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  • In addition to an upcoming national election, we are now quickly approaching open enrollment season for the Affordable Care Act. This is the time of year when people can  apply for healthcare coverage through the exchanges and look for income-based subsidies to help them offset some of their insurance costs.

    It’s also the time when employees who don’t feel they have an adequate or affordable employer-sponsored health plan may  seek out coverage and subsidies through the exchanges. While an employer may be tempted to find relief in one less person to cover (and pay for), there may be some repercussions.

    Image of an ACA notice for an applicable large employer.

    ACA Notices

    According to a recent article in the National Law Review, employers are starting to receive notices that:

    • An employee has been determined to be eligible for premium tax credits or cost-sharing reductions to help pay for Marketplace coverage and has enrolled in Marketplace coverage
    • The employer may have to pay an employer shared responsibility payment (i.e., a penalty) to the Internal Revenue Service (IRS)
    • The employer has the right to appeal the determination

    These notices are typically addressed to the “Benefits Manager” and require action on their part. An employer may appeal by completing and submitting the Employer Appeal Request Form available at www.healthcare.gov or by sending a letter that includes the information requested on the form. The employer can then designate a secondary contact (i.e. an attorney) as the employer’s representative when dealing with the appeal.

    In 2016, only employers that fall into the 50-plus employee range (Applicable Large Employer or ALE) are subject to the penalties.

    Partner with a PEO to Avoid ACA Ramifications

    If you have received one of these and are confused and concerned about the ramifications, it appears you have reason to be. Employer shared responsibility penalties can be substantial if it is determined that an employee is eligible under the ACA. If you are an ALE or on the threshold of becoming one, you should consult with your attorney or explore other options.  

    One of those other options would be to consider working with a Professional Employer Organization like GMS. Contact us today and let our HR experts help you clear your ACA anxiety, by assuring you are compliant with all guidelines.  

  • Most entrepreneurs start a business based on something they are passionate about. For the majority of auto shop owners, their dream started working on cars. When that passion turns into a business venture, it quickly becomes apparent that running your own auto shop requires more than just a love of cars.

    Leading a group of people, keeping systems in place to track hours, and tracking employee history are just a few of the tasks that shop owners handle on an everyday basis. Owners have enough on their plate in handling day-to-day business, but the work is not done when the shop closes. Here are some of the most common HR issues facing these small business owners.

    Image of an auto repair employee. Contact GMS about human resources help for the auto industry.

    Employee Recruitment and Retention

    Through the combination of an aging workforce and a lack of good, young workers, an inevitable skills shortage looms near. As the industry grows with technological advancements driving consumer demand, the need for quality employees is greater than ever, but younger workers are shifting away from a career path as an auto technician.

    According to the U.S. Bureau of Labor Statistics, “more than 237,000 jobs are expected to open up in the automotive repair field between 2014-24.” With a large volume of auto techs retiring in the coming years, and a lack of skilled replacements entering the industry, there is a huge emphasis on recruiting and retaining quality workers. 

    Record Keeping

    Documentation is an often overlooked aspect of running any business. Shop owners must have detailed manuals setting the expectations of the position. These documents must be updated every year to make sure you are keeping up to date with any changes in the industry. 

    If you fail to provide this information to employees, it is difficult to hold them accountable. Throughout their employment, you must keep detailed records of their employment history, including any disciplinary actions taken throughout their time with the company. Should their actions require termination, you will have all of the information in their employee file to help protect your company from any claims of wrongful termination or other legal action. 

    According to the Hiscox Employee Lawsuit Handbook, “19% of employment charges resulted in defense and settlement costs averaging a total of $125,000.” The time and money associated with these potential lawsuits only further support the need to document everything.

    Compliance

    Automotive technicians face a much higher volume of potential workplace hazards than employees in most other industries, therefore the Department of Labor and the Occupational Safety and Health Act has stringent workplace standards for employees. 

    The use of tools and machinery, as well as toxic chemicals, creates an environment that justifies regulation. OSHA breaks down the primary risks stating, “Chemical hazards may include volatile organics from paints, fillers and solvents; diisocyanates, polyisocyanates, and hexavalent chromium from spray painting operations; silica from sandblasting operations; dusts from sanding; and metal fumes from welding and cutting. Physical hazards include repetitive stress and other ergonomic injuries, noise, lifts, cutting tools, and oil and grease on walking surfaces.”. A list of the most common citations can be found here.

    Partner with a PEO

    Many shops across the country are turning to Professional Employer Organizations to handle all of these Human Resource functions, so owners can focus on the business. No more late nights in the office running payroll, reviewing candidates, and updating handbooks. Contact GMS today to see how we can make your business simpler, safer, and stronger!

  • Are you a business owner looking for additional ways to compensate and retain your key employees? There are several options that are mutually beneficial for employees and businesses.

    I’m going to preface this blog with the fact that I was born and raised in Ohio and am therefore an Ohio State fan. I was on ESPN’s website the other day and came across a story about the “school up north” and their Head Coach Jim Harbaugh getting additional compensation in the form of a life insurance loan.

    The story caught my attention because you don’t see articles like this too often, especially when you are looking to read about sports. The fact is, it is commonplace in the corporate world for businesses to offer additional benefits to key executives and/or employees. The agreement that the University of Michigan and Jim Harbaugh have entered into is called a split-dollar life insurance arrangement. These types of arrangements can be a win-win for the employer and employee.

    Image of Jim Harbaugh. Contact GMS about unique benefits plans for employees.

    Photo by Eric Upchurch via Wikimedia Commons.

    A Win-Win Situation 

    Michigan is able to offer Harbaugh a phenomenal benefit at virtually no long-term cost. The university is loaning him money to pay the insurance premiums, but they will eventually recoup their investment. It will happen either through the death of Jim Harbaugh or the surrender of the policy. There is an opportunity cost to all of this, but at some point in time, Michigan will get their loan payments back. In the process, they get to establish good will with this key employee of theirs.

    Harbaugh benefits by receiving great life insurance policy at a fraction of the cost he would pay outside of this agreement. He will eventually have to report an economic value on the money Michigan is loaning him come tax time. He will have to pay taxes on this value, but that is less expensive than him funding the policy out of his own pocket. 

    As mentioned in the article, Harbaugh has the ability to borrow from the policy while he is still living. The money he borrows is tax-free income; however, he cannot borrow more than 150 percent of the value of the premiums. The reason for this is Michigan wants to make sure they get their investment back. If Harbaugh borrowed too much and passed away, they wouldn’t recoup all of the premiums they loaned him. For Harbaugh, the real benefit is that this protects his family while he is coaching in the event that he passes away and there is a stoppage of income. At the same time, the policy offers the potential to act as a supplemental retirement income stream of money in the likely event that he is living into his retirement. 

    Unique Benefits Plans for Businesses

    This type of arrangement does not work for every business, but there are multiple options for how these types of products can be designed and funded. Benefits like this exist to attract and retain great employees. GMS has partnered with insurance consultants in order to offer these same types of executive benefit plans for their employees. Contact GMS today if you are interested in learning more!

  • Recently, I watched a documentary on Tony Robbins. Tony was telling his audience to write down all the things that were getting in the way from becoming the person they wanted to be and then talked about “looking in the mirror.” This talk made me think of my business and how we conduct exit interviews.

    Whether it’s a voluntary resignation or termination, we always ask the employee to complete an exit interview. It’s a very simple interview asking the former employee about his or her experience working for Group Management Services. In many of the exit interviews the employee talks about enjoying their time here, but their circumstances changed: they received a better offer, had a baby, a spouse is getting transferred, etc. Many have offered useful suggestions that we have acted upon such as “the sales manual needs to be updated, not enough holidays are recognized, need to have a more flexible schedule,” to name but a few.

    These recommendations have all helped GMS become a better company, but they are definitely not the fun ones. The comments I really look forward to are from failing Sales Reps. You see, we have a very thorough sales process. We know how many calls you have to make every day. We know how many people you have to see every week. We know how many people you have to propose to every month. We know who is cheating by looking at the numbers. Thus, their suggestions are the ones I love.

    Image of a man looking in the mirror.

    Looking in the Mirror

    There is almost always a consistent tone to these exit interviews. Here are some examples:

    • “I really liked it in the beginning, but when I didn’t sell anything in the first six months my manager started to micro manage me.”
    • “The training was great in the beginning, but after the first six months, Tim hardly ever came here for additional training.”
    • “Other offices receive more visits and training.”
    • “I don’t feel like our office is as important or as part of the GMS family.”
    • “Don can do whatever he wants. Debbie would call on him to spy on the rest of us, but he wasn’t ever on time.”

    These are all real quotes from real exit interviews.  

    You want more training? Try reading some books. Try Googling a topic. Try calling an expert.  These people have taken zero ownership of their careers. Somebody is getting treated differently? Guess what? It happens in life. Feel like a red-headed step child? Guess what. I was an actual red headed step child. No picnic! Deal with it. You don’t feel part of the family? Do something about it. If you make an excuse every time you don’t experience success, you will be a loser.

    Remember the scene from Good Will Hunting where Robin Williams keeps telling Matt Damon, “It’s not your fault”? That was for being abused as a child. Truly, it was not his fault.  If you are a healthy adult, you should be looking in the mirror every day and saying to yourself, it is your fault. The truth is just about everything in your life is your fault, good or bad.

    This translates to your personal life as well. Your kids are pigs and leave the house dirty? Your fault. Punish them. They will get tired of not having a phone or a gaming system. 

    Your significant other doesn’t want to spend time with you? Your fault. Try doing something special for him or her.

    Your kids don’t call you often enough? Your fault. Make that call the highlight of their day. Your boyfriend is a loser who smokes pot and can’t keep a job? Your fault. Get rid of him. You’ll find another.

    Work to Get Better

    Excuses are crutches that we use to keep our spirits up, but we’re actually fooling ourselves.  Burn the boats. Focus on the basics: 

    • Are you eating right?
    • Are you reading books?
    • Are you associating with successful people?
    • Do you have a mentor? 
    • Are you mentoring anyone?
    • Are you getting enough sleep?
    • Are you getting better every day?

    If you make a habit of getting better every day, you’ll look back after a year and think, “Hmm… that really added up.” After 10 you’ll think, “That was pretty cool.” After 20 you’ll think, “That was badass.”

    “To let life happen to you is irresponsible.  To create your day is divine right.” – Ramtha

  • Not all workplace injuries happen outside. The office isn’t the most dangerous location, but it can still be home to some minor injuries and issues. Here are three threats to employee health in an office space. 

    Image of an injured employee. Contact GMS about risk management

    Slips and Falls

    You don’t have to work on ladders or heavy equipment to be hurt by a fall. While an office won’t provide nearly as many obstacles for employees, it doesn’t take much to throw someone off balance. 

    A wet floor is one notable threat for employees. Loose carpeting or flooring can trip up even the wariest of walkers. Free cables or unclear pathways can also trip up employees and cause them to fall. While a trip in a hallway isn’t as dangerous as a fall off a ladder, an awkward landing can lead to breaks, sprains, and potential hospital visits.

    Lifting Items and Falling Objects

    What goes up must come down. If you’re not careful, both directions can lead to injury. Even offices can require some heavy lifting, whether it’s equipment, supplies, or something else entirely. Improper lifting can lead to back or neck injuries, so it’s important to lift by bending your legs instead of leaning over and hurting your back. Also, if something’s too heavy, it’s probably best to get help.

    Falling objects can also cause problems in the office. Old or broken storage devices can cause objects to fall on people, leading to head injuries. Also, storing objects too high can lead to accidents while workers struggle to reach what they need.

    Workstation Woes

    Sometimes a workstation can be an employee’s worst enemy. Bad workstations can have a number of issues, including broken chairs or computer screens at an improper height. These problems can lead to a number of health issues, including:

    • Bad posture
    • Muscle strain
    • Eye strain
    • Carpal tunnel syndrome

    These aches and pains can hurt employee productivity and lead to more problems down the road, including the need to miss time.

    Help Protect Employees with a PEO

    Workplace injuries are bad for any business. Group Management Services helps businesses through loss prevention strategies that can help protect your employees and your business. Contact us today about how we can help your business avoid office injuries and potential workers’ compensation claims.

  • The trucking industry has played a significant role in the industrial development of the U.S. over the past century, providing a link from manufacturers to consumers. Over that time, there have been major advancements in everything from our interstate highway system, to governmental safety regulations, to the tractors and trailers themselves.

    Today, the transportation industry faces several challenges, many of which are related to consistent changes in the regulatory environment. The American Transportation Research Institute released a report in October of 2015 that listed the top 10 issues facing the trucking industry. The top three (in order) were Hours of Service Regulations, the Compliance, Safety, Accountability (CSA) Program, and Driver Shortage.

    Image of a truck on the highway. Contact GMS about how a PEO can help transportation companies with HR functions.

    Hours of Service

    For the third year in a row, the ATRI report has listed HOS rules as the top issue facing the transportation industry. There have been several changes and adaptations of these regulations over that time. 

    The Federal Motor Carrier Safety Administration (FMCSA) states, “You must follow three maximum duty limits at all times. They are the 14-hour “driving window” limit, 11-hour driving limit, and 60-hour/7-day and 70-hour/8-day duty limits.”

    What this means is that a driver can only drive 11 hours in a 14-hour “driving window.” The driving window includes any stops or non-driving activities in that window and must include a 30-minute break after eight consecutive hours of driving. Once that window is up, it must immediately follow with 10 consecutive hours off. 

    The second part of that equation is the 60-hour/7-day and 70-hour/8-day duty limits. If the company does not operate vehicles every day of the week, the cutoff is 60 hours driven in 7 days, and 70 hours driven in 8 days if the company operates 7 days a week. All of this information is now tracked through government mandated electronic logging devices (ELDs) for all professional truck drivers and commercial motor carriers. 

    This has caused a perceived lack of flexibility and limits the production of this already under-manned workforce. 

    Compliance, Safety, and Accountability 

    According to the FMCSA, the CSA is an “initiative to improve large truck and bus safety and ultimately reduce crashes, injuries, and fatalities that are related to commercial motor vehicles.”

    The primary tracker for this initiative is the Safety Measurement System (SMS), which measures the performance of drivers and carriers based on seven Behavioral Analysis and Safety Improvement Categories (BASICs). The seven categories are Unsafe Driving, HOS Compliance, Driver Fitness, Controlled Substances/Alcohol, Vehicle Maintenance, Hazardous Materials Compliance and Crash Indicators.

    The ATRI report disputes the effectiveness of these measurements being good predictors of crash risk. The report goes on to indicate inconsistencies in how this information is gathered and tracked from state to state, indicating a system that may need to be re-evaluated. 

    Driver Shortage

    According to a 2015 report by the American Trucking Association, the estimated driver shortage is currently 48,000. There are believed to be several factors affecting the shortage in drivers, along with the regulations discussed above. Long hours, fair compensation, high turnover rates, and time away from loved ones are just some of the factors that have made it difficult for the industry to hire and retain drivers. 

    Conclusion

    The trucking industry is not going away any time soon, as the demand of these services far outweighs the supply of current operators. Owners are facing greater challenges than ever before. Working with a PEO like GMS can take a lot of these issues off their plate and allow them to focus on the business. Contact GMS today to learn more about our HR services and how we can make your business simpler, safer and stronger. 

  • Non-compliance can cost businesses a lot of money. If you’ve read our posts before, you’ll know that the benefits of staying compliant are things that we’ve harped on before, but it’s worth repeating, especially when small business owners pay billions of dollars each year in payroll tax penalties. It’s especially true when it comes to something as problematic as multi-state payroll compliance.

    The problem with multi-state payroll compliance is that the rules you followed for your home state may not be the same as the other states where you do business. Each state has different payroll standards, meaning that you may not be nearly as compliant as you thought you were.

    Potential Multi-State Payroll Compliance Issues to Consider

    It can already be tricky to keep track of compliance needs, but adding multiple state locations just amplifies the issue. A few such areas of concern include:

    • Minimum wage
    • Income tax withholding
    • Leaves of absence regulations
    • Common ownership concerns
    • Workers Comp regulations

    We’ll use minimum wage as an example of just how quickly multi-state considerations can get out of hand. Let’s say that you’re a business based in Ohio that hires a lot of employees at minimum wage. If you have an operation in California, you’re going to be expected to pay California’s minimum wage of $10.50 an hour instead of Ohio’s $8.15 as of 2017, even if you’re mainly an Ohio-based business.

    While that may seem simple enough, there’s more. Twenty states increased their minimum wage rates at the beginning of this year. Also, you may not know that there are some cities and counties that observe different minimum wages than their state’s standard. For example, Cupertino, Calif. follows a $12 minimum wage as of Jan. 1, 2017, and they’re not alone. As of March 9, 2017, the U.C. Berkeley Labor Center lists 41 counties and cities across the country that observe a different minimum wage than the rest of their respective states.

    There are also other considerations than just the minimum wage, such as overtime pay rates. According to the Department of Labor, Minnesota’s basic minimum rate changes depending on whether your enterprise has annual receipts of more than or less than $500,000. While premium pay after designated hours kicks in after a 40-hour work week, it doesn’t kick in until after 46 hours in Kansas. Each state has their own specific differences that can create a huge problem for businesses who just based their payroll compliance on their home state.

    Avoid Payroll Compliance Issues Across Multiple States

    As you can tell, keeping track of payroll compliance across multiple states can be extremely complicated. It’s critical that you notify your payroll team about work situations in different states as soon as you can. That way whoever handles your payroll tax management can get a head start so that you can avoid costly non-compliance issues.

    If you’re a small business owner, there’s a chance that payroll compliance responsibilities fall on your shoulders, or on someone else who isn’t necessarily trained to handle payroll. If the thought of managing multi-state payroll compliance seems too intimidating, we’re happy to help.

    As a Professional Employer Organization, we have the experts you need for payroll tax management. Contact us today to talk with one of our experts about how multi-state compliance issues may affect your business and how we can help you stay compliant.

  • The cost of prescription drugs in the United states continues to rise which has become a source of concern for everyone from patients to policymakers.  According to a study published in the Journal of the American Medical Association (JAMA), “Prescription medications now comprise an estimated 17% of overall personal health care services in the U.S.”  

    We don’t want to think that we overpay for any goods or services. Taking time to do some research can help you save substantially on your prescriptions. Here are some tips to help save on costs.

    Image of costly prescription drugs. Learn tips to save on prescription drug prices.

    Take Advantage of Generic Drug Options

    Learn your prescription drug copays or co-insurance. Talk to your doctor about prescribing drugs that have generic equivalents. According to the U.S. Food and Drug Administration website, “When a generic drug product is approved, it has met rigorous standards established by the FDA with respect to identity, strength, quality, purity, and potency.” If your medication doesn’t have a generic form, or if it may not be covered under your prescription drug plan, ask your doctor for a generic alternative.   

    Consider Pill Splitting

    Many medications can be split, so talk to your doctor about doubling the strength (40mg instead of 20mg for example) and cutting the pills in half. You would then be charged for 15 tablets instead of 30. 

    According to Kevin Schulman, MD, Professor of Medicine and business administration at the Duke University Medical Center in Durham, N.C., “Sometimes it makes a lot of financial sense to split pills, but if you try to split the wrong sort of medications, that could be potentially dangerous.” So, this is a good option for some people, but as always, check first with your doctor to make sure if it can work for you. 

    Do Your Homework

    Shop around. Prescription drug prices vary from pharmacy to pharmacy, so if you have the time, take your prescription to more than one pharmacy to find the best price. This will help you if you have a high deductible plan with your out-of-pocket costs. 

    Try and Find Discount Cards

    Prescription discount cards sometimes provide even better discounts than what insurance can provide, especially on generic drugs. Websites such as www.goodrx.com and www.blinkhealth.com also provide drug discount information in your area. Pharmacies also have discount cards available.  

    If prescription drug prices are a problem area in your company, contact Group Management Services today. We can help you learn more about the coverage options we can provide for your employees along with our other outsourced HR services.

  • The knee is the largest joint in our body and, by the nature of its use, takes the brunt of our day-to-day activities. Think about all of the things you do on a daily basis and then try to imagine doing any of them without your knees. Rolling over in bed would be about the only thing you could perform; you couldn’t even stand up to start your day without the use of your knees. 

    Those jointed masses of bone and ligament help us to stand, bend, squat, walk, jump, run, crawl, kneel, pivot, and even sit. Thinking about everything that these joints do for us, it only makes sense to take good care of them.

    Did you know that your knee absorbs four times your body weight when walking and 10 times your body weight when running? Given these numbers, it is evident that even workers with a smaller body frame, carrying an appropriate weight are still stressing their knees every day. Adding my 20-40 pounds of extra body fat, depending on the month, only compounds my chances of experiencing a debilitating knee injury at work sooner rather than later.

    Image of a workplace knee injury. Learn about the impact of knee injuries at work and how risk management services can help.

    Impact of Knee Injuries in the Workplace

    Due to the amount of work our knees perform to propel us through life, they are often the first to break down and let us know they are doing so. Most people have experienced knee pain at one point in their lives, or will experience knee pain in the future. The American Osteopathic Association states that “close to 65% of Americans ages 18 to 34 have experienced chronic pain or someone they care for has experienced chronic pain during the past year.” This number accounts for a large portion of our contemporary workforce. Those of us that work in heavier job classes like skilled trades or nursing can experience knee degeneration at a more rapid pace.

    According to The Bureau of Labor Statistics, workplace knee injuries account for 15-20 percent of lost time injuries resulting in 16 days away from work on average. . Early diagnosis and treatment can drastically reduce overall claim cost and days missed from work. Ignoring the pain will rarely make our knee issues go away. Let’s take a look at some simple, cost-effective measures you can implement in your workplace to reduce exposure.

    • Raise the work level so workers are on their knees less.
    • Design workspaces so workers can sit rather than kneel.
    • Stage materials so that workers don’t have to bend or kneel to lift.
    • Use a rolling stool when floor work and movement are required.
    • Provide opportunities for workers to stretch knees through their full range of motion. This helps to lubricate the knee joint.
    • Train your workforce on appropriate knee exercises and stretches.
    • Provide an opportunity for them to stretch before, during, and after work.
    • Provide shock absorbing knee pads for individuals expected to work from their knees.
    • As always, keep your work environment free of clutter and tripping hazards.

    Set an Example for Workplace Safety

    Safety starts and ends with you. The culture is yours to create. Develop it. Own it. Exemplify it. 

    A Professional Employer Organization can help you set the standards for workplace safety by developing safety manuals, training programs, and other strategies to protect your people. Contact GMS today to learn more about risk management services that can create a safer working environment.

  • Too many emails per day keeps productivity away. Email is a great communication tool, but too many business owners and employees get bogged down and frustrated by endless messages that eat away at productivity.

    Forbes reported that “office workers spend 2.6 hours per day reading and answering emails.” That’s almost a third of your work day! It’s time to take back your time so that you can limit the amount of your day you spend dealing with your email and limiting distractions. That way your business can benefit and you’ll feel a lot better about dealing with your inbox on your terms. Here are three email time-management tips that can benefit you and your company.

    Image of a man frustrated with emails. Read our email management tips.

    Schedule Times to Check Your Email

    Stop answering an email as soon as you see a notification. It’s rare that you’ll ever need to respond within minutes of an incoming message and the distraction can really hurt your productivity. According to Atlassian, a company that develops software and management tools, it can take around 16 minutes to truly refocus after being interrupted by an incoming email, meaning that emails can take up a lot of time and make you less efficient at other tasks. 

    One way to address this problem is to set a couple of regularly scheduled times to review and answer your emails. That way you can focus on whatever task you’re working on and give it your full attention. You can then check on that email – and any others – at 2 p.m., or whatever the next time you have set in your calendar. Plus, it’s more efficient to handle emails in bulk anyway!

    SaneBox, an online email efficiency tool, estimates that “62% of emails in the average inbox are not important and can be processed in bulk.” By setting up regular times to check your inbox, you can more efficiently address each message.

    Turn Off Email Notifications

    If you really like our last suggestion, but just can’t stop getting distracted when an email notification pops up on your screen, feel free to turn off those notifications. Notifications are designed to get your attention, so removing them will effectively remove the impulse to check your inbox.

    Of course, not everybody will be willing – or even able – to turn off notifications. However, that simple act can make it easier to break bad email habits and save you and your company time in the long run.

    Think Before You Send

    A quick consideration of who should receive an email can help limit the amount of time your company spends dealing with emails. The Wall Street Journal reported on a company that began telling their executives to reconsider cc’ing extra people on an email or forwarding items to them to keep them in the loop. 

    What they found was that these emails ended up being more of a time suck that a help. By limiting the number of people on forwards, cc’s, or bcc’s, the company cut the total number of emails – and the number of potential distractions – sent out by half.

    Save Time for Other Work Functions

    Good time management is a crucial way to help save your business money. Retooling email habits can help eliminate unnecessarily wasted time so that you and your employees can spend that time elsewhere.

    Emails aren’t the only thing that can take away from productivity. HR functions can take hours of time away from other important tasks, especially if you aren’t trained properly. If you need to free your time up, contact GMS to see how our HR experts can help.