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. 
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.
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. 
On March 18, President Obama signed the Hiring Incentives to Restore Employment (HIRE) Act, which provides employers with a tax credit and a Social Security payroll tax exemption for certain new hires. These new hires must begin employment between Feb. 4 and Dec. 31, 2010, and attest to being unemployed for at least 60 days prior to such employment (or having worked less than a total of 40 hours during the 60-day period). Other criteria apply, such as the requirement that employers not replace current employees with these new hires unless the employees have left employment voluntarily or were terminated for cause.
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 
This is the final week for those who have failed to file their 2008 tax return before now. If you are an employer, you may have employees suddenly appearing in your office lamenting the loss of that W-2 you provided back in January. If only you had an HR department to handle these interuptions!. A PEO is the perfect solution to keep these problems from interupting your ability to grow your business. Instead of taking the extra 15 minutes to contact your payoll company/accountant, getting them to reporudce the W-2, having them fax or email it to you, then finally distributing it to your employee, you could have just givent the employee the phone number to your PEO HR department. They would have handled all of that for you without ever needing to be involved in the process. A PEO puts in place for the small business valuable payroll policies that will keep the employees happy while you can focus on making your business grow.
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