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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!

     

     

     

  • Construction companies can improve efficiency and safety by streamlining workforce management, strengthening communication, investing in safety programs, leveraging technology, and reducing administrative burdens. When construction businesses create more efficient processes, they can complete projects faster, lower costs, improve compliance, and reduce workplace incidents.

    However, maintaining efficiency and safety is becoming increasingly challenging. Construction employers are facing labor shortages, rising costs, complex compliance requirements, and growing pressure to deliver projects on time and within budget.

    The good news is that many of the biggest construction challenges can be addressed through better planning, stronger workforce management, and the right operational support.

    What Challenges Prevent Construction Companies From Operating Efficiently?

    Construction businesses juggle dozens of moving parts every day. Even small inefficiencies can create significant delays and expenses across multiple jobsites.

    Common challenges include:

    • Labor shortages
    • Employee turnover
    • Scheduling conflicts
    • Payroll administration
    • OSHA compliance requirements
    • Workers’ compensation claims
    • Communication breakdowns between field and office staff
    • Administrative burdens that take time away from project management

    When these issues aren’t addressed, businesses can experience reduced productivity, higher operating costs, and increased safety risks.

    How Does Workforce Management Impact Construction Efficiency?

    Your workforce is one of your largest investments, making effective workforce management critical to project success.

    When crews are understaffed, improperly scheduled, or experiencing high turnover, productivity often suffers. Missed deadlines, excessive overtime, and employee burnout can quickly impact both profitability and customer satisfaction.

    To improve workforce efficiency, construction businesses should:

    • Forecast labor needs before projects begin
    • Review staffing levels regularly
    • Cross-train employees when possible
    • Monitor overtime trends
    • Develop plans for seasonal workforce fluctuations

    Having the right people in the right roles at the right time helps projects stay on schedule while keeping labor costs under control.

    Why Is Communication So Important On Construction Jobsites?

    Poor communication is one of the leading causes of project delays, mistakes, and workplace incidents.

    Construction teams often work across multiple jobsites with employees, supervisors, subcontractors, and office staff who need access to the same information. When communication breaks down, critical updates can be missed.

    Construction companies can improve communication by:

    • Holding regular safety meetings
    • Conducting daily or weekly project updates
    • Standardizing reporting processes
    • Clearly defining responsibilities
    • Using technology to provide real-time project information

    Strong communication improves accountability, reduces errors, and helps create a safer work environment.

    How Can Construction Companies Improve Workplace Safety?

    Safety and efficiency are closely connected.

    When workplaces are safer, employees experience fewer injuries, projects encounter fewer disruptions, and businesses face lower workers’ compensation costs.

    Effective construction safety programs should include:

    Ongoing Safety Training

    Employees should receive regular training on workplace hazards, equipment operation, and regulatory requirements. Continuous education helps reinforce safe behaviors and keeps safety top of mind.

    Job Hazard Assessments

    Regular site inspections help identify risks before accidents occur. Addressing hazards proactively can reduce injuries and improve overall project performance.

    Personal Protective Equipment (PPE)

    Appropriate PPE is essential on construction sites. Employers should ensure equipment is available, properly maintained, and used correctly.

    Incident Reporting And Investigation

    Establishing clear procedures for reporting and investigating incidents helps businesses identify trends, correct deficiencies, and prevent future accidents.

    A strong commitment to workplace safety not only protects employees but can also improve morale, retention, and operational performance.

    How Can Technology Help Streamline Construction Operations?

    Technology has become an important tool for improving efficiency in the construction industry.

    Many construction companies still rely on manual processes for tasks such as payroll, scheduling, onboarding, and compliance management. These processes can consume valuable time and increase the likelihood of costly errors.

    Technology can help streamline:

    • Time tracking
    • Employee scheduling
    • Payroll processing
    • Benefits administration
    • Hiring and onboarding
    • Compliance documentation
    • Safety reporting

    Automating repetitive administrative tasks allows managers to focus more attention on project execution and business growth.

    How Does Employee Retention Affect Construction Performance?

    Labor shortages continue to be a major challenge throughout the construction industry. As a result, retaining skilled workers has become increasingly important.

    High turnover can lead to:

    • Increased recruiting costs
    • Delayed projects
    • Reduced productivity
    • Knowledge gaps
    • Additional training expenses

    Construction businesses can improve retention by offering competitive compensation, quality benefits, career development opportunities, and a strong safety culture.

    Employees who feel supported are often more engaged, productive, and committed to the organization’s long-term success.

    What Administrative Tasks Slow Construction Companies Down?

    Many construction business owners find themselves spending significant time managing responsibilities that pull them away from jobsites and customers.

    These responsibilities often include:

    • Payroll administration
    • HR management
    • Benefits administration
    • Hiring and onboarding
    • Workers’ compensation management
    • Safety compliance
    • Employment regulations

    While these functions are important, they can become overwhelming as a business grows.

    Reducing administrative burdens allows construction leaders to spend more time focusing on operations, customers, and strategic growth.

    How Can A PEO Help Construction Companies Improve Efficiency And Safety?

    A professional employer organization (PEO) helps construction businesses manage critical workforce functions while reducing administrative burdens.

    By partnering with a PEO, construction employers can gain support with:

    • Payroll administration
    • Employee benefits
    • Human resources
    • Workers’ compensation programs
    • Safety resources
    • Recruiting and hiring assistance
    • Compliance support

    Instead of spending valuable time navigating HR and compliance challenges, business owners can focus on managing projects and growing their companies.

    Build A More Efficient And Safer Construction Business With GMS

    Efficiency and safety are essential for long-term success in the construction industry. Businesses that prioritize workforce management, communication, compliance, and employee safety are often better positioned to control costs, improve productivity, and maintain a competitive advantage.

    At GMS, we help construction companies reduce administrative burdens, improve workforce management, strengthen safety initiatives, and access comprehensive HR solutions. Whether you’re looking to streamline operations or create a safer workplace, our experts can provide the support you need.

    Contact GMS today to learn how our construction-specific solutions can help your business operate more efficiently and safely.

    Frequently Asked Questions

    How can construction companies improve efficiency?

    Construction companies can improve efficiency by optimizing workforce management, improving communication, using technology to automate administrative tasks, and implementing processes that reduce delays and errors.

    Why is workplace safety important in construction?

    Workplace safety helps reduce injuries, minimize project disruptions, lower workers’ compensation costs, improve compliance, and protect employees from jobsite hazards.

    What are the biggest challenges facing construction businesses?

    Common challenges include labor shortages, employee turnover, payroll administration, compliance requirements, rising costs, communication issues, and maintaining workplace safety across multiple jobsites.

    How can technology improve construction operations?

    Technology can streamline payroll, scheduling, onboarding, time tracking, compliance management, and safety reporting, helping businesses save time and improve accuracy.

    Why is employee retention important in construction?

    Retaining skilled employees helps maintain productivity, reduce recruiting costs, improve project consistency, and preserve valuable institutional knowledge.

    What is the connection between safety and productivity in construction?

    Safer jobsites often experience fewer interruptions, fewer injuries, improved employee morale, and greater operational consistency. This can lead to stronger productivity and better project outcomes.

  • 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.

  • The Americans with Disabilities Act (ADA) is a federal law that prohibits discrimination against qualified individuals with disabilities in the workplace and other areas of public life. For employers, the ADA requires providing equal employment opportunities and, in many cases, reasonable accommodations that allow qualified employees to perform their jobs.

    Failure to comply with the ADA can expose businesses to discrimination claims, legal penalties, and reputational damage. Understanding employer responsibilities is essential for maintaining compliance and creating an inclusive workplace.

    Let’s explore the key ADA requirements employers should understand.

    What Is The Americans With Disabilities Act?

    The Americans with Disabilities Act (ADA) is a civil rights law designed to protect individuals with disabilities from discrimination.

    The law applies to several areas, including:

    • Employment
    • Public accommodations
    • Transportation
    • Telecommunications
    • Government services

    For employers, Title I of the ADA is particularly important because it governs employment practices and workplace accommodations.

    The ADA is intended to ensure that qualified individuals with disabilities have equal access to employment opportunities and workplace resources.

    Which Employers Must Comply With The ADA?

    The ADA generally applies to private employers, state and local governments, employment agencies, and labor organizations with 15 or more employees.

    Covered employers must ensure they do not discriminate against qualified individuals during:

    • Recruiting
    • Hiring
    • Training
    • Compensation decisions
    • Promotions
    • Benefits administration
    • Termination decisions

    Even employers that do not meet ADA coverage thresholds may be subject to state disability discrimination laws.

    What Disabilities Are Protected Under The ADA?

    The ADA defines a disability as a physical or mental impairment that substantially limits one or more major life activities.

    Protected disabilities may include conditions that affect an individual’s ability to:

    • Walk
    • See
    • Hear
    • Speak
    • Learn
    • Work
    • Care for themselves
    • Perform other major life activities

    The law also protects individuals with a history of qualifying impairments and individuals who are perceived as having a disability.

    Because each situation is unique, employers should avoid making assumptions about whether a condition qualifies for protection.

    What Is A Qualified Individual Under The ADA?

    A qualified individual is someone who meets the necessary requirements for a position and can perform the essential functions of the job with or without reasonable accommodation.

    Employers may establish legitimate job requirements such as:

    • Education
    • Experience
    • Licensure
    • Certifications
    • Technical skills

    However, employers cannot exclude qualified applicants solely because they have a disability.

    What Is A Reasonable Accommodation?

    A reasonable accommodation is a workplace adjustment that helps an employee or applicant with a disability perform essential job functions or participate in the hiring process.

    Common accommodations may include:

    • Modified work schedules
    • Assistive technology
    • Accessible workspaces
    • Leave as an accommodation
    • Changes to workplace policies
    • Job restructuring
    • Modified equipment

    The appropriate accommodation depends on the employee’s individual circumstances and job responsibilities.

    What Should Employers Do When An Employee Requests An Accommodation?

    When an employee requests an accommodation, employers should engage in an interactive process to understand the employee’s needs and determine whether a reasonable accommodation can be provided.

    This process often includes:

    1. Discussing the accommodation request
    2. Gathering relevant information when appropriate
    3. Evaluating possible accommodation options
    4. Assessing whether the accommodation enables the employee to perform essential job functions
    5. Implementing a reasonable solution

    The interactive process is intended to help employers and employees work together to identify effective accommodations.

    Can Employers Ever Deny An Accommodation Request?

    In some circumstances, yes.

    An accommodation may be denied if it would create an undue hardship for the employer.

    Undue hardship generally refers to significant difficulty or expense based on factors such as:

    • Business size
    • Financial resources
    • Operational impact
    • Nature of the accommodation

    However, employers should carefully evaluate accommodation requests and explore alternative solutions before denying a request.

    How Does The ADA Affect Hiring Practices?

    The ADA impacts how employers recruit, interview, and hire employees.

    During the hiring process, employers should focus on an applicant’s ability to perform the essential functions of the position rather than medical conditions or disabilities.

    Employers should also ensure:

    • Job descriptions accurately reflect essential duties
    • Hiring requirements are job-related
    • Interview processes are accessible
    • Employment decisions are based on qualifications

    Creating compliant hiring practices can help reduce discrimination risks and improve access to talent.

    What ADA Mistakes Do Employers Commonly Make?

    ADA compliance challenges often arise when employers misunderstand their obligations.

    Common mistakes include:

    Failing To Engage In The Interactive Process

    Ignoring or delaying accommodation discussions can increase compliance risks.

    Making Assumptions About Disabilities

    Employers should avoid making decisions based on assumptions about an employee’s abilities or limitations.

    Inadequate Documentation

    Failing to document accommodation requests and related discussions can create challenges if disputes arise.

    Applying Policies Inconsistently

    Disability-related requests should be evaluated consistently and fairly.

    Providing Insufficient Manager Training

    Managers are often the first to receive accommodation requests, making ADA training critical.

    How Can Employers Support ADA Compliance?

    Employers can strengthen ADA compliance by creating policies and procedures that support workplace accessibility and accommodation requests.

    Best practices include:

    • Training supervisors and managers
    • Maintaining updated job descriptions
    • Establishing accommodation request procedures
    • Reviewing workplace policies regularly
    • Documenting accommodation discussions
    • Consulting HR and legal resources when needed

    Proactive compliance efforts can reduce risk while supporting an inclusive workplace culture.

    How GMS Helps Employers Manage ADA Compliance

    ADA compliance requires employers to understand disability protections, accommodation requirements, and employment obligations.

    GMS helps businesses navigate complex HR and compliance responsibilities through expert guidance, policy support, manager training, and workforce management solutions. By creating effective HR processes and compliance strategies, businesses can foster a more inclusive workplace while reducing risk.

    Contact GMS today to learn how our HR experts can help your business strengthen compliance and support employees effectively.

    Frequently Asked Questions

    Does the ADA apply to remote employees?

    Yes. Employees working remotely may still be entitled to reasonable accommodations under the ADA. Employers should evaluate accommodation requests based on the employee’s job responsibilities and individual circumstances.

    Can an employee be required to provide medical documentation for an accommodation request?

    In certain situations, employers may request appropriate medical documentation when the disability or need for accommodation is not obvious. Requests should be limited to information necessary to evaluate the accommodation.

    Are temporary medical conditions covered by the ADA?

    Some temporary impairments may qualify for ADA protection if they are sufficiently severe and substantially limit a major life activity. Coverage depends on the specific circumstances.

    What is the difference between ADA leave and FMLA leave?

    The ADA and the Family and Medical Leave Act (FMLA) are separate laws. While FMLA provides eligible employees with protected leave for specific reasons, the ADA may require leave as a reasonable accommodation in certain circumstances.

    Can an employer discipline an employee with a disability?

    Yes. Employees with disabilities are generally expected to meet the same performance and conduct standards as other employees, provided those standards are job-related and applied consistently.

  • 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!  

  • When an employee experiences a serious illness, injury, or medical condition, the financial burden can be just as overwhelming as the recovery process itself. Short-term disability insurance helps alleviate this stress by providing a portion of an employee’s income when they are temporarily unable to work due to a qualifying non-work-related medical issue.

    For employers, offering short-term disability insurance is not just an additional benefit; it strengthens the overall benefits package, enhances employee retention, and demonstrates a commitment to the well-being of employees.

    Key Takeaways

    • Short-term disability insurance replaces a portion of an employee’s income during a temporary medical absence.
    • Coverage typically applies to non-work-related illnesses, injuries, pregnancy recovery, and certain mental health conditions.
    • Most plans provide benefits for three to six months after a short waiting period.
    • Disability coverage can be offered as an employer-paid benefit or as a voluntary supplemental option.

    What Is Short-Term Disability Insurance?

    Short-term disability insurance is a benefit that provides partial income replacement to employees who are temporarily unable to work due to a qualifying medical condition that is not related to their job.

    Unlike workers’ compensation, which covers injuries and illnesses occurring at work, short-term disability insurance assists employees in managing their expenses while they recover from personal medical issues that prevent them from fulfilling their job responsibilities.

    The main objective is straightforward: to help employees maintain financial stability while allowing them the time needed to recover and return to work.

    What Conditions Qualify for Short-Term Disability Insurance?

    Coverage varies by carrier and policy, but short-term disability insurance commonly covers:

    • Recovery from surgery
    • Serious illnesses, such as pneumonia or complications from viral infections
    • Pregnancy and childbirth recovery
    • Broken bones, sprains, or other temporary injuries
    • Certain mental health conditions that require extended treatment or hospitalization
    • Other qualifying medical conditions that temporarily prevent an employee from working

    What Is Typically Not Covered?

    Most short-term disability policies do not cover:

    • Work-related injuries or illnesses (these generally fall under workers’ compensation)
    • Elective procedures that are not medically necessary
    • Conditions resulting from criminal activity
    • Pre-existing conditions in certain circumstances
    • Injuries that occur while under the influence of drugs or alcohol

    How Long Does Short-Term Disability Coverage Last?

    Because coverage varies, employers and employees should review plan documents carefully to understand eligibility requirements and exclusions.

    Most short-term disability policies provide benefits for three to six months, although some plans may offer longer coverage periods.

    Many policies also include an elimination period, often lasting seven to 14 days. During this time, employees may need to use:

    • Paid sick leave
    • PTO
    • Vacation time
    • Unpaid leave

    Once the waiting period ends and the claim is approved, employees begin receiving disability benefits according to the terms of the policy.

    Is Short-Term Disability Insurance Worth It?

    For many employees, the answer is yes. According to specialists, a common misconception is that employees believe their savings will be sufficient to cover an extended absence from work. However, even a few weeks away can create financial strain, as regular household expenses will still accumulate during that time.
    Employees may want to consider short-term disability insurance if they:

    • Rely heavily on their paycheck to cover monthly expenses
    • Support dependents or family members
    • Have limited emergency savings
    • Work in roles where injuries or health issues could interrupt their ability to earn income
    • Want additional financial protection during pregnancy or medical recovery

    While every situation is different, income protection can provide valuable peace of mind during unexpected health challenges.

    Benefits of Short-Term Disability Insurance for Employers

    Helps Attract and Retain Employees

    In today’s competitive labor market, job seekers often evaluate the entire benefits package, not just salary. Offering disability coverage can help your business stand out and demonstrate a commitment to supporting employees through life’s unexpected challenges.

    Encourages Healthier Recoveries

    Employees who have financial support during medical leave are often better positioned to focus on recovery rather than returning to work too soon due to financial pressure.

    Improves Employee Loyalty

    When employees feel supported during difficult circumstances, they are more likely to remain engaged and committed to their employer. This can contribute to lower turnover and reduced recruiting and training costs over time.

    Strengthens Your Benefits Package

    Disability insurance can complement health insurance, retirement plans, and other voluntary benefits to create a more comprehensive employee experience.

    Benefits of Short-Term Disability Insurance for Employees

    Financial Protection During Recovery

    Most plans replace a percentage of an employee’s income, often between 40% and 70% of their regular wages. This assistance can help cover:

    • Mortgage or rent payments
    • Utility bills
    • Groceries
    • Transportation expenses
    • Medical costs

    Reduced Financial Stress

    Employees can focus on recovery instead of worrying about how they’ll pay bills while away from work.

    Support for a Successful Return to Work

    Adequate recovery time often allows employees to return healthier, more productive, and better prepared to resume their responsibilities.

    Short-Term vs. Long-Term Disability Insurance

    Many employers offer both short-term and long-term disability coverage. While they serve a similar purpose, they cover different timeframes.

    FeatureShort-Term DisabilityLong-Term Disability
    Coverage LengthTypically 3-6 monthsSeveral years or until retirement age, depending on the policy
    Waiting PeriodUsually 7-14 daysOften begins after short-term disability ends
    PurposeTemporary medical conditions and recovery periodsLong-lasting or permanent disabilities
    Income ReplacementPartial income replacementPartial income replacement over a longer period

    Businesses often combine both coverages to provide employees with more comprehensive income protection.

    Should You Offer Disability Coverage as a Supplemental Benefit?

    Only 44% of private industry workers have access to employer-provided short-term disability plans, according to the U.S. Bureau of Labor Statistics (March 2026).

    Some employers opt to provide short-term disability insurance as a voluntary or supplemental benefit. This allows employees to choose coverage and pay all or part of the premium while still enjoying valuable protection.

    For small and midsize businesses, offering voluntary benefits can be an effective way to enhance coverage options without significantly raising costs.

    Many employers also pair short-term disability coverage with supplemental benefits such as:

    • Long-term disability insurance
    • Accident insurance
    • Critical illness insurance
    • Hospital indemnity plans

    How to Add Short-Term Disability Insurance to Your Benefits Package

    Evaluate Employee Needs

    Review workforce demographics, leave history, and employee feedback to determine whether disability coverage aligns with your team’s needs.

    Compare Coverage Options

    Look for plans that balance affordability with meaningful coverage. Consider factors such as benefit percentage, waiting periods, maximum benefit duration, and employee contribution requirements.

    Educate Employees

    Employees are more likely to use benefits when they understand them. Clearly communicate:

    • Eligibility requirements
    • Enrollment procedures
    • Covered conditions
    • Claims processes

    Simplify Administration

    Benefits administration can be time-consuming for growing businesses. Partnering with an experienced provider can help streamline enrollment, compliance, and ongoing management.

    How GMS Helps Businesses Manage Disability Benefits

    At Group Management Services (GMS), we work with small and midsize businesses to build competitive, cost-effective benefits packages that support both employers and employees.

    Through our benefits administration services, we help businesses:

    • Access disability insurance options from leading carriers
    • Simplify enrollment and ongoing administration
    • Manage benefits more efficiently
    • Support compliance requirements
    • Create benefits packages that improve recruitment and retention

    Whether you’re evaluating disability coverage for the first time or looking to enhance your existing benefits offerings, GMS can help you identify solutions that fit your workforce and budget.

    Protect Your Employees with the Right Benefits

    Unexpected illnesses and injuries can have a significant financial impact on employees and their families. Short-term disability insurance helps provide income protection during recovery while giving employers another way to support and retain their workforce.

    If you’re looking to strengthen your employee benefits package, GMS can help you evaluate your options and build a program that works for your business.

    Ready to learn more? Contact GMS today to discuss short-term disability insurance and other benefits solutions for your workforce.

    Frequently Asked Questions

    When do short-term disability benefits begin?

    Most plans include a waiting period, often called an elimination period, of seven to 14 days before benefits begin. During this time, employees may use sick leave, PTO, or other available leave benefits.

    Is short-term disability insurance taxable?

    The tax treatment depends on who pays the premium. If an employer pays the premiums, benefits may be taxable. If employees pay premiums with after-tax dollars, benefits are often received tax-free. Employees should consult a tax advisor regarding their specific situation.

    Do small businesses need to offer short-term disability insurance?

    While most employers are not required to offer short-term disability insurance, providing this benefit can help attract and retain employees, improve workforce satisfaction, and strengthen an overall benefits package.

    Is short-term disability insurance the same as workers’ compensation?

    No. Short-term disability insurance covers non-work-related illnesses, injuries, and medical conditions that temporarily prevent an employee from working. Workers’ compensation covers injuries and illnesses that occur as a direct result of job-related activities.

  • Running a small business is no small feat. Between managing daily operations and driving growth, it’s easy to overlook one of the most critical aspects of business success: regulatory compliance. But here’s the thing: ignoring compliance can lead to hefty fines, legal headaches, and even damage to your reputation. So, what exactly is regulatory compliance, and why should it be on your radar this April? In this blog, we’ll break down the essentials, highlight key April deadlines, and show how partnering with Group Management Services (GMS) can simplify the process while helping your business thrive. 

    What Is Regulatory Compliance, And Why Does It Matter? 

    Regulatory compliance refers to the process of adhering to laws, regulations, and standards relevant to your industry. Think of it as the rulebook your business must follow to stay on the right side of the law. For example, laws like the Sarbanes-Oxley Act (SOX) and the Federal Information Security Modernization Act (FISMA 2014) set strict guidelines for financial reporting and data security—rules that many businesses must comply with depending on their operations. 

    But compliance isn’t just about avoiding trouble; it’s a foundation for sustainable growth. Here’s why it matters: 

    • Avoid costly penalties: Non-compliance can lead to expensive fines, lawsuits, and even workers’ compensation claims. For example, failing to meet Occupational Safety and Health Administration (OSHA) standards could result in penalties that negatively impact your bottom line. 
    • Boost employee morale and retention: A compliant workplace shows employees you care about their safety and well-being. When employees feel valued, morale improves, productivity rises, and turnover drops. 
    • Enhance operational efficiency: Many compliance requirements push you to streamline processes, reduce inefficiencies, and improve the quality of your products or services. Over time, this can make your business more profitable and manageable. 

    Key Regulatory Compliance Deadlines In April 

    April is a busy month for compliance deadlines. Missing these dates can lead to penalties or missed opportunities, so mark your calendar! Here are some of the most important dates to know: 

    • April 15th: Tax Day—the deadline for filing individual and corporate tax returns. Don’t wait until the last minute to get your paperwork in order! 
    • April 30th: Employers must post OSHA Form 300A (summary of work-related injuries and illnesses) in a visible workplace location from February 1st through April 30th. This transparency informs employees and ensures compliance with OSHA regulations. 

    Pro Tip: These are just a few of the deadlines to watch. Depending on your industry, there may be additional state or federal requirements. Staying proactive can save you from last-minute stress. 

    The Risks of Non-Compliance—And How To Avoid Them 

    Ignoring regulatory compliance isn’t just risky—it’s expensive. Fines for non-compliance can range from hundreds to millions of dollars, depending on the violation. Beyond the financial hit, non-compliance can lead to legal battles, damaged reputations, and even business closures. For small businesses with limited resources, these setbacks can be devastating. 

    The good news? You don’t have to navigate this complex landscape alone. Partnering with a professional employer organization (PEO) like GMS) can take the burden off your shoulders. 

    How Group Management Services Simplifies Regulatory Compliance 

    At GMS, we understand that regulatory compliance can feel overwhelming, especially for business owners juggling multiple responsibilities. That’s why we’re here to help. When you partner with GMS, you gain access to a team of experts who can: 

    • Keep you updated: We monitor changes in state and federal laws, so you don’t have to. Whether it’s a new OSHA regulation or an update to tax codes, we’ve got you covered. 
    • Manage workers’ compensation: From claims to compliance, we streamline the process to minimize risks and costs. 
    • Provide legal guidance: Our experts offer advice to ensure your business stays compliant and avoids costly mistakes. 
    • Support your growth: Beyond compliance, GMS offers payroll assistance, recruitment support, and more, giving you the tools to scale with confidence. 

    With GMS as your trusted partner, you can focus on what you do best—running your business—while we handle the complexities of compliance. 

    Take Control of Compliance Today 

    Regulatory compliance doesn’t have to be a headache. By staying informed, meeting deadlines, and partnering with experts like GMS, you can protect your business, boost efficiency, and set the stage for long-term success. Ready to simplify compliance and take your business to the next level? Contact Group Management Services today for a free consultation and discover how we can help you navigate the regulatory landscape with ease.