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  • As a business owner, you have to make difficult decisions every day. Letting an employee go is arguably one of the most unpleasant and difficult tasks you can face. Human resources challenges like this can be challenging not only for managers but also for employees and significantly impact company morale. Even if you handle everything perfectly, there will likely be hurt feelings and uncomfortable conversations to navigate. Throughout this decision, it’s crucial to comply with regulations to ensure legal coverage for your business.

    Despite many employers operating under “at-will” employment, which allows them to terminate employees without cause, there are still legal boundaries to consider. Many states enforce regulations around good faith and fair dealing, protecting employees from terminations rooted in malice. Additionally, federal and state anti-discrimination laws safeguard employees from being fired for reasons related to race, gender, age, religion, disability, sexual orientation, and other protected classes.

    If firing an employee is necessary, you need to properly prepare to safeguard your business and remain compliant with federal and state laws.

    Before Termination

    Before you decide to fire an employee, it’s crucial you’ve done your due diligence. This includes having well-defined policies and procedures in place for your team. Key policies should cover areas such as harassment and bullying, employee discipline, and termination procedures. It’s also important to have your team regularly review these policies to ensure everyone is aware and in line. This approach minimizes the risk of an employee claiming they were unaware of your standards and filing a lawsuit for wrongful termination in the future.

    In addition, set clear, achievable goals for your employees over a defined timeframe and provide consistent performance feedback. This approach ensures employees are aware of their standing and areas for improvement.

    Performance improvement plans (PIP) are an excellent tool for employees who do not consistently meet expectations. These plans should comprehensively outline the employee’s shortcomings and include documentation of expected performance. Additionally, it should lay out the potential consequences, including termination, and a corrective action plan with signatures from both the employee and their supervisor. This paper trail can help you defend your decision if a former employee files claims against you.

    Employee Termination Best Practices

    If you’ve determined that letting an employee go is the necessary course of action, it’s essential to handle the process with care, as how you handle the dismissal can affect their reaction and potential legal actions. Think about the timing and location of the conversation. It’s best to avoid public areas where other employees might overhear. Legally, a face-to-face meeting is not required (unless the employee has a disability that requires it). Termination can be conducted over the phone or via videoconference and should be in situations where:

    • The employee’s behavior could cause you or your staff harm
    • The employee cannot be located
    • The employee is a remote worker
    • The employee is unable to meet in person

    Before the termination meeting, it’s essential to be well-prepared. Aim for a concise yet informative discussion covering: 

    1. The purpose of the meeting: At the beginning of the meeting, clearly state why you are meeting
    2. Performance review: Summarize the performance issues that led to this decision
    3. Grounds for termination: Provide a straightforward explanation for the termination
    4. Effective date: Inform the employee of the date when the termination takes effect
    5. Finality of decision: Make it clear that the decision is final and not open for negotiation 
    6. Company property: Outline the process for returning any company equipment or property
    7. Next steps: Discuss any additional steps, such as final paychecks and benefits information 

    During the termination meeting, it’s vital to ensure there are at least two members from your organization to witness. This should include the employee’s immediate supervisor, who is most familiar with the employee and clearly understands the reasons behind the termination, and an HR representative. If your team doesn’t have an HR representative, include a senior member of the company or the business owner.

    They’re essential for covering the termination’s administrative and procedural aspects, including final pay, benefits, and other relevant information. In addition, an HR representative can help manage and diffuse emotional responses, ensuring the conversation remains professional and respectful.

    Communicate With Your Team

    The final step in the termination process is to inform the remaining team members. It’s essential to strike a balance between transparency and confidentiality. You should communicate internally that the employee has left the organization but avoid sharing sensitive details. Focus on discussing the transition plan, outlining how the team will adapt and move forward. Be prepared to address any concerns that arise promptly and clearly. Furthermore, dispelling rumors is crucial to maintaining a positive and productive work environment.

    Termination Compliance And Documentation

    When terminating an employee, one of your primary obligations is to provide their final paycheck. Be aware that different states have varying regulations regarding the timing and method of delivering this final payment. Ensure you understand your state’s specific laws and requirements to avoid legal penalties or complications. Compliance with these regulations guarantees a smooth and lawful termination process.

    In addition to their final paycheck, other information to provide includes the following:

    COBRA notice

    If your terminated employee is eligible for continued health coverage, you must inform them of their rights. They should receive a notice detailing their options for health coverage continuation, such as COBRA in the United States, within 30 days of their termination. This notice should clearly explain the process for electing continued coverage, the associated costs, and the coverage duration.

    Benefits

    Clarify how their benefits will be handled. This includes details about life insurance policies and compensation for accrued vacation or sick time. Many states require the employer to pay out unused paid time off (PTO), so ensure you follow the laws of your state.

    Severance

    If you have a severance agreement with your employee, follow the terms of the contract. This includes adhering to provisions regarding monetary compensation, continuation of benefits coverage, handling of company equipment, and any other aspects specified in the agreement.

    Restrictive contracts

    If your employee has signed a non-compete or non-solicitation agreement, reviewing these documents as part of the termination process is important. This review helps protect your company’s assets and confidential information.

    Maintaining proper documentation regarding employee performance and ensuring compliance with local state laws and regulations are paramount strategies for protecting your business. By having clear, documented justifications for the termination and adhering to legal requirements, you create a strong defense in case of any legal challenges. This not only demonstrates fair and lawful employment practices but also reinforces the integrity and professionalism of your business operations.

    Human Resources With GMS

    Partnering with a professional employer organization (PEO) like GMS can give you peace of mind when it comes to compliance. Not only do we offer assistance regarding laws and regulations, but we can also help you train and track your employees’ progress with our human resource information system (HRIS).
    Our HRIS is software that can collect and report all employee data in a centralized hub. It manages the entire lifecycle of an employee from their initial application through hiring, retirement, or termination. Ready to save time and grow your business through expert HR management and technology? Contact us!

  • Ohio business owners – get ready! Ohio’s minimum wage is set to increase on January 1st, 2024, to $10.45 per hour for non-tipped employees and $5.25 per hour for tipped employees. The new minimum wage will apply to employees of businesses with annual gross receipts of more than $385,000 per year. Currently, the minimum wage is $10.10 per hour for non-tipped employees and $5.05 per hour for tipped employees. In addition, the 2023 Ohio minimum wage applies to employees of businesses with annual gross receipts of more than $372,000.

    History Of Minimum Wage

    The Constitutional Amendment passed by Ohio voters in November 2006 states that Ohio’s minimum wage must increase on January 1st each year based on the inflation rate. To determine this, the state minimum wage is tied to the Consumer Price Index (CPI-W) for urban wage earners and clerical workers over the 12-month period before September. This index increased by 3.7% from September 1st, 2022, to August 31st, 2023.

    What This Means For Small Business Owners

    As a small business owner, this change, which is rather small in the eyes of some, may seem like a significant increase. For employees at companies with annual gross receipts of $385,000 or less per year after January 1st, 2023, and for 14 and 15-year-olds, the minimum wage in Ohio is $7.25 an hour. This wage is tied to the federal minimum wage of $7.25 an hour, which, to change, requires an act of Congress and the President’s signature.

    Employers are required to post the most recent minimum wage poster in their business. To access the 2024 minimum wage poster, click here.

    Leverage PEO Expertise

    In the face of Ohio’s minimum wage increase in 2024, business owners find themselves at a crucial stage, seeking different ways to navigate these changes seamlessly. Have you ever heard of a professional employer organization (PEO)? A PEO gives business owners access to expertise in managing HR functions, payroll, compliance, and benefits. PEOs offer tailored solutions, from optimizing employee benefits to streamlining payroll processes, enabling businesses to adapt effectively to the new wage standards.

    Embracing the assistance of a PEO could be the key for Ohio businesses to not only weather the minimum wage increase but also to foster growth, stability, and success in the years to come. Fortunately, Group Management Services (GMS) is headquartered in Richfield, Ohio, ready to step in and help all business owners in Ohio navigate this wage increase. Get a quote from us today to kickstart your business in 2024.

  • In the aftermath of the COVID-19 pandemic’s economic repercussions, the landscape for employees drastically shifted. Temporary layoffs became a reality for thousands, prompting questions about accrued vacation pay and immediate compensation. A recent legal case in California brought this issue to the forefront, establishing critical insights into the obligations of employers during such chaotic times. Hotel employees were entitled to payment for accrued vacation following getting laid off without a specific return date.

    The Timeline: Layoffs And Legal Battles

    In March 2020, over 7,000 employees were laid off due to the pandemic’s ripple effect on business. However, it wasn’t until June 2020 that a termination notice was issued, marking an essential distinction in the eyes of the law. The employees argued that they were entitled to immediate payment for their accrued vacation time, which sparked a legal battle with their employer.

    The Dispute: Timing Of Accrued Vacation Pay

    At the heart of the dispute lies the question of when accrued vacation pay should be disbursed. The employees argued for immediate compensation upon the March 2020 layoff, citing California Labor Code’s prompt payment provisions. However, the employer held that such payment was only due upon the formal termination in June 2020.

    Legal Intervention

    The 9th U.S. Circuit Court of Appeals stepped in, underscoring the significance of prompt payment provisions within the California Labor Code. Reversing the initial judgment, the court directed the trial to consider the employer’s willingness to neglect immediate payment obligations. It drew upon Opinion Letter 1996.05.30 from the California Division of Labor Standards Enforcement (DLSE), affirming that a temporary layoff without a specified return date constitutes a discharge, triggering immediate payment of accrued wages.

    Additional Benefits

    Beyond accrued vacation pay, the case dove into the treatment of additional benefits received by the employees, specifically the value of complimentary hotel rooms. While the Fair Labor Standards Act (FLSA) excluded these benefits from regular pay calculations, the employees argued this exclusion. The court, however, upheld the exclusion, citing Department of Labor regulations that categorized such benefits as similar to other excludable payments under 29 C.F.R. Section 778.224.

    Implications And Clarity For Employers And Employees

    This legal battle sets a significant precedent, emphasizing the importance of prompt payment provisions during temporary layoffs. It solidifies that such scenarios constitute a discharge, necessitating immediate compensation for accrued vacation time, regardless of a formal termination date.

    In addition, the distinction drawn between regular pay calculations and additional benefits provides a clear guideline for similar cases. It ensures clarity regarding compensable income under state labor laws, obligating employers to meet immediate payment requirements for accrued wages during temporary layoffs. This minimizes financial uncertainties for affected employees and sets a precedent for fair treatment during temporary employment disruptions.

    Embracing Clarity In Uncertain Times

    In a rapidly evolving work landscape, understanding labor laws becomes paramount. This legal precedent empowers employees to assert their rights to prompt compensation and establish guidelines for fair treatment during uncertain employment periods. It serves as a crucial reminder for employers and employees to grasp evolving labor laws, ensuring protection and clarity amidst economic disruptions.

    Empowering Small Businesses Through Expert Guidance

    Managing layoffs and deciphering complex labor laws can be overwhelming for small business owners, especially during uncertain times. Small business owners wearing multiple hats, meet GMS, a professional employer organization (PEO). GMS’ experts tackle HR management, offering invaluable expertise in navigating layoffs, ensuring compliance with intricate labor laws, and implementing best practices.

    When you partner with a PEO like GMS, small business owners can access professional guidance, streamlined processes, and tailored strategies, allowing them to navigate layoffs with clarity and confidence. In times of mayhem, GMS empowers businesses to make informed decisions and uphold employee rights while managing the intricacies of workforce transitions. Contact us today to learn more.

  • In a move aimed at fostering opportunities for individuals with prior convictions, New York has taken a significant step forward by enacting the Clean Slate Act, which is set to take effect on November 16th, 2024. New York joined a handful of states embracing similar legislation; this act promises to transform the lives of many by automatically sealing certain criminal records, thereby advocating for second chance hiring and reintegration into society.

    The essence of this law lies in its mission to encourage employment for those with past criminal convictions while balancing the needs of employers to safeguard their interests. Under this legislation, the records of individuals convicted of specific state crimes will be sealed from public access after meeting the outlined criteria.

    Eligibility Criteria: Clearing The Slate

    For misdemeanor convictions, a minimum of three years after release from incarceration or sentence imposition is required for automatic sealing. Felony convictions demand at least eight years post-release from incarceration, provided there are no pending charges and no supervision from probation or parole departments.

    However, it’s crucial to note that certain convictions, such as Class A felonies warranting life imprisonment and offenses mandating registration as a sex offender, remain ineligible for sealing.

    Balancing Access And Protection

    While promoting reintegration into society, the law provides access to sealed records in specific instances. Entities such as courts, law enforcement, and those maintained by law for conducting background checks will still have access to these records under defined circumstances.

    Empowering Employers And Job Seekers

    For employers navigating this change, it’s imperative to understand the implications. The law doesn’t clear employers from conducting job-related analyses before taking adverse actions based on criminal convictions. Factors ranging from the nature of the offense to rehabilitation efforts must be considered in making informed hiring decisions.

    However, with sealed records, candidates may face confusion regarding the status of their past convictions during background checks. Employers must be prepared for such scenarios and uphold compliance with the state and local hiring requirements, ensuring consistency and legal adherence in their employment practices.

    Looking Ahead

    New York’s Clean Slate Act signifies a meaningful shift towards providing equitable opportunities for individuals seeking redemption from past mistakes. It underscores the importance of rehabilitation and societal reintegration while upholding the responsibilities of employers and job seekers in navigating these changes.

    Employers are encouraged to seek legal counsel to align their practices with the evolving legal landscape and ensure fair, informed, and compliant hiring changes. Or, you could consider partnering with a professional employer organization (PEO) like GMS. Our HR experts provide small business owners with expertise in navigating nuanced employment laws, ensuring fair and compliant hiring practices, and providing crucial guidance to employers seeking to embrace the spirit of this legislation. We can pave the way for a more inclusive and equitable workforce. Contact us today to learn more.

  • As we usher in a new year, now is an ideal time for companies to reassess, revamp, and realign their strategies. Amidst the flurry of resolutions and fresh starts, updating the employee handbook is one essential yet often overlooked aspect of this renewal process. This crucial document is the cornerstone of your company’s policies, guiding principles, and expectations for your workforce. Let’s take a closer look into the importance of revitalizing your handbook and how it can lay the groundwork for a successful year ahead.

    Reflecting Current Standards And Practices

    The business landscape is constantly changing, influenced by technological advancements, industry changes, and evolving societal norms. As a business owner, your employee handbook should mirror your organization’s current standards and practices. Updating your handbook ensures that your policies align with the following:

    • Latest legal requirements 
    • Industry best practices
    • Internal adjustments within your company 

    Fostering A Positive Workplace Culture

    Beyond legal compliance, the handbook is a tool for fostering a positive workplace culture. Emphasizing your company’s values, mission, and vision in the handbook reaffirms your commitment to creating an inclusive, diverse, and supportive work environment. Integrating policies that promote work-life balance, mental health support, and professional development opportunities underscores your dedication to employee well-being and growth.

    Promoting Clarity And Consistency

    Within any organization, clarity in communication is paramount. An updated handbook minimizes ambiguity by offering clear and consistent guidelines on company policies, procedures, and expectations. This clarity reduces misunderstandings and mitigates potential conflicts, allowing employees to navigate their roles confidently and align their actions with organizational goals.

    Adapting To Technological Advancements

    The rapid evolution of technology often introduces new tools and methods that streamline workflows and enhance productivity. Your handbook should reflect these changes, offering guidance on using new technologies, remote work policies, data security protocols, and any other technological advancements relevant to your industry.

    Strategic Steps For Handbook Enhancement

    As a business owner, we get that time is of the essence, and updating your employee handbook might feel daunting. Fortunately, we’ve got your back and have come up with four quick steps to spruce up your employee handbook without getting lost in the details.

    1. Comprehensive review: Begin with thoroughly reviewing your current handbook, noting outdated policies or areas requiring updates. 
    2. Legal compliance check: Collaborate with legal counsel to ensure all policies comply with current employment laws and regulations. 
    3. Engage employees: Consider seeking input from employees to identify areas for improvement or clarification in the handbook. 
    4. Communication strategy: Once updated, communicate the changes effectively to all staff members, ensuring accessibility and understanding. 

    GMS’ HR Account Manager Claire Dobish added, “Handbooks set clear expectations regarding their rights, responsibilities, and overall company standards. Keeping your handbook up-to-date reduces the risk of misunderstandings and issues between employees and employers. GMS updates their handbooks yearly to ensure state and federal compliances are in place to assist small business owners.”

    Still Feel Like A Daunting Task?

    Understanding the demands of your time is crucial, and revising an employee handbook may seem like an additional mountain to conquer. Yet, the significance of this document for your business remains undeniable.

    Meet Group Management Services (GMS), a distinguished professional employer organization (PEO). We take on the intricacies of your business’s operational aspects, including the burden that revising your handbook can impose. Our expertise becomes your advantage in streamlining this process.

    With our tailored solutions, we aim to alleviate the weight of administrative tasks, allowing you to focus on propelling your business forward. Elevate your handbook seamlessly and let GMS empower your business with an updated, compliant, and finely tuned handbook for 2024. Your time is precious – let us ensure it’s spent on strategic endeavors, not administrative challenges. Ready to redefine your employee handbook? Partner with GMS for an efficient, compliant, and confident future. Contact us today.

  • As the end of the year approaches, it’s time to review your HR policies and ensure they are up-to-date and compliant. HR compliance is intricate and constantly evolving. It’s a complex issue that can’t be overlooked or hastily reviewed, as noncompliance can have severe long-term consequences.

    Noncompliance can lead to significant penalties, damage to your reputation, decreased employee retention, and lower job satisfaction – all of which can have detrimental effects on your business. It’s crucial to be proactive to mitigate these risks. Regular audits, education on legal changes, and consistent policy enforcement can safeguard your organization.

    Moreover, a culture of compliance can enhance your company’s image in the eyes of potential talent, customers, and partners, leading to better recruitment opportunities, customer trust, and strategic relationships. It also fosters a positive work environment, which is instrumental in boosting employee morale and engagement. Investing in HR compliance is not just about avoiding negative outcomes—it’s about creating a solid foundation for your business’s success and longevity.

    Maintaining compliance is complex, so we’ve gathered a few things to consider as you wrap up the year.

    What Is HR Compliance

    HR compliance is the practice of adhering to all labor laws and regulations at the federal, state, and city levels.

    • Federal laws: These broad regulations apply to all U.S. employers, covering minimum wage, anti-discrimination, and benefits. A few examples include the Fair Labor Standards Act (FLSA), Title VII of the Civil Rights Act, and the Affordable Care Act (ACA).
    • State laws: Each state has its own set of employment laws that can expand upon or differ from federal regulations. These include higher minimum wages, stricter anti-discrimination laws, or different overtime pay requirements.
    • Local laws: In some cases, local governments enact ordinances that affect employment practices within their jurisdictions. For example, some cities have their own paid sick leave requirements that are more generous than state or federal provisions.

    Businesses that operate across multiple states face a magnified challenge when it comes to compliance. You must ensure you’re not only meeting the federal baseline but also adhering to the varied requirements of each state in which you operate. 

    HR Compliance Checklist

    To set yourself up for success, wrap up the year by reviewing and ensuring your HR policies are up to date. While it can be a lot to manage, a little work now will save you time and stress later. The following is a list to get you started:

    OSHA regulations

    • Assess and update your job safety and health training programs to ensure they are current and effective.
    • Keep precise documentation of work-related injuries and illnesses using OSHA’s Form 300 log.
    • Evaluate personal protective equipment (PPE) needs to identify the required safety gear for employees.
    • Post the official OSHA Job Safety and Health poster in a prominent location where all employees can see it.
    • Establish and maintain transparent channels for employees to report workplace hazards or compliance issues without fear of retaliation.

    Workers’ compensation 

    • Ensure your business is compliant with state-level regulations for workers’ compensation. 
    • Establish and maintain correct protocols for reporting and filing workers’ compensation claims. 
    • Conduct an assessment of your workplace to confirm it’s secure and hazard-free. 

    Employee information and W-2s 

    • Check your records and ensure you have updated addresses from your team to ensure they receive their W-2s immediately.
    • Confirm you have all social security numbers or federal employer identification numbers (FEIN) to avoid penalties from the IRS.

    Benefits and leave

    • If you have 50 or more employees, you’re required to provide health care coverage under the ACA.
    • Review employee classifications to ensure accurate benefit entitlements.
    • Familiarize yourself with the Family and Medical Leave Act (FMLA), which allows up to 12 work weeks of leave annually and requires you to keep records for no less than three years.
    • Review and communicate your leave application process to ensure employees understand how to request leave and the approval process.
    • Perform a thorough examination of all benefit offerings to verify their adherence to regulatory standards.

    Hiring practices

    • Review your hiring practices and job postings. Avoid discriminatory language that would violate Title VII of the Civil Rights Act.
    • Retrain your hiring managers on appropriate interview questions to avoid any illegal questions. For example, you can’t ask if someone has a disability or a medical condition. You can, however, ask if they will be able to perform the job with or without reasonable accommodation.

    Onboarding

    • Update your employee policies and ensure employees have easy access to them via an employee handbook.
    • Review your onboarding process to ensure each new hire understands your company’s policies and how to remain compliant.

    While this checklist is comprehensive, it does not encompass everything your business needs to ensure compliance. You should revisit laws and regulations specific to your industry and location to ensure you haven’t missed anything.

    How GMS Can Help

    As a business owner, you may discover that you can no longer manage administrative tasks or keep up with the ins and outs of HR. That’s where we come in. We manage a range of responsibilities for your business. From payroll tax to employee benefits, we focus on administrative work so you can focus on what truly matters in your business.

    At GMS, we take HR off your plate. In addition, we offer four types of HR audit programs to meet your specific needs, including the following:

    • Compliance audit: This focuses on how compliant your business is with federal, state, and local laws and regulations.
    • Best practices audit: This audit reviews your competitive advantage by comparing your HR practices to proven best practices.
    • Strategic audit: This audit helps identify your strengths and weaknesses and helps ensure your HR processes align with your organization’s strategic plan.
    • Function-specific audit: Need help with something specific? We can run focused audits on areas such as payroll, hiring and onboarding, and risk management, to name a few.

    For all of your HR needs, we’re here to help. We’ll connect you with one of our dedicated HR specialists who can lighten your load so you can focus on other areas of your business. Contact us today!

  • In a move for California’s food industry, Governor Gavin Newsom signed Senate Bill (SB) 476 into law in October. This legislation, set to take effect on January 1st, 2024, carries significant implications for the state’s food facility employers and their workers. Under SB 476, food facility employers are now mandated to pay for their employees’ food handler cards and the time spent obtaining them, marking a significant leap forward in protecting the rights and well-being of food service workers.

    What Is A Food Handler Card, And Why Does It Matter?

    Before we dive into the details of SB 476, let’s get a better understanding of what a food handler card is and why it’s crucial. A food handler card is a certification required by the state Health and Safety Code for anyone involved in the preparation, storage, or service of food in a food facility. It’s designed to ensure that those working with food possess the necessary knowledge and skills to maintain the safety and hygiene standards crucial in the food industry.

    Before SB 476, obtaining a food handler card was often an expense borne by the employee, including the costs associated with taking the necessary training courses and examinations. However, with the new legislation, a fundamental shift in responsibility has occurred.

    The Power Of SB 476

    Under the provisions of SB 476, employers must now cover all costs associated with their employees obtaining a food handler card. This not only includes the cost of the certification but also compensates employees for their time spent attending training courses and taking examinations. This law mandates that employees are relieved of all other work duties while undergoing this training.

    One of the most notable aspects of SB 476 is the prohibition against conditioning employment on the applicant or employee having an existing food handler card. This means that obtaining a card is no longer a prerequisite for employment, which can open doors for many job seekers and reduce barriers to entry in the food industry. With this change, the focus is on providing employees with the tools and training they need to succeed in their roles.

    A Win-Win For Employers And Employees

    SB 476 represents a win-win situation for both food facility employers and their employees. Employers benefit from a more knowledgeable and skilled workforce, which can lead to improved food safety and customer satisfaction. On the other hand, employees can take advantage of enhanced opportunities for employment and career growth within the food industry, all while being fairly compensated for their time and expenses in obtaining their food handler cards.

    How A PEO Can Help Business Owners

    Navigating these changes and ensuring compliance can be a complex process for business owners, particularly in the food industry. The following is how a PEO like GMS can provide invaluable assistance to your business in California:

    1. HR expertise: GMS offers expertise in human resources, ensuring that businesses understand the implications of SB 476 and helping them develop policies and procedures to remain compliant. They can advise on how to structure compensation, reimbursements, and employee time management effectively.
    2. Training and education: We provide access to training and educational resources that can assist businesses in offering the required food handler courses to their employees through our learning management system (LMS). This can streamline the process, ensuring employees receive the training they need.
    3. Compliance assistance: SB 476 introduces a significant level of complexity regarding employee compensation and compliance. Our experts help business owners understand and adhere to these new requirements, reducing the risk of legal issues and penalties.
    4. Recruitment and onboarding: Since SB 476 eliminates the need for food handler cards as a precondition for employment, businesses might face an influx of job applicants. Our HR experts can help streamline the recruitment and onboarding process, saving time and resources.
    5. Employee benefits: We offer comprehensive benefits packages that can help businesses attract and retain top talent in a competitive industry. This can be appealing to potential employees who value additional benefits beyond fair compensation.

    By leveraging GMS’ expertise, training resources, and support, California business owners in the food industry can thrive in this evolving landscape while prioritizing their employees and their bottom line. Contact us today to learn more.

  • In today’s fast-paced and competitive business landscape, effective performance management is essential for an organization’s success. Performance management tools have traditionally focused on measurement, providing valuable insights into key performance indicators (KPIs) and individual or team performance metrics. While measurement remains a critical aspect, the true potential of these tools extends far beyond quantification.

    The Limitations Of Pure Measurement

    Performance management tools primarily focusing on measurement tend to capture only a narrow view of employee or team performance. Metrics such as sales targets met or deadlines adhered to are undoubtedly important, but they do not paint a complete picture. They fail to account for the nuances of an individual’s contributions, the underlying factors affecting performance, or the broader context in which work occurs. To truly harness the potential of your workforce, performance management tools must go beyond these quantitative metrics.

    Shifting Toward Holistic Assessment

    Performance management tools can be transformational when they adopt a more holistic approach to assessing performance. This entails considering qualitative aspects such as skills development, innovation, collaboration, and the overall impact of an employee or team on the organization’s mission and values. Holistic assessment recognizes that employee engagement, job satisfaction, and personal growth are as crucial as hitting numerical targets. It’s about understanding the “how” and “why” behind performance, not just the “what.”

    Encouraging Continuous Feedback And Improvement

    Beyond measurement, performance management tools can promote a culture of continuous feedback and improvement. Regular check-ins, self-assessments, and peer reviews can provide valuable insights into an employee’s strengths and areas for development. When these insights are integrated into the performance management process, employees can be empowered to take control of their growth and development, creating a more engaged and motivated workforce.

    Fostering Employee Development

    One of the most powerful aspects of performance management tools that transcend measurement is their role in fostering employee development. By focusing on learning and growth opportunities, these tools can facilitate skills development, career progression, and personal development plans. When employees see that their organization is genuinely invested in their growth, they become more committed, motivated, and loyal.

    Aligning Performance With Organizational Goals

    Performance management tools that go beyond measurement help align individual and team performance with broader organizational goals. This alignment is critical for achieving a shared vision and ensuring that employees contribute to the company’s strategic objectives. When everyone understands how their work connects to the bigger picture, motivation, and engagement soar.

    Enhancing Manager-Employee Relationships

    Performance management tools also play a pivotal role in strengthening manager-employee relationships. Regular feedback and open communication create an environment of trust and transparency. When managers focus on guiding and coaching their team members rather than simply evaluating their performance, a collaborative and supportive atmosphere is essential.

    Acknowledging The Human Element

    In the pursuit of transcending measurement, performance management tools must recognize the intrinsic human element in performance. Emotions, aspirations, and the work environment all influence how employees perform. Tools that acknowledge these factors are better equipped to help individuals and teams reach their full potential.

    Unlocking Business Potential

    As the business environment continues to evolve, the support of a professional employer organization (PEO) becomes increasingly important. PEOs like GMS extend a helping hand that reaches far beyond the conventional realms of HR and payroll services. They bring a holistic approach that empowers organizations to hone in on their core strengths. With their expert guidance on compliance, benefits administration, and risk management, PEOs liberate precious time and resources. This liberation, in turn, allows businesses to not just survive but truly thrive.

    At GMS, our HR experts ensure that your employee policies comply with all legal regulations and policies. Our performance review system offers the following:

    • Consistent feedback
    • Employee development
    • Goal setting
    • Tracking and documentation
    • Reporting
    • Customizable email templates and calendar invitations 
    • Training and implementation

    By partnering with a PEO, companies can navigate the intricate maze of workforce management, shed the weight of administrative tasks, and cultivate an environment that nurtures employee growth and development. In a world where operational efficiency and strategic expansion are paramount, PEO assistance isn’t merely an option; it’s a strategy that serves as the driving force behind a company’s progress. Contact our experts at GMS today.

  • In an era where streaming services have become an integral part of our lives, there’s something captivating about having all your favorite shows and movies in one central location. Imagine having access to all the content you love, organized on one platform. It’s not just convenient; it’s also efficient. In the world of business, a similar revolution is happening through the professional employer organization (PEO) model. PEOs consolidate HR services, making them easily accessible to small business owners.

    Continue reading to explore the PEO model and how it operates as the Netflix of HR services, offering many benefits for small business owners.

    What Is A PEO?

    To understand the PEO model, we first need to grasp its core concept. A PEO provides comprehensive HR services to small and medium-sized businesses. These services include payroll management, employee benefits administration, compliance assistance, and more. Essentially, PEOs serve as a one-stop shop for all your HR needs.

    Much like your favorite streaming platform, a PEO offers a variety of “shows” (services) bundled together, ensuring you get access to all the essential HR functions without the hassle of dealing with multiple providers.

    Streamlining HR Operations

    When you subscribe to multiple streaming services, managing different subscriptions, logins, and content libraries can be overwhelming. The same applies to small business owners managing various HR functions. By partnering with a PEO, you can streamline your HR operations in a similar way. PEOs consolidate payroll, benefits administration, employee onboarding, and more into one unified platform. This simplifies the HR process, reducing administrative complexities and improving efficiency.

    Cost-Efficiency

    One of the most compelling aspects of streaming services is the cost-efficiency. However, as more streaming services have launched, you spend more time and money watching different shows on different platforms. Wouldn’t it be more efficient and cost-effective if you could consolidate all your streaming platforms into one?

    Similarly, small businesses that partner with a PEO can experience significant cost savings. PEOs leverage their buying power to negotiate better rates for employee benefits and workers’ compensation. This means that small business owners can provide competitive benefits to their employees at a more affordable cost. It’s like getting premium content at a discounted rate, making your business more attractive to top talent.

    Expertise And Compliance

    Streaming services offer curated content, ensuring that subscribers get the best entertainment options without the hassle of searching. Similarly, PEOs are experts in HR services, guaranteeing that your business complies with the ever-evolving labor laws and regulations.

    PEOs keep you up-to-date with the latest HR trends, best practices, and legal requirements, which can be a complex task when managing HR in-house. This expertise minimizes the risk of costly mistakes, providing peace of mind for business owners.

    Scalability

    Streaming platforms adapt to your needs. If you need more screens or higher resolution, you can easily upgrade your subscription. The PEO model is just as scalable. As your business grows, a PEO can seamlessly adjust its services to accommodate your changing HR needs. Perhaps when you first partnered with a PEO, you only had one employee, so offering benefits wasn’t a top priority. Now, you’ve gained 30 employees, and suddenly, offering benefits is essential to attracting and retaining top talent. We can now provide you with various benefits packages.

    Whether you’re hiring more employees or expanding to new locations, a PEO can scale its services accordingly, ensuring that your HR remains efficient and compliant. It’s like upgrading to a premium subscription on your favorite streaming service, with added benefits and convenience.

    Look No Further

    Much like the joy of having all your favorite content in one place, the PEO model offers a consolidated, efficient, and cost-effective solution for managing HR services. Small business owners can benefit from streamlining their HR operations, cost savings, expert guidance, and scalability, all while ensuring compliance with employment laws.

    Partnering with a PEO like GMS simplifies your business, enhances efficiency, and delivers an exceptional HR experience. So, why juggle multiple HR providers when you can have it all in one place? Make your business HR-efficient and watch it grow with the power of a PEO. We’re one click away – contact us today to learn how we can be your one-stop solution.

  • In the world of employment verification, staying up-to-date with the latest regulations is crucial for employers and employees. Effective November 1st, 2023, significant changes have been made to Form I-9, Employment Eligibility Verification. These changes impact how employers verify the eligibility of their employees to work in the United States. If you’re a business owner, continue reading to closely examine the revisions made to Form I-9 and the implications for employers.

    The August 1st, 2023, version of Form I-9 brings a range of revisions designed to enhance its usability, accessibility, and compliance. The following are notable changes:

    1. Tablet and mobile compatibility: Form I-9 has been redesigned to be fillable on tablets and mobile devices, making it easier for employers and employees to complete the form electronically. 

    2. Remote verification option: A significant change is the addition of a checkbox that allows certain employers to indicate they have examined Form I-9 documentation remotely. This alternative procedure aligns with the U.S. Department of Homeland Security’s new guidelines. It provides an option for remote examination rather than physical examination of documentation. This change is especially significant in light of the shift towards more flexible and remote work arrangements.

    3. Redesigned Lists of Acceptable Documents page: The Lists of Acceptable Documents page has been updated for clarity and ease of use. This section guides employers and employees on which documents are acceptable for establishing identity and employment authorization.

    4. Updated notice to avoid discrimination: Form I-9 now includes an updated notice that provides guidance on preventing discrimination in the Form I-9 process. Ensuring the employment eligibility verification process is free from bias and discrimination is critical.

    5. Reduced instruction pages: The instructions accompanying the Form I-9 have been streamlined. Previously, there were 15 pages of instructions; now, there are only eight. This reduction aims to make the instructions more concise and user-friendly, helping employers and employees navigate the process more efficiently.

    New Edition Date

    The key change to Form I-9 is its edition date. Employers are now required to use the most current version of the form, dated August 1st, 2023. The previous edition, dated October 21st, 2019, will be valid until October 31st, 2023. From November 1st onwards, it’s essential for employers to switch to the updated form to ensure compliance with the latest regulations.

    Forms For Existing Employees

    The good news for employers is that they do not need to complete a new Form I-9 for current employees with a properly completed Form I-9. Unless re-verification is required for an employee after October 31st, refiling the updated form for existing workers is unnecessary.

    Consider Utilizing A PEO

    Navigating the employment verification and compliance landscape, many businesses are turning to professional employer organizations (PEOs) for expert assistance. PEOs like GMS are well-versed in the intricacies of Form I-9 and a broader realm of HR compliance. By partnering with a PEO, businesses can ensure that they seamlessly implement these changes, stay compliant with regulations, and reduce the administrative burdens associated with managing the workforce. Whether it’s adopting the latest edition of Form I-9, incorporating remote verification processes, or providing comprehensive guidance to employees, a PEO offers the expertise and support that can make a crucial difference in helping businesses thrive in an environment where compliance is paramount. When navigating these complexities, a PEO can be the trusted partner that empowers businesses to focus on what they do best while staying on the right side of the law. Contact us today to learn more.