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  • As business owners continue to face a tight labor market, companies have been searching for ways to stand out from their competition. While many businesses have resorted to increasing salaries and implementing hybrid work schedules, others have increased their benefit options. Researchers say that 51% of employees say that benefits play a significant role in talent retention. As 2023 approaches, finding ways to stand out from your competitors will be essential.

    Employer-Assisted Housing Programs

    Recently, businesses have begun helping their workers purchase homes by offering employer-assisted housing programs (EAHPs). EAH programs provide a channel through which employers can help their employees with the cost of owning or renting a home, typically in neighborhoods close to the workplace.

    The following are ways in which assistance could be provided:

    • Down payment grants
    • Loans
    • Homeownership counseling and education
    • Rental subsidies
    • Direct investment in the construction of rental housing

    Why This Is Becoming Popular

    The COVID-19 pandemic has affected everyone in various ways. Alongside that, inflation has increased prices for necessities for individuals to survive. 49% of Americans say that the availability of affordable housing in their community is a huge issue. In addition, mortgage rates throughout the U.S. have climbed over seven percent for the first time in 20 years.

    EAH programs help build employee loyalty and increase productivity through the following:

    • Improved morale
    • Enhanced employee work/life balance
    • Decreased absenteeism

    The unavailability of affordable housing makes it challenging for employers to attract quality employees. Employers can set themselves apart from their competitors when they offer housing benefits, ultimately improving their competitive position. A study showed that those who own homes often work harder and longer for their employer.

    Outsource Your Benefits Administration

    If retaining and attracting top talent is essential for you, you’ve come to the right place. Partnering with GMS provides benefits outsourcing services that allow your company to offer competitive, cost-effective benefits while you focus on growing your business. If providing your employees with EAH programs is too big of a step for you right now, we will work diligently with you to get you the benefits your employees want and need. Contact us today to learn more.

  • On October 12th, 2022, the U.S. Department of Labor (DOL) published the final rule, “Temporary Agricultural Employment of H-2A Nonimmigrants in the United States,” effective on November 14th, 2022. This final rule amends the Department’s regulations governing the H-2A program to improve worker protection and enhance enforcement against fraud. In addition, it modernizes the H-2A application and temporary labor certification process. The final rule ultimately does the following:

    • Strengthens protections for U.S. workers and H-2A workers
    • Enhances program integrity and enforcement capabilities of the Office of Foreign Labor Certification and the Wage and Hour Division
    • Modernizes the prevailing wage determination process
    • Provides clarity to employers and other stakeholders

    Understanding The H-2A Agricultural Program

    Through the H-2A temporary agricultural program, agricultural employers can hire nonimmigrant foreign workers to perform temporary or seasonal agricultural labor or services in the U.S. Employment is determined to be seasonal nature when the job is tied to a specific time of year by an event or pattern such as a short annual growing cycle. Temporary employment is when the employer needs to fill a position with a temporary worker who won’t last longer than one year.

    In addition, the DOL must determine that:

    • There are not sufficient able, willing, and qualified U.S. workers available to perform the temporary and seasonal agricultural employment for which nonimmigrant workers are being requested,
    • Employment of H-2A workers will not adversely affect similarly employed U.S. workers’ wages and working conditions. The statute and Departmental regulations provide worker protections and employer requirements concerning wages and working conditions.

    Deep Dive Into The Provisions

    In the final rule issued by the Biden administration, all provisions intended to improve the program’s flexibility and effectiveness were removed except for the electronic filing requirement. The final rule shows that the DOL focuses on worker treatment, protecting the U.S. workforce, and increasing enforcement, but several measures that would have benefited employers are missing.

    The following are key provisions of the final rule:

    • Mandatory e-filing
    • Joint employment
    • Housing standards and inspections
    • Expanded prevailing wage surveys

    What This Means For Small Business Owners

    When you partner with GMS, we ensure you stay ahead of any legislative changes that may impact your business operations. We understand how challenging it can be to wear multiple hats at once. The last thing you need is to receive a hefty fine for something that could have been avoided. Allow GMS to take on the administrative functions of your business that you don’t have the time or expertise to handle. Contact us today. 

  • There are several issues on the state ballot for the 2022 election that could have significant implications for employers. The ballot considers measures on abortion, marijuana, minimum wage, and unions which were put to vote in 37 states on November 8th, 2022. Keep reading to learn how these issues will affect your business.

    Abortion

    In the wake of the U.S. Supreme Court ruling of Roe v. Wade, individual states can now decide whether to prohibit abortion or keep it legal. The court overturned Roe v. Wade, which protected the right to have an abortion throughout the country in the past 49 years. You may be wondering, how does this affect my business? Access to abortion affects employers and HR in crucial areas such as:

    • Health benefits
    • Paid and unpaid leave
    • Recruiting
    • Retention

    Marijuana Legalization

    Throughout the U.S., there are 19 states and the District of Columbia that have legalized marijuana. At the same time, 37 states use marijuana products for medical usage. Voters in Arkansas, Missouri, North Dakota, and South Dakota will have a chance to place their vote on this year’s ballot to permit the recreational use of marijuana. As an employer, it’s essential to consider that marijuana laws vary from state to state. As a result, reviewing the drug and alcohol policies is vital to ensure you remain compliant.

    Unions

    Over the past year, we have seen many companies implement unionization into their business. The ballot measures would create a state’s constitutional right to collective bargaining. In contrast, the ballot may prohibit employers from requiring employee labor unions. Employers would not be able to require membership for employees in their terms of employment.

    Minimum Wage

    Minimum wage reforms can be seen on the ballot for voters in Nebraska, Nevada, and Washington, D.C. These states are looking to increase the minimum wage of hourly workers. If passed, labor costs would increase for employers, making it prominent in industries with many hourly, low-wage workers, such as food service and hospitality.

    Equal Rights

    Equal rights protections have recently become more common at the state level. Currently, 21 states have equal rights amendments, and six have limited gender equality provisions. The ballot measure would prohibit discrimination based on sex, race, color, sexual orientation, religion, gender identity, age, disability, ancestry, and national origin.

    Count On GMS Experts

    As an employer, it is vital to understand the outcomes of election day. Legislative changes may be overwhelming, but you may have to consider them. After all, you probably did not go to school to become an HR specialist. Luckily, you don’t have to worry; GMS has you covered. When you partner with GMS, you gain a reliable team to ensure that your business remains compliant. Contact GMS today to learn more.

  • It’s without question that individuals across the world are burned out and exhausted. Clearly, burnout in the workplace exists, and we are a long way from ideal working conditions brought on by the great resignation. Burnout can take different forms, affecting individuals physically, emotionally, and behaviorally.

    The following are common causes of burnout: 

    • Lack of adequate social support
    • Taking on more than one can handle at work, school, or interpersonally
    • Poor self-care
    • Lack of sleep

    Burnout is a feeling of being exhausted or the point when you feel trapped in a job without growth opportunities. It’s a recognized medical condition that affects 77% of employees. On top of that, burnt-out employees are over 50% more likely to seek a new job. As a business owner, how will you ensure your employees feel less burnout than normal?

    Sabbaticals Could Be The Solution

    While many businesses provide their employees with paid time off, sick days, and personal days, there are still businesses that don’t. As a business owner, consider starting there if you don’t already provide your employees with these benefits. However, if you already do, great! If you notice your employees are still experiencing burnout, there is another action you can take. Implementing a workable sabbatical program might be the next step for you. Sabbatical leave is an extended time away from work granted to an employee for varying purposes, including:

    • Personal reasons
    • Professional and academic growth
    • Learning and development of new skills
    • Rest and recuperation while maintaining their status as an existing employee

    However, the Society for Human Resource Management (SHRM) conducted a survey that showed only 11% of employers offered an unpaid sabbatical program, and just 5% offered sabbaticals with pay. Talk about a benefit that will differentiate you from your competitors. Employers seeking to recruit and retain top talent may overlook a benefit many workers are likely to appreciate – a sabbatical program.

    What Will You Do? 

    It’s no secret that many of your employees are feeling burnt out and potentially looking for better opportunities. However, GMS has just the solution for you. Did you know that flexibility can decrease burnout by 50%? That means that if you provide your employees with the benefits they need, whether that’s PTO, a hybrid work schedule, or perhaps a sabbatical, you could eliminate half of your employee’s burnout. GMS’ benefits outsourcing services allow your company to offer competitive, cost-effective benefits while you focus on what you do best – growing your business. Maybe right now isn’t a good time to provide your employees with a sabbatical program. If that’s the case, let GMS review your current benefits program and determine how we can improve them to decrease the burnout your employees are feeling. Contact us today to learn more.

  • Congresswoman Elise Stefanik introduced the Advancing Skills-Based Hiring Act. This bill will support employers seeking to adopt skills-based hiring practices that prioritize applicants’ job skills and abilities over college degrees. Skills-based hiring is the practice of screening and hiring new employees based on the skills, capabilities, and talent they bring to the table rather than their educational background or degree.

    Stefanik expresses, “While millions of Americans remain out of the workforce in the midst of a labor shortage, I am committed to helping employers broaden their applicant pool and identify talented workers who have gained skills outside of post-secondary education.” This act ultimately empowers employers to evaluate candidates based on their experience and not on their education. This hiring approach expands economic opportunity for the two-thirds of Americans who don’t have a four-year college degree. To strengthen their workforces, employers should also be able to use skills-based hiring by removing government barriers.

    The Advancing Skills-Based Hiring Act will:

    • Allow employers to voluntarily submit assessment validity evidence to the U.S. Equal Employment Opportunity Commission (EEOC) for proactive review
    • Provide employers a safe harbor if the EEOC determines their use of an assessment satisfies the legal burden of being “job-related”
    • Ensure employers can participate in this voluntary compliance initiative without risk by preventing the EEOC from using an employer’s participation as a basis for future investigation and protecting the information an employer submits from being used against them

    Implementing Skills-Based Hiring

    There are several ways you can begin implementing skills-based hiring within your business. The easiest way is through a skills assessment or job audition. These tests are designed to determine whether the applicants have the skills necessary to perform various essential aspects of the job. Most businesses integrate these tests early in the screening process to ensure that they focus on candidates uniquely qualified to perform.

    You may ask yourself how skills-based hiring is different from typical hiring processes. When business owners or HR professionals implement a traditional hiring process, the screening tools and tactics being utilized search for keywords on an application to verify that the candidate is suitable for the role. Ultimately, the traditional hiring approach uses education and previous job experience as a representation of talent. However, this approach has its disadvantages. Resumes are unreliable and don’t depict the candidate the way they should. Let’s face it, we’ve all revamped our resumes to make ourselves look perfect for the job. In addition, a degree doesn’t necessarily tell you if a candidate is capable of performing well.

    Adopting skills-based hiring practices allows companies to achieve the following:

    • Lowers recruiting costs
    • Enables companies to close skill gaps
    • Improves retention
    • Increases productivity with people who are truly equipped to perform well
    • Improves diversity hiring
    • lowers turnover

    Let’s Start 2023 Strong, Together

    This sounds like an excellent hiring process, right? However, we know what you’re thinking, it might take more effort than you would like. That’s where GMS comes into play. Our HR experts work closely with you to offer guidance on onboarding and training. We simplify the process. We can utilize skills-based hiring practices to attract your desired and needed employees. Julie Petro, GMS’ Recruitment Specialist expresses, “Skills-based hiring is extremely beneficial to all business owners. There are a variety of transferable skills that can be taught and applied to many different positions. Hiring based on skills rather than education can open up a larger and more diverse candidate pool, increasing the chances of a more successful hiring process.” Let’s start 2023 strong and partner with GMS. Contact us today.

  • The Internal Revenue Service (IRS) announced the annual adjustments to the standard deduction and tax brackets for the 2023 tax year. The IRS defines the standard deduction as a precise dollar amount that reduces the amount of income on which you’re taxed. A standard deduction consists of the sum of the basic standard deduction and any additional standard deduction amounts for age and blindness. The tax adjustments for 2023 are increased from 2022 in response to ongoing inflation. Continue reading to understand how the adjustments impact you and your employees.

    The Annual Adjustments For 2023

    The 2023 standard deductions for personal income taxes apply to the following:

    • Individuals: $13,850 in 2023, representing a $900 increase
    • Head of household: $20,800, a $1,400 increase
    • Married filing jointly: $27,700, a $1,800 increase

    In addition, the new tax brackets for personal income taxes apply as follows:

    • 10%: all income below $11,000 individual / $22,000 married
    • 12%: $11,000 individual / $22,000 married
    • 22%: $44,725 individual / $89,450 married
    • 24%: $95,375 individual / $190,750 married
    • 32%: $182,100 individual / $364,200 married
    • 35%: $231,250 individual / $462,500 married 
    • 37%: all income above $578,125 individual / $693,750 married

    Capital gains taxes have been adjusted as well. Capital gains are the profits you make when you sell a stock, real estate, or other taxable assets that increase in value while you own it. It’s based on profit and depends on the tax bracket. The capital gains brackets for 2023 are:

    • 0%: All earning below $44,625 individual / $89,250 married
    • 15%: $44,625 individual / $89,250 married
    • 20%: $492,300 individual / $553,850 married

    For in-depth details regarding the 2023 adjustments, click here. 

    What Your Employees Should Know

    The new tax brackets apply to all earnings starting January 1st, 2023. As an employee, you must be provided with the resources necessary to make the right decisions. The IRS provides a tax withholding estimator that assists individuals in determining if they have too much federal income tax withheld, which could reduce their take-home pay. Alternatively, it can help employees with additional income sources to decide whether to withhold more or make an estimated tax payment to avoid a tax bill. Employees can also submit the IRS Form W-4 to their HR or payroll department to ensure the correct federal income tax is being withheld.

    What This Means For Business Owners

    If you’re a business owner, it’s essential to understand the tax bracket adjustments and standard deductions. Paycheck withholding amounts and quarterly estimated tax payments can affect an employee’s income level subject to a higher tax bracket. In addition, the following could impact your employees’ decisions:

    • Determining how much salary to defer into a traditional 401(k) plan or a health savings account
    • Choosing if they want to participate in a nonqualified deferred income plan (if applicable)

    Utilize GMS’ Payroll Tax Management Services

    Tax planning can be complicated, and you shouldn’t do it alone. Payroll tax filing requirements are complex and ever-changing. Filing incorrectly can result in costly penalties. When outsourcing your payroll tax management to a company like GMS, your business will benefit in various ways. Do what’s best for you and your employees as we approach the new year. Contact us today to learn more.

  • NOX US, an Ohio vinyl tile manufacturer faces over $1.2 million in proposed penalties from the U.S. Department of Labor Occupational Safety and Health Administration (OSHA). Since February 2017, there have been seven worksite injuries after incorrectly following mandatory machine safety procedures. In addition, NOX US recorded at least 13 serious injuries at the Fostoria, Ohio, plant which were caused by exposure to burn and amputation hazards. All incidents put the Fostoria plant on OSHA’s Severe Violator Enforcement Program in 2017.

    NOX US LLC

    NOX US was founded in 1994 and focuses on luxury vinyl tile flooring innovation, design, and manufacturing for global customers. They continue to lead the industry with innovation and expertise. In addition, they offer superior quality control with their integrated vertical production system. They control the complete manufacturing process in their facilities to meet their customers’ various needs.

    The Most Recent Incident

    On April 28th, 2022, OSHA inspectors responded after a worker suffered severe injuries after being caught in a machine on the worksite. This inspection found that the worker’s finger was caught in a rotating spindle on a plastic winding machine and their body was pulled around the machine’s spindle. This employee was at the company for only six short weeks and suffered multiple severe injuries requiring surgery. OSHA cited NOX US with the following:

    • Eight willful violations
    • One repeat violation
    • Six serious violations
    • One other-than-serious violation for exposing workers to machine hazards, lacking personal protective equipment, and failing to train their workers on safety hazards and precautions

    Be Proactive Before It’s Too Late

    While this is a terrible accident that could’ve been prevented, it’s vital you use this example as a lesson to get the protection you need. Thankfully, GMS can help business owners take a proactive approach to workplace safety through various services. These strategies include:

    • Onsite consulting
    • Jobsite inspections
    • Accident and injury investigations 
    • OSHA inspection and citations assistance 
    • And more!

    Contact GMS today to talk to our safety experts to ensure you’re following all rules and regulations as well as keeping your employees safe. 

  • With today’s labor market, it’s vital that you provide the resources and benefits that will attract and retain the top talent you need to grow your business. One of the best ways is by providing your employees with the education and skills they need to succeed in their careers and bridge the widening economic divide. A study showed that 76% of employees said they are more likely to stay with their employer because of its tuition reimbursement benefits. Amidst the COVID-19 pandemic, many companies began implementing debt-free education benefits programs.

    Employer Education Funding

    While there are several types of employer education program funding, the most common one today is capped tuition reimbursement. Tuition reimbursement is a contractual agreement between an employer and an employee in which a company agrees to help pay for an employee to further their education. Businesses provide these programs to their employees to encourage employee loyalty and to invest in their future at the company. It ultimately allows business owners to develop the talent they already have on their team.

    How Does It Work?

    While companies have their own tuition reimbursement system, there are common features among the different systems. Most small business owners who choose to provide their employees with this benefit offer to pay for classes that are related to an employee’s current job role. Most businesses will only reimburse the tuition upon completion of the course. The employee needs to pay their tuition out of pocket, and then the company will reimburse them based on the repayment structure.

    Why Start Now?

    Whether or not you have a program like this in place, reshaping education funding in an equitable way to help you attract, develop, and retain top talent. Not quite sure where to start? Luckily, GMS can help you. GMS works with employers to help them decide which benefits make the most sense for their business operations, employees, and bottom line. Our benefits account managers assure you and your biggest asset, your employees, will be happy. Providing them with the resources needed to receive additional education so they can excel in their current roles is vital for the growth of your business. Contact us today to learn more.

  • The U.S. Equal Employment Opportunity Commission (EEOC) released the new ‘Know Your Rights’ poster on October 19th, 2022. The poster summarizes federal laws prohibiting job discrimination based on the following:

    • Race
    • Color
    • Sec
    • National origin
    • Religion
    • Age (40 and older)
    • Equal pay
    • Disability
    • Genetic information

    In addition, the poster explains how employees and job applicants can file a complaint if they believe they have experienced prohibited discrimination or retaliation. As the poster may share similarities to the previous poster released by the EEOC, the new version includes the following changes:

    • It uses straightforward language and formatting
    • It notes that harassment is a prohibited form of discrimination 
    • It clarifies that sex discrimination includes discrimination based on pregnancy and related conditions, sexual orientation, or gender identity 
    • It adds a QR code for digital access to the “how to file a charge” webpage
    • It provides information about equal pay discrimination for federal contractors

    Ultimately, the new version makes it easier for employers to understand their legal responsibilities and for employees to understand their rights and how to get in touch with the EEOC.

    All covered employers are required by federal law to prominently display the poster at their work sites immediately. It must be placed where the employer and employee can see it. In addition, employers are encouraged to post a notice digitally on their websites. Covered employers are subject to fines for noncompliance.

    Ensure You Comply With Rules And Regulations 

    Complying with ever-changing rules and regulations is vital for the growth of your business. The last thing you need is an expensive fine for not complying with the laws and regulations you must follow as a business owner. When you partner with GMS, we take on that burden, so you don’t have to. Our experts work diligently with you to ensure you and your employees are safe and aware of all rules. Contact us today to learn more.

  • Starting November 1st, open enrollment begins, where consumers can enroll in an Affordable Care Act (ACA) health plan. The ACA is a comprehensive health care reform law that was enacted in March 2010 and has the following goals:

    • Make affordable health insurance available to more people
    • Expand the Medicaid program to cover all adults with income below 138% of the federal poverty level (FPL)
    • Support innovative medical care delivery methods designed to lower the costs of healthcare generally

    The annual open enrollment period allows individuals to enroll in various major medical health insurance plans or ACA-compliant health insurance plans. Individuals may sign up for health insurance, make adjustments to their current plan, or even cancel a plan. The deadline to get enrolled is on January 15th, 2023. If you miss this open enrollment period, you will have to wait until the next open enrollment period in the fall of 2023.

    GMS Is Here To Save The Day

    If you choose to make your job simpler and partner with GMS, we’ve got you covered during this stressful time. Your designated benefits account manager works with you and your employees to ensure everyone gets the coverage they want and need. GMS does more than simply offer coverage like a medical insurance company. We also provide our clients with various tools and resources to find a coverage solution tailored to their needs. Let’s make open enrollment more efficient this year. Contact us today!