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  • Human resources (HR) management is a crucial aspect of running a successful business. However, it can be a complex and time-consuming task that can take away from the core business activities. This is where HR outsourcing can come in handy, especially when done through a professional employer organization (PEO). Partnering with a PEO cuts obvious hard costs and also has significant soft cost savings. Continue reading to discover how HR outsourcing with a PEO can lead to significant soft cost savings.

    Understanding The Hard Cost Of HR Outsourcing Savings

    If you’re a business owner, you’re probably all too familiar with the challenges and costs associated with managing HR in-house. From recruiting and onboarding to benefits administration and compliance, HR tasks can be complex, time-consuming, and expensive. However, outsourcing HR to a PEO can help businesses save on hard costs, including the following:

    • Administrative expenses 
    • Employee benefits 
    • Payroll errors 
    • Implementing HR technology to automate processes and streamline systems 
    • Workers’ compensation insurance 

    A recent study showed that businesses that partner with a PEO can save an average of $1,775 per employee per year on these hard costs alone. That’s a significant amount of money that can be reinvested in the business. These savings are just scratching the surface of the potential hard cost savings that come with HR outsourcing through a PEO.

    What Are Soft Cost Savings And Why Are They Important

    While hard cost savings are more tangible and easier to measure, soft cost savings can significantly impact a business’s bottom line over time. Soft cost savings refer to the indirect and intangible benefits businesses can achieve by outsourcing HR to a PEO. These benefits may not be immediately apparent but can add up to significant savings in the long run.

    Examples of soft cost savings include the following:

    Improved employee retention

    Employee turnover can be a significant headache for businesses, and it’s not just the direct costs of recruiting and training new hires that can hurt your bottom line. High turnover rates can also lead to decreased productivity, lower morale among remaining employees, and a tarnished employer brand. This is where partnering with a PEO can help. PEOs provide businesses with access to various HR services and resources that can improve employee retention.

    A PEO can help businesses offer more competitive benefits packages, including health insurance, retirement plans, and other perks that make employees feel valued and supported. In addition, they provide training and development programs that help employees grow and advance within the company, reducing the likelihood that they’ll look for opportunities elsewhere. When you can improve retention, businesses can reduce the costs and headaches associated with high turnover rates and create a more stable and productive workforce.

    Enhanced HR compliance

    Staying on top of HR compliance can be a daunting task for businesses, especially those operating in multiple states or having a geographically dispersed workforce. However, failing to comply with HR regulations and laws can result in costly fines, penalties, and even legal action. PEOs have a deep understanding of HR compliance issues that can help businesses navigate the complex regulatory landscape.

    Should you choose to partner with a PEO, you’re provided with guidance on everything from wage and hour laws to workplace safety regulations. PEOs can also help businesses implement policies and procedures that ensure compliance. You can rest assured that their HR practices align with the latest regulations, reducing the risk of costly fines and legal issues. This saves businesses money and frees up time and resources that can be redirected toward core business activities.

    Improved employee satisfaction and engagement 

    Employee satisfaction and engagement are crucial for businesses looking to attract and retain top talent. Happy and engaged employees are more likely to be productive, creative, and committed to the company’s success. Fortunately, a PEO provides businesses with access to a range of HR services and resources that can improve employee satisfaction and engagement. They can help businesses create a positive workplace culture by providing the following:

    • Training and development opportunities 
    • Employee recognition programs 
    • Wellness initiatives 

    In addition, a PEO can help businesses offer more competitive compensation and benefits packages, including health insurance and retirement plans. Improving employee satisfaction and engagement allows businesses to create a more productive and motivated workforce, leading to improved business outcomes such as increased revenue and profitability.

    Comprehensive recruiting and onboarding practices

    Recruiting and onboarding are critical stages in the employee lifecycle and getting them right is essential for businesses looking to attract and retain top talent. However, these processes can be time-consuming, complex, and costly for businesses to manage in-house. This is where a PEO can help. PEOs provide businesses with comprehensive recruiting and onboarding practices that are designed to attract and retain top talent. They help businesses with the following practices:

    • Create job descriptions 
    • Screen candidates 
    • Conduct interviews
    • Negotiate job offers
    • Implement training programs 

    PEOs help businesses onboard new hires, including handling all necessary paperwork, setting up payroll and benefits, and providing training and development opportunities. By outsourcing recruiting and onboarding to a PEO, businesses can free up time and resources that can be redirected toward core business activities. This not only saves businesses money but also ensures that they’re able to attract and retain the best talent in the market, giving them a competitive advantage in their industry.

    Effort

    As a small business owner, you already juggle various tasks. Therefore, it’s crucial to ask yourself if you truly have the energy and inclination to engage in the day-to-day work of overseeing HR. Do you have the extra energy to handle the following tasks?

    • Recruit and train new employees
    • Administer payroll and benefits 
    • Document policies 
    • Develop employee handbooks
    • Track employee PTO
    • Write job descriptions 
    • Engage with potential job candidates 
    • Keep up with employment laws 
    • Research and compare benefits plans 

    The list could go on and on. If you’re honest with yourself, the answer would be no, which is perfectly normal. There’s simply not enough time in the day for you to manage all of these tasks on your own.

    GMS Has The Solutions You Need

    Imagine the relief of not having to worry about the countless responsibilities of HR management and instead entrusting these tasks to knowledgeable experts. This can be a massive weight lifted off your shoulders, allowing you to focus on the aspects of your business that you’re passionate about and that generate value.

    Stacey Larotonda, GMS’ Vice President of Client Services, expressed, “Think about your time spent on HR-related tasks such as recruiting, turnover, and onboarding a new employee. If you could relate that time to dollars, what would it be? Could you spend it doing something else, such as growing your business or implementing a new service? GMS helps take over HR functions that save you time which equates to money.”

    Partnering with a PEO allows businesses to achieve both hard and soft cost savings, making it a smart and strategic decision for any business looking to grow and succeed. Contact us today to learn more.

  • Are you struggling to find the right talent for your small business? Are you tired of sifting through countless resumes and conducting endless interviews? Well, what if we told you that there’s a powerful tool that can help you attract top talent, improve retention, and reduce the time and cost associated with the hiring process? Enter the employee referral program – a simple yet effective way to tap into the power of your existing workforce and find your next superstar employee.  

    It’s time to learn how to create an employee referral program for your small business that will engage your employees, increase your chances of finding the right candidate, and ultimately help your business thrive. So, whether you’re just starting out or looking to revamp your existing hiring strategy, continue reading to learn how to create an employee referral program that works for your business.  

    What Is An Employee Referral Program? 

    An employee referral program is an organized and structured program employers use to ask existing employees to recommend candidates for open positions. It’s a method used to find and hire the best talent from your current employees’ existing networks. Research shows that 88% of employers rate employee referral programs as the best source of new job applicants.

    The following are the benefits of offering an employee referral program:

    • Improves the quality of hire 
    • Reduces turnover rate 
    • Improves employee retention
    • Reduces time and cost per hire
    • Improves company culture 
    • Better employee engagement

    Now The Challenging Part, Or The Exciting Part (For Us)

    Since an employee referral program can be a powerful tool for companies looking to attract top talent, you may be asking how you can create this program within your business. We’ve made it easy for you to implement a referral program within your business by following these simple steps:  

    1. Define your goals: Before your start building your referral program, defining what you hope to achieve is important. Do you want to attract more diverse candidates? Fill certain positions faster? Reduce turnover? Clear goals will help you determine the most effective incentives and rewards. 
    2. Create a process: You’ll need a clear and simple process for employees to follow when referring candidates. This should include details about what kind of candidates you’re looking for, how to submit referrals, and how the selection process will work.
    3. Offer incentives: Offering incentives is a great way to motivate employees to participate in your referral program. These could be monetary rewards, such as a bonus or percentage of the new hire’s salary, or non-monetary rewards, such as extra vacation days or a special recognition program.
    4. Communicate with your employees: Make sure your employees are aware of the referral program and its benefits. Consider hosting informational sessions, sending regular updates and reminders, and offering training on identifying and referring great candidates.
    5. Monitor and measure success: It’s essential to track the success of your program so you can make adjustments as needed. Keep track of metrics such as the number of referrals received, the number of hires made, and the cost per hire.
    6. Keep it fun: Referral programs should be engaging and enjoyable for employees. Consider hosting friendly competitions or offering additional incentives for referring multiple candidates.

    Are There Other Options? 

    Creating a referral program may seem like the right fit for your business, but it may also seem like a lot of work, right? What if we told you there was a simpler way for you to have an employee referral program all while you can continue growing your business? At GMS, a professional employer organization (PEO), we help small business owners manage their HR needs, including recruiting, hiring, and employee retention. We are your resource if you want to create an employee referral program.

    Here are just a handful of ways that we can help you create an employee referral program:

    • Develop a comprehensive referral program: PEOs can work with you to develop a referral program tailored to your specific needs. We can help you establish referral bonuses for each position, create a streamlined process for employee referrals, and design the program to maximize employee engagement.
    • Manage the hiring process: Once you receive referrals from your employees, our HR experts help you manage the hiring process, including writing legally compliant job ads, screening resumes, setting up the first interview, assisting you in compiling appropriate and legal interview questions, and so much more.
    • Monitor the success of the program: Through our applicant tracking system (ATS), we’re able to track the success of your referral program by providing regular reports on the number of referrals, the quality of referrals, and the overall effectiveness of the program.

    If this sounds like the right fit for your business, get a quote from us today so you can begin attracting the talent you need to succeed.

  • On May 10th, 2023, Florida Governor Ron DeSantis signed Senate Bill (SB) 1718. This requires private employers with 25 or more employees and public employers in Florida to use the E-Verify system to verify the employment eligibility of new employees starting July 1st, 2023. The bill aims to combat the dangerous effects of illegal immigration caused by the federal government’s border policies.

    Unpacking The Bill

    SB 1718 does the following: 

    • Requires employers to use E-Verify to check the employment eligibility of employees and fines employers who fail to use E-Verify $1,000 per day
    • Suspends licenses of any employer who knowingly employs illegal aliens and makes using a fake ID to gain employment a felony
    • Enhances penalties for human smuggling, including making knowingly transporting five or more illegal aliens or a single illegal alien minor a second-degree felony which is subject to a $10,000 fine and up to 15 years in prison
    • Provides $12 million to continue the Unauthorized Alien Transport Program to relocate illegal immigrants to sanctuary jurisdictions 
    • Bans local governments and non-governmental organizations (NGOs) from issuing identification documents to illegal aliens and invalidates all out-of-state driver’s licenses issued exclusively to illegal aliens 
    • Requires hospitals to collect and report health care costs for illegal aliens 

    Governor DeSantis has been a vocal critic of how Biden’s administration has handled the border crisis and has repeatedly called for stronger action to be taken. While the bill has received praise from those who support tougher immigration policies, it has also been criticized by those who believe it’s an unjust attack on immigrants and could lead to racial profiling and discrimination.

    Your Responsibility As A Business Owner

    This new law comes with hefty fines for non-compliance, and staying up-to-date on ever-changing regulations can be overwhelming, especially for small business owners in Florida. But fear not, as a professional employer organization (PEO), we’re here to help! Our primary role is to provide comprehensive HR services, including payroll, benefits administration, and compliance management. With our expertise, we can assist with implementing new legislation and ensure your business remains compliant.

    Our HR experts will review your hiring practices, conduct I-9 audits, assist with E-Verify, and provide guidance on properly documenting your employees. We’ll even help you update your HR policies to align with the new regulations. Don’t let this new legislation become a burden. Get a quote from us today and have peace of mind knowing that we’ve got your back.

  • In recent years, there has been a growing movement to reform the criminal justice system in the U.S. One issue that has gained significant attention is the use of criminal history information in employment decisions. In 2018, California created the Fair Chance Act, which is a law that aims to reduce undue barriers to employment for individuals with criminal histories. It generally prohibits employers with five or more employees from asking a job candidate about conviction history before making a job offer, among other requirements.

    The Fair Chance Act Of 2023

    Since then, the California Legislature introduced the Fair Chance Act of 2023, which would expand upon the Fair Chance Act if passed. This act would further restrict how employers can use information about the criminal histories of job seekers and employees. It requires employers to send the applicant a written notice that lists the disqualifying convictions that form the basis for rescinding a job offer and a copy of the conviction history report.

    Ultimately, it allows employers to seek a job applicant’s conviction history report only in the following circumstances:

    • Federal or state law or federal regulation requires an employer to obtain the information 
    • Federal or state law prohibits an individual with a particular conviction history from holding the position sought, regardless of whether the conviction has been expunged, sealed, or dismissed
    • Federal or state law prohibits an applicant with that particular conviction from being hired

    In addition, it prohibits employers from rejecting an applicant because of their conviction history without first conducting an individualized assessment of whether their conviction history has a “direct and adverse” relationship to the job. The current law requires California employers to disclose in writing that they are asking for a criminal background report. However, if the new bill is passed, employers must also provide information about any laws or regulations that impose employment restrictions based on a conviction and could result in an adverse employment action.

    The bill also expands the number of employment practices deemed unlawful, including:

    • Ending an interview
    • Rejecting an application or otherwise terminating the application process based on conviction history information the applicant provides, or the employer learns from another source

    It’s critical to note that the 2023 bill, if passed, only applies to criminal history. That means employers remain free to do additional types of background checks, such as verifying an individual’s identity, home address, education credentials, and previous employers.

    Feeling Overwhelmed?

    Should the Fair Chance Act of 2023 pass, it would significantly disrupt the regular hiring process for almost every employer in California. Fear no more – GMS is here to navigate these ever-changing rules and regulations with you. We understand that in today’s rapidly evolving business landscape, keeping up with these new laws can be daunting, especially for California small businesses. Fortunately, partnering with a professional employer organization (PEO) like GMS can help alleviate these burdens, providing your business with the necessary resources and expertise to ensure compliance and success.

    With GMS experts by your side, you can rest easy knowing that you have a trusted partner who is committed to helping you navigate the complexities of employment laws while allowing you to focus on what you do best – growing your business. Interested in learning more? Contact our HR experts today.

  • Illinois is on track to become the next state to enforce pay transparency laws by mandating the disclosure of pay scales in job postings, strengthening its commitment to pay equity. While the Illinois Equal Pay Act has been around for a decade, it’s seen many changes within the past few years. The Illinois Equal Pay Act is one of the country’s most demanding pay transparency statutes because it requires employers with 100 or more employees in Illinois to submit employee pay data and a signed compliance statement to obtain an Equal Pay Registration Certificate (EPRC). All employees regardless of sex or race, who perform substantially similar skills, effort, and responsibility must receive the same wage rate.

    Diving Deeper Into The Act

    In 2021, the act was amended to impose new equal pay compliance requirements and create new obligations for private employers with more than 100 employees. Then, in 2022, the Illinois Department of Labor finally provided some guidance for employers on those new requirements. Most recently, on February 16th, 2023, Illinois legislators introduced a new pay equity bill that would amend the act again and require organizations with at least 15 employees to include benefits and pay scale information in job postings. Pay scale and benefits include the wage or salary, or the wage or salary range, and a general description of the benefits and other compensation the employer reasonably expects to offer for the position.

    Understanding The Latest Changes

    The 2023 bill, HB3129, or Equal Pay Transparency Act, is making its way through the Illinois House quickly. If passed and signed into law, it would again amend the Illinois Equal Pay Act and substantially change how employers post jobs in Illinois. The following are changes you’d be required to implement if passed:

    • Disclose the salary range for any job opening
    • Include a description of the benefits and other compensation offered with the position, such as health care, retirement benefits, and paid time off (PTO)
    • Include a statement in job postings indicating that they do not discriminate based on gender, race, or any other protected characteristic 
    • Provide this information to employees who are being considered for promotions or transfers within the company 

    This would help ensure that employees are aware of the salary range for the position they are being considered for and any other compensation or benefits that may be offered. The gender pay gap has been a longstanding issue in Illinois and across the country. According to the National Women’s Law Center, on average, women in Illinois earn just 80 cents for every dollar earned by men. This gap stretches even farther for women of color, with African American women making just 64 cents and Latina women earning 52 cents for every dollar earned by white, non-Hispanic men.

    Don’t Wait; Start Now!

    While we wait for the decision of the latest Equal Pay Transparency Act in Illinois, take action now to get ahead of your competition. Partnering with a professional employer organization (PEO) such as GMS will help you every step of the way. We help Illinois businesses prepare for this bill’s implementation by providing guidance on best practices for pay equity and compliance.

    At GMS, our HR experts can conduct a pay equity audit to identify any pay disparities that may exist within your organization. In addition, we help develop a compensation strategy that’s consistent with the requirements of the new law, which includes the following:

    • Developing salary ranges for job positions 
    • Review benefits packages
    • Ensure job postings include the required information 

    We aim to keep you up to speed on the latest changes to ensure you remain compliant. The last thing we want is for you to incur a significant find due to overlooking a detail in the updated regulations. Contact us today to learn how we can protect your business. 

  • The New Jersey WARN Act has undergone significant amendments that became effective on April 19th, 2023, bringing substantial changes for employers in the state. The changes were initiated after Governor Phil Murphy signed A-4768 into law, setting in motion a 90-day countdown to the effective date of amendments to New Jersey’s WARN Act, known as the Millville Dallas Airmotive Plant Job Loss Notification Act (“NJ Warn Act”). Employers in the state must be aware of the new requirements to avoid noncompliance penalties and ensure they’re fulfilling their legal obligations to their employees.

    Understanding The Act

    The amendments to this Act have heightened employer requirements during layoffs, including mandatory severance and longer notice periods, which will now cover more employers than in the previous version. One of the most notable changes is extending the notification period from 60 to 90 days for businesses with 100 or more full-time and part-time employees subject to a mass layoff, transfer, or termination. The amendments also broaden the definition of employer, employee, and establishment, expanding the law’s coverage to more businesses and employees. A covered “establishment” now includes all facilities in the state instead of a single site of employment.

    In addition, the updated law requires business owners to provide their employees with detailed information about the impending layoffs, including reasons for the job loss, benefits available, and contact information for the company’s HR department. These changes aim to protect employees’ rights and provide adequate notice before significant job losses occur.

    What This Means For Business Owners

    Any employer currently evaluating or planning layoffs or a transfer/termination of operations must take notice of these changes and act accordingly. If you’re a business owner that was not previously subject to the NJ WARN Act, it’s essential that you re-evaluate whether it now applies to you and your business. In addition, you must understand that a layoff impacting 50 or more employees throughout the state currently triggers NJ WARN notice requirements.

    When the law is triggered, all affected employees are entitled to severance at the rate of one week of pay per full year of employment. Should you fail to provide 90 days’ notice, each impacted employee is entitled to an additional four weeks of pay. In addition, if an employee is covered by a collective bargaining agreement (CBA) or employer severance plan, the employee is entitled to the greater of the amount outlined in the amendments or the amount required by the CBA or severance plan.

    Consider Partnering With A PEO

    When you partner with a professional employer organization (PEO) such as GMS, you can navigate the complexities of the laws, including the NJ WARN Act, with ease and confidence, ensuring compliance while freeing up time to focus on your core business operations. The following are just a handful of ways GMS experts can help you implement these changes in your business:

    • Ensure you’re aware of the updated law and understand implications – We provide guidance on the notification process, explain the expanded definitions, and help you identify whether you fall under the new law’s coverage
    • Create a comprehensive plan to ensure you remain compliant 
    • Offer ongoing support 

    When you partner with GMS, we’re here for the long haul. Our experts in all departments, whether it be payroll, HR, benefits, or risk management, are here to keep you updated on anything that could impact your business. Count on us to keep your business simpler, safer, and stronger. Contact us today.

  • The modern workforce is evolving at an unprecedented pace. Technological advancements, economic shifts, and global events are constantly reshaping the skills required for success in the job market. As a result, it’s become increasingly crucial for business owners to provide resources to their employees to develop new skills and enhance existing ones. Investing in skills development can help you stay competitive and adapt to the changing needs of the workforce. Continue reading to understand the importance of skills development and learn tips on how you can effectively upskill and reskill to meet the demands of today’s job market.

    What The Workforce Currently Looks Like

    Currently, the workforce is experiencing a significant skills gap, which refers to the mismatch between the skills that employers need and the skills that job seekers possess. This gap has been exacerbated by the rapid pace of technological change and the increasing complexity of many industries. The World Economic Forum found that around half of all employees will require significant reskilling and upskilling by 2025. The future of workforce needs found that 44% of respondents stated their organizations will face skills gaps by 2025. Another 43% reported already having existing skills gaps.

    The most in-demand skills include digital skills that include the following:

    • Data analysis 
    • Coding
    • Artificial intelligence (AI)

    In addition, the following soft skills are needed: 

    • Creativity 
    • Critical thinking 
    • Adaptability 

    With that being said, many job seekers and employees lack these skills, leaving them at a disadvantage in the job market.

    What Can We Do To Meet The Demand Of The Job Market

    To meet the demands of today’s job market, you must take specific steps to support skills development for your business and employees. Consider investing in training programs and providing learning opportunities focusing on the skills in high demand. This could include technical and soft skills training such as coding boot camps, data analysis courses, leadership development programs, and communication workshops. Employees who are learning new skills often want to stay with their employers. Have you considered upskilling, reskilling, and cross-skilling your employees? Reskilling, upskilling, and cross-skilling existing employees is a fundamental part of a successful workforce. A study found that 41% of global executives noted that developing their workforce through upskilling, reskilling, and mobility is one of their most important priorities.

    Upskilling

    Upskilling is when an employee undertakes learning to expand their existing skill set. These additional skills enhance the worker’s performance in their current role, potentially advancing their career path. While technology creates new opportunities and job positions, it becomes essential for companies to fill these new roles with candidates who possess relevant and specialized skill sets. Upskilling allows businesses to close the digital talent gap and fill these open positions while maintaining their current workforce and creating employee strengthening and learning opportunities.

    The following are great tools to utilize for upskilling: 

    • Virtual or online courses 
    • Mentoring and shadowing
    • Microlearning

    Reskilling

    Employee reskilling involves learning new skills outside of the worker’s existing skillset. These skills are often closely adjacent to their current function but may sometimes be geared toward an entirely different path. It’s an essential strategy for organizations to meet their staffing needs and succeed in this changing world.

    Cross-skilling

    Cross-skilling is building out skills that span a variety of roles, functions, or job roles. Increasing the number of employees with operational knowledge and understanding of multiple tasks within their division prepares businesses for unplanned absences and labor shortages.

    GMS’ Training and Development Coordinator Alyse Kimble emphasized, “Empowering your employees through upskilling, reskilling, and cross-skilling is key to keeping them engaged and motivated and ultimately retaining them in your company. By providing opportunities for growth and development, you demonstrate your commitment to their success, which in turn fosters loyalty and a sense of purpose within your workforce.” 

    The Benefits Of These Techniques

    While the workforce is constantly changing, this constant evolution requires a workforce that’s more agile than it’s ever been before. Upskilling, reskilling, and cross-skilling your workforce are excellent techniques you should consider. The following are the benefits of implementing these techniques within your business:

    • Improve employability: By acquiring new skills or enhancing existing ones, individuals can increase their employability and competitiveness in the job market, making them more attractive to potential employers.
    • Career advancement: Developing new skills can open up new opportunities for career advancement within an organization or in a different industry.
    • Increased job satisfaction: Allowing your employees to learn new skills and take on new challenges can increase job satisfaction and engagement, leading to greater happiness and fulfillment in the workplace.
    • Enhanced creativity and innovation: Acquiring new skills can help individuals approach problems and challenges in new ways, leading to greater creativity and innovation in the workplace.
    • Improved flexibility and adaptability: Developing a broad range of skills through cross-skilling can make individuals more adaptable to changes in the job market and within their organization, increasing their resilience and ability to pivot when necessary
    • Improved productivity: Employees with new or enhanced skills can often work more efficiently and effectively, leading to improved productivity and better business outcomes.

    How A PEO Can Help Implement These Techniques

    While these techniques may seem like a perfect way to meet the demands of today’s job market, they may be challenging to implement on your own. Fortunately, when you partner with a professional employer organization (PEO) such as GMS, they help you implement them within your business so you can focus on what you do best – growing your business. GMS’ HR experts help companies to design and implement customized training programs that focus on the specific skills and competencies required for their industry or organization. You gain access to our learning management system (LMS), which provides employees easy access to online courses. In addition, we provide you with resources where you can track employee progress and provide regular reporting on the effectiveness of the training programs. There’s no reason you should be tackling this task on your own. Partner with GMS, where you’ll join a partnership where we tackle HR tasks together. Contact us today to learn more.

  • As summer approaches, many businesses experience increased demand for their products or services. To keep up with this demand, business owners often need to hire seasonal help. Seasonal employment involves recruiting, hiring, and managing staff for a certain period of time throughout the year to ensure an organization has enough workers to avoid labor shortages when business is at its busiest. These temporary, short-term jobs may be seasonal based on geography or the time of year. Typically, a seasonal job lasts about three months.

    However, finding and hiring reliable seasonal employees to keep your operations running smoothly can be challenging. So, let’s discuss tips for business owners that can help you find seasonal help for the summer.

    Start Early 

    The key to finding reliable seasonal employees is to start the hiring process early. Waiting until the last minute can limit your options, as many job seekers may have already secured summer employment. It’s best to begin recruiting at least two to three months before needing extra help.

    Post Job Listings Online

    One of the easiest and most effective ways to find seasonal employees is to post job listings online. Numerous websites allow you to post job listings for free or at a minimal cost. Popular websites to post job listings on include the following:

    • Indeed
    • Glassdoor
    • LinkedIn

    Be sure to include a clear job description, the duration of the employment, and the pay rate. 

    Utilize Social Media

    Social media platforms such as Facebook, Twitter, Instagram, and LinkedIn can be valuable tools for finding seasonal employees. Share your job listing on your company’s social media pages and encourage your followers to share it with their networks. You can also join local Facebook groups related to your industry or community and post your job listing there.

    Attend Job Fairs

    Job fairs can be an excellent way to connect with potential seasonal employees. Consider looking for job fairs in your area that cater to college students or those seeking summer employment. These job fairs are often held on college campuses and community centers. Be sure to bring copies of your job listing and be prepared to answer any questions about the job.

    Reach Out To Local Schools

    If you’re looking for seasonal help from students, consider reaching out to local schools and universities. Many students are looking for summer employment, and schools often have career centers that can help connect you with potential employees. You should also reach out to professors in relevant departments and ask if they can recommend any students for the job.

    Consider Referrals

    Another effective way to find seasonal employees is to ask for referrals from your current employees, friends, and family members. Your employees may know someone who is looking for summer employment or has a friend or family member who is interested in the job. Referrals are often reliable and can save you time and money in the hiring process.

    GMS Is Here To Help

    Finding seasonal help for your small business can be challenging, especially with summer just around the corner. Make a splash this summer and take your business to the next level by partnering with a PEO – the ultimate game-changer you’re missing in your business. A PEO provides a range of services for your business, from recruiting and hiring to payroll and benefits administration. By outsourcing these tasks to a PEO such as GMS, small business owners can focus on growing their business while leaving the hiring process to the experts.

    With a PEO by your side, you can find your business reliable seasonal employees quickly and efficiently, ensuring that your business runs smoothly throughout the summer months. So, if you’re looking to take your business to the next level this summer, consider partnering with a PEO and enjoy the benefits of having a dedicated team of experts by your side. Contact us today to learn more.

  • Humana, one of the largest health insurance companies in the U.S., announced it will be phasing out its employer group business over the next 18 to 24 months. The move is part of the company’s broader strategy to focus on Medicare and Medicaid health plans.

    For many years, Humana has offered employer-group plans, which are health insurance plans that employers provide to their employees. These plans have been a relatively small part of Humana’s overall portfolio, and the company has struggled to grow its employer group business in recent years.

    At the same time, Humana has seen significant growth in its Medicare and Medicaid businesses. Medicare is a federal health insurance program that provides coverage to individuals 65 years of age or older and includes those with specific disabilities. Medicaid is a joint federal and state program that provides health coverage to eligible individuals, including low-income adults, children, pregnant women, elderly adults, and those with disabilities.

    Why Now?

    The decision to phase out its employer group business is a strategic move to focus on growing Medicare and Medicaid markets. Humana believes it can better serve these markets by dedicating more resources and attention to them. This decision is part of a broader trend in the health insurance industry. Many health insurers are shifting their focus away from employer group plans and toward Medicare and Medicaid plans. Medicare and Medicaid markets are growing, mainly due to the aging population and an increasing number of low-income individuals. These trends are expected to continue in the coming years, meaning the demand for Medicare and Medicaid plans will likely continue to grow.

    Fear No More!

    As Humana phases out its employer-group business, businesses that relied on them for their group health plan must find alternative options. Have you ever heard of a professional employer organization (PEO)? Working with a PEO such as GMS might be the solution you’re looking for. At GMS, we change the health insurance approach by increasing affordable options and give your employees access to small business health insurance. We give businesses the buying power of large corporations, so in turn, we’re able to offer:

    • Financial security 
    • Flexible benefit options
    • An unprecedented customer service experience 

    We’re the only PEO that provides an in-house master health plan that helps YOU avoid large swings in usage, trends, and renewal rates. At GMS, we understand that no “one-size-fits-all” group health insurance plan exists. That’s exactly why we quote various major insurance carriers so we can provide multiple health coverage options for your business. GMS’ experts are here to help you every step of the way. Let’s get ahead of your competition and get your employees the health coverage they need TODAY. Contact us now to get started.

  • Workers’ compensation is a crucial aspect of the employment system that protects employees who are injured or have fallen ill while performing their job duties. It provides medical expenses, lost wages, and rehabilitation costs to employees who are injured or become ill at their job. It also pays death benefits to families of employees who are killed on the job. Each state mandates the coverage, and the wage and medical benefits vary by state.

    Unfortunately, many misconceptions about workers’ compensation can prevent workers from receiving the support they need. In this blog, we’ll discuss some of the most common misconceptions about workers’ compensation and how to avoid them.

    Misconception #1: Workers’ compensation is only for workplace injuries

    One of the most common misconceptions about workers’ compensation is that it only covers injuries that occur on the job site. In reality, workers’ compensation can cover various work-related injuries and illnesses, including those outside the workplace. For example, if an employee is injured while attending a work-related event or traveling for work, they may be eligible for workers’ compensation benefits.

    Misconception #2: Workers’ compensation is only for severe injuries 

    Another common misconception is that workers’ compensation is only for severe injuries that result in long-term disability or death. However, workers’ compensation can also cover minor injuries that require medical attention, such as sprains or strains. In fact, employees must report even minor injuries to their employer and seek medical attention, as these injuries can worsen over time and lead to more serious health problems.

    Misconception #3: You can’t receive workers’ compensation if the accident was your fault

    Some employees may hesitate to file a workers’ compensation claim if they believe the accident was their fault. However, workers’ compensation is a no-fault system, meaning employees can receive benefits regardless of who caused the accident. As long as the injury occurred while the employee performed work-related duties, they may be eligible for workers’ compensation benefits.

    Misconception #4: Workers’ compensation is too difficult to navigate

    Navigating the workers’ compensation system can seem overwhelming; however, resources are available to help employees understand their rights and file a claim. Employees must familiarize themselves with their company’s workers’ compensation policies and procedures and seek help if needed.

    Have You Considered Utilizing A PEO? 

    At GMS, we understand how challenging workers’ compensation can be while you’re trying to grow your business. Since we’re a professional employer organization (PEO), we provide small businesses with the peace of mind they need when it comes to workers’ compensation. By partnering with us, small business owners can avoid common workers’ compensation pitfalls and protect their businesses from the financial and legal repercussions of workplace injuries. You can now focus on running and growing your business, knowing you have the expertise and resources to manage your workers’ compensation needs. Don’t let these misconceptions about workers’ compensation hold your business back – partner with GMS today and take the first step toward a simpler, safer, and strong business.