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.
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.
Every company whose employees have E-mail access should have a policy on E-mail use. This policy should include the employer’s right to monitor E-mails. Additional tips employers should consider are including E-mail in document retention programs, limiting information in E-mails to facts rather than exaggerations, speculations and insults, and having in-person conversations to discuss sensitive situations.
Management 2000, a Professional Employer Organization in Indianapolis, Indiana understands the need for effective human resource policies. The experienced HR professionals at Management 2000 provide the HR support employers need for an HR strategy that addresses E-mail use and other human resource issues.
For more information about the HR management services provided by Management 2000, call (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, a PEO with offices in Indianapolis, 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.
As Employers look ahead to 2011 plan years, they're raising questions to understand the affect health-care reform will have on current and future employee benefits plans. What changes, if any, apply to our group plan? Do I have to may all changes now? Is our plan Grandfathered; if so, does that mean I can disregard the September 23, 2010 changes?
To answer the first question Patient Protection and Affordable Care Act (PPACA) applies to 'group health plans'. But that does not mean 'every' group health plan. PPACA applies to:
Major Medical plans, Mini-Med plans, Executive Medical Expense Reimbursement Plans, Government Medical Plans, and some Health Flexible Spending Arrangements.
Changes that become effective September 23, 2010 are as follows:
- Coverage of older children (Grandfathered plans prior to 2014 do not have to offer coverage to older children if child is eligible to enroll in an employer-sponsored plan).
- New Appeals Process / External Review (does not apply to Grandfathered plans).
- Any Available Primary Care Provider / Pediatrician (does not apply to Grandfathered plans).
- Coverage of Emergency Services (does not apply to Grandfathered plans).
- Access to Ob/GYN Care (does not apply to Grandfathered plans).
- Limits on Pre-existing Conditions Exclusions (under age 19).
- No Lifetime Limits on Essential Health Benefits.
- Restricted Annual Limits on Essential Health Benefits.
- No Rescission.
- Preventive Health Coverage (does not apply to Grandfathered plans).
For a more in-depth understanding of these coverages and changes, consult with a Employee Benefit Advisor. Management2000 is a PEO Indianapolis based that offers Strategic Human Resources which includes Employee Benefits Administration. We would welcome the opportunity to provide our expertise.
The Work Opportunity Tax Credit offers a federal tax break to employers
that hire workers from targeted disadvantaged groups on or before Aug. 31, 2011.
- The credit is worth up to 40 percent of the first $6,000 of qualifying wages paid to a WOTC-certified worker employed at least 400 hours.
- For certified employees working at least 120 hours but less than 400 hours, the credit is 25 percent of the first $6,000 in wages.
- For qualifying youths hired for summer work, the credit applies only to the first $3,000 in wages paid.
Management 2000, a PEO in Indianapolis, Indiana, understands that businesses, especially smaller ones, must find ways to operate efficiently at all levels. The experienced HR professionals at Management 2000 provide the HR support employers need to develop an HR strategy that not only ensures legal compliance, but also helps control costs. Contact Management 2000 at (317) 549-2000 or at www.management2000.com for more information.
In a time of much uncertainty surrounding the healthcare reform, according to a
June 14th PricewaterhouseCoopers, 'Behind the Numbers Report', employer costs are estimated to increase around 9%. The good news is this is a drop of 0.5% from 2010 growth rate. What are the primary contributors?
On the encouraging side, there are three areas expected to deflat or hold medical costs:
- Pre-managed care design that increases deductibles and replacing co-pays with co-insurnance.
- Drugs costs cooled by expansion of generic drug portfolio. High volume drugs such as Lipitor patents expire in 2011.
- COBRA costs expected to level off. (side note: Congress has introduced an extension of the subsidy, legislation (S. 3548), that would reinstate through 11/30/2010).
The primary drivers for the inflating costs will be:
- Hospitals and Physicians move costs from Medicare to private payers/employers. This will be the top reason for higher costs.
- Care-provider consolidation. Private practices will decrease while groups emerge.
- 2011 Stimulus funds will launch electronic hospital records implementations to avoid 2015 Medicare penalties. This will be a billion dollar invest in to technology.
Although the primary drivers are out of employers control, your ability to maximize on the deflators is not. If you are a small to medium size employer contact Management 2000, a PEO Indianapolis. Let our team of Employee Benefit Advisors and Human Resource Consultants put in place a benefits plan administration that will ensure your success and control costs.
PricewaterhouseCoopers' report is available at www.pwc.com/us/medicalcosts2011.
For the first three months of 2010, employee absence rates averaged 0.8 percent of scheduled worker days. While this may no
t seem to be a lot, absenteeism is one of the human resource issues that frustrates and concerns employers.
The HR Department at Management 2000, a PEO with offices in Indianapolis, Indiana, provides the HR support employers need to develop an HR strategy to address attendance issues. The experienced HR professionals at Management 2000 have the HR management tools to not only develop effective attendance policies, but also to provide coaching and training to both employees and managers. Contact Management 2000 at (317) 549-2000 or at www.management2000.com for more information.
The federal Occupational Safety and Health Administration recently proposed a number of regulatory revisions. OSHA’s goal in requesting these revisions is to remove or revise requirements that are confusing, outdated, duplicative, or inconsistent. These proposed changes include a number of revisions to its "general industry" standards, which apply to most businesses.
Management 2000, a Professional Employer Organization with offices in Indianapolis, Indiana constantly monitors federal and state laws and regulations related to human resources administration. With this information, the Safety and HR professionals at Management 2000 provide the human resources help employers need for compliance. Whether the issue involves OSHA compliance, safety audits, or general HR administration, employers can count on Management 2000 for accurate, timely advice. Contact Management 2000 at (317) 549-2000 or at www.management2000.com for more information.
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, a PEO with offices in Indianapolis, 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 about the services Management 2000 provides, call (317) 549-2000, or visit the website, www.management2000.com.
The Department of Labor’s Wage and Hour Division has issued a new interpretation of compensable time for workers changing into or out of protective clothing. This changes the prior interpretation that time employees spend donning and doffing protective clothing was not compensable under the Fair Labor Standards Act. Accordingly, employers must now compensate non-exempt employees for the time they spend changing into or out of protective clothing or equipment “required by law, by the employer, or the nature of the job.”
Management 2000, a Professional Employer Organization with offices in Indianapolis, 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 involves payroll, benefits or general HR administration, employers can count on Management 2000 for accurate, timely advice. Contact Management 2000 at (317) 549-2000 or at www.management2000.com for more information.
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.
Beginning in June, 2011, the Social Security Administration will begin changing the way nine-digit numbers are issued for Social Security cards.
The numbers will be chosen randomly and the first three digits will no longer designate where a Social Security card is issued. Card numbers can start with 8 in the first position, and the number 7, previously a special designation for railroad retirees and for recipients who obtain a card while abroad, will also be used to start a regularly-issued Social Security number. No card will start with 9, and the combination 666, which often has Satanic connotations, will not be allowed.
This new numbering system is supposed to last for 30 years before running into any problems.
Management 2000, a Professional Employer Organization with offices in Indianapolis, Indiana and Dayton Ohio, 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. Contact Management 2000 at (317) 549-2000 or at www.management2000.com for more information.
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.
The U.S. Department of Labor recently said it plans to update recordkeeping rules on a number of issues, including worker classification. As part of this initiative, the Wage and Hour Division plans to propose new recordkeeping rules for employers this August. In addition, the Division is considering a proposal to require employers to notify workers of their rights under the Fair Labor Standards Act and to provide them with information regarding hours worked and wage computation.
Employers cannot afford to ignore changes in labor and employment laws and regulations. Management 2000, a Professional Employer Organization with offices in Indianapolis, Indiana and Dayton Ohio, 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. Call Management 2000 at (317) 549-2000 or visit our website at www.management2000.com to learn more.
Cell phones continue to be a popular means of communication. However, if employees use a cell phone while driving and are involved in an accident, their employers could be liable for significant legal damages. Courts have already imposed huge judgments against drivers allegedly distracted by cell phone conversations, and research shows that texting involves an even greater danger. This issue is so significant that the U.S. Department of Transportation recently enacted a law prohibiting the use of cell phones (voice or text) by drivers operating a commercial motor vehicle. The penalties are severe, and affect both the driver and employer.
Employers can help protect against this threat by implementing policies specifically prohibiting cell phone use (voice or text) while employees are driving on company business. Management 2000, a Professional Employer Organization with offices in Indianapolis, Indiana and Dayton Ohio, has the HR management tools to develop such policies and provide advice on implementation and enforcement. Whether the issue is legal compliance, documentation and record retention, discipline, or training, employers can count on Management 2000 for effective human resources help.
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.
Management 2000, a PEO in Indianapolis, Indiana and Dayton, Ohio helps employers develop an HR strategy to recruit and retain quality employees. From human resource policies, to employee benefits, to payroll services, Management 2000 provides the HR support employers need to be successful.
Every company whose employees have E-mail access should include E-mail use in its human resources policies. This policy should include the employer’s right to monitor E-mails, be signed by the employee, and retained in individual employee records. Additional tips employers should consider are including E-mails in document retention programs, limiting information in E-mails to facts rather than exaggerations, speculations and insults, and having in-person conversations to discuss sensitive situations.
Management 2000, a PEO with offices in Indianapolis, Indiana and Dayton, Ohio understands the need for effective human resource policies. The experienced HR professionals at Management 2000 provide the HR support employers need to develop an HR strategy that addresses E-mail use and other human resource issues.
The newly enacted Patient Protection and Affordable Care Act requires employers to provide “reasonable break time” to employees to allow them to express breast milk for nursing children. The law requires that the break time be provided for one year after the child's birth and that an employer must provide a private, shielded place other than a restroom in which the nursing mother may express the breast milk. The amendment does not apply to businesses with fewer than 50 employees if compliance would impose an undue hardship on the employer and does not require the employer to compensate the nursing employee for the break time. The measure does not, however, preempt state laws with more generous provisions for nursing mothers.
Management 2000, a Professional Employer Organization with offices in Indianapolis, Indiana and Dayton Ohio, 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, employee benefits management , discipline, or training, employers can count on Management 2000 for accurate, timely advice.
Whether a company’s employees are unionized or not, employers must follow certain rules regarding solicitation policies. A policy that prohibits solicitation during “working hours”, “company time” or “business hours” is presumed unlawful. A rule prohibiting solicitation during “working time”, however, is permitted, as long as it is uniformly applied.
Assisting employers with labor matters, 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 and Dayton Ohio provide HR support to employers regarding a variety of HR issues, including HR policies and procedures, compliance, recruiting and retention, and training.
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