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  • Various cities and states have begun announcing the implementation of pay transparency. As of November 1st, New York City employers are required to disclose the salary range on job advertisements. Pay transparency must be placed on job advertisements rather than being placed only in offer letters or upon request of applicants or employees.

    The city’s law correlates with what has been picked up by other jurisdictions such as:

    • California
    • Colorado
    • Washington

    Start With Your Job Listings

    According to the Society for Human Resource Management (SHRM), employers with at least four employees must include the following in any advertisement for a job, promotion, or transfer opportunity:

    • Minimum annual salary
    • Maximum annual salary
    • Hourly range of compensation

    When it’s a commission-only position, employers are not required to post the exact salary. Instead, the posting can be satisfied by general statements. Employers are covered by stating the commission ranges. When writing job descriptions for your open positions, ensure they are direct and specific. It’s essential to provide the candidate with an understanding of the job by including the basic job functions.

    Rely On GMS

    As a business owner, it’s challenging to remain compliant when regulations constantly change. However, when you partner with GMS, our HR professionals have you covered. Our HR specialists are aware of changes as they occur within your state. In addition, our recruiting team can build competitive job descriptions that meet regulations to protect your business. GMS will also conduct market analyses to provide you with a pay range that aligns with your open positions. Learn more today!

  • While the COVID-19 pandemic is winding down, the talent shortage is still the number one challenge businesses face. According to a study, 55% of business owners and recruiters struggle to find qualified applicants for open positions. In addition, it’s said that the U.S. is facing one of the most alarming labor crunches it has ever seen.

    Alongside the shortage of quality talent, Glassdoor conducted a study showing that the average cost of hiring an employee is around $4,000. On top of that, the average time it takes to hire a new employee is 42 days. As a business owner, you don’t have time to deal with such challenges and the amount it costs to hire one employee. Continue reading to see what HR professionals say about automated recruiting software.

    The Importance Of Automated Recruiting Software

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

    As a business owner, there is only so much time to handle these tasks in one day. Make it easier for yourself and utilize recruiting automation software. Once you have automation tools in place, you can quickly identify top talent, which leads to hiring candidates faster than ever.

    The following are reasons why you should leverage recruiting automation tools:

    • Increases productivity 
    • Improves quality of hire
    • Bias-free hiring
    • Assesses candidate skills effectively 
    • Reduces the time to hire
    • Reduces the cost per hire
    • Enhances the candidate’s experience 
    • Increases diversity 
    • Creates a more straightforward onboarding process

    Recruiting automation tools ultimately help you attract and engage candidates by giving them a positive experience. In today’s competitive market, ensuring you’re providing an excellent candidate experience is essential. While there are many recruiting tools available to you, it’s vital that you conduct your research and understand the goals you want out of the software to make your job easier.

    Let’s Find The Candidates You Want And Need

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

  • The Temporary Worker’s Bill of Rights or, Senate Bill 511, is now being considered with revisions made by New Jersey Governor Phil Murphy. After originally vetoing this bill, he claimed to “wholeheartedly support the overarching objectives,” and proposed additional revisions. If the legislature accepts his revisions, Gov. Phil Murphy said he will sign it into law.

    The Temporary Worker’s Bill Of Rights

    Senate Bill 511 would require businesses to provide temporary workers with:

    • At least minimum wage
    • Equal benefits that are offered to their full-time employees

    In addition, the bill aims to address discriminatory workplace practices and promote gender and racial pay equity. Pay equity is the idea of compensating employees with similar job functions with comparably equal pay, regardless of gender, race, or ethnicity. This means that if two different jobs contribute equal value to their employer’s operations, then employees in those positions should be receiving equal pay.

    Temporary agencies would also be required to keep written records of pertinent employment information, including:

    • Location of the worksite
    • Number of hours worked
    • Rate of pay for each employee
    • A copy of any contract pursuant to which the temporary worker is performing work
    • Any deduction from the worker’s pay

    Should this bill pass, it would allow temporary employees to sue the temporary labor agency and the third-party company for violations of the bill. Any business or temporary agency that violates the bill will be subject to civil penalties, such as financial penalties, with each day of not complying constituting a separate offense.

    Additionally, Gov. Murphy proposed that this bill only applies to occupations that are most vulnerable to exploitation which include the following:

    • Construction labor
    • Security services
    • Cleaning
    • Landscaping
    • Food service
    • And more

    He also calls for one million dollars to be appropriated for the Department of Labor and Workforce Development which ensures vigorous enforcement of the new protections.

    GMS Is Here To Help!

    Managing payroll and tax filings can be a strenuous task for small business owners. When you partner with GMS, you can take full advantage of online payroll software to simplify your business and save you valuable time. GMS provides a comprehensive web-based payroll solution to ensure compliance, accuracy, and peace of mind. Our online payroll software allows you to complete payroll in minutes and manage and access payroll information anywhere there’s an internet connection. Contact us today if you’re ready to focus your time and energy on growing your business instead of spending hours on payroll processing.

  • The freight and transportation industry has undergone significant changes over the past years. Managing freight audit and payments (FAP) needs to be rethought in light of the rapid globalization of the world, which means being more efficient and data-driven than ever before. In spite of this, small business owners who manage fleets are provided with many resources that ultimately assist them in focusing on more important aspects of their business.

    Requirements Set By FedEx

    Should you choose to make your life easier and partner with a professional employer organization (PEO), you must partner with a certified professional employer organization (CPEO). A CPEO is a PEO that has met the requirements set by the IRS. Being certified as a CPEO means that we can offer our clients specific financial protections and tax benefits.

    A CPEO is solely liable for federal employment tax payments on wages that are paid to its worksite employees. Therefore, if the CPEO fails to pay payroll taxes, the IRS cannot go after the client to collect employment taxes. The liability falls entirely on the CPEO, not the client.

    Contractors of FedEx must comply with the following requirements: 

    • Use only CPEOs certified by the IRS
    • Ensure that any CPEO used by the service provider is registered and in good standing with the state(s) in which it operates
    • Upon request of FedEx Ground, you must provide proof of CPEO registration with additional related information which includes:
      • Proof of workers’ compensation coverage
      • Unemployment insurance
      • All federal and state payroll taxes were withheld

    As a contractor of FedEx, you take on all liability related to your business. However, FedEx wants to ensure its contractors are complying with all rules and regulations. That’s why when you choose to outsource your business functions including HR, benefits, payroll, and/or risk management, it must be with a CPEO.   

    Get Started Today!

    All small business owners in the transportation industry looking to partner with a CPEO to save them time and money have come to the right place. When you partner with GMS, you are guaranteed a partnership with a CPEO that will ensure you are compliant. Sales representative Danielle Kossman voiced, “Having partnered with many FedEx contractors, we’ve been able to provide a single-source solution for risk management, benefits administration, payroll, HR, and employment practices liability insurance (EPLI). You can rely on GMS to ensure you comply with the ever-changing rules and regulations.”

    We understand that choosing to partner with a PEO is a huge decision. However, it ultimately benefits your business in the short and long term of the partnership. Contact us today to get started.

  • The Internal Revenue Service (IRS) announced the new amount individuals can contribute to their 401(k) plans in 2023. In 2023, individuals can contribute $22,500 to their 401(k) plans, a $2,000 increase from 2022.

    Additional Information

    The new contribution limit in 2023 applies to all employees who participate in 401(k), 403(b), most 457 plans, and the federal government’s Thrift Savings Plan. For more information regarding retirement plans, click here. The government enforces limits on how much money employers and employees can contribute to their retirement plans. There is a maximum limit for all retirement plan types. However, some limits change each year.

    Get The Support You Need!

    Are you a business owner considering offering your employees a 401(k) plan? Or perhaps you already do and are looking for ways to improve it. Offering retirement plans is essential to recruiting and retaining quality employees, but it’s a benefit with a lot of complexity and risk. Tom Smith, GMS’ Director of Retirement Services, explains, “Offering a retirement plan is a great benefit for business owners to be able to provide employees. From a cost standpoint, it’s typically one of the more economical benefits. A 401(k) gives business owners flexibility in terms of plan design options to meet their business needs.”

    In addition, a handful of retirement plans change the contribution limits each year. When you partner with GMS, we help you:

    • Cut costs and reduce stress
    • Save you time
    • Offer benefits your employees want the most

    Contact us to get started today!

  • At 2:00 a.m. on November 6th, 2022, daylight savings time ends. Daylight saving time (DST) is the practice of setting clocks forward one hour from standard time during the spring and summer months. In the fall, you set the clocks back an hour to use natural daylight more effectively. Continue reading to learn its effects on business owners.

    The Purpose Of Daylight Saving Time

    This practice became federal law in the United States when President Lyndon Johnson signed the Uniform Time Act in 1966. The idea behind daylight savings is to maximize sunlight in the Northern Hemisphere as days get longer in the spring. Individuals gain an extra hour of sunlight by springing forward their clocks and falling back. However, the benefits of this practice tend to be controversial, and the shift can have measurable impacts on health. As an employer, it’s essential that you understand the following considerations as we prepare to set our clock back on November 6th.

    The period from 1:00 a.m. to 2 a.m. 

    If you have employees working on November 6th at 2:00 a.m., you may be required to pay those employees for one additional hour of work. It’s only required if the time change extends the number of hours worked. The Fair Labor Standards Act (FLSA) states that all hourly employees must be paid for all hours worked. On this specific day, your employees will have worked the hour from 1:00 a.m. to 2:00 a.m. twice. As the employer, you could modify these employees’ start and end times to avoid this conflict.

    Overtime obligations to consider

    It might also count towards overtime compensation if you choose to pay your nonexempt employees for that additional hour of work between 1:00 a.m. and 2:00 a.m. This could result in a workweek of over 40 hours or a workday of over eight hours. Prior to November 6th, you must determine your employees’ overtime compensation for the day and week to ensure you comply accordingly.

    GMS Is Here To Help

    While you have probably tackled daylight saving time before, it’s essential that you comply with all rules and regulations. At GMS, we understand you don’t have the time to sit down and read a rule book of everything you must comply with. In addition, payroll management is a long and tiring process. Stop spending time worrying about payroll and start spending time growing your business. Partner with GMS so you can have that extra hour on November 6th. Contact us today.

  • In today’s world, technology is ever-changing. As a business owner, it’s vital to stay on top of these changes to ensure your business runs efficiently. For HR professionals, technology is utilized to attract, hire, retain top talent, support workforce administration, and optimize workforce management. Technology allows individuals to gather, collect, deliver information, and communicate effectively with their employees.

    Continue reading to learn five important steps to simplify your HR technology buying process. 

    Step One: Determine What’s Missing

    If you’re currently utilizing technology, you need to dive deeply into the software and determine what’s not working for you and what is. In addition, is there anything else you wish the software could do to make your job easier?

    If you have no technology system in place, you must start by writing down what you want the technology to assist you with. Do you want it to retain and attract top talent? Perhaps, you want to ensure your job descriptions reach the right candidates. Almost 60% of HR teams state that finding, attracting, and retaining talent is the main reason for using HR technology.

    Step Two: Do Your Research

    As soon as you determine what’s missing and what you’re looking for, it’s time to do your research. There are many types of HR software available to you that will address the specific needs you determined in step one. Whether it’s recruiting or simplifying your automation process, there’s a solution out there for you. Ensure you demo every software presented to determine if it meets all your needs. The goal of HR technology is to make your job simpler.

    Step Three: Involve Employees In The Selection Process

    Business owners make the common mistake of not including their employees in this selection process. Whichever software you decide to choose, your employees will be your change champions, using it daily, so their feedback and buy-in are essential. Have your employees sit in during the demo process, whatever that may look like. When deciding what software features should be implemented, their involvement can be extremely valuable. You want software that’s easy to learn to solve your pain points and aids in the growth of your business. Listen to your employees!

    Step Four: Reach Out To Other Users

    Once you determine what technology you want to begin implementing in your business, reach out to other users who have been utilizing the same software. Hear their success stories. What do they like about it? Is it missing any pain points that you want to be solved? Every software vendor should provide you with a list of references if their product has been valuable to other businesses. If not, that’s your sign to move in another direction.

    Step Five: Determine The Right Price

    Once you’ve completed the above steps, you’ve made it to the most important step, price. As a business owner, the last thing you want to do is our money into your business, while lacking growth. However, the implementation of HR technology is vital for the growth of your business. Reach out to other business owners you know who are utilizing HR technology in their business and ask what they’re paying for it. The size of your business also impacts the price. Doing your research will help determine if you’re paying too much or too little for what you’re looking for.

    GMS’ Technology Drives Your Efficiencies 

    HR technology is an essential aspect of your business as it provides you with a decision-making tool to manage costs and enables you to reduce the time spent on administrative functions. One of the most important value propositions GMS offers our clients is the accessibility to cutting-edge technology. This type of technology is typically out of reach for small to mid-sized businesses. When you partner with GMS, you gain access to GMS Connect, a fully integrated, cloud-based human resources information system (HRIS) that enables your services and drives your efficiencies. Our software enables world-class payroll, benefits, HR, recruiting, performance management, and more – covering the entire HR spectrum from hire to retire. To demo our HRIS, contact us today!

  • The Biden-Harris Administration has extended the COVID-19 public health emergency to January 11th, 2023. This concern has adapted from the speculation of a winter spike in COVID-19 cases. The COVID-19 public health emergency first made its appearance in January 2020 by the Trump administration and has been renewed every 90 days since.

    Recall: The Purpose Of The COVID-19 Public Health Emergency

    The declaration allowed changes throughout the healthcare system which included the free distribution of COVID-19 vaccines and treatments. Millions of Americans gained Medicaid coverage, telehealth services were authorized, and hospitals gained flexibility in responding to patient surges.

    In addition, it provided the federal government with the flexibility to waive or modify specific requirements in a number of areas such as Medicare, Children’s Health Insurance Program (CHIP), Medicaid, and private health insurance. Alongside these, Congress also enacted the following legislation:

    What Next?

    When the COVID-19 public health emergency ends, an estimated 5.3 million to 14.2 million individuals could lose their Medicaid coverage. The loss of Medicaid coverage has been named, “the great unwinding,” and could take as long as a year to complete.

    It’s vital for small business owners to provide their employees with the health insurance coverage they need. What happens when the public health emergency ends and you have employees who were enrolled in Medicare during that health emergency period? GMS does more than simply offer coverage like a medical insurance company. We provide our clients with various tools and resources to find a coverage solution tailored to their needs. Contact us today!

  • As a result of the COVID-19 pandemic, many businesses have shifted to a remote or a hybrid work-from-home model. However, when it comes to implementing this style as a more permanent option, there are additional pain points. Have you considered how you will communicate company policies to your employees? Unfortunately, there is no exact methodology to follow when administering these policies.

    Unsure where the best place to start is? Keep reading as we dive into the eight considerations to keep in mind as you move to a remote work environment.

    What Roles Can Be Performed Remotely? 

    As you start, it’s a good idea to look closely at the job descriptions of each role within your organization. Some positions may be customer-facing and require face-to-face interactions. Other positions may require onsite monitoring.

    Will You Use A Location-Based Or Value-Based Compensation Model? 

    Many businesses follow a location-based model when it comes to compensating their employees. Salaries range based on the geographic location of your employees. However, many businesses have considered a value-based approach due to the rise in remote work. This style of pay is strictly based on the value that the employee brings to the organization.

    Are You Complying With pay Equity Standards?

    There are multiple reasons one may want to pay onsite workers higher than offsite workers. This can be commute-related, encouraging in-person collaboration, or alleviating communication barriers that come along with working remotely.

    Does Your Pay Policy Affect Employee Morale? 

    Many employees prefer on-site work, whereas others desire to work remotely. Perspectives may vary depending on the employee and how they view the workplace culture. Some employees may be more flexible about the idea and more willing to accept less pay to work remotely. Others may not be willing to trade flexibility for compensation. Before finalizing a policy, it’s important to consider not only employee morale but how this plan will affect recruitment and retention.

    The Wage And Hour Rules To Consider

    The Minimum wage and overtime rules for non-exempt employees, salary thresholds, and job duty tests vary throughout each state. Another consideration is expense reimbursement, meal and rest breaks, and more. It is vital to ensure that your pay practices for onsite and remote employees comply with the applicable federal and state wage and hour laws.

    Labor Relations To Consider

    Are your employees unionized? As collective bargaining agreements are being negotiated, it’s vital to have a written policy to address work arrangements and compensation for remote workers. Another consideration is to begin working alongside your labor counsel early in the process. This will allow you to build a plan within your bargaining strategy.

    Local Tax And Insurance Requirements 

    Each state has different laws when it comes to managing employee leave and disability programs. These deductions must be completed properly. Consider looking into whether a business regulation is required when you have multiple remote employees within a state.

    Building A Written Policy

    After building your remote-work compensation strategy, it’s time to take those practices to your employee handbook. Following these clear guidelines will help maintain consistent pay practices, that employees can respect.  

    GMS’ Support

    Remote work and hybrid schedules may seem simple; however, many regulations come along with them. As a business owner, there is not enough time in the day to manage all these tasks on your own. That’s when GMS steps in to help. GMS has all the resources you need to remain compliant. Our HR account managers can help you develop and implement a work-from-home and hybrid strategy that works across the board for your business. Learn more today!

  • Are you a small business owner who has found yourself asking if you should offer a retirement plan as part of your employee benefits package? Now more than ever, it’s important to stand out from competitors to attract and retain top talent. There are various retirement plan options available, including a traditional IRA, 401(k), ROTH IRA, Simple IRA, and many more.

    In recent legislation, The Secure Act 2.0 package included a proposed Starter 401(k), as well as new and expanded tax credits to small businesses offering retirement plans. The Starter 401(k) plan aims to allow small businesses to offer retirement plans while streamlining regulations and lowering costs. Under this bill, eligible employers – those that do not already offer a plan – are not required to provide matching contributions. In addition, it would also create a safe harbor for the non-discrimination and top-heavy testing requirements for defined contribution plans. Annual contributions would be limited to:

    • $6,000
    • Indexed to inflations
    • Additional catch-up contribution for those at least 50 years of age

    If the bill is passed, the Starter 401(k) plan will aim to eliminate common barriers to plan sponsorship. If the bill is passed, it will be effective after 2023 and include the following provisions:

    • Small businesses with no 401(k) plan in place can offer either a Starter 401(k) plan or a Safe Harbor 403(b) plan. 
    • Eligible employees would automatically enroll at the minimum default level of 3% of their income. 
    • Employer contributions are not required, therefore lowering costs for employers. 
    • Year-end testing is not required, saving time and reducing stress. 
    • Limits on annual contributions would be the same as the current IRA contribution limit, which in 2020 is $6,000 with an additional $1,000 in catch-up contributions beginning at age 50. 

    Traditional 401(k) Plan 

    The most common type of retirement plans small businesses provide their employees with is a 401(k) plan. A 401(k) plan is a retirement savings plan many employers offer that has tax advantages for the employee enrolled in the plan. Employees who sign up for a 401(k) agree to have a percentage of each paycheck paid directly into an investment account.

    The following are benefits for your business when you provide a 401(k) plan to your employees:

    • Lower tax liability
    • Improved work ethics
    • Business tax credits
    • Attractive benefits
    • Business tax deductions

    A small business 401(k) plan is designed as a multi-purpose tool for business owners. Employers can use a 401(k) plan to lower this taxable income, grow savings for retirement, and to even manage the future of their business. Ultimately, a 401(k) plan plays a significant role in making your vision for the future a reality. From a cost standpoint, this type of plan is typically one of the more economical benefits for small business owners.

    Get Started Before The New Year!

    As a small business owner, you wear multiple hats at once. So, adding an additional hat to your plate may not sound too appealing to you. However, offering retirement plans is essential to recruiting and retaining quality employees. Tom Smith, GMS’ Director of Retirement Services, expresses, “Offering a retirement plan is a great benefit for business owners. A 401(k) plan gives business owners flexibility in terms of plan design options to meet the needs of your employees.” GMS offers its clients the option of a profit-sharing 401(k) plan. This gives business owners flexibility in how much they contribute to their employees’ 401(k) accounts. With this option, instead of a standard employee-match program where the employer will match the employee’s contribution up to a certain amount, the employer has more flexibility and control over the contribution. Allow your employees to enroll in a retirement plan before the new year starts. Contact GMS today.