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  • 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.

  • 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 30th, 2022, California Governor Newsom signed Senate Bill (SB) 951, which will increase the wage replacement rate for lower wage earners under the state Paid Family Leave Program (PFL) and State Disability Insurance (SDI) programs. A similar bill was vetoed last year.

    PFL provides short-term wage replacement benefits to eligible California workers. You may be eligible for PFL if you cannot work, resulting in lost wages and time off work for family leave. California’s SDI program provides short-term disability insurance to individuals who are unable to work due to non-work-related illness or injury, pregnancy, or childbirth.

    What The New Bill Means

    Beginning in 2025, individuals who earn 70 percent or less than the state’s average wage are eligible for 90 percent of their regular wages under the PFL and SDI programs. Currently, workers who earn low wages may be eligible for 70 percent of their regular wages under the programs.

    Governor Newsom expressed, “My administration has been a strong advocate for expanding access to DI and PFL programs, and I am proud of the progress we have made in collaboration with the Legislature… SB 951 will create significant new costs not included in the 2021 Budget Act and would result in higher disability contributions paid by employees.”

    Additional Steps

    Whether your organization lacks an HR department or HR team or needs a resource to make more informed decisions about benefits management, GMS can help. Our benefits outsourcing services allow your business to offer competitive, cost-effective benefits while you focus on what you do best, running your business. In addition, while laws and regulations are constantly changing, our team of experts ensures you stay compliant. Should a new law be enforced in the state you run your business operations, we create a strategic plan on how you can begin implementing it within your workplace. Want to learn more about how GMS can help you and your business? Contact us today.

  • The California legislature passed Assembly Bill (AB) 1949, requiring California employers to offer employees five days of bereavement leave. Five days would be provided to each employee each time they lose a:

    • Spouse
    • Child
    • Parent
    • Sibling
    • Grandparent
    • Grandchild
    • Domestic partner
    • Parent-in-law

    While bereavement leaves may be unpaid, employees may choose to use their accrued vacation, sick leave, or other paid time off options, such as personal days. If California Governor Newsom signs the bill, it would be the third state to mandate this type of time off, alongside Oregon, Maryland, and Pennsylvania. While there have been previous versions of a similar bill, this year’s version has bipartisan support, meaning opposing political parties have found common ground through compromise.

    Understanding AB 1949

    AB 1949 would cover all public employers and private businesses that have at least five employees in California. Full-time and part-time employees are eligible for this bereavement leave if they have worked for the business for at least 30 days. Employers can request documentation providing evidence of the family member’s death. These documents include a death certificate, published obituary, or other written verification of death, burial, or memorial services. However, all information must be made confidential. In addition, when employees take bereavement leave, it must be completed within three months of the date of death. The days of leave do not have to be consecutive.

    What This Means For Small Business Owners

    While many employers currently give bereavement time to employees, this bill would formalize this benefit in California. If you are a small business owner in California, it’s vital to look at your current policy and determine if it’s being implemented properly. If Governor Newsom signs the bill and employers fail to comply with the new law, they’d have to pay past and future:

    • Lost income and benefits
    • Emotional distress damages
    • Punitive damages

    It’s important to note that AB 1949 is separate from time off under the California Family Rights Act (CFRA). The CFRA authorizes eligible employees to take up to 12 weeks of paid or unpaid job-protected leave during a 12-month period.

    The Benefits Of Partnering With A PEO

    As a business owner, you understand the importance of staying compliant with laws and regulations. In addition, providing your employees with a competitive benefits package sets you apart from competitors and allows you to attract and retain quality talent. Partnering with GMS ensures you are compliant and attracting and retaining quality talent. Our team of experts works with you through the constant law changes, so you don’t have to worry about that added stress and time. Contact us today to get started.

  • On August 12th, 2022, the Inflation Reduction Act went into effect. As inflation continues to rise throughout the United States, the act calls for a significant reduction in prescription drug pricing. Various implications come along with the new federal drug price as it moves across healthcare systems.

    Three Provisions

    A recent webinar panel discussed three major changes in prescription drug pricing:

    1. Price negotiation – This allows the government to regulate certain drugs under Medicare and the Drug Price Negotiation. This pushes the government to establish a maximum fair price (MFP) for certain prescription drugs. As a result, H.R. 3 requires the Secretary to consider research and development costs, market data, production and distribution costs, and therapeutic alternatives. 
    2. Inflation penalties – Pharmaceutical manufacturers must pay rebates on drugs covered by Medicare Part B and Part D if the drug price rises faster than the inflation rate. 
    3. Medicare Part D – This creates a $200,000 out-of-pocket cap on Part D prescription drug spending. 

    Industries Affected

    Due to the creation of this revision, there are five key sectors of the healthcare system that are affected, including: 

    • Drug manufacturers 
    • Payers
    • Providers
    • State Medicaid agencies
    • Patients

    Deduction Of Manufacturer’s Revenue

    Drug manufacturers not subject to negotiation will see a decrease in revenue as others choose to decrease their prices. Due to inflation caps, price increases will be limited. A significant benefit of these regulatory changes will be a smaller out-of-pocket cost for consumers.

    Medicare Part D Cap

    The regulations have established that Part D beneficiary premiums are capped for 2024 through 2029. In addition, there will be an annual beneficiary cost-sharing cap effective in 2025. This will also eliminate catastrophic beneficiary cost-sharing for 2023 and 2024. The negotiated drug prices and inflationary rebates may reduce Medicare Advantage plan costs for Part B drugs.

    The Impact GMS Has On Your Business

    As a business owner, you want to ensure that your benefits plan continues to get you the lowest rates. When you partner with GMS, you gain access to an Rx Specialist who can support you and your employees find the most cost-effective option. Additionally, we offer control of premiums, access to data and networks, and options you can’t find elsewhere. Learn more today!

  • As the third quarter comes to an end, that means it’s time to start thinking about open enrollment. Open enrollment is the annual period when individuals can begin enrolling in a health insurance plan for the upcoming calendar year. Your employees may choose to add or drop health insurance, allowing them to make changes to their coverage. As a small business owner, this time of year can become overwhelming. Open enrollment for 2023 runs from November 1st, 2022, to January 15th, 2023.

    Due to recent changes, signing up for benefit plans during the open enrollment period has transitioned into a more digitalized process. Not only does this help you as an employer, but it also streamlines the process, making it less stressful for your employees. As open enrollment approaches, it’s crucial to increase engagement from year to year for your program to be successful.

    Raising Engagement During Open Enrollment

    Make an impact with your employees during the open enrollment period and drive engagement to an all-time high with the following advice:

    • Clearly communicate dates to your employees
    • Create engaging benefit planning meetings for all employees
    • Ask your employees what they want
    • Provide simple and engaging resources
    • Continue the benefit conversation 
    • Put emphasis on creating goals and tracking progress

    Understanding what your employees want and need is the key to successful open enrollment. By taking a continuous and proactive approach throughout the year, you can ensure that your employees know the resources and support available.

    Stress No More

    Benefits are complex making it easy for employees to become overwhelmed by the information they need to make informed decisions. When you partner with GMS, we take on the burdens of the open enrollment period so you can focus on other aspects of your business. Your designated benefits account manager works diligently with you and your employees to provide the best benefit plans while also educating your employees. You gain access to a team of experts who can train employees on how their plan works and answer difficult coverage questions. We get it. Health insurance is complicated. Let us provide guidance on how to utilize your plans best, maintain compliance, and stay on top of the Affordable Care Act regulations. Contact us today.

  • Earlier this year, the U.S. House of Representatives passed a new retirement bill called Secure 2.0, designed to build off Secure Act 2019. The new bill aims to make it easier for workers to prepare for retirement. This version of Secure Act 2.0 passed by the House requires most employer-sponsored retirement plans to enroll new employees automatically. This makes it easier for student loan borrowers to save and lower retirement plan administration costs for small businesses.

    Currently, the Senate is working on two separate pieces of legislation that should be combined into one package. The Senate’s effort would ultimately reconcile with the House bill. Multiple provisions in the Senate bills overlap with the House’s. However, a handful of additional provisions include access to an emergency fund in your 401(k).

    Secure Act 2.0 

    The following explains how Secure Act 2.0 would allow individuals to save more: 

    • It expands automatic enrollment in retirement plans
    • It promotes the Saver’s Credit
    • It raises catch-up contribution limits
    • It offers extra assistance to student loan borrowers

    In addition, this act would improve current retirement plans by:

    • Delaying required minimum distributions 
    • Making it easier to buy annuities 

    Finally, Secure Act 2.0 would lower costs for employers by:

    • Granting tax credits for small businesses 
    • Supporting small 403(b) plans
    • Easing up on plan paperwork

    Diving Deeper Into The New Law

    When looking at the provisions both the House and Senate have made, it would certainly help retirees. However, it ultimately avoids the heart of the retirement crises – half of Americans don’t save for retirement. Secure Act 2.0 doesn’t support workers who slip through the cracks or move from job to job where they go months or even years without saving for retirement. Retirement savings plans aren’t universally covered, which accounts for a large part of the ongoing American retirement crisis.

    What You Can Do As A Business Owner

    It is more common for individuals to contemplate getting a procedure that will benefit them now rather than saving that money for retirement. While others think they can’t afford to save for retirement. GMS is here to provide guidance on the best plan for your employees. Offering retirement plans is essential for recruiting and retaining quality employees. However, it’s a benefit that comes along with a lot of complexity and risk. GMS helps cut costs, reduce stress, save time, and offer the benefits your employees need. Contact us today to learn more.

  • It’s important to make a name for yourself in business. However, having other people use your small business’ name or sensitive information is less than ideal.

    According to PwC’s 2022 Global Economic Crime and Fraud Survey, 46% of organizations experienced some form of fraud in the last two years. Business identity theft is a serious issue for both small businesses and their employees. Find out how identity theft can impact your business and how you can protect yourself in the future.

    How Does Identity Theft Affect Businesses?

    Identity thieves can target your business in several ways – by attacking your company directly or targeting your employees. While one method is a more direct attack on your business, both forms of theft will end up hurting your business and costing you time and money.

    Examples of business identity theft

    There are multiple ways that fraudsters can use your business’ identity against you. Corporate identity theft scams include:

    • Fake invoices
    • Phishing emails
    • Fake social media accounts
    • Lookalike websites
    • Tax information abuse
    • Trademark ransom

    All of these forms of fraud are used to gain access to something – your back account, personal information, and more. Stolen money and information are just the beginning for the problem. Business identity theft can lead to credit score drops, IRS audit penalties, and a hit to your company’s reputation.

    Examples of employee identity theft

    There are several different ways that identity theft can wreak havoc on your employees’ personal lives.

    • Stolen debit cards, credit cards, or checks
    • Fraudulent change of address
    • Social security number fraud
    • Passport abuse
    • Drivers license misuse
    • Hacked email accounts

    It’s also important that attacks against your employees can impact your business in multiple ways. The most obvious issue is the personal toll that identity theft takes on your workers. According to Allstate, it can take up to 200 hours to resolve identity theft. That’s a lot of time and energy, and your employees may need to take time off to deal with the fallout caused by identity theft.

    There’s also the emotional impact of identity theft. The Identity Theft Resource Center reports that 86.7% of identity theft victims felt stressed, 90% couldn’t sleep properly, and 36.7% suffered from panic attacks. That level of emotional distress will distract your employees and most likely impact work performance, which is why safeguarding them from these issues can directly benefit your business.

    A phone with strong password protection, one way how to protect your business from identity theft.

    How To Prevent Identity Theft At Your Business

    Identify theft can happen to anyone, from a single person to a major corporation. However, that doesn’t mean you can’t take measures to prevent identity theft. Use the following measures to defend your business and employees from future identity theft attacks.

    Add extra security measures

    Protect your business by making it harder for fraudsters to access your information. One of the most common ways for people to steal a business’ or an employee’s identity is to access their private accounts – emails, social media accounts, and more. The following steps can help secure these accounts and shield them from intruders:

    • Use multi-factor authentication to log into accounts
    • Regularly change login information
    • Set password policies to dictate password strength and prevent password duplication across platforms
    • Store sensitive login information with a secure password management system

    Keep any software or computer systems up to date

    Outdated software and other tools can be targets for identity theft attempts. Make sure your business has an updated firewall, anti-virus software, anti-malware software, and pop-up blockers. Any other online tools that you use, such as customer relationship management software, should be as up-to-date as possible. If you have any virtual private networks (VPNs), double check that they were implemented correctly for any individuals accessing information offsite.

    Train employees

    The more prepared your employees are to spot potential identity theft attacks, the better. Conduct cybersecurity training to educate your employees about what to look out for during and outside of work. Teach employees how to spot phishing emails, scam texts, and other attempts.

    You should also highlight standard security protocols and best practices such as your password policies, how to set up multi-factor authentication, and more. Finally, let them know how to report questionable messages and other warning signs so that you and the rest of your business can stay safe.

    Offer identity theft protection benefits

    While you can take measures internally to defend against data breaches, there’s only so much that you can do to prevent identity theft outside of your business. Your employees are still at risk for data security attacks and stolen identities can still have major impacts on your employees’ personal lives and production on the job.

    Offering identity theft protection benefits can help safeguard your employees. These benefits can help protect your employee’s finances, social media accounts, and more during attacks. Identity theft protection also helps employees limit potential damage and quickly resolve the situation.

    What To Do If Your Business Identity Is Stolen

    Despite your best efforts, there are times when your business may be a victim of identity theft. The good news is that there are additional steps you can take if someone has stolen sensitive data and personal information from your business. The IRS recommends taking the following actions if your business information is compromised:

    • Contact the IRS as soon as you believe someone is using your Employer Identification Number.
    • File a police report with the local police department.
    • Review and reconcile any account statements as soon as you receive them.
    • Review all business registration information online and look for suspicious activity in bank accounts, online accounts, and any other pertinent sources.
    • Contact one of the three credit reporting companies – Equifax, Experian, or TransUnion – to place a 90-day fraud alert on your credit reports. Once you contact one company, it must tell the other two to do the same.
    • Request a credit freeze from each of the three reporting companies.
    • Close any accounts that may have been compromised or tampered with during or after the attack.
    • File a complaint with the Federal Trade Commission.
    • Stay on alert for suspicious activity and conduct regular business credit reviews every year.

    Protect Your Business From Identity Theft

    Between on-site safety and online security, it’s vital to make your small business as safe as possible. That’s why GMS helps employers protect themselves and their employees from identity theft.

    Our goal is to make your small business simpler, safer, and stronger. In addition to providing expert payroll, benefits administration, and other HR management services, we provide clients access to GMS Connect. This cutting edge software allows users to securely access all their employee data online. We can also help you offer additional benefits such as identity theft protection to protect your employees and enhance your benefits package.

    Contact GMS today to talk to one of our experts about how GMS can save you time and protect your business through benefits administration and other services.

  • As a small business owner, it’s difficult to find the right balance between a competitive benefits package and your budget. Fortunately, offering voluntary disability insurance is one way to support employees without breaking the bank.

    In 2020, the Bureau of Labor Statistics (BLS) found that short-term disability (STD) was available to only 40% of civilian workers, while long-term disability (LTD) was only available to 35%. While most employees don’t have disability insurance, it does create an opportunity for employers.

    Do you want to stand out from competitors and provide employees with a way to protect their income? Offering short and long-term disability insurance is a more cost-effective way to recruit and retain top talent. Read more about how voluntary disability insurance works and the benefits of providing your employees with this benefit.

    What Is Short-Term And Long-Term Disability Insurance?

    Short-term and long-term disability insurance helps answer the difficult question, “How much do I pay an employee who has suffered from an illness or injury after they’ve exhausted their sick leave?”

    Short-term disability benefits are calculated as a percentage of weekly wages (up to 60% or 2/3 of weekly income) and usually have a maximum benefit of $1,500 to $2,000 weekly. It pays an employee a portion of their salary in situations when they experience a non-job-related illness, injury, or medical issue that stops them from working for a limited time. Long-term disability is similar, but provides financial benefits over longer periods of time.

    What’s The Difference Between Short-Term And Long-Term Disability?

    Short-term and long-term disability follow the same calculation: employees receive up to 60% or 2/3 of their weekly income. The main difference between STD and LTD is the waiting period and how long it lasts. LTD’s waiting period can take anywhere between three to six months, and coverage typically doesn’t last any longer than three years.

    How Much Does Disability Insurance Cost?

    In 2022, the BLS reported that, on average, hourly costs per hour worked for STD was $0.08, while LTD was $0.05. Those hourly costs are a notable decrease from years past, making disability insurance more cost-effective than before. These estimates allow employers to estimate how much offering voluntary disability insurance will cost their business.

    For example, let’s calculate the estimated disability insurance costs for a full-time worker. Someone working 40 hours per week for 52 weeks will work an estimated 2,080 total hours in a year. We can use these hours to determine a potential annual cost for STD, LTD, and a combination of both benefits:

    • STD = 2,080 hours x $0.08 per hour = $166.40 annually
    • LTD = $2,080 hours x $0.05 per hour = $104 annually
    • STD and LTD combined = $270.40 annually

    This is an estimate for one full-time employee, so you’ll need to do the math to calculate costs for your entire eligible workforce. For that equation, you can use a total annual hour estimate for any employees eligible for voluntary disability insurance. The resulting number will give you an idea of how much this benefit would cost your business.

    A woman with an injured arm signing up for voluntary disability insurance.

    Does Offering Voluntary Disability Insurance Benefit Small Businesses?

    While voluntary disability insurance is an additional expense, that extra money is a good investment. There are plenty of ways that offering voluntary disability insurance benefits employers, such as attracting new employees, enhancing current employee loyalty, and helping employees return to work.

    Attract new employees

    STD and LTD fall under “voluntary disability insurance” because only California, Hawaii, New Jersey, New York, and Rhode Island require that employers offer STD and LTD by law. However, MetLife’s annual report on workplace trends found that 51% of employees see disability insurance as a must-have. That desire for disability benefits means that offering STD and LTD can help you attract more talented employees than before.

    Enhance current employee loyalty

    Employees like working for places that support their overall wellbeing. The Council for Disability Awareness (CDA) reported that 62% of employers care that their jobs offer them more financial security through their benefits package. In addition, the CDA reported that 64% of employees would be more loyal to their current employer if they had benefit choices. An extra show of support can help keep your employees happy, which means they’re more likely to stay and be productive.

    Additionally, an Aflac study revealed that 59% of individuals working at small companies are willing to accept slightly lower pay with better benefits. If you’re brainstorming how to keep employees engaged without increasing wages, offering STD and LTD might be an option. Since the average cost per full-time employee is $270.40 a year, it might be more cost-effective to offer employees disability insurance versus increasing wages.

    Help employees return to work

    Poor employee retention hurts your business’ bottom line. If an employee ends up out of work because of a disability, they may leave for a job that offers them insurance in case of a future issue. Replacing lost workers is quite an expense when the Society of Human Resource Management (SHRM) reports that the average cost to hire a new employee is $4,638.

    Certain disability insurance options offer rehabilitative programs to help employees heal sooner. When an employee prematurely returns to work with an unhealed injury, they won’t be as productive or may create additional issues. These programs can help workers heal properly and get back to full strength more quickly.

    GMS Offers Comprehensive Supplemental Benefits

    Supplemental benefits are a strategic tool that help you keep and attract valuable employees. The need for competitive benefits is why GMS partners with small businesses to manage their benefits administration.

    GMS partners with credible health insurance companies to provide you and your team with supplemental benefits that can complement a traditional group health plan. Contact GMS today if you’re looking for PEO experts to help you find the best and most affordable supplemental insurance plans for your employees.

  • Assembly Bill (AB) 152 would extend California’s COVID-19 supplemental paid sick leave (SPSL) to December 31st, 2022. The California SPSL law is set to expire on September 30th, 2022, if Governor Gavin Newsom does not sign the bill. The law provides qualified full-time California employees with up to 80 hours of SPSL when they cannot work for the following reasons related to COVID-19:

    You are caring for yourself: 

    • Subject to a quarantine or isolation period
    • Advised by a healthcare provider to quarantine 
    • Experiencing COVID-19-related symptoms and seeking a medical diagnosis

    You are caring for a family member:

    • Child whose school or place of care is closed or otherwise unavailable for reasons related to COVID-19 on the premises
    • A family member who has COVID-19 or who is subject to a quarantine or isolation period

    Vaccine-related – you or a family member are: 

    • Attending an appointment to receive a vaccine
    • Recovering from symptoms of a vaccine

    How AB 152 Could Help Small Businesses

    If AB 152 is approved, it will establish the California Small Business and Nonprofit COVID-19 Relief Grant Program within the Governor’s Office of Business and Economic Development (GO-Biz). GO-Biz serves as the State of California’s leader for job growth, economic development, and business assistance efforts. The program would provide small businesses and nonprofit organizations grants up to $50,000 but “no more than the actual costs incurred for” SPSL between January 1st, 2022, and December 31st, 2022.

    In addition, employers would not be obligated to provide additional COVID-19 SPSL to employees who have already used their allotment for 2022. Employers should evaluate whether SPSL obligations pertain to their employees and whether they qualify for the small-business grant relief.

    GMS Is Here For Additional Support 

    While rules and regulations are constantly changing for small business owners, GMS experts are here to set you at ease. Our team partners with small business owners to take on the HR administrative burdens that shouldn’t stop you from growing your business. We will keep you up-to-date on rules and regulations vital to your business. In addition, we provide small businesses with benefits outsourcing services that allow your business to offer competitive, cost-effective benefits. Contact us today.