PEO Services Indiana

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.    

On January 11, the Department of Homeland Security's U.S. Citizenship and Immigration Services released a new guide to the Form I-9 process.  I-9s are required of all employers to verify the employment of each new hire, and are used as part of audits to curb illegal immigration.

The HR professionals at Management 2000, an Indiana PEO, are experienced in the proper use and retention of I-9s.  Employers can count on Management 2000 to handle all HR administration issues so they can focus on the business itself.  For more information about the human resource management services Management 2000 provides, call (317) 549-2000 or visit www.management2000.com.  

Diversity can bring positive opportunities to any organization. These opportunities include:

• Attracting and retaining high-quality people from a variety of backgrounds.
• Increasing morale because everyone feels that he or she is welcome and appreciated, regardless of background;
• Improved productivity due to increased morale; and
• Reduced discrimination and the risk of lawsuits.

Many small and medium size companies don’t have the time or staff needed to develop human resource policies and procedures that encourage diversity.  The HR professionals at Management 2000, an Indiana PEO, can help.  They have the knowledge and experience to develop effective strategies that support diversity.  For more information about human resources consulting services, call Management 2000 at (317) 549-2000 or visit www.management2000.com.

In general, employees have a duty to obey direct orders and respect their supervisors' authority.  Direct insubordination or discourtesy jeopardizes productivity, harms morale, and undermines supervisors' authority. Insubordination and discourtesy can take many forms, including: 
 

• using abusive or profane language,
• having a disrespectful attitude,
• threatening or intimidating colleagues or customers,
• making false public statements against a supervisor, and
• assaulting a person.

Employers must be careful, however, when disciplining employees for insubordination or discourtesy. The HR professionals at Management 2000, an Indiana PEO, have the knowledge and experience to counsel employers on the best way to handle these situations. They provide the human resources help employers need to develop and enforce effective human resource policies and procedures. For more information about the human resource management services Management 2000 offers, 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. 

Management 2000, an Indiana PEO, provides the human resources help employers need to develop effective payroll policies. For more information about all the human resource management services Management 2000 can provide, call (317) 549-2000 or visit www.management2000.com.

The U.S. Department of Labor has launched a new initiative that would require nearly every U.S. business to proactively demonstrate compliance with safety laws, wage laws, and anti-discrimination laws.  This program, known as "Plan/Prevent/Protect" (also known informally as "P-Cubed" or "P3"), results from the fact that the DOL is overwhelmed and understaffed.  Because of this, the DOL has decided to shift some of their policing duties onto the private sector.  Once implemented, P3 will require every entity covered by the FLSA, OSHA, the OFFCP, and MSHA to make written plans ("Plan"), create processes ("Prevent"), and test the processes with designated compliance employees ("Protect"). 

Management 2000, an Indiana PEO, has experienced HR professionals who keep up to date on current employment laws and trends.  They have the ability to help employers develop effective and legally compliant 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.  

The HR consultants at Management 2000, an Indiana PEO, provide the human resources help employers need to develop effective safety training programs. For more information about the human resource management services provided by Management 2000, call (317) 549-2000 or visit www.management2000.com.    

Employers must take care when classifying workers as independent contractors. If the Internal Revenue Service finds that an independent contractor should have been classified as an employee, it can assess the employer any or all of the following:

• An amount equal to 1.5 percent of wages (3 percent if no information return was filed).

• Up to 40 percent of the worker's share of Federal Insurance Contribution Act tax that should have been withheld.

• A civil penalty equal to 100 percent of the total amount of tax evaded or not collected. There can also be a criminal penalty of a $100,000 fine ($500,000 in the case of a corporation) and/or five years in prison.

• Up to $50 per Form W-2 that should have been filed.
• A civil penalty of $50 per W-2, if IRS finds the employer willfully failed to furnish correct W-2s to employees. There's also a criminal penalty consisting of a $1,000 fine and/or one year in prison for willful failure to furnish W-2s as required.
• Interest on past-due tax payments.

Clearly, improper classification of employees can be a costly mistake. The HR professionals at Management 2000, an Indiana PEO, have the knowledge and experience to help employers classify employees properly. With legally compliant human resource policies in place, employers can avoid costly litigation and hefty fines. For more information about the many human resource management services provided by Management 2000, call (317-549-2000 or visit www.management2000.com. 

Strategic Human Resources must be taken into consideration with most small to medium sized businesses.  Top PEO’s. like Management 2000, can help solve this concern..   Due to the fact that health care prices have been increasing, PEO's have made finding the best coverage for the best price a priority for each of their member clients.  As opposed to most normal health brokers, PEO’s also put emphasis on Human Resources Outsourcing Service to keep business on the road to compliance and avoiding the pitfalls of confusing employment law. 

Today is Election Day across the country.  Health care is a big factor in this year’s election.   Management 2000, Indiana’s leading PEO, encourages all eligible citizens to exercise their right to vote today.  We encourage you to vote for leaders who remember that small business is the backbone of jobs and the engine for the American economy.  

  

Data released last month by Quest Diagnostics Inc. (a drug testing company) indicates an increase in American workers and job applicants testing positive for prescription opiates.  This data further shows that employees are two to four times more likely to have opiate indicators in their systems after an accident than during a pre-employment screening.  This naturally raises the concern that use of the drug may have played a role in the accident. 

Employers often overlook the importance of dealing with human resource issues such as on the job injuries and drug use. Without effective human resource policies, however, these issues can create costly problems in terms of medical care and liability to third parties. Management 2000, an Indiana PEO, helps employers develop and enforce an effective HR strategy to address a full range of issues. For more information about Management 2000’s human resource management services, call (317) 549-2000 or visit www.management2000.com.

In today’s economy, many organizations are focused on getting the best return on investment for their compensation dollars. While rewarding employees for longevity is common, employers can see greater value from concentrating limited funds on the best-performing employees. 

Management 2000, an Indiana PEO, has experienced HR professionals who can help employers develop effective compensation strategies.  Management 2000’s HR Department has a variety of HR management tools to analyze industry pay standards and develop performance management systems linked to compensation.  For more information on this and other HR management services, call Management 2000 at (317) 549-2000 or visit its website at www.management2000.com.  

Compliance with employment laws is a difficult task for employers.  Even practices that seem to make good business sense can violate these laws. Recently, the Seventh Circuit Court of Appeals (Indiana, Illinois and Wisconsin) ruled that a health care provider’s policy of complying with patients’ requests to be treated only by white employees created a hostile work environment for non-white employees.  

Management 2000, an Indiana PEO, has experienced HR professionals who keep up to date on current employment law decisions and trends.  They have the ability to help employers develop effective and legally compliant 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.  

There can be no doubt that job satisfaction is linked to whether or not employees believe they are compensated appropriately.  Employee morale can be negatively affected when pay is below industry standards or where there is a disparity in pay between employees in similar positions.  This can result in low productivity and turnover, both of which are costly to employers.  

Management 2000, an Indiana PEO, provides the human resources help employers need to develop effective HR strategies, including compensation programs. Its HR Department has the tools and experience to research wage trends in various geographic areas. With this information, Management 2000’s HR professionals can help employers create effective payroll policies and procedures.  For more information about all the human resource management services provided by Management 2000, call (317-549-2000) or visit www.management2000.com.       

Non-compete agreements are contracts between employers and employees in which employees agree not to compete with their employers following termination. While such agreements can offer employers significant protection, they must be drafted carefully to ensure enforceability:

·        Non-compete agreements should be in writing and signed by the employee;

·        Non-compete agreements should be mutual, including employer obligations to employees as well as employee obligations to employers;

·        Employees should receive some form of consideration in return for signing the agreement;

·        Non-compete agreements should be reasonable in duration and restricted to limited geographical areas; and

·        Non-compete agreements should be narrowly drawn to protect employers' legitimate business interests

The requirements for an enforceable non-compete agreement can vary from state to state.  Management 2000, an Indiana PEO, has the HR management tools necessary to research states’ requirements and help employers develop effective and enforceable non-compete agreements. For more information about all the human resource management services provided by Management 2000’s HR Department, call (317-549-2000 or visit www.management2000.com. 

A fundamental principle in human resources administration is “if you don’t write it down, it didn’t happen.”  Documentation is critical, in terms of evaluating employee performance as well as defending against allegations of unfair or discriminatory treatment.  It may take a few minutes to document an event, but it is time well spent if problems arise in the future.  

Management 2000, an Indiana PEO, understands the importance of proper documentation.  The HR professionals at Management 2000 work with their client companies to ensure that documentation is timely and accurate.  For more information on the HR management services provided by Management 2000, call (317) 549-2000 or visit www.management2000.com.

According to a recent WorldatWork survey, employers plan a 2.5 percent average increase in salary budgets next year, with average raises of up to 0.7 percent projected for low performers, 2.4 percent for middle performers, and 3.7 percent for top performers.  Employee compensation is a critical factor in both recruiting and retention strategies.  Appropriate pay rates depend on many factors, including industry averages and other benefits offered by a particular employer.  

While employers should review compensation on a periodic basis, this is a time consuming task that is often overlooked. Management 2000, an Indiana PEO, can help.   Management 2000 has the HR management tools necessary to develop effective compensation packages tailored to individual employers’ needs.  For more information about the many human resource management services provided by Management 2000’s HR Department, call (317-549-2000 or visit www.management2000.com.  

Most employers have numerous policies and rules of conduct for their employees. However, many either enforce them inconsistently or not at all.  This can become a problem when an employer decides a particular employee is not performing up to expectations or demonstrates inappropriate conduct. If this employee has not been disciplined for prior infractions, or the employer has let other employees “slide” for similar infractions, any adverse action by the employer could result in litigation.  

Management 2000, an Indiana PEO, provides the human resources help employers need to develop and enforce appropriate HR policies and procedures. In addition, the HR professionals at Management 2000 provide ongoing HR support, including supervisor training, so employers maintain the control over their workforce to ensure smooth, efficient operation.  For more information on the HR management services provided by Management 2000, call (317) 549-2000 or visit www.management2000.com.

Small business owners have a significant monetary and personal investment in their businesses. This can be a tremendous motivation to succeed. However, if owners take issues involving employee conduct personally, problems can arise.  For example, if an employee complains that the owner doesn’t care about his/her employees, the owner may take offense and want to discipline or, even worse, terminate the employee. This type of reaction can lead to litigation such as discrimination charges and unemployment claims.  

Having a “buffer” between the owner and employees can help avoid these situations.  Management 2000, an Indiana PEO, acts as an off-site HR Department providing employers with a wide range of human resource management services.  The HR professionals at Management 2000 provide the human resources support employers need to deal with employee issues in an impartial, effective manner.  

For more information, contact Management 2000 at (317) 549-2000 or at www.management2000.com.

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.