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  • Seasonal workers play a crucial role in helping businesses handle spikes in demand during busy times of the year, especially the holiday season. From retail stores and restaurants to warehouses and hospitality, seasonal employees ensure operations run smoothly when customer volume is at its peak.  

    While seasonal employment may be temporary, effectively managing these workers is key to maximizing productivity, ensuring compliance, and creating a positive employee experience. Here are some best practices for hiring and managing seasonal employees this holiday season. 

    What Is a Seasonal Job? 

    A seasonal job refers to temporary employment during specific times of the year when businesses experience increased demand. These roles typically last for a few weeks or months and are tied to predictable events such as holiday shopping, summer jobs, winter tourism, or peak dining seasons. 

    Seasonal jobs are temporary by design, following predictable cycles based on calendar events or industry trends. Many offer flexibility in scheduling, which makes them attractive to students, retirees, or individuals looking for supplemental income. Seasonal positions can be found across industries such as retail, hospitality, agriculture, tourism, event planning, and more. 

    Tips for Managing Seasonal Employees 

    Start with a Clear Hiring Process 

    A strong seasonal hiring strategy sets the tone for success. Job postings should clearly state that the role is temporary and define the length of employment. Employers should also consider using “at-will” employment agreements, which provide flexibility while ensuring compliance with applicable laws. 

    It is equally important to classify workers correctly. Seasonal employees are generally considered W-2 employees rather than independent contractors. Misclassification can lead to compliance issues and penalties. 

    Provide Comprehensive Onboarding and Training 

    Seasonal employees often face steep learning curves with little time to adjust. A structured onboarding program helps them succeed by covering company policies, customer service expectations, and compliance standards. Training should also include opportunities for cross-training, allowing employees to assist in multiple areas as needed. 

    Offer Competitive Pay and Incentives 

    During the holiday rush, seasonal workers have many employment options. To attract and retain top talent, businesses should offer competitive hourly wages that align with industry standards and the local cost of living. Employers should be transparent about overtime opportunities and pay policies. 

    Performance-based incentives, such as bonuses for meeting sales or productivity goals, can boost motivation. Seasonal premiums or sign-on bonuses may also encourage employees to commit to the entire busy period.

    Prioritize Flexibility in Scheduling 

    Many seasonal workers value flexible schedules just as much as fair pay. Whenever possible, employers should offer shifts that accommodate students, parents, or individuals with other commitments. Predictable scheduling practices can also reduce last-minute call-offs and improve morale. 

    Keep Communication Open 

    Even if their employment is short-term, seasonal employees should feel included and informed. Regular check-ins are an effective way to provide feedback, address questions, and acknowledge achievements. Clear communication about expectations, scheduling, and performance goals helps reduce confusion and keeps employees engaged. 

    The Importance of Compliance and Labor Laws 

    Compliance is one of the most critical aspects of managing seasonal employees. Employers must follow federal, state, and local laws regarding wages, overtime, scheduling, and workplace safety. Failing to comply can lead to costly fines, lawsuits, and damage to a company’s reputation. 

    Businesses should pay close attention to: 

    1. Wage and hour laws: Ensure seasonal employees receive at least minimum wage and proper overtime pay. 
    2. Workplace safety regulations: Seasonal workers are entitled to the same safety protections as full-time staff. 
    3. Employee classification: Seasonal workers are usually employees, not independent contractors. 
    4. Recordkeeping requirements: Employers must maintain accurate time and payroll records for all staff. 

    In addition to legal compliance, it is important to foster a workplace culture that promotes fairness and inclusivity. Seasonal workers should feel respected and valued regardless of their short tenure. This not only reduces turnover but also increases the likelihood that employees will return for future seasons. 

    Plan Ahead for Retention and Future Seasons 

    Even though seasonal workers may only stay for a few months, investing in their experience can pay off long-term. Recognizing contributions with thank-you notes, small perks, or employee discounts can make them feel appreciated. Collecting feedback at the end of the season also provides valuable insights into improving the hiring and training process for the next busy cycle. 

    Retaining strong seasonal workers year after year reduces hiring costs and ensures businesses have experienced staff ready to step in when demand rises again. 

    How GMS Can Help 

    Managing seasonal employees during the holidays can feel overwhelming, especially when you are also balancing the needs of your full-time workforce. That is where Group Management Services (GMS) can help. 

    As a professional employer organization (PEO), GMS works with businesses to: 

    1. Simplify seasonal hiring and onboarding 
    2. Stay compliant with labor laws 
    3. Offer competitive benefits and perks to attract talent 
    4. Manage payroll and payroll tax management

    Seasonal employees are essential to your success during the busiest time of year. With the right strategies, you can build a seasonal workforce that boosts productivity, strengthens customer service, and keeps your business running smoothly. 

    Contact GMS today to learn how we can streamline your seasonal hiring and employee management this holiday season. 

  • In small businesses, every decision matters, especially when it comes to human resources (HR). Too often, HR is reactive, responding to problems only after they arise. However, when HR is proactive, it becomes a strategic advantage, driving better compliance, a stronger culture, improved retention, and lower costs. For small and midsize businesses, making that shift isn’t always easy. That’s where a professional employer organization (PEO) comes in. With the right PEO partner, HR becomes less about putting out fires and more about building a strong foundation for growth. 

    What Is Reactive HR? 

    Reactive HR refers to managing issues after they arise. For example, hiring happens only when a vacancy becomes urgent. Performance issues are handled only when they escalate. Compliance problems are addressed only when an audit is already underway. This approach often means constantly responding to crises with little room for long-term planning. The result is a greater risk of mistakes with labor law compliance, lower employee morale, higher turnover, and unexpected costs that could have been avoided. 

    What Is Proactive HR? 

    Proactive HR involves planning ahead and responding to problems as they arise, rather than simply reacting to them. It’s about building systems, processes, and a workplace culture that prevents issues before they happen. This approach aligns HR strategy with business goals from the start. 

    For example, companies that take a proactive stance forecast hiring needs, invest in leadership development, regularly review compensation to stay competitive, and stay ahead of employment law changes.  

    This approach helps businesses avoid costly surprises, reduce legal risks, retain more talent, and build a reputation as a great place to work. Proactive HR creates stability, improves morale, and lays the foundation for long-term growth. 

    Proactive vs Reactive HR In Practice 

    The difference between proactive and reactive HR becomes clear when you look at everyday workplace situations. 

    1. In hiring, reactive businesses scramble to fill roles only after someone leaves. Proactive businesses anticipate staffing needs and build a pipeline of potential candidates. 
    1. When it comes to compensation and benefits, reactive employers typically make changes only after complaints or turnover occur. Proactive employers regularly benchmark pay and review benefits to stay competitive. 
    1. Compliance follows a similar pattern. Reactive employers update policies only after audits or legal issues arise. Proactive employers routinely review handbooks and stay ahead of changing regulations. 
    1. Training and development also show the contrast. Reactive employers offer training only when employee performance drops. Proactive employers invest in ongoing learning and leadership development. 
    1. Even company culture reflects this divide. Reactive HR responds to low morale after turnover spikes. Proactive HR continuously gathers feedback and works to strengthen engagement. 

    Why Businesses Should Lean Into Proactive HR 

    Small and midsize businesses face unique challenges when HR is reactive. With limited staff and resources, even minor missteps can have major consequences. A compliance error might lead to costly penalties. Unfilled roles or unexpected turnover can slow growth. And low morale can drive turnover that small businesses simply can’t afford. 

    Taking a proactive approach helps prevent these issues before they escalate. By anticipating needs and planning ahead, small businesses can reduce turnover and training costs, avoid compliance risks, and attract stronger talent. It also positions them to scale more smoothly when new opportunities arise. 

    How A PEO Helps You Be Proactive 

    A PEO is a valuable partner for small businesses that want to shift from reacting to planning ahead. PEOs provide access to HR specialists and compliance experts who monitor labor law, tax law, and workplace safety requirements. This reduces the risk of being caught off guard by unexpected changes in regulations. 

    PEOs also deliver the tools and infrastructure that make proactive HR possible, including HR technology platforms, employee handbooks, and performance management systems. They offer access to competitive benefits packages by leveraging their buying power, which allows small businesses to attract and retain talent more effectively. Additionally, PEOs offer training resources to help employees develop skills and prepare for leadership roles. 

    Most importantly, PEOs help mitigate risk through policy reviews, audits, and proactive planning, ensuring businesses are prepared rather than left scrambling when issues arise. 

    Why Outsource HR To GMS 

    For small and midsize businesses, proactive HR can feel like an overwhelming goal without the right support. Outsourcing to a PEO like Group Management Services (GMS) allows you to achieve proactive HR management without building an in-house department.  

    The price of reacting to problems after they happen is often much higher than planning ahead. Partnering with a PEO allows small businesses to focus on their core mission while ensuring that HR management is strategic, compliant, and growth-oriented. Be proactive and schedule a chat with us today! 

  • Nonprofits are driven by purpose, whether it’s feeding the hungry, protecting the environment, or advocating for change. As demand increases and budgets tighten, many organizations struggle to keep up with administrative tasks like payroll, compliance, and benefits management. Professional employer organizations (PEOs) are stepping in as strategic partners, transforming how nonprofits operate, grow, and stay focused on their mission. 

    Managing Limited Resources 

    Funding continues to be one of the most significant challenges for nonprofits. With charitable giving slowing and inflation putting pressure on budgets, organizations are expected to deliver more impact with fewer resources. At the same time, a decline in volunteer participation has placed additional responsibilities on already stretched staff. PEOs offer a practical solution by helping nonprofits maximize their limited resources. By streamlining administrative tasks such as payroll, benefits, and compliance, a PEO reduces overhead costs and frees up time and budget to focus on mission-driven programs and services.  

    Addressing Administrative Overload 

    Running a nonprofit means wearing many hats. From fundraising and delivering programs to coordinating volunteers and managing day-to-day operations, the workload is nonstop. With small teams and limited time, handling complex human resources (HR) tasks, such as onboarding, payroll, benefits, and compliance, can quickly become overwhelming. That’s where a PEO can make a big difference. By partnering with HR experts, nonprofits can hand off these time-consuming responsibilities and focus more on their mission.  

    Offering Benefits That Support Recruitment, Retention, and Well-Being 

    Recruiting and retaining staff is another ongoing challenge. Nonprofits often cannot compete with the private sector on salary alone, but benefits can make a critical difference. PEOs enable even small organizations to offer comprehensive benefits packages that include health, dental, vision, and retirement plans. These offerings increase competitiveness in the job market and improve employee morale. 

    In addition to traditional benefits, PEOs also provide access to wellness programs and employee support resources that help combat burnout. This is especially important in nonprofits, where staff are often stretched thin and deeply invested in their work. Supporting well-being helps maintain energy and engagement, which in turn strengthens the organization’s ability to deliver on its mission. 

    Mitigating Risk with Compliance and Safety Expertise 

    Nonprofits must navigate a complex maze of regulations, ranging from wage and overtime laws to grant-specific reporting requirements and rules governing the classification of volunteers. Staying compliant with evolving legislation is challenging, and mistakes can be costly. PEOs provide compliance expertise that helps organizations avoid penalties, protect their resources, and maintain credibility with boards, donors, and the communities they serve. 

    Simplifying Payroll and HR Processes 

    Payroll, taxes, benefits enrollment, and HR paperwork all take time away from advancing the mission. A PEO streamlines these processes, serving as your back office by providing accurate payroll, efficient benefits administration, and responsive HR support. This enables nonprofit leaders to dedicate more time to cultivating relationships with donors, engaging with the community, and expanding their programs. 

    Enabling Strategic HR Management 

    Nonprofit teams often react to HR issues as they arise rather than planning proactively. PEO services enable the transition from short-term problem-solving to long-term workforce planning. From performance management tools to employee development resources, PEOs help nonprofits strengthen their teams, enhance their culture, and develop strategies that support sustainability and growth. 

    Why Nonprofits Should Consider Partnering with GMS 

    Whether your nonprofit supports education, health, social services, the environment, or community development, Group Management Services (GMS) understands the unique challenges of mission-driven organizations. We deliver flexible PEO solutions tailored to the nonprofit sector, providing expert HR management, access to high-quality benefits, compliance support, and reliable payroll services. 

    When operations run smoothly and risks are managed proactively, nonprofits are positioned to grow stronger, serve more effectively, and sustain their vision with confidence. Schedule a 15-minute chat with us to learn how we can support your nonprofit! 

  • Paid time off (PTO) is one of the most valued benefits an employer can provide. Employees rely on it to recharge, spend time with their families, or attend to personal matters. However, from the employer’s perspective, PTO can quickly become a challenge to manage. Overlapping requests, unclear policies, and manual tracking systems can lead to frustration, scheduling gaps, or even compliance issues. By implementing the right structure, small businesses can effectively manage PTO while supporting employee satisfaction and ensuring business continuity. Continue reading for tips on simplifying PTO management:  

    Establish Clear Policies 

    The foundation of effective PTO management starts with a well-defined policy. When employees understand how much time they are eligible to take, how PTO accrues, and the process for requesting time off, it creates transparency and reduces confusion. Your policy should outline everything from blackout periods to approval procedures and whether unused time rolls over into the following year. A clear policy not only helps employees plan but also gives managers a framework for making consistent decisions. 

    Encourage Advance Planning 

    Last-minute PTO requests can create significant operational challenges, particularly for small businesses with limited staff. Encouraging employees to submit requests well in advance helps managers plan workloads, delegate responsibilities, and ensure coverage for critical tasks. While unexpected situations will always arise, setting an expectation for advance notice helps prevent disruptions and reduces the stress of scrambling to fill staffing gaps. 

    Standardize the Request Process 

    Consistency is key when it comes to managing time off. Without a standardized request process, it’s easy for requests to get lost in email chains or forgotten in conversations. Establishing a formal method, whether through an online system or a dedicated human resource (HR) platform, ensures that every request is documented and easily tracked. A streamlined process also makes it easier for managers to review overlapping requests and make fair, timely decisions. 

    Provide Transparency Around Scheduling 

    When employees can see who has already scheduled time off, they are more likely to make thoughtful requests that minimize overlap. A shared PTO calendar is a simple yet effective tool for improving visibility and coordination. Transparency in scheduling not only reduces conflicts but also builds trust among employees, as everyone understands how decisions are being made. 

    Plan for Coverage 

    One of the biggest concerns managers face with PTO is ensuring that key responsibilities don’t slip through the cracks while someone is away. Proactive planning is essential, especially for employees in client-facing or highly specialized roles. Assigning backup contacts, cross-training staff, and documenting ongoing projects can keep operations running smoothly. With the right preparation, PTO becomes a seamless part of business rather than a disruption. 

    Maintain Fairness and Flexibility 

    Not every request can be approved, particularly around popular times of the year. That’s why it’s important to have a fair approval system in place. Whether you follow a first-come, first-served model, prioritize seniority, or rotate approvals, employees will feel more comfortable if they know the rules are applied consistently and fairly. At the same time, maintaining some flexibility, such as offering alternative dates or allowing remote work options during busy seasons, can help balance business needs with employee satisfaction. 

    Use Technology to Track PTO 

    Manually tracking PTO through spreadsheets or paper forms may be effective for very small businesses, but as teams grow, this approach becomes increasingly risky and inefficient. Modern HR technology streamlines the process by automatically tracking accruals, balances, and approvals in real-time. With the right system in place, managers can instantly see who is off, identify potential conflicts, and maintain accurate records for compliance purposes. Employees also benefit from being able to check their PTO balances and request time off without guesswork or delays. 

    How GMS Can Help 

    Group Management Services (GMS) provides small businesses with the tools and expertise to streamline the PTO process and eliminate common headaches. Our all-in-one HR software, GMS Connect, simplifies the process of tracking PTO requests, balances, and approvals. Our timekeeping solutions integrate seamlessly to ensure accuracy, while our team of HR experts can help you design and implement policies that are both compliant and effective. By leveraging GMS’ technology and support, small businesses can transform PTO management from a time-consuming task into a smooth, transparent process. Contact us today to get started! 

  • An audit can be a daunting experience for any business owner. Government agencies expect your policies, records, and employee practices to align with current laws and regulations. When they don’t, the consequences can include penalties, fines, or even legal disputes. 

    Many human resources (HR) compliance issues aren’t the result of intentional neglect. More often, they happen because businesses are stretched thin and lack the time or resources to keep up with constantly changing requirements. 

    Staying prepared starts with understanding where mistakes most commonly occur and implementing the right processes to prevent them. In this blog, we’ll highlight the most frequent HR missteps and share practical ways to avoid unwanted attention from government regulators. 

    Outdated Employee Policies

    One of the most frequent errors companies make is failing to maintain an up-to-date employee handbook. Too often, businesses create a handbook once and never revisit it. However, laws and regulations around workplace safety, discrimination, wage and hour rules, and leave policies are constantly evolving. This can lead to inconsistent practices, employee confusion, and increased vulnerability during an audit. 

    To stay compliant, businesses should review and update their employee handbook at least annually, or whenever there are significant changes in employment law. Partnering with an HR expert or legal advisor can help ensure your policies reflect current requirements and industry best practices. 

    Lack of Documentation 

    Poor documentation is one of the most common and costly HR mistakes. When businesses fail to keep accurate records of employee performance, disciplinary actions, and terminations, they leave themselves vulnerable to legal challenges. Without a clear paper trail of performance conversations, warnings, and progressive discipline, it becomes difficult to defend against claims of wrongful termination or discrimination. 

    From an auditor’s perspective, missing or incomplete documentation signals that policies may not be applied consistently across the organization. This inconsistency can quickly raise red flags and lead to deeper scrutiny.

    To mitigate risk, businesses should implement a standardized process for documenting employee interactions and ensure that managers are trained to follow it. Consistent, detailed records not only protect the company but also promote fairness and transparency in the workplace. 

    Employee Misclassification 

    Misclassifying employees is a frequent and costly error that can lead to serious compliance issues. Determining whether a worker should be classified as an employee or an independent contractor, or whether they qualify for exempt or non-exempt status, requires careful consideration of federal and state guidelines. 

    Even when mistakes are unintentional, they can result in back pay, wage disputes, tax liabilities, and penalties. These issues often arise when businesses rely on outdated job descriptions or make assumptions without reviewing current labor laws. 

    To avoid these risks, companies should regularly evaluate job roles and responsibilities to ensure proper classification. Working with HR professionals or legal advisors can help confirm that classifications are accurate and compliant with the latest regulations. 

    Poor Recordkeeping Practices 

    Maintaining accurate and secure records is a critical part of HR compliance, yet it remains a common challenge for many businesses. From I-9 forms and payroll records to sensitive employee information, companies are required to follow strict guidelines regarding how long records must be retained and how securely they should be stored. 

    Losing or mishandling these documents can create serious audit risks. It can also expose the business to identity theft concerns or violations of laws such as the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), and the Health Insurance Portability and Accountability Act (HIPAA). 

    To stay compliant, businesses should implement a reliable recordkeeping system, ensure secure storage of sensitive information, and regularly review retention policies to align with current legal requirements. 

    Falling Behind on Employment Laws

    One of the most significant risks businesses face is failing to stay current with evolving employment laws. Regulations around minimum wage, overtime, paid leave, and workplace protections are constantly changing at both the federal and state levels. 

    What was compliant last year may no longer meet today’s standards. Without a system in place to monitor and respond to these updates, businesses can quickly fall behind and face penalties, fines, or legal action. 

    To remain compliant, companies should regularly review legislative updates, subscribe to trusted HR or legal resources, and consider working with professionals who specialize in employment law. Staying informed is essential to protecting your business and your employees. 

    GMS Helps You Stay Compliant 

    The good news is that these HR mistakes are preventable. HR compliance does not have to be overwhelming, but it does require a proactive approach. By regularly auditing your HR processes, keeping policies current, and maintaining accurate records, you can significantly reduce your risk of an audit. 

    Partnering with an experienced HR provider like Group Management Services (GMS) makes this process even easier. Our HR professionals conduct thorough HR audits to identify gaps, update your practices, and ensure you are following the latest regulations. We also provide the technology and support you need to manage employee records, streamline compliance tasks, and protect your business from unnecessary risk. 

    Compliance should not be something you only think about after a problem arises. With GMS by your side, you can stay ahead of changing requirements, minimize the chance of costly audits, and focus your time where it matters most: —growing your business. Contact us today to get started! 

  • Open enrollment may feel like it’s far off in the future, but the smartest business owners know that preparation starts months in advance. Taking the time now to review your benefit offerings allows you to make informed decisions about your company’s health care plan, identify opportunities to reduce costs, and ensure your benefits remain competitive for attracting and retaining top talent. Waiting until renewal season is in full swing can lead to rushed decisions, missed opportunities for savings, and increased stress for both you and your employees. 

    Early preparation is critical when it comes to health care costs. For many employers, these costs represent one of the most significant annual expenses. By reviewing your plan well before open enrollment begins, you can compare options, evaluate whether your current coverage still meets your employees’ needs, and consider alternative solutions that could reduce expenses without sacrificing quality. This is also your chance to address any feedback you have received from employees over the past year and explore benefits that support overall well-being, such as mental health resources or expanded preventive care options. 

    Continue reading to learn why early preparation matters, how a group health plan through Group Management Services (GMS) can help you lower health care costs, and what steps you can take now to position your company for a smooth open enrollment season. 

    Why You Should Start Preparing Now 

    Open enrollment is one of the most important periods in the human resources (HR) calendar. It’s the time when employees can review and select benefits for the coming year, but for employers, the groundwork starts much earlier. By beginning your review process now, you give yourself the time to: 

    1. Assess your current offerings and identify gaps or redundancies 
    2. Gather employee feedback on benefits usage and satisfaction 
    3. Research and compare plan options for cost and coverage value 
    4. Develop a clear communication plan so employees can make informed choices 

    The sooner you begin, the more negotiating power you have with carriers, and the more flexibility you have to adjust your offerings to meet both your budget and your employees’ needs. 

    The Impact of Rising Health Care Costs 

    For most businesses, health care is one of the largest and fastest-growing expenses. According to recent industry trends, premiums and out-of-pocket costs continue to rise, and small businesses often struggle to secure affordable coverage without sacrificing quality. Employers who wait until the last minute to review their plans often end up renewing existing coverage by default, even if better options exist. 

    By reviewing your benefits early, you can explore strategies to manage costs, such as adjusting plan structures, offering multiple coverage tiers, or introducing wellness incentives to encourage healthier lifestyles and reduce claims. These proactive steps can result in significant long-term savings. 

    How Group Health Plans Lower Costs for Businesses 

    One of the most effective ways to reduce health care costs is to join a group health plan through a certified professional employer organization (CPEO) like GMS. When you partner with GMS, your business becomes part of a much larger benefits pool made up of many small and midsize companies. GMS is the only CPEO that provides an in-house master health plan that helps you avoid large swings in usage, trends, and renewal rates.  

    Here’s how it works: 

    1. Economies of scale: By spreading risk across a larger group, premiums become more stable and affordable. 
    2. Access to top carriers: You can offer high-quality plans that may otherwise be out of reach for small businesses. 
    3. Reduced administrative burden: GMS handles compliance, enrollment, and employee communication, freeing your team to focus on operations. 

    Building a Communication Plan for Open Enrollment 

    Even the most competitive benefits package will fall short if employees do not understand how to use it effectively. That’s why early preparation should include a benefits communication strategy. Employees who receive clear, timely information are more likely to select plans that meet their needs and take advantage of the resources available to them. 

    Consider how you will educate employees about: 

    1. The value of preventive care 
    2. How to choose in-network providers 
    3. Ways to use telehealth and urgent care instead of costly ER visits 
    4. Wellness resources included in their plan 

    Bridging the communication gap not only increases employee satisfaction but can also contribute to lower overall health care costs by encouraging smarter benefits usage. 

    Steps to Take Now for a Successful 2026 Open Enrollment 

    To make the most of this early preparation period, start with a thorough review of your current benefits package. Look at enrollment trends, claims data, and employee feedback from the past year. Work with a trusted partner like GMS to benchmark your offerings against similar businesses in your industry and region. From there, you can explore cost-saving opportunities through a group health plan, adjust coverage to match your workforce’s needs, and develop a timeline for employee communication. 

    By acting now, you position your business to enter renewal season with a clear plan, competitive rates, and benefits that support both your employees and your bottom line. 

    Partner with GMS for Affordable, Competitive Benefits

    GMS helps business owners prepare for open enrollment with expert guidance, competitive group health plans, and end-to-end administrative support. The decisions you make about your benefits now will impact your business for the entire year ahead. Don’t wait until the last minute. Start reviewing your benefit offerings today, and contact GMS to secure coverage at competitive rates for 2026 and beyond. 

  • The home health care industry is currently experiencing significant growth and transformation. According to the U.S. Bureau of Labor Statistics, employment of home health and personal care aides is projected to grow 21%, much faster than the average for all occupations.  This surge is driven by an aging Baby Boomer population and a preference for in-home care. However, agencies face challenges such as workforce shortages, regulatory compliance, and operational inefficiencies.  

    Professional employer organizations (PEOs) are stepping in to address these issues, providing comprehensive solutions that relieve agencies of the burden of workforce management, allowing them to focus on delivering quality care. 

    Addressing workforce shortages and enhancing retention 

    One of the biggest headaches for home health care providers is recruiting and retaining qualified caregivers. The nature of the work, often physically demanding, emotionally taxing, and irregularly scheduled, combined with a competitive labor market, makes it challenging to keep caregivers engaged and loyal. Group Management Services (GMS)offers strategic solutions to this problem by simplifying hiring through access to broader talent pools and providing centralized recruiting support.

    Beyond recruitment, PEOs also help home health agencies offer benefits packages typically unavailable to smaller businesses, including health insurance, retirement plans, and wellness programs. These enhanced benefits boost employee satisfaction and retention, which is vital for maintaining continuity of care and controlling operational costs. 

    Ensuring compliance and mitigating risks 

    Home health care providers must navigate a complex regulatory landscape, including requirements from the Occupational Safety and Health Administration (OSHA), the Health Insurance Portability and Accountability Act (HIPAA), as well as state-specific licensing and employment laws. Noncompliance can result in hefty fines, legal liabilities, and damaged reputations. GMS’ expertise in human resources (HR) compliance ensures agencies stay up to date with changing regulations.  

    By managing payroll, workers’ compensation, and benefits administration through a PEO, agencies reduce their risk exposure and gain peace of mind. PEOs also take a proactive approach by helping implement workplace safety programs tailored to home care environments, reducing injury risks. This proactive approach not only protects employees but also shields agencies from costly claims and litigation, ensuring compliance and risk mitigation. 

    Optimizing operational efficiency 

    For many home health care providers, administrative tasks like payroll processing, tax filings, and benefits management consume time and resources that could be better spent on patient care and growth. GMS’ services streamline these functions by providing advanced HR software and dedicated HR professionals who handle day-to-day administrative work efficiently and accurately.  

    This eases the administrative burden on small to midsize agencies, allowing leadership and caregivers to concentrate on service delivery. Automated HR systems also enhance accuracy and ensure compliance with tax laws, reducing costly mistakes and potential audits. The outcome is a more streamlined, efficient operation that promotes sustainable growth and improved patient outcomes. 

    PEO Benefits For Home Health Care Agencies  

    The home health care industry is changing rapidly. Agencies that neglect workforce retention, compliance, and operational issues risk falling behind competitors and compromising patient care. Partnering with a PEO like GMS offers a comprehensive solution that equips home health care providers with the tools they need to succeed. With GMS’ specialized industry knowledge and hands-on guidance, agencies can confidently handle complexity and stay focused on delivering compassionate, high-quality care where it’s needed most. 

    “Our experience with the payroll managers and payroll processing services has been fantastic. We’ve been extremely pleased. GMS has been an invaluable resource. In addition, GMS assisted in implementing the Drug Free Workplace and Professional Development Program (PDP) programs. Without GMS, we would never have accomplished our goals. In short, our partnership with GMS and their staff has been a rewarding experience.” 

    –  Business owner, Home Health Care Organization 

    For more information on how GMS can support your home health care agency, contact us today! 

  • As summer comes to an end, so do the seasonal hiring surges that many businesses rely on to keep up with demand. From retail and hospitality to tourism and event-based industries, the end of summer often signals a major shift in workforce demands. Employers need to adjust their staffing strategies, manage workforce transitions, and prepare for the fall and holiday seasons ahead, all while remaining compliant with employment laws. 

    Here’s what end-of-summer hiring shifts typically look like and how a professional employer organization (PEO) like Group Management Services (GMS) can support your business during this transition. 

    Reduced Seasonal Hiring 

    The back-to-school season and the end of vacation months bring a noticeable slowdown for many industries. Businesses that increased staffing during peak summer may no longer need extra workers. In response, some employers will greatly reduce or eliminate seasonal positions. Others might choose to keep top-performing seasonal workers through temporary or part-time roles, making retention strategies a smart move. A PEO can help by managing seasonal offboarding, ensuring compliance with wage and hour laws, and simplifying transitions to different types of employment. 

    Refocusing on Long-Term Staff 

    Once the seasonal rush ends, many employers turn their attention to building and strengthening their core team. This may involve recruiting for long-term roles to support upcoming seasonal operations or investing in current employees through training and upskilling initiatives. Partnering with a PEO gives you access to talent acquisition support, learning and development resources, and performance management tools that help you retain top talent and build a more stable workforce. 

    Adjusting Work Schedules 

    With reduced workloads, scheduling adjustments are common. You may need to scale back hours, shift work times, or consolidate job duties. These changes should be communicated clearly to employees and tracked accurately to avoid compliance issues with wage and hour regulations. A PEO provides workforce planning expertise and time-tracking solutions that make it easier to manage scheduling changes and compliance. 

    Potential for Layoffs 

    As demand slows, laying off seasonal employees might be necessary. However, employers must handle this process carefully. If a worker was promised a certain length of employment, early termination could carry legal risks. It’s important to understand notice requirements, severance obligations, and applicable state laws related to seasonal layoffs. With a PEO, you gain access to human resource (HR) professionals and legal experts who can guide you through these procedures while safeguarding your business from compliance issues. 

    Increased Demand in Specific Roles 

    While some positions wind down after summer, others start to ramp up. Many businesses experience increased demand in customer service, sales, shipping, and logistics as fall promotions and holiday preparations begin. Proactive hiring in these areas is crucial to make sure your business is prepared for the busy season ahead. GMS can support your efforts by helping you identify staffing needs, create effective job postings, manage onboarding, and ensure new hires are properly classified and receive the training they need to succeed. 

    Transitioning Seasonal Employees 

    If you have standout seasonal employees, this is a great time to consider offering them a more permanent role. Providing training and development opportunities helps these workers grow into new positions and boosts retention. It is also a smart way to fill open roles with individuals who already understand your company culture and operations. Our HR experts can help design clear pathways for seasonal-to-permanent transitions and handle onboarding tasks to ensure a smooth and compliant process.

    Legal Considerations During Transitions 

    Employment law doesn’t take a break, and end-of-season transitions can create legal challenges. From classification issues and wage compliance to benefits eligibility and layoff notices, it’s important to stay informed about changing regulations. Mistakes can result in penalties or harm employee relationships. GMS helps ensure your business stays compliant with all relevant laws, including federal, state, and local regulations. We keep your policies current and offer guidance to help you confidently handle complex employment situations.

    Partner with GMS for a Seamless Transition 

    As hiring needs evolve with the seasons, it’s important to have a trusted partner that can help you manage workforce changes smoothly and legally. GMS offers comprehensive HR outsourcing services designed to take the pressure off your internal team so you can focus on running your business. 

    We’ll help you: 

    • Onboard and offboard seasonal staff with proper classification, documentation, and legal compliance 
    • Provide expert HR guidance on scheduling, workforce planning, layoffs, and role transitions 
    • Support recruitment through job postings, applicant tracking, and hiring best practices 
    • Adjust payroll to reflect staffing changes and avoid costly errors 
    • Offer training tools to upskill employees ahead of the holiday season 
    • Enhance retention by offering competitive benefits  

    Let’s simplify your staffing strategy! Contact GMS today to learn how our HR solutions can support your business through every season. 

  • When it comes to running a business, time is money. And if your employees are still using spreadsheets, handwritten timesheets, or outdated punch clocks to track their hours, your business could be losing more than you think. Manual time tracking might seem simple, but it opens the door to costly errors, compliance risks, and administrative headaches. 

    Investing in time and attendance software isn’t just about making payroll easier. It’s about boosting accuracy, improving compliance, and uncovering the hidden costs that eat away at your bottom line. 

    Continue reading to explore why making the switch to an automated time and attendance system like the one available through GMS Connect is one of the smartest moves you can make for your business. 

    The Hidden Costs of Manual Time Tracking 

    Manual timekeeping methods are vulnerable to human error, whether it’s an employee forgetting to clock in, a supervisor misreading a timesheet, or a typo during data entry. These mistakes can lead to: 

    • Inaccurate paychecks 
    • Compliance issues with wage and hour laws 
    • Time theft or buddy punching 
    • Wasted hours fixing timesheet discrepancies 

    Even minor miscalculations can snowball into thousands of dollars in overpayments, back pay, or penalties. And if your business is ever audited by the Department of Labor or a state agency, inaccurate time records could expose you to serious fines, legal challenges, and reputational damage. 

    The Benefits of Automation with GMS Connect 

    GMS Connect offers a powerful time and attendance system that integrates directly with your payroll and HR software. This eliminates the need to juggle multiple systems or manually re-enter data. 

    Key features include: 

    • Automated time capture using web, mobile, or physical time clocks 
    • Real-time visibility into employee attendance and hours worked 
    • Scheduling tools to reduce labor costs and avoid understaffing 
    • Built-in compliance tracking for wage and hour laws 
    • Seamless payroll integration to reduce processing time and errors 

    By streamlining your time and attendance processes, you save time each pay period, reduce payroll mistakes, and gain peace of mind with accurate, audit-ready records. 

    Benefits for Business Owners and Employees 

    Automated time tracking supports everyone in your organization. With GMS Connect, employees can clock in, view schedules, and request time off from one easy-to-use platform. 

    Business owners and HR teams benefit from: 

    • Less time spent on administrative tasks 
    • Faster and more accurate payroll 
    • Improved employee satisfaction 
    • Data-driven labor decisions based on real-time insights 

    All records are stored securely in the cloud, so you have reliable access to time data anytime you need it. 

    Stay Compliant, Cut Costs, and Focus on Growth 

    Inaccurate time tracking can lead to more than just payroll errors. It also increases your risk of non-compliance with federal, state, and local labor laws. Automated systems like GMS Connect help reduce that risk by improving accuracy and simplifying labor law compliance. 

    At GMS, we believe business owners should focus on growth, not chasing timesheets or fixing avoidable errors. Our software helps streamline your time and attendance operations so you can make confident, informed decisions. 

    Ready to Eliminate Time Tracking Errors? 

    Your time is valuable. Stop relying on manual processes that cost your business money and increase your risk of error. Group Management Services (GMS) can help you implement a smarter time and attendance solution through GMS Connect, backed by expert support and seamless payroll integration. 

    Let’s talk about how GMS can help you improve time tracking, reduce risk, and build a stronger workforce. Schedule a 15-minute conversation today and take the first step toward smarter workforce management! 

  • As a business owner, you didn’t start your company to get buried in paperwork, chase down timesheets, or spend your evenings decoding state employment laws. But those are the realities of running a business unless you partner with a professional employer organization (PEO). 

    A PEO like Group Management Services (GMS) becomes the back office of your business, managing time-consuming tasks so you can stay focused on growing your company. From payroll and human resources (HR) to risk management and employee benefits, GMS streamlines operations across the board through expert support, powerful tools, and a team of experts. 

    Here’s how GMS takes administrative burdens off your plate and helps you run a more efficient business. 

    Simplified Human Resources 

    Hiring. Onboarding. Employee handbooks. Compliance. Performance management. HR can get complicated quickly, especially for small to midsize businesses without a dedicated HR department. GMS simplifies HR by acting as an extension of your team or even your entire HR department. 

    We handle the heavy lifting by: 

    • Writing job descriptions and recruiting candidates 
    • Managing onboarding and offboarding 
    • Maintaining compliance with labor laws 
    • Creating HR policies and performance review processes 

    All of this is powered by GMS Connect, our all-in-one HR software platform that makes it easy to access employee data, approve paid time off (PTO), and stay organized. Whether you’re managing one employee or 100, our technology and support team streamlines your day-to-day HR functions. 

    Simplified Payroll Processing 

    Payroll is more than just cutting checks. It involves managing tax filings, direct deposits, deductions, garnishments, and compliance with federal, state, and local payroll regulations. That’s a lot of pressure and a lot of potential for costly errors. 

    GMS handles payroll processing with precision and efficiency. With GMS Connect, you can automate time tracking and payroll submission, generate reports, and ensure tax filings are accurate and on time. Plus, as a certified professional employer organization (CPEO), we assume liability for payroll taxes and ensure compliance with Internal Revenue Service (IRS) regulations. 

    No more late filings. No more payroll headaches. Just more time to focus on growing your business. 

    Simplified Risk Management and Compliance 

    Workplace injuries. Occupational Safety and Health Administration (OSHA) audits. Employment law changes. Business owners are exposed to various risks and managing them without expert guidance can result in fines or lawsuits. GMS helps simplify risk management by offering: 

    • Workers’ compensation coverage through our self-insured program 
    • Safety training and onsite audits 
    • Claims management and return-to-work programs
    • Ongoing guidance on changing regulations 

    As we are self-insured, our clients enjoy consistent and stable coverage, free from the volatility of the open market. And when incidents happen, our team is there to support both your business and your employees. 

    Simplified Employee Benefits 

    Offering competitive benefits is essential for attracting and retaining top talent, but managing those benefits can be complex and time-consuming. Through GMS, you gain access to high-quality, affordable benefits typically reserved for large corporations. 

    Thanks to our group buying power, we help small businesses offer: 

    • Retirement plans 
    • Comprehensive health insurance packages 
    • Dental, vision, and life insurance 
    • Flexible Spending Account and Health Savings Account options 

    Our team handles benefits administration from enrollment to renewal, ensuring your employees have the necessary coverage and your business remains compliant. 

    Run Your Business, Not the Back Office 

    At GMS, we simplify the complexity of business ownership. Our job is to manage the administrative work behind the scenes so you can focus on what you do best. Whether you need help hiring new employees, managing payroll, minimizing risk, or offering better benefits, we have the tools, technology, and team to make it easier. 

    “Over time, I was just really comfortable with what they were offering, and I don’t have to worry as much. They [GMS] handle it, and it’s all done through them. They have their own legal team and people who ensure things are done correctly. So, it takes a lot of that stress off me, and I don’t have to worry about inputting data and trying to ensure things are done correctly. It’s done and taken care of, and I can move on to other things.” 

    — Owner, Plumbing Company in Richfield, Ohio 

    Let us take care of the back office so you can move your business forward. Schedule a 15-minute chat to explore whether a PEO is right for your business.