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Friday, March 28, 2008



A little known fact about Social Security and collecting retirement early.
Once you makes a selection to start his social security, you can revoke it. Let's say you start social security at age 62 because you are laid off from work. The next year, you are offered work and decide to work a few more years. Because you are under age 66, you need to forfeit $1 of social security for every $2 you earn over $13,560 until you reache the year in which you reache full retirement age. You realize that it would have been better to wait to start social security.

You can elect to "turn the clock back." You can file for "withdrawal of application," -SS form 521- and pay back all benefits you have received (no interest!) . Then, at full retirement age (or anytime you choose), you can start your social security benefits again at a higher level because you are older.

Thursday, March 27, 2008

Week of March 24, 2008

News in Health Care

Soaring costs and the slowing economy have put a damper on comprehensive health care reform efforts across the country, most notably in California earlier this year. More limited health care reforms continue unabated, of course, but the cost of comprehensive reform appears more daunting than ever. New Jersey, however, appears to be bucking the trend with a new that would cost an estimated $28.8 million in its first phase and $1 billion in its second phase. The plan (see below) includes an individual coverage requirement and creation of a new state-sponsored health plan. Supporters of the package vow the plan would be implemented without raising taxes. But an important player in the process, Governor Jon Corzine, provided the proverbial splash of cold water when he said that current budget circumstances will greatly impair the state's ability to achieve universal coverage. The governor, however, may announce support for a portion of the proposal. Whether New Jersey is able to join the small number of states with universal health care plans remains to be seen. But State Sen. Joseph Vitale, one of the architects of the plan, has a lot in common with many state legislators across the country in believing that the state has to try. "We can't wait for national reform," he said.

Tuesday, March 18, 2008

New Cellular Phone Laws that Go Into Effect July 1, 2008 for California


Wireless Telephone Laws FAQs
Two new laws dealing with the use of wireless telephones while driving go into effect July 1, 2008. Below is a list of Frequently Asked Questions concerning these new laws.
Q: When do the new wireless telephone laws take effect?A: The new laws take effect July 1, 2008
Q: What is the difference between the two laws? A: The first prohibits all drivers from using a handheld wireless telephone while operating a motor vehicle. (Vehicle Code (VC) §23123). Motorists 18 and over may use a hands-free device. Drivers under the age of 18 may NOT use a wireless telephone or hands-free device while operating a motor vehicle (VC §23124).
Q: What if I need to use my telephone during an emergency, and I do not have a hands- free device?A: The law allows a driver to use a wireless telephone to make emergency calls to a law enforcement agency, a medical provider, the fire department, or other emergency services agency.
Q: What are the fines(s) if I’m convicted?A: The base fine for the FIRST offense is $20 and $50 for subsequent convictions. With the addition of penalty assessments, the fines can be more than triple the base fine amount.
Q: Will I receive a point on my driver license if I’m convicted for a violation of the wireless telephone law?A: No. The violation is a reportable offense, however, DMV will not assign a violation point.
Q: Will the conviction appear on my driving record?A: Yes, but the violation point will not be added.
Q: Will there be a grace period when motorists will only get a warning?A: No. The law becomes effective July 1, 2008. Whether a citation is issued is always at the discretion of the officer based upon his or her determination of the most appropriate remedy for the situation.
Q: Are passengers affected by this law?A: No. This law only applies to the person driving a motor vehicle.
Q: Do these laws apply to out-of-state drivers whose home states do not have such laws?A: Yes
Q: Can I be pulled over by a law enforcement officer for using my handheld wireless telephone?A: Yes. A law enforcement officer can pull you over just for this infraction.
Q: What if my phone has a push-to-talk feature, can I use that?A: No. However, the law does provide an exception for those operating a commercial motor truck or truck tractor (excluding pickups), implements of husbandry, farm vehicle or tow truck, to use a two-way radio operated by a “push-to-talk” feature.
Q: What other exceptions are there?A: Operators of an authorized emergency vehicle during the course of employment are exempt as are those motorists operating a vehicle on private property.
DRIVERS 18 AND OVER
Drivers 18 and over will be allowed to use a hands-free device to talk on their wireless telephone while driving. The following FAQs apply to those motorists 18 and over.
Q: Does the new “hands-free” law prohibit you from dialing a wireless telephone while driving or just talking on it?A: The new law does not prohibit dialing, but drivers are strongly urged not to dial while driving.
Q: Will it be legal to use a Blue Tooth or other earpiece?A: Yes, however you cannot have BOTH ears covered.
Q: Does the new hands-free law allow you to use the speaker phone function of your wireless telephone while driving? A: Yes.
Q: Does the new “hands-free” law allow drivers 18 and over to text page(?) while driving?A: The law does not specifically prohibit that, but an officer can pull over and issue a citation to a driver of any age if, in the officer’s opinion, the driver was distracted and not operating the vehicle safely. Text paging(?) while driving is unsafe at any speed and is strongly discouraged.
DRIVERS UNDER 18
Q: Am I allowed to use my wireless telephone hands free?A: No. Drivers under the age of 18 may not use a wireless telephone, pager, laptop or any other electronic communication or mobile services device to speak or text while driving in any manner, even hands free. EXCEPTION: Permitted in emergency situations to call police, fire or medical authorities(VC §23124).
Q: Why is the law stricter for provisional drivers?A: Statistics show that teen drivers are more likely than older drivers to be involved in crashes because they lack driving experience and tend to take greater risks. Teen drivers are vulnerable to driving distractions such as talking with passengers, eating or drinking, and talking or texting on wireless devices, which increase the chance of getting involved in serious vehicle crashes.
Q: Can my parents give me permission to allow me to use my wireless telephone while driving?A: No. The only exception is an emergency situation that requires you to call a law enforcement agency, a health care provider, the fire department or other emergency agency entity.
Q: Does the law apply to me if I’m an emancipated minor?A: Yes. The restriction applies to all licensed drivers who are under the age of 18.
Q: If I have my parent(s) or someone age 25 years or older in the car with me, may I use my wireless telephone while driving?A: No. You may only use your wireless telephone in an emergency situation.
Q: Will the restriction appear on my provisional license?A: No.
Q: May I use the hands-free feature while driving if my car has the feature built in?A: No. The law prohibits anyone under the age of 18 from using any type of wireless device while driving, except in an emergency situation.
Q: Can a law enforcement officer stop me for using my hands-free device while driving?A: No. For drivers under the age of 18, this is considered a SECONDARY violation meaning that a law enforcement officer may cite you for using a hands-free wireless device if you were pulled over for another violation. However, the prohibition against using a handheld wireless device while driving is a PRIMARY violation for which a law enforcement officer can pull you over.

Thursday, March 06, 2008

Motivating Employees with the Performance Review

Most managers and supervisors see the annual employee performance review as one of the most dreaded work tasks. Most employees, however, view it as one of their defining moments.Money incentives alone do not increase employee motivation levels. The development and communication of accurate performance reviews can significantly increase an employees motivation (and thus performance) levels. Towards completing an accurate employee performance review, consider the following tips:

Be predictable. Apply the same criteria and measurement standards for all employees with the same job descriptions. Also, avoid looking at performance reviews as an annual one-shot moment to formally praise or criticize an employee’s performance.
Be objective. Focus on the employee’s workplace behavior, and measure for improvement in the employee's performance. For example, you can account for the number of projects completed successfully.

Be open. Motivating employees require providing ongoing, periodic feedback. Gain added information and perspectives by talking with the employee’s peers, previous managers, current clients, etc.

Be diligent. Accurate performance reviews stem from a regular process of assessing information gathered throughout the year. Document any supporting evidence of performance levels in the employee’s HR file.

Be professional. Maintain a consistent and standard professional approach when writing and presenting the elements of the performance appraisals. How effective and respectful you manage the employee performance reviews often is often a major factor especially if you are ever sued for wrongful termination.

Be empowering. Work with the employee to create and agree upon action plans and goals to help the employee further succeed and grow with your company.

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Wednesday, March 05, 2008

Multi Life Disability InsurancePetersen International Underwriters is offering bigger premium discounts for multi-life disability insurance for groups as small as two people. For more information, info@amsinsure.com or 800-334-7875
Term InsuranceAmerican General introduced five additional term periods for its term life insurance product, AIG Select-a-Term. Previously, terms were available for years 10, 12 and 15 through 30, but now customers may also choose from terms of 31 to 35 years (depending on issue age and tobacco use status). For more information, info@amsinsure.com where we quote American General and 250 other companies.
Hospital Network Contracts with AetnaPrime Healthcare Services Inc. (PHS) entered into a multi-year managed care agreement with Aetna Health Plans. Aetna enrollees can get care at PHS hospitals. Aetna enrollees will be covered with full in-network benefits. “This dispels the rumor that PHS is adverse to managed care contracting and hopefully, paves the path for other managed care health plans to enter into contracts with fair and reasonable reimbursement,” said Prem Reddy, MD, FACC, FCCP, PHS’ Chairman of the Board. “We are ready and willing to enter into managed care agreements with other major health plans on terms comparable to Aetna’s,” said Lloyd Wilensky, PHS' Vice-president of Health Plan Operations.Prime Healthcare Services Inc. is a rapidly expanding hospital management company in Southern California. PHS owns and operates nine acute care facilities: Centinela Hospital Medical Center in Inglewood, Chino Valley Medical Center, Valley Hospital in Victorville, Huntington Beach Hospital, La Palma Intercommunity, Montclair Hospital Medical Center, Paradise Valley Hospital in National City, Sherman Oaks Hospital and the Grossman Burn Center in Sherman Oaks, and the West Anaheim Medical Center.

Sunday, March 02, 2008






How do small business compete for a work force and compete with benefits for workers. A survey found that small business employees feel good about benefit packages and encourage them to work harder and perform better as well as keep them at their current employer.

Vendors of benefit products continue to design affordable products for health, dental, life, disability and pensions along with cafeteria style packages, voluntary packages and other sought after benefits.

Benefits can be tied to the employee’s general belief of his or her financial well being, which is a great concern of employees at small businesses. A high percentage of those surveyed in small business are concerned about the financial future for themselves and there families. Offering a strong benefit package is a sure way for growing companies to improve competitiveness and retain qualified talent in the new economy where the small business is the fastest growing segment of the economy.

Obtaining quality benefits for employees at reasonable cost can be an uphill battle for the small business owner. Without staff to do the research and have the expertise small business have to outsource and rely on providers for assisting them in reviewing the market in order to obtain affordable benefit which there employees can share some of the cost and each party together can benefit in savings and quality benefits.

When looking for benefits consider the following areas.

· Experience of the agency and employees in know the small business market
· Resources available on the internet with easy access for the employer and employee’s
· Availability of multiple products and markets with offerings that fit you business
· Value added services through quality affiliates which are at no cost or affordably designed for small business


To promote productivity, it is important that small business owners make every effort to accommodate the needs of their employees, who might be viewed as one of the primary assets of the company. The health of these companies is clearly an important factor in the health of the U.S. economy. A benefit package can mean employees are free of distracting worries and can focus on the job to be done. Thanks to the innovative products and services that are now available, the small business owners can develop an effective benefits package for their employees.


Quotes & Services for Small Business 2-50 Employees.