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  • When the U.S. Supreme Court revoked the federal right to an abortion, many companies stepped in to support their employees. Companies including Amazon, Apple, Disney, and many others pledged to cover all travel expenses for employees that live in states where the procedure has now been made illegal.

    How Businesses Have Stepped Up For Their Employees

    However, businesses that announced their plan to offer travel benefits did not provide details, and it’s unclear if they will be able to legally. As a business owner, you must protect your employees’ privacy and keep them safe from prosecution. Employers have created supplementary policies that employees can buy to cover the costs of abortion travel. Additionally, businesses are contacting insurers to determine if travel can be added to their current insurance plans and figuring out how to offer a benefit without breaching employees’ privacy.

    Employees are not required to tell their managers they are traveling out of the state to have an abortion. According to Sharona Hoffman, a health law professor at Case Western Reserve University, individuals will most likely have to tell human resources or a similar department that they are pregnant and would like to get an abortion. Depending on the company, the business or its health insurer would provide money upfront or reimbursement.

    Challenges Businesses Could Face

    With these announcements come many potential challenges. Adding travel benefits to a current medical plan carries risk. While the federal Health Insurance Portability and Accountability Act (HIPAA) protects sensitive patient information, it can be overruled in cases where a crime has been committed. This could directly impact businesses in states where abortion is now a crime. In contrast, some employees may oppose abortion and get upset that their company pays or reimburses the travel of other employees. Other arguments employees may pose include not paying for travel for fertility treatments or transgender health care.

    Listen To Your Employees!

    At the end of the day, as a business owner, your job is to make sure your employees feel heard and valued. You want what’s best for your employees. We help business owners stay in the know while being their trusted advisors for delicate topics such as abortion. Don’t let these ever-changing laws and regulations prevent you from doing what you do best- growing your business. Contact us today.

  • After the Supreme Court’s decision to overturn Roe v. Wade, President Biden’s supporters voiced for him to push harder to protect abortion access. In response, on July 8th, 2022, President Joe Biden signed an executive order designed to ensure access to abortion medication and emergency contraception while preparing for legal fights. He has made it clear that the only way to secure a woman’s right to choose is for Congress to restore the protections of Roe as federal law.

    The executive order will build from the actions his administration has already taken to defend the rights of women by:

    • Safeguarding access to reproductive health care services (abortion and contraception).
    • Protecting the privacy of patients and their access to correct information. 
    • Promoting the safety and security of patients, providers, and clinics. 
    • Organizing the implementation of Federal efforts to protect reproductive rights and access to health care.

    For more information, click here. 

    Additional Actions To Protect Access To Reproductive Health Care

    The Biden-Harris Administration has taken additional steps to protect access to reproductive health care and defend reproductive rights by:

    • Supporting providers and clinics
    • Promoting access to accurate information
    • Providing leave for Federal workers traveling for medical care
    • Protecting access to reproductive health care services for service members, oD civilians, and military families

    While there will be many legal challenges from pro-life supporters, this executive order directs the Attorney General and the White House counsel to “convene a meeting of private pro bono attorneys, bar associations, and public interest organizations” to encourage robust legal representation.

    Stay In The Know!

    The last thing you want as a business owner is to miss a new law or regulation that could impact your business. The uncertainty of the economy today makes it challenging for businesses to grow their business. By partnering with GMS, you have access to experts that handle that for you. Stay in the know while growing your business. Contact us today.

  • As a business owner, you’re going to have to deal with a seemingly endless number of payroll obligations. Managing payroll for a small business isn’t easy, especially when it comes to dealing with payroll taxes. 

    Between calculating payroll taxes and filling out numerous payroll tax forms, approximately 40% of small businesses spend more than 80 hours per year managing the payroll tax process. That’s a lot of time, especially when it’s not always clear whether an employer should use Form 941 vs 944 to report their payroll taxes.  

     

    Keep reading to learn the difference between these payroll tax forms and which is right for your small business.

     

    What Is Form 944?

    Form 944 is the annual federal tax return that certain small businesses use to report employment taxes. Employers use Form 944 to report:

    • Wages you have paid
    • Tips your employees reported to you
    • Federal income tax withheld
    • Both the employer and the employee share of social security and Medicare taxes
    • Additional Medicare tax withheld from employees
    • Current year’s adjustments to social security and Medicare taxes for fractions of cents, sick pay, tips, and group-term life insurance
    • Qualified small business payroll tax credit for increasing research activities

    Note: While the Federal Unemployment Tax Act (FUTA) is also considered a payroll tax, employers should use Form 940 to report their federal unemployment tax contributions.

    However, the following employers can’t file Form 944:

    • Household employers
    • Agricultural employers
    • Employers who are notified by the Internal Revenue Service (IRS) to file quarterly Forms 941
    • Employers who aren’t notified to File form 944

    This form is generally used by small business employers with an estimated annual payroll tax liability of $1,000 or less.

    New employers can request to file 944 tax forms when they apply for an employer identification number (EIN). If a business has previously filed 941 forms, they can submit a request to the IRS to file Form 944 instead. For more info, check out IRS.gov for IRS Form 944 instructions.

     

    What Is Form 941?

    Form 941 is a quarterly federal tax return used by most employers to report the same employment taxes. Most businesses file Form 941 unless the IRS has notified them that they qualify for the annual filing option via Form 944.

    The official IRS Form 941 instructions provide guidance, but many employers rely on payroll providers like GMS to simplify the process. 

     

    Key Differences Between Form 941 And Form 944

    Below is a summary outlining the key distinctions:

    Who should file

    • Form 941: Employers with an estimated annual tax liability of more than $1,000
    • Form 944: Small business employers with an annual tax liability of $1,000 or less

    When to file

    • Form 941: Due quarterly on:
      • April 30
      • July 31
      • October 31
      • January 31
    • Form 944: Due annually by January 31.

     

    Tax Deposit Requirements:

    • Form 941:
      • If total taxes are less than $2,500 per quarter, deposit taxes when you file the form.
      • If the tax liability is $50,000 or less, deposits are made monthly (due by the 15th of the following month).
      • If more than $50,000, deposits are made semiweekly based on your payday schedule.
    • Form 944:
      • If annual tax liability is less than $2,500, payment is made when filing Form 944.
      • If annual liability exceeds $2,500 but each quarter remains under that threshold, payment is due by the last day of the month following the end of the quarter.
      • If a quarter’s liability is $2,500 or more, deposits follow the monthly or semiweekly guidelines.

    Regardless of the deposit schedule, the IRS recommends using the Electronic Federal Tax Payment System (EFTPS). Understanding the difference between Form 944 vs 941 helps small businesses stay compliant and avoid IRS penalties. 

     

    Should You Switch Your Filing Requirement?

    New guidance from the IRS provides flexibility for businesses whose estimated tax liability does not match their current filing requirement. Consider the following:

    • If you currently file Form 944 but estimate your annual tax liability will be more than $1,000, you may be eligible to switch to filing Form 941.
    • If you currently file Form 941 but expect your annual tax liability to be $1,000 or less, you may be eligible to switch to Form 944.

    To request a change:

    • Send a written request postmarked by March 15.
    • Call the IRS at 800-829-0115 by April 1.

    For more detailed instructions or to initiate a change, visit IRS.gov.

     

    What Information Do You Need To File Forms 941 And 944?

    Although the total tax thresholds are different, both 944 and 941 tax forms require businesses to provide the same types of information. Any business filing these tax forms must report the following information to the IRS.

    • Employer information (e.g., EIN, name, and address)
    • Total number of employees that were paid
    • Employee compensation (wages, tips, and anything else paid to employees)
    • The amount of federal income tax, Social Security tax, and Medicare tax paid by the business and withheld from employees
    • Total amount of tax liability
    • Paid sick or family leave wages, if applicable
    • Consolidated Omnibus Budget Reconciliation Act (COBRA) information, if applicable
    • Any necessary adjustments

     

    How To File Forms 941 And 944

    The IRS gives businesses two ways to file Forms 941 and 944:

    • By mail
    • E-filing

    There are different mailing addresses for businesses, depending on their location, special exemptions, and whether the business chooses to file and pay its payroll taxes simultaneously. Fortunately, the IRS lists out every possible scenario on their website:

    Businesses that want to e-file payroll tax forms can also choose to do so online. This process is not only quicker, but also more secure. Employers can choose to e-file Forms 941 or 944 on their own or have a tax professional submit these forms on their behalf. The IRS provides guidelines for how to e-file Forms 941 and 944 on their website.

    Forms 941 and 944 ready to be filled out.

     

    Correcting Mistakes On Your Payroll Tax Forms

    At some point, you might discover an error on a filed Form 941 or Form 944. The IRS allows you to correct errors by filing:

    • Form 941-X: To correct mistakes on a previously filed Form 941
    • Form 944-X: To correct mistakes on a previously filed Form 944

    The deadlines for corrections depend on whether you underreported or overreported your taxes. Consult the IRS guidelines for detailed deadlines and procedures.

     

    Streamline Your Payroll Process

    Managing payroll taxes and choosing the right form can be complex and time-consuming. At Group Management Services (GMS), we help you navigate these complexities by: 

    • Ensuring you use the correct form based on your tax liability
    • Keeping you up-to-date on IRS deadlines and filing requirements
    • Assisting with electronic filing and tax deposit scheduling

    By streamlining your payroll processes, you can save valuable time and reduce the risk of IRS penalties, leaving you free to focus on growing your business.

     

    How GMS Can Help

    At GMS, we understand that payroll and tax compliance can be overwhelming. Our comprehensive solutions include:

    • Payroll & tax compliance: We handle all of your payroll processing and tax filing needs accurately and on time.
    • Expert human resources (HR) support: Our team stays current on federal requirements so that your business is always compliant.
    • Customized service: We work with businesses of all sizes nationwide, ensuring you have the support you need to simplify your operations.

    Contact GMS here to learn how we can help you with your payroll and ensure you’re always using the correct tax forms for your small business.

  • It’s no secret that the construction industry can be more dangerous than many other types of work. According to the Bureau of Labor Statistics, there were more than 174,000 nonfatal construction injuries and illnesses in 2020 alone. OSHA also reports that construction workers made up 20% of private industry fatalities.

    These dangers are exactly why it’s essential for construction companies to have safety plans in place for each job site. A good safety program can help companies avoid accidents and keep workers safe and healthy. However, it’s not always obvious how to make a safety plan for construction sites. Below, we’ll break down how to create effective plans to protect your construction workers and your business.

    What Is A Construction Safety Plan?

    A construction safety plan is a written document used to protect workers on job sites. This plan should outline the various rules, procedures, and policies designed to:

    • Put measures in place to prevent accidents
    • Outline response plan following accidents or other safety issues
    • List medical services and emergency contacts
    • Detail the review process for any on-site incidents
    • Highlight safety goals for the construction site

    What Does A Construction Safety Plan Template Look Like?

    While every construction site safety plan will differ from location to location, the majority of plans will include the same types of information. The following construction safety plan example outlines common details that you may want to include in your documentation.

    • Company information
      • Name, address, and phone number
      • Person who approved the site safety plan and approval date
    • Site information
      • List of responsible individuals, such as project manager, site safety officer, etc.
      • Description of the project, work location, and site condition
    • Employees, subcontractors, and other individuals covered by this specific construction safety plan
      • Names of individuals involved in the project
      • Job descriptions/roles
      • Contact information
    • Site rules
      • Personal protective equipment (PPE)
      • Fall protection
      • Safety hazard identification
      • Lockout/tagout
      • Hand and power tools
      • Fire safety
      • First aid
      • Restricted areas
    • Emergency contact information
      • Name, location, and phone number of nearby medical emergency facilities
      • Name, location, and phone number for police department
      • Name and phone number for any leadership that need to be informed about incidents

    A worker using fall protection according to their construction safety plan.

    Best Practices For Construction Safety Plans

    While the elements listed above can help you create a solid safety plan, there are ways in which you can maximize the impact of your risk management efforts. Keep the following best practices in mind when you create and maintain your construction company’s safety plans.

    Embrace OSHA’s fall protection standards

    Slips, trips, and falls are one of the biggest pain points for construction sites. Fall protection is the most frequently cited OSHA violation, making fall protection standards and employee requirements especially important for safety plans. Want to learn more specifics on what businesses should know about fall protection? Check out our post on OSHA’s fall protection standards.

    Make personal protective equipment (PPE) a requirement

    Good protective equipment is another cornerstone for proper risk management in the construction industry. Anything from hard hats to hand protection can be necessary depending on the work being done on a site. Make sure to document what PPE is required on your job site, when and how it must be worn, and proper procedures for storing and maintaining PPE over time.

    Stay flexible

    While a construction company’s safety plan should be made before any work is done, that doesn’t mean it can’t change over time. Important plan details can and should be adjusted as necessary.

    Being flexible with your construction site’s safety plan will help your company address new hazards and make job sites safe and compliant . It’s best to review your plans at least once a year to stay on top of any new potential hazards or other risks.

    Consider various weather conditions

    The weather can create new safety issues for a construction project. If your site is outdoors or can be impacted by weather conditions, you’ll want to evaluate the work space for potential risks caused by rain, extreme heat, and more. Any identified risks should be added to your plan to make sure everyone is prepared regardless of the weather.

    Maintain ongoing safety education

    A safety plan doesn’t have to be a one-time teaching tool. In addition to updating your plans on a regular basis, don’t be afraid to discuss important aspects of your plans during construction safety meetings. Tackling topics ranging from fall protection to first aid can help reinforce the rules set in your safety plans and keep employees informed about how to protect themselves.

    Protect Your Business With A Construction Safety Plan

    Between accidents and rising workers’ compensation costs, it’s important for construction companies to invest in workplace safety. GMS partners with businesses to create thorough plans, complete jobsite inspections, and protect your company through other workplace safety strategies. In turn, business owners can limit accidents and control workers’ compensation costs.

    Ready to take a proactive approach to workplace safety? Contact GMS today to see how we can protect your business while you focus your valuable time on growing your business.

  • Sexual harassment is defined by the National Conference of State Legislatures (NCSL) as, “unwelcome sexual advances or requests for sexual favors and comments, jokes, acts, or other verbal or physical conduct that is of a sexual nature or directed at employees based on their sex.” Unfortunately, sexual harassment within the workplace is quite common.

    Studies show that 38 percent of women and 14 percent of men reported experiencing sexual harassment in their work environment. Knowing this, it’s vital to implement sexual harassment training within your business to ensure the safety of your employees.

    The Importance Of Sexual Harassment Prevention Training

    By providing harassment prevention training, you’ll raise awareness throughout your business about what harassment is and how employees can contribute to a harassment-free workplace culture. It’s vital to create a workplace culture where employees feel supported. By educating employees, they’ll be able to understand better what sexual harassment is and how to identify it should it happen within their workplace.

    Unfortunately, sexual harassment, sexual assault, and a hostile work environment is an everyday reality for individuals. It’s never desirable to experience this type of behavior, but work is the last place where you would have to endure it.

    States Mandate Training

    Eight states and cities within the United States require businesses to provide sexual harassment training, including California, Connecticut, Delaware, Illinois, Maine, New York, New York City, and Chicago. Click here to learn more about each state’s requirements. Let’s look at the state of California and the requirements employers must follow.

    Sexual Harassment Training In California

    In the state of California, any employer who has at least five employees must provide sexual harassment training. Additionally, every two years, all employees must complete the ongoing training. As a business owner, if you do not follow these requirements, you could face penalties for non-compliance, including:

    • Liability – the company can be held liable for harassment if prevention programs are not in place.
    • Employee complaints – employees can report companies for non-compliance.
    • Employee perceptions – employees may feel the company doesn’t care enough to provide training.

    How To Facilitate Training 

    Since sexual harassment prevention training is essential in ensuring the safety of your employees, determining the right resources to implement the training is important. A learning management system (LMS) is a fantastic resource that provides your business with educational courses, training programs, and learning and development programs. It provides your employees with easy, online access to learning portals to complete their ongoing training, including sexual harassment training.

    What Will You Do To Ensure The Safety Of Your Employees?

    Since every state has its own rules and regulations, it can be challenging for a business owner to keep track of everything. However, your employees’ safety should be at the top of your priority list. At GMS, we give businesses access to cutting-edge technology through our LMS, GMS Connect, and expert support so that your employees are set up to succeed. There are many lessons available for ensuring your employees’ safety in training programs, such as sexual harassment prevention. In addition, there are countless of other online programs your employees can take, including safety, general information about your business, and more. Get in touch with us today.

  • Implementing sexual harassment training within your business is imperative, as it creates safer workplaces for all employees. Unfortunately, sexual harassment, sexual assault, and a hostile work environment are everyday realities for individuals. Sexual harassment training serves many purposes, including education, compliance with laws, and risk mitigation. More and more state and local jurisdictions require employers to provide training.

    There are currently nine states/cities that mandate sexual harassment training in the workplace, including:

    California 

    Any employer with five or more employees must provide sexual harassment training. The following must be trained:

    • All employees
    • Supervisory employees must be trained for at least two hours
    • Non-supervisory employees must be trained for at least one hour

    Within six months of an employee’s hire date, nonsupervisory employees and supervisory employees must be trained. For part-time employees, training is required within the first 30 days of their hire date or within the first 100 hours worked. In addition, every two years, all employees must complete the ongoing training.

    Connecticut 

    Employers must provide sexual harassment training to their supervisors, regardless of size. An employer with three or more employees must provide training to all employees within six months of their hire date. Every 10 years, employees must repeat the training for at least two hours.  

    Delaware 

    Any employer that has 50 employees or more must provide sexual harassment training. All new hires must be trained within their first year of employment. In addition, all employees must be trained every two years. 

    Illinois 

    All employers with one or more employees must partake in sexual harassment training as soon as they’re employed. This training must recur every year to stay up-to-date with the newest training protocols. 

    Chicago 

    In Chicago, every employer must also provide their employees with a dedicated hour of bystander sexual harassment training annually. Employers have until June 30, 2023, to begin providing this training. Bystander training should include:

    • Employees recognizing situations of potential sexual harassment
    • Understanding institutional structures and cultural conditions that facilitate sexual harassment
    • Overcoming barriers to intervening
    • Identifying safe and effective intervention options
    • Taking action to intervene 

    Maine 

    An employer with 15 or more employees must train all employees. Training must be completed within the first year of a new hire or being promoted to a supervisor. There is no requirement on how frequently employers in Maine should partake in sexual harassment training.

    New York State 

    In New York, every employee must be trained as soon as they begin employment at your business. Additionally, ongoing training should be completed annually.

    New York City

    For employers with 15 or more employees in New York City, you must provide training to all employees within the first 90 days of their hire date. This training must be completed on an annual basis.

    Washington State

    Every hotel, motel, retail, security guard entity, or property services contractor that employs an “employee” must complete training as soon as they are hired. An “employee” in this case means an individual who spends most of their working hours alone, or whose primary work responsibility involves working without another coworker present, and who is employed by an employer as a janitor, security guard, hotel or motel housekeeper, or room service attendant. There is no requirement on how often the training must occur once the first training is completed.

    Invest In Proper Training To Ensure Workplace Safety

    Without a healthy and efficient workforce, business owners cannot keep operations running and thriving. Our experts will train your employees to ensure they follow safe workplace protocols. In addition, we provide clients with access to an employee learning management system where you can easily send new learning modules to your employees. This is an excellent source to implement ongoing training if your company is in a state that requires frequent training. To learn more about the benefits of implementing a learning management system, read our blog.

  • A decision made by New York State explained that manual workers could sue their company over their wages being paid late. In New York, how frequently one is required to pay a worker depends on how that work is classified. It’s vital to understand who’s considered a manual worker as they must be paid on a weekly basis, not biweekly.

    Who Is Considered A Manual Worker

    In New York, a manual worker is considered a mechanic, workingman, or laborer who spends more than 25 percent of working time performing physical labor. If employees spend at least 25% of their working time engaged in “physical labor,” they will be considered a manual worker. The term “physical labor” isn’t just limited to lifting heavy objects or the back-breaking work many will consider it to reference. Instead, the term includes any worker who completes “countless physical tasks.”

    Frequency Of Paying Manual Workers

    Manual workers in New York must be paid weekly and no later than seven calendar days after the end of the week for which the wages were earned. Large employers can also pay their manual workers semi-monthly, but they must apply to the Commission of Labor.

    However, if you’re working in an executive, administrative, or professional capacity and earning more than $900 a week, the pay frequency doesn’t apply. In addition, there are some cases an employee may be considered exempt from overtime purposes as a manual laborer under the pay frequency law.

    Exemption Eligibility 

    There are large employers that could potentially apply to the New York State Department of Labor for an exemption. To qualify for the exemption, an employer must have an average of 1,000+ employees in New York during the last three years. In addition, if you’re an employer with an average of 1,000+ employees in New York within the last year and an average of 3,000+ employees outside of New York in the previous three years.

    Is It Time For Your Business To Outsource Payroll?

    If you’re a small business owner who finds it challenging to keep up with laws and regulations, consider outsourcing your payroll functions to GMS. At GMS, we provide our clients with GMS Connect, an online payroll software where your employees can keep track of their paychecks. We ensure that all employees are paid the right amount on time. Contact us today.

  • The Internal Revenue Service (IRS) has recently announced a 90-day pre-audit window to correct retirement plan errors. The program will allow for plan sponsors to be notified that the IRS has selected them for an upcoming examination and to allow them to correct errors they may have made.

    The 90-day window will allow plan sponsors to fix errors, so they do not have to pay a penalty fee or pay a lower fee for voluntarily correcting any errors. If the plan sponsor doesn’t respond, the IRS will commence with an examination.

    If a business makes changes and the documents support those changes, the IRS will issue a closing letter ending the investigation. The IRS could conduct a limited or full-scope examination if they still have reason to believe there are issues. Some mistakes are not eligible to be self-corrected, but a closing agreement can be requested. The Voluntary Correction Program fee structure will be used to determine the amount a business will pay under an agreement.

    Before this program, the ability to fix errors prior to an IRS judgment was typically not available. Errors found by the IRS resulted in much higher fees and were less predictable than they are under this new pilot program.

    The IRS states that the “goal with this program is to reduce taxpayer burden and reduce the amount of time spent on retirement plan examinations.” Once the pilot is over, the IRS will determine if it should become a new policy as part of its overall compliance strategy.

    How GMS Can Help

    While this policy helps businesses by giving them a window to correct errors, a professional employer organization (PEO), like GMS, can help eliminate these errors in the first place. That way, you don’t have to spend more money working with attorneys and advisors to conduct the self-audit after receiving a notification. Not only will it save you money to partner with GMS, but it will also save you valuable time that you can focus on operating the key facets of your business. Contact GMS today.

  • Illinois Governor JB Pritzker signed the Family Bereavement Leave Act (FBLA) into law, amending the Illinois Child Bereavement Leave Act of 2016 (CBLA). Established in 2016, the Child Bereavement Leave Act was adopted giving employees 10 workdays of unpaid leave to grieve the loss of a child. However, the FBLA expands the scope of unpaid bereavement.

    Two Key Amendments 

    The adaptation of this law is a result of two major changes:

    • A clear definition of who is eligible for coverage
    • Inclusion of fertility-related loss as an acceptable reason an employee may use leave

    Who Is Eligible 

    Under the FBLA, employers must provide up to two weeks of unpaid leave to Family and Medical Leave Act (FMLA) -eligible employees grieving the loss of a family member or tragic event. The definition of covered family members was clarified including:

    • Spouse
    • Domestic partner
    • Sibling
    • Parent
    • Parent-in-law
    • Grandchild
    • Grandparent
    • Stepparent
    • Child

    Additional Leave

    The FBLA requires that employers now provide additional leave regarding negative fertility events:

    • Miscarriage
    • Still-birth
    • Failed adoption
    • Failed surrogacy
    • Negative fertility diagnosis 

    What Employers Need To Know

    Employers are not subject to adding additional unpaid leave other than what is stated under the FMLA. As an employer, you are permitted to request reasonable documentation to accept a leave request. However, you may not ask for details of the event linked to employee leave. If an employee wishes to use the FBLA, there must be a 48-hour notice to the employer. As with FMLA, employees will only become eligible after 12 months of employment or 1,250 hours worked.

    Why GMS

    State laws and regulations are ever-changing. When you partner with GMS, employers gain total administrative support through our HR experts. GMS ensures that through all changes, your business will remain compliant. Contact GMS today to discover how we simplify the administrative duties of your business.

  • The Occupational Safety and Health Administration (OSHA) requires employers to implement a hearing conversation program when noise exposure is at or above 85 decibels averaged over eight working hours, or an eight-hour time-weighted average (TWA). The purpose is to prevent initial occupational hearing loss, preserve and protect remaining hearing, and equip workers with the knowledge and hearing protection devices necessary to safeguard themselves.

    Workers exposed to loud noises face the possibility of killing the nerve endings in their inner ears. This results in permanent hearing loss that cannot be corrected through surgery or medicine. Loud noise in a workplace environment causes:

    • Physical and psychological stress
    • Reduces productivity 
    • Interferes with communication and concentration
    • Contributes to workplace accidents and injuries by making it difficult to hear warning signals

    Hearing Conservation Program

    Employers are required to measure noise levels, provide free annual hearing exams, and conduct evaluations of the adequacy of the hearing protectors in use. Research shows that employers who take specific measures by implementing hearing conversation programs have higher levels of productivity from their workers and a lower incidence of absenteeism. All employers must repeat monitoring whenever changes in production, process, or controls increase noise exposure.

    Understand Your Noise Levels

    You can use different methods to measure the noise levels within your workplace. These include:

    • Sound level meters
    • Noise dosimeters
    • Octave band analyzers

    A good rule of thumb is if you need to raise your voice to speak to someone standing three feet away, the noise decibels might be too high. The National Institute for Occupational Safety and Health (NIOSH) created an app, Sound Level Meter, an additional tool individuals can use on their devices to measure sound levels. In addition, you can use quitter machines, isolate the noise source, limit worker exposure, or use effective protective equipment.

    Improve Workplace Safety

    At GMS, our safety experts work with you to ensure employee safety. Luckily, it’s possible to protect your employees from excessively loud noise that could cause complete hearing loss. Be proactive and ensure the safety of your employees now before it’s too late.