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  • June 30th, 2023, has come and gone, but here’s some good news – the Family and Medical Leave Act (FMLA) forms with an expired date is still valid, according to the U.S. Department of Labor (DOL). So, if you’re an eligible employee of a covered employer, you can still utilize these forms for your family and medical leave needs.

    The FMLA provides an important safety net for employees by allowing them to take unpaid, job-protected leave for various family and medical reasons. Whether it’s due to pregnancy, chronic health conditions, or the care of a family member with a serious health condition, this act ensures that your job is secure while you attend to these important matters.

    Employers rely on these forms to comply with the FMLA notice requirements and request medical certification from your health care provider. In addition, the DOL has clarified that the five optional-use forms they provide are still applicable, regardless of the expiration date mentioned on them. The content of the information contained within these forms remains relevant and useful, regardless of its expiration.

    What Employers Should Know 

    The DOL is obligated to review these forms and notices every three years, ensuring that they meet the required standards. While employers are not obligated to use the DOL’s forms, they can serve as excellent models. Employers can create their own version if they include the same essential notice information and require the same basic certification details. Many employers customize the DOL-recommended forms to align with their specific state laws, allowing for greater flexibility and accuracy.

    In addition, it’s important to note that employers must accept any complete and sufficient certification that supports an employee’s need for FMLA leave, regardless of the format it’s presented in. This means that your employer cannot reject the following:

    • A fax copy of the certification
    • A certification that is not completed on their standard company form 
    • Any other medical documentation, such as communication from your health care provider on their letterhead

    If the certification contains all the necessary information to determine if the leave qualifies under FMLA, an employer cannot refuse it.

    Frequently asked questions and answers about the revisions to the FMLA can be found by clicking here.

    What Employees Should Understand

    As an employee, you may be wondering what this means for you. Think of it this way: If you’re in a situation where you need to take FMLA leave, rest assured that the forms you have are still perfectly valid. Remember, the FMLA protects your rights and ensures you can attend to your family and medical needs without fearing job loss. Take advantage of this opportunity and communicate openly with your employer about your situation.

    Have You Considered Partnering With A PEO? 

    A professional employer organization (PEO) can be a valuable resource when it comes to navigating the complexities of the Family and Medical Leave Act (FMLA). Determining employee eligibility for FMLA leave can sometimes be challenging, especially for small business owners.

    A PEO such as GMS specializes in HR employment-related matters, including compliance with labor laws such as the FMLA. Our HR experts stay up-to-date with the latest regulations and can ensure that your company’s FMLA policies and practices align with legal requirements. In addition, we can help you develop comprehensive FMLA policies and procedures tailored to your company’s specific needs.

    In addition, managing FMLA paperwork, including forms and certifications, can be time-consuming. GMS’ HR experts handle the administrative tasks associated with FMLA leave, such as collecting and maintaining records, tracking leave usage, and ensuring proper documentation. This frees up your HR team to focus on other essential responsibilities.

    We’re here to make your life easier. We take all the administrative burdens off your shoulders so you can focus on other areas of your business. Get a quote today so we can make your business simpler, safer, and stronger.

  • Earlier this month, Pennsylvania legislators introduced a new bill that aims to legalize recreational marijuana for adults ages 21 and older. This bill, called Senate Bill 846, has several key provisions:

    • Regulating personal possession and use of cannabis: If passed, the bill would establish rules and regulations regarding the possession and use of marijuana for personal, recreational purposes.
    • Creating a Cannabis Regulatory Control Board and Cannabis Business Development Fund: The bill proposes the establishment of a board responsible for overseeing the regulation of the cannabis industry. It would also create a fund to support the growth and development of cannabis-related businesses.
    • Implementing taxes on cannabis: The bill includes provisions for imposing taxes on cannabis products, which would contribute to state revenue.
    • Allowing for expungement of prior marijuana convictions: This bill recognizes the need to address past marijuana-related convictions. If passed, it would provide opportunities for individuals with prior convictions related to marijuana to have their records expunged.

    Furthermore, the bill seeks to change the existing medical marijuana law in Pennsylvania. This includes offering employment protections to workers who are medical marijuana cardholders. This means that individuals who qualify for medical marijuana use would have certain rights and safeguards in the workplace.

    It’s important to note that Pennsylvania has already had a medical marijuana program in place since 2016. Recently, an appellate court ruled that the state’s medical marijuana law does not prevent insurers and employers from reimbursing injured workers for the cost of medical marijuana in workers’ compensation claims. This ruling helps ensure that individuals who require medical marijuana for their injuries can potentially receive financial assistance through their workers’ compensation claims.

    Overall, this bill represents a significant step towards legalizing recreational marijuana for adults in Pennsylvania while also addressing issues related to the medical marijuana program and employment protections for cardholders.

    Are You A Business Owner In Pennsylvania?

    If the legalization of recreational marijuana becomes law in Pennsylvania, small business owners may face various challenges and changes in the workplace. In this case, a professional employer organization (PEO) like Group Management Services (GMS) can provide valuable assistance and support to small businesses.

    Here’s how we can help:

    • Policy development: We help small business owners navigate the complexities of the new marijuana laws by developing comprehensive drug and alcohol policies that comply with the legal requirements. Our HR experts help you create clear guidelines for employees regarding marijuana usage, possession, and impairment in the workplace.
    • Compliance assistance: We stay up to date with ever-changing employment laws and regulations and help business owners understand and comply with the specific requirements of the legalized marijuana law in Pennsylvania. This ensures that businesses operate within legal boundaries and minimizes the risk of penalties or legal issues.
    • Employee education and training: With the introduction of recreational marijuana, it’s crucial for small business owners to educate their employees about the updated policies and regulations. GMS provides educational resources through our learning management system (LMS). Employees gain access to learning modules where employees can understand their rights, responsibilities, and the potential impact of marijuana usage on their work environment.
    • HR support and risk management: Small business owners may encounter HR challenges related to marijuana usage, workplace safety, and employee performance. GMS offers HR support, guidance, and risk management strategies to address these issues effectively. We assist in developing protocols for dealing with impaired employees, implementing drug testing procedures, and managing any potential conflicts that may arise.

    GMS’ HR Account Manager, Elizabeth Schwarzkopf, PHR, added, “Implementing policies and practices conducive to the new legislation is key. One employer concern with recreational cannabis use is what to do if an employee is under the influence at work. GMS can help guide an employer on how to address these situations. Employers requiring pre-employment drug screening can partner with GMS to review their current setup and customize their process for the new legislation.”

    When you partner with GMS, your HR functions are all under one roof. You know exactly who to call when you have a question or need support for your business. We’re just one phone call away. Contact us today to learn how we can help your business thrive.

  • In a recent announcement, the U.S. Equal Employment Opportunity Commission (EEOC) has made a significant decision to postpone the deadline for employers to file their 2022 employment information reports (EEO-1). These reports are essential as they provide crucial workforce demographic data, including information on race, sex, and job categories.

    EEO-1 reports are required for the following:

    • Employers with 100 or more employees
    • Federal contractors with 50 or more employees

    The EEOC’s decision to extend the filing deadline is due to the ongoing renewal of the EEO-1 Component 1 data collection, overseen by the Office of Management and Budget (OMB) under the Paperwork Reduction Act (PRA).

    Understanding The Deadline Extension

    Previously, employers were expected to file their 2022 EEO-1 report by mid-July. However, in light of the necessary renewal process, the EEOC has pushed back the deadline to fall 2023. While an exact date is yet to be determined, this extension provides employers additional time to ensure accurate reporting and compliance with the EEO-1 requirements.

    The primary reason behind the deadline extension is the EEOC’s commitment to renewing the EEO-1 Component 1 data collection. This renewal process, mandated every three years, involves a comprehensive review and evaluation of the data collection methods and reporting obligations. By conducting this assessment, the EEOC aims to enhance the effectiveness, relevance, and integrity of the EEO-1 reports. The agency’s collaboration with the OMB under the PRA underscores its dedication to streamlining data collection and promoting transparency in workforce demographics.

    Why Employers Are Frustrated

    Employers typically have timelines and schedules in place to meet reporting requirements and deadlines. This extension may disrupt their existing plans, particularly since they have already allocated resources and set aside time to complete the EEO-1 reports by the original deadlines. In addition, employers may rely on the data collected through EEO-1 reports for decision-making processes related to workforce planning, diversity initiatives, and compliance. To maintain regulatory compliance, employers are expected to comply with various legal requirements, including filing EEO-1 reports. This extension prolongs the compliance period, and employers may view this as an added burden, particularly if they have already invested resources and efforts to meet the original deadline.

    Benefits Of The Postponed Deadline

    While some employers are frustrated with the postponed deadline, think of it this way; The new deadline offers an opportunity to review and ensure the accuracy of the date reported. Employers can take advantage of this extra time to conduct internal audits, validate the demographic information of their workforce, and rectify any potential errors or discrepancies. Accurate reporting is crucial for meaningful analysis and identifying potential areas of improvement in workplace diversity and inclusion.

    Partner With A PEO

    As employers navigate EEO-1 reporting and compliance challenges and intricacies, partnering with a professional employer organization (PEO) can provide various advantages. While the deadline extension for filing EEO-1 reports may have presented initial frustrations, a PEO such as GMS can help mitigate these concerns and offer invaluable support throughout the process.

    As a PEO, we specialize in HR and employment-related matters, including compliance with regulatory requirements. When you partner with us, you gain access to professionals well-versed in EEO-1 reporting and can offer guidance to ensure accurate and timely submissions. In addition, we utilize robust technology designed to streamline data collection and reporting processes. We can integrate with existing HR systems, simplifying the gathering of demographic data required for EEO-1 reports. We do it all at GMS, so you don’t have to. Contact us today to learn more.

  • In a momentous decision for higher education, the U.S. Supreme Court, in a 6-3 vote, recently curbed the practice of affirmative action in college admissions. This ruling marks the end of a four-decade precedent that permitted institutions to consider an applicant’s race as a factor in their admissions processes. Let’s explore the Supreme Court’s decision and its implications for diversity, equal opportunity, and pursuing higher education.

    The Background Of This Decision

    For over 40 years, affirmative action has played a pivotal role in higher education admissions, aimed at fostering diversity and addressing historical inequalities. Affirmative action is defined as the obligation on the part of the contractor to take action to ensure that applicants are employed, and employees are treated during employment, without regard to the following:

    • Race
    • Color
    • Religion
    • Sex
    • Sexual orientation
    • Gender identity
    • National origin
    • Disability
    • Status as a protected veteran

    By considering an applicant’s race as one among several factors, colleges and universities sought to create a more inclusive environment that reflected the broader diversity of society. This approach aimed to level the playing field for historically marginalized communities and, ultimately, bridge the gaps in educational opportunities.

    The Supreme Court’s Ruling

    On June 29th, 2023, the Supreme Court’s decision marked a significant shift in the trajectory of affirmative action. With a 6-3 majority, the Court determined that the consideration of race as a broad factor in admissions violates the Equal Protection Clause of the Constitution. This ruling strikes at the heart of a longstanding precedent that allowed educational institutions to implement race-conscious admissions policies.

    Implications For Diversity

    The Supreme Court’s decision has raised concerns about the potential consequences of diversity on college campuses. Supporters of affirmative action argue that diversity enriches the educational experience, fostering cross-cultural understanding and preparing students for an increasingly diverse society. They contend that race-conscious admissions policies have been crucial in addressing historical disparities and promoting social progress.

    Equal Opportunity And Access

    Critics of affirmative action view the Court’s decision as a victory for equal opportunity and a step towards a color-blind society. They argue that race-conscious policies perpetuate reverse discrimination, hindering the admission of qualified candidates solely based on their race or ethnicity. Critics of affirmative action suggest that merit should be the sole determining factor in college admissions, ensuring a fair evaluation for all applicants.

    What Employers Should Know

    To foster diversity, equity, and inclusion (DE&I) in the workplace, organizations have implemented various initiatives and programs to ensure equal opportunity for job applicants and employees. However, the recent Supreme Court ruling on affirmative action in college admissions has the potential to impact these efforts. If fewer individuals of color are admitted to colleges, it could lead to fewer employment opportunities for them. As a result, this could impact recruiting and hiring efforts.

    However, the U.S. Equal Employment Opportunity Commission (EEOC) Chair Charlotte A. Burrows states that this ruling does not address employer efforts to foster diverse and inclusive workforces or engage all qualified workers’ talents, regardless of their background. The Title VII of the Civil Rights Act of 1964 already prevents companies from considering race when making recruiting, hiring, promotion, or termination decisions.

    The Assistance Of A PEO

    In the wake of the Supreme Court’s affirmative action ruling, businesses face the challenge of maintaining diversity and inclusion in their workforce. Partnering with a professional employer organization (PEO) can be a strategic move to navigate this new landscape. A PEO like GMS can provide valuable guidance on adapting recruitment and hiring practices, ensuring compliance with employment laws, and fostering an inclusive work environment. By leveraging the expertise and resources of GMS, businesses can navigate the implications of the ruling while upholding their commitment to diversity, equity, and inclusion. Together, we can work hand in hand to shape a workplace that celebrates diversity and offers equal opportunities for all. Contact us today to learn more about the services that GMS can offer your small business.

  • Equal pay for equal work has long been a topic of concern in the fight for gender equality. In Pennsylvania, significant strides are being taken to address this issue as the state legislature contemplates measures to expand the state Equal Pay Law and the Pennsylvania Human Relations Act (PHRA).

    The proposed changes seek to redefine the concept of “equal work” and provide a framework for employers to justify pay differentials based on legitimate factors. Continue reading to explore the latest developments surrounding this important legislation and discuss its potential impact on employers and employees.

    Expanding The Scope: Senate Bill 36

    At the forefront of these developments is Senate Bill 36, currently under review by the state legislature’s Labor and Industry Committee. This bill aims to broaden the existing Equal Pay Law by replacing the term “equal work” with “comparable work.” While this change may seem subtle, it introduces the complex challenge of defining what constitutes “comparable work.”

    To address this challenge, the amendment defines comparable work as work that shares substantial similarities in terms of skill, effort, responsibility, and working conditions. In addition, the legislation clarifies that job titles or descriptions alone should not be the sole determinant of comparability.

    Protecting Employers: The Bona Fide Factor Defense 

    Recognizing that pay differentials can arise from various legitimate factors, the proposed legislation introduces the “bona fide factor defense.” Employers can utilize this defense if they can demonstrate the following:

    • The wage differential is based on a bona fide seniority system, merit system, a system that measures earning by quantity or quality of production or sales, or factors other than sex, such as education, training, or experience.
    • Each factor relied upon is reasonably applied
    • One or more factors accounted for the entire wage differential

    However, it’s crucial to note that the bona fide factor defense is available only if the employer can prove that it is job-related, consistent with business necessity, and not derived from a sex-based differential in compensation. This legislation defines “business necessity” as a legitimate business purpose that effectively fulfills the intended purpose, and the defense will not be applicable if an alternative practice can serve the same purpose without creating a wage differential.

    Challenges And Considerations For Business Owners

    While the proposed legislation aims to address pay equity concerns, it also presents challenges for employers. The focus on job titles and responsibilities as insufficient factors for determining comparability may require employers to scrutinize pay differentials within single job titles. This could result in an influx of claims requiring employers to justify their pay practices before the Pennsylvania Human Relations Commission.

    Should this bill become law, employers with employees in Pennsylvania will need to adapt and establish mechanisms to justify their pay differentials. Proactively addressing potential disparities and ensuring that pay decisions are based on legitimate factors will be crucial for compliance and maintaining a fair and inclusive work environment.

    How A PEO Can Support Pennsylvania Business Owners

    As Pennsylvania’s legislature considers expanding the state Equal Pay law and the PHRA, businesses must be prepared to navigate potential challenges and ensure compliance with evolving regulations. However, a professional employer organization (PEO) like GMS can assist business owners in Pennsylvania. We provide comprehensive HR solutions, including expert guidance on pay equity and ensuring compliance with the amended legislation. By partnering with GMS, business owners can navigate the complexities of the law while maintaining a fair and inclusive work environment. With GMS by your side, Pennsylvania business owners can confidently face the future and focus on what they do best – growing their businesses and supporting employees. Contact our HR experts today to learn more about how we can help your business.

  • As organizations navigate the ever-changing landscape of the global economy, one pressing concern rises to the forefront: the need to bridge the skills gap within the workforce. As technological advancements reshape industries and new competencies emerge, companies must confront the reality that their employees’ skill sets may not always align with the evolving needs of their business. 58% of the workforce needs new skills to get their jobs done.

    A skills gap refers to the disparity between an employee’s current abilities and the skillset best suited for their job. It’s a complex challenge that can hinder growth and competitiveness and impede progress. However, progressive companies are turning this challenge into an opportunity by proactively addressing skills gaps and empowering employees to thrive in a dynamic business landscape. Let’s explore effective strategies on how companies can address skills gaps within their workforce.

    Identify Skills Gaps

    The first step in addressing skills gaps is a comprehensive assessment of the current workforce. By conducting thorough skills audits, organizations can pinpoint areas where employees lack the necessary expertise to meet emerging challenges. This evaluation process enables companies to identify critical skill shortages and develop a clear roadmap for bridging those gaps.

    Upskilling And Reskilling Initiatives

    Investing in employee development is crucial for addressing skills gaps effectively. By offering targeted upskilling and reskilling programs, companies can equip their workforce with the relevant competencies needed to adapt to new technologies and evolving job requirements. This includes providing access to training resources, certifications, and workshops that empower employees to enhance their skills and stay ahead of the curve.

    To learn more about upskilling and reskilling, check out this blog.

    Foster A Culture Of Continuous Learning

    Creating a learning-centric culture is vital in addressing skills gaps. Encouraging employees to embrace continuous learning and personal growth fosters adaptability and resilience. Companies can facilitate this culture by providing learning opportunities such as online courses, mentorship programs, and knowledge-sharing platforms. By nurturing a thirst for knowledge, organizations create a self-sustaining environment where employees are empowered to acquire new skills and contribute to their professional growth.

    Embrace Technology 

    Technology plays a pivotal role in addressing skills gaps. Companies can leverage digital learning platforms and e-learning tools to provide flexible and accessible training options. Incorporating emerging technologies into training programs enhances engagement and helps employees develop the digital skills required to thrive in a technology-driven work environment.

    Challenges Business Owners May Face Addressing Skills Gaps

    That said, addressing skills gaps within a workforce can be challenging for business owners. One of the primary hurdles is accurately identifying the specific skills that are lacking or in high demand within their organization. Without a clear understanding of the skills gap, it becomes difficult to develop targeted training programs or recruit the right talent. In addition, the rapid pace of technological advancements adds another layer of complexity. As new technology emerges and industries undergo digital transformations, businesses must keep up with the evolving skill requirements, often struggling to find employees with the necessary expertise.

    In addition, allocating resources for upskilling and reskilling initiatives can be a financial burden for smaller businesses or those operating on tight budgets. Balancing the need to invest in employee development while maintaining day-to-day operations can present a significant challenge. Overcoming resistance to change within the workforce can impede progress. Employees may resist acquiring new skills or adapting to new technologies, leading to resistance that hinders the overall efforts to address the skills gap. Despite these challenges, proactive and strategic approaches can help business owners overcome skills gaps, unlock the full potential of their workforce, and position their organization for long-term success.

    Now What? 

    We’ve discussed the benefits and disadvantages of addressing skills gaps in the workforce. So, now that you’re aware of the importance of bridging these gaps, the question arises: How can small businesses effectively tackle this challenge without having to allocate extensive time and resources? The answer lies in partnering with a professional employer organization (PEO) like GMS.

    By partnering with us, you can leverage the expertise and resources of a dedicated HR partner that specializes in managing the complexities of the workforce. We ultimately act as an extension of your business, providing comprehensive HR solutions encompassing talent acquisition, training and development, and ongoing HR support. We assess your organization’s current skill sets and identify improvement areas. From there, we can help you design customized training programs that target the specific skills gaps present in your workforce. We do it all, so you don’t have to. Contact us today to learn more.

  • The Occupational Safety and Health Administration (OSHA) has recently increased its focus on medical mismanagement claims to establish violations of the general duty clause of the Occupational Safety and Health Act (OSH Act). All employers, particularly those with onsite medical professionals, must be vigilant in addressing these claims and taking proactive steps to protect themselves. Continue reading to explore essential information and strategies to effectively defend against OSHA’s medical mismanagement claims.

    Understanding The OSH Act And The General Duty Clause

    The primary objective of the OSH Act is to ensure that employers maintain a safe and healthy work environment, free from recognized hazards such as toxic chemicals, excessive noise levels, mechanical dangers, heat or cold stress, and unsanitary conditions. The general duty clause empowers OSHA to address hazards for which no specific standards exist. Recent applications of the general duty clause by OSHA have included addressing issues related to the COVID-19 pandemic, heat-related illnesses, and workplace violence.

    While medical mismanagement claims are relatively rare, experts anticipate that OSHA will increasingly rely on them to address ergonomics and repetitive motion injuries in the workplace. Repetitive motion injuries are temporary or permanent injuries to muscles, nerves, ligaments, and tendons caused by performing the same motion over and over. The growing interest in ergonomics primarily applies to industries such as warehouses, poultry processing, and similar work environments.

    Defining Medical Mismanagement 

    To grasp the implications for employers, it’s essential to understand what medical mismanagement entails. This concept involves allegations that employers have inappropriately delayed the evaluation, care, or treatment of injured workers. This is beyond what OSHA considers acceptable standards by a medical provider outside an onsite medical clinic or representative.

    Medical mismanagement can encompass many mistakes, errors, and omissions that occur during diagnosis, treatment, surgery, or overall patient care. Moreover, it may involve prematurely returning injured workers to their regular job duties.

    Common Ways Medical Treatment Delays Occur

    Employers often inadvertently contribute to medical treatment delays for employees injured on the job. Common factors leading to delays include: 

    • Failure to promptly prepare a written notice of the accident
    • Neglecting to document health problems as work-related 
    • Inadequate communication with the insurance company 

    OSHA has identified several specific areas of medical mismanagement concerns that employers should be aware of. These include: 

    • Insufficient opportunities provided for employees to become conditioned to their job
    • Inadequate information provided to occupational health professionals (OHPs)
    • Incomplete medical records
    • Lack of follow-up by OHPs with employees who have returned to work
    • Inappropriate job accommodations for workers returning from medically directed time off
    • Inappropriately conservative treatment approaches
    • Lack of precision in medical protocols 

    Steps Business Owners Should Take To Prevent OSHA Medical Mismanagement Claims 

    Implementing effective defense strategies is crucial for business owners to prevent OSHA medical mismanagement claims and protect their businesses. First and foremost, ensuring compliance with OSHA standards is paramount. By regularly reviewing and updating safety policies, procedures, and training programs, companies can demonstrate their commitment to maintaining a safe work environment.

    Robust documentation of workplace injuries and medical treatments is also essential, providing evidence of timely and appropriate care. Establishing an efficient system for injury reporting and investigation allows for prompt identification and resolution of potential issues. In addition, maintaining well-managed onsite medical professionals who follow established protocols and provide comprehensive care further strengthens the defense against medical mismanagement claims. By proactively implementing these defense strategies, business owners can mitigate the risk of OSHA investigations and protect their employees.

    Stephen Barr, GMS’ Safety Coordinator II, added, “It’s important that an injured employee is provided with timely and appropriate treatment to prevent further injuring themselves. Failure to make timely medical referrals for workplace injuries can result in substantial fines from OSHA. Employees must ensure that they have appropriate procedures in place for employees to promptly report workplace injuries.”

    Don’t Manage This On Your Own

    Running a business involves countless responsibilities and demands, leaving little time to single-handedly manage OSHA compliance and fend off potential risks. Fortunately, there are solutions tailored specifically to support business owners like you. Have you discovered the benefits of a professional employer organization (PEO)? Look no further, as Group Management Services (GMS) stands ready as a certified PEO (CPEO) to alleviate the administrative burdens associated with your business operations.

    More importantly, our safety experts can effectively address OSHA medical mismanagement claims. We offer expertise, guidance, and support in navigating complex OSHA regulations and developing robust safety programs. Through our strategic partnership, businesses can strengthen their defense strategies, ensure compliance with OSHA standards, and mitigate the risk of medical mismanagement claims. There’s no need for you to be worrying about this anymore. Get a quote from us today.

  • Employee burnout has become an increasingly prevalent issue in the workplace, impacting both individuals and businesses. As a business owner, it’s crucial to prioritize the well-being of your employees and create a supportive environment that fosters growth, engagement, and productivity. In addition, as businesses continue to push the boundaries of productivity and efficiency, the toll on employees’ physical and mental well-being has become increasingly apparent.

    Now, more than ever, it’s imperative for business owners to recognize the detrimental impact of burnout and take proactive steps to prevent it. Approximately one million American workers call out sick because of stress every day. Let’s explore strategies to help business owners reduce employee burnout and build a thriving workforce.

    Cultivate A Culture Of Work-Life Balance

    One of the most effective ways to combat employee burnout is by promoting a healthy work-life balance. Encourage your employees to prioritize self-care and personal well-being by providing flexible work arrangements, such as remote work options, flexible hours, or compressed work weeks. Foster a culture where breaks and vacations are encouraged, and lead by example in demonstrating a balanced lifestyle. By respecting their personal lives and allowing them to recharge, you’ll empower your employees to bring their best selves to work.

    Develop Clear Expectations And Realistic Workloads

    Unclear expectations and overwhelming workloads are major contributors to burnout. Clearly define job responsibilities, objectives, and performance expectations to ensure employees have a clear understanding of what is expected from them. Collaborate to set realistic workloads and deadlines and regularly review and adjust them as necessary. Encourage open communication and provide support to employees who feel overwhelmed, allowing for potential workload redistribution or task delegation. Ensuring a manageable workload empowers your employees to perform at their best without feeling overwhelmed.

    Foster A Supportive And Inclusive Work Environment

    A positive work environment plays a significant role in preventing burnout. Cultivate a supportive culture by encouraging collaboration, fostering open communication, and recognizing employee achievements. Create channels for employees to provide feedback and address concerns. Promote diversity and inclusivity by valuing different perspectives and backgrounds. Building a culture of trust, respect, and support establishes a foundation where employees feel valued and motivated, reducing the risk of burnout.

    Invest In Professional Development And Growth Opportunities

    Employee burnout can arise from feeling stagnant and lacking growth opportunities. Demonstrate your commitment to your employees’ professional development by investing in training programs, workshops, and skill-building opportunities. Provide regular performance feedback and create clear pathways for career advancement. Encourage employees to set personal development goals and support them in achieving these goals. By nurturing a growth-oriented environment, you empower employees to unlock their full potential and find fulfillment in their work.

    Implement Employee Wellness Programs

    Prioritizing employee well-being through wellness programs can have a significant impact on reducing burnout. Offer wellness initiatives such as yoga or meditation classes, fitness challenges, or access to counseling services. Promote healthy habits through initiatives such as healthy snacks, ergonomic workstations, or encouraging regular physical activity breaks. By investing in employee wellness, you demonstrate your commitment to their overall health and happiness.

    Protect Your Greatest Asset – Your Employees

    At the end of the day, you want to protect your greatest asset – your employees – from experiencing the debilitating effects of burnout. Fortunately, when you partner with a professional employer organization (PEO) like GMS, you gain access to a comprehensive suite of resources and a team of dedicated experts to support your employees before they reach that breaking point.

    A PEO can provide guidance on implementing strategies for work-life balance, streamlining workload management, fostering a positive work environment, and offering wellness programs such as diabetic management and metabolic wellness. With GMS by your side, you can proactively address burnout, cultivate a culture of well-being, and ensure that your employees thrive personally and professionally. Together, let’s build a resilient workforce equipped to navigate the challenges of today’s economy. Contact us today to learn how you can get started.

  • Finding quality and proficient workers has always been a challenge for businesses. However, since the COVID-19 pandemic, talent scarcity has increased across industries. In fact, 55% of business owners and recruiters struggle to find qualified applicants for open positions. In addition to the talent shortage, generational transitions with Gen Z stepping into the workforce have significantly shifted employee expectations, leading to dramatic events, including quiet quitting and the Great Resignation. In light of these circumstances, finding quality talent that will be committed to your business is more challenging than ever.

    As the U.S. faces one of the most alarming labor crunches it has ever seen, your recruitment efforts must be as streamlined as possible. On average, hiring expenses amount to nearly $4,000 per new hire, and the process itself takes approximately 42 days. With the advancement of technology, recruitment software has become essential for finding top talent. Recruitment automation tools streamline the hiring process, enhance candidate attraction, and improve engagement. These tools leverage cutting-edge technology to automate repetitive tasks, allowing recruiters to focus on building meaningful connections with potential candidates.

    Moreover, in the face of talent scarcity and shifting employee expectations, candidate experience has emerged as a pivotal factor in recruitment success. Recruitment automation tools enable personalized and tailored interactions with candidates, ensuring they have a positive experience throughout the hiring journey. From intuitive application processes and automated status updates to prompt and customized communications, these tools enable recruiters to deliver an exceptional candidate experience that fosters engagement and sets the stage for a long-term commitment. We understand the difficulties in managing the hiring process, which is why we’re making a case for automated recruitment software.

    The Importance Of Automated Recruiting Software 

    Businesses are rapidly adopting recruiting automation tools to help streamline their hiring process. One of the most significant benefits of using recruiting automation software is that it saves you time by automating tedious tasks, which include screening resumes, scheduling and conducting interviews, and engaging with candidates throughout the hiring process.

    As a business owner, the multitude of tasks to handle within a single day can be overwhelming. However, leveraging recruiting automation software can alleviate some of this burden and make your workload more manageable. Implementing automation tools allows you to swiftly identify top talent, resulting in faster hiring processes and quicker onboarding of new candidates.

    Reasons why you should leverage recruiting automation tools:

    • Increases productivity: Recruiting automation tools streamline various tasks involved in the recruitment process, such as job posting, resume screening, interview scheduling, and candidate communication. You can focus more on strategic initiatives by automating these time-consuming and repetitive tasks. 
    • Improves quality of hire: Recruiting automation tools often with features such as applicant tracking systems (ATS) and pre-employment assessments that help evaluate candidates more effectively. These tools enable you to identify the most qualified candidates based on specific criteria, leading to better hiring decisions and ultimately improving the quality of the hires. 
    • Bias-free hiring: Leveraging recruiting automation tools can help mitigate unconscious biases often influencing the hiring process. By implementing standardized procedures and using objective evaluation criteria, these tools minimize the impact of discrimination, ensuring a fair assessment of candidates based on their skills, qualifications, and experience.
    • Assesses candidate skills effectively: Many recruiting automation tools provide skill assessment features, allowing recruiters to evaluate candidates’ abilities accurately. These tools may include coding tests, cognitive assessments, or behavioral assessments tailored to the job’s specific requirements. By utilizing these assessments, you can make a more informed decision about a candidate’s skill set.
    • Reduces the time to hire: With recruiting automation tools, recruiters can automate and expedite various stages of the hiring process. By eliminating manual tasks and streamlining workflows, these tools significantly reduce the time required to identify, evaluate, and hire suitable candidates.
    • Reduces the cost per hire: Traditional recruitment methods often involve significant expenses, such as job postings, travel costs for interviews, and recruitment agency fees. You can minimize or eliminate many of these costs by leveraging recruiting automation tools. Automated processes reduce the need for manual intervention, decrease administrative overhead, and optimize the recruitment process, leading to cost savings in the long run.
    • Enhances the candidate’s experience: Automation tools can provide a seamless and user-friendly experience for candidates throughout the recruitment process. Features such as online application forms, automated status updates, and self-scheduling interviews empower candidates, making the process more transparent and convenient. A positive candidate experience can improve the organization’s reputation and help attract top talent.
    • Increases diversity: Recruiting automation tools can contribute to diversity and inclusion efforts by promoting fair hiring practices. They can help identify and eliminate biases in job descriptions or selection processes, ensuring honest candidate evaluation.

    Recruiting automation tools ultimately help you attract and engage candidates by giving them a positive experience. In today’s competitive market, ensuring you’re providing an excellent candidate experience is essential. While many recruiting tools are available, it’s important to research to find the right tool for your business. Additionally, it’s vital that you take the time to understand and define your goals before implementing automation software. This approach not only assists in selecting the right tool but also simplifies your responsibilities in the long run, as you have a clear vision of your objectives and what you aim to achieve.

    Onboarding Process

    Hiring a qualified candidate is just the first step. A well-executed onboarding process is essential to ensure a seamless transition for the new hire. In addition to streamlining the hiring process, specific recruiting automation tools can assist you beyond recruitment efforts with features such as onboarding modules. The modules simplify onboarding by automating paperwork, providing relevant resources, and guiding new hires through necessary steps. These tools help to facilitate the smooth integration of your new hires.

    The implementation of such tools can have several benefits. First and foremost, it reduces the administrative burden on HR professionals, allowing them to focus on more strategic aspects of talent management. Moreover, a simplified onboarding process enhances the new employee’s experience, immediately making them feel valued and supported. In turn, this increases employee engagement and loyalty toward your organization.

    Lastly, a well-structured onboarding process accelerates the new hire’s time to productivity. By providing them with the necessary tools, information, and guidance, they can quickly grasp their responsibilities and make meaningful contributions to the team. Overall, leveraging recruiting automation tools with comprehensive onboarding modules can assist your business in creating a positive and efficient transition for new hires.

    Let’s Find The Candidates You Want And Need

    While the right candidate is out there, it’s up to you to wow them from start to finish. With GMS as a partner, you can find the candidates you want and need. We understand that finding, hiring, and developing the right people for your business requires extensive time and effort between ongoing training and employee recruitment services. GMS provides the necessary tools and resources to take on these responsibilities while improving your recruiting, hiring, and training efforts. We work with you to create enticing job descriptions that will attract top talent, conduct the initial interview with candidates, and provide you with training software to set your employees up from the beginning. Stop wasting valuable time in areas that GMS specializes in. Contact us today!

  • In the age of “quiet quitting,” when employees silently resign without expressing their dissatisfaction, it can have detrimental effects on your business. The subsequential decreased productivity and high turnover rates further negatively impact your organization long term. However, we understand that it may not always be feasible to raise wages, provide bonuses, or offer other monetary incentives as motivators.

    In today’s competitive business landscape, it’s essential your organization understands the importance of recognizing and encouraging your employees beyond monetary rewards. While financial motivators have traditionally been the go-to method for acknowledging employee contributions and are still relevant and valuable motivators, forward-thinking companies are now exploring non-monetary ways to inspire and engage their workforce.

    Beyond a paycheck, bonus, raise, and other financial motivators, alternative approaches can tap into intrinsic influencers such as personal growth and a sense of purpose that profoundly impact employee satisfaction, productivity, and retention. By tapping into alternative methods, you, as an employer, can help foster a culture of appreciation, engagement, and loyalty, ultimately driving higher levels of productivity and employee satisfaction. If you are unsure where to begin, we’ve gathered a few strategies to help get you started.

    The Power Of Non-Monetary Rewards

    Intrinsic motivation refers to an employee’s internal drive to engage in a task or activity. Unlike extrinsic motivation, which relies on external rewards, intrinsic motivation depends on personal fulfillment, a sense of achievement, and enjoyment of the work and work environment. By understanding the power of intrinsic motivation, you can tap into a deeper level of employee engagement.

    Intrinsic motivators or non-monetary rewards have profound psychological benefits that positively impact your employees’ well-being and job satisfaction. When employees receive recognition and rewards that go beyond financial compensation, it fosters a sense of appreciation, validation, and belonging. These rewards can include verbal praise, certificates of recognition, and growth opportunities. Recognition of employees’ efforts affirms their skills and abilities, providing a sense of mastery and competence. Recognition and reward programs can also reinforce a positive work culture, fostering a sense of camaraderie and loyalty among employees. Moreover, non-monetary rewards can align with an employee’s personal and professional goals, creating a greater sense of purpose and fulfillment in their work.

    Additionally, as Gen-Z and millennials continue to bring a fresh perspective to the workplace, it’s crucial to acknowledge their unique expectations. While financial rewards and compensation remain high motivators, these generations seek companies that prioritize flexible work arrangements and provide employee perks such as gym memberships and education stipends. These offerings reflect a genuine dedication to their personal and professional development, which can assist retention efforts.

    Non-Monetary Recognition And Motivation Strategies

    Many non-monetary strategies could benefit your organization. Here are just a few:

    1. Provide meaningful feedback and appreciation: Establish a process to regularly provide constructive feedback and recognition to employees for their achievements and efforts. Offer opportunities for managers and employees to share specific feedback highlighting strengths and accomplishments.
    2. Recognize achievements publicly: Public recognition of accomplishments during team meetings or company-wide announcements can have a powerful impact. It not only boosts the morale of the recognized employee but also inspires others and sets a positive example for the entire organization.
    3. Flexible working: Granting flexibility in where and when employees can work promotes work-life balance and acknowledges employees’ diverse needs and responsibilities outside their professional roles.
    4. Additional leave: Providing bonus days off, extended lunch breaks, and offering options to leave early on Fridays or start late on Mondays are all effective motivators for employees.
    5. Professional development opportunities: Whether internally or through sponsoring professional development opportunities, you can enhance employee motivation and commitment to your business.
    6. Mentorship programs: Similarly to professional development opportunities, providing employees the chance to be mentored by internal managers, C-suite executives, or external programs can significantly impact employee motivation and enthusiasm towards their work.
    7. Team-building activities: Offer opportunities for your employees to collaborate outside of work. Through activities such as game or trivia nights, volunteer days, or team luncheons, you can help foster positive relationships between employees, which helps create a positive work culture.
    8. Wellness programs: Create a work environment that emphasizes the importance of self-care by offering incentives such as workshops, wellness retreats, or mental health days for your employees. By promoting a culture that values well-being, you demonstrate a commitment to supporting your employees beyond their professional responsibilities alone.

    Implementing Non-Monetary Recognition Programs

    In the current hybrid and remote work landscape, it’s become increasingly crucial to discover methods for motivating and acknowledging employees. However, it’s vital to tailor your approach according to your organization’s unique characteristics and needs. Recognizing the individuality of your company ensures that the motivational strategies you choose are effective and resonate with your employees.

    One effective way to tailor your approach is by actively involving your workers through regular surveys and feedback sessions. By gathering valuable insights and perspectives, you can better understand the areas where employees want to be recognized and adjust your efforts accordingly. This approach also assists in developing recognition programs that align with your business’ values and traditions.

    While implementing and iterating your strategies, setting clear and attainable goals is crucial. You can effectively track progress by defining specific objectives, such as increasing employee morale, improving team collaboration, and establishing measurable targets. This ensures that your recognition programs are purposeful and have the desired impact.

    Disadvantages Of Non-Monetary Rewards

    Though there aren’t many disadvantages to non-monetary rewards, there are a few things to consider. If you have a sizable team, your goal should be to increase productivity, and giving out non-monetary rewards may not be enough to encourage employees. Therefore, instead of replacing monetary incentives, it’s advisable to use non-monetary recognition programs in conjunction with them. Achieving a balance between the two approaches will yield the best results.

    Another potential challenge is implementing recognition and reward programs that fit within your budget but also meet the desires of your team. It can also take a substantial amount of time to implement and generate company-wide buy-in. Thus, it’s important that you’re aware of the resources needed before you get started. Partnering with a professional employer organization (PEO) or hiring an employee engagement personnel to assist your efforts can be a good place to start.

    Ensuring Success

    It’s essential to generate buy-in from both leadership and employees to ensure the success of your chosen strategies. To assist in this process, communicate the value of non-monetary recognition to your leadership team. Transparently explain the reasons behind implementing these strategies and highlight how they contribute to employee development, well-being, and job satisfaction. Clearly articulate the connection between recognition and the overall success of the organization.

    Additionally, routine and consistent communication is critical. Regularly inform employees about the specific non-monetary rewards available and provide clear guidelines for earning them. Encourage managers to discuss and promote recognition programs with their teams openly. Doing so will help create a culture that appreciates and celebrates employee accomplishments.

    Finally, you should monitor the effectiveness of non-monetary recognition strategies to ensure their success. Regularly gather employee feedback through focus groups or one-on-one conversations to assess their perception of the recognition programs. Keep track of the frequency and types of recognition utilized and evaluate their impact on employee motivation and engagement. Use this feedback to identify areas for improvement and make necessary adjustments to the strategies. Recognition programs should continually improve as you gather feedback. Thus, flexibility and adaptability are key.

    Performance Management Assistance

    At GMS, we understand that your employees are your greatest asset. However, managing them and maintaining a positive work culture can be difficult. As a business owner, performance management is critical to making training, career development, compensation, transfers, promotions, and termination decisions. It allows you to set clear goals and expectations for each employee and provide feedback about their performance related to those goals.

    With our employee performance management service, we can help you strategize ways to reengage your employees, help you define your goals, and set employee expectations. We even take on the administrative burdens associated with managing employees. Ready to get started? Contact us today to connect with one of our specialists!