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.
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. 
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
Under the Fair Labor Standards Act, “outside sales” employees are exempt from the overtime provisions in the Act. It would seem reasonable to assume, therefore, that pharmaceutical sales representatives who call on physicians would fall into this exempt category. The United States Department of Labor, however, disagrees. The Department recently submitted a brief in a 9th Circuit Court of Appeals case arguing that the job of the pharmaceutical sales representatives in that case was to persuade physicians to prescribe the company's products, but they did not "make sales" as required by the Act’s exemption for outside sales employees.
Although the economy may be showing signs of improvement, employers remain focused on increasing efficiency and holding down costs. This may include downsizing, eliminating pay raises, and even cutting pay for employees. While these actions can be justified, employers must be careful. Top performing employees still need to be rewarded for their efforts and companies must make sure their compensation is in line with what is being offered in their market. Otherwise, employees might leave and companies can end up spending even more time and money to replace them. 
damages, interest, and penalties to more than 700 current and former employees. According to the Department of Labor, the company and its owner failed to pay employees time and one-half the regular hourly rate for time worked in excess of 40 hours a week and failed to keep accurate time and payroll records for approximately seven years. 
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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 
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.
You may remember that back on February 2, 2009 the US Citizenship and Immigration Services (USCIS) asked that we start using a revised I-9 form. On the day that is was supposed to be effective, USCIS told us not to start using that form for a 60 day period. The Obama administration wanted to review the form before it went into effect. Well, those 60 days are up and starting April 3, 2009 you should start using the new form (that is unless we get another last minute notification saying to hold off). 
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