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  • In yet another year of COVID-19 regulations, the workers’ compensation industry will face more challenges. Workers’ compensation covers the cost of medical care and rehabilitation for workers injured on the job. Businesses are still experiencing staffing shortages, evolving regulatory changes, and more. This means new guidelines for compliance, new coverage options, and the need to be adaptable.

    Workers’ compensation remains to be a stable and profitable segment of the commercial insurance industry. However, since the beginning of COVID-19, claims are rising at exponential levels. Experts have stated that there is a variety of factors that are driving up the costs of claims when a workplace injury occurs. Below is a list of factors that are driving up the costs of claims:

    • Aging workforce
    • Medical inflation
    • Rising wages
    • High indemnity costs
    • Catastrophic injury severity 

    According to the Bureau of Labor Statistics (BLS), in 2021, 23% of the U.S. workforce was older than 55. Workers’ compensation claims for these employees accounted for 31% of the total cost. The changing workforce and rising medical costs were top concerns within the workers’ compensation sector. If you have elderly workers who take longer to recover from an injury and less-experienced workers who get injured more often, you end up with a handful of claims. The International Labor Organization (ILO) reported that 2.3 million men and women experience work-related injuries every year. With many businesses experiencing labor shortages, they are forced to hire someone who may be less experienced and may need additional training, which could put them at a greater risk for injury.

    • Increase in treatment per injured worker
    • Services rendered in a hospital setting
    • More expensive care
    • Mergers between medical facilities 
    • Consolidation of physician practices
    • Outpatient “ambulatory” hospital services 

    Partner With A PEO Today!

    As a business owner, do you feel that your workers’ compensation claims are through the roof? A Professional Employer Organization (PEO) like GMS partners with businesses to control their workers’ compensation insurance rates and protect them from costly claims. Our team of experts work hard to help you save money and prevent your workers from injuries on the job. Embrace workers’ compensation management so you can keep the focus on growing your business. Contact us today! 

  • Since its beginnings, artificial intelligence (AI) has helped businesses automate important tasks and make their operations more efficient. It has helped companies identify changing trends and consumer habits, automatically detect fraud and irregular behavior, and provide sales and marketing teams with targeted audiences. There are many benefits of implementing AI in your business however, amidst the COVID-19 pandemic, viewpoints have changed. We all anticipate a bright future for technology, but we’ve also feared things going wrong.

    Studies show that nine out of ten leading businesses invest in AI technologies, but only 15% deploy AI capabilities within their own business. Executives of businesses say that AI makes their business more competitive than ever before. Unfortunately, HR professionals have faced challenges adapting to the potential AI can provide them. It is difficult to implement AI in your business due to the fact that it’s complex and ever-changing. Today, the main challenge for HR professionals is finding AI technologists.

    Reign, an application development firm, conducted a study that showed a 21 percent increase in the number of AI jobs available in the U.S. Research also showed that there was a 27 percent increase in job wages associated with AI-related jobs. Felipe Silberstein, Vice President of Strategy for Reign, said job positions that require AI or machine-learning skills are projected to increase by 71 percent within the next five years.

    You may ask yourself what the problem is if the demand for AI jobs is increasing. Individuals found that the root of the problem is the COVID-19 pandemic and the Great Resignation, based on research and surveys that were conducted. It was reported that 48 percent of executives began utilizing AI at the very beginning of the pandemic. Millions of employees started quitting their jobs in 2021 which left most companies short-staffed and struggling to find good talent. Due to these pandemic-related issues, executives put maximizing their AI capabilities at the bottom of their list of importance.

    Individuals have stated they feel AI imposes a negative impact on their industry because it requires more training or upskilling of workers. It has become increasingly common for executives to say that AI does not improve their businesses’ competitiveness. Negative impacts of AI on businesses that you may want to consider include:

    • AI bias
    • Loss of certain jobs
    • A shift in human experience
    • Global regulations
    • Accelerated hacking
    • AI terrorism

    Upskilling the workforce is a much-needed task that needs to happen amongst the majority of companies. There is a portion of individuals who said they would consider learning tech skills relevant to working with AI technology in the future. However, the number was less than 50% of individuals. This means that individuals with substantial financial resources now have an advantage. Businesses are concerned that once they retrain their employees and invest all this money, these employees will be picked up by their competitors.

    Human resources are one of the most time-consuming components for any small business to manage. Between recruiting and retaining employees to payroll to tracking vacation time, there are many functions when it comes to human resources management. However, you didn’t start your business to become an HR expert, did you? When you outsource your HR functions, it allows you to spend more time focusing on growing your business, and less time on human resource management. Our clients trust that despite our advanced technologies, they’ll receive dedicated GMS experts handling their needs. Learn how outsourcing human resources to an HR outsourcing company like GMS can help.

  • Recruiting must be more strategic than ever, and you need a combination of creativity and diligence to recruit top talent. Most companies are in the same situation as you; the demand for great talent is skyrocketing, while there aren’t enough candidates available. Knowing this, connecting with qualified candidates and driving excitement about your company and each specific role must be done differently than your competitors. Continue reading to learn how to recruit different types of employees.

    How To Recruit Employees

    As we approach another year of an unprecedented labor market, talent acquisition professionals face recruiting and hiring challenges. The first step in recruiting employees is to create a recruitment strategy if you haven’t done so already – and, if you already have one in place, then – consider fine-tuning it to reflect the challenges facing the hiring process today.

    What Is A Recruitment Strategy?

    A recruitment strategy is a plan that is put together to help improve your current hiring process to accomplish the following goals: 

    • Improving job offer acceptance rate
    • Attracting more qualified candidates
    • Reducing new employee turnover rates
    • Streamlining application process

    Now, you may be implementing the goals listed above already however, there are ways in which you can improve them to make your hiring process more effective. Consider refreshing the candidate experience, post on different job boards, attend career fairs, or utilize an applicant tracking system.

    Once you improve your recruitment strategy, take the following steps to further help your recruiting efforts.

    1. Write appealing job descriptions

    As you are writing job descriptions for open positions, ensure they are direct and specific, free of buzzwords. The summary should only be a couple of sentences, providing the candidate with an understanding of the job. It should also include basic job functions of the role, qualifications, and your company culture.

    2. Offer incentives for employee referrals 

    By offering incentives to current employees, you open the door to talent you probably won’t find elsewhere. Your employees are most likely already sharing open positions with their contacts. That’s great! To make it more worthwhile, offering a well-developed employee referral program can encourage even more employees to refer the best talent. Hiring this way also allows the candidate to get an understanding of your business from an inside perspective, both positive and negative.

    3. Utilize social media 

    When recruiting new employees, consider utilizing social media platforms. Recruiting on social media allows you to share your open positions with an entire network of users. Sharing photos and videos from company events, the day-to-day life of employees, and company culture provide potential candidates with a glimpse into your company.

    4. Prioritize hiring internally 

    Consider hiring current employees first. Do not underestimate the power of passion over experience. Interviewing current employees has many benefits for your company. Your employees already know your culture and company. Having an inside perspective from another role within the organization provides them with a fresh take on any business challenges you are looking to resolve.

    5. Conduct great interviews 

    Interviews are meant to be informative and a pitch about your company. However, it’s also the candidate’s first experience with your company. Consider making your interview process unique and memorable to attract top talent. Create a welcoming environment and involve current employees that were in the same spot as the candidate not too long ago. Stand out by showing your company culture early in the interview process.

    How To Recruit Entry-Level Employees

    Recruiting entry-level employees can oftentimes be a challenge however, these employees can become the future of your company. Underestimating how important the process of hiring these employees can lead to trouble in the long run. It’s important you follow specific recruiting guidelines to find top entry-level employees. 

    Know Who Your Ideal Candidate Is

    Writing out a description of what characteristics you are looking for in a candidate is probably the most important step when recruiting for entry-level positions. It’s difficult for both the employer and the candidate to determine if the position is the right fit. Sit down with your team and create a list of characteristics the perfect employee for this role must possess. What strengths and traits would this person need to have in order to be successful and bring value to the team? Today, the majority of companies are hiring for entry-level positions, and there is a large supply of job seekers. However, the labor force of people ages 16-24 is projected to shrink by 7.5%. 

    It is likely that you will receive a lot of applications. Knowing your ideal candidate from the beginning will help you weed out the wrong candidates quickly.

    Create Targeted And Engaging Job Ads

    When creating job ads, make sure you are writing clear and realistic job descriptions. Remember, shorter job posts receive 8.4% more applications per view than average. List what required skills the candidate must possess instead of focusing on previous experience. You also want to include the benefits candidates have working for your company. Create an ad that makes candidates excited to work for your company. Most applicants will only spend 14 seconds deciding if they should apply or not. 

    Establish Career Paths

    Establishing early on in the interview process what the future could look like for the candidate is important. You want to show entry-level employees you are interested in a long-term career for them. Provide the candidate with a detailed list as to what the next steps can look like, what performance needs to look like to move up, and provide a timeline. Also, providing entry-level employees with ongoing training will allow these employees to learn new skills and be successful in the longevity of their careers within your business. 

    How To Recruit Minimum Wage & Seasonal Employees

    Most minimum wage and seasonal employees are students, individuals looking for a side job, or those in the agricultural sector who have busy seasons. Since these employees only stay around for a short period of time, recruiting these individuals can be a challenge. Putting in the time to train and teach these employees needs to be worthwhile and you need to make sure you’re hiring the right candidate.

    Offer Competitive Perks

    If you don’t currently offer competitive perks to your minimum wage employees, consider developing incentives to help with your recruiting efforts. Right now, companies are offering high hourly pay. Perhaps you give them a pay increase after they hit 90 days or additional bonuses for hitting certain goals. Consider comparing yourself to competitors and observe if you are in line with what they are paying per hour. You’re much more likely to attract candidates by offering benefits to minimum-wage employees. 

    Be Proactive

    If you know you’re hiring students who can only work within specific time frames, be proactive with your recruiting efforts. Students typically look for jobs in the summertime when they have the most amount of free time. Consider recruiting and interviewing these individuals prior to summer so you can be prepared when they come onboard. 

    Flexibility With Scheduling

    If you’re hiring students or individuals looking for a side job, it is most likely known that scheduling will be a concern. If students are on summer break, vacations are already planned, and activities are scheduled, leaving limited time to work. Adults who have children that are looking for a part-time job have responsibilities that could lead to complications in the future. Allowing individuals to work from home (if applicable) or creating their own schedule is a possibility when recruiting these employees. 

    The Benefits Of Outsourcing HR

    Considering all the factors that go into recruiting and hiring specific employees, it takes a considerable amount of time and money. Since COVID-19, companies have seen a huge increase in open jobs but not enough candidates to fulfill those positions. Professional employer organizations (PEOs) like GMS provide guidance on hiring and training efforts and will also manage the administrative burdens that are associated with all aspects of the employee life cycle. Outsourcing your HR responsibilities to an HR outsourcing company like GMS can help your business: 

    • Save time and money
    • Grow
    • Retain control
    • Retain employees

    Do what you do best and outsource the rest!

  • On April 21st, 2022, Philadelphia, Pennsylvania dropped its reinstated mask requirement for businesses located within the city. Philadelphia originally reinstated a mask requirement for businesses on April 18th which only lasted three days. A handful of reasons led to the requirement being dropped so quickly.

    Dr. Cheryl Bettigole, the city’s Health Commissioner, announced that hospitalizations unexpectedly dropped 25 percent in a matter of days. When Philadelphia announced the reinstated mask requirement on April 18th, the Pennsylvania Restaurant & Lodging Association called it “deflating.” Ben Fileccia, Senior Director of Operations for the association expressed that restaurant workers have suffered a significant amount of backlash from the very beginning of mask mandates. He believed this time would be no different.

    The Southeastern Transportation Authority (SEPTA) announced on April 18th that they would no longer require masks to be worn on public transportation. This announcement impacted Philadelphia Mayor Jim Kenney’s decision to withdraw the requirement days after it was reinstated. However, the U.S. Department of Justice (DOJ) announced on April 20th that it has appealed the ruling. The Center for Disease Control and Prevention (CDC) urged the DOJ to continue its appeal. Since there has been an increase in the Coronavirus Omicron variant, the CDC requires masks on public transportation until May 3rd, 2022.

    When partnering with a PEO, you will have access to an HR specialist who keeps you informed of ever-changing rules and mandates. Because COVID-19 has impacted businesses in ways business owners could never have imagined, let us take the burden of HR responsibilities off your shoulders. Contact us today!

  • No matter your industry, falls are one of the most common ways that your employees can get hurt. In 2020 alone, 211,640 individuals missed time at work due to a slip, trip, or fall, while 805 people ultimately died from their injury. Due to these dangers, the Occupational Safety and Health Administration (OSHA) makes it clear that employers must take specific measures to protect employees from slips, trips, and falls.

    Fall protection is one way that employers can create a safer workplace and prevent fall injuries. Keep reading for an overview of what employers need to know about fall protection and how to protect your employees from devastating injuries.

    What Are OSHA’s Fall Protection Standards?

    OSHA has developed multiple rules to protect workers from serious work-related injuries caused by falls. The first part of these regulations starts with broader requirements to maintain compliance and limit the effect of potential danger areas.

    • Give employees working conditions that are free of known dangers.
    • Maintain floors in work areas so that they are clean and as dry as possible.
    • Select proper personal protective equipment and provide it to workers at no cost.
    • Train workers about job hazards in a language that they can understand.

    OSHA also requires employers to take specific measures to address fall risks. The employer must take the following actions to limit the employees’ chances of injuries caused by falls Use railings, toe boards, and floor hole covers to protect workers from walking into any floor holes.

    • Provide a guard rail and toe board around any elevated open-sided platform, floor or runway.
    • Install guardrails and toe boards around any dangerous machines and equipment if employees can fall into or onto them, regardless of the height.
    • Set up or provide any other means of fall protection that may be required depending on the job or environment, such as safety nets, stair railings, and other safety measures.

    It’s also important to note that OSHA has specific fall protection standards for the construction industry. According to the Bureau of Labor Statistics, 37.9% of fatal construction injuries came from slips, trips, and falls, making fall protection essential. OSHA lays out additional fall safety standards in the Code of Federal Regulations – 29 CFR 1926.501.

    At What Height Is Fall Protection Required?

    OSHA requires all businesses to prepare their workplace so that employees are less likely to fall from elevated places or into any holes. OSHA uses a “minimum height” measurement to judge which places are considered elevated risks. However, the minimum height for elevated places depends on the type of work being completed on the job site. These heights include the following designations:

    • General industry workplaces – four feet
    • Shipyards – five feet
    • Construction – six feet
    • Longshoring operations – eight feet

    What Are The Basic Types Of Fall Protection Equipment?

    There are multiple forms of fall protection. These safety measures are designed to cover the entire spectrum of fall protection needs, from preventing an initial fall to saving employees from contact injuries after a fall occurs. The basic types of fall protection include:

    • Barriers – These are physical obstacles that prevent people and objects like tools from falling over the edge of a platform or into an open hole. Guardrails and toe boards are the most common version of fall protection barriers.
    • Travel restriction – These restraints are designed to prevent workers from getting too close to an unprotected edge or another form of a fall hazard. For example, a safety harness or belt will be connected to a lifeline that is adjusted to allow users to travel a limited distance.
    • Work positioning – A work positioning system allows workers to work in a secure, anchored space where they can freely use their hands, such as a swing stage or a suspended chair. These systems shouldn’t allow individuals to fall more than two feet and be combined with fall arrest equipment.
    • Fall arrest – Fall arrest systems are emergency measures that prevent users from making contact after a fall. Equipment like safety nets, shock absorbers, and rope grabs limit the total fall distance and protect employees from injuries and potential fatalities.
    • Control zones – In cases where it is impractical to use fall protection systems, control zones are defined areas with safety monitors that limit access to only approved workers.

    What Fall Protection Training Is Required?

    In addition to providing safety measures, OSHA also deems employers responsible for training employees on a variety of fall protection safety topics. Employees should be trained by OSHA-approved trainers and all information should be easily understood by the employee. These lessons should cover the following subjects:

    • What are considered fall hazards, how employees can be injured, and how to recognize these fall hazards.
    • Existing policies and procedures that employees must follow to minimize those hazards.
    • The exact procedures employees should use to correctly install, inspect, operate, maintain, and disassemble their personal fall protection systems and equipment.
    • How to correctly use the personal fall protection systems and equipment required on a job site.

    Protect Your Business Through Proper Fall Protection

    Whether you’re employees are working from heights or walking around an office, it’s essential to prevent falls wherever they can happen. Of course, fall protection isn’t always as simple as putting in guardrails and investing in equipment. It can take a lot of work and expertise to invest in workplace safety, and business owners only have so much free time.

    Fortunately, GMS helps businesses take a proactive approach to workplace safety. Our experts can conduct jobsite inspections, provide industry-specific training, and develop safety documentation for your business. These and other actions will help ensure that your employees are safer and your business stays compliant with OSHA regulations.

    Ready to make your business a safer place? Contact GMS today to talk to one of our experts about our workplace safety services and other critical HR functions.

  • It should come as no surprise that an engaged employee is typically a more productive employee. Performance management is an essential process for training, developing, and providing direction for your greatest assets. The problem is that successful performance management can take more than just an annual review or other traditional methods.

    The performance management cycle is a strategic plan to encourage and sustain employee success. Keep reading to learn more about how a performance management cycle works and how it can benefit your company.

    What Is A Performance Management Cycle?

    A performance management cycle is a continuous process designed to evaluate employees and steer workers’ performance. The exact length of this cycle can vary. Some businesses opt for an annual cycle that culminates with yearly reviews, while others adapt the cycle to operate on a quarterly basis.

    Regardless of the time periods, the performance management cycle is meant to be a never-ending process that repeats upon completion. A typical cycle involves four specific steps:

    1. Planning
    2. Monitoring
    3. Reviewing
    4. Rewarding

    Planning

    The performance management cycle starts with an opportunity to set organizational goals. These goals can be objectives for the whole year or particular targets for the upcoming cycle. Either way, this first stage is the time to determine an overall strategy for your business.

    The planning stage should start with the management team setting goals for the organization and then tying individual and team targets to those goals. Managers can then communicate this information to employees and work on setting goals, tasks, targets, and other guidelines to help achieve personal and organizational success.

    While organizational targets should be determined at the management level, planning out employee goals should be a collaborative process. By working with employees, individuals can better understand why these goals are important and become more invested in their success. This stage is also an excellent opportunity to showcase how achieving these goals can help employees grow their own skills and value.

    Monitoring

    Once planning is complete, the next step is to monitor employee and team progress. Regular check-ins play a pivotal role in helping employees and teams achieve their goals and address any roadblocks that may derail these efforts.

    Check-in intervals can vary but tend to be more effective when done more frequently. For yearly cycles, it’s best to meet with employees on a monthly or quarterly basis. Some businesses can even benefit from weekly check-ins, as 85% of workers who have weekly check-ins with their managers are more engaged than those without regular communication. No matter the timing, try and cover the following topics during check-ins:

    • Overall progress
    • Accomplishments
    • Roadblocks and other issues
    • Needed support
    • Potential changes

    Continuous monitoring allows businesses to keep employees on track as well as be flexible when needed. If employees struggle to stay motivated for far-off goals, check-ins can help managers to create short-term subgoals and provide assistance when needed. This level of collaboration helps employees stay aligned with company performance goals while providing them the support necessary to tackle proper, actionable steps.

    Reviewing

    Once the cycle comes to an end, it’s time to conduct official performance reviews. Managers should take this time to meet with each employee to determine if their goals were met and decide next steps.

    The monitoring process gives managers perspective on how well the employees have done throughout the cycle. After that, an official review provides employers and employees a definitive chance to evaluate if goals were met and how well the process went. Participants should try and answer the following questions during this review:

    • Was the goal completed and how well did the employee perform on these tasks?
    • Is the goal still in line with the organization’s goals?
    • If the goal isn’t complete, was it realistic or were there reasons why it couldn’t be met?
    • Did the employee have the support needed to achieve their goals?
    • Did the employee grow from the experience and gain useful skills or experience?
    • How can we learn from these goals to improve the overall process and ensure success for future cycles?

    As with the planning and monitoring stages, reviews are a great opportunity to collaborate with employees and keep them engaged. It’s important to let employees know that their feedback is important. Let them share their perspective on how they did, whether they achieved their goals or not. If they fell short of their goals, discuss these performance issues, and provide meaningful advice on how to improve and lay out solutions to address these concerns.

    Rewarding

    Each cycle ends with the reward phase, which is an essential tool for employee motivation. After putting in hard work and dedication, it’s critical to show employees that their efforts are appreciated. If not, it can be easy for workers to feel like their contributions in the performance management cycle doesn’t matter. The lack of appreciation directly affects engagement, and can even lead to employees seeking other opportunities.

    Rewards come in many forms and should be awarded on merit. By fairly handing out rewards, you not only recognize the workers who did their part, but also showcase what can happen if they achieve their goals in future cycles. Potential rewards include:

    • Company-wide recognition
    • Official written reviews with positive feedback
    • A one-time bonus or gift
    • A raise
    • Extra days off or work flexibility
    • Special projects or perks

    Once the rewards and recognitions are handed out, it’s also time to reconvene at the management level to assess the cycle and adjust for the future. Discuss any issues or other findings that would affect the future goals and get ready to start the cycle over again.

    What Are The Benefits Of Using The Performance Management Cycle?

    A defined performance management cycle gives employers a framework to boost productivity and engage management and employees. In turn, businesses can enjoy a few key benefits from a streamlined performance management process.

    Goal alignment and flexibility

    Performance management should benefit both employers and employees. The planning phase allows management to identify what goals are most important for the overall growth of the business and tie employees’ performance targets and education around those needs.

    The cycle also offers room for management and employees to adjust these goals if necessary. Over time, certain targets may become less important than new training needs or performance criteria. This flexibility gives both managers and employees the freedom to modify certain targets or tasks to accommodate these changes.

    Improved engagement

    The performance management cycle gives employees regular opportunities to be open about their goals, and allows time for managers to listen to them. This collaborative conversation not only allows employers to gather feedback, but also keep employees engaged. Employees who feel heard are 4.6 times more likely to feel empowered to do their best work. That level of engagement is a major plus for all parties.

    Retention

    The performance management cycle allows employees to receive regular feedback from managers, which makes a notable impact on retaining talent. According to Gallup, businesses that provided continuous feedback reduced turnover by nearly 15% compared to organizations that offered little to no feedback.

    A continuous cycle also gives managers more chances to discuss an employees’ growth and highlight successes. Roughly, a quarter of workers leave a job due to lack of recognition, which can be given during regular check-ins and the reward stage. These continuous opportunities give managers opportunities to value an employee’s work while still providing guidance on ways to get better.

    How To Maximize Your Performance Management Cycle

    While the performance management cycle gives employers a good framework for enabling growth and keeping employees engaged, there are ways to maximize the effectiveness of the process.

    Focus on the positive, even when dealing with the negative

    While it can be easy to concentrate on whether a goal is met or not, it’s important to give specific, detailed feedback during check-ins and reviews. Vague, generic criticism is only going to frustrate employees, so be specific and use language that makes employees think in positive terms, even if the feedback is negative. For example, position a performance improvement plan as a way to help the employee correct issues and succeed in the future instead of as a punitive measure.

    Don’t hold back on recognition

    Another way to maximize the performance management cycle is to provide recognition along the way. Proper recognition doesn’t need to wait until the review stage. If an employee does something well, let them know. Even something as simple as verbal praise can make an impact on an employee’s morale, and notable efforts may be worth additional rewards along the way.

    Utilize SMART goals

    Not all goals are created equal. Try to outline your goals using the S.M.A.R.T. method to give your employees and organization the best path for success. S.M.A.R.T. goals are:

    • Specific – Make sure the goal includes clear details about what should be achieved and why it is important.
    • Measurable – Make sure the goal can be measured or have a definitive way to indicate if it has been achieved.
    • Achievable – It should be realistic to complete a goal within the given timeframe for the cycle.
    • Relevant – The goal should tie into the organization’s overall goals and make sense for the employee to complete based on their responsibilities or needs for growth.
    • Time-bound – The goal should have a definite timeline for completion, along with potential milestones that can be used to track success along the way.

    Maximize Your Employees’ Potential

    Performance management plays a critical part in making personnel decisions ranging from training and compensation to transfers and termination. The performance management cycle gives employers a streamlined, repeatable process that gives management more insight and actively engages employees.

    Of course, a dedicated performance management process takes time and dedication to run properly. GMS partners with businesses to take on administrative burdens like performance management and other essential HR functions. Our team of experts and cutting-edge human resources information system (HRIS) allows you to spend your time on running your business while GMS makes your business simpler, safer, and stronger.

    Ready to invest in your greatest assets while saving yourself time? Contact us now to learn about our performance management services and more.

  • Any employer who conducts business in Georgia has new compliance-related requirements to be considered in 2022. In order to determine the amount and type of tax credits that are available to employers, Georgia ranks all counties, census tracts, and special zones. Depending on what ranking your business falls in, it can significantly impact jobs and investment credits.

    A list of these rankings is published by Georgia’s Department of Community Affairs (DCA) at the beginning of each calendar year. The published list highlights any area that is changing and could lead to lost benefits that are available from the previous year. However, any business that is within an affected location can submit a Notice of Intent (NOI) with DCA no later than March 31st. For example, if a business filed an NOI by March 31st, 2022, that business would preserve the 2021 ranking/status for 2022, 2023, and 2024. If you do not submit an NOI in a timely manner, any business with a changing ranking or status will only be allowed to claim credits at the 2022 ranking level.

    If you plan to expand or invest in a business in the state of Georgia within the next three years, be sure to review the annual list and file an NOI if their location is within an area with benefits that are decreasing.

    Tax Credits Available To Offset State Payroll Withholding Taxes

    Depending on the location, Georgia continues to expand the availability of tax credits that can offset income tax liabilities and withholding taxes. Tier one counties, less developed census tracts, opportunity zones, and military zones are eligible for job credits. Tax years beginning January 1st, 2022, will also include investment credits for investments made in rural counties.

    The Department of Revenue established a new procedure that must be carried out through the Georgia Tax Center to claim any credits against withholding tax. This procedure was put in place to speed up the application and approvals processes. Follow these important steps that are required to use these credits to offset withholding:

    • Credit approval
    • Claiming of credit on income tax return
    • Notification of intent to utilize credit against withholding tax
    • Offsetting payments of withholding tax

    Outsource Your Payroll Administration To GMS

    Payroll tax filing requirements are complex and ever-changing. As a business owner, it can be challenging to meet payroll tax deadlines and file taxes correctly, and failure to comply can result in high penalty fees. In addition, staying on top of regulations, deadlines, and filling out forms takes time away from your busy schedule. Stop spending time worrying about these HR functions and start spending time growing your business. Contact us today!

  • The U.S. House passed a bill on a bipartisan 232-193 vote that would limit the price of insulin for Americans with health insurance. Democratic Senators Warnock of Georgia and Patty Murray of Washington state held a round table virtually consisting of residents from both states to push for capping the cost of insulin at $35. Both parties argued that insulin is a life-saving drug, and there should be no reason for the cost of this medicine to rise the way it is. The senators were joined by citizens who have experienced diabetes firsthand.

    Initially, this provision was incorporated in the President’s “Build Back Better” social spending and climate package sent to Congress that was delayed in Senate. Having insulin rationed because it’s too expensive poses a direct threat to people’s health. That’s why there is an effort to cap insulin costs.

    The Kaiser Family Foundation (KFF) is a nonprofit organization that focuses on national health issues. The organization conducted research and found that Medicare spending on insulin increased 840%, from $1.4 billion to $13.3 billion. Kevin Wren, a Type I diabetes patient from Washington state, announced that the cost of his insulin was sometimes more than his rent. This bill will lower costs for nearly 40 million Americans and save lives.

    A press conference was held by Craig and Democratic Reps. Lucy McBath of Georgia and Dan Kildee of Michigan, and Majority Whip Jim Clyburn of South Carolina, to advocate for the measure passed by the House, the “Affordable Insulin Act.” This bill would ensure that no patient will pay more than $35 for a 30-day supply of insulin. A total of 12 Republicans voted with the Democrats for the bill.

    Members who attended this conference hope that Congress will send the legislation to President Joe Biden for his signature. His signature will lower drug costs for millions of American families. One in four Americans who need insulin has stated they needed to cut back or have skipped doses because the price is too high.

    GMS Helps You Live A Healthier Lifestyle

    When partnering with GMS, you can utilize our buying power through economies of scale to access more affordable and comprehensive healthcare options. GMS’ savings, on average, are 23% lower for employee premiums and 34% lower for family premiums. We recently launched our diabetic management program with One Drop, which helps employers and their employees transform their health, change lives, and create new opportunities. Learn more about how GMS can provide you with the resources to save you and your employees time and money. 

  • The Illinois Secure Choice Savings Program (Secure Choice) allows workers to save money for retirement on their own. This is required for any business in the state of Illinois that has at least five employees, has been in business for two or more years, and does not currently offer a retirement plan. Businesses who fall into this category must begin offering a qualified plan to their employees, or automatically enroll their employees into Secure Choice.

    Program Overview 

    Participants of the Secure Choice Program are enrolled in a default target-date Roth IRA with a default five percent payroll contribution. However, participants can change their contribution level or fund option at any time or choose to opt-out of the program. Employers register their employees for this program so that accounts can be created, and payroll contributions can be made.

    The Illinois Secure Choice Program differs from a traditional retirement plan. When enrolled in the Secure Choice Program, employers are not considered plan fiduciaries, they do not pay fees, they do not make contributions into their accounts, and they’re not responsible for plan paperwork or administration. Instead, the Secure Choice is run by a seven-person Board with Treasurer Michael Frerichs serving as Chair. Frerichs office administers Secure Choice on behalf of the Board, and then partners with private-sector financial service firms for a variety of services.

    The Secure Choice Savings Program launched in 2018 with a phased implementation that’s based on employer size. The next phase in this program begins in November of 2022 for businesses that consist of 16-24 employees.

    Employer Registration Deadlines

    Depending on the size of the employer, program deadlines vary. The deadline for businesses with 16-24 employees is November 1st, 2022, and the deadline for 5-15 employees is November 1st, 2023. Any employer who does not meet their required deadline may be subject to enforcement which could consist of financial penalties. The Illinois Secure Choice Program has over 97,200 participants as of December 1st, 2021. Altogether, these participants have saved nearly $80 million for retirement.

    Partner With A PEO Today!

    Employers face a constant challenge today in retaining good talent. It’s more important than ever for employers to offer their employees a retirement plan, in order to attract good talent. The constant change in legislation adds strenuous time and energy to your business. When you partner with GMS, our experts help you navigate through these changes and assist in the process of enrolling your new employees. Do what you do best and outsource the rest!

  • Many organizations steer their focus towards reducing turnover. However, they fail to realize the importance of onboarding. The connection between employee retention and onboarding is not always evident. Research shows that an employee’s first day is the key factor that determines whether or not they will stay with the company.

    Every employee remembers their first day on the job, which is why it is very important to focus on the onboarding process. A strong onboarding process not only helps with employee retention and turnover but also alleviates administrative pressures on hiring managers.  

    Onboarding For Retention 

    When hiring new employees, you must make sure to provide them with clear expectations around their specific roles. These expectations happen to be one of the most important, yet least common elements of an effective onboarding process. An effective onboarding process can increase employee retention by 82%.

    Having a comprehensive system of expectations allows HR managers, recruiters, and new employees an agreed-upon and predictive course of action. To obtain this type of consistency, managers need to align the list of expectations they have from every new hire.

    Optimizing Onboarding

    Throughout the onboarding process, communication is vital. Having a predetermined system helps expedite the process. The average new hire onboarding experience alone can consist of 54 different activities. A growing business can’t afford to take on all that administrative work.

    Partnering with a PEO allows for a smooth onboarding process. Having a cloud-based human resources information system (HRIS) in place allows businesses to have a predetermined plan to attract, hire, onboard, and manage employees. Electronic onboarding is a digitized process for onboarding new employees. The new hires can simply log in from wherever and fill out all the information needed in order to get them enrolled in your system. This process puts the information into the hands of the person who knows it best, the employees themselves. When onboarding an employee by hand, it can simply leave a business open to human error when it comes to compliance. Onboarding electronically helps make the process easier and more accurate for employers and employees.

    Final Thoughts

    GMS provides paperless onboarding, benefits enrollment, payroll, and training to support each employee up for success. Having a smooth onboarding process supports not only the employee, but your business. By implementing a process like this, you can ensure the employee’s long-term success while removing numerous administrative burdens. 

    Learn more about how you can streamline your onboarding process.