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  • As a business owner, hiring a new employee is an exciting time filled with opportunity and growth. While welcoming someone to your team is thrilling, transitioning them into their new role and educating them about the business can feel overwhelming and challenging.


    Understanding the ins and outs of a company takes time and effort, so it’s important to educate your new hires and prepare them for their role and the responsibilities that come with it. This is typically achieved through an orientation or onboarding process.


    Although many people use the terms “orientation” and “onboarding” interchangeably when referring to new employee training, they actually represent two distinct processes that are essential for a new hire. With effective onboarding and orientation, a new employee is more likely to be engaged, effective, and productive.

    What Is Employee Orientation

    An employee orientation is a one-time event to introduce new hires to the company and familiarize them with the people, processes, policies, and culture. Orientation can include going through the employee handbook, introducing team members and upper-level management, reviewing health care and benefits information, vacation policies, and more. Employers may have new hires complete additional paperwork and provide them with their laptop, login, and other resources. Employee orientation is an event that introduces the company as a whole, allowing new employees to gain a deeper understanding of its mission, values, and culture.


    While every orientation differs depending on the company, an orientation can occur on-site, virtual, or in-person, though many choose to conduct it in the office. When you are organizing your orientation, it’s important to include the following:

    • Overview of your company’s mission, vision, and values
    • Tour of the workplace
    • Summary of company-wide policies regarding safety, health, and security
    • Introductions to company leaders
    • Overview of ethical practices
    • And more!

    Benefits of Conducting an Employee Orientation

    Conducting an employee orientation can be a challenging endeavor, but it will help prepare you and your employees in the long run. There are a variety of benefits for having a robust orientation, including:

    • Reducing employee anxiety
    • Improving employee trust and loyalty
    • Strengthening your company culture
    • Saving time spent answering questions in the future by preemptively conveying important company information to all new hires

    What Is Employee Onboarding

    Employee onboarding is a broad and strategic process aimed at introducing new hires to their daily responsibilities and helping them fully integrate into the workplace, team, and their new role. This process typically spans several months, sometimes extending to a full calendar year, and involves a series of role-specific training sessions, educational meetings, and introductory projects. Onboarding is typically used to help an employee slowly acclimate to their job, introducing them to the typical processes, knowledge, and technologies they’ll need to be successful in their role.

    Separate from orientation, onboarding includes tasks such as:

    • Regular meetings with a manager or supervisor
    • Training on specific job tasks
    • Goal setting for what they hope to accomplish in this new position
    • Shadowing someone in a similar position
    • Filling out new hire paperwork such as I-9, W-4, and potentially direct deposit forms
    • Mentorships between long-term employees and new hires 

    Benefits of Employee Onboarding


    Similarly to employee orientation, onboarding has a variety of long-term benefits for employers and employees, including:

    • Increased productivity by helping employees learn the job faster
    • Greater long-term employee retention by reinforcing a robust and collaborative company culture
    • Higher employee engagement by helping employees understand their roles and how they can contribute to the company’s success

    Improving The Employee Experience


    Employees are the heart and lifeblood of every company. Business owners cannot grow their company without the help and expertise of their workforce. To ensure your workforce operates smoothly and efficiently, employees require the right training and tools for success. While business owners know the ins and outs of their business, it’s not always easy to explain or train new hires, especially when they have a business to run. That’s why a professional employer organization (PEO) like Group Management Services (GMS) exists.


    Our online employee training programs, designed for small and mid-sized businesses, are tailored to meet the specific job functions of your employees. This approach streamlines the process, enhances employee performance, and reduces training costs. Your employees can easily access online training courses through our learning management system (LMS) to acquire the necessary skills to support your business. Our human resource information system (HRIS) will also help streamline the orientation and onboarding processes. Employees can easily fill out important documents and the necessary paperwork through an online program, effectively simplifying the process.

    Are you looking to improve your orientation and onboarding efforts? Contact us; we would love to assist you!

  • According to the American Psychological Association, workplace burnout is an occupation-related syndrome resulting from mismanaged chronic stress. This is a growing problem among the workforce, due to longer hours of operation and greater workloads.  

    Common symptoms of burnout are prolonged emotional exhaustion, physical fatigue, and social withdrawal. As a business owner, you need to observe the potential signs of burnout in your employees, as burnout can reduce productivity, increase turnover and absenteeism, lower job satisfaction, and more.  While there are different types of burnout, they can all be traced back to one source: stress.  

    How can you lower the risk of employee burnout and reduce stress in the workplace? Continue reading to find out.  

    What Employee Burnout Looks Like 

    Workplace burnout looks different for every employee. For example, one employee may start experiencing painful headaches while another develops insomnia. While every case of burnout is different, there are a variety of common symptoms that, as an employer, you should keep an eye out for: 

    • Job dissatisfaction 
    • Absenteeism 
    • Insomnia 
    • Depression 
    • Changes in appetite 
    • Headaches 

    Causes of Burnout 

    Burnout is caused by exhaustion, overexertion, and stress. Depending on the workplace and the job position, the cause can vary. Burnout can be caused by a heavy workload, interpersonal conflict, lack of professional support, and lack of clarity on job responsibilities. Experiencing any of the previously mentioned causes for a prolonged period of time can take its toll on your mental, physical, and emotional health. 

    Effects of Burnout on Employers 

    The importance of managing employee stress and burnout cannot be overstated. According to Glassdoor, employee reviews mentioning burnout have increased 32% over the past year. Not only are employees experiencing greater rates of exhaustion and burnout, but they are becoming more vocal about it. Glassdoor also found that workers suffering from burnout are substantially less satisfied with their employers. Workplace dissatisfaction can increase employee absenteeism, reduce productivity and loyalty, leading to greater turnover rates. 

    To keep morale high, employers must examine how they currently manage their workers’ paid time off (PTO), support their work-life balance initiatives, and offer flexible schedules.  

    Ways to Reduce Employee Burnout 

    To protect your employees and business from burnout, it’s a good idea to have some coping strategies and policies in your back pocket. There isn’t a one-size-fits-all approach to reducing burnout, but consistently communicating with your employees about their workload is a great first step. By showing your workers that you care about their well-being and health, they will have a greater sense of loyalty to your company, effectively reducing turnover.  

    Another great way to reduce the risk of employee burnout is by supporting their work-life balance. By promoting flexible scheduling, implementing work-from-home policies, or providing PTO, you can showcase your investment in their lives and their wellness, which can improve employee trust.  

    Check out some more examples of how to reduce employee burnout: 

    • Monitor workloads and scheduling 
    • Schedule more employee check-ins 
    • Offer Employee Assistance Programs (EAPs) 
    • Prioritize employee feedback 

    How GMS Can Reduce the Risk of Employee Burnout 

    A CPEO like Group Management Services (GMS) can be a valuable resource for significantly reducing employee burnout and improving morale. GMS offers top-tier HR technology that simplifies employee management, including administering health benefits, scheduling payroll, and providing training. 

    Additionally, GMS has a dedicated team that can assist in developing employee assistance programs. These programs help employees build coping strategies and effectively manage stress. Our experts can also help create policies designed to keep your workforce healthy and productive. 

    Want to learn more about how GMS can help you reduce the risk of employee burnout? Contact us today! 

  • California employers are facing a significant compliance challenge with the state’s recently enacted Senate Bill 553 (SB 553). Last year, California Governor Gavin Newsom signed SB 553 into law, which requires employers with at least 10 employees in California to develop and implement a Workplace Violence Prevention Plan (WVPP) by July 1, 2024.

    Employers will likely have to coordinate with multiple internal stakeholder groups, making it challenging to comply with the new law. California is the first state in the nation to pass such a sweeping WVPP law, setting the precedent that other states are expected to follow.

    Understanding The Mandate

    The law mandates that employers provide thorough training to all employees, covering a range of critical elements. The training must include instructing employees how to report concerns to their employer and to law enforcement. The training must also cover:

    • The statute’s definition of workplace violence.
    • The four types of workplace violence – criminal intent, customer/client, worker-on-worker, and personal relationship.
    • The employer’s plan.
    • The workplace violence hazards specific to the employees’ jobs.
    • How employees can protect themselves in the event of a workplace violence incident.
    • Employees may request to review or copy the employer’s records relating to the workplace violence prevention plan, including the violent incident log that the statue requires. The log must include a detailed description of each workplace violence incident and be maintained for five years.

    What This Means For Managers

    Managers will need guidance on the breadth of conduct covered by the law and the necessary reporting procedures. Managers must ensure that employees fully understand the meaning of workplace violence, including but not limited to the four workplace violence types:

    1. Criminal intent: This type of violence generally won’t have a legitimate relationship with the business or its employees.
    2. Customer/client: Involves a customer, client, patient, or visitor becoming violent towards an employee, often due to disputes over service, products, or perceived mistreatment.
    3. Worker-on-worker: Violence between coworkers, including bullying, frequently manifests as verbal and emotional abuse that is unfair, offensive, vindictive, and/or humiliating.
    4. Personal relationship: The perpetrator has a personal relationship with the employee outside of work, such as a domestic partner, and brings that violence into the workplace.

    Tracking Incidents

    Employers must also maintain detailed logs of all workplace violence incidents for at least five years, which employees can request to review. Employers should also consider whether workplace violence concerns can be incorporated into their existing reporting procedures for safety issues. Ensuring clear communication around this requirement will be key to encouraging reporting without deterring employees.

    Include Your Employees

    Employees should also have a role in the planning process because they are the ones who will bring the issues to HR. Every employee has a role in keeping the workplace safe and that should be the focus of the training.

    More Laws To Come

    Beyond the WVPP, California employers will need to prepare for other new employment laws taking effect in 2024, such as the increase in paid sick days and the new bereavement leave policy. Managers will likely require training on navigating these bills as well.

    Need Support Managing These Mandates?

    Navigating the complexities of workplace violence prevention and government mandates is a significant challenge for employers. GMS can provide expert guidance on ensuring compliance with these new laws and mandates. With GMS, you can remove the time spent worrying about missing legislative updates that may affect your business. Our team will help you create a combative strategy to ensure your operations continue running smoothly and safely. Contact GMS to learn more!

  • The digital landscape has become an integral part of our everyday lives, providing access to essential services and information. In a significant move towards inclusivity, the U.S. Department of Justice (DOJ) issued a final rule requiring state and local governments to ensure the accessibility of their websites and mobile applications. This rule, with its far-reaching implications, is set to transform the digital experience for millions of Americans with disabilities across the country.

    Understanding The Rule’s Application

    The final rule ensures state and local governments make their digital content accessible to those with disabilities. Attorney General Merrick Garland highlighted that this rule is a testament to the Justice Department’s commitment to upholding the Americans with Disabilities Act (ADA) by ensuring equal participation in society for people with disabilities.

    The significance of this rule extends to a wide array of public services, including emergency information, health care, education, transportation updates, and more. Non-compliance with these accessibility standards could hinder individuals with disabilities from accessing these essential services, highlighting the critical importance of this regulatory development.

    Technical Standards And Exceptions

    The rule adopts the Web Content Accessibility Guidelines (WCAG) Version 2.1, Level AA, as the technical standard for state and local governments’ web content and mobile applications. However, certain exceptions exist for specific types of content, such as archived web content, pre-existing electronic documents, and content posted by third parties under certain circumstances, ensuring a balanced approach to compliance.

    Significance And Impact

    The impact of this rule extends beyond mere regulatory compliance. Tony Coelho, an original sponsor of the ADA, emphasized the evolving nature of accessibility, particularly in the digital realm. He highlighted the importance of extending the ADA’s reach to the online sphere, ensuring equal participation for all individuals in an increasingly digital society. The rule’s significance is underscored by its potential to level the playing field and foster inclusivity in the digital space, aligning with the evolving needs of a society that’s increasingly reliant on digital activities.

    Distinct Employment Obligations

    It’s crucial to note that while state and local employees must be well-versed in these regulations, compliance with the rule does not guarantee Title I requirements of the ADA for state and local entities in their capacity as employers. This distinction emphasizes the multifaceted nature of ADA compliance and the unique obligations it entails in different contexts.

    Timeline For Compliance

    The effective dates of the rule are staggered based on the size of the covered entity. Localities with a population of over 50,000 have a two-year window to ensure compliance, while areas with smaller populations are granted a three-year timeline. This phased approach aims to facilitate a smooth transition towards digital accessibility, allowing entities to align with the regulatory requirements effectively.

    Presidential Endorsement

    In a post on X, President Joe Biden emphasized the far-reaching impact of the proposed web accessibility rule, highlighting its potential to improve online accessibility to state and local services for nearly 50 million individuals with disabilities. His endorsement reflects the administration’s commitment to fostering a more inclusive and accessible country through regulatory measures that address the evolving needs of its citizens.

    Partnering With A PEO: Your Strategic Advantage In Digital Accessibility Compliance

    As business owners grapple with the complexities of adhering to the DOJ’s new digital accessibility regulations, partnering with a professional employer organization (PEO) can be a strategic move. A PEO, like GMS, does more than offer support with HR tasks or payroll processing; we stand as a pillar of expertise in regulatory compliance, including the nuanced terrain of ADA standards.

    When you partner with GMS, you’re ensuring compliance and fostering an inclusive environment, demonstrating a commitment to all clients and employees. Ready to elevate your business in a world of digital advancement? Together, we can build a future where every individual has the keys to unlock the full potential of the digital world. Contact our HR experts today to get started!

  • Earlier this week, the Federal Trade Commission (FTC) issued a final rule to ban noncompete clauses nationwide, and it is set to be a game changer for American workers and businesses. This bold move is aimed at promoting competition, protecting the freedom of workers to change jobs, fostering innovation, and encouraging new business formation.

    What Is A Noncompete?

    A noncompete agreement is used by companies to prevent employees who have access to sensitive or proprietary information from taking that information to a competitor or using it to start their own competing business. Companies often invest significant resources into training and developing their employees, so they want to protect that investment by preventing those employees from immediately going to work for a rival firm.

    The Impact Of The Ban

    The FTC estimates the ban on noncompetes will lead to a significant increase in new business formation, with more than 8,500 additional new businesses created each year. This is projected to result in a 2.7% annual growth in new business formation. In addition, the rule is expected to drive innovation, potentially leading to an average increase of 17,000 to 29,000 more patents each year for the next decade.

    Higher earnings and lower health care costs

    The ban is also anticipated to positively impact workers’ earnings, with the average worker estimated to see an additional $524 per year. Additionally, the rule is expected to lower health care costs by up to $194 billion over the next 10 years.

    Worker freedom and opportunity

    The ban on noncompetes is a crucial step toward ensuring that American workers have the freedom to pursue new job opportunities, start their own businesses, and bring fresh ideas to the market. By eliminating the barriers imposed by noncompetes, workers will have greater flexibility and autonomy in their careers.

    Impact On Workers

    Noncompete clauses have been widely criticized for keeping wages low, stifling creativity, and restricting the dynamism of the American economy. An estimated 30 million workers (one in five Americans) are currently subject to noncompetes. These clauses often force workers to either remain in undesirable jobs or face significant hardships and costs if they seek to change employment.

    Prohibiting Noncompetes

    Under the new rule, existing noncompetes for the vast majority of workers will no longer be enforceable. While existing noncompetes for senior executives can remain intact, employers are banned from entering into or attempting to enforce any new noncompetes, even for senior executives. Employers will be required to notify workers bound by an existing noncompete that it will not be enforced against them.

    Public Feedback And Final Rulemaking

    The FTC’s decision to ban noncompetes was informed by a substantial public comment period, which over 25,000 comments expressed support for the ban. The Commission reviewed each comment and adjusted the proposed rule in response to public feedback.

    Alternatives To Noncompetes

    The Commission identified alternatives to noncompetes that enable firms to safeguard their investments without resorting to noncompete agreements. These alternatives include trade secret laws and non-disclosure agreements (NDAs), which provide employers with established means to protect proprietary information. In addition, employers can compete for workers’ services by improving wages and working conditions.

    Finalizing The Rule And Ensuring Compliance

    The final rule allows existing noncompetes for senior executives to remain in force but prohibits the enforcement of new noncompetes with senior executives. Furthermore, the requirement for employers to formally rescind existing noncompetes has been eliminated to streamline compliance.

    The rule will become effective 120 days after publication in the Federal Register. Employers will be required to provide notice to workers constrained by existing noncompetes that these agreements will not be enforced in the future. To facilitate compliance, the Commission has included model language in the final rule for employers to communicate with workers.

    Once the rule is effective, market participants can report suspected violations to the Bureau of Competition by emailing noncompete@ftc.gov.

    Partner With GMS To Stay Up To Date

    Navigating the complex and ever-changing employment laws and regulations can be a significant challenge for many businesses. That’s where a trusted professional employer organization (PEO) like GMS can make all the difference for your company. By outsourcing HR functions to GMS, companies can ensure they remain compliant with the new rules such as the FTC’s ban on noncompetes while also benefiting from our comprehensive suite of services and expert guidance. With GMS in your corner, you can focus on growing your business. Reach out to our experts today!

  • Lawmakers in Pennsylvania have filed legislation to legalize recreational marijuana. The recent filing of House Bill 2210 marks a significant shift in the state’s approach to cannabis regulation. House Bill 2210 aims to regulate the personal use and possession of cannabis for recreational purposes. Since the state legalized marijuana for medical purposes in 2016, this proposal would allow medical marijuana patients in the state to cultivate a limited number of cannabis plants at home for personal use, a practice currently prohibited.

    The bill outlines specific workplace requirements concerning the use of marijuana by employees and job applicants. It grants employers the authority to establish zero-tolerance, drug-free workplace policies, enabling them to take disciplinary action, including termination, against employees found to be impaired by marijuana while on duty.

    Grounds For Legalization

    The sponsors of the legislation emphasize the move toward legalization is rooted in “safety and social equity.” State Representative Amen Brown, a prime sponsor of the bill, highlighted the potential loss of tax revenue and job opportunities to neighboring states such as New Jersey and New York, which have already implemented adult-use cannabis laws. He stressed the economic implications of not embracing legalization, stating that failing to do so “risks permanently ceding hundreds of millions of dollars of new tax revenue as well as thousands of jobs” to other states.

    Implication For Business Owners

    For business owners in Pennsylvania, the potential legalization of recreational marijuana brings several implications and considerations:

    • Workplace policies: If the legislation is passed, businesses can uphold zero-tolerance, drug-free workplace policies regarding marijuana use. This means they can take action against employees found to be impaired by marijuana while on the job.
    • Adaptation to change: Business owners must adapt their human resource policies and employment practices to align with the new regulations. This may involve updating employee handbooks, revising drug testing protocols, and providing training to management and staff on the updated policies.
    • Economic opportunities: With the legalization of recreational marijuana, there may be potential economic opportunities for entrepreneurs and business owners to enter the cannabis industry. This could include the development of cannabis-related products or services, retail opportunities, or participation in the cultivation and distribution aspects of the industry.

    Next Steps For Business Owners

    The potential legalization of recreational marijuana in Pennsylvania opens a new environment for business owners. As a business owner, you’re juggling numerous roles at once. Now, try adding cannabis compliance to the mix. There’s simply not enough time in a given day to handle it all on your own.

    Fortunately, that’s where a professional employer organization (PEO) can assist business owners and relieve them of the extra burden. A PEO like GMS offers tailored solutions to navigate the evolving regulatory landscape, revamp workplace policies, and ensure compliance with the dynamic legal framework. How does this benefit business owners? A partnership with GMS allows business owners to focus on driving their core business operations while receiving guidance from our HR experts on the changing dynamics of cannabis regulation. So, if you’re ready to roll with the highs and lows of the cannabis industry, contact us today, and let’s blaze a trail to success together.

  • The recent decision by the 7th U.S. Circuit Court of Appeals has brought to light crucial implications for employers’ responsibilities under the Family and Medical Leave Act (FMLA). This ruling emphasizes the need for employers to adjust performance expectations for employees who are on approved FMLA leave. Continue reading to dive into the details of this decision and its potential impact on how employers navigate the FMLA.

    Brief Overview Of The FMLA

    The FMLA is a federal labor law that provides certain employees with essential benefits related to leave for family or health issues. The purpose of the FMLA is to help employees balance their work and family responsibilities, allowing eligible employees to take unpaid, job-protected leave for specific family and medical reasons.

    Employees are eligible if they have worked for their employer for at least 12 months. In addition, they must have worked at least 1,250 hours over the past 12 months. The employer must have 50 or more employees within 75 miles of the employee’s location.

    Qualified employees can take up to 12 weeks of unpaid leave each year for the following reasons:

    • Birth and care of a newborn child
    • Adoption or foster care placement of a child
    • Caring for an immediate family member (spouse, child, or parent) with a serious health condition
    • Taking medical leave when the employee is unable to work due to a serious health condition 

    Employer responsibilities

    Employers covered by the FMLA must provide eligible employees with the specified leave. Group health benefits must be maintained during the leave. FMLA applies to public agencies, public and private elementary and secondary schools, and companies with 50 or more employees. Time taken off work due to pregnancy complications can count towards the 12 weeks of family and medical leave for the allocated year.

    The Case: OSF HealthCare System Vs. Former Employee

    A former employee of OSF HealthCare, an Illinois-based health care provider, filed a lawsuit claiming they violated her rights under the FMLA. The plaintiff alleged that the company failed to reasonably adjust its performance expectations to reflect her reduced hours while on leave. She cited instances where unadjusted deadlines were imposed despite her reduced office hours. In addition, she highlighted a substantial increase in workload during her leave period, including integrating two acquired hospitals into her unit. The plaintiff also pointed out that certain goals required mentorship, which she did not receive, and coordination with others outside her authority or control.

    In response, OSF defended its actions by stating the plaintiff was terminated for not meeting performance expectations outlined in a performance improvement plan (PIP) established upon her return. A PIP is a written document that outlines an employee’s performance gaps and provides a roadmap for improvement.

    Court Ruling And Implications

    The district court initially ruled in favor of the defendant, emphasizing the plaintiff failed to establish a causal connection between the exercise of her FMLA rights and her termination. However, the 7th Circuit Court of Appeals highlighted a genuine dispute over the amount of approved leave the plaintiff took, which could impact the outcome of the case. The court ruled that such a significant difference in testimony regarding the duration of leave warranted resolution by a jury.

    The appeals court also questioned the timing and motivation behind implementing the PIP, emphasizing that the defendant did not communicate to the employee that poor performance led to the PIP or that deficiencies would result in termination. Consequently, the court vacated the decision and remanded the case for trial, underlining the need for a jury to assess the sincerity of the employer’s motivation.

    Key Takeaways For Employers

    The ruling by the 7th U.S. Circuit Court of Appeals serves as a vital reminder for employers regarding their responsibilities under the FMLA. It underscores the following key implications:

    • Adjusting performance expectations: Employers must adjust performance expectations for employees on approved FMLA leave, considering reduced hours and potential limitations resulting from the leave. 
    • Causal connection: Establishing a causal connection between an employee’s use of FMLA leave and their termination is crucial in FMLA cases. Employers should ensure that disciplinary actions are not perceived as retalitory or interfering with the employee’s FMLA rights. 
    • Transparency and communication: Employers need to effectively communicate performance-related concerns and any subsequent disciplinary measures to employees, especially in cases where FMLA leave is involved. Lack of transparency could be perceived as pretextual and potentially lead to legal ramifications. 

    Stay Compliant, Partner With A PEO

    The intricacies of the FMLA can feel overwhelming for small business owners. However, there’s a strategic solution: partner with a professional employer organization (PEO) like GMS. We offer expertise in HR compliance, assist with leave requests associated with FMLA, and ultimately ensure you’re compliant with FMLA regulations. It’s time for you to focus on propelling your business forward and let us handle the nitty-gritty aspects of your business. It’s a win-win scenario that empowers businesses to thrive. Contact us today to learn more.

  • In a bid to overturn the U.S. Department of Labor’s (DOL’s) final rule, which aims to tighten the criteria for classifying workers as independent contractors, Representative Kevin Kiley, R-California, and Senator Bill Cassidy, R-Louisiana, have introduced the Congressional Review Act (CRA) resolutions. While it’s scheduled to take effect on March 11, 2024, several business organizations are challenging the rule in court. Continue reading to dive into the key aspects and implications of this rule, the responses from stakeholders, and the potential outcomes of the ongoing battle.

    The Controversial Rule

    The new rule, set to replace the 2021 framework, introduces a more complex six-factor test to determine whether a worker should be classified as an employee or an independent contractor. This shift has been resisted by several business organizations, including the U.S. Chamber of Commerce, which has joined a lawsuit challenging the rule. The Chamber of Commerce argues that the new rule fosters ambiguity, restricting businesses’ ability to provide essential training to independent workers.

    Criticisms And Concerns

    Representative Kevin Kiley has strongly criticized the new rule, alleging it restricts the freedom of U.S. workers to operate as independent contractors. He contends the rule will jeopardize the livelihoods of millions of independent professionals and take away the freedom of many others to enjoy flexible work arrangements.

    In addition, introducing the six-factor test has raised concerns among businesses, particularly small businesses, regarding the potential confusion in determining worker classification. This uncertainty threatens the independent contractor model, enabling companies to scale their operations and retain specialized expertise while granting workers flexibility and control over their work activities.

    Six Factors Of The New Test

    The six factors of the new test include the following:

    1. The degree of employer control over the work

    2. The worker’s opportunity for profit or loss

    3. The level of skill and initiative required for the work

    4. The permanence of the working relationship

    5. The worker’s investment in equipment or material

    6. The extent to which the service rendered is integral to the employer’s business

    Seeking Clarity And Challenging The Rule

    Representative Kevin Kiley has called for the withdrawal of the independent contractor rule and has requested specific guidance from the DOL’s Wage and Hour Division Administrator on the criteria for employee and independent contractor classification. His concerns center on the need for clarity and understanding amidst the complexities of the new rule.

    The Road Ahead

    Despite the intense efforts to challenge the rule, the odds of a successful resolution remain uncertain. The Democrat-controlled Senate presents a formidable obstacle, requiring a two-thirds majority to overcome a potential presidential veto. In addition, the rule faces multiple legal challenges, with lawsuits alleging its illegality and deviation from the Fair Labor Standards Act (FLSA).

    The battle over the worker classification rule is poised to have far-reaching implications for businesses, workers, and the regulatory landscape. As the debate unfolds, stakeholders eagerly await the resolution of this issue, mindful of the potential impact on the workforce and the broader economy.

    Advice For A Small Business Owner

    We’ll make it simple – consider partnering with a professional employer organization (PEO). PEOs offer a compelling avenue for small businesses to address these challenges. By partnering with a PEO, small businesses can leverage expertise in HR management, gain access to comprehensive guidance on employment regulations, and receive tailored support in navigating worker classification complexities. As the landscape of labor regulations continues to evolve, the role of PEOs in assisting small businesses in effectively classifying workers and ensuring compliance with changing labor standards cannot be overstated. Meet Group Management Services (GMS), a certified PEO (CPEO), ready to take on the administrative burdens small business owners don’t have the time and energy to worry about. Get a quote from us today to start your journey with a simpler, safer, and stronger business.

  • As a small business owner, the day-to-day can feel like an endless cycle of putting out fires and being pulled in conflicting directions, leaving you with little to no time to work on the aspects of your business you’re most passionate about. However, HR can’t be ignored; it involves intricate and time-consuming tasks that demand ongoing attention. If mismanaged, your company could face harsh penalties and reputational harm that could take months or years to recover.

    While handling it all yourself may seem doable, as your business grows, it may not be possible to juggle the many moving pieces that make up successful and compliant HR policies and procedures – even with the best intentions, mistakes and oversights happen. Professional employer organizations (PEOs), such as GMS, help ensure nothing falls through the cracks.

    What Is A PEO?

    PEOs manage various HR tasks, such as benefits administration, payroll processing, recruitment, risk management, and other operations responsibilities. PEOs help safeguard your business against potential legal and reputational pitfalls. They specialize in maintaining compliance, ensuring that your HR policies align with federal and local employment regulations.

    In addition to compliance, they serve as a partner in the strategic management of HR functions. Through optimizing processes and introducing best practices, PEOs can significantly enhance your overall efficiency and productivity, which help attract and retain top talent.

    PEOs act as an extension of your business and provide the support needed to navigate the complexities of HR. While PEOs take on the administrative burdens of HR, they follow your lead. This arrangement ensures that your business’ core identity and operational direction remain firmly in your hands. In other words, PEOs don’t take over your business. Instead, they free up your time and energy by taking over the administrative aspects of HR processes so you can focus on core business activities such as strategic planning, business development, and customer engagement.

    Benefits Of Working With A PEO

    PEOs allow you to offer exceptional and competitive benefits to your team. PEOs pool their buying power and can negotiate with insurance and benefits vendors, giving you access to broader and more competitive benefits packages. These can include health insurance, dental and vision plans, retirement savings plans, and even wellness programs, which might not be possible for you to offer as a smaller business on your own.

    The ability to offer top-tier benefits packages can significantly impact your company’s recruitment and retention efforts. In a competitive job market, attractive benefits packages stand out to high-performing talent, making them more likely to join and stay with your company long-term.

    In addition, partnering with a PEO can lead to the following:

    • Financial savings: One way PEOs can save money is by reducing employee turnover costs. Not only is hiring simplified and faster, but partnering with a PEO can help refine your HR processes, helping with overall job satisfaction and retention.
    • Technology system access: Partnering with a PEO provides access to several technology platforms, including human resources information systems (HRIS), online payroll solutions, and more. These user-friendly platforms can seamlessly integrate with your existing systems, enabling straightforward access to employee information, report generation, and data storage capabilities.
    • Scalability: As your business grows, a PEO can quickly adapt to your changing needs, from adding new employees to expanding into new cities or states. This scalability can be a significant advantage for rapidly growing businesses.
    • Enhanced recruitment: PEOs equip you with the necessary tools and expertise for efficient employee recruitment, onboarding, and ongoing training processes. From creating a job posting to screening various candidates, PEOs free up your time so you only interview qualified applicants. Beyond screening talent, PEOs help establish a complete onboarding process, ensuring new hires are effectively integrated into your company and receive the training they need to succeed.
    • Employee development and training: Ongoing training is necessary to ensure your team is well-versed in their responsibilities and the company’s procedures. PEOs can help facilitate this through learning management systems (LMS), enabling you to establish and track employee training programs.

    Is A PEO Right For My Business?

    There are many factors to consider when deciding if a PEO is right for your business. First, it’s crucial to take inventory of your specific pain points. Are you looking for help with payroll, compliance, employee benefits, workers’ compensation, or all of the above? Understanding your needs will help you choose if a PEO is right for you.

    Additionally, consider the cost of a PEO. PEOs will save you time and money in the long run; however, it’s crucial to understand the pricing structure and compare it against the potential cost savings to ensure it’s truly the best decision for you.

    Overall, PEOs offer an excellent solution for small businesses aiming to develop and sustain a strong workforce. Securing top talent involves more than just an appealing job title; employees seek organizations that provide competitive benefits and have comprehensive processes and policies in place.

    HR With GMS

    Our goal is to help employers make their business simpler, safer, and stronger through dedicated HR support. We provide comprehensive HR solutions to companies small, medium, and large throughout the United States, allowing them to increase operational efficiencies, save money, and enhance the overall employee experience.

    With GMS, is a one stop shop, you won’t have multiple vendors providing multiple services. You get one team with years of experience managing HR, payroll and tax, benefits, and risk management. We provide:

    • Expertise: GMS offers a wide range of services and customized support. For the best fit, explore our offerings to ensure our capabilities align with your needs.
    • Peace of mind: GMS is a certified professional employer organization (CPEO), meaning we meet the requirements set by the IRS and can provide specific financial protections and tax benefits.
    • HR in a crisis: Are you ready to handle an HR crisis? GMS can help your business navigate various challenges, from handling sexual harassment complaints to managing workers’ compensation claims. We can ensure your policies remain current and your team is well-equipped to address any challenges. We are always ready to provide support during crises.

    Whether you know exactly what you need help with or aren’t sure where to start, our team is ready to help. Contact us today to connect with one of our experts!

  • In the dynamic landscape of small businesses, owners often find themselves juggling multiple roles, from managing operations to ensuring compliance with labor laws. With limited resources and personnel, handling HR tasks can be daunting, time-consuming, and prone to errors. However, partnering with a professional employer organization (PEO) can offer substantial benefits. Let’s dive into why outsourcing to a PEO could be a game-changer for businesses, even those with as little as five employees.

    Expertise At Your Fingertips

    Small businesses often lack dedicated HR departments or personnel with extensive HR expertise. PEOs bring seasoned professionals to the table who specialize in various HR functions, including the following:

    • Payroll processing
    • Benefits administration
    • Compliance management
    • And more

    By outsourcing to a PEO, small businesses gain access to knowledge and experience without the overhead costs of hiring full-time HR staff.

    Enhanced Benefits Package

    Attracting and retaining top talent is a constant challenge for small businesses, especially when competing against larger corporations with robust benefits packages. PEOs pool together employees from many companies (the PEOs clients), creating economies of scale that enable access to high-quality benefits at competitive rates. From health care and retirement plans to wellness programs and employee assistance services, PEOs empower small businesses to offer comprehensive benefits that are competitive with larger businesses.

    Streamlined Compliance

    Navigating the ever-evolving landscape of employment laws and regulations can be daunting for small business owners. Non-compliance can result in hefty fines, legal liabilities, and reputational damage. PEOs specialize in staying on top of these changing regulations, ensuring their clients remain compliant with federal, state, and local laws. By outsourcing compliance management to a PEO, small businesses can mitigate risks and focus on growth initiatives with peace of mind.

    Time-Saving Solutions

    Time is precious for small business owners wearing multiple hats. Handling HR tasks, such as payroll processing, employee onboarding, and performance management, can eat into valuable time that could be spent on strategic initiatives. PEOs automate these mundane HR processes, streamline workflows, and provide self-service tools that empower employees to manage their information more efficiently. This frees up valuable time for small business owners to focus on driving innovation, expanding market reach, and nurturing client relationships.

    GMS – The One-Stop Shop For Your Outsourcing Needs

    In an increasingly competitive business landscape, small businesses must leverage every available resource to thrive and succeed. Partnering with a PEO offers small businesses a strategic advantage by providing access to expertise, cost-efficient solutions, enhanced benefits packages, streamlined compliance, and time-saving tools.

    At Group Management Services (GMS), a certified PEO (CPEO), we’re here to help businesses in all different industries with as few as five employees to hundreds. If you’re that small business owner hanging on by a thread, look no further – we’re your one-stop shop. Let us unlock your full potential, maximize operational efficiency, and position your business for sustainable growth in the marketplace. Contact our HR experts to get started!