GNSA

10/16/2026

Goals need action, or else they'll never be achieved; no amount of time will help more than making the first brushstroke on the canvas. 🖌️🎨

10/15/2026

The Oregon Bureau of Labor and Industries (BOLI) can conduct workplace investigations at any time, with the right to enter any business establishment, gather facts, and examine working conditions at any time.

There are three primary investigations Oregon employers should look out for:
🔎Wage and hour investigations
🔎Civil rights investigations
🔎Strategic enforcement and outreach

To prepare your business for potential investigations, you'll want to get a full understanding of the auditing process, your rights as the employer, and what you'll need to show to BOLI representatives when requested. Take inventory of your policies, payroll records, and employee information to ensure you're prepared at all times.

10/14/2026

🚨One last reminder!

GNSA will be attending the Nonprofit Association of Oregon's NIC Conference from October 26th - 27th! Get a chance to see us and meet with many nonprofit leaders in the area.

👉 Sign up now before registration closes tomorrow, Thursday, October 15th @5:00pm PDT: https://na2.hubs.ly/H08mKG90

Join us on October 26 & 27 for the second annual Nonprofit Impact Conference, proudly supported by our title sponsor, OnPoint Community Credit Union. Centered on the theme of Insight, Innovation & Impact, this two-day event brings executive directors, program staff, fundraisers, team leaders, and no...

10/13/2026

Employee benefits management is much more involved than just selecting plans. From tracking eligibility to coordinating with carriers, the administrative workload adds up.

Looking for a way to relieve the stress of benefits enrollment before the open enrollment season? Consider outsourcing benefits administration to experts who can:
🗓️Track employee eligibility and enrollment deadlines
🔀Coordinate benefit information with insurance carriers
💵Manage payroll deductions and reconcile carrier invoices
❗And much more

With support from an experienced benefits administration team, you can reduce manual work, minimize administrative errors, and spend more time focusing on your workforce.

10/12/2026

A positive onboarding experience should start before an employee’s first day. Thoughtful preparation, clear communication, and meaningful team interactions can help new hires feel welcomed, supported, and ready to begin their new role.

To create a stronger first impression with your new hires, consider...
✔️Preparing their equipment and workspace in advance
✔️Pairing each new hire with a peer buddy
✔️Scheduling regular check-ins with them to gather feedback

Onboarding goes beyond a basic orientation checklist. Employers should take the opportunity to build trust, strengthen engagement, and set employees up for long-term success from day one. Learn 5 simple ways to make employees feel more welcome on their first day: https://na2.hubs.ly/H08k0Tj0

Five practical ways HR teams can improve onboarding, from pre-start communication and a prepared workspace to buddy support and useful feedback.

10/09/2026

Offering a competitive benefits package is just the start: If employees don't understand what’s available to them and whom to contact, they may not get the full value from the programs their employer provides. Clear, ongoing communication can help bridge that gap.

To strengthen benefits communication, employers can:
📋Making benefit information simple and easy to access
🔃Communicating year-round, not just during open enrollment
❓Providing guidance when employees have questions

For employers that don't have the resources to manage these efforts alone, benefits outsourcing can provide additional expertise and support while enhancing the experience for employees.

10/08/2026

Balancing multiple benefit plans can quickly become complicated, especially as open enrollment approaches. A benefits administration solution can help employers bridge plan management, eligibility, enrollment, and employee access all into one process.

PeoplePro Benefits Administration helps employers:
💊Configure and manage multiple benefit plans, profiles, and plan types
📈Gain visibility into employee eligibility, enrollment status, and costs
📲Give employees convenient access to their benefits information right from their own devices

With the right tools at your disposal, you'll be able to breathe a sigh of relief for this year's open enrollment.

Companies throughout the Northwest trust GNSA to take the headache out of employee benefits enrollment, administration, carrier communication, and more.

10/07/2026

🐟New federal funding brings additional help to Oregon’s Sandy River Basin, with $6.1 million from NOAA supporting efforts to restore salmon and steelhead habitat. The funding is part of a broader investment in fisheries habitat restoration projects nationwide.

Investments like these can have benefits that extend beyond environmental restoration. Healthy watersheds support Oregon businesses from outdoor recreation, fisheries, and other local employers while creating opportunities for long-term conservation and infrastructure work.

Learn more about the recent activity surrounding the Sandy River Basin: https://na2.hubs.ly/H08dYn60

New federal investment builds on more than two decades of basin-scale restoration work and documented fish response in a critical Oregon watershed.

10/06/2026

Benefits administration involves much more than managing enrollments, as it plays a key role in helping employees understand, access, and maximize the value of their benefits each year.

Utilizing a benefits administration solution can help organizations:
➡️Streamline enrollment and qualifying life events
➡️Improve benefits plan communications and accessibility
➡️Reduce paperwork and administrative burdens

As benefits offerings expand and become more complex, having the right tools in place can help enhance the experience for both employees and employers while supporting overall workforce satisfaction.

10/05/2026

A recent DOL opinion letter clarifies split-shift remote work for non-exempt employees. Under certain circumstances, a voluntary mid-day commute between home and the office generally remains unpaid if no work is performed.

For employers considering or who already allow this type of flexibility, it’s important to:
✔️Accurately track all hours worked, regardless of location
✔️Ensure employees are fully relieved from their duties during the commute
✔️Distinguish voluntary commuting from compensable work-related travel

The guidance helps employers in structuring flexible work arrangements, but careful timekeeping and clear policies remain essential. Read more about the DOL’s guidance on split-shift remote work: https://na2.hubs.ly/H089Z890

The Department of Labor's Wage and Hour Division (WHD) issued Opinion Letter FLSA2026-9 on July 22, concluding that when a non-exempt employee voluntarily splits a workday between home and the office, the mid-day commute generally remains unpaid "ordinary" travel, even if the employee performs compe...