It’s common for HR professionals to field questions about compliance and discrimination concerns. One question that some small business owners ask is how LGBT and gender requirements can impact their company. There are many laws and protections in place to prevent discrimination based on gender identity or sexual orientation that employers should know about.
Have you ever heard the expression “what happens in Vegas, stays in Vegas?” Unfortunately, that might not always be true.
In the past year, recreational marijuana became legalized in the great state of Nevada. If you smoke weed and then get drug tested at work the next day, what happened in Vegas may come back to haunt you.
Employee retention is a significant area of focus for most business owners. According to talent management and HR site ERE Media, “78 percent of business leaders rank employee retention as important or urgent,” showing that the average owner wants to avoid losing good talent.
There are many reasons why an unexpected departure can prove problematic for employers. It can disrupt workflow. It can have a negative impact on chemistry. Also, it can cost up to 50 percent of an entry-level employee’s annual salary to find someone to replace your outgoing employee. That’s a pricey goodbye.
Retention is a big issue that many employers want to address before their company turns into a revolving door for talent. Fortunately, Professional Employer Organizations can help your business improve employee retention. Here’s how.
For an industry that serves over 2.5 million people, Professional Employer Organizations can still be a bit of a mystery for the average business owner. The industry has helped businesses manage important HR functions for decades, but one of the most common questions owners ask is “Why have I never heard of PEOs before?”
There are a few reasons for this, starting with the fact that there’s no simple, one-sentence explanation for what PEOs do.
If you own a small, five-person company, it might be tempting to think that you don’t need to invest any time or money into human resource functions like a big business. That’s a bad idea.
Every company needs HR, regardless of size. Just like how you don’t build a house without a proper foundation, a small business – or any business – needs to create a solid human resource foundation to succeed.
There are several employee work classifications covering everyone from full-time workers to special classes such as interns. Each person needs to be sorted into their appropriate groups to help determine their benefit eligibility.
However, there are occasions where employees can be incorrectly classified. The government takes this issue very seriously. The Society for Human Resource Management writes that proper employee classification “make[s] sure that all legal requirements are maintained so that there is no discrimination in terms of benefit plan eligibility and payment of compensation in accordance with federal and state laws.” It’s important to know how misclassification works and just how much it can hurt your business.
GMS’ Stacey Larotonda Honored as a Patriotic Employer by the Employer Support of the Guard and ReserveJune 6, 2017 8:00 AM
Group Management Services was recently honored as a Patriotic Employer through the Employer Support of the Guard and Reserve. Stacey Larotonda (VP Client Services) was nominated by GMS Account Manager, Lauren Handley, Petty Officer First Class in the Navy (E-6), who is currently serving an 8-month tour in Afghanistan.
Retired USAF Lieutenant, Colonel Chaker Fadel, serves as the Employer Outreach Coordinator for the ESGR. Fadel presented Larotonda with the award on April, 21 2017, which is given to an employer who has shown exceptional support of The National Guard and Reserves.
When the Affordable Care Act passed in late 2010, one of the major tenets of the plan was the creation of healthcare exchanges in every state. These exchanges would be state-run with federal seed money used to create them. People who didn’t have coverage or had unaffordable coverage through their employers would be able to buy subsidized plans at a comparatively low cost.
The exchanges began with the implementation of the ACA in 2014. Of the 50 states, 23 of them were run by the federal government. In late 2015, it was reported that 12 of the 23 federally-run state exchanges were shutting down due to unsustainable losses. In some areas, things have gotten worse.
It can be very difficult for small business owners to compete with big companies when it comes to 401(k) plans. Due to their size, large corporations can use economy of scale to their advantage and offer attractive retirement plans that are more affordable due to the size of their employee base.
Small business owners don’t have hundreds of employees to their name, but that doesn’t mean that they can’t have access to economies of scale through other resources.
If you think it’s hard to find good talent these days, you’re not alone. The Society for Human Resource Management conducted a survey of more than 3,300 HR professionals and found that “more than two-thirds of surveyed organizations hiring full-time staff indicate[d] they are having a difficult time recruiting for job openings.”
Thanks to a combination of factors, hiring employees that truly fit your requirements can be a tricky process. SHRM’s Jennifer Schramm cites “a low number of applicants, lack of needed work experience among those that do apply, competition from other employers, and a lack of technical skills among job applicants” as obstacles that employers face these days.
When it comes to finding the right applicant for the job, it’s important to know where to look. Here's where you should consider looking to find the quality talent your business needs to grow.