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  • As we mentioned earlier this month, it’s good to reward your employees. However, sometimes you want to reward an employee, but you have a strict budget. Even if you don’t have a spare few bucks to spend, there are plenty of ways to show your appreciation to a worker without having to take out your wallet. 

    Even simple rewards can make an employee feel appreciated.

    Eight Free Ways to Reward Employees

    You don’t always have to spend money to show appreciation. There are plenty of ways that you can thank your employees for their hard work. Here are eight different ideas of how you can treat your workers for free:

    • Let them dress casually for a day
    • Give them some freedom with their work schedule
    • Feature them in a company newsletter
    • Arrange for a boss several levels up to stop by and say thanks
    • Honor them at the start of a staff meeting
    • Congratulatory company email
    • Post a thank you note on their door or desk
    • Send them a sincere, handwritten thank-you letter

    Small Things Matter

    It doesn’t take much to make someone feel appreciated. Even a simple, genuine “thank you” can show that a worker that they’re doing a good job.

    Another way to help your employees is by partnering with a Professional Employer Organization. If you’re looking to save money on your HR management, contact us today to find out how partnering with GMS can keep your employees covered.

  • Unfortunately, confirmation alone of a positive test for drugs or alcohol is not solely enough to obtain a denial of a workers’ compensation claim. Per Ohio statute (ORC 4123.54), there are several specific qualifications that must be met prior to the ultimate denial of a claim.  

    There are four “statutory hurdles” that an employer must clear in order to have a claim denied in which the claimant tested positive for illegal substances:

    Learn the four hurdles an employer must clear in order to have a claim denied in which the claimant tested positive for illegal substances.

    Hurdle No. 1

    The employer must post a written notice indicating that failure to take a post-accident test could “affect their eligibility for compensation for injuries.” This statement is provided with your workers’ compensation certificate, and should be posted in a common area accessible to all employees. The key to this requirement is that it must be in clear view to any employee at any time. Additionally, we highly recommend that you consult with your GMS Account Manager to ensure that your company policy clearly spells out the effects of a positive drug test on employment.  

    Hurdle No. 2

    The employer must obtain a “qualifying chemical test.” This test must “exceed the positive test level” established by statute. In addition, a blood alcohol test must be administered within eight hours after the injury occurs. A valid controlled substance test should be administered no more than 32 hours after an injury occurs. This step is critical in proving that the substance was the cause of the incident (and resulting injury). 

    Hurdle No. 3

    The employer needs to demonstrate “reasonable cause” that required an employee to undergo a post-accident screen. According to this aspect, suspicion must exist on the employer’s behalf that the claimant was under the influence. This suspicion must be documented, and testimony from the employer is necessary as well.  

    Hurdle No. 4

    The employer is also required to create “rebuttable presumption,” which includes the opinion of a physician that indicates “the injury would not have occurred had the employee not been under the influence of drugs or alcohol.” Rebuttable presumption is simply placing the burden on the employee to prove that their intoxication or drug use was not the cause of the incident and resulting injury.

    Handling a Positive Test

    With a situation such as this, it is important to remember that the process merely begins with a positive test for illegal drugs or alcohol. As indicated above, there are several requirements that must be met before a claim can be denied at the administrative level. Despite the difficulty of doing so, claims such as these can be successfully denied when following the procedures outlined above. 

    While each of the “hurdles” may appear overwhelming, GMS and its team of workers’ compensation specialists will help you skillfully navigate through this process. Contact us today to learn more.

  • A happy employee is a good employee. Rewarding employees for their hard work shows that you appreciate them, which can in turn give them extra motivation to not only maintain their quality of work, but exceed it.

    Whether you’re rewarding one particular employee or a group of people, a special gift or show of thanks can make a big difference.

    Reward good employees to show your appreciation.

    Nine Ways to Reward an Employee

    People like to feel appreciated, so a gift or a special treat can not only increase morale, it can help drive the employee to feel even more passionate about his or her job. Try treating an outstanding employee with one of the following nine rewards:

    • Throw a pizza party to celebrate
    • Buy the office donuts and announce that it’s in honor of the outstanding employee
    • Gift them flowers or candy
    • Take them out to lunch
    • Give them a personalized card with a gift card inside
    • Give them a framed photo that’s signed by the rest of the team
    • Send a gift basket to their residence
    • Give them a certificate for a free car wash
    • Give them an extra-long lunch or some comp time

    Match the Gift to the Employee

    Each of the listed treats are great ways to reward an employee, but different people may value some rewards more than others. Have a worker who loves coffee? A gift card to the coffee shop of their choice would be a great gift. If an employee spends a lot of time taking their kids to various activities, some extra free time could be a welcome bonus.

    Another way to reward your employees is to offer them a robust benefits package. If you are looking to partner with a Professional Employer Organization to manage your HR, contact us today to find out how GMS can help you keep your employees happy while saving some money in the process.

  • A couple of weeks ago, prefaced by an op-ed piece written by President Obama, the Department of Labor issued new directives on overtime rules. As with most government regulations, however good the intention, the result on small business owners will be a creation of “additional costs and record-keeping headaches” according to the National Federation of Independent Business (NFIB).

    Find out how the Department of Labor’s new overtime rules may affect you.

    What the New Overtime Rules Mean for You

    At issue are exempt vs. non-exempt employees and the potential costs that will be created for small business owners. Under the old rules, any manager working over 40 hours were exempt from overtime pay as long as they earned more than $23,660 per year. Under the new rules, that threshold has been raised to $50,440, a 113% increase.

    While this may seem like a small and just issue, the ramifications are massive. In addition to the additional record-keeping now tied to tracking overtime hours for more employees, this will also have an impact on a small business owner’s profitability. Those who are already working on thin margins now have to factor in additional costs should their managers work more than 40 hours a week. Many of these people were given these positions and titles to help the employer control their costs. Under this scenario, managers can leave early without impact, but can benefit by working longer hours. One of the potential side effects will be the elimination of more salaried people.

    What this will also potentially do is limit promotion and managerial opportunities for lower income workers, the opposite effect of what the people supporting these laws were hoping for.

    Learn More from the Experts

    Are you not sure how these rules impact you? Do you have exempt and non-exempt employees and thought you had all of this figured out? If you don’t know or are unsure where to go to get answers, maybe a Professional Employment Organization can help. Contact us today to find out more.

  • It takes more than just a good idea to improve your business. Without proper execution, it’s hard for anything to succeed. This includes a workplace safety program for your business.

    Whether it’s due to a lack of clarity or troublesome rule breakers, there are hurdles for some programs to succeed. Given the benefits of a workplace safety program, both obvious and less-apparent, it’s an endeavor worth taking. Here are three reasons why a safety program may fail and what you can do to help overcome them.

    Group Management Services can help you institute an effective workplace safety program for your business.

    Top Management

    Bad communication can sink any program. What’s worse is when a program is communicated and then nobody follows through. 

    When it comes to workplace safety, everybody should be on board. Taking the following steps can help:

    • Set measureable goals and establish an initial benchmark
    • Develop a reward structure that values workplace safety
    • Discipline violators of the new policy
    • Make a commitment to yourself to model desired behaviors and set an example

    Time Investment

    Instituting a new program may take some time up front, but it will be worth it in the end. Don’t be afraid to spend time on safety procedures and training even when you’re in a busy season. It may make for a tight schedule early on in the process, but the safer environment and future savings will be worth the effort.

    Lack of Understanding

    Remember when we said bad communication is a threat to a new program? A lack of understanding can limit the effectiveness of a workplace safety program, so education is key. If everyone understands the value of the program, they’ll be more inclined to follow it.

    If you’re in need of a workplace safety program or human resources management, Group Management Services can help. Contact us today to find out more how risk management and a workplace safety program can improve your business.

  • A safe workplace can help make for a more successful business. Not only do safety guidelines help keep your employees safe, but they also save you from having to deal with costly workers’ compensation claims. Additionally, when you make it a point to value safety, you gain a reputation for caring about your employees, which can help boost your recruitment and retention efforts.

    Aside from these apparent benefits, workplace safety programs provide many perks you might not necessarily consider. From increased productivity to reduced environmental impact, there are many advantages to creating a safe workplace.

    What Is A Workplace Safety Program?

    A workplace safety program is a set of practices and procedures designed to keep employees safe and healthy on the job. It’s not just about following regulations (although that’s important too!), it’s about creating a culture of safety where everyone is committed to preventing accidents and illnesses.

    Critical elements of a successful workplace safety program include:

    • Management leadership: Management sets the tone for safety in the workplace. This means being visible, involved, and committed to safety.
    • Worker participation: Employees should be involved in identifying hazards, developing safety procedures, and reporting unsafe conditions.
    • Hazard identification and control: The program should regularly identify, assess, and control potential hazards in the workplace.
    • Education and training: Provide your team with training on hazards, safe work practices, and personal protective equipment (PPE).
    • Program evaluation and improvement: You should regularly evaluate your policies to ensure they are up-to-date and identify areas for improvement.
    • Communication and coordination: There should be clear communication about safety expectations and procedures. This includes communication between employees, managers, and any contractors or temporary workers.

    Unexpected Benefits Of Workplace Safety Programs

    The primary function of workplace safety programs is to prevent accidents, injuries, and occupational hazards. However, beyond its primary goal, these programs can bring several other benefits, including the following:

    Better retention rates

    When you implement a workplace safety program, you’re working toward creating a better environment for your employees. The Society for Human Resource Management (SHRM) found that employees of businesses who prioritized health and safety were four times more likely to report job satisfaction. A safe workplace is a happy workplace that retains employees year after year.

    Enhanced organizational reputation

    A robust workplace safety program reflects positively on your reputation. Businesses known for prioritizing safety are perceived as responsible and caring employers. This reputation can attract top talent, improve customer trust, and strengthen relationships with stakeholders, including investors and regulatory bodies.

    Reduced costs and increased efficiency

    You may know that workplace safety programs are a sound financial decision, but how much money can it save? One study found that facilities in California that had been inspected by California’s Occupational Health and Safety Department saw 26% average cost savings on workers’ compensation following an inspection compared to similar uninspected workplaces.

    While the initial investment in safety equipment and training may seem costly, it often leads to significant cost savings over time. Fewer workplace accidents mean lower expenses for workers’ compensation claims, medical costs, insurance premiums, and potential legal fees. Moreover, a safer work environment tends to be more efficient, with fewer disruptions due to accidents or absenteeism.

    Compliance with regulatory requirements

    Implementing a comprehensive safety program ensures compliance with health and safety regulations set forth by governmental agencies. Meeting regulatory requirements not only avoids fines and penalties but also establishes a framework for best practices in workplace safety.

    Improved quality of work

    A good safety program can keep your employees healthy, but did you know they can also make them more productive? Businesses experienced a 43 percent increase in productivity from employees who followed a workplace safety program, meaning that the program not only helped keep employees safe but also made them work more efficiently than before.

    Why? Employees who aren’t worried about safety hazards are better able to focus on their tasks, leading to higher-quality products or services. Reduced accidents and errors contribute to smoother operations and better customer satisfaction.

    Enhanced teamwork and communication

    Safety programs often promote teamwork and open communication among employees. Safety training sessions and regular safety meetings allow workers to interact, share concerns, and collaborate on safety initiatives. This improved communication can extend beyond safety issues and positively impact overall teamwork and collaboration within the organization.

    Innovation and continuous improvement

    Safety programs encourage a culture of innovation and continuous improvement. Employees and managers actively involved in safety initiatives often identify opportunities for process improvements and technological advancements that not only enhance safety but also increase efficiency and reduce costs.

    Reduced environmental impact

    Many workplace safety programs include initiatives that reduce operations’ environmental impact. Implementing energy-efficient practices, reducing waste, and using safer chemicals or materials can contribute to sustainability goals and demonstrate corporate responsibility.

    Better emergency preparedness

    Safety programs often incorporate emergency preparedness and response plans. Employees trained in emergency procedures are better equipped to handle unexpected situations such as fires, natural disasters, or medical emergencies. This preparedness can save lives and minimize property damage during critical incidents.

    Long-term business sustainability

    Ultimately, a commitment to workplace safety contributes to the long-term sustainability of the business. By protecting employees, minimizing risks, and fostering a positive work environment, you can build resilience against external challenges and position your business for continued success in the marketplace.

    Start Your Own Workplace Safety Program

    Workplace safety programs offer more than just protection against accidents—they promote employee well-being, enhance organizational reputation, improve efficiency, and contribute to overall business success. Investing in safety is a legal and moral obligation and a strategic decision that pays dividends in numerous ways.

    Don’t wait to institute a workplace safety program for your business. Contact Group Management Services today, and we will help you see the benefits of a safer workplace for your business.

  • Workplace injuries can cause more than just physical pain. Businesses lose billions of dollars each year because of injuries, which can include costs from compensation claims and loss of productivity.

    Injuries can’t always be prevented, but workplace safety programs can really limit the amount of incidents on the job. With June being National Safety Month, take a chance to learn about how much injuries can hurt your business and what you can do to help.

    Workplace injuries can cost your business time and money. Contact a PEO for help.

    The Price of Employee Injuries

    So how much can workplace injuries cost? Workers’ compensation claims have cost employers up to $74 billion, with roughly 4.1 million people being injured in a work setting each year in the United States.

    Even more, 4,500 people die from workplace injuries each year. Between the loss of life and the financial issues brought on by on-site accidents, every business should make it a priority to enact safety programs and try and prevent injuries as much as possible.

    How Workplace Safety Programs Can Help

    A sample safety and health program from the Occupational Safety & Health Administration includes four basic program elements:

    • Management, leadership, and employee involvement
    • Worksite analysis
    • Hazard prevention and control
    • Training and education

    A workplace safety program will provide your employees with guidelines that will help them work in a safer environment by analyzing potential dangers, educating everyone about how to correctly operate any necessary equipment and providing other helpful methods to help maintain a safe workplace.

    If you need help setting up a workplace safety program, a Professional Employer Organization like Group Management Services can help. Contact us today to learn more about how GMS’ risk management strategies can make your business safer and save you money.

  • In January of this year, the Federal Government began enforcement of the Affordable Care Act (ACA) for those employers with 100 or more employees. Next year, those employers with 50 or more employees will have to begin compliance with the law as well.

    In a recent article on workforce.com, HR managers in large companies talked about the difficulties in compliance when it comes to calculating hours. What was troublesome for them was people who took unpaid leave under the Family Medical Leave Act (FMLA) or Re-employment Rights Act or even jury duty and how those hours would be calculated in determining healthcare eligibility. Because of that, “60 percent of large companies with more than 1,000 employees indicated that they aren’t prepared for penalty management under the ACA.”

    Every business needs to prepare for the effects of the Affordable Care Act.

    Photo Credit:  “Affordable Care Act” by Michael Havens is licensed under CC BY-ND 2.0

    If you’re under 100 employees, you may think this isn’t a concern of yours. Yet, as an employer with 50 or more employees, obviously you have to comply with the FMLA (you knew that, right?). You’re probably also a civic-minded person who doesn’t object to employees having to do jury duty. These are things that need to be factored into your equation. If a large company with the resources and manpower to address these things is struggling, what is the likelihood of your business struggling?

    On top of that, you will need to have Finance involved to test for the accuracy of the data that you’ll be using to report next year. That calls for a level of communication between benefits and payroll that you may never have had to address before.

    That’s where a Professional Employer Organization (PEO) like Group Management Services (GMS) can help. If you want to see how GMS has been helping employers brace for the coming effects of the ACA and how they can help you, give us a call at 888-823-2084 or contact us online.

  • Have you ever seen the old commercial where an actor comes on screen and says, “I’m not a doctor, but I play one on TV?” Well, to paraphrase that tagline, I’m not an attorney, but I like to think that I have some commonsense ideas and understandings.

    As an employee, I have always felt reasonably safe and confident that unless I knowingly broke a law, I would be safe from legal repercussions should a former employee or customer go after a business. Makes sense, right? Not so much anymore.

    Image of a PEO expert training HR professionals.

    Protecting Your Employees

    Recently, an HR Director of the Culinary Institute of America was jointly sued for “alleged violations of the FMLA (Family Medical Leave Act).” The Second Circuit Court of appeals ruled against the HR Director. 

    According to the FMLA, “individual liability may be imposed on an individual only if that individual is found to be an ‘employer’ within the meaning of the Act.” How can that be?  Well, according to the former employee who was suing, the HR Director was so intimately involved in the decision to terminate that employee for violations of the reporting requirements, that she was held jointly liable with the employer. Whether that HR Director will be held individually liable will be determined by a court at a later date.

    An employment attorney in Philadelphia, Howard K. Kurman, was referenced in this article in how employers should react to this decision. He said that the employers proactively “need to train anyone who has decision-making authority regarding an employee’s request for FMLA leave.”

    Training to Help You and Your Employees

    At this time, only companies with 50 or more employees are subject to the rules of the FMLA.  If you’re one of those companies, you need to take steps to protect yourself and your employees. Are you prepared? Do you have someone specifically allocated to Human Resources in your company to handle these things or do you rely on your legal representation? 

    Either way, you need to take steps to protect your company. However, if you’re looking to not worry about this or have someone share the liability should something happen, you can reach out to a Professional Employer Organization (PEO) like GMS to help ensure that your employees are protected in the future. Contact us today to learn how we can help.

  • Would you choose a candidate solely based on the fact that they attended the same college as you? How about choosing a candidate based on how attractive they are? If this line of reasoning sounds absurd to you, then you’re right! However, you may unintentionally use that type of information to make a selection.  

    Almost all business owners become an interviewer at some point in their careers. While the main goal of an interview is to evaluate the candidate, it’s also important to understand common interviewer biases. These are preconceived ideas and beliefs that we assign to candidates unknowingly and may ultimately sway our hiring decision.  

    Image of a job interview. Learn about seven interview biases that can sway hiring decisions.

    Seven Common Interview Biases That You Should Be Aware Of

    Stereotyping Bias – Forming an opinion of someone based on gender, religion, race, appearance, or any other type of characteristic. 

    First Impression Bias – Making judgements about an interviewee based on their first impression being positive or negative. 

    “Similar to Me” Effect – Thinking highly of someone who has a similar mind set or personality to the interviewer.  

    Negative Emphasis Bias – When the interviewer receives a small amount of negative information and uses it to base their entire hiring decision off of it. We tend to weigh negative information heavier than positive information.  

    Halo and Horn Effect – The Halo Effect is when the interviewer lets one positive fact about the candidate overshadow everything else they say or do. The Horn Effect is the opposite and allows a weak fact to influence everything else. 

    Cultural Noise – The interviewer’s ability to distinguish between a candidate’s socially acceptable answer rather than revealing their true opinion.

    Contrast Effect – When a stronger candidate interviews after a weaker candidate, they may appear more qualified than they are because of the contrast between the two. 

    These are just a few of the many biases we are subjected to while interviewing. Our recommendation to you is to ask open ended questions, take notes during interviews, ask each candidate the same questions, and be self-aware of the judgments you place into others.    

    Hiring the right job candidate can be a tricky proposition. That’s why Group Management Services offers interview coaching and recruiting services to business owners. Contact us today to learn how we can help find the top talent and grow your team of dedicated staff.