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  • Hiring the right employees is only the beginning. Building a workforce that is engaged, compliant, and committed to the long term requires a structured approach at every stage of the employee lifecycle. 

    For small and midsize businesses, managing recruiting, onboarding, benefits, compliance, performance management, and retirement planning can quickly become overwhelming. A certified professional employer organization (CPEO) like Group Management Services (GMS) provides comprehensive human resources (HR) support that strengthens your workforce from hire to retire. 

    Here is how GMS supports each step of the journey. 

    1. Attracting and Recruiting the Right Talent 

    A strong hiring process starts with positioning your business as an employer of choice. In a competitive labor market, candidates evaluate more than salary. They look at benefits, growth opportunities, workplace culture, and long-term stability. 

    GMS helps businesses develop competitive hiring strategies by providing guidance on job descriptions, compensation benchmarking, and recruitment best practices. Our HR professionals help ensure postings are compliant, clearly written, and aligned with industry expectations. 

    By streamlining recruitment processes and offering strategic HR support, GMS helps you reduce time-to-hire while improving the overall candidate experience. A stronger hiring process sets the tone for long-term retention. 

    2. Creating a Seamless Onboarding Experience 

    The onboarding experience plays a critical role in whether a new hire becomes a long-term employee. Disorganized paperwork, unclear expectations, and inconsistent training can lead to early disengagement. 

    GMS simplifies onboarding with digital new-hire documentation, payroll setup, employee handbook acknowledgments, and policy management. We help employers create structured onboarding processes that introduce employees to company expectations, workplace policies, and benefits enrollment from day one. 

    When employees feel prepared and supported at the start of their employment, they are more confident in their roles and more likely to remain with the organization. 

    3. Delivering Competitive Benefits That Improve Retention 

    One of the most effective ways to reduce employee turnover is by offering competitive benefits. However, many small businesses struggle to access high-quality benefit plans at affordable rates. 

    Through GMS, businesses gain access to comprehensive health, dental, vision, and retirement plan options. By leveraging group buying power, we help small and midsize companies offer benefits that rival larger organizations. 

    Competitive benefits packages increase employee satisfaction and loyalty. When employees feel secure in their health coverage and confident in their financial future, they are more likely to stay and grow with your company. 

    4. Supporting Performance and Ongoing HR Needs 

    Employee retention depends on more than compensation. Clear expectations, consistent feedback, and fair workplace policies all contribute to a stable and productive workforce. 

    GMS provides ongoing HR support to help business owners manage performance reviews, employee relations issues, workplace policies, and compliance requirements. Our team helps navigate wage and hour regulations, workplace safety standards, and evolving employment laws. 

    Having experienced HR professionals available for guidance reduces risk and allows business leaders to address challenges proactively. This level of support creates a stronger workplace culture and improves long-term employee engagement. 

    5. Helping Employees Plan for Retirement 

    A true hire-to-retire strategy includes long-term financial planning support. Retirement benefits are valuable not only for employees but also for retaining experienced team members. 

    GMS helps businesses offer and manage retirement savings plans while providing employees with the education and enrollment support they need to make informed decisions. Offering retirement benefits demonstrates a commitment to your employees’ futures and encourages long-term loyalty. 

    When employees see a path forward within your organization, they are more likely to build their careers with you rather than look elsewhere. 

    6. Managing Offboarding and Workforce Transitions 

    Even with strong retention strategies, workforce transitions are inevitable. Whether an employee resigns or retires, the offboarding process must be handled professionally and compliantly. 

    GMS assists with final payroll processing, benefits continuation requirements, compliance documentation, and retirement plan transitions. Structured offboarding protects your business from risk while preserving your professional reputation. 

    A well-managed transition ensures continuity for your team and maintains positive relationships with departing employees. 

    Building a Stronger Workforce With GMS 

    Supporting employees from hire to retire demands more than standalone HR solutions. It calls for a comprehensive approach that combines recruiting, onboarding, benefits, payroll, compliance, and long-term planning. 

    GMS acts as an extension of your team, helping you reduce administrative burdens, strengthen compliance, improve retention, and create a more competitive workplace. By partnering with a PEO, you gain the resources and expertise needed to manage every stage of the employee lifecycle with confidence. 

    If you are ready to strengthen your hiring process and build a workforce designed for long-term success, contact GMS today to learn how we can support your business from hire to retire. 

  • Unemployment benefits serve as an important safety net for employees who lose their jobs through no fault of their own. For employers, however, unemployment insurance is more than just a government program. It is a financial responsibility and a compliance obligation that directly impacts your bottom line. 

    If you are a small business owner or human resources (HR) leader, understanding how unemployment works from the employer side can help you control costs, reduce risk, and make more informed workforce decisions. 

    What Is Unemployment Insurance? 

    Unemployment insurance is a joint federal and state program that provides temporary income to eligible employees who are no longer employed. Most employers are required to contribute to this system through payroll taxes. 

    These employer-paid taxes fund unemployment benefits for eligible workers. While employees receive benefit payments, employers are responsible for funding the system and participating in the claims process as needed. 

    Who Pays for Unemployment? 

    In most cases, employers pay both federal and state unemployment taxes. 

    Federal Unemployment Tax 

    The Federal Unemployment Tax Act, commonly referred to as FUTA, requires employers to pay a federal unemployment tax on a portion of employee wages. This tax helps fund oversight of state unemployment programs and loans to states when needed. 

    State Unemployment Tax 

    In addition to federal taxes, employers must also pay state unemployment taxes. State unemployment tax rates vary and are based on several factors, including your company’s industry and claims history. 

    One important concept employers should understand is experience rating. Your state unemployment tax rate is influenced by the number of unemployment claims filed against your business. The more claims that are approved and paid out, the more likely your rate will increase over time. 

    For growing businesses, this can significantly affect overall payroll costs. 

    What Happens When a Former Employee Files a Claim? 

    When a former employee files for unemployment benefits, the state agency will notify you. Employers are given the opportunity to provide information about the separation. 

    The process typically includes: 

    1. A notice of claim from the state 
    2. A request for separation details 
    3. A determination issued by the state 
    4. The option to appeal if you disagree with the decision 

    Your response plays an important role in the determination process. If an employee was terminated for documented misconduct or voluntarily resigned, providing thorough and timely documentation can protect your business from unnecessary charges. 

    Failing to respond or providing incomplete information can result in higher unemployment costs. 

    How Employers Can Reduce Unemployment Costs 

    While unemployment taxes are required, employers can take proactive steps to better manage their exposure. 

    Maintain Strong Documentation 

    Keep accurate records of performance issues, disciplinary actions, attendance violations, and policy acknowledgments. Clear documentation supports your position if a claim arises. 

    Implement Clear Workplace Policies 

    An up-to-date employee handbook with clearly communicated policies sets expectations and provides consistency in how issues are handled. 

    Train Managers Properly 

    Supervisors should understand how to document employee performance concerns and follow proper termination procedures. Consistency and compliance reduce risk. 

    Focus on Retention 

    Reducing turnover through better hiring practices, employee engagement, and performance management can help minimize claims and stabilize your unemployment tax rate. 

    How GMS Supports Employers with Unemployment Management 

    Managing unemployment claims and tax rates can quickly become time-consuming and complex, especially for small to midsize businesses without dedicated HR teams. 

    Group Management Services (GMS) helps businesses: 

    1. Monitor and manage unemployment claims 
    2. Ensure timely and accurate responses to state agencies 
    3. Strengthen documentation and HR practices 
    4. Navigate compliance requirements across multiple states 
    5. Control unemployment tax exposure 

    Unemployment insurance is a necessary part of employing a workforce, but it does not have to be unpredictable or overwhelming. With the right processes in place and the right partner supporting you, unemployment can become a manageable component of your overall workforce strategy. 

    If you want to learn how GMS can help you take control of unemployment costs and strengthen your HR foundation, contact us today. 

  • Running a small business means balancing growth with responsibility. You are focused on increasing revenue, strengthening your team, and staying competitive. At the same time, you are managing payroll, employee benefits, compliance, workplace policies, and risk management. As your business grows, so do those responsibilities. 

    The question many owners face is simple. How do you continue scaling without letting human resources (HR) administration slow you down or expose your company to unnecessary risk? 

    That is where understanding the impact of a professional employer organization (PEO) becomes important. 

    According to research from the National Association of Professional Employer Organizations (NAPEO), businesses that partner with a PEO tend to outperform similar companies in growth, retention, profitability, and long-term stability. 

    Here is what the numbers show and why they matter for your business. 

    Growth Isn’t Just About Revenue  

    Scaling a business requires systems that support hiring, payroll, benefits administration, compliance, and risk management. Without that foundation, growth can stall. 

    According to NAPEO, businesses that partner with a PEO grow twice the rate of those that don’t. 

    Faster growth isn’t accidental. When business owners aren’t buried in HR administration, they can focus on revenue-generating initiatives, strategic expansion, and customer acquisition. A PEO offers the operational backbone for sustainable growth. 

    Employee Retention Directly Impacts Your Bottom Line 

    Employee turnover is expensive. Between recruiting costs, training time, lost productivity, and cultural disruption, replacing employees drains both time and money. 

    NAPEO research shows that businesses working with a PEO experience employee turnover rates that are 12% lower than businesses that do not use a PEO. 

    Lower turnover often stems from stronger benefits offerings, improved HR processes, and better employee support. When employees feel supported and have access to competitive benefits, they are more likely to stay, reducing the constant hiring cycle many small businesses struggle with. 

    Access to Competitive Benefits Levels  

    Small businesses frequently compete with larger organizations for talent. One of the biggest challenges is offering competitive benefits. 

    Among businesses with 10–49 employees, 52% of PEO clients offer a retirement plan, compared to just 23% of non-PEO businesses.  

    Through the co-employment model, PEOs allow small businesses to access the buying power of large groups for benefits such as health insurance and retirement plans. This enables small employers to compete more effectively with recruiting and retaining top talent. 

    Compliance Support Reduces Risk 

    Employment laws and regulations continue to evolve at the federal, state, and local levels. Payroll tax compliance, Affordable Care Act (ACA) requirements, workplace safety standards, and employment classifications can quickly become overwhelming. 

    Small and midsize businesses that use a PEO are 50% less likely to go out of business compared to similar companies that do not partner with a PEO. 

    While no single factor guarantees business longevity, structured HR compliance support, payroll accuracy, and risk management strategies play a critical role in long-term stability. 

    PEO Partnerships Drive Measurable Financial Impact 

    Administrative efficiency has financial implications. Payroll errors, compliance penalties, inefficient benefits management, and turnover all create unnecessary costs. 

    On average, businesses using a PEO see a 27% return on investment in cost savings. In addition, PEO-supported businesses report higher median profitability compared to similar businesses that do not use a PEO. 

    These findings imply that outsourcing HR is not just an operational choice but also a financial strategy. 

    The PEO Model Is Widely Adopted for a Reason 

    PEOs are not a niche solution. The industry serves more than 200,000 businesses and millions of worksite employees nationwide, generating hundreds of billions in annual gross revenues. 

    This level of adoption reflects a broader trend. Small businesses are seeking strategic HR partnerships to stay competitive, compliant, and growth-focused. 

    What This Means for Small Business Owners 

    Overall, NAPEO’s statistics reinforce that partnering with a PEO helps businesses grow faster, retain employees longer, improve profitability, and strengthen long‑term stability. 

    For business owners dealing with hiring challenges, rising benefit costs, and changing compliance rules, the co‑employment model offers practical support and a clear path to growth. 

    If you’re evaluating how to strengthen your business operations while positioning your company for long-term success, it may be time to explore whether a PEO partnership aligns with your goals. Contact GMS today to learn more! 

  • Affordable Care Act (ACA) reporting is a yearly responsibility that can feel increasingly complex, especially as rules, thresholds, and penalties continue to change. For the 2026 ACA reporting season, which covers the 2025 calendar year, Applicable Large Employers (ALEs) must prepare for updated affordability standards, rising penalties, and new options for delivering required forms to employees. 

    Understanding what is due, what has changed, and how to streamline the process can help employers stay compliant and avoid costly mistakes. 

    What’s Due for the 2026 ACA Reporting Season 

    Employers classified as ALEs are required to report health coverage information to both employees and the Internal Revenue Service (IRS) using Forms 1094-C and 1095-C. 

    Here are the key deadlines for the 2026 reporting year: 

    Form 1095-C to employees 
     
    Must be furnished to full-time employees by March 2, 2026. This form outlines the health coverage that was offered during the 2025 calendar year. 

    Forms 1094-C and 1095-C to the IRS 
     
    Electronic filings are due by March 31, 2026. 

    Electronic filing requirement 
     
    Employers filing 10 or more information returns must submit forms electronically, per IRS requirements. 

    Missing deadlines or filing incorrect information can result in significant penalties, making accuracy and preparation critical. 

    What’s Changed for ACA Reporting in 2026 

    Several notable updates will affect how employers approach ACA compliance for this reporting cycle. 

    Higher affordability threshold 

    The IRS has increased the ACA affordability percentage to 9.96 percent, up from 9.02 percent in 2025. This percentage determines whether an employer’s lowest-cost, self-only coverage option is considered affordable for employees. 

    While the higher threshold provides more flexibility for employer contributions, it still requires careful calculations and documentation to maintain compliance. 

    Increased penalties for non-compliance 

    ACA penalties continue to rise. Projected Employer Shared Responsibility Payment amounts include: 

    • Section 4980H(a) penalties exceeding $3,340 per employee, after the first 30 employees, for failing to offer coverage. 
    • Section 4980H(b) penalties exceeding $5,010 per affected employee for offering coverage that is unaffordable or does not meet minimum value. 

    These increases heighten the need for accurate tracking, reporting, and timely coverage. 

    New alternative furnishing method 

    For the first time, employers may use an Alternative Furnishing Method instead of mailing paper copies of Form 1095-C. Employers can post a clear and accessible notice on their website explaining how employees can obtain their form. 

    The notice must be easy to find and remain available through October 15, 2026. When implemented correctly, this option can significantly reduce printing and mailing costs. 

    Potential impact of expiring subsidies 

    Enhanced premium subsidies are scheduled to expire, which could result in more employees seeking coverage through the Health Insurance Marketplace. This may increase the likelihood of employer penalty notices, making accurate ACA reporting and coverage offers even more important. 

    How Employers Can Simplify ACA Reporting 

    As requirements expand and penalties rise, simplification is key. Employers can take several steps to reduce risk and administrative burden. 

    Leverage technology and automation 

    ACA reporting software can help track employee hours, monitor eligibility, generate forms, and flag potential issues before deadlines arrive. Automation reduces manual errors and saves time during the reporting season. 

    Use IRS safe harbors 

    Applying one of the IRS affordability safe harbors can simplify calculations and provide added protection. Employers may use the Form W-2, Rate of Pay, or Federal Poverty Line safe harbor to demonstrate affordability without relying on household income data. 

    Monitor eligibility throughout the year 

    Waiting until the end of the year can lead to compliance gaps. Regularly reviewing employee classifications, especially for variable-hour and seasonal employees, helps ensure coverage is offered to at least 95% of full-time employees, which is critical for avoiding the most severe penalties. 

    Take advantage of digital delivery options 

    The new electronic furnishing method provides an opportunity to streamline distribution while remaining compliant. Employers must comply with IRS visibility and accessibility requirements, but when implemented correctly, this option can simplify administration and reduce costs. 

    How GMS Helps Employers Stay ACA Compliant 

    ACA reporting is just one piece of a much larger compliance puzzle. At Group Management Services (GMS), we help employers manage ACA requirements with confidence through expert guidance, technology-driven tracking, and end-to-end reporting support. 

    From monitoring employee eligibility and applying affordability safe harbors to preparing and filing required forms accurately and on time, GMS helps businesses reduce risk and stay focused on growth. 

    If ACA reporting feels overwhelming or if you want a more efficient approach for 2026 and beyond, GMS is here to help. 

  • If you rely on Indeed to find candidates, you may have noticed a recent shift. Indeed has changed how many free job postings employers can run, limiting businesses to just three free job posts at a time. While this may seem like a small update, it has a big impact on hiring visibility, speed, and overall recruiting success. 

    For growing businesses, this change reinforces an important reality. Hiring is no longer as simple as posting a job and waiting for resumes to roll in. It requires strategy, technology, and the right support behind the scenes. 

    Why the Indeed Free Posting Change Matters 

    Indeed now prioritizes sponsored job postings, which means free jobs may receive less visibility, appear lower in search results, or stop running altogether once you hit the posting limit. They are also removed once the job has been up for 30 days. For employers who hire frequently or operate in competitive labor markets, three free postings can disappear quickly. 

    The result is fewer qualified applicants, longer time-to-hire, and more internal time spent managing postings, monitoring performance, and deciding when to pay for sponsorship. 

    Rather than navigating these changes alone, businesses benefit from a recruiting partner that already understands how to maximize job visibility and streamline the hiring process. 

    How GMS Helps You Get More from Sponsored Job Postings 

    At GMS, recruiting is not a standalone service. It is part of a larger hiring strategy designed to support growth, reduce risk, and improve efficiency. 

    When jobs need to be sponsored on Indeed, GMS helps ensure those dollars are used strategically. Sponsored postings are built to attract the right candidates, not just more applicants. This leads to better quality resumes, faster hiring decisions, and less time spent filtering through unqualified candidates.  

    GMS also utilizes a team of support resources from Indeed and LinkedIn to gain market insights, track candidate trends, and determine the best methods for enhancing your visibility and candidate quality.  

    Even more importantly, sponsored jobs are managed within a structured recruiting system, so nothing falls through the cracks. 

    Workstream Is the Backbone of GMS Recruiting Technology 

    GMS uses Workstream as its applicant tracking system (ATS) to power recruiting from job posting through hiring and onboarding. 

    Job Posting Distribution 

    Workstream allows GMS to distribute job postings across multiple job boards, including Indeed. LinkedIn can also be added to expand reach. Instead of managing postings on multiple platforms, everything lives in one centralized system. 

    Streamlined Recruitment Workflow 

    Once a job ad is created and approved by the client, it is published through Workstream. This ensures consistent branding, accurate job details, and visibility across the right channels without added administrative work. 

    Applicant Tracking and Communication 

    Workstream gives GMS and clients access to tools that simplify every step of the recruiting process, including resume management, interview scheduling, and direct messaging with candidates. Calendar integration keeps interviews organized and moving forward. 

    Built for Modern Hiring 

    Workstream also includes marketing tools like QR codes and social media links to reach candidates where they already are. Its mobile app allows full functionality on the go, making it easier to review applicants, communicate, and make hiring decisions quickly. 

    Together, these features create a smoother experience for employers and candidates alike. 

    Hiring Is More Than Recruiting 

    Finding the right candidate is only the beginning. Once someone accepts an offer, businesses still face onboarding, payroll setup, benefits enrollment, tax paperwork, and compliance requirements. GMS helps manage the full hiring lifecycle. 

    New hire onboarding is streamlined and compliant, reducing paperwork and ensuring employees are set up correctly from day one. Payroll and tax administration are handled accurately and on time. Benefits administration becomes simpler and more consistent. Risk management and compliance support help protect your business as regulations continue to evolve. 

    By bringing recruiting, human resources (HR), payroll, benefits, and compliance together, GMS removes friction from the hiring process and allows businesses to scale with confidence. 

    A Smarter Way to Hire  

    The shift in Indeed’s free job posting limits is a reminder that hiring continues to change. Businesses that adapt with the right tools and partners will stay competitive. Those who try to manage everything on their own may struggle to keep up. 

    With GMS’ recruiting services powered by Workstream, you gain more than job postings. With the help of your designated Recruitment Specialist and our strategic support teams at Indeed and LinkedIn, you gain a partner that helps you attract talent, streamline hiring, stay compliant, and focus on growing your business. 

    If your hiring strategy needs to evolve, GMS is ready to help you move forward with confidence. 

  • When payroll is done right, employees barely think about it. When it is not, they notice immediately. 

    For many business owners, payroll starts and ends with payday. But in reality, payroll extends far beyond paychecks. It influences employee trust, compliance, and how your business is perceived as an employer. Every pay period is a moment when expectations are either met or missed. 

    As businesses balance growth, shifting regulations, and daily operations, payroll can quietly become one of the most time-consuming and high-risk responsibilities on their plate. While it often happens behind the scenes, its impact is felt across the entire organization. 

    Every Paycheck Reflects Your Business 

    Payroll is one of the most consistent interactions employees have with their employer. Whether they realize it or not, employees draw conclusions based on how payroll is handled. 

    Accurate, on-time pay builds confidence in leadership and reinforces stability. Clear pay statements and accurate deductions signal transparency and attention to detail. Proper tax withholding and benefits administration demonstrate an employer’s organization and compliance. 

    Even small errors can erode trust and influence how employees talk about their workplace, both internally and externally. In today’s competitive hiring environment, those perceptions matter. 

    Payroll Touches More Than Just Finance 

    For business owners, payroll rarely exists in isolation. It connects directly to benefits administration, time tracking, workers’ compensation, tax filings, and labor law compliance. It also plays a role in onboarding new hires, managing pay changes, issuing bonuses, and handling employee exits. 

    Each of these areas carries its own rules and requirements. As regulations change at the federal, state, and local levels, staying compliant becomes more complex. The more manual processes involved, the greater the risk of errors. 

    Payroll Mistakes Rarely Stay Contained 

    Payroll errors do more than create short-term inconvenience. One issue can trigger employee dissatisfaction, internal disruption, and compliance exposure. 

    Employees lose confidence in their employer when they have to question their pay. Human resources (HR) and leadership teams spend time correcting issues rather than focusing on growth and retention. Compliance mistakes can lead to penalties, audits, or legal challenges. 

    Even when issues are resolved quickly, the experience leaves an impression. Employees remember how problems made them feel, not just how fast they were fixed. Over time, repeated issues can quietly undermine morale and retention. 

    Consistency Builds Employee Confidence 

    One of the strongest contributors to a positive employee experience is consistency. Employees want to know that their pay will be accurate, timely, and easy to understand each pay period. 

    Reliable payroll processes create a sense of stability and professionalism. They show that the business is prepared, organized, and respectful of employees’ time and livelihood. This consistency supports engagement, improves retention, and strengthens employer reputation. 

    Payroll as a Foundation for a Stronger Employer Brand 

    Employer branding is shaped by everyday experiences, not just benefits packages or recruiting campaigns. Payroll is one of the most frequent and meaningful touchpoints between an employer and their workforce. 

    Effective payroll management builds trust, professionalism, and satisfaction, while poor management can damage a company’s culture. Payroll may operate behind the scenes, but its impact on your business and your brand is significant. 

    Why Payroll Feels Overwhelming for Business Owners 

    Payroll rarely becomes a challenge because business owners are inattentive. It becomes overwhelming because of how much is involved. 

    • Tracking hours accurately.
    • Managing different pay types. 
    • Applying wage and hour laws correctly.
    • Filing payroll taxes on time.
    • Coordinating benefits deductions.
    • Responding to employee questions.
    • Fixing issues when something goes wrong. 

    All of this happens while business owners are also managing operations, customers, and growth. Over time, payroll can feel like a constant source of stress rather than a routine process. 

    Taking Payroll Off Your Plate Without Losing Control 

    Outsourcing payroll does not mean giving up oversight. It means gaining support, expertise, and built-in safeguards. 

    With the right partner, payroll processes are streamlined, compliance requirements are monitored, and potential issues are addressed before they become problems. Technology reduces manual work, and expert guidance helps businesses stay ahead of changing regulations. 

    Employees benefit from accurate pay and clearer communication. Business owners regain time and confidence, knowing payroll is handled correctly. Contact GMS today and learn how we can help you take payroll off your plate! 

  • The start of a new year brings fresh motivation and big plans for small business owners. You may have kicked off 2026 with resolutions to get more organized, grow your team, reduce risk, improve employee experience, or finally take some administrative work off your plate. 

    But as the year goes on, day-to-day demands can quickly push those goals aside. 

    The difference between resolutions that fade and resolutions that stick often comes down to having the right support system in place. With the right human resources (HR) and business partner, your goals are not just ideas for January. They become achievable strategies for long-term success. 

    That is where Group Management Services (GMS) comes in. 

    Resolution #1: Get Organized and Streamline Your Operations 

    Many business owners aim to create a more organized operation, but managing separate systems for HR, payroll, benefits, and compliance makes it challenging. 

    GMS Connect helps eliminate busywork by bringing everything together into one integrated platform. From payroll processing and benefits administration to onboarding, time tracking, and employee self-service, GMS Connect allows you to manage your workforce more efficiently without bouncing between systems. 

    When your data is centralized and processes are automated, you gain better visibility into your business, reduce errors, and free up valuable time to focus on growth instead of paperwork. 

    Resolution #2: Be Proactive About Safety and Compliance 

    Another common resolution is to stay ahead of compliance requirements and avoid costly fines, audits, or workplace incidents. Employment laws, Occupational Safety and Health Administration (OSHA) requirements, and state regulations continue to change, making it overwhelming to keep up. 

    GMS’ risk management services help small businesses take a proactive approach. Our team assists with workplace safety programs, OSHA compliance, workers’ compensation, claims management, and ongoing risk assessments. Instead of reacting to problems after they happen, you can build a safer and more compliant workplace from the start. 

    Being proactive not only protects your business financially. It also creates a safer environment for your employees and strengthens your reputation as a responsible employer. 

    Resolution #3: Save Time and Money on Benefits Administration 

    Offering competitive benefits is often a top goal for business owners, but rising health care costs and administrative complexity can get in the way. 

    Through GMS, small businesses gain access to a large group health plan. By being part of a bigger pool, you benefit from increased buying power and often lower health care premiums. GMS also handles benefits administration, open enrollment, compliance requirements, and ongoing employee support. 

    This allows you to offer better benefits without the administrative burden, helping you attract and retain top talent while keeping costs under control. 

    Resolution #4: Grow Your Team and Scale With Confidence 

    If expanding your workforce is part of your 2026 plan, recruiting and onboarding the right people is critical. Without proper processes, growth can create new risks and inefficiencies. 

    GMS’ recruiting and HR services help you find qualified candidates, streamline onboarding, and establish strong HR practices as your team grows. From job postings and applicant screenings to employee handbooks and policy development, GMS supports your growth every step of the way. 

    With scalable HR support in place, you can focus on building your business instead of worrying about whether your operations can keep up. 

    Resolution #5: Stay Ahead of Payroll Compliance All Year Long 

    Tax compliance is not just a concern during tax season. Errors or missed deadlines can create problems year-round. 

    GMS’ payroll and tax services ensure accurate payroll processing, tax filings, and regulatory compliance throughout the year. By outsourcing these responsibilities, you reduce risk, avoid costly mistakes, and take back time that would otherwise be spent managing payroll details. 

    This consistency helps set your business up for long-term financial stability, not just a smooth filing season. 

    Resolution #6: Improve Employee Experience 

    Many business owners want to create a better experience for their employees, but limited resources can make it challenging. 

    GMS helps enhance the employee experience through modern self-service tools in GMS Connect, competitive benefits offerings, and ongoing HR support. Employees can easily access pay information, benefits, and HR resources, while employers gain peace of mind knowing their team is supported. 

    A better employee experience leads to higher engagement, stronger retention, and a more productive workplace. 

    Why Partnering With a PEO Helps Resolutions Stick 

    According to the National Association of Professional Employer Organizations (NAPEO), businesses that partner with a PEO grow twice as fast, experience 12% lower employee turnover, and are more likely to stay in business long term compared to those that do not. 

    Having a strategic partner means you are not tackling your goals alone. Instead of letting resolutions fade as the year gets busy, you have expert support to help you execute, adapt, and scale with confidence. 

    Ready to set your business up for long-term success in 2026 and beyond? Contact us to get started. 

  • Slips, trips, and falls are among the most common workplace injuries and among the most preventable. According to the Occupational Safety and Health Administration (OSHA), these incidents account for a significant number of injuries across nearly every industry. When left unaddressed, they can lead to serious injuries, lost productivity, higher workers’ compensation costs, and increased liability for employers. 

    For businesses of all sizes, preventing slips, trips, and falls is a critical part of risk management and employee protection. At Group Management Services (GMS), we help employers take a proactive approach to workplace safety that protects both their people and their bottom line. 

    Why Slips, Trips, and Falls Matter 

    Slips, trips, and falls can result in more than minor injuries. These incidents often cause sprains, fractures, head injuries, and in severe cases, fatalities. OSHA reports that thousands of workers are seriously injured each year due to slip, trip, and fall hazards in the workplace. 

    Beyond the physical impact on employees, these injuries can result in costly workers’ compensation claims, increased insurance premiums, lost workdays, and potential OSHA citations. Addressing these hazards is not just a compliance requirement. It is a smart business decision. 

    Common Causes of Slips, Trips, and Falls 

    Understanding what causes slips, trips, and falls is the first step in preventing them. Some of the most common causes include: 

    1. Wet or slippery surfaces caused by spills, cleaning activities, or weather conditions 
    2. Uneven walking surfaces, such as loose mats, damaged flooring, or cracked pavement 
    3. Poor lighting in stairwells, hallways, warehouses, or outdoor areas 
    4. Obstacles in walkways, including cords, tools, boxes, or debris 
    5. Inadequate housekeeping that allows hazards to go unnoticed 

    These hazards are often part of day-to-day operations, which makes regular inspections and employee awareness essential. 

    Best Practices to Prevent Slips, Trips, and Falls 

    OSHA and other safety authorities emphasize a proactive, layered approach to fall prevention that includes training, inspections, and clear procedures. 

    Conduct Regular Workplace Inspections 

    Routine job site inspections help identify hazards before an injury occurs. This includes reviewing walkways, staircases, work areas, entrances, and outdoor surfaces. 

    Maintain Strong Housekeeping Standards 

    Promptly cleaning up spills, removing clutter, and keeping walkways clear significantly reduces the risk of incidents. 

    Provide Ongoing Employee Training 

    Employees should be trained to recognize slip, trip, and fall hazards, follow safe walking practices, and report unsafe conditions. Training should be ongoing and regularly reinforced. 

    Ensure Proper Lighting 

    Adequate lighting allows employees to clearly see hazards and navigate work areas safely, especially in high-traffic or outdoor areas. 

    Develop Clear Policies  

    Written safety procedures for housekeeping, spill response, inspections, and hazard reporting help create consistency and accountability across the workplace. 

    Use Appropriate Footwear and PPE 

    In some environments, slip-resistant footwear and other protective equipment can help reduce the risk of falls. 

    How GMS Helps Employers Reduce Slip, Trip, and Fall Risks 

    At GMS, we support businesses with comprehensive risk management solutions designed to improve safety, reduce claims, and support OSHA compliance. Our services include: 

    Safety Training Programs 

    We provide employee and supervisor training focused on hazard recognition, fall prevention, and safe work practices tailored to your industry. 

    Workplace Safety Documentation 

    Our team helps create and maintain safety programs, standard operating procedures (SOPs), inspection checklists, and other required documentation aligned with regulatory standards. 

    Job Site Inspections and Risk Assessments 

    We conduct site inspections to identify hazards and recommend corrective actions before injuries occur. 

    Training and Support 

    GMS offers on-site and online safety training and coaching to reinforce best practices and strengthen your safety culture. 

    OSHA Inspection Assistance 

    If OSHA visits your workplace, we help you prepare, respond to citations, and implement corrective action plans to reduce risk and potential penalties. 

    Protecting Your Employees and Your Business 

    Slips, trips, and falls remain one of the leading causes of workplace injuries, but they do not have to be. With the right prevention strategies and a strong risk management plan, employers can significantly reduce incidents and create a safer work environment. 

    Partnering with GMS gives you access to the expertise, tools, and training needed to protect your employees, stay compliant, and safeguard your bottom line. 

    If you are ready to strengthen your workplace safety program, contact GMS today. 

  • Running a business comes with many responsibilities. From payroll and compliance to employee benefits and risk management, every task takes time and energy. When you simplify these processes, you create space to focus on strategy growth and your core business operations. 

    A professional employer organization (PEO) like Group Management Services (GMS) can help streamline your essential business functions by centralizing administrative tasks, reducing manual work, and helping your business operate more efficiently. 

    Here are practical ways a PEO can simplify your business and why partnering with GMS gives you a competitive edge. 

    Streamline Payroll 

    Managing payroll manually with spreadsheets or disconnected tools like Excel or QuickBooks is time-consuming, error-prone, and costly. A PEO centralizes payroll using integrated software, which automates wage calculations, direct deposits, and tax filings. 

    GMS’ payroll solution processes payroll in minutes and handles all tax compliance tasks, reducing manual data entry and the risk of errors and penalties. This ensures your team is paid accurately and on time while freeing your business leaders from administrative headaches.  

    Go Paperless With an HRIS 

    Paper-based processes slow HR operations and make managing employee records and pay stubs more difficult than they need to be. With a Human Resources Information System (HRIS), you can centralize employee data, benefits enrollment, and payroll in a single online platform. 

    GMS offers GMS Connect, a secure cloud-based HRIS that consolidates payroll, HR, and benefits data into a single system, giving you real-time visibility and easy access to employee information. Moving to a digital system simplifies record keeping, reduces errors, and eliminates filing cabinets full of paperwork.  

    Reduce Workers’ Compensation Claims 

    Workplace accidents disrupt productivity and increase insurance costs. A PEO brings safety expertise and structured risk management that helps reduce claims and lower premiums. GMS supports your company with safety program development, audits, and compliance support, giving you proactive protection and a safer work environment. 

    Avoid Compliance Fines 

    Employment laws, tax codes, and workplace safety regulations change often. Staying compliant can feel overwhelming, but failing to do so can lead to costly fines. PEOs maintain compliance expertise, so you don’t have to. 

    GMS professionals monitor changing regulations, update your policies, and assist with compliance requirements, reducing your legal risk and burden.  

    Simplify Benefits and Offer Better Coverage 

    Managing employee benefits can be costly and complex. A PEO makes it easier and more affordable. 

    Access Affordable Group Health Insurance 
    GMS’ group health plan delivers customizable coverage at competitive rates, with access to an extensive national provider network. Businesses save on premiums while offering comprehensive benefits. 

    Streamline Benefits Administration 
    GMS simplifies the entire process: 

    1. Enrollment support and employee education 
    2. Claims management assistance 
    3. Consolidated billing and eligibility tracking 
    4. Online self-service tools for employees 

    This reduces HR workload and ensures quick answers for employees. 

    Offer Fortune 500-Level Benefits 
    Small businesses gain access to high-quality benefits at affordable rates that rival those of large corporations. This helps attract and retain top talent in a competitive job market. 

    Measurable Impact of PEO Partnerships 

    Working with a PEO not only simplifies your processes but also improves business outcomes. Research from the National Association of Professional Employer Organizations (NAPEO) shows that businesses using a PEO: 

    1. Grow seven to nine percent faster than those that do not grow without a PEO. 
    2. Experience 10 to 14 percent lower employee turnover. 
    3. Are 50 percent less likely to fail over time.  

    Simplifying your business processes is essential for growth and sustainability. A PEO like GMS helps you streamline payroll, go paperless, improve safety, reduce compliance risk, and offer better benefits administration, including cost-effective group health plans. 

    By partnering with GMS, you can provide high-quality benefits that attract and retain employees while freeing up your internal team to focus on your core business. Simplification leads to stronger operations, better employee experiences, and long-term success. Interested in simplifying your business in 2026? Get in contact with us today

  • For many business owners, partnering with a professional employer organization (PEO) can raise questions and misconceptions. Myths about control, cost, and risk often prevent businesses from exploring solutions that could actually simplify operations and support long-term growth. The reality is that a PEO is designed to strengthen your business, not replace it. 

    Let’s break down some of the most common PEO myths and uncover the facts business leaders should understand before deciding whether a PEO partnership is right for them. 

    Myth 1: A PEO Takes Control of Your Business 

    One of the most common misconceptions is that partnering with a PEO means giving up control. In reality, business owners maintain full authority over daily operations, company culture, and strategic decision-making. 

    A PEO operates under a co-employment relationship, which allows the PEO to handle administrative human resources (HR) responsibilities such as payroll processing, benefits administration, and compliance support. You remain in charge of managing your workforce and running your business. The PEO simply works behind the scenes to support those efforts. 

    Myth 2: A PEO Controls Hiring and Termination Decisions 

    Some business owners worry that a PEO will dictate who they can hire or fire. This is not the case. All hiring, promotion, and termination decisions remain solely with the business owner. 

    While a PEO may provide guidance on best practices, onboarding support, and compliance considerations, the final decisions always rest with your leadership team. The goal is to help ensure that decisions are well-documented and compliant, not to make them for you. 

    Myth 3: PEOs Are Only for Large Companies 

    PEOs are often assumed to be a solution only for large organizations, but small and midsize businesses frequently see the greatest impact from a PEO partnership. 

    Many growing businesses lack dedicated HR staff or the resources to keep up with changing employment regulations. A PEO helps level the playing field by giving smaller organizations access to experienced HR professionals, modern technology, and Fortune 500-level employee benefits that would otherwise be difficult to secure. 

    Myth 4: Partnering With a PEO Is Too Expensive 

    While partnering with a PEO does involve a service fee, the cost is often offset by savings in other areas. Businesses may reduce expenses related to benefits administration, payroll errors, compliance penalties, and workers’ compensation claims. 

    Beyond direct savings, a PEO can also deliver value by reducing administrative burdens, allowing leadership teams to focus more time on growth, productivity, and employee engagement. When viewed holistically, many businesses find that a PEO partnership delivers a strong return on investment. 

    Myth 5: A PEO Negatively Impacts Company Culture 

    Some business owners fear that outsourcing HR functions will make their company feel less personal. In practice, the opposite is often true. 

    By offering better benefits, clearer policies, and structured HR support, a PEO can enhance the employee experience. When HR processes run smoothly and employees feel supported, businesses are better positioned to build a positive and consistent workplace culture that reflects their values. 

    Myth 6: Co-Employment Creates More Risk for Employers 

    The term co-employment is often misunderstood. Rather than increasing risk, it is designed to help reduce it. 

    In a co-employment relationship, the PEO assumes responsibility for many HR related administrative and compliance functions, including payroll tax filing and benefits administration. This added layer of expertise helps businesses stay compliant with employment laws while maintaining full control over business operations and employee management. 

    Understanding the Real Value of a PEO 

    When the myths are stripped away, the benefits of a PEO become clear. PEOs offer businesses HR expertise, compliance assistance, employee benefits, and technology to manage their workforce more efficiently and minimize risks. 

    Rather than replacing internal leadership or culture, a PEO strengthens your foundation, enabling your business to grow with confidence and stability. 

    Partner With GMS  

    PEOs like GMS offer a range of benefits while saving you time and money in the long term. Over the past 25+ years, GMS has helped over 3,500 companies manage their HR functions. As HR experts, we take on the administrative burdens that companies don’t have the time or expertise to manage effectively, including: 

    1. Payroll and tax 
    2. Human resources 
    3. Employee benefits 
    4. Risk management
    5. Benefits administration 

    Contact us today to talk to one of our experts about how a PEO can support your company!