Michael F. Yates & Company, Inc.
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HELPING MANAGE YOUR COMPANY'S MOST PRECIOUS RESOURCE
                     ...from the HR Perspective
Human Resource Update March 2010
In This Issue
Recovery Update
Privacy Corner
Documentation Safety
Healthcare Changing
Income Disclosure Act
U.S. Census Scam
Plan Reporting Calendar
Questions about FLSA
Telecommuting 2010
eLaws Quick Link
Health Update
Note to myself
Terms of Use
mh group
 How to Track Government Recovery Spending
 
"The Board shall establish and maintain...a user-friendly, public-facing website to foster greater accountability and transparency in the use of covered funds. The website...shall be a portal or gateway to key information relating to the Act and provide connections to other government websites with related information." 

 

Privacy Corner

census

What the Constitution requires ...

Article I, Section 2 of the U.S. Constitution grants Congress the power to make an "actual enumeration"--a national head count, in other words--"within every subsequent term of ten years, in such manner as they shall by law direct."

Even in the census-skeptic movement, there seems to be general agreement that asking each American household to report how many people live there is both reasonable and constitutional. The concerns arise from the more detailed questions found both on the short form and the long form, now called the American Community Survey.

Federal law says that anyone who "refuses or willfully neglects" to answer census questions faces at least a $100 fine and is guilty of a misdemeanor; a 1984 law upped the maximum penalty to $5,000. Providing false answers is punished by a $500 fine, and, in some circumstances, can yield a one-year prison sentence.

mh group

When Johnny comes marching home... then what?

Do we get rid of Sally or Billy? These answers and more in the next issue of 'from the HR Perspective'.
 
Greetings: 
  
        


 
     If you find value in this newsletter please let us know. Feel free to call me with a comment and/or ask a question at any time. We offer this timely information as another benefit of your relationship with our company. If you feel a friend or colleague would benefit from receiving our newsletter, please feel free to forward a copy.

     

Sincerely,
    Mike
Michael F. Yates
President

PS: You can view all of our newsletters by clicking the 'newsletter archives' link at our company website (www.mfyco.com).
 
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______________________________


Documentation ...   

 keeping it Legal and Safe 

Do you know what documents to provide if required by the courts? What documents to keep and what can be destroyed?  Knowing this is critical to your company's legal protection. 

The key elements of good documentation that is defensible are:

Objective and factual, Complete paperwork - no blanks or incomplete forms, first hand testimony or accountings (leave out hearsay and subjective notes), and Dated and signed. 

Destroy documents dated beyond record keeping requirement periods (Record Keeping and Reporting Requirements) and inaccurate or false information. 

How you keep your documentation and files is just as important as what you keep.  A Company should have five core files: 

Personnel Files - records relating to employment:  hiring information such as employment application and resume, transcripts, tests used in hiring (non-medical), evaluations, promotions, letters of recommendation, disciplinary notices or documents, exit interviews and termination records.

Medical Files - anything related to employees health, physical exams, drug tests, FMLA leaves, workers' compensation, drug and alcohol testing, etc. Health Insurance Portability and Accountability Act (HIPAA) requires employers to keep all medical records separate and stored in a completely separate locked cabinet.

Benefits Files - may be kept in Personnel File.

Payroll Files -  keep for at least 3 years up to 7.  We advise our clients to keep payroll records for periods used to determine participants' retirement benefits until the employee or former employee begins to receive his/her retirement benefit payment.

Confidential Files - I-9s active and inactive files (maintain in chronological order by year), investigations, claims against Company and/or you, Invitation to Self-Identify Disability or Veterans Status (federal contractors), safety training records, etc. Keeping these documents separate from personnel file reduces the opportunity for an auditor to pursue and investigate unrelated information. 

Who has access to these files?

Personnel Files - employee and former employee (check your state's provisions), supervisors with a need to know, and human resources.

Medical Files - designated human resources personnel, supervisors limited on an as needed basis for reasonable accommodations, employee (varies by state), government/legal agencies conducting investigations relevant to medical issues.

Payroll - Payroll staff, Human resources and auditing/investigating agencies.

Confidential Files - human resources, auditing/investigating agencies as appropriate 

When auditing your files for retention and permissible access, federal and state laws must be analyzed to determine if they are running parallel or if one has lengthier or stricter guideline. Check your state laws on record retention, or call Michael F. Yates & Company Inc. 
seal 

Healthcare Changing

 

"...but we have to pass the bill so you can find out what is in it" Nancy Pelosi 03/09/2010 Legislative Conference for the National Association of Counties (NACo)

 

 

You will notice that the title of this article is "Healthcare Change" and not "Healthcare Reform". As Speaker Pelosi said in the above quote, all of us are still wondering what this legislation will do to the healthcare system as we know it, or in other words, what benefits it will provide, what benefits it will take away, what it will cost and who will pay for it? I am not sure the Patient Protection and Affordable Care Act will do exactly what the title of the law says.

 

We will briefly address some of these questions in this newsletter and revisit them as the dust clears. Here are some highlights (as we understand the bill a day after it was signed into law), presented in the order in which they go into effect, followed by some recent events precipitated by the new law and a "final comment":

 

Effective Immediately:

 

·         Children may remain on parents' policy until age 26 and may not be excluded because of pre-existing conditions.

·         Children on Medicaid or State Children's Health Plans may not be dropped until 2019.

·         Adults benefiting from State Medicaid programs may not be dropped until 2014 (State Insurance Exchanges begin then) - However, a State may drop these individuals at an earlier date to close a budget gap.

·         Small companies (fewer than 25 employees with average annual wages less than $50,000) which offer health insurance to their employees will receive a tax credit up to 35% (may increase to 50% by 2014).

·         Insurance companies may not drop individuals from coverage due to sickness.

 

3 Months:

 

·         Indoor tanning sessions will be taxed at 10%.

·         Those who have not been able to obtain coverage for 6 months due to pre-existing conditions will be able to get insurance from special "high risk pools" (these "pools" will become part of the State Insurance Exchanges in 2014).

·         Temporary Reinsurance Program reimburses companies who provide retiree health care to retirees between the ages of 55 and 65 for claims between $15,000 and $90,000. This provision ends in 2014.

 

6 Months:

 

·         Medicare participants who are in the prescription drug "doughnut hole" will receive a subsidy of up to $250.

·         For newly written policies, preventive care and screenings will not be subject to a deductible.

·         Lifetime coverage caps disappear.

·         Individuals may not be dropped from coverage (except for fraud).

·         Extends Medicaid to many low-income individuals (2014), States may do so before then.

 

2011

 

·         Medicare participants in the "doughnut hole" will receive a 50% subsidy.

·         Voluntary long-term (in home or nursing home) assistance plan is to be made available.

·         Cuts to Medicare Advantage plans start being made.

·         Companies have to report value of healthcare on W-2.

·         Prescription drug manufacturers to pay annual fee on certain branded prescription drugs.

·         Community health centers which treat low-income and underserved individuals get increased assistance.

·         Manufacturers and importers of medical devices to pay an annual fee.

·         Physicians may not refer patients to hospitals in which they have an ownership interest.

 

2012

 

·         Non-profit "insurance co-ops" will be created to compete with for profit carriers.

·         "Accountable Care Organizations" organizations may be created by physicians, hospitals and carriers to provide lower cost care.

 

2013

 

·         An additional 0.9% of all earned income will be added to the current 1.45%  for Medicare (there is no limit on the amount of income taxed) for individuals earning over $200,000 or couples earning over $250,000.

·         Employee pre-tax contributions to flexible spending plans will be limited to $2,500 per year (increased with inflation thereafter) - this is an unseen tax increase.

·         Excise tax of 2.3% applied to medical device sales (hearing and vision aids are excluded).

·         Medicare payments to be based on "quality" of care.

·         Gender based premium rates abolished.

·         Elimination of tax deduction for employers who receive Medicare Part D retiree drug subsidy payments.

 

2014

 

·         Businesses with more than 50 employees will have to offer health insurance or pay a penalty of $2,000 times the number of employees minus 30.

·         Businesses that offer coverage to only a portion of their workforce may face a $3,000 penalty.

·         Part-timers now counted in determining the number of employees.

·         Adults with pre-existing conditions may not be refused coverage.

·         Higher premiums for those with chronic illnesses may no longer be charged.

·         Maternity to be covered as any other medical condition.

·         Individuals without coverage and not able to prove hardship will pay a $95 annual fine (increases to $695 in 2016). Fines are per person with families capped at $2,250.

·         State insurance exchanges created for companies with fewer than 100 employees, called Small Business Health Options Programs or "SHOP Exchanges".

·         Tax credits to those whose income is less than 400% of the Federal poverty level, for lowest earners tax credit may pay for entire healthcare cost.

·         Medicaid expanded to individuals making up to 133% of the Federal poverty level ($14,404 for an individual and $29,326 for a family of four).

 

2018 and In General

 

·         "Cadillac" healthcare plan tax of 40% of the value of a plan with a premium of $10,200 for an individual or $27,500 per family (indexed for inflation). Lexus protests nick name of this tax

·         Medicaid to US Territories increased over 9 years by $6.3 billion.

·         Medicare reimbursement rates will be lowered (the employee wage rates and rent portions of the rate formulae will be decreased).

 

Recent Events

 

·         Fourteen State Attorneys General file suit to stop healthcare law.

·         Varying physician groups consider dropping Medicaid care.

·         Boeing will take a $150 million charge in the first quarter due to the new law

·         Insurer Prudential Financial Inc. said Monday that it will take a $100 million charge in the first quarter in relation to the recent health care overhaul legislation

·         AT&T said last week it would take a $1 billion charge in the first quarter

·         AK Steel Corp., 3M Co., Caterpillar Inc., Deere & Co. and Valero Energy have also said they would take smaller charges

·         Premiums for Medicare Advantage plans will increase, benefits decreased or plans terminated due to cuts made to these plans by the new bill. Participants will face a higher total healthcare cost.

·         Insurance carriers are challenging the inclusion of children with pre-existing conditions. The carriers say that if they do not now cover children, then they should not be required to cover children with pre-existing conditions.

 

Final Comment

 

Now that the bill has been signed into law, the President and the majority party in Congress is out to "sell" it to the public. Why was it passed if it has to be "sold" to the people it will cover?

 

Lifetime Income Disclosure Act

Last December 3rd, three Senators (Jeff Bingham [D-NM], John Isakson [R-GA] and Herbert Kohl [R-WI]) introduced a bill to amend the Employee Retirement Income Security Act of 1974 (ERISA) that would require sponsors of account balance plans, such as 401(k)s, to provide participants with a "lifetime income disclosure".  The bill (S. 2832) is named the Lifetime Income Disclosure Act.  The bill is currently being reviewed by the Committee on Health, Education, Labor and Pensions.

If this bill makes it out of Committee, here is what the new disclosure requirement would be:

1.    the Lifetime Income Disclosure would be required to be included in one benefit statement in each calendar year;

2.    the Lifetime Income Disclosure would have to provide the participant or beneficiary with the "annuity equivalent of the total benefits accrued" under the account balance plan on their behalf.  The "annuity equivalent of the total benefit accrued" means the amount of monthly payments the participant or beneficiary would receive at his or her normal retirement age under the plan if his or her total accrued benefit were used on the date of the disclosure to purchase a 50% joint and survivor (for married participants) or a single life annuity for single participants or beneficiaries, with payments commencing at the participant's normal retirement age;

3.    the Secretary of Labor (the "Secretary") would be required, within one year after the enactment date of the Lifetime Income Disclosure Act, to prescribe assumptions that administrators of individual account balance plans may use in converting total accrued benefits into annuity equivalents.  In prescribing these assumptions, the Secretary may prescribe a single set of specific assumptions (in which case the secretary may issue tables or factors that facilitate such conversions), or ranges of permissible assumptions.  If the accrued benefit in question is invested in an annuity contract, plan administrators would be allowed to use the amounts payable under the annuity contact as an annuity equivalent.

The Secretary would be required, within one year after the enactment date of the Lifetime Income Disclosure Act, to provide a model disclosure, written in a manner that would be understood by the average plan participant, that -

(I)           explains that the annuity equivalent is only provided as an illustration;

(II)          explains that the actual annuity payments that may be purchased with the total benefits accrued will depend on numerous factors and may vary substantially from the annuity equivalent in the disclosures;

(III)         explains the assumptions upon which the annuity equivalent was determined; and

(IV)        provides such similar explanations as the Secretary considers appropriate.

The bill does provide the following limitation on liability - no plan fiduciary, plan sponsor, or other person shall have any liability under the Lifetime Income Disclosure Act, solely by reason of the provisions of annuity equivalents which are derived in accordance with the assumptions and rules prescribed by the Secretary and which include the explanations contained in the model lifetime income disclosure.

If this bill were to become a law, it would not become effective until after the latest of the issuance by the Secretary of -

(I)           interim final rules;

(II)          the model disclosure; or

(III)         the conversion assumptions.

Stay tuned, we will keep you apprised of this bill's progress. 

 

 

U.S. Census Scam

Beginning March of this year the U.S. Census Bureau's will mail out a short questionnaire to every household in the U.S. and Puerto Rico in an effort to collect important demographic data. As a citizen, you are required by law to respond to the 10 short questions. From April to July, those that have not completed their census will receive a visit at their home address from a census taker. If a Census worker comes to your house the worker will have identification, a handheld device and a confidentiality notice. But these things can be easily fabricated, so it is important to know what census workers will not do:

· They will not ask for your Social Security number or financial information, e.g. bank or credit card accounts.

· They will not ask you for money or say that you owe money.

· They will not harass or intimidate you.

· They will not contact you by email - they will only contact you by phone, by mail, or in person.

'Phishing' is the criminally fraudulent process of attempting to acquire sensitive information such as usernames, passwords, social security numbers, and bank account or credit card details by masquerading as a trustworthy entity in an electronic communication. Phishing is typically carried out by email and it often directs users to enter sensitive information at a fake web site whose look and feel are almost identical to the legitimate one.

If you think you received a bogus email, do not reply or click on any links within the email and do not open any attachments. Forward the email to the Census Bureau at ITSO.Fraud.Reporting@census.gov. After you forward the email, delete it. You will not receive a confirmation email after forwarding the email; however the Census Bureau will investigate the information and notify you of its findings.

If a Census worker comes to your home, be sure to check for a valid Census ID badge. You can also call your regional office to verify you are in a survey.

If you believe you have been contacted as part of bogus or fraudulent activity falsely representing the Census Bureau through the mail, contact the United States Postal Inspection Service.

If you are contacted for any of the reasons mentioned above, do not participate; it is not the U.S. Census Bureau. The safest way to prevent any of these scams is to mail your completed census back shortly after receiving it.

 
 
Plan Reporting Calendar
 

 

2010 FILING DUE DATES FOR
CALENDAR YEAR PLANS
 
This calendar is not intended to be an exhaustive listing of every due date under the Code or ERISA, but rather reflects some of the most common due dates.

View Calendar

 
 Questions and information about FLSA ...
 QUESTIONS 
 
Wage and Hour Division (WHD)
Compliance Assistance - Fair Labor Standards Act (FLSA)
 
Overview
The FLSA establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in Federal, State, and local governments. Covered nonexempt workers are entitled to a minimum wage of not less than $7.25 per hour effective July 24, 2009. Overtime pay at a rate not less than one and one-half times the regular rate of pay is required after 40 hours of work in a workweek.
  • FLSA Minimum Wage: The federal minimum wage is $7.25 per hour effective July 24, 2009. Many states also have minimum wage laws. In cases where an employee is subject to both state and federal minimum wage laws, the employee is entitled to the higher minimum wage.
  • FLSA Overtime: Covered nonexempt employees must receive overtime pay for hours worked over 40 per workweek (any fixed and regularly recurring period of 168 hours - seven consecutive 24-hour periods) at a rate not less than one and one-half times the regular rate of pay. There is no limit on the number of hours employees 16 years or older may work in any workweek. The FLSA does not require overtime pay for work on weekends, holidays, or regular days of rest, unless overtime is worked on such days.
  • Hours Worked (PDF): Hours worked ordinarily include all the time during which an employee is required to be on the employer's premises, on duty, or at a prescribed workplace.
  • Recordkeeping (PDF): Employers must display an official poster outlining the requirements of the FLSA. Employers must also keep employee time and pay records.
  • Youth Employment: These provisions are designed to protect the educational opportunities of minors and prohibit their employment in jobs and under conditions detrimental to their health or well-being.
General Guidance
Posters
Presentations
Applicable Laws and Regulations 
 
 
 

Telecommuting Guidelines

For anyone who isn't a fan of long commutes or paper-bagged lunches, telecommuting may be just what you've been looking for. Working from home was once a privilege reserved for the lucky few, but with recent advances in communication, this envied arrangement has become a viable option for many.

Physical location is not what it used to be. Between email, virtual networks and videoconferencing, workers can stay connected with the office without having to be in the office. But even assuming employees know how to keep up adequate communication, companies face many problems when considering telecommuting. Will employees be able to push themselves without supervision? How much will it cost to install important equipment in the home? What if customers want to talk face to face? Telecommuting is not for everyone, but if employers and workers reach an appropriate, well-defined agreement, it can work for many employees. To find out who should telecommute, what they should do and what their employers should do, keep the following deadlines in mind. With the right arrangement, employers save space and resources, and workers can gain convenience, leading to a happier, more productive business.

Who should telecommute?

  1. Self-disciplined and efficient workers: They should be able to manage time effectively and work independently.
  2. Employees with good, substantial performance records: Qualified employees should have demonstrated their hard work, skills and commitment to the company before telecommuting is considered.
  3. Workers with good communication skills: This not only means the worker should be able to express himself clearly verbally and in writing, but also that he has adequate knowledge of different communication mediums, for example videoconferences or faxes.
  4. Employees who don't require face-to-face interaction with customers or co-workers: If anyone depends on speaking with a worker in person, he or she is not suited for telecommuting.
  5. Workers who don't need specialized equipment or access to specific files or resources: Eligible workers should be able to perform all of their responsibilities while telecommuting, so if they depend on resources tied to the office, they should remain there.

What the employer should do:

  1. Make sure the employee meets all the criteria listed above: Telecommuting can save companies money, reducing equipment and staff costs, as well as freeing up space. However, if the worker does not use his off-site time efficiently, business suffers. Make sure that the employee is capable of working well independently.
  2. Ensure there is a completely mutual agreement: Although many employees prefer to telecommute, other feel isolated or "left out of the loop," so make sure that this arrangement is beneficial for both the worker and the company.
  3. Make and sign a telecommuting contract with employees: Ensure that workers completely understand and agree with the outlined conditions before either of you puts your signatures on it. Be very clear and precise about what the arrangement is to be like, including hours spent on- and off-site, contact methods and frequency, work-related expenses, and conditions of modification or termination.
  4. Consider a training program or orientation: Telecommuting places a great deal of responsibilities on workers, so ensure they are prepared. They may need to learn some extra things like proper safety rules, new work policies or how to use different forms of communication.

What telecommuters should do:

  1. Comply by all terms agreed upon and maintain professional standards: Once an employee makes his home a place of work, his home is subject to the same regulations as any office, including company, contract, safety, sexual-harassment and discrimination policies.
  2. Designate an appropriate work area at home: Employees must always remain in working environments. A home office should be quiet, organized, well-lit and contain all the materials, in proper condition, that will be needed throughout the work. It should be recognizable as a place of business.
  3. Clearly delineate work and personal time: Just like in an office, employees should have set working hours. In some cases, these hours can change, but once a telecommuter begins his work for the day, it should be his only priority until his workday ends.
  4. Maintain a personal relationship with the company: Whether employees spend most of their week in the office or just check in periodically, it is important that they personally interact with colleagues, managers and clients to keep a strong connection with the company.Telecommuters should definitely attend all important meetings and events.
  5. Always keep a flexible schedule: Workers should be able to come into the office on any workday when given proper notice.
  6. Immediately notify employers of any changes in location or means of contact: Telecommuters should be just as integrated with their companies as nontelecommuters, so they must keep all important contact information updated, ensuring adequate availability.


Let's face it: Telecommuting is here to stay. Always popular but only recently feasible, it holds benefits for both employer and employed. So make telecommuting work for your business. All it takes is some careful consideration and cooperation - certainly a fair trade for happier workers, increased savings and a more attractive company.
 

 

 
 
WORTH REPEATING

World Health Update
 

Outbreak Notice
Update: Dengue, Tropical and Subtropical Regions

Situation Information

Dengue fever is the most common cause of fever in travelers returning from the Caribbean, Central America, and South Central Asia. This disease is caused by four similar viruses (DENV-1, -2, -3, and -4) and is spread through the bites of infected mosquitoes.

Dengue infections are frequently reported from most tropical countries of the South Pacific, Asia, the Caribbean, the Americas, and Africa. Although dengue transmission often occurs in both rural and urban areas, dengue infections are most frequently reported from urban settings.

Since early 2009, an increased number of dengue cases have been reported from countries throughout several regions of the world. 

Africa

Cape Verde: In 2009, more than 21,000 suspected cases and 6 deaths (as of December 6, 2009) were reported. Approximately 60 cases were reported in nearby Senegal, according to the UN Office for the Coordination of Humanitarian Affairs.

South Pacific

Dengue activity continues to circulate throughout this region. Examples of outbreaks include the following:

  • Malaysia: In the first 6 weeks of 2010, more than 6200 cases and 23 deaths were reported throughout the country, especially in Selangor and Sarawak.
  • Indonesia: Dengue activity is ongoing. From January-October 2009, more than 100 deaths were attributed to dengue hemorrhagic fever. In December 2009, the Ministry of Health issued an alert about heightened dengue hemorrhagic fever transmission during this rainy season.
  • Sri Lanka: As of February 23, 2010, 7500 cases have been reported throughout the country, including in the Colombo capital district.

Central and South America and the Caribbean

Certain countries in Central and South America as well as in the Caribbean, are reporting dengue activity. These areas include Brazil, Colombia, Guatemala, Honduras, Nicaragua, Puerto Rico, St. Barthelemy, and Saint Martin.

Middle East

Dengue activity has been reported in recent months in this region, including areas popular among travelers such as Jeddah and Mecca in Saudi Arabia.

Advice for Travelers

Travelers can reduce their risk of getting dengue fever by protecting themselves from mosquito bites. The mosquitoes that spread dengue usually bite at dusk and dawn but may bite at any time during the day, especially indoors, in shady areas, or when the weather is cloudy.

Travelers should follow the steps below to protect themselves from mosquito bites:

  • Where possible, stay in hotels or resorts that are well screened or air conditioned and that take measures to reduce the mosquito population. If the hotel is not well screened, sleep under bed nets to prevent mosquito bites.
  • When outdoors or in a building that is not well screened, use insect repellent on uncovered skin. If sunscreen is needed, apply before insect repellent.
    • Look for a repellent that contains one of the following active ingredients: DEET, picaridin (KBR 3023), Oil of Lemon Eucalyptus/PMD, or IR3535. Always follow the instructions on the label when you use the repellent.
    • In general, repellents protect longer against mosquito bites when they have a higher concentration (percentage) of any of these active ingredients. However, concentrations above 50% do not offer a marked increase in protection time. Products with less than 10% of an active ingredient may offer only limited protection, often no longer than 1-2 hours.
    • The American Academy of Pediatrics approves the use of repellents with up to 30% DEET on children over 2 months old.
    • Protect babies less than 2 months old by using a carrier draped with mosquito netting with an elastic edge for a tight fit. Wear loose, long-sleeved shirts and long pants when outdoors.
       

Symptoms and Treatment

Symptoms of dengue include:

  • fever
  • severe headache
  • pain behind the eyes
  • joint and muscle pain
  • rash
  • nausea/vomiting
  • hemorrhagic (bleeding) manifestations

Usually dengue fever causes a mild illness, but it can be severe and lead to dengue hemorrhagic fever (DHF), which can be fatal if not treated. People who have had dengue fever before are more at risk of getting DHF.

No vaccine is available to prevent dengue, and there is no specific medicine to cure illness caused by dengue. Those who become ill with dengue fever can be given medicine to reduce fever, such as acetaminophen, and may need oral rehydration or intravenous fluids and, in severe cases, treatment to support their blood pressure. Aspirin (acetylsalicylic acid), aspirin-containing drugs, and other nonsteroidal anti-inflammatory drugs (e.g., ibuprofen) should be avoided because of the possibility of bleeding. Early recognition and treatment of severe dengue (e.g., signs and symptoms consistent with impending blood pressure failure) can reduce the risk of death.

If you return from a trip abroad and get sick with a fever, you should seek medical care. Be sure to tell the doctor or other health-care provider about your recent travel.

 

 

Note to myself: Long Winter 2010 

Long Winter 2010 

Happy Easter

 
 
Our staff
and firm are proud

members of the
following professional
organizations.

Society of Actuaries 

American Society of Pension Professionals & Actuaries

Society for Human Resource Management

WorldatWork

 American Management Association
 
National Federation of Independent Business

Better Business Bureau
 
 
 
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"Human Resources  provides the leadership, supportive services, guiding principles, policies, structures and standards needed for a quality organization to survive in today's business environment."
 
 MFYCO PRIVACY POLICY

 
Michael F. Yates & Company, Inc. 
believes strongly in protecting the privacy of its users.


 
 
about MFYCO ...

  • Michael F. Yates & Company, Inc. can help you with a variety of services ranging from retirement plans to providing results-oriented survey instruments, training and development programs for your employees. Our products and services are intended to help you maximize the effectiveness of your Human Resources function.

  • These products and services incorporate our years of experience so that you receive rapid results and exceptional value. From onsite consulting, to strategic business integration, to Web enablement, we understand how Human Resources can be applied to solve your problems and achieve your goals. As a result, we can help you get the most out of your investment and turn your most precious resource into a competitive advantage.

  • We offer Consulting, Retirement Planning, Pension and 401(K) both qualified and non qualified Plans, Welfare Plans, Communications, Computer Systems, Executive Plans, Compensation, Mergers, Acquisitions, Divestitures and Other Services. 

    We offer a true and honest, Client Partnership.

Take the Michael F. Yates & Company, Inc. challenge!

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Michael F. Yates & Company, Inc.
_________________
 
101 Belvidere Avenue
P.O.Box 7
Washington, NJ 07882 
 
908-689-4200

fax: 908-689-6300
 
email: info@mfyco.com

 
 

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