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.
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.
Our newest client who owns a trucking company in Missouri with 18 employees was a part of that $8.7 billion...OUCH! He didn't try to cheat, he just didn't know. He came to us because he's just sick of ALL the State and Federal stuff he's supposed to know and keep track of.
Lets talk about the cost of employment..Although I can't list everything because some things would be different due to number of employees and the state the employee is in. But, here are the obvious cost: Social Security, Medicare, FUTA and SUTA. Other payroll cost I view as 'Administration,' and those would be: Preparing your earning logs, calculating regular and OT, Tracking bonuses / holiday pay/ severance/ sick leave, I-9 compliance, W-4 records, issuing checks, payroll deposits, preparing quarterly/ annual reports, maintaining payroll records/ bookkeeping, W2/ year end reports. 
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 
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