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  • Construction companies continue to face ongoing recruitment and retention challenges, with the industry posting a 54% turnover rate. As a business owner in the construction industry, you have your hands full with completing client projects, overseeing supply inventory, and ensuring a safe worksite, making it difficult to develop and create retention policies. Although streamlining your internal operations can improve efficiency and help you manage your business, a strong and successful company starts with a healthy and happy workforce.

    Many business owners believe that the only way to retain employees is by offering them raises. However, this isn’t always possible for smaller or newer companies. Fortunately, there are other strategies to show appreciation for your workforce, which can enhance morale and productivity. Continue reading to discover four perks you can implement to attract new talent and retain your current employees.

    Provide a Benefits Package

    An expensive but necessary perk that business owners should consider offering is a health or benefits plan. While prices swing depending on the number of people on a plan, the amount of coverage needed, and the type of plan, the benefits far outweigh the costs. In fact, 78% of employees reported they’re more likely to stay with an employer because of their benefits program.

    Offering group health coverage can help cut down on overall costs and assist your employees with copays and other out-of-pocket charges. While a group health care plan might not make sense for your company’s needs, consider providing access to supplemental insurance plans. Offering access to vision, dental, home, and pet insurance can provide employees with tailored care specific to their needs, helping them save on health expenses with more coverage.

    Offer Professional Development Opportunities

    Another way to invest in your employees is to provide opportunities for professional growth. Whether through a mentorship program, online training, or attending industry-specific workshops, there are a variety of ways to help your employees grow their skillset. Investing in your employees’ individual growth not only expands the abilities of your workforce but also builds a relationship of trust and loyalty between employee and employer. A good rule of thumb is to continuously communicate with your workforce to gain a deeper understanding of the types of skills they want to learn or the type of programs they want to participate in.

    Invest in Workplace Culture

    Employees are more likely to stay at a company that makes them feel safe, heard, and valued. To cultivate a positive work environment, it’s important to prioritize employee well-being, encourage collaboration, and share team wins and successes. Employers can prioritize employee well-being by promoting flexible work schedules, offering paid time off (PTO), practicing open communication, and having weekly one-on-one meetings to tackle any issues or concerns. Hosting team-bonding events and encouraging interdepartmental interactions and projects are great ways to facilitate greater rapport among employees, which can lead to greater morale and retention. Employers should also consider actively recognizing achievements and group successes to showcase their trust in the team and their work.

    Implement Flexible Scheduling

    In today’s work landscape, schedule flexibility is increasingly important. Everyone’s schedule is different, and employees have different prime working hours and personal responsibilities. A tightly packed personal and professional calendar can take a toll on employees, so it’s important to implement strategies and perks to help them manage their time better. One way to do this is by offering telehealth options, so that your employees can spend less time at the doctor’s office or in the waiting room. This approach not only enables them to receive the personal care they need but also gives them extra time to handle their daily tasks, ultimately allowing them to invest more energy into their responsibilities at work.

    Business Retention and Group Management Services 

    Construction companies face unique challenges in recruitment and employee retention, but implementing effective strategies can make a significant difference. By offering comprehensive benefits packages, providing professional development opportunities, investing in workplace culture, and implementing flexible scheduling, business owners can create a supportive and engaging environment for their employees.

    Group Management Services (GMS) can assist in developing and executing these retention strategies. With our expertise in HR solutions, we can help tailor programs to meet the specific needs of your workforce, ensuring that your employees feel valued and motivated to stay with your company for the long term. Our team can also provide personalized assistance and training to help your company attract and retain talent to help bring your business to the next level. Contact us to learn more!

  • The manufacturing industry in 2025 faces a challenging landscape characterized by labor shortages, increasing operational costs, and complex regulatory requirements. Manufacturers must balance multiple priorities to stay competitive. Many owners are finding that one of the smartest strategies they can pursue is partnering with a professional employer organization (PEO).

    If you’re a manufacturer struggling to manage human resources, keep pace with changing labor laws, or find and retain skilled workers, this blog will demonstrate how a PEO can be a game-changer.

    The Current Manufacturing Landscape

    Manufacturing remains the backbone of the U.S. economy, employing over 13 million workers and contributing nearly $2.9 trillion to GDP. However, the sector is under pressure, with 77% of manufacturers citing workforce shortages as their primary concern. Beyond headcount, modern factories demand workers proficient in automation, robotics, and data analytics.

    Other top challenges include:

    • Skilled labor shortage: Over half of manufacturing executives report difficulties finding qualified workers, exacerbated by an aging workforce and a lack of tech-savvy talent.
    • Rising operational costs: Manufacturers expect raw material prices and other input costs to rise 5.5% over the next year. Increased expenses for raw materials and labor have tightened profit margins, making cost management more critical than ever.
    • Supply chain unpredictability: Despite improvements since the pandemic, global disruptions still impact operations.
    • Regulatory and compliance burdens: From Occupational Safety and Health Administration (OSHA) and Equal Employment Opportunity Commission policies (EEOC) to new state-specific wage and hour laws, manufacturers must keep up with a growing patchwork of regulations.

    With so much at stake, business owners cannot afford to let human resources (HR) and compliance fall through the cracks. That’s where a PEO steps in.

    How PEOs Can Address Manufacturers’ Workforce Challenges

    A PEO partners with businesses to handle critical HR responsibilities. This includes:

    • Payroll and tax administration
    • Benefits procurement and management
    • Regulatory compliance support
    • Workers’ compensation and safety programs
    • Employee onboarding and HR best practices

    Through a co-employment relationship, the PEO legally shares certain employer responsibilities, allowing businesses to outsource their administrative burden while maintaining control of day-to-day operations.

    For manufacturers, that means less time worrying about paperwork and legal updates, and more time focusing on production, efficiency, and growth.

    Key Benefits of a PEO for Manufacturers

    Recruiting and Retaining Skilled Workers

    The labor shortage isn’t going away. A Deloitte study estimates that nearly 2.1 million manufacturing jobs could go unfilled by 2030 if the skills gap isn’t addressed.

    A PEO helps manufacturers:

    • Offer attractive benefits packages typically reserved for larger corporations
    • Streamline hiring and onboarding processes
    • Benchmark compensation to remain competitive
    • Improve employee engagement through training, development, and HR support

    Risk Management and Safety Support

    Manufacturing has one of the highest rates of workplace injuries. OSHA compliance is critical but managing it internally can be overwhelming.

    PEOs provide:

    • Safety training programs tailored to your environment
    • Assistance with workers’ compensation claims and audits
    • Guidance on building a proactive safety culture
    • Help implementing return-to-work programs

    Compliance Expertise You Can Count On

    From new 2025 federal labor law updates to state-specific wage mandates and training requirements, manufacturers must stay informed and compliant to avoid penalties.

    A PEO’s compliance team helps by:

    • Monitoring regulatory changes at every level
    • Ensuring employee handbooks, policies, and procedures are updated
    • Managing paperwork and documentation for audits
    • Providing legal guidance on employee relations issues

    HR Technology That Simplifies Operations

    PEOs offer integrated software that combines time tracking, payroll, benefits, and onboarding tools into a single platform.

    This helps manufacturers:

    • Improve workforce visibility and data accuracy
    • Reduce administrative errors
    • Maintain employee records securely and efficiently
    • Scale operations with ease

    Why Choose GMS as Your Manufacturing HR Partner?

    At Group Management Services (GMS), we understand the unique demands of manufacturing because we’ve supported hundreds of companies just like yours. Our tailored PEO services are built to handle the heavy lifting of HR so you can get back to the floor and back to growth.

    Here’s how GMS stands out:

    • Industry-specific expertise: We’re not a one-size-fits-all PEO. Our team works directly with manufacturers to address industry-specific concerns, from OSHA regulations to seasonal workforce needs.
    • Dedicated HR support: With GMS, you get a dedicated Account Manager and access to our HR experts. You’ll never face a regulatory issue or compliance question alone.
    • Scalable solutions: Whether you have 10 employees or 200, our solutions grow with you, ensuring you’re always equipped to manage your workforce efficiently.
    • Cost-effective benefits: We leverage our collective buying power to offer premium benefits, health insurance, 401(k) plans, vision, dental, and more, without the big-business price tag.

    Manufacturing companies that partner with a PEO are better equipped to tackle today’s workforce challenges and tomorrow’s growth opportunities. You don’t have to be a Fortune 500 company to provide top-tier HR support, maintain compliance, and build a culture that attracts talent. You simply need the right partner.

    At GMS, we take the burden of HR off your plate so you can focus on what you do best. Contact us today to learn how GMS can help your manufacturing business thrive.

  • The Internal Revenue Service (IRS) has officially announced the 2026 contribution limits for Health Savings Accounts (HSAs), providing employers and employees with an early opportunity to plan ahead. These updated caps reflect the ongoing impact of inflation on health care costs and signal a continued trend toward higher savings opportunities for those enrolled in high-deductible health plans (HDHPs).

    2026 HSA Contribution Limits

    Starting on January 1, 2026, the HSA contribution caps will increase to the following:

    • Individual coverage: $4,400 (up from $4,300 in 2025)
    • Family coverage: $8,750 (up from $8,550 in 2025)
    • Catch-up contributions (Age 55+): Remain unchanged at $1,000

    To contribute to an HSA, employees must be enrolled in a HDHP. The 2026 IRS thresholds for HDHPs are also increasing:

    Minimum deductible:

    • Self-only: $1,700
    • Family: $3,400

    Maximum out-of-pocket limit:

    • Self-only: $8,500
    • Family: $17,000

    These increases are tied to inflation adjustments and are part of a broader trend to help individuals better prepare for growing health care expenses.

    Why This Matters for Employers 

    As the cost of health care continues to climb, HSAs remain a powerful tool for both employers and employees. They offer triple tax advantages, pre-tax contributions, tax-free interest and investment earnings, and tax-free withdrawals for qualified medical expenses.

    For employers, offering an HSA as part of your benefits package not only enhances your overall offerings but also encourages cost-conscious health care choices and long-term savings among employees. With 2026 limits now available, proactive planning can help you maximize these benefits for your workforce.

    Steps Employers Should Take

    Now is the time to begin evaluating your benefits strategy for the year ahead. Employers can take the following actions today:

    • Review your current HDHP offerings: Ensure that your health plans for 2026 will meet the updated deductible and out-of-pocket requirements for HSA eligibility.
    • Update your employee education materials: Inform employees early about the upcoming changes so they can make informed decisions during open enrollment.
    • Assess contribution matching strategies: Consider increasing employer HSA contributions to align with the new caps. This can boost employee retention and improve financial wellness.
    • Incorporate Flexible Spending Accounts (FSAs): Complement your HSA offerings with FSAs for employees who may not be enrolled in HDHPs, allowing more flexibility in managing health care costs.
    • Partner with a trusted benefits administrator: Working with a knowledgeable third-party administrator can streamline compliance, simplify plan management, and ensure you’re making the most of tax-advantaged benefits.

    How GMS Can Help Strengthen Your Benefits Program

    At Group Management Services (GMS), our benefits experts are here to help you make the most of your health savings offerings. We provide:

    • Expert guidance on plan design and compliance to ensure your HDHPs and HSAs meet IRS requirements.
    • HSA and FSA administration services to simplify account management and reduce administrative burden.
    • Comprehensive group health insurance plans that integrate seamlessly with savings accounts.
    • Employee education tools to help your workforce understand and utilize their benefits effectively.

    Offering HSAs and FSAs is more than just a checkbox; it’s a strategic advantage. With GMS as your partner, you can ensure your benefits program is compliant, competitive, and built to support the health and financial wellness of your employees.

    Ready to elevate your benefits strategy for 2026? Contact GMS today to get started.

  • In a move to promote wage equity and improve transparency in the hiring process, the City of Cleveland passed a new pay equity ordinance that imposes salary disclosure requirements and restricts the use of salary history in hiring decisions. The ordinance was signed into law by Mayor Justin Bibb on April 28, 2025, and is scheduled to take effect six months later, giving employers time to prepare. 

    Who Must Comply 

    The ordinance applies to employers with 15 or more employees operating within the City of Cleveland. This includes private employers, as well as city contractors and vendors who provide services to the city. Importantly, the law focuses on positions that are physically located in Cleveland, even if the broader organization operates outside the city limits. Remote positions may also fall under this ordinance if they are tied to a Cleveland-based office or if the employer is headquartered in the city. 

    Covered Individuals 

    The ordinance covers job applicants and employees working in Cleveland. It is designed to protect individuals applying for new positions, promotions, or transfers within organizations that fall under the ordinance’s scope. 

    Key Requirements for Employers 

    Employers who are covered by this new ordinance must adhere to two core obligations: 

    1. Salary range disclosure: Employers are now required to disclose the salary range or pay scale for any open position in job postings. This range must reflect what the employer reasonably expects to pay for the position, taking into account internal compensation structures and market rates. This applies to postings for new roles, internal promotions, and transfers.
    2. Ban on salary history inquiries: Employers may no longer request or rely on an applicant’s wage or salary history when making hiring decisions. That means removing questions about prior compensation from applications, interviews, and background checks. Employers also cannot retaliate against applicants who choose not to disclose their salary history voluntarily. 

    Why This Matters 

    Pay transparency laws are part of a growing national movement to close gender and racial wage gaps. Historically, basing offers on past salary can perpetuate inequities, especially for women and people of color. By requiring employers to publish salary ranges and disregard salary history, Cleveland’s ordinance seeks to level the playing field for all job seekers. 

    Steps Employers Should Take Now 

    With the ordinance taking effect in late 2025, employers have a limited window to get their processes in order. Here are key steps to consider: 

    • Review and update job postings: Ensure every job listing includes a legitimate and reasonable salary range that reflects internal standards and market data. 
    • Eliminate salary history questions: Remove any questions about previous compensation from applications, interviews, and screening processes. Update related templates and forms accordingly. 
    • Revise internal policies: Update employee handbooks, hiring policies, and manager training materials to align with the ordinance. Clear guidance helps ensure compliance across all levels of the organization. 
    • Train HR and hiring teams: Provide focused training on the ordinance to recruiters, managers, and anyone involved in the hiring process so they understand what can and cannot be asked. 

    How GMS Can Support Compliance and Recruiting Success 

    Cleveland’s new pay equity ordinance is part of a larger trend taking hold across the country. From California to New York, and now right here in Ohio, more cities and states are adopting salary transparency laws and restricting the use of salary history in hiring. For employers, this means staying compliant isn’t just a one-time effort; it’s an ongoing process that requires attention to local, state, and federal employment regulations. 

    At Group Management Services (GMS), we support businesses nationwide by helping them navigate complex and evolving compliance requirements, no matter where they operate. Whether you’re hiring in Cleveland, Chicago, or across multiple states, we can help you: 

    • Craft legally compliant and competitive job descriptions 
    • Update employee handbooks to reflect city- or state-specific mandates 
    • Align recruitment strategies with pay transparency laws 
    • Train your HR and hiring teams to follow best practices and avoid risk 

    Don’t let local ordinances catch you off guard. With GMS as your partner, you can focus on growing your business while we handle the heavy lifting of compliance everywhere you hire. 

  • According to the American Psychological Association, workplace burnout is an occupation-related syndrome resulting from mismanaged chronic stress. This is a growing problem among the workforce, due to longer hours of operation and greater workloads.  

    Common symptoms of burnout are prolonged emotional exhaustion, physical fatigue, and social withdrawal. As a business owner, you need to observe the potential signs of burnout in your employees, as burnout can reduce productivity, increase turnover and absenteeism, lower job satisfaction, and more.  While there are different types of burnout, they can all be traced back to one source: stress.  

    How can you lower the risk of employee burnout and reduce stress in the workplace? Continue reading to find out.  

    What Employee Burnout Looks Like 

    Workplace burnout looks different for every employee. For example, one employee may start experiencing painful headaches while another develops insomnia. While every case of burnout is different, there are a variety of common symptoms that, as an employer, you should keep an eye out for: 

    • Job dissatisfaction 
    • Absenteeism 
    • Insomnia 
    • Depression 
    • Changes in appetite 
    • Headaches 

    Causes of Burnout 

    Burnout is caused by exhaustion, overexertion, and stress. Depending on the workplace and the job position, the cause can vary. Burnout can be caused by a heavy workload, interpersonal conflict, lack of professional support, and lack of clarity on job responsibilities. Experiencing any of the previously mentioned causes for a prolonged period of time can take its toll on your mental, physical, and emotional health. 

    Effects of Burnout on Employers 

    The importance of managing employee stress and burnout cannot be overstated. According to Glassdoor, employee reviews mentioning burnout have increased 32% over the past year. Not only are employees experiencing greater rates of exhaustion and burnout, but they are becoming more vocal about it. Glassdoor also found that workers suffering from burnout are substantially less satisfied with their employers. Workplace dissatisfaction can increase employee absenteeism, reduce productivity and loyalty, leading to greater turnover rates. 

    To keep morale high, employers must examine how they currently manage their workers’ paid time off (PTO), support their work-life balance initiatives, and offer flexible schedules.  

    Ways to Reduce Employee Burnout 

    To protect your employees and business from burnout, it’s a good idea to have some coping strategies and policies in your back pocket. There isn’t a one-size-fits-all approach to reducing burnout, but consistently communicating with your employees about their workload is a great first step. By showing your workers that you care about their well-being and health, they will have a greater sense of loyalty to your company, effectively reducing turnover.  

    Another great way to reduce the risk of employee burnout is by supporting their work-life balance. By promoting flexible scheduling, implementing work-from-home policies, or providing PTO, you can showcase your investment in their lives and their wellness, which can improve employee trust.  

    Check out some more examples of how to reduce employee burnout: 

    • Monitor workloads and scheduling 
    • Schedule more employee check-ins 
    • Offer Employee Assistance Programs (EAPs) 
    • Prioritize employee feedback 

    How GMS Can Reduce the Risk of Employee Burnout 

    A CPEO like Group Management Services (GMS) can be a valuable resource for significantly reducing employee burnout and improving morale. GMS offers top-tier HR technology that simplifies employee management, including administering health benefits, scheduling payroll, and providing training. 

    Additionally, GMS has a dedicated team that can assist in developing employee assistance programs. These programs help employees build coping strategies and effectively manage stress. Our experts can also help create policies designed to keep your workforce healthy and productive. 

    Want to learn more about how GMS can help you reduce the risk of employee burnout? Contact us today! 

  • In hopes of modernizing labor communication, Ohio Governor Mike DeWine signed Senate Bill 33, otherwise known as the “Law Poster Bill,” on April 25th, 2025. This new legislation requires employers to post specific state labor law notices electronically or on an online resource, as long as they are accessible to all employees. Continue reading to learn about this new legislation and how it will impact your business.

    What is Senate Bill 33?

    In the past, Ohio employers were required to post physical labor law notices throughout the workplace, in common areas such as breakrooms, or on bulletin boards. But, as businesses continue to rely on technology for communication and efficiency, lawmakers believe that utilizing an additional communication method will help employers quickly showcase important labor updates and notices to employees, ensuring safety and compliance.

    Specifically, Senate Bill 33 covers six state-level labor law notices required by Ohio law:

    • Ohio Minor Labor Law Notice: Outlines restrictions on the employment of minors 
    • Ohio Civil Rights Law Notice: Summarizes the rights of Ohio workers regarding equal opportunity and discrimination in the workplace.
    • Ohio Workers’ Compensation Notice: Provides employees with information on filing workers’ compensation claims and how to access benefits. 
    • Ohio Minimum Fair Wage Standards Law Notice: Details Ohio’s wage and overtime laws.
    • Ohio Prevailing Wage Law Notice: Provides details on current public works projects.
    • Ohio Public Employment Risk Reduction Program (PERRP) Notice: Lists requirements for public sector employment.

    What Employers Should Know

    Under Senate Bill 33, employers must post labor law notices on the company’s intranet, internal website, or an HR portal such as a human resources information system (HRIS). This law changes how Ohio employers will share information on any changes to minimum wage, overtime rules, civil rights protections, public employment risk reduction, and workers’ compensation laws.

    Employers should also be aware that this law goes into effect on July 20th, 2025, giving business owners enough time to develop a plan for managing this transition. Employers should also consider sending a company-wide communication alerting upper-level leadership and employees about the law change and providing educational content to help them understand what is expected of them and how to ensure compliance. 

    Ensure Compliance with Group Management Services

    While Senate Bill 33 provides new flexibility, it also brings new responsibilities for Ohio business owners. Employers must ensure digital postings are placed on a secure, reliable platform that all employees can access, and clearly communicate any changes to employees.

    As a business owner, worrying about regulatory compliance isn’t why you started a business. That’s where a certified professional employer organization (CPEO) like Group Management Services (GMS) can help. GMS’ team of experts can help your company stay on top of any regulatory changes that pass. Whether you need help auditing your business processes, ensuring compliance, or streamlining your internal processes, GMS can help you improve business operations, save money, and reduce stress.

    Learn more about GMS today!

  • The skilled trades are the backbone of the American economy. Electricians, plumbers, heating, ventilation, and air conditioning (HVAC) technicians, and other craftsmen keep our homes, businesses, and infrastructure running smoothly. The skilled labor market is experiencing high demand, particularly in fields such as construction, manufacturing, and energy. Many trade business owners are finding it harder than ever to manage the day-to-day responsibilities that come with running a company.

    That’s where a professional employer organization (PEO) like Group Management Services (GMS) comes in. Partnering with a PEO empowers skilled trades businesses to delegate administrative tasks, allowing them to focus on delivering high-quality work.

    The Challenges Facing Skilled Trades Businesses 

    Skilled trade owners are no strangers to long hours and tight deadlines. But on top of that, they often juggle:

    • High turnover rates and labor shortages, especially among younger workers entering trades.
    • Time-consuming HR tasks, such as onboarding and crew management, across multiple job sites.
    • Complex payroll processing and tax filing with job costing, prevailing wage, and overtime tracking.
    • Compliance with constantly changing labor laws and safety regulations, which vary by state.
    • Rising costs of employee benefits and workers’ compensation.
    • Little time left to pursue growth opportunities, such as new contracts or training initiatives.

    These challenges are not only inconvenient but also costly. Small business owners spend an average of 20+ hours per week on HR-related tasks. That’s valuable time that could be spent on job sites, bidding on new projects, or training employees.

    How a PEO Partnership Helps

    GMS offers full-service PEO solutions designed to support the unique needs of skilled trades businesses. Here’s how we can help:

    Risk management

    From Occupational Safety and Health Administration (OSHA) requirements to workers’ comp, skilled trade businesses face a complex web of regulations. GMS creates comprehensive risk management plans to keep employees safe and reduce workers’ compensation rates. Partnering with GMS helps businesses address hazards, reduce workplace injuries, manage claims, and enjoy lower insurance rates.

    Employee benefits

    Attracting and retaining top talent requires competitive benefits, but managing them can be costly and complex. GMS streamlines this process, offering cost-effective benefits that keep employees engaged and businesses competitive.

    Human resources support

    Our expert team handles a wide range of HR tasks, including recruiting, onboarding, employee training, payroll, and benefits administration. By partnering with GMS, businesses can streamline their HR processes, ensure compliance, and focus on their core operations while we manage the complexities of HR.

    Payroll and tax administration

    No more worrying about missed deadlines or incorrect withholdings. We offer streamlined payroll services designed to make managing payroll easy and stress-free. We handle everything from payroll processing and tax management to providing access to payroll software, where employees can view their payroll information anytime, anywhere.

    Real Results from Real Businesses

    Businesses that partner with a PEO see measurable improvements. According to 2025 data from the National Association Of Professional Employer Organizations (NAPEO):

    • PEO clients grow 7% to 9% faster than businesses that don’t use a PEO.
    • Businesses that use a PEO have 12% lower employee turnover.
    • PEO clients are 50% less likely to go out of business.
    • The return on investment when using a PEO, in cost savings alone, is 27%.

    Why Skilled Trades Should Partner with GMS

    Whether you’re running a small plumbing company or a growing construction business, GMS understands the unique demands of skilled trades. We help simplify your back office so you can focus on scaling your operations, supporting your team, and serving your clients.

    Hear from our skilled trades clients:

    “GMS presented a comparative cost savings of their services versus our ‘in-house’ accounting and workers’ compensation. The amount saved was substantial for our sized firm…They have helped our company save money on workers’ compensation, as well as accounting expenses.” 

    – HVAC Company 

    “In addition to our payroll services, we have utilized many of the services GMS offers, from human resources to workers’ compensation. With today’s ever-changing laws and regulations, it is difficult to keep up. As a small company, we find it a great comfort to have their expertise at our fingertips.” 

    – Manufacturing Company 

    “GMS has saved our company hundreds in workers’ comp alone. They are truly a partner in all HR functions. Although we are a small company, GMS helps us to operate with the professionalism of a large corporation.” 

    – Construction Company 

    The skilled trades are essential to our future and so is making sure those businesses have the support they need to thrive. Let GMS take care of your business, so you can take care of the job. Learn more about partnering with GMS today.

  • Recessions present significant challenges for businesses of all sizes, particularly small and midsize companies. Rising costs, workforce management challenges, and regulatory complexities can quickly strain resources. In times of economic uncertainty, partnering with a certified professional employer organization (CPEO) like Group Management Services (GMS) offers a proven solution to strengthen operations, control costs, and safeguard long-term success.

    As a CPEO, GMS provides comprehensive human resources (HR) services, employee benefits solutions, risk management, and payroll administration bundled into one integrated platform. Our expertise and scale are designed to help businesses remain resilient during even the most challenging economic conditions.

    What Is a PEO?

    A professional employer organization (PEO) partners with businesses to deliver HR, benefits, payroll, and compliance services through a co-employment model. Under this arrangement, the PEO becomes the employer of record for tax purposes, while the client company retains full control over day-to-day business operations and employee management.

    This relationship allows businesses to access resources and support typically only available to larger organizations. According to National Association of Professional Employer Organizations (NAPEO), businesses that work with a PEO are 50% less likely to fail, grow twice as fast, and have employee turnover rates that are 12% lower than businesses that do not utilize a PEO.

    How GMS Supports Businesses During Economic Downturns

    GMS offers a comprehensive suite of services specifically designed to help businesses navigate economic hardships effectively. Our bundled approach to HR services ensures that businesses can streamline operations, control costs, and focus on strategic initiatives critical to long-term success.

    Comprehensive HR and Risk Management Services 

    During a recession, managing compliance, employee relations, and workforce adjustments becomes increasingly complex. GMS provides dedicated HR support to help businesses navigate evolving labor laws, implement cost-effective HR strategies, and manage workforce changes while maintaining compliance. Our risk management experts also work proactively to reduce workers’ compensation claims and ensure safer work environments, helping businesses lower liabilities and avoid unnecessary costs.

    Access to High-Quality, Affordable Benefits

    One of the most significant challenges small businesses face during economic downturns is maintaining competitive employee benefits while controlling expenses. GMS addresses this challenge through our Master Health Plan, which leverages our size and scale to provide clients access to comprehensive health coverage at more competitive rates.

    This group purchasing power allows businesses to offer robust benefit packages that attract and retain top talent, even during times of financial strain. According to NAPEO data, businesses that work with a PEO can offer a broader range of benefits compared to those that do not, enhancing their ability to compete in the labor market.

    Payroll Administration and Regulatory Compliance

    Payroll processing and tax administration become even more critical during periods of economic uncertainty. GMS ensures accurate and timely payroll management, supports compliance with evolving regulations, and helps businesses avoid costly penalties. As a CPEO, GMS provides additional assurances through its Internal Revenue Service (IRS) certification that client taxes are managed in full compliance with federal requirements.

    Our streamlined payroll services reduce administrative burdens and provide businesses with greater confidence and operational stability when it matters most.

    The GMS Advantage in a Recession

    The value of working with GMS during an economic downturn extends beyond immediate cost savings. Our personalized approach ensures that each client receives tailored support to address their specific needs and goals. We understand the unique challenges small and midsize businesses face during periods of economic contraction and provide the tools, resources, and expert guidance necessary to build lasting resilience.

    GMS’ bundled services simplify HR management, mitigate risk, improve benefit offerings, and ensure regulatory compliance, all within a scalable framework designed to support businesses through every economic cycle.

    Prepare Your Businesses for the Future with GMS

    Economic downturns are inevitable, but they do not have to dictate the future of your business. Partnering with GMS empowers you to adapt, manage costs, support your workforce, and position your company for sustained success. Contact us today to learn how GMS can help your business navigate economic challenges with confidence and emerge stronger than ever.

  • Earlier this year, the California legislature introduced several new employment bills focusing on workplace surveillance, employee training, pay transparency, family-paid leave, and more. While these laws haven’t been passed yet, they could impact your employees and business operations if passed.  Read this blog for a brief summary of several proposed policies and what California business owners can expect if they are signed into law.

    Key Bills Being Introduced

    Senate Bill 642

    This bill mandates that wage scales in job advertisements must be within 10 percent of the average pay rate for the specified salary or hourly wage range. It also clarifies that employers cannot pay employees less than those of “another sex” for similar work, replacing the previous terminology of “opposite sex” in the final text.  

      • How employers can prepare: If this bill is passed into law, employers must ensure they post the correct pay scales in both physical and online job advertisements.

    Assembly Bill 1018

    This would regulate the development and use of automated decision systems for hiring, performance evaluation, termination, and promotion purposes. Standard automated decision systems include artificial intelligence (AI) systems, facial recognition software, and more. Employers must also allow their workers to opt out of using these systems and provide an appeals process for adverse outcomes.

      • How employers can prepare: If this bill is enacted, employers should clearly communicate the use of these technologies and inform employees of their option not to participate. Depending on the number of individuals affected by these technologies, employers may have to undergo annual audits.

    Assembly Bill 1331

    This bill aims to limit the use of workplace surveillance technologies. Workplace surveillance tools are systems, applications, instruments, or devices that collect or facilitate the collection of worker data, communications, actions, or behaviors by means other than direct observation. These technologies can include electromagnetic tracking, geolocation monitoring, biometric scanning, video surveillance, and more. Employers would also be prohibited from monitoring their workers during off-duty hours or in private areas in the workplace, such as a locker room, bathroom, breakroom, cafeteria, lounge, or a worker’s personal vehicle.

      • How employers can prepare: Since this bill has a broad scope and far-reaching implications, employers should follow it through its legislative process. Employers will need to assess how they currently use these tools and prepare to make potential revisions.

    Senate Bill 590

    This bill would expand employees’ eligibility to take time off to care for a sick family member. It would allow employees to take paid family leave to care for someone who is seriously ill and has a relationship similar to that of a family member. This includes caring for a foster child, stepchild, parent, sibling, grandchild, grandparent, child, or spouse.

      • How employers can prepare: Business owners should carefully review their paid family leave policies to ensure they comply with state standards. Employers can also seek advice from third-party companies or agencies to ensure no discrepancies slip through the cracks.

    How GMS Can Help California Business Owners

    Failure to comply with federal, state, and local laws can lead to costly fines, monetary penalties, and reputational harm. Being a business owner is hard enough; between managing your employees, ensuring a safe workplace, and administering benefits, finding the time to ensure regulatory compliance is difficult. Consider utilizing a professional employer organization (PEO) like Group Management Services (GMS) to simplify your business operations.

    Our team of experts will help you stay informed about changing regulations, assist with ensuring compliance, and streamline your operations. With a PEO, you have a reliable partner. We can advise you on performance management strategies, recruitment, improving productivity, and more. Are you interested in learning how GMS can help your business remain compliant? Contact us today!

     

     

     

  • In the construction industry, no two days are alike. Managing multiple crews, juggling job sites, adhering to safety regulations, and keeping projects on schedule leaves little time for payroll, human resources (HR), or benefits. However, neglecting these administrative responsibilities can result in noncompliance, poor retention, safety risks, and burnout. 

    That’s where a professional employer organization (PEO) comes in. By partnering with a PEO like Group Management Services (GMS), construction business owners can offload HR responsibilities, reduce risk, and build a stronger, more efficient workforce. 

    Here’s how a PEO can specifically support your construction business: 

    Payroll Built for Job Sites, Not Desks 

    Processing payroll in construction involves more than just cutting checks. It requires tracking hours across multiple sites, managing prevailing wage requirements, calculating union dues (if applicable), and ensuring accurate job costing. 

    A PEO streamlines all of this by: 

    • Handling complex multi-state payroll 
    • Ensuring compliance with local, state, and federal wage laws 
    • Integrating certified payroll reporting for government contracts 
    • Simplifying job costing by categorizing labor costs per site or project 

    Safer Job Sites and Lower Workers’ Comp Costs 

    Construction sites have higher risks, which means higher workers’ compensation premiums. A PEO helps construction companies mitigate risk and often offers access to more affordable coverage through a shared risk pool. 

    With GMS, you get: 

    • Safety program development and training 
    • Occupational Safety and Health Administration (OSHA) compliance support 
    • On-site inspections and recommendations 
    • Workers’ compensation policy management and claims handling 
    • Return-to-work programs to reduce lost time and costs 

    We’re not just here after an accident; we help you prevent them in the first place. 

    Help With Hiring and Keeping Skilled Workers 

    Hiring in construction is competitive, and retaining good employees is even tougher, especially when small contractors are competing against larger firms with better benefits. 

    GMS gives you the power of a big company by offering: 

    • Access to Fortune 500-level benefits (health, dental, vision, 401(k), etc.) 
    • Recruitment support and applicant tracking systems (ATS) 
    • Streamlined onboarding and digital document management 
    • Tools for tracking certifications and licenses 

    A stronger benefits package makes your job postings stand out and gives your crew a reason to stay. 

    HR Compliance That Keeps You Out of Trouble 

    Between classifying 1099s vs. W-2s, tracking hours, and adhering to ever-changing labor laws, HR compliance in construction can be a minefield. One misstep can lead to audits, penalties, or lawsuits. 

    GMS protects you by: 

    • Managing employee classification and documentation 
    • Ensuring wage and hour law compliance 
    • Maintaining up-to-date employee handbooks and policies 
    • Handling unemployment claims and The Equal Employment Opportunity Commission (EEOC) filings 
    • Providing expert HR guidance when issues arise on-site 

    We help you stay compliant so you can keep your projects moving without disruption. 

    More Time for Project Deadlines: Less Time on Paperwork 

    You didn’t get into construction to sit behind a desk pushing paperwork. Outsourcing your HR functions to a PEO gives you time to focus on what you do best: bidding jobs, managing crews, and growing your business. 

    We handle the behind-the-scenes HR tasks so you can: 

    • Spend more time on-site 
    • Reduce administrative burnout 
    • Gain peace of mind knowing your business is protected 

    Build Smarter with a Trusted PEO Partner 

    The construction industry is high-stakes and fast-paced. The last thing you need is to get tripped up by an HR issue that could’ve been avoided. When you partner with GMS, you get more than just outsourced services; you get a strategic partner who understands the demands of your industry and helps you stay ahead. 

    Let us take the heavy lifting off your plate. Contact us today to learn how GMS can help your construction business grow with confidence.