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  • Since U.S. businesses are still having a difficult time filling open positions with quality talent, employers anticipate pay to go up in 2023. According to the Bureau of Labor Statistics (BLS), there were more than 11 million job openings at the end of May 2022. In addition, approximately four million workers quit each month. The question employers keep asking themselves is, why are so many employees leaving their jobs?

    Americans are quitting their jobs for multiple reasons, including: 

    • Seeking higher pay
    • Remote work is appealing to individuals 
    • Rejecting return to office policies 
    • Burnt out

    The Response From Employers 

    With a labor market that has more open jobs than individuals to fill them, businesses have been forced to stay current with what’s happening in the employee marketplace and how that affects pay. 96% of companies have begun increasing salary budgets. A study by WTW showed that the average salary increase hit 4.9% in 2022 compared to a four percent increase back in 2021. However, it is more important than ever for businesses to have a strategic plan while increasing salaries.

    Additional insights from the WTW survey show: 

    • 46% of employers cited employees have higher expectations for wage increases because of inflation
    • Two in three employers are budgeting for higher pay raises this year
    • 90% of employers are having trouble attracting talent
    • 75% of employers said the tight labor market is the main reason for increasing their salary budgets

    Will These Efforts Be Enough? 

    The question remains whether pay increases will be enough for workers as they continue to battle rising prices. Despite a 4.1% salary budget increase, businesses will still fall behind inflation with these pay raises. In turn, workers’ take-home pay is weakened, reducing their buying power. Even though workers continue to hold the upper hand in the job market, many still fear a recession is imminent, and they question the economy’s state.

    GMS Can Take Pressure Off Your Shoulders

    Although there is no way to predict the future and your employees’ response, GMS can certainly relieve you of some of the pressure you may be feeling. Our team of experts works diligently with your team to attract and retain quality employees. Our HR experts can help business owners conduct a salary analysis to determine the correct salary to offer employees based on the market conditions. No need to worry during these unprecedented times; allow GMS to take on the administrative burdens of running your business. Contact us today.

  • Legal issues must be considered when determining a hybrid work model. A hybrid work model combines working in the office with working remotely. A survey discovered that 68% of U.S. employees prefer a permanent hybrid work model after the pandemic ends. While a hybrid work environment may be a good solution for some, it also probes a handful of challenges.

    Legal Challenges For Hybrid Work Environments

    If you’re a business owner and you’ve considered transitioning into a hybrid work environment, you might want to consider the potential legal issues that come with the change. Hybrid work impacts tax compliance, reimbursement of working expenses, and the prohibition of discrimination. Regarding tax and legal compliance, your employees’ work and home locations must be up-to-date and consistent across all platforms.

    In addition, corporate tax rates and unemployment tax rates vary by state. Working in a state where a person does not live may result in income tax withholding in both states.

    Exempt or non-exempt

    Another challenge you may face when deciding on a hybrid work schedule is dealing with exempt and non-exempt workers. Should you have a non-exempt employee working a hybrid schedule, it will most likely be more challenging for the employer to comply with federal and state wage and hour laws. Employers must adhere to overtime pay, meal breaks, mandatory rest, and more.

    Discrimination 

    In addition, as an employer, discriminating against people from legally protected groups is unacceptable. You cannot allow or deny hybrid work for individuals based on gender, age, race, religion, and others. To ensure you are complying, have a written policy outlining the criteria that determine whether to allow or deny a hybrid work schedule request.

    How GMS Benefits Your Business

    Since many businesses have begun implementing a hybrid work schedule, it’s vital for the growth of your business to do what’s best for your employees. A study showed that 63% of employers currently offer hybrid work opportunities. Knowing that, it may be in your best interest to provide a hybrid work schedule to your employees to retain and attract quality talent. Want to learn more? Contact us today.

  • The U.S. Small Business Association (SBA) declared that six states would become eligible for the Economic Injury Disaster Loan (EIDL). The loan is available to those who reside in South Dakota, Texas, Nevada, Nebraska, Kansas, and Idaho. The loan becomes available after the Secretary of Agriculture declares a disaster. The Secretary of these states announced the drought on June 13th, 2022.

    Which Disasters Qualify 

    Through the EIDL, the SBA provides low-interest, long-term loans to support: 

    • Businesses
    • Non-profit organizations
    • Renters
    • Homeowners

    The idea is designed to help businesses located in an area that has experienced the following disasters:

    • Drought
    • Flooding
    • Wildfires
    • Hurricanes

    How To Apply

    There are three steps to easily apply for EIDL loans: 

    • Check disaster declarations
    • Apply for the disaster loan
    • Check your status for monetary rewards 

    Businesses can easily apply online and receive further information. The deadline to apply for an economic disaster loan is February 13th, 2023. 

    Processing Loan Application

    Due to an overwhelming number of applications, the SBA has halted processing. Senators decided to step in since SBA has not progressed in processing applications. The loans serve as an essential source of capital for businesses within the area. This has become even more problematic as business owners are unable to get credit from other lenders.

    The original May 6th deadline for the initial requests was announced at the end of April. As applicants have not received the final say, senators have found it unacceptable. As the SBA has received criticism, the borrowers are still in need.

    GMS’ Support 

    In the aftermath of a disaster, rebuilding a business can be challenging. That’s when you need a reliable partner like GMS to help guide your business in the right direction. When it comes to changing legislation, GMS will always ensure your business remains compliant and that you are aware of available grants that would benefit your business. Contact GMS today!

  • U.S. Citizenship and Immigration Services (USCIS) announced that employers have until July 31st, 2022, to update employees’ Form I-9, if needed. Previously, the Department of Homeland Security (DHS) adopted a temporary policy in response to challenges individuals experienced with renewing documents during the COVID-19 pandemic.

    If an employee presented an expired List B document between May 1st, 2021, and April 30th, 2022, employers are now required to update their Forms I-9. The following are considered List B documents that must be updated:

    • Driver’s license or ID card
    • School ID with a photograph
    • Voter’s registration card
    • U.S. military card or draft record
    • Military dependent’s ID card
    • And more

    Employees still employed must provide their employer with an unexpired document establishing their identity. No action is required if:

    • The employee is no longer employed
    • The List B document was automatically extended by the issuing authority, so it was considered not expired when presented. 

    Onboarding With GMS 

    You don’t have to worry about new rules and regulations when partnering with GMS. Our experts keep you up to speed on the latest legislative changes. We take your new hires through the onboarding process. Your new employees can easily submit any required forms and sign documents through our online portal, GMS Connect. Contact us today to learn more about how GMS can save you time and money.

  • As inflation continues to rise, many states have begun sending out aid to their taxpayers. Recently, over 14 states have approved a fourth stimulus check. However, this stimulus check will not follow the COVID-19 pandemic relief measures Americans have seen previously. These payments will exude a wide variety of monetary payouts and targeted locations. Government officials are aiming to ease the financial burdens brought on by COVID-19 and inflation.

    States That Are Eligible 

    According to Forbes Advisor, the 14 states that are eligible include:

    • California
    • Colorado
    • Delaware
    • Georgia
    • Hawaii
    • Idaho
    • Illinois 
    • Indiana
    • Maine
    • New Jersey
    • New Mexico
    • Minnesota
    • South Carolina
    • Virginia

    Each state is providing ways that Americans can become eligible for relief payments. Learn more about the additional states that are currently working to get the stimulus approved.

    Additional Rebates

    Energy Rebate

    One way government officials have begun to step in is through the Gas Rebate Act of 2022. The act would rebate energy payments of $100 per month. This would be available to eligible taxpayers in all states by the end of 2022. Dependents would also be eligible for an additional $100 a month.

    The payment structure would be similar to the previous stimulus plans, which allow married filers to receive the full payment with incomes up to $150,000 and single filers earning up to $75,000. However, Congress is still discussing the possibility of offering payment plans in this manner.

    Tax Rebates

    The 14 states have initiated offering tax rebates to their residents which will vary in each state, based on the available funds. While each state is considering different ways for payout, many are doing so through tax rebates, passing bills, grocery tax cuts, and an additional budgeted surplus within the state.

    Frontline Workers

    States could potentially limit the fourth stimulus check to frontline workers. States will require a certain income standard or direct amount of time spent working with COVID-19 patients.

    Unemployed Workers

    In addition, states will also begin to limit the funds to unemployed workers between specific dates. This is for state residents who were not able to work due to COVID-19, without access to remote work.

    What’s Next For Americans

    With the additional measures being taken, there are many steps that go into this funding initiative. Legislators must push the relief through each state. While implementing gas rebates, tax stipends, and stimulus checks is beneficial to employees, there is still a concern about rising inflation. The additional rebates are going to be crafted by each state and have different requirements in which they will allocate the funds.

    Partner With Us

    When you partner with GMS, our HR experts can ensure you never miss out on a legislative change. As states continue to implement the fourth stimulus check, you won’t miss out on an update. GMS removes the liabilities that come along with running a business. Taxes, payroll, and additional services are streamlined for you and your employees. Contact us today.

  • According to the U.S. Equal Employment Opportunity Commission, employers are now able to dive into an employee’s symptoms, should they call in sick. Employers may ask all employees who physically remain in the office if they have COVID-19 or symptoms associated with COVID-19.

    In addition, employers are allowed to measure employees’ body temperature. However, should an employee have a fever, it is required that the employer keep that information confidential under the Americans with Disabilities Act (ADA).

    Additional advice from the EEOC includes: 

    • The ADA can’t interfere with employers following the recommendations of the Centers for Disease Control (CDC) and Prevention of Public Health authorities. 
    • An employer may send an employee home if they have COVID-19 or symptoms. 
    • Employers may follow the CDC, state, and local public health authorities’ advice regarding the information needed to permit an employee’s return to the workplace after visiting a specified location, whether for business or personal reasons. 
    • Employers and employees “are encouraged to use interim solutions to enable employees to keep working as much as possible.”
    • Although some individuals with COVID-19 do not have fevers, employers may conduct medical exams after making a conditional employment offer. 
    • Employers may delay the start date of a new hire with COVID-19 or show symptoms of the disease. 
    • Employers can withdraw a job offer when the applicant needs to start immediately, but the individual has COVID-19 or symptoms. 

    Partner With GMS!

    The last thing you want is an employee to come to work with COVID-19 or symptoms. By following the new guidelines enforced by the EEOC, you are taking proactive steps to ensure the safety of your employees. When partnering with GMS, you are provided access to many benefits and resources to assist with these efforts. As part of our premier employee benefits administration services, we provide clients with access to Telehealth. Telemedicine can save you and your employees time and money by having access to a licensed physician virtually. Should your employees feel sick, they can call or video chat with a physician and investigate the root of the problem, ultimately limiting the exposure to COVID-19. Learn more.

  • Since the beginning of COVID-19, the job market has continued to experience rapid loss – so much so that it has coined the term The Great Resignation. However, last month the unemployment gap began to show signs of improvement. According to the Bureau of Labor Statistics, U.S. employers added 372,000 new jobs over the past month. This surpassed the forecasts of economists; the U.S. was vastly heading into a recession due to a lack of employment offerings.

    Where Is The Growth 

    When looking at the rapid job growth in June, the specific industries listed below lead the increase: 

    • Professional and business services
    • Leisure and hospitality 
    • Health care

    When it comes to overall unemployment, the gap has now reached 524,000 jobs. While these industries maintain strong job growth, labor force participation did not see a major rise. The number of people in the labor force fell by 353,000.

    Overall Unemployment

    The private sector has recovered and exceeded the employment opportunities, gaining over 140,000 jobs compared to pre-pandemic. However, the overall unemployment rate has still remained at 3.6%, correlating to about two jobs for each unemployed worker. The labor market will continue to remain on the rise as the economy remains low.

    Candidates Power Continued

    According to SHRM, the average hourly wage increased by 10 cents in June, although it remains a tight labor market. Candidates continue to hold the power over their workplace and organization. Through this, employers have implemented a variety of benefits to attract and retain top talent. With new positions on the rise, it is more vital employers implement the benefits their employees desire.

    Why GMS

    Partnering with GMS allows you to ease the administrative functions of your business. Through the ups and downs of the economy, it’s important to continue ongoing efforts to attract and retain top talent. Through times of rapid change and uncertainty, you can rely on GMS. Contact us today!

  • When the U.S. Supreme Court revoked the federal right to an abortion, many companies stepped in to support their employees. Companies including Amazon, Apple, Disney, and many others pledged to cover all travel expenses for employees that live in states where the procedure has now been made illegal.

    How Businesses Have Stepped Up For Their Employees

    However, businesses that announced their plan to offer travel benefits did not provide details, and it’s unclear if they will be able to legally. As a business owner, you must protect your employees’ privacy and keep them safe from prosecution. Employers have created supplementary policies that employees can buy to cover the costs of abortion travel. Additionally, businesses are contacting insurers to determine if travel can be added to their current insurance plans and figuring out how to offer a benefit without breaching employees’ privacy.

    Employees are not required to tell their managers they are traveling out of the state to have an abortion. According to Sharona Hoffman, a health law professor at Case Western Reserve University, individuals will most likely have to tell human resources or a similar department that they are pregnant and would like to get an abortion. Depending on the company, the business or its health insurer would provide money upfront or reimbursement.

    Challenges Businesses Could Face

    With these announcements come many potential challenges. Adding travel benefits to a current medical plan carries risk. While the federal Health Insurance Portability and Accountability Act (HIPAA) protects sensitive patient information, it can be overruled in cases where a crime has been committed. This could directly impact businesses in states where abortion is now a crime. In contrast, some employees may oppose abortion and get upset that their company pays or reimburses the travel of other employees. Other arguments employees may pose include not paying for travel for fertility treatments or transgender health care.

    Listen To Your Employees!

    At the end of the day, as a business owner, your job is to make sure your employees feel heard and valued. You want what’s best for your employees. We help business owners stay in the know while being their trusted advisors for delicate topics such as abortion. Don’t let these ever-changing laws and regulations prevent you from doing what you do best- growing your business. Contact us today.

  • Implementing sexual harassment training within your business is imperative, as it creates safer workplaces for all employees. Unfortunately, sexual harassment, sexual assault, and a hostile work environment are everyday realities for individuals. Sexual harassment training serves many purposes, including education, compliance with laws, and risk mitigation. More and more state and local jurisdictions require employers to provide training.

    There are currently nine states/cities that mandate sexual harassment training in the workplace, including:

    California 

    Any employer with five or more employees must provide sexual harassment training. The following must be trained:

    • All employees
    • Supervisory employees must be trained for at least two hours
    • Non-supervisory employees must be trained for at least one hour

    Within six months of an employee’s hire date, nonsupervisory employees and supervisory employees must be trained. For part-time employees, training is required within the first 30 days of their hire date or within the first 100 hours worked. In addition, every two years, all employees must complete the ongoing training.

    Connecticut 

    Employers must provide sexual harassment training to their supervisors, regardless of size. An employer with three or more employees must provide training to all employees within six months of their hire date. Every 10 years, employees must repeat the training for at least two hours.  

    Delaware 

    Any employer that has 50 employees or more must provide sexual harassment training. All new hires must be trained within their first year of employment. In addition, all employees must be trained every two years. 

    Illinois 

    All employers with one or more employees must partake in sexual harassment training as soon as they’re employed. This training must recur every year to stay up-to-date with the newest training protocols. 

    Chicago 

    In Chicago, every employer must also provide their employees with a dedicated hour of bystander sexual harassment training annually. Employers have until June 30, 2023, to begin providing this training. Bystander training should include:

    • Employees recognizing situations of potential sexual harassment
    • Understanding institutional structures and cultural conditions that facilitate sexual harassment
    • Overcoming barriers to intervening
    • Identifying safe and effective intervention options
    • Taking action to intervene 

    Maine 

    An employer with 15 or more employees must train all employees. Training must be completed within the first year of a new hire or being promoted to a supervisor. There is no requirement on how frequently employers in Maine should partake in sexual harassment training.

    New York State 

    In New York, every employee must be trained as soon as they begin employment at your business. Additionally, ongoing training should be completed annually.

    New York City

    For employers with 15 or more employees in New York City, you must provide training to all employees within the first 90 days of their hire date. This training must be completed on an annual basis.

    Washington State

    Every hotel, motel, retail, security guard entity, or property services contractor that employs an “employee” must complete training as soon as they are hired. An “employee” in this case means an individual who spends most of their working hours alone, or whose primary work responsibility involves working without another coworker present, and who is employed by an employer as a janitor, security guard, hotel or motel housekeeper, or room service attendant. There is no requirement on how often the training must occur once the first training is completed.

    Invest In Proper Training To Ensure Workplace Safety

    Without a healthy and efficient workforce, business owners cannot keep operations running and thriving. Our experts will train your employees to ensure they follow safe workplace protocols. In addition, we provide clients with access to an employee learning management system where you can easily send new learning modules to your employees. This is an excellent source to implement ongoing training if your company is in a state that requires frequent training. To learn more about the benefits of implementing a learning management system, read our blog.

  • Illinois Governor JB Pritzker signed the Family Bereavement Leave Act (FBLA) into law, amending the Illinois Child Bereavement Leave Act of 2016 (CBLA). Established in 2016, the Child Bereavement Leave Act was adopted giving employees 10 workdays of unpaid leave to grieve the loss of a child. However, the FBLA expands the scope of unpaid bereavement.

    Two Key Amendments 

    The adaptation of this law is a result of two major changes:

    • A clear definition of who is eligible for coverage
    • Inclusion of fertility-related loss as an acceptable reason an employee may use leave

    Who Is Eligible 

    Under the FBLA, employers must provide up to two weeks of unpaid leave to Family and Medical Leave Act (FMLA) -eligible employees grieving the loss of a family member or tragic event. The definition of covered family members was clarified including:

    • Spouse
    • Domestic partner
    • Sibling
    • Parent
    • Parent-in-law
    • Grandchild
    • Grandparent
    • Stepparent
    • Child

    Additional Leave

    The FBLA requires that employers now provide additional leave regarding negative fertility events:

    • Miscarriage
    • Still-birth
    • Failed adoption
    • Failed surrogacy
    • Negative fertility diagnosis 

    What Employers Need To Know

    Employers are not subject to adding additional unpaid leave other than what is stated under the FMLA. As an employer, you are permitted to request reasonable documentation to accept a leave request. However, you may not ask for details of the event linked to employee leave. If an employee wishes to use the FBLA, there must be a 48-hour notice to the employer. As with FMLA, employees will only become eligible after 12 months of employment or 1,250 hours worked.

    Why GMS

    State laws and regulations are ever-changing. When you partner with GMS, employers gain total administrative support through our HR experts. GMS ensures that through all changes, your business will remain compliant. Contact GMS today to discover how we simplify the administrative duties of your business.