Request a call Login

  • Illinois employers with 15 or more employees will soon be required to openly share pay scales and benefits in job postings.

    On January 1, 2025, amendments to Illinois’ Equal Pay Act of 2003 will take effect, placing new responsibilities on employers and employment agencies operating in the state. These changes are part of a broader push toward wage transparency and fairness, and they will impact how businesses recruit, retain, and compensate their workforce. In addition to pay scale and benefits disclosure, the law also strengthens recordkeeping requirements and outlines a new process for dealing with complaints.

    Whether you’re a small local business or a larger multi-state operation, these new rules represent a shift in how you communicate with potential hires and engage with current employees. Let’s break down the key points.

    A Closer Look At The New Requirements

    Mandatory pay transparency in job postings

    For employers with 15 or more employees, pay scales and benefits must be included in all specific job postings. This could be a wage or salary range, along with details about benefits like bonuses, stock options, health coverage, and other forms of compensation. Employers can reference a pay scale set by market data, internal pay ranges, or a previously established budget for the position.

    Promotion postings for internal candidates

    The law also requires employers to announce promotion opportunities internally no later than 14 days after making an external job posting. By doing so, the state aims to encourage fair, equitable access to advancement within organizations.

    Recordkeeping obligations

    Employers must maintain documentation on wages, job postings, and associated pay scales and benefits for five years. This ensures that if questions arise (from employees or regulators) you’ll have the records to show you’ve followed the rules.

    Complaint and enforcement mechanisms

    Employees, and in some cases job applicants, can file complaints if they believe there’s been a violation of the Equal Pay Act or the new requirements. The Illinois Department of Labor (IDOL) can investigate, and if it finds violations, issue penalties. These fines can escalate up to $10,000 for repeated offenses.

    Why These Changes Matter

    Promoting trust and fairness

    Transparency around pay and benefits can build trust with both current employees and potential hires. It sends a clear signal that:

    • You value fairness
    • You have nothing to hide
    • You’re committed to creating a level playing field

    This sort of openness can translate into better employee morale, stronger retention, and a more attractive employer brand.

    Staying ahead of regulatory trends

    Illinois is not alone in pursuing pay transparency measures. Many states and jurisdictions are adopting similar requirements. Being proactive in Illinois may give you a head start if you operate or expand into other states with comparable laws. Beyond pure compliance, embracing transparency now shows that you’re on the cutting edge of best practices in HR and compensation management.

    Avoiding financial risks

    Non-compliance could result in significant penalties. Beyond that, there’s also the potential reputational damage. Employees and job candidates can easily learn about infractions that appear in public records. Being proactive helps shield you from such setbacks.

    Practical Steps To Prepare

    1. Review and update pay scales

    If you haven’t established formal pay scales or if your current ranges are outdated, now’s the time to get organized. Set clear criteria for determining pay ranges-consider market data, industry standards, and geographic factors. Document these criteria and ensure consistency.

    1. Examine your benefits offerings

    The new law requires not just pay information, but also a “general description” of the benefits and other compensation offered for each position. Make sure you can clearly articulate what you provide, such as:

    • Health insurance options
    • Retirement plans
    • Bonuses
    • Paid time off (PTO)
    • Other perks

    Have a system to keep this information current as offerings evolve.

    1. Adjust your job posting processes:

    Build compliance into your recruitment workflow. Before posting a job, confirm that the pay scale and benefits information is accurate and up to date. If you work with a third-party recruiter or job board, ensure they have the necessary details.

    1. Strengthen your recordkeeping:

    of all job postings, pay ranges, benefits information, and employee wage data. Since you’ll need to retain this documentation for at least five years, consider implementing a reliable HR information system (HRIS) or leveraging an external partner to streamline these tasks.

    Looking Ahead

    As we approach January 1, 2025, the clock is ticking for Illinois employers to adapt. Navigating the new Illinois pay transparency requirements can feel overwhelming, especially when you’re already juggling countless HR responsibilities. That’s where Group Management Services (GMS) comes in. When you partner with GMS you get:

    • Compliance guidance: We can help clarify the new Illinois requirements and show you how they fit into your current HR strategy.
    • Efficient recordkeeping: We’ll help implement systems that keep all the necessary information at your fingertips, reducing stress when it’s time to prove compliance.
    • Training and support: Need help educating your team or ensuring that your posting and promotion processes meet the new rules? GMS can provide the resources, tips, and best practices you need to ensure everything is aligned.
    • Integrated payroll and benefits administration: GMS integrates payroll and benefits into a cohesive system. This integration ensures accurate pay data, easy updates to employee compensation, and clear, accessible benefits information for current and prospective employees.

    Ready to prepare your business for Illinois’ upcoming law changes? Contact GMS today to learn how we can help you stay compliant and thrive in an evolving regulatory landscape.

     

     

  • Don’t wait until it’s too late. Take action now to ensure your workplace is prepared for OSHA inspections before they arrive.

    Workplace safety isn’t something that should be addressed only when an inspection is at your door. Being proactive is key to preventing violations and ensuring the well-being of your employees. In the first part of this series, we explored what triggers Occupational Safety and Health Administration (OSHA) inspections. Now, we’ll shift our focus to practical steps you can take to prepare well ahead of time, so that when an inspection occurs, you’re ready to face it with confidence rather than concern.

    Why Preparation Matters

    Just as you’d service machinery before it breaks down, it’s vital to address safety and compliance before OSHA comes knocking. Proactive preparation can help:

    • Prevent financial setbacks: Early improvements may cost less than hefty fines and emergency fixes.
    • Ensure employee well-being: A safer environment reduces the likelihood of serious injuries or fatalities.
    • Enhance workplace culture: A proactive approach builds trust and shows employees that their safety matters.

    Build A Safety-First Culture

    A positive safety culture is the foundation of any successful preparation plan. When everyone from top management to entry-level employees understands their role in maintaining a safe environment, compliance becomes second nature. Encourage open dialogue about safety issues, hold regular ‘toolbox talks’, and celebrate examples of conscientious behavior. The goal? To make safety part of your company’s identity, not just a line item on a checklist.

    Conduct Thorough Safety Audits

    If you’ve never conducted a comprehensive safety audit, now is the time. Systematically review your facilities, equipment, and workflows to identify any hazards or compliance gaps. Pay special attention to areas that frequently trigger inspection, like fall protection, machine guarding, and hazardous material handling. Consider bringing in third-party experts if necessary. These professionals can spot overlooked risks, offer practical solutions, and help ensure you meet OSHA standards.

    Develop Clear Policies And Procedures

    If your employees don’t know what’s expected of them, they’re more likely to take shortcuts or unknowingly violate safety standards. To avoid this, make sure to:

    • Draft and update safety policies: Keep documentation in plain language so everyone understands it.
    • Post guidelines prominently: Place safety reminders and protocols in high-visibility areas, such as break rooms and job sites.
    • Establish reporting channels: Make it easy for employees to report hazards or concerns without fear of backlash.

    By putting strong policies in place, you create a roadmap that guides everyone toward safer work habits and ensures that no one’s left guessing what the rules are.

    Prioritize Training And Communication

    Even the best policies won’t help if employees aren’t aware of them or don’t know how to apply them in real-world scenarios. To ensure that employees are aware of your company’s safety protocols, consider utilizing:

    • Onboarding sessions: Introduce new hires to your safety culture and outline their responsibilities from the start.
    • Hands-on workshops: Practical training helps employees recognize hazards and use protective equipment correctly.
    • Refreshers and updates: Industries evolve, and so do regulations. Stay compliant by hosting regular retraining sessions to align with evolving regulations.

    Regular communication keeps safety top-of-mind. Consider monthly newsletters, safety bulletins, or short videos highlighting new techniques or reminders. The more accessible and engaging your training materials, the better your employees will retain and apply them.

    Keep Meticulous Records

    From injury logs to training certifications, can make or break your compliance efforts. If an inspector arrives, well-organized records show that you’ve been diligent. These records include:

    • Accident and incident reports: Promptly record any workplace injuries, near-misses, or other safety-related events.
    • Training verification: Maintain a record of all completed training sessions, who attended, and when.
    • Equipment maintenance logs: Show that machinery and safety equipment are regularly inspected and maintained.
    • Hazard assessments: Keep a written record of identified risks and the steps taken to address them.

    Good recordkeeping not only helps you during an inspection; it also supports continuous improvement. By reviewing past incidents and training outcomes, you can identify trends, refine your policies, and make targeted changes that reinforce workplace safety over time.

    Conduct Mock Inspections

    Don’t wait until an OSHA representative is actually on-site to find out where you’re falling short. Conducting mock inspections, either internally or with outside consultants, helps you see your operation through the eyes of an inspector. Walk through your facility, check for compliance with known OSHA standards, and evaluate how well employees follow safety protocols. Mock inspections can:

    • Highlight weaknesses: Identify issues before they escalate into violations.
    • Improve response time: Familiarize your team with what to expect, so they remain calm and cooperative during a real inspection.
    • Build confidence: By knowing you’ve addressed potential pitfalls, you can approach a real inspection with assurance.

    Partnering With GMS For A Proactive Approach

    Staying ahead of OSHA compliance can feel overwhelming when you’re already managing day-to-day operations. That’s where Group Management Services (GMS) can step in. Our experts can help your business:

    • Conduct audits and gap analyses: We’ll identify areas where you may be at risk before an inspector does.
    • Refine training programs: Gain access to resources that keep your team informed and prepared.
    • Support recordkeeping and documentation: We’ll help ensure your paperwork is in order and easy to reference.

    By partnering with GMS, you’re not just preparing for an inspection, you’re cultivating a robust, ongoing approach to safety. This proactive stance empowers your workforce, strengthens your compliance efforts, and sets you and your business up for long-term success.

    Contact GMS today to learn more about how we can support you in preparing for and preventing OSHA inspections. Click here to continue reading how to handle OSHA when they finally come to inspect your workplace.

  • When you invest in your people, they invest in your vision, which creates a recipe for long-term success.

    Key Takeaways 

    • Retention through growth: 94% of employees are more likely to stay with a company that invests in their professional development.
    • Boosted productivity: Companies with robust learning programs report a 70% increase in employee productivity.
    • Leadership pipeline: Development programs prepare mid-level employees for leadership roles, and increased engagement for an entire generation of workers.
    • Practical strategies: Effective professional development involves clear goals, mentorship, formal training, flexible schedules, and recognition of achievements.
    • The GMS approach: Tailored programs from Group Management Services (GMS) help businesses empower employees, build resilient teams for small to midsize businesses, and align growth opportunities with organizational success.

     

    As the job market rapidly fluctuates, professional development projects a guiding light for organizations to achieve sustained success. With talent retention becoming more challenging, businesses that prioritize employee growth opportunities are seeing results that go beyond lower turnover rates. It’s what transforms a fresh Sales Representative into a strategic deal-closer and a small business owner into a confident leader.

    Recent findings from talent management platform Clear Company reveal a simple yet powerful truth: 94% of employees would stay with a company longer if it invested in their career. This is no longer just a luxury, it’s an expectation. When you empower your workforce to learn and grow, you’re future-proofing your company and creating a culture of continuous improvement. At Group Management Services (GMS), we’ve seen firsthand how focusing on employee development boosts retention, raises productivity, and turns a good team into an exceptional one.

    Let’s explore why professional development matters and how to build a meaningful framework that supports both individual potential and organizational success.

    What Is Professional Development?

    Professional development is an ongoing process of learning and skill-building after entering the workforce. It can take many forms:

    • Formal training programs such as industry certifications or leadership workshops.
    • In-house initiatives such as mentoring or company-sponsored seminars.
    • Independent learning through online courses or conferences.

    It’s not a one-time task; it is an ongoing journey that keeps employees engaged, adaptable, and prepared for future challenges.

    For a young sales professional, this might mean learning advanced negotiation tactics, mastering a new customer relationship management (CRM) system, or gaining insights into emerging buyer behaviors. For mid-career employees, it can involve leadership workshops, strategic planning seminars, or communication courses that help them guide teams to success and prepare for further career advancement.

    Why Professional Development Matters

    Professional development is about creating a thriving ecosystem where employees feel valued and motivated. The benefits of investing in career growth ripple across every layer of an organization. Some of these include:

    • Retention: Retaining employees is far more cost-effective than recruiting and onboarding new hires. Employees who see clear growth opportunities are more likely to stay and contribute long-term.
    • Productivity: Companies with robust learning programs see a 70% increase in employee productivity. That’s not just good for morale; it’s good for the bottom line.
    • Innovation: Development opportunities encourage employees to think creatively, driving innovation which provides competitive advantages.

    A workforce engaged in ongoing learning tends to be more curious and solution oriented. They’re the ones who spot inefficiencies, propose new ideas, and come up with fresh approaches to old problems.

    Professional Development For Mid-level Employees And Higher

    Professional development benefits everyone, from entry-level hires gaining foundational skills to senior employees refining leadership abilities. Some of these benefits include:

    • Leadership potential: Development programs prepare mid-level employees for leadership roles, ensuring a steady pipeline of qualified candidates for management positions.
    • Engagement: A staggering 87% of millennials say that career growth opportunities are essential in a job. Companies that fail to provide them risk losing an entire generation of talent.

    Practical Ways To Encourage Professional Development

    So, how do you put professional development into action? There’s no simple right answer, but here are some strategies that can help shape a thoughtful approach:

    1. Set clear goals: Define what you want employees to achieve. Is it mastering a new software tool? Gaining a certification in a niche area? Make the objectives tangible and realistic.
    2. Lead by example: Leaders who continually learn and share their growth experiences send a powerful message. If managers and executives are excited about professional development, employees will follow suit.
    3. Offer formal training & mentorship programs: In-house workshops, seminars, or pairing employees with experienced mentors can create a supportive learning environment.
    4. Embrace feedback loops: Encourage employees to share what they’ve learned, whether it’s best practices for remote selling, tips for handling tough negotiations, or new tools that streamline workflow.
    5. Recognize achievements: Celebrate milestones like certification completions or conference attendances. A simple “congratulations” in the company newsletter can reinforce the value of ongoing learning.
    6. Utilize external resources: Programs from external platforms like Hubspot or Udemy can broaden skill sets and perspectives. Learning management systems (LMS), online courses, industry conferences, and professional grounds can complement in-house training efforts.
    7. Offer flexibility: Consider giving employees dedicated hours each month for professional development. For instance, allocate two hours weekly for online courses or industry-specific webinars. This sends the message that their growth isn’t a side project, it’s a core responsibility.

    Fitting Professional Development Into A Busy Schedule

    We get it. Everyone’s juggling deadlines, personal responsibilities, and a never-ending stream of emails. That’s why it’s essential to be realistic. Start small if you have to: a one-hour webinar each month, or one workshop a quarter. Consistency matters more than volume. Over time, these incremental efforts add up to significant skill growth.

    From an organizational perspective, offering flexible scheduling or financial support for courses shows employees you trust their judgment. It lets them choose learning opportunities that resonate with their career goals and your business needs.

    The GMS Advantage

    At GMS, we know that professional development isn’t just about individual growth, it’s about building stronger, more resilient organizations. That’s why we offer customized solutions to help businesses create impactful learning programs tailored to their unique needs.

    Whether it’s employee training, recruitment or performance management, GMS provides the tools and expertise to help your workforce thrive. When you invest in your people, they invest in your vision, and that’s a recipe for long-term success.

    Contact GMS today, and let’s work together to build an empowered workforce that’s eager to learn, innovate, and shape the future of your organization.

  • The U.S. Department of Labor (DOL) has announced a proposed rule to phase out the distribution of certificates that allow employers to pay certain workers with disabilities less than the federal minimum wage of $7.25 per hour. The rule proposes to gradually eliminate certificates that employers can apply for under Section 14(c) of the Fair Labor Standards Act (FLSA), which allows them to pay subminimum wages to certain workers with disabilities. For nearly a century, it has been legal in the U.S. to pay some individuals with disabilities below the minimum wage. Currently, about 40,000 American workers fall into this category, with some earning as little as 5 cents an hour. 

    Key Details Of The Proposal 

    • Phase-out timeline: If adopted, new 14(c) certifications will no longer be issued. Existing programs will be phased out over three years starting from the final rule’s effective date. 
    • Legal and political challenges: The proposal must navigate public commentary, possible legal hurdles, and political opposition before becoming finalized. 
    • Economic and workplace impacts: Employers and advocacy groups have debated the implications, with some fearing fewer opportunities for workers with disabilities and others emphasizing the need for equity in the workplace. 

    What’s Next? 

    The DOL is currently seeking public feedback on the proposal. Employers should monitor these developments closely to prepare for potential regulatory changes. If finalized, businesses employing workers under 14(c) must reevaluate their wage practices and compliance strategies. 

    How GMS Can Help 

    Navigating evolving employment regulations can be challenging. Group Management Services (GMS) specializes in helping businesses stay compliant with labor laws, including wage and hour rules. From workforce management to payroll processing and compliance guidance, GMS provides the expertise and tools you need to adapt to regulatory changes while supporting your employees. Contact us today to learn how we can help your business stay compliant. 

  • Human resources (HR) crises can strike at any time, from natural disasters and public health emergencies to workplace disputes and regulatory violations. The consequences of being unprepared can be severe, impacting employee well-being, company reputation, and financial stability. Therefore, both employers and employees benefit significantly when organizations prioritize HR crisis readiness. 

    Why Crisis Readiness Matters For Employers 

    For employers, HR crisis preparedness is about safeguarding the business and ensuring compliance with relevant laws. Key federal regulations such as the Occupational Safety and Health Administration (OSHA) require organizations to maintain safe workplaces, and violations during emergencies can lead to legal repercussions. Similarly, laws such as the Family and Medical Leave Act (FMLA) might require adjustments during crises, emphasizing the need for clear policies and procedures. 

    Beyond compliance, having a robust crisis management plan ensures that business operations can continue with minimal disruption. Effective planning reduces the risk of lost revenue, reputational damage, and long-term fallout from poorly managed incidents. Research also shows that proactive crisis response can strengthen organizational resilience, demonstrating leadership and accountability when it matters most. 

    Why Crisis Readiness Matters For Employees 

    For employees, HR crisis readiness translates into confidence that their employer prioritizes their safety, health, and job security. Clear communication during crises, such as explaining emergency protocols or providing updates on company responses, fosters trust and reduces workplace anxiety. When employees feel supported, their morale and productivity are less likely to suffer, even under challenging circumstances. 

    Employees are also protected by various state and federal regulations during crises. For instance, workers impacted by emergencies may be entitled to leave under the FMLA or state-specific sick leave laws. Employers must be vigilant about these rights to avoid legal pitfalls and ensure fair treatment. 

    Building A Crisis-Ready Organization 

    An effective crisis response begins long before an emergency arises. Organizations must proactively build frameworks that anticipate potential risks and address vulnerabilities. Here’s how to create a resilient, crisis-ready workplace: 

    Proactively preparing your organization for challenges 

    Crisis management starts with thorough preparation. Begin by identifying potential threats, whether natural disasters, cybersecurity breaches, or public relations issues. A crisis management plan and a business continuity plan are crucial tools for mapping out response strategies. Training employees in their roles during emergencies can significantly enhance response efficiency and reduce confusion during critical moments. Regularly updating these plans ensures they stay aligned with emerging risks and regulatory changes. 

    Investing in employee training and resources 

    HR departments play a pivotal role in ensuring all team members are well-equipped to handle crises. From cross-training employees for flexibility to providing leadership development focused on crisis scenarios, education is essential for preparedness. Additionally, implementing tools like human resource information systems (HRIS) can help track employee skills, making it easier to mobilize resources effectively during a crisis. 

    Establishing clear communication channels 

    Communication breakdowns can amplify a crisis. Organizations should establish systems to disseminate timely, accurate, and consistent updates. According to experts, having well-defined communication protocols reduces uncertainty and helps maintain trust with employees and stakeholders. 

    Building a culture of agility and adaptability 

    The best crisis management strategies acknowledge the unpredictable nature of emergencies. Organizations that cultivate a culture of flexibility, empowering employees to make decisions and swiftly adapt plans, can navigate crises more effectively. Regular simulations and post-crisis evaluations further enhance organizational agility. 

    Leveraging technology and data 

    Making decisions based on data is crucial during a crisis. Use predictive analytics to spot early warning signs and manage risks. For instance, monitoring employee absenteeism trends can highlight potential issues that need quick action. Incorporating technology into your crisis management plan can simplify processes and enhance response times. 

    Legal considerations 

    Employers must remain vigilant about legal obligations during crises. Labor laws, health and safety regulations, and emergency leave policies must all be adhered to. Staying informed about local and federal compliance requirements can protect businesses from potential legal liabilities. 

    The Role Of GMS In HR Crisis Management 

    At Group Management Services (GMS), we understand the complexities of managing crises. Our HR solutions help businesses streamline administrative processes and ensure compliance. From creating custom crisis management plans to handling administrative tasks, we take on the heavy lifting so you can focus on leading your organization. With GMS as your partner, you can take back your time and maintain control over your business, knowing you have a reliable support system by your side. 

    By building a crisis-ready organization, businesses can safeguard their operations, employees, and reputations while positioning themselves for long-term success. Contact us today, and let us help you prepare for the unexpected. 

  • Workplace safety is not something that businesses can afford to cut corners on, and that isn’t a figure of speech. A single penalty from the Occupational Safety and Health Administration (OSHA) can cost your company anywhere between $16,131 and $161,323. The federal organization even hosts a website where you can see every case with initial penalties of $40,000 and higher, and the list of companies affected across all 50 states is extensive.

    Understanding what causes an OSHA inspection is crucial to helping your company avoid devastating financial setbacks. This blog marks the first in a three-part series on OSHA inspections. In this segment, we’ll explore the common events and conditions that can prompt an inspection and why being informed is the first step toward maintaining compliance.

    Why OSHA Conducts Inspections

    In 1970, the Occupational Safety and Health Act (OSH Act) of 1970 was enacted to ensure employers provide safe and healthy working conditions for their employees. Their purpose is to enforce standards and prevent recognized hazards in the workplace. Normally, OSHA demonstrates this by conducting random inspections in the search for violations. However, that’s not always the case. Many of these inspections can be triggered by specific events, conditions, or reports. By understanding these triggers, employers can identify potential risks and act before an inspector arrives.

    Key Triggers For OSHA Inspections

    1. Imminent danger situations

    Workplace hazards that pose an immediate risk of death or severe physical harm are a top priority for OSHA. Examples include unguarded machinery, chemical spills, or significant fall risks. If OSHA suspects imminent danger, either through tips or observations, an inspection may occur within 24 hours.

    1. Severe injuries or fatalities

    Under OSHA regulations, employers must report workplace fatalities within eight hours and severe injuries (hospitalizations, amputations, or eye loss) within 24 hours. These reports often trigger inspections to determine the root cause and assess compliance with safety standards.

    1. Employee complaints

    Employees can file anonymous complaints if they believe their workplace has serious safety violations. OSHA gives significant weight to these complaints, especially if they detail hazards that could result in severe injury or death.

    1. Referrals

    Referrals often originate from other government agencies, law enforcement, or even media reports. For example, Straus Feeds LLC was investigated after OSHA received reports of unsafe working conditions. After the inspection, the company was cited for 24 violations, leading to penalties totaling $161,332.

    1. Programmed inspections

    Certain industries, such as construction, manufacturing, and health care, are deemed high-risk by OSHA. These sectors often face programmed inspections due to their higher injury and illness rates.

    1. Follow-up inspections

    If your company was cited during a prior inspection, OSHA may conduct a follow-up to ensure that violations have been corrected. Failure to address citations can result in heightened scrutiny and increased penalties.

    Staying Ahead Of OSHA Inspections

    OSHA averages over 32,000 inspections a year and your business could be one of them. While OSHA inspections can’t always be avoided, understanding what causes them gives organizations the opportunity to proactively address risks. Continue reading here to learn more about the actionable steps you can take to prepare ahead of time. 

    Partnering With GMS

    Navigating OSHA compliance and inspections doesn’t have to be overwhelming. Group Management Services (GMS) offers tailored solutions to help your business stay compliant, reduce risks, and cultivate a safe culture. Whether it’s safety training, recordkeeping, or audits, our experts are here to help you safeguard your workplace and stay prepared for any OSHA visit.

    Contact GMS today to learn how we can help your organization succeed in workplace safety and compliance. 

  • The gig economy has reshaped the modern workforce, offering flexibility and freedom for workers and cost-saving adaptability for businesses. However, this new dynamic also brings challenges in legal compliance, worker classification, and benefits provisions. As the gig economy grows, companies must address these hurdles to build a competitive operation. Let’s explore these changes and what businesses can do to adapt. 

    The Rise Of The Gig Economy 

    The gig economy, often referred to as the sharing or access economy, relies on freelancers, independent contractors, and temporary workers rather than traditional full-time employees. This model appeals to businesses for its cost savings and adaptability, as well as to workers for its flexibility and autonomy. In 2023, 64 million Americans (38% of the U.S. workforce) participated in gig work, contributing $1.27 trillion to the economy. 

    While the gig economy has grown rapidly, it is shifting away from labor-based gigs such as ridesharing and delivery to skill-based roles in fields such as tech, creative services, and management. This transition highlights the importance of adapting strategies to meet the changing needs of both workers and businesses. 

    Flexibility Vs. Security 

    Gig work offers significant advantages, such as the freedom to set schedules and the ability to work remotely. However, it also leaves workers vulnerable to economic insecurity and a lack of traditional employment benefits. Employer-provided benefits are tied to long-term employment and consistent hours, criteria that many gig workers don’t meet. Therefore, although 63% of individuals prefer gig work for its flexibility, 50% would only consider gig roles if they included robust benefits such as health care and retirement plans. 

    Addressing this gap presents an opportunity. Companies that provide alternative forms of support for gig workers can stand out, attracting top talent. Examples include:  

    • Providing access to resources such as financial education. 
    • Connecting workers to third-party benefits providers. 
    • Offering competitive pay that accounts for the lack of traditional benefits.

    Legal Considerations And Compliance Risks 

    Proper classification of gig workers is critical for businesses to avoid legal pitfalls. Misclassification can lead to lawsuits, penalties, and reputational damage. In 2024, the Department of Labor implemented new criteria for distinguishing employees from independent contractors under the Fair Labor Standards Act (FLSA). Employers must carefully assess relationships with gig workers to align with these standards and provide proper documentation and worker protections. 

    By proactively addressing compliance issues, companies can demonstrate ethical practices, reduce the risk of legal repercussions, and build a strong reputation. 

    Strategies For Succeeding In The Gig Economy 

    To effectively manage gig workers and remain competitive, businesses must address the unique challenges of gig work with forward-thinking strategies. Consider the following: 

    1. Provide non-traditional support: Facilitate gig workers’ access to third-party benefits platforms, professional development opportunities, and financial planning resources. 
    2. Maintain proper worker classification: Follow Department of Labor guidelines to distinguish between employees and independent contractors. 
    3. Leverage technology: Use modern platforms to manage contracts, track compliance, and streamline payments. 
    4. Embrace global talent: Expand the company’s reach by hiring international gig workers, taking advantage of the gig economy’s globalized nature. 

    Adapting To The Future Of Work 

    The gig economy is no longer a peripheral workforce model, it can be a central aspect of modern business strategy. Companies that adapt to its unique challenges while adhering to the evolving laws and regulations will gain a competitive edge in a dynamic labor market. 

    Partnering With GMS 

    Navigating the complexities of the gig economy requires expertise in HR management and legal regulations. Group Management Services (GMS) can help businesses stay ahead by ensuring proper worker classification, providing training and documentation to maintain compliance, and managing regulatory challenges.  

    Contact GMS today to learn how we can support your organization in the progressing gig economy. 

  • Corporate culture isn’t just a company’s personality; it shapes the way employees connect with their work, collaborate with each other, and align with organizational goals. Companies that deliberately grow a positive, inclusive culture experience heightened engagement, lower turnover, and increased productivity. 

    Culture, similar to a product, is something you build and refine. While companies create products to meet customer needs, the workplace culture is the “product” designed for employees. It’s essential that both are treated with the same care and investment for a business to grow successfully.  

    Let’s explore what you need to build a healthy culture for your business. 

    The Role Of Corporate Culture In Employee Engagement 

    Research shows that companies with a positive culture report a 72% higher employee engagement rate compared to those with a negative or dysfunctional culture. 

    Employee engagement, defined as the emotional commitment employees have toward their organization, is closely tied to a company’s workplace environment. A culture prioritizing psychological safety, accountability, and recognition creates an ecosystem where employees feel valued and motivated to contribute their best work. Engaged employees are not only more productive but also more likely to stay with their organization, reducing turnover costs and preserving institutional knowledge.  

    Productivity Rooted In Purpose 

    An intentional culture acts as a performance catalyst. Companies that align their cultural values with business objectives empower employees to perform with purpose. Clear communication of mission and values not only boosts morale but also strengthens organizational cohesion. Research consistently shows that positive workplace environments improve both productivity and emotional wellbeing. 

    Being A Cultural Architect 

    “Invest in your culture, and your people will invest in your vision.”

    – Lisa Dassani, VP of Human Resources, Group Management Services

    Leadership plays a pivotal role in shaping and sustaining corporate culture. Company leaders set the tone for their teams. Employees look to them not just for direction, but for cultural cues. It’s imperative to demonstrate transparency, integrity, and understanding when interacting with your team. Some ways for leaders to reinforce culture include: 

    • Share company updates and achievements regularly to keep employees informed and motivated. 
    • Create an open-door policy to encourage honest feedback and innovative ideas. 
    • Host team-building activities to strengthen trust and collaboration among employees. 
    • Use performance reviews as an opportunity to align individual goals with organizational values. 

    Strategies To Cultivate A Positive Corporate Culture 

    1. Define clear vision and values: Clearly articulate your company’s mission, vision, and values, and make them a part of daily operations. 
    2. Lead by example: Embody and reinforce cultural values through actions, not just words. 
    3. Endorse open communication: Encourage feedback so employees feel heard and valued. 
    4. Recognize your employees: Regularly acknowledge and reward employees’ contributions to reinforce positive behaviors and achievements. 
    5. Invest in professional development: Offer opportunities for continuous learning and career advancement to keep employees engaged. 
    6. Promote work-life balance: Implement policies that support employees’ personal lives, such as flexible working hours and wellness programs. 
    7. Support autonomy: Give employees the freedom to take ownership of their roles while maintaining accountability. 

    Partner With GMS To Strengthen Your Culture 

    Navigating the complexities of building a strong corporate culture can be daunting, especially for growing organizations. That’s where Group Management Services (GMS) steps in. GMS specializes in offering solutions like HR audits, professional development programs, and leadership training to help businesses refine their culture. By partnering with GMS, companies gain access to tools and strategies that support a healthy workplace, paving the way for employee satisfaction and business growth. Contact us today and let’s support your journey toward building an engaged and high-performing workforce environment. 

  • As the year ends, businesses should prioritize updating their paid time off (PTO) policies and employee handbooks to prepare for a compliant and productive 2025. These updates not only ensure adherence to current laws but also reinforce a positive work culture, keeping employees engaged and satisfied. Leveraging advanced technology, such as a human resource information system (HRIS), can simplify this process and streamline human resources (HR) management. 

    Why Review PTO Policies? 

    PTO policies are foundational to supporting employee well-being and ensuring workplace productivity. A thoughtful approach to PTO includes: 

    • Clear definitions: Clearly state how much time off employees can take. Specify leave types (e.g., sick leave, vacation, and parental leave) to prevent misunderstandings.  
    • Compliance with laws: Stay updated on regulations like the Pregnancy Workers Fairness Act and state-mandated paid family leave to avoid legal risks. 
    • Outline usage rules: Explain when employees can take time off, any restrictions during peak periods, and how unused PTO is handled (e.g., rollovers or forfeitures). 
    • Specify request procedures: Establish how much advance notice is required, the steps for submitting a request, and how approvals are granted.  
    • Consider incentives for peak times: For industries like retail, where staffing is critical during holidays, consider offering extra pay for those willing to work during high-demand periods.  
    • Employee empowerment: Flexible PTO structures, such as carryover options or mental health days, show that your organization values work-life balance. 

    Set clear expectations and communicate your PTO policy effectively, especially in your employee handbook and during onboarding. This approach creates a supportive environment that values both operational efficiency and employee well-being. 

    To further enhance this process, consider using tools like an HRIS. These systems allow businesses to efficiently manage PTO tracking, accruals, and requests in one centralized system. This technology provides real-time insights into employee time off, making it easier to balance staffing needs and employee satisfaction. 

    Why Update The Employee Handbook? 

    The employee handbook is a vital resource for communicating company policies and expectations. Keeping it current offers several advantages: 

    • Legal compliance: Federal and state laws on wage transparency, remote work policies, and workplace harassment may require updates. 
    • Adaptation to workplace changes: Include policies for hybrid work arrangements, technology use, and other post-pandemic adjustments. 
    • Employee clarity: Updated handbooks prevent confusion, ensuring employees understand PTO guidelines and other workplace rules. 

    Integrating HR technology solutions ensures that these updates are seamless. For instance, employee handbooks stored within an HRIS are easy to update, share, and distribute, ensuring all staff members have access to the latest policies. 

    Preparing For 2025 And Beyond 

    As you finalize updates for 2025, think beyond compliance to create policies that reflect your company’s culture and goals. Encourage employees to use their PTO by fostering a supportive time-off culture and aligning your handbook updates with your long-term HR and operational strategies. 

    How GMS Can Help 

    Group Management Services (GMS) offers comprehensive HR management and timekeeping solutions that take the hassle out of year-end handbook updates. Through GMS Connect, you gain access to advanced tools for PTO tracking, compliance monitoring, and so much more. These features help you stay organized while building a workplace where employees feel valued and empowered. 

    By partnering with GMS, you’ll have HR experts on your side to create a well-structured time-off management system that supports your business goals. Contact us today to learn how GMS can help you enter 2025 with confidence.

  • On November 15, 2024, the U.S. District Court for the Eastern District of Texas issued a ruling that vacated the Department of Labor’s (DOL) recent changes to overtime salary thresholds. This decision, effective nationwide, has significant implications for employers navigating wage and hour compliance under the Fair Labor Standards Act (FLSA). 

    The overturned rule, finalized on April 23, 2024, proposed the following changes to the salary threshold for exempt employees (those not entitled to overtime pay): 

    • Raising the salary threshold from $684 per week ($35,568 annually) to $844 per week ($43,888 annually), effective July 1, 2024. 
    • Further increasing the threshold to $1,128 per week ($58,656 annually), scheduled for January 1, 2025. 

    However, with the court’s recent decision, employers no longer need to implement these increases. 

    Key Points From The Court’s Decision 

    The court’s ruling centers on the DOL’s authority to set salary thresholds for overtime exemptions. While the FLSA allows the DOL to define and delimit exemptions for bona fide executive, administrative, and professional (EAP) employees, the court found that the 2024 rule overstepped this authority. Specifically, the rule’s high salary thresholds were seen as overshadowing the duties-based test required to determine exemption status. 

    In a related case earlier in 2024, the Fifth Circuit Court of Appeals emphasized that while salary can serve as an objective measure for exemption, it must not replace the primary consideration of job duties. The District Court echoed this sentiment, concluding that the 2024 rule’s salary increases effectively nullified the duties-based exemption criteria. 

    What’s Next? 

    The DOL may appeal the decision but given the court’s reasoning and the upcoming change in presidential administration, the likelihood of the rule’s revival appears slim. For now, the pre-2024 thresholds remain in place: 

    • A salary threshold of $684 per week ($35,568 annually) for exempt EAP employees. 
    • A highly compensated employee (HCE) threshold of $107,432 annually. 

    Staying updated on these developments as the situation evolves is critical for employers to ensure compliance and minimize disruptions. 

    Navigating Compliance Amid Uncertainty 

    The court’s ruling highlights the ongoing challenges businesses face in maintaining compliance with labor laws. Wage and hour regulations frequently change, making it essential for employers to stay informed and prepared. 

    At Group Management Services (GMS), we understand the complexities of workforce management. Our team of HR experts work closely with businesses to navigate regulatory changes, ensuring compliance and reducing administrative burdens. From policy updates to payroll management, we offer comprehensive solutions tailored to your needs. Contact us today to learn how we can help your business thrive.