Human Resources Practices

Diversity can bring positive opportunities to any organization. These opportunities include:

• Attracting and retaining high-quality people from a variety of backgrounds.
• Increasing morale because everyone feels that he or she is welcome and appreciated, regardless of background;
• Improved productivity due to increased morale; and
• Reduced discrimination and the risk of lawsuits.

Many small and medium size companies don’t have the time or staff needed to develop human resource policies and procedures that encourage diversity.  The HR professionals at Management 2000, an Indiana PEO, can help.  They have the knowledge and experience to develop effective strategies that support diversity.  For more information about human resources consulting services, call Management 2000 at (317) 549-2000 or visit www.management2000.com.

In general, employees have a duty to obey direct orders and respect their supervisors' authority.  Direct insubordination or discourtesy jeopardizes productivity, harms morale, and undermines supervisors' authority. Insubordination and discourtesy can take many forms, including: 
 

• using abusive or profane language,
• having a disrespectful attitude,
• threatening or intimidating colleagues or customers,
• making false public statements against a supervisor, and
• assaulting a person.

Employers must be careful, however, when disciplining employees for insubordination or discourtesy. The HR professionals at Management 2000, an Indiana PEO, have the knowledge and experience to counsel employers on the best way to handle these situations. They provide the human resources help employers need to develop and enforce effective human resource policies and procedures. For more information about the human resource management services Management 2000 offers, call (317) 549-2000 or visit www.management2000.com.

While federal law sets minimum wage requirements, many states require higher payments. For example, the federal minimum hourly rate is $7.25, but Ohio requires payment of $7.40/hour, Oregon requires $8.50/hour, and the state of Washington requires payment of $8.67/hour.

The HR professionals at Management 2000, an Indiana PEO, have the human resource management tools needed to research laws in every state. With this knowledge, Management 2000 provides the human resources help employers need to establish legally compliant payroll policies. For more information, contact Management 2000 at (317) 549-2000 or visit www.management2000.com.   

Maintaining accurate employee records and legal compliance is critical for all employers. Failure to do so can result in hefty penalties, as demonstrated by a Texas company that failed to maintain accurate time and payroll accounts and did not properly pay employees for overtime hours worked. As a result, the company must pay $579,910 in back overtime wages. 

Management 2000, an Indiana PEO, provides the human resources help employers need to develop effective payroll policies. For more information about all the human resource management services Management 2000 can provide, call (317) 549-2000 or visit www.management2000.com.

The National Labor Relations Board has proposed a rule that would require every employer subject to the Board's jurisdiction to post a notice informing employees of their federally protected labor rights. The Board believes that such a rule would not only make employees aware of the National Labor Relations Act's protections, but also discourage employers from engaging in unfair labor practices.  

Management 2000, an Indiana PEO, has HR professionals who are experienced in labor relations. With extensive HR management tools, Management 2000’s HR consultants provide effective and accurate advice to employers regarding labor and other human resource issues. To learn more about the HR support Management 2000 provides, call (317) 549-2000 or visit www.management2000.com.     

The owners of a concrete company in California have been charged with 15 felony charges of payroll tax evasion and workers' compensation insurance fraud. The charges are based on allegations that the company intentionally under reported wages by disguising the funds as payments made to independent contractors. This, in turn, illegally reduced the company's state payroll tax and workers' compensation expenses. If found guilty, the company would owe $230,000 in back taxes.

Without proper payroll policies, companies like this one face costly legal actions. The human resources consultants at Management 2000, a Professional Employer Organization, help employers avoid these problems. Whether it’s payroll, employee benefits management or human resources administration, Management 2000 provides the HR support employers need to stay compliant and profitable. For more information, call (317) 549-2000 or visit www.management2000.com.

According to a BNA survey, there is a greater likelihood this year that employers will give employees holiday gifts and bonuses, sponsor end-of-year holiday parties and company-wide celebrations, and increase participation in charitable activities than last year. Employers with such plans, however, must take certain precautions. These include ensuring that alcohol consumption is monitored and that gifts/bonuses are given on a non-discriminatory basis. 

Management 2000, an Indiana Professional Employer Organization, provides the human resources help employers need to plan holiday activities. With human resources support from Management 2000’s HR professionals, employers can provide worry-free holiday cheer to employees. For more information about how Management 2000 can help develop effective human resources practices, call (317) 549-2000 or visit www.management2000.com.      

If it hasn’t already, snow will soon be falling in many parts of the country. Following are some safe snow removal tips employers can share with employees to help avoid injury, both on and off the job. 

·           Stretch for a couple of minutes before shoveling to loosen up back, shoulder, neck, arm, and leg muscles.

·           Pace yourself as you shovel to prevent overexertion.  Start slow and give yourself a chance to warm up.  Once you are warmed up, maintain a steady  pace to reduce stress on your body.

·           Lift smaller amounts when snow is heavy and wet.

·           Breathe in while lifting and out while throwing.

·           Keep your feet shoulder width apart for balance.

·           Hold the shovel close to your body for better leverage and less strain.

·           Push snow rather than lifting it when possible, especially when the snow is heavy.  For example, push snow to the edge of walkways and then lift and throw it.  This way you avoid continual lifting and you don't have to throw snow as far.

Management 2000, a Professional Employer Organization in Indiana, has experienced Safety and HR professionals who can help employers develop effective safety policies. By conducting safety audits and providing HR management training, these professionals help employers keep their employees safe and injury-free. For more information about all the human resource management services Management 2000 provides, call (317) 549-2000 or visit www.management2000.com.

Employers with employees in multiple states must take care to comply with each state’s employment laws. For example, Illinois and Kentucky require employees to have 24 consecutive hours/one day of rest during a calendar week, but Indiana does not. Monetary penalties for each employee denied this day of rest can be imposed on the offending employers.

Management 2000, a Professional Employer Organization based in Indiana has the human resource management tools to identify employment laws in every state. With these tools, the HR professionals at Management 2000 help employers develop effective and legally compliant human resource policies and procedures. To learn more about the human resources help Management 2000 provides, call (317) 549-2000 or visit www.management2000.com.  

• 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.

The Occupational Safety & Health Administration (OSHA) recommends that companies develop workplace safety and health programs. Although OSHA does not require employers to have written safety and health programs, many states do. Creating an effective safety and health program can not only help employers reduce job-related injuries and illnesses, but also help reduce workers' compensation costs and improve employee morale.

The experienced HR professionals at Management 2000, a Professional Employer Organization, provide the human resources help employers need to implement appropriate safety and health programs. Management 2000 can also manage Indiana Worker’s Compensation programs, as well as Worker’s Compensation programs in other states. For more information, call Management 2000 at (317) 549-2000 or visit www.management2000.com.  

Data released last month by Quest Diagnostics Inc. (a drug testing company) indicates an increase in American workers and job applicants testing positive for prescription opiates.  This data further shows that employees are two to four times more likely to have opiate indicators in their systems after an accident than during a pre-employment screening.  This naturally raises the concern that use of the drug may have played a role in the accident. 

Employers often overlook the importance of dealing with human resource issues such as on the job injuries and drug use. Without effective human resource policies, however, these issues can create costly problems in terms of medical care and liability to third parties. Management 2000, an Indiana PEO, helps employers develop and enforce an effective HR strategy to address a full range of issues. For more information about Management 2000’s human resource management services, call (317) 549-2000 or visit www.management2000.com.

Compliance with employment laws is a difficult task for employers.  Even practices that seem to make good business sense can violate these laws. Recently, the Seventh Circuit Court of Appeals (Indiana, Illinois and Wisconsin) ruled that a health care provider’s policy of complying with patients’ requests to be treated only by white employees created a hostile work environment for non-white employees.  

Management 2000, an Indiana PEO, has experienced HR professionals who keep up to date on current employment law decisions and trends.  They have the ability to help employers develop effective and legally compliant human resource policies and procedures.  For more information about the human resource management services provided by Management 2000, call (317) 549-2000 or visit www.management2000.com.  

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.

There can be no doubt that job satisfaction is linked to whether or not employees believe they are compensated appropriately.  Employee morale can be negatively affected when pay is below industry standards or where there is a disparity in pay between employees in similar positions.  This can result in low productivity and turnover, both of which are costly to employers.  

Management 2000, an Indiana PEO, provides the human resources help employers need to develop effective HR strategies, including compensation programs. Its HR Department has the tools and experience to research wage trends in various geographic areas. With this information, Management 2000’s HR professionals can help employers create effective payroll policies and procedures.  For more information about all the human resource management services provided by Management 2000, call (317-549-2000) or visit www.management2000.com.       

Non-compete agreements are contracts between employers and employees in which employees agree not to compete with their employers following termination. While such agreements can offer employers significant protection, they must be drafted carefully to ensure enforceability:

·        Non-compete agreements should be in writing and signed by the employee;

·        Non-compete agreements should be mutual, including employer obligations to employees as well as employee obligations to employers;

·        Employees should receive some form of consideration in return for signing the agreement;

·        Non-compete agreements should be reasonable in duration and restricted to limited geographical areas; and

·        Non-compete agreements should be narrowly drawn to protect employers' legitimate business interests

The requirements for an enforceable non-compete agreement can vary from state to state.  Management 2000, an Indiana PEO, has the HR management tools necessary to research states’ requirements and help employers develop effective and enforceable non-compete agreements. For more information about all the human resource management services provided by Management 2000’s HR Department, call (317-549-2000 or visit www.management2000.com. 

Whether workers should be classified as employees or independent contractors is an important human resources issue and litigation in this area is likely to increase in the future. Recent cases indicate, however, that the courts do not have a uniform approach to the independent contractor analysis. While the National Labor Relations Board consistently applies a 10-factor test of independent contractor status, federal courts disagree on the test to be used or the factors to be emphasized.

As is true with most employment litigation, these cases may take years to resolve and the cost to employers can easily be six figures. Management 2000, a Professional Employer Organization in Indiana, constantly monitors court cases involving human resources issues.  With this information, the HR professionals in Management 2000’s HR Department can provide guidance and support regarding employee classification as well as other human resource policies and practices. For more information about the many human resource management services provided by Management 2000, call (317-549-2000) or visit www.management2000.com. 

Employers that discipline or terminate employees for legitimate, non-discriminatory reasons may still find themselves facing discrimination or other legal challenges to the decision. The best way for employers to protect themselves in these situations is to remember – Document, Document, Document!

Even if a jury disagrees with a company’s decision to discipline or terminate an employee, as long as the employer genuinely believed the truth of their stated, non-discriminatory reason for the decision, the employee will be unable to prove discrimination. The most effective way to support an employer’s genuine belief is complete, contemporaneous, and objective documentation of the employee actions and statements on which the decision is based. 

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 provide HR support to employers regarding a variety of HR issues, including discipline and discharge, compliance, recruiting and retention, and training.  call (317) 549-2000 or visit www.management2000.com for more information.