Peo Outsourcing Indiana. We at Management 2000 are proud to offer this service to the small busiensses of central Indiana. Contact us for more info. We are the largest PEO in Indianapolis!
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).
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.
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).
- 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.
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.
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.
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:
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
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)
Management 2000 is a small business PEO with Human Resources Outsourcing service Indianapolis, IN. Put our Employee Medical Benefits Specialist to work for you.
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.
With the rising costs of health-care, small business owners are looking at ways to slash premiums and partake in federal incentives. Have you considered implementing a Wellness program as part of your Employee Benefits Plan?
The Health care reform further embraces and rewards employers that offer Wellness programs to their employees. According to the Cleveland Clinic Foundation there are four key components to successful programs:
Contact our Employee Benefits Management Team today, to learn more about starting a wellness program in your workplace.
The Health care reform further embraces and rewards employers that offer Wellness programs to their employees. According to the Cleveland Clinic Foundation there are four key components to successful programs:
Tobacco free- Food choices
- Workplace stress
- Physical activity
Contact our Employee Benefits Management Team today, to learn more about starting a wellness program in your workplace.
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.
On my last blog, I highlighted changes that took effect immediately and stretching through 2013. So, what happens in 2014 and beyond?
- State-based insurance exchanges open for business. The exchanges are available to individuals and small businesses with less than 100 full-time employees (seasonal workers are not excluded).
- Annual dollars limits on coverage can not be required as of January 1, 2014.
- Waiting periods are limited to 90 days.
- Preexisting exclusions are prohibited on plans.
- Plans must include 'comprehensive health coverage' that includes the general categories defined in the legislation.
- U.S. citizen and legal residents are required to have health coverage. Those do not enroll in a plan will have to pay a penalty.
- Employers with more than 50 employees that do not offer group coverage and has one employee that received a premium assistance tax credit will be assessed a fee per for every full-time employee. The first 30 employees are not counted.
- Large employers (more than 200 full-time employees) must automatically enroll full-time employees into a plan.
- In 2018, an excise tax will be applied to insurers of employer-sponsored health plans that have a total value that exceeds $10,200 for individual and $27,500 for family coverages.
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, particularly those without an HR department.
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 and Dayton, 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.
If your business has or is considering downsizing, outsourcing certain functions could be key to keeping your business up and running. A Professional Employer Organization (PEO) can relieve you many time consuming administrative tasks. Management 2000 is a leading PEO in the Indianapolis area and we have helped several companies streamline the following areas of their business.
- Employee Benefits Plan Management/Administration
- HR Management/Administration
- Payroll Services
- Risk/Safety Management
We'll take care of these funtions so you don't have to. Now you will have the time to concentrate on running your business. Give us a call or check out our website, we are ready to help!!!
800-554-5945
http://www.management2000.com
As a business owner it is increasingly more difficult and time consuming to manage the administrative end of your business. When you think of all the time you devote to human resource issues, employee benefits administration, workers' comp, risk/safey management and of course payroll administration, it's a wonder that you have any time left to run your business. Consider a PEO Group! Check out the link below; it explains the basic benefits of outsourcing.
http://www.napeo.org/docs/Macomb_County_Bar_Briefs_8-09.pdf
To further explore customized solutions for your business contact Management 2000, an Indiana PEO company based in Indianapolis.
Greetings to all, My name is Steve Schilling, and I'm the Payroll Manager for an Indiana PEO, Management 2000. We are a Professional Employer Organization Indiana located in Indianapolis, IN. We've been in business for 15 years and are one of the largest PEO firms in Midwest. On a personal note...I'm married with 3 kids and a dog. I enjoy most sports, bicycling, golf, cooking and reading.
My wife and I have owned 2 successful businesses (sold them) so I know about being a owner of a company and all of the in's & out's of that life. That's one reason why I like the PEO concept of doing business. The top PEO company / Management 2000 offer business services such as Human Resources, Benefits, Workers' Compensation, Safety Training, Payroll etc. You get to pick and choose what services you need and leave the rest on the table. You don't have to worry about paying ER & EM taxes, figuring 941's, 940's, calculating OT or tips correctly, union and non union wages, certified payrolls, garnishments and anything else that Federal, State and Local agencies want...In the end the relationship with a HRO allows you to do what you do best...
When my wife and I owned our bussinesses the slogan we focused on was "If you always do what you've always done...you'll always get what you always got".
My wife and I have owned 2 successful businesses (sold them) so I know about being a owner of a company and all of the in's & out's of that life. That's one reason why I like the PEO concept of doing business. The top PEO company / Management 2000 offer business services such as Human Resources, Benefits, Workers' Compensation, Safety Training, Payroll etc. You get to pick and choose what services you need and leave the rest on the table. You don't have to worry about paying ER & EM taxes, figuring 941's, 940's, calculating OT or tips correctly, union and non union wages, certified payrolls, garnishments and anything else that Federal, State and Local agencies want...In the end the relationship with a HRO allows you to do what you do best...
When my wife and I owned our bussinesses the slogan we focused on was "If you always do what you've always done...you'll always get what you always got".
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