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  • The EEOC has made it into the news again, but you may not have heard about it.

    A few months after the Equal Employment Opportunity Commission (EEOC) issued a ruling on how pregnancy in the workplace can be viewed as a worker’s comp issue, they have now weighed in on wellness programs.

    Under the Affordable Care Act, there has been a strong push on advocating wellness for employees, and rightfully so. Wellness programs improve the health and productivity of your employees while increasing efficiencies and increasing profitability.

    However, according to an article on jdsupra.com, the EEOC has not yet issued guidelines on how employers can and must structure wellness programs to be in compliance with the Americans with Disabilities Act. Despite the lack of guidelines, the EEOC is pursuing two litigation cases against two separate companies for what they say are violations of the ADA (Americans with Disabilities Act).

    Challenges Ahead Sign. The EEOC's lack of guidelines have created challenges for business owners who want to administer an employee wellness program.

    As a small business owner, keeping tabs on all the government regulations that apply to your business and industry is a daunting task. Even larger companies with compliancy departments get into trouble sometimes!

    Fortunately, professional employer organizations can help ensure you’re compliant with not only wellness programs, but also with payroll, risk management, HR, and employee benefits. To learn more about how a PEO can keep you compliant in today’s increasingly regulated business environment, contact us at 888-823-2084 today.

  • For many employers, hearing that the Equal Employment Opportunity Commission (EEOC) has issued a ruling sounds a lot like fingernails on the chalkboard. They know it’s there, but they don’t often want to hear it.

    Pregnant business woman.

    A couple of weeks ago in a 3-2 decision, the EEOC issued new enforcement guidance under the Pregnancy Discrimination Act (PDA) that also covers possible workplace accommodations.  

    According to Bloomberg, a revision to the 1983 EEOC Compliance chapter on the PDA “requires employers to offer light duty to pregnant employees if they make light duty available to non-pregnant employees similar in their ability or inability to work.” The PDA was a 1978 amendment to Title VII of the 1964 Civil Rights Act. The implementation of this was partly due to pending issues before the Supreme Court.

    What this guidance essentially does is put pregnancies in the same category as a Worker’s Comp claim. If, as an employer, you offer light duty to employees that were hurt on the job, you now have to offer that same accommodation to a pregnant employee. In other words, if an employer offers light duty only to an employee injured on the job and not to a pregnant employee, that employer is in violation of the PDA.

    As most small-business owners spend their days wearing many hats trying to grow their business, they don’t often have the time to spend reviewing every government agency regulation change that comes down the pike. All too often, they find out about it after the fact.

    That’s where a PEO like GMS, comes in. If you’re interested in learning how GMS can help keep you compliant with ever-changing government regulations while at the same time lowering your risk management and benefit costs, give us a call at 330-659-0100 today.

  • Got Problems? Who Doesn’t?

    An EAP is a great resource for employees to seek help with personal concerns. From anxiety and emotional distress to financial difficulties and relationship concerns, an EAP is here to help. The cost of an EAP for employers is minimal however; the benefits to both the employer and employees can be life changing.

     

    Here at GMS we have contracted with Zeller & Associates to provide this service not only clients of GMS, but to GMS employees as well. Rodd Zeller and his staff bring over 50 years of experience in the industry and remain a well respected resource utilized by many companies offering EAP’s to their employees.

    Why Should You Offer an EAP?

    1. 100% confidential 
    2. Help manage employees who are having personal issues that may lead to performance issues. 
    3. Reduce time off work for a disability or emotional issues that can worsen. Some companies have experienced up to a 67% decrease in unplanned absences and tardiness.  
    4. A study by the National Institutes of Mental Health reports that 66% of all terminations are personal-problem related. EAPs help you retain employees!
    5. A great way to compliment the drug free safety program. 
    6. Super quick scheduling times!

    What are some advantages for employees?

    Free of charge to employees and their family members.

    1. Again, 100% confidential
    2. Easy access to an already established network of hand picked, qualified, and licensed clinicians.
    3. No diagnosis on their medical record or medical history.
    4. The knowledge and comfort this resource is available when needed.

    Who uses EAPs?

    A lot of companies use EAPs. Here’s a case study from General Motors (GM):

    • 40% decrease in lost time
    • 60% decrease in sickness and accident benefit
    • 50% decline in filed grievances
    • These savings resulted in $ 3.7 million savings in annual health care costs

    It can be difficult to fully quantify the value of an EAP to both employers and employees.  An EAP has the potential to not only create a healthier and more productive workplace, but to also provide life-long benefit to your employees.  Contact GMS today for more information and to enroll! 

  • Well, that’s a relief.  The employer mandate for 100+ employee companies has been pushed back to 2015 and 50+ employee companies to 2016. No worries until then, right?

    Unless you’re the guy who keeps kicking the can down the road hoping that something changes, you’re wrong. There’s a pretty good business book written by Rick Page called Hope is not a Strategy. I’m amazed at how many savvy business owners seem to think that it can be.

    The simple truth of the matter is that the Affordable Care Act has changed everything you know or have ever known about health insurance. In fact, it’s completely changed the game. If you think you’ve protected yourself by getting grandfathered in, you’re just going to trip over that same can later.

    You do, however, have options.  Larger companies have been self-insuring their healthcare plans for years and in the process been able to grab ahold of costs that were going up even back before today’s expected increases.  Small companies didn’t have that same luxury.  Until now……

    GMS has a solution for small companies that want to:

    1. Have the predictability of a level monthly cost like a traditional health plan, but with increased savings opportunities.
    2. Avoid any potential pitfalls that Community Rating through the ACA may create.
    3. Get access to claims data to help them control costs.
    4. Have more say in the network of providers their employees can use.
    5. Customize their healthcare plans to better serve their employees.

    If you’ve ever thought about any of these and think that it could positively impact the benefits package you provide your employees while significantly lowering costs, you need to speak with someone at GMS.  

    Think about it. If your workers’ comp premiums were raised without  you knowing why, would you tolerate it?  Unlike workers’ comp, you have a say in who you want your health insurance through. Why should they be held to a different standard than your workers’ comp insurance provider?

  • According to a recent article in Bloomberg’s Business News, HR departments are going to become increasingly busy over the next 12 to 18 months.  Why?  Because of a recent memorandum that was issued by the White House to the Department of Labor to “modernize and streamline overtime regulations and make more workers eligible under federal law.”

    At the base of this memo is the administration’s desire to transform employees exempt from overtime hours (salaried employees mostly) into non-exempt employees.  This will have enormous financial repercussions on businesses everywhere.  If a salaried manager is working 50-60 hours/week and suddenly becomes a non-exempt employee, one of two things will have to happen.  The employer will have to either cut that employee’s hours to save money (making him/her less productive) or will have to swallow the increased costs associated with more overtime.  A third option would be to hire additional help, potentially adding additional employee-related costs.

    Unlike the initial rules for the Affordable Care Act, there is no exemption based on a company’s size.  This could create extra pressure on small businesses.  Not only would there be the cost of additional overtime, but there would also be the additional costs associated with the auditing employers will have to undertake to make sure they’re compliant with the new regulations.

    Of course, larger employers already have many of the mechanisms in place to take on this added regulatory burden.  What about small businesses?  Where can they go for help?  

    You guessed it. GMS. Give us a call at 330-659-0100 or contact us online to learn more.

     

  • Ahhhh—feel the ocean breeze blowing through your hair, your toes digging into the sand, and the cool drink in your hand. Your computer is nowhere in sight. That’s right, you’re on vacation!

    As an employee, taking time off is important. It keeps you focused, gives you a break and lets you spend some quality time with your family or friends. As a company, administering a paid time off (PTO) policy is also important, and much less relaxing than taking the time off. 

    With traditional PTO and sick time plans, your company is trying define and limit the liability of paying an employee for time they didn’t work. Sounds simple. 

    But how do you keep track of it all? Without a streamlined system it can be easy to miscalculate PTO for your employees. Miscalculations mean lost money for your company. According to a 2010 survey by Kronos conducted with Mercer, poorly planned absences cost U.S. organizations over 8% of their payroll each year.

    What can your business do to effectively manage PTO?

    Maybe you’ve seen that some companies offer unlimited vacation days, or an “open” vacation policy. This may be an option for some companies, but it requires a high level of trust and accountability between employees and managers, and would still require planning for coverage of the absent employee. It also brings into question state requirements about reimbursement for unused PTO if an employee were to leave a company. This clearly isn’t a solution for everyone. 

    A better option is to look to a professional employer organization (PEO) to outsource human resource (HR) functions, including management of PTO. 

    Online HR Portal Available 24/7 

    If you’re nervous that outsourcing HR functions like PTO means you have less control over your business, you’re not alone. In reality, though, the opposite is true. GMS actually gives you stronger control. 

    How? We store all the information that you and your employees need so you can have a centralized place to measure, track and review critical HR information 24 hours a day, including, but not limited to:

    • Time off requests
    • Performance reviews
    • Job descriptions
    • Employee handbooks
    • Company communication
    Talk with GMS to learn more. Once we’ve had the chance to talk, we’re pretty sure the only question you’ll have is what you can do with time you used to spend keeping track of your employees’ PTO.
     
    We suggest taking a vacation—you deserve it.

  • What would you say if a prospective employer offered you perks like free catered meals, free fitness classes, tuition reimbursement, unlimited vacation days, and– for the expectant parents out there– four months of paid parental leave? 

    You might be tempted to rip the contract out of his or her hand and sign it on the spot—right?

    Well, we didn’t make those up. Practical benefits like these are real, and some are being implemented at companies that constantly rank at the top of employee satisfaction lists.

    So what does this mean for you as an employer? 

    In order to attract and retain the best employees, you should offer competitive compensation, medical benefits, and 401K options that are consistent with your industry and location. Prospective employees will take these more practical benefits into consideration.  

    We know most companies won’t be able to afford perks like the big tech giants in California, but here are four ways you could make life a little easier and more enjoyable for your employees. 

    Four Affordable Perks for your Small Business to Attract & Maintain the Best Employees

    1. Flexible work schedules

    More and more, work and life seem to be connected outside of the working environment. Establish guidelines that allow employees to work from home or in the evening if they have something to go to, like a parent teacher conference. 

    Or, consider flexible work hours. If getting to work earlier and leaving earlier makes sense for the family schedule, commuting, or other reasons and doesn’t conflict with business operations, then maybe this is something for you to consider. 

    Showing flexibility and empathy for employees by allowing flexible schedule will help build a stronger bond, making your company more attractive as a potential employer. It also helps promote a healthy work-life balance, and help make employees’ lives a little easier knowing they have this flexibility. Who wouldn’t want to work for a company that is trying to make life a little easier? 

    2. Pet-Friendly Workspace

    This one is not for everyone. But if it fits with your company, try allowing pets on specific days (maybe once a month, or once a year to start) to make employees feel more comfortable. Take Your Dog to Work Day is a national event and they talk about building codes, liability issues, and employees’ allergies or phobias to consider before adopting this perk. 

    There are many other articles about how to make a workplace pet friendly and tips on creating a dog-friendly workplace.

    Boss need convincing? Share these three benefits of pets in the workplace from PetMD: 

    Pets in the workspace:

    1. Help reduce stress
    2. Encourage longer work hours
    3. Increase camaraderie

    3. Free snacks

    While most companies won’t be able to cater every meal like some of the big tech giants, providing coffee & tea, healthy snacks to share, and maybe breakfast every once in a while will help boost morale and keep your employees focused. 

    4. Lunch-time yoga & Running groups 

    Investing in employee preventative health efforts could help lower healthcare premiums down the road. Depending on your workspace, you could look into hiring in a lunch-time yoga instructor, or massage therapist to help reduce employee stress levels. Or, for the more active employee, look into hosting a running group, training for a charity race, or getting your company involved in a sports league. These activities get people active and also encourage team building outside the workplace. 
     
    Practical benefits like these can help give you the edge when a prospective employee compares job offers in a similar market, and they show you care about the well-being of your employees. 
     
    What other affordable perks would attract new employees? Let us know what you think in the comments below. 

  • What would you say if a prospective employer offered you perks like free catered meals, free fitness classes, tuition reimbursement, unlimited vacation days, and– for the expectant parents out there– four months of paid parental leave? 

    You might be tempted to rip the contract out of his or her hand and sign it on the spot—right?

    Well, we didn’t make those up. Practical benefits like these are real, and some are being implemented at companies that constantly rank at the top of employee satisfaction lists.

     

    Pet friendly workplaces have lower stress, encouage longer hours, and build office camraderie. Photo of dog in office. “Office dog” by seanhagen is licensed under CC BY 2.0

    So what does this mean for you as an employer? 

    In order to attract and retain the best employees, you should offer competitive compensation, medical benefits, and 401K options that are consistent with your industry and location. Prospective employees will take these more practical benefits into consideration.  

    We know most companies won’t be able to afford perks like the big tech giants in California, but here are four ways you could make life a little easier and more enjoyable for your employees. 

    Four Affordable Perks for your Small Business to Attract & Maintain the Best Employees

    1. Flexible work schedules

    More and more, work and life seem to be connected outside of the working environment. Establish guidelines that allow employees to work from home or in the evening if they have something to go to, like a parent teacher conference. 

    Or, consider flexible work hours. If getting to work earlier and leaving earlier makes sense for the family schedule, commuting, or other reasons and doesn’t conflict with business operations, then maybe this is something for you to consider. 

    Showing flexibility and empathy for employees by allowing flexible schedule will help build a stronger bond, making your company more attractive as a potential employer. It also helps promote a healthy work-life balance, and help make employees’ lives a little easier knowing they have this flexibility. Who wouldn’t want to work for a company that is trying to make life a little easier? 

    2. Pet-Friendly Workspace

    This one is not for everyone. But if it fits with your company, try allowing pets on specific days (maybe once a month, or once a year to start) to make employees feel more comfortable. Take Your Dog to Work Day is a national event and they talk about building codes, liability issues, and employees’ allergies or phobias to consider before adopting this perk. 

    There are many other articles about how to make a workplace pet friendly and tips on creating a dog-friendly workplace.

    Boss need convincing? Share these three benefits of pets in the workplace from PetMD: 

    Pets in the workspace:

    1. Help reduce stress
    2. Encourage longer work hours
    3. Increase camaraderie

    3. Free snacks

    While most companies won’t be able to cater every meal like some of the big tech giants, providing coffee & tea, healthy snacks to share, and maybe breakfast every once in a while will help boost morale and keep your employees focused. 

    4. Lunch-time yoga & Running groups

     
    Investing in employee preventative health efforts could help lower healthcare premiums down the road. Depending on your workspace, you could look into hiring in a lunch-time yoga instructor, or massage therapist to help reduce employee stress levels. Or, for the more active employee, look into hosting a running group, training for a charity race, or getting your company involved in a sports league. These activities get people active and also encourage team building outside the workplace. 
     
    Practical benefits like these can help give you the edge when a prospective employee compares job offers in a similar market, and they show you care about the well-being of your employees. 
     
    What other affordable perks would attract new employees? Let us know what you think in the comments below. 

    Photo Credit: “Office Dog” by seanhagen is licensed under CC BY 2.0

  • Good businesses need good employees, and good employees look for good opportunities. A competitive benefits package plays a major part in attracting quality talent to your company, as well as retaining current workers. 

    Employee benefit administration can be a time-consuming and costly endeavor for a small- to mid-size company, especially one that wants to offer a complex benefits package. Instead of just accepting the hassle as a necessity, you should consider the possibility of teaming up with a Professional Employer Organization (PEO) like Group Management Services (GMS) to benefit your benefits.

    Employee benefits administration is yet another service provided by a PEO.

    Many Parts, One Partner

    A good benefits package in a pretty complex affair. Some elements of a package may include:

    • Health insurance

    • 401k retirement plans

    • Profit sharing

    • Supplemental insurance plans

    • Benefit administration

    • Group life

    • COBRA

    • Disability

    • Dental

    • Vision

    That’s a lot of information to have to focus on and administer out to your employees. Fortunately, a PEO has trained professionals that can manage your business’ benefits package.

    This also leaves you with one point of contact for your benefits package needs, instead of needing to deal with multiple providers when you have questions.

    Saving Time and Money

    Another advantage of partnering with a PEO is that it allows you more time to focus on your business. While you handle your area of expertise, GMS’ experts can streamline your employee benefits administration. In fact, we help out so many employers and their employees that we have greater buying power through economy of scale.

    The Right Fit

    A good benefits package can help you attract and retain talented employees. If you’re looking to save some time and money on employee benefits administration, contact us today to see if a PEO is the right fit for you and your company.

  • Administrative professionals in a wide variety of industries work long and hard to make sure that their office provides the proper support it needs to succeed. Given their contributions to an organization’s wellbeing, it’s only appropriate that you show your appreciation for these important employees. 

    Conveniently enough, April 22 marks Administrative Professionals’ Day in the U.S., giving employers a chance to reward the office administrators, secretaries, and every other person in a position that helps to hold the office together.

    Photo Credit: “Gift Basket” by Calvert Café & Catering is licensed under CC BY 2.0

    What is Administrative Professionals’ Day?

    In 1952, the International Association of Administrative Professionals (IAAP) sponsored Administrative Professionals’ Week. Sixty-three years later, the holiday is still going strong, landing in the last full week of April every year.

    According to the IAAP, there are more than 22 million administrative and office support professionals working in the U.S. so the holiday can affect many different businesses and organizations. Fortunately, we have some helpful gift ideas to treat your administrative professionals.

    Cater Gifts to Each Employee

    When it comes to rewarding your administrative professionals, the best gifts are the ones that you cater to that specific employee. Does your office manager like coffee? Perhaps a gift card to his or her favorite coffee shop would be best. Do they have a sweet tooth? There’s always chocolate. Plus, you can always treat your administrative assistants to lunch.

    Of course, there are also gift ideas outside of material goods. If your company’s administrative assistants have been doing a great job, you could always let them leave early for the day or give them a little extra time off.

    Keeping Employees Happy

    It’s important to keep up team morale, so don’t be afraid to treat employees who are working hard and doing a good job. 

    At Group Management Services, we know that your employees play a major part in your organization’s success. Give us a call at 1-888-823-2084 or contact us online today if you’d like to find out how GMS can help your company through Human Resources Management.