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  • On August 18th, a proposed rule from Immigration and Customs Enforcement (ICE) could give employers more options when reviewing I-9 documents submitted by new hires. One of these options could allow the permanent ability to review Form I-9 documents remotely.

    Should this rule get finalized, it would create a framework under which the U.S. Department of Homeland Security could “pilot various options, respond to emergencies similar to the COVID-19 pandemic, or implement permanent flexibilities upon a specific determination as to the level of security, including, but not limited to, fraud risk.” Following this proposed rule, there will be a 60-day comment period. A comment period is the range of time the public has to submit input before an agency makes a final decision on a proposed rule.

    Previous I-9 Review Process

    Before the proposed rule, ICE required all employers to examine worker identification in person as part of the Form I-9 completion process. As an employer, businesses would often contract with a third party to review these documents if you had employees who worked from a different location. Recently, ICE allowed remote review for some employers due to the COVID-19 pandemic. While this is still in place, employers must follow up with an in-person inspection.

    A Work In Progress 

    Due to the lengthy federal rulemaking process, there are still a few questions that need to be answered. The agency is requesting input on several concerns from employers that include:

    • Ways to reduce fraud
    • How to avoid discrimination 
    • Considering various document requirements applicable to the remote examination 
    • Detection of fraudulent document detection or antidiscrimination training requirements for employers
    • Will employers enrolled in E-Verify be able to use alternative procedures 

    Since the beginning of COVID-19, many employers have opted for remote review options. However, they are requesting to improve remote examination methods.

    I-9 Review Made Easy

    At GMS, we provide our clients with paperless onboarding, benefits enrollment, payroll, and employee training to help your new employee get acclimated and set up for success. As a business owner, you understand the extensive amount of time it takes to onboard a new hire. Implementing our streamlined onboarding process allows your team to be easily guided through each step. Simplify the hiring process, and let GMS make it easy. Contact us today to learn more.

  • Employees’ needs have changed since the pandemic in 2020. Alongside the pandemic, there’s currently a tight labor market, hybrid work options are becoming increasingly popular, and benefits packages are being reviewed. Continue reading to learn what additional actions employers may take before open enrollment.

    Mental Health Benefits

    As an employer, it’s vital to understand that mental health support at work is no longer a perk; it’s a must-have resource for employees. A survey showed that 42% of employees with access to mental health benefits in the workplace say they’re more likely to stay at their job. In addition, 44% of employees who don’t have access to mental health benefits felt unsupported by their employers. Employers can enhance mental health benefits by expanding services offered through employee assistance programs and providing many other resources.

    Employee Financial Wellness

    Due to a tight labor market and fear of a recession, financial well-being programs have become increasingly popular. Researchers show that 69% of workers are stressed about their finances, with 72% of individuals worrying about their personal finances at work. Companies have begun launching financial wellness programs for their employees to support getting their finances back on track.

    In addition, financial stress results in a 34% increase in absenteeism and tardiness. Employees who worry about money miss almost twice as many days per year compared to colleagues who don’t have the financial stress. As an employer, if you can take away some of your employees’ financial worries out of the equation, you’re one step closer to a healthier and happier workforce.

    Medical Travel Benefits 

    When the Supreme Court announced its abortion decision, Dobbs vs. Jackson Women’s Health Organization, businesses started offering their employees travel benefits should an employee need an abortion. Another 16% of employers plan to provide abortion travel benefits in 2023, while 21% consider offering this benefit to employees. Learn more about what actions employers are taking to ensure their employees feel heard by clicking here.

    What Actions Will You Take? 

    As a business owner, it’s crucial to keep and attract quality employees to continue growing your business. Offering a quality benefits package is one of the best ways to retain and hire top talent. However, the only problem is that providing a quality benefits program often becomes increasingly more expensive and time-consuming. Be proactive and prepare yourself for open enrollment by partnering with GMS. Contact us today.

  • The Michigan Court of Claims ruled earlier this year that the legislature violated the Michigan Constitution in 2018 by enacting, and within the same session amending, two ballot initiatives:

    • One requiring higher minimum wages
    • One requiring paid sick leave

    The 2018 ballot initiative was originally designed to raise the state’s minimum wage between 60 and 75 cents yearly until it reached $12.00 in 2022. The initiative was then intended to tack the minimum wage to inflation. Since employers and the relevant state agencies may not be able to implement the changes required by its decision immediately, the court has extended its stay until February 20th, 2023.

    What Employers Should Know 

    Starting February 2023, the standard minimum wage in Michigan will increase from its current $9.87 per hour to at least $12.00 per hour. Because the original 2018 ballot initiative would have increased the standard minimum wage to $12.00 effective on January 1st, 2022, the amount could increase in February 2023. In addition, the minimum wage for tipped employees will increase from its current $3.75 per hour to at least $9.60 or even higher.

    Paid Sick Leave

    Under the Earned Sick Time Act, Michigan employers must provide their employees 72 hours of sick leave annually. For employers with at least 10 employees, all 72 hours of leave must be paid. Small employers are to provide at least 40 hours of paid sick leave annually, while the balance of the 72 hours of leave may be unpaid.

    Partnering With GMS For Payroll Administration 

    Payroll is costly in both money and time. You probably know how your payroll responsibilities impact your operational efficiencies and bottom line. Between tax calculations, payroll, compliance, and all other payroll functions, there’s an insufficient amount of time to manage it properly. Stay up to date with regulatory changes and ensure your employees are being paid correctly by partnering with GMS. Contact us today.

  • The New Jersey Division on Civil Rights proposed new regulations earlier this year, allowing employers to place their required posters on the internet or intranet. Typically, this would be placed on a bulletin in the workplace. The DCR potential regulations allow employers to satisfy the state’s Law Against Discrimination (LAD) and Family Leave Act (NJFLA).

    What The Act Entails

    The regulations proposed creating a new annual LAD and NJFLA notice distribution requirement. The regulation became final on August 1st. One of the significant requirements, according to SHRM, is, “In the event that an employer has an internet site or intranet site for use by its employees to which all employees have access, and the employer customarily posts notices to affected employees or other affected individuals electronically on the site, posting of the official LAD and NJFLA posters.” 

    Employers must post their posters and distribute a copy to each employee. This can be completed annually, on or before December 31st. This must also be completed upon employee request. Another way to receive the posters can be through email delivery. While the process is available online, printed materials may still be delivered. This can be done through paycheck inserts, brochures, or information packets.

    The posting requirements are similar to the following notices: 

    • The state gender equity
    • Reporting and recordkeeping requirements 
    • Conscious Employee Protection Act (CEPA)
    • Family leave insurance

    Why GMS

    Ensuring that your business stays up on regulatory changes is vital. It can become an overwhelming process amongst other daily tasks. When you lean on GMS, the process is simple. Our HRIS systems allow your employees access the tools and materials they need. Contact us today to learn more!

  • Under the Pennsylvania Minimum Wage Act (PMWA), the new state wage-and-hour regulations will take effect on August 5th for tipped and salaried nonexempt workers. The PNWA establishes a fixed minimum wage and overtime rate for employees in Pennsylvania. In addition, it sets forth compliance-related duties for the Department of Labor & Industry and employers. These changes align with additional federal regulations, including raising the tipped employees’ minimum wage to $7.25 an hour.

    New Regulation Requirements 

    Pennsylvania employers are now required to calculate the regular pay rate for salaried, nonexempt employees by adding all remuneration for the workweek and dividing this by 40 hours. In addition, to calculate the overtime pay due, the regular rate is:

    • Multiplied by 1.5
    • Then, multiplied by the number of hours worked more than 40 in that workweek

    The new formula for calculating overtime premiums for salaries of nonexempt employees is:

    • [(Weekly salary + any other remuneration not excluded under 34 Pa. Code § 231.43(a)) ÷ 40 hours] × 1.5 × OT hours = Total Overtime Owed

    This new formula for salaried nonexempt overtime workers is a departure from the Fair Labor Standards Act’s (FLSA) fluctuating workweek (FWW) method of calculating overtime premium pay for salaried nonexempt employees.

    What This Means

    Pennsylvania’s new formula for calculating overtime pay for salaried nonexempt employees was created to be more protective for workers. In addition, it will result in greater overtime pay for employees than before with the federal FWW formula. All employers in Pennsylvania should consider re-evaluating whether their practices comply with the new PNWA formula.

    Is It Time For Your Business To Invest In Payroll Outsourcing Services?

    It’s no secret that payroll management is a long and tiring process, not to mention keeping up with new regulations you must comply with. If you’re struggling, it’s time to consider outsourcing payroll administration to a professional employer organization (PEO) such as GMS. Contact us today.

  • A bill amending workers’ compensation benefit requirements for employees who sustain an injury while working from home goes into effect on September 23rd. House Bill 447 states that an employee who works from home and is injured is compensable under Ohio’s workers’ compensation system only if:

    • The injury arises out of the employee’s employment
    • Was caused by a special hazard of the employee’s employment activity
    • It is sustained during an activity undertaken by the employee for the exclusive benefit of the employer

    The bill restricts the definition of injury for employees who work from home. Previously, if a remote worker was injured, it was compensable if sustained during and arising out of their employment. The bill is meant to codify the limitations of work-from-home injury claims, says Philip Fulton, a Columbus-based injured workers attorney.

    Lower Your Risk Of Workers’ Compensation Claims 

    GMS helps you lower your risk of workers’ compensation claims. By helping you reduce the risk of accidents and potential claims, you receive a much lower rate than what the Bureau will offer. Should an injury happen to an employee while working from home, GMS will make the overall claim determination and will cover all medical and compensation costs. Learn more by contacting us today.

  • For many business owners, a visit from the Occupational Safety and Health Administration (OSHA) can be a nerve-wracking experience. OSHA conducts tens of thousands of inspections each year to ensure that businesses maintain their legal responsibility to protect employees from injuries and illnesses.

    No employer wants to see an OSHA inspector at their door, but that doesn’t mean you can’t be prepared. Let’s break down what can trigger OSHA inspections and what employers can do to make the experience as quick and painless as possible.

    What Causes OSHA Inspections To Happen?

    There are several reasons why OSHA may conduct an unplanned visit to your business, but some are more likely to trigger an inspection than others. The following reasons can all cause OSHA to come knocking on your door and are ranked in order of priority.

    1. High-hazard environments with issues that pose imminent danger.
    2. Someone died or multiple people were hospitalized on a job site.
    3. Employees on-site filed complaints or requested an inspection.
    4. Other agencies, businesses, or individuals referred a worksite for OSHA investigation.
    5. OSHA is following up on a previous inspection to determine if the violations have been corrected.
    6. A visit was pre-planned because a workplace previously experienced high incident rates or is in a hazardous industry.

    Generally, the majority of OSHA inspections are surprise events. According to OSHA, there are only four instances when the organizations will give advance notice for inspections:

    • OSHA needs to involve management to immediately address cases of apparent imminent danger.
    • An inspection requires special preparation or must be conducted after regular working hours.
    • If management and worker representatives are not likely to be on-site unless they have advance notice.
    • If the OSHA area director thinks a more complete inspection is necessary, such as an investigation following a fatality.

    How To Prepare Ahead Of Time

    Workplace safety begins long before an OSHA official stops by for a walkaround inspection. Preventative safety measures can help drastically limit the odds of accidents and ensuing visits from OSHA.

    Conduct jobsite inspections and risk assessments

    The best way to prevent accidents and inspections is to eliminate issues that lead to them. Take some time to identify and eliminate potential hazards on your worksites. Everything from minor trip hazards to missing safety equipment can lead to problems, so a proactive approach can save you and your employees from physical harm and future headaches.

    Train employees on workplace safety

    The better educated your employees are about workplace safety, the more likely it is that they will safely perform their jobs. Ongoing training sessions can teach your workforce everything they need to know about workplace safety, including:

    • What personal protective equipment (PPE) is required on the job, when it’s needed, and how to properly wear it.
    • Special safety procedures, such as fall protection guidelines.
    • How to identify hazards and report them.
    • Proper procedures for how to use and store workplace tools, equipment, and machinery.
    • Best practices for fire safety, first aid, and other needs.
    • Next steps to take in the event of an accident or other incident.

    Maintain safety documentation

    A well-defined set of workplace safety policies is an effective way to encourage employees to adopt safe work habits and a valuable compliance tool. Update your employee handbook to include safety and health policies included in your workplace safety program.

    Even if you have existing policies in place, review them to ensure there are no gaps and that they are up to date. You should also keep records of any relevant safety data, including:

    • OSHA 300 logs
    • Safety data sheets
    • Safety training and toolbox training sign-in sheets

    What To Do During An OSHA Inspection

    Preventative measures can help your business drastically reduce workplace accidents and OSHA inspections. However, it’s important to act accordingly if OSHA arrives with an inspection warrant. The following tips can help you protect your business and make the inspection go as smoothly as possible for both parties.

    Know your rights

    During an OSHA inspection, you have the right to take measures to protect your business. The Society for Human Resource Management (SHRM) recommends that employers know about the following rights they can use to their benefit:

    • OSHA may not inspect a workplace without administrative probable cause and a warrant, giving employers some room to negotiate a reasonable scope for the inspection.
    • Employers have the right to exclude nonemployee third parties from the inspection process.
    • Employers have the right to an opening conference that they can use to:
      • Negotiate the inspection scope.
      • Ask questions about the purpose and cause of the inspection.
      • Establish ground rules for how the inspection will proceed, including document collection, conducting interviews, and gaining physical access to the facility.
    • If an investigation was triggered by an employee complaint, employers have a right to obtain that complaint before consenting to an investigation.
    • Employers can accompany the OSHA compliance officer at all times during the inspection walkaround and document evidence alongside them.
    • After the inspection is complete, employers have the right to contest any OSHA citations.

    Be civil and accommodating when the inspector arrives

    The arrival of an OSHA inspector isn’t something you want to see, but it’s still important to be civil and accommodating when they’re in your workplace. While employers can use their rights to protect themselves and their company, it’s essential that you don’t do anything that can be viewed as an obstruction of the investigation. Don’t do anything that would prevent the inspector from doing their job; otherwise, your business could face criminal penalties.

    Another great reason for civility is that acting in good faith goes a long way in the eyes of OSHA. If you don’t act like you’re trying to hide something, the inspector is more likely to be lenient if they do find any issues and deal out penalties. This doesn’t mean that you need to provide info you aren’t asked about, but working with the investigator goes a long way toward making the investigation quicker and easier.

    Stay with the inspector

    If someone from OSHA is on site, make sure they’re not alone. Accompany the compliance officer wherever they go. Ensure you can see what they see and collect the same information as them, in case you need to defend your business against a citation.

    If you can’t stay with them, ensure that an authorized representative stays with the inspector in your place.

    Work With Safety Experts Who Can Help Protect Your Business

    It’s not always easy to maintain a culture of safety, but taking the time and effort to do so can make a major difference for both you and your employees. Fortunately, you don’t have to address workplace safety and OSHA inspections alone.

    GMS partners with business owners to make their business a safer place. We use cost containment and loss prevention strategies to improve workplace safety, manage the OSHA inspection process, and lower workers’ compensation costs. Contact GMS today to learn more about how our risk management services can protect your business and save you time.

  • As an employer, type 2 diabetes impacts more than just employees who are either at risk or live with the chronic condition. According to the Society for Human Resource Management, type 2 diabetes costs U.S. employers more than $20 billion a year from unplanned time off from work alone. Add in the impact that additional claims have on group health insurance premiums and the effects of diabetes can ramp up your group health costs.

    Healthier employees make for a happier, more productive workforce, which is why more businesses are investing in diabetes management programs. Keep reading to learn how these programs work and why they can mutually benefit both employers and employees.

    What Is A Diabetes Management Program?

    A diabetes management program provides individuals with the information, skills, and resources they need to manage type 2 diabetes, prediabetes, or other related conditions. These programs are designed to assist those dealing with diabetes, blood pressure, and other health issues.

    Diabetes management programs can assist employees in a variety of ways. While some programs are tied to a certain period of time, others provide ongoing assistance to help individuals develop a healthier lifestyle and make meaningful changes in their lives. Each plan can differ, but a comprehensive diabetes management program can include the following elements.

    Health coaching

    Access to these types of programs means that employees have certified diabetes educators that they can turn to for help. Diabetes management coaches are clinically-trained health professionals who offer feedback and encouragement at every step. These coaches are regularly available through an online live chat, giving employees the help they need to prevent and manage their condition.

    Personalized diabetes management education

    In addition to professional assistance, programs also give employees the tools to learn more about diabetes care on their own time. People can go on their computer or a mobile app to access learning tools such as special articles, quizzes, and infographics. They can also use these online communities for healthy food recipes, special workouts, and other resources for ongoing diabetes care.

    Online tracking and monitoring tools

    Diabetes management programs make it easy for employees to set goals and track their own personalized health programs. Users can work with coaches to identify specific targets, whether they want to lose weight, lower blood pressure, or maintain certain blood sugar levels recommended for diabetes prevention. All this information is tracked online, meaning employees can follow their progress on their phones and set up reminders for their custom health care plan.

    Health forecasting and insights

    It’s not always easy to manage your diabetes, especially when navigating sudden dips in glucose levels and other challenges. Modern technology allows diabetes management programs to provide predictive insights for glucose and blood pressure. Employees with diabetes can simply use blood sugar readings to estimate future glucose levels and be proactive about their health.

    An employee pricking his finger to test his blood sugar during his diabetes management program.

    What Are The Benefits Of Offering A Diabetes Management Program?

    While employees can certainly feel the benefits of a diabetes management program, there are plenty of advantages for businesses as well.

    Healthier, more productive employees

    Simply put, healthier employees are more productive employees. According to the Centers for Disease Control, U.S. businesses lose a total of $26.9 billion each year just from reduced workplace productivity caused by diabetes. Taking measures to improve employees’ health can help employees feel better on the job, ultimately improving their focus and productivity.

    Reduced absenteeism

    Health issues can lead to a lot of lost work days. SHRM found that full-time employees with diabetes missed an extra 5.5 work days each year, while part-time workers missed 4.3 extra days on average. Utilizing a diabetes program can help address the health issues that lead to that additional absenteeism.

    Morale

    Offering employees a diabetes management program does more than just help them with their health. It also shows that employers care about their well-being. According to Zippia, 80% of employees say they enjoy their work when their employers take an active role in their wellness. In addition, 85% of those workers say they intend to stay at their jobs.

    Embrace Diabetic Management At Your Business

    Nearly 10% of Americans have type 2 diabetes, and more than a third are at high risk of developing this chronic condition. Odds are, your business is being impacted by the effects of diabetes, whether your employees know they have diabetes or not.

    That’s why GMS helps businesses address their employees’ health through quality benefits such as diabetes management programs. We’ve partnered with One Drop to give employers access to all the tools and professional support needed to help their workers live healthier lives. Contact GMS today to learn more about our diabetes management program and other benefits administration outsourcing services.

  • On August 8th, 2022, the Senate approved bill H.R. 5376, the Inflation Reduction Act of 2022. This bill will make a historic down payment on deficit reduction to fight inflation, invest in domestic energy production and manufacturing, and reduce carbon emissions by 40 percent by 2030. In addition, the bill will allow Medicare to negotiate prescription drug prices and extend the expanded Affordable Care Act Program (ACA) for three years.

    While Democrats and supporters of the legislation believe it would lower health care costs, prescription drugs, and energy costs, and make the U.S. tax code fairer, others disagree. Individuals argue that the new spending would further aggravate inflation and stifle growth. While the bill must still pass in the House of Representatives and be signed by President Joe Biden, it’s more than likely to become a law.

    What This Means For Small Business Owners

    To stay compliant, small business owners must keep up with changing laws and regulations. Following the passing of the Inflation Reduction Act, it’s important to understand the following provisions:

    • 15% minimum tax on corporations with over $1 billion in revenue 
    • 1% excise tax on corporate share buybacks
    • $80 billion more in IRS enforcement

    The following are health care provisions: 

    • Extend the ACA subsidies through 2025
    • Allow Medicare to negotiate drug prices, starting with 10 drugs in 2026
    • Cap Medicare recipients’ drug expenditures at $2,000 per year

    Uncertainties Relieved Through GMS 

    Despite the uncertainty surrounding the new Senate bill, GMS experts are ready to help your small business. We provide you with resources and guidance to get you through unprecedented times. Our benefits services allow your business to offer competitive, cost-effective benefits such as health insurance while you focus on what you do best. Get back to focusing on what’s important, your business. Contact us today.

  • Employees are the backbone of every company, making employee retention vital. Business Insider called 2021 the “year of the quit.” In October of 2021 alone, 4.2 million people left their jobs in a mass workplace exodus known as the Great Resignation. Even now, the latest employee turnover statistics find that one-third of employees quit after six months of being on the job.

    Employee retention is about not only keeping employees happy and engaged but also setting your business up for long-term success. Let’s examine why turnover happens, how much it can cost a business, and how your business can reduce high employee turnover.

    What Is Employee Turnover And What Causes It?

    Employee turnover is defined as the number or percentage of employees that leave a company on a monthly, quarterly, or annual basis. Employee turnover can be voluntary (the employee chooses to go) or involuntary (you decide to terminate the employee). Regardless of who made the decision, high employee turnover is an indication that employee retention is low. There are various reasons for this, including:

    • Employee burnout
    • Inconsistent expectations set by managers and supervisors
    • Lack of employee appreciation and recognition
    • Lack of professional growth and career advancement
    • Low pay
    • Less comprehensive benefits
    • Poor workplace culture

    What Is The Cost Of Employee Turnover?

    There are many ways that losing an employee can hurt your bottom line. Turnover creates several direct and indirect costs that affect your business, including:

    • Hiring expenses: It costs money and time to advertise for a new position, interview candidates, perform background checks, and hire a candidate.
    • Productivity loss: While a company looks for a new employee, other employees might have to cover that employee’s tasks while taking care of their own, resulting in productivity loss.
    • Training issues: New employees need to be onboarded and trained, and it takes the average company 31.5 hours to train a new hire, which, on average, costs $1,888 for companies with fewer than 500 employees.
    • Lower employee morale: Low employee morale leads to increased absenteeism, costing an organization money and productivity.

    The exact costs caused by turnover can vary from employee to employee. Investopedia reported that it costs a company, on average, $3,500 in turnover costs to replace an employee only making $8 an hour. Their report also shows that it takes up to six months or more for a company to break even on its investment for a new hire.

    Salaried employees who leave cost businesses much more than their hourly counterparts. The Society for Human Resource Management (SHRM) found that turnover costs an average of half to three-quarters of an employee’s salary. For someone making $100,000, that’s a potential loss of $50,000 to $75,000 caused by turnover. Those numbers can range even higher for more specialized or upper management positions. For salaried employees, LinkedIn reported that turnover costs can cost 1.5-2 times their salary.

    A group of coworkers strategizing how to reduce high employee turnover.

    Different Ways Small Businesses Can Reduce High Employee Turnover

    Employees are more likely to stay at a company that they feel meet their needs on multiple levels. The following measures can help you reduce high employee turnover.

    Offer your employees competitive pay

    In 2021, Pew Research Center reported that 63% of employees left their jobs because of low pay. If you find that employees are regularly leaving for more money elsewhere, it may be time to examine your compensation structure to see if you’re competitive with the rest of the industry.

    You may also want to identify specific employees who would be particularly painful to lose. Sometimes paying an employee a few thousand dollars more is a smart way to retain top talent and lessen the chances of losing tens of thousands of dollars in turnover costs.

    Provide your employees with comprehensive benefits packages

    An alternative to paying employees more money is enhancing your benefits package. According to the Association of International Certified Professional Accountants (AICPA), 80% of Americans prefer workplace benefits over extra salary. Policy Advice also reported in 2021 that only 49% of the country’s total population receives group health insurance.

    If your company isn’t a part of this percentage, you’ll be more likely to recruit and retain more employees by offering them group health coverage. If your company is a part of this percentage, you can offer supplemental benefits to give your company an even greater competitive advantage. These benefits include:

    Foster workplace flexibility

    Allowing hybrid or remote work styles gives your business a competitive edge when it comes to retaining talent and recruiting new employees. A 2022 poll conducted by Forbes revealed that 63% of employees would feel more empowered if they had more flexibility. In addition, employees say having the freedom to choose when to come into the office matters as much as traditional benefits such as a 401(k) plan.

    Flexibility can also help eliminate or potentially offset turnover costs in other surprising ways. A Gartner, Inc. CFO survey revealed that 74% of companies planned to permanently shift to remote work after the pandemic ended, partly because of a decrease in operating costs and increased business profits. It Is estimated that business owners can save up to $11,000 a year by switching to remote work because they’ll pay less in overhead and utility costs.

    Make recruiting and retaining employees a priority

    An excellent hiring and onboarding experience can help limit the odds that new hires will leave within their first year. According to the Brandon Hall Group, a well-organized onboarding process improves new hire retention by 82%.

    For this reason, many companies outsource a company to take care of their employee recruiting services. You can partner with a professional employer organization (PEO) to write a quality job description that attracts top talent. Also, recruitment process outsourcing (RPO) reduces recruitment costs, ensures candidate quality, and uses applicant-tracking systems (ATS) to lead to cost savings and an improved recruitment process.

    Care about culture

    Even though it’s almost been a year since the Great Resignation, employees leaving their jobs is still trending. A 2022 survey from Flex jobs revealed that 62% of people leave their jobs because of company culture issues. Implementing a positive workplace culture includes:

    • Creating employee recognition programs
    • Setting clear and consistent departmental goals
    • Promoting diversity and inclusion
    • Accepting and utilizing your employees’ feedback

    You also want to create a workplace culture that doesn’t lead to employee burnout. Employee burnout leads to more absenteeism, resulting in lower productivity and higher profit loss. Offering your employees ample paid time off (PTO) ensures that they return to work feeling revitalized and refreshed. Ernst & Young reported that for every 10 hours of PTO taken, employee performance ratings improve by 8%. Unsure of how much PTO to offer your employees? Check out our post on How To Create A PTO Policy For Your Business.

    Analyze employee turnover

    If you have high employee turnover, it’s best to analyze why. One way to do so is by implementing employee exit interviews and surveys and looking at the data. Staff feedback about current workplace culture and practices is also helpful and can help identify potential reasons employees are leaving your company.

    Save Time And Money By Reducing High Employee Turnover

    It’s not easy to find good employees, and it’s even harder to replace them. Between turnover costs and the impact of losing good talent, companies must have retention and recruitment strategies in place to protect their bottom line.

    Of course, employing those strategies takes a lot of valuable time. That’s why GMS partners with employers to help you save time and money and reduce high employee turnover. Contact GMS about our benefits administration, recruiting, onboarding, and training services today.