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  • While low-code platforms may seem confusing at first, they are simply types of visual software development environments that allow enterprise developers and citizen developers to drag and drop application components, connect them together and create mobile or web apps. In the past year, low-code development has grown more than 20%. HR industries and departments are slowly converting their technology toward low-code programs. According to SHRM (Society for Human Resource Management), “A low-code development platform requires users to have little or no coding experience. When used at the workplace, the platform allows non-IT employees to build custom applications with a graphical user interface. Employees who have little understanding of coding can build modern websites and mobile apps while also applying business logic.”

    The worldwide development market for low coding was $13.8 billion. In 2022, a survey conducted by Gartner estimates that low-code revenue will rise to $16.8 billion with an increase of over one percent the following year.

    How Low-Code Can Change HR Functions

    HR leaders can save time and money since they do not have to pay a software engineer for simple problems or changes to an application. Low-coding can help with recruiting, hiring processes, training, payroll, requests for paid time off, and vacation requests. Since low-code programs require little to no experience in coding, this growing market is a trend that everyone wants to be a part of.

    By implementing low-code software within your HR department, you can integrate HR with other departments. It also allows your team to build applications faster if needed. Using low-code software can streamline workflow and allow management teams to evaluate their teams more effectively.

    The Future Of Low-Code Software

    Using low-code applications in the HR industry allows employees to make the application unique to them. Furthermore, co-employment companies that offer HR services customize the application to meet the needs of their clients. Companies such as Microsoft and Amazon have already stepped in to make their own version of a low-code application. Other HR vendors that are converting to low-coding include Salesforce and Oracle. Last year, Salesforce introduced its next-generation Salesforce Platform, which includes a low-code development tool that gives employees the opportunity to create apps on a single platform.

    Low coding has a variety of different ways it can integrate into your everyday workflow. Additionally, it makes it possible for employees and clients to create their own paths in this rapidly growing age of digitalization.

    How GMS Integrates Low-Code

    At GMS, we understand how important it is for clients to tailor their own unique plans to fit their needs. We offer a variety of HR services that allow you to remain in control while creating a customized program that benefits your employees. Contact us today to learn more about the HR services we offer and how they can fit into your business.

  • House Bill 6173 has been recently introduced to the public. If this bill gets passed, it will end the immunity that was granted in 2020 legislation that stated:

    “An employer is not liable… for an employee’s exposure to COVID-19 if the employer was operating in compliance with federal, state, and local statutes, rules and regulations, executive orders, and agency orders related to COVID-19 that had not been denied legal effect at the time of the exposure.”

    Michigan lawmakers will be considering this bill that will ultimately, expire the legal immunity given to employers who follow workplace safety regulations and whose employees contract COVID-19.

    Stay In The Know

    Since the beginning of COVID-19 in 2020, business owners have always been on the lookout for ever-changing laws and regulations. Let GMS experts keep you up-to-date on these laws so you don’t have to. Learn more on how GMS can help you and your business.

  • Since the beginning of the COVID-19 pandemic, business operations have never been the same, and workplace cultures continue to evolve. Employees transitioned to working from home and having to adapt to a new way of doing business. In fact, many employees working from home claim they feel more productive, maintaining a robust work-life balance.

    However, it might not be as glamorous for the employer. There has been a rise in employee lawsuits demanding reimbursement for expenses acquired while working from home during the pandemic. Remote workers say that their employers have a legal obligation under state law to reimburse them for work-related expenses.

    Employees are requesting reimbursement for the following:

    • Cellphone
    • Internet
    • Supplies
    • Utility bills
    • Home office stipends 

    What This Means For The Future

    Finally, after two-plus years in a pandemic, business owners have requested that their employees return to the office. However, hiring new employees is at an all-time high. As a result, keeping and attracting quality talent is essential for the growth of one’s business. Since working from home is popular among employees, offering it as an option for employment will attract top candidates. 1,700 workers were surveyed, and the results showed that 48 percent of the workers said they would seek a remote position for their next job.

    With these lawsuits in many states, it’s vital that you observe what your employees want and how to create a solution that benefits both them and your business.

    Currently, no federal laws require you to reimburse your remote workers unless the expenses drop below the employees’ minimum wage. A 2022 survey showed that 62 percent of organizations currently offer employees reimbursement for at-home office or work equipment. For employers that offer reimbursement for business expenses, utilizing expense management software can help streamline the process. Employees are able to itemize and upload receipts directly into the system for the administrator’s approval.

    Should you choose to reimburse your remote workers, ensure you are clearly defining your reimbursement policy. Keep a file of every expense and reimbursement to avoid disputes in the future. An expense report system is an additional tool that will allow you to track all business-related purchases including travel, gas, meals, hotel and lodging, and more for a simplified expense reporting process.

    Protect Your Business

    In today’s unprecedented times, it’s difficult to stay on top of your daily tasks while wearing multiple hats. How can you be proactive and create future plans at the same time? When you partner with GMS, our experts are there to guide you through challenging times and ensure you stay compliant, all while keeping your employees happy. Our HR experts will work with you to update your employee handbook to ensure there are no discrepancies between what your employees may expect versus what you offer. We take on the administrative burdens, so you don’t have to. Contact us today.

  • As a small business owner, you are responsible for the operations of your business. Whether it’s hiring and recruiting new employees, onboarding, paying your employees, or offering them benefits, your hands are full. How often do you have the chance to sit down and think about how you will grow the revenue-building side of your business?

    Professional employer organizations (PEOs) work diligently with small business owners to provide them with the same buying power as a larger business through a co-employment relationship. Hiring an in-house HR professional consumes too much time and money, especially when you already have a limited number of employees. PEOs have experts in all aspects of your business you need assistance with. Whether you have workers’ compensation or employee benefits questions, our team of experts is there to assist.

    Small business owners who partner with a PEO have streamlined all aspects of their business. Instead of outsourcing payroll, workers’ compensation, employee benefits, unemployment, and risk management to third parties, a PEO consolidates these to work as a one-stop shop. Partnering with a PEO will allow you to reduce certain expenses and liabilities as the employer. Continue reading to see how PEO services can help your business thrive.

    Services A PEO Provides Small Businesses

    Stellar Customer Support From A Designated HR Professional

    As your business continues to grow, you may discover you no longer have the capacity to manage the administrative tasks or keep up with all HR-related duties. A PEO manages a range of responsibilities for your business from payroll to employee benefits. The duties of the PEO in the relationship are to focus on all administrative work so you can focus on what really matters in your business, revenue-building. Partnering with a PEO, like GMS, will save your business in the following ways:

    • Greater buying power
    • Increased employee retention
    • Smoother onboarding process
    • Free up your time
    • HR compliance, portal, and audits
    • Employee recruitment and training 

    Innovative Payroll Processing Technology

    As an experienced small business owner, you know how much time it takes to manage payroll and tax filings. What if there was a way to eliminate this task that would save you time and money? At GMS, we combine our proprietary technology with dedicated HR services and support from our experts to provide you with the absolute best. Questions to ask yourself to determine if partnering with a PEO will benefit your business from a payroll standpoint: 

    • Do you offer your employees a direct deposit option?
    • Are you spending too much time keeping up with taxes and IRS regulations?
    • Do you feel like you’re filling too many roles and don’t have time to grow your business?
    • Do you feel like you use your smartphone for everything and work on the go?

    If you answered yes to any of these questions, GMS is here to help. Our experts work diligently to decrease payroll tax liabilities, keep track of deductions, provide your employees with a web-based payroll system with 24/7 access, and so much more.

    A Dedicated Team To Ensure Compliance

    Many small business owners struggle to stay ahead of the risks that are associated with workers’ compensation and workplace hazards. There are more than 4.1 million workers who suffer a serious job-related injury or illness every year according to OSHA. With the right risk management solution, you’ll create a safer work environment for your employees, resulting in fewer claims and a lower workers’ compensation insurance rate.

    Partnering with GMS gives you access to our risk management services like workers’ compensation, claims management, and workplace safety. Protect your employees and your business now and outsource your risk management services. 

    Provided With Best-In-Class Benefits

    Whether you want to keep or attract quality employees, you must offer a benefits package. If you have an existing benefits package, a PEO will provide additional resources that will gain applicants’ attention. Any business that isn’t leveraging a PEO or an online benefits platform is wasting valuable time and money. At GMS, we understand that managing pay stubs and W-2s, tracking time, or doing job costing and labor distribution can be time-consuming. However, we provide our clients with an online employee self-service portal that gives employees access to costs of medical services, RX pricing, ID cards, detailed EOB and coverage information, claim details, and much more. 

    GMS will offer you and your employees flexibility, control of premiums, access to data and networks, and overall options that you can’t find anywhere else. The following is a list of benefits you can offer your employees once you partner with a PEO:

    • Benefit coverages: medical, dental, and vision
    • Flexible spending account
    • Health savings account
    • Life, accident, and critical illness
    • Short-term and long-term disability insurance
    • Comprehensive 401(k) plan that’s integrated with payroll
    • Pet insurance
    • Pre-paid legal
    • Telemedicine 
    • Diabetic management program

    Make group health coverage less confusing and partner with GMS today. 

    Partner With A PEO Today!

    At GMS, we do it all. GMS can provide any level of support you need, regardless of whether you choose one service or all of them. From payroll management to benefits and anywhere in between, our team of experts is here every step of the way when you choose to partner with GMS. By outsourcing your business, you can reduce liability and increase your efficiency. That way, you can focus on the aspects of your business that will help you grow externally. Make your business simpler, safer, and stronger by partnering with GMS today. Get a quote here. 

  • Since recruitment is an essential function of the human resources department, it’s important to have a strategic process in place. A recruitment process is a list of steps that gets you from the job description to the offer letter and ultimately, onboarding the new hire. It’s essentially a step-by-step approach to bringing in talented individuals who will help the company grow. The recruitment process not only helps attract the right kind of candidates, but it reflects the company’s values. Being able to understand how to optimize the job recruitment process can shorten the hiring cycle by 60% while also improving the quality of your hires. Continue reading to learn about the steps in the recruiting process.

    Step 1: Identify Your Needs

    Define exactly what you’re looking for in a candidate for each position. It’s essential to sit down with your team to determine the specific hiring needs for your open job positions. Make sure these requirements are precise, specific, and realistic. You may think it’s quite simple to replace a role for someone who just left. However, this step in the recruitment process tends to get more difficult when you’re starting from scratch for a position you’ve never had or you’re changing the responsibilities of a role.

    Step 2: Prepare The Job Description 

    Once you determine the candidate’s persona, write down a detailed job description. Creating a compelling and unique description will help you attract the most qualified candidates for your job. The job description summarizes the essential responsibilities, skills, and qualifications for the role. This is a very important step in the recruiting process. Your job description should include:

    • A clearly defined job title
    • The job overview 
    • Company overview 
    • Benefits
    • A list of responsibilities 
    • Required skills
    • Salary for the position 

    There are millions of job postings on the internet. Ensure you create a job description that will stand out from the rest. This is the beginning of marketing your company and your job to your future hire.

    Step 3: Create A Recruitment Plan

    After writing a detailed job description, sit down with your team to determine what the next best steps are. A recruitment plan will provide your team with an outline of the steps your company will take when filling the position. These strategies help businesses focus their efforts and resources on specific hiring strategies that will provide them with excellent candidates. Create a timeline for each step moving forward so you know exactly what you have to do to reach your end goal, an offer. On average, a new position takes 27 days to fill. Determine when and where you will conduct interviews. Have a deadline in place for when you need the position filled.

    Step 4: Start Searching

    When you start searching for candidates to fill the roles, it will be the most time-consuming step in the recruitment process. It takes time and patience to find the right candidate who is depicted in the first and second steps of the recruitment process. Utilize recruitment tools to cut down on search time. Below are ways in which you can best utilize your search efforts:

    • Create targeted ads (use social media platforms including LinkedIn, Indeed, and Glassdoor)
    • Engage with candidates who have applied in the past
    • Attend career fairs within the area
    • Employee referrals
    • Networking events

    Step 5: Recruit Top-tier Talent

    All companies want top talent to be a part of their team. However, these candidates most likely have many options. Your team must be strategic when recruiting these types of individuals. Especially in today’s tough labor market, attracting top talent is more competitive than ever. Companies need to be proactive so they can ensure that they attract the best talent and ultimately, keep them long-term. Below is a list of important factors to consider when looking for top-tier talent: 

    • Create a positive workplace culture
    • Treat current employees well
    • Know your best sources for talent
    • Plan your interviews based on the quality of talent
    • Be sure you verify candidates’ credentials
    • Make an offer fast
    • Keep in touch with quality candidates

    You need to ensure you make an offer fast to top-tier talent as they are most likely receiving a handful of other offers from other companies. Top candidates are only available for 10 days before being hired elsewhere. If they decline your offer and decide to go elsewhere, continue to stay in touch with them. It shows the candidate that you had a high interest in them, and you may find another position with your company that might be a better fit in the future.

    Step 6: Conduct A Phone Screen

    Once your team has found a handful of qualified candidates, it’s time to start interviewing. Prior to bringing the candidates in for a formal interview, conduct a phone screening to confirm they will be a good fit for the position. The phone interview step gives you the opportunity to ask preliminary questions and determine which applicants have met the necessary job requirements to move on to the next step, an in-person interview. This allows your team to narrow down the selection process and make sure you want to take the time to interview the candidate in person. Job candidates are interviewing your company the same way you’re interviewing them. Be sure you have a list of the top interview questions to ask before you begin this step. Questions to ask in a phone screen interview:

    • Tell me about yourself
    • Can you tell me about your background?
    • Why are you leaving your current employer?
    • What do you know about our company?
    • What are your salary expectations?
    • How soon would you be able to start?
    • Do you have any questions?

    Step 7: Interview In Person

    Following the phone screening interview and determining qualified candidates, it’s time to bring them in for an interview. These interviews should be conducted quickly after the phone screen interview. This step in the recruiting process should be unique and show the candidate what your company is all about. The cost of a bad hire adds up with the salary, training costs, hiring a replacement, etc. On average, companies lose $14,900 on every bad hire. Consider asking these questions to get the most out of your interview:

    • What type of impact did you make at your most recent job?
    • Tell me about a time you failed to reach a goal or complete a project. What happened, and why were you unsuccessful?
    • How would your colleagues describe you?
    • Name a work accomplishment that makes you proud. 
    • What motivates you?
    • Do you like working with a team or working alone?
    • When conflict arises at work, how do you handle it?
    • Where do you see yourself in the next five years?

    Be sure you are communicating with the candidate about where you are in the process and what the next steps are. Be sure to lay out the timeline so they know exactly what to expect.

    Step 8: Offer

    You’ve made it to the final steps where you see all your hard work pay off. You have determined a candidate that possesses the qualities you’re looking for. This is the most important step of the recruitment process. Make sure you present a desirable offer to the candidate that they won’t pass up. You first need to make a verbal job offer. Let the candidate know right away that you’re extending an official offer of employment. Be sure to provide details regarding the position, start date, compensation, bonus structure (if applicable), pay frequency, and when they need to accept or decline the offer.

    After you offer the candidate a verbal offer over the phone, it’s time to move on to the written offer. Provide all the information mentioned in the verbal offer along with their future manager’s contact information, and any steps they might have to take so they can come in ready to go for their first day of work. Make sure you get the written offer letter over to the candidate as soon as possible, via email. Provide a deadline for them to get the offer letter back to you to keep the momentum going. Once you’ve sent the offer over email, follow up via phone or email to ensure they received the offer letter. Anticipate this step to take slightly longer and be ready to negotiate salary and benefits.

    If they accept the offer, ensure you are following up with them once a week between the acceptance date and their first day. If not, you could run into the chance of the candidate backing out.

    Step 9: Onboarding

    Onboarding the new hire is your final step in the recruitment process and lends a hand to their success within their new role. Although there will be a plethora of forms during the onboarding process, it’s also important to include processes and resources that will help them transition into your company successfully. Consider having one-on-one meetings with them weekly or bi-weekly to check in with the new employee.

    The Benefits Of Outsourcing HR

    As you’ve noticed, it takes a lot of time and money to implement a recruitment process successfully. From creating a job ad to finding the right candidate to providing opportunities for employee development, the cost of hiring and training adds up. Professional employer organizations (PEOs) like GMS provide guidance on hiring and training as well as manage the administrative burdens associated with all aspects of the employee life cycle.

    Melanie Bahr, Recruitment Specialist Manager at GMS, provides her insights on hiring. “In this ever-changing and challenging hiring environment, finding the right candidate can feel like finding a needle in a haystack. Below are three important issues to consider in making a better hiring decision:

    1. Experience versus potential: experience is the most important and valued factor when evaluating a candidate. It’s important to remember experience is not everything, do not prioritize it over everything else. You may interview people who seem promising but don’t have much of a track record. While these candidates have not proven themselves at work yet, they have obvious potential.
    2. Skill set: determine what the must-have skills are and look at which skills you can train the candidate in. Many soft skills can make a candidate a great option and with little training, could be the right fit.
    3. Culture fit: consider thinking about how a candidate will fit in with your company’s culture. When employees are a good fit culturally, they will be happier at work allowing for enhanced productivity and reduced turnover.

    As a premier human resources company, we give our clients access to state-of-the-art HR software and other resources necessary to grow their business. GMS can help strengthen your business through our employee training and recruitment services. Contact us today to learn more.

  • This guide explains how employers and managers can effectively write performance reviews and employee reprimand letters. It covers what to include in a formal write-up, provides a sample employee write-up template, and shares best practices for addressing performance issues while maintaining compliance. Designed for business owners and HR managers, the post helps organizations handle employee performance management professionally and fairly.

    There are plenty of exciting aspects of running a business – disciplining employees is not one of them. Although unpleasant, poor work performance write-ups are a necessary tool for any organization.

    A letter of reprimand serves as both a tool for correction and a record of compliance. The problem is that it’s not always obvious how to write up performance reviews for employees. This post will explain what you need to utilize in your write-ups, best practices for delivering effective reprimands, and include employee write-up samples.


    What To Include In A Reprimand Letter

    There are several elements that you should address in corrective action employee write-ups. The Society for Human Resource Management recommends including the following elements in a reprimand letter.

    • The name(s) of the person writing the warning, the person receiving the warning, and any individuals who will receive a copy.
    • The date the warning was delivered.
    • A statement that clearly describes the performance or conduct issue(s) that resulted in an official warning.
    • A summary of previous discussions about the issue (with dates, if possible) and other related disciplinary or performance issues.
    • An explanation of why the issue is important to the company and which policies were violated.
    • An outline of the employer’s expectations, along with a timeline and goals to show measurable improvement if necessary.
    • The potential consequences if the employee doesn’t meet those expectations, such as further discipline or termination.
    • A note that the warning will be added to the employee’s personnel file.
    • Space for the employee and manager to sign the document (with an optional space for employees to add their own comments regarding the reprimand).


    An Employee Write-Up Sample For Poor Performance

    The following example of a write-up for poor employee performance is a basic template that businesses can modify to suit their exact situation.


    To: [Name of employee]

    From: [Name of manager]

    Date: [Date the warning is given]

    Re: Written Reprimand

    This letter is to inform you that your performance is not meeting the expected requirements for your position. You are officially failing to perform for the following reason(s).

    • [List how the employee isn’t performing up to expectations]

    Based on [policy or performance requirement], you are failing to meet your performance measurements for your job despite [list previous communication or training efforts]. These performance requirements [describe how poor performance impacts the company and the rest of your employees].

    As a result, you will be required to [list an outline of employer expectations, along with timelines for meeting those goals]. If we do not see these improvements, additional disciplinary action will occur up to and including termination of employment. This letter will be added to your personnel file.

    Please let us know if you have any questions or concerns.

    [Name and title of manager]

    [Names and titles of HR staff and anyone else receiving a copy of the reprimand letter]

    [Space for signatures and comments from the employee]

    Best Practices For Writing Up An Employee

    Having a template for employee write-ups is a good start, but there are several additional factors that employers and managers need to consider when issuing reprimands. Use the following best practices to maximize the effectiveness of your efforts.

    Address the situation before you need a letter

    Unless an employee does something serious enough to warrant an immediate write-up, it’s best to address the problem directly with them first. Try to have a friendly discussion or send them an informal email to address any issues. Starting with a verbal warning will give the employee a chance to address concerns and rectify the issue before it gets to an official reprimand.


    Document the problem

    The more information you have, the better prepared you are should an employee file a lawsuit or take any other actions against your company. Keep a record of your interactions with the employee regarding performance or conduct issues, including every conversation and email, before writing a reprimand letter. These actions will make it clear that the employee was aware of the problems and well-informed about the reasons for any discipline or termination.

    Include other perspectives and statements if possible

    While a manager or supervisor may take the lead in writing up an employee, they’re not the only person who can contribute to an official reprimand. Include any statements made by other employees who have raised concerns or have witnessed issues. Ensure that these statements are factual observations – opinions won’t work for official reprimands.

    Focus on improvement instead of highlighting what’s wrong

    The more detailed and specific you are about setting expectations for improvement, the better. The average employee isn’t afraid of receiving corrective feedback – in fact, 72% of employees think that this form of feedback would improve their performance. The key is that this feedback needs to be delivered in an effective way.

    It’s essential to be honest with the employee about their performance issues and position future expectations in a positive light. For example, a performance improvement plan is a commitment to helping an employee improve. Stay calm, positive, and focus on the benefits instead of dwelling on frustrations.

    Deliver reprimands in person

    Employees should hear their official written warning directly from their manager or supervisor. In this meeting, you can share your concerns and provide specifics about their performance. By delivering the news in person, you can also field questions from them and have them sign the warning letter for your records.

    Embrace Employee Performance Management

    Between employee performance reviews and write-ups, there are plenty of ways that you can maximize your employees’ efforts. The problem is that dedicated employee performance management takes a lot of time and energy for employers.

    GMS helps business owners get the most out of their employees while saving them time. Our experts can take on the administrative burdens associated with hiring, managing, and terminating employees while you focus on other important responsibilities. Contact GMS today to see how we can strengthen your business through employee management and more.

  • Human resources plays an important role in the daily operations of any business. As a business owner, you could be handling these tasks – payroll, benefits, and training employees. Have you ever felt overwhelmed by the number of hats you’re wearing at once to keep your business running? If so, HR outsourcing might be your new best friend.

    What Is HR Outsourcing?

    HR outsourcing is the practice in which a third-party organization handles some or all of a business’ internal HR responsibilities. Whether you need assistance with one aspect of your business, such as payroll, or you need assistance with a variety of different departments of your business, HR outsourcing can help. Any company that chooses to outsource its HR department may have the opportunity to enjoy the following benefits:

    • Save money 
    • Improve benefits 
    • Lower hiring costs
    • Ensure compliance 

    Before we continue to get into the benefits of outsourcing your HR functions, learn more here about the different outsourcing options available to you.

    Functions HR Processing Provides Small Businesses 

    Payroll processing 

    Managing payroll and tax filings can be one of the most time-consuming and challenging tasks for a small business owner. Your payroll process should be one of your first priorities as you don’t want to upset your employees by paying them late or incorrectly. Although you may think outsourcing your payroll may be more expensive than doing it in-house, in the long run, there are a variety of benefits. On average, small and mid-sized companies spend $2,000 per employee per year to handle payroll. Outsourcing payroll to a PEO like GMS will guarantee compliance with local laws and ensure that your employees are paid appropriately.

    The access to HR tools and resources allows businesses to enjoy the following benefits when they outsource payroll to GMS:

    • Payroll processing 
    • Payroll software 
    • Payroll tax management 
    • Employee self service 

    According to the National Small Business Association, 30% of small business owners spend more than six hours each week on payroll tax administration alone. Stop holding yourself back from what you do best, growing your business, and outsource your payroll.

    Employee benefits 

    Providing your employees with benefits like health insurance and a retirement plan will give your company a competitive advantage in your recruiting efforts. You want to keep and attract quality employees so you can continue to grow your business.

    You can offer your employees the following through a PEO:

    • Master health plan 
    • 401(k) or profit sharing 
    • Life insurance 
    • Dental 
    • Vision
    • Disability 
    • Supplemental insurance

    Outsourcing your employee benefits will save you time, money, simplify employee management, and allow you to spend less time worrying about benefits packages and more time growing your business. At GMS, we offer flexibility, control of premiums, access to data and networks, and overall options that you can’t find anywhere else.

    Risk management 

    As a small business owner, you might find yourself struggling to stay ahead of the risks associated with workers’ compensation and workplace hazards. You’ll need to comply with more rules than just benefits and tax laws. When it comes to workers’ compensation, you should focus on limiting injuries in the workplace and the rising costs of workers’ compensation insurance.

    Any U.S. employer must take responsibility for dealing with the consequences of workplace injuries. Every workplace injury results in a workers’ compensation claim for the employer, increasing their insurance rates. According to the U.S. Bureau of Labor Statistics employers spend an average of $0.45 per hour worked for workers’ compensation.

    To avoid workplace conflicts, and worst-case scenarios, or lawsuits, you can outsource your risk management efforts to an HR expert like GMS. From cost containment to loss prevention, we do it all. Protect your employees and your business by outsourcing your risk management functions today.

    Human resources 

    Managing HR can be quite challenging and may often be intimidating. When you outsource your HR functions like performance management, recruiting, and training, it allows you to spend more time focusing on growing your business, and less time on human resource management. Should you choose to outsource your HR to a PEO like GMS, you will gain assistance and expertise in the following areas:

    • Employee performance management
    • Employee recruiting and training services
    • Human resource audit
    • Human resources information system (HRIS)
    • Learning management
    • Unemployment claims management

    If you choose to outsource your HR functions, the HR partner of choice will assist in determining your performance goals and disciplinary routes for poor performance. Annual reviews, salary negotiations, and other performance-related conversations are always going to be a vital part of your business operations. It’s difficult to run a small business without much support, which is why more employers have turned to an HR outsourcing business.

    Outsource Your HR Functions Today!

    GMS is here to assist with any aspect of your business you need assistance with. From payroll tax management to hiring and recruiting employees for your business, we have experts in every area. We understand you may have questions about the transition process and where to begin. Contact us to learn more!

  • An employee handbook compiles all your company policies, procedures, working conditions, and behavioral expectations that guide employee actions within the workplace. It provides your employees with direction on how they can access your promotion policy, open-door policy, Americans With Disabilities Act (ADA), Equal Employment Opportunity Commission (EEOC), PTO, and any other important information your employees should know.

    Employee handbooks also include information about your company, a welcome letter from the president or CEO, the company’s mission and vision statements, purpose, values, and much more. Additionally, within an employee handbook, there is an area that shows your employee benefits and payment procedures.

    With a well-written handbook, employees will always know what is expected of them within the workplace. They will understand how their employer will address and apply the policies and procedures of their business. Employees will know that any employee in a similar situation to them will receive similar treatment.

    The Challenge Of Keeping Employee Handbooks Up To Date

    It takes a significant amount of time and effort to keep your employee handbook up to date. For small businesses that don’t have an HR professional, it’s even more challenging. However, it is vital for your business to have an employee handbook that’s up to date. It’s important to know that a handbook that’s outdated can ultimately cause more harm than good, especially if the policies aren’t compliant with the law. With that said, it’s important to know that you are not legally obliged to have an employee handbook. To learn how an employee handbook will benefit your business and the importance of updating it frequently, continue reading.

    Why It’s Important To Update Your Employee Handbook

    Employee handbooks have a variety of essential functions. Typically, handbooks are the first piece of information your new hires see during the onboarding process. It’s the introduction to your company. Employee handbooks also act as a reference point for your new hires. If you are a small business owner and don’t have a full-time human resources representative to answer questions, this is an excellent resource for your employees to utilize.

    You should review your employee handbook every calendar year to include any necessary updates. These updates could be changes to company policies, procedures, organizational structure, and more. If you plan to have any changes in the future, that is also something to consider when reviewing your current handbook.

    Laws change frequently. It’s your responsibility that your company follows all laws that apply to your business. This includes minimum wage, family leave laws, gender pay gaps, equal employment, and overtime regulations.

    Information could be missing. Perhaps you were reviewing your handbook and noticed you were missing information. You could have forgotten employee classification, unemployment, termination policies, etc. Whatever the situation is, be sure to add the missing information. 

    Technology changes. Since technology constantly changes, there will always be something that needs to be addressed. Topics such as data privacy, social media, cell phone/computer usage, and others, must be addressed.  

    How To Update Your Employee Handbook

    Depending on the size and tenure of your business will determine when you should be updating your employee handbook. You must review the document, compile any updates, write, or revise content, and update any legal documents that have been changed in order to stay compliant with the law.  

    Sit with your HR professionals (if applicable) and determine the major changes that need to be addressed within your handbook. This can include but is not limited to state and federal laws, paid time off policies, equal employment, and other areas.

    Consider adding the following topics to your handbook if you haven’t done so already:

    • Safety of employees
    • Employee benefits
    • Paid time off and vacation
    • Relationships expected in the workplace
    • Use of drugs
    • Discrimination policies
    • Inclusion and diversity
    • Remote and hybrid work policies 
    • Family medical leave act (FMLA)
    • COVID-19 policies 
    • Time and attendance
    • Personal appearance and dress code

    When You Should Update Your Employee Handbook

    As an employer, you should be reviewing your handbook at least once a year. Depending on the size of your business, you may want to consider reviewing it every six months. It’s common practice for an employer to review new case rulings and regulations to ensure the handbook is up to date. If you’ve had recent incidents like harassment and/or discrimination cases, those specific sections should be reviewed and updated.

    Partner With GMS Today!

    As you can see, a lot of work goes into creating an employee handbook for your business. If you are a business owner and don’t already have a handbook, the benefits it has for your business are extensive. Small business owners juggle a lot at once. Let us take on the administrative burdens while you focus on more important aspects of your business. Contact us today!

  • Early this month, Politico released that the U.S. Supreme Court has voted to overturn abortion rights. Since then, discussions and debates regarding abortion rights have been the center of attention throughout social platforms. If the ruling is reversed, access to abortion will most likely be banned or severely restricted in most states.

    Let’s take a step back and recall the origin of Roe v. Wade. In 1973, the U.S. Supreme Court ruled out a law in a case called Roe v. Wade. This is the case that legalized abortion in the United States. When the case began in 1970, Jane Roe, a name used to protect the identity of Norma McCorvey, instituted federal action against Henry Wade, the district attorney of Dallas County, Texas, where Roe resided. However, the U.S. Supreme Court disagreed with Roe’s statement of the right to terminate pregnancy in any way and time. They then attempted to balance a woman’s right to privacy with a state’s interest in regulating abortion.

    Ever since the ruling established the right to abortion, politicians have enacted dangerous restrictions that make getting an abortion nearly impossible for many people. Cases since then have included Planned Parenthood of Southeastern Pennsylvania v. Casey (1992), Gonzales v. Carhart (2007), Whole Woman’s Health v. Hellerstedt (2016), June Medical Services L.L.C. v. Russo (2020).

    As a business owner, you may have questions as to how you should handle conversations about political issues in the workplace. Research shows that 92 percent of workers have witnessed or have been a part of unthinkable conversations. It is your job as a business owner to ensure a civil work environment where all employees feel safe. You should provide support on how employees can have conversations about politics in a respectable manner. No matter what you may think of a particular topic, a good starting place is to reach a common ground. Below is a list of ways you can restore peace and ensure a civil environment in the workplace:

    • Focus on company values
    • Practice the skill of active listening 
    • Address expectations
    • Hold training sessions
    • Provide resources to employees
    • Lead by example

    How A PEO Can Assist With The Training Of Your Employees

    Working onsite is more complex than ever before. Business owners and HR professionals must be more strategic in their approach to ensuring a safe place for their employees. Political discussions are a complex topic but taking proactive steps to help facilitate a respectful environment is encouraged. Partnering with GMS will provide you and your business resources to facilitate a safe workplace for your employees. GMS offers online employee training programs that can assist in handling controversial conversations in the workplace. Contact us today!

  • Advancements in technology have redefined the way businesses communicate, collaborate, and operate. The constant innovation of technology has forced businesses to rapidly adapt to new technology in order to thrive in today’s competitive marketplace. Since the beginning of the global pandemic in 2020, businesses have found new ways to operate, in turn, requiring HR leaders to also champion an attitude of technology adoption.

    Knowing that an HR leader’s success requires marrying great employees with solid technology, you understand the significant impact the right human resources technology can have. Implementing the right technology can have a significant impact on your business. The key to an HR leader’s success requires great employees and technology. The options are endless when it comes to choosing which HR technology solution matches what you’re looking for. You’ll need to determine the benefits and drawbacks of each technology platform and then compare the cost and value.

    Below is a list of tips for HR professionals to help determine which HR technology solution is the right fit:

    Capabilities For Faster Hiring

    As the effects of the global pandemic are still affecting the supply and demand for employees in the workplace, integrating technology to help with these efforts is vital for growth. Businesses have been suffering from the lack of employees and the number of jobs that need to be filled. By utilizing an applicant tracking system (ATS), the hiring process will track every step of the way. ATS programs allow companies to input specific parameters for job openings and use the systems’ automated algorithms to search through incoming resumes. Recruiting and hiring managers can search resumes stored in an ATS with keywords – plus, some systems will rank applicants based on how well they match your job description. It’s fast, easy, and it allows you to focus on growing your business. 

    More Efficient Onboarding Processes

    As soon as you hire your new employees, it’s time to take them through the onboarding process. The initial step is important as it adapts employees to their new role and the company’s culture. Utilizing technology in the onboarding process increases accessibility, improves candidates’ overall experience, and speeds up the entire process. With GMS Connect, our clients utilize a paperless onboarding process, benefits enrollment, payroll, and employee training that will help your new employees get acclimated and set up for success in their new roles.

    Pay Rules And Ensuring Compliance

    With the right technology solution, you can set up customized alerts for specific needs which automates the entire process. Whether you are utilizing a cloud-based solution or a manual process, you need a system in place to track employee hours, understand deductions, and issue payments to your workers. If you choose to partner with a PEO like GMS, you will have access to our proprietary technology with dedicated HR service and support. Your employees can access their paystubs, update personal information, and complete other tasks from anywhere they have access to the internet.

    Creates Opportunity For Growth

    Technology that improves your employees’ growth will assist your business in growing as well. The options are endless when it comes to technology platforms for your business. Learning is essential in the modern workplace for your employees to grow over time. One of the most popular HR technology platforms is a learning management system (LMS) – which is a web-based platform or software used to implement and monitor a learning process. An LMS is used to deploy learning strategies across the workplace, facilitate experiential and formal learning, manage compliance training, and enhance sales enablement. Essentially, it is beneficial for both the employer and employees as it reduces learning and development costs, enables a more streamlined onboarding process, improves employee performance, tracks performance, and helps employees upskill or reskill.

    Secure Data Access

    You may ask yourself, if my employees onboard electronically, how will their confidential information be secure? Great question. Our clients can rest assured that their information is protected by the highest standards. GMS is proud to be SOC 1 certified, a true testament to our stringent policies and procedures. By having our client’s information in a cloud-based HRIS, you don’t have to worry about your employees’ information getting lost or stolen.

    Partner With GMS To Learn More!

    When you work with GMS, you gain access to cutting-edge technology that lends a hand in rapidly growing your business while saving you time and money. Through GMS Connect, your employees will be able to onboard more efficiently, gain access to their information without disrupting your daily tasks, and ultimately, help them grow within their organization more effectively. Learn more about our technology by clicking here.