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  • Workdays shouldn’t dictate your life, and life shouldn’t revolve around your work schedule. We all have responsibilities outside of our careers; family commitments, volunteering, hobbies, household chores, self-care, and the list goes on. Roadblocks, such as a sick child or flat tire, pop up without warning and can derail an entire day. These scenarios illustrate why, as a business owner, you should consider flexible scheduling options for your employees.

    Furthermore, ever since the COVID-19 pandemic emptied the offices and left employees reevaluating their values relating to their work life, the vast majority came back wanting work schedule flexibility. In a survey of over 10,000 people, 95% said they prefer flexible hours, even more than the 78% of workers who want location flexibility.

    With so many individuals desiring more control over their daily lives, how does flexible scheduling affect you, their employer, and do the benefits outweigh the costs? It’s time to dive into the pros and cons of implementing flexible scheduling in your business.

    What Is Flexible Scheduling?

    With growing technology, employees are more connected than ever, making working from a coffee shop or kitchen table the same as clocking in at the office. Flexible scheduling is the practice of creating a work program that allows employees to set their hours wherever they are. You can achieve this in a variety of ways, starting with allowing employees to choose when they want to start and end their days or giving them the option of occasionally working from home. Flexible scheduling empowers employees to manage their assignments in a format that works best for their personal timetable rather than a set workday.

    The goal is to allow employees’ personal lives and family commitments to be considered and accommodated by their employers. The freedom helps employees balance work with other responsibilities or passions outside of the office, for example:

    • Having children at home during school hours
    • Caring for elderly relatives who need assistance during certain times of day (or night)
    • Setting aside time to volunteer
    • Taking a personal growth class

    Who Benefits From Flexible Schedules?

    Flexible scheduling is a win-win for both parties, not just the employees. You, your employees, and the entire company can benefit by erasing complications from juggling work with life’s other responsibilities.

    Benefits for employees

    Work/life balance

    Flexible scheduling helps employees balance family life with work life, greatly benefiting parents, especially single parents trying to oversee childcare costs and responsibilities. For example, permitting employees to split the workday into the first half of the day when kids are at school and finish their projects in the evening after the children are in bed allows parents to spend valuable time as a family. Additionally, your employee won’t be facing the distractions of playing two roles and can work without being interrupted.
    Employees who can better manage their time are more productive at work because they don’t feel rushed or stressed by having too much to do in too little time.

    Reduced commute time

    Employees who still want to work at the physical office can adapt their schedules to avoid rush hour and save hours of wasted time. With the extra hours in their days, employees can spend more time on other responsibilities or enjoying their hobbies.
    Combined with time, they save on fuel and repair costs from daily wear and tear from time spent on the road.

    Reclaimed control over their time

    Think about it like this: some people are naturally early birds, while others are night owls. For some, waking up with the sun and getting to work is how they function best, but others may get in the flow during the evening while most of us are asleep.

    By regaining autonomy over their schedules, you empower your employees. They can arrange their day to set work hours during the times that align with their energy cycles, working efficiently at their preferred time of day. They’re more likely to be productive and proactive in ensuring they finish their work while simultaneously pursuing other activities outside of work.

    Benefits for employers

    Higher recruitment and retention rates

    Flexible scheduling is an effective tool to retain and recruit top talent. Employees are less likely to leave when they are happy with their job. Studies show that 83% of employees positively view their organization’s culture when offered scheduling flexibility versus only 47% of employees without the opportunity.

    Not only does schedule freedom help retain talent, but it also helps with recruitment efforts. During the Great Resignation, where roughly 4 million Americans left their jobs, 26% reported a “lack of workplace flexibility” as their main reason for quitting. Flexible scheduling is now a significant driver for employees deciding where to work. In fact, 59% of recent study respondents said “flexibility “ is more important to them than salary or other benefits.

    Increased productivity

    You may be concerned about the impact on productivity, however, studies show that workers with flexible schedules are just as productive, if not more so, as those with regular schedules. In reality, 55% of workers admit to working more hours when remote versus at their physical office.

    Not only are employees reporting increased productivity, but the quality of their work is also increasing. Employees who don’t feel chained to their jobs are more likely to focus on the tasks at hand when they are working because it’s more enjoyable for them than if they work out of a sense of obligation or compulsion. With flexibility in working options, 71% of people find their team innovative, to just 57% of those who lack a flexible work opportunity.

    Happier employees

    Flexible scheduling is a great way to show employees that you care about their well-being, not just the company’s bottom line. Studies show flexible work schedules positively affect employee engagement, morale, and productivity. When employees feel trusted, they’re more likely to be engaged at work and reciprocate that trust by working hard and giving you their best.

    Burnout symptoms decrease to only 14% among employees with scheduling flexibility. In contrast, the number of individuals experiencing burnout more than doubles to 36% when reporting burnout symptoms without flexible options.

    Are There Any Downsides To Flexible Scheduling?

    While the benefits of flexible schedules are clear, it’s essential to consider the downsides. For example, not all employees work without supervision, and you may run into a team member who takes advantage of the opportunity and slacks off on their tasks.

    Scheduling can also become challenging, with multiple people requesting specific shifts to the point that providing everyone with what they want is unfeasible. Additionally, team or client meetings may become difficult to plan if everyone works at different times. One way to combat this issue is by requiring “core hours” for each employee that overlap with their team to accomplish group tasks. Then, employees can complete their other hours at their discretion.

    When coworkers don’t see each other daily, company culture can weaken. As an employer, you must be intentional with your actions to build a positive rapport and maintain a strong team. For example, dedicating time for networking, team building, and proactive development opportunities are great ideas to show your employees your commitment to them, and culture is a priority regardless of where or when each employee works.

    Employee Benefits Administration

    Employees oftentimes have to choose between their work and family life, which can lead to stress, burnout, and low morale. Implementing an employee benefit such as flexible scheduling allows employees to maintain a healthy balance between work and life while maintaining productivity levels.

    But managing employee benefits can take control of your schedule and keep you away from your other responsibilities. Fortunately, GMS’s team of HR experts are equipped with the tools to help you keep a pulse on the overall morale of your organization. We conduct employee engagement surveys, general audits, and help you implement the benefits your employees want.

    Are you ready to increase your employee benefits without increasing your workload? Contact us today to speak with our experts about how we can help you make that happen.

  • Are you tired of writing job descriptions that fail to attract top talent? Or perhaps you’re struggling to accurately capture the essence of a position and effectively communicate the required skills and qualifications? Does the solution lie in the power of artificial intelligence (AI)? With AI-powered tools and technologies becoming increasingly popular, you can revolutionize your approach to job description writing, creating engaging and informative descriptions while saving time and effort. That sounds like a no-brainer, right? Not so fast…

    AI In Today’s Economy

    The world was taken by storm, being introduced to AI platforms such as ChatGPT, CopyAI, Jasper, Sudowrite, and more. However, AI has been around for decades and has helped businesses automate critical tasks and make their operations more efficient. AI is a wide-ranging branch of computer science concerned with building smart machines capable of performing tasks that typically require human intelligence. Since the emergence of ChatGPT in late 2022, studies show that one in four companies have replaced their employees with it.

    The impact of AI on the economy cannot be overstated. From manufacturing to health care, AI-powered technologies have revolutionized the way we work. More specifically, for HR professionals, AI offers a wealth of opportunities to streamline recruitment, optimize workforce planning, and improve employee engagement. However, with these benefits come new challenges and ethical considerations. As the use of AI continues to grow rapidly, HR experts must carefully consider the potential risks and benefits while staying up-to-date on the latest developments.

    The Good And Bad Of Utilizing AI For Job Descriptions

    As we continue to hear more and more about the various AI tools that could help business owners with time-consuming tasks, one should be aware of the pros and cons. While AI can help HR professionals in many aspects of their work life, we’re discussing the good and bad when using AI specifically to write job descriptions.

    The good

    AI-powered tools can save HR professionals time and effort by automating the writing process and generating descriptions more likely to attract top talent. In addition, AI is beneficial as it focuses on the following:

    • Consistency: AI-generated job descriptions are oftentimes more consistent than those manually written, ensuring that all job postings have the same level of detail and quality.
    • Inclusivity: AI can help create more inclusive job descriptions by flagging potentially biased language by suggesting alternative phrasing.
    • Keyword optimization: AI tools and resources can optimize job descriptions for search engines, making them more likely to appear in job search results.

    The bad

    While there are a handful of positives to utilizing AI, there are also potential downsides. Let’s take a look at the downsides AI could have when using it to write job descriptions:

    • Lack of personal touch: AI-generated job descriptions lack human touch and personality and fail to capture the unique aspects of a particular role or company culture. Many argue that AI-generated job descriptions sound like a series of buzz-words strung together.
    • Limited creativity: AI may be limited in terms of generating job descriptions that are creative and engaging, which can be crucial in specific industries or for certain roles. Can a robot really capture the culture of your company?
    • Inaccuracies: Utilizing AI for job descriptions may contain inaccuracies or errors if the algorithm is not trained correctly or if there are gaps in the data.

    Let’s Put AI To The Test

    Considering the pros and cons of using AI to write job descriptions, why don’t we put AI to the test and see what happens? When you ask ChatGPT to “write a job description for a sales representative in the manufacturing industry,” it comes up with the following:

    Job Title: Sales Representative – Manufacturing Industry

    We are a leading manufacturing company seeking a highly motivated Sales Representative to join our team. As a Sales Representative, you will be responsible for building and maintaining client relationships, generating new leads, and driving sales in the manufacturing industry.

    Responsibilities:

    • Identify new business opportunities and generate leads through research, networking, and referrals
    • Build and maintain relationships with current and potential clients, including manufacturers, distributors, and retailers
    • Develop and execute sales strategies to achieve sales targets and increase revenue
    • Conduct product presentations and demonstrations to prospective clients
    • Negotiate and close sales deals in a timely and professional manner
    • Attend trade shows and other industry events to stay up-to-date on industry trends and establish new contacts
    • Provide exceptional customer service to ensure client satisfaction and loyalty
    • Collaborate with internal teams to ensure timely delivery and successful completion of projects

    Qualifications:

    • Bachelor’s degree in business administration, marketing, or a related field
    • 2-3 years of sales experience in the manufacturing industry, with a proven track record of meeting or exceeding sales targets
    • Strong communication and interpersonal skills, with the ability to build and maintain relationships with clients and colleagues
    • Excellent negotiation and closing skills
    • Knowledge of manufacturing processes, materials, and industry trends
    • Ability to work independently and as part of a team, with a strong sense of initiative and a results-oriented mindset
    • Proficiency in Microsoft Office and CRM software

    If you are a self-motivated and results-driven sales professional with a passion for the manufacturing industry, we encourage you to apply. In return, we offer a competitive salary and benefits package, as well as opportunities for career advancement and personal growth. Join our team and help us shape the future of manufacturing!

    While this extensive job description gives the applicant an excellent overview of the role, it’s still missing the extra detail and human touch writing your own job description would include. For a Sales Representative role, you’d want to have numbers and goals they are responsible for hitting. It’s essential to include the expectations of the position, so they know what to expect, at least within their first few months at your company. In addition, the description is missing the benefits included with the position, such as paid time off (PTO), medical, dental and vision insurance, territory (if applicable), and more. In addition, it doesn’t include the salary, as most sales positions typically earn a base salary, or it’s strictly commission. That’s important for the applicant to know when applying for the job. Above all else, it’s simply not enticing – there’s no character or charisma to be found.

    Is AI Worth It?

    While AI will provide you with a job description that will save you time, you’ll quickly find your candidate pool diminishing from a lack of interest. It’s your responsibility as a business owner to attract the talent your business wants and needs to succeed in this challenging labor market. Have you considered partnering with a professional employer organization (PEO)? Partnering with a PEO such as GMS can be highly beneficial for business owners who don’t have enough time to craft the perfect job description. GMS’ HR experts help businesses create job descriptions that accurately reflect the company’s needs while highlighting the unique benefits and opportunities of working with your business. Ultimately, working with a PEO can help companies to streamline their hiring process, save time and resources, and build a stronger, more effective workforce. Let’s find you the employees you’ve been searching for. Contact us today!

  • Recruiting hard-to-fill blue-collar workers can be daunting for many companies, especially as more individuals go to college and chase white-collar jobs. The demand for skilled workers is high, yet the supply is limited, making it challenging for employers to find the right talent. With the current competitive labor market, it’s becoming increasingly important for businesses to stand out and attract top candidates. How can you stand out from your competition during these challenging times and recruit the talent you need to keep your operations running?

    Defining Blue-Collar Positions 

    The term blue-collar worker refers to those who engage in hard manual labor, typically in the agriculture, manufacturing, construction, mining, or maintenance sectors. These workers may work outdoors and/or work with heavy machinery.

    The following are examples of blue-collar professions:

    • Carpenter 
    • Electrician 
    • Janitor 
    • Farming
    • Landscaper 
    • Logistics and shipping
    • Manufacturing worker 
    • Painter
    • Construction workers
    • Equipment operator 
    • Plumber
    • Mechanic

    Individuals who are considered blue-collar may or may not be skilled and generally earn hourly wages instead of salaries. 

    How To Recruit This Class Of Workers

    Recruiting hard-to-fill blue-collar positions can be a challenging task for business owners, as the pool of qualified candidates may be limited. However, with the right strategies in place, finding and attracting top talent for these critical roles is possible. Consider the following effective methods for recruiting these workers:

    • Develop a targeted recruitment plan: A targeted recruitment plan is essential when recruiting for hard-to-fill blue-collar positions. This plan should include identifying where potential candidates are likely to be, such as trade schools, job fairs, and industry events. Utilizing social media platforms such as LinkedIn and Facebook can also be a useful tool in reaching out to potential candidates.
    • Offer competitive compensation and benefits: To attract top talent, offering competitive compensation and benefits packages is crucial. This could include a higher starting salary, health insurance, retirement plans, and other perks such as paid time off (PTO), performance incentives, and sign-on bonuses.
    • Provide training and development opportunities: Consider providing ongoing training and development opportunities to attract and retain blue-collar workers. Offering mentorship programs and on-the-job training can help new hires develop their skills and advance their careers within the organization.
    • Create a positive company culture: A positive company culture is essential when recruiting this class of workers. Creating a culture that values teamwork, respect, and a positive work-life balance can help attract and retain top talent. In addition, creating a culture of safety and compliance can show candidates that the organization prioritizes safety.
    • Start a referral program: When you offer a paid referral program to your employees, it incentivizes them to always be on the lookout for good talent. In addition, your employees most likely have a pool of qualified candidates that could be the perfect fit for your company. 88% of business owners rate employee referral programs as the best source of applicants.

    There May Be One Option You Haven’t Considered

    By developing a targeted recruitment plan, offering competitive compensation and benefits, providing training and development opportunities, creating a positive company culture, and partnering with industry organizations, employers can find and retain the blue-collar workers they need to drive their business forward. Sounds like a lot to manage on your own, doesn’t it? We have one more option that you may not have considered – partnering with a professional employer organization (PEO). A PEO provides small businesses with a wide range of HR services, including recruitment and retention strategies, employee benefits, and compliance support that help attract and retain the needed talent. With a PEO such as GMS as a partner, small businesses can focus on their core operations while leaving the HR tasks to the experts. If you’re a small business struggling to recruit blue-collar workers, consider partnering with GMS to help you achieve your HR and recruitment goals. Contact us today!

  • As a business owner, it’s imperative to maintain a fair workplace environment for all employees. Unfortunately, incidents such as harassment or discrimination require an investigation in order to maintain a fair work environment. Conducting an HR investigation is necessary to ensure that all parties involved are treated fairly and that any necessary corrective action is taken. However, the investigation process can be complex and overwhelming. Whether you’re a seasoned HR professional or new to conducting these investigations, this blog will provide valuable insights to help you confidently navigate the process.

    What Is An HR Investigation?

    For those unfamiliar with an HR investigation, let’s begin with a basic understanding of it. When an employee makes a complaint within your organization, the HR department is responsible for beginning an HR investigation to discover further details about possible employee misconduct. An HR investigation is a method used to determine what happened and who, if anyone, is responsible. All businesses in the U.S. are obligated by law to investigate these complaints promptly and impartially.

    The following are situations in which HR can investigate in the workplace:

    • Harassment
    • Discrimination
    • Health and safety
    • Ethics
    • Retaliation

    It’s critical to get to the bottom of these complaints, as each one can become a lawsuit.

    The Importance Of An HR Investigation

    HR investigations are essential for employers to maintain a safe and healthy workplace. When incidents of harassment, discrimination, workplace misconduct, or policy violations occur, conducting an HR investigation can do the following:

    • Uncover all the facts
    • Identify any potential legal liabilities
    • Prevent similar incidents from happening in the future 

    An HR investigation ultimately helps protect employees from further harm and ensures that your business complies with legal requirements and ethical standards. In addition, conducting thorough and fair HR investigations can help build trust and confidence among employees while demonstrating the company’s commitment to a safe and equitable workplace.

    Joe Wenger, GMS’ Senior HR Generalist, expressed, “It’s an essential HR best practice to have an established process in place whenever an internal HR investigation is warranted. The first step is outlining this in your employee handbook, encouraging employees to come forward for any incidents, and reiterating a no-retaliation policy which should also be in place. Having a set process ahead of time that guides employees on what to do and then following through on that process for them will reinforce the idea that workplace safety and security are of up-most importance. This will, in turn, create a happier and more productive workforce.”

    Conducting An HR Investigation

    For various reasons, you must have an HR investigation process before an incident occurs. This process ensures that all employees know your company’s policies and procedures and know what to expect in the event of an incident. This helps prevent misunderstanding and confusion when an investigation is needed. When you have a process in place, it ultimately ensures that investigations are conducted fairly and consistently. By having clear guidelines and procedures, HR professionals can ensure that all parties involved are treated fairly. In addition, having an HR investigation process in place can help minimize the risk of legal liability. Following established procedures and documenting all aspects of the investigation allows HR professionals to protect the company from lawsuits or claims of discrimination or retaliation.

    Now that you understand the importance of having an HR investigation process in place, let’s discuss how to create your process:

    Review existing policies and procedures

    Begin by reviewing any existing policies and procedures related to HR investigations. Determine what’s working well and identify areas that need improvement.

    Identify who needs to be involved

    Determine who needs to be involved in the investigation process. This could include HR professionals, legal counsel, managers, and other relevant leaders within your organization.

    Define the scope of the investigation

    Clearly define the scope of the investigation, which can include the type of incident being investigated, the individuals involved, and any relevant timelines or deadlines.

    Establish investigation procedures

    Develop procedures for conducting the investigation, including how to collect and review evidence, conduct interviews with witnesses and other involved parties, and document the findings.

    Communicate with all parties that were involved

    It’s essential to communicate the investigation process and any expectations to all parties that were involved in the incident, including the complainant, the accused, and any witnesses.

    Follow up and take appropriate action

    Once the investigation is complete, follow up with all parties involved and take any necessary corrective action, including disciplinary action (if applicable).

    Review and improve the process

    The final step is to review your HR investigation process regularly to determine if you need to make any improvements based on feedback and changes in legal and ethical standards.

    Consider asking the following questions to ensure you obtain all the necessary information:

    • What exactly happened?
    • When did the incident occur?
    • Have you discussed the incident with anyone?
    • Has the behavior affected you and your job?
    • Where did the incident occur?
    • How did you react?
    • Was there anyone else who may have seen or heard the incident?
    • Do you have any other relevant information?
    • What action do you want the company to take?

    Creating an HR investigation process requires careful planning and consideration. Ensuring the process is fair, consistent, and compliant with legal and ethical standards is essential. Following these steps can create an effective and efficient HR investigation process that promotes a safe and healthy workplace for all employees.

    Now What?

    Conducting an HR investigation can be challenging and complex, but it’s essential for maintaining a safe and healthy workplace. By following the steps outlined throughout this blog, you can ensure that investigations are conducted fairly, consistently, and in compliance with legal and ethical standards. If you’re looking to streamline your HR operations and ensure you’re handling these investigations with expertise, consider working with a professional employer organization (PEO) such as Group Management Services (GMS). A PEO can provide various HR services, including handling investigations and providing guidance on legal and compliance issues. With our expertise and support, you can finally feel confident that your HR investigations are handled professionally and carefully, and that your employees are receiving the support they need to feel safe and valued in your business. Interested in learning more about how GMS can help you and your business thrive? Contact us today.

  • Columbus, Ohio, recently joined other states and municipalities that have passed laws prohibiting employers from inquiring into a job applicant’s salary history. The following cities in Ohio currently have these ordinances:

    • Toledo 
    • Cincinnati

    The Columbus ordinance covers all business owners within the city with 15 or more employers and their agents, such as job placement or referral agencies. It prohibits employers from asking applicants about their salary history, current or former employer, or searching publicly available records to obtain their salary history. An applicant is considered to be any individual applying for employment that will be performed within the city’s geographic boundaries and whose application will be solicited, received, processed, or considered in whole or in part in Columbus.

    The ordinance states that it’s an unlawful discriminatory practice for an employer to do the following:

    • Inquire about an applicant’s salary history, including prior wage, benefits, or additional compensation
    • Screen applicants based on their current wages, benefits, compensation, or salary history, including that an applicant’s salary history meets minimum or maximum criteria
    • Rely solely on an applicant’s salary history when deciding whether to extend an offer of employment or when determining an applicant’s salary, benefits, or other compensation
    • Refuse to hire or otherwise disfavor, injure, or retaliate against an applicant who doesn’t disclose their salary history

    However, employers can still ask applicants about their salary, compensation, and benefits expectations. In addition, employers may inquire into objective measures of the candidate’s productivity, including revenue, sales, or other production reports.

    Its’ prohibitions do not apply if another federal, state, or local law specifically authorizes reliance on salary history to determine employee compensation for a specific position. In addition, it applies to the following:

    • Internal transfers or promotions with a current employer
    • Voluntary disclosures by the applicant
    • Positions for which salary or compensation are set by collective bargaining
    • Applicants who are re-hired by an employer within three years of leaving the employer

    This ordinance goes into effect on March 1st, 2024. Once it’s effective, all employers who fail to comply with its prohibitions permit an applicant to file an administrative complaint with the Columbus Community Relations Commission. Should you violate the ordinance, you could be subject to civil penalties of $1,000 to $5,000.

    If you’re a GMS client and have questions, please contact your HR Account Manager. However, if you aren’t a client of GMS, contact us today to stay compliant with ever-changing laws and regulations.

  • On March 29th, 2023, after three years, Present Joe Biden signed H.J. Res. 7, a resolution to end the national COVID-19 emergency. The national emergency allowed the government to take sweeping steps to respond to COVID-19 and support the country’s economic, health, and welfare systems. While signing this bill immediately ends the COVID-19 national emergency, the public health emergency (PHE) remains in effect.

    The PHE will end on May 11th, 2023. Currently, the PHE mandates that health insurance plans fully cover COVID-19 testing without employee cost-sharing on both an in and out-of-network basis. Once this emergency ends, medical plans, including employer-sponsored plans, will not be required to pay for testing and will have to determine how to move forward.

    What This Means

    The national emergency ends provisions allowing an extended time for special enrollment in plans due to life events such as losing coverage, getting married, or having children. The national emergency gave individuals with a qualifying life event up to a year to enroll compared to individuals typically having 30 days to enroll.

    As a business owner, it’s essential that you’re aware of the impact this has on your business. When you partner with GMS, you gain access to HR experts who ensure you remain compliant. We work with you to update policies, whether in your handbook or educating your employees on the changes that will take place. Interested in learning what else we can help you with? Contact us today.

  • The U.S. Citizenship and Immigration Services (USCIS) will be disposing of E-Verify records created on or before December 31st, 2012. E-Verify is an internet-based system that compares information an employer enters from an employee’s Form I-9 and employment eligibility verification to records available to the U.S. Department of Homeland Security and the Social Security Administration to confirm employment eligibility.

    What To Know As A Business Owner

    If you’re an E-Verify employer, you have until June 23rd, 2023, to download case information from the Historic Records Report to retain information about your older E-Verify cases. You’re required to record the following:

    • E-Verify case verification number on the corresponding Form I-9
    • Employment eligibility verification 
    • Attach a copy of the case details page to the Form I-9

    It’s essential to download the Historic Records report from E-Verify at the end of every year. 

    The Historic Records report provides case data, including basic company and case identifiers and case resolution information. The case data does not include sensitive employee information such as Social Security numbers or document numbers.

    To download Historic Records, click here for instructions.

    GMS Is Here To Help

    As this deadline is approaching quickly, consider partnering with a professional employer organization (PEO) such as GMS. GMS’ HR experts ensure that E-Verify employers are prepared to download case information before it’s deleted by monitoring case status, providing guidance and support, and maintaining records. We will keep your records of all E-Verify cases, ensuring you have access to the information you need. Ultimately, we help you comply with E-Verify requirements and avoid potential penalties. Contact our HR experts to get started today.

  • On March 13th, 2023, the Occupational Safety and Health Administration’s (OSHA) new rule outlining whistleblower protections under the federal Taxpayer First Act (TFA) took effect. Congress enacted the TFA in 2019 and required the Internal Revenue Service (IRS) to notify a taxpayer if the IRS or a Federal or State agency recommends disciplinary action against an employee found to have accessed or disclosed the taxpayer’s return or return information without permission. Whistleblowing is the lawful disclosure of information a discloser reasonably believes evidence of wrongdoing to an authorized recipient.

    New Whistleblower Protections

    This new rule protects whistleblowers who testified about tax violations or assisted in a government investigation of tax violations. Actions protected by the rule include any “lawful act” by an employee to provide information or otherwise assist in “an investigation regarding underpayment of tax or conduct which the employee reasonably believes constitutes a violation of the internal revenue laws or any provision of Federal law relating to tax fraud.” The rule prohibits retaliation against employees who report tax fraud or underpayment of taxes.

    The following are considered illegal retaliation: 

    • Firing or laying off
    • Demoting
    • Denying employee benefits
    • Failing to hire or rehire
    • Reducing pay or hours
    • Denying overtime or promotion
    • Making threats
    • Reporting an individual to the police or immigration authorities

    Employees must file complaints within 180 days of the retaliatory action with OSHA by visiting their local OSHA office, sending a written complaint to the closest OSHA office, or filing a complaint online. 

    What Now? 

    While we continue to wait for more information on this ruling, it’s essential that you take action now. Fortunately, when you partner with a professional employer organization (PEO) such as GMS, you gain a partner who is there by your side. A PEO can help with whistleblower protections by providing a safe and secure mechanism for employees to report any unethical or illegal behavior they observe in the workplace without fear of retaliation. Our HR experts can help you develop and implement a reporting system that provides a straightforward and confidential method for employees to report concerns. Contact us today to learn more.

  • Payroll, human resources, benefits, and risk management can be confusing tasks for business owners. If you’re unfamiliar with how these departments work and their terminology, it’s easy to feel overwhelmed.
    By partnering with a professional employer organization (PEO), you can hand off these responsibilities to the experts while staying in control of your business. If you’re like most business owners considering a PEO, you’ve likely encountered several misconceptions about PEOs within your research. We’re here to debunk some of the most common myths about PEOs so you can make an informed decision for your business.

    What Are PEOs?

    A PEO is a business that specializes in providing human resources services to other companies. Employers usually contract PEOs for human resources, payroll, benefits administration, and workers’ compensation claims.

    Myth #1: Hiring a PEO means losing control of my business.

    Fact: PEOs give you greater control over your business.

    The purpose of a PEO is to give companies the flexibility to choose their HR processes to fit their individual business needs. With the expertise of HR professionals, processes can be efficiently completed. PEOs enable businesses to streamline communications across HR, payroll, risk management, and benefits to free up your time. Instead of spending time on repetitive administrative tasks, you can focus on revenue-generating projects.

    Additionally, the assigned HR professionals can find and identify opportunities across back-office disciplines such as benefits administration, compliance management, or employee training programs. Ultimately these opportunities help you save money and reduce financial risk while improving cash flow through economies of scale. To summarize, you call the shots. PEOs make it easier to create efficient, well-informed business decisions.

    Myth #2: I will lose control over hiring and firing decisions.

    Fact: Hiring and firing decisions are up to you.

    The truth is those decisions will remain entirely up to you, but PEOs can supplement your efforts. PEOs can write job descriptions, set up job ads, and review applications. They increase the efficiency and effectiveness of recruitment processes so that you don’t have to spend hours trying to find someone who fits your needs.
    If you need to fire an employee, PEOs protect you from rising unemployment taxes (should one be filed) by taking care of all the details. In short, you improve employee recruitment and limit financial risk to a fraction of the time it would take to do it yourself.

    Myth #3: PEOs supply workforce labor.

    Fact: PEOs are not temporary staffing agencies. When you partner with a PEO, you and that PEO agrees to a co-employer relationship.

    The biggest myth about PEOs is that they supply labor. They don’t. In fact, it’s the opposite. You continue to manage your employees and their day-to-day operations while the PEO focuses on strategic HR and other administrative tasks.

    In turn, you can concentrate on growing your business while enjoying the savings and flexibility of outsourcing the additional functions to them. You also qualify for discounts and better insurance rates that you could not have gotten without a PEO (and they’re always looking for ways to reduce costs).

    Myth #4: PEOs will negatively impact my company culture.

    Fact: PEOs don’t want to change your culture; they want to enhance it.

    PEOs understand happy employees are more productive and engaged, which means they’ll find ways of working together more effectively and efficiently. This can be as simple as providing benefits such as health insurance or paid time off (PTO). Still, it can also mean giving employees access to resources that help them improve their work performance (for example, learning management programs). If your employees enjoy working for you now, imagine how much better it will be when they realize you’ve given them access to a Fortune 500–level benefits package. Plus, once word gets out about your competitive benefits, you’re more likely to attract top-tier talent!

    Myth #5: I’ll have to let go of my HR team.

    Fact: A PEO is not a replacement for an HR team, they complement your HR staff.

    PEOs aren’t only payroll and employee benefits specialists; their expertise extends to help you with hiring, training and development, employee relations, and more. By taking the daily tasks off your HR team’s plate, they can focus on improving and strengthening your company. In addition, a dedicated PEO stays current on all local, state, and federal legislative changes to labor laws to confirm your business complies with regulations.

    Myth #6: PEOs are too expensive.

    Fact: PEOS can lead to overall savings for your business.

    PEOs give you access to better employee benefits packages. Since you enter a co-employment relationship with your PEO, your employees are considered co-employed by the PEO and therefore grouped with the thousands of other employees across the organization. The PEO can then negotiate benefits packages with lower benefit-related costs, giving you rates competitive with those of Fortune 500 companies.

    Additionally, the mismanagement of HR paperwork, workplace safety protocols, and labor laws can become incredibly costly errors, including Workers’ Compensation claims, lawsuits, and government fines. PEOs ensure your business complies with local and federal regulations and each employee is appropriately trained on safety protocols to prevent accidents and expensive mistakes. Finally, a PEO is a one-stop shop for all HR verticals. Instead of shopping around to source multiple vendors to cover all your needs, you can save money by outsourcing the work to a single vendor.

    How To Find A PEO

    While searching for a PEO to partner with, there are a few items you should look out for to ensure you select the perfect organization for your business.

    • Ask for references to determine the effectiveness of their solutions. First-hand experience from past or current customers will give you an inside look at working with the company.
    • Keep an eye out for any hidden fees. Their pay structure should be clearly laid out to ensure pricing transparency.
    • Finally, while it may seem obvious, make sure they are a certified PEO (CPEO) by the IRS, especially if you’re in regulated industries such as health care or financial services.

    It’s Time To Partner With A PEO

    As a PEO and benefits administrator for over 25 years, we are happy to answer any lingering questions you may have about our services or what it’s like to partner with a PEO. Additionally, check out our resources section for more blog posts covering topics pertinent to business owners. We have years of experience helping companies find the right solution for their needs; contact us today to find the perfect solution for your business.

  • Human resources (HR) is an essential function of any organization that handles the management of people. HR professionals are responsible for recruiting, training, and developing employees, administering employee benefits, and ensuring compliance with employment laws and regulations. In recent years, HR has evolved from being a support function to a strategic partner in the organization. Strategic HR is a proactive approach to HR management that aligns HR strategies with organizational goals and objectives. Throughout this blog, we’ll discuss strategic HR and its benefits.

    Understanding Strategic HR

    Let’s start with the basics – what does strategic HR mean? Strategic HR is a long-term approach to HR management that aligns HR strategies with organizational goals and objectives. It involves developing and implementing HR policies and practices that support the organization’s mission, vision, and values. Strategic HR is proactive, flexible, and responsive to changes in the business environment. It involves integrating HR strategies with overall business strategies to achieve the organization’s goals. Strategic HR professionals tailor their recruiting, training, employee management, and planning processes to the company’s broader goals and objectives.

    Tori Moldovan, PHR, GMS’ Client Services Manager, emphasized, “One of the things I see the most is that we are so reactive in the business world when something happens with our employee base. Strategic HR is a proactive approach, and while it takes time to plan and develop up front, it saves you countless hours on the back end when something occurs that impacts your organization. Time is money, so invest upfront in your processes, employee programs, employee benefits, and training. Keep this on your radar and have quarterly evaluations on what’s working and what isn’t working to ensure you catch issues before it happens. This is a core function of what keeps a business a well-oiled machine!”

    Benefits Of Strategic HR

    As an HR professional, taking a strategic approach to HR management positively impacts your business in many ways. Keep the following benefits in mind:

    Attracting and retaining top talent

    A main benefit of strategic HR is attracting and retaining top talent. When you align HR strategies with organizational goals, HR can develop recruitment and retention strategies that target the right candidates with the skills and experience needed for the organization’s success. In addition, strategic HR can create a positive work culture that supports employee engagement and retention.

    Improved employee performance

    Strategic HR can improve employee performance by developing training and development programs that support employee growth and development. By aligning training and development with organizational goals, HR can ensure that employees have the skills and knowledge needed to perform their job effectively. Strategic HR can also implement performance management systems that provide feedback and recognition to employees for their contributions to the organization.

    Increased productivity

    Another benefit of strategic HR is that it can increase productivity by developing policies and practices that support employee productivity. For example, if you implement flexible working arrangements, HR can support employees in achieving a work-life balance, which ultimately leads to increased productivity.

    Cost savings

    Strategic HR can lead to cost savings by developing HR policies and practices that support efficient and effective HR management. Implementing a human resources information system (HRIS) allows HR to automate payroll, benefits, and risk management processes, reducing the need for manual processes and paperwork.

    Compliance

    Ensuring your business is compliant with employment laws and regulations can be done through strategic HR. By developing and implementing policies and practices that comply with local, state, and federal laws, HR can minimize the risk of legal liability and fines.

    Consider Partnering With A PEO

    As businesses continue to grow, they often face a multitude of challenges when it comes to managing their HR effectively. From attracting and retaining top talent to ensuring compliance with ever-changing employment laws and regulations, HR can be a complex and time-consuming task for businesses of all sizes. This is where a professional employer organization (PEO) such as Group Management Services (GMS) can be a valuable asset.

    When you partner with GMS, we provide you with access to HR technology platforms that streamline your processes, such as payroll, time and attendance tracking, and performance management. These technologies ultimately help you save time and reduce errors. In addition, we help you align your HR practices with your overall business goals. We help businesses develop HR policies and procedures that foster a positive workplace culture and promote employee engagement and retention. We’re a one-stop shop where you can receive all the help you need from an HR partner. Contact us today if you’re ready to simplify your HR processes.