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  • A new year brings the promise of fresh starts, new beginnings, and change. In 2026, there will be numerous updates to laws and regulations that California business owners need to be aware of. These changes will impact paid sick leave, labor laws, garnishments, discrimination, and more.

    California business owners need to stay informed about these changing regulations to understand how they will affect their employees and business operations. Being aware of these upcoming legal changes ensures that your business remains compliant, safe, and employee-focused.  

    California Law Changes and Updates 

    While the list below doesn’t cover all new or updated laws and regulations, the following are essential for business owners to understand because they involve changes to employee labor laws, employer procedures, and compliance. 

    California Assembly Bill (AB) 288 

    Signed into law in September of this year, California AB 288 extends greater protection to employees if the National Labor Relations Board (NLRB) doesn’t act on an unfair labor practice case. An unfair labor practice is defined as any employer action that violates the rights of employees under federal labor law. Common unfair labor practices include threatening employees with job loss if they join a union, excluding employees from meetings, discrimination, and more.  

    If the NLRB doesn’t act on a case in six months, employees can petition the Public Employment Relations Board (PERB) to step in. PERB has the authority to manage union elections, investigate complaints, and enforce labor laws. Employers who break the rules can face fines of up to $1,000 per violation. 

    California AB 406

    California Assembly Bill 406 significantly broadens employee leave protections for victims of crime and legal obligations related to a crime. Although enacted in October of 2025, this law is still relatively new and important for California employers to understand. Employees may use paid sick leave for jury duty or to testify as a witness under subpoena. 

    Beginning January 1st, 2026, the law establishes that employers provide unpaid leave for employees or their family members to attend judicial proceedings connected to certain crimes, including hearings on victim rights or sentencing. Covered crimes include violent and serious felonies, such as domestic violence, stalking, felony theft, embezzlement, and more. Employers are required to educate and notify their employees on their rights regarding AB 406.  

    California AB 692

    Under this new law, California employers cannot include contract terms that require employees to pay penalties or reimburse costs incurred by the employer if the employee leaves the company, or if the employment ends before a specified time period. These contracts are commonly referred to as “pay or stay” contracts, and these are becoming increasingly frowned upon across all industries. Assembly Bill 692, with very few exceptions, says employers will not be able to recover these funds if they paid for the employees training, for a retention bonus, or other employment-related expenses. 

    For best practice, employers should review current employment contracts to ensure compliance with this new law. Carefully review your current policies and retention strategies to ensure they focus on employee health and wellness. This can be one way to retain your top talent, instead of relying on these contract clauses to keep your team and talent at your company.  

    California SB 261

    California’s SB261 expands the authority of the Division of Labor Standards Enforcement concerning wage claims. A wage claim is a legal process that allows an employee to recover wages they believe their employer has illegally withheld. Common reasons for filing a wage claim include employee misclassification, unpaid overtime, and potential violations of minimum wage laws. This law requires that employers who fail to pay wage judgments within 180 days of the appeal period will face penalties of up to three times the outstanding amount.  

    Employers should prioritize prompt payments in all business areas, not only for wages or claims. This practice will help ensure you do not incur unnecessary costs and will safeguard your reputation as a compliant, employee-oriented company. 

    California SB 294

    Beginning in February 2026, California will require employers to provide annual written notices of labor rights to both current and new employees. These notices must include information about immigration inspections, union rights, workers’ compensation benefits, and other relevant topics. Additionally, employers will need to give existing employees the chance to provide an emergency contact in the event of an accident or workplace injury. 

    Employers should send out company-wide written notices before or on February 1st, 2026. They should also make a note to contact their employees and ask them to name an emergency contact. This should be done by March 30th, 2026.  

    California Compliance with Group Management Services 

    Staying on top of state labor laws can be a challenge for California business owners. New or updated regulations are constantly signed into law, making it difficult for businesses to be compliant and act on new standards in a timely manner. Many businesses could benefit by partnering with a third-party company like Group Management Services (GMS) to ensure their compliance with local and state laws. 

    GMS’ team of human resources (HR) experts helps you stay on top of local and state laws and compliance requirements. They can help you provide necessary documentation, develop a communication plan to share law changes, and consult on best practices to ensure compliance and safety.  

    Learn how to stay compliant and discover how you can benefit from GMS’ services here! 

  • In every industry, prioritizing worker health and safety should be a top concern for business owners. Although investing in safety measures can be costly, the impact of a worker’s injury or illness can be far more damaging to your business in the long run. For instance, the costs associated with workers’ compensation claims, reduced productivity, and damage to your reputation can quickly accumulate, negatively impacting your business’s success and bottom line for years to come. 

    The Importance of Employee Safety 

    In 2024, U.S. employers reported roughly 1.5 million  work-related injury and illness cases. About  90%  of these cases were injuries, with construction, manufacturing, and transportation as the top industries for injuries to occur. 

    These statistics serve as a reminder that managing the risks associated with operating your business goes beyond simply filing paperwork, writing policies, or providing hard hats. It requires a commitment to prevention and focus on follow-through. Employers have a responsibility to provide a safe and healthy workplace for their employees. One effective way to ensure that your work environment is secure and compliant is by conducting a safety audit. 

    The World of Safety Audits 

    Safety audits are a proven method to ensure that small businesses have the right programs and policies in place to reduce accidents, injuries, and overall risk. A safety audit is a systematic review of workplace processes, equipment, and practices to ensure they meet safety standards and regulatory requirements. Conducting an audit is not just about identifying hazards; it’s about creating proactive and effective solutions.  

    Benefits of conducting a safety audit 

    Conducting a safety audit is beneficial for a variety of reasons: 

    • Ensures regulatory compliance 
    • Reduces the risk of workers’ compensation claims and payments 
    • Develops and enforces a workplace culture focused on health and safety 
    • Boosts employee morale and trust 
    • Improves preparedness for emergencies and accidents

    The Process of Conducting a Safety Audit 

    Preparation 

    To conduct an effective safety audit, start by clearly defining your objectives, whether it’s ensuring compliance, improving safety culture, or reducing incident rates. Gather all relevant documentation, including information on current safety policies, training records, past incident reports, and maintenance logs. 

    Next, prepare a detailed checklist of areas to inspect, focusing on high-risk zones such as machinery or chemical handling stations. Include checking on potential hazards like fire risks, electrical issues, and the proper use of protective equipment. This proactive approach ensures that no area is overlooked and helps identify risks before they lead to accidents. 

    Conducting an audit

    When inspecting the workplace, start with a thorough walkthrough of the facility to observe daily operations and identify hazards such as blocked exits, faulty equipment, or improper use of personal protective equipment (PPE). Pay close attention to high-risk areas and check that machines are functioning properly, meet safety codes, and display the required signage.  

    In addition to physical checks, interview employees to gain insight into operational safety practices and challenges. Encourage honest feedback to uncover gaps in current procedures. Finally, evaluate compliance by comparing your findings against the Occupational Safety and Health Administration (OSHA) standards or other applicable regulations, noting any gaps and prioritizing implementing effective solutions. This approach ensures that both operational and managerial practices are aligned with safety requirements. 

    Reporting 

    After completing the audit, compile all findings into a clear report and assess the severity of each hazard. Prioritize the most critical risks first, as these pose the greatest threat to employee safety and operational continuity. Once the top hazards are identified, brainstorm practical solutions. These may include providing targeted training on specific safety procedures, purchasing new protective equipment such as flame-resistant gloves or hard hats, installing proper signage near high-voltage areas, adding fire extinguishers, or implementing lockout/tagout systems for machinery.  

    Sharing the report with management is essential to identifying the next steps and creating a detailed action plan that outlines responsibilities, timelines, and resources needed to implement the proposed solutions effectively. This structured approach transforms audit results into actionable improvements that enhance workplace safety. 

    A Safety Partner 

    At Group Management Services (GMS), we understand that creating a safe and compliant workplace isn’t just about meeting regulations; it’s about protecting your people and your business. By making them part of your operational routine, you protect your people, your reputation, and your bottom line. Our team helps companies implement proactive safety measures, conduct thorough audits, and develop customized solutions that reduce risk and improve employee well-being. By partnering with GMS, you gain expert guidance and resources to build a culture of safety that minimizes costly incidents and supports long-term success. 

  • As the cost of living and health care rates increase, so does the need for financial support and wellness among employees. Across all industries, the workforce is demanding better benefits and perks, specifically those that focus on lowering premiums, offering stipends, and providing cost savings. The lack of financial support, combined with the skyrocketing everyday costs, is causing a rising wave of stress and uncertainty among the population, leaving individuals searching for a viable solution.  

    As an employer, it’s important to provide resources and tools that promote your employees’ health and wellness, both in and out of the workplace. While there are many ways to support your employees during this time of economic uncertainty, selecting the most impactful solution can be challenging. Continue reading to learn how you can support your employees’ financial well-being. 

    Financial Well-Being 

    Financial wellness refers to the ability to comfortably meet your current financial obligations and expenses. In other words, it means having financial freedom to live your life to the fullest. Although financial wellness may look different for each individual, it offers similar benefits for everyone. Achieving financial wellness can lead to various positive outcomes, including: 

    • Improved mental and physical health
      • Financial concerns and uncertainty can cause stress, depression, hypertension, and sleeplessness. With greater financial stability, people often have lower anxiety, leading to more energy and mental clarity.  
    • Flexibility and confidence
      • Financially stable individuals have more flexibility and confidence in their purchasing choices.
    • Long-term stability
      • With access to greater funds, individuals can invest in their long-term health and financial future. They can invest more money in their retirement, focusing on long-term care and longevity.  

    When an employee is financially stable, they contribute more to your company, offering you a myriad of benefits, including: 

    • Greater engagement and productivity 
      • When employees are financially secure, they can concentrate more on their work and perform their responsibilities with greater care and intention, reducing mistakes and improving overall efficiency. 
    • Increased retention 
      • If an employer offers a great salary and financial wellness programs, they are showcasing their loyalty and dedication to their employees’ well-being. The more you invest in your workforce, the more likely they will stay.  
    • Stronger company culture
      • When employees are financially secure and receive support from their employer, they tend to be more committed to their jobs and demonstrate greater loyalty to their company. When an employer prioritizes employee safety and well-being, it fosters a stronger sense of trust. 

    Ways to Improve Employee Financial Wellness 

    As stated previously, employee financial wellness is incredibly important for your workforce and your company. Prioritizing financial wellness improves productivity, efficiency, loyalty, and morale. But what policies should you implement to promote financial stability?  

    Provide a retirement plan 

    While there are a variety of retirement plans employers can offer, each one provides a resource for future financial planning. Whether you match an employee’s contribution or just offer the plan, you’re granting employees access to a retirement plan and leading them one step closer to long-term stability. 

    View the table below to see the 2025 and 2026 contribution limits set by the Internal Revenue Service. 

    Plan Type 2025 Limit 2026 Limit 
    401(k), 403(b), 457, TSP $23,500 $24,500 
    IRA $7,000 $7,500 
    Catch-up (Age 50+) $7,500 $8,000 
    IRA Catch-up (Age 50+) $1,000 $1,100 

    Offer financial education 

    In order for someone to be financially stable, they must understand what it means and how to achieve it. Conduct workshops, host webinars, or hold meetings centered around debt management, retirement planning, budgeting, and more to help your workforce gain a deeper understanding of financial best practices.  

    Offer earned wage access (EWA) 

    Earned wage access (EWA) allows employees to access a portion of their earned wages before their payday. Employees usually use this program to help pay for immediate expenses like credit card bills or rent. An EWA program reduces stress, increases productivity, and promotes financial stability among the workforce. 

    Offer a group health care plan 

    Help your employees battle rising health care and prescription drug costs by offering a group health plan. With a group plan, you can leverage group buying power, providing access to benefits that smaller companies usually cannot afford. Group health plans expand benefit plan options and reduce premiums.  

    The Key to Financial Wellness: Group Management Services 

    Achieving financial stability is a daunting task as an individual, but as a business owner managing multiple people, it can seem impossible. But with a professional partner like Group Management Services (GMS), achieving financial stability and providing support is possible. 

    With GMS’ Master Health Plan, we can offer customizable group health coverage plans with affordable rates, lower premiums, and a variety of supplemental insurance options. This can save you an average of 24% on employee premiums and 15% on family plans.  

    GMS’ team of experts can also develop training and presentations for your team on financial best practices, budgeting, and more. GMS can help you support your employees’ financial health through our supplemental insurance offerings, 401(k) plans, and beyond. 

    Contact us to learn more about how GMS can support the financial wellness of your workforce! 

  • Across all industries, balancing professional responsibilities and personal time is a challenge, especially for parents. For individuals with families, the demands can feel relentless; after working eight hours, they return home to manage childcare, chores, and errands, creating an endless to-do list. This never-ending cycle leads to exhaustion and mental burnout, which can negatively impact their work performance and their personal life.

    As an employer, it’s essential to understand the needs of your workforce and provide the necessary support. Many parents need to take time off to care for their families, whether that time is planned or unexpected. Seventy-one percent of surveyed caregivers use their time off to catch up on work. Excessive work without rest can lead to burnout, reduced productivity, and lower morale. On the other hand, taking too much time off can lead to unpaid leave, which can negatively impact your employees and your organization.  

    How can you support your working parent employees? Continue reading to discover different ways you can assist your workforce.  

    Provide Flexible Scheduling 

    Flexible and hybrid work schedules are no longer workplace perks; they are a necessity. Parenting lacks a fixed schedule; anything can happen at any time. If one of your employees’ children is sick and needs to be picked up from school, instead of requiring them to take time off, allow them to work from home. Offering flexible scheduling empowers employees to respond to unexpected situations. By trusting your employees and providing them with the option of hybrid or work-from-home arrangements, you can enhance their morale and productivity. Allowing them to take their work home while caring for their children demonstrates your commitment to their well-being and family life. 

    Educate Workers on Family and Medical Leave Act Guidelines 

    The Family and Medical Leave Act (FMLA) allows eligible employees to take unpaid, job-protected leave to care for or support a family member. Employees can take up to 12 weeks of covered leave. Common medical reasons for utilizing FMLA leave include, but are not limited to: 

    • The birth of a child or caring for a newborn child within one year of birth.
    • To care for a spouse, child, or parent who has a serious health condition.
    • Managing a serious health condition that makes the individual unable to perform the essential functions of their job.

    FMLA leave is a valuable resource for employees who need to care for themselves or a family member for an extended time. However, workers are often unaware of the qualifying conditions, coverage options, or what constitutes a serious health condition. Hosting educational sessions, providing resources, and distributing materials on FMLA leave are effective ways to inform your workforce about their options. 

    Increase Parental Leave 

    Typically, paternity leave lasts about a week, while maternity leave can range from four to six weeks. Although the leave timeframe varies based on company policy, expanding the leave available for parents to bond with their newborns can significantly benefit both employees and the organization.  Offering parental leave showcases your dedication to your employees, their health, and their families, fostering a positive culture of trust, loyalty, and appreciation.  

    Provide Access to Employee Assistance Programs

    Employee assistance programs (EAPs) are great tools for working parents to utilize. EAPs can help individuals manage their mental health and stress by providing techniques and tools to regulate their emotions. EAPs can also assist with time management and provide emotional support when they are overwhelmed. As an employer, offering access to an EAP showcases your dedication to employee wellbeing and health.

    Another Helping Hand 

    As a business owner, managing a variety of responsibilities can be overwhelming. Consider partnering with a professional employer organization (PEO), like Group Management Services (GMS), to receive assistance in employee management, supplemental insurance, open enrollment, and more. Running and managing a business is challenging, but with GMS’ expertise, you can easily implement flexible scheduling policies, offer EAPs, and work toward cultivating a positive workplace culture.  

    If you need help managing your employees and improving your bottom line, contact us today! 

  • Last week, California Governor Gavin Newsom announced the approval of a grant to fund apprenticeship programs throughout the state. This $25 million grant, provided by the Employment Training Panel, will support 88 apprenticeship programs aiming to train over 22,000 workers in California. These programs focus on skilled trades, including construction, plumbing, HVAC, and more.  

    Purpose of the Grant 

    According to the Governor’s announcement, the construction industry has a significant impact on California’s economy, with around 156 billion dollars in annual economic activity. With labor shortages in the industry, construction companies are constantly searching for knowledgeable individuals and top talent. With these apprenticeship programs in place, the construction workforce will grow and have more knowledgeable, experienced, and qualified workers.  

    The Importance of Training and Apprenticeship Programs 

    Apprenticeships are paid, job-based training programs that rely on experience and hands-on learning to develop a worker’s skills. These programs normally run for a set period of time and provide a combination of structured classes and real-world experience. While apprenticeships span various industries, they are predominantly utilized in construction, engineering, and plumbing.  

    Regardless of the company or industry, employee training plays a crucial role in individual and business success. Hiring qualified personnel enhances business morale, boosts productivity, and fosters employee loyalty. Proper training bridges knowledge and skills gaps within the workforce, leading to improved adaptability, flexibility, and creative problem-solving, all of which can positively impact your bottom line. 

    Tips for Developing a Strong Training Program 

    Employee training is no longer just a perk; it has become essential for organizational growth and success. Although apprenticeship programs primarily target skilled trades such as construction, engineering, and plumbing, they provide invaluable resources that benefit both employees and businesses. Developing and implementing a robust training program isn’t easy, but it is important. Continue reading for tips on creating a strong training or apprenticeship program. 

    Start with clear objectives 

    To successfully develop a training program, it’s crucial to define what success looks like and what your goals are. Are you aiming to improve technical skills, onboard new hires, or prepare employees for leadership roles? Identifying clear objectives allows you to structure and coordinate your program effectively. 

    Personalize your program 

     A one-size-fits-all approach rarely works in training programs. Tailor your training to accommodate different roles, experience levels, and learning styles. Focus on providing engaging content by using a mix of educational formats such as videos, hands-on practice, presentations, textbooks, and more.  

    Incorporate mentorship 

    Pairing trainees with experienced mentors builds relationships, provides an opportunity to share knowledge and experience, and provides real-time feedback and support. 

    Consistently communicate

    Schedule regular check-ins or meetings to discuss the training program with your workforce. Consistent communication allows you to adapt your program to better meet their needs and evaluate its effectiveness. This approach will help you improve the program for future workers. 

    Group Management Services and Training Development  

    Governor Newsom’s approval of California’s apprenticeship grant emphasizes the importance of continuous training and development. Knowledgeable and experienced workers enhance company morale, operational efficiency, and productivity. Investing in training and apprenticeship programs demonstrates your dedication to your workforce, which fosters a loyal company culture. 

    Training and apprenticeship programs are strategic investments in both your employees and your company’s future. By cultivating a culture of learning, you empower your workforce to grow alongside your business and adapt to future challenges. Group Management Services (GMS) can help you achieve your training goals. Our team of experts is ready to assist in developing personalized employee training courses and streamlining the process.

    If you’re curious about how GMS can support your training initiatives, please contact us! 

  • Regardless of your business size, prioritizing employee training positively impacts your bottom line, employee productivity, and engagement. According to a global survey, companies are 17% more productive and 21% more profitable when they offer employee training. The right training program differs from business to business, but in order to develop the most beneficial program for our company, business owners must focus on their reskilling and upskilling efforts. 

    Upskilling Overview

    Upskilling aims to refine an individual’s current abilities to improve their knowledge and competence in topics or skills related to their role through training. The primary goal of upskilling is to improve employee performance, increase efficiency, and facilitate career advancement or internal promotions. For example, a construction worker might take a class on hypothermia management to better guide their team in handling cooler weather and treating hypothermia effectively. 

    Reskilling Overview

    Reskilling refers to the process of acquiring new skills for a different position or career path. These skills aren’t related to their current expertise, normally representing a career or industry shift.  For example, a Payroll Specialist who wishes to move into sales might enroll in a course or program that focuses on sales techniques. 

    Benefits of Reskilling and Upskilling 

    On average, companies that focus on reskilling and upskilling efforts see a 24% higher overall profit margin. Although these two training processes differ, they share many of the same benefits, ranging from improved efficiency to increased revenue, and beyond. 

    Gaining new skills or certifications strengthens the workforce by expanding its collective knowledge and skills. When individuals or teams learn new concepts, they can share that expertise with others, effectively closing existing skills gaps and enhancing overall performance within the organization. These processes enhance the overall capabilities of the team, strengthening overall efficiency, productivity, and employee performance. With a wider range of skills and knowledge, employees can boost their efficiency, streamline processes, and develop creative solutions to common challenges faced by the company.  

    Implementing Reskilling and Upskilling Programs 

    Implementing training programs in your company can be challenging. A variety of moving parts must be managed for upskilling and reskilling efforts to be successfully implemented.

    Assess organizational needs and skill gaps

    Begin by identifying the skills that your company currently lacks and those it will need in the future. Engage with your existing workforce by holding a town hall meeting to brainstorm training topics or skills employees are interested in learning or developing. Creating a training program that resonates with employees and aligns with their interests will increase their likelihood of participation and engagement. Make sure to review your strategic goals and align them with your workforce’s capabilities and needs. 

    Define Clear Objectives

    Define the goals of your upskilling and reskilling initiatives. Objectives may include reducing employee turnover, increasing efficiency, introducing new technologies, and enhancing the client experience. After identifying the primary goal of your upskilling or reskilling program, you can create relevant content and training modules that align with this objective.  

    Include a Mix of Training Platforms

    To effectively expand the new skill or learning topic across your workforce, it is beneficial to provide a variety of activities and training. A comprehensive approach may include online courses, interactive workshops, video tutorials, written assessments, group discussions, and hands-on activities. This diversity not only accommodates various learning styles but also provides a deeper understanding of the material. Many organizations streamline this process by using a Learning Management System (LMS), which centralizes training content, tracks progress, and facilitates easier access for employees to manage their development journey. 

    Foster a Culture of Continuous Learning

    One way to promote your upskilling and reskilling initiatives is to communicate these opportunities to your workforce consistently. Sending out emails or mentioning training opportunities during meetings can help remind your workforce of your offerings and how they can benefit their careers.  

    Recognizing learning achievements and course certifications is an excellent way to promote continuous learning within your workforce. Whether it’s sending a company-wide email or giving an employee a shout-out during a meeting, highlighting employee successes and career growth can boost morale and increase loyalty among your workforce. 

    Reskilling and Upskilling Your Workforce 

    Investing in upskilling and reskilling programs is not just an investment in your employees; it’s an investment in your company’s future. Providing training opportunities enhances your bottom line, boosts company efficiency, and fosters employee loyalty. While the benefits of offering training are numerous, creating a program or implementing training sessions on your own can be a challenge. 

    Group Management Services (GMS) is a third-party administrator that can help manage your workforce, save you money, and assist with employee training and development. Our human resources (HR) team can create personalized training tailored to your workforce, allowing you to choose the specific skills or topics that you want your team to learn. Our experts can also support you with employee management, recruitment, and retention efforts. 

    Ready to build a future-ready workforce? We can help. Contact us to learn more.

  • In the business world, there are a variety of tax forms and returns that require meticulous attention to detail and timely filing. Failing to meet tax deadlines or filing incorrectly can lead to monetary penalties with interest payments, reputational harm, and the prevention of your company from receiving a business loan, among other consequences.

    Given the variety of tax documents and forms that must be filed by different deadlines, it’s easy to make mistakes or overlook important dates. While there can be consequences for missing a deadline or filing incorrectly, there are solutions available to help reduce any potential reputational damage or financial loss. 

    Common Consequences for Missing Deadlines 

    Monetary penalties 

    Keeping track of tax filing reminders can be challenging, whether you jot them down on your calendar or keep important dates on scattered papers around your office. Mistakes can occur, leading to incorrect tax form submissions or missed deadlines. In most instances, a missed deadline results in monetary penalties for failing to file and pay, which can include interest payments. The Internal Revenue Service (IRS) sets these penalties, and the typical failure-to-file penalty is five percent of the unpaid taxes for each month the payment is overdue, which can go up to a 25% maximum. These penalties can accumulate quickly, impacting your bottom line.  

    Property collection 

    Failing to meet tax deadlines can have serious consequences that extend beyond your financial accounts, affecting your physical property and belongings. If a business or individual does not address their tax debt, the IRS has the authority to collect physical assets, seize bank accounts, garnish wages, and place liens on property. A tax lien limits your ability to obtain credit and grants the government a legal claim to your property. Additionally, the IRS can take further action by denying or revoking your passport. 

    What to Do If You Miss a Deadline 

    If you miss a tax return deadline, there are several ways you can reduce the penalty amount you’d have to pay.  

    File the tax returns as quickly as possible: The sooner you file your tax return, the better. This reduces interest and penalties on the outstanding amount. It can also help lower the risk of paying a late filing penalty.  

    Pay as much as possible: If you aren’t able to pay the full amount of your tax return, pay as much of the amount as you can. This will reduce the amount owed, lowering your penalty and interest amounts.  

    Research: If you have paid your taxes correctly and on time for the past three years, you may be eligible for penalty relief. Research and review the requirements for First Time Abate relief, and make sure to double-check that your return meets all the qualifying criteria before submitting.  

    Tax Compliance Assistance  

    Submitting tax forms and ensuring tax compliance can be complicated, especially for business owners who may lack the time or expertise to manage these responsibilities effectively. Fortunately, there are resources available to assist business owners with tax management. One valuable option is a partnership with a professional employer organization (PEO) like Group Management Services (GMS). 

    GMS simplifies payroll tax management through our streamlined HR and payroll technology. Our payroll software securely stores important employee information, protecting your workforce from potential security risks. Our team ensures accurate tax filing and compliance with federal, state, and local tax laws, giving you peace of mind throughout the year. Safeguard your reputation with efficient, safe, and accurate tax filings by considering a PEO partnership. Discover more about our tax services here!

  • As temperatures drop and winter approaches, construction business owners encounter specific challenges, including weather-related delays and increased safety risks for workers. Preparing for winter involves more than just providing warm protective gear; it requires careful planning to keep projects on track and ensure the health and well-being of employees.

    Winter preparation is essential for maintaining workforce safety, ensuring compliance with regulations, and completing projects efficiently and on schedule. Continue reading to discover effective ways to prepare your business and protect your employees during the winter months. 

    Preparing For the Winter Months

    Winter conditions increase the risk of injuries, especially in the construction industry. With freezing temperatures, ice, and snow, employees face a greater risk of making a mistake, slipping on patches of ice, experiencing hypothermia or cold stress, or mishandling equipment. To reduce the risk of these accidents, business owners should review their current safety policies and procedures and consider the following tips. 

    Provide proper winter gear

    To help reduce the risk of hypothermia, slips, falls, or frostbite, employers should provide proper gear. This gear should include insulated gloves, boots with good traction, warm outerwear, and eye protection. When employees have proper safety equipment, they feel safer, which can lead to improved productivity and morale. 

    Schedule with intention 

    Employers should require employees to wear proper equipment and schedule work shifts during the warmest parts of the day, typically when the sun is up, to minimize exposure to cooler temperatures.

    Business owners should also schedule consistent breaks. This allows employees time to warm up and hydrate in a heated, dry environment. This ensures your employees are alert, warm, and at a lower risk of cold stress or hypothermia.   

    Consistently check the job site 

    Cold weather can significantly impact equipment and construction materials. To minimize damage from snow, ice, and moisture, it is important to properly cover or store your materials. This practice helps maintain the quality of your equipment and can save you money on potential replacement costs. It’s also best practice to keep walkways, access roads, and the job site free from any ice or snow to prevent accidents or delays.  

    Prioritize worker safety 

    Along with providing appropriate protective equipment for your workforce, it is essential to offer safety education. Conduct refresher training sessions on cold stress and hypothermia, covering their symptoms, causes, and treatment. When employees recognize the signs, they are more likely to take proactive steps to seek warmth and ask for help. Winter safety training should also review basic safety procedures, injury and accident protocols, and remind employees of the best practices for navigating job sites during the winter months.  

    Construction Safety with GMS

    As a construction business owner, navigating the cooler temperatures and the accompanying wind, snow, and ice can be challenging. But with the right preparation and education, your workforce can operate safely and efficiently. You also don’t have to navigate the winter months alone. With Group Management Services (GMS), you gain a trusted partner who can assist with risk management and workers’ compensation claims. 

    GMS’ safety team offers a range of services, including conducting safety audits, addressing compliance concerns, developing safety plans, providing training, and offering on-site consulting. They can help you proactively manage your safety policies and risk management, ultimately making your company simpler, safer, and stronger. 

    Explore our risk management offerings here!  

  • Maintaining effective, accurate, and streamlined operations is crucial for business growth and success. One of the most important tools that business owners can use to enhance efficiency and support their goals is a Human Resources Information System (HRIS). Regardless of company size, an HRIS system can automate administrative tasks, mitigate risks, and streamline employee management, effectively improving overall efficiency.  

    What Is an HRIS? 

    An HRIS system is a software solution that helps businesses manage and automate core functions such as employee management, payroll, benefits administration, recruitment, onboarding, and more. This platform simplifies these tasks by consolidating them into one central location. Both employees and employers can easily access their information and remain confident that their personal data is securely protected. 

    What is Included in an HRIS system? 

    Payroll administration 

    With an automatic payroll system, business owners can save time when it comes to calculating wages, subtracting deduction amounts, and sending out pay stubs. With an HRIS system, employees can access their pay stubs quickly and accurately through their personal portal. Using this software to run payroll not only saves time for business owners but also minimizes the risk of errors and late filings. 

    Onboarding

    Onboarding new employees can be a challenging task, but an HRIS system can simplify the process. With this system, new hires can complete the necessary paperwork online before their first day, saving them the time and stress of doing it on their starting date. Additionally, they can watch any required training videos in advance, giving them the opportunity to focus on meeting their new coworkers, learning company policies, and understanding their new position.  

    Benefits Administration

    With an employee self-service portal, HRIS systems provide employees with the ability to personally review and manage their benefits and health care plans. Employees can access and change their retirement plan contributions at any time or during open enrollment periods. HRIS systems can also save previous insurance or health care information year to year, making it easier for employees to enroll in the same plan again.  

    Key Benefits of an HRIS

    While there are a variety of benefits to implementing an HRIS system, improved efficiency, greater data accuracy, and compliance are among the most common and important.  

    • Improved efficiency and productivity: An HRIS automates your once manual processes, saving you time and reducing potential errors. With employers no longer focusing on manually running payroll or screening resumes, they can turn their attention towards business growth and improving their bottom line. 
    • Better data accuracy and security: With an HRIS, employee data and information are stored in a secure platform. Having important information all in one place also reduces the risk of error and duplication, giving everyone peace of mind when it comes to their personal information.  
    • Greater compliance: Transitioning to an automated process reduces the risk of human error. With a lower risk of human error or mistakes, there is a greater chance of having updated, accurate, and compliant information. With a reduced risk of noncompliance, there is a lower risk of fines or monetary penalties.  

    GMS Connect

    Investing in the right HRIS is not just another decision; it’s a strategic choice that can enhance your company’s overall chance of growth, success, and efficiency. HRIS platforms save business owners time, money, and peace of mind when it comes to their business operations. If you’re currently running a business, it might be time to consider implementing one.  

    At Group Management Services (GMS), our HRIS platform is called GMS Connect. Our system helps business owners streamline their onboarding process, seamlessly run payroll, and manage their recruitment and hiring efforts, anytime, anywhere. Our clients can rest assured that their information is protected by the highest standards. GMS is proud to be SOC 1 certified, a testament to our stringent policies and procedures.  

    Are you interested in implementing an HRIS for your business? Contact us to learn more! 

  • Employee burnout remains a growing concern affecting the productivity and morale of the workforce. While burnout is showcased differently depending on the individual, it is often caused by a heavy workload, long hours, and personal stressors. Consistent burnout is a red flag for both employees and employers, indicating that something isn’t working or needs adjustment, as it can lead to more significant issues in the long run.  

    Recognizing the causes and symptoms of burnout is the first step toward creating a healthy and productive work environment. 

    What Causes Employee Burnout? 

    While there isn’t just one root cause of burnout, there are several common factors that contribute to it.  

    Lack of clarity on job responsibilities

    When employees are unsure of what’s expected of them, it creates confusion and stress. They may stumble through their work, constantly worrying about whether they are performing their duties correctly or not, which can lead to errors, missing tasks, and inconsistency. 

    Lack of support

    A workplace without adequate support from leadership, peers, or upper-level management can leave employees feeling isolated, overwhelmed, and unable to perform their job responsibilities to the best of their ability.  

    Poor work-life balance

    When work consistently spills into personal time, it becomes difficult for employees to rest. Employees need to have boundaries between their personal and professional lives. Without proper time away from work, they will be unable to relax and recharge, effectively reducing productivity.  

    Heavy workloads

    Constantly juggling too many tasks can lead to mental and physical exhaustion. When employees are overwhelmed, they are more likely to make a mistake or miss deadlines. 

    What Burnout Looks Like 

    Burnout builds over time, often showing up in subtle ways before becoming more serious. If you see your employees consistently showing the following symptoms, it might be a sign that they are experiencing burnout. Common symptoms include:

    • Exhaustion and fatigue
    • Difficulty concentrating
    • Depression
    • Reduced productivity and engagement

    If left unaddressed, these symptoms can lead to long-term health issues, reduced morale, low productivity, and increased turnover. 

    How to Combat Burnout in the Workplace 

    Burnout is preventable and manageable with the right strategies in place. Here are some effective ways organizations can support their teams. 

    Promote Work-Life Balance

    A culture that respects personal time fosters healthier, more engaged employees. Consider implementing paid time off (PTO) policies or flexible scheduling to allow your employees more availability to relax or focus on what is important to them. Allowing your workforce more control over how they spend their time can deepen the trust and loyalty between employee and employer. 

    Implement Employee Assistance Programs  

    Burnout isn’t always physical. It can exhibit as a lack of motivation or difficulty concentrating. With an employee assistance program (EAP), your employees have another outlet for emotional and mental relief. EAPs provide confidential support for employees dealing with stress, mental health issues, or personal challenges. Implementing an EAP showcases your dedication to employee well-being while simultaneously providing support where it’s needed. 

    Open the Lines of Communication

    You won’t know the extent of your employees’ struggles until you have a conversation with them. Consistently scheduling one-on-one meetings or company-wide town halls can improve interdepartmental communication, loyalty, and trust. By opening up communication channels, you are showcasing your dedication to employee health and well-being. This also allows you to proactively address workforce concerns, implement solutions that can reduce turnover, and improve morale.  

    Reduce the Risk of Employee Burnout with GMS

    Burnout is not just an individual problem; it’s a workplace challenge that affects everyone. By recognizing the signs early and taking appropriate action, organizations can create a culture of well-being, trust, and long-term success. However, finding and implementing effective solutions can be challenging, which is where Group Management Services (GMS) comes in. 

    When you partner with GMS, you gain access to a top-tier EAP provider as part of a comprehensive benefits package. Our team manages EAP administration, allowing you the time to focus on your business growth. Our HR team also supports business owners in implementing PTO policies and can provide guidance on benefits administration, healthcare policies, and more. With the right support and expertise, your workforce can grow, thrive, and succeed.