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.
A safe workplace can help make for a more successful business. Not only do safety guidelines help keep your employees safe, they also save you from having to deal with costly workers’ compensation claims.
In our last blog post, we discussed the cost of employee injuries and how workplace safety programs can help keep your workers on the job and your cashflow strong. This time we focus on some unexpected benefits of safety programs.
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.
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.”
According to the Association for Talent Development’s 2014 State of the Industry Report, organizations spend an average of $1,208 per employee on training and development. For companies with fewer than 500 workers, that number is even higher, coming in at $1,888 per employee.
But time is money. According to that same study, companies are spending an average of 31.5 hours per year training employees. That’s time you aren’t billing to an account or turning prospects into clients.
Many small business owners can tell you in a given day what they are paying for fuel in their fleet of vehicles, how much their labor costs are, what their inventory costs are, etc., etc., but most cannot tell you their Unemployment Tax Rate.
No, it's not because owners don't care about the bottom line. More likely, this is because many business owners do not understand that Unemployment Tax is an expense that can be controlled.
Whether you’re dealing with workers’ compensation or unemployment claims, risk management can be a struggle for any business. You only have a certain amount of hours and budget to handle everything that needs to get done to run a successful organization, so having to deal with potential risks can put a damper on your profitability.
Fortunately, a Professional Employer Organization (PEO) like Group Management Services (GMS) can help. Our trained professionals know human resource functions like risk management inside and out, allowing you to breathe easy and save both time and money in the process.
If you’re like most business owners, you probably didn’t go to school to learn the intricacies of human resource management. As a result, you’re either spending too much time on HR or too little. Neither is good for your bottom line.
I’m Spending Too Much Time on HR Management
According to the Society for Human Resource Management (SHRM), there are 45 components to successful HR management. Forty-five!
If you’re trying to be proactive about HR management, good for you. But if you have to manage multiple vendors who are working in “silos” while trying to make sense of everything they’re doing for you, you’re probably not spending as much time as you’d like growing your business. Either that or you’re burning the midnight oil to keep up.
Neither option seems that appealing, do they?
I’m Not Spending Enough Time on HR Management
On the other hand, if you’re not spending enough time on HR management, you’re more likely to be at risk for non-compliance fees, inefficiencies that slow down your production schedule, lower employee morale, and more. And you’re probably losing sleep at night because when it comes to HR, you don’t know what you don’t know.
HR Management is never a problem… until there is a problem and then it’s too late.
Manage HR Functions Effectively and Efficiently With a PEO
Regardless of which path you’ve chosen when it comes to HR management, a Professional Employer Organization (PEO) can be a good fit for your business.
When you partner with a PEO, you get access to a full team of HR experts that can help you:
- Maintain / obtain COBRA, ERISA, HIPAA, ADA, FMLA, EEOC, and DOL compliance
- Find and recruit top talent
- Write detailed job descriptions
- Develop employee handbooks
- Set up training and rewards programs
- Ensure that you’re compliant for employee terminations, and more
Additionally, because PEOs can also help you with risk management, payroll administration, and employee benefit administration, you can find money-saving opportunities that would have been much more difficult to spot with siloed vendors.
Best of all, you get the final say on all decisions. PEOs just make those decisions a little easier.
Stop living in fear of HR problems and get back to growing your business. Contact GMS online or give us a call at 888-823-2084 today.