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  • 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.

  • 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. 

  • Health insurance is one of the most important benefits you offer as an employer. It supports your team’s well-being, helps you stay competitive in the job market, and represents a major part of your annual budget. However, the renewal process can be complex, time-consuming, and, if not handled strategically, expensive. While many businesses renew their health plans in January, many others are on off-cycle renewals throughout the year. Regardless of your timeline, the fundamentals of a successful renewal process are the same.

    In this guide, we’ll walk you through how to prepare for your health care renewal, what to consider at each stage of the process, and how to make strategic decisions that support your business and your employees. While this process can be painful and daunting, GMS has built a better way to simplify and streamline your health care renewal.

    Why Health Care Renewals Matter

    Rising health care costs and a competitive labor market make benefits decisions more important than ever. According to the Kaiser Family Foundation, average annual premiums for employer-sponsored family health insurance was $25,572. This represents a 7% increase from the previous year and is the second consecutive year with a 7% rise. On average, workers contributed $6,296 towards the cost of family coverage, while employers covered the remaining portion.

    Renewals are your annual opportunity to reassess that investment. Do your current offerings still align with your budget, workforce needs, and business goals? Are there more cost-effective or attractive options available?

    A well-planned renewal process helps you:

    • Control premium costs
    • Improve plan design
    • Boost employee satisfaction and retention
    • Ensure compliance with regulations

    When Should You Start the Renewal Process?

    The benefits renewal process should ideally begin six months before your renewal date, whether that’s in January or any other month. A thoughtful, phased approach allows time for plan evaluation, carrier negotiations, employee education, and smooth implementation.

    Here’s a closer look at what to do at each stage:

    180 to 120 Days Before Renewal: Set the Foundation

    Evaluate Your Broker or Provider

    Is your current broker actively bringing you competitive options? Are they proactive about managing costs, staying compliant, and providing strategic guidance? If not, this is a good time to explore new partnerships.

    Review Current Plan Performance

    Gather data on claims history, plan usage, employee feedback, and overall satisfaction. Analyze what’s working and what isn’t.

    Define Your Budget

    Project costs for the coming year. Consider employee contributions, company cost-sharing, and potential cost-containment strategies like changing networks or plan types.

    Assess Workforce Needs

    Has your team grown since your last health care renewal? Are employees asking for more flexibility or different coverage levels? Use employee surveys or HR insights to guide plan design.

    120 to 90 Days Before Renewal: Explore Your Options

    Compare Plan Options

    During this period, your broker or provider should begin presenting new plan options based on your goals and budget. Look at premiums, deductibles, copays, networks, and value-added services.

    Consider Supplemental Benefits

    If you’re not already offering dental, vision, or mental health benefits, this is a good time to explore bundling options to increase employee value without significantly raising costs.

    Develop a Communication Strategy

    Start preparing to educate employees about potential policy changes. Clear, consistent communication reduces confusion and improves engagement during open enrollment.

    90 to 60 Days Before Renewal: Quote and Evaluate

    Submit Data for Quotes

    Provide finalized census and plan information so carriers can generate official quotes.

    Evaluate Final Options

    Compare quotes and weigh your choices against your budget, workforce needs, and strategic goals. Look beyond just premiums, consider long-term value, and plan stability.

    Inform Employees Early

    To improve participation and employee satisfaction, begin preparing employees for what’s coming. Share timelines, answers to frequently asked questions (FAQs), and who to contact for help.

    60 Days or Less: Make Decisions

    Make Your Final Selection

    Choose your carrier and plan design. Sign all required documents and ensure compliance with any federal or state requirements, including Affordable Care Act (ACA) reporting and Consolidated Omnibus Budget Reconciliation Act (COBRA) rules.

    Prepare for Open Enrollment

    Finalize employee materials and schedule enrollment meetings or virtual sessions. Ensure HR and management teams are trained to support the process.

    Launch Open Enrollment

    Make the process as simple and accessible as possible. Provide digital tools, enrollment assistance, and ample time for employees to ask questions and make decisions.

    How GMS Can Help

    At Group Management Services (GMS), we simplify the health care renewal process with expert support and integrated technology designed to make benefits administration easier, more secure, and more efficient.

    When you partner with GMS, you get:

    Custom group health plans

    We have developed a comprehensive Master Health Plan (MHP), integrating top national and regional voluntary benefits to offer affordable and flexible plan options. GMS is the only certified professional employer organization (CPEO) that provides an in-house master health plan that helps you avoid large swings in usage, trends, and renewal rates.

    Strategic benefits support

    Our benefits experts offer comprehensive guidance on maximizing your plans, ensuring compliance, and navigating ACA regulations. They also provide employee training on plan details and address complex health plan questions. Additionally, our Implementation Specialists work closely with owners and employees to ensure a seamless transition, offering personalized support and assistance throughout the process.

    All-in-one HR technology

    With GMS Connect, our cloud-based HR platform, you can manage benefits, payroll, and employee records in one secure system.

    You do not have to navigate health care renewals alone. GMS makes it easier to manage the entire process while improving the employee experience. By leveraging our collective buying power, diverse coverage options, and comprehensive administrative support, you can significantly lower your group health care premiums while providing your employees with top-tier benefits.

    Want help simplifying your next renewal? Contact GMS today and let’s start planning for a healthier, more efficient future for your business.

  • Managing a business comes with many moving parts, and two of the most critical functions are payroll and human resources (HR), which often operate in separate systems. This separation can lead to inefficiencies, data discrepancies, and administrative headaches. However, by integrating payroll with HR, businesses can streamline operations, improve data accuracy, and enhance the overall employee experience. 

     

    In today’s fast-paced business environment, leveraging an integrated payroll and HR system like a Human Resources Information System (HRIS) can help companies simplify workforce management while staying compliant with labor laws and payroll regulations. Let’s explore the benefits of integration, key considerations, and how your business can successfully implement a unified system. 

     

    The Benefits of Integrating Payroll with HR 

     

    Improved data accuracy and compliance

    Keeping payroll and HR data in separate systems increases the risk of human error, such as duplicate entries, miscalculations, or outdated employee records. An integrated system ensures that data flows seamlessly between payroll, benefits, time tracking, and employee records, reducing manual data entry and improving accuracy. 

    • Reduces payroll errors that could result in compliance violations or wage disputes
    • Ensures tax withholdings, benefits deductions, and overtime calculations are precise
    • Keeps businesses aligned with state and federal labor laws by automatically updating compliance regulations

    With GMS Connect, our cloud-based HRIS, businesses benefit from real-time data updates, reducing compliance risks and payroll discrepancies. 

     

    Increased efficiency and time savings

    Manual payroll processing and HR administration take up valuable time that could be spent on strategic initiatives. By automating these functions through an integrated system, businesses can eliminate redundant tasks, reduce paperwork, and optimize workforce management.  

    • Automating employee onboarding, ensuring payroll and benefits enrollment happen simultaneously
    • Syncing time-tracking data with payroll, reducing processing time, and ensuring employees are paid accurately
    • Generating reports quickly, giving HR and finance teams a clearer picture of labor costs and workforce trends

     

    Enhanced employee experience

    A well-integrated payroll and HR system simplifies administrative tasks for employees, improving engagement and satisfaction. Employees can access their payroll information, benefits, and HR documents through a single self-service portal. 

    • Easy access to pay stubs, tax forms, and benefits information
    • Streamlined paid time off (PTO) requests and approvals, ensuring accurate payroll processing
    • Faster issue resolution with automated workflows and HR support in one place

    With GMS Connect, employees have 24/7 access to their payroll and HR information, empowering them to manage their own data without waiting on HR. 

     

    Cost savings and better financial planning

    By eliminating redundancies and improving efficiency, businesses can reduce administrative costs associated with payroll processing and HR management. Additionally, integrated payroll and HR systems provide better workforce insights, allowing companies to make data-driven financial decisions. 

    • Minimizes costs associated with payroll errors, compliance penalties, and inefficiencies
    • Provides real-time labor cost analytics to optimize budgeting and staffing decisions
    • Reduces reliance on third-party payroll processors or outdated manual systems

    How to Successfully Integrate Payroll and HR 

    1. Choose the right technology: Invest in a robust HRIS that integrates payroll, HR, benefits administration, and compliance management. GMS Connect offers an all-in-one solution designed to simplify workforce management for businesses of all sizes.

    2. Ensure a smooth data migration: Migrating from separate payroll and HR systems requires careful planning. Work with an experienced provider like GMS to transfer data securely, ensuring accuracy during the transition.

    3. Train your HR and payroll teams: To maximize the benefits of integration, your HR and payroll teams need proper training. GMS provides dedicated customer support to help businesses navigate system implementation and optimize usage.

    4. Communicate with employees: Inform employees about the new system and how it will improve their access to payroll and HR information. Offer training sessions or user guides to help them navigate the new platform. 

     

    Streamline Your Business with GMS Connect 

     

    Integrating payroll with HR is no longer a luxury; it’s a necessity for businesses looking to improve efficiency, compliance, and employee satisfaction. With GMS Connect, you can unify your HR and payroll functions, reduce administrative burdens, and focus on growing your business. 

     

    Ready to see how integration can transform your business? Request a demo of GMS Connect today! 

  • What is The Americans with Disabilities Act?

    The Americans with Disabilities Act (ADA) is an important civil rights law protecting individuals with disabilities from discrimination in various areas, including employment, public accommodations, and transportation. As defined by the ADA, a disability is a physical, mental, or neurological impairment that limits an individual’s ability to participate in major life activities. The goal of this law is to ensure that people with disabilities have proper access to public services, facilities, and equal employment and educational opportunities. Common disabilities that are protected under the ADA are:

    • Blindness
    • Cancer
    • Epilepsy
    • Autism
    • Major depressive disorder
    • Diabetes

    What Employers Should Know About the ADA

    The ADA is crucial because it promotes equal opportunity and accessibility for individuals with disabilities. By ensuring accessibility in various aspects of life, the ADA fosters a more inclusive environment. To encourage and champion accessibility and inclusion in the workforce, employers must understand their responsibilities under the ADA.

    Learn and understand the law

    A great way to ensure regulatory compliance is to take the time to read and understand the law and any accompanying policies. Whether you choose to read a summary from a federal website or consult a subject matter expert, gaining knowledge about your business’s legal obligations and the disabilities that are covered will allow you to implement the necessary accommodations. If this sounds overwhelming, there are HR companies like certified professional employer organizations (CPEOs) that can ensure your compliance and assist you with providing proper accommodations.

    Providing reasonable accommodations

    One of the protections enacted by the ADA is implementing reasonable accommodations. These accommodations are specifically geared towards helping qualifying employees successfully perform and complete their job functions. Covered accommodations can include modified work schedules, installing a ramp, providing noise-canceling headphones, or allowing a service animal in the office.

    Not only is ADA compliance part of federal law, but it’s beneficial to your employees, company, and bottom line. While the cost of a penalty depends on the violation, a first-time ADA violation for non-compliance can cost up to $75,000. Among the most common violations are a lack of accessible exits, entrances, and parking spots, missing signage, and inaccessible restrooms.

    Providing reasonable accommodations for your staff shows your loyalty to your employees’ well-being, fostering a culture of loyalty and positivity. A strong work culture can also enhance your company’s overall creativity, productivity, and morale, improving your brand and bottom line.

    How A CPEO Can Ensure Your Compliance

    The ADA is a significant employment law that every company should stay up to date on and properly understand. But, as a business owner, it can be stressful to properly keep track of all the requirements, and failure to do so can be detrimental to your bottom line. That’s why many business owners partner with a CPEO like Group Management Services (GMS).

    GMS has a wide range of subject matter experts (SMEs) who assist business owners with compliance, ADA compliance training, and updating employee handbooks. Our team has the knowledge and expertise to ensure you’re providing the necessary accommodations, following legal requirements, and collecting proper documentation to reduce any potential legal liabilities. Are you concerned about your ADA compliance? Contact us to learn how we can help!

  • Partnering with a professional employer organization (PEO) can be a game-changer for businesses looking to streamline human resources (HR), payroll, compliance, and employee benefits. However, as your business evolves, you may find that your current PEO no longer meets your needs. Whether it’s due to service limitations, rising costs, or poor customer support, switching to a new PEO like Group Management Services (GMS) may be the right decision.  

    Transitioning from one PEO to another requires careful planning to ensure business continuity and avoid disruptions to employees. This guide will walk you through the key steps to make the switch to GMS smoothly and efficiently. 

    Identify Why You’re Switching PEOs

    Before making any changes, take time to assess why your current PEO is no longer the right fit. Understanding your reasons will help you choose a new provider that better aligns with your business needs. Some of the most common reasons companies switch PEOs include: 

    • High costs: Unexpected fees, rising rates, or a pricing model that no longer aligns with your budget. 
    • Limited service offerings: Your current PEO may not provide the comprehensive HR support, compliance assistance, or employee benefits that your business requires. 
    • Poor customer support: Delays in response times, lack of proactive support, or a one-size-fits-all approach to HR solutions can be frustrating. 
    • Outdated or inefficient technology: If your PEO’s software is difficult to use or doesn’t integrate with your existing systems, it can slow down operations. 
    • Lack of scalability: If your business is growing, you may need a PEO that can support multi-state operations, offer better benefits, or provide more strategic HR guidance. 

    By pinpointing these challenges, you can better evaluate new PEOs and ensure they offer solutions to the issues you’re currently facing. 

    Research and Compare PEO Options

    Not all PEOs offer the same level of service, so it’s crucial to thoroughly vet potential providers before making a switch. Here are some key factors to consider when comparing PEOs: 

    • Accreditation and compliance: Look for CPEOs certified by the Internal Revenue Service (IRS) to ensure financial stability and compliance. 
    • Service offerings: Confirm that the new PEO provides everything you need, such as payroll processing, HR support, risk management, workers’ compensation, and employee benefits. 
    • Technology and integrations: A modern, user-friendly HR platform that integrates with your existing systems (such as accounting software and time tracking tools) can significantly improve efficiency. 
    • Reputation and client reviews: Read online reviews, check testimonials, and ask for client references to get insight into the PEO’s track record. 
    • Industry expertise: Some PEOs specialize in specific industries, which can be beneficial if you have specific HR and compliance requirements. 

    Once you’ve shortlisted a few PEOs, schedule consultations to discuss their offerings, pricing, and transition process to determine the best fit. 

    Review Your Current PEO Contract

    Before making the switch, carefully review your existing agreement to understand any contractual obligations. Key areas to check include: 

    • Termination clauses: Some contracts require a 30-to-90-day notice period, while others have specific renewal and exit terms. 
    • Early termination fees: Be aware of any penalties or fees for ending the agreement before the contract expires. 
    • Data access and transfer policies: Confirm that you’ll have access to all necessary HR, payroll, and benefits data for a seamless transition. 

    If you’re unsure about any terms, consider consulting a legal or HR expert to help you navigate the contract and avoid unexpected complications. 

    Develop a Detailed Transition Plan

    Once you’ve selected GMS and notified your current provider of your intent to leave, it’s time to plan your transition. A well-structured transition minimizes disruptions and ensures a smooth handoff. Here’s how to do it: 

    Set a Transition Timeline 

    • Identify key dates, such as the last payroll with your current PEO and the first payroll with GMS. 

    Notify Key Stakeholders 

    • Inform your employees about the change and explain any updates to payroll, benefits, or HR processes. 
    • Coordinate with department heads to ensure they understand any changes in HR or compliance procedures. 

    Work Closely with Both PEOs 

    • Ensure GMS has all the necessary employee records, payroll data, and tax information. 
    • Request assistance from the current PEO in facilitating the transition, especially regarding benefits continuation and tax filings. 

    Ensure Payroll and Benefits Continuity 

    • Verify that employee benefits (health insurance, retirement plans, etc.) remain uninterrupted. 
    • GMS will ensure payroll schedules align so that employees don’t experience paycheck delays. 

    How GMS Can Help You Make a Seamless PEO Transition 

    Switching PEOs can feel overwhelming, but with the right partner, the process can be smooth and beneficial for your business. Group Management Services (GMS) specializes in providing tailored HR, payroll, and compliance solutions to help businesses thrive. 

    When you switch to GMS, we ensure: 

    • A smooth, hassle-free transition with expert support to guide you through the process and address any concerns. 
    • Comprehensive payroll, benefits, and compliance management to keep your business running without disruptions.  
    • Scalable solutions designed to grow with your business and adapt to your evolving needs. 

    Ready to make the switch? Get a quote today and discover how GMS can support your business and handle the complexities of HR. 

  • Starting April 9th, 2025, Ohio employers must provide detailed pay statements to their employees under Ohio House Bill 106, known as the Pay Stub Protection Act (PSPA). Previously, Ohio was one of only nine states that did not require employers to issue pay stubs. Now, Ohio business owners must familiarize themselves with this legislation and its requirements. 

    What is the Pay Stub Protection Act? 

    The PSPA is a new Ohio-based law that requires employers to provide their employees with a detailed pay stub for every paycheck they receive. State Representative Dontavius Jarrells states, “With this new law, every hardworking Ohioan will have the documentation they need to verify their wages, hours, and deductions without the burden of legal battles.” This law will help ensure pay transparency across the state while emphasizing the importance of employer accountability and workplace fairness.  

     Whether electronic or paper, the pay stub for salaried employees must include the following information: 

    • The employer’s name 
    • The employee’s name 
    • The employee’s address 
    • The employee’s total gross wages earned during the pay period 
    • The employee’s total net wages for the pay period 
    • A listing of the amount and purpose of each addition to or deduction from the employee’s wages during the pay period 
    • The date the employee was paid and the pay period covered by that payment 

    As for hourly employees, their pay stub must include: 

    • The employer’s name 
    • The employee’s name 
    • The employee’s address 
    • The total number of hours the employee worked in that pay period 
    • The employee’s hourly wage rate 
    • The employee’s overtime hours 

    PSPA Violation 

    If an employer fails to provide an employee with a pay stub, the employee can request a copy from their employer. If the pay stub is still not received within 10 days, the employee can report the issue to the Department of Commerce. The Director of Commerce may then issue a notice to the employer for the violation, which can lead to significant monetary penalties or fines. 

    How GMS Can Help Ohio Employers with PSPA 

    Managing payroll and compliance can be daunting for business owners. That’s why many businesses partner with professional employer organizations (PEOs) like Group Management Services (GMS). With our automated payroll software, GMS Connect employees can easily access all their payroll information, including W-2s, tax deductions, pay stubs, and more. 

    Our payroll team is available to assist with any questions regarding deductions or wage discrepancies, ensuring a smooth payroll process. GMS also helps business owners stay on top of changing rules and regulations, ensuring their compliance and reducing their risk of violations or monetary penalties.  

    If you’re an Ohio-based business that needs assistance with PSPA compliance or payroll automation, contact us today!  

  • Short-term disability insurance is a crucial benefit that provides employees with financial protection when they are temporarily unable to work due to a medical condition. For employers, offering short-term disability insurance can enhance recruitment efforts, improve employee retention, and contribute to a healthier workforce. 

    This blog will walk you through everything you need to know about short-term disability insurance, including what it covers, its benefits for both employers and employees, supplemental insurance options, and how to integrate it into your benefits package. 

    What Is Short-Term Disability Insurance? 

    Short-term disability insurance replaces a portion of an employee’s income when they cannot work due to non-work-related illnesses, injuries, or medical conditions. Unlike workers’ compensation, which covers work-related injuries, short-term disability insurance provides coverage for medical issues that occur outside of the workplace. 

    What Does It Cover? 

    Short-term disability insurance typically covers conditions that temporarily prevent an employee from working, such as: 

    • Recovery from surgery 
    • Severe illnesses (e.g., pneumonia, COVID-19 complications) 
    • Pregnancy and childbirth recovery 
    • Injuries like fractures or sprains 
    • Mental health conditions requiring hospitalization or extended treatment 

    How Long Does Coverage Last? 

    Most short-term disability policies provide benefits for three to six months, depending on the plan. There is usually a waiting period of seven to 14 days before benefits begin, meaning employees must use sick leave or unpaid time off before their short-term disability coverage takes effect. 

    Is Short-Term Disability Insurance Necessary? 

    Short-term disability insurance can help ensure you and your loved ones are financially supported while you recover. To decide if it’s right for you, consider whether you have enough savings to cover living expenses and medical costs, if you have dependents relying on your income, if you’re at higher risk due to health or job factors, and if you qualify for any disability benefits. Ultimately, the decision depends on your personal circumstances and financial situation. 

    The Benefits of Offering Short-Term Disability Insurance 

    For Employers 

    • Improved recruitment and retention: A strong benefits package, including short-term disability insurance, can set your company apart in a competitive job market. Employees are more likely to stay with a company that offers financial security in case of medical emergencies. 
    • Increased productivity: Employees with access to short-term disability benefits are more likely to take the necessary time to recover before returning to work, reducing the risk of prolonged absences due to untreated conditions. 
    • Reduced turnover costs: Employees who feel supported during medical hardships are more likely to stay with their employer, reducing turnover costs associated with hiring and training new workers. 

    For Employees 

    • Financial stability during recovery: Short-term disability insurance provides a percentage of an employee’s income (typically 50-70% of their salary) during their leave, allowing them to cover essential expenses like rent, utilities, and medical bills. 
    • Peace of mind: Knowing they have financial support while recovering allows employees to focus on their health without the stress of lost wages. 
    • Faster return to work: Employees who can afford proper medical care and recovery time are more likely to return to work in a healthier, more productive state. 

    Supplemental Insurance Benefits 

    Some businesses offer short-term disability insurance as a supplemental benefit, meaning employees can opt into coverage and pay premiums themselves. This approach allows businesses to provide an essential benefit without increasing costs. 

    Additionally, employers can enhance their benefits package by offering supplemental insurance options, such as: 

    • Long-term disability insurance: Provides coverage for extended medical leaves lasting six months or longer. 
    • Accident insurance: Covers medical expenses related to unexpected injuries. 
    • Critical illness insurance: Offers financial support for serious illnesses like cancer, heart disease, or stroke. 

    By giving employees access to these supplemental benefits, businesses can create a well-rounded benefits package that supports workforce well-being. 

    Short-Term Vs. Long-Term Disability Insurance 

    Short-term disability insurance provides coverage for a limited period, typically up to six months, for disabilities that temporarily prevent you from working. It helps replace a portion of your income during recovery from illnesses, injuries, or surgeries. 

    On the other hand, long-term disability insurance offers coverage for extended periods, often several years or until retirement age, for disabilities that significantly impact your ability to work long-term. It provides a more substantial income replacement to support you over a longer duration. 

    How to Integrate Short-Term Disability Insurance into Your Benefits Package 

    If you’re considering adding short-term disability insurance to your employee benefits, follow these steps to ensure a smooth integration: 

    1. Assess Employee Needs

    Survey your employees or analyze past leave requests to determine whether short-term disability insurance would be valuable for your workforce. 

    1. Choose the Right Coverage

    Work with an insurance provider or a professional employer organization (PEO) like Group Management Services (GMS) to find a plan that aligns with your company’s budget and employee needs. 

    1. Communicate the Benefits Clearly

    Ensure employees understand: 

    • What the coverage includes 
    • How to enroll 
    • How to file a claim when needed 
    1. Partner with a PEO for Simplified Benefits Administration

    Managing short-term disability insurance and other benefits can be complex, especially for small and mid-sized businesses. GMS simplifies benefits administration by: 

    • Connecting you with top insurance providers 
    • Handling enrollment and claims processing 
    • Ensuring compliance with federal and state regulations 

    How GMS Can Help 

    At Group Management Services (GMS), we specialize in helping small to midsize businesses implement cost-effective, comprehensive benefits packages that include short-term disability insurance. 

    Why partner with GMS? 

    • Competitive rates: Access to top insurance providers for competitive rates. 
    • Tailored solutions: Customized benefits solutions tailored to your company’s needs. 
    • Big business health benefits: Greater buying power through economies of scale. 

    Our Master Health Plan (MHP) offers access to one of the largest national networks, providing significant savings on both employee and family premiums. 

    Offering short-term disability insurance is a smart investment that enhances your company’s appeal, supports employee well-being, and creates a more productive workplace. Let GMS help you design and implement a benefits package that works for your business and your employees. 

    Ready to learn more? Contact GMS today to explore your options!