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  • The labor market is always shifting as employees retire, seek out new jobs, and navigate disruption. In a December 2022 poll by Monster.com, workers reported they were seeking new jobs for better pay, more growth opportunities, or the need to get out of a toxic workplace.

    Now seems to be a great time to make the change. The unemployment rate is at 3.4%, the lowest it’s been since May 1969. Right now, there are about two open jobs for every unemployed person in America. All signs say it should be easy to hop into LinkedIn and score your dream job in a matter of days – so why does it still feel so hard to get hired?

    The best way to answer that question is to understand the current labor market and what it means for job seekers.

    Key Labor Market Stats For 2023

    The U.S. Labor Department’s January report showed an increase of 517,000 jobs, far exceeding its estimate of 187,000. Leisure and hospitality added the most jobs as companies bounce back from the pandemic-related pause in tourism, but health care is expected to take the lead in job growth as the nation’s population continues to age.

    The current labor force is growing (albeit slower than in recent years), the GDP is expected to increase 2.1% annually, and the Bureau of Labor Statistics is projecting an increase of 8.3 million jobs over the next decade.
    From an economist’s or politician’s perspective, the U.S. job market certainly is booming. But an employed economist’s point of view is far different than your average job seeker’s. From an applicant’s perspective, the market may seem a little tumultuous.

    Biggest Changes In The Job Market

    The COVID-19 pandemic caused a multi-year shakeup of the global market, with many industries and organizations pivoting operations to comply with new policies and changing health regulations. Working from home became a necessity for office jobs to maintain productivity during a time of quarantining and social distancing, while essential workers took precautions and adapted to new safety rules.

    Before the pandemic, only six percent of individuals in the U.S. worked primarily from home. Now, 66% of U.S. employees work remotely, at least part-time, with up to 92% of employees working remotely at least one day per week. That’s a huge leap!

    Impressive job market numbers can give the illusion that we’ve fully recovered from quarantine. Still, it can take years, even decades, for the workforce to recover from such a significant shift – especially its impacts on mental health.

    Biggest Challenges In The Job Market

    By definition, it’s a job seekers’ market, but that doesn’t mean applicants are coasting. Many are facing their fair share of challenges.

    Economic disruption

    We’ve already mentioned the economic changes brought about by the pandemic and the novelty of remote work, but there are other reasons the fate of the economy remains uncertain. It seems there’s always a valid reason why a potential recession could be looming in the near future. And, while grappling with the fear of a recession, workers are also navigating high inflation and possible stagnation. For some people, these issues are compounding, resulting in layoffs, lower-than-expected wages, and workplace stress.

    Automation

    While it’s unlikely robots will stage a revolution or take over nearly half our jobs, as some feared, automation remains a threat to some jobs. There are already robots and artificial intelligence (AI) programs that can check inventory, fill out forms, and write articles . It’s only a matter of time before robots do more complex tasks, especially with recent developments in AI.

    Automation has the potential to shrink the number of available jobs, prompting workers to learn new skills or seek jobs in other industries. But it also means employees skilled in machine operation will be in high demand—people who understand how automation works and how machines can best be used in business settings.

    Competition

    If you want to be successfully employed in the next decade, you’re going to need to be prepared for some intense competition—both with other applicants and with existing employees. Often, there are so many qualified candidates vying for a particular role that it can feel like an uphill battle.

    Even a booming economy comes with its share of layoffs, struggling companies, and inflation challenges leading workers to seek higher wages. This increases competition, the number of candidates applying for jobs, and the demand for specialized skills, so it takes a lot more effort to stand out from the crowd.

    Recruiters are always looking for impressive resumes, and the more they see, the higher their standards climb. Job seekers can find themselves struggling to get noticed, even if the employer is looking for someone with their exact skillset. The applicant pool is large, and, because the economy is cyclical, it’s likely only going to get bigger.

    Increased desire for remote work

    The workforce has spoken – no one really wants to go into the office every day anymore. But not every available job offers that sort of flexibility. The number of available hybrid and remote roles is increasing, but applicants are running to these roles first. This creates an influx of applications for the positions that recruiters must weed through one by one, bottlenecking the hiring process . The best way to overcome this is to be on top of the pile, meaning workers must constantly seek out and pounce on hybrid or remote opportunities. The early bird gets the home office!

    How To Stand Out In An Applicant Pool

    With so many individuals applying for the same jobs, recruiters are pickier about whom they hire. They have more options than ever before and want to double down on making sure that the person they hire will be the best fit for their company.

    So how do you make yourself stand out among all these other applicants? There are several key things that recruiters look for:

    • A well-tailored resume: Include keywords related to your industry or profession on every page of your application materials—especially on your résumé. This will help recruiters easily find you when they’re searching through hundreds of applications at once.
    • Skills: Recruiters want to see that you have what it takes to do the job well, so they’ll be looking to your skills to gauge whether you’ll be successful in the role. Now is a great time to rack up a certification or two to boost your resume.
    • Personality: Recruiters want someone who will fit into their culture and work well with other employees. While your resume may reflect a small part of that, your cover letter and interviews will be what seals the deal. Be sure to mention your performance at previous jobs and how you worked within your team.
    • Engagement: Actively engaging with the recruiter shows commitment. Be sure to follow up on your application and always prepare strong questions to ask in your interview.
    • Honesty: Be honest about your achievements, gaps in your work experience, or hang-ups in the past. This will show recruiters that you’re transparent and ensure they won’t have to be the ones to voice any “red flags” they see.
    • Research: Know the job you’re applying for! This means doing some digging on the company, its structure, and values ahead of your interview. Good research will also help with formulating questions for the recruiter that are specific to the organization itself.
    • Social media: Many recruiters are using social media sites such as LinkedIn as part of their hiring process these days. Make sure that all of your social media profiles are professional and up-to-date so recruiters can get an idea of who you are before they meet with you in person.

    Although the job market has its fair share of challenges, there are still ways in which applicants can leverage their skills to ensure they are taking the most effective steps toward a dream career path.

    Remember, too, that motivation and confidence go a long way to securing a new role. With the right resume and solid interviewing skills, job seekers have the potential to reach new heights in 2023!

    GMS Helps Streamline Recruiting Efforts

    With the rise of virtual reality, remote work, and AI, recruiters must change their game in order to keep up with their candidates. This is where GMS comes in. Our human resources experts work closely with you to offer guidance on hiring and training. Additionally, our partnerships with LinkedIn and Indeed make posting job ads simple and easy, getting you in front of quality candidates faster. Let’s talk!

  • People are a fundamental aspect of any organization. They give life to the culture and make the organization what it is, which is why inclusivity matters. An inclusive culture makes people feel appreciated and as if they are working towards creating a common good for everyone. It inspires people to be more productive and to achieve levels they never thought were possible before working with an inclusive company. This kind of culture is attractive to the workforce and makes their employees more satisfied with their job, which ultimately improves the overall productivity of these businesses.

    But what does creating an inclusive culture look like, and how do you get started? First, let’s cover why inclusivity matters and some of its benefits.

    Why Inclusivity Matters

    When you think about company culture, words that pop into your head may include engagement, productivity, and innovation. But what about inclusivity? An inclusive culture is part of a healthy organizational environment that respects the value of everyone. It’s also a buzzword for many companies that want to attract diverse talent. But it’s not just about diversity. It’s about achieving an inclusive environment where all employees feel included regardless of gender, race, religion, and age.

    There’s a big difference between actively fighting for diversity and inclusivity and pretending they don’t require attention. It’s time we stop thinking of these issues as topics that exist in an imaginary, faraway land. That’s because 78% of job seekers say they want to work for diverse companies. Diversity, equality, and inclusion are business initiatives that connect with employees on a fundamental level — which is why we can’t afford to ignore them. Perks of creating an inclusive workforce include:

    • Higher job satisfaction 
    • 5.4 time higher employee retention
    • Higher employee morale
    • Increased ability to recruit a diverse talent pool
    • Higher revenue growth

    It’s no secret that employees want to feel included and valued in their workplace, however the hard truth is that many companies lack diversity despite saying they value certain qualities. The good news is many businesses are trying to achieve more inclusive workforces, but not all are doing so effectively. Whether you’re a manager or team member, it’s essential to understand the elements that contribute to hiring and retaining diverse employees and what barriers might prevent your company from creating a more inclusive environment.

    How To Build An Inclusive Culture

    Building an inclusive culture within your organization doesn’t happen by accident, it’s the result of going through specific steps and challenges. Below, we’ll look at ways you can help create a climate for everyone in your organization to be heard and accepted.

    Make inclusion a core value

    An inclusive culture isn’t just talk; it’s a core value. This means inclusion is ingrained in every part of your organization, from your employee handbook to management to everyday work life. That’s why it’s crucial to get everyone on board with what inclusive values imply and what it looks like when you have an inclusive culture.

    Hire inclusively

    It’s crucial to talk the talk and walk the walk. One of the most important things you can do is to create an inclusive hiring culture. According to a Deloitte survey, 80% of people say inclusion efforts are an important factor when choosing a company. Hiring inclusively not only shows you advocate for inclusion, but it also gives you access to a larger talent pool. Ultimately, it proves that you value and care about diversity versus only saying you do.

    Practice active listening

    Active listening plays a crucial part in communicating effectively. Listening may seem obvious, but active listening can easily take a back seat if we’re not mindful when communicating. It takes practice and discipline, especially in a work setting where everyone has big ideas and wants a voice. Ways to practice active listening are to:

    • Pay attention: Give the speaker your undivided attention and acknowledge what they’re saying. Make sure you are providing eye contact, not looking at your devices, and not getting distracted by incoming notifications or emails.
    • Show that you are listening: Mention specific parts of the conversation, ask questions, and repeat what they’re saying for clarity. This shows you heard what they said and are willing to learn more. Small verbal comments such as “yes” and gestures such as nodding can convey that you are actively listening.
    • Provide feedback: Feedback shows that you care about someone’s success and that you heard what was said. One tool to use is paraphrasing, such as “what I’m hearing is” or “it sounds like you’re saying,” to reflect on the speaker’s words.
    • Defer judgment: Making assumptions and interrupting only wastes time, plus it’s frustrating to the speaker. Allowing the speaker to finish their words saves them from feeling unheard and disappointed. This may make them feel undermined and not like they can speak up in the future.
    • Respond appropriately: Being candid, open, and honest, but also respectful, is vital when responding to the speaker. It’s best to treat individuals how you want to be treated.

    Celebrate differences

    Differences don’t have to be a barrier; they can be a learning opportunity and allow us to celebrate others. This often looks like giving your employees a platform and championing their cultures. Instead of ignoring differences, we can uplift them in the workplace and provide solutions. Ways to do this are by doing the following:

    • Encouraging educational opportunities 
    • Learning at lunch talks
    • Hosting diversity days
    • Developing a multicultural calendar
    • Paying attention to cultural nuances 
    • Addressing communication barriers
    • Supporting employee advancement

    Proactively address harassment and bullying

    Facilitating an inclusive culture means there is zero room for harassment and bullying. Being proactive in your approach to addressing these matters is vital. This means creating a system for these situations and a plan for handling them while informing your employees of the severity of these issues, so they know they’re not taken lightly. Having a means for harassed employees to express what they have experienced is also essential. For some organizations, that may be a formal email, for others, that may be a one on one with a manager to inform them of mistreatment. Regardless of how you decide to formalize your process, be sure to be considerate of your employees and be human. Hear out their concerns and provide sympathy, support, and understanding.

    Share inclusion metrics with employees

    When creating a plan that applies to your overall culture, it’s only natural to keep your employees in the loop. Be prepared to receive employee feedback and be open to growing in areas needing work. Don’t be afraid to share inclusion metrics and how you’ve developed your organization to be more diverse and focused on inclusion.

    Regularly educate your employees about diversity and inclusion

    Creating a culture that celebrates diversity is no easy feat. Some ways to continually educate your staff about diversity are to bring in experts, regularly conduct training, and provide resources for learning more. Diversity training can help prevent workplace bullying, discrimination, and harassment by promoting respect for all employees regardless of race, gender, ethnicity, age, and religion. When employees are motivated and feel their efforts are respected, they are happier with their job and more productive.

    Revisit the conversation regularly and track your progress

    Create tangible goals and stick to them. Finding opportunities for growth within your organization regarding inclusion is the key to success and adaptation. Empower your employees to speak on these topics and regularly conduct conversations where they can voice their concerns. One way you could do so is through anonymous polls and surveys.

    It will never be enough to say that your company has an inclusive culture. You must work at it over the course of time to get there. It takes effort, but it’s ultimately worth it for everyone involved. At the risk of sounding like a broken record, you will fail if you don’t get buy-in from everyone: every department, every employee, and every stakeholder.

    The key to building an inclusive culture is to focus on making people feel welcome and comfortable. It’s easy for companies to overlook this because they think of diversity mainly as an HR issue. But it’s more than that. Diversity has a lot to do with empathy, starting with you, the manager. Are you making it clear that your team is open to different points of view?

    GMS Is Here To Help 

    There are many things to consider when hiring and building an inclusive work environment. It’s easy to gloss over the minor details, but those little things ultimately add up to make a good workplace culture—inspiring employees to feel comfortable in their jobs, be productive, and stay for the long haul. These aspects of culture, both big and small, make our workplaces feel accommodating. At GMS, we can help you create a plan for bettering your culture and hiring diversely. Let’s talk!

  • On February 22nd, 2023, the U.S. Supreme Court ruled in favor of an oil rig worker for overtime exemptions under the Fair Labor Standards Act (FLSA). Under the Helix Energy Solutions Group Inc. v. Hewitt case, the Supreme Court ruled that to be exempt from the requirement of being paid overtime after working over 40 hours a week, an employer must pay the employee their full salary in any week in which they perform work. In simpler terms, the recent ruling declared that highly compensated employees could be eligible for overtime pay if they are paid on a daily basis. If the employer does not follow that, the employee is entitled to overtime compensation regardless of their job duties or position.

    Understanding The Court Case

    During the Helix Energy Solutions Group Inc. v. Hewitt court case, the Supreme Court was asked whether an overtime exemption under the FLSA applied to non-salaried high-earning employees. The distinction, in this case, is whether a high-earning employee should be compensated on a salary basis when his paycheck is based on a daily rate. The Supreme Court declared the long-standing FLSA and Department of Labor regulations to be upheld and considered a salaried, overtime-exempt employee, the employee must receive his full weekly salary in any week in which the employee performs any work.

    What You Should Know As A Business Owner

    The new ruling makes it essential for business owners to implement the criteria within their businesses properly. If you don’t, you could face hefty penalties. Let’s break down what the ruling says and what you should know.

    • Employees are exempt from overtime under the FLSA if they earn at least $107,432 per year on a salary basis (now at least $684 per week) and perform executive, administrative, professional, or outside sales work
    • The predetermined salary level cannot vary based on the quality or quantity of work
    • Business owners may use nondiscretionary bonuses, incentive payments, and commissions to meet up to 10% of the standard level salary
    • To be considered an executive, the employee must manage the business, direct the work of at least two full-time employees, and have the authority to hire or fire employees
    • An administrative employee is considered an individual who performs office or nonmanual work directly related to management or general business operations
    • A professional employee is defined as one who must do work that requires advanced knowledge, is predominantly intellectual in character, and includes exercising discretion and judgment

    Additional information can be found here.

    Additional Measures To Take

    Everchanging rules and regulations is a constant battle you face as a business owner. You didn’t start your business to become a lawyer or one who understands and implements every single law associated with your business. That’s where Group Management Services (GMS) comes in to help you. Our team of HR experts ensures you remain compliant with every new law that can affect your business. Whether it’s creating a job offer that clearly states their compensation and overtime pay or working with you to implement these new laws and regulations, we’re here to help. Ready to alleviate some of the weight you’re carrying? Contact us today.

  • The U.S. Equal Employment Opportunity Commission (EEOC) published a proposed strategic enforcement plan for fiscal years 2023-2027 on January 10th, 2023. This is important for business owners as you will most likely see a shift in enforcement by the EEOC with a larger budget, the possibility of new leadership, and revised strategic priorities. In 2022, there were six strategic priorities which included the following:

    • Eliminating barriers in recruitment and hiring
    • Preventing systemic harassment
    • Protecting vulnerable workers
    • Ensuring equal pay protection for all workers
    • Preserving access to the legal system
    • Addressing selected emerging and developing issues 

    The Strategic Enforcement Plan (SEP)

    The latest strategic enforcement plan (SEP) would modify the 2022 enforcement priorities if approved by the commission by:

    • Expanding the category of vulnerable workers to include individuals with intellectual and developmental disabilities, individuals with arrest or conviction records, LGBTQI+ individuals, elderly employees, temporary workers, individuals employed in low-wage jobs, and workers with limited literacy or English proficiency
    • Enhances the recruitment and hiring priority to include limiting access to on-the-job training, pre-apprenticeship programs, temp-to-hire positions, internships, or other job training or advancement opportunities based on protected status
    • Recognizes employers’ increasing use of artificial intelligence (AI) to target job advertisements, recruit applicants, and make or assist in hiring decisions
    • Updates the emerging and developing issues priority to include employment discrimination associated with the COVID-19 pandemic and additional threats to public health, violations of the recently enacted Pregnant Workers Fairness Act, and technology-related employment discrimination
    • Focuses on overly broad waivers, releases, non-disclosure agreements, and non-disparagement agreements

    The SEP aims to do more to combat employment discrimination, promote inclusive workplaces, and respond to the national call for racial and economic justice. It ultimately will help guide the EEOC’s work through all the agency’s activities, including outreach, public education, technical assistance, enforcement, and litigation.

    Stay Proactive, Partner With GMS

    Alongside these changes, the EEOC will most likely continue to place more scrutiny on employers’ use of technology and AI in recruiting, screening, hiring, and performance reviews. As a business owner, there are many laws and regulations you must comply with. However, mistakes are bound to happen. It’s hard to manage your daily duties as a business owner, let alone worry about the appropriate ways to recruit and hire employees. Fortunately, when you partner with GMS, our HR experts take on the administrative burdens of hiring and recruiting employees for you. We create a job description that won’t infringe on the use of AI and ensure you’re creating an inclusive workplace. Contact us today to learn more.

  • Any private employer with 100 or more employees and federal contractors with 50 or more employees are required to file an employment information report called the EEO-1 report every year. The EEO-1 Component 1 report is a mandatory data collection of demographic workforce data, including data by race/ethnicity, sex, and job categories. As a business owner that must submit this information, you must know when you should submit it. This year, it’s slightly different than usual. The EEO-1 reporting for 2022 data is scheduled to begin in mid-July.

    More updates will be made available here.

    What You Need To Know

    Employers are asked to denote the gender identity and sexual orientation of employees. With that being said, there are challenges employers might face. The form currently does not have a box for designating nonbinary individuals. However, you can manually enter the number of workers who identify as nonbinary in the comments section. Why are employers required to fill this out? The purpose of this is the following:

    • Support enforcement actions
    • Facilitate research on employment patterns 
    • Encourage self-assessment by employers

    If you fail to comply, you may be subject to fines, back pay, corrective action, or even civil suits against employers. Federal contractors could lose their contracts if they don’t submit this information.

    Additional Steps That Need To Be Taken

    For all employers who must submit the EEO-1 reports, it’s essential that you keep track of all of this data throughout the year, so it’s accurate. You must gather all up-to-date information about your employees’ gender identity and sexual orientation. Not sure where to start? When you partner with Group Management Services, our HR experts ensure you remain compliant and stay up to date. We help you meet certain deadlines so you can focus on other areas of your business. Contact us to learn more.

  • For the most part, all industries across the world have experienced disturbances within their business operations since the COVID-19 pandemic. During the pandemic, businesses had to scale back operations because of the decrease in demand, or they were forced to furlough or lay off employees. However, plumbing and heating, ventilation, and air conditioning (HVAC) companies were some of the few that experienced a spike during the pandemic because their demand increased. Even with the increase in demand for HVAC services, they still face challenges, including a labor shortage and an aging workforce.

    Labor Shortage

    Similar to most companies, many HVAC companies are struggling to attract employees. However, this has been a challenge before the COVID-19 pandemic. Every type of business is looking to retain employees while workers are quitting their jobs at record levels. Low-interest rates, government stimulus checks, and a greater emphasis on home improvement (as many individuals were forced to stay home) drove new business for HVAC companies. The increased demand has put pressure on the existing workforce, leading to a shortage of skilled technicians. In addition, this industry is facing challenges in attracting younger workers, as many students and recent graduates are unaware of career opportunities in the blue-collar market, such as HVAC or plumbing.

    An Aging Workforce

    The aging workforce has been challenging for HVAC and plumbing contractors for almost a decade. However, the pandemic and Great Resignation heightened these challenges. Many companies’ experienced technicians are retiring, and there aren’t enough younger workers entering the industry to replace them. The Air Conditioning Contractors of America estimates that the average age of an HVAC worker is 55. Experts estimate that the shortfall of qualified HVAC workers is more than 115,000 individuals.

    Have You Considered Outsourcing Your HR Functions To A PEO?

    The economic downturn has made it challenging for HVAC and plumbing companies to offer competitive salaries, alluring benefits packages, and attract and retain top employees. More and more companies have looked to outsource these administrative tasks they don’t have the time or expertise to manage effectively. Have you considered outsourcing your HR functions to a professional employer organization (PEO)?

    Let’s start by understanding what a PEO is. A PEO is an organization that enters into a joint-employment relationship with an employer by co-employing the clients’ workforce, allowing the PEO to share and manage many employee-related responsibilities and liabilities.

    While a PEO can help you combat the labor shortage and aging workforce you may be faced with, a PEO can do much more than that. Everything is under one roof, from tracking employee performance to creating a fleet management program to an online payroll service. You can finally focus on your core competencies while you leave the HR responsibilities to professionals who specialize in that area. This can improve efficiency and accuracy in HR processes such as recruitment, benefits, and compliance with labor laws. In addition, you also gain access to a wider pool of HR talent and expertise which can result in better decision-making and overall HR strategy.

    Has an employee filed a claim because of an injury on the job? 

    A PEO takes a proactive approach to workplace safety by providing you with the following:

    • Onsite consulting
    • Jobsite inspections
    • Accident and injury investigations
    • Training
    • And so much more

    In addition, if you struggle to stay ahead of the risks associated with workers’ compensation and workplace hazards, a PEO can help protect your business. You now have a partner that enables you to take a proactive approach to address immediate issues and prevent potential problems in the future.

    Are you struggling to attract and retain top talent? 

    You’re not alone if you’re struggling to attract and retain top talent. Offering a quality benefits package is one of the best ways to retain and attract top talent. However, offering a quality benefits program is becoming increasingly expensive and takes too much time. A PEO works with business owners to help them decide which benefits make the most sense for their business operations, employees, and bottom line. In a time when your workforce is beginning to retire, it’s essential that you take every step possible to ensure you are attracting the next generation of employees. However, it’s also vital that you take proactive steps to retain your talent. Offering a competitive benefits program can help you stand out from your competition and help you succeed during these unprecedented times.

    Do you spend countless hours doing payroll each payroll period?

    As an HVAC or plumbing company owner, you don’t have the time to manage the payroll process anymore, especially with your demand at an all-time high. Your partnership with a PEO saves you time and gives you peace of mind. Think about the sleep you could get if your payroll is all managed online. Payroll software streamlines the payroll process, creating less paperwork and giving users access from anywhere with an internet connection.

    Are you having trouble hiring and recruiting employees? 

    Recruiting, training, and retaining employees has never been more challenging for small and mid-sized businesses in a tightening labor market. Luckily, when you partner with a PEO, this heavyweight is carried off your shoulders. You now have access to the tools and resources necessary to take on these responsibilities while improving your overall recruiting, hiring, and training efforts. This partnership can strengthen your business and let you focus on other responsibilities. In a market where your services are in high demand, it’s a great time to partner with a PEO to find you the talent your business wants and needs to thrive.

    Consider Group Management Services (GMS)

    From creating a competitive benefits package and streamlining your payroll process to creating safety programs to ensure you have a safe work environment to hiring and recruiting top talent, Group Management Services (GMS) does it all. We make employee management simpler, safer, and stronger. We save you time and money while you retain full control over your employees and regain the opportunity to focus on growing your business.

    Andrew Szczesniak, Senior Sales Strategist, expressed, “GMS helps companies in the plumbing and HVAC industries by reducing their administrative costs regarding workers’ compensation and health care. By lowering costs in those areas, businesses are now more competitive in bidding jobs and can attract and, as importantly, retain their existing employees.”

    Leave the HR details to us. Contact us today so we can help you thrive in today’s economy.

  • Business owners in today’s economy stress over the uncertainty of what’s to come. Let’s face it, COVID-19 took a toll on just about everyone but especially small business owners. Interest rates are rising, inflation is through the roof, and talk of a recession is all at the forefront of our minds. However, small business owners continue to hire additional employees. Over the last three months, over one million jobs were added within the U.S. Alongside this, you see companies such as Zoom, Dell, PayPal, and Hubspot lay off a significant amount of their workforce. As a business owner, you may think do I add more employees, or do I need to cut back?

    What The Experts Are Saying

    Mass layoffs have been a reality for many workers worldwide, especially since the COVID-19 pandemic. The pandemic forced many businesses to shut down or scale back operations, resulting in significant job losses in all industries. While the economy is slowly working on getting back to life before the pandemic, businesses still struggle to survive, forcing business owners to lay off workers and cut costs. The major companies making layoff announcements are those within the technology, accounting, and engineering industries. More than 77,000 workers in U.S.-based technology companies have been laid off in mass job cuts in 2023.

    However, the job market remains stronger than expected despite the ongoing recession fears and constant news regarding mass layoffs. The health care industry is growing rapidly, with more than two million job openings. In addition, the following industries are increasing their hiring efforts:

    • Restaurants
    • Hotels
    • Hospitals
    • Sports
    • Civil engineering
    • Dental

    Have You Considered Partnering With A PEO? 

    The job market is complex and ever-changing, as mass layoffs and hiring booms are happening within different industries. As the economy recovers and adapts to new circumstances, consider partnering with a professional employer organization (PEO) like Group Management Services (GMS). Between recruiting and retaining employees to payroll and tracking vacation time, there are many functions we can help with. When you partner with GMS, you gain HR experts that help you attract and retain top talent, create enticing job descriptions that get you the talent you need to grow, create a competitive benefits package, and so much more. Contact us today to learn more.

  • Illinois Governor JB Pritzker signed Bill 3146, an amendment to the One Day Rest In Seven Act (ODRISA), on May 13th, 2022. On January 1st, 2023, it became effective for all employers in Illinois. ODRISA requires employers in Illinois to provide most full-time, non-exempt employees with one day of rest during each workweek and meal and rest breaks during daily shifts. ODRISA took effect on January 1st, 2023, which included a modified definition of “work period” to assess when a day of rest is required. In addition, it requires employers to provide further meal breaks in the event an employee works more than 12 hours and provide employees with notice of the amendments of ODRISA.

    Let’s Take A Deeper Dive Into The Act

    All covered employees are now eligible for at least 24 hours of rest in every consecutive seven-day period. This act requires employers to provide eligible employees with at least 24 consecutive hours of rest in every “calendar week.” The following are additional requirements business owners should be aware of:

    • All covered employees who work in excess of seven and a half hours will be entitled to additional unpaid meal breaks of at least 20 minutes
    • Employers must provide employees with sufficient notice of the amendments to ODRISA
    • Employers are subject to increased penalties and damages for non-compliance (between $250 to more than $500 for each offense)

    This law allows employers to secure permits from the Illinois Department of Labor for employees to work on the seventh day, given that the employees have voluntarily agreed to work and are paid at the appropriate overtime rate if they’re working over forty hours in that week.

    For frequently asked questions, click here.

    How Partnering With GMS Can Help

    As laws and regulations change, they become more complex. Keeping up with the changes and adjusting your business operations accordingly is challenging. At GMS, we understand. Our HR experts are here to make your job simpler. You don’t have the time or money to deal with the hefty penalties that come your way by not staying compliant. At GMS, we take a proactive approach to ensure you don’t face these penalties. Interested in learning more? Contact us today.

  • Along with the federal omnibus spending bill President Biden signed into law the Pregnant Workers Fairness Act (PWFA) and the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act). Both of these laws expand federal protections for pregnant and nursing workers. The PUMP for Nursing Mothers Act was signed into law on December 29th, 2022. This stemmed from the landmark legislation, The Break Time for Nursing Mothers law, which passed in 2010. It required employers to provide reasonable break time and a private, non-bathroom space for breastfeeding employees to pump during the workday. This was the first step in helping nursing mothers. However, improvements still needed to be made, as one in four women was not covered by the Break Time Law.

    Understanding The PUMP Act

    The Pump Act made the following changes to the Break Time Law:

    • Provides the right to break time and space to pump breast milk at work to millions of other workers, including teachers and nurses
    • Makes it possible for workers to file a lawsuit to seek monetary remedies if their employer fails to comply
    • Clarifies that pumping time must be paid if an employee is not completely relieved from duty

    This legislation was enacted immediately after it was signed on December 29th, 2022. However, the enforced provision included a 120-day delay, making the effective date for that provision April 28th, 2023. There’s also a three-year delay in implementing the protections for railway workers. This act is the first standalone breastfeeding bill to receive a recorded vote on the House and Senate levels.

    Your Responsibilities As A Business Owner

    The new law entails quite a few changes that all business owners should be aware of. This act covers all employees, not just non-exempt workers. Your exempt employees should be paid their full weekly salary required by federal, state, and local law, regardless of if they take a break to breastfeed. Employees must provide notice of an alleged violation to the employer and give the employer a 10-day cure period before filing a claim. Employers with fewer than 50 employees can rely on the small employer exemption if compliance with the law would cause undue hardship because of significant difficulty or expense.

    Partner With GMS To Stay Compliant

    Complying with the ever-changing rules and regulations of your business is challenging. At GMS, we understand. That’s why our business model helps small business owners by taking on the administrative burdens you don’t have the time to manage. The most crucial step in complying with all laws and regulations is educating yourself and your employees. When you partner with GMS, you gain access to our learning management system (LMS), where you can create or participate in various courses. Whether your soon-to-be mothers need a refresher on their rights when they have a child or a new law needs to be enforced within your business, an LMS gives you access to resources to help you implement them. Contact us today to learn more.

  • On February 3rd, 2023, the Office of Administrative Law (OAL) approved the Cal/OSHA COVID-19 regulation. It will remain in effect until February 3rd, 2025, with recordkeeping obligations remaining in effect through 2026. Alongside this, the Emergency Temporary Standard (ETS), which California employers have been following for the past three years, will come to an end.

    As a business owner, it’s essential that you understand what this regulation entails and what your responsibility is. For more information, click here. In addition, a fact sheet that the California Department of Industrial Relations released should also be utilized.

    Implement Changes With GMS

    With this new regulation in full effect, it’s essential that you take all steps necessary to ensure you comply. When you partner with GMS, we help you stay up to date with all rules and regulations. When new laws are enforced, we help you make the necessary changes to keep your business thriving. Contact us today.