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  • As a result of the COVID-19 pandemic, many businesses have shifted to a remote or a hybrid work-from-home model. However, when it comes to implementing this style as a more permanent option, there are additional pain points. Have you considered how you will communicate company policies to your employees? Unfortunately, there is no exact methodology to follow when administering these policies.

    Unsure where the best place to start is? Keep reading as we dive into the eight considerations to keep in mind as you move to a remote work environment.

    What Roles Can Be Performed Remotely? 

    As you start, it’s a good idea to look closely at the job descriptions of each role within your organization. Some positions may be customer-facing and require face-to-face interactions. Other positions may require onsite monitoring.

    Will You Use A Location-Based Or Value-Based Compensation Model? 

    Many businesses follow a location-based model when it comes to compensating their employees. Salaries range based on the geographic location of your employees. However, many businesses have considered a value-based approach due to the rise in remote work. This style of pay is strictly based on the value that the employee brings to the organization.

    Are You Complying With pay Equity Standards?

    There are multiple reasons one may want to pay onsite workers higher than offsite workers. This can be commute-related, encouraging in-person collaboration, or alleviating communication barriers that come along with working remotely.

    Does Your Pay Policy Affect Employee Morale? 

    Many employees prefer on-site work, whereas others desire to work remotely. Perspectives may vary depending on the employee and how they view the workplace culture. Some employees may be more flexible about the idea and more willing to accept less pay to work remotely. Others may not be willing to trade flexibility for compensation. Before finalizing a policy, it’s important to consider not only employee morale but how this plan will affect recruitment and retention.

    The Wage And Hour Rules To Consider

    The Minimum wage and overtime rules for non-exempt employees, salary thresholds, and job duty tests vary throughout each state. Another consideration is expense reimbursement, meal and rest breaks, and more. It is vital to ensure that your pay practices for onsite and remote employees comply with the applicable federal and state wage and hour laws.

    Labor Relations To Consider

    Are your employees unionized? As collective bargaining agreements are being negotiated, it’s vital to have a written policy to address work arrangements and compensation for remote workers. Another consideration is to begin working alongside your labor counsel early in the process. This will allow you to build a plan within your bargaining strategy.

    Local Tax And Insurance Requirements 

    Each state has different laws when it comes to managing employee leave and disability programs. These deductions must be completed properly. Consider looking into whether a business regulation is required when you have multiple remote employees within a state.

    Building A Written Policy

    After building your remote-work compensation strategy, it’s time to take those practices to your employee handbook. Following these clear guidelines will help maintain consistent pay practices, that employees can respect.  

    GMS’ Support

    Remote work and hybrid schedules may seem simple; however, many regulations come along with them. As a business owner, there is not enough time in the day to manage all these tasks on your own. That’s when GMS steps in to help. GMS has all the resources you need to remain compliant. Our HR account managers can help you develop and implement a work-from-home and hybrid strategy that works across the board for your business. Learn more today!

  • On October 13th, 2022, the U.S. Department of Labor (DOL) will publish a Notice of Proposed Rulemaking. This will assist employers and workers to determine whether a worker is classified as an employee or an independent contractor under the Fair Labor Standards Act (FLSA). The FLSA established minimum wage, overtime pay, recordkeeping, and youth employment standards that affect employees in the private sector and Federal, State, and local governments.

    An independent contractor is a self-employed individual or entity contracted to perform work for or provides services to, another entity as a non-employee. Independent contractors are not entitled to such benefits because they typically have more flexibility to create their own schedules and work for several different companies at once.

    The proposed rule will provide guidance on classifying workers, and seeks to combat employee misclassification. According to the National Conference of State Legislatures (NCSL), employee misclassification is the practice of labeling workers as independent contractors, rather than employees. It allows employers to avoid paying unemployment and additional taxes on workers, and from covering them on workers’ compensation and unemployment insurance. Misclassifying a worker can cause the following issues:

    • Denies workers’ rights and protections under federal labor standards
    • Promotes wage theft
    • Allows certain employers to gain an unfair advantage over law-abiding businesses
    • Hurts the economy as a whole

    Understanding The Proposed Rule

    The new rule will ultimately preserve essential worker rights and provide consistency for regulated entities. In addition, employers are directed to consider exclusivity under the permanent factor, but it acknowledges that simply having multiple jobs does not necessarily make you an independent contractor. The following are factors that could be considered:

    • The amount of skill required for the job
    • The degree of performance associated with the working relationship
    • The worker’s investment in equipment or material required for daily tasks
    • Service rendered is integral to the employer’s operations

    The Impact A PEO Has On Your Business

    Are you wondering whether your employees are considered independent contractors or not? When you outsource HR functions to a PEO like GMS, you gain resources that help you figure out these decisions. HR outsourcing companies can manage a whole range of responsibilities for your business including payroll, benefits, risk management, and HR. At GMS, we have HR experts to ensure you are staying compliant with the Department of Labor. Contact us today to learn more.

  • California Governor Gavin Newsom signed a bill into law on September 27th, 2022, stating that all businesses with 15 or more employees must include pay ranges in all their job postings. This bill will take effect on January 1st, 2023. Other states have implemented similar laws including Washington, Colorado, and Connecticut.

    A Deeper Understanding Of California’s New Bill

    In addition to providing applicants with the pay range on the job posting, employers with 100 or more employees must submit a pay data report to the state’s Department of Fair Employment and Housing. The report must include the number of employees in the following job categories based on race, ethnicity, and gender:

    • Executive or senior-level officials and managers
    • First of mid-level officials and managers
    • Professionals 
    • Technicians 
    • Sales workers
    • Administrative support workers
    • Craft workers
    • Operatives
    • Laborers and helpers
    • Service workers

    Failure to provide a report each year could result in a fine of $100 per employee. The purpose of record-keeping is to prevent discrimination. 

    The Benefits Of Including Salary Range On Job Postings

    HR professionals often question whether they should include the salary range on a job posting. A vast majority of employers advocate for leaving the salary range off a job application. However, salary information is important to the applicant. So, sharing salary ranges can help attract workers. A survey conducted by LinkedIn showed that 70% of professionals want to hear about salary in the first conversation with the recruiter. So, cut out the middleman, and include it in the job posting. It ultimately saves you time while simultaneously giving vital information to potential candidates.

    Did you know that only 12% of postings from U.S. online job sites include salary ranges? While more and more businesses are beginning to add job pay on their postings, the number of businesses that don’t provide the pay range is still significantly higher than those that already do it. Stand out from your competition. Being upfront and honest about your positions, which means including the compensation, ultimately gives you a competitive advantage in a saturated market.

    Outsource Human Resources Today!

    With ever-changing rules and regulations, it’s vital to ensure you stay compliant. When you partner with GMS, we keep you up to date to ensure compliance. In addition, our HR experts work with you to write eye-catching job descriptions that set you apart from your competition. We conduct market analyses to provide the best pay range for your open positions. Focus on what you do best and allow GMS to handle the rest. Partner with us today!

  • Over the past few decades, the freight and transportation industry has undergone massive changes. The rapid globalization of the world requires rethinking freight operations, including how you manage freight audit and payment (FAP), meaning being more cost-efficient and data-driven than ever before. However, many resources are provided to small business owners who manage a fleet that ultimately helps them focus on more important aspects of their business.

    Partnering With A PEO

    When you partner with a professional employer organization (PEO), they take on the administrative burdens that companies don’t have the time or expertise to manage effectively, including:

    • Human resources
    • Benefits
    • Payroll and tax
    • Risk management

    This allows you to put your focus back on client relationships, building an effective team, and growing your profits. In addition, a PEO helps you reduce costs, limit your business risk, and save time and money. Continue reading to learn more about each product offering through a PEO.

    Human resources

    Human resources are one of the most time-consuming components for any transportation company to manage. From recruiting and retaining employees to training employees to tracking vacation time, there are many functions when it comes to human resources management. However, you didn’t start your business to become an HR expert. When you outsource your HR functions to a PEO, it allows you to spend more time growing your business and less time on human resource management.

    Managing a fleet is challenging enough in itself. On top of that, retaining and attracting quality drivers amidst the COVID-19 pandemic makes it even more complicated. A report by the American Trucking Association (ATA) stated that the truck driver shortage could reach 160,000 by 2030. When you outsource your HR functions to a PEO, they take on the burden of retaining and attracting top talent.

    How much time do you currently spend on writing a job ad or going through resumes? PEOs help you recruit faster and easier by doing all the legwork before an interview takes place, so you can focus on choosing from a pool of qualified candidates.

    Attracting quality employees to join your growing business is one challenge. Ensuring that you can retain your top talent is another. From improving skills to making employees feel valued, employee education and other measures are powerful retention tools. A PEO can help you retain employees and limit turnover costs by consulting with you on:

    • Team building activities 
    • Employee reward programs
    • Employee incentives
    • Survey tools
    • Suggestion systems

    Finally, a PEO can perform human resource audits to review your current HR policies, procedures, documentation, and systems. Conducting HR audits help your business reduce costs and improve its HR functions in a fraction of the time.

    Benefits

    As a business owner, it’s crucial to keep and attract quality employees to continue growing your business. One of the easiest ways to retain and attract top talent is by offering a quality benefits package. An employee benefits package includes all the non-wage ways a company compensates its employees. They’re the little perks and additives that employees receive as a standard part of the job offer. A basic employee benefits package includes:

    • Insurance
    • Retirement plans
    • Paid time off
    • Additional compensation

    With an extreme shortage of truck drivers, it’s crucial to provide your employees with a quality benefits package to stand out from the competition and retain and attract top talent. Organizations that aren’t leveraging a PEO or an online benefits platform are likely wasting valuable time and energy. A PEO works with employers to help them decide which benefits make the most sense for their business operations, employees, and bottom line.

    In addition, partnering with a PEO offers you more flexibility, control of premiums, access to data and networks, and options you can’t find elsewhere.

    Payroll

    Managing payroll and tax filings can be one of the most time-consuming and challenging tasks for small business owners. Between time tracking, tax calculations, payroll compliance, and every other payroll function, there’s too much to do and not enough time to manage properly.

    If you’re struggling in this area of your business, it might be time to consider outsourcing payroll administration to a PEO. Within this partnership, you gain access to proprietary technology, dedicated support, and operational efficiencies to enjoy the benefits of a large business without all the excess. Did you know that as many as 40% of small businesses incur an average of $845 in IRS penalties each year?

    Fear no more. A PEO keeps you up to date with the complex tax filing requirements as they inevitably change and complicate your payroll process. Additionally, you and your employees have access to payroll information and tax information anytime, anywhere. Let’s say your drivers are on the road and need to check their payroll information. They can access it right from their phone. Partnering with a PEO will save you time and give you peace of mind through expert payroll management services.

    Risk management

    As a small business owner in the freight industry, this is perhaps the most important and relevant service a PEO provides. Many small business owners struggle to avoid the risks associated with workers’ compensation and workplace hazards. The good news is that there are several ways to protect businesses against these dangers, but you didn’t start your business to become a risk analyst. That’s exactly why you should outsource your risk management functions to a PEO. A PEO provides you and your business with the following:

    • Workplace safety strategies
    • Workers’ compensation
    • Los prevention strategies
    • Workplace noise monitoring
    • Workplace injury reporting and nurse triage
    • Fleet management
    • Safety inspections 

    Whether in a monopolistic state where workers’ compensation is funded through the state or not, a PEO is here to provide you with the support you need. PEOs workers’ compensation management experts help employers control costs and avoid the notable impacts of work-related injuries. Should one of your employees get injured on the job, experts are there to help you throughout the entire process.

    Workers’ compensation insurance costs can range from less than $100 to thousands of dollars per employee per year. Fortunately, if you partner with a PEO, they help you save money and prevent your workers from being injured on the job by implementing cost containment and loss prevention strategies.

    Some PEOs have the capabilities to provide employers with fleet management. This product allows companies to organize and coordinate work vehicles to improve efficiency, reduce costs, and monitor unsafe driving habits. As a business owner who must manage a fleet of trucks, it’s vital that you have rules and policies in place to ensure all employees stay safe and compliant.

    GMS Is The Perfect Match For You

    If any of the pain points from above hit home with you, it’s time to outsource some or all of your HR functions to a PEO like GMS. At GMS, we have it all. It’s configurable to your business needs. If you need help with payroll, we’ve got you covered. If you only need help with benefits, we’ve got that covered as well. From handling the entire payroll process to providing you with top candidates to ensuring your fleet stays compliant, GMS does it all. Don’t let the shortage of drivers associated with the freight industry and HR functions keep you up at night. Contact us today to learn more.

  • If you’re a small business owner, you understand there is never enough time to complete everything necessary to run your business. There is quite a bit on your plate from running sales, day-to-day operations, and dealing with issues that arise. On top of that, there is a slew of HR-related duties that need to be performed. Let’s look at the overwhelming number of tasks that HR must deal with and the time it takes to complete each one.

    Payroll

    It is estimated that small businesses spend five hours per pay period processing their payroll. Eighty percent of small businesses process payroll weekly or biweekly. Not only does processing payroll take a great deal of time, but nearly half of those who calculated payroll found it confusing and frustrating.

    Compliance

    Compliance is another time-consuming task for small business owners. A report shows that 14% of small businesses spend more than 20 hours working through federal regulations each month, while 25% of owners lose more than 10 hours of productivity to regulatory compliance. As laws and regulations are constantly changing, it’s vital to stay on top of them, ensure you are compliant, and avoid fines. Additionally, diverse labor laws across cities and states can complicate the process further.

    Benefits

    On average, 1.6 hours are spent each week on employee benefits. An average of eight hours is spent on benefits during the open enrollment period. Thirty-seven percent of businesses say there is a moderate to heavy amount of paperwork involved while managing employee benefits. Benefits should not be overlooked, given that it’s an important tool to retain workers.

    Hiring And Recruiting

    As if all the above wasn’t hard enough, it takes a business a significant amount of time and energy to hire and recruit employees. The time it takes a business to find and hire an employee is the biggest time strain. This process could take up to 30 hours to hire one new employee.

    The most time-consuming hiring tasks include:

    • Interviewing candidates – seven hours
    • Searching for candidates – six hours
    • Reaching out to candidates – six hours
    • Vetting candidates – six hours
    • Researching best practices – five hours

    This is very time-consuming for a small business to take on this task on its own. In addition, if you hire the wrong candidate and they either leave or are fired, it costs six to nine months of that person’s salary.

    GMS Is Here To Take On These Time-Consuming Tasks

    Group Management Services specializes in payroll, HR, benefits, and risk management. Not only will GMS save your business time and money, but we will take on the additional stress and frustration of completing these tasks. This allows you to focus on growing your business while maintaining compliance. Contact GMS today.

  • Employee work-life balance has significantly changed since the beginning of the COVID-19 pandemic. As priorities have shifted, employees have become captivated by the idea of quiet quitting. Due to this trending phenomenon, employers have responded with quiet firing practices. By implementing this idea, employers create a hostile work environment to push employees to quit.

    Understanding The Term Quiet Firing

    Quiet firing is defined as a workplace that fails to reward an employee for their contributions to an organization, forcing them to leave their jobs. As managers react to quiet quitting, methods are being used to combat this detachment. According to a recent survey, one in three managers implements passive-aggressive tactics to make work uncomfortable for an employee in hopes that the quiet quitter will choose to leave the company. A workplace that fails to reward employees for their contributions to an organization is forcing them to leave their jobs.

    Employers that implement quiet firing are creating a culture of uncertainty. The Society for Human Resource Management (SHRM) explained four signs of quiet firing: 

    • Passing over an employee for promotions or raises despite high productivity and a strong work ethic
    • Withholding feedback from workers on submitted projects
    • Assigning projects that are beneath an employee’s skill set or job description
    • Regularly canceling one-on-one and progress meetings

    Signs Of Quiet Quitting

    Many managers and business owners notice when employees begin to disconnect from the workplace. According to Forbes, attributes of employee disengagement can be viewed as:

    • Showing up to work on time, not earlier
    • Taking a lunch break, not eating at their desk
    • Leaving exactly when the day ends
    • Turning off emails and calls outside of work hours
    • Not participating in extra activities 
    • Not volunteering for work events
    • Not helping with other’s workloads

    What Is The Cost?

    Quiet firing can be costly for your business. Employees will leave when they believe their career growth is stunted. Quiet quitting and quiet firing often go together. When employers and employees are not in sync, neither party receives any benefit.

    Support From GMS

    When an employee disengages, knowing the proper steps to follow can be challenging. GMS simplifies the process. As quiet quitting has gained traction, employers may face major consequences, including losing quality talent if not handled properly. Our HR specialists are there to step in when you need them the most. They can create policies to manage problems and protect your business. Contact us today!

  • The New Jersey Cannabis Regulatory Commission has issued guidance for workplaces, as an initial step toward formulating and approving standards for Workplace Impairment Recognition Expert certifications. The Commission establishes and enforces rules and regulations governing the licensing, cultivation, testing, selling, and purchasing of cannabis in New Jersey. According to the New Jersey Cannabis Regulatory Commission, “employees cannot be acted against solely due to the presence of cannabis in their body. However, employers have the right to drug test on reasonable suspicion of impairment.”

    Implementing Drug Tests In The Workplace

    While drug tests are still evolving and becoming more accurate, there are ways to enforce drug tests within the workplace. The beginning of recreational marijuana sales in New Jersey started earlier this year. However, before April, New Jersey only allowed cannabis for medical reasons. Employers should establish evidence-based protocols to document behaviors and physical signs of impairment. Then, if there is a reasonable cause or suspicion, utilizing a drug test to verify would be the next step.

    The new guidelines are intended as the first step toward regulations for certification standards for workplace impairment recognition experts. For the time being, employers can use their established protocols to maintain a drug-free workplace policy.

    Guidelines For Employers As States Legalize Marijuana 

    Employers face complex state laws legalizing marijuana along with conflicting federal laws when developing and implementing workplace drug policies. As more and more states legalize marijuana, a business owner needs to establish drug policies within the workplace while staying compliant. When you partner with GMS, our team helps you create an employee handbook that provides your employees with the policies and guidelines they need to adhere to. In addition, our online HR portal makes it easy for you to measure, track, and review documents. Contact us today to get started. 

  • A nationwide survey found that 50 percent of workers experience the “Sunday Scaries” before returning to work after time off. In comparison, another 40 percent say they struggle with “Imposter Syndrome.” The Sunday scaries are feelings of intense anxiety and dread that routinely occur every Sunday. Imposter syndrome is an internal experience of believing you are not as competent as others perceive you to be.

    What Will You Do As The Employer?

    If you’re an employer and you find that your employees feel anxiety when returning to work, what will you do to combat their feelings? Approximately seven million individuals in the U.S. have been diagnosed with generalized anxiety disorder, making it the most common mental illness. Employees who participated in the isolved’s survey stated that their employer could help reduce symptoms of Imposter Syndrome and the anxiety of returning to work by meeting with supervisors regularly and providing resources to minimize burnout.

    The following are steps you can take to reduce anxiety amongst your employees:

    • Set reasonable expectations
    • Communicate frequently
    • Let employees know they’re appreciated, especially in high-stress times
    • Keep your personal life personal
    • Avoid discussing politics or incendiary topics
    • Break up the normal routine
    • Consider hiring an occupational therapist for your team or provide outside resources for counseling/therapy

    Ask your employees what you can do to help ease their anxiety or how you can reduce burnout. Individuals may want to meet one-on-one with their supervisor, while others may want to meet with an outside resource, such as a therapist. You won’t know the answers until you ask.

    Where GMS Comes Into Play

    At GMS, our experts work diligently with you and your team to make your business run simpler, safer, and stronger. While we can’t ultimately take away the anxiety your employees may be feeling; we can certainly provide you with resources that will be able to help. When you partner with GMS, we assist you in conducting performance reviews. You need to communicate with your team to understand where they’re at, how you can help, and answer any questions your employees have. In addition, we have a 24/7 nurse triage hotline your employees can utilize if they are feeling anxious and need to speak with a professional. We are a one-stop shop providing you with risk management, payroll, HR, and benefits assistance. Contact us today.

  • In the wake of the pandemic, employees’ views of work-life balance have significantly changed. As a result, the term “quiet quitting” was established. While there is not one specific definition, the term rejects the notion that employees should go beyond their job description without additional benefits.

    According to NPR, “supporters argue that quiet quitting is a way to safeguard your mental health, prioritize your family, friends, and passions, and avoid burnout.” However, the term has nothing to do with quitting, completing the bare minimum, or slacking at work. When it comes to quiet quitting, Americans are working to integrate their personal lives with their work lives.

    How It Works

    According to Forbes, the following are attributes of quiet quitting: 

    • Showing up to work on time, no earlier
    • Taking a lunch break, not eating at their desk
    • Leaving on time
    • Turning off emails and calls outside of work hours
    • No extra activities 
    • Not volunteering for work events
    • Helping eas other’s workloads

    Is It Effective? 

    Despite the popularity of the quiet quitting trend, disengaging entirely from the workplace may not be the best option. As an employer, begin taking note of situations when employees become distant. If you notice that an employee is less driven when completing everyday tasks, communicate with them. By communicating with your employees, you can establish a plan that best works to suit their needs.

    Many believe that by setting boundaries at work, they are less likely to experience burnout. However, addressing the challenges head-on can help employers regain control. If the employee is not completing their everyday tasks, it might be time to part ways.

    GMS’ Support 

    When you partner with GMS (Group Management Services), you gain immediate access to an HR Account Manager. This support can guide you in the best way to manage a disengaged employee, who may be taking part in the phenomenon of quiet quitting. Communication is key to managing quiet quitting. Employees want to know their efforts are being recognized. Contact GMS today to learn more.

  • The seventh Circuit Court of Appeals rejected the Equal Employment Opportunity Commission’s (EEOC) on August 16th, 2022. This was to increase the scrutiny given to sex discrimination cases under the Pregnancy Discrimination Act and the Civil Rights Act of 1964. This ruling now means employers may exclude pregnant workers from light-duty work if they have a non-discriminatory reason.

    However, the Appellate Court rejected this argument and found that the Pregnancy Discrimination Act was entitled to heightened scrutiny or a “most favored nation status” amongst other types of discrimination. The Pregnancy Discrimination Act (PDA) forbids discrimination based on pregnancy when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, such as leave and health insurance, and any other term or condition of employment.

    Understanding Young V. UPS

    In 2015, the U.S. Supreme Court issued its decision in Young v. UPS, which employer and employee groups hoped would clarify whether employers must provide workplace accommodations to pregnant employees, following the same manner as they provide accommodation to employees who are injured on the job. In addition, the Supreme Court ruled that pregnant employees can claim disparate treatment by showing that they belonged to a protected class, requested accommodation, and could not receive it while the employer accommodated others who were similar in their physical limitations. The employer must show a legitimate, nondiscriminatory reason for denying the accommodation. If not, it’s a violation of federal law.

    A case back in 2017 regarded Walmart, which permitted light duty for workers that were injured on the job but did not offer light duty to pregnant workers or employees who were injured outside the job. The EEOC then argued that this instituted sex discrimination violated Title VII of the Civil Rights Act of 1964 and the PDA. However, Walmart required pregnant employees with lifting restrictions or other limitations to go on leave.

    In 2020, Walmart settled a different national class-action lawsuit that denied light-duty work to pregnant workers for $14 million and has overhauled the policy since then. A lawsuit was filed against Walmart in 2013 and 2014. These incidents pertained to denied accommodation requests. Walmart has since changed its policy as a result of the lawsuit.

    New Laws Have Been Enacted Since 2020

    Walmart has been an example for other companies to set the proper protocols in place. This has led additional states to pass laws prohibiting pregnancy discrimination. Over the last couple of years, there have been over 30 states that have enacted pregnancy accommodation mandates. In addition to these state mandates, employers are making decisions to open restricted-duty programs previously reserved for employees injured on the job to pregnant employees with restrictions.

    What This Means For Employers

    While rules and regulations are constantly evolving, it’s vital for the business owner to stay on top of them. When you partner with GMS, you no longer have to deal with the burdens of staying on top of regulatory changes. Our experts provide you with resources that enable you to focus on growing your business while we handle payroll, risk management, HR, and benefits. Contact us today to learn more.