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  • In a world rapidly shaped by technological advancements, the emergence of artificial intelligence (AI) has revolutionized various industries, including human resources (HR) and employment. Recognizing the immense potential of AI in streamlining hiring processes, New York City took a groundbreaking step by introducing a unique law that regulates employers’ use of Automated Employment Decision Tools (AEDTs). After months of anticipation and rule changes, the law officially entered its enforcement phase on July 5th, 2023, ushering in a new era of transparency, fairness, and accountability in hiring and promotions. Continue reading to explore the significance of this groundbreaking regulation and how it sets a powerful precedent for the future of AI in the workplace.

    The Evolution Of New York City’s AI Bias Regulation

    The journey towards New York City’s AI bias regulation began on January 1st, 2023 when the first-of-its-kind law took effect. However, enforcement was temporarily delayed, accommodating essential clarifications and revisions in the regulations. Each rulemaking stage brought about material changes, leaving employers and stakeholders anticipating the final outcome. The release of frequently asked questions (FAQs) by the New York City Department of Consumer and Worker Protection alongside the enforcement date aimed to provide much-needed clarity on the law’s provisions.

    Addressing AI Bias: A Step Toward Equality And Fairness

    With AI taking on a more prominent role in hiring and promotion decisions, concerns about bias and discrimination have become more prevalent. The New York City law compels employers to conduct bias audits of their HR technology systems to identify and fix any potential bias. These audits, conducted by impartial third parties, are instrumental in holding employers accountable for the fairness and impartiality of their AI-driven employment processes. While AI has undeniably streamlined hiring processes, there’s also a potential for unintended biases to perpetuate if left unchecked. New York City’s regulation is a crucial safeguard to ensure that AI enhances the hiring process without compromising equality.

    Coverage And Compliance: Who And What Is Included

    The FAQs accompanying the law provide clarity on its scope and application. Employers and employment agencies fall under the regulation if the job is located in New York City. The employer’s location is not the determining factor; rather, the job’s physical location decides applicability.

    As for automated tools covered by the law, AEDTs encompass computational processes derived from machine learning, statistical modeling, data analytics, or AI that issue simplified outputs. These outputs may include scores, classifications, or recommendations used to assist or replace discretionary decision-making in employment decisions. If an AEDT is used at any stage of hiring or promotion to assess candidates, the employers and agencies must comply with the law’s requirements. Notably, the regulation only applies to AEDTs directed towards actual job seekers or employees, not those used for sourcing candidates or conducting outreach.

    Transparency And Bias Audits

    Transparency is a cornerstone of the law, and employers must publish a summary of the results of their most recent bias audit. The audit’s purpose is to evaluate AI tools’ potential disparate impact on sex, race, and ethnicity. To maintain impartiality, the audit must be conducted by third-party entities with no vested financial interests in the employer. The results of the bias audit must include relevant data, demographic information, and selection or scoring rates, all with a focus on upholding non-discriminatory practices.

    Collaboration And Compliance

    As businesses adapt to this regulation, they can expect the New York City Department of Consumer and Worker Protection to work alongside them in a spirit of collaboration rather than punitive action. This approach acknowledges that regulating AI-driven employment activities requires a nuanced understanding and is best achieved through collaboration between stakeholders.

    What Employers Should Know

    New York City’s law regulating employers’ use of AEDTs in hiring and promotions marks a momentous milestone in the journey towards fair and bias-free AI integration in the workplace. Amidst the complexities of New York City’s groundbreaking AI bias regulation, businesses should be aware of the support and expertise of a professional employer organization (PEO). PEOs like GMS offer comprehensive HR solutions, including AI compliance services, that ensure seamless integration of automated employment decision tools while adhering to the law’s requirements. By partnering with GMS, businesses can access the latest auditing practices, unbiased third-party assessments, and tailored guidance to ensure transparency and fairness in their hiring and promotion processes.

    As businesses face the challenges of this ever-evolving landscape, GMS serves as a trusted partner, helping them harness the full potential of AI while protecting against bias, discrimination, and compliance issues. With GMS by your side, businesses can confidently embrace the future of AI in New York City while prioritizing diversity, equity, and a thriving workforce. Contact us today to learn more.

  • Your people are your most valuable assets – without them, your business wouldn’t function. However, in today’s dynamic business landscape, many organizations face challenges regarding human resource planning (HRP). In fact, nearly 75% of companies struggle with recruiting and hiring qualified individuals. A proactive approach to evaluating your future talent needs is essential to keep your business running smoothly.

    By anticipating both internal and external factors that might affect your business, such as business growth, shifts in the economy, or job marketing, you can proactively address staffing challenges and provide a seamless transition during periods of change. HRP ensures you have the right people in the right positions at the right time.

    Although, with so much on your plate already, HRP can weigh you down. We recognize the importance of accurate forecasting, so we’ve gathered a few strategies to assist you in effectively predicting your organization’s talent needs. By implementing these techniques, you can streamline your HRP process and ensure that you have the right people in place when you need them most.

    What Is Human Resource Planning (HRP)? 

    HRP is the process of optimizing your workforce to navigate staff shortages, surpluses, and market changes effectively. There are four key components of HRP for effective workforce management.

    1. To start, your strategy should align with your strategic business goals. By clearly defining your business objectives, you can ensure your workforce planning efforts directly support and contribute to the success of your organization.
    2. The next step is to evaluate your existing workforce thoroughly. Take the time to analyze your employees’ skills, competencies, and demographics. This assessment will help you identify areas of strength within your staff and potential gaps that need addressing. It provides valuable insights into your current workforce’s capabilities and areas where you may need to dig a little deeper.
    3. Next, anticipate your future talent needs based on your business goals. By forecasting the types of skills, expertise, and roles required to achieve your objectives, you can proactively plan for recruitment, training, and succession planning. This guarantees a pipeline of skilled individuals ready to meet future demands.
    4. Finally, identify any gaps that exist between your current workforce and your future talent needs. This analysis will help you understand where additional efforts are required and help you develop and implement an action plan.

    Considering these four components of HRP, you can strategically plan and manage your workforce, ensuring that you have the right people to drive your business forward.

    Hard Vs. Soft HRP 

    Hard HRP is a data-driven approach that uses a quantitative analysis to forecast and manage the workforce. It focuses on historical data, trends, and organizational goals to determine the optimal workforce size, skills required, and timing of hiring or downsizing. The emphasis is on efficiency, cost control, and aligning the workforce with organizational objectives.

    On the other hand, soft HRP takes a qualitative and people-oriented approach. It emphasizes understanding employees’ motivations and aspirations. Soft HRP considers factors such as employee engagement, morale, and organizational culture to guide decision-making. It aims to build a long-term, sustainable workforce through employee development and talent management.

    Both approaches are valuable in their respective ways, as they address different aspects of workforce management and contribute to the overall success of your organization. With an integrated method combining hard and soft HRP elements, you can achieve a balanced and comprehensive planning strategy that accounts for quantitative and qualitative considerations, resulting in a motivated workforce aligned with the organization’s goals and values.

    Why HRP Matters

    In the age of quiet quitting, national staffing shortages, the emergence of new technology, and younger generations entering the workforce, effective HRP plays a crucial role in the overall success of your business. With continuous foresight, you’ll stay in a position to keep your business running smoothly and meet the expectations of your workforce during an ever-evolving business landscape. Additionally, HRP is essential for:

    • Anticipating talent demand: HR forecasting helps you predict future talent demand based on business growth projections, industry trends, and evolving customer needs. By identifying the skills and competencies required to meet these demands, you can strategically plan recruitment, training, and development initiatives to ensure your business has the right talent at the right time.
    • Cost optimization: Accurate HR forecasting can help you optimize talent acquisition, onboarding, and training expenses. By aligning workforce needs with business objectives, you can avoid unnecessary hiring or downsizing, reduce recruitment costs, and streamline training and development efforts. This results in efficient resource allocation and improved financial performance for the organization.
    • Talent retention and engagement: HR forecasting plays a vital role in talent retention and engagement. You can design tailored career development plans and succession programs by identifying potential skill gaps or career progression opportunities within your business. A proactive approach demonstrates a commitment to your employee growth, increasing job satisfaction and reducing turnover rates.
    • Agility and adaptability: Whether it’s technological advancements, market disruptions, or shifts in customer preferences, you can proactively identify the skills and competencies needed to navigate these changes, ensuring the organization remains competitive and resilient.

    HR Forecasting Strategies

    While there are numerous strategies you can adopt to support your business, many organizations find that a combination of approaches yields the best results. Some strategies include:

    Data analysis

    Utilizing data-driven analytics to analyze historical and current workforce trends and patterns. This involves collecting and analyzing relevant HR data, such as employee turnover rates, performance metrics, succession planning data, and external labor market trends. By leveraging advanced analytics tools and techniques, you can identify patterns that will assist in forecasting future talent needs.

    Community focus

    Depending on the size of your team, you may not always be aware of the needs of your staff. Therefore, fostering positive collaboration and communication between you, your leadership team, and employees is vital to better align workforce planning with organizational objectives. Regularly engage with key stakeholders and department heads to understand their strategic goals, anticipated growth, and upcoming projects. You’ll gain valuable insights into department-specific talent needs by involving your staff in forecasting, ensuring accurate planning, and effective resource allocation.

    Talent pipelines

    Another potential internal strategy involves implementing talent pipeline development programs to cultivate a pool of potential candidates for critical organizational roles. The method involves of identifying high-potential employees and providing them with targeted development opportunities, mentoring, and coaching. By nurturing internal talent, you can reduce dependence on external hiring, enhance employee engagement, and ensure a seamless transition during leadership or specialized role changes.

    Market trends monitoring

    Although internal focus is crucial, it’s equally important to consider external factors. Monitor and analyze external labor market trends to identify talent availability, skills gaps, and emerging talent pools. This involves staying updated on industry-specific developments, market competition, and employment trends. By understanding the external market dynamics, HR can proactively respond to changes in the talent landscape, adapt recruitment strategies, and explore opportunities for strategic partnerships or talent acquisition.

    Scenario planning exercises

    Scenario planning exercises are another effective external strategy to anticipate and prepare for future scenarios that may impact the workforce. Identify key external factors, such as economic changes, industry disruptions, or technological advancements, and assess their potential impact on your talent needs. By developing multiple scenarios, you can create contingency plans and adapt your HRP strategies to ensure your business is ready to face various circumstances.

    To summarize: 

    • Utilize your business workforce data to predict future needs
    • Get your staff involved
    • Implement developmental programs
    • Keep an eye on the external labor market
    • Implement scenario planning exercises

    Develop A Plan

    It’s necessary to note that HRP is not a one-time endeavor and requires ongoing monitoring and adjustment in response to changes in your business or industry. After thoroughly working through these techniques, you’ll need to leverage the gathered information to shape your HR strategy. By incorporating the insights, including your predicted needs and contingency plans, you and your leadership team will be well-prepared to reach your business goals.

    Armed with a comprehensive understanding of your organization’s requirements and potential challenges, you can confidently chart a path forward and develop a strategic HR plan that aligns with your goals and addresses any potential obstacles.

    This proactive approach empowers your team to navigate the future with clarity and ensures that your HR initiatives support the overall success of your organization.

    Right People At The Right Time

    How much time do you spend writing a job ad or going through resumes? GMS makes small business recruiting faster and easier. We do all the legwork before an interview takes place, so you can focus on choosing from a pool of qualified candidates. Our partnerships with Indeed and LinkedIn save you time and money while attracting top candidates. Additionally, through partnering with GMS, you can track every part of the hiring process through our Applicant Tracking System.

    Employee training is a vital step in onboarding new employees and retention of your existing workforce. Our learning management system (LMS) is a web-based platform or software application to implement and monitor a learning process. An LMS promotes ongoing learning, establishes career trajectories, and improves employee engagement. As technology continues to evolve, employees and employers have had to learn new skills. Our Cornerstone LMS offers employees a scalable, personalized e-learning experience to help them stay engaged and develop professionally. If you need help managing your workforce, contact us today, and let us help you improve employee engagement!

  • In today’s fast-paced and competitive job market, finding and attracting top talent can feel like solving a complex puzzle. Simply posting job openings on LinkedIn or job boards isn’t enough. You need a comprehensive approach encompassing every aspect of recruitment – from building a positive employer brand to creating a robust talent pipeline and candidate experience.

    That’s where recruitment marketing comes in. Recruitment marketing is the key to unlocking your recruiting potential. It’s not just about filling specific job vacancies; it’s about attracting the best candidates to your organization as a whole. You can optimize your recruitment process and achieve long-term hiring success by strategically leveraging various channels such as social media, employee referrals, and data-driven insights.

    A professional employer organization (PEO) such as GMS can provide valuable support and expertise to enhance your recruitment efforts. But in the meantime, we’ve gathered a few key recruitment marketing tactics to get you started.

    The Difference Between Recruiting And Recruitment Marketing

    Recruiting refers to the process of actively seeking, evaluating, and selecting candidates for a specific job position within your organization. It involves sourcing candidates, reviewing resumes, conducting interviews, and making hiring decisions. While recruiting concentrates on attracting talent to a specific job, recruitment marketing takes a broader approach by aiming to attract talent to your business.

    Recruitment marketing involves strategic marketing techniques to engage and attract top talent, such as branding, job advertisements, social media campaigns, and content creation. It aims to build a positive perception of your business and generate interest and excitement among potential candidates.

    Recruitment Marketing Strategies

    In today’s competitive job market, attracting top talent requires a well-rounded and strategic approach. To ensure you find the most qualified candidates and establish a strong brand, consider implementing these recruitment marketing tactics:

    • Optimize your website so users can easily find your careers page. Ensure straightforward navigation with a prominent “Careers” or “Jobs” link with consistent placement throughout your website. Additionally, implement SEO strategies to enhance your visibility. By optimizing your website, you can effectively direct interested individuals to your careers page, increasing the number of qualified candidates who apply to your open positions.
    • Maintain an active presence on social media platforms, particularly LinkedIn, where job seekers are most active. Regularly share engaging content about your company’s culture, values, and career opportunities. Include employee stories, industry insights, company events, updates, and achievements. Actively engage with your followers, respond to comments and inquiries, and foster meaningful conversations to build relationships and attract potential candidates.
    • Engage in paid advertising to promote your brand. Platforms such as Google Ads and social media channels allow you to target specific demographics and job-related keywords to reach your audience. Develop compelling ad copy and visuals that highlight your unique selling points as an employer and drive potential candidates to your careers page or job listings.
    • Keep an eye on employer review sites such as Glassdoor. These sites provide insights into employee experiences, company culture, and overall employer reputation. Encourage your current and former employees to leave honest reviews about their experiences. Respond to positive and negative reviews professionally and constructively to help demonstrate your commitment to employee feedback and shape a positive brand image.
    • Utilize job boards. Leverage popular job boards and career websites to promote your job openings. Identify platforms that are relevant to your industry and target audience. By optimizing your listings, you can create compelling job descriptions that clearly outline qualifications and responsibilities and highlight your company’s distinctive culture and benefits. Actively monitor and respond to candidate applications or inquiries from these platforms to provide a positive candidate experience.
    • Implement video marketing techniques to engage candidates. Create video content that showcases your employees. Take a virtual office tour or showcase interviews with key team members and share these videos on your website and social media channels. Video content is highly engaging, helps candidates better understand your organization, and helps to foster a deeper connection with potential candidates.

    Challenges And Best Practices In Recruitment Marketing

    Vacant positions can be expensive and disruptive to workplace operations, making you feel pressured to rush through the hiring process. This can be stressful for your hiring team and existing employees, who may be shouldering additional responsibilities due to staffing shortages. However, it’s essential to acknowledge that hiring takes several months on average, with the interview stage alone taking 24 days or longer.

    While you should recognize the impact of prolonged vacancies on your business and the well-being of your workforce, you should still dedicate sufficient time to the hiring process. Spend time crafting job descriptions with precise requirements to quickly filter out candidates who may not be suitable for the role. Carefully vet your applicants during the interview process to ensure a candidate aligns with your company’s culture and possesses the necessary skills needed for the position. Although it may require more time up front, thoroughly evaluating each candidate is crucial for ensuring your new hire’s long-term success and satisfaction.

    Taking a proactive approach and building a talent pipeline is another key strategy to ensuring a steady stream of qualified candidates. By actively engaging with and nurturing relationships with potential candidates, you can create a pool of pre-vetted individuals interested in your company’s opportunities. You can tap into this talent pipeline whenever you need to fill a position, helping to reduce the time and effort required to start the hiring process.

    However, engaging with candidates in your talent pipeline goes beyond simply reaching out when there is a specific job opening. Regularly communicate with this pool of candidates, even when there are no immediate vacancies, to keep them interested and engaged. For example, through a careers newsletter or social media channels, you can share relevant industry news, offer career development resources, or invite them to participate in webinars or networking events. By continuously fostering these relationships, you increase the likelihood that these candidates will consider your organization their preferred employer when a position opens.

    Ensure A Positive Candidate Experience 

    Candidate experience is a crucial component of branding and a decisive factor when top candidates evaluate your job offers. The way you treat your candidates reflects how you treat your employees, and it doesn’t go unnoticed. Unfavorable experiences can discourage candidates from accepting your offer, while positive candidate experiences can significantly enhance your brand. This attracts qualified candidates and increases their willingness to apply for and accept your job offers. Here are a few essential tips to keep in mind during the hiring process:

    1. Communicate frequently: Keep candidates informed and engaged throughout the hiring process to create a positive candidate experience. Regular communication on the status of their application or the next step in the process demonstrates your commitment to transparency and professionalism. Promptly responding to candidate inquiries and addressing their concerns or questions helps build trust and shows that you value their time and interest.
    2. Personalize interactions: Treat your candidates as the individuals they are and tailor your interactions to their specific needs and qualifications. Personalization can involve addressing candidates by name in email exchanges, referencing their relevant skills or experiences during conversations or interviews, and demonstrating a genuine interest in their career aspirations. By taking the time to understand their unique qualities, you create a more meaningful connection and show that you value them as potential team members.
    3. Be considerate of their time: Respect for candidates’ time is crucial in creating a positive experience. This includes adhering to scheduled interview times, minimizing delays or rescheduling whenever possible, and being mindful of the duration of each stage of the hiring process. Providing clear instructions and expectations in advance, such as the estimated length of interviews or assessments, helps candidates plan accordingly and feel valued.
    4. Demonstrate your company values: A candidate’s experience during the hiring process can offer insights into your company’s culture and values. Aligning your actions with the values you promote is essential for creating a positive impression. For example, if one of your core values is teamwork, ensure that candidates have opportunities to interact with potential teammates during interviews. If you emphasize work-life balance, demonstrate flexibility in scheduling interviews or assessments. By consistently embodying your company values, you can attract candidates who share those values and align with your organizational culture.

    Addressing these aspects of the candidate’s experience contributes to a positive impression of your organization. Candidates who have good experiences are more likely to view your company as an employer of choice, which can lead to increased applicant quality and acceptance rates. Additionally, positive experiences can generate word-of-mouth recommendations and positive reviews, enhancing your brand and attracting top talent.

    Recruitment And Retention Assistance

    Recruiting, training, and retaining employees has never been more challenging for small and mid-sized businesses in a tightening labor market. Creating a job ad, finding the right candidate, and providing opportunities for employee development are significant expenses. PEOs like GMS give you access to the tools and resources necessary to take on these responsibilities while improving your overall recruiting, hiring, training, and retention efforts.

    Our training and recruiting services make small business recruiting faster and easier. We do all the legwork before an interview, so you can focus on choosing from a pool of qualified candidates. We also partner with Indeed and LinkedIn to make posting job ads and attracting quality candidates quicker and more cost-effective for our clients. Contact us today, and let us help you find your next team member!

  • In today’s hyper-competitive job market, employers are racing to secure the best talent swiftly. As a result, the need for speed in every aspect of the hiring process has become more pronounced, including background screening. However, this relentless pursuit of speed may inadvertently overshadow the vital aspect of accuracy. Let’s explore the challenges and consequences of prioritizing speed over accuracy when choosing a background-screening provider and why striking the right balance is crucial for the long-term success of any organization.

    The Need For Speed: A Pressing Imperative

    In a rapidly evolving business landscape, time is of the essence. Employers face mounting pressure to fill positions, stay ahead of competitors, and keep pace with changing market demands. Consequently, background-screening providers are increasingly marketed based on the promise of rapid turnaround times, promising quick results that can expedite the hiring process.

    The Hidden Dangers Of Prioritizing Speed Over Accuracy 

    1. Incomplete information: Opting for a background-screening provider solely based on speed may lead to incomplete information about potential candidates. Crucial details might be overlooked, leaving employers exposed to unforeseen risks.
    2. Legal and reputational risks: Relying on quick background checks can increase the likelihood of overlooking red flags in a candidate’s history, such as criminal records or false credentials. This leaves companies vulnerable to legal liabilities and damages their reputation.
    3. High employee turnover: By prioritizing speed over accuracy, employers might hire candidates who are not a good fit for the role or the company culture. This can lead to high employee turnover rates, hampering organizational growth and productivity.

    The Quest For Balance: Redefining Priorities 

    1. Reevaluating criteria: Employers should reassess their screening criteria and identify critical information for decision-making. This way, they can streamline the screening process while ensuring that essential details are not missed.
    2. Partnering with reliable providers: Instead of blindly opting for the fastest provider, employers should prioritize working with reputable screening agencies with a track record of accuracy. A trusted partner will deliver timely results without compromising quality.
    3. Leveraging technology: Embrace technology-driven solutions that combine speed and accuracy. Automated systems can expedite the process without sacrificing the thoroughness of the investigation.
    4. Conducting comprehensive interviews: Supplement background checks with in-depth interviews to gain insights into candidates’ personalities, values, and work ethics. This holistic approach ensures a more thorough evaluation of potential hires.

    Embracing The Long-Term Vision

    While the desire for speedy results is understandable, employers must recognize that hasty decisions may have far-reaching consequences. Investing time and effort in choosing the right background-screening provider can lead to better hiring choices, improved retention rates, and a stronger organizational culture.

    A PEO May Be The Solution

    As employers navigate the ever-changing landscape of talent acquisition, it’s essential to strike the right balance between speed and accuracy in background screenings. While quick results may seem attractive in the short term, the long-term benefits of thorough and accurate background checks cannot be underestimated.

    In the quest for accurate background checks that relieve business owners of their responsibility, a professional employer organization (PEO) like GMS stands as a valuable partner. By partnering with GMS, businesses can confidently delegate the responsibility of conducting meticulous background screenings to experts who specialize in the field. A PEO’s wealth of experience, access to advanced screening technology, and compliance with evolving regulations ensure that the hiring process remains swift and precise.

    Amber Mora, GMS’ HR Account Manager, explains, “When partnering with GMS, our clients save a significant amount of time because all they have to do is send over the candidate information, and our recruiters handle the rest. They securely input the information into the software we use for background checks called CrimCheck. The completed results are then sent back to the client. Should the client decide not to move forward with a candidate, we can submit the adverse action process on their behalf so they don’t have to worry about it. Ultimately, we make it easy for our clients to have background checks completed.”

    Embracing a PEO empowers business owners to focus on their core objectives, securing the knowledge that reliable professionals bolster their workforce. In the dynamic landscape of modern business, GMS’ support can be the key to building a thriving and ethically responsible organization. Get a quote from us today!

  • Attention, California business owners! Get ready for some great news that will ease your COVID-19 burden (yes, COVID-19 is still relevant). The California Department of Public Health (CDPH) has recently changed the definition of a COVID-19 “outbreak,” and it’s in your favor. Let’s dive into the details of this game-changing update.

    The CDPH and Cal/OSHA previously defined an “outbreak” as three or more cases within 14 days for an exposed group. Employers caught in an outbreak were subjected to additional obligations under the Cal/OSHA COVID-19 nonemergency regulation until the number of cases dropped to one or fewer in 14 days. However, things have taken a positive turn. The CDPH has redefined an outbreak as three or more cases occurring within seven days. What’s even better is that this change is automatically incorporated into the Cal/OSHA regulation, as confirmed by the agency’s updated FAQ.

    What This Means For Employers In California 

    Now, let’s explore what these changes mean for employers. Brace yourself for lighter responsibilities, as meeting the “outbreak” status will now be more challenging. Here’s a breakdown of the impact:

    • Testing availability: Employers will only need to provide immediate and weekly testing to employees within the exposed group. 
    • Close contact management: Close contacts must undergo a COVID-19 test within three to five days after contact to be excluded from work, following the appropriate return-to-work criteria. 
    • Face covering requirements: Employees within the exposed group should wear face coverings when indoors or outdoors and within six feet of another person. 
    • Respirator rights: Employees can request and receive a respirator for voluntary use. 
    • Enhances COVID-19 measures: Employers will undertake additional COVID-19 investigations, reviews, and hazard corrections. 
    • Improved ventilation: Employers are encouraged to enhance ventilation using a MERV-13 filter or an equally efficient alternative. 
    • Reporting obligations: Reporting to local public health departments becomes necessary, if applicable. 

    To ensure compliance, it’s crucial that you review your local public health department’s outbreak reporting requirements, if any, to align with the new CDPH definition of an outbreak. Additionally, don’t forget that if your business experiences 20 or more cases within 30 days, it will be considered a “major outbreak” with additional responsibilities under the Cal/OSHA non-emergency regulation.

    GMS Is Here To Help California Business Owners

    At GMS, we understand the challenges faced by California businesses during these trying times. That’s why we’re here to offer our unwavering support as a professional employer organization (PEO). We help small business owners understand the intricacies of the redefined COVID-19 outbreak definition, ensure compliance with the updated requirements, and alleviate the burden of managing employee-related obligations.

    By relying on the knowledge and support of a PEO like GMS, businesses can focus on what they do best while leaving the complexities of regulatory compliance in capable hands. Take advantage of this positive shift in regulations, and let GMS be your trusted partner in safeguarding your California business. Contact us today to learn more.

  • June 30th, 2023, has come and gone, but here’s some good news – the Family and Medical Leave Act (FMLA) forms with an expired date is still valid, according to the U.S. Department of Labor (DOL). So, if you’re an eligible employee of a covered employer, you can still utilize these forms for your family and medical leave needs.

    The FMLA provides an important safety net for employees by allowing them to take unpaid, job-protected leave for various family and medical reasons. Whether it’s due to pregnancy, chronic health conditions, or the care of a family member with a serious health condition, this act ensures that your job is secure while you attend to these important matters.

    Employers rely on these forms to comply with the FMLA notice requirements and request medical certification from your health care provider. In addition, the DOL has clarified that the five optional-use forms they provide are still applicable, regardless of the expiration date mentioned on them. The content of the information contained within these forms remains relevant and useful, regardless of its expiration.

    What Employers Should Know 

    The DOL is obligated to review these forms and notices every three years, ensuring that they meet the required standards. While employers are not obligated to use the DOL’s forms, they can serve as excellent models. Employers can create their own version if they include the same essential notice information and require the same basic certification details. Many employers customize the DOL-recommended forms to align with their specific state laws, allowing for greater flexibility and accuracy.

    In addition, it’s important to note that employers must accept any complete and sufficient certification that supports an employee’s need for FMLA leave, regardless of the format it’s presented in. This means that your employer cannot reject the following:

    • A fax copy of the certification
    • A certification that is not completed on their standard company form 
    • Any other medical documentation, such as communication from your health care provider on their letterhead

    If the certification contains all the necessary information to determine if the leave qualifies under FMLA, an employer cannot refuse it.

    Frequently asked questions and answers about the revisions to the FMLA can be found by clicking here.

    What Employees Should Understand

    As an employee, you may be wondering what this means for you. Think of it this way: If you’re in a situation where you need to take FMLA leave, rest assured that the forms you have are still perfectly valid. Remember, the FMLA protects your rights and ensures you can attend to your family and medical needs without fearing job loss. Take advantage of this opportunity and communicate openly with your employer about your situation.

    Have You Considered Partnering With A PEO? 

    A professional employer organization (PEO) can be a valuable resource when it comes to navigating the complexities of the Family and Medical Leave Act (FMLA). Determining employee eligibility for FMLA leave can sometimes be challenging, especially for small business owners.

    A PEO such as GMS specializes in HR employment-related matters, including compliance with labor laws such as the FMLA. Our HR experts stay up-to-date with the latest regulations and can ensure that your company’s FMLA policies and practices align with legal requirements. In addition, we can help you develop comprehensive FMLA policies and procedures tailored to your company’s specific needs.

    In addition, managing FMLA paperwork, including forms and certifications, can be time-consuming. GMS’ HR experts handle the administrative tasks associated with FMLA leave, such as collecting and maintaining records, tracking leave usage, and ensuring proper documentation. This frees up your HR team to focus on other essential responsibilities.

    We’re here to make your life easier. We take all the administrative burdens off your shoulders so you can focus on other areas of your business. Get a quote today so we can make your business simpler, safer, and stronger.

  • Earlier this month, Pennsylvania legislators introduced a new bill that aims to legalize recreational marijuana for adults ages 21 and older. This bill, called Senate Bill 846, has several key provisions:

    • Regulating personal possession and use of cannabis: If passed, the bill would establish rules and regulations regarding the possession and use of marijuana for personal, recreational purposes.
    • Creating a Cannabis Regulatory Control Board and Cannabis Business Development Fund: The bill proposes the establishment of a board responsible for overseeing the regulation of the cannabis industry. It would also create a fund to support the growth and development of cannabis-related businesses.
    • Implementing taxes on cannabis: The bill includes provisions for imposing taxes on cannabis products, which would contribute to state revenue.
    • Allowing for expungement of prior marijuana convictions: This bill recognizes the need to address past marijuana-related convictions. If passed, it would provide opportunities for individuals with prior convictions related to marijuana to have their records expunged.

    Furthermore, the bill seeks to change the existing medical marijuana law in Pennsylvania. This includes offering employment protections to workers who are medical marijuana cardholders. This means that individuals who qualify for medical marijuana use would have certain rights and safeguards in the workplace.

    It’s important to note that Pennsylvania has already had a medical marijuana program in place since 2016. Recently, an appellate court ruled that the state’s medical marijuana law does not prevent insurers and employers from reimbursing injured workers for the cost of medical marijuana in workers’ compensation claims. This ruling helps ensure that individuals who require medical marijuana for their injuries can potentially receive financial assistance through their workers’ compensation claims.

    Overall, this bill represents a significant step towards legalizing recreational marijuana for adults in Pennsylvania while also addressing issues related to the medical marijuana program and employment protections for cardholders.

    Are You A Business Owner In Pennsylvania?

    If the legalization of recreational marijuana becomes law in Pennsylvania, small business owners may face various challenges and changes in the workplace. In this case, a professional employer organization (PEO) like Group Management Services (GMS) can provide valuable assistance and support to small businesses.

    Here’s how we can help:

    • Policy development: We help small business owners navigate the complexities of the new marijuana laws by developing comprehensive drug and alcohol policies that comply with the legal requirements. Our HR experts help you create clear guidelines for employees regarding marijuana usage, possession, and impairment in the workplace.
    • Compliance assistance: We stay up to date with ever-changing employment laws and regulations and help business owners understand and comply with the specific requirements of the legalized marijuana law in Pennsylvania. This ensures that businesses operate within legal boundaries and minimizes the risk of penalties or legal issues.
    • Employee education and training: With the introduction of recreational marijuana, it’s crucial for small business owners to educate their employees about the updated policies and regulations. GMS provides educational resources through our learning management system (LMS). Employees gain access to learning modules where employees can understand their rights, responsibilities, and the potential impact of marijuana usage on their work environment.
    • HR support and risk management: Small business owners may encounter HR challenges related to marijuana usage, workplace safety, and employee performance. GMS offers HR support, guidance, and risk management strategies to address these issues effectively. We assist in developing protocols for dealing with impaired employees, implementing drug testing procedures, and managing any potential conflicts that may arise.

    GMS’ HR Account Manager, Elizabeth Schwarzkopf, PHR, added, “Implementing policies and practices conducive to the new legislation is key. One employer concern with recreational cannabis use is what to do if an employee is under the influence at work. GMS can help guide an employer on how to address these situations. Employers requiring pre-employment drug screening can partner with GMS to review their current setup and customize their process for the new legislation.”

    When you partner with GMS, your HR functions are all under one roof. You know exactly who to call when you have a question or need support for your business. We’re just one phone call away. Contact us today to learn how we can help your business thrive.

  • In a recent announcement, the U.S. Equal Employment Opportunity Commission (EEOC) has made a significant decision to postpone the deadline for employers to file their 2022 employment information reports (EEO-1). These reports are essential as they provide crucial workforce demographic data, including information on race, sex, and job categories.

    EEO-1 reports are required for the following:

    • Employers with 100 or more employees
    • Federal contractors with 50 or more employees

    The EEOC’s decision to extend the filing deadline is due to the ongoing renewal of the EEO-1 Component 1 data collection, overseen by the Office of Management and Budget (OMB) under the Paperwork Reduction Act (PRA).

    Understanding The Deadline Extension

    Previously, employers were expected to file their 2022 EEO-1 report by mid-July. However, in light of the necessary renewal process, the EEOC has pushed back the deadline to fall 2023. While an exact date is yet to be determined, this extension provides employers additional time to ensure accurate reporting and compliance with the EEO-1 requirements.

    The primary reason behind the deadline extension is the EEOC’s commitment to renewing the EEO-1 Component 1 data collection. This renewal process, mandated every three years, involves a comprehensive review and evaluation of the data collection methods and reporting obligations. By conducting this assessment, the EEOC aims to enhance the effectiveness, relevance, and integrity of the EEO-1 reports. The agency’s collaboration with the OMB under the PRA underscores its dedication to streamlining data collection and promoting transparency in workforce demographics.

    Why Employers Are Frustrated

    Employers typically have timelines and schedules in place to meet reporting requirements and deadlines. This extension may disrupt their existing plans, particularly since they have already allocated resources and set aside time to complete the EEO-1 reports by the original deadlines. In addition, employers may rely on the data collected through EEO-1 reports for decision-making processes related to workforce planning, diversity initiatives, and compliance. To maintain regulatory compliance, employers are expected to comply with various legal requirements, including filing EEO-1 reports. This extension prolongs the compliance period, and employers may view this as an added burden, particularly if they have already invested resources and efforts to meet the original deadline.

    Benefits Of The Postponed Deadline

    While some employers are frustrated with the postponed deadline, think of it this way; The new deadline offers an opportunity to review and ensure the accuracy of the date reported. Employers can take advantage of this extra time to conduct internal audits, validate the demographic information of their workforce, and rectify any potential errors or discrepancies. Accurate reporting is crucial for meaningful analysis and identifying potential areas of improvement in workplace diversity and inclusion.

    Partner With A PEO

    As employers navigate EEO-1 reporting and compliance challenges and intricacies, partnering with a professional employer organization (PEO) can provide various advantages. While the deadline extension for filing EEO-1 reports may have presented initial frustrations, a PEO such as GMS can help mitigate these concerns and offer invaluable support throughout the process.

    As a PEO, we specialize in HR and employment-related matters, including compliance with regulatory requirements. When you partner with us, you gain access to professionals well-versed in EEO-1 reporting and can offer guidance to ensure accurate and timely submissions. In addition, we utilize robust technology designed to streamline data collection and reporting processes. We can integrate with existing HR systems, simplifying the gathering of demographic data required for EEO-1 reports. We do it all at GMS, so you don’t have to. Contact us today to learn more.

  • In a momentous decision for higher education, the U.S. Supreme Court, in a 6-3 vote, recently curbed the practice of affirmative action in college admissions. This ruling marks the end of a four-decade precedent that permitted institutions to consider an applicant’s race as a factor in their admissions processes. Let’s explore the Supreme Court’s decision and its implications for diversity, equal opportunity, and pursuing higher education.

    The Background Of This Decision

    For over 40 years, affirmative action has played a pivotal role in higher education admissions, aimed at fostering diversity and addressing historical inequalities. Affirmative action is defined as the obligation on the part of the contractor to take action to ensure that applicants are employed, and employees are treated during employment, without regard to the following:

    • Race
    • Color
    • Religion
    • Sex
    • Sexual orientation
    • Gender identity
    • National origin
    • Disability
    • Status as a protected veteran

    By considering an applicant’s race as one among several factors, colleges and universities sought to create a more inclusive environment that reflected the broader diversity of society. This approach aimed to level the playing field for historically marginalized communities and, ultimately, bridge the gaps in educational opportunities.

    The Supreme Court’s Ruling

    On June 29th, 2023, the Supreme Court’s decision marked a significant shift in the trajectory of affirmative action. With a 6-3 majority, the Court determined that the consideration of race as a broad factor in admissions violates the Equal Protection Clause of the Constitution. This ruling strikes at the heart of a longstanding precedent that allowed educational institutions to implement race-conscious admissions policies.

    Implications For Diversity

    The Supreme Court’s decision has raised concerns about the potential consequences of diversity on college campuses. Supporters of affirmative action argue that diversity enriches the educational experience, fostering cross-cultural understanding and preparing students for an increasingly diverse society. They contend that race-conscious admissions policies have been crucial in addressing historical disparities and promoting social progress.

    Equal Opportunity And Access

    Critics of affirmative action view the Court’s decision as a victory for equal opportunity and a step towards a color-blind society. They argue that race-conscious policies perpetuate reverse discrimination, hindering the admission of qualified candidates solely based on their race or ethnicity. Critics of affirmative action suggest that merit should be the sole determining factor in college admissions, ensuring a fair evaluation for all applicants.

    What Employers Should Know

    To foster diversity, equity, and inclusion (DE&I) in the workplace, organizations have implemented various initiatives and programs to ensure equal opportunity for job applicants and employees. However, the recent Supreme Court ruling on affirmative action in college admissions has the potential to impact these efforts. If fewer individuals of color are admitted to colleges, it could lead to fewer employment opportunities for them. As a result, this could impact recruiting and hiring efforts.

    However, the U.S. Equal Employment Opportunity Commission (EEOC) Chair Charlotte A. Burrows states that this ruling does not address employer efforts to foster diverse and inclusive workforces or engage all qualified workers’ talents, regardless of their background. The Title VII of the Civil Rights Act of 1964 already prevents companies from considering race when making recruiting, hiring, promotion, or termination decisions.

    The Assistance Of A PEO

    In the wake of the Supreme Court’s affirmative action ruling, businesses face the challenge of maintaining diversity and inclusion in their workforce. Partnering with a professional employer organization (PEO) can be a strategic move to navigate this new landscape. A PEO like GMS can provide valuable guidance on adapting recruitment and hiring practices, ensuring compliance with employment laws, and fostering an inclusive work environment. By leveraging the expertise and resources of GMS, businesses can navigate the implications of the ruling while upholding their commitment to diversity, equity, and inclusion. Together, we can work hand in hand to shape a workplace that celebrates diversity and offers equal opportunities for all. Contact us today to learn more about the services that GMS can offer your small business.

  • As organizations navigate the ever-changing landscape of the global economy, one pressing concern rises to the forefront: the need to bridge the skills gap within the workforce. As technological advancements reshape industries and new competencies emerge, companies must confront the reality that their employees’ skill sets may not always align with the evolving needs of their business. 58% of the workforce needs new skills to get their jobs done.

    A skills gap refers to the disparity between an employee’s current abilities and the skillset best suited for their job. It’s a complex challenge that can hinder growth and competitiveness and impede progress. However, progressive companies are turning this challenge into an opportunity by proactively addressing skills gaps and empowering employees to thrive in a dynamic business landscape. Let’s explore effective strategies on how companies can address skills gaps within their workforce.

    Identify Skills Gaps

    The first step in addressing skills gaps is a comprehensive assessment of the current workforce. By conducting thorough skills audits, organizations can pinpoint areas where employees lack the necessary expertise to meet emerging challenges. This evaluation process enables companies to identify critical skill shortages and develop a clear roadmap for bridging those gaps.

    Upskilling And Reskilling Initiatives

    Investing in employee development is crucial for addressing skills gaps effectively. By offering targeted upskilling and reskilling programs, companies can equip their workforce with the relevant competencies needed to adapt to new technologies and evolving job requirements. This includes providing access to training resources, certifications, and workshops that empower employees to enhance their skills and stay ahead of the curve.

    To learn more about upskilling and reskilling, check out this blog.

    Foster A Culture Of Continuous Learning

    Creating a learning-centric culture is vital in addressing skills gaps. Encouraging employees to embrace continuous learning and personal growth fosters adaptability and resilience. Companies can facilitate this culture by providing learning opportunities such as online courses, mentorship programs, and knowledge-sharing platforms. By nurturing a thirst for knowledge, organizations create a self-sustaining environment where employees are empowered to acquire new skills and contribute to their professional growth.

    Embrace Technology 

    Technology plays a pivotal role in addressing skills gaps. Companies can leverage digital learning platforms and e-learning tools to provide flexible and accessible training options. Incorporating emerging technologies into training programs enhances engagement and helps employees develop the digital skills required to thrive in a technology-driven work environment.

    Challenges Business Owners May Face Addressing Skills Gaps

    That said, addressing skills gaps within a workforce can be challenging for business owners. One of the primary hurdles is accurately identifying the specific skills that are lacking or in high demand within their organization. Without a clear understanding of the skills gap, it becomes difficult to develop targeted training programs or recruit the right talent. In addition, the rapid pace of technological advancements adds another layer of complexity. As new technology emerges and industries undergo digital transformations, businesses must keep up with the evolving skill requirements, often struggling to find employees with the necessary expertise.

    In addition, allocating resources for upskilling and reskilling initiatives can be a financial burden for smaller businesses or those operating on tight budgets. Balancing the need to invest in employee development while maintaining day-to-day operations can present a significant challenge. Overcoming resistance to change within the workforce can impede progress. Employees may resist acquiring new skills or adapting to new technologies, leading to resistance that hinders the overall efforts to address the skills gap. Despite these challenges, proactive and strategic approaches can help business owners overcome skills gaps, unlock the full potential of their workforce, and position their organization for long-term success.

    Now What? 

    We’ve discussed the benefits and disadvantages of addressing skills gaps in the workforce. So, now that you’re aware of the importance of bridging these gaps, the question arises: How can small businesses effectively tackle this challenge without having to allocate extensive time and resources? The answer lies in partnering with a professional employer organization (PEO) like GMS.

    By partnering with us, you can leverage the expertise and resources of a dedicated HR partner that specializes in managing the complexities of the workforce. We ultimately act as an extension of your business, providing comprehensive HR solutions encompassing talent acquisition, training and development, and ongoing HR support. We assess your organization’s current skill sets and identify improvement areas. From there, we can help you design customized training programs that target the specific skills gaps present in your workforce. We do it all, so you don’t have to. Contact us today to learn more.