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Are You Ready to Comply with the Affordable Care Act

by Andrew SzczesniakJune 4, 2015 8:00 AM

In January of this year, the Federal Government began enforcement of the Affordable Care Act (ACA) for those employers with 100 or more employees. Next year, those employers with 50 or more employees will have to begin compliance with the law as well.

In a recent article on workforce.com, HR managers in large companies talked about the difficulties in compliance when it comes to calculating hours. What was troublesome for them was people who took unpaid leave under the Family Medical Leave Act (FMLA) or Re-employment Rights Act or even jury duty and how those hours would be calculated in determining healthcare eligibility. Because of that, “60 percent of large companies with more than 1,000 employees indicated that they aren’t prepared for penalty management under the ACA.”

Every business needs to prepare for the effects of the Affordable Care Act.

Photo Credit:  “Affordable Care Act” by Michael Havens is licensed under CC BY-ND 2.0

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Human Resources

The True Cost of Employee Training Programs

by Stacey LinnJune 2, 2015 8:00 AM

According to the Association for Talent Development’s 2014 State of the Industry Report, organizations spend an average of $1,208 per employee on training and development. For companies with fewer than 500 workers, that number is even higher, coming in at $1,888 per employee.

But time is money. According to that same study, companies are spending an average of 31.5 hours per year training employees. That’s time you aren’t billing to an account or turning prospects into clients.

Learn how GMS can make human resurce functions like employee training more efficient.

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Human Resources

Are You Ready to be Unionized?

by Andrew SzczesniakMay 28, 2015 8:00 AM

Back in January, I wrote a blog post called “Are You a Union Shop? Are You Prepared to Be?” In it, I talked about how an NLRB ruling split 3-2 along party lines was making it easier for unions to unionize a place of employment.

A PEO like GMS can help your company by creating an employee handbook.

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Human Resources

Questions You Should Ask a Professional Employer Organization

by Tim AustinMay 26, 2015 8:00 AM

You have to make a lot of decisions when you own a business, and they’re not always easy. The decision to partner with a Professional Employer Organization (PEO) to manage your payroll, human resources, risk management strategies, and benefits is a perfect example of this.

Do your due diligence when selecting a PEO. Contact GMS with any questions you may have to help make your decision.

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Human Resources

Is a PEO Right For You?: HR Management Edition

by Tim AustinMay 12, 2015 8:00 AM

If you’re like most business owners, you probably didn’t go to school to learn the intricacies of human resource management. As a result, you’re either spending too much time on HR or too little. Neither is good for your bottom line.

Managing HR by yourself can cause big headaches. Consider a PEO instead.

I’m Spending Too Much Time on HR Management 

According to the Society for Human Resource Management (SHRM), there are 45 components to successful HR management. Forty-five!

If you’re trying to be proactive about HR management, good for you. But if you have to manage multiple vendors who are working in “silos” while trying to make sense of everything they’re doing for you, you’re probably not spending as much time as you’d like growing your business. Either that or you’re burning the midnight oil to keep up. 

Neither option seems that appealing, do they?

I’m Not Spending Enough Time on HR Management

On the other hand, if you’re not spending enough time on HR management, you’re more likely to be at risk for non-compliance fees, inefficiencies that slow down your production schedule, lower employee morale, and more. And you’re probably losing sleep at night because when it comes to HR, you don’t know what you don’t know.   

HR Management is never a problem… until there is a problem and then it’s too late.

Manage HR Functions Effectively and Efficiently With a PEO

Regardless of which path you’ve chosen when it comes to HR management, a Professional Employer Organization (PEO) can be a good fit for your business.

When you partner with a PEO, you get access to a full team of HR experts that can help you:

  • Maintain / obtain COBRA, ERISA, HIPAA, ADA, FMLA, EEOC, and DOL compliance
  • Find and recruit top talent
  • Write detailed job descriptions 
  • Develop employee handbooks
  • Set up training and rewards programs 
  • Ensure that you’re compliant for employee terminations, and more

Additionally, because PEOs can also help you with risk management, payroll administration, and employee benefit administration, you can find money-saving opportunities that would have been much more difficult to spot with siloed vendors.

Best of all, you get the final say on all decisions. PEOs just make those decisions a little easier.

Stop living in fear of HR problems and get back to growing your business. Contact GMS online or give us a call at 888-823-2084 today.

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Human Resources

Supreme Court Rules on Pregnancy Discrimination

by Andrew SzczesniakApril 7, 2015 8:00 AM

A few months ago, I wrote an article about pregnancy discrimination in the workplace. Specifically, I wrote about how the EEOC ruled in favor of government regulations treating an employee’s pregnancy no differently than it treats a worker’s comp injury.

Well, the Supreme Court recently weighed in on this topic in a case between UPS and former employee Peggy Young.

How the Supreme Court's ruling on pregnancy discrimination affects human resources.

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Human Resources

NLRB looking to expand NLRA

by Andrew SzczesniakMarch 31, 2015 8:00 AM

Wow, that’s a lot of letters. What does this all mean?

Over the last several years, the National Labor Relations Board (NLRB) has been contending that their reach expands beyond unionized workers. On March 18th, the NLRB General Counsel, Richard Griffin, released a 30-page report providing guidance to attorneys and HR professionals on what he believes is not a legal rule for an employee handbook under the National Labor Relations Act (NLRA).  

In short, Mr. Griffin’s report proposes major changes under which the NLRB believes it can apply its rules.

NLRB loosk to expand NLRA and what it might mean

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Human Resources

How PEOs Improve Cashflow: Part 5

by Tim AustinMarch 17, 2015 8:00 AM

Human resources is a very important part of any business, but it can take a lot of time and money to properly manage. Even then, there are cashflow hurdles that you may come across simply because you aren’t an HR professional with all of the proper tools of the trade.

A Professional Employment Organization (PEO) like GMS can get over those hurdles because HR is what we do. We’ve already discussed how a PEO can improve your cashflow through loss prevention, cost containment, payroll, and unemployment claims management strategies, but there’s another major factor as to how we can save you money: economy of scale.

PEOs make your business stronger through economies of scale.

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Human Resources | Risk Management

How PEOs Improve Cashflow: Part 3

by Tim AustinFebruary 24, 2015 8:00 AM

It’s expensive to pay employees, and I’m not just talking about salaries and benefits. 

The payroll process is pricier than many business owners realize. It costs an average of $2,000 per employee per year for a small or mid-sized company to handle payroll. In addition, up to 40 percent of businesses in the United States are given an average of $845 in IRS penalties each year.

These costs add up and can really hurt a company’s cashflow. We’ve already discussed how loss prevention and cost containment can help your business, but a professional employer organization (PEO) can also save you money and time by handling your payroll.

Payroll costs you more than just your employees wages.

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Human Resources | Payroll

How PEOs Improve Cashflow: Part 2

by Tim AustinFebruary 17, 2015 8:00 AM

Accidents happen, which is why workers’ compensation is a mandatory expense. Still, high rates can destroy your cashflow. 

In my last post, I talked about how loss prevention strategies help prevent accidents in the first place, which can lower your rates. Today, I’d like to explain how an effective Cost Containment strategy can cut your costs, even if a claim is filed. 

Risk management can benefit your business’ budget. Contact GMS to find out how a PEO can help.

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Human Resources | Risk Management

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