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

Request a call Login

  • Although health care costs are continually rising in today’s economy, the importance of offering health care and health benefits cannot be overstated. Employee health benefits have shifted from being a bonus to a fundamental requirement, no longer seen as a luxury but an essential part of a job.  Therefore, employers who invest in comprehensive, high-quality health benefits for their employees often see higher productivity, loyalty, and morale, all of which contribute to a company’s long-term success.  

    In recent years, a growing number of companies have begun offering a greater variety of health benefits to their employees. However, many still wonder what benefits they should offer and wonder how much health care offerings can really contribute to employee satisfaction, engagement, and productivity. Continue reading to discover how health benefits contribute to employee performance and what benefits are among the most popular. 

    What Are Health Care Benefits?

    Health care benefits are medical services and items that are covered by an insurance plan. This can include doctors’ visits, access to certain medications, hospital care, and more. Employers offer insurance plans to their employees to help pay for these expenses and treatments. Employers provide insurance plans to help their employees manage these expenses and treatments. While the Affordable Care Act (ACA) has certain requirements about what employers should offer, the plan type and extent of coverage vary by employer.  

    How Health Benefits Impact Productivity and Performance 

    Access to quality health benefits has a significant impact on employee performance in several ways. Companies that offer health benefits report that their employees are over one and a half times more productive and more likely to remain loyal to the organization. Higher productivity can manifest differently in various industries; for manufacturers, it may mean increased output, for entrepreneurs, it can translate to higher sales, and for construction workers, it might involve taking on more bids and jobs. 

    When employees have access to preventive care, can manage chronic conditions, and seek timely medical attention, they are less likely to miss work due to illness or injury. Benefits such as telemedicine, disability coverage, and wellness programs empower employees to address health concerns early, which reduces absenteeism and minimizes downtime. Furthermore, employees who feel physically and mentally supported can concentrate better on their work. Reduced stress related to medical costs or access to care enables employees to be more consistent and focused, ultimately leading to improved performance across teams. 

    Employee Engagement and Success 

    Robust health benefits play a significant role in employee morale. When workers feel that their employer genuinely cares about their health, it fosters increased trust and loyalty. Benefits packages that extend beyond basic medical coverage, such as dental, vision, and mental health support, signal that the organization values employees as individuals, not just as workers. 

    This sense of support strengthens engagement and creates a positive workplace culture. Employees who are satisfied with their benefits are more likely to advocate for their employer, collaborate effectively, and stay motivated. Over time, this results in lower turnover.  

    Popular Health Benefits Employees Want

    Recently, employees have been flocking to companies that promote flexibility and employee health. The workforce wants a job that offers schedule flexibility, comprehensive health coverage, and future career growth opportunities. For employers, this can look like offering: 

    Dental and Vision Coverage 

    Dental and vision benefits help employees maintain overall wellness while addressing everyday care needs. Offering vision and dental benefits can reduce health care costs through preventative care and provide your employees with access to medical professionals. These benefits are common among health care plans because of the diverse benefits they provide and the wide range of employees who utilize and need this type of care.

    Access to an HSA or FSA

    Offering a Health Savings Account (HSA) or a Flexible Spending Account (FSA) is beneficial to the employer and employee. The employee receives access to medical services and products at a lower cost through their employer’s plan. Both accounts offer tax-free contributions and withdrawals for qualified costs, but each have their own advantages depending on the individual’s needs. The employer enjoys lower payroll taxes and showcases their dedication to employee well-being.  

    Telemedicine Services 

    Telemedicine provides employees with convenient access to health care professionals, reducing the time and cost associated with traditional office visits. This gives the employer and employee time back by missing out on the travel and wait time associated with visits. Telemedicine can also reduce appointment stress for employees, as they don’t have to worry about timing, traffic, or any surprises as they head to their appointment, improving their focus and productivity. This flexibility supports faster care, fewer missed work hours, and improved work-life balance. 

    Retirement Plans 

    A great way to recruit and retain employees is through offering a retirement plan. This allows employees to invest in themselves and focus on their financial future, allowing them to be more focused and productive at work. Employers can choose a plan that works best for them and can decide how large of a contribution they want to make to their employees’ plan. This allows for greater flexibility for the employer and better financial security for the employee.  

    Health Care Plans and GMS

    Robust health benefits are a powerful investment in employees and the long-term success of your company. By supporting physical, mental, and financial well-being, employers can boost productivity, strengthen morale, and improve employee loyalty. While offering health benefits to your employees is an attractive option, it’s a complex and confusing process. 

    That’s where a third-party administrator like Group Management Services (GMS) can help. With our benefits administration services, we help business owners with their health care plans, supplemental insurance offerings, and retirement plans. We also offer ACA support, consolidated billing, and in-house claims processing. With GMS, we work to simplify benefits administration as much as possible, holding your hand every step of the way. Our offerings are cost-effective and can contribute to your bottom line and your long-term growth.  

    Discover more about our benefits administration services here! 

  • Colorado is the first state to offer employees paid leave to care for a hospitalized infant in the neonatal intensive care unit (NICU). This law went into effect on January 1 of this year and allows eligible employees to take paid leave to support a newborn or an infant receiving intensive care. This new benefit, Neonatal Care Leave, was created through Senate Bill 25-144 and expands the state’s existing Family and Medical Leave Insurance (FAMLI) program. While this legislation is groundbreaking for parents and qualifying employees, it comes with various implications that business owners need to understand.

    Family and Medical Leave Insurance 

    FAMLI is a government program that ensures Colorado workers have access to paid leave to care for themselves or their family during certain life events. Paid leave through FAMLI has been available since January 1st of 2024. Eligible Colorado employees can take up to 12 weeks of paid leave per year in order to: 

    1. Care for themselves or a family member experiencing a serious health condition. 
    2. Make arrangements for a family member’s military deployment. 
    3. Address the safety needs and impact of domestic violence or sexual assault. 
    4. To bond or care for a new child, including fostered or adopted children. 

    FAMLI Vs. FMLA 

    FAMLI and the Family and Medical Leave Act (FMLA) are similar pieces of legislation that focus on job-protected sick leave. While they are similar, there are notable differences that Colorado business owners need to be aware of. For example, FMLA is unpaid, job-protected leave, while FAMLI is paid, job-protected leave. Employees are eligible for FAMLI from the first day of employment if they meet the wage requirement, while FMLA only allows employees who work a certain number of hours before providing leave. Finally, FMLA is a federal law, meaning it applies to the entire country, while FAMLI applies to Colorado employees only.  

    Neonatal Care Leave Overview 

    Neonatal Care Leave is a new and additional type of paid leave under the FAMLI leave law. This leave allows eligible employees to take up to 12 weeks of paid time off while their newborn is receiving inpatient treatment in a NICU or a higher level of neonatal care. This leave only lasts the duration of the child’s NICU stay. Neonatal Care Leave is available to a broad range of caregivers, including biological, adoptive, step, and foster parents. 

    Eligibility extends to parents whose infants were born before January 1, 2026, as long as the child remains hospitalized in a NICU on or after the law’s effective date. 

    How Neonatal Care Leave Fits Within FAMLI 

    Neonatal Care Leave isn’t the only type of leave parents can utilize for paid leave. Under FAMLI, eligible employees can qualify for:   

    1. 12 weeks of Neonatal Care Leave (while the infant is hospitalized) 
    2. 12 weeks of bonding leave after the child is discharged 
    3. Up to four additional weeks if the birthing parent experiences pregnancy or childbirth complications 

    As a result, some employees may be eligible for up to 24–28 weeks of paid FAMLI leave in connection with the birth of a child requiring NICU care.  

    What Employers Should Do Now 

    Employers in Colorado, or those with employees in Colorado, should take proactive steps to ensure compliance with the Neonatal Care Leave policy. These steps could include updating employee handbooks and company leave policies to reflect these regulatory changes. Employers could also provide training and education for employees, so they understand their rights, the policy details, and eligibility requirements. Colorado employers should also consider working with a third-party partner to assist and consult on Neonatal Care Leave compliance efforts. 

    A First-in-the-Nation Policy With Broader Implications 

    For families facing the stress of a NICU stay, the new law provides meaningful financial stability and time to focus on their child’s health during a critical period. Colorado’s Neonatal Care Leave underscores the state’s commitment to supporting working families during some of their most challenging moments.  

    Group Management Services (GMS) can help Colorado business owners navigate Neonatal Care Leave and FAMLI obligations by providing expert guidance, HR support, and compliance assistance. GMS acts as a partner in compliance, HR, employee management, and business efficiency by consulting on regulatory changes, updating employee handbooks, and hosting training sessions on new laws. Employers should take action now and review existing leave policies, educate their teams, and partner with a trusted HR expert like GMS to ensure they are fully compliant and prepared for this expanded leave benefit. Take your first step towards compliance with GMS. Contact us today!  

  • As the new year approaches and labor market fluctuations continue, it’s more important than ever for business owners to focus on improving employee retention and implementing wellness initiatives. Employee retention rates and wellness policies often go hand in hand; prioritizing employee wellness can lead to better retention and increased loyalty. 

    Essentially, the more you prioritize your employees and their happiness, the more likely they are to engage at work and remain with the company long-term. A great way to prioritize employee wellness and retention is by investing in benefits and offering health care plans. Continue reading to discover more about what benefits business owners should provide and how they can benefit your employees and company.  

    The Advantages of Offering Employee Benefits 

    Recruitment 

    One of the greatest advantages of offering your employees robust benefits is that it makes your company more attractive to potential employees. People want to work for a company that genuinely cares about them and provides them with access to resources that can improve their lives. According to Aflac, 77% of organizations that offer supplemental insurance report that it helps with recruitment efforts. By offering employee benefit plans, business owners can attract top talent, helping them achieve business growth and success.  

    Retention 

    Given the uncertainty in the labor market and the economy, retaining top talent can be challenging. Retaining your current workforce not only improves operational efficiency but also reduces recruitment and hiring costs. Offering employee benefits plans is one of the most effective strategies for improving employee retention. When organizations provide comprehensive benefits, they show their employees that their long-term health, security, and well-being matter. This support fosters loyalty, making employees less likely to seek opportunities elsewhere. In a competitive job market, strong benefits packages can differentiate a company, turning satisfied employees into long-term team members and advocates for the organization. 

    Trust and productivity 

    Offering employee benefit plans can significantly boost productivity and trust within an organization. When employees feel secure about their health, finances, and overall well-being, they are less distracted by personal worries and more focused on their work. Benefits such as health insurance, retirement plans, and wellness programs demonstrate that the company values its workforce, fostering a deeper sense of loyalty and commitment. This trust develops greater engagement, reduces turnover, and creates a stronger workplace culture and long-term organizational success. 

    Employee Benefits That Make a Difference 

    Health Insurance 

    Health insurance plans are the most critical benefit for employees. They provide peace of mind and ensure access to necessary medical care, reducing stress and improving overall well-being. For employers, healthier employees mean fewer sick days and higher productivity. Offering comprehensive health coverage demonstrates that you care about your team’s health and financial security. Employers should also consider offering access to supplemental benefits plans, including dental, vision, and disability insurance. This enables employers to tailor their health benefits to meet the specific needs of their employees.  

    Retirement Plan

    Retirement plans, such as a 401(k) with employer matching, are another top priority for employees. These plans help employees plan for their future and build financial stability. Employers are able to match employee contributions, effectively adding to the employee’s nest egg. When employers contribute to retirement savings, it shows a long-term commitment to their workforce, which fosters loyalty and reduces turnover. Additionally, employer contributions are often tax-deductible, making this a smart financial move for businesses. 

    Paid Time Off (PTO) 

    Paid time off is essential for maintaining work-life balance. Employees need time to recharge, and when they do, they return more focused and productive. PTO also signals that your company values mental health and personal time, which is increasingly important in today’s workplace culture.

    Work From Home 

    Flexibility is an increasingly important perk that employees look for in a role and with a company. Providing resources that give your employees the ability to exercise work-life balance highlights your company’s dedication to employee health and happiness. By developing policies for work-from-home days or flexible scheduling, you’re investing in your employees and their long-term employment.  

    Mental Health Support

    Mental health is just as important as physical health. Providing access to counseling services, therapy sessions, or Employee Assistance Programs (EAPs) helps employees manage stress and maintain emotional well-being. This leads to higher morale, better focus, and reduced burnout. 

    Streamlined Benefits 

    Offering employee benefits is not just about compliance or perks—it’s about building a thriving, loyal workforce that drives your business forward. By investing in benefits, you invest in your people, and ultimately, in your company’s success. There are a myriad of benefits and health insurance plans to offer your employees, but enrollment and employee education can be overwhelming for business owners.  

    Luckily, there are companies like Group Management Services (GMS) that can assist companies with benefits administration, health care plans, and supplemental benefits. As a professional employer organization (PEO), we help you offer cost-effective, high-quality benefits that can compete with those of larger companies, all while saving you time and money. By partnering with GMS, you receive streamlined, all-in-one employee benefits solutions. Learn more about our offerings here!  

  • Open enrollment is a busy time for individuals with health insurance plans. Although the specific dates vary depending on the type of insurance, the state, and the employer, the overall process remains consistent. Open enrollment is the time when people can enroll in, update, change, or cancel their health insurance.  

    Many individuals enroll in a health insurance plan through their employer, which reduces the financial burden of health care costs such as doctor’s visits, medications, and more. It’s important to note that you cannot make changes to your health insurance plan outside of the open enrollment period unless you qualify for a special enrollment period. 

    Special Enrollment Periods 

    Whether you’re an employer or an employee, it’s important to understand special enrollment periods and what they entail. 

    Open enrollment is the only period for making changes to your health insurance. However, if you experience a qualifying life event, you can make these changes through a special enrollment period. Qualifying life events (QLE) are events that change your everyday life, such as getting married, losing your job, having a child, and more. QLEs include, but aren’t limited to the following:

    • Getting married, divorced, or separated
    • The death of a spouse or family member who shared your health plan
    • Having or adopting a child
    • Turning 26
    • A change in employment, leading to the loss of coverage
    • Moving your residence
    • See a list of other QLEs 

    While it is most common for people to qualify for a special enrollment period due to a QLE, several other situations may qualify someone for a special enrollment period. Such as: 

    • Becoming a United States citizen
    • Leaving incarceration
    • Experiencing a natural disaster such as an earthquake, hurricane, etc.
    • Learn more here 

    Assistance with Managing Enrollment Periods

    Open enrollment can already be a stressful and confusing time, but for employers, that stress can reach new heights. Managing different health insurance plans and costs can quickly become overwhelming, especially since all changes happen within that specific time frame. Employers also must be aware of employees who need to make health insurance changes during special enrollment periods and consistently review their current offerings to make the most cost-effective decision for their employees and company. Managing these changes is no easy feat, which is why business owners may look for assistance from a third-party company like Group Management Services (GMS).  

    GMS helps business owners manage open and special enrollment periods with our expert guidance, the help of a Benefits Account Manager, access to competitive group health plans, and administrative benefit support. GMS also offers business owners access to supplemental benefits, effectively reducing the cost and headaches that come from benefits administration. Contact us to learn more about how GMS can help your company during open enrollment and assist in managing special enrollment periods.  

  • As health care costs keep rising, both employees and employers are looking for ways to manage these expenses and make coverage more affordable. However, balancing these growing costs while ensuring employee satisfaction can be challenging for employers. To achieve this balance, employers can implement a variety of strategies to effectively lower health care costs while keeping employees happy, healthy, and productive. 

    What Do Health Care Costs Include

    Health care costs include all expenses related to maintaining or improving an individual’s health. While many services can fall under the umbrella of “health care”, these costs typically include accessing and utilizing health care services such as prescriptions, health insurance, doctors’ visits, deductibles, copayments, premiums, and more. While offering health care and health benefits can be expensive, they are essential to attract and retain top talent. Continue reading to learn a few ways you can reduce your health care costs.  

    Invest In Prevention

    Prevention is the best medicine, especially when it comes to health. By encouraging employees to focus on their health, either through developing healthy habits or scheduling regular check-ups, you help them focus on their current health and avoid future health issues. Regular check-ups, screenings, vaccinations, and telehealth appointments can significantly reduce long-term health care costs and prevent more serious and expensive conditions down the line. 

    Implement Wellness Programs

    Wellness programs are designed to enhance the health and wellness of individuals. They can focus on physical activity, nutrition, stress management, and mental health. According to a recent study, 91% of companies reported that their health care costs decreased because of their well-being program. These programs can include fitness challenges, stress management workshops, financial wellness resources, nutrition assistance, and more.  

    By fostering a culture of wellness, employers can reduce absenteeism, improve productivity, and increase morale. When employees feel supported, they are more likely to take better care of themselves and adopt healthier behaviors, which can lead to reduced use of health care benefits and ultimately lower health care costs. 

    Offer Telemedicine Services

    Telemedicine has expanded in the past decade, effectively transforming the health care landscape. Telemedicine provides employees with the ability to have a doctor’s appointment online. It provides greater efficiency and flexibility for physicians and patients alike. Employees are able to receive help for minor ailments and follow-up appointments, and receive faster care than going in person, reducing employee absenteeism and improving productivity. The convenience of telemedicine saves employees time by eliminating travel and waiting periods, and also reduces the need for time off work and costly co-payments. 

    Implement Additional Savings Accounts

    Another effective way to lower health care costs is by offering a Health Savings Account (HSA). An HSA is a special type of account that allows individuals to save money specifically for qualified health care expenses. With an HSA, contributions can be made tax-free as long as the funds are used for eligible medical expenses, which include deductibles and copayments. However, insurance premiums are generally not considered qualified medical expenses. To be eligible to contribute to an HSA, one must be enrolled in a high-deductible health plan (HDHP). These accounts can lower premium costs for employers and allow employees to save pre-tax dollars for medical expenses, giving them more control over their health care spending. 

    How CPEOs Lower Health Care Costs

    Reducing health care costs is a growing priority among business owners. While many business owners are reducing their coverage options to save money, this can leave employees vulnerable to higher health care-related expenses. Managing employee health plans isn’t an easy task, especially if you’re managing it alone. Luckily, Group Management Services (GMS), a certified professional employer organization (CPEO), can help you manage your employee benefits and the associated costs. 

    Our benefits experts can help you make the most of your benefits while saving you money. We provide expert guidance on health plan design and ensure compliance with the Internal Revenue Service (IRS). With our HSA and Federal Spending Account (FSA) administration services, we can simplify your account management. 

    We also provide comprehensive group health insurance plans that can reduce your premiums and deductibles. GMS represents more than 50,000 employees, which allows us to help businesses purchase group health insurance at rates up to 24% lower for employee premiums and up to 15% lower for family premiums compared to the U.S. average. 

    Employee health care and benefits are not easy to manage. That’s why having a knowledgeable partner to walk you through your options is essential. Contact us to learn how GMS can help simplify your health care and benefits today.  

  • Among many things, the COVID-19 pandemic changed how providers connected with patients worldwide. To stop the spread of COVID-19 early on, many providers postponed or canceled patients’ appointments. As a result, telehealth became a prominent source of patient care and monitoring. Telehealth provides individuals with easy access to providers while decreasing in-person contact with health care facilities and staff. Patients receive real-time interactions monitored through a smartphone, tablet, or computer. Pre-deductible telehealth coverage was included in the 2023 omnibus spending bill. The bill proposed that the telehealth pre-deductible coverage would remain available for an additional two years. On December 29th, 2022, President Joe Biden signed the $1.7 trillion spending bill into law. The bill included extending telehealth relief provision, which supported the 2020 Coronavirus Aid Relief and Economic Security Act (CARES). The CARES Act pushed payments to eligible adults, expanded unemployment insurance, and gave loan borrowers additional time to make payments.

    Understanding Pre-Deductible Coverage 

    Understanding how your deductible works is an integral part of getting the most out of your policy. It’s imperative to understand how pre-deductibles work within your business. Pre-deductible benefits are implemented when your plan starts – giving access to you and your employees before reaching the set deductible. This allows you and your employees to receive coverage while removing the financial barrier – allowing the use of essential medicines, medical devices, and diagnostic tests.

    Good news for employers: the bill’s provision allows health savings account (HSA) -qualifying high-deductible health plans (HDHPs) to cover telehealth and other remote-care service options on a pre-deductible basis. Additionally, an otherwise HSA-eligible individual can receive pre-deductible coverage for such remote-care services from a stand-alone vendor outside of the HDHP. In both cases, the pre-deductible telehealth coverage won’t affect an individual’s eligibility to make or receive HSA contributions. In short, this pre-deductible coverage has improved access to health care options, in a convenient and accessible way.

    Following the HSA contribution rules, employees remain eligible for telehealth without affecting their contributions. Individuals within your organization could receive remote care from vendors in and outside of one’s network.

    Remain Protected With GMS 

    When the world shut down amidst the COVID-19 pandemic, telehealth services reached an all-time high. As we transition out of that period, there are certain benefits employees want to stay – pre-deductible telehealth coverage being one of them. Luckily, it has been extended another two years, but still leaves uncertainty for the future thereafter. As a partner of GMS, you can receive affordable and convenient health consultations with licensed physicians. Additionally, Teladoc saves you and your employees time from sitting in waiting rooms, minimizing the need to take time off work. Through our partner, Teladoc, your employees can stay healthy and productive. Contact GMS today to learn more. 

  • Governor Ron DeSantis signed an executive order on Friday, July 8th at Cape Coral High School to increase transparency for prescription drug prices in Florida. The order would help make pharmacy benefit managers and third-party administrators of prescription drug programs, accountable when managing prescription drug benefits for insurance companies.

    Gov. DeSantis’s goal in signing this order is to create lower costs for prescription drugs in Florida. DeSantis says, “With food and gas costs on the rise, addressing the pharmaceutical costs is one area I can make a difference in.” He continues to state, “This executive order requires accountability and transparency for pharmaceutical middlemen when doing business within the state, thereby reducing the upward pressure on prescription drug costs.”

    The order directs all executive agencies to include the following in future contracts:  

    • Prohibit spread pricing 
    • Prohibit reimbursement callbacks 
    • Include data transparency and reporting requirements 
    • Review all rebates, payments, and relationships between pharmacies, insurers, and manufacturers 
    • Amend all current contracts they can with the same provisions 

    Additional Programs In Progress

    During the Drug Transparency Order signing, Gov. DeSantis’ administration is working on the Canadian Prescription Drug Importation Program. This will allow prescriptions from Canada to be imported when their prices are significantly lower than those in the United States. The Food and Drug Administration (FDA) has been reviewing this for the past 600 days. 

    By developing new programs after the Drug Transparency executive order, Gov. DeSantis’ administration can find effective ways for Florida residents to save money.

    Navigating Prescription Drug Transparency

    By partnering with GMS, you gain access to a handful of resources beneficial for your business. At GMS, we have a designated Rx specialist who works with your employees to find them the most cost-effective options. Our promise is to make your business operations simpler, safer, and stronger. Learn more by contacting us today. 

  • Effective January 1, 2022, the No Surprises Act went into effect with regard to emergency care and balance billing by non-network providers. An undoubtedly complex piece of legislation, GMS’ Vice President of Benefits Beth Kohmann experts share some of the key takeaways below.

    With this new ruling, if a group health plan covers any type of emergency care, then emergency care treatment rendered through the stabilization of the patient must be covered by the group health plan – even if services are rendered by a non-network provider. The group health plan must cover these services at the in-network level of benefits. The group health plan will consider these charges at a qualified payment amount level and negotiate (if the qualifying payment amount is appealed) with the non-network provider until an acceptable payment amount is reached. The patient cannot be balanced billed for the difference between the billed charge and the agreed-upon payment amount.

    This applies to such providers as facilities, emergency room physicians, anesthesiologists, and air ambulances. Ground ambulance providers are not subject to the above ruling and would be permitted to balance bill a patient for the difference between the total charge and the qualifying payment amount.

    The same applies to non-emergency care where the patient would have no choice of provider. For example, if a patient is having surgery at a network facility with a network surgeon and the anesthesiologist or outside laboratory are non-network providers, the group health plan must pay these providers at the in-network level of benefits and at a qualified payment amount (or a negotiated rate if the qualified payment amount is appealed). As above, the patient cannot be balance-billed for the difference between the billed charges and the agreed-upon payment amount.

    If the patient chooses treatment from a provider that is not in-network for services, for example, a surgical center or surgeon, that provider must inform the patient of the estimated fee, prior to rendering treatment, for their services and explain that they could be balance billed for any non-allowed amounts. This must be in writing and the patient will need to sign a document stating they acknowledge and understand that they could be balance billed.

    This ruling will apply to any claims incurred after January 1, 2022. To stay in the know with the latest legislation and compliance, be sure to subscribe to our email list. 

  • Occupational Safety And Health Administration’s COVID-19 Vaccine Mandate:
    In a 6-3 vote on Thursday, the Supreme Court ruled that it will not allow the Occupational Safety and Health Administration’s COVID-19 vaccine-or-test Emergency Temporary Standard (ETS). As you may recall, this ETS would’ve required employees at companies with 100 or more workers to either be fully vaccinated or test weekly for COVID. According to the majority vote, OSHA is empowered to set “workplace safety standards, not broad public health measures.”

    What Does This Mean For Employers?

    Although not certain, this most likely marks the end of the road for the OSHA ETS. Vice President of Client Services Stacey Larotonda notes employers do not need to enforce any vaccine or testing mandate the ETS would have required. Employers should continue to maintain robust and up-to-date COVID-19 safety protocols.

    Centers for Medicaid and Medicare Services (CMS) Vaccine Mandate Update:
    Unlike the ETS, the Supreme Court brought life back into the CMS Vaccine Mandate with a 5-4 vote, that determined that the Department of Health and Human Services, which operates the Medicare and Medicaid programs, did have the authority to issue its vaccine mandate. The vaccine mandate can be enforced for federally funded health care facilities.

    What Does This Mean For Employers?

    The CMS previously mandated a January 27, 2022 deadline for Phase 1 implementation, and a February 28, 2022 deadline for Phase 2 implementation. What is still unclear by the new ruling, is if the CMS will mandate the same deadlines or provide an extension. Until the CMS releases more information on the deadline, all healthcare providers subject to the CMS mandate should begin implementing their policies and procedures to comply with mandate requirements.

    While we continue to navigate these unprecedented times, you can remain in the know with the latest legislative updates by signing up for our email announcements.

  • As we near a whopping two years since the beginning of the COVID-19 pandemic, President Biden doubles down on his actions to protect Americans. With 59.9% of people fully vaccinated in the United States and the expanded availability of both booster shots and testing, the Biden administration hopes to limit the pandemic’s ongoing devastation. 

    On Thursday, December 2nd, the president announced his efforts to push all private-sector employees to offer paid time off in an effort to encourage individuals to receive their vaccine(s) and/or booster dose – a measure already offered to federal employees. Outside of the PTO incentive, highlights of the administration’s plan include free at-home tests covered by insurance, more rapid response teams to assist medical staff, and accelerating vaccination efforts. Additionally, the Transportation Security Administration will extend its requirements for all travelers to wear masks on airplanes, trains, and buses and in airports or train stations, through March 18th. 

    For workplaces, the CDC guidelines state that they should keep following prevention strategies by wearing a mask indoors and in highly transmissible areas. The vaccine mandate is still not being implemented and the law has not been passed for private-sector companies. The best cause of action for small businesses across the board is preparation and understanding. By partnering with GMS, you’ll remain in the know with all of the latest legal changes.