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  • Columbus, Ohio, recently joined other states and municipalities that have passed laws prohibiting employers from inquiring into a job applicant’s salary history. The following cities in Ohio currently have these ordinances:

    • Toledo 
    • Cincinnati

    The Columbus ordinance covers all business owners within the city with 15 or more employers and their agents, such as job placement or referral agencies. It prohibits employers from asking applicants about their salary history, current or former employer, or searching publicly available records to obtain their salary history. An applicant is considered to be any individual applying for employment that will be performed within the city’s geographic boundaries and whose application will be solicited, received, processed, or considered in whole or in part in Columbus.

    The ordinance states that it’s an unlawful discriminatory practice for an employer to do the following:

    • Inquire about an applicant’s salary history, including prior wage, benefits, or additional compensation
    • Screen applicants based on their current wages, benefits, compensation, or salary history, including that an applicant’s salary history meets minimum or maximum criteria
    • Rely solely on an applicant’s salary history when deciding whether to extend an offer of employment or when determining an applicant’s salary, benefits, or other compensation
    • Refuse to hire or otherwise disfavor, injure, or retaliate against an applicant who doesn’t disclose their salary history

    However, employers can still ask applicants about their salary, compensation, and benefits expectations. In addition, employers may inquire into objective measures of the candidate’s productivity, including revenue, sales, or other production reports.

    Its’ prohibitions do not apply if another federal, state, or local law specifically authorizes reliance on salary history to determine employee compensation for a specific position. In addition, it applies to the following:

    • Internal transfers or promotions with a current employer
    • Voluntary disclosures by the applicant
    • Positions for which salary or compensation are set by collective bargaining
    • Applicants who are re-hired by an employer within three years of leaving the employer

    This ordinance goes into effect on March 1st, 2024. Once it’s effective, all employers who fail to comply with its prohibitions permit an applicant to file an administrative complaint with the Columbus Community Relations Commission. Should you violate the ordinance, you could be subject to civil penalties of $1,000 to $5,000.

    If you’re a GMS client and have questions, please contact your HR Account Manager. However, if you aren’t a client of GMS, contact us today to stay compliant with ever-changing laws and regulations.

  • The U.S. Citizenship and Immigration Services (USCIS) will be disposing of E-Verify records created on or before December 31st, 2012. E-Verify is an internet-based system that compares information an employer enters from an employee’s Form I-9 and employment eligibility verification to records available to the U.S. Department of Homeland Security and the Social Security Administration to confirm employment eligibility.

    What To Know As A Business Owner

    If you’re an E-Verify employer, you have until June 23rd, 2023, to download case information from the Historic Records Report to retain information about your older E-Verify cases. You’re required to record the following:

    • E-Verify case verification number on the corresponding Form I-9
    • Employment eligibility verification 
    • Attach a copy of the case details page to the Form I-9

    It’s essential to download the Historic Records report from E-Verify at the end of every year. 

    The Historic Records report provides case data, including basic company and case identifiers and case resolution information. The case data does not include sensitive employee information such as Social Security numbers or document numbers.

    To download Historic Records, click here for instructions.

    GMS Is Here To Help

    As this deadline is approaching quickly, consider partnering with a professional employer organization (PEO) such as GMS. GMS’ HR experts ensure that E-Verify employers are prepared to download case information before it’s deleted by monitoring case status, providing guidance and support, and maintaining records. We will keep your records of all E-Verify cases, ensuring you have access to the information you need. Ultimately, we help you comply with E-Verify requirements and avoid potential penalties. Contact our HR experts to get started today.

  • On March 13th, 2023, the Occupational Safety and Health Administration’s (OSHA) new rule outlining whistleblower protections under the federal Taxpayer First Act (TFA) took effect. Congress enacted the TFA in 2019 and required the Internal Revenue Service (IRS) to notify a taxpayer if the IRS or a Federal or State agency recommends disciplinary action against an employee found to have accessed or disclosed the taxpayer’s return or return information without permission. Whistleblowing is the lawful disclosure of information a discloser reasonably believes evidence of wrongdoing to an authorized recipient.

    New Whistleblower Protections

    This new rule protects whistleblowers who testified about tax violations or assisted in a government investigation of tax violations. Actions protected by the rule include any “lawful act” by an employee to provide information or otherwise assist in “an investigation regarding underpayment of tax or conduct which the employee reasonably believes constitutes a violation of the internal revenue laws or any provision of Federal law relating to tax fraud.” The rule prohibits retaliation against employees who report tax fraud or underpayment of taxes.

    The following are considered illegal retaliation: 

    • Firing or laying off
    • Demoting
    • Denying employee benefits
    • Failing to hire or rehire
    • Reducing pay or hours
    • Denying overtime or promotion
    • Making threats
    • Reporting an individual to the police or immigration authorities

    Employees must file complaints within 180 days of the retaliatory action with OSHA by visiting their local OSHA office, sending a written complaint to the closest OSHA office, or filing a complaint online. 

    What Now? 

    While we continue to wait for more information on this ruling, it’s essential that you take action now. Fortunately, when you partner with a professional employer organization (PEO) such as GMS, you gain a partner who is there by your side. A PEO can help with whistleblower protections by providing a safe and secure mechanism for employees to report any unethical or illegal behavior they observe in the workplace without fear of retaliation. Our HR experts can help you develop and implement a reporting system that provides a straightforward and confidential method for employees to report concerns. Contact us today to learn more.

  • Payroll, human resources, benefits, and risk management can be confusing tasks for business owners. If you’re unfamiliar with how these departments work and their terminology, it’s easy to feel overwhelmed.
    By partnering with a professional employer organization (PEO), you can hand off these responsibilities to the experts while staying in control of your business. If you’re like most business owners considering a PEO, you’ve likely encountered several misconceptions about PEOs within your research. We’re here to debunk some of the most common myths about PEOs so you can make an informed decision for your business.

    What Are PEOs?

    A PEO is a business that specializes in providing human resources services to other companies. Employers usually contract PEOs for human resources, payroll, benefits administration, and workers’ compensation claims.

    Myth #1: Hiring a PEO means losing control of my business.

    Fact: PEOs give you greater control over your business.

    The purpose of a PEO is to give companies the flexibility to choose their HR processes to fit their individual business needs. With the expertise of HR professionals, processes can be efficiently completed. PEOs enable businesses to streamline communications across HR, payroll, risk management, and benefits to free up your time. Instead of spending time on repetitive administrative tasks, you can focus on revenue-generating projects.

    Additionally, the assigned HR professionals can find and identify opportunities across back-office disciplines such as benefits administration, compliance management, or employee training programs. Ultimately these opportunities help you save money and reduce financial risk while improving cash flow through economies of scale. To summarize, you call the shots. PEOs make it easier to create efficient, well-informed business decisions.

    Myth #2: I will lose control over hiring and firing decisions.

    Fact: Hiring and firing decisions are up to you.

    The truth is those decisions will remain entirely up to you, but PEOs can supplement your efforts. PEOs can write job descriptions, set up job ads, and review applications. They increase the efficiency and effectiveness of recruitment processes so that you don’t have to spend hours trying to find someone who fits your needs.
    If you need to fire an employee, PEOs protect you from rising unemployment taxes (should one be filed) by taking care of all the details. In short, you improve employee recruitment and limit financial risk to a fraction of the time it would take to do it yourself.

    Myth #3: PEOs supply workforce labor.

    Fact: PEOs are not temporary staffing agencies. When you partner with a PEO, you and that PEO agrees to a co-employer relationship.

    The biggest myth about PEOs is that they supply labor. They don’t. In fact, it’s the opposite. You continue to manage your employees and their day-to-day operations while the PEO focuses on strategic HR and other administrative tasks.

    In turn, you can concentrate on growing your business while enjoying the savings and flexibility of outsourcing the additional functions to them. You also qualify for discounts and better insurance rates that you could not have gotten without a PEO (and they’re always looking for ways to reduce costs).

    Myth #4: PEOs will negatively impact my company culture.

    Fact: PEOs don’t want to change your culture; they want to enhance it.

    PEOs understand happy employees are more productive and engaged, which means they’ll find ways of working together more effectively and efficiently. This can be as simple as providing benefits such as health insurance or paid time off (PTO). Still, it can also mean giving employees access to resources that help them improve their work performance (for example, learning management programs). If your employees enjoy working for you now, imagine how much better it will be when they realize you’ve given them access to a Fortune 500–level benefits package. Plus, once word gets out about your competitive benefits, you’re more likely to attract top-tier talent!

    Myth #5: I’ll have to let go of my HR team.

    Fact: A PEO is not a replacement for an HR team, they complement your HR staff.

    PEOs aren’t only payroll and employee benefits specialists; their expertise extends to help you with hiring, training and development, employee relations, and more. By taking the daily tasks off your HR team’s plate, they can focus on improving and strengthening your company. In addition, a dedicated PEO stays current on all local, state, and federal legislative changes to labor laws to confirm your business complies with regulations.

    Myth #6: PEOs are too expensive.

    Fact: PEOS can lead to overall savings for your business.

    PEOs give you access to better employee benefits packages. Since you enter a co-employment relationship with your PEO, your employees are considered co-employed by the PEO and therefore grouped with the thousands of other employees across the organization. The PEO can then negotiate benefits packages with lower benefit-related costs, giving you rates competitive with those of Fortune 500 companies.

    Additionally, the mismanagement of HR paperwork, workplace safety protocols, and labor laws can become incredibly costly errors, including Workers’ Compensation claims, lawsuits, and government fines. PEOs ensure your business complies with local and federal regulations and each employee is appropriately trained on safety protocols to prevent accidents and expensive mistakes. Finally, a PEO is a one-stop shop for all HR verticals. Instead of shopping around to source multiple vendors to cover all your needs, you can save money by outsourcing the work to a single vendor.

    How To Find A PEO

    While searching for a PEO to partner with, there are a few items you should look out for to ensure you select the perfect organization for your business.

    • Ask for references to determine the effectiveness of their solutions. First-hand experience from past or current customers will give you an inside look at working with the company.
    • Keep an eye out for any hidden fees. Their pay structure should be clearly laid out to ensure pricing transparency.
    • Finally, while it may seem obvious, make sure they are a certified PEO (CPEO) by the IRS, especially if you’re in regulated industries such as health care or financial services.

    It’s Time To Partner With A PEO

    As a PEO and benefits administrator for over 25 years, we are happy to answer any lingering questions you may have about our services or what it’s like to partner with a PEO. Additionally, check out our resources section for more blog posts covering topics pertinent to business owners. We have years of experience helping companies find the right solution for their needs; contact us today to find the perfect solution for your business.

  • Michigan’s Governor Gretchen Whitmer signed legislation that will repeal the state’s right-to-work law for private-sector employees on March 24th, 2023. For the first time since 2012, when Michigan’s right-to-work law was passed, union security clauses will be legal again in private-sector collective bargaining agreements when it takes effect in 2024. The law will require employees to pay union dues or a service fee to their bargaining representative to keep their jobs.

    The law will go into effect on March 30th, 2024.

    How To Prepare

    Any business owner in Michigan with a unionized workforce should review each collective bargaining agreement to determine if it contains a union security clause. A unionized workplace is a process of organizing the employees of a company into a labor union which will act as an intermediary between the employees and company management. In addition, it’s essential that you determine if the contract requires the parties to reopen negotiations and bargain upon repeal or invalidation of the right-to-work law.

    Partner With GMS

    These ever-changing rules and regulations can take a toll on your well-being as you have many responsibilities when running your business. As this new law passes in Michigan, you must begin implementing the changes necessary to comply. When you partner with GMS, a professional employer organization (PEO), you gain access to a dedicated team of HR experts who are ready to keep you up to speed on changes. Let’s tackle this change together. Contact us today to get started.

  • Employee performance can be tricky to navigate, and especially concerning if you have an employee who was once on track for a promotion, but something has shifted, and they’ve become lax with their productivity and deadlines.

    As a manager of a struggling employee, it’s in the best interest of both the employee and the company to get them back on track, and it’s your responsibility to give them guidance and support to address the situation appropriately. Consider these strategies to help top-performing employees manage the factors limiting their potential at work and get back in the right direction.

    Potential Factors Affecting Employee Performance

    Many factors can get in the way of top performance; by finding the root cause, you can develop a strategy to work through the issues.

    Lack of confidence – If an employee lacks confidence in their abilities and feels like they don’t belong in the role, it isn’t easy to get that person back on track. A lack of confidence can stem from a lack of knowledge or experience. It can also come from a fear of making mistakes or struggles with handling stress.

    Lack of support – As a leader in your organization, it’s your responsibility to be there for your employees, giving them the appropriate training, resources, and support from you. Having a supportive manager and colleagues is crucial if you want to see a performance improvement.

    Personal issues – It’s near impossible to separate one’s personal and professional life; external problems can arise and impact work and productivity. Family difficulties, health concerns, and financial struggles can all affect employees at work.

    Work overload — Employees overwhelmed with too much work, and no one to help them complete their assignments may struggle with their responsibilities. In this situation, you should help them prioritize their workload or reassign some of their tasks, so they have more time for critical projects. In some cases, hiring new employees may be necessary.

    Lack of motivation – If employees lack clarity on how their work contributes to overall business goals or clear objectives, staying focused on completing tasks may be problematic. You can remotivate struggling employees by taking steps to help them reconnect with their work and its importance.

    Steps To Get Your Employees Back On Track

    Start with a conversation

    The best first step to getting your employee back on track is communication. Start with an open conversation and allow them the chance to discuss their thoughts and feelings. Be ready to listen, and be prepared for them potentially to be frustrated, scared, or even angry – and that’s okay. You’re there to reassure them of your commitment to them and express your confidence in their abilities.

    Have prepared questions designed to reveal the underlying causes of their struggles rather than focusing solely on the symptoms. For example, ask what they enjoy most about their work versus what projects make them feel stuck or even tasks they’re uninterested in completing. By finding the contributing factors to their poor performance, you can work together to find a solution that works best for both of you. The goal is to create an environment where they feel comfortable sharing and developing an open dialogue.

    Ask the employee to do a self-assessment 

    It’s important to remember that an employee slacking off may not realize they’re doing anything wrong. If they haven’t recognized their behavior’s effect on their co-workers or the company itself, they’re unlikely to change their work style independently, and you must step in.

    Ask them to do a self-assessment of their performance, followed by a conversation regarding their analysis so you can work together to find ways for them to improve. An open discussion will give them a sense of control over the situation and insight into what’s going wrong.

    When you reach out to the employee, avoid being confrontational by beginning with an accusative question like, “How do you think you’re doing?” Instead, ask what they think their strengths are, what areas they believe they can improve, and how they feel about their performance lately. Open-ended questions also allow you to evaluate the employee’s self-awareness regarding their performance.

    Take a look inward

    Instead of jumping to blame the employee, take a step back and objectively evaluate how you’ve been as their manager and if there are any changes you can make to better the employee’s performance.

    When employees are having trouble meeting your expectations, it’s usually because either the expectations are unclear or they weren’t properly prepared for the task at hand. Are you setting clear expectations of the level of quality required, and are these expectations realistic? Have you been providing enough support through training and coaching? Are you giving them feedback regularly so they know how they are doing?

    Good managers take an honest look at their own actions to find ways to make their interactions with their employees more positive and productive.

    Ask how you can help

    Sometimes the most straightforward approach is the best solution. When you ask an employee how you can help, you’re doing more than just letting them know that you care about their success—you’re giving them the space and freedom to think outside the box to solve their problems. Asking, “How can I help?” is also a great way to let your employees know that you trust their judgment and understand that they are most likely the best person to decide what they could use from you.

    Reaffirming your trust in others by giving them control over their solutions communicates your confidence in them and reassures them that they have everything they need to succeed. All these factors contribute to your overall goal of helping your employees achieve their goals effectively.

    Additionally, ask for feedback from your entire team. You may find areas where resources or time are wasted and find potential to improve conditions or efficiency. Along the way, you may even discover upskilling opportunities that would benefit your entire team.

    Have check-in meetings

    Setting small, regular goals for your employees allows you to check in on their progress and assist them with any issues they may have throughout their workday. Moving forward, you’ll want regular check-ins until you’re both comfortable with the advancements and feel aligned on future expectations.

    Regular check-ins with your entire team keep you informed about what’s happening so you can make changes before encountering more significant problems. It also helps you build trust and transparency within your team by showing employees they can talk to you about any issues and work through them together.

    Proactive Measures To Keep Your Employees Motivated

    If your employees feel comfortable approaching you when they’re struggling, you can avoid problems growing into more significant challenges. If an employee fails to meet expectations or causes dissatisfaction among their peers, the best thing you can do is create a safe space for them to discuss it. Taking a proactive approach will help you address the issue immediately without becoming a bigger problem that is hard to resolve later. Below are a few proactive measures you can take today:

    Set realistic goals – One of the best ways to evaluate an employee’s performance and motivation level is to set specific goals with a clear understanding of why they are necessary. Employers and managers must be realistic about what they expect from their employees because employees might feel discouraged rather than motivated when expectations are too high.

    Give positive feedback – Feedback shouldn’t be reserved solely for when problems arise; you should also reinforce successes. By providing positive feedback, your employees will know they align with your expectations and be more confident in their work.

    Create a safe environment – A culture of open communication encourages employees to share ideas, concerns, or problems with you and address issues when they occur. Taking time to listen and understand an employee’s point of view will also help you develop a better sense of how your team is feeling.

    Encourage growth – As a manager, employee success is essential, and it’s meaningful when they know you recognize their dedication. Providing them with opportunities to develop new skills and grow in their position will also keep them motivated and excited to pursue their career.

    The most important thing to remember is that even the most ambitious, hard-working employees are only human. They aren’t immune to life events, distractions, or issues outside of work. As a manager, it’s your responsibility to discuss the reasons behind their impacted work performance and find solutions together. Understanding each person individually will help you with the best strategy for motivating them to get back on track.

    Investing in the success of your employees is vital, and GMS is here to help with performance management, retraining, or other HR responsibilities to keep your employees heading in the right direction. Contact one of our experts today to discuss how we can assist with employee management.

  • As quarter one of 2023 is coming to an end, it’s never too soon to start thinking about your temporary workers coming on board in the summertime. You must familiarize yourself with child labor laws that could affect whom you hire. Over concerns that minors are being forced to work hazardous jobs, the Biden Administration is setting up a task force to vet U.S. sponsors of migrant children more thoroughly and increase efforts to investigate and prosecute child exploitation cases in workplaces across the country.

    Various investigations revealed that children are crossing the border without their parents and are being forced into punishing jobs that ignore child labor laws. The Department of Labor (DOL) stated that they will target factories and suppliers that illegally employ children and larger companies with child labor in their supply chains. These migrant children typically use false identification and find jobs through staffing agencies that don’t verify their Social Security numbers. The DOL recorded a 70% increase in children illegally employed by companies within the last five years. In 2022, they found that 3,800 children had been employed by more than 800 companies in violation of child labor laws.

    Understanding Child Labor Laws In The U.S. 

    The Fair Labor Standard Act (FLSA) established minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and Federal, State, and local governments. Under the FLSA, children of any age are generally permitted to work for businesses entirely owned by their parents, except those under the age of 16 may not be employed in mining or manufacturing. In addition, no one under 18 may be employed in any occupation the Secretary of Labor has declared hazardous. The following are occupations that are banned for all minors under the age of 18:

    • Manufacturing or storing explosives
    • Driving a motor vehicle or working as an outside helper on motor vehicles
    • Coal mining
    • Occupations in forest fire fighting, forest fire prevention, timber tract, forestry service, and occupations in logging and sawmilling operations
    • Power-driven woodworking machines
    • Exposure to radioactive substances and ionizing radiation
    • Power-driven hoisting apparatus
    • Power-driven metal-forming, punching, and shearing machines
    • Power-driven meat-processing machines, slaughtering, and meat-packing plants
    • Power-driven bakery machines
    • Balers, compactors, and power-driven paper-products machines
    • Manufacturing of brick, tile, and related products
    • Power-driven circular saws, band saws, guillotine shears, chain saws, reciprocating saws, woodchippers, and abrasive cutting discs
    • Wrecking, demolition, and ship-breaking operations
    • Roofing operations and work performed on or about a roof
    • Trenching and excavation operations

    In addition, children ages 14 and 15 may be employed outside of school hours in various non-manufacturing and non-hazardous jobs for limited periods of time and under specified conditions. Children under 14 cannot be employed in non-agricultural occupations covered by the FLSA. The following are the hours and times of the day that 14 and 15-year-olds may work:

    • Outside of school hours
    • No more than three hours on a school day, including Fridays
    • No more than eight hours on a non-school day
    • No more than 18 hours during a week when school is in session
    • No more than 40 hours during a week when school is not in session
    • Between 7:00 a.m. and 7:00 p.m. – except between June 1st and Labor day, when the evening hour is extended to 9:00 p.m.

    Additional information can be found here. 

    Your Responsibilities As A Business Owner

    As a business owner, you must comply with these labor laws, even if the child is yours. As we begin approaching a busy summer season when many businesses start hiring minors, it’s essential that you familiarize yourself with the federal and state laws relating to the employment of minors. Fortunately, when you partner with GMS, we ensure you remain compliant and hire minors correctly. We confirm they’re working the correct hours and times. In addition, we assist you with posting your state and federal labor posters throughout your business, so your employees understand their rights. Ultimately, we help your business runs simpler, safer, and stronger. Contact us today to learn how we can help you.

  • Remote work is a term that will never leave the workplace vocabulary. Now, more than ever, employees want to work from home, full-time, or part-time. As their employer, it’s essential that you listen to their needs and try your best to give them what they want. We get it. When the COVID-19 pandemic arose, the thought of having your employees work virtually was a thought we never thought possible. But it worked! 77% of those who work remotely at least a few days per month showed an increase in productivity. In addition, studies show that 30% of employees completed more work in less time.

    As a business owner, however, it’s your call at the end of the day to determine if your employees should be working remotely or if they need to work on-site. Whatever you decide, we’ve provided you with various resources to help you throughout your decision-making process. We created a guide, “The Guide To Managing A Remote Team,” that will take you step by step and show you how to manage your remote team more effectively should you choose that route. News flash! It will be challenging, but if your employees want this benefit, and studies show it actually increases productivity amongst your employees, why not give your employees what they want?

    Giving The People What They Want 

    Whether you’re ready to make that jump in providing your employees with the benefit of a more flexible work schedule or you’re still questioning it, let’s ask ourselves the following questions.

    How do my employees complete their work productively?

    You most likely have a workforce of individuals from all different age demographics. Whether they’re recent college graduates or have been in the workforce for over 30 years, they all work differently. It’s your job to hear from your employees and determine how they can be most productive at work. Some may say they prefer working in the office five days a week, while others say they’re more productive when working from home every day. Others may enjoy having the balance of working from home one or two days a week and in the office the rest of the week. 42% of individuals aged 25 to 34 prefer to work from home. You must determine what works best for each employee and accommodate their needs.

    What is the purpose of your office?

    While pandemic restrictions have spindled down and our lives are trying to return to the pre-pandemic norm, offices remain empty. As we’ve discussed, your employees enjoy the flexibility of completing their work in the comfort of their own homes. With this type of workforce, it’s essential that you take time to think about your office’s purpose. A survey showed that 82% of employees believe that having a purpose is essential for their company. Purpose shapes your company’s strategy, engages customers and community, and drives choices at moments of truth. Your company’s purpose addresses the fundamental question of “why.” How the workforce is running in today’s economy means it will take more effort to attract your employees to come into the office. Consider designing a space that fosters human connection and creates tailored, authentic experiences.

    Do you clearly define terms and roles?

    You may run a business with employees who simply cannot work remotely. You must clearly state who can work remotely. Consider creating a list of positions that can be done hybrid or fully remote and those that can’t. You must have a clear explanation as to why some employees can work remotely while others cannot. In addition, clearly define your remote workers’ expectations, when they should be working, if they need to come into the office, how often, and so much more. This step is critical as it dictates how productive your workers will be once you implement a flexible work schedule.

    What Now?

    We get it. It’s a lot to process, and it can be overwhelming. At GMS, we make this process as seamless as possible. Our role as a professional employer organization (PEO) is to take on these administrative burdens, so you no longer have to deal with them. We can help write job descriptions that clearly state if the role is hybrid, completely remote, or in the office. In addition, we can update your employee handbooks to reflect the changes to your employees’ roles in a remote setting. At GMS, we do everything from benefits and risk management to payroll and human resources. Count on us and contact us today to learn more.

  • As a small business owner, you wear many hats, from managing payroll to ensuring the safety of your employees; you do it all. As technology advances, phishing attacks have become more prominent, especially for small business owners. Phishing is a type of social engineering attack often used to steal user data, including login credentials and credit card numbers. It typically occurs when an attack dupes a victim into opening an email, instant message, or text message. The recipient is then tricked into clicking a malicious link which can lead the attacker to install malware. Malware freezes the system as part of a ransomware attack revealing sensitive information. A report showed that in the middle of 2022, the Anti-Phishing Working Group (APWG) observed 1,270,883 total phishing attacks.

    Understanding The Effects Of Phishing On Your Business

    Small businesses are a popular target for phishing attacks because they often have smaller cybersecurity budgets and weaker security measures in place. A phishing attack has overwhelming results. Should it happen to an individual, it can include unauthorized purchases, stealing of funds, or identity theft. If a business is attacked, you could sustain severe financial losses, reputation, consumer trust, legal action, and regulatory penalties. As a small business owner, you don’t have the time or expertise to handle a situation at this level.

    There are many tactics that these cybercriminals utilize when attacking a small business. Most commonly seen is an email sent out which appears to be from a legitimate source, such as a financial institution or vendor you frequently do business with. Within the email, there’s a link that redirects an employee to a fake website where they’re asked to enter personal or financial information. These phishing emails are used to install malware on your business’s network or carry out a ransomware attack. Once the malware is installed on your network, it can access your business data and systems. I think you can guess what happens next.

    How To Prevent Phishing Attacks

    While these cyber attackers are very smart and good at what they do, phishing attacks are avoidable if you know how to identify and prevent them correctly. Understand the following tips for identifying and preventing phishing scams:

    • Know what a phishing scam looks like
    • Don’t click on links unless you are 100% sure what they are – The safest way is to enter the website in your own browser
    • Get free anti-phishing add-ons
    • Don’t give your information to an unsecured site
    • Rotate passwords regularly
    • Don’t ignore updates
    • Install firewalls
    • Don’t be tempted by pop-ups 
    • Don’t give out vital information via email
    • Have a data security platform to spot signs of an attack

    The Benefits Of Partnering With GMS

    While you can take the above steps to prevent phishing attacks within your business, partnering with Group Management Services (GMS) will provide you with additional resources. The first and most crucial step when preventing these attacks is education. When you partner with GMS, you gain access to our learning management system (LMS). Within this system, you and your employees can take continued education courses on what phishing looks like and additional measures you should be taking.

    Brett Kowalski, GMS’ IT Director, stated, “Having a strong cybersecurity program in place should be a top priority for business owners in today’s climate. Educating your workforce is the key to protecting your company’s data as well as preventing potential attacks. The hackers are getting increasingly sophisticated in their attempts to obtain information, which is why business owners must invest in a credible program or service offering to stay on top of the current trends within cybersecurity.”

    Interested in learning more? Contact us today.

  • We’ve heard it all. From quiet quitting to quiet firing and now, quiet hiring, there are plenty of new buzzwords that business owners should familiarize themselves with. Let’s start with understanding what quiet hiring is. Quiet hiring is the idea that a business can add new skills and fill gaps without hiring full-time employees.

    This can come in two different forms, which include: 

    • Internal
    • External

    Internal quiet hiring means current employees might temporarily move to another role or take on different organizational assignments. External quiet hiring means hiring short-term contractors to keep the business running without taking on more full-time employees.

    Is Quiet Hiring Right For Your Business?

    While the concept of quiet hiring has been around for some time, it’s becoming increasingly popular. Quiet hiring could be the right solution for employers to ensure workplace efficiency without causing financial strain. The following are potential benefits of implementing quiet hiring within your business:

    • Gives employees a reason to care more about their job
    • An excellent opportunity for workers’ professional development
    • Makes companies more agile and ready to take on change
    • Companies can save resources by not spending money on training and onboarding new staff

    In addition, quiet hiring impacts the job market by cutting down on job eliminations. Instead of letting an employee go because their job is no longer cost-effective, the company retrains and moves them elsewhere.

    While quiet quitting can provide internal opportunities, there is a potential risk that this process could be utilized to give more work to a single employee instead of filling roles that are actually needed. Giving employees more work leads to burnout. When employees experience burnout, they’re more likely to have lower morale (36% of individuals), be less engaged (30%), make more mistakes (27%), and miscommunicate (25%). It’s a never-ending cycle that could end up hurting your business in the long run.

    Allow GMS To Help With Your Decision

    Should you choose to implement quiet hiring within your business, it’s essential that you relay the message in a way that makes your employees feel valued. You don’t want them to think that they’re interchangeable or not good enough for the job, but rather you just want them in a position where they can have the biggest impact on your business. In addition, compensation must be considered. If you’re asking employees to take on more responsibilities, you must compensate them for that. Group Management Services works with business owners to provide them with HR outsourcing services such as benefits, payroll, human resources, and risk management. Whether you want to start by implementing a career development program or leadership program where you train employees to take on more responsibilities in a scenario such as quiet hiring, we’ve got you covered. If you need to ensure you’re compensating your employees the correct amount, we do a job market analysis to compare the salary to similar positions elsewhere. We take all the burdensome administrative tasks off your shoulders.

    Joe Wenger, PHR, GMS’ Senior HR Generalist, explained, “With Gen Z entering the workforce, it’s more important than ever for companies to develop programs that offer growth and promotion opportunities. Career advancement is one of the top priorities listed among the majority of this incoming generation. Internally at GMS, we’ve been ahead of the curve by implementing a Leadership Development Program for top-performing frontline employees, aiming to groom them as the future of our management team.”

    Contact us today to learn more.