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  • Recruiting top talent is crucial for the success and growth of any business, but it’s especially vital for small business owners. For small business owners, the stakes are high, and every decision can make or break the future of your business. And when it comes to securing the right talent, there’s simply no room for error.

    Unfortunately, many small business owners make critical recruiting mistakes that can hinder their ability to attract and retain the best employees. However, we’re here to provide insights on the top recruiting mistakes that small business owners should avoid and how to steer clear of them.

    Lacking A Clear Job Description

    One common recruiting mistake is not having a well-defined job description. Without a clear understanding of what the job entails, you’ll have trouble finding the right candidate. To avoid these mistakes, create detailed job descriptions that include responsibilities, qualifications, and expectations. This will attract candidates who genuinely understand and are interested in the role.

    Rushing The Hiring Process

    Oftentimes, small business owners face pressure to fill a position quickly. However, rushing the hiring process can lead to poor choices and costly turnovers. Take your time to vet candidates properly, conduct interviews, and assess their fit with your company culture. A thorough process will pay off in the long run.

    Ignoring Cultural Fit

    Your company culture plays a vital role in employee satisfaction and retention. Ignoring cultural fit can lead to a disconnection between employees and the business. Ensure that you assess candidates not only for their skills but also for their alignment with your company’s values and culture.

    Neglecting A Diverse Workforce

    Diversity in the workplace brings different perspectives, ideas, and problem-solving approaches, which can benefit your business immensely. Failing to prioritize diversity in your recruitment efforts can limit your company’s growth and innovation potential. Make it a point to create a diverse talent pool and cultivate an inclusive workplace.

    Underestimating The Importance Of Onboarding

    Recruiting doesn’t end once you’ve hired someone. Effective onboarding is essential to help new employees acclimate to their roles and the company. Neglecting this phase can result in disengagement and a lack of job satisfaction. It’s essential to create a structured onboarding process to ensure a smooth transition for new hires.

    Not Leveraging Technology

    In today’s digital age, small businesses that avoid leveraging recruitment technology are missing out on valuable tools for streamlining the hiring process. Applicant tracking systems (ATS), job boards, and video interviews can make your recruiting efforts more efficient and effective.

    Neglecting Employer Branding

    Your employer brand is what sets you apart from the competition and can influence a candidate’s decision to work for your company. Failing to build a strong employer brand can limit your ability to attract top talent. Showcase your company’s unique qualities, values, and success stories to make your business an attractive option for potential hires.

    Overlooking References And Background Checks

    Failing to check references and conduct background checks can lead to hiring individuals who may not be a good fit for your organization. Don’t skip this crucial step, as it provides valuable insights into a candidate’s history and character.

    Look No Further, GMS Is Here To Help

    Being a small business owner comes with many challenges; however, a professional employer organization (PEO) can help you navigate these challenges, especially with recruiting. You didn’t start your business to specialize in recruiting, but with a PEO like GMS, and its comprehensive suite of HR services, you can avoid the recruitment mistakes discussed in this blog.

    GMS’ HR Account Managers specialize in crafting well-defined job descriptions, ensuring you attract candidates who genuinely fit the role. They excel in creating efficient and streamlined hiring processes, saving you valuable time and resources while finding you top talent. At the end of the day, PEOs understand the importance of cultural fit and can guide you in aligning candidates with your company’s values and culture. When it comes to onboarding, GMS offers structured, effective processes to ensure new employees seamlessly transition into their roles, thereby reducing the risk of disengagement or early turnover.

    By partnering with GMS, you’re not only avoiding common recruiting pitfalls but also ensuring that you secure the best talent for your small business while freeing up your time and resources to focus on what you do best. Invest in your business’s future, embrace the assistance of a PEO, and watch as your small business flourishes and achieves the remarkable success you’ve envisioned. Contact us today to learn more.

  • In the world of employment verification, staying up-to-date with the latest regulations is crucial for employers and employees. Effective November 1st, 2023, significant changes have been made to Form I-9, Employment Eligibility Verification. These changes impact how employers verify the eligibility of their employees to work in the United States. If you’re a business owner, continue reading to closely examine the revisions made to Form I-9 and the implications for employers.

    The August 1st, 2023, version of Form I-9 brings a range of revisions designed to enhance its usability, accessibility, and compliance. The following are notable changes:

    1. Tablet and mobile compatibility: Form I-9 has been redesigned to be fillable on tablets and mobile devices, making it easier for employers and employees to complete the form electronically. 

    2. Remote verification option: A significant change is the addition of a checkbox that allows certain employers to indicate they have examined Form I-9 documentation remotely. This alternative procedure aligns with the U.S. Department of Homeland Security’s new guidelines. It provides an option for remote examination rather than physical examination of documentation. This change is especially significant in light of the shift towards more flexible and remote work arrangements.

    3. Redesigned Lists of Acceptable Documents page: The Lists of Acceptable Documents page has been updated for clarity and ease of use. This section guides employers and employees on which documents are acceptable for establishing identity and employment authorization.

    4. Updated notice to avoid discrimination: Form I-9 now includes an updated notice that provides guidance on preventing discrimination in the Form I-9 process. Ensuring the employment eligibility verification process is free from bias and discrimination is critical.

    5. Reduced instruction pages: The instructions accompanying the Form I-9 have been streamlined. Previously, there were 15 pages of instructions; now, there are only eight. This reduction aims to make the instructions more concise and user-friendly, helping employers and employees navigate the process more efficiently.

    New Edition Date

    The key change to Form I-9 is its edition date. Employers are now required to use the most current version of the form, dated August 1st, 2023. The previous edition, dated October 21st, 2019, will be valid until October 31st, 2023. From November 1st onwards, it’s essential for employers to switch to the updated form to ensure compliance with the latest regulations.

    Forms For Existing Employees

    The good news for employers is that they do not need to complete a new Form I-9 for current employees with a properly completed Form I-9. Unless re-verification is required for an employee after October 31st, refiling the updated form for existing workers is unnecessary.

    Consider Utilizing A PEO

    Navigating the employment verification and compliance landscape, many businesses are turning to professional employer organizations (PEOs) for expert assistance. PEOs like GMS are well-versed in the intricacies of Form I-9 and a broader realm of HR compliance. By partnering with a PEO, businesses can ensure that they seamlessly implement these changes, stay compliant with regulations, and reduce the administrative burdens associated with managing the workforce. Whether it’s adopting the latest edition of Form I-9, incorporating remote verification processes, or providing comprehensive guidance to employees, a PEO offers the expertise and support that can make a crucial difference in helping businesses thrive in an environment where compliance is paramount. When navigating these complexities, a PEO can be the trusted partner that empowers businesses to focus on what they do best while staying on the right side of the law. Contact us today to learn more.

  • The constant climb of health care expenses in the United States is causing increasing concern, particularly as inflation continues to impact the nation. The Nationwide Retirement Institute Health Care Cost in Retirement recently released a survey that paints a worrying picture of Americans’ financial confidence as they approach their retirement years.

    Decreasing Confidence In Facing Health Care Costs

    The survey shows Americans’ doubts about their ability to manage health care expenses as they grow older. 59% of respondents express uncertainty about their capacity to meet these financial burdens, and 57% are anxious about the costs associated with caregiving for their partner or spouse.

    Further complicating financial planning is the anticipation of medical advancements driven by artificial intelligence (AI), which could potentially extend lifespans. 26% of respondents expect AI to grant them an additional 10 years of life, with different generational expectations. Gen Z envisions 15-year extensions, while millennials anticipate 12 years, Gen Zers expect eight years, and boomers foresee a 9-year extension. This implies that Americans may need to financially prepare for health care costs over a more extended period, emphasizing the need for a robust financial strategy.

    Kristi Rodriguez, Senior Vice President of the Nationwide Retirement Institute, noted, “Advances in AI and health care technology are moving at an unprecedented pace, offering hope for treating chronic diseases and other health concerns. However, longevity demands enhanced planning. Therefore, it’s vital to consult a financial professional to devise a comprehensive plan that caters to immediate and potentially extended health care needs.”

    Managing Health Care Expenses

    As Americans grapple with the prospect of an extended lifespan, current economic uncertainty is straining their finances and forcing them to make difficult decisions with long-term implications for their health care. Studies show that 18% of adults admit to delaying essential health care actions such as medical procedures, physical exams, or prescription renewals in the past year to save money. In addition, 10% of Americans are contemplating downgrading their health insurance plans due to high inflation, including 19% of Gen Z, 11% of millennials, and 14% of Gen Xers. In their quest for more manageable monthly premiums, 60% of adults opt for health insurance policies with lower premiums but higher deductibles, potentially leaving them unprepared to cover unexpected out-of-pocket health care expenses.

    The Role Of Financial Professionals In Health Care Planning

    With inflation and soaring health care costs causing widespread anxiety, consulting a financial professional is the most vital step individuals and business owners can take. These experts can help tailor financial plans to ensure people are well-prepared for the rising health care expenses without compromising their overall financial stability.

    Conversations with financial professionals are pivotal, particularly in understanding complex issues such as Medicare coverage. The survey underscores a substantial knowledge gap among respondents, with 72% expressing a desire for a deeper understanding of Medicare.

    In addition, Americans significantly underestimate the average cost of health care in retirement, estimating it at $55,343, while the actual 2022 cost stood at nearly triple that figure: $172,500 for an individual and $315,000 for a typical 65-year-old retired couple. This highlights the need for Americans to seek greater knowledge, guidance, and ongoing support for informed financial planning.

    Nationwide’s Health Care Cost Assessment tool is an invaluable resource that helps financial professionals and clients estimate future medical and long-term care expenses by considering individual health risks and facilitating comprehensive planning for the impending rise in health care costs.

    Have You Considered Partnering With A PEO?

    In the face of mounting health care costs and economic uncertainties, it’s clear that thoughtful financial planning is essential for safeguarding our well-being. Financial professionals, like those found within a professional employer organization (PEO), are pivotal in guiding us through these complex financial landscapes. They offer tailored solutions to bridge the gap between our goals and financial reality. By consulting with a PEO like GMS, business owners can pave the way for a secure, confident future, free from unmanageable health care expenses. Remember, preparation is the key to not just surviving but thriving in the ever-evolving world of health care and finances. Contact us today to learn more.

  • In a refreshing turn of events, the U.S. Citizenship and Immigration Services (USCIS) is shaking up the H-1B visa program by releasing a published notice of proposed rulemaking. This change aims to streamline processes, protect against fraud, and bring a new approach to lottery selection. Continue reading to explore this exciting transformation with a simplified look at what’s on the horizon.

    Understanding H-1B Visa Program

    The H-1B visa program, a cornerstone of America’s immigration policy, is essential for bringing highly skilled foreign professionals to the United States. Designed to attract top talent worldwide, this program allows employers to hire individuals with specialized skills, particularly in fields such as technology, engineering, and science, where a shortage of qualified domestic workers exists. The H-1B program not only bolsters American innovation and competitiveness but also fosters diversity as it allows individuals to contribute their expertise and unique perspectives to the nation’s dynamic and multicultural workforce.

    Efficiency And Improvement

    The Secretary of Homeland Security is championing these regulations, emphasizing the need to attract global talent, ease the burden on employers, and tackle fraud and abuse in the immigration system. These changes are set to make life easier for employers and workers.

    A New Twist In Lottery Selection

    One of the most significant changes is how the USCIS conducts the H-1B registration selection process. The more registrations submitted for a single individual, the higher their chances of being selected in the lottery. However, with the proposed changes, every unique individual only gets entry into the selection process, regardless of how many registrations are submitted for them. This is a game-changer, preventing abuse and increasing the odds of legitimate candidates being selected.

    Educational Criteria Redefined

    The proposed rules also redefine the educational criteria for H-1B status. While a position can accept a range of degrees, there must be a clear link between the degree fields and job duties. A general degree will no longer suffice. This opens doors for “skills-first hiring,” allowing employers to consider skills as a vital factor in the hiring process.

    Location Matters

    Changes in an H-1B worker’s place of employment will be addressed more clearly. Any change requiring a new labor condition application will be considered a material change, necessitating the filing of an amended or new position. This is to ensure transparency and accountability.

    Third-Party Roles

    When an H-1B worker is assigned to a third party, the focus will shift to the actual work they’ll be performing for that third party. It’s a move to ensure that H-1B status is genuinely warranted in such cases.

    Extended Protection For F-1 Students

    F-1 students transitioning to H-1B status will have an extended grace period of up to six months for status and employment authorization. The F-1 visa allows a student to temporarily live in the United States for a defined period of time while studying at a school, college, seminary, or conservatory. This extension will help them avoid gaps in their status and work authorization while awaiting their change to H-1B status.

    Codifying Key Practices

    The USCIS is also looking to codify some of its long-standing practices. This includes requestion contracts and other proof of a bona fide job offer for each H-1B beneficiary. The itinerary requirement for an H-1B petition is on the way out.

    Deference Policy

    In addition, a clarification has been made regarding the deference policy. It states that if there have been no significant changes in the underlying facts, adjudicators should generally defer to a prior determination. This change eliminates the need for unnecessary scrutiny and requests for evidence.

    Site Visits

    USCIS is reinforcing the importance of site visits to maintain the integrity of the H-1B program and to deter fraud and noncompliance. Organizations that fail to cooperate during these visits may face denial or revocation of their petitions. Site visits can encompass on-site inspections, interviews, record reviews, and more.

    Navigating These New Horizons

    In this era of change for the H-1B visa program, the path ahead seems promising for employers and foreign workers. As these transformative regulations take shape, it’s crucial for businesses, especially small enterprises, to adapt and navigate these new horizons seamlessly. This is where a professional employer organization (PEO) comes in to help small business owners. PEOs like Group Management Services (GMS) provide support in navigating complex immigration and employment regulations, ensuring compliance, and managing HR functions effectively. So, as we anticipate a brighter and more efficient future for the H-1B program, remember that PEOs can help you along this journey, allowing you to thrive and remain compliant. Get a quote from us today!

  • In the wake of the COVID-19 pandemic, the world witnessed a significant change in how we work. The traditional office setting has transformed into a dynamic landscape where the old rules no longer apply. Employers, employees, and even Chief Executive Officers (CEOs) are all reevaluating the concept of work in this new era. Let’s take a closer look.

    Adapting To The New Normal

    The pandemic thrust us into a realm of remote work, causing many companies to wave goodbye to their traditional office spaces. However, not everyone is ready to embrace this new way of work entirely. According to the Pew Research Center, around 35% of remote-capable workers now find themselves working from home full-time. Another 41% are adopting a hybrid work model. Yet, as COVID-19 is gradually tamed, employers are trying to bring back in-office work.

    Companies such as Zoom and Meta have demanded their employees return to the office for at least a few days each week. Furthermore, a survey by KPMG’s complete return to in-office work by 2026, with a mere 7% advocating for continued remote work. These trends don’t just exist in the technology industry. Companies across the U.S. are rolling up their sleeves and working on strategies to entice employees back to the office.

    Reinventing The Office Experience

    In a world where 90% of office workers are hesitant to say goodbye to remote work, employers are taking cautious steps to change. Many companies embrace remote work but urge in-person presence for essential gatherings, meetings, and collaborative projects. It’s about being physically present when individuals are actively engaging with one another, not merely glued to their screens.

    The Productivity Dilemma

    Business owners have stated that the remote work experiment during the pandemic was far from ideal. Employee morale took a hit as work-life balance became a juggling act. Being in the office fosters camaraderie, offers management support, and equips employees with the essential technology to excel. In addition, it provides real-time collaboration, problem-solving, and faster onboarding, which are crucial in the competitive landscape in which they operate in.

    Commuting Challenge

    The thought of resuming daily commutes isn’t enticing for everyone. To address this, companies such as ABF Group in Silicon Valley offer commuting stipends to ease the transition. The CEO of ABF group acknowledges that technology enables remote work but also emphasizes the value of face-to-face interactions for brainstorming, collaboration, and team building.

    Building Connections

    One of the most significant aspects of in-person work is the opportunity to build relationships with colleagues. In-person work allows for a shared lunch break or a friendly stroll, creating bonds that are hard to replicate in a virtual setting. Companies are curating in-office experiences that cater to relationship-building, proving that work can be productive and fun.

    Balancing Act

    In this rapidly evolving landscape, companies are not imposing a one-size-fits-all approach. Instead, they’re partnering with their employees to discover the best way forward. For business owners, it’s essential to dive into what motivates their teams, emphasizing the importance of employee feedback in shaping the future of work.

    The Support Of A PEO

    As we balance remote and in-person work, the path forward may be less about rigid demands and more about collaboration, innovation, and adaptability. As businesses embrace this landscape, they often need expert guidance to navigate this intricate journey. This is where a professional employer organization (PEO) comes in. A PEO like GMS offers the support and strategies necessary to rekindle the aspect of in-person work while also catering to the evolving needs of employees. With the help of GMS, businesses can craft a tailored approach to the new world of work, ensuring that their return to the office is seamless and rewarding. So, whether you’re enticing your team back into the office by offering incentives or enhancing their work-life balance with remote work options, remember that the future is flexible. With the right partners, your business can thrive in this evolving era of work. Contact us today to learn more.

  • To ensure fair compensation for tipped employees, the Chicago City Council passed the “One Fair Wage” ordinance on October 6th, 2023. This legislation, which aims to eliminate the subminimum wage for tipped workers in Chicago by July 1st, 2028, will fundamentally reshape the compensation landscape for thousands of individuals employed in service-oriented industries. The ordinance, which commences its phased implementation on July 1st, 2024, is poised to challenge the long-standing practice of tipping and the structure of the city’s restaurant industry. Continue reading to explore the intricacies of this significant policy shift and the various perspectives surrounding it.

    Understanding The Subminimum Wage

    At this time, employers of tipped workers in Chicago can apply for a credit against the standard minimum wage rate. This credit, commonly known as the “tip credit,” allows employers to pay a lower hourly wage to tipped workers if their tips, combined with their direct pay, bring their earnings up to the city’s minimum wage. For employers with at least 21 employees, the subminimum wage for tipped employees is $9.48 per hour, constituting a 40% credit against the standard minimum wage of $15.80 per hour. Smaller employers with more than three but fewer than 21 employees pay a subminimum wage of $9.00 per hour, a 40% credit against the standard minimum wage of $15.00 per hour.

    The Phased Approach

    With the passing of the “One Fair Wage” ordinance, the tip credit is set to be reduced in stages:

    1. 40% of the applicable minimum wage rate until July 1st, 2024
    2. 32% of the applicable minimum wage rate on and after July 1st, 2024
    3. 24% of the applicable minimum wage rate on and after July 1st, 2025
    4. 16% of the applicable minimum wage rate on and after July 1st, 2026
    5. 8% of the applicable minimum wage rate on and after July 1st, 2027, until and including June 30th, 2028

    By July 1st, 2028, employers will no longer be able to take a tip credit of any amount, and the standard minimum wage will apply to all employees in customarily tipped occupations. Tipped employees, however, will still be entitled to earn and retain their tips.

    Challenges For Restaurant Employers

    The “One Fair Wage” ordinance represents a significant challenge for restaurant employers, especially in Chicago’s vibrant dining scene. Initially introduced with a two-year phaseout period, the substitute measure passed on October 6th provides additional time for the city’s hospitality industry to adapt to the impending changes. The Illinois Restaurant Association has voiced concerns, warning that eliminating the subminimum wage will fundamentally alter the business model of every restaurant in the city.

    Proponents of the ordinance cite data from other regions that have already eliminated the tip credit, suggesting that service workers’ take-home pay increases and staff turnover decreases. However, critics point out that the reality may be more nuanced. For instance, the Illinois Restaurant Association notes that a median tipped worker in a full-service restaurant in the state already makes $28.48 per hour. In cities that have abolished the tipped minimum wage, the average tip percentages tend to be lower, which can result in reduced take-home pay for servers. For example, San Francisco, California, saw an increase in restaurant closures after eliminating the tipped minimum wage.

    Potential Responses And A Growing Trend

    As Chicago restaurants face this transformative change, they may adopt automatic service charges to offset the financial impact, a practice already prevalent in Washington, D.C., after the tip credit was eliminated there. Some may consider eliminating servers altogether, shifting to a self-serve or counter model, or relocating to nearby municipalities outside the city.

    This initiative in Chicago is part of a broader trend to eliminate the tip credit, which has been gaining momentum in recent years. Although federal legislation to eliminate the subminimum hourly wage for tipped workers failed in the 2021-22 session, more than a dozen states have legislation pending to abolish the tip credit, and several states already prohibit the subminimum wage. The District of Columbia and Portland, Maine, have also ventured into this territory, with contrasting outcomes.

    A Helping Hand In Adapting

    The “One Fair Wage” ordinance in Chicago is poised to reshape the compensation landscape for tipped employees, prompting a robust debate about its potential impact on the service industry. While the industry grapples with the changes ahead, another facet to consider is how businesses can navigate these transformations effectively. Professional employer organizations (PEOs) like GMS are a valuable resource for companies in Chicago, helping them adapt to evolving employment laws, including those related to minimum wages and tipping practices. GMS offers comprehensive HR solutions, allowing business owners to focus on their core operations while ensuring compliance with changing labor regulations. With the phased elimination of the tip credit on the horizon, GMS can be a strategic partner for businesses, helping them navigate these changes while maintaining the highest employment standards and fair compensation for their employees. As the “One Fair Wage” initiative unfolds, businesses in Chicago must stay agile and informed, and PEOs can be an ally in this process. Interested in learning more? Contact us today.

  • In a world where financial security and retirement planning are hot-button topics, the recent announcement by the Social Security Administration brings a breath of fresh air. On October 12th, 2023, the administration revealed that Social Security benefits will increase by 3.2% in 2024, offering much-needed relief to millions of beneficiaries. A beneficiary is a person or entity designated to receive the benefits of property owned by someone else. This annual cost-of-living adjustment (COLA) is a promising step toward helping retirees maintain their financial footing amidst inflation.

    Moderating Inflation And 2024 COLA

    The 3.2% increase projected for 2024 might appear modest compared to the impressive 8.7 percent jump in 2023 or the 5.9 percent boost in 2022. However, it’s important to recognize that this change is not in isolation but rather a reflection of moderating inflation. The COLA announcement closely follows the release of the latest Consumer Price Index (CPI) report, which found that inflation has increased year-over-year. While inflation remains relatively high, it’s notably lower than the 40-year high of 9.1% experienced last June.

    What This Means

    The increase in Social Security benefits is expected to impact the lives of 66 million beneficiaries. On average, Social Security retirement benefits will rise by approximately $50 per month, effective in January 2024. The average monthly retirement benefit for workers will increase from $1,848 to $1,907. However, 7.5 million Supplemental Security Income (SSI) beneficiaries will witness the increase in their December checks. This is particularly beneficial for those who rely on Social Security and SSI benefits, offering immediate relief to their cost of living.

    Wage Cap For 2024

    The Social Security Administration also announced the 2024 wage cap. The maximum amount of earnings subject to the Social Security tax, also known as the taxable maximum, will rise to $168,600, marking a 5% increase from the previous year’s cap of $160,200. This adjustment is crucial as it ensures that the tax base keeps pace with the growth in earnings and cost of living.

    Impact On Retirees And Beyond

    The importance of this annual benefit adjustment cannot be understated, especially in the context of an aging population and rising living costs. Retirees can now breathe a little easier knowing they will soon receive an increase in their Social Security checks to combat the rising prices. Older Americans, who have been feeling the pinch when buying groceries and paying for gas, can now look forward to a bit of financial relief.

    Partner With GMS!

    In a world where the financial landscape is ever-shifting, a crucial player takes center stage – a professional employer organization (PEO). Think of it as a strategic partner, working behind the scenes to ensure that businesses can seamlessly extend the benefits of Social Security to their employees. PEOs like GMS serve as a partner, navigating the intricate web of payroll management, tax compliance, and regulatory complexities, empowering businesses to optimize the benefits offered to their workforce. In a world where every dollar carries profound significance, GMS becomes the key player that connects businesses and their employees to financial stability. Contact us today to learn more.

  • In an effort to promote fairness and transparency in the workplace, the Colorado Department of Labor and Employment is taking significant steps by using proposed Equal Pay Transparency (EPT) Rules. These rules aim to provide clarity regarding Colorado’s Ensure Equal Pay Act for Equal Work Act, which becomes effective on January 1st, 2024. The Act, which amended the state’s pay transparency statute, brings much-needed attention to the issue of pay equity and gender discrimination in the workplace. Continue reading to learn more about the proposed rules and how they seek to bring clarity to the Act’s ambiguities.

    Career Development: A Step Forward

    One of the key areas addressed in the proposed rules is the definition of “career development.” Under the Act, employers are required to announce job opportunities, but this obligation does not extend to “career developments.” The Act defines career development as changes to an employee’s terms of compensation, benefits, full or part-time status, duties, or access to further advancement to update the employee’s job title or compensation. The proposed rules clarify that these changes should be related to the employee’s existing job and should not be within a position with a current or anticipated vacancy. This clarification ensures that employees are informed about potential advancements within their current roles.

    Career Progression: Setting The Right Path

    Career progressions are exempted from the definition of “job opportunity” and are described as regular or automatic movements from one position to another based on time or objective metrics. The proposed rules require employers to disclose and make available to all “eligible employees” the requirements for career progression and the terms of compensation, benefits, and other details of the new position. “Eligible employees” are those who, upon meeting the notice’s requirements, would move from their position to the other as a “career progression.” This ensures employees are informed about their potential advancement paths, fostering transparency and equality.

    Application Deadlines: Navigating The Gray Areas

    The Act mandates that job postings include an application deadline, which led to confusion surrounding evergreen job postings and extensions of application deadlines. The proposed rules provide two exceptions to the deadline requirement. If an employer accepts applications on an ongoing basis, the application must state this, and a deadline does not need to be included. In addition, an application deadline may be extended, provided the original deadline was made in good faith, and the posting is updated promptly. These exceptions offer practical solutions and flexibility to employers while ensuring transparency and fairness in the hiring process.

    AINT Hires: Balancing Flexibility And Transparency

    In the proposed rules, Acting, Interim, or Temporary (AINT) hires are considered when no immediate job opportunity posting is required for up to nine months. This applies when the hiring is not expected to be permanent. In such cases, a job opportunity posting must be made in time for employees to apply for the permanent position if the AINT hire becomes permanent. The proposed rules extended the duration of an AINT role from six to nine months, offering a balanced approach that allows employers to respond to immediate needs while ensuring employee transparency.

    Post-Selection Notice To Employees: Defining Regular Work Relationships

    The Act stipulated that employers must distribute post-selection notices to employees with whom the selected candidate will regularly work. The proposed rules clarify this by defining “work with regularly” as employees who either collaborate or communicate about their work at least monthly or have a reporting relationship. Employers are encouraged to provide notices to a broader range of employees or multiple selections at once as long as they do so within 30 days after any selection. These modifications simplify the process, making it more manageable for employers while ensuring that the right employees receive the necessary information.

    Geographic Boundaries

    The proposed rules outline a pragmatic approach by exempting employees outside of Colorado from notice requirements related to pre-selection, post-selection, and career progression. This adjustment streamlines the process for businesses with a multi-state presence, offering a more efficient way to manage compliance efforts and ensuring the rules have the desired impact where they are most relevant.

    The Importance Of Outsourcing

    As a small business owner in Colorado, you face the challenge of adapting to the new Equal Pay Transparency rules while maintaining growth and competitiveness. However, outsourcing these efforts to a professional employer organization (PEO) like GMS might be the solution you’re looking for. PEOs specialize in HR management, compliance, and employment regulations, offering expertise to ensure businesses comply with these new rules.

    By partnering with GMS, small businesses can access a range of HR services, from job posting compliance to transparent compensation and career development strategies. This partnership not only facilitates compliance but also frees up business owners to focus on growing their ventures. In a changing regulatory environment, the assistance of a PEO has become a vital asset for small businesses seeking to uphold the principles of equal pay transparency while pursuing their business growth objectives. Contact our HR experts today to learn more.

  • The Israel-Palestine conflict is an ongoing tragedy that has impacted not only the lives of those directly involved but also resonates across the globe. The events that unfolded, marked by Hamas’ devastating attack on Israel, opened the door to escalated violence in the region and a formal declaration of war.

    War brings a range of distressing emotions. Employees within your organization may be grappling with concerns related to their safety. In addition, there are concerns about the broader global implications of this violence and how it may further escalate. As an employer, recognizing and addressing these concerns is critical. In the workplace, this translates into the responsibility of business owners to ensure their employees feel heard, valued, and supported. Just as we long for peace and stability on a global scale, creating a safe and nurturing environment within our organizations is essential. In the face of adversity, this commitment not only fosters employee well-being but also strengthens the resilience of our teams and the overall fabric of our organizations.

    Continue reading to explore various ways employers can support their staff and foster a safe work environment during these challenging times.

    Open And Honest Communication

    Clear and transparent communication is the foundation of trust. Employers should openly acknowledge the global situation, express concern for their employees, and provide a channel for discussion. Encourage employees to share their thoughts and concerns and actively listen to their perspectives.

    Offer Mental Health Support

    Conflict and geopolitical tensions can take a toll on employees’ mental well-being. Employers can provide access to mental health resources, such as counseling services, employee assistance programs (EAPs), or wellness initiatives. Normalizing discussions about mental health can reduce stigma and promote a culture of support.

    Additional crisis resources include:

    1. The Disaster Distress Helpline
    2. The Veterans Crisis Line

    Flexible Work Arrangements

    During crises like the Israel-Palestine conflict, employees may face personal challenges requiring flexible work schedules. Employers should consider allowing flexible work arrangements, such as remote work, adjusted hours, or paid time off (PTO), to accommodate employees’ needs.

    Promote Inclusivity

    Diversity and inclusion efforts should be reinforced during difficult times. Encourage open dialogues that respect different viewpoints and backgrounds. It’s essential that all employees feel valued and included, regardless of their personal affiliations or beliefs.

    Charitable Initiatives

    Many employees may wish to contribute to charitable efforts related to this conflict. Employers should consider facilitating this by organizing fundraisers or donation drives. Matching employee donations to relevant charities can also encourage philanthropy.

    To help victims of the Israel-Hamas War, click here.

    Educational Opportunities

    In times of geopolitical tension, promoting compassion and empathy is crucial. Employers can offer educational resources on the Israel-Palestine conflict, its historical context, and the perspectives of both sides. Encourage employees to engage in respectful discussions and debates that promote empathy and tolerance.

    A variety of resources can be found here.

    Conflict Resolution Training

    Conflicts can arise in any workplace, and global conflicts can worsen tensions. Employers can invest in conflict resolution training to equip employees with the skills needed to navigate difficult conversations constructively and peacefully.

    Public Support Statements

    Employers can choose to take a public stance on global issues, such as the Israel-Palestine conflict. If doing so, ensure that all statements are well-informed, respectful, and aligned with the company’s values. Be prepared for diverse reactions and encourage a respectful dialogue within the organization.

    Business Continuity Planning

    Prepare for potential disruptions in your business operations due to external events by creating a business continuity plan (BCP). A BCP is a document that outlines how a business will continue operating during an unplanned disruption in service. It’s essential to have a solid BCP that accounts for crises and ensures the well-being of employees, whether through remote work arrangements or other means.

    Support Employee Well-Being

    Demonstrate your commitment to employee well-being by providing access to wellness programs, stress-relief resources, and fitness initiatives. A healthy workforce is more resilient in the face of external stressors. Consider the following:

    • Schedule regular catchups with your team members
    • Maintain a tidy work environment 
    • Encourage employees to walk around more and step away from their work when applicable 
    • Create quiet time 
    • Provide onsite or distance counseling 
    • Be flexible

    Continued Support From Employers

    With the Israel-Hamas conflict affecting individuals worldwide, employers find themselves in a unique position to offer support to their employees. It’s imperative to recognize that resources and initiatives emphasizing mental well-being, open dialogue, and educational opportunities can be pivotal in fostering a compassionate and resilient workplace. As a professional employer organization (PEO), GMS stands as a resource providing a wide range of support from EAPs and educational opportunities with our learning management system (LMS) to promoting inclusivity. In times of uncertainty, unity and empathy become our guiding lights. For more information on how we can support your business, contact us today.

  • In a move that will impact businesses across North Carolina, the state’s General Assembly recently approved a budget for the period from July 1st, 2023, through June 30th, 2025. One of the most notable changes in this budget is a set of modifications to workplace legal compliance. Governor Roy Cooper has allowed the budget to become law without his signature. Continue reading to explore the key changes that businesses and employers in North Carolina need to be aware of in terms of safety citations, adopting new standards, and the impact on local wage and hour laws.

    Safety Citation Timing

    Effective October 1st, 2023, the North Carolina Department of Labor (NCDOL) will have six months following the occurrence of any Occupational Safety and Health Act of North Carolina (OSHANC) violation to issue a citation to employers. This adjustment brings the OSHANC statute of limitations back in line with most states, those with their own safety and health laws, and those where the federal government administers these laws.

    Before this change, NCDOL had the authority to issue citations for violations dating back to the 1970s, as long as they were issued within six months after NCDOL initiated an inspection. However, this modification limits citations to violations occurring within six months of the citation being issued. Employers should now carefully consider the timing of their inspections and ensure compliance within this window.

    Adopting New Standards

    The budget eliminates an exception in state law that allowed NCDOL to adopt occupational safety and health standards identical to federal regulations without the usual process of public notice, comments, hearings, and oversight by the North Carolina Rules Review Commission. Starting July 1st, 2023, all changes to OSHA standards adopted by NCDOL will be subject to this oversight.

    This change aligns with federal law, which requires state plans to maintain standards “at least as effective” as federal OSHA standards. It also means that employers may have a basis to challenge the legality of any OSHA standard adopted by NCDOL after July 1st, 2023, that does not go through the standard rulemaking process.

    Local Wage And Hour Laws

    Perhaps one of the most impactful changes for employers is the budget’s statement that policies outlined in the North Carolina Wage and Hour Act now supersede and preempt any local government ordinances, regulations, or policies pertaining to the compensation of employees. This includes wage levels, hours of labor, payment of wages, benefits, leave, and the well-being of minors in the workforce.

    While local governments can still regulate their own employees and enact measures to comply with certain programs, they are barred from adopting minimum wage, overtime, or paid leave laws that differ from state law. This move eliminates the potential for a patchwork of local wage and hour laws, which can create compliance challenges for employers.

    It’s important to note that any modifications to North Carolina’s minimum wage, overtime, or paid leave laws must be enacted statewide, as the state’s constitution already prohibits the General Assembly from enacting local laws regulating labor matters.

    Your Guiding Light

    North Carolina business owners often find themselves in unfamiliar terrain in the ever-shifting landscape of workplace regulations and legal compliance. Navigating the complex maze of state-specific laws can be daunting. However, there’s a guiding light in the form of a professional employer organization (PEO). Picture a PEO as your customized compass, finely tuned to navigate North Carolina’s unique regulatory waters. It’s your trusted ally, ensuring you stay compliant and sail smoothly through the intricacies of state laws. With a PEO like GMS by your side, you’re not just ticking checkboxes; you’re unfolding the sails of your business towards untapped horizons. It’s not just assistance; it’s a transformative voyage toward unlocking North Carolina’s business potential. So, don’t merely comply – transcend and let a North Carolina-focused PEO be your guiding star on this journey. Get a quote from us today.