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  • Handling the complexities of HR administrative duties is daunting for businesses of any size. From managing payroll to ensuring compliance with labor laws, the demands of HR management can quickly consume valuable time and resources, particularly for small to mid-sized businesses. However, partnering with a professional employer organization (PEO) can alleviate these burdens.

    A professional employer organization (PEO) enables businesses to outsource various aspects of human resource management, including payroll processing, benefits administration, workers’ compensation, and more. Through this partnership, you retain control over important decisions for your business, while the PEO handles administrative tasks to streamline operations and improve efficiency.

    The transition process to a PEO can be a pivotal moment in your business’s journey. This transition is essential as it will significantly impact your success to leverage the benefits of outsourcing HR functions. Thus, understanding and effectively managing this transition is crucial for maximizing the potential benefits of a PEO partnership.

    Understanding The Need For A PEO

    Many small business owners turn to a PEO to alleviate the stress of juggling numerous HR responsibilities on top of managing everyday operations. If you’re like many other small business owners wearing multiple hats, outsourcing your HR functions to a PEO can lead to a plethora of benefits for your business, including:

    • Saving money: Leveraging economies of scale, PEOS can negotiate better rates for services like health insurance, retirement plans, and other employee benefits. This strategic advantage enables PEO to provide cost-effective solutions tailored to your exact needs.
    • Access to HR expertise: PEOs employ seasoned HR professionals with expertise in various areas of HR management. By tapping into this knowledge pool, you can access strategic guidance, best practices, and personalized support for your business.
    • Compliance assistance: Staying compliant with federal, state, and local employment laws is crucial for businesses of all sizes. PEOs specialize in navigating complex regulatory frameworks, providing ongoing guidance and support.
    • Risk mitigation: PEOs can help reduce compensation costs and address Occupational Safety and Health Administration (OSHA) concerns while establishing a culture of workplace safety. Risk management services offer solutions for current issues and work to prevent future incidents.

    Finding The Right PEO

    Once you decide that partnering with a PEO is best for you and your business, the next step is to find one that aligns with your goals and needs. Choosing the right PEO partner requires careful consideration and thorough evaluation. Learn how you can assess the fit and find the PEO that best aligns with your business needs:

    1. Conduct an audit of current HR processes: Before choosing a PEO, conduct a comprehensive audit of your current HR processes, policies, and documentation. Identify areas that may need improvement or updating to ensure that all necessary HR documents are organized and up-to-date. This audit will not only help you better understand your HR needs but will also clarify your requirements when searching for a suitable PEO.

    2. Research options: Start by conducting comprehensive research to identify potential PEO partners. Use online resources, industry publications, and professional networks to compile a list of reputable PEOs that serve businesses like yours. During your research phase, consider factors such as industry experience, geographic coverage, and service offerings.

    3. Evaluate services: Once you’ve identified a list of potential PEO candidates, it’s essential to evaluate the range and quality of their services. Look beyond basic HR administrative functions and consider additional services such as employee benefits administration, risk management, payroll processing, and HR technology solutions. Assess whether the PEO’s service offerings align with your current and future HR needs.

    4. Engage in consultations and ask questions: Before making a final decision, schedule meetings with your shortlisted PEO candidates to discuss your specific needs and objectives. Prepare a list of questions to ask during these meetings, covering topics such as:

    • Their experience working with businesses of similar size and industry
    • Service agreements, pricing structures, and contract terms
    • HR technology platforms and the tools they utilize
    • Employee benefits offerings and customization options
    • Compliance support and risk management strategies
    • Communication channels and ongoing support availability

    Use these consultations to assess the PEO’s responsiveness, communication style, and willingness to customize solutions to meet your needs. Pay attention to how well the PEO understands your business and whether they demonstrate a genuine interest in helping you achieve your HR goals.

    Steps For A Smooth Transition

    Once you’ve selected the right PEO for your business, it’s time to focus on the transition. Careful planning and preparation are essential to ensure a seamless and secure transition from internal HR management to your new PEO partner. Follow these vital steps when going through the switch:

    1. Communicating with your employees: Open and transparent communication is key to effectively managing the transition. Inform your employees about the decision to partner and the reasons behind it. Be prepared to address any questions or concerns that may come up and reassure them of the benefits it will bring to them. You should keep your team updated on the progress of the transition and involve them in the process where appropriate to foster buy-in.

    2. Identifying key stakeholders and assigning roles: Specify individuals or teams within your organization who will oversee different aspects of the transition, such as data migration, employee training, and communication with the PEO. Establish clear lines of communication and accountability to ensure that each stakeholder understands their role and appropriately contributes to the transition process.

    3. Migrating the data: Support a smooth and secure transition of HR data to the PEO’s systems by developing a data migration plan. Collaborate closely with the PEO to determine the data formats, timelines, and processes for transferring employee information, payroll records, benefits data, and other relevant HR data.

    4. Onboarding employees: Coordinate with your PEO to develop a comprehensive employee onboarding process that introduces them to the new HR systems, policies, and benefits in a straightforward manner. Train and support employees as they navigate the transition to promote a positive onboarding experience.

    5. Monitoring compliance and performance: Establish protocols for ongoing compliance monitoring and performance review in collaboration with the PEO. Define key metrics and benchmarks for evaluating HR performance and compliance with legal requirements. Regularly review performance metrics and compliance reports to identify areas for improvement and ensure continued alignment with organizational goals.

    Tips For Organized Transition Management

    The transition process can seem overwhelming, but with careful planning, you can minimize disruptions and maximize success. The following can help keep you organized:

    Develop a detailed implementation plan

    Create a comprehensive transition timeline and checklist to guide the implementation process. Define key milestones, deadlines, and tasks to ensure a structured and organized transition.

    Appoint a transition leader

    Assign a dedicated transition team or point person to oversee the implementation process. Establish clear roles and responsibilities so team members feel empowered to effectively collaborate with the PEO and other stakeholders.

    Prepare for challenges with a contingency plan

    Anticipate potential challenges and develop contingency plans to address them proactively. Identify potential risks, such as data migration issues or employee resistance, and establish mitigation strategies to minimize their impact. Stay agile and responsive to emerging challenges to foster a smooth transition process.

    Document transition processes and decisions for future reference

    Document all processes, decisions, and agreements related to the transition for future reference. Maintain detailed records of meetings, discussions, and action items to facilitate continuity and accountability. Create a centralized repository for documentation to ensure easy access and retrieval by relevant stakeholders.

    Best Practices For Maximizing PEO Partnership

    Now that you have successfully transitioned your business to partner with a PEO, what’s next? You have a wealth of resources and expertise at your disposal, but consider the following to make the most of your new collaboration:

    Establishing clear lines of communication with the PEO

    Effective communication is the cornerstone of a successful PEO partnership. Establish clear channels for communication with your PEO, including designated points of contact and regular check-in meetings. Foster open dialogue to address any concerns, share updates, and collaborate on strategic initiatives.

    Leveraging resources and expertise

    Tap into the resources and expertise offered by your PEO to drive strategic HR initiatives. Collaborate with your PEO to develop tailored HR strategies that align with your business goals and objectives. Utilize their insights and best practices to optimize recruitment, talent development, and employee engagement initiatives.

    Regularly reviewing and optimizing services

    Consistently review the performance of PEO services to ensure alignment with your evolving business needs. Collaborate with your PEO to identify areas for improvement and optimize services for maximum efficiency and effectiveness.

    Implementing a feedback system

    Establish a feedback mechanism to provide ongoing input to the PEO and foster continuous improvement. Encourage employees to share their experiences and suggestions for enhancing HR services. Use feedback to identify strengths, address concerns, and drive innovation within the partnership.

    By implementing these best practices and tips for organized transition management, you can optimize your partnership with a PEO and achieve your HR objectives with confidence and efficiency. With clear communication, strategic collaboration, and proactive planning, you can navigate the transition process smoothly and unlock the full potential of your PEO partnership.

    Choose GMS For A Seamless PEO Transition

    As you start on your journey to transitioning to a PEO, selecting the right partner is paramount to success, and GMS stands out as a trusted partner. With over 25 years of experience, we understand small businesses’ unique needs and challenges. We’re committed to providing comprehensive HR solutions tailored specifically to your business needs. From ensuring workplace compliance to handling payroll, GMS has a qualified team ready to support you and your business.

    Take the next step towards optimizing your HR operations and achieving your business’s full potential by partnering with GMS. Contact our team of HR experts today to learn more about how we can support your PEO transition journey and help you unlock your business’s full potential.

  • Running a small business gives you the freedom to set the rules, but that doesn’t mean you’re free from laws and regulations. From employment laws to safety standards, staying on the right side of compliance is crucial. These continuously evolving laws aim to ensure fairness, safety, and accountability in business operations. Failure to meet compliance can result in severe consequences such as fines, legal liabilities, and reputational damage.

    It can be difficult to keep track of every single law and avoid non-compliance fines on top of handling the other responsibilities necessary to run your business. Investing in human resource outsourcing through a professional employer organization (PEO) can save you time and money, allowing you to maintain focus on operating your business. By managing HR functions, a PEO can help your business stay in line with complicated laws and regulations.

    The following dives into how non-compliance can cost your business money and how a PEO can help manage these essential tasks.

    Non-compliance Risks And PEO Solutions

    Workplace safety

    Workplace safety is a crucial aspect of sustaining a healthy work environment, as these practices and procedures protect employees and prevent accidents. The Occupational Safety and Health Administration (OSHA) takes safety seriously and will issue significant fines if your workplace is not compliant. According to the OSHA Penalties list, serious violations can cost a business $16,131 per violation. It’s 10 times that amount for willful or repeated penalties.

    Partnering with a PEO for risk management services can provide resources and expertise to uphold safety standards and keep your business compliant. A PEO can complete regular risk inspections and catch hazards before an incident occurs, saving your company from potential fines. In addition to helping you steer clear of expensive OSHA fines, workplace inspections and guidance on compliance can make your work environment safer and minimize the risk of workplace incidents.

    Hiring

    Hiring employees can be a costly experience if you aren’t compliant with appropriate policies and practices. With several laws enforced by the Equal Employment Opportunity Commission (EEOC), companies must stay informed to avoid legal pitfalls. Missteps during the hiring process can lead to lawsuits from disgruntled applicants over improper job applications, discrimination, or other issues. These lawsuits are not only costly, but they can tarnish your business’s reputation.

    Acquiring HR services through a PEO can help you avoid these hiring mistakes and possible lawsuits. From cohesive hiring and onboarding to HR auditing, a PEO like GMS offers plentiful solutions to streamline your HR processes. With expertise in HR regulations, a PEO can ensure compliance and safeguard your business against legal liabilities.

    Health care

    Under the Affordable Care Act (ACA), businesses with 50 or more employees or full-time equivalents (FTEs) are required to offer health insurance coverage. Failure to offer coverage under current legislation could end up costing a business thousands of dollars each month, depending on the number of employees at your company and how or if you have offered employees coverage in the past. Since the specifics can get complicated, use this simple guide from The Henry J. Kaiser Family Foundation to see where you fall.

    One of the best ways to maintain compliance is by collaborating with a PEO to find a group health insurance plan that makes the most sense for your business and employees. A PEO can negotiate with insurance providers for competitive rates so you can receive premium care at a reduced cost. PEOs also handle administrative tasks associated with managing health insurance, including keeping up with health care compliance regulations.

    Payroll

    Managing payroll comes with a host of tax obligations for businesses. Mishandling payroll or filing inaccurately can result in hefty penalties due to non-compliance with tax regulations. In fact, if there’s negligence or disregard for rules or regulations, the accuracy-related penalty stands at 20% of the tax underpayment attributed to these actions. Failing to file on time can also be costly, with fees increasing for each month overdue. The Failure to File penalty is 5% of the unpaid taxes for each month that a tax return is late, capped at 25% of your unpaid taxes. These penalties highlight the importance of timely and accurate payroll management practices to ensure compliance and avoid financial setbacks.

    By optimizing payroll management, a PEO can efficiently handle responsibilities such as strategic planning, processing payroll, benefits administration, and more. A PEO like GMS not only offers payroll administration services but also provides payroll tax management. With a PEO, businesses can benefit from expert assistance navigating complex tax regulations, ensuring accurate tax filings, and avoiding expensive penalties.

    Stay Compliant Through Changing Regulations With GMS

    Some businesses need help remaining compliant with every existing rule and regulation. It gets even more complex when laws are created or updated. A PEO like GMS has a dedicated team of HR specialists who can help you stay up-to-date on the legislation and regulations, keeping your business compliant and avoiding penalties.

    With a PEO, you don’t have to spend hours trying to make sense of every little detail concerning laws and regulations that may affect your business. Our experts handle the complexities of compliance, so your business is safer and stronger in the long run. Contact us today to talk about how GMS can help your business!

  • Navigating HR responsibilities is a complex task, and while there isn’t a perfect approach to managing them, several courses could land you in hot water. Employers often overlook their HR duties, setting up policies and procedures only to leave them for long periods without review.

    As a small business owner, you have a lot on your plate, and though you may not be intentionally neglecting your HR responsibilities, things slip through the cracks. Creating and implementing a plan for your company’s HR needs is the best way to ensure your business is protected and compliant.

    But what’s the right choice for your company – building an in-house team of HR experts or partnering with a professional employer organization (PEO) to tackle your HR needs? While only you can answer that question, we’ve compiled a short comparison of your options to help you make the best decision for you and your business.

    Cost Of A PEO VS. In-House HR

    It’s essential to understand the cost of each option to determine the best option for your business. While PEOs can offer access to various benefits, they may not be the best choice depending on your goals, business size, and current needs.

    Economies of scale vs. variable cost

    One of the most compelling financial arguments for partnering with a PEO is the benefit of economies of scale. The co-employment model allows PEOs to pool employees from multiple client companies, creating a larger collective workforce. This scale enables PEOs to negotiate better rates for health insurance, retirement plans, and other benefits compared to what a small or medium-sized business could achieve on their own. If you’re struggling to offer competitive benefits due to high costs, a PEO could be a game-changer, providing access to premium benefits packages that attract and retain top talent.

    Depending on your size and complexity, you may need to outsource certain services to third parties, such as legal counsel for compliance issues or specialized payroll services, if you opt for an in-house HR team. These variable costs can fluctuate significantly, making budgeting for HR more challenging.

    While larger companies may absorb these costs more easily, small to medium-sized enterprises (SMEs) must carefully consider these potential expenses, as they can significantly impact the cost-effectiveness of maintaining an in-house HR department.

    Fee structure vs. salaries and overhead

    PEOs typically charge businesses a percentage of the overall payroll or a per-employee per month (PEPM) fee. This structure allows PEO services to scale seamlessly with your business as it grows, with the key advantage being the bundling of services. However, for some companies, particularly smaller ones with minimal HR needs, the cost of partnering with a PEO might exceed the expense of maintaining a small, in-house HR team.

    Opting for an in-house HR department introduces different costs, primarily the salaries for your HR professionals, in addition to the overhead associated with supporting these functions internally. This includes the cost of HR software platforms, ongoing training and development for HR staff, and other resources necessary to maintain an effective HR department.

    Services Provided By PEOs Vs. In House HR

    PEOs offer comprehensive HR services, including managing payroll, administering benefits, handling workers’ compensation claims, and overseeing risk management. In other words, PEOs are a one-stop shop where the complexities of HR management can be outsourced to a team of specialists, allowing your company leaders to focus on core business strategies and growth. The breadth of services offered by PEOs can be particularly appealing if you want to streamline operations and reduce the administrative burden associated with HR tasks.

    In addition, partnering with a PEO can help ensure compliance with federal and local labor laws and implement best practices in HR management. As rules and regulations are subject to change, PEOs can give you peace of mind that your policies are up-to-date, and your business is safeguarded. PEOs offer the support needed to manage a workforce effectively, avoiding common pitfalls and legal risks, particularly for SMEs.

    Unlike the co-employment model used by PEOs, traditional HR management means that all employment tasks, responsibilities, and liabilities remain solely within your company. If you prioritize a unique company culture or have specific HR management needs, in-house HR provides the flexibility to implement customized solutions. This direct relationship between employer and employee can facilitate a closer connection and potentially more personalized management of your team’s concerns and needs. However, it also means that your business retains all legal responsibilities and risks associated with employment – so you’ll need to stay vigilant to protect your team and your business.

    Value Of PEOs Vs. Traditional HR

    Beyond the day-to-day management of HR tasks, PEOs bring a strategic edge to human resources planning. With access to extensive data analytics and industry insights, PEOs can guide businesses in making decisions that enhance HR functions. This strategic approach can lead to higher employee retention rates and increased job satisfaction, as initiatives are backed by solid data and tailored to meet your team’s and your company’s needs.

    Having an on-site HR team means employees can access HR support whenever needed. An in-house team is also deeply integrated into a company’s culture and daily operations. This proximity allows HR professionals to develop a nuanced understanding of your company’s ethos, values, and interpersonal dynamics, enabling them to tailor HR strategies and initiatives that align closely with your business goals.

    Ultimately, a thorough cost-benefit analysis should guide you in choosing between partnering with a PEO or hiring in-house HR professionals. Your decision should not only fit within your financial framework but also align with your long-term business objectives. In other words, consider the immediate costs and savings in addition to the broader impact this decision will have on your company’s operations, culture, and growth potential.

    How GMS Can Help

    GMS provides comprehensive HR solutions to small, medium, and large companies throughout the United States. As HR professionals, we take on the administrative burdens that companies don’t have the time or expertise to manage effectively, including:

    If you haven’t made up your mind and are still turning over that question of which option is the best one for you, GMS can help. Our primary goal is to help you navigate your options with clarity and confidence. Contact us today, and let us help you make the most informed decision possible.

  • Are you a business owner considering selling your business? Selling a business can be daunting, especially when it comes to the administrative burden and HR management. However, with the right support in place, such as a partnership with a professional employer organization (PEO), the process can be streamlined, allowing potential buyers to see the true value of your business without getting bogged down by administrative complexities.

    Understanding A PEO

    Let’s start with the basics—understanding what a PEO is. A PEO is a strategic partner who helps businesses navigate the complexities of human resources and employment management. Think of a PEO as your one-stop shop for HR solutions. By teaming up with a PEO, businesses can outsource essential HR tasks such as payroll processing, benefits administration, and compliance management. Beyond administrative support, PEOs offer expertise, resources, and guidance to help businesses thrive.

    A PEO provides business owners access to a team of HR professionals who understand the nuances of employment regulations and industry best practices. In layman’s terms, a PEO allows business owners to focus on what they do best – growing their bottom line – while leaving the HR heavy lifting to the experts.

    Diving Deeper Into The Value Of A PEO

    When you sell your business, utilizing a PEO adds more value than you think. So, consider this analogy for clarity: selling your business that utilizes a PEO is like selling a furnished house. Just as a furnished house presents a more attractive and convenient option for potential buyers, a company with a PEO partnership offers a streamlined and well-managed operation ready for the new owner to step in and start generating revenue without the hassle of handling administrative tasks.

    Streamlined operations

    A business that partners with a PEO experiences streamlined operations, much like a furnished house saves a buyer the trouble of buying and arranging furniture. The administrative and HR functions are well-organized, making the business more appealing to potential buyers due to its operational efficiency and ease of takeover.

    Administrative simplicity

    Just as a furnished house eliminates the need to handle multiple vendors for furniture, a business with a PEO in place reduces the need for the buyer to coordinate and understand various administrative vendors. A PEO handles HR, payroll, benefits administration, and compliance, all under one roof, simplifying the administrative burden for the seller and the potential buyer.

    Financial efficiency

    A furnished house often commands a higher price due to the added convenience it offers. Similarly, a business with a PEO is more attractive to buyers due to the cost savings and operational efficiency it provides. The buyer can see the potential for financial efficiency and reduced operational costs, making the business a more appealing investment opportunity.

    The Benefits Of A PEO When Selling Your Business

    A PEO brings professional HR expertise to the table, ensuring that the HR aspect of a business is well-managed and compliant with regulations. This expertise adds significant value to a company, making it an appealing prospect for potential buyers looking for a well-structured and compliant acquisition.

    Risk mitigation

    By partnering with a PEO, business owners can mitigate risk and ensure compliance with employment laws and regulations. This reduces the potential liabilities for the buyer, making the acquisition more attractive and less risky.

    Focus on core business

    With a PEO handling administrative tasks, the business owner can focus on the core aspects of the business, such as growth strategies, customer relationships, and product development. This hands-off approach to administrative tasks makes the business more appealing to potential buyers looking for a well-organized and efficient operation that allows them to focus on business growth.

    Cost savings

    A PEO can help businesses save on administrative costs by streamlining processes and providing access to cost-effective benefits packages. This ultimately increases the business’s value and makes it a more appealing investment opportunity for potential buyers looking for a financially efficient acquisition.

    Meet GMS

    If you’re considering selling your business, the benefits of partnering with a PEO are unmatched. Let us welcome you to Group Management Services (GMS), a certified PEO (CPEO), who can help you during this time of change. At GMS, we understand that selling your business comes with challenges; however, don’t let that be the stopping factor. By simplifying the process, we reduce the burden on business owners. Our experts are here every step of the way. Look no further and contact our team today to get your journey started.

  • As concerns pile up, employee morale can quickly go downhill. The challenge of losing valuable employees becomes particularly daunting in today’s competitive job market, where it takes an average of 24 days to fill a position.

    While hiring managers look for replacements, the remaining team members may find themselves taking on extra work. This additional workload can make staff feel overwhelmed and resentful, exacerbating existing issues within your organization – causing more team members to leave. The domino effect is real and immediate, so you must act quickly before the topple becomes unstoppable. Because staffing is such a pressing concern, hiring decisions often become rushed, leading to hiring mistakes that inadvertently undermine retention efforts.

    While some turnover is expected, careful planning leveraging people analytics can help avoid its normalization. However, if you’re experiencing perpetual turnover, it might be time to examine your company culture. Attracting and retaining talent requires finding underlying issues and creating a strategy to address them.

    What Causes Employee Turnover? 

    Employee turnover happens for various reasons, often interrelated, and understanding these can help your organization develop strategies to retain talent. Key causes include the following:

    • Low pay and inadequate benefits. According to the Pew Research Center, 63% of employees cited low pay as a leading factor in seeking alternative employment.
    • Lack of professional advancement opportunities. Employees often aspire to grow their skills and advance their careers. If they perceive a lack of opportunity to grow within your organization, they are more likely to look for one that will.
    • Negative company culture. Another common reason for high turnover is a toxic or unsupportive company culture. This includes issues such as a lack of diversity and inclusion, poor work-life balance, and poor management practices.
    • Lack of professional respect. Employees want to feel valued and respected for their contributions. Lack of respect can manifest in several ways, including not listening to employee feedback, ignoring achievements, or generally undervaluing an employee’s role in your organization.

    If your your organization is experieicning high emploee turnover, fixing every issue overnight is impossible. It will require careful planning and time to fully address the root causes. 

    Addressing High Employee Turnover

    High turnover can create a stressful environment for your entire team, and while you can’t simply flip a switch to fix everything, addressing the root issues as quickly as possible is essential to avoid long-lasting detrimental impacts.

    First, it’s vital that you take an honest look at your company. One way to do this is through utilizing exit interviews. Exit interviews should be a routine part of off-boarding, where you can gather insights. From an employee’s first to last day, the company’s core values should guide their experience. The exit interview is no exception.

    It’s never easy to hear criticisms and concerns, but you’ll never get to the root of problems without asking questions and then listening. This isn’t the time to defend your company. Departing employees need to feel heard. Use this time to probe into factors that made them want to leave. If candid feedback is the goal, then direct managers shouldn’t conduct interviews. Nobody wants to burn bridges, so hiring a reputable third party is considered the best practice.

    In addition, you can start to address issues through:

    Taking action

    Once key concerns are uncovered and exposed, act immediately. It’s easy to get distracted and not follow through. To offset that tendency, create a team responsible for moving things forward and implementing changes.

    This team can analyze gathered data and market intelligence to create an employee retention plan. If there’s a manager with high levels of turnover, use feedback to coach them. Any new changes instituted show current and former employees that you genuinely care. If left forgotten or unfinished, that sends a clear message as well.

    Hire strategically

    After identifying and addressing areas of improvement, take a look at your hiring process. Employee retention is about hiring the right person. Skills are typically a top consideration when speaking with candidates, but you must also assess how they will fit with your company culture. A skilled new hire needs to experience a sense of belonging to consider it a long-term fit.

    There are a couple of strategies to aid this process. First, ask behavioral interview questions to gauge how they respond to common company scenarios. Then, give them a tour and introduce them to various employees. This is helpful for both of you. You can observe how they interact, and they can get a sense of the workplace culture and if it suits them.

    Compensate adequately (beyond salary)

    While happy hours and team outings are absolutely appreciated (and an essential part of building a culture), they don’t pay the bills. Research the market value and typical benefits for critical roles in your region. If you want to compete for top talent, you must offer a competitive benefits package that reinforces your company’s value. Packages include salary, paid time off (PTO), vacation time, sick days, benefits, etc.

    Look beyond money

    As the saying goes, money doesn’t solve everything. Millennials rank giving back as a top priority. That translates into taking jobs where they make a difference with society’s more significant issues. Is community involvement a core value or a PR opportunity? For candidates who care, they’ll know the difference.

    The following are more win-win strategies you can incorporate:

    • Recognition motivates employees and makes them feel respected
    • Understanding aspirations and providing a career path keeps them inspired
    • Flexible work schedules show trust and reinforce the value of work/life balance 

    Ultimately, you want to craft an atmosphere that supports happy, productive employees. Collaborating with experts who understand HR best practices can be beneficial Working with a professional employer organization (PEO), specifically GMS, allows business owners to outsource all or part of their HR to help build these cultures and programs to retain employees.

    GMS Can Help

    GMS has advised companies for more than 20 years on how to evolve to meet growth and talent goals. GMS’ HR Account Managers specialize in crafting well-defined job descriptions, ensuring you attract candidates who genuinely fit the role. They excel in creating efficient and streamlined hiring processes, saving you valuable time and resources while finding top talent.

    PEOs like GMS, understand the importance of cultural fit and can guide you in aligning candidates with your company’s values and culture. When it comes to onboarding, GMS offers structured, effective processes to ensure new employees seamlessly transition into their roles, thereby reducing the risk of disengagement or early turnover.

    Let us help improve your turnover rates and help your business retain employees to create efficiency and longevity. Contact us today to learn more about how GMS can help your business.

  • The new year signifies more than just a change in date; it’s a moment to reflect on the lessons learned, the milestones achieved, and the challenges conquered. As the new year approaches, it’s time to reflect and set intentions for a more productive, positive, and fulfilling work environment. Consider the following quick and simple resolutions to transform your workplace dynamics and foster growth and success in the coming year.

    Cultivate a culture of open communication

    Effective communication lies at the heart of any successful workplace. Make it a resolution to encourage open dialogue, active listening, and transparency among team members. Create platforms or forums where everyone feels heard and valued, fostering a culture where ideas freely flow, and collaboration thrives.

    Prioritize work-life balance

    Maintaining a healthy work-life balance often takes a backseat in pursuit of success. This year, pledge to prioritize the well-being of your employees. Encourage breaks, flexible work hours where feasible, and a supportive environment that acknowledges the importance of personal time.

    Invest in professional development

    A commitment to continuous learning not only benefits individuals but also contributes to the growth of the organization. Encourage employees to pursue professional development opportunities, whether through workshops, courses, or mentorship programs. This investment in skills pays dividends in innovation and expertise within the workplace.

    Embrace diversity and inclusion

    Diversity isn’t just a buzzword – it’s a powerful asset in any workplace. Embrace diversity not only in terms of race and gender but also in experiences, perspectives, and ideas. Foster an inclusive environment where every voice is respected, valued, and included in decision-making processes.

    Promote health and wellness

    Healthy employees are productive employees. Encourage wellness initiatives such as yoga classes, wellness seminars, or mental health support programs. You create a happier and more engaged workforce by prioritizing physical and mental well-being.

    Foster a culture of accountability

    Accountability breeds responsibility and ownership. Encourage a culture where individuals take responsibility for their actions and decisions. Set clear goals, provide necessary resources, and celebrate achievements while also learning from setbacks.

    Leads by example

    Finally, resolutions are not just for employees; they’re for leaders too. Lead by example – demonstrate the values and behaviors you wish to see in others. Your actions set the tone for the entire workplace, influencing attitudes, morale, and productivity.

    Partner with a PEO

    As 2024 approaches, these resolutions serve as a roadmap to creating a workplace that is productive, nurturing, inclusive, and empowering. The new year isn’t simply about turning a page and starting over; it’s an opportunity to turn aspirations into actions and transform your business. To navigate these resolutions, consider partnering with a professional employer organization (PEO) to set the stage for a year of remarkable progress and fulfillment. Contact us today to learn how we can kickstart the new year together. Cheers to new beginnings!

  • The COVID-19 pandemic dramatically reshaped how we work, ushering in a remote work era that allowed employees across various sectors to carry out their roles from the comfort of their homes. However, a significant shift is underway as the pandemic gradually loosens its grip and we navigate the road to recovery. President Joe Biden is leading the charge to bring federal employees back to their offices, marking a pivotal moment in our work culture.

    A Presidential Call To Action

    President Biden’s recent call for federal government agencies to increase in-person work this fall represents a turning point in our approach to work post-pandemic. This directive aligns with President Biden’s commitment to reinstate in-person positions for most federal workers, a promise he reiterated in his State of the Union address in March 2022.

    Addressing Workplace Capacity And Culture

    The push for in-person work is not just a symbolic gesture; it stems from a practical need to optimize workspace capacity. A Government Accountability Office report revealed that many federal agencies utilized only a fraction of their headquarters’ capacities, with 17 out of 24 agencies using around 25% or less. President Biden’s call to action seeks to maximize the potential of these workspaces, enabling better collaboration, communication, and efficiency.

    In addition, the President’s directive emphasizes the significance of in-person work for fostering a strong workplace culture. As remote work provides flexibility, in-person interactions are key to nurturing relationships, boosting team morale, and cultivating a sense of belonging.

    The Corporate Shift: A Tale Of Success

    President Biden’s call for a return to the office mirrors a broader trend taking place across the corporate landscape. Many private sector companies have been phasing out remote work and advocating for employees to rejoin the office environment, citing the need for collaboration and preserving workplace culture. A survey found that employees who returned to the office reported higher job satisfaction, increased effectiveness, and heightened productivity. This positive trend underscores the potential benefits that in-person work can bring to organizations and their employees.

    Navigating Challenges And Considerations

    While the push for in-person work carries numerous advantages, it does not come without its challenges. Some federal employee unions have resisted the return, seeking to uphold remote work arrangements. Balancing employees’ preferences, the interests of unions, and the administration’s goals will require careful negotiation and strategic planning.

    Positioning For Success – Partner With A PEO

    In an era of unprecedented challenges and transformative change, the call for in-person work represents an opportunity for business owners to reimagine their workplaces and foster a sense of unity, collaboration, and innovation. By staying attuned to President Biden’s directive and the broader shift toward in-person interactions, business leaders can strategically adapt their operations to create a vibrant and thriving workplace culture.

    Embracing flexible approaches, such as hybrid models that combine the best remote and in-person work, can help balance employee preferences and the benefits of face-to-face interactions. As you chart your course forward, consider leveraging technology to support seamless communication, emphasizing the value of team gatherings, and prioritizing employees’ well-being in this evolving landscape.

    Have you considered partnering with a professional employer organization (PEO)? To navigate this transition seamlessly and maximize its benefits, businesses can turn to the expertise and support of GMS, a certified PEO (CPEO). We offer comprehensive solutions tailored to the evolving needs of your workforce, helping you stay adaptable, compliant, and focused on your core business goals.

    The following are how a PEO can assist in this transition process:

    • Compliance guidance: As workplace regulations evolve, PEOs stay up-to-date with the latest laws, ensuring your business remains compliant during the in-person work transition. 
    • Employee benefits management: PEOs can help optimize your employee benefits package to meet the changing needs of your workforce, enhancing job satisfaction and retention. 
    • Flexible HR solutions: PEOs offer flexible human resources solutions that can be tailored to your unique needs, whether it’s creating hybrid work models, adapting policies, or fostering a positive workplace culture. 

    Contact us today to learn more. 

  • Earlier this month, Pennsylvania legislators introduced a new bill that aims to legalize recreational marijuana for adults ages 21 and older. This bill, called Senate Bill 846, has several key provisions:

    • Regulating personal possession and use of cannabis: If passed, the bill would establish rules and regulations regarding the possession and use of marijuana for personal, recreational purposes.
    • Creating a Cannabis Regulatory Control Board and Cannabis Business Development Fund: The bill proposes the establishment of a board responsible for overseeing the regulation of the cannabis industry. It would also create a fund to support the growth and development of cannabis-related businesses.
    • Implementing taxes on cannabis: The bill includes provisions for imposing taxes on cannabis products, which would contribute to state revenue.
    • Allowing for expungement of prior marijuana convictions: This bill recognizes the need to address past marijuana-related convictions. If passed, it would provide opportunities for individuals with prior convictions related to marijuana to have their records expunged.

    Furthermore, the bill seeks to change the existing medical marijuana law in Pennsylvania. This includes offering employment protections to workers who are medical marijuana cardholders. This means that individuals who qualify for medical marijuana use would have certain rights and safeguards in the workplace.

    It’s important to note that Pennsylvania has already had a medical marijuana program in place since 2016. Recently, an appellate court ruled that the state’s medical marijuana law does not prevent insurers and employers from reimbursing injured workers for the cost of medical marijuana in workers’ compensation claims. This ruling helps ensure that individuals who require medical marijuana for their injuries can potentially receive financial assistance through their workers’ compensation claims.

    Overall, this bill represents a significant step towards legalizing recreational marijuana for adults in Pennsylvania while also addressing issues related to the medical marijuana program and employment protections for cardholders.

    Are You A Business Owner In Pennsylvania?

    If the legalization of recreational marijuana becomes law in Pennsylvania, small business owners may face various challenges and changes in the workplace. In this case, a professional employer organization (PEO) like Group Management Services (GMS) can provide valuable assistance and support to small businesses.

    Here’s how we can help:

    • Policy development: We help small business owners navigate the complexities of the new marijuana laws by developing comprehensive drug and alcohol policies that comply with the legal requirements. Our HR experts help you create clear guidelines for employees regarding marijuana usage, possession, and impairment in the workplace.
    • Compliance assistance: We stay up to date with ever-changing employment laws and regulations and help business owners understand and comply with the specific requirements of the legalized marijuana law in Pennsylvania. This ensures that businesses operate within legal boundaries and minimizes the risk of penalties or legal issues.
    • Employee education and training: With the introduction of recreational marijuana, it’s crucial for small business owners to educate their employees about the updated policies and regulations. GMS provides educational resources through our learning management system (LMS). Employees gain access to learning modules where employees can understand their rights, responsibilities, and the potential impact of marijuana usage on their work environment.
    • HR support and risk management: Small business owners may encounter HR challenges related to marijuana usage, workplace safety, and employee performance. GMS offers HR support, guidance, and risk management strategies to address these issues effectively. We assist in developing protocols for dealing with impaired employees, implementing drug testing procedures, and managing any potential conflicts that may arise.

    GMS’ HR Account Manager, Elizabeth Schwarzkopf, PHR, added, “Implementing policies and practices conducive to the new legislation is key. One employer concern with recreational cannabis use is what to do if an employee is under the influence at work. GMS can help guide an employer on how to address these situations. Employers requiring pre-employment drug screening can partner with GMS to review their current setup and customize their process for the new legislation.”

    When you partner with GMS, your HR functions are all under one roof. You know exactly who to call when you have a question or need support for your business. We’re just one phone call away. Contact us today to learn how we can help your business thrive.

  • In an era marked by increasing concerns over data privacy and security, Florida has taken a bold step forward. Governor Ron DeSantis recently signed a data protection bill that promises to reshape how organizations conduct business in the state. The Florida Digital Bill of Rights (FDBR), signed on June 6th and set to take effect on July 1st, 2024, introduces a range of unique provisions that significantly impact privacy compliance efforts for businesses operating in the Sunshine State. Let’s look at the details and explore why this legislation is capturing the attention of organizations nationwide.

    Targeting Large Technology And Advertising Companies

    The FDBR is drawing attention by targeting large technology and advertising companies as data controllers. To qualify as a data controller under the bill, an organization must have $1 billion in global gross revenue and satisfy specific criteria. These criteria include the following:

    • Deriving 50% of global gross revenue from the sale of online advertisements 
    • Operating a consumer smart speaker and voice command service
    • Managing an app store or digital distribution platform with a substantial number of software applications 

    By focusing on these entities, the FDBR aims to regulate the practices of major players in the digital world. 

    Compliance Implications For Processors And Third-Parties

    While the FDBR primarily aims at data controllers, it does not exclude compliance implications for other entities. Processors and third parties, which do not meet the data controller criteria, still have responsibilities and obligations under the legislation. These entities must be mindful of data processing activities on behalf of data controllers and handling personal data received in a third-party capacity, even if they don’t meet the data controller threshold. This ensures a comprehensive approach to data protection across various actors involved in data processing.

    Robust Data Privacy Rights For Florida Consumers

    The FDBR places significant emphasis on empowering consumers with robust data privacy rights. Florida residents will have access to key rights, including the ability to confirm whether a data controller is processing their data, correct inaccurate information, request deletion of personal data, and exercise data portability rights. In addition, the bill grants opt-out rights related to the sale of personal information, targeted marketing, profiling, and the collection of sensitive data and personal data through voice recognition features. By providing consumers with these rights, the FDBR aims to enhance transparency, control, and consent in data processing activities.

    Processes For Privacy Rights And Consent

    The FDBR lays out clear processes for data controllers to receive, process, and respond to individuals exercising their privacy rights. It establishes a privacy rights appeals process to ensure consumers can effectively exercise their rights and seek recourse if necessary. Furthermore, the bill mandates that data controllers must obtain explicit consent from consumers before using personal data for purposes beyond those reasonably necessary or compatible with the original disclosed purpose, processing sensitive personal data, or enrolling consumers in certain financial incentive programs. These provisions reinforce the importance of informed and meaningful consent in data processing activities.

    Prohibition Of Dark Patterns And Sale Of Sensitive Data

    Aligning with best practices in data privacy, the FDBR explicitly prohibits using “dark patterns.” While the term is not precisely defined, the bill clarifies that consent cannot be obtained by accepting broad terms of use or through deceptive design elements such as hovering over, muting, pausing, or closing content. Moreover, the FDBR imposes restrictions on for-profit entities that collect personal data, prohibiting the sale of a consumer’s sensitive data without obtaining the consumer’s consent. These provisions aim to safeguard individuals from manipulative practices and reinforce the importance of respecting consumer choices.

    Stringent Data Breach Notification Requirements

    Recognizing the gravity of data breaches, the FDBR includes stringent requirements for organizations to notify affected individuals and relevant authorities in the event of a breach. This proactive approach to data breach notifications aims to minimize potential harm and empower individuals to take appropriate action. Organizations must develop robust incident response plans to swiftly and effectively address breaches while complying with the law’s notification obligations.

    Ensure You Remain Compliant 

    Complying with Florida’s new data protection law is not just an option but a necessity for businesses operating in the state. The FDBR has a robust enforcement framework designed to ensure adherence to the legislation’s provisions. As data controllers, businesses must undertake data impact assessments and be prepared to provide them upon request by the Florida attorney general. The FDBR grants exclusive enforcement authority to the state’s Department of Legal Affairs, which treats violations of the FDBR as unfair and deceptive trade practices.

    Civil penalties of up to $50,000 per violation can be imposed, making it crucial for businesses to prioritize compliance. While the law does not create a private right of action, it does include a 45-day cure period that allows businesses to correct any compliance issues before facing enforcement action. By proactively complying with the FDBR, companies can mitigate the risk of penalties, protect their reputation, and demonstrate their commitment to safeguarding consumer data and privacy.

    Partner With GMS Today!

    Navigating the complexities of the FDBR and ensuring compliance with its provisions can be challenging for small business owners in Florida. Have you considered partnering with a professional employer organization (PEO)? A PEO like Group Management Services (GMS), offers comprehensive HR solutions, including expert guidance on data protection and privacy compliance. Our experts understand the complexities of regulations such as the FDBR and can help business owners implement necessary policies and procedures and develop robust data protection measures.

    When you partner with GMS, you can streamline your compliance efforts and focus on your core operations while meeting the stringent requirements of the FDBR. With the right PEO by your side, businesses can confidently navigate the changing landscape of data privacy and security, safeguarding their reputation and fostering trust with their customers in this digital age. Contact us today to learn more about how we can protect your business!

  • Despite the ongoing construction boom, the construction industry faces several challenges in today’s economy. There continues to be a shortage of building materials, paired with prices spiking significantly, which drives up project and rebuilding costs – not to mention the cost of labor due to a nationwide workforce shortage. With all those factors paired together, construction costs continue to skyrocket.

    Businesses within this industry are engaged in new construction or reconstruction activities, including the repair or renovation of existing commercial and residential structures, roadways, and bridge construction. The following are typical work activities in the construction industry:

    • Painting
    • Roofing
    • Siding
    • Sheet metal
    • Water well drilling 
    • Installation of flooring
    • Landscaping
    • Sandblasting

    How A PEO Can Help Your Business During These Challenging Times

    Despite these challenges, the construction industry is expected to grow rapidly within the coming years, driven by factors such as urbanization, population growth, and government investment in infrastructure. Businesses within this industry must adapt to these challenges to remain competitive and meet the needs of a rapidly changing economy.

    Follow along to see the additional challenges these businesses face and how a professional employer organization (PEO) can help you overcome them.

    Regulation

    Laws and regulations are constantly changing and affect many construction businesses. If you have a business operating in multiple states, you must comply with all laws in each state. Business owners often have difficulty juggling the different legalities, which leads to costly fines. It’s easy to miss an update about a change in the current laws and/or new legislation relevant to you. When you partner with a PEO, you’re provided with HR experts who ensure you comply with these ever-changing rules and regulations, so you focus on other aspects of your business.

    Minimize accidents in a high-risk industry

    It’s no surprise that this industry is prone to accidents which can lead to hefty penalties. While falls continue to be the top cause of injury on construction job sites, the Occupational Safety and Health Administration (OSHA) compiled a list of the most common violations they see within the construction industry, including:

    • Fall protection, general requirements 
    • Hazard communication 
    • Scaffolding
    • Lockout/tagout
    • Respiratory protection 
    • Ladders
    • Powered industrial trucks 
    • Fall protection, training requirements 
    • Machine guarding 
    • Personal protective and lifestyle equipment, eye, and face protection

    Failing to provide your employees with safety standards enforced by OSHA, you could face hefty penalties. In 2022, the average penalty for a willful or repeated violation was $145,027. While all of this can have detrimental effects on your business, there are ways you can mitigate these risks. It’s essential that you have safety programs for injury prevention. Without a healthy and efficient workforce, you cannot keep operations running and thriving. Partnering with a PEO takes all of this off your shoulders. A PEO takes a proactive approach to workplace safety through various services, including the following:

    • Onsite consulting 
    • Jobsite inspections 
    • Accident and injury investigations
    • Training
    • OSHA inspection and citation assistance
    • And so much more

    At the end of the day, partnering with a PEO allows you to dedicate more time to monitoring and coaching employees through safety best practices.

    Retaining and recruiting top talent

    As employees continue to leave their careers for better opportunities, it’s essential that you find ways in which you can stand out from your competition. The easiest way to do that is by offering a competitive benefits package that includes benefits your employees want and need to survive during these challenging times, ultimately helping you attract and retain top talent. Studies show businesses whose employees rated them highly on benefits saw a 56% lower attrition rate.

    Employees in this industry want access to the following benefits:

    • Health insurance 
    • Employer-matching retirement plans
    • Life and disability coverages
    • Paid time off (PTO)
    • Financial incentives and performance bonuses

    A partnership with a PEO enables you to develop and administer a comprehensive benefits package. They group small to medium-sized businesses to provide you with benefits at price points that are typically only available to larger companies. Kalynn Muha, GMS’ Recruitment Manager, expressed, “By partnering with a PEO, you’re able to utilize their experienced recruiters to stay on top of the current job market trends. This is important in the construction industry as it allows business owners to remain in  the field while HR experts dedicate their time to finding the right talent for your business.”

    Workers’ compensation coverage

    As a business owner, one of your main responsibilities is ensuring that your employees are cared for. That’s where workers’ compensation coverage comes into play. Should an accident or illness in the workplace take place, this coverage prevents you from being liable for lost wages, medical expenses, or being vulnerable to costly lawsuits. The U.S. Bureau of Labor Statistics reports 150,000 injuries annually on construction job sites. That’s exactly why you need this coverage, as accidents are bound to happen.

    PEOs understand how important your employees are. As the backbone of your business, the last thing you want is for your employees to get injured. However, should an accident occur, it’s critical to have a highly trained team to help facilitate claims management. With the construction industry being high-risk, it’s quite challenging for businesses to find an insurance carrier that gives them a reasonable price. Fortunately, PEOs offer a competitively priced solution for high-risk businesses that often helps improve long-term workers’ compensation costs in the long run.

    Reduces the burden of filing taxes

    Tax season is arguably the most dreaded time of the year for small business owners. Tax-related tasks take up so much of one’s time and are complicated, which can cause more mistakes to occur. Experts found that business owners spend nearly five hours filing and paying payroll taxes pay period. A PEO can take over payroll-related federal, state, and local tax filings. Whether during the busy tax season or year-round, PEOs are there throughout the entire process so you focus on growing your business.

    Partner With A PEO Such As GMS

    As a business owner in a high-risk industry, partnering with a PEO such as Group Management Services (GMS) could be the solution you’ve been looking for. Partnering with GMS helps businesses in the construction industry save money on HR-related expenses such as employee benefits, payroll processing, and workers’ compensation. We also help businesses comply with employment laws and regulations, reducing the risk of costly penalties and fines. Nearly a quarter of our clients are based in the construction industry. All your HR tasks are handled under one roof and taken on by our dedicated HR experts. Whether you’re a roofing or sheet metal business, we’ve got you covered. Contact us today to learn how we can help your construction business today.