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  • As your business grows, so does your to-do list. Managing it all in-house becomes increasingly complex. While professional employer organizations (PEOs) are often associated with startups or small businesses, the reality is that midsize and fast-growing companies are some of the biggest beneficiaries of the PEO model. 

     

    If you’re expanding your workforce, entering new markets, or struggling to keep up with human resources (HR) demands, partnering with a PEO is a smart, strategic move. 

     

    Scalable HR Support Without Increasing Your Headcount 

    When companies grow rapidly, their internal resources, especially in Human Resources (HR), often struggle to keep up. You may need support with compliance, payroll, benefits administration, and employee relations simultaneously. Hiring full-time specialists for each of these functions can be expensive and time-consuming. 

     

    A PEO offers your organization access to expert HR professionals. They become an extension of your internal team, handling the day-to-day tasks and complex compliance matters, so your staff can stay focused on big-picture goals. 

     

    Support for Multi-State Expansion 

    Expanding into new states is an exciting company milestone, but it introduces new layers of complexity. Each state has its own employment laws, tax codes, wage requirements, and workers’ compensation regulations. Staying compliant in multiple locations can be overwhelming for an internal HR team. 

     

    This is where a PEO’s co-employment model becomes especially valuable. In a co-employment relationship, your business maintains control over daily operations and management decisions, while the PEO becomes the employer of record for HR, benefits, payroll, and tax purposes. This allows the PEO to take on certain legal and administrative responsibilities on your behalf. 

     

    The PEO handles tasks such as registering for state unemployment insurance, managing workers’ compensation policies, processing payroll in accordance with state laws, and ensuring proper employee classification and documentation. This level of support gives your business the freedom to expand into new markets with confidence, knowing you’re backed by a team that’s focused on keeping you compliant and protected. 

     

    Simplified Operations Through Centralized Services 

    As companies grow, they often find themselves juggling multiple vendors and platforms for payroll, benefits, risk management, and other HR functions. Managing these systems separately creates inefficiencies, increases administrative workloads, and opens the door to costly errors. 

     

    A PEO simplifies this complexity by consolidating all your HR needs into one centralized solution. Everything from onboarding documents and time-off requests to payroll records and benefits enrollment is stored in a single, secure Human Resource Information System (HRIS). With all your employee data and HR functions housed under one digital roof, you can reduce paperwork, eliminate manual processes, and improve accuracy. 

     

    GMS Connect is our intuitive, all-in-one HR platform. It gives both employers and employees self-service access to payroll, benefits, tax documents, compliance tools, and more. Whether you’re tracking paid time off (PTO), submitting payroll, or preparing for year-end reporting, everything you need is just a few clicks away. 

     

    Access to Competitive Benefits at a Better Cost 

    Offering high-quality benefits is essential for attracting and retaining top talent. However, putting together a competitive benefits package on your own can be expensive and difficult to manage. 

     

    When you partner with a PEO like GMS, you gain access to benefits that are typically only available to larger organizations. Through GMS’ Master Health Plan, your business joins a larger pool of participating companies. This group buying power allows us to negotiate better rates, reduce volatility in renewal costs, and offer stronger coverage options for your employees. 

     

    In addition to health insurance, GMS offers a comprehensive suite of benefits, including dental, vision, life insurance, and more. These are all managed through one seamless platform, making it easier for your team to enroll and stay informed. 

     

    With better benefits and simplified administration, you can offer your employees more value, without overextending your budget or internal resources. 

     

    Why GMS Is the Right Partner for Growing Companies 

    Growth is a sign of success, but it also brings new challenges. As your business expands, you need an HR strategy that can scale with you, adapt to new markets, and support your team throughout the process. 

     

    At GMS, we specialize in helping growing companies streamline their HR, payroll, and benefits through our full-service PEO model. Whether you’re entering new states, looking to reduce administrative burdens, or trying to offer more competitive employee benefits, we’re here to make it easier. Our team of experts becomes an extension of yours, providing proactive support, compliance guidance, and the tools you need to grow with confidence. 

     

    Ready to simplify your HR and fuel your growth? Request a quote today! 

  • The U.S. Department of Homeland Security (DHS) is ending its temporary COVID-19 related policy which allowed employers to use expired List B identity documents when it came to I-9 forms. As a result, expired identity documents will no longer be accepted to verify an employee’s eligibility to work beginning May 1, 2022.

    Authorities were unable to renew List B identity documents in a timely manner after COVID-19 became active in 2020, which allowed employees to temporarily present expired identity documents. Any employee who has provided employers with expired documents from May 1, 2020- April 30, 2022, will now be required to update their I-9s by July 31st, 2022.

    According to DHS: 

    • Any employee who previously presented an expired List B document and is currently still an employee, must provide an updated document establishing their identity.
    • No action is required if the employee is no longer employed by the company.

    There is separate COVID-19-related guidance that allows employers to review Form I-9 documents virtually, which is different than this DHS announcement. Reviewing Form I-9 documents virtually is in effect until at least April 30th, 2022. Dawn Lurie, Senior Counsel in the immigration practice group stated, “The announcement signals to us that we are nearing the end of the COVID-19 relaxation of the in-person review policy, which means that companies should start to address the population of folks that were virtually completed.”

    A violation in this regard could cost anywhere from $234 to thousands of dollars. Stacey Larotonda, GMS’ Vice President of Client Services, shares, “While some business owners think they are being cost savvy by keeping their HR functions in-house, they’re actually gambling on how expensive an overlooked error could be. All too often we see business owners being slapped with large fines, simply because they didn’t know better or weren’t keeping up with these legislative changes.”

    Regulatory compliance is complex and ever-changing. For our 2,000+ clients across the country, GMS handles these responsibilities so the business owners don’t have to. Get in touch today.