the lost money through the other many small employers participating in the FLEX plan. In addition, this reduction in risk allows the PEO to offer higher annual limits employees may set aside. At Management 2000, we allow individuals to set aside up to $5,000 for medical and/or dependent care expenses in a calendar year. Ultimately, it is the PEO who assumes all the risk for this plan. The employee and employer participants in the PEO get all the benefits of the FLEX plans with none of this risk described above. This is just another example of the Human Resource Administration advantage that a PEO can offer small to medium sized companies. 
For most of the past century, life insurance was a product that was marketed by agents who went door to door. They reviewed folks needs across the kitchen table and often came by each month to collect the premiums. Well, thanks to the internet, price of shoe leather and what not, this practice has pretty much gone the wayside. Now, most people get life insurance through their work. Many employees make the mistake of believing that the $10-$50k worth of life insurance provided under a medical plan is adequate. Larger employers often offer higher options that can be purchased to protect their employees and their families. Smaller firms barely have the resources to offer a health plan much less worry about life insurance optoins. Enter the PEO and their Employee Benefits Management Team. These folks can enable small employers to offer similar programs as their larger competitors. Not only does this give better options to the employee, it helps the small guy retain valuable employees with stelllar benefits. Life insurance is an important, often overlooked need that your PEO benefits department will help fill for you and your employees. 
Starting a new business can be daunting. Add to this the challenge that you were not born in this country and had only a short time to pick up on all its laws and regulations. Management 2000 payroll and PEO service can help with this problem.
This is the final week for those who have failed to file their 2008 tax return before now. If you are an employer, you may have employees suddenly appearing in your office lamenting the loss of that W-2 you provided back in January. If only you had an HR department to handle these interuptions!. A PEO is the perfect solution to keep these problems from interupting your ability to grow your business. Instead of taking the extra 15 minutes to contact your payoll company/accountant, getting them to reporudce the W-2, having them fax or email it to you, then finally distributing it to your employee, you could have just givent the employee the phone number to your PEO HR department. They would have handled all of that for you without ever needing to be involved in the process. A PEO puts in place for the small business valuable payroll policies that will keep the employees happy while you can focus on making your business grow.
At Management 2000, we ROCK Benefits Plan Administration! 
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