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  • To safeguard workers’ rights, the New York City Council recently passed a bill that promises to reshape the landscape for employees and independent contractors across the city. On December 3rd, 2023, a significant mandate was set in motion, requiring the Department of Consumer and Worker Production (DCWP) to collaborate with various agencies and organizations to publish a comprehensive workers’ bill of rights.

    A Detailed Look At The Workers’ Bill Of Rights

    This bill clarifies a spectrum of federal, state, and local labor laws designed to protect employees and independent contractors. In addition, it dives into the fundamental right to unionize, empowering workers by highlighting their collective strength and unity. One of the most noteworthy features is its stance on protecting individuals regardless of immigration status. By highlighting this point, the legislation sets a precedent for inclusivity and fairness in the workforce, promising security and support to all workers within the city’s bounds. It’s essential to note that employers who fall short of the mandated posting requirements will face a $500 penalty, with a 30-day window for correction after the first complaint.

    Implementation Timeline And Employer Obligations

    By March 1st, 2024, the finalized workers’ bill of rights will be available on the city’s website, ensuring accessibility in multiple languages. Starting July 1st, 2024, employers are obligated to provide each employee with a copy of the workers’ bill of rights. This isn’t just a legal formality, employers must prominently display this information in the workplace, ensuring visibility and accessibility to all workers.

    What Next?

    For small business owners in New York, the path forward involves embracing these changes and ensuring compliance with the workers’ bill of rights. Fortunately, this path forward can be streamlined and more efficient when you partner with a professional employer organization (PEO) like GMS. GMS’ HR experts navigate the complex employment regulations, offering tailored solutions to streamline compliance efforts. They provide comprehensive HR support, assisting with implementing necessary workplace changes. Partnering with GMS empowers small business owners to navigate these new requirements seamlessly, allowing them to focus on their core operations while ensuring they meet the standards set forth by this transformative legislation. Contact our experts today to learn more.

  • The new year signifies more than just a change in date; it’s a moment to reflect on the lessons learned, the milestones achieved, and the challenges conquered. As the new year approaches, it’s time to reflect and set intentions for a more productive, positive, and fulfilling work environment. Consider the following quick and simple resolutions to transform your workplace dynamics and foster growth and success in the coming year.

    Cultivate a culture of open communication

    Effective communication lies at the heart of any successful workplace. Make it a resolution to encourage open dialogue, active listening, and transparency among team members. Create platforms or forums where everyone feels heard and valued, fostering a culture where ideas freely flow, and collaboration thrives.

    Prioritize work-life balance

    Maintaining a healthy work-life balance often takes a backseat in pursuit of success. This year, pledge to prioritize the well-being of your employees. Encourage breaks, flexible work hours where feasible, and a supportive environment that acknowledges the importance of personal time.

    Invest in professional development

    A commitment to continuous learning not only benefits individuals but also contributes to the growth of the organization. Encourage employees to pursue professional development opportunities, whether through workshops, courses, or mentorship programs. This investment in skills pays dividends in innovation and expertise within the workplace.

    Embrace diversity and inclusion

    Diversity isn’t just a buzzword – it’s a powerful asset in any workplace. Embrace diversity not only in terms of race and gender but also in experiences, perspectives, and ideas. Foster an inclusive environment where every voice is respected, valued, and included in decision-making processes.

    Promote health and wellness

    Healthy employees are productive employees. Encourage wellness initiatives such as yoga classes, wellness seminars, or mental health support programs. You create a happier and more engaged workforce by prioritizing physical and mental well-being.

    Foster a culture of accountability

    Accountability breeds responsibility and ownership. Encourage a culture where individuals take responsibility for their actions and decisions. Set clear goals, provide necessary resources, and celebrate achievements while also learning from setbacks.

    Leads by example

    Finally, resolutions are not just for employees; they’re for leaders too. Lead by example – demonstrate the values and behaviors you wish to see in others. Your actions set the tone for the entire workplace, influencing attitudes, morale, and productivity.

    Partner with a PEO

    As 2024 approaches, these resolutions serve as a roadmap to creating a workplace that is productive, nurturing, inclusive, and empowering. The new year isn’t simply about turning a page and starting over; it’s an opportunity to turn aspirations into actions and transform your business. To navigate these resolutions, consider partnering with a professional employer organization (PEO) to set the stage for a year of remarkable progress and fulfillment. Contact us today to learn how we can kickstart the new year together. Cheers to new beginnings!

  • In the aftermath of the COVID-19 pandemic’s economic repercussions, the landscape for employees drastically shifted. Temporary layoffs became a reality for thousands, prompting questions about accrued vacation pay and immediate compensation. A recent legal case in California brought this issue to the forefront, establishing critical insights into the obligations of employers during such chaotic times. Hotel employees were entitled to payment for accrued vacation following getting laid off without a specific return date.

    The Timeline: Layoffs And Legal Battles

    In March 2020, over 7,000 employees were laid off due to the pandemic’s ripple effect on business. However, it wasn’t until June 2020 that a termination notice was issued, marking an essential distinction in the eyes of the law. The employees argued that they were entitled to immediate payment for their accrued vacation time, which sparked a legal battle with their employer.

    The Dispute: Timing Of Accrued Vacation Pay

    At the heart of the dispute lies the question of when accrued vacation pay should be disbursed. The employees argued for immediate compensation upon the March 2020 layoff, citing California Labor Code’s prompt payment provisions. However, the employer held that such payment was only due upon the formal termination in June 2020.

    Legal Intervention

    The 9th U.S. Circuit Court of Appeals stepped in, underscoring the significance of prompt payment provisions within the California Labor Code. Reversing the initial judgment, the court directed the trial to consider the employer’s willingness to neglect immediate payment obligations. It drew upon Opinion Letter 1996.05.30 from the California Division of Labor Standards Enforcement (DLSE), affirming that a temporary layoff without a specified return date constitutes a discharge, triggering immediate payment of accrued wages.

    Additional Benefits

    Beyond accrued vacation pay, the case dove into the treatment of additional benefits received by the employees, specifically the value of complimentary hotel rooms. While the Fair Labor Standards Act (FLSA) excluded these benefits from regular pay calculations, the employees argued this exclusion. The court, however, upheld the exclusion, citing Department of Labor regulations that categorized such benefits as similar to other excludable payments under 29 C.F.R. Section 778.224.

    Implications And Clarity For Employers And Employees

    This legal battle sets a significant precedent, emphasizing the importance of prompt payment provisions during temporary layoffs. It solidifies that such scenarios constitute a discharge, necessitating immediate compensation for accrued vacation time, regardless of a formal termination date.

    In addition, the distinction drawn between regular pay calculations and additional benefits provides a clear guideline for similar cases. It ensures clarity regarding compensable income under state labor laws, obligating employers to meet immediate payment requirements for accrued wages during temporary layoffs. This minimizes financial uncertainties for affected employees and sets a precedent for fair treatment during temporary employment disruptions.

    Embracing Clarity In Uncertain Times

    In a rapidly evolving work landscape, understanding labor laws becomes paramount. This legal precedent empowers employees to assert their rights to prompt compensation and establish guidelines for fair treatment during uncertain employment periods. It serves as a crucial reminder for employers and employees to grasp evolving labor laws, ensuring protection and clarity amidst economic disruptions.

    Empowering Small Businesses Through Expert Guidance

    Managing layoffs and deciphering complex labor laws can be overwhelming for small business owners, especially during uncertain times. Small business owners wearing multiple hats, meet GMS, a professional employer organization (PEO). GMS’ experts tackle HR management, offering invaluable expertise in navigating layoffs, ensuring compliance with intricate labor laws, and implementing best practices.

    When you partner with a PEO like GMS, small business owners can access professional guidance, streamlined processes, and tailored strategies, allowing them to navigate layoffs with clarity and confidence. In times of mayhem, GMS empowers businesses to make informed decisions and uphold employee rights while managing the intricacies of workforce transitions. Contact us today to learn more.

  • Workplace injuries are a serious concern for any business. According to the Bureau of Labor Statistics, there were 2.8 million nonfatal workplace injuries and illnesses in 2022. When an injury occurs, it’s not just the physical and emotional toll on the involved workers; there are also substantial legal and regulatory considerations, including attracting the attention of the Occupational Safety and Health Administration (OSHA).

    OSHA typically gets involved after a severe workplace injury, which can result in a rigorous investigation process, potential fines, and a public record of safety violations. These consequences can damage a company’s reputation and financial standing. However, by effectively managing these situations, it’s possible to minimize or avoid OSHA intervention.

    When Can OSHA Make An Inspection?

    Under OSHA, employers must provide a safe and healthy workplace for their employees. This encompasses broad safety guidelines and specific regulations tailored to various industries – all of which need to be followed to the letter. Failure to comply with OSHA standards can lead to hefty penalties and legal issues that can take months to resolve.

    OSHA inspectors carry out several types of inspections, including:

    • Severe injuries and illness: These inspections occur when a workplace incident results in a fatal or severe injury. 
    • Imminent danger: These can be triggered at any time and occur when practices or conditions are life-threatening. 
    • Complaints-based: Employees can contract OSHA anytime to report a workplace violation or safety concerns. 
    • Targeted: Highly hazardous industries or facilities that experience high rates of injury and illness are subject to targeted inspections. 

    OSHA has the authority to perform inspections virtually any moment, making it crucial for you to implement proper safety policies and procedures. This is essential not only to ensure the health of your team but also to maintain compliance with OSHA standards.

    OSHA Compliance

    In the moments that follow a severe workplace accident or fatality, it can be challenging to make the right calls and ensure not only that your team is getting the assistance they need but that you remain compliant with OSHA regulations. That’s why having a plan in place is vital. Many small businesses partner with professional employer organizations (PEOs) like GMS to use as a resource and navigate OSHA regulations.
    Following the immediate response to the injury, your team should:

    1. Conduct a thorough investigation: This should include an examination of equipment, witness interviews, and a review of workplace safety protocols. 
    2. Contact OSHA: Be proactive and don’t wait for OSHA to initiate. Report the incident and findings of your internal investigation as soon as possible. Fatalities must be reported to OSHA within eight hours of discovery, and inpatient hospitalization, amputation, or eye loss must be reported within 24 hours. 
    3. Implement corrective measures: Update any safety measures, provide additional training, and make necessary changes to your equipment or processes. 
    4. Documentation: Keep detailed records of your actions and communications. There is a record-keeping standard for each kind of workplace incident, but generally, you must keep documentation for at least five years. Proper record-keeping can safeguard your business if, down the line, any issues arise. 

    Lastly, you should follow up and iterate on your health and safety policies. Safety isn’t a one-time review process. You need to stay proactive and regularly review and update your protocols. Conduct safety audits and regular training sessions for your team. In addition, create channels for employee feedback so they can assist you in developing a safer workplace.

    Learn how GMS got OSHA to complete an investigation without coming on-site or issuing a citation after a notable workplace injury.

    Responding To A Workplace Injury: Real-Life Example

    The incident in question started with a seemingly routine delivery for a driver. The driver finished sweeping out the back of his truck when he went to rest his left hand on the side of the truck as he prepared to jump to the ground like he had done countless times before. Unfortunately, his wedding ring got stuck to the edge of the truck on this particular day. As he jumped to the ground with his arm fully extended, his finger was unable to handle the resulting force and was ripped off before his feet hit the driveway.

    This freak injury led to a panicked call to GMS from an Office Manager trying to figure out what to do next. The first step was to check on the employee and ensure he was taken care of and received the necessary medical attention for his injury. After that, it was time to follow the letter of the law.

    As mentioned, amputations must be reported to OSHA within 24 hours. After calming the Office Manager’s nerves, GMS walked her through the reporting process and had her leave a message on OSHA’s hotline. Next, a GMS Safety Coordinator conducted a thorough investigation at the scene of the injury and made the following recommendations to prevent this type of accident in the future:

    • Prohibit employees from entering the bed of the truck until the installation of permanent ladders
    • Prohibit employees from wearing jewelry while working 

    Shortly after we completed our investigation, OSHA called to get an account of that day’s events. Once the Office Manager gave the compliance officer the required information, the officer asked if she had done an internal investigation. She informed him of the GMS investigation and that the company had already implemented changes to prevent future incidents. In addition, she sent a copy of the inquiry to the compliance officer along with GMS’ recommendations and future training plans. After OSHA reviewed the investigation and the preventative actions put in place by GMS, OSHA closed its investigation and said that no further action was needed.

    Take The Right Steps To Protect Your Business After An Injury

    Between lost work hours, workers’ compensation claims, and other issues, on-site injuries are costly. That’s why GMS works to help you limit the chances of workplace injuries and follow proper procedures in case one ever occurs.

    At GMS, we help business owners take a proactive approach to workplace safety through services such as on-site consulting, training, and job site inspections. We’re always here to handle critical investigations and deal with OSHA on your behalf. It can be a struggle to stay ahead of risks when you’re busy building your business, so we have the experts to ensure you’re covered before and after incidents.

    Ready to protect your business? Contact GMS today to discuss risk management services and other essential HR functions.

  • As the year draws to a close, it’s a common practice for businesses to celebrate the season through holiday parties, bonuses, and granting time off. These traditions, steeped in goodwill, are an excellent opportunity to foster a sense of community and appreciation within the workplace. However, it’s crucial to approach these gestures with a sense of awareness and inclusivity.

    Often, when companies plan these end-of-year celebrations, they inadvertently lean towards Christmas and New Year-centric themes. This is evident in typical decorations, such as Christmas trees and ornaments, and the imagery chosen for holiday cards. While these elements are widely recognized and appreciated, it’s important to remember that not every team member will resonate with federally recognized holidays such as Christmas or even observe the same calendar for the New Year.

    It can be a challenging season to navigate, and the last thing you want to do is alienate a staff member. We’ve put together a few ideas to help you create an inclusive environment.

    Holidays To Note

    Start with awareness. In our diverse and globalized world, the winter season carries a variety of cultural and religious celebrations. Recognizing and acknowledging these differences can transform your workplace into a more inclusive and respectful environment. Significant fall and winter holidays that your team members might observe include the following:

    • Bodhi Day: Observed by Buddhists worldwide, this day commemorates the enlightenment of Siddhartha Gautama, who became the Buddha. The day of celebrations varies from community to community; however, it has a wildly recognized fixed day each year on December 8th and is generally a time for meditation and reflection.
    • Hanukkah: An eight-day Jewish festival, Hanukkah is celebrated with the lighting of the menorah, special foods, games, and gifts.
    • Kwanzaa: A week-long celebration from December 26th through January 1st honoring African heritage in African-American culture. Kwanzaa is based on African Harvest festival traditions from various parts of West and Southeast Africa and involves music, dance, poetry, and a large traditional meal.
    • Lunar New Year: Commonly associated with Chinese New Year, this is celebrated in many Asian countries and begins with the first new moon of the lunar calendar. It’s marked with a thorough house cleaning to remove bad luck, in addition to family gatherings, traditional foods, parades, and more.

    There are many more holidays throughout the year that are equally important to note, such as Eid-al-Fitr, which marks the end of Ramadan – the holy month of fasting in Islam. Acknowledging widely celebrated and less commonly known holidays demonstrates your dedication to fostering an inclusive workplace. It also reflects your consideration of your team members’ unique needs and cultural backgrounds.

    Inclusive Ways To Celebrate

    While it’s not feasible for your business to celebrate every holiday, being aware of them and understanding how your staff honors these days can significantly contribute to creating a respectful and welcoming atmosphere.

    You can help foster a more inclusive workplace in many ways, including decorations. Try to avoid Christmas trees altogether and instead try snowflakes and other general winter décor. Offer flexible time off policies for your team to use on the days most important to them – even if they are not officially recognized public holidays.

    Consider organizing educational sessions or workshops to further enhance inclusivity and cultural awareness. Each session’s goal should be to inform and engage employees in learning about the rich tapestry of cultural celebrations their colleagues may observe.

    *Please note: when organizing these sessions, it’s crucial to ensure they are used for general educational purposes and not as a platform to single out any individual staff member inadvertently. Avoid putting any team member in an uncomfortable position where they feel compelled to be the spokesperson for a particular holiday or cultural practice. The objective is to foster a learning environment that is respectful, inclusive, and enriching for all.

    Another way to help your team stay informed is to maintain a calendar of upcoming holidays. Utilize an internal newsletter or bulletin to share information about these holidays. Each edition could highlight upcoming celebrations, providing a brief history, the significance of the holiday, and typical ways to celebrate. This approach educates and builds anticipation and respect for these diverse celebrations.

    Holidays Aren’t Always Positive

    The holiday season, often portrayed as a time of joy and celebration, can evoke many emotions, including negative ones. In 2022, around 31% of individuals experienced increased stress, anxiety, and depression during the holidays. Factors such as financial pressures, the pain of grief, and feelings of loneliness are high contributors to mental health crises this time of year.

    In light of this, taking proactive measures to support your team’s mental well-being is essential. One practical approach is to provide easy access to mental health resources or counseling services. These could include employee assistance programs (EAPs), mental health days, stress management and self-care workshops, or partnerships with mental health professionals who can offer guidance and support.

    Fostering a workplace culture where mental health is openly discussed and destigmatized can be incredibly beneficial. Encouraging open dialogues about mental health, sharing resources and information in internal communications, and training managers to recognize signs of stress and mental health struggles in their teams are all valuable steps.

    How GMS Can Help

    If you’re looking for ways to reengage your team, ‘tis the season to partner with a professional employer organization (PEO) like GMS to help. Creating an inclusive workplace starts with your internal policies and procedures.

    At GMS, we offer audits focused on compliance, best practices, strategy, and function-specific HR areas to ensure that your policies not only align with your organizational goals but are also current and effective. Contact us today, and let us help you create and maintain a compliant and inclusive workplace.

  • Recent events have cast a glaring spotlight on the consequences of overlooking workplace safety. The U.S. Occupational Safety and Health Administration (OSHA) cited a Georgia-based chemical manufacturer, Chemical Products Corp., following a tragic incident that unfortunately took the life of an employee who had only been on the job for two months.

    The incident, involving fatal chemical and thermal burns from hot sludge after the opening of an air intake valve, not only resulted in the loss of a valued team member but also caused severe injuries to another worker. Shockingly, this was not an isolated case, as another employee suffered chemical burns just 25 days later.

    The Cost Of Ignoring Safety Measures

    OSHA’s citation outlined five serious violations against Chemical Products Corp., highlighting the company’s failure to implement essential safety precautions designed to shield workers from such hazards. The proposed penalties of $55,403 shed light on the real cost of neglecting safety protocols.

    Protecting Your Employees Is Non-Negotiable

    As a business owner, the safety and well-being of your team should be non-negotiable. These incidents are a stark reminder of the potential consequences of overlooking safety measures. Beyond the ethical imperative, investing in workplace safety procedures is an investment in the very foundation of your business – your employees.

    The Crucial Role Of Comprehensive Safety Procedures

    Establishing and strictly adhering to comprehensive safety procedures isn’t just a legal requirement; it’s a fundamental necessity. Proper training, hazard assessments, and the implementation of safety protocols are imperative to prevent tragic incidents such as those witnessed at Chemical Products Corp.

    Proactive Steps For A Secure Workplace

    As a responsible business owner, take proactive steps to ensure a secure workplace. Regular safety audits, employee training sessions, and a culture prioritizing safety can significantly reduce the risk of accidents and injuries.

    Avoiding Tragedy

    In the wake of this incident, the need for comprehensive workplace safety measures couldn’t be more evident. Small business owners often juggle multiple responsibilities, and ensuring stringent safety protocols might seem daunting. However, when you partner with a professional employer organization (PEO), you gain access to expertise, resources, and guidance to navigate the intricate landscape of workplace safety. PEOs like GMS offer tailored solutions, from comprehensive safety training to proactive risk assessments, all aimed at fortifying your business against potential hazards. They provide the support needed to create a culture of safety, minimizing risks and ensuring that tragic incidents like the one at Chemical Products Corp. never occur.

    GMS’ safety team can help business owners take a proactive approach to workplace safety through various services. These strategies include the following:

    • Jobsite inspections
    • Accident and injury investigations
    • Training
    • Job hazard analysis (JHA) and standard operating procedures (SOP)
    • OSHA inspection and citation assistance 
    • Onsite consulting

    Don’t wait for a crisis to prioritize safety – partner with GMS today to safeguard your business and employees. Contact us today to learn more. 

  • In a move aimed at fostering opportunities for individuals with prior convictions, New York has taken a significant step forward by enacting the Clean Slate Act, which is set to take effect on November 16th, 2024. New York joined a handful of states embracing similar legislation; this act promises to transform the lives of many by automatically sealing certain criminal records, thereby advocating for second chance hiring and reintegration into society.

    The essence of this law lies in its mission to encourage employment for those with past criminal convictions while balancing the needs of employers to safeguard their interests. Under this legislation, the records of individuals convicted of specific state crimes will be sealed from public access after meeting the outlined criteria.

    Eligibility Criteria: Clearing The Slate

    For misdemeanor convictions, a minimum of three years after release from incarceration or sentence imposition is required for automatic sealing. Felony convictions demand at least eight years post-release from incarceration, provided there are no pending charges and no supervision from probation or parole departments.

    However, it’s crucial to note that certain convictions, such as Class A felonies warranting life imprisonment and offenses mandating registration as a sex offender, remain ineligible for sealing.

    Balancing Access And Protection

    While promoting reintegration into society, the law provides access to sealed records in specific instances. Entities such as courts, law enforcement, and those maintained by law for conducting background checks will still have access to these records under defined circumstances.

    Empowering Employers And Job Seekers

    For employers navigating this change, it’s imperative to understand the implications. The law doesn’t clear employers from conducting job-related analyses before taking adverse actions based on criminal convictions. Factors ranging from the nature of the offense to rehabilitation efforts must be considered in making informed hiring decisions.

    However, with sealed records, candidates may face confusion regarding the status of their past convictions during background checks. Employers must be prepared for such scenarios and uphold compliance with the state and local hiring requirements, ensuring consistency and legal adherence in their employment practices.

    Looking Ahead

    New York’s Clean Slate Act signifies a meaningful shift towards providing equitable opportunities for individuals seeking redemption from past mistakes. It underscores the importance of rehabilitation and societal reintegration while upholding the responsibilities of employers and job seekers in navigating these changes.

    Employers are encouraged to seek legal counsel to align their practices with the evolving legal landscape and ensure fair, informed, and compliant hiring changes. Or, you could consider partnering with a professional employer organization (PEO) like GMS. Our HR experts provide small business owners with expertise in navigating nuanced employment laws, ensuring fair and compliant hiring practices, and providing crucial guidance to employers seeking to embrace the spirit of this legislation. We can pave the way for a more inclusive and equitable workforce. Contact us today to learn more.

  • As we usher in a new year, now is an ideal time for companies to reassess, revamp, and realign their strategies. Amidst the flurry of resolutions and fresh starts, updating the employee handbook is one essential yet often overlooked aspect of this renewal process. This crucial document is the cornerstone of your company’s policies, guiding principles, and expectations for your workforce. Let’s take a closer look into the importance of revitalizing your handbook and how it can lay the groundwork for a successful year ahead.

    Reflecting Current Standards And Practices

    The business landscape is constantly changing, influenced by technological advancements, industry changes, and evolving societal norms. As a business owner, your employee handbook should mirror your organization’s current standards and practices. Updating your handbook ensures that your policies align with the following:

    • Latest legal requirements 
    • Industry best practices
    • Internal adjustments within your company 

    Fostering A Positive Workplace Culture

    Beyond legal compliance, the handbook is a tool for fostering a positive workplace culture. Emphasizing your company’s values, mission, and vision in the handbook reaffirms your commitment to creating an inclusive, diverse, and supportive work environment. Integrating policies that promote work-life balance, mental health support, and professional development opportunities underscores your dedication to employee well-being and growth.

    Promoting Clarity And Consistency

    Within any organization, clarity in communication is paramount. An updated handbook minimizes ambiguity by offering clear and consistent guidelines on company policies, procedures, and expectations. This clarity reduces misunderstandings and mitigates potential conflicts, allowing employees to navigate their roles confidently and align their actions with organizational goals.

    Adapting To Technological Advancements

    The rapid evolution of technology often introduces new tools and methods that streamline workflows and enhance productivity. Your handbook should reflect these changes, offering guidance on using new technologies, remote work policies, data security protocols, and any other technological advancements relevant to your industry.

    Strategic Steps For Handbook Enhancement

    As a business owner, we get that time is of the essence, and updating your employee handbook might feel daunting. Fortunately, we’ve got your back and have come up with four quick steps to spruce up your employee handbook without getting lost in the details.

    1. Comprehensive review: Begin with thoroughly reviewing your current handbook, noting outdated policies or areas requiring updates. 
    2. Legal compliance check: Collaborate with legal counsel to ensure all policies comply with current employment laws and regulations. 
    3. Engage employees: Consider seeking input from employees to identify areas for improvement or clarification in the handbook. 
    4. Communication strategy: Once updated, communicate the changes effectively to all staff members, ensuring accessibility and understanding. 

    GMS’ HR Account Manager Claire Dobish added, “Handbooks set clear expectations regarding their rights, responsibilities, and overall company standards. Keeping your handbook up-to-date reduces the risk of misunderstandings and issues between employees and employers. GMS updates their handbooks yearly to ensure state and federal compliances are in place to assist small business owners.”

    Still Feel Like A Daunting Task?

    Understanding the demands of your time is crucial, and revising an employee handbook may seem like an additional mountain to conquer. Yet, the significance of this document for your business remains undeniable.

    Meet Group Management Services (GMS), a distinguished professional employer organization (PEO). We take on the intricacies of your business’s operational aspects, including the burden that revising your handbook can impose. Our expertise becomes your advantage in streamlining this process.

    With our tailored solutions, we aim to alleviate the weight of administrative tasks, allowing you to focus on propelling your business forward. Elevate your handbook seamlessly and let GMS empower your business with an updated, compliant, and finely tuned handbook for 2024. Your time is precious – let us ensure it’s spent on strategic endeavors, not administrative challenges. Ready to redefine your employee handbook? Partner with GMS for an efficient, compliant, and confident future. Contact us today.

  • Health care costs in the United States have been steadily climbing, and the burden on employers providing health care benefits for their workforce is intensifying year by year. A recent report by Aon forecasts a looming challenge: average costs for employers covering their employees’ health care are projected to surge by 8.5% in 2024, amounting to over $15,000 per employee. This steep rise marks a concerning trend, nearly doubling the previous year’s increase of 4.5%, setting off alarm bells for companies navigating their health care budgets.

    Driving Factors Behind Escalating Costs

    Let’s take a look at three pivotal elements that are steering this surge in health care expenses.

    Inflation: The silent aggressor

    Inflation, accounting for roughly half of the cost hikes, substantially impacts health care expenses. The health care sector experiences a delayed effect due to multi-year provider contracts. Renewals in these contracts are causing providers to demand higher fees, thereby stretching the impact of inflation over several years.

    COVID-19’s lingering impact

    The aftermath of the pandemic continues to cast a shadow over health care costs. Medical utilization, which plummeted during the peak of the pandemic, is now reverting to pre-COVID levels. This resurgence in medical usage is a driving force behind the escalating health care expenditures for employers.

    Surging prescription drug costs

    Prescription drug expenses are spiraling at an alarming rate, surpassing the growth rate of medical costs. The use of specialty drugs such as GLP-1 and medications initially designed for diabetes, which are now being utilized for weight loss, have doubled between 2022 and 2023.

    Navigating The Way Forward

    The tight labor market continues to discourage passing higher health care expenses onto workers. However, future projections indicate an inevitable shift towards significant changes in employee contribution as employers prepare for 2025. Employers are creating strategies to manage costs, including targeted plan adjustments to address expensive medications and treatments. In addition, a shift in vendors is anticipated to secure better prices and discounts on health care services. The focus on mental health services is also expected to intensify, acknowledging the importance of employee well-being.

    How PEOs Are Revolutionizing Employee Benefits

    In the face of these health care cost escalations, employers find themselves at a critical stage where innovative solutions are imperative. The strain of balancing employee well-being with financial sustainability requires a strategic approach. This makes the role of Group Management Services, a certified professional employer organization (CPEO), crucial. GMS extends a lifeline to businesses, offering access to various benefits through our master health care plan (MHP). Through pooled resources, negotiated rates, and streamlined administration, GMS enables companies to combat increasing health care expenses effectively. By leveraging GMS’ buying power and expertise, businesses can navigate these unprecedented times and provide quality health care benefits to their employees while maintaining a competitive edge in the marketplace. Get a quote from us today and end the open enrollment period on a high note.

  • Amidst the shifting dynamics of modern workplaces, fostering employee engagement stands as a cornerstone of organizational success. Engaged employees aren’t just contributors; they drive innovation, productivity, and positive company culture. The significance of nurturing engagement through quarterly check-ins cannot be overstated.

    Studies show 81% of employees feel they should receive feedback at least quarterly via check-ins with their manager. These structured sessions serve as valuable touchpoints between employees and managers, igniting a cycle of empowerment, growth, and heightened commitment.

    Cultivating Meaningful Connections

    Quarterly check-ins transcend the quick nature of routine meetings. They carve out dedicated time for meaningful conversations beyond day-to-day tasks. This structured approach allows employees and managers to delve deeper into accomplishments, challenges, aspirations, and personal development goals. The resulting connection builds trust and rapport, which fosters a sense of belonging and appreciation within the team.

    GMS’ HR Account Manager Danielle Zielaskiewicz, added, “When managers meet frequently with their employees, it allows for a more accurate measurement of employee performance. Regular touch bases can also establish a good rapport between managers and employees, acting as a temperature check to ensure employee engagement with the company.”

    Clarity In Expectations And Goals

    Crystal-clear communication forms the backbone of any successful professional relationship. Quarterly check-ins offer a platform to align expectations and set realistic, achievable goals. Through open dialogue, employees gain a deeper understanding of their roles within the organization’s larger vision. This clarity minimizes ambiguity, reducing stress and enhancing focus on strategic objectives.

    Continuous Feedback For Growth

    Frequent, ongoing feedback loops are rapidly replacing the traditional annual performance review model. Quarterly check-ins provide a moment for constructive feedback, enabling real-time course corrections and acknowledging accomplishments promptly. In addition, companies that provide regular feedback report 14.9% lower turnover rates than those who don’t provide feedback at all. This timely feedback loop is pivotal for continuous improvement, skill enhancement, and professional development.

    Enhanced Employee Engagement And Retention

    Engaged employees are more committed, productive, and invested in the organization’s success. Companies create a culture of inclusivity and appreciation by actively involving employees in these structured discussions. Feeling valued and heard, employees become more motivated to contribute their best, ultimately reducing turnover rates and bolstering retention.

    Driving Personal And Professional Growth

    Individual growth is intertwined with organizational success. Quarterly check-ins facilitate discussions on career aspirations, skill development, and training needs. This focus on personal and professional growth benefits the employee and aligns individual ambitions with the company’s objectives, ensuring a win-win scenario.

    Empowerment Through Connection

    In essence, formal quarterly check-ins transcend mere scheduled meetings; they represent a commitment to employee empowerment and engagement. These intentional interactions create a culture of open communication, trust, and collaboration. However, we understand that implementing these check-ins can’t be done in the blink of an eye. That’s where GMS, a professional employer organization (PEO), comes in to help.

    GMS’ HR experts provide business owners with support in streamlining HR processes, providing frameworks and guidance to integrate these check-ins into your business seamlessly. With our expertise in managing HR intricacies, GMS ensures these interactions become a seamless part of your company’s culture, creating an environment where employee engagement thrives organically. When you partner with GMS, you can elevate your approach to employee engagement, harnessing the power of structured interactions to drive success and growth within your organization. Interested in learning more? Contact us today.