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  • As a business owner, staying up to date with the latest regulations and laws related to your industry is important. However, with the effective dates of the Providing Urgent Maternal Protections (PUMP) Act Enforcement and the Pregnant Workers Fairness Act (PWFA) quickly approaching, managers must ensure they are well equipped to navigate these new regulations. The PUMP Act and PWFA are significant legislative updates impacting many businesses. They will require company operations to change, and managers need to understand what these changes entail.

    But first, let’s refresh ourselves on what these laws are.

    PUMP Act

    The PUMP Act was passed as part of the federal spending bill by Congress and signed into law by President Biden in December 2022. It ultimately extends workplace lactation protections to the majority of breastfeeding employees throughout the country. It amends the 2010 federal Fair Labor Standards Act (FLSA) law “Break Time for Nursing Mothers” that previously mandated workplace lactation accommodation protections. Employers must provide reasonable break time and a private non-bathroom space to pump for up to one year after a child’s birth. The PUMP Act grants these same protections to exempt and non-exempt employees and includes the right to sue for the following:

    • Lost wages
    • Emotional distress
    • Punitive damages 
    • Attorney feed 

    The PUMP Act goes into effect on April 28th, 2023. 

    Understanding PWFA

    PWFA will require employers to reasonably accommodate workers for known limitations related to pregnancy, childbirth, or related medical conditions. This act applies to all employers with 15 or more employees. Pregnancy discrimination was already prohibited by the Pregnancy Discrimination Act (PDA) of 1978. In addition, the Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations to employees with certain conditions related to pregnancy that qualify as a disability. However, many other common pregnancy-related conditions are not covered. That’s where PWFA comes into play – it extends protections similar to those provided under the ADA. It now accommodates the known limitations related to a qualified employee’s pregnancy, childbirth, and related medical conditions.

    PWFA takes effect on June 27th, 2023.

    What You And Your Managers Should Understand

    Now it’s time to discuss what your managers should be cognizant of should an employee allege their employer isn’t complying with these laws. With these effective dates approaching rapidly, what can you do to implement these requirements? Here are a few actions you and your managers should consider taking:

    -Review and update policies: Employers should review their lactation accommodations, break times, and paid leave policies to ensure they comply with the new requirements under the PUMP Act and PWFA. In addition, your employee handbooks should be updated to reflect the changes.

    -Provide training: You should train your managers or leaders within your organization on the new laws so they can answer employee questions and ensure compliance.

    -Provide lactation accommodations: You must provide a private space, other than a bathroom, for employees to lactate. This space should be away from all employees and free from possible intrusions. In addition, you must provide reasonable break time for employees who need to breastfeed.

    -Consider flexible work arrangements: Employers should consider offering flexible work arrangements such as a work-from-home option to help employees balance their work and caregiving responsibilities.

    -Review record-keeping procedures: You must maintain records of lactation accommodations and break times provided to employees for three years. Consider reviewing your record-keeping procedures to ensure you comply with the new requirements.

    Seems Like A Lot, Right?

    As the second quarter of 2023 is in full swing, you have many responsibilities on your plate. We get it. The last thing you need right now is to get fined for not complying with yet another law. However, your employees are your greatest asset, and you must ensure they have a safe and welcoming environment. Have you considered partnering with a professional employer organization (PEO) to help you implement these changes? If you partner with a PEO such as Group Management Services (GMS), you gain access to HR experts that know the ins and outs of the PUMP Act and PWFA. We’re here every step of the way to ensure your business is compliant. Whether we need to update your employee handbook, create and implement policies and procedures, or provide you and your managers with training so you can better understand what these laws mean, we’ve got you covered. Contact us today so we can set you on the path to success.

  • 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.

  • 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.

  • In recent years, there has been a growing trend in the U.S. to provide paid sick leave for employees, with California being one of those states. While many states don’t require paid sick leave, California mandates it. Senate Bill 616 (SB 616) was introduced on February 15th, 2023, and would increase the number of paid sick leave days for California employees by amending Labor Code Section 246. Labor Code Section 246, also called the California Paid Sick Leave Law, requires employers to provide and allow employees to use at least 24 hours, or three days, of paid sick leave per year.

    Under the current law, employees must work for at least 30 days for the same employer in a 12-month period in order to qualify. The accrual begins on the employee’s hire date. Employers can limit the paid sick leave employees can use in one year to 24 hours or three days.

    Understanding SB 616

    If SB 616 passes, it would raise the employer’s authorized limit on paid sick leave to seven days or 56 hours. The current law in California allows an employer to limit an employee’s total accrual of paid sick leave to 48 hours or six days, provided that an employee’s rights to accrue and use paid sick leave are not otherwise limited. SB 616 would increase those accrual thresholds for paid sick leave to 112 hours or 14 days for unused sick time. In addition, SB 616 would increase the sick leave accrual rate for providers of in-home supportive services and waiver personal care services to 56 hours or seven days each year of employment. SB 616 applies to all employees who work in California for the same employer for at least 30 days within a year from the start of employment.

    You are not required to accrue or carry over paid leave if employees receive their full amount of leave at the beginning of each calendar year or 12-month period. In addition, you’re not required to compensate employees for their accrued, unused sick days upon termination, resignation, or retirement.

    If passed, SB 616 would go into effect beginning January 1st, 2024.

    Your Responsibility As A Business Owner

    As a new bill is waiting for approval, it’s essential as a business owner to take proactive steps to ensure you comply with the new law. If you’re a business owner in California, consider revising your current leave policies, if needed. The bill will require you to provide a written notice about the amount of paid sick leave available. At GMS, we understand this can be overwhelming and challenging to handle on your own. When you partner with us, we provide you with a hands-on approach and tackle these challenges together. Our HR experts will implement new HR policies in your handbook, write your written notice in reference to the updated paid sick leave bill, and so much more. Let us help you sleep peacefully at night and contact us today to get started!

  • President Biden’s budget for the fiscal year 2024 proposes establishing a national paid family and medical leave program. This would give workers up to 12 weeks off to tend to a newborn, recover, or care for a family member. In addition, it would include three days of bereavement leave. Biden released a $6.8 trillion budget plan for 2024 which contains a $325 billion commitment to a comprehensive, permanent paid family and medical leave program.

    Beyond the 12 weeks of family and medical leave, the budget also seeks to ensure that families can afford to care for their children, with $600 billion allocated toward making childcare more affordable and accessible. The Department of Labor reported that families spend at least eight percent of their income on childcare costs.

    What This Means

    Currently, the U.S. is one of the few developed countries that doesn’t have a national paid family leave program. While the Family and Medical Leave Act (FMLA) provides eligible workers with up to 12 weeks of unpaid leave for specific reasons, many workers can’t afford to take unpaid time off. Only 21% of workers in the U.S. have access to paid family leave through their employers.

    Biden’s proposal would change that by creating a federal paid family leave program that would be available to all employees, regardless of the size of their employer or how long they’ve been with the company. The proposal also includes measures to ensure that small businesses aren’t burdened by the program, making it easier for workers to access the benefits.

    There are many benefits of a paid family leave program. For employees, it means they can take time off to care for a new child or a sick family member without worrying about losing their job or their income. This can be especially important for low-wage workers who may not have savings to fall back on. For business owners, it can help attract and retain talent by offering a valuable benefit many workers prioritize when searching for a job.

    While all these benefits sound great, it also leads to concerns, including the potential costs for employers and the government. Some have argued that the payroll taxes necessary to fund the program would be too burdensome, especially for small businesses.

    What To Do As A Business Owner

    Despite the concerns, the benefits of a paid family leave program are clear and are an issue that has broad support among U.S. employees. While we wait to see if the program passes, it’s essential as a business owner to take proactive measures to ensure your employees receive the benefits they want and need. A professional employer organization (PEO) such as Group Management Services (GMS) can provide invaluable support to employers and employees regarding family leave policies. One of the main benefits of working with GMS is that we offer a comprehensive benefits package that can include paid family leave. In addition, we help you develop and implement family leave policies that comply with state and federal regulations. This ensures your business complies with the law and avoids potential legal issues. Contact our HR experts to learn how we can help your business.

  • We’ve discussed it before, and we’re here to discuss it again – telehealth. The COVID-19 pandemic transformed our lives in ways we never knew were possible. From working remotely to completely separating ourselves from everyone, it was undoubtedly a shock to our systems. While the pandemic negatively affected our everyday lives, it certainly had a handful of positives. While telehealth was a thing of the past, it became more prevalent during the COVID-19 pandemic when we were all stuck at home. Continue reading to learn its benefits for business owners and their employees.

    What Is Telehealth?

    Telehealth, often referred to as telemedicine, allows your health care provider to care for you without an in-person office visit. You can talk to your health care provider live without having to leave your house, send and receive messages, and use remote monitoring so your health care provider can check on you at home.

    There is a variety of specialized care you can receive through telehealth, including the following:

    • Lab test or x-ray results
    • Mental health treatment, including online therapy, counseling, and medication management
    • Recurring conditions such as migraines or urinary tract infections
    • Skin conditions
    • Prescription management
    • Urgent care issues such as colds, coughs, and stomach aches
    • Post-surgical follow-up
    • Treatment and follow-up appointments for attention deficit disorder (ADD) and attention deficit hyperactivity disorder (ADHD)
    • Physical therapy and occupational therapy
    • Remote monitoring services that help you track your health goals and manage chronic conditions, including diabetes, high blood pressure, and high cholesterol

    Telehealth continues to be one of the fastest-growing trends after the COVID-19 pandemic. In 2021, nearly four in 10 American adults (39%) have now utilized remote health care services, representing an exponential growth from 2019.

    Let’s Take A Deep Dive Into What This Means For Employers

    Employees are looking for benefits that reflect their culture and values. You can see this throughout the Great Resignation when 43% of employees quit their jobs and left for better benefits. The following are the benefits of providing your employees with access to telehealth which can promote equity and make for a more inclusive benefits environment:

    • Provider diversity options
    • Accessibility and convenience
    • Safety
    • Affordability – saves employees money
    • Offers speedy access to care
    • Supports mental well-being
    • Provides competitive advantage
    • Enhances productivity and performance

    A significant part of retaining a productive and diverse workforce is ensuring your employees feel appreciated and cared for. Providing this benefit to your employees allows them to communicate with health professionals without visiting a doctor’s office.

    Telehealth also means saving you time and money. Employers can reduce costs and cut down on missed work related to health issues. Ultimately, telemedicine helps employers in lowering the expense of their health care plans. A study by the Jefferson Health System dictated that each avoided emergency department visit accumulated cost savings ranging from $309 to more than $1,500. Telehealth visits cost, on average, $79 compared to $146 for a doctor’s visit and $1,734 for an emergency room visit.

    GMS Can Help

    Looking at the advantages telehealth provides your employees, and your business is a no-brainer. Telehealth is a benefit you should begin offering to your employees. Group Management Services (GMS) provides your employees with 24/7 access to a free doctor as part of our premier employee benefits administration service through Teladoc. The convenience of Telehealth saves you and your employees time by cutting out travel and sitting in waiting rooms. In addition, it limits the need to take time off work to fit an employee’s ailments into a doctor’s schedule and cuts out costly co-pays. At the end of the day, healthy employees are good for every business. Contact our HR experts about adding telehealth services to your business’s health plan. You’re just one click away from helping your employees stay healthy and productive.

  • Your employees spend the vast majority of their waking hours in the workplace. Whether they’re conducting work in the office or in a remote office, employees are managing workloads, engaging with customers and other employees, and are tasked with the daily pressures of performing their job duties. This ultimately leads to poor mental health at work.

    To improve the well-being of your workforce, have you considered enhancing your employees’ benefits package? You’re most likely familiar with benefits such as health insurance, retirement plan options, vision and dental insurance, pet insurance, and more; however, perhaps an employee assistance program (EAP) could be the perfect fit for your business.

    Continue reading to better understand what an EAP is and its benefits for your business.

    What Is An EAP?

    An EAP is a voluntary, work-based program offering free and confidential assessments, short-term counseling, referrals, and follow-up services to employees with personal and work-related problems. They typically offer employees free counseling benefits, which are usually alongside a company’s health insurance plan, so they have a stable and reliable outlet for managing workplace stress and anxiety.

    How Does An EAP Work?

    An EAP aims to connect employees with counselors and other support resources when they’re struggling, whether in their personal life or with work. Typically, the resources provided through an EAP are free, with a 24/7 line your employees can call. Calls are completely confidential and administered through a third-party provider. This allows your employees to feel comfortable expressing their problems to someone whom they can trust and rely on for support.

    The following are common areas that an EAP can help your employees with: 

    • Nutrition 
    • Anxiety
    • Depression
    • Grief during the loss of a loved one
    • Legal issues
    • Relationship issues
    • Basic medical advice
    • Finances
    • Substance abuse

    An EAP is designed to assist your employees in the interim; it’s not a long-term solution. When your employees talk to an EAP professional, they help them identify the root of the problem and then provide an action plan. If additional measures should be taken, that will be determined as well.

    Benefits Of Having An EAP Within Your Business

    Life’s challenges can negatively impact your employees’ productivity and performance when they cannot cope with them. When you provide them with an EAP, they gain access to resources to help them cope with their situations and speak to someone during challenging times. Ultimately, it can even benefit you, the employer, as it can reduce the negative impact on your company’s bottom line and overall morale. Alongside that, the following are the benefits of offering an EAP at your business:

    • Improved productivity 
    • Stress management
    • Decreased absenteeism 
    • Reduced accidents and fewer workers’ compensation claims 
    • Greater employee retention
    • Affordable resources
    • Employee-focused culture 

    How Do I Create A Successful EAP?

    The most critical step in creating a successful EAP is asking your employees what services would be beneficial to them. Consider following the below steps when creating your own EAP within your business:

    1. Gather employee feedback – Ask your employees where they’re struggling and what They believe may remedy the situation.
    2. Explore provider offerings – There are many EAP providers, each having its own plans and services. Be sure you do your research and weigh out all the options to determine which one would be the right fit for you and your employees.
    3. Compare the numbers – Every plan has its own limitations on the number of covered employees, the number of services offered, and how often your employees can access the service.
    4. Integrate it within your existing benefits plan – Once you find the right plan, it’s time to work with your EAP provider to integrate the services into your existing benefits package.

    Partner With GMS

    When you partner with a professional employer organization (PEO) like Group Management Services (GMS), you gain a partner that will help you implement this within your business every step of the way. In addition, GMS has contracted with Espyr to provide employees and their family members with a comprehensive EAP. Our EAP provides your employees with the following services:

    • Legal and financial consultation 
    • Child care information 
    • Elder care services 
    • Adoption specialists 
    • Academic resources
    • Pet care services
    • Special needs services 

    Contact us today to learn more. 

  • When employees are set up for success, companies enjoy the benefits. Happy, motivated employees are likely to be more productive and satisfied with their jobs, reducing turnover. While there are many options you, as an employer, can provide to create a great place to work, there are factors outside of the workplace that have a direct impact on the overall well-being of your employees.

    An employee assistance program (EAP) is one tool employers can use to help stressed-out employees and improve morale and work performance. Let’s break down what an EAP does, how it benefits both employers and employees, and how your company can get the most out of its program.

    What Is An Employee Assistance Program?

    The Society for Human Resource Management (SHRM) defines an EAP as “a work-based intervention program designed to assist employees in resolving personal problems that may be adversely affecting the employee’s performance.” These intervention programs are designed to give employees support for private matters until they can find a more permanent solution.

    Employee assistance programs are a great way for businesses to improve their overall employee productivity and health. The programs provide employees with access to confidential counseling and support, as well as referral services for mental health care, substance abuse treatment, and other services. An ideal EAP should meet the criteria listed below:

    • Confidential – Given the personal nature of employee issues, EAPs should allow employees to seek support privately and anonymously.
    • Accessible – Services provided by an EAP should be accessible online and easy for employees to contact during and outside of work hours.
    • Available – Services should be readily available to all employees and immediate family members who are eligible for the program.
    • Short-term – EAPs aren’t meant to be permanent sources of aid. The services an EAP provides are designed to give employees access to key services and short-term help until they can find a good, long-term solution.

    The exact form of support can differ greatly from program to program; however the goal is the same – to give employees the support they need to address factors that impact their mental and emotional health.

    Examples Of Employee Assistance Programs

    The average EAP provides a wide range of services aimed at providing critical support for your workforce, but the exact offering can vary from program to program. It’s most common for EAPs to address a number of personal issues, including the following concerns:

    • Relationship challenges
    • Grief over the loss of a loved one
    • Financial or legal problems
    • Stress management
    • Mental health issues, including anxiety, depression, and PTSD
    • Substance abuse
    • Workplace or domestic violence
    • Crisis management

    EAPs offer confidential, professional counseling and support to employees, free of charge. Some can even be accessed via phone, text, or email 24 hours a day, 365 days a year.

    While EAPs were traditionally developed to support personal issues, modern programs have expanded to include further services. Employers have found that several additional stressors impact work-life balance and an employee’s future plans. As the workplace evolves, modern EAPs have also included the following forms of support:

    • Childcare
    • Eldercare
    • Adoption specialists 
    • Retirement planning
    • Living wills
    • Pet care
    • Academic and tutor resources
    • Personal and professional development

    Benefits Of Employee Assistance Programs

    More stress means more problems for both employees and employers. According to Gallup’s 2022 State of the Global Workforce Report, a whopping 57% of U.S. employees reported feeling stress on a daily basis. By alleviating that stress, EAPs can help businesses enjoy the following benefits:

    • Reduced absenteeism 
    • Increased productivity 
    • Better morale
    • Improved retention
    • Stronger applicant pools

    Reduced absenteeism

    Outside stressors can often lead to employees taking additional sick days or simply calling off to attend to personal issues. EAPs give employees the means to alleviate those stresses. A study by Federal Occupational Health (FOH) found that companies that offer EAPs saw a 69.2% decrease in absenteeism by giving employees access to various means of personal support.

    Increased productivity

    Just because employees are physically at work doesn’t mean that they’re productive. Behavioral health concerns such as stress, anxiety, or depression directly impact how engaged employees are at work. That same FOH study found that employees with access to assistance programs were 22.8% less checked out while on the job and more invested in their work.

    When an employee has an issue that’s causing them to miss work or perform poorly, it can trickle down to affect the entire department’s productivity. Having a program in place that helps individuals deal with these issues before they become a problem is a great way to be proactive.

    Better morale

    Another benefit the FOH found was that EAPs could improve employees’ sense of overall well-being. Studies found that EAPs increased users’ life satisfaction by 24.2% by addressing stressors that caused personal distress. In turn, employee morale is substantially better when employees take advantage of EAP services.

    Improved retention

    Simply put, stress makes good employees leave. EAPs show employees that your business cares about their well-being, making them less likely to suffer burnout or look for a fresh start somewhere else. In addition, EAPs can help prevent employees from being fired by helping them manage personal issues before they negatively impact their work performance.

    Stronger applicant pools

    Assistance programs can also encourage solid talent to join your business. According to SHRM, 76% of employees “Consider mental health benefits to be a critical factor when evaluating new jobs.” An EAP is a clear sign that your business takes employee mental health seriously.

    How To Get An Employee Assistance Program Started

    Getting started can be overwhelming. Here are some tips on how to launch an EAP plan:

    1. Decide what kind of EAP you want. Do you want one that caters specifically to your company’s needs, or do you want a one-size-fits-all program?
    2. Decide on a budget. Your budget will be an important consideration when choosing an EAP. You can calculate how much it will cost per employee by year or month to get a baseline—it might be less than you expect!
    3. Research different EAP providers—they should all have websites where you can read about their services and compare pricing and the benefits offered. Analyze the information from each provider and choose one that best fits the overall needs of your company.

    Another option is to contact your company’s insurance provider and see if they offer an EAP service. For a truly turn-key experience, you can hire a third-party agency to broker an EAP program for your business. It’s important to keep in mind that the size of your business may ultimately determine how many options are available to you.

    Once you have done the heavy lifting of choosing a program and getting an EAP in place for your business, it’s critical to focus on employee communication. It’s important that everyone in your organization, from HR to management, understands their role in the program and how to assist if an employee needs assistance from the program. In addition, it’s crucial that the EAP rollout is well communicated throughout your organization so that each employee understands the value of the program, what is being offered to them, and how to take advantage of this benefit.

    How To Maximize The Value Of Your Employee Assistance Program

    Offering an EAP is one step. Getting employees to use it is another. National studies find that EAP utilization averages just under 10%, but not because the programs are ineffective. SHRM reports a couple of key reasons for the low usage rate:

    • Privacy concerns – Employees either feel uncomfortable sharing personal issues or are afraid that employers will gain access to their personal health information.
    • Lack of promotion – Companies either don’t promote these programs efficiently, or employees aren’t aware of how to access services.

    Even with low participation numbers, employers who offered an EAP typically enjoyed a return on investment of at least $3 for every $1 spent, according to the 2020 Workplace Outcome Suite. Still, there are ways that businesses can encourage better EAP participation and receive even more value from their programs.

    Regularly promote EAP awareness 

    It’s not uncommon for employees to only hear about their EAP once during the onboarding process or when the program launches. It’s best to give employees regular reminders about their EAP and how to access these services. These reminders can come in multiple forms – during annual meetings, email updates, etc. Regardless of how you send the message, multiple reminders will only increase the odds that employees will utilize these services.

    Stress your commitment to privacy 

    It’s not always easy for individuals to admit they need help. That said, it’s essential to communicate that employees can privately access services online or on the phone around the clock.

    In addition, employees should understand that their interactions with these services are completely private and are not shared with the employer or others within the company. By stressing the private nature of an EAP, employees are more likely to explore these services on their own terms.

    Work with HR advocates

    It’s not always easy to manage the various aspects of benefits administration by yourself. Fortunately, you don’t have to promote and manage your EAP alone. The right EAP provider can help you maximize the effectiveness of your program.

    GMS partners with businesses to offer critical assistance and educate employees about how to best utilize these services. We help employers deliver a quality benefits package without having to spend the time to administer these benefits by themselves, including group health insurance, assistance programs, and more.

    Ready to enhance your employee benefits package? Contact us now about how GMS can help you save time and money through expert benefits administration.

  • With the state in which the economy is, employees and employers are struggling significantly. Whether it’s keeping up with the rise in prices for necessities or the labor shortage business owners are facing, these are challenging times. Employees need the support of their manager now more than ever to overcome these obstacles we’re all facing.

    As a business owner, the head of a company, or a manager with an organization, take a minute to think about whether you bring a positive impact on your employees’ mental health. Do you check in with your team regularly? You don’t have to discuss every detail of life outside of work. However, it’s essential that you let your employees know that you’re there for them if they need someone to talk to. Effective managers check in with their direct reports’ emotional state, are nurturing and ready to help, keep track of their direct reports’ goals, and offer constructive feedback.

    The Workforce Institute at UKG surveyed 3,400 individuals across 10 countries to spotlight the critical role our jobs, leadership, and managers play in supporting mental health in and outside work. Let’s see what they discovered.

    Survey Results

    Managers impact their employees’ mental health 69% more than doctors (51%) or therapists (41%) and even the same as a spouse or a partner (69%). More than 80% of employees would rather have good mental health than a high-paying job, and two-thirds would take a pay cut for a job that provides better support for mental wellness. In addition, work stress negatively impacted 71% of employees’ home life, 64% of their well-being, and 62% of their relationships. Finally, one in three employees said their managers fail to recognize their impact on their team’s mental well-being.

    Help Your Employees

    In an effort to avoid violating the Americans with Disabilities Act, non-discrimination laws, and confidentiality laws, leaders were previously taught to avoid discussing mental health with employees. However, in recent years, that’s no longer the case. Leaders are encouraged to check in with employees who appear distracted, tired, or stressed. To model work/life balance for your team, managers should share their challenges and stress-coping strategies. Managers who openly discuss stress convey the message that they can discuss their problems without feeling stigmatized. 83% of U.S. employees suffer from work-related stress, which causes around one million workers to miss work every day. Workplace stress typically makes up a substantial amount of the general mental health crisis. This could then lead to significant drops in productivity and burned-out employees.

    Consider Partnering With GMS

    Have you considered outsourcing your HR functions to a professional employer organization (PEO) like Group Management Services (GMS)? We take on the administrative burdens you don’t have the time or expertise to manage effectively. If you have employees that are struggling with their mental health, how can you help them? An easy step to help your employees is to enhance your benefits package. We work with you to create a unique benefits package that your employees want and need. Whether it’s adding mental health benefits or simply providing you access to telemedicine, we’ve got you covered. Telemedicine gives your employees free access to physicians around the clock, allowing them to connect via phone, video, or over the internet 24/7. It’s just one of the many benefits of our group health coverage. Interested in learning more about how you can help your employees? Contact us to learn more.