2025 W-2 Forms are now available in your GMS Connect employee portal here.

Request a call Login

  • Pennsylvania lawmakers have been working diligently to pass a bill that would expand coverage of medical procedures for chronically ill patients. While the bill mainly applies to private insurers, it would do the following for individuals in Pennsylvania:

    • Remove prior authorization for emergency care
    • Standardize timelines for insurers to approve or deny a request for treatment
    • Guarantee that doctors can request that plans cover medications without a patient first trying a cheaper drug

    Ultimately, the bill would allow medical providers more time on caring for patients as opposed to fighting with insurance companies. The patients will receive more clarity and flexibility when deciding on their treatment options.

    The current proposal passed the Republican-controlled state Senate in June. The bill is now waiting for the state House to vote, then the state Senate must approve the changes before taking additional measures.

    Diving Deeper Into The Bill

    The proposal aims to change two fundamental aspects of American health care which include:

    • Prior authorization
    • Step therapy

    Prior authorization is a process used by insurance companies to determine if a prescribed product or service will be covered. Step therapy means trying less expensive options prior to “stepping up” to drugs that cost more. Both ensure that medically sound and cost-effective medications are prescribed appropriately. However, the bill would not completely eliminate either practice. Instead, it would require insurers to offer exemptions for both along with creating a standardized process for doctors to apply for approval or request an exemption.

    To accomplish this, the bill would:

    • Establish standardized electronic forms for the application
    • Set a statutory deadline for responding to requests
    • Require insurers to provide written notification explaining the denial
    • Allow the state Insurance Department to review the decision

    In addition, this bill would allow physicians to dispute an insurer’s decision directly with a doctor employed by the insurer rather than an individual who may not have a medical degree. The goal of the bill is to create a new and more effective process for prior authorization of medical services which will keep everything consistent and transparent.

    What Now?

    While individuals in Pennsylvania wait for a further notice regarding this proposal, it’s important to understand alternative solutions. This proposal still must pass through multiple stages for it to become a law. Partner with GMS to ensure your employees are covered under any circumstance. When you partner with GMS, it’s possible to reduce your health insurance costs while still providing top-tier coverage. GMS changes the approach to increase affordable options by giving small businesses the buying power of a large corporation. Contact us today to learn more.

  • On October 13th, 2022, the U.S. Department of Labor (DOL) will publish a Notice of Proposed Rulemaking. This will assist employers and workers to determine whether a worker is classified as an employee or an independent contractor under the Fair Labor Standards Act (FLSA). The FLSA established minimum wage, overtime pay, recordkeeping, and youth employment standards that affect employees in the private sector and Federal, State, and local governments.

    An independent contractor is a self-employed individual or entity contracted to perform work for or provides services to, another entity as a non-employee. Independent contractors are not entitled to such benefits because they typically have more flexibility to create their own schedules and work for several different companies at once.

    The proposed rule will provide guidance on classifying workers, and seeks to combat employee misclassification. According to the National Conference of State Legislatures (NCSL), employee misclassification is the practice of labeling workers as independent contractors, rather than employees. It allows employers to avoid paying unemployment and additional taxes on workers, and from covering them on workers’ compensation and unemployment insurance. Misclassifying a worker can cause the following issues:

    • Denies workers’ rights and protections under federal labor standards
    • Promotes wage theft
    • Allows certain employers to gain an unfair advantage over law-abiding businesses
    • Hurts the economy as a whole

    Understanding The Proposed Rule

    The new rule will ultimately preserve essential worker rights and provide consistency for regulated entities. In addition, employers are directed to consider exclusivity under the permanent factor, but it acknowledges that simply having multiple jobs does not necessarily make you an independent contractor. The following are factors that could be considered:

    • The amount of skill required for the job
    • The degree of performance associated with the working relationship
    • The worker’s investment in equipment or material required for daily tasks
    • Service rendered is integral to the employer’s operations

    The Impact A PEO Has On Your Business

    Are you wondering whether your employees are considered independent contractors or not? When you outsource HR functions to a PEO like GMS, you gain resources that help you figure out these decisions. HR outsourcing companies can manage a whole range of responsibilities for your business including payroll, benefits, risk management, and HR. At GMS, we have HR experts to ensure you are staying compliant with the Department of Labor. Contact us today to learn more.

  • Inflation continues to rise, increasing health insurance premiums for Americans. Employer-sponsored insurance (ESI) is the largest source of health insurance coverage in the United States. Employer health insurance premiums have continued to rise quicker than wages and inflation.

    According to The Los Angeles Times, two in five adults enrolled in employer-sponsored coverage find it difficult to afford health care and insurance costs. Commercial rates for hospital care are averaging 224 percent of Medicare rates.

    The Cost Of Employer-Sponsored Insurance

    According to a recent analysis from the Kaiser Family Foundation, in 2021, the average ESI premium for single coverage was $7,739 per year, and the average ESI premium for family coverage was $22,221 per year. Additionally, with those plans, the average deductible for single coverage was $1,669, and the average aggregate deductible for family coverage was $4,705.

    To combat the increasing costs of ESI, it’s vital to take immediate action to bring down costs. As an employer, it can be challenging to negotiate prices on plans. However, many consider the option of joining other firms to combine buying power to obtain fair provider prices.

    Those with lower incomes may find it increasingly challenging to keep up with the ESI rates. In 2020, the Commonwealth Fund survey defined the word, “underinsured” as being covered by a plan with high out-of-pocket costs, the findings were that one-fourth of working-age adults in employer plans were underinsured.

    How GMS Can Help

    A partnership with GMS allows you to provide the best healthcare benefits to your employees. When it comes to medical coverage, this is a necessity for your employees. As the economy fluctuates, your health insurance pricing cannot. With GMS, we give small businesses the buying power of a large corporation. GMS represents over 40,000 worksite employees, allowing businesses to receive a lower rate. Retake control of this essential benefit, and contact GMS today!

  • The California minimum wage is increasing to $15.50 an hour for all employers beginning January 1st, 2023. This new rate reflects an adjustment to the large employer minimum wage, which is currently $15 an hour. Joe Stephenshaw, California’s Director of Finance, determined the increase based on inflation. For small business owners, it’s essential to know that your employee’s minimum wage will also be increased to $15.50 an hour instead of its current rate of $14.00 an hour.

    Since there has been an 8.3 percent increase in inflation over the past year, multiple states have implemented higher minimum wages. The cost of food, shelter, and medical services has increased significantly over the past few months. The price of basic staples, including eggs and bread, has spiked, straining household budgets. Raising minimum wage rates would improve the overall standard of living with a more feasible income level to survive these unprecedented times.

    The California Labor Code 

    The California Labor Code is a collection of civil law statutes for the State of California. It’s made up of statutes that govern the general obligations and rights of individuals within the jurisdiction of the State of California. Workers are entitled to various rights and protections under California labor law. As inflation has impacted many individuals, the California Labor Code established the schedule for minimum wage increases. This includes an annual adjustment based on inflation taking effect with the 2023 large employer minimum wage.

    Every year, there will be adjustments to the state minimum wage based on inflation, with the announcements made on August 1st. In addition, the California Labor Code requires all small employer minimum wage rates in 2023 to match the large employer minimum wage rate if inflation has exceeded 7%.

    What Small Business Owners Need To Know

    As a small business owner during these challenging times, you must ensure you stay on top of the ever-changing rules and regulations. In addition, your employees are your biggest asset. When you partner with GMS, we ensure you are paying your employees the correct amount each year. As inflation and the COVID-19 pandemic have affected many individuals and companies, numerous businesses have looked to increase their minimum wage prior. Our team ensures you offer the best possible wage to your employees, allowing you to attract and retain your top talent. Contact us today to learn more.

  • While the benefits open enrollment period is quickly approaching, it’s essential to have a step-by-step plan in place to ensure a smooth enrollment experience. Open enrollment is the annual window where employees may enroll or make changes to their healthcare benefits package. 

    As a business owner, implementing an effective plan is important for your employees. Continue reading to learn simple steps to improve your open enrollment process for 2023. 

    1. Reflect On Previous Open Enrollment Periods

    Before the upcoming open enrollment period, reflect on last year’s wins and losses. Typically, business owners should sit down right after the enrollment period ends to reflect on the ups and downs and prepare for the following year. Being open about the mistakes made and how to improve the internal process provides significant value to employees and ultimately creates a smoother experience. The following are the most common mistakes that occur during the open enrollment period: 

    • Missing the deadline
    • Defaulting to last year’s plan
    • Over or under-insuring
    • Passing up tax-free savings
    • Assuming all employees should be on one plan
    • Ignoring add-ons

    If any of these mistakes occurred last year, what would you do differently to prevent them from happening again? When you partner with a PEO like GMS, we take on this entire process, so you don’t make the same mistakes. Your designated benefits account manager sits with you and your employees to ensure everyone understands the plan. 

    2. Have A Strategy In Place

    Having a strategic plan in place before open enrollment is the key to success. You may ask yourself, how can I change the way I approach open enrollment to ensure a successful one? Starting early is the most important way to create an efficient and positive employee experience. Creating a renewal timeline halfway through the benefits fiscal year will allow your employees to stay on track ahead of the renewal deadline. 

    Rules and regulations constantly change, especially in the healthcare industry. Ensure you stay up to date with the changing regulations, so you know exactly what you’re getting into before open enrollment begins. In addition, if you have any significant benefit changes, your employees need to know as soon as possible. Be sure to explain the previous plan, what the new plan entails, and any changes they need to be aware of so it’s not a surprise when the enrollment time comes.

    3. Ensure Your Employees Understand Benefit Details

    With the number of benefits available, it can be confusing for your employees to determine which package best fits their needs. In addition, offering a quality benefits package is one of the best ways to retain and attract top talent, which is why it’s more important than ever to explain your benefits plan accordingly.

    Did you know, nearly a third of employees don’t think their employer’s benefits communications are easy to understand? When you outsource your benefits functions to a PEO such as GMS, you are provided with experts who guide you and your employees on how to best utilize their plans, maintain compliance, and stay on top of Affordable Care Act regulations. In addition to a dedicated benefits specialist who is there to help you through the open enrollment period, you also gain access to a team of experts who train your employees on how their plan works and answer difficult coverage questions.

    4. Outline Employee Vs. Employer Costs

    When deciding on a benefits package, employees care about price. As an employer, it’s essential to consider how much the employee will have to pay with your plan. In addition, showing the plan’s overall value will provide them with additional information to help with their decision. They want to see what they will get from the benefits package to ensure they are covered accordingly and receive the best possible option. Ensure you are transparent about the cost upfront, so they have all the necessary information before entering the open enrollment period.

    5. Work With A PEO To Develop And Implement Your Benefits Strategy

    The most effective way to ensure a smooth and positive enrollment period for your employees is by partnering with a PEO like GMS. At GMS, our benefits outsourcing services allow your company to offer competitive, cost-effective benefits while you focus on what you do best – running your business. GMS helps small businesses offer customized health insurance tailored to your needs. Our experts manage everything from benefits enrollment to ongoing plan education through our proprietary technology and dedicated customer support. The following are the benefits of partnering with a PEO for employee benefits administration:

    • Saves you money
    • Saves you time
    • Simplifies employee management

    Set Yourself Up For Success, Partner With GMS

    Your benefits package is one of the best ways to attract and retain top talent. Your open enrollment period needs to be effective and positive for your employees. When you partner with GMS, your employees will experience an easy and seamless process. We offer flexibility, control of premiums, access to data and networks, and overall options that you can’t find elsewhere. Make your employees happy and partner with GMS today. Contact us here.

  • When individuals buy life insurance, there are various reasons they buy it. Ultimately, making the decision to buy life insurance provides financial security for yourself and your loved ones. A question that probably crosses your mind is the importance of life insurance. Do I really need it? Continue reading to learn more about the importance of life insurance.

    What Is Life Insurance?

    Life insurance is a contract between an insurer and a policy owner. The insurer pays into a plan and assigns beneficiaries to the account. When the insured dies, in exchange for the premiums paid, the life insurance plan guarantees the beneficiaries will be paid out. Buying life insurance protects your spouse and children from the potentially devastating financial losses that could result if something happened to you. It helps pay off debts, living expenses, and medical or other final expenses. Two in three individuals in the U.S. buy life insurance.

    Steps In The Life Insurance Buying Process

    Anyone considering buying life insurance may get overwhelmed by the different policies available. Life insurance is typically a much longer process compared to other insurance policy-buying processes. However, purchasing life insurance doesn’t have to be complicated. Below, you will find four steps that will simplify the life insurance buying process.

    1. Determine your goals
    2. Determine how much insurance you need to meet your goals over time and determine what you can afford to pay
    3. Research the available plans for life insurance that can help meet your needs
    4. Choose the type of insurance policy that best meets your needs

    Reasons To Buy Life Insurance

    Individuals buy life insurance for a variety of reasons. Ultimately, a life insurance policy provides individuals with lasting peace of mind by assuring them that they have left behind a legacy. The most common reasons for buying life insurance include the following:

    • Guaranteed protection
    • Replaces income
    • Tax-free benefit
    • Guaranteed cash value growth
    • Dividend potential

    How GMS Comes Into Play

    Life insurance is one of those things that just about everyone needs but far too few people have it. When your life changes and priorities shift, the right life insurance policy can provide you with options for protection and growth. Luckily, GMS now provides employers and individuals with life and disability insurance at a lower monthly rate. Do you want to feel secure and protected? Contact us today to learn how you can get covered now.

  • In its Quarterly Experience Report, the Workers’ Compensation Insurance Rating Bureau of California reported that written premiums were up by 27% due to higher employer wage levels and economic recovery following the COVID-19 pandemic. 

    The report concluded that:

    • California’s written premiums for the first six months of 2022 were 27% above that for the first six months of 2021 caused by the economic recovery.
    • The average charged rate for the first half of 2022 was 3% below that for 2021, making it the lowest in decades. 
    • The projected combined ratio for 2021, including COVID-19 claims, is eight points higher than in 2020 and 33 points higher than the low point in 2016. 
    • The average claim closing rates declined sharply beginning in the second quarter of 2020 due to the pandemic. After bottoming in 2021, average claim closing rates are beginning to increase in 2022. 
    • Medical service costs per claim increased by 3% in 2021, driven by an increase in the average paid per medical service transaction. 

    The Impact GMS Has On Your Business

    As workers’ compensation rates continue to climb in California, GMS can provide a better rate than what the state has to offer. Our workers’ compensation specialists help minimize your exposure, maintain records, and complete best practices that keep your business compliant with OSHA. Sharee Andrade, GMS’ Senior Director of Risk Management Underwriting expressed, “GMS helps businesses on all levels. We offer a robust workers’ compensation policy that covers 47 out of the 50 states, ensuring you stay compliant with state and federal laws. Our risk management team is yours as well. Our team of experts helps with underwriting, safety protocols within workplaces, and handle the claims process from start to finish.” Contact us today to learn more.

  • Amidst the tragedies of Hurricane Ian in Florida, the Internal Revenue Service (IRS) has extended the tax filing deadline for those affected to February 15th, 2023. The original tax filing was due on October 17th, 2022, for individuals with a valid extension to file their 2021 taxes. In addition, the Federal Emergency Management Agency (FEMA) announced that these affected individuals in certain areas would receive tax relief. Any individual and household affected by Hurricane Ian who resides or has a business in Florida can qualify for this tax relief.

    The Effects On Individuals And Businesses In Florida

    The tax relief affects individuals and businesses in Florida in the following ways:

    • Individuals: If you’re an individual who had a valid extension to not file your 2021 taxes until October 17th, 2022, you now have until February 15th, 2023. In addition, the February 15th deadline applies to quarterly estimated income tax payments normally due on January 17th, 2023, and quarterly payroll and excise tax returns normally due on October 31st, 2022, and January 31st, 2023. 
    • Businesses: Any business in Florida with an original or extended due date after September 23rd, 2022, now has until February 15th, 2023, to file and pay. Additionally, tax-exempt organizations are eligible for the extended deadline. This includes 2021 calendar-year returns with extensions due to run out on November 15th, 2022. 

    It’s important to note that any payment initially due before September 23rd, 2022, is not eligible for this relief. Payroll and excise tax deposits due after September 23rd, 2022, but before October 10th, 2022, will be exempt from penalties if they are paid by then.

    What Florida Residents Should Know

    As a resident of Florida, you do not need to apply for filing, payment, or penalty relief as the IRS automatically extends it to individuals with an IRS address of record located within the disaster area. For individuals who live outside the disaster area but have records necessary to meet an IRS deadline located inside the area, the agency will work with you to ensure you are not penalized.

    Outsource Payroll Tax Management Services Today

    As a small business owner, filing taxes can be confusing and challenging. In addition, failing to comply can result in hefty penalty fees. Focusing your time on cutting checks, filling out forms, maintaining records, keeping up with regulations, and staying on top of tax deadlines doesn’t grow your business. On top of this, dealing with the effects of Hurricane Ian adds an additional layer of stress. Let GMS help you during these unprecedented times. Contact us today.

  • The Federal government recently passed the Inflation Reduction Act, which states that prescription drug prices cannot increase more than the current inflation rate. This will have a sweeping effect on those under Medicare who have been paying thousands of dollars for prescription drugs.

    Tens of thousands of Arizonans will gain health care coverage under the Inflation Reduction Act. The act’s expansion will improve health outcomes, save lives, improve financial security, and narrow disparities and access to care.

    Cutting Prescription Drug Costs

    One of the major declarations the bill makes is capping the Medicare beneficiary’s out-of-pocket costs in Part D to $2,000. Arizonans will no longer pay more than $2,000 on prescription medications. An additional benefit is capping insulin copays at $35 per month. This will help roughly 63,000 people who live in the state.

    The act will also help those with low incomes by providing extra help to pay for prescription drugs. It expands eligibility for full Part D low-income subsidies, known as Extra Help. Roughly 8,100 Arizona Medicare beneficiaries received partial Extra Help and due to the act, they could receive full Extra Help benefits. Individuals under Medicare Part D must pay for a portion of vaccines out of pocket. This legislation will make sure there are no out-of-pocket costs for Part D constituents which will affect 88,000 individuals.

    Lowering Health Insurance Premiums And Expanding Coverage

    About 200,000 Arizonans with marketplace coverage are saving an average of $830 per year from the American Rescue Plan (ARP) subsidies that the Inflation Reduction Act would continue. Among those benefiting, small business owners and those that are self-employed will benefit the most due to their usage of the Affordable Care Act. In addition, it benefits middle-income individuals who have retired or don’t have health insurance through their companies.

    The Benefits Of Partnering With GMS

    With the Inflation Reduction Act being passed by Congress, GMS can manage the complexities. It will ensure that small businesses are optimizing their gains and participating in the act. Our RX specialists can help you navigate how this can help you and your business and ensure your premiums are as low as possible. We offer flexibility, control of premiums, access to data and networks, and overall options that you can’t find elsewhere. Contact GMS today.

  • On September 24th, 2022, Arizona Senate Bill (SB) 1403 took effect. Following the effective date, the Arizona workers’ compensation statute will be amended to add section A.R.S. § 23-1061(N). The purpose of SB 1403 is to outline the reporting requirements related to when an insurance carrier or self-insured employer receives written notification of injury from an employee who was injured on the job and intends to file a compensation claim.

    Understanding The Provisions 

    The provision requires an insurance carrier or self-insured employer, upon receipt of written notification of injury from an employee who was injured and intended to file a compensation claim, to:

    • Forward the written notification of injury and intended claim for compensation to the Industrial Commission of Arizona (ICA) within seven business days
    • Inform the employee of the employee’s requirement to file a claim with the ICA

    Additionally, the new provision suspends the one-year deadline by which an employee or other entitled party may file a claim after the insurance carrier or self-insured employer receives written notification of the injury and intended compensation claim. The deadline for forwarding the written notice to the ICA is the date the insurance carrier or self-insured employer receives the written notification.

    Failure to report by the insurance company and the self-insuring employer could relieve the injured workers of their requirement to file the claim within one year under A.R.S. & 23-1061(A). The new form for insurance companies and/or self-insuring employers to file a written notification can be found here.

    Stay Up To Date By Partnering With GMS

    At GMS, we understand the complexity of staying up to date with ever-changing rules and regulations. In addition, we know how expensive workers’ compensation claims can be if they aren’t handled correctly. The formula for determining your company’s workers’ compensation rates is complex, but the concept behind it is simple – the more claims that your employee’s file, the higher your rate will be. The good news is that GMS partners with businesses to control their workers’ compensation insurance rates and protect them from costly claims. Ready to partner with a company that provides you with workers’ compensation experts that ultimately save you time and money? Contact us today and get your workers’ compensation risk under control.