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  • On March 13th, 2023, the Occupational Safety and Health Administration’s (OSHA) new rule outlining whistleblower protections under the federal Taxpayer First Act (TFA) took effect. Congress enacted the TFA in 2019 and required the Internal Revenue Service (IRS) to notify a taxpayer if the IRS or a Federal or State agency recommends disciplinary action against an employee found to have accessed or disclosed the taxpayer’s return or return information without permission. Whistleblowing is the lawful disclosure of information a discloser reasonably believes evidence of wrongdoing to an authorized recipient.

    New Whistleblower Protections

    This new rule protects whistleblowers who testified about tax violations or assisted in a government investigation of tax violations. Actions protected by the rule include any “lawful act” by an employee to provide information or otherwise assist in “an investigation regarding underpayment of tax or conduct which the employee reasonably believes constitutes a violation of the internal revenue laws or any provision of Federal law relating to tax fraud.” The rule prohibits retaliation against employees who report tax fraud or underpayment of taxes.

    The following are considered illegal retaliation: 

    • Firing or laying off
    • Demoting
    • Denying employee benefits
    • Failing to hire or rehire
    • Reducing pay or hours
    • Denying overtime or promotion
    • Making threats
    • Reporting an individual to the police or immigration authorities

    Employees must file complaints within 180 days of the retaliatory action with OSHA by visiting their local OSHA office, sending a written complaint to the closest OSHA office, or filing a complaint online. 

    What Now? 

    While we continue to wait for more information on this ruling, it’s essential that you take action now. Fortunately, when you partner with a professional employer organization (PEO) such as GMS, you gain a partner who is there by your side. A PEO can help with whistleblower protections by providing a safe and secure mechanism for employees to report any unethical or illegal behavior they observe in the workplace without fear of retaliation. Our HR experts can help you develop and implement a reporting system that provides a straightforward and confidential method for employees to report concerns. Contact us today to learn more.

  • When shopping for health insurance plans for your employees, you may be overwhelmed by all the different options’ nuances. The prices and coverage can vary widely, so understanding the differences between each plan is essential to determine which suits your situation best. In this post, we’ll discuss the main distinctions between Health Maintenance Organizations (HMOs), Preferred Provider Organizations (PPOs), Exclusive Provider Organizations (EPOs), and Point-of-Service (POS) plans and weigh the benefits and drawbacks of each program so you can provide your team with the right health plan.

    What Are Provider Networks?

    Provider networks are a collection of doctors, hospitals, facilities, and health care providers and insurer contracts to offer medical care to their insureds at a negotiated rate. For example, if someone uses in-network providers (doctors or hospitals), their out-of-pocket costs will be lower than if they went out of network.

    However, if you choose a plan without provider choice and your employee doesn’t use an in-network doctor, your employee should expect higher out-of-pocket costs because the insurer won’t cover the higher cost of services their contracted providers could have provided.

    What Are The Types Of Health Insurance Plans?

    There are four main types of health insurance plans: HMO, PPO, EPO, and POS. Plans can include the use of a primary care physician (PCP), who is typically the first person someone sees when visiting a doctor and will serve as their main point of contact for medical services. PCPs generally coordinate all aspects of care and can refer their patients to specialists if necessary.

    What are HMOs?

    An HMO is a networked system where a primary care physician can oversee care and refer patients to specialists when required. HMOs require patients to receive care from a determined network of doctors and hospitals and may not cover additional costs if they see an outside physician or seek treatment out of town.
    Because HMOs are so restrictive regarding freedom-to-choose health care providers, they typically have lower out-of-pocket costs for covered services.

    Likewise, suppose your employee needs specialized services such as physical therapy or mammography testing outside regular doctors’ offices/hospitals within their respective networks. In that case, there are additional steps to go through. For example, “pre-authorization” approvals may be required from both their PCP and the specialized physician, plus a sign-off stating why such procedures should occur at particular locations according to the guidelines of their HMO plan.

    Pros:

    • Coordinated care
    • Lower monthly premiums
    • Lower out-of-pocket expenses 

    Cons: 

    • Most restrictive options
    • Higher deductibles 
    • Coverage does not travel 
    • Require referrals

    What are PPOs?

    A PPO is the most common type of network-based plan. This plan allows patients to see any doctor within its network but requires preapproval if they want to see an out-of-network specialist or hospital for services not covered by the plan’s benefits package. With a PPO, your employees can access a network of doctors and hospitals that have agreed to provide services at a discounted rate for their plan.

    Additionally, they can see any doctor or hospital within the PPO’s network, even if the care isn’t in-network with your insurance company, and they’ll pay some or all the cost depending on what level of coverage you have chosen.

    Because there are so many providers available through these networks, there will likely be one nearby where your employees live or work, as well as other locations in case something happens while traveling. There’s additional flexibility when choosing where to go when seeking medical treatment since there aren’t any restrictions based on location.

    Pros:

    • Access to negotiated rates
    • Flexibility to see doctors in and out-of-network
    • No referrals are required
    • Travels with you

    Cons: 

    • Higher premiums
    • Require more preapprovals 
    • Must coordinate and manage your own care
    • Higher out-of-pocket expenses

    What are EPOs?

    An EPO also allows patients to see any doctor within its network but doesn’t require preapproval for non-covered services as long as providers within that network provide them. If you choose an EPO plan, your coverage correlates with the provider’s negotiated rates based on the services performed. Therefore, there are no pre-set prices for procedures or services; it’s up to the individual doctor or hospital what they charge for their services (and how much they’ll accept from your insurer).

    In an EPO plan, PCPs aren’t a requirement, but many people still choose to have one for convenience and ease of coordinating care. However, if you select an EPO plan, your employee’s coverage is limited to the network of providers within the EPO to cover all their medical needs, as there are no out-of-network benefits.

    Pros: 

    • Freedom to see any in-network provider
    • Lower monthly premiums
    • Large networks 

    Cons: 

    • No out-of-network benefits 
    • Higher deductibles 

    What is a POS?

    POS plans fall between an HMO and PPO plan. Members typically need a referral before seeing a specialist, but they still have coverage for out-of-network care—though the copays might be higher than if everything were in-network. Patients must generally stay in-network for services, but they may be authorized to receive out-of-network care if it is medically necessary. However, as with a PPO plan, benefits and coverage may be at a reduced rate.

    Pros: 

    • Flexibility to see doctors in and out-of-network
    • Lower copays
    • Zero deductibles when in-network

    Cons: 

    • Require referrals 
    • Upfront fees
    • High out-of-network costs

    Managing Health Care Expenses

    High deductible health plans (HDHPs) combined with enrollment in a health savings account (HSA) are alternative health care plans with lower premiums and higher deductibles than more traditional plans.

    What are HDHPs?

    The IRS defines HDHPs as any health plan with a minimum deductible of $1,500 for individuals and $2,800 for families. These plans have lower monthly premiums than traditional plans and typically cover less in terms of medical services; however, your employees pay more out-of-pocket if they use their health insurance benefits before meeting their deductible (the amount one must pay before insurance kicks in).

    Healthy individuals may benefit from having an HDHP because they don’t need medical care as often, so they can save money on their monthly premiums. In comparison, people with chronic illnesses or those who are older may end up paying more out-of-pocket when they use their benefits before meeting the high deductible amount each year.

    What are HSAs?

    An HSA allows employees to set aside pre-tax income to pay for qualified medical expenses, including deductibles, copayments, and other out-of-pocket costs. They can also use HSA funds to save for retirement as well as help cover medical costs in retirement.
    Additionally, funds roll over from year to year and never expire, so they won’t lose money if they don’t use it all at once.

    HSAs offer some flexibility when making contributions: if you, as their employer, make contributions directly into their account, those amounts count toward meeting the annual deductible requirement. However, if they make their own contributions (either directly or through payroll deduction), they don’t count toward meeting that requirement but do increase the amount of funds available for future use.

    How To Choose The Best Plan For Your Employees

    Before signing up for a policy, ensure you understand how the plan works and what type of coverage it will provide. You should have sufficient information about each plan and compare their details before making an educated decision about which is best for your employees. Here is a list of questions you should be able to answer before selecting a plan:

    • Are the doctors or hospitals included in the network located where your employees live?
    • Are specific procedures or medications vital for managing chronic conditions such as diabetes or blood pressure covered?
    • Is the plan self-funded or fully insured?
    • What is the size of the network, and how is it structured?
    • Will they use savings options such as an HSA, flexible spending account, or health reimbursement arrangement?
    • What does the pharmacy plan look like?
    • What can your company comfortably contribute?
    • What does the servicing model look like? Who are you purchasing the plan through?

    The Importance Of Understanding The Unique Benefits Of Each Health Insurance Plan

    Health insurance is becoming increasingly complex. A solid understanding of the different types of plans and their benefits is essential to make the best choice for your business and employees. With so many situational aspects affecting families and individuals differently, speaking with an expert to evaluate your needs can be a game changer. That’s where GMS comes in.

    GMS has a team of dedicated professionals who will walk you through the plans based on your specific circumstances, so you know exactly what you’re signing up for. We take care of complicated decisions so you can easily find what’s best for you and your employees. Additionally, by working with us, you can access top-tier group health insurance plans just like larger corporations, but at a reduced price. If you want to find out more about how our buying power will save you money while providing quality care for your employees, contact us today.

  • Payroll, human resources, benefits, and risk management can be confusing tasks for business owners. If you’re unfamiliar with how these departments work and their terminology, it’s easy to feel overwhelmed.
    By partnering with a professional employer organization (PEO), you can hand off these responsibilities to the experts while staying in control of your business. If you’re like most business owners considering a PEO, you’ve likely encountered several misconceptions about PEOs within your research. We’re here to debunk some of the most common myths about PEOs so you can make an informed decision for your business.

    What Are PEOs?

    A PEO is a business that specializes in providing human resources services to other companies. Employers usually contract PEOs for human resources, payroll, benefits administration, and workers’ compensation claims.

    Myth #1: Hiring a PEO means losing control of my business.

    Fact: PEOs give you greater control over your business.

    The purpose of a PEO is to give companies the flexibility to choose their HR processes to fit their individual business needs. With the expertise of HR professionals, processes can be efficiently completed. PEOs enable businesses to streamline communications across HR, payroll, risk management, and benefits to free up your time. Instead of spending time on repetitive administrative tasks, you can focus on revenue-generating projects.

    Additionally, the assigned HR professionals can find and identify opportunities across back-office disciplines such as benefits administration, compliance management, or employee training programs. Ultimately these opportunities help you save money and reduce financial risk while improving cash flow through economies of scale. To summarize, you call the shots. PEOs make it easier to create efficient, well-informed business decisions.

    Myth #2: I will lose control over hiring and firing decisions.

    Fact: Hiring and firing decisions are up to you.

    The truth is those decisions will remain entirely up to you, but PEOs can supplement your efforts. PEOs can write job descriptions, set up job ads, and review applications. They increase the efficiency and effectiveness of recruitment processes so that you don’t have to spend hours trying to find someone who fits your needs.
    If you need to fire an employee, PEOs protect you from rising unemployment taxes (should one be filed) by taking care of all the details. In short, you improve employee recruitment and limit financial risk to a fraction of the time it would take to do it yourself.

    Myth #3: PEOs supply workforce labor.

    Fact: PEOs are not temporary staffing agencies. When you partner with a PEO, you and that PEO agrees to a co-employer relationship.

    The biggest myth about PEOs is that they supply labor. They don’t. In fact, it’s the opposite. You continue to manage your employees and their day-to-day operations while the PEO focuses on strategic HR and other administrative tasks.

    In turn, you can concentrate on growing your business while enjoying the savings and flexibility of outsourcing the additional functions to them. You also qualify for discounts and better insurance rates that you could not have gotten without a PEO (and they’re always looking for ways to reduce costs).

    Myth #4: PEOs will negatively impact my company culture.

    Fact: PEOs don’t want to change your culture; they want to enhance it.

    PEOs understand happy employees are more productive and engaged, which means they’ll find ways of working together more effectively and efficiently. This can be as simple as providing benefits such as health insurance or paid time off (PTO). Still, it can also mean giving employees access to resources that help them improve their work performance (for example, learning management programs). If your employees enjoy working for you now, imagine how much better it will be when they realize you’ve given them access to a Fortune 500–level benefits package. Plus, once word gets out about your competitive benefits, you’re more likely to attract top-tier talent!

    Myth #5: I’ll have to let go of my HR team.

    Fact: A PEO is not a replacement for an HR team, they complement your HR staff.

    PEOs aren’t only payroll and employee benefits specialists; their expertise extends to help you with hiring, training and development, employee relations, and more. By taking the daily tasks off your HR team’s plate, they can focus on improving and strengthening your company. In addition, a dedicated PEO stays current on all local, state, and federal legislative changes to labor laws to confirm your business complies with regulations.

    Myth #6: PEOs are too expensive.

    Fact: PEOS can lead to overall savings for your business.

    PEOs give you access to better employee benefits packages. Since you enter a co-employment relationship with your PEO, your employees are considered co-employed by the PEO and therefore grouped with the thousands of other employees across the organization. The PEO can then negotiate benefits packages with lower benefit-related costs, giving you rates competitive with those of Fortune 500 companies.

    Additionally, the mismanagement of HR paperwork, workplace safety protocols, and labor laws can become incredibly costly errors, including Workers’ Compensation claims, lawsuits, and government fines. PEOs ensure your business complies with local and federal regulations and each employee is appropriately trained on safety protocols to prevent accidents and expensive mistakes. Finally, a PEO is a one-stop shop for all HR verticals. Instead of shopping around to source multiple vendors to cover all your needs, you can save money by outsourcing the work to a single vendor.

    How To Find A PEO

    While searching for a PEO to partner with, there are a few items you should look out for to ensure you select the perfect organization for your business.

    • Ask for references to determine the effectiveness of their solutions. First-hand experience from past or current customers will give you an inside look at working with the company.
    • Keep an eye out for any hidden fees. Their pay structure should be clearly laid out to ensure pricing transparency.
    • Finally, while it may seem obvious, make sure they are a certified PEO (CPEO) by the IRS, especially if you’re in regulated industries such as health care or financial services.

    It’s Time To Partner With A PEO

    As a PEO and benefits administrator for over 25 years, we are happy to answer any lingering questions you may have about our services or what it’s like to partner with a PEO. Additionally, check out our resources section for more blog posts covering topics pertinent to business owners. We have years of experience helping companies find the right solution for their needs; contact us today to find the perfect solution for your business.

  • Human resources (HR) is an essential function of any organization that handles the management of people. HR professionals are responsible for recruiting, training, and developing employees, administering employee benefits, and ensuring compliance with employment laws and regulations. In recent years, HR has evolved from being a support function to a strategic partner in the organization. Strategic HR is a proactive approach to HR management that aligns HR strategies with organizational goals and objectives. Throughout this blog, we’ll discuss strategic HR and its benefits.

    Understanding Strategic HR

    Let’s start with the basics – what does strategic HR mean? Strategic HR is a long-term approach to HR management that aligns HR strategies with organizational goals and objectives. It involves developing and implementing HR policies and practices that support the organization’s mission, vision, and values. Strategic HR is proactive, flexible, and responsive to changes in the business environment. It involves integrating HR strategies with overall business strategies to achieve the organization’s goals. Strategic HR professionals tailor their recruiting, training, employee management, and planning processes to the company’s broader goals and objectives.

    Tori Moldovan, PHR, GMS’ Client Services Manager, emphasized, “One of the things I see the most is that we are so reactive in the business world when something happens with our employee base. Strategic HR is a proactive approach, and while it takes time to plan and develop up front, it saves you countless hours on the back end when something occurs that impacts your organization. Time is money, so invest upfront in your processes, employee programs, employee benefits, and training. Keep this on your radar and have quarterly evaluations on what’s working and what isn’t working to ensure you catch issues before it happens. This is a core function of what keeps a business a well-oiled machine!”

    Benefits Of Strategic HR

    As an HR professional, taking a strategic approach to HR management positively impacts your business in many ways. Keep the following benefits in mind:

    Attracting and retaining top talent

    A main benefit of strategic HR is attracting and retaining top talent. When you align HR strategies with organizational goals, HR can develop recruitment and retention strategies that target the right candidates with the skills and experience needed for the organization’s success. In addition, strategic HR can create a positive work culture that supports employee engagement and retention.

    Improved employee performance

    Strategic HR can improve employee performance by developing training and development programs that support employee growth and development. By aligning training and development with organizational goals, HR can ensure that employees have the skills and knowledge needed to perform their job effectively. Strategic HR can also implement performance management systems that provide feedback and recognition to employees for their contributions to the organization.

    Increased productivity

    Another benefit of strategic HR is that it can increase productivity by developing policies and practices that support employee productivity. For example, if you implement flexible working arrangements, HR can support employees in achieving a work-life balance, which ultimately leads to increased productivity.

    Cost savings

    Strategic HR can lead to cost savings by developing HR policies and practices that support efficient and effective HR management. Implementing a human resources information system (HRIS) allows HR to automate payroll, benefits, and risk management processes, reducing the need for manual processes and paperwork.

    Compliance

    Ensuring your business is compliant with employment laws and regulations can be done through strategic HR. By developing and implementing policies and practices that comply with local, state, and federal laws, HR can minimize the risk of legal liability and fines.

    Consider Partnering With A PEO

    As businesses continue to grow, they often face a multitude of challenges when it comes to managing their HR effectively. From attracting and retaining top talent to ensuring compliance with ever-changing employment laws and regulations, HR can be a complex and time-consuming task for businesses of all sizes. This is where a professional employer organization (PEO) such as Group Management Services (GMS) can be a valuable asset.

    When you partner with GMS, we provide you with access to HR technology platforms that streamline your processes, such as payroll, time and attendance tracking, and performance management. These technologies ultimately help you save time and reduce errors. In addition, we help you align your HR practices with your overall business goals. We help businesses develop HR policies and procedures that foster a positive workplace culture and promote employee engagement and retention. We’re a one-stop shop where you can receive all the help you need from an HR partner. Contact us today if you’re ready to simplify your HR processes.

  • Michigan’s Governor Gretchen Whitmer signed legislation that will repeal the state’s right-to-work law for private-sector employees on March 24th, 2023. For the first time since 2012, when Michigan’s right-to-work law was passed, union security clauses will be legal again in private-sector collective bargaining agreements when it takes effect in 2024. The law will require employees to pay union dues or a service fee to their bargaining representative to keep their jobs.

    The law will go into effect on March 30th, 2024.

    How To Prepare

    Any business owner in Michigan with a unionized workforce should review each collective bargaining agreement to determine if it contains a union security clause. A unionized workplace is a process of organizing the employees of a company into a labor union which will act as an intermediary between the employees and company management. In addition, it’s essential that you determine if the contract requires the parties to reopen negotiations and bargain upon repeal or invalidation of the right-to-work law.

    Partner With GMS

    These ever-changing rules and regulations can take a toll on your well-being as you have many responsibilities when running your business. As this new law passes in Michigan, you must begin implementing the changes necessary to comply. When you partner with GMS, a professional employer organization (PEO), you gain access to a dedicated team of HR experts who are ready to keep you up to speed on changes. Let’s tackle this change together. Contact us today to get started.

  • Mental health is vital to our overall well-being and should be given the same importance as physical health. As we spend a significant portion of our day at work, our workplaces must be supportive environments prioritizing mental health. Unfortunately, this is often not the case, and mental health issues in the workplace are common. Throughout this blog, we’ll explore the impact of mental health within the workplace and discuss ways business owners and employees can work together to create a healthier work environment for everyone. Let’s dive in!

    Understanding Mental Health

    Mental health includes our emotional, psychological, and social well-being and affects how we think, feel, and act. In addition, it helps determine how we handle stress, relate to others, and make healthy choices. Unfortunately, mental health illnesses are among the most common health conditions in the United States. Over 50% of Americans will be diagnosed with a mental illness or disorder at some point in their lifetime.

    Individuals can experience different types of mental illnesses or disorders. The following are different types of mental illnesses:

    • Anxiety disorders
    • Depression
    • Bipolar disorder 
    • Post-traumatic stress disorder (PTSD)
    • Eating disorders 
    • Disruptive behaviors 

    The Importance Of Workplace Mental Health 

    As a business owner, your employees must be mentally fit at work and in their personal lives. Your workers’ success is measured in various ways, including hitting productivity goals, achieving financial gains, completing projects, and simply showing up. Ensuring your employees are doing okay both mentally and physically is essential for the success of your employees and your business. A study shows that anxiety has reached its highest level since the COVID-19 pandemic began, and the depression rate has tripled. In addition, individuals diagnosed with depression will miss, on average, 19 days of work per year and 46 days of being at work but unproductive. Not only does it have a negative impact on your employees, but it also affects your business when your employees aren’t performing at their best. So how can you help your employees struggling with a mental illness? The following are ways in which you could support mental health among your workforce:

    • Help prevent burnout 
    • Make mental health policies clear
    • Model healthy behaviors
    • Build a culture of connection through check-ins
    • Offer flexibility and be inclusive 
    • Communicate more than you think you need to 
    • Invest in training
    • Encourage employees to take breaks throughout their workday

    Younger Generations Prioritize Mental Health Benefits

    Mental health has become increasingly important in recent years, and younger generations have been at the forefront of this movement. Unlike previous generations, they prioritize mental health benefits in their career and personal lives. 73% of Generation Z (Gen Z) employees and 74% of Millennial employees have utilized mental health benefits by their employers, while 58% of Generation X and 49% of Baby Boomer employees have utilized these benefits.

    The reasons for this shift are multifaceted, but a major factor is the increased awareness and destigmatization of mental health issues. In the past, mental health was often seen as a taboo topic that should be kept private. However, today, individuals are encouraged to speak openly about their mental health struggles and seek help when needed.

    Younger generations also face stressors that can impact their mental health. The rise of social media and technology has brought a constant need to be connected, leading to feelings of burnout and exhaustion. In addition, economic uncertainty, political instability, and global events such as the COVID-19 pandemic have contributed to feelings of anxiety and depression among these younger generations. The pandemic highlighted the importance of mental health resources and support. It led to individuals experiencing increased isolation, anxiety, and depression. Many individuals turned to virtual therapy and support groups to cope with these challenges they’re faced with.

    Because of these factors, younger generations seek workplaces prioritizing mental health benefits. According to a survey, Millennials and Gen Z prioritize work-life balance and mental health benefits over other job perks such as salary and vacation time.

    Your employees that are grouped in the younger generations are seeking benefits that include the following:

    • Employee assistance programs (EAPs)
    • Counseling 
    • Grief support
    • Mental health days off 
    • Workshops or seminars that focus on mental wellness
    • Mental health coverage through medical insurance 
    • Financial planning seminars or counseling

    Advantages Of Offering Mental Health Benefits To Your Employees

    Offering mental health benefits to employees is beneficial for your employees and can also provide significant advantages for your business. The following are benefits you could experience if you offer mental health benefits to your employees:

    -Increased productivity: When employees are given access to mental health benefits, they are better equipped to manage stress and anxiety, which can improve their overall well-being and productivity. Employees with access to mental health resources are more engaged, focused, and productive at work.

    -Improved employee retention: Access to mental health benefits can increase employee loyalty and retention rates. Employees who feel their employer values their mental health are more likely to stay with the company and contribute to its success.

    -Lower health care costs: Mental health conditions can lead to physical health problems, resulting in higher health care costs for employers. When you offer benefits, you can help prevent or manage these issues, ultimately reducing health care costs for your employees and your business.

    -Reduced absenteeism: When your employees are struggling with their mental health, it can lead to an increase in absenteeism as they may need to take time off to manger their health. When they have access to mental health benefits, you can help your employees get the support they need to manger their mental health, which will reduce absenteeism.

    -Improved company culture: Offering mental health benefits can create a positive company culture that values employee well-being. This can lead to a more engaged and motivated workforce, which can improve the overall success of your business.

    When you prioritize employee well-being, you can create a more productive, engaged, and loyal workforce while reducing health care costs.

    Prioritize Your Health With GMS 

    Your employees are your biggest asset. The last thing you want is for your employees to struggle with their mental health and not have any support from their employer. It’s essential that you explore which mental wellness benefits your employees need to thrive in their roles. As Millennials and Gen Zers begin to dominate the workforce, it’s critical you consider what they want and begin to implement them within your business. Partnering with a professional employer organization (PEO) such as GMS can provide you with mental health benefits to your employees. We provide you with the following:

    GMS helps you prioritize your employees’ mental health and creates a positive work environment that fosters growth and productivity. Let’s tackle this together. Contact us today to learn more. 

  • Life is unpredictable, and even the most carefully laid out plans can be disrupted by unexpected events. Whether it’s a marriage, a divorce, a birth, or a job loss, major life events can significantly impact your finances and insurance coverage. These events are known as qualifying life events (QLE). Understanding how they can affect your health, life, and other insurance policies is crucial for protecting your family and finances. In this blog, we’ll explore the ins and outs of QLEs and provide you with the knowledge you need to make informed decisions about your insurance coverage.

    What Are QLEs?

    A qualifying life event is an event that triggers a special enrollment period for individuals or families to purchase health insurance outside of the regular annual Affordable Care Act (ACA) open enrollment period. Qualifying life events typically include, but are not limited to, the following:

    • Having a child
    • Adopting a child
    • Becoming newly married or divorced 
    • Experiencing a death of the insurer in the family
    • Losing health insurance coverage due to a job loss
    • Losing eligibility for Medicare, Medicaid, or Children’s Health Insurance Program (CHIP)
    • Turning 26 years old and losing coverage from your parent’s health insurance plan 
    • Moving to a different county or zip code changes your health plan area

    How Does It Work? 

    To take advantage of a qualifying life event, you typically have a limited time frame to make changes to your health insurance plan. This period varies depending on the event and the insurance provider; however, it usually lasts around 60 days. To make changes, you must provide documentation of the QLE to your insurance provider. The documentation you must provide varies on the life event but could include the following:

    • Birth certificates 
    • Adoption records
    • Marriage license 
    • Divorce papers 
    • Death certificates 
    • Rental agreements/mortgages 
    • Termination documents 

    If you experience a qualifying life event, signing up right away is important. Check your plan materials, contact your employer, or call the phone number on your member ID card. In most instances, you’ll need to change your health insurance plan within a specific time frame of the QLE. Changes can most often be made within either 30 or 60 days of the qualifying life event. 

    Amie Hatlovic, GMS’ Manager of Benefits Account Managers, expressed, “Guidelines set forth by the ACA state that job-based group plans must provide at least 30 days for a special enrollment period (SEP). That 30-day starts with the exact date of the qualifying life event. A partnership with GMS provides your employees with access to GMS Connect. In GMS Connect, the employee self-service portal is equipped with a feature to add a life event that will launch a notification to the Benefits Account Specialist at GMS. Supporting documentation can be uploaded during this period. The assigned benefits team is always available for assistance.”

    If you miss the deadline, you’ll have to wait until the next open enrollment period, which could be as long as a year. It’s essential your employees understand how long they have to sign up for a qualifying life event so they can enroll in the benefits suited to their needs. 

    Don’t Face Life’s Challenges Alone – Let A PEO Be Your Partner

    In times of change and uncertainty, having a trusted partner by your side can make all the difference. When it comes to navigating the complexities of qualifying life events and their impact on your employee benefits, a professional employer organization (PEO) such as GMS can be the partner you’re looking for. We provide clear communication to employees about their options and deadlines for making changes to their health insurance. In addition, we help you evaluate the available health insurance plans and recommend options that are best suited to the employee’s needs and budget. Finally, we manage the ongoing administration of the health insurance plans, such as processing claims, managing enrollment, and answering employee questions. Don’t face these challenges alone. Contact us today so we can help you through life’s ups and downs.

  • California State Senator Dave Cortese introduced Senate Bill 553 on February 15th, 2023, which discusses workplace violence. Workplace violence prevention regulations are only applicable to the health care industry. However, preventing workplace violence in every industry is also necessary. Workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior at work. It can range from threats and verbal abuse to physical assaults and even homicide. It’s reported that 743 million, or 23% of employees worldwide, have experienced violence or harassment in their workplace.

    Understanding Senate Bill 553

    Senate Bill 553 would require California’s occupational safety and health regulator to broaden the scope of workplace violence prevention regulations and would cover most employers in California. If it passes, it will require the California Division of Occupational Safety and Health (Cal/OSHA) to adopt regulations requiring any employer not subject to the health care regulations to create a workplace violence prevention plan that’s part of the employer’s injury and illness prevention plan. Business owners would be required to do the following:

    • Violent incident log
    • Recordkeeping
    • Reporting of violent incidents to Cal/OSHA
    • A written violence prevention plan
    • Training

    GMS’ Safety Manager Nick Clark stated, “One of the most important aspects of maintaining a safe workplace is preventing workplace violence. There are several steps employers can take to prevent violent incidents in the workplace. First, creating a workplace prevention program that includes guidelines for reporting and addressing threatening or violent behavior is crucial. Furthermore, training employees to recognize warning signs of violence, de-escalation techniques, and how to respond to violent incidents can help prevent such incidents from occurring. Employers may also consider implementing security measures such as surveillance cameras, access control systems, and security personnel to prevent violence. Ultimately, taking proactive measures to prevent workplace violence can ensure employees’ safety and well-being and avoid legal issues.”

    Don’t Wait To Prevent Workplace Violence

    While there is no set time frame for when this bill would go into effect, it’s essential that you’re always trying to keep your employees safe and prevent workplace violence from occurring. Partnering with a professional employer organization (PEO) such as GMS can help employers by providing various services and resources to identify and manage potential threats. GMS’ HR experts work with you to create clear policies and procedures around prevention, including training, reporting, and response protocols. In addition, you gain access to our learning management system (LMS), where employees can be trained to identify potential warning signs of violence, report concerns, and respond to an active threat. Ultimately, we provide ongoing support to help you stay updated with the latest best practices and strategies for preventing workplace violence. Contact us today to prevent workplace violence from happening in your business.

  • Employee performance can be tricky to navigate, and especially concerning if you have an employee who was once on track for a promotion, but something has shifted, and they’ve become lax with their productivity and deadlines.

    As a manager of a struggling employee, it’s in the best interest of both the employee and the company to get them back on track, and it’s your responsibility to give them guidance and support to address the situation appropriately. Consider these strategies to help top-performing employees manage the factors limiting their potential at work and get back in the right direction.

    Potential Factors Affecting Employee Performance

    Many factors can get in the way of top performance; by finding the root cause, you can develop a strategy to work through the issues.

    Lack of confidence – If an employee lacks confidence in their abilities and feels like they don’t belong in the role, it isn’t easy to get that person back on track. A lack of confidence can stem from a lack of knowledge or experience. It can also come from a fear of making mistakes or struggles with handling stress.

    Lack of support – As a leader in your organization, it’s your responsibility to be there for your employees, giving them the appropriate training, resources, and support from you. Having a supportive manager and colleagues is crucial if you want to see a performance improvement.

    Personal issues – It’s near impossible to separate one’s personal and professional life; external problems can arise and impact work and productivity. Family difficulties, health concerns, and financial struggles can all affect employees at work.

    Work overload — Employees overwhelmed with too much work, and no one to help them complete their assignments may struggle with their responsibilities. In this situation, you should help them prioritize their workload or reassign some of their tasks, so they have more time for critical projects. In some cases, hiring new employees may be necessary.

    Lack of motivation – If employees lack clarity on how their work contributes to overall business goals or clear objectives, staying focused on completing tasks may be problematic. You can remotivate struggling employees by taking steps to help them reconnect with their work and its importance.

    Steps To Get Your Employees Back On Track

    Start with a conversation

    The best first step to getting your employee back on track is communication. Start with an open conversation and allow them the chance to discuss their thoughts and feelings. Be ready to listen, and be prepared for them potentially to be frustrated, scared, or even angry – and that’s okay. You’re there to reassure them of your commitment to them and express your confidence in their abilities.

    Have prepared questions designed to reveal the underlying causes of their struggles rather than focusing solely on the symptoms. For example, ask what they enjoy most about their work versus what projects make them feel stuck or even tasks they’re uninterested in completing. By finding the contributing factors to their poor performance, you can work together to find a solution that works best for both of you. The goal is to create an environment where they feel comfortable sharing and developing an open dialogue.

    Ask the employee to do a self-assessment 

    It’s important to remember that an employee slacking off may not realize they’re doing anything wrong. If they haven’t recognized their behavior’s effect on their co-workers or the company itself, they’re unlikely to change their work style independently, and you must step in.

    Ask them to do a self-assessment of their performance, followed by a conversation regarding their analysis so you can work together to find ways for them to improve. An open discussion will give them a sense of control over the situation and insight into what’s going wrong.

    When you reach out to the employee, avoid being confrontational by beginning with an accusative question like, “How do you think you’re doing?” Instead, ask what they think their strengths are, what areas they believe they can improve, and how they feel about their performance lately. Open-ended questions also allow you to evaluate the employee’s self-awareness regarding their performance.

    Take a look inward

    Instead of jumping to blame the employee, take a step back and objectively evaluate how you’ve been as their manager and if there are any changes you can make to better the employee’s performance.

    When employees are having trouble meeting your expectations, it’s usually because either the expectations are unclear or they weren’t properly prepared for the task at hand. Are you setting clear expectations of the level of quality required, and are these expectations realistic? Have you been providing enough support through training and coaching? Are you giving them feedback regularly so they know how they are doing?

    Good managers take an honest look at their own actions to find ways to make their interactions with their employees more positive and productive.

    Ask how you can help

    Sometimes the most straightforward approach is the best solution. When you ask an employee how you can help, you’re doing more than just letting them know that you care about their success—you’re giving them the space and freedom to think outside the box to solve their problems. Asking, “How can I help?” is also a great way to let your employees know that you trust their judgment and understand that they are most likely the best person to decide what they could use from you.

    Reaffirming your trust in others by giving them control over their solutions communicates your confidence in them and reassures them that they have everything they need to succeed. All these factors contribute to your overall goal of helping your employees achieve their goals effectively.

    Additionally, ask for feedback from your entire team. You may find areas where resources or time are wasted and find potential to improve conditions or efficiency. Along the way, you may even discover upskilling opportunities that would benefit your entire team.

    Have check-in meetings

    Setting small, regular goals for your employees allows you to check in on their progress and assist them with any issues they may have throughout their workday. Moving forward, you’ll want regular check-ins until you’re both comfortable with the advancements and feel aligned on future expectations.

    Regular check-ins with your entire team keep you informed about what’s happening so you can make changes before encountering more significant problems. It also helps you build trust and transparency within your team by showing employees they can talk to you about any issues and work through them together.

    Proactive Measures To Keep Your Employees Motivated

    If your employees feel comfortable approaching you when they’re struggling, you can avoid problems growing into more significant challenges. If an employee fails to meet expectations or causes dissatisfaction among their peers, the best thing you can do is create a safe space for them to discuss it. Taking a proactive approach will help you address the issue immediately without becoming a bigger problem that is hard to resolve later. Below are a few proactive measures you can take today:

    Set realistic goals – One of the best ways to evaluate an employee’s performance and motivation level is to set specific goals with a clear understanding of why they are necessary. Employers and managers must be realistic about what they expect from their employees because employees might feel discouraged rather than motivated when expectations are too high.

    Give positive feedback – Feedback shouldn’t be reserved solely for when problems arise; you should also reinforce successes. By providing positive feedback, your employees will know they align with your expectations and be more confident in their work.

    Create a safe environment – A culture of open communication encourages employees to share ideas, concerns, or problems with you and address issues when they occur. Taking time to listen and understand an employee’s point of view will also help you develop a better sense of how your team is feeling.

    Encourage growth – As a manager, employee success is essential, and it’s meaningful when they know you recognize their dedication. Providing them with opportunities to develop new skills and grow in their position will also keep them motivated and excited to pursue their career.

    The most important thing to remember is that even the most ambitious, hard-working employees are only human. They aren’t immune to life events, distractions, or issues outside of work. As a manager, it’s your responsibility to discuss the reasons behind their impacted work performance and find solutions together. Understanding each person individually will help you with the best strategy for motivating them to get back on track.

    Investing in the success of your employees is vital, and GMS is here to help with performance management, retraining, or other HR responsibilities to keep your employees heading in the right direction. Contact one of our experts today to discuss how we can assist with employee management.

  • A woman’s right to belong in the workplace has been a long battle over the decades, but the fight continues to combat discrimination and biases against women daily. One of the first victories was the Equal Pay Act of 1963, making it illegal for an employer to pay women less than men simply based on sex. The following year, Title VII of the Civil Rights Act of 1964 passed into law, protecting women from workplace discrimination and making it illegal to discriminate based on race, religion, or national origin.

    While many great strides have occurred, facing biases while trying to go about your workday can be exhausting, but women don’t need to face this alone. The workplace is a dynamic environment where employees constantly learn, grow, and evolve. As a leader, you have the power to create an environment that allows employees to grow and succeed. You can also create an inclusive work culture that supports diversity and fosters inclusion. There are many ways to advocate for women in the workplace; below are a few actions you can take daily to be there for the working women in your life.

    Actions To Take To Support Women In The Workplace 

    Encourage women to be authentic leaders

    There is often a pressure to fit in with those around you, and women, in particular, often feel coerced into mirroring their male counterparts if they want to get ahead in their careers. Pushing for people to fall in line is especially true for women of color who may not fit the ‘standard’ definition of a leader’s appearance. Other leaders must encourage female employees to embrace their unique styles and strengths, so they feel comfortable being themselves at work.

    But simply “speaking up” isn’t that easy, especially in a world where women are often talked over or left out of the conversation. You can help by fostering a welcoming and inclusive environment where everyone has the chance to participate and feels safe doing so.

    When women feel confident in their ability to speak up and are given the support to navigate challenges, they can reach their full potential.

    Recognize and reward women for their achievements 

    It’s important to recognize women for their accomplishments in the workplace, especially since society has historically left them out of the spotlight. Recognition, even for something small, can give someone the power to feel confident in their abilities and build confidence as a leader. By crediting a female employee’s accomplishments, she will hopefully feel more comfortable taking on more responsibility and leadership roles within your company.

    Recognition is one of the most powerful incentives for employees at all levels — not just those with higher status or paychecks. It reinforces positive behavior and encourages others to emulate it.

    You should reward people whenever possible, even if it’s just thanking them for doing their job well or helping a colleague in need, showing that you see and appreciate their efforts. This could include awarding prizes or bonuses for good work or planning special events such as company outings or happy hours that allow workers to form a stronger team bond.

    When you see an employee doing something right, take the time to recognize them publicly. Tell them how much their work means to your company and how grateful you are for all they do daily.

    Conduct a pay equity analysis 

    The gender pay gap is the difference between the average earnings of men and women, expressed as a percentage of men’s earnings. As of 2022, women earn an average of 82% of what men earn, based on an analysis of a new study by the Pew Research Center using the median hourly earnings of both full- and part-time workers. This has remained roughly the same for the past twenty years, only rising 2% since 2002.

    One way to support women in the workplace is by conducting a pay analysis evaluating how much you pay employees based on gender, race, and ethnicity.

    Conducting a pay analysis will help you identify potential gaps in pay between your male and female employees so that you can adjust accordingly. You should also review how much more seniority males have over females regarding promotions or raises, as this could also contribute to pay gaps.

    In fact, many businesses are making their salaries public knowledge so that everyone knows what their colleagues earn and how much they deserve for doing the same job.

    Rethink leadership development programs 

    Investing in the development of female employees helps retain talent and improves productivity and performance within your organization’s culture. Companies that invest in developing their employees through training and education tend to see higher job satisfaction among their employees compared to those that don’t invest in employee development at all.

    Many organizations offer employee leadership training programs — but those programs often focus on men. These programs tend to teach men how to be more assertive and competitive while teaching women how to be likable and more collaborative. These stereotypes have been shown time and again not only to be false but also harmful. Rethinking how we teach leadership skills can help create a more inclusive workplace where everyone feels comfortable speaking up and taking charge when necessary.

    Mentorships are an excellent way for senior leaders to share their expertise with junior employees who want guidance navigating their careers or navigating office politics. Mentorship programs also help new hires feel more comfortable when they start a new job by having someone they can contact if they need advice or guidance on anything related to their career path (or life).

    Be aware of biases 

    Women are often the target of bias in the workplace, whether it’s conscious or unconscious. Implicit biases are a form of bias that occurs automatically and unintentionally but still deeply affects judgments, decisions, and behaviors. Being aware of these biases is the first step toward understanding how they affect your behavior and how you treat others.

    Unconscious bias refers to our attitudes or stereotypes about people based on their gender, race, age, and other characteristics. This can lead us to make assumptions about others without realizing it — for example, that men are better suited for leadership roles. Avoiding these assumptions helps create a culture with fair treatment regardless of gender, race, or other characteristics.

    Unconscious bias training helps people recognize their own preconceived notions about certain groups — whether based on race, gender, or other factors — so they can correct them when making decisions about hiring or promotion prospects. It’s also used in human resources departments to ensure managers understand how they might treat employees differently based on their backgrounds.

    For example, “office housework” refers to the tasks often assigned to women, such as making copies, ordering lunch, or taking notes during meetings. It’s a phenomenon noticed by many women in the workplace, who have reported feeling resentment when asked to do these tasks instead of their male colleagues.

    Create a flexible work environment 

    The fact that women continue to be the primary caregiver in most families means that they will often need to arrange their schedules around the needs of their children. Scheduling can be difficult when there is little flexibility around the hours they need to work, and the days they need to take off. It’s essential to create policies that encourage employees with caregiving responsibilities (of all genders) to meet those responsibilities without sacrificing their careers simultaneously.

    Many companies offer flexible work arrangements such as telecommuting or compressed workweeks so employees can control their schedules and spend more time with their families. These programs also help companies attract top talent while retaining valuable employees who may otherwise leave when they have children or aging parents they need to care for.

    Support Your Female Coworkers Every Day

    The workplace is changing, and people are vocalizing the importance of diversity of thought and action, but more effort must happen regarding gender equity and equality. To date, we have the trailblazing efforts of the brave women who openly speak out about harassment and discrimination to thank for all the incremental developments so far. However, they can’t create lasting change alone. With the help of individuals such as yourself, it’s possible to create a more supportive and progressive environment for women.

    As HR experts, we’re equipped with the resources to help you manage workplace prejudice among employees, such as gender discrimination. At GMS, we stay current on all discrimination laws and protections to help you create a safe and welcoming environment for all your employees. If you have any questions, contact us today to speak with a team member!