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

Request a call Login

  • In the recruiting world we have heard it all before… 

    • “I don’t want to post a compensation range because everyone will expect the high end.” 
    • “I don’t want my current employees to know what others are paid.”
    • “I don’t want my competitors to know our salaries.”
    • “Other postings online do not include a compensation range, so why should I?”

    Although these are common thoughts for all business owners, it can be directly affecting your candidate pool numbers. In fact, SMART Recruit Online found that job advertisements with a compensation listed increased the total number of candidates by 30 percent. Small and mid-sized companies are at a disadvantage by not posting a wage since larger companies have known salary and hourly rates.

    Image of a job interview. Listing compensations ranges can help businesses with employee recruitment.

    The Benefits of Listing a Compensation Range

    If you post a compensation range, then you are more likely to attract candidates not yet earning your listed range. When it comes time for an interview and compensation negotiations, you will have more opportunity to agree upon a reasonable pay based on the candidate’s experience. When posting a pay range, adding text like “commensurate with experience” will give applicants a realistic idea of what pay relates to them.  

    In fact, wide pay ranges can lead to more applicants in different stages of their career. If you have an open position in a field with a struggling work force, then a range with a low and high end will allow more room for trainable new hires. You will be able to weigh your options when deciding if you want to hire based on experience and commit time and effort into training.   

    According to a study by Ongig, the average candidate spends approximately 55 seconds viewing text ads. Only seconds determine if you will grab a candidate’s attention. Having the most important information in your ad can make or break your chances of receiving applicants. Not to mention, you will waste less time getting your applicants all the way to the interview stage to learn that they are out of your pay range.

    Score Top Talent at the Right Price

    Group Management Services offers national and local compensation studies for businesses looking to hire. We also provide interview and compensation negotiation coaching so that you score the top talent at the right price. Our recruitment staff is able to create custom job ads based on your needs and other effective recruiting strategies. Contact GMS today for more information about how our employee training and recruiting services can help you find the right employees. 

  • It can be hard to manage HR functions internally. That’s why a Professional Employer Organization (PEO) provides comprehensive services for businesses in need of help. 

    However, some people aren’t as familiar with how PEOs operate and may be concerned about working with them. Fortunately, we’re here to help answer your questions. We’ve debunked three myths about PEOs that you shouldn’t worry about.

    Image of a man with a magnifying glass. Learn about how a professional employer organization helps businesses.

    PEOs Don’t Take Control of Your Business

    Myth: A PEO will take over your company.

    Nobody wants to lose control. Unlike what some people may think, hiring a PEO won’t lead to a takeover. PEOs partner with companies to help them make more informed business decisions and save them time and money. Our experts help you manage HR functions and stay compliant with any necessary laws, but you always stay in control and run your business.

    Small Businesses Can Benefit from PEOs, Too

    Myth: PEOs can’t help small businesses.

    You don’t need to run a huge company to benefit from a PEO. Small companies encounter headaches with HR functions just like any company. Figuring out payroll or handling HR for any number of people can lead to late hours and costly inefficiencies and errors. A PEO can help a small business solve these problems and save money while doing it.

    PEOs are a Smart Investment

    Myth: PEOs are too expensive.

    PEOs typically charge a fee per employee per month, but the costs of hiring a PEO are often covered by savings on your HR functions. Not only can PEOs uncover costly issues, they also put measures in place to make sure the “inevitable HR issues” don’t happen. Plus, you don’t have to spend countless hours trying to manage HR functions. PEO experts can manage that part of your business so that you can spend your time focusing on other important areas. 

    Complete Guide to PEOs

    Work with a Professional Employer Organization

    Over the years, GMS has helped over a thousand clients manage their HR functions. Contact GMS today to talk to one of our experts about how a PEO can help your company improve its HR functions.

  • Paid time off (PTO) is a powerful tool to help employees stay refreshed and motivated. Unfortunately, the prospect of falling behind on projects or being hit by a deluge of missed emails can be more terrifying than a prolonged visit with your in-laws.

    Employees shouldn’t be afraid to take PTO, whether it’s due to potential workplace stress or a fear to take time off. Here are three ways that your business can make vacations less stressful for employees.

    Image of a frustrated employee. Help releive stress with open PTO policies for your workplace.

    Make it Known that Vacations are Good

    Refreshed, focused employees are more productive than burnt-out workers. The occasional vacation gives employees a chance to recharge their proverbial batteries, but American workers don’t always take advantage of this benefit. However, not all employees feel comfortable using their PTO.

    A survey from Project: Time Off shows that over half of American workers had unused vacation days last year. That same survey reported that 22 percent of people felt that using their vacation time made them seem replaceable. Nervous, overworked employees aren’t going to be able to give you their best. Make sure that you have a very clear, open policy about taking time off and encourage workers to use their PTO days. That way your employees won’t be too worried to take a well-deserved break.

    Vacation Preparation Time

    Even if employees aren’t worried about asking to use vacation time, they might be afraid of what will happen if they leave for a week. Roughly 37 percent of employees are afraid that nobody will do their work while they’re away on vacation. Another 30 percent are concerned that nobody else could do their job.

    Proper vacation planning can help mitigate these fears and set your business up for success. Help employees decide which tasks can be handled by other employees while they’re gone. Set up a direct backup employee who can answer questions while an employee is gone. It’s also good to block off some time so that a vacationing employee can catch up on everything instead of rushing straight back to their regular work.

    Protect Your Business from Problematic Vacation Requests

    Vacations can cause problems for business owners as well. An impromptu mental health day here and there isn’t a big deal, but last-minute vacation requests can mess up work flows and deadlines. 

    A good PTO policy should set guidelines for how far in advance employees need to request time off. This will help protect your business from sudden departures and give employees fair notice why you have to turn down a request without ample notice.

    Have a PTO Policy in Place

    Employees get a set amount of PTO days for a reason. Group Management Services can help your business set up a clear PTO policy that will keep track of used PTO days and streamline vacation requests. Contact GMS today about employee benefits administration and how a PTO policy will make your vacation process a lot less stressful.

  • Let’s face it; employees don’t always want to be indoors during the summer. Having unmotivated, daydreaming employees can lead to unproductive work days, but some summer perks can help motivate your workers. Here are three ways that you can help boost team morale during the summer.

    Image of a employee working from home. GMS assists businesses with services like employee performance management.

    Work Flexibility

    Air conditioning is great on scorching days, but it’s not hard to think of laying on the beach or strolling through the park when it’s a picture perfect summer afternoon. You can’t let your employees run off at every chance for great weather, but you can offer some work flexibility.

    Employees can get a morale boost by working from home or any other different location. Even something like one or more work-from-home days can help. That could mean they can work from their backyard patio or their favorite coffee shop. All it takes is Wi-Fi and technology like Skype or conference calls to easily connect with co-workers. Plus, this is a nice option for employees who have to pick up kids from summer activities.

    Outdoor Work Events

    If employees really want to go outside, it might be time to take business outdoors for a day. Company parties, team-building exercises, and other outdoor activities are great ways to appease your employees’ desire to enjoy the nice weather while building company chemistry and team morale.

    Relaxed Dress Code

    Suits and ties don’t mesh well with summer. Hot days can make for uncomfortable employees. Even if your business pumps the AC all summer, employees will have to go outside at some point, and full business attire can make them sweaty and tired before they even make it to their desk.

    Depending on your business, a relaxed summer dress code could make employees a little more comfortable. This could mean casual Fridays or an option to dress down on days when an employee won’t be directly interacting with clients or customers. If someone has a business meeting, they can switch back to the full dress code for the day.

    Taking Care of Employees

    Good employees are a major asset for your business. A motivated team can lead to great returns, but employee management can be a test for many businesses. Group Management Services can help you through employee performance management tools, offering a variety of services to tackle this challenge. Contact GMS today to talk to one of our experts about how we can help you manage your employees.

  • Update: Federal judge blocks overtime rules a week before they take effect. Learn more in our new post.

    As a small business owner, it is crucial that you stay current on the latest government regulations affecting your business and employees. Effective Dec. 1, 2016, the salary threshold for overtime eligibility will increase from $23,660 to $47,476. This means that anyone earning a salary under the new threshold will now be eligible for overtime pay for any time worked beyond 40 hours in a week. 

    The Department of Labor estimates there will be approximately 4.2 million workers affected who will now be eligible for overtime. Business owners must reevaluate their current workforce to meet the new requirements. The Department of Labor will automatically update the salary threshold every 3 years moving forward to match the 40th percentile of earnings of full-time salaried workers in the lowest-wage Census Region. 

    Image of an employer worried about the new overtime rules.

    Options for Employers Affected by the New Overtime Rules

    Employers will be faced with difficult decisions moving forward. Simply limiting employees to 40 hours or paying newly eligible employees time-and-a-half for overtime is not feasible for most business owners. 

    One option would be to raise the wage of workers who are close to the threshold to avoid having to pay overtime. For example, if Frank works a manufacturing job at a salary of $45,000, his employer may give him a raise over the threshold knowing that Frank consistently works over 40 hours every week. 

    Another alternative is to lower the salary of newly eligible overtime employees to account for the overtime you will now be required to pay. The problem is that employees will obviously not respond well to a decrease in pay. Furthermore, employers may see decreased productivity in employees now seeking an increase in overtime hours in order to compensate for their lower pay. Beyond that, this employee will now be required to punch a clock, losing the sense of accomplishment as a salaried employee. 

    According to a survey of HR professionals by the Society for Human Resource Management (SHRM), “67 percent said that, if the proposed regulation lead to an increase in eligibility for overtime pay, it was likely that employees would have decreased flexibility and autonomy.” 

    Employers who once provided employees the freedom to leave early and complete tasks from home, will now be forced to strictly monitor any work activity to conform to the new regulations. According to the Department of Labor, employers who do not comply will face steep consequences, with penalties of up to $1,100 per violation.

    Keep Track of Overtime with a PEO

    This new law is just one in a line of ever-evolving labor regulations that small business owners face every day. Contact GMS today and let us show you how our integrated HR system uses your payroll data to track hours and wages in order to keep your company compliant. That way we can take on the liability while you focus on growing your business!

  • Whether your company is growing or you are simply filling an open position, the hiring process can be painstaking for any business owner. Where do you start? Should you post a listing to online job sites? Should you place ads around the local university? Do you set up a booth at a job fair?

    Hiring the right people is not an easy task. It can be a lengthy process that takes away from other priorities, like growing your business. It takes an average of 52 days to fill an open position, according to a recruitment study from Bersin by Deloitte.

    Image of an employee interview. GMS helps businesses with employee retention and hiring decisions.

    The Right Candidate

    Let’s imagine that you have a new opening. The job has been posted and now it’s time for an interview. The candidate shows up early. They look sharp. Their resume shows experience where you need it. They have all the right answers. You make the offer and they accept.

    A month later, you now see an entirely different person showing up at the office. They come in late. They miss deadlines. Your business is now struggling because you’re not getting the work you expected. The U.S. Department of Labor and Statistics notes that the average cost of a bad hire can equal 30 percent of that employee’s first year potential earnings.

    Whether it’s an employee that develops a bad attitude affecting the general morale, or a person that simply doesn’t meet and exceed the expectations of their position, the effects of a bad hire can be devastating to a small business.

    Employer Liability

    In the end, the person you choose now represents you and your business. As an employer, if you fail to exercise due diligence and someone is harmed by a person you employ, you can expect a lawsuit.

    Accusations of negligent hiring can have lasting consequences. Employers have lost more than 79 percent of negligent hiring cases with settlements of $1 million on average. That is why it is so important to do a thorough background check on job candidates, making the hiring process that much more laborious.

    Employee Retention

    Once you hire the right person, you want to keep them to avoid having to start the never ending hiring process all over again. A study performed by The Society for Human Resource Management, showed that it costs 6 to 9 months’ salary on average to replace an employee over retaining that person. Between interviewing, screening, onboarding, training cost, errors, and loss of productivity, the process can take a financial toll on small business.

    GMS is a professional employer organization that offers consultation on techniques to aid in employee retention. We can help you retain an engaged and enthusiastic workforce through the use of team building activities, rewards programs, incentives, survey tools, and more.

    We are here to help manage the administrative burdens associated with all aspects of the employee life cycle. You retain full control over hiring decisions – we just make it easier.

    Contact GMS today to learn more about our services and how we can make your business simpler, safer, and stronger.

  • Summer days make for more than just fun in the sun. Summer weather leads to a spike in outdoor jobs, hotter conditions, and workplace injuries. While these issues are a year-long concern, the Bureau of Labor Statistics reports that the rate of workplace injuries increases during the summer season. 

    More injuries mean more workers’ compensation claims, and more claims mean that your company will have to pay a higher workers’ compensation rate. However, business owners can take steps to help lower workers’ compensation rates by employing loss prevention strategies that can help reduce the risk of accidents in the workplace. 

    Image of an injured employee. Contact GMS about workers’ compensation risk management strategies.

    Put the Right Workplace Safety Programs and Strategies in Place

    4.1 million people suffer workplace injuries each year. Preventative measures can help limit the risk of accidents in your workplaces. Some measures include:

    • Safety training programs
    • Development of safety manuals
    • Development of safety guidelines for employees
    • Workplace inspections and guidance on OSHA compliance
    • Development of drug-free and drug-testing programs

    Employers pay roughly $74 billion dollars each year for workers’ compensation claims. Simple measures such as safety programs and manuals can help teach your employees about proper procedure so that they don’t unknowingly put themselves at risk. Inspections and testing policies can help make sure that these procedures are followed

    Have a Team That Can Handle Claims Management

    No matter how many programs or safety measures you put in place, accidents can still happen. When they do, it’s important to have a team that can help you protect your business against bad claims.

    Group Management Services partners with businesses to help guide them through the claims process and create loss prevention strategies that minimize risk. Contact us today to learn more about how we can make your business safer through workers’ compensation risk management.

  • Accessing all of your benefits information used to be a pain. Even if you had all of your documents and details organized nicely in a folder, you still wouldn’t be able to access it if you were outside of your home or office. That’s why GMS made it possible to have total access to your health plan no matter where you are.

    The GMS Mobile Benefits App for the self-insured plan option allows business owners and their employees to see all of their health plan information on their phone. GMS customers can simply download the app and set-up their account and see info on their eligibility, deductibles, claims, and applicable links to their network and other benefits information. Here’s how the GMS Mobile Benefits App saves you from future hassles.

    Image of a man using a PEO mobile app on his phone.

    No Need for a Card

    It’s always aggravating to reach into your wallet or purse and realize that the card you need isn’t in there. It’s even more problematic when someone at the doctor’s office is asking for your insurance information.

    The Mobile Benefits App lets you pull up everything they need right on your phone. You can even email a copy of your ID card directly to whoever needs your information. Either way, that gets you one step closer to seeing a medical professional instead of heading home to find a lost card or calling up customer service for some last-second help.

    No Need for Customer Service

    Does anybody like being put on hold? The Mobile Benefits App lets you know when a customer service rep has an answer to your question instead of forcing you to hold a phone up to your ear and play the waiting game.

    If you have a question, now you can submit them directly in the app. A GMS expert will review your question and respond. Once they do, you’ll get an email to let you know that you can see the response right in your app, all without having to sit through a whole lot of background music on your phone.

    Get Total Health Plan Access on Your Phone

    All the information you need can be contained in your pocket. The GMS Mobile Benefits App gives you and your employees the freedom to access the info about your GMS plan at any time. Contact GMS today about the GMS App and employee benefits administration today. You can even go and download the GMS App and test it out for yourself. Follow these steps to set your phone up for total health plan access.

  • Illnesses and injuries don’t have hours of operation, but your local doctors’ office usually does. However, a closed office doesn’t mean that you and your employees can’t get good medical advice. 

    Group Management Services helps businesses receive quick, convenient access to medical professionals and information through Telemedicine services through Healthiest You. Here’s how Telemedicine can help your company.

    Image of a doctor during a telemedicine call. Telehealth services help your employees get medical help at all times.

    24/7 Telemedicine Access

    With Telehealth, employees don’t need to wait until the next available appointment to find out what’s wrong with them or their families. Telemedicine lets people quickly and conveniently connect with a professional physician via phone, video, or Internet chat.

    Thanks to Telemedicine services, your employees can get quick answers to their health questions without having to go to an in-person appointment. This cuts out costly co-pays without making employees worry about what’s wrong with their four-year-old child or wonder if they should time off from work to head to the doctor’s office.

    In-depth Information Library

    Employees don’t always need to see a physician face-to-face to get the answers they need. Telehealth members also receive access to an extensive information library that covers over 1,000 different topics.

    Even with the option to contact physicians, you may not always want to set up a call or a video meeting for something that you can research. The information library gives you and your employees the ability to easily look up details on health concerns that might not necessarily warrant a call. Plus, you can always follow up with a Telemedicine physician if you decide that you want a doctor’s advice after you search through the library.

    Cut Out Co-pays and In-person Doctor’s Appointments with Telemedicine

    Going to the doctor’s office isn’t always easy. Whether an employee or a member of his or her family is sick, unexpected trips to the doctor can cause scheduling headaches, and that’s if their doctor is even available. 

    Telemedicine lets your employees get the medical access they need without having to move around their work schedule. That can lead to fewer work days missed and healthier employees. Contact GMS today to talk to one of our group healthcare experts about how Telemedicine can benefit your business.

  • You always hear intern horror stories of Randy the errand runner, Carlin the coffee-getter, solitude Sally, bossy Becky, moody Mandy, lazy Larry, and sob story Serena. But not many have heard or met supportive and studious Sara, reliable and radiant Rafael, or ambitious and adaptable Alexis. 

    We are the three interns here at GMS. As a PEO, GMS is not like most companies. A PEO… what is that? Not many have heard of a professional employer organization because it’s unique to the business world, special in a sense that it helps small to mid-size businesses save time and money.

    Image of a happy intern. Learn about the cummer internship experience at GMS.

    Learning from a GMS Internship

    Being an intern at GMS is not like most intern stories you have heard. I’ve gotten real world experience being a sales rep, discovered what it takes to get an appointment, and learned about the industry. Mostly I’ve learned about GMS and why others love it.

    I’ve never worked for any company that I get as excited to come to work for as GMS. I get to learn about new techniques on how to sell or just how to become the best version of myself. It’s truly a humbling experience and an honor to intern for GMS, and I am one of the lucky ones. 

    I could not be happier with this internship. I’ve become more comfortable making cold calls, learned how to better communicate with those around me, and enhanced my skills at GMS. I like the challenge and the growth that GMS encourages me to find. People are lucky to work here. If you want to join the GMS team, check out available openings and apply today.