• Payroll and employee benefits administration. Management 2000’s employee benefits advisors can make sure companies comply with employment laws regulating payroll and benefits, such as the Fair Labor Standards Act and the Employee Retirement Income Security Act.
• Recruiting and retention. The HR professionals at Management 2000 can manage recruiting and retention efforts to ensure success as well as compliance with federal, state and local laws.
• Policy development. Management 2000 can develop the human resource policies and procedures needed for internal control and guidance, again in compliance with employment laws prohibiting discriminatory labor practices.
• Recordkeeping and compliance. Management 2000 can help make sure companies comply with employee record retention requirements.
For more information about the many ways Management 2000 can help your company, call (317) 549-2000 or visit www.management2000.com.
Strategic Human Resources must be taken into consideration with most small to medium sized businesses. Top PEO’s. like Management 2000, can help solve this concern.. Due to the fact that health care prices have been increasing, PEO's have made finding the best coverage for the best price a priority for each of their member clients. As opposed to most normal health brokers, PEO’s also put emphasis on Human Resources Outsourcing Service to keep business on the road to compliance and avoiding the pitfalls of confusing employment law.
Today is Election Day across the country. Health care is a big factor in this year’s election. Management 2000, Indiana’s leading PEO, encourages all eligible citizens to exercise their right to vote today. We encourage you to vote for leaders who remember that small business is the backbone of jobs and the engine for the American economy.
Management 2000 employees strive to service their clients in any way to help make their company run better. Our main goal here is Human Resources Outsourcing Services, and each department at Management 2000 plays an important role in making that happen. One of our employees, Risk Manager, was acknowledged by our client, for all of his hard work in helping train all their employees. Along side our HR Department, another company has improved with the specific help of our Risk Safety Department, they will all soon be trained professionals in operating the machines used on a daily basis.
Small business owners often find it difficult to keep up with the various laws and regulations governing employment practices. Hiring, payment of wages, promotions, maintaining employee records and rest/meal breaks are but a few of the issues impacted by state and/or federal laws. Compliance is time consuming, but non-compliance can be financially devastating.
Management 2000, a Professional Employer Organization, has the HR management tools to identify applicable state and federal laws and develop appropriate human resource policies for its clients. This is just one of the many ways the HR professionals at Management 2000 provide HR support and resolve human resource issues.
For more information about the HR services Management 2000 provides, call (317) 549-2000 or log on to www.management2000.com.
Whether an employer is required to provide rest and meal breaks is covered by state law rather than the federal wage and hour laws. As with many other state laws, rest and meal break requirements vary from state to state. This can cause headaches for employers who operate in more than one state.
Management 2000, a Professional Employer Organization, has the HR management tools to identify applicable state laws and develop appropriate human resource policies for its clients. This is just one of the many ways the HR professionals at Management 2000 provide HR support and resolve human resource issues.
For more information about the HR services Management 2000 provides, call (317) 549-2000 or log on to www.management2000.com.
Many employers are in the midst of planning for 2011. When looking over operating costs, one area of concern is the expense of offering employee benefits insurance. With the continued uncertainty in the economy and the mounting changes from healthcare reform, it can be a lot to consider.
Many employers want to know what changes will cause them to lose "Grandfathered" Status. As outlined in a previous blog, any change in insurance carriers or significant increases to existing plans will compromise your status.
Here are a couple of key elements for any plan that existed March 23, 2010. You will want to make note of the following dis-qualifiers:
- Co-payments. A greater increase of $5 or an increase higher than medical inflation plus 15 percentage points.
- Deductibles. An increase above medical inflation plus 15 percentage points.
- Co-insurance. Any increase in the rate after March 23, 2010.
- Out-of-Pocket Limit. An increase above medical inflation plus 15 percentage points.
- Annual Limit. Any decreases in annual limit that was in place on March 23, 2010 or adoption of one that did not exist at that time. Exception is if lifetime limits may be replaced with a annual one.
- Employer Contributions. A decrease of more than 5 percentage points below the existing employer rate.
For an in-depth list see the interim final rule on grandfathered plans. To ensure that you maintain compliance with existing and future regulations, consider employing the services of a Small Business PEO. Management 2000 provides Human Resources Outsourcing Service and Employee Benefits Administration. We will welcome the opportunity to manage your employee benefits, so you can run a business.
On June 14,2010, The IRS, U.S. Department of Labor and HHS released guidance on what Grandfathered Plans.
Grandfathered plans are fully-insured or self-funded health plans that existed on March 23,2010. Many within the Benefits Community were waiting for guidance to how what changes, if any, could be made without compromising their status. The interim final regulations are clear that any change to the following areas put your plan at risk:
- Significant reduction in benefits
- Increase in coinsurance
- Increase in copay
- Increase to deductibles and out-of-pocket limits
- Employer decrease in contribution
- Modification of overall annual limit
- Modifications in fully-insure policy
Management 2000 offers Human Resources Outsourcing Service that includes Employee Benefit Management. Let one of our Employee Benefit Advisor's help you plan for the future. We are a small business PEO with offices in Indianapolis, IN. Contact us today, so we can help guide you and yours business to success and wellness.
Section 1251 of the Patient Protection and Affordable Care Act (PPACA), preserves the ability of consumers to maintain existing coverage by “grandfathering” existing group health or individual plans where individuals were enrolled as of March 23, 2010. In addition, it allows:
- Addition of family members
- Addition of new employees
- Collective bargaining agreements Maintained until last of agreements terminates.
When the insurance reforms become applicable to other plans, grandfathered individual and group plans must also meet the following requirements:
- Issue a standard plan summary with standardized definitions
- Distribute summaries of material modifications 60 days in advance of any material change
- Waiting periods rules
- Restrictions on lifetime
- Annual limits
- Rules on rescission's
- Preexisting conditions
- Coverage for dependent children up to age 26 (2014 when the adult child is not eligible for an employer sponsored plan)
There are many regulatory matters that still need to be locked down based upon the current statutory language of PPACA. One unanswered area is can states make laws governing grandfathered plans without compromising its status.
Management 2000 is a small business PEO with Human Resources Outsourcing service Indianapolis, IN. Put our Employee Medical Benefits Specialist to work for you.
Supervisor intervention can be very effective in the prevention of ergonomic injuries, such as strained backs, rotator cuff injuries and carpal tunnel syndrome. Many of these injuries develop gradually over time and are proceeded by signs or symptoms that a supervisor is ideally positioned to detect. Learn the signs, symptoms and prevention techniques, and intervene early to ensure that a worker at risk doesn't actually suffer any injury.
Your Human Resource Management Service within your company or an outsourced one can put together a Human Resource Policy along with HR Strategy and HR Support to put your plan in place.By using HR Best Practices along with Employee Records you can lower your experience rate quite considerably. While using your Human Resource Consultants along with HR Best Practices this allows you to better track and keep a closer eye on the particular danger you are trying to illuminate.
For most workers, the workplace enviorment is controlled, with safety rules in place and workers performing familiar tasks. Off the job, however, the enviorment is much more lax, safety rules are often disregarded or unknown and people perform tasks they're unfamiliar with. Keep workers aware of off the job hazards by addressing these topics in safety meetings:
- Winter driving
- Holiday safety
- Recreational safety
- Lawn and garden safety......
With HR Support your workers can follow Human Resource Practices that will help you off the job. HR Management Training will assure you will continue to stay safe as you enjoy your time away from work. Human Resource Consultants are available at most Indiana PEO's and Human Resources Outsourcing Services, so take advantage of HR Support,tools and Human Resources Help in staying safe while off the job.
Obviously you started your business to make money. As a business owner I'm sure you have found out that you spend a tremendous amount of time on administrative tasks that have nothing to do with the product or service you offer.
Give outsourcing a thought!!!!
At Management 2000, top PEO we are in the business of relieving you of these tasks. As an Indiana PEO we will provide you with:
-
Employee Benefits Management
-
Strategic Human Resources
-
Risk and Safety Management
-
Payroll Services
If you are devoting too much time and money towards these areas give us a call and we can develop a plan to give you time to run your business!
800-554-5945
http://www.management2000.com
There are many reasons to consider a time keeping system for your business. You may want to control overtime, monitor early/late arrivals, track accruals, maintain employee schedules, etc. PEO outsourcing Indiana, our human resource management service will customize a solution for your business.
I met with a client earlier this week and after a 1 hour conversation they can't wait for their system to be implemented. Not only will they realize the benefits noted above, they will also save an enormous amount of administrative time on their end and have access to reports.
This is just another way that Management 2000 can benefit your small business. Give us a call or check out our website for your employee benefits management, HR support, risk/safety management and payroll services.
800-554-5945
http://www.management2000.com
Management 2000 as you may know is a Professional Employer Organization (PEO). We provide HR services to small business clients...We pay the wages and taxes and assume responsibility and liability for compliance with state and federal laws. Management 2000 gives employees access to 401K plans, health, dental, vision, life AFLAC ins. plans. Many small to medium size businesses find it hard to keep up with all the changes and provide benefits / incentives to their employees. With M2K's economies of scale and efficiency of administration we can offer our clients more time to run their business for less dollars!!!
If you'd like more information about PEO's...the website for the national association is
www.napeo.com and Management 2000 is
www.management2000.com If you always do what you've always done...you'll always get what you've always got...
I saw an interesting survey the other day. It asked 1500 Employers why they chose to Outsource.
51% thought of HR outsourcing as just Payroll and tax filing while 23% did think think of it as a full range of HR activities.
Further breakdown shows the primary benefits of HR outsourcing; 20% said it minimizes risk, 19% increased productivity, 15% saves them money 14% saves them on hardware / software solutions and 12% said it improved service and employee satisfaction.
Another 12% said that the new federal and state legislative changes would make them more likely to outsource.
Well there you go...1500 employers...What do you think?
If you always do what you've always done...you'll always get what you've always done!
As a business owner do you ever sit back and think what goes into securing and implementing a quality Employee Benefits Plan?
- Shopping for medical, dental, vision, life, supplemental and 401K
- Implementing each plan
- The administration of each plan
- Bill reconciliation
The time, cost and energy that you spend on this invaluable piece of your employees compensation package is not producing any revenue. Look to Management 2000 for top notch solutions to Employee Benefits along with Payroll, HR Services and Safety/Risk Management.
This dude is one happy Management 2000 client. He utilizes our full service HR services so he has plenty of time to run his business and also has time left to play a little.
Management 2000 provides the following expertise at a fraction of the cost of a full time HR department:
- Benefits Plan Administration
- Payroll Services
- Human Resources Department
- Risk Management
Just talked with a client that came on board late last year. His business is growing faster than expected and he is ecstatic with all of the human resources services Management 2000 provides.
Here's a few of the highlights:
1. He does not have to bother with any of his employee benefits administration, no questions to field, no bill to reconcile.
2. We implemented a time clock system that helps him with scheduling, control overtime and saves his office manager time, all she has to do is approve and submit.
3. We provided a customized handbook.
Most of all he has the time to grow his business and leaves the payroll, benefits and human resources up to Management 2000.
One of our newest clients (Jacob) had a number of problems with being an Employer of 10. He felt that he didn't spend enough time on his core business and too much time working on tax issues, garnishment / judgment issues, banking ACH issues etc. Jacob called us and we said 'Hey we do that'!!!
He ended up loving the idea of Management 2000 being a Human Resource Outsourcing company. Where we did all the things that he was not trained to do and that we were responsible for paying and reporting taxes...that he could use the Web to turn in hours, view reports, print off forms for his employees, even let his employees view their (only their) data such as 401K, direct deposit, W4 exemptions etc.
Well as you can tell it turned out well for Jacob...
I know this sounds corny but M2K really does give employers back the time needed to run their business!
Powered by Compendium