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  • Employment Practices Liability Insurance is an often overlooked form of insurance coverage for small business owners, and many do not realize its significance until it’s too late. EPLI protects employers from employee liability damages and defense costs from claims brought by any employee alleging claims such as sexual harassment, discrimination, wrongful termination, and retaliation.

    Image of a costly lawsuit that could have been prevented with Employment Practices Liability Insurance.

    Who Needs Employment Practices Liability Insurance?

    We live in an increasingly litigious society and employers must do everything they can to protect what they have worked so hard to build. The most vulnerable companies to an EPLI lawsuit are new or small businesses, typically due to the lack of handbooks and a legal department.

    The EPLI policy provided by GMS to its clients covers four major areas of concern: Discrimination, Sexual Harassment, Wrongful Employment Actions, and Retaliation. There are many subcategories to these titles that are ever increasing as employment law develops in the courts. Examples are wrongful termination, defamation, invasion of privacy, malicious prosecution, wrongful demotion, or failure to employ, promote, train or enforce workplace policies and procedures. 

    The Claims Journal provides a list of the top trending EPLI claims as of 2014:

    • Genetic Discrimination: The Genetic Information Nondiscrimination Information Act prevents companies from using genetic information to influence hiring decisions. 
    • Pregnancy Discrimination: The Pregnancy Discrimination Act prevents employers from any negative action taken as a result of an employee’s pregnancy.
    • Illegal Background Checks: Employers must notify candidates of the request in writing and notify them that the results will factor into their employment decision.
    • Unpaid Interns: The Department of Labor set standards for whether it is acceptable to have unpaid interns. If they are simply performing the tasks of a paid employee without any educational element, the DOL has deemed that they require monetary compensation. 

    The Cost of a Lawsuit

    Many fail to understand that their existing general liability insurance policies will not cover them in these events. The effects of these lawsuits can be financially catastrophic for a small business owner.

    Recent studies show the average cost to simply defend your company against a suit is $45,000. They go on to state that even though 75 percent of these are found to be “groundless.” the rest have an average jury award of $342,000.

    How GMS Can Help

    The GMS EPLI policy has a $50,000 deductible, with the first $25,000 responsibility on the client. There are specific notice requirements that must be met in order to trigger the coverage. A GMS client must advise its assigned account manager of facts or circumstances which may reasonably be expected to give rise to a claim. It has been our experience that swift fact finding and analysis by our HR professionals and legal counsel can effectively diffuse a claim before it becomes a matter that needs referral to defense counsel.  GMS will counsel the client to either fight the claim or negotiate a proper resolution where warranted. GMS has often shielded its clients from spending needless sums in legal fees and expenses through risk management services.

    As you can see, it’s of the utmost importance to make sure you are covered against such allegations. Contact GMS today to see how we can make your business simpler, safer, and stronger.

  • Workplace safety oversights can be expensive mistakes for employers. When an injury occurs and a claim is made, the Bureau of Workers’ Compensation (BWC) will come down hard on an offending business if they determine it is at fault. Depending on the situation, employers may also find themselves dealing with a VSSR, another violation that can lead to additional penalties.

    Image of saftey equipment. Learn what a VSSR is and how it can cost your business.

    What Exactly is a VSSR?

    As you may have guessed by the title of this post, VSSR stands for “violation of a specific safety requirement.” The list of safety requirements is outlined in the Ohio Administrative Code and are used to help determine injury claims through the Bureau of Workers’ Compensation (BWC).

    According to the BWC, “the Ohio Revised Code (ORC) states it is the responsibility of every employer in Ohio to provide a safe workplace and adhere to all safety rules.” If an employer is not adhering to one of the listed safety requirements, they could be hit with a VSSR. The existence of this VSSR could mean that the injured employee would be eligible for additional compensation through their BWC claim.

    Does Outsourcing HR Functions Mean You Lose Control of Your Business?

    How Does the BWC Determine if a VSSR Occurred?

    There are a few requirements that must be met before the BWC determines that  an injury was the result of a VSSR. In order to collect an additional compensatory award, the injured worker must prove the following:

    • That the safety requirement(s) was both specific and applicable
    • That the employer was not in compliance with the safety requirement(s) when the accident occurred
    • That the non-compliance with the requirement(s) directly contributed to the injury

    The BWC will then turn to their safety violations investigation unit (SVIU), to proceed with the investigation. An impartial investigator will notify everyone involved in the claim and contact the separate parties. After they gather all the facts, which includes a site inspection, interviews, and related documents, the investigator will file a report with his or her findings in the BWC claim before the Industrial Commission of Ohio (IC) has a hearing on the matter.

    Keep in mind that the ORC does not place all the responsibility on the employer. Workers are also expected to properly use safety equipment provided by the employer as well. If they don’t, then the BWC may not find the employer at fault for the injury.

    What are the Penalties Associated with a VSSR?

    If the IC deicides that an employer is at fault for a VSSR, it’s going to cost that company quite a bit. The IC will grant the injured worker an additional monetary award, which the BWC states can range anywhere “from 15 to 50 percent of the maximum allowable weekly compensation rate granted to the injured worker.”

    Multiple VSSRs can also become a costly problem. If a company has been charged with two or more VSSRs within a 24-month period, the IC can impose an additional penalty of up to $50,000.

    What Can My Business Do About VSSRs?

    It’s important to crack down on any potential violations. Make sure that you’re adhering to safety requirements and creating a safer working environment for you and your employees.

    Of course, this is easier said than done, especially if you’re not an expert on risk management and don’t have the time to become one. A Professional Employer Organization can provide your business with expert risk management services and strategies that can help you create a safer workplace and limit your risk for workers’ compensation claims. Contact us today to talk to one of our experts about how we can help you make your business a safer place.

  • Have you ever heard the expression “what happens in Vegas, stays in Vegas?” Unfortunately, that might not always be true. 

    In the past year, recreational marijuana became legalized in the great state of Nevada. If you smoke weed and then get drug tested at work the next day, what happened in Vegas may come back to haunt you.

    How Legalized Marijuana Affects the Workplace

    This year, one in five American people reside in a state where weed is legal. What does this mean for the business owners that have employees in Colorado, Washington, Oregon, Alaska, Maine, California, Massachusetts, and Nevada? Here are a few things to keep in mind:

    1. Although some States have legalized marijuana, federally it is still illegal.
    2. Federal Law has been trumping State Law for the cases we have seen thus far.
    3. Your employees still cannot possess or use marijuana at work.
    4. You as an employer can still have a drug-free work place and enforce it.
    5. You need to sharpen up your policies and handbooks to protect your company.

    At this point, there is no significant case law to support employment decisions one way or another, as we are still in the infant stages of this new legislation. However, the Colorado Supreme Court reviewed a case involving the Lawful Activities Statute, C.R.S. § 24-34-402.5, last year.  

    The case, Coats v. Dish Network, LLC, 350 P.3d 970 (Colo. 2015), involved a quadriplegic employee who used medical marijuana after work hours to help control his pain. He was fired after a random drug test showed that he had THC in his system. The employee went on to sue his employer claiming that his termination was in violation of the Colorado lawful activities statute, But his employer won the case because the Colorado Supreme Court ruled that his termination did not violate the statute because marijuana use was unlawful under federal law. 

    Staying on Top Of Federal and State Marijuana Laws

    Things are going to continually change over the course of the next couple years, but one thing that is going to remain is the need for HR specialists to keep you ahead of the game. Unfortunately, this endeavor can be both costly and time consuming for a small business owner. 

    The best way to protect yourself and your employees is to partner with a Professional Employer Organization. PEOs like GMS were created to help small to mid-sized businesses navigate through the ever-changing laws and regulations. Contact us today to learn more about risk management services and other ways PEOs can help your business.

  • Every few years, Ohio business owners may notice unexpected increases in their unemployment insurance rates. At first, they may think that this is an error, but it’s actually part of regularly-scheduled increases called mutualized rates that apply to businesses across the state.

    If you’re one of those Ohio business owners, you probably have a few questions, such as “what is a mutualized rate” and “why is Ohio charging me extra every few years?” Those are both very valid questions, so here’s a quick rundown on extra mutualized rates in the Buckeye State.

    What are Extra Mutualized Rates?

    While the rate increases may come as a surprise, they’re part of a regular schedule. Every four years, the State of Ohio introduces an extra mutualized rate of 0.6 percent, which accounts for why you’re contributing more toward insurance than you expected. In fact, 2017 is one of the years that an extra mutualized rate is assessed.

    So why does Ohio add these rates every four years? The reason is to replenish the state mutual fund. 

    The Office of Unemployment Insurance Operations states that “the primary purpose of the mutualized account is to maintain the unemployment trust fund at a safe level and recover the costs of unemployment benefits that are not chargeable to individual employers.” In more basic terms, the rate increase is used to create a pool of money to fund certain unemployment payments.

    Let’s say there are unemployment claims at a company that went out of business, or someone resigned and went to work for a company that laid them off. Both situations are allowed claims, so the unemployment trust fund would pay for them through the contributions you, and any other Ohio business, makes through the 0.6 percent extra mutualized rate.

    Managing Your Unemployment Rates

    While there are certain elements, like the extra mutualized rates, that are unavoidable expenses, there are ways to manage unemployment taxes so that your business can cut costs each year. Group Management Services can help you employ strategies to reduce unemployment tax risks and increase cashflow.

    If you have any questions about your rates or potential risk management strategies, contact us today to talk to one of our experts about our unemployment claims management services.

  • Employees handbooks are more than just a stack of papers you hand to new hires. An employee handbook can be key part of informing your workers about several items, including:

    • Company philosophy
    • Conditions of employment
    • Company policies and procedures
    • Compensation and benefits

    Handbooks are great at introducing a new hire to your business, but it’s not the only role it plays. A handbook also serves as an important compliance document that shares the rights and obligations for both employees and their employers. Including certain criteria about these legal obligations and having your employees sign off that they received a copy of the handbook, can help protect your business in case there’s ever a labor dispute.

    Of course, things change. Your company can grow, opening you up to new legal requirements. Legislative changes can affect several of your policies. Over time, you’ll need to update your handbook to address these changes if you want to avoid any potential issues. 

    Opening Yourself Up to Liability

    So how much can an outdated handbook cost you? Turns out, a whole lot.

    According to a study by Insurance Journal, roughly one in every eight small- to mid-sized business are hit with employment claims. Those claims can turn into pretty expensive lawsuits, with the average charge costing around $125,000, including attorney’s fees and settlements.

    When you neglect to update your handbook, you open yourself to legal threats. For example, changes in drug policy can directly impact any language on substance abuse and drug testing in your handbook. The legalization of marijuana in certain states may force you to work with a lawyer to amend your handbook, so the specifics of your policy clear for new hires.

    Another example involves recent immigration reform updates. Federal law now requires American employers to have new hires complete the updated I-9 form within three days of their start date. Your handbook should reflect this update for any new employees.

    There are plenty of other scenarios, but it generally boils down to making sure your handbook stays current with any legislative or company changes. Without these updates, any related legal claims could become trouble.

    Putting Together an In-depth, Updated Handbook

    An outdated handbook – or worse, no handbook at all – can be a problem. Unfortunately, there isn’t a quick solution to drafting a comprehensive handbook. This document needs to be customized around your business, so copying and pasting examples from online just won’t do. 

    To put together a complete handbook, you need to have input from all your HR functions to make sure you have every detail necessary to keep your employees informed and your business compliant. By working with Professional Employer Organization, you have access to a variety of HR experts that can provide guidance on what you need to include in your handbook and any upcoming changes that may affect it. 

    Contact GMS today to learn more about how we can help you maintain an updated handbook and other human resource risk management services.

  • Safety management is something all business owners must consider. Ensuring your team’s health and safety is a top priority and a legal obligation. Compliance with OSHA regulations is essential; ignoring them can lead to serious consequences. However, achieving and maintaining compliance can be challenging, especially if you aren’t around to supervise 24/7.

    Building a culture that values safety is a proactive way to help ensure compliance. When safety is ingrained in your company’s culture, employees are more likely to adhere to safety protocols, even in your absence. This cultural shift makes compliance more manageable and less reliant on constant supervision.

    Moreover, a strong safety culture is a strategic initiative that can significantly boost your company’s recruitment and retention efforts. Prospective employees are attracted to workplaces that prioritize their well-being, and current employees are more likely to stay with a company that demonstrates a genuine concern for their safety.

    Safety Management For Compliance’s Sake Doesn’t Work

    Managing safety for compliance can often lead to a reactive approach that uses rules and discipline to gain compliance from your workforce. This type of communication, which can feel more like policing than genuine concern, not only undermines your compliance efforts in the long term but also results in a disengaged and disillusioned workforce, which is detrimental to your organization’s overall productivity and morale.

    If your approach to safety is merely to check a box, ensuring safety compliance when you’re not around will be a continuous struggle. You’ll likely find yourself incessantly harping on your employees to wear their provided personal protective equipment (PPE) or complete their tasks as they were trained. While this might be effective while you are present, your goal should be to create a culture where you don’t need to micromanage your team to remain compliant.

    Moreover, your team is adept at detecting inauthenticity. Employees crave to feel valued and supported by their leaders. If your safety policies lack sincerity, employees will likely notice, which can harm your workplace culture, making employees feel undervalued and disrespected by management.

    Develop A Culture Of Safety Management

    Shifting from micromanaging safety compliance to building a culture that values safety is a necessary and rewarding step. One way to do this is to inform your workforce of the ‘why’ behind your safety directives and ensure your leadership team fully supports and believes in this ‘why.’ This helps foster a shared sense of responsibility and empowerment among your team.

    Leadership plays a crucial role in promoting a culture of safety and compliance. If your message is clear and, more importantly, from the heart, then culture can spread like wildfire throughout the ranks of your organization. Let your workforce know you enforce safety policies because you care about their health and well-being. Communicate your dedication to creating a safe environment so they can go home in the same health they arrived in. 

    Engage Employees Throughout Safety Development

    Coach your team rather than boss them around. Including your staff in conversations and asking them how they can safely achieve tasks will encourage a collaborative environment. This improves safety and fosters a sense of community and teamwork. Employees are more likely to feel valued and respected when they are part of the process, which can significantly boost morale.

    In addition, peer training from model employees can have a positive effect. Safety initiatives may seem less authoritarian when coming from a coworker, and this approach can help foster stronger camaraderie and a sense of belonging. Employees often relate better to their peers, making the training more effective. This sense of belonging can also enhance retention as employees feel more connected to their team and the company.

    Beyond training, using positive reinforcement and showing appreciation toward employees who follow safety protocols is crucial. Recognition and rewards, no matter how small, can significantly impact motivation. We all want and need that pat on the back, and we are driven by being noticed or rewarded for our efforts. By recognizing and celebrating these behaviors, you reinforce the importance of safety and encourage others to follow suit.

    Safety Management With GMS

    Fostering a safe and compliant culture can be difficult and time-consuming. Regulations are subject to change, so even if your employees maintained a compliant work environment, an unnoticed regulatory change could open your business to penalties.

    Partnering with a professional employer organization (PEO) like GMS can help alleviate these concerns. GMS has a team of experts who stay updated on your industry’s latest laws and regulations, ensuring your business remains compliant and avoids potential pitfalls associated with regulatory changes. 

    As a business owner, you have many responsibilities to juggle. Let GMS take compliance off your plate, allowing you to focus on other critical aspects of your business. GMS not only helps with compliance but also aids in developing a culture of safety through employee training and risk management services. Contact us today to learn more!

  • Are you confident in your company’s policy on sexual harassment? What if I told you in 2016 nearly 13,000 sexual harassment charges were filed with the Equal Employment Opportunity Commission (EEOC), costing companies over $40 million in claims payout, not including monetary benefits obtained through litigation. That email circulating around the office with the most recent celebrity nudes could cost you millions once Bill prints a copy and tapes it to Martha’s computer!

    Image of sexual harassment in the workplace. Learn how a clear, enforced harassment policy can prevent sexual harassment.

    What is Sexual Harassment? 

    When most people think of harassment, they think of making inappropriate jokes or forwarding a “funny” email to a co-worker, but there are two distinct type of sexual harassment: Quid Pro Quo and Hostile Work Environment  . In short, quid pro quo sexual harassment involves a boss or other person in a position of power pressuring workers into sexual acts in exchange for workplace favors. A hostile work environment occurs when an employee or employees are subject to pervasive or severe acts or language that is deemed inappropriate. The company has a responsibility to all employees to ensure they are treated with respect and dignity. 

    Happy Hour Gone Wrong! 

    Employees can experience sexual harassment outside of the office in what may seem like harmless fun. For example, employees might feel pressured to drink because the boss ordered a third round. It is important to not make employees take part in activities that make them uncomfortable. Company events including happy hour, team building retreats, and holiday parties can increase the risk of employees being sexually harassed. 

    Play Offense, Not Defense! 

    The employer plays a key role in the prevention of harassment in the workplace. Proper training plays a huge role in the success of preventing sexual harassment. GMS can educate and train all your employees to successfully prevent sexual harassment in the workplace. We do this through custom training programs designed to meet the needs of your company and incorporate real-world scenarios your employees could encounter. During the training, your employees will learn laws and regulations they must follow, along with proper procedures in how to handle a situation in which they are being sexually harassed. 

    Can You Afford a Sexual Harassment Lawsuit? 

    If an employer has not taken all the reasonable steps to prevent and deal with harassment in the workplace, they may be liable for any harassment which does occur. The EEOC standard for employer liability of sexual harassment depends typically on whether the harasser is the victim’s supervisor. An employer is directly liable for a hostile work environment created by a supervisor. 

    Recently, Ford Motor Company allegedly allowed racial and sexual harassment at two of its plants, resulting in a $10 million settlement with the EEOC. The lack of training and lax enforcement of their sexual harassment policy was directly to blame for the recent cases.

    Conclusion

    The best way to combat harassment in the workforce is to have a clear policy in place for all employees, mandate training, and investigate all claims with proper repercussions. GMS can successfully educate your employees on sexual harassment and help prevent a lawsuit that could completely derail your whole operation. Contact us today to learn more about how we can help protect your business from sexual harassment penalties.

  • Every year brings new opportunities. Unfortunately, time can usher in big changes that can leave businesses scrambling. Over time, new legislation can leave your company open to legal problems if you don’t take appropriate action. Fortunately, there is one key tool you can use to protect your business – a good employee handbook. 

    There’s more to a handbook than just basic information for new hires. This document acts as an important compliance document for your business that shares you and your employees’ rights and obligations. Unfortunately, it can be easy to let your handbook become outdated – and an outdated handbook is a serious problem for any business. As time goes on, it’s important to make sure that your handbook evolves as new laws go into effect. Here are five parts of your handbook that you should update (or create if you don’t have one already)..

    Image of a small business owner making handbook updates in 2018.

    Sexual Harassment

    Every handbook should cover sexual harassment, but you should look at ways that you can further enhance your anti-harassment policy to double down on how sexual harassment is unacceptable in the workplace. The Society for Human Resource Management (SHRM) offered up recommendations for updating your handbook’s anti-harassment policy. They suggest that your handbook includes definitions and examples of the two types of sexual harassment: 

    • Quid pro quo, in which someone demands sexual favors in exchange for certain benefits or to avoid negative outcomes
    • Hostile work environment, in which harassment is so severe and prevalent that it creates an environment that negatively impacts an employee

    Not only should you include information on what is and isn’t acceptable, but you’ll also want to have a policy in place to let employees know multiple methods for reporting incidents. There may also be specific compliance requirements depending on your state, so make sure to evaluate your local sexual harassment training requirements to ensure that your policies are up to date with the latest regulations.

    Social Media

    According to SHRM, federal organizations like the Department of Labor (DOL) and the National Labor Relations Board (NLRB) started making changes to limit workers’ rights when it comes to social media policies. According to SHRM, one big factor for this trend was that the NLRB “overruled a prior decision that placed limits on employer handbook policies that could be “reasonably construed” by workers to limit their right to engage in protected concerted activity.” 

    While this trend is favorable for employers, it’s still very important to have a section on social media to make it clear where you stand for your employees (and for any instances where you need to act on your policy. This includes details on the following:

    • Confidentiality and privacy of company information
    • Your employees’ identities online
    • Limitations on online publications
    • Creating and managing content

    Parental Leave

    If your business doesn’t have a policy on parental leave, you may want to change that. Businesses with at least 50 employees are already affected by FMLA, which allows eligible employees to take parental leave. Even if you don’t hit the 50-employee threshold, more states have parental leave laws, such as New York, California, and New Jersey.

    The other important factor to consider is that even if your business isn’t in a state that requires paid parental leave, it can be a very attractive benefit for both your current and potential employees. According to the Harvard Business Review, 42 percent of employees would consider choosing a job that offered paid parental leave over one with a higher salary or hourly rate. Of course, these policies need to be clearly laid out in your handbook. Make sure your policy is specific about your plan’s details, including:

    • Who is eligible for parental leave
    • How long the leave can or will last
    • How compensation works
    • When requests for leave must be made
    • Timelines for when leave can be taken
    • How termination affects parental leave

    Medical Marijuana

    For years, medical marijuana has been subject to ongoing legal discussions and reviews, which may mean that additional handbook updates are a part of your future. Legal shifts can put business leaders in a bind if they don’t have clear drug policies in their handbook about how to handle testing and medicinal use. This is also complicated by the fact that marijuana laws can differ greatly between states. It’s important to pay attention to any changes to your local marijuana laws so that you can adapt your company policy if necessary. In terms of your handbook, consider adding info on the following:

    • Instituting a drug-free workplace policy
    • Outline a drug testing policy pending local laws
    • Discipline standards

    Update Your Employee Handbook to Prepare Your Business for the Future

    If you think keeping your employee handbook up to date is a lot of work, you’re right. Creating and maintaining a comprehensive document of policies requires collaboration between business leadership and both legal and HR experts. As the owner of a small business, those responsibilities may fall to you if you don’t have help.

    Want to talk to an expert about your handbook and other risk management strategies to help protect your business and save you time. Contact GMS today to learn more.

  • Summer is on the horizon, which means that heat waves, overheating, and heat exhaustion will be more common for companies and employees working outdoors. According to the Occupational Safety and Health Administration (OSHA), dozens of workers die and thousands more become ill while working in hot temperatures or humid conditions.  

    While you can’t control the temperature, you can take measures to protect your employees from heat stroke and other serious health issues. It’s important to update your heat illness prevention strategies and develop a plan to help ensure the health and safety of your employees. Navigate the heat this summer by following these safety tips. 

    1. Know the Signs 

    To keep your employees safe from the high temperatures, educate them on how to identify signs of heat-related illness. Among the most common illnesses are heat stroke and heat exhaustion.  

    The following are symptoms of heat stroke: 

    • Flushed skin 
    • Rapid breathing 
    • Headache 
    • Confusion 
    • Nausea 

    Keep your eyes out for the following heat exhaustion symptoms: 

    • Cool, moist skin with goose bumps when in the heat 
    • Heavy sweating 
    • Paleness 
    • Dizziness 
    • Headache 
    • Faintness 
    • Muscle cramps 

    If one of your employees or co-workers exhibits these symptoms, it’s best to get them in the shade or indoors if possible. The Mayo Clinic also recommends removing the individual’s excess clothing, cooling them off with a cold towel or applying ice packs to their neck, head, and under their arms. If these symptoms persist, consider calling 911 or EMT services.  

    2. Be Aware of Risk Factors  

    While working in the summer heat can be dangerous for anyone, but there are various factors that increase the risk of experiencing a heat-related illness. Read further to understand more about these risk factors. 

    Age 

    Individuals over 65 have a less responsive nervous system, making working in hotter environments more difficult since they can’t regulate body temperature as well. Be aware of your employees’ ages and their health as you schedule them for hotter days or certain assignments. 

    Certain medications and health conditions 

    There are specific medications that impact your body’s ability to stay hydrated and regulate body temperature. Have your employees consult their doctors to see if any of their medications will put them at greater risk for heat exhaustion or heat stroke. Having a history of heatstroke, being overweight, or having heart or lung disease also puts workers at risk.  

    High intensity activity 

    Completing a high-intensity activity in the heat puts workers at greater risk for developing a heat-related illness. Scheduling consistent breaks, providing fans, and water stations are great ways to break up the day and reduce exposure to the sun and heat.  

    3. Dress for the Summer 

    Appropriate attire can help workers stay cool in the summer. If possible, let employees wear loose, light-colored clothing as dark-colored apparel attracts heat, making it easier to overheat. You can also protect your employees from the sun by providing hats and other protective headgear. A little sunscreen also goes a long way toward preventing sunburn. 

    4. Encourage Hydration 

    One way to prevent a heat-related illness is through hydration. By setting up a water station in a section of shade, you can help workers cool down and stay hydrated. It’s also important to set up regular water breaks so that employees have a designated time to rest. On long, sweaty days, providing sports drinks can help workers replenish their electrolytes.  

    5. Develop Risk Management Strategies

    The safety and well-being of your employees is a big responsibility, especially when the weather threatens their health. While educating your employees is a great way to limit the risk of heat exhaustion or heat stroke, many other heat-related risks can occur and fall through the cracks. One way to help protect your employees and your business is to invest in risk management.  

    Group Management Services and Heat Safety 

    A certified professional employer organization (CPEO) like Group Management Services (GMS) can provide your business with the resources and assistance needed to strengthen your safety policies and protect your employees. Our team of experts can help develop safety programs, write safety guidelines, provide onsite consulting, and more. Implementing these safety strategies will protect your employees’ health and safeguard your business from productivity loss, employee injury, and costly workers’ compensation claims. Contact GMS today to talk to one of our risk management experts about how we can help make your business a safer place this summer. 

  • A handful of GMS employees were honored to sponsor and participate in the 3rd Annual Rezod Construction Golf Outing, raising funds for Constructions Angels. It was heartbreaking to hear some stories from Construction Angels, but there was a sense of comfort in knowing an organization exists to help families on the back end of a work-site fatality and that there are ways that businesses can reduce workplace risks.

    Constructions workers working in a safe worksite of a businesses investing in risk management services.

    The Construction Angels Plan

    There are 14 fatalities each day in the United States in the construction industry. Construction Angels is a national non-profit organization created to facilitate access to financial services for immediate surviving family members of a construction worker who has lost his or her life while working on a job site. Founder Kristi Ronyak came from a family that was involved in the construction world and found herself in the same industry, but in a different capacity. Construction Angels is currently present in Florida (where it was established), Georgia, Ohio, and Michigan, but it continues to grow nationally. 

    REZOD’s Involvement

    When Rezod President Rich Mason found out about Construction Angels, he wanted to support the cause and help extend its presence in the state. Mason, and several employees at Rezod, have seen worksite claims and worked closely with GMS on risk management. Through the use of safety programs and risk specialists at GMS, Rezod has successfully worked to minimize exposure on each and every job and make safety part of the company’s culture. 

    GMS and the Construction Industry

    Currently, GMS has around 1,300 clients. Of those clients, 23 percent are in the construction industry. According to OSHA, there were 5,190 fatalities on the job in 2016, 991 or 21.1 percent of which were in construction. These stats show how significant it is to make safety a top priority. Construction Angels has done great work to aid these families after these tragic events, but we all have the same goal in working to address these safety issues on the forefront to minimize the risk of these events ever taking place. 

    What You Can Do to Manage Risk

    By working with GMS’ safety department, along with our HR and risk management specialists, companies can minimize exposure in the workplace and protect their most valuable assets. You can never predict the future, so it’s vital to ensure that your risk is under control each and every day. Contact GMS to see how we can help make your business simpler, safer and stronger.