Indiana Human Resources

The Occupational Safety and Health Administration (OSHA) has issued a directive changing the required fall protection systems for residential construction. This directive, effective June 16, 2011, requires the use of conventional fall protection systems in residential construction activities six feet or more above lower levels. Use of these systems is not currently required in residential construction.

The Safety and HR professionals at Management 2000, an Indiana PEO, have the knowledge and expertise to help employers comply with ever-changing employment laws. Whether the concern is safety, payroll or benefits administration, or any other human resource issue, Management 2000 provides the human resources help employers need to operate successfully. For more information about Management 2000’s human resource administration services, call (317) 549-2000 or visit www.management2000.com.    

On January 11, the Department of Homeland Security's U.S. Citizenship and Immigration Services released a new guide to the Form I-9 process.  I-9s are required of all employers to verify the employment of each new hire, and are used as part of audits to curb illegal immigration.

The HR professionals at Management 2000, an Indiana PEO, are experienced in the proper use and retention of I-9s.  Employers can count on Management 2000 to handle all HR administration issues so they can focus on the business itself.  For more information about the human resource management services Management 2000 provides, call (317) 549-2000 or visit www.management2000.com.  

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 U.S. Department of Labor has launched a new initiative that would require nearly every U.S. business to proactively demonstrate compliance with safety laws, wage laws, and anti-discrimination laws.  This program, known as "Plan/Prevent/Protect" (also known informally as "P-Cubed" or "P3"), results from the fact that the DOL is overwhelmed and understaffed.  Because of this, the DOL has decided to shift some of their policing duties onto the private sector.  Once implemented, P3 will require every entity covered by the FLSA, OSHA, the OFFCP, and MSHA to make written plans ("Plan"), create processes ("Prevent"), and test the processes with designated compliance employees ("Protect"). 

Management 2000, an Indiana PEO, has experienced HR professionals who keep up to date on current employment laws 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.  

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.     

·        Use only UL-approved electrical decorations and extension cords.

·        Inspect all lights and cords before use.

·        Keep your tree and other decorations away from heat sources.

·        Water your tree frequently to prevent its drying out and becoming a fire hazard.

·        Turn off tree lights before leaving home or going to bed.

·        Keep candles away from trees, curtains, decorations, and flammable liquids.

·        Place candles where they can't be tipped over by children or pets.

·        Never leave candles unattended, and make sure they are extinguished throughout the house before going out or going to bed.

·        If you use a fireplace or wood stove, protect from sparks with a screen.

·        Never dispose of wrapping paper, ribbons, or gift boxes in the hearth.

Management 2000, a Professional Employer Organization in Indiana, has experienced Safety and HR professionals who can help employers keep employee safe at home and at work. Conducting safety audits, reviewing HR procedures and policies and providing HR management training are just a few of the ways the HR department at Management 2000 help employers maintain a safe workplace. For more information about all the human resource management services Management 2000 provides, call (317) 549-2000 or visit www.management2000.com.

The HR consultants at Management 2000, an Indiana PEO, provide the human resources help employers need to develop effective safety training programs. For more information about the human resource management services provided by Management 2000, call (317) 549-2000 or visit www.management2000.com.    

Many employers reimburse their employees for mileage driven in an employee’s personal vehicle for business purposes. For 2010, the business mileage reimbursement rate set by the Internal Revenue Service is 50 cents per mile. Starting Jan. 1, 2011, however, these rates for the use of a car, van, pickup truck, or panel truck will rise to 51 cents per mile.  Revenue Procedure 2010-51 contains additional information regarding the standard mileage rates.

Management 2000, an Indiana Professional Employer Organization, provides human resources, benefits and payroll assistance to small and medium size businesses throughout Indiana and across the country. Utilizing their vast array of HR management tools, the HR professionals at Management 2000 are able to provide effective HR strategies and support to client companies. Whether it’s current mileage rates, human resource issues, employee benefits administration or payroll processing, Management 2000 can help. 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.

There may be times when discipline or termination of an employee who has filed a worker’s compensation claim is warranted, just as it would be for any other employee. Employers facing this situation, however, must not underestimate the legal risks involved. In addition to rights under state law, a worker’s compensation claimant may be covered by the ADA, FMLA, or similar state laws. Employers who fail to recognize these potential problems can face significant legal consequences.

Assisting employers with worker’s compensation, as well as other human resource issues, is but one of the many services provided by Management 2000, a Professional Employer Organization. The HR Professionals at Management 2000’s offices in Indianapolis, Indiana provide HR support to employers regarding a variety of HR issues, including HR policies and procedures, compliance, recruiting and retention, and training. For more information about human resource management services from Management 2000, 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.  

While holidays are fun and exciting, they can also create stress and anxiety. Not only can this create problems at home, it can negatively affect a worker’s ability to do his or her job well. An Employee Assistance Program (EAP) is a company-sponsored program for employees that provides counseling and referral services to employees with a wide variety of personal problems. In addition to stress, anxiety and depression, these problems can include:

• 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.

Management 2000, a Professional Employer Organization based in Indianapolis, Indiana, knows that effective EAPs can not only help employers improve employee attendance and morale, they can also lower both turnover costs and employer health care costs. The human resource professionals at Management 2000 provide comprehensive HR advice regarding EAPs, as well as other 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.  

Employers must take care when classifying workers as independent contractors. If the Internal Revenue Service finds that an independent contractor should have been classified as an employee, it can assess the employer any or all of the following:

• An amount equal to 1.5 percent of wages (3 percent if no information return was filed).

• Up to 40 percent of the worker's share of Federal Insurance Contribution Act tax that should have been withheld.

• A civil penalty equal to 100 percent of the total amount of tax evaded or not collected. There can also be a criminal penalty of a $100,000 fine ($500,000 in the case of a corporation) and/or five years in prison.

• Up to $50 per Form W-2 that should have been filed.
• A civil penalty of $50 per W-2, if IRS finds the employer willfully failed to furnish correct W-2s to employees. There's also a criminal penalty consisting of a $1,000 fine and/or one year in prison for willful failure to furnish W-2s as required.
• Interest on past-due tax payments.

Clearly, improper classification of employees can be a costly mistake. The HR professionals at Management 2000, an Indiana PEO, have the knowledge and experience to help employers classify employees properly. With legally compliant human resource policies in place, employers can avoid costly litigation and hefty fines. For more information about the many human resource management services provided by Management 2000, call (317-549-2000 or visit www.management2000.com. 

The Americans with Disabilities Act (ADA) protects individuals with a physical or mental disability that affects a major life activity. This is true even if the condition is not visibly apparent or is in remission. This is evidenced by a recent federal court ruling in Indiana that an employee was covered by the ADA even though the employee’s cancer was in remission at the time of the adverse employment action. 

Management 2000, a Professional Employer Organization in Indiana, 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.  For more information call Management 2000 at (317) 549-2000 or visit www.management2000.com.

Regular attendance at work is an essential function of most jobs. However, there are many legitimate reasons why employees cannot be at work every day. In order to help control absenteeism, employers should have a policy that addresses issues associated with attendance. These issues include tardiness, sickness, personal business, family and medical leave, and disability. Developing such policies, however, can be a time-consuming task for employers.

More and more, small and mid-size businesses are relying on Professional Employer Organizations for human resources administration. Management 2000, an Indiana PEO, provides the HR support these companies need. Management 2000’s HR professionals have extensive experience developing effective attendance policies as well as other HR policies and procedures. This is just one of the many ways Management 2000 can help take the administrative burden of personnel matters off employers. 

For more information, contact Management 2000 at (317) 549-2000 or visit www.management2000.com.     

Daylight-saving time in the United States ends at 2 a.m. November 7, when clocks should be turned back one hour. This time change may result in questions about overtime pay rights under the Fair Labor Standards Act.  Employers should observe federal rules for late-shift employees who are scheduled for early morning work because they will be on the job an extra hour after clocks are set back.  Compensation is required under the FLSA for covered employees who work this extra hour.

Management 2000, a Professional Employer Organization in Indiana, utilizes a variety of HR management tools and resources to stay abreast of issues affecting its client companies. The HR professionals at Management 2000 understand the human resource issues employers face and know how to develop an appropriate HR strategy to address them.  For information about the services Management 2000 provides, visit www.management2000.com or call (317) 549-2000.