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  • In recent years, there has been a growing trend in the U.S. to provide paid sick leave for employees, with California being one of those states. While many states don’t require paid sick leave, California mandates it. Senate Bill 616 (SB 616) was introduced on February 15th, 2023, and would increase the number of paid sick leave days for California employees by amending Labor Code Section 246. Labor Code Section 246, also called the California Paid Sick Leave Law, requires employers to provide and allow employees to use at least 24 hours, or three days, of paid sick leave per year.

    Under the current law, employees must work for at least 30 days for the same employer in a 12-month period in order to qualify. The accrual begins on the employee’s hire date. Employers can limit the paid sick leave employees can use in one year to 24 hours or three days.

    Understanding SB 616

    If SB 616 passes, it would raise the employer’s authorized limit on paid sick leave to seven days or 56 hours. The current law in California allows an employer to limit an employee’s total accrual of paid sick leave to 48 hours or six days, provided that an employee’s rights to accrue and use paid sick leave are not otherwise limited. SB 616 would increase those accrual thresholds for paid sick leave to 112 hours or 14 days for unused sick time. In addition, SB 616 would increase the sick leave accrual rate for providers of in-home supportive services and waiver personal care services to 56 hours or seven days each year of employment. SB 616 applies to all employees who work in California for the same employer for at least 30 days within a year from the start of employment.

    You are not required to accrue or carry over paid leave if employees receive their full amount of leave at the beginning of each calendar year or 12-month period. In addition, you’re not required to compensate employees for their accrued, unused sick days upon termination, resignation, or retirement.

    If passed, SB 616 would go into effect beginning January 1st, 2024.

    Your Responsibility As A Business Owner

    As a new bill is waiting for approval, it’s essential as a business owner to take proactive steps to ensure you comply with the new law. If you’re a business owner in California, consider revising your current leave policies, if needed. The bill will require you to provide a written notice about the amount of paid sick leave available. At GMS, we understand this can be overwhelming and challenging to handle on your own. When you partner with us, we provide you with a hands-on approach and tackle these challenges together. Our HR experts will implement new HR policies in your handbook, write your written notice in reference to the updated paid sick leave bill, and so much more. Let us help you sleep peacefully at night and contact us today to get started!

  • The success of a workplace stems from an inclusive and equitable experience for your employees. Research shows that 80% of workers want to work for a company that values diversity, equity, inclusion, and belonging (DEIB). If your employees want to work in an environment where they feel valued and heard, what can you do as a business owner to help? Continue reading to learn how you can develop a more inclusive and diverse work environment and the benefits it has on your business.

    What Is Equity In The Workplace?

    Let’s start with the basics – understanding what equity is and what it means in the workplace. Equity is the quality of being fair and impartial. Equity in the workplace is the idea that all employees are provided with fair and equal opportunities based on their individual needs. Equity often involves issues related to fairness in pay, opportunities for advancement, and fairness in daily work experiences.

    Equity can be challenging to demonstrate in the workplace. Critics say this is because what constitutes fair and equitable treatment is often subjective and unique to the experiences of every individual employee. So, you can start by showing equity within your business by recognizing this. Then, you can foster an equitable workplace by cultivating a safe environment that allows for open discussion and understanding.

    The Benefits Of Workplace Equity

    While prioritizing equity within your business takes hard work, research shows businesses benefit from creating an equitable workplace. Businesses with gender, ethnic, and culturally diverse leadership are more likely to financially outperform companies that are not. Equity within your workplace creates a positive environment for employees and the employer’s contributions to success. The following are the benefits of equity within the workplace:

    • Encourages achievement 
    • Increases employee retention
    • Attracts top talent
    • Broadens perspectives
    • Enables targeted upskilling for a diverse workforce
    • Encourages cognitive diversity in decision-making
    • Drives engagement for specific employee demographics
    • Prevents dissatisfaction and employee attrition
    • Enhances your bottom line
    • Equips the entire company to contribute to a shared mission

    A study showed that individuals who feel they belong in a workplace have a 34% higher intent to stay at their organization and are 167% more likely to recommend their company as a place for others to work. Ultimately, equitable work environments are about leveling the playing field and providing your employees with opportunities within your organization.

    The Future Of Equity Within Your Business

    As a business owner, you must identify and acknowledge the needs of your employees regarding their gender, identity, race, disabilities, and more. While you can certainly take proactive measures to ensure your employees feel valued, you can also partner with a professional employer organization (PEO) such as Group Management Services. Our HR experts work with you to create a handbook to reflect the changes you’d like to make within your business around creating a diverse and inclusive work environment. In addition, GMS provides access to our learning management system (LMS), where you can utilize learning modules to educate your employees on important topics such as equity within your business. Let’s create a workplace your employees want together. Get a quote today.

  • President Biden’s budget for the fiscal year 2024 proposes establishing a national paid family and medical leave program. This would give workers up to 12 weeks off to tend to a newborn, recover, or care for a family member. In addition, it would include three days of bereavement leave. Biden released a $6.8 trillion budget plan for 2024 which contains a $325 billion commitment to a comprehensive, permanent paid family and medical leave program.

    Beyond the 12 weeks of family and medical leave, the budget also seeks to ensure that families can afford to care for their children, with $600 billion allocated toward making childcare more affordable and accessible. The Department of Labor reported that families spend at least eight percent of their income on childcare costs.

    What This Means

    Currently, the U.S. is one of the few developed countries that doesn’t have a national paid family leave program. While the Family and Medical Leave Act (FMLA) provides eligible workers with up to 12 weeks of unpaid leave for specific reasons, many workers can’t afford to take unpaid time off. Only 21% of workers in the U.S. have access to paid family leave through their employers.

    Biden’s proposal would change that by creating a federal paid family leave program that would be available to all employees, regardless of the size of their employer or how long they’ve been with the company. The proposal also includes measures to ensure that small businesses aren’t burdened by the program, making it easier for workers to access the benefits.

    There are many benefits of a paid family leave program. For employees, it means they can take time off to care for a new child or a sick family member without worrying about losing their job or their income. This can be especially important for low-wage workers who may not have savings to fall back on. For business owners, it can help attract and retain talent by offering a valuable benefit many workers prioritize when searching for a job.

    While all these benefits sound great, it also leads to concerns, including the potential costs for employers and the government. Some have argued that the payroll taxes necessary to fund the program would be too burdensome, especially for small businesses.

    What To Do As A Business Owner

    Despite the concerns, the benefits of a paid family leave program are clear and are an issue that has broad support among U.S. employees. While we wait to see if the program passes, it’s essential as a business owner to take proactive measures to ensure your employees receive the benefits they want and need. A professional employer organization (PEO) such as Group Management Services (GMS) can provide invaluable support to employers and employees regarding family leave policies. One of the main benefits of working with GMS is that we offer a comprehensive benefits package that can include paid family leave. In addition, we help you develop and implement family leave policies that comply with state and federal regulations. This ensures your business complies with the law and avoids potential legal issues. Contact our HR experts to learn how we can help your business.

  • Michigan might become the first state in nearly 60 years to ditch its right-to-work law. The Michigan House of Representatives passed two bills, House Bill (HB) 4004 and HB 4005, to repeal the state’s current right-to-work law on March 8th, 2023. HB 4004 relates to the right to work in the public sector, while HB 4005 relates to the private sector.

    The current right-to-work law passed in Michigan in 2012 prohibits unions from requiring workers to pay union dues as a condition of employment. The bills passed by the Michigan House would reverse the right-to-work law by allowing unions to collect dues from all workers in a bargaining unit. Ultimately, it means that union security clauses in collective bargaining agreements would become legal again for the first time in Michigan since 2012.

    Supporters of the law argue that it gives workers more freedom and choice in their employment, while opponents say it weakens unions and reduces their bargaining power. The debate over the right-to-work law has been contentious in Michigan, with labor unions and their supporters arguing that it weakens their ability to negotiate better wages and benefits for workers. However, supporters of the law say that it’s helped make Michigan more competitive and attractive to businesses, leading to job growth and economic development.

    What Now? 

    The bills will now move to the Michigan Senate for further debate. If passed in the Senate, the bills will move forward to Governor Gretchen Whitmer for her signature. While the debate over the right-to-work law is expected to continue in Michigan and other states where similar laws have been passed, you must understand your responsibilities as a business owner. If the bills are passed, business owners would be responsible for allowing unions to collect dues from all employees in a bargaining unit, regardless of whether they choose to join the union.

    Ultimately, it means that if a union is present in a workplace, the employer would be required to deduct union dues from the pay of all employees in the bargaining unit. In addition, you’d have to negotiate with the union on behalf of all employees on wages, benefits, and other working conditions that affect all employees in the bargaining unit. You must be prepared to work with unions and comply with new union dues and collective bargaining requirements. Consult with an HR professional such as Group Management Services (GMS) to ensure you comply with all relevant laws and regulations. Contact us today to learn more.

  • We’ve discussed how to have a successful onboarding process for remote workers, what you should ask yourself before considering remote work for your employees, and how to manage your remote team more effectively. Now, it’s time to take a deep dive into how you can ensure a secure cyber environment for this class of workers.

    A report showed that 20% of organizations experienced a security breach in their system because of a remote worker. A security breach is any incident that results in unauthorized access to computer data, applications, networks, or devices. In addition, it was revealed that the average data breach cost increased by over $1 million whenever remote work was a factor. The importance of having the proper software to protect your employees from a breach is critical. Cyber attackers are becoming smarter and smarter, and as an employer, you must stay up to speed with technological advancements, especially among your virtual workers.

    Secure Your Employees’ Remote Work Environment

    You must take additional precautions to ensure a secure work environment when you have remote employees. With nearly one-half to two-thirds of U.S. employees working at least part of their time remotely, what will you do as an employer to help these employees protect at-home networks? Consider the following tips:

    • Install security software: This is a perfect starting point if this hasn’t been implemented from the beginning. This software prevents malware, viruses, phishing attempts, and other potential threats.
    • Connect to a virtual private network (VPN): A VPN allows remote employees to become an extension of the network as if they’re in the office with the same security and connectivity benefits.
    • Use a router that’s up to date: The longer a router ages, the more likely it is to be compromised by cyber hackers who are ready to steal and monetize your data.
    • Enable encryption: Data encryption is a computing process that encodes plaintext/cleartext into ciphertext accessible only by authorized users with the right cryptographic key. It adds a layer of protection for businesses and remote workers.
    • Adhere to a strong password policy: Long and complex passwords offer a valuable method of protecting computing resources. If you have easily guessed passwords, they’re more likely to get attacked. Strong passwords protect your accounts and devices from unauthorized access, keeping your employees’ sensitive personal information as safe as possible. A strong password is hard to guess, but it should be easy to remember. Consider utilizing the following characteristics of a strong password:
      • At least 12 characters 
      • A mixture of uppercase and lowercase letters 
      • Use letters and numbers
      • Include at least one unique character 
    • Train your employees: To minimize the risk of a cyber-attack, your first line of defense is implementing employee training. Utilizing a learning management system (LMS) to implement training courses periodically or have company-wide training is a critical step in creating a secure cyber environment. 
    • Use multi-factor authentication (MFA): MFA is an authentication method that requires the user to provide two or more verification factors to gain access to a resource such as an application, online account, or a VPN. It ultimately enhances your organization’s security by requiring users to identify themselves with more than a username or password.

    Brett Kowalski, GMS’ IT Director, expresses, “Enhancing your company’s cyber security is extremely important in today’s business environment. With many employees working remotely, it’s essential that companies ensure that remote workers have secure methods to access their company’s data. Using multi-factor authentication and other security login protocols is crucial. When employees connect from all over the world, having a secure login process can help prevent the potential of a cyber-attack.”

    GMS Can Protect Your Business

    As remote work continues to dominate the workforce, new cyber risks have emerged. As a business owner, it’s time to think outside the box and consider utilizing a professional employer organization (PEO) such as GMS. When you partner with GMS, we can help develop and implement policies and procedures that address remote work and cyber security. This can include guidelines for using personal devices, correctly accessing company data, and reporting security incidents. In addition, we can provide cyber security training to employees to help them identify and prevent cyber threats such as phishing, scams, malware, and social engineering attacks using our LMS. Interested in learning more about how GMS can protect your business and employees? Get a quote now.

  • The wait is finally over. It’s time for segment three of understanding hourly workers in today’s economy, in which we will discuss what your employees want. To attract and retain hourly workers, you need to consider what they want and how you can provide it. Continue reading to learn how you can provide your employees with the desired benefits.

    Click to read parts one and two. 

    Flexible Schedules

    Flexibility with one’s work schedule has become essential for employees as workplace expectations shift. While organizations that employ mainly office and white-collar employees have adopted more flexible work schedules, “gray-collar” businesses have slowly changed their practices. When you add the Great Resignation to the mixture and businesses see staffing shortages and burnt-out employees, it’s essential that you determine how you can stop this from happening within your business.

    Industries such as manufacturing, health care, and retail rely heavily on hourly employees, so these businesses need to get creative and provide their workers with greater flexibility and control. Consider the following when implementing a more flexible schedule:

    • Give workers the ability to provide input on their schedules – including schedule preferences, start and end times, break times, and overtime
    • Provide work schedules in advance and keep schedule changes to a minimum
    • Offer workers a consistent number of hours and let them know in advance how many hours they’ll be assigned each week, and which shifts they’re scheduled for

    According to a recent study, 43% of respondents said flexible working hours helped them achieve more productivity. In another survey, 73% of employees said that flexible work arrangements increased their satisfaction at work.

    At the end of the day, your employees want to enjoy the balance of work and life outside of work. A survey showed that 59% of workers quit their jobs due to scheduling issues. What will you do to provide your employees with a flexible schedule?

    Access To Pay Earlier

    Another technique that has become increasingly popular is providing employees their pay more frequently or earlier than usual. It’s also another thing your hourly workers want! As we’ve seen for quite some time now, your employees simply cannot keep up with inflation. Many individuals live paycheck to paycheck, which causes financial distress in your employees, ultimately leading to less productive workers. The Financial Health Network indicates that one in five families has less than two weeks of liquid savings. Your employees want financial security.

    So how can you begin implementing this within your business? Typically, your workers are paid every two weeks or, in some cases, once a month. During these unprecedented times, that’s not cutting it for most of your hourly workers. Consider earned wage access which is the ability for an employee to access a portion of their paycheck in advance of their regularly scheduled payday. If you currently pay monthly, consider moving it to bi-weekly. If you pay your employees bi-weekly, maybe you move it to weekly pay.

    Career Advancement

    In today’s economy, most hourly workers aren’t provided with the opportunity for career advancement or promotions. In addition, skills-based and hourly workers lack career growth opportunities in the form of training or education. Careers aren’t just for the leaders of your organization. Any employee is destined for a managerial role, you just need to set them up to achieve that. Create a career path where your hourly employees can hit benchmarks and grow.

    Providing your employees with a training and development program can help them learn new skills and improve their existing ones. For many hourly employees, the goal is to find a job that provides stability and a comfortable wage. However, this only sometimes allows for career growth which leaves employees feeling stuck in low-paying jobs with little opportunity for advancement. The following are ways in which you can provide your employees with opportunities to grow within your organization:

    • Offer opportunities to learn new skills
    • Provide training – including online courses, on-the-job training, and formal training programs
    • Reward your employees for their hard work and dedication
    • Encourage networking and mentorship

    Benefits

    Any hourly worker who is classified as a full-time employee (works at least 30 hours a week) typically receives the same benefits as employees who receive a salary. However, companies vary in their benefits packages. Common benefits packages for eligible hourly workers include the following:

    • Health and dental insurance 
    • Life insurance 
    • Paid time off (PTO)
    • Retirement plans

    The Affordable Care Act (ACA) mandates employers with 50 or more employers to offer health benefits to those who work at least 30 hours per week. However, have you considered the hourly workers that just miss the hour requirements? Consider offering them benefits. Perhaps it’s as simple as offering a few days of PTO for these employees so they can take time away from work for themselves. 73% of hourly workers would trade an increase of $1 per hour for an extra five days of time off. This could help you retain current employees and attract top talent.

    Where GMS Comes Into Play

    Your hourly employees are the backbone of your business and provide the manpower to keep operations running smoothly and efficiently. The last thing you want is to lose them because you couldn’t give them what they wanted and/or needed. When you partner with GMS, we provide you with the resources to ensure your employees can thrive in their roles at your company. From creating a competitive benefits package to attracting and retaining top talent, we’ve got you covered. Allow us to take on the administrative burdens you don’t have the time or expertise to manage effectively. During these challenging times, that’s the last thing you should be worried about. Contact us today to get started.

  • As we discussed in our last blog, employee turnover rates and expenses are rising; it’s challenging for business owners to hire hourly workers. Ultimately, this crisis stems from the idea of individuals being fed up with what they perceive to be “dead-end” jobs. This means that they see no future or promotion within the company. Not seeing a future or promotion within a business is a trend for hourly workers because of the following factors:

    • Limited opportunities – Many hourly workers are in jobs that don’t necessarily offer a clear career path or opportunities for advancement. In some cases, these jobs typically don’t require specialized training or education, making it challenging for workers to move up the ladder.
    • Low pay – Hourly workers often earn lower wages than salaried employees, which can create a perception that their work is not valued or that they are not being compensated fairly.
    • Lack of training – Without access to training and development programs, hourly workers may not have the skills or experience necessary to move into higher-level positions within a company.
    • Inequality – In some instances, hourly workers may feel that they are not given the same opportunities as salaried employees or that their work is not recognized or rewarded in the same way. This can create a sense of unfairness and limit workers’ motivation to pursue career growth within a company.

    What Companies Are Doing

    As a business owner, it’s time to start thinking about combatting these challenges and giving your employees what they deserve. For example, Amazon began offering a $1,000 sign-on bonus for hourly workers, and McDonald’s increased their hourly wages to $15 an hour. In addition, states have started implementing higher wages for all hourly workers. Illinois raised its minimum wage to $15 an hour.

    However, we understand that raising pay rates may not be within your budget. So, another option is investing in your leaders. While offering higher pay could bring new talent through your doors, it may not keep them for the long haul. Despite this, employers have begun investing in their leaders because a good boss can make all the difference and will likely make your employees want to stay. Studies show that if a leader engages in employees they trust, it can take a pay raise of more than 20% to poach them. When your leaders build a highly trusted workplace, the following are the benefits you’ll receive:

    • Enhances teamwork and collaboration
    • Improves organizational alignment 
    • Enhances decision-making
    • Decreases stress and burnout in the workplace 
    • Increases employee loyalty and retention
    • Overcomes resistance to change 
    • Improves innovation and creativity 

    When employees have a boss they feel they can go to when they’re struggling or need help, it makes them want to stay with the company. In addition, you could provide your leaders with HR technology that allows them to offer confident solutions to their employees’ concerns. Imagine how impactful it can be if your employees feel valued by their leaders. It plays a significant role in the success of your organization.

    While trust is the main driver in retaining your hourly workers, your employees also want more than just pay increases. Consider looking at your employee benefits. What can you add or change to create a more competitive benefits package? Providing your employees with a work-life balance, surrounding them with positive work culture, giving them learning opportunities, and training and career advancement opportunities all aid in the retention of your employees.

    In addition, have you considered the possibility that the way you hire your hourly workers could lead to your employees leaving shortly after hiring them? Determining whether you’re hiring the right hourly employees from the start can be a challenging task. However, consider implementing the following steps when hiring employees to increase the likelihood of making successful hires:

    • Define the job requirements clearly – It’s essential to clearly define the job requirements and qualifications necessary for the position. This includes skills, education, experience, and any other essential criteria that the employee should possess. Having a clear understanding of the job requirements can help ensure that candidates are evaluated against relevant criteria.
    • Conduct thorough interviews – Employers should conduct thorough interviews that assess candidates’ skills, experience, and fit for the job. Asking behavior-based questions and assessing candidates’ problem-solving abilities and communication skills can significantly help identify candidates who are a good fit for the position.
    • Check references – Checking references can provide valuable insights into a candidate’s work experience and performance. Employers should contact previous employers and other references to confirm the candidate’s qualifications and suitability for the job.
    • Utilize pre-employment assessments – Pre-employment assessments, such as skills tests and personality assessments, can provide objective information regarding a candidate’s abilities and fit for the job. Employers should use assessments that are relevant to the job requirements and ensure that they are administered consistently to all candidates.

    Utilizing these strategies, employers can increase the likelihood of hiring the right hourly employees from the start. However, it’s also important to remember that no hiring process is foolproof, and it’s always possible an employee may not be the right fit for the job, despite the employer’s best efforts.

    GMS Is Here To Help

    So, we’ve discussed the challenges hourly workers face along with business owners trying to hire them and how you can combat the challenges. The next segment we will discuss is what exactly your hourly workers want. Once you have a team together, it’s time to find ways to retain them, so you don’t have to go through this never-ending hiring cycle. When you partner with GMS, we provide you with the resources to help you attract and retain quality talent. Contact us today to learn more.

  • Earlier this month, the Michigan House voted to expand the Elliott-Larsen Civil Rights Act to include protections for the LGBTQ community. Senate Bill Four passed with a vote of 64 in favor after passing in the Michigan Senate. The Elliott-Larsen Civil Rights Act substantially advanced the state’s effort to eliminate discrimination in employment, education, housing, public service, real estate transactions, and the use of public accommodations and to secure equal opportunity for all. This was a historic high point in Michigan’s tradition of protecting civil rights in 1976. Since then, amendments have further expanded the Act.

    Understanding Senate Bill Four

    Senate Bill Four explicitly includes protections for sexual orientation and gender identity. Ultimately, the bill would stop someone from hiring, evicting, or otherwise discriminating against individuals because they are LGBTQ. Sexual orientation is defined as “having an orientation for heterosexuality, homosexuality, bisexuality, or having a history of such an orientation or being identified with such an orientation” in this bill. Gender identity is defined as “having or being perceived as having a gender-related self-identity or expression whether or not associated with an individual’s assigned sex at birth.” The bill now heads to Michigan Governor Gretchen Whitmer.

    What The Bill Means For Employers

    As we wait for Governor Gretchen Whitmer’s vote, employers need to understand their responsibility. If the law passes and takes effect, employers could face repercussions if they are found to have discriminated against LGBTQ applicants or employees. This includes the following:

    • Rejecting job candidates 
    • Terminating their employment
    • Any other unfavorable workplace actions

    Alongside repercussions under this new law, employers could face civil lawsuits if they are found harassing employees based on their LGBTQ status. If the governor signs the bill into law, it will take effect 90 days later, so you must begin preparing now. While you may already have policies prohibiting sexual-orientation discrimination and gender identity discrimination in employment, now is the time to revisit those policies and see if any changes need to be made. Consider reviewing and revising the following:

    • Workplace policies and practices 
    • Managerial training materials
    • Employee antidiscrimination and anti-harassment training sessions
    • Interview and hiring protocols
    • Benefits offerings

    Alyse Kimble, GMS’ Training and Development Coordinator explained, “Good training teaches employees and managers that they have the right to work in a workplace free of discrimination and harassment. It also demonstrates an employer’s adherence to the laws and policies that prohibit that discrimination. Having a learning management system (LMS) platform that automates these trainings for easy assignment and tracks progress and completion is key for busy HR managers and business owners to ensure that their managers and staff are adhering to discrimination laws.”

    Prepare Now With GMS

    While GMS helps you stay compliant with ever-changing rules and regulations associated with your business, we do so much more than that. When implementing new laws, we ensure you follow every aspect of that law. If this new law in Michigan is passed, our HR experts will look at your employee handbook to determine what policies you have in place to protect the LGBTQ community and what we can do to improve these policies. In addition, utilizing an LMS is one of the best resources to train and educate your workforce on this topic. Your employees are your biggest asset. Let’s protect them together and ensure a compliant business starting today. Contact us to learn more.

  • There’s no question that many business owners are facing great economic uncertainty in today’s economy. In recent years, employees have become more specific about the types of jobs they want and the perks they expect from their employers. This trend can be attributed to several factors, including increased competition for top talent, a desire for work-life balance, and a growing awareness of the importance of job satisfaction. As a result, employers must be more flexible and creative in their hiring efforts to attract and retain employees. They may need to offer more competitive salaries, flexible work arrangements, and a wider range of benefits and perks to meet the expectations of their prospective employees. With that said, employers have run into new hiring challenges, including the following:

    Ultimately, employers that can effectively meet the needs and desires of their employees are more likely to attract top talent and build a strong and engaged workforce.

     

    Who Are Hourly Workers? 

    Unfortunately, the job market has impacted hourly workers more than salaried employees. Let’s start by understanding who an hourly employee is. An hourly employee is an employee who is paid a set wage for each hour and are generally entitled to overtime pay, if applicable.

    While the hourly wage rose 0.5%, an increase of 5.2% over the past year, it’s still not enough to keep up with inflation. In addition, it has never been more challenging to hire hourly workers. However, there are ways in which you can combat these challenges and hire the hourly workers you want and need for your business. Consider the following to help attract hourly workers:

    • Increase wages
    • Hire good leaders that your employees trust
    • Give your employees more control over their lives – offer a work/life balance 
    • Provide them with a clear path to their future within your business

    Additional Efforts You Can Take

    At the end of the day, your employees are your biggest asset. In a tight labor market, you need to stand out from your competition, especially when hiring hourly employees. At GMS, not only do we help create enticing job descriptions that grab the attention of candidates, but we also help you throughout the interview process to find the workers you need. In addition, we help you create a competitive benefits package that your hourly workers want and deserve. Come back later this week to check out additional information that will be beneficial in your search for hourly workers. Contact us today to learn more.

  • We’ve discussed it before, and we’re here to discuss it again – telehealth. The COVID-19 pandemic transformed our lives in ways we never knew were possible. From working remotely to completely separating ourselves from everyone, it was undoubtedly a shock to our systems. While the pandemic negatively affected our everyday lives, it certainly had a handful of positives. While telehealth was a thing of the past, it became more prevalent during the COVID-19 pandemic when we were all stuck at home. Continue reading to learn its benefits for business owners and their employees.

    What Is Telehealth?

    Telehealth, often referred to as telemedicine, allows your health care provider to care for you without an in-person office visit. You can talk to your health care provider live without having to leave your house, send and receive messages, and use remote monitoring so your health care provider can check on you at home.

    There is a variety of specialized care you can receive through telehealth, including the following:

    • Lab test or x-ray results
    • Mental health treatment, including online therapy, counseling, and medication management
    • Recurring conditions such as migraines or urinary tract infections
    • Skin conditions
    • Prescription management
    • Urgent care issues such as colds, coughs, and stomach aches
    • Post-surgical follow-up
    • Treatment and follow-up appointments for attention deficit disorder (ADD) and attention deficit hyperactivity disorder (ADHD)
    • Physical therapy and occupational therapy
    • Remote monitoring services that help you track your health goals and manage chronic conditions, including diabetes, high blood pressure, and high cholesterol

    Telehealth continues to be one of the fastest-growing trends after the COVID-19 pandemic. In 2021, nearly four in 10 American adults (39%) have now utilized remote health care services, representing an exponential growth from 2019.

    Let’s Take A Deep Dive Into What This Means For Employers

    Employees are looking for benefits that reflect their culture and values. You can see this throughout the Great Resignation when 43% of employees quit their jobs and left for better benefits. The following are the benefits of providing your employees with access to telehealth which can promote equity and make for a more inclusive benefits environment:

    • Provider diversity options
    • Accessibility and convenience
    • Safety
    • Affordability – saves employees money
    • Offers speedy access to care
    • Supports mental well-being
    • Provides competitive advantage
    • Enhances productivity and performance

    A significant part of retaining a productive and diverse workforce is ensuring your employees feel appreciated and cared for. Providing this benefit to your employees allows them to communicate with health professionals without visiting a doctor’s office.

    Telehealth also means saving you time and money. Employers can reduce costs and cut down on missed work related to health issues. Ultimately, telemedicine helps employers in lowering the expense of their health care plans. A study by the Jefferson Health System dictated that each avoided emergency department visit accumulated cost savings ranging from $309 to more than $1,500. Telehealth visits cost, on average, $79 compared to $146 for a doctor’s visit and $1,734 for an emergency room visit.

    GMS Can Help

    Looking at the advantages telehealth provides your employees, and your business is a no-brainer. Telehealth is a benefit you should begin offering to your employees. Group Management Services (GMS) provides your employees with 24/7 access to a free doctor as part of our premier employee benefits administration service through Teladoc. The convenience of Telehealth saves you and your employees time by cutting out travel and sitting in waiting rooms. In addition, it limits the need to take time off work to fit an employee’s ailments into a doctor’s schedule and cuts out costly co-pays. At the end of the day, healthy employees are good for every business. Contact our HR experts about adding telehealth services to your business’s health plan. You’re just one click away from helping your employees stay healthy and productive.