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  • JZ Exteriors and Repairs LLC, a roofing contractor in Illinois, recently received citations from the U.S. Occupational Safety and Health Administration (OSHA). The company received the citation because it failed to protect its workers from falling hazards. In addition to this citation, the company already had existing unpaid penalties of $31,163 for workplace safety violations.

    Diving Deeper Into The Citations

    OSHA inspectors identified the following issues:

    Lack of fall protection and training

    During their inspection, OSHA inspectors observed six roofers removing asphalt shingles from a commercial building at heights of up to 12 feet without any fall protection measures in place. The company failed to provide proper training in using fall protection equipment.

    Absence of accident prevention programs 

    JZ Exteriors and Repairs LLC did not have an accident prevention program in place, which is essential for ensuring workplace safety.

    Inadequate hazard inspections

    The company lacked a competent individual responsible for inspecting worksites for potential hazards, which is crucial for identifying and addressing safety risks. 

    In addition to these issues, the company also failed to use ladders properly, de-energize circuits, thereby exposing workers to electrical hazards, and did not have a fire extinguisher readily available for emergencies. 

    As a result of these violations, OSHA cited JZ Exteriors and Repairs LLC for five repeats, four serious, and one other-than-serious violation. The total penalties imposed amounted to $66,711. The company now has 15 business days to take the following actions:

    • Comply with the citations and penalties 
    • Request an informal conference with OSHA’s area director to discuss the findings
    • Contest the finding before the independent Occupational Safety and Health Review Commission 

    A Business Owner’s Worst Nightmare 

    Experiencing citations and hefty penalties from OSHA can be a business owner’s worst nightmare. The consequences not only include financial burdens but also reputational damage and potential harm to workers. However, there is a solution that can help prevent such nightmares from occurring within your business – partnering with a professional employer organization (PEO). A PEO like GMS specializes in managing various aspects of HR, including workplace safety compliance. You can ensure that you have a robust safety program in place, proper training for employees, and regular hazard inspections. 

    In addition, our safety experts provide guidance on OSHA regulations, helping business owners stay ahead of potential violations and maintain a safe working environment. Don’t let your business face the same fate as JZ Exteriors and Repairs LLC. Consider the proactive approach of partnering with GMS to protect your workers and your business from potential nightmares. Contact us today to learn more. 

  • New York lawmakers have introduced a new bill, S.B. 5081, to strengthen safety measures for warehouse workers. This bill builds upon the existing Warehouse Worker Protection Act (S.B. 8922) that was passed in December 2022. The new bill requires companies with workers engaged in manual materials handling tasks to develop an injury reduction plan to minimize the risk of musculoskeletal injuries and disorders such as tendonitis, arthritis, sprains, and strains.

    This plan includes hiring a certified ergonomist to evaluate the worksite and gather input from workers. An ergonomist is a professional who studies, designs, and evaluates human work systems with the goal of optimizing the performance and safety of those systems. The bill also includes protections against retaliation to protect any worker who reports any issues. Furthermore, employers must promptly address any risk factors that have caused or could potentially cause musculoskeletal injuries and disorders.

    Partner With Us!

    If this bill that requires safety initiatives for warehouse workers to pass, a professional employer organization (PEO) like GMS can assist small business owners in a variety of ways. Our experts help you navigate complex employment laws and regulations. We will help you understand the requirements of this bill and ensure compliance with its provisions, including developing and implementing the necessary safety initiatives and injury reduction plans.

    In addition, our safety experts can conduct comprehensive risk assessments of the workplace to identify potential hazards and areas of non-compliance and implement measures to mitigate them effectively. Ultimately, we’re here to provide ongoing HR support to small business owners. We help you stay updated on any changes to laws or regulations, provide guidance on best practices for maintaining a safe workplace, and assist with resolving any safety-related issues that may arise. Contact us today to learn how we can help your business thrive.

  • Workers’ compensation is a crucial aspect of the employment system that protects employees who are injured or have fallen ill while performing their job duties. It provides medical expenses, lost wages, and rehabilitation costs to employees who are injured or become ill at their job. It also pays death benefits to families of employees who are killed on the job. Each state mandates the coverage, and the wage and medical benefits vary by state.

    Unfortunately, many misconceptions about workers’ compensation can prevent workers from receiving the support they need. In this blog, we’ll discuss some of the most common misconceptions about workers’ compensation and how to avoid them.

    Misconception #1: Workers’ compensation is only for workplace injuries

    One of the most common misconceptions about workers’ compensation is that it only covers injuries that occur on the job site. In reality, workers’ compensation can cover various work-related injuries and illnesses, including those outside the workplace. For example, if an employee is injured while attending a work-related event or traveling for work, they may be eligible for workers’ compensation benefits.

    Misconception #2: Workers’ compensation is only for severe injuries 

    Another common misconception is that workers’ compensation is only for severe injuries that result in long-term disability or death. However, workers’ compensation can also cover minor injuries that require medical attention, such as sprains or strains. In fact, employees must report even minor injuries to their employer and seek medical attention, as these injuries can worsen over time and lead to more serious health problems.

    Misconception #3: You can’t receive workers’ compensation if the accident was your fault

    Some employees may hesitate to file a workers’ compensation claim if they believe the accident was their fault. However, workers’ compensation is a no-fault system, meaning employees can receive benefits regardless of who caused the accident. As long as the injury occurred while the employee performed work-related duties, they may be eligible for workers’ compensation benefits.

    Misconception #4: Workers’ compensation is too difficult to navigate

    Navigating the workers’ compensation system can seem overwhelming; however, resources are available to help employees understand their rights and file a claim. Employees must familiarize themselves with their company’s workers’ compensation policies and procedures and seek help if needed.

    Have You Considered Utilizing A PEO? 

    At GMS, we understand how challenging workers’ compensation can be while you’re trying to grow your business. Since we’re a professional employer organization (PEO), we provide small businesses with the peace of mind they need when it comes to workers’ compensation. By partnering with us, small business owners can avoid common workers’ compensation pitfalls and protect their businesses from the financial and legal repercussions of workplace injuries. You can now focus on running and growing your business, knowing you have the expertise and resources to manage your workers’ compensation needs. Don’t let these misconceptions about workers’ compensation hold your business back – partner with GMS today and take the first step toward a simpler, safer, and strong business.

  • Workplace safety oversights can be expensive mistakes for employers. When an injury occurs, and a claim is made, the Bureau of Workers’ Compensation (BWC) will come down hard on an offending business if they determine it’s at fault. Depending on the situation, employers may also find themselves dealing with a Violation of a Specific Safety Requirement (VSSR), another violation that can lead to additional penalties.

    As a business owner, you know the importance of the safety of your workers. By understanding the implications of a VSSR, you can ensure a safe workplace for your employees and prevent costly violation fees. The following information pertains specifically to Ohio’s BWC, and you should refer to your state’s regulations when handling a VSSR claim.

    What Exactly Is A VSSR? 

    A VSSR is the most serious violation that can be issued by the BWC. It’s issued when an employer has been cited for disobeying one or more specific safety requirements defined by the Ohio Administrative Code (OAC) that led to a workplace accident. The list of safety requirements is outlined in the OAC and helps determine the validity of the claim. Neglected safety specifications could include the failure to:

    • Replace damaged or outdated equipment 
    • Update workplace fixtures
    • Provide the appropriate safety gear
    • Implement standard protective barriers such as rails or guarding 

    According to the BWC, “the Ohio Revised Code (ORC) states it is the responsibility of every employer in Ohio to provide a safe workplace and adhere to all safety rules.” If you fail to adhere to one of the listed safety requirements and an employee is seriously or fatally injured, you could be hit with a VSSR. The existence of this VSSR could mean that the injured employee would be eligible for additional compensation through their BWC claim.

    How Does The BWC Determine If A VSSR Occurred? 

    There are a few requirements that must be met before the BWC determines that an injury was the result of a VSSR. First, the claim must be filed within two years from when the occupational injury, disease, or death occurred.

    To file a claim, the injured worker or an injured worker’s dependent, when there has been a worker fatality, must submit Form IC-8/9 with the specific code sections that allegedly have been violated to the Industrial Commission of Ohio (IC). The employee must also have a workers’ compensation claim for the same injury. All involved parties will receive proper notification of the VSSR application.

    At this point, you, the employer, have 30 days to file your response. Additionally, the Safety Violations Investigation Unit (SVIU) begins acquiring information from both parties.

    In order to collect a compensatory award, the injured worker must prove the following:

    • That the safety requirement(s) was both specific and applicable to the employer
    • That the employer what not in compliance with the safety requirement(s) when the accident occurred
    • That the non-compliance with the requirement(s) directly contributed to the injury, disease, or death

    Once an impartial investigator is assigned to the case, they will begin to gather pertinent information, including OSHA records, equipment purchase dates, manufacturer, model, and serial numbers, witnesses, and accident descriptions. The investigation will also inspect the injury site, equipment, and conduct interviews. It’s recommended that both you and your legal counsel be present during the on-site visit.

    When all the facts have been gathered, the investigator will file a report with their findings in the BWC claim before the IC has a hearing on the matter. A pre-conference hearing occurs with the opportunity to settle the issue. Otherwise, a hearing will determine the merit of the claim.

    Defending A VSSR Claim

    The burden of proving employer liability falls on the injured worker, and they must prove the points previously listed. You can defend your business by simultaneously proving whether or not the safety provision cited in the VSSR is applicable to your business or industry. If facing a VSSR, you should prepare for the investigation by assembling critical documents such as maintenance and training records. Additionally, it’s recommended that you immediately contact legal counsel to defend or settle the issue at hand.

    Keep in mind that the ORC does not place all the responsibility of safety on the employer. Workers are also expected to properly use the safety equipment provided by the employer. For example, if you provided the appropriate protective equipment, such as work gloves, harnesses, or safety goggles, and your employee failed to use them, then due to their negligence, the BWC may not find you at fault for the injury.

    What Are The Penalties Associated With A VSSR?

    If the IC decides that an employer is at fault for a VSSR, it’s going to cost that company quite a bit. The IC will grant the injured worker an additional monetary award, which the BWC states can range anywhere “from 15 to 50 percent of the maximum allowable weekly compensation rate granted to the injured worker.” The percentage awarded goes directly to the injured employee or their dependents. Multiple VSSRs can also become a costly problem. If a company has been charged with two or more VSSRs within a 24-month period, the IC can impose an additional penalty of up to $50,000.

    Do VSSRs Affect Workers’ Compensation? 

    A VSSR claim is not a bar to receiving workers’ compensation benefits; it’s an additional award paid to the injured employee. Not only did an injury occur, but your specific violation of safety requirements led to their personal harm. However, even if the VSSR claim is denied, medical and income benefits are unaffected.

    What Can My Business Do About VSSRs? 

    The easiest and most important way to avoid VSSRs is to crack down on any potential violations and ensure you’re adhering to safety requirements to create a safer working environment for you and your employees.

    One of the best ways to prevent violations is by implementing a strong safety training program for all employees. They should have appropriate instructions for all equipment and procedures, including:

    • How to operate machines safely
    • How to use personal protective equipment (PPE)
    • What hazards exist in the workplace
    • How to recognize hazards and how they can be controlled or eliminated through engineering controls and administrative controls 

    In addition to training, you must provide the appropriate PPE for the tasks of your employees. Think – eyewear when operating machinery or driving vehicles; hard hats when working near exposed electrical wires; gloves when handling chemicals or sharp objects; earplugs if there’s loud noise from nearby machinery or vehicles outside your facility.

    Risk Management In The Workplace

    It’s important to remember that safety training isn’t reserved solely for onboarding new employees, it should be consistently reviewed with all employees to ensure safety compliance.

    Of course, this is easier said than done, especially if you’re not an expert on risk management and don’t have the time to become one. A professional employer organization (PEO) can provide your business with expert risk management services and strategies that can help you create a safer workplace and limit your risk for workers’ compensation claims.

    At GMS, we take a proactive approach to workplace safety by working closely with you to build a comprehensive risk management plan, including onsite consulting, job hazard analysis, training services, and OSHA inspection assistance. Contact us today to talk to one of our experts about how we can help you make your business a safer place.

  • Workplace issues can occur in businesses of any size. When an employee reports harassment, discrimination, retaliation, or another policy violation, the employer’s response is crucial. It can significantly impact workplace culture, employee trust, and legal risk.

    This is why having a clear HR investigation process is essential. A well-structured investigation enables employers to gather facts, address concerns effectively, and show their commitment to maintaining a fair and respectful workplace.

    Key Takeaways

    • HR investigations help employers address workplace complaints fairly and consistently.
    • Common investigation topics include harassment, discrimination, retaliation, safety concerns, and policy violations.
    • A documented investigation process can help reduce confusion, improve consistency, and support compliance efforts.

    What Is an HR Investigation?

    An HR investigation is a structured process for examining workplace complaints or allegations of misconduct. Its purpose is to determine what happened, identify any policy violations, and assess whether corrective action is necessary.
    HR investigations often involve:

    • Gathering information from involved parties
    • Interviewing witnesses
    • Reviewing documentation and evidence
    • Assessing company policies
    • Documenting findings and outcomes

    The goal is not to assume wrongdoing but to collect facts and reach a fair, objective conclusion.

    When Should Employers Conduct an HR Investigation?

    Not every workplace issue needs a formal investigation, but some complaints require immediate attention.
    Common situations that may require an HR investigation include complaints of harassment, allegations of discrimination, claims of retaliation, incidents of workplace bullying, ethics violations, health and safety concerns, employee misconduct, and breaches of company policies. Whether the issue involves inappropriate workplace behavior, a potential policy violation, or concerns about how employees are treated, a timely, thorough investigation can help employers understand the facts, address concerns appropriately, and maintain a respectful work environment. If employers do not address these issues, they can escalate into larger employee relations challenges and may expose employers to legal, financial, and reputational risks.

    Why Are HR Investigations Important?

    A prompt and thorough investigation does more than address a single complaint. It helps protect employees, strengthen workplace culture, and demonstrate that the organization takes concerns seriously.

    They Help Uncover the Facts

    Workplace complaints often involve conflicting accounts and incomplete information. An investigation provides a structured way to gather evidence, interview relevant individuals, and understand what occurred. By focusing on facts rather than assumptions, employers can make more informed decisions.

    They Support a Safe Workplace

    Employees are more inclined to report concerns when they trust that leadership will take appropriate actions. A consistent investigation process shows that workplace issues will be reviewed fairly and addressed properly. This approach can foster a healthier and more respectful work environment.

    They Help Reduce Legal Risk

    Failure to investigate workplace complaints can increase exposure to legal claims and compliance issues.

    A documented process helps show that the organization takes complaints seriously and responds appropriately when concerns are raised.

    They Build Employee Trust

    One of the most overlooked benefits of HR investigations is the impact they can have on employee confidence. When employees see that leadership consistently addresses concerns, they are often more likely to trust the organization’s policies and procedures.

    Why Should Businesses Have an HR Investigation Process Before an Issue Occurs?

    Many employers don’t think about investigations until a complaint is made. However, creating a process in advance can make responding much easier when a situation arises.

    A documented investigation process can help:

    • Ensure consistency across cases
    • Establish clear expectations for employees
    • Reduce confusion during sensitive situations
    • Improve documentation practices
    • Support compliance efforts
    • Help managers respond appropriately

    Without a defined process, investigations often become reactive, inconsistent, and more difficult to manage.

    How Do You Conduct an Effective HR Investigation?

    While every situation is different, most successful investigations follow a similar framework.

    Review Existing Policies and Procedures

    Start by reviewing your employee handbook, workplace policies, and reporting procedures. This helps ensure the investigation aligns with company standards and identifies whether you need additional guidance.

    Determine Who Should Be Involved

    Depending on the nature of the complaint, various individuals may need to participate in the process.

    This could include:

    • HR representatives
    • Managers or supervisors
    • Executive leadership
    • Legal counsel
    • Third-party HR consultants

    Determining responsibilities early can help maintain consistency throughout the investigation.

    Define the Scope of the Investigation

    Before collecting information, clarify what you’re investigating.

    Consider:

    • The specific allegation
    • The individuals involved
    • Potential witnesses
    • Relevant timelines
    • Documentation that may need to be reviewed

    A clearly defined scope helps keep the investigation focused and efficient.

    Gather Facts and Evidence

    The next step in an HR investigation is to gather information from all relevant sources. This typically involves conducting interviews with individuals who might have knowledge of the situation, reviewing written statements, examining emails or other communications, and analyzing performance records. Additionally, it may involve collecting any supporting documentation, such as security footage when applicable.

    The objective is to gather information thoroughly and objectively, ensuring that all relevant facts are considered before making any conclusions or decisions. This fact-finding process helps employers conduct a fair investigation and make informed decisions based on the available evidence.

    Communicate with Involved Parties

    Employees involved in an investigation should clearly understand what to expect throughout the process. Open and professional communication can help reduce confusion, encourage cooperation, and reinforce expectations regarding confidentiality. While employers should provide appropriate updates and guidance as the investigation progresses, they must also balance transparency with the need to protect everyone’s privacy. Setting clear expectations from the beginning can help build trust in the process and support a fair and effective investigation.

    Determine Findings and Take Appropriate Action

    Once all information has been reviewed, employers can determine whether company policies were violated and what next steps should be taken.

    Potential actions may include:

    • Coaching or training
    • Policy updates
    • Corrective action
    • Disciplinary measures
    • Additional monitoring or follow-up

    Responses should be consistent with company policies and applied fairly across the organization.

    Review and Improve Your Process

    Every investigation offers employers a chance to evaluate and enhance their current processes. Once an investigation is complete, organizations should assess how the process was managed. This includes identifying what worked well, where delays or challenges arose, whether existing policies adequately addressed the issue, and if managers or supervisors could benefit from additional training. Taking the time to evaluate the effectiveness of each investigation can help employers pinpoint areas for improvement, refine procedures, and ensure that future workplace concerns are addressed consistently and effectively.

    What Questions Should Be Asked During an HR Investigation?

    The specific questions will vary depending on the situation, but investigators often seek answers to several core questions:

    • What happened?
    • When did it occur?
    • Where did it occur?
    • Who was involved?
    • Were there any witnesses?
    • Has the issue been reported previously?
    • How has the situation affected the employee or workplace?
    • Is there supporting documentation or evidence?
    • What outcome is the employee seeking?

    Asking open-ended questions and allowing employees to provide complete responses often leads to more productive conversations.

    How Can HR Support Workplace Investigations?

    Workplace investigations often involve sensitive employee issues, complex documentation requirements, and potential compliance concerns.

    HR support can help organizations:

    • Develop investigation procedures
    • Train managers on reporting protocols
    • Document findings appropriately
    • Navigate employee relations concerns
    • Reduce compliance risks
    • Promote consistency across investigations

    For many growing businesses, having access to experienced HR guidance can make workplace investigations more manageable and effective.

    Build a Stronger Workplace with GMS

    HR investigations are an important part of maintaining a safe, respectful, and compliant workplace. When concerns arise, employers need a consistent process that helps them gather facts, support employees, and respond appropriately.

    Whether you’re looking to strengthen your workplace policies, improve employee relations, or navigate complex HR challenges, Group Management Services (GMS) can help. Our HR experts work alongside business owners to provide guidance, support compliance efforts, and simplify critical HR responsibilities.

    Ready to create a stronger HR foundation for your business? Contact GMS to learn how our HR solutions can support your organization.

    Frequently Asked Questions

    What is the purpose of an HR investigation?

    An HR investigation helps employers determine the facts surrounding a workplace complaint or allegation, identify potential policy violations, and determine whether corrective action is necessary.

    What types of workplace issues typically require an HR investigation?

    Common examples include harassment complaints, discrimination allegations, retaliation claims, workplace misconduct, ethics violations, safety concerns, and violations of company policies.

    How quickly should an HR investigation begin?

    Employers should generally begin investigating workplace complaints as soon as reasonably possible after becoming aware of the issue. Prompt action helps preserve information and demonstrates that concerns are being taken seriously.

    How can GMS help with HR investigations?

    GMS provides HR support, guidance, policy development assistance, employee relations expertise, and compliance resources that can help businesses manage workplace investigations and other HR responsibilities more effectively.

  • The California Division of Occupational Safety and Health Standards Board (Cal/OSHA) published an official draft of an indoor health illness prevention standard. While heat illness regulations are already applicable to outdoor workers, this new regulation strictly applies to employees working indoors when the temperature reaches at least 82 degrees.

    Understanding The Proposed Regulation 

    Under this draft version, business owners must have written heat illness prevention plans. The plan would be necessary to include the following:

    • Access to water
    • Cool-down spots
    • Acclimatization for newly assigned workers
    • Emergency response procedures 
    • Control measures to minimize the risk of heat illness

    Heat illness is a severe medical condition resulting from the body’s inability to cope with a particular heat load, including heat cramps, exhaustion, and heat strokes. There are 67,512 emergency department visits yearly due to heat in the U.S. In addition, 702 heat-related deaths occur each year. What will you do to protect your workers?

    Nick Clark, GMS’ Safety Manager, emphasized, “As a business owner in California, it’s essential to prioritize indoor heat illness prevention in the workplace. With temperatures rising across the state, you must take extra precautions to ensure your employees’ safety and well-being. Heat-related illnesses such as heat exhaustion and heat stroke can be severe and, in some cases, even fatal. To prevent these illnesses, you should provide cool and shaded areas for workers to take frequent breaks and access to plenty of water. You should also schedule physically demanding work during the cooler parts of the day and provide appropriate protective clothing. By implementing heat illness prevention measures, employers can protect their employees and improve productivity, reducing the risk of heat-related accidents.”

    This proposed indoor heat illness regulation is currently in the 45-day comment period, and the Cal/OSHA Standards Board will hold a public hearing on the proposed regulation on May 18th, 2023.

    Partner With GMS

    While we wait to hear if this will become a law in California, consider partnering with GMS to ensure the safety of your workers. We work with thousands of businesses and help them comply with all regulations and laws. When you partner with us, we update your employee handbook to reflect the necessary changes. In addition, our team of safety experts will come out to examine your facility to ensure you have complied with the law. Whether you need help creating cool-down spots for your employees or writing a proper emergency response procedure, we do it all. Contact us today.

  • Porter Roofing Contractors Inc., a Tennessee-based roofing contractor, face a hefty penalty after the U.S. Occupational Safety and Health Administration (OSHA) cited them. This citation came following the death of an employee who had fallen through a skylight at a Florida airport hangar. OSHA cited the company for four serious violations and proposed $53,797 in penalties.

    OSHA stated that Porter Roofing failed to inspect job sites, materials, and equipment regularly. In addition, they exposed their workers to electrical, struck-by, and fall hazards while failing to report work-related employee hospitalization within 24 hours.

    About Porter Roofing Contractors Inc.

    Porter Roofing is your single-source contractor for consultation, execution, and installation of various high-performance roof systems. They have blueprinted an innovative culture throughout their company, emphasizing the welfare and safety of everyone involved with any roofing project they undertake.

    The Assistance Of A PEO

    Unfortunately, the failure of Porter Roofing to prioritize the safety of its workers resulted in the tragic loss of an employee’s life. This serves as a reminder to take proactive measures to safeguard your workers and prevent unnecessary loss of innocent lives. Have you considered partnering with a professional employer organization (PEO)? A PEO such as Group Management Services (GMS) helps businesses with OSHA compliance to reduce the risk of an OSHA inspection and to prepare for one if it does occur.

    At GMS, our risk management team can perform a comprehensive assessment of your company’s safety practices identifying areas of non-compliance with OSHA regulations. The assessment can include the following:

    • Review safety policies and procedures 
    • Conduct safety policies and procedures 
    • Identify training needs

    We provide you with safety training for your employees so you can avoid accidents and injuries and reduce the risk of OSHA violations. In addition, if you don’t already have safety programs and policies in place, our experts help you develop and implement safety programs and policies that comply with OSHA regulations. We do it all. Contact us today to ensure your workers are working in a safe environment.

  • California State Senator Dave Cortese introduced Senate Bill 553 on February 15th, 2023, which discusses workplace violence. Workplace violence prevention regulations are only applicable to the health care industry. However, preventing workplace violence in every industry is also necessary. Workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior at work. It can range from threats and verbal abuse to physical assaults and even homicide. It’s reported that 743 million, or 23% of employees worldwide, have experienced violence or harassment in their workplace.

    Understanding Senate Bill 553

    Senate Bill 553 would require California’s occupational safety and health regulator to broaden the scope of workplace violence prevention regulations and would cover most employers in California. If it passes, it will require the California Division of Occupational Safety and Health (Cal/OSHA) to adopt regulations requiring any employer not subject to the health care regulations to create a workplace violence prevention plan that’s part of the employer’s injury and illness prevention plan. Business owners would be required to do the following:

    • Violent incident log
    • Recordkeeping
    • Reporting of violent incidents to Cal/OSHA
    • A written violence prevention plan
    • Training

    GMS’ Safety Manager Nick Clark stated, “One of the most important aspects of maintaining a safe workplace is preventing workplace violence. There are several steps employers can take to prevent violent incidents in the workplace. First, creating a workplace prevention program that includes guidelines for reporting and addressing threatening or violent behavior is crucial. Furthermore, training employees to recognize warning signs of violence, de-escalation techniques, and how to respond to violent incidents can help prevent such incidents from occurring. Employers may also consider implementing security measures such as surveillance cameras, access control systems, and security personnel to prevent violence. Ultimately, taking proactive measures to prevent workplace violence can ensure employees’ safety and well-being and avoid legal issues.”

    Don’t Wait To Prevent Workplace Violence

    While there is no set time frame for when this bill would go into effect, it’s essential that you’re always trying to keep your employees safe and prevent workplace violence from occurring. Partnering with a professional employer organization (PEO) such as GMS can help employers by providing various services and resources to identify and manage potential threats. GMS’ HR experts work with you to create clear policies and procedures around prevention, including training, reporting, and response protocols. In addition, you gain access to our learning management system (LMS), where employees can be trained to identify potential warning signs of violence, report concerns, and respond to an active threat. Ultimately, we provide ongoing support to help you stay updated with the latest best practices and strategies for preventing workplace violence. Contact us today to prevent workplace violence from happening in your business.

  • We’ve discussed how to have a successful onboarding process for remote workers, what you should ask yourself before considering remote work for your employees, and how to manage your remote team more effectively. Now, it’s time to take a deep dive into how you can ensure a secure cyber environment for this class of workers.

    A report showed that 20% of organizations experienced a security breach in their system because of a remote worker. A security breach is any incident that results in unauthorized access to computer data, applications, networks, or devices. In addition, it was revealed that the average data breach cost increased by over $1 million whenever remote work was a factor. The importance of having the proper software to protect your employees from a breach is critical. Cyber attackers are becoming smarter and smarter, and as an employer, you must stay up to speed with technological advancements, especially among your virtual workers.

    Secure Your Employees’ Remote Work Environment

    You must take additional precautions to ensure a secure work environment when you have remote employees. With nearly one-half to two-thirds of U.S. employees working at least part of their time remotely, what will you do as an employer to help these employees protect at-home networks? Consider the following tips:

    • Install security software: This is a perfect starting point if this hasn’t been implemented from the beginning. This software prevents malware, viruses, phishing attempts, and other potential threats.
    • Connect to a virtual private network (VPN): A VPN allows remote employees to become an extension of the network as if they’re in the office with the same security and connectivity benefits.
    • Use a router that’s up to date: The longer a router ages, the more likely it is to be compromised by cyber hackers who are ready to steal and monetize your data.
    • Enable encryption: Data encryption is a computing process that encodes plaintext/cleartext into ciphertext accessible only by authorized users with the right cryptographic key. It adds a layer of protection for businesses and remote workers.
    • Adhere to a strong password policy: Long and complex passwords offer a valuable method of protecting computing resources. If you have easily guessed passwords, they’re more likely to get attacked. Strong passwords protect your accounts and devices from unauthorized access, keeping your employees’ sensitive personal information as safe as possible. A strong password is hard to guess, but it should be easy to remember. Consider utilizing the following characteristics of a strong password:
      • At least 12 characters 
      • A mixture of uppercase and lowercase letters 
      • Use letters and numbers
      • Include at least one unique character 
    • Train your employees: To minimize the risk of a cyber-attack, your first line of defense is implementing employee training. Utilizing a learning management system (LMS) to implement training courses periodically or have company-wide training is a critical step in creating a secure cyber environment. 
    • Use multi-factor authentication (MFA): MFA is an authentication method that requires the user to provide two or more verification factors to gain access to a resource such as an application, online account, or a VPN. It ultimately enhances your organization’s security by requiring users to identify themselves with more than a username or password.

    Brett Kowalski, GMS’ IT Director, expresses, “Enhancing your company’s cyber security is extremely important in today’s business environment. With many employees working remotely, it’s essential that companies ensure that remote workers have secure methods to access their company’s data. Using multi-factor authentication and other security login protocols is crucial. When employees connect from all over the world, having a secure login process can help prevent the potential of a cyber-attack.”

    GMS Can Protect Your Business

    As remote work continues to dominate the workforce, new cyber risks have emerged. As a business owner, it’s time to think outside the box and consider utilizing a professional employer organization (PEO) such as GMS. When you partner with GMS, we can help develop and implement policies and procedures that address remote work and cyber security. This can include guidelines for using personal devices, correctly accessing company data, and reporting security incidents. In addition, we can provide cyber security training to employees to help them identify and prevent cyber threats such as phishing, scams, malware, and social engineering attacks using our LMS. Interested in learning more about how GMS can protect your business and employees? Get a quote now.

  • Earlier this month, the Michigan House voted to expand the Elliott-Larsen Civil Rights Act to include protections for the LGBTQ community. Senate Bill Four passed with a vote of 64 in favor after passing in the Michigan Senate. The Elliott-Larsen Civil Rights Act substantially advanced the state’s effort to eliminate discrimination in employment, education, housing, public service, real estate transactions, and the use of public accommodations and to secure equal opportunity for all. This was a historic high point in Michigan’s tradition of protecting civil rights in 1976. Since then, amendments have further expanded the Act.

    Understanding Senate Bill Four

    Senate Bill Four explicitly includes protections for sexual orientation and gender identity. Ultimately, the bill would stop someone from hiring, evicting, or otherwise discriminating against individuals because they are LGBTQ. Sexual orientation is defined as “having an orientation for heterosexuality, homosexuality, bisexuality, or having a history of such an orientation or being identified with such an orientation” in this bill. Gender identity is defined as “having or being perceived as having a gender-related self-identity or expression whether or not associated with an individual’s assigned sex at birth.” The bill now heads to Michigan Governor Gretchen Whitmer.

    What The Bill Means For Employers

    As we wait for Governor Gretchen Whitmer’s vote, employers need to understand their responsibility. If the law passes and takes effect, employers could face repercussions if they are found to have discriminated against LGBTQ applicants or employees. This includes the following:

    • Rejecting job candidates 
    • Terminating their employment
    • Any other unfavorable workplace actions

    Alongside repercussions under this new law, employers could face civil lawsuits if they are found harassing employees based on their LGBTQ status. If the governor signs the bill into law, it will take effect 90 days later, so you must begin preparing now. While you may already have policies prohibiting sexual-orientation discrimination and gender identity discrimination in employment, now is the time to revisit those policies and see if any changes need to be made. Consider reviewing and revising the following:

    • Workplace policies and practices 
    • Managerial training materials
    • Employee antidiscrimination and anti-harassment training sessions
    • Interview and hiring protocols
    • Benefits offerings

    Alyse Kimble, GMS’ Training and Development Coordinator explained, “Good training teaches employees and managers that they have the right to work in a workplace free of discrimination and harassment. It also demonstrates an employer’s adherence to the laws and policies that prohibit that discrimination. Having a learning management system (LMS) platform that automates these trainings for easy assignment and tracks progress and completion is key for busy HR managers and business owners to ensure that their managers and staff are adhering to discrimination laws.”

    Prepare Now With GMS

    While GMS helps you stay compliant with ever-changing rules and regulations associated with your business, we do so much more than that. When implementing new laws, we ensure you follow every aspect of that law. If this new law in Michigan is passed, our HR experts will look at your employee handbook to determine what policies you have in place to protect the LGBTQ community and what we can do to improve these policies. In addition, utilizing an LMS is one of the best resources to train and educate your workforce on this topic. Your employees are your biggest asset. Let’s protect them together and ensure a compliant business starting today. Contact us to learn more.