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  • As a business owner, it is essential to prioritize the health, wellness, and happiness of your employees for overall success. An effective way to support your workforce is by understanding their rights, adhering to employment laws, and implementing appropriate safety measures. 

    While there are various laws dedicated to managing the rights and health of employees, the Family and Medical Leave Act (FMLA) is one of the most important regulations that form the foundation of employment law. FMLA is a federal law that provides eligible employees up to 12 weeks per year of unpaid, job-protected leave for specific family or medical reasons.  

    Millions of workers take advantage of FMLA leave every year, making it an important law for employers to understand and enforce. Continue reading to learn more about the details of the FMLA and its requirements.  

    What Is FMLA?

    Life is unpredictable, and circumstances can arise where an employee is unable to continue focusing on their work. FMLA is designed to help employees who are experiencing specific family or medical problems by offering three months of leave per year to focus on caring for a family member or addressing their own health issues. This leave gives employees peace of mind that their job is secure while they care for a loved one and allows them to still use their health benefits.  

    Requirements for leave 

    Like other laws, there are specific requirements that must be met to utilize FMLA. Certain organizations are eligible to offer FMLA leave. Public agencies, including local, state, and federal employers, as well as education agencies, can utilize FMLA leave. Employers with 50 or more employees are also eligible to provide FMLA leave. 

    Employees using FMLA are eligible to take leave for any of the following reasons: 

    1. To care for an immediate family member with a serious health condition 
    2. For placement with the employee of a child for adoption or foster care 
    3. For the birth and care of the newborn child of an employee 
    4. When an employee is unable to work due to a serious health condition 
    5. For qualifying issues related to the employee’s spouse, child, or parent on active duty in the National Guard, Reserves, or Regular Armed Forces. 

    An employee is eligible to utilize FMLA if they:

    1. Work for a covered employer 
    2. They have worked with their employer for at least 12 months 
    3. Have worked at least 1,250 hours over the past 12 months 
    4. Work at a location where the company employs 50 people 

    Employer Best Practices for FMLA Compliance

    When it comes to regulatory compliance, employers must stay informed about changing laws and regulations. As laws change, it’s essential to not only stay informed but also communicate those updates clearly to your workforce.   Whether through a company-wide email or a town hall meeting, effective and consistent communication is crucial for fostering a loyal, educated, and prepared workforce.

    To further ensure compliance with FMLA, employers should regularly check government websites and stay informed about updates from industry leaders. Staying informed about regulatory changes is a proactive way to maintain compliance. Many companies also choose to hire a third-party administrator, such as a professional employer organization (PEO), to assist with employee management, compliance, and human resources (HR). 

    A Helping Hand with FMLA

    Group Management Services (GMS) is a certified PEO committed to helping business owners enhance their efficiency, ensure compliance, and effectively manage their workforce. Our team of HR experts specializes in FMLA compliance, providing services to review your current policies, advise on potential changes, and assist with related administrative tasks. We are here to answer any questions you may have regarding compliance, FMLA requirements, and more, serving as a supportive resource for your employee management needs. 

    Do you have a question about FMLA? We can help! Contact us to learn more.

  • An audit can be a daunting experience for any business owner. Government agencies expect your policies, records, and employee practices to align with current laws and regulations. When they don’t, the consequences can include penalties, fines, or even legal disputes. 

    Many human resources (HR) compliance issues aren’t the result of intentional neglect. More often, they happen because businesses are stretched thin and lack the time or resources to keep up with constantly changing requirements. 

    Staying prepared starts with understanding where mistakes most commonly occur and implementing the right processes to prevent them. In this blog, we’ll highlight the most frequent HR missteps and share practical ways to avoid unwanted attention from government regulators. 

    Outdated Employee Policies

    One of the most frequent errors companies make is failing to maintain an up-to-date employee handbook. Too often, businesses create a handbook once and never revisit it. However, laws and regulations around workplace safety, discrimination, wage and hour rules, and leave policies are constantly evolving. This can lead to inconsistent practices, employee confusion, and increased vulnerability during an audit. 

    To stay compliant, businesses should review and update their employee handbook at least annually, or whenever there are significant changes in employment law. Partnering with an HR expert or legal advisor can help ensure your policies reflect current requirements and industry best practices. 

    Lack of Documentation 

    Poor documentation is one of the most common and costly HR mistakes. When businesses fail to keep accurate records of employee performance, disciplinary actions, and terminations, they leave themselves vulnerable to legal challenges. Without a clear paper trail of performance conversations, warnings, and progressive discipline, it becomes difficult to defend against claims of wrongful termination or discrimination. 

    From an auditor’s perspective, missing or incomplete documentation signals that policies may not be applied consistently across the organization. This inconsistency can quickly raise red flags and lead to deeper scrutiny.

    To mitigate risk, businesses should implement a standardized process for documenting employee interactions and ensure that managers are trained to follow it. Consistent, detailed records not only protect the company but also promote fairness and transparency in the workplace. 

    Employee Misclassification 

    Misclassifying employees is a frequent and costly error that can lead to serious compliance issues. Determining whether a worker should be classified as an employee or an independent contractor, or whether they qualify for exempt or non-exempt status, requires careful consideration of federal and state guidelines. 

    Even when mistakes are unintentional, they can result in back pay, wage disputes, tax liabilities, and penalties. These issues often arise when businesses rely on outdated job descriptions or make assumptions without reviewing current labor laws. 

    To avoid these risks, companies should regularly evaluate job roles and responsibilities to ensure proper classification. Working with HR professionals or legal advisors can help confirm that classifications are accurate and compliant with the latest regulations. 

    Poor Recordkeeping Practices 

    Maintaining accurate and secure records is a critical part of HR compliance, yet it remains a common challenge for many businesses. From I-9 forms and payroll records to sensitive employee information, companies are required to follow strict guidelines regarding how long records must be retained and how securely they should be stored. 

    Losing or mishandling these documents can create serious audit risks. It can also expose the business to identity theft concerns or violations of laws such as the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), and the Health Insurance Portability and Accountability Act (HIPAA). 

    To stay compliant, businesses should implement a reliable recordkeeping system, ensure secure storage of sensitive information, and regularly review retention policies to align with current legal requirements. 

    Falling Behind on Employment Laws

    One of the most significant risks businesses face is failing to stay current with evolving employment laws. Regulations around minimum wage, overtime, paid leave, and workplace protections are constantly changing at both the federal and state levels. 

    What was compliant last year may no longer meet today’s standards. Without a system in place to monitor and respond to these updates, businesses can quickly fall behind and face penalties, fines, or legal action. 

    To remain compliant, companies should regularly review legislative updates, subscribe to trusted HR or legal resources, and consider working with professionals who specialize in employment law. Staying informed is essential to protecting your business and your employees. 

    GMS Helps You Stay Compliant 

    The good news is that these HR mistakes are preventable. HR compliance does not have to be overwhelming, but it does require a proactive approach. By regularly auditing your HR processes, keeping policies current, and maintaining accurate records, you can significantly reduce your risk of an audit. 

    Partnering with an experienced HR provider like Group Management Services (GMS) makes this process even easier. Our HR professionals conduct thorough HR audits to identify gaps, update your practices, and ensure you are following the latest regulations. We also provide the technology and support you need to manage employee records, streamline compliance tasks, and protect your business from unnecessary risk. 

    Compliance should not be something you only think about after a problem arises. With GMS by your side, you can stay ahead of changing requirements, minimize the chance of costly audits, and focus your time where it matters most: —growing your business. Contact us today to get started! 

  • The recruitment process involves searching through online job boards, reviewing resumes, conducting multiple interviews, writing job descriptions, and more. As a business owner, your time and energy should be focused on growing your business and improving your bottom line, rather than sifting through resumes and organizing phone interviews. 

    In recent years, recruitment has increasingly relied on artificial intelligence (AI). According to HR Dive, 57% of companies already use AI in hiring, and 74% believe it has improved the quality of their hires. While AI technology has helped companies by analyzing candidate language, handling communication, reviewing resumes, and scheduling interviews, there are still concerns surrounding potential AI bias and inaccuracies.  

    While it may look like AI is the future of employee recruitment, there are other ways for business owners to review potential candidates and streamline their hiring processes that don’t involve unreliable AI technology. One effective solution business owners can utilize is a professional employer organization (PEO) partnership.  

    PEOs and Recruitment

    Recruiting, hiring, and training employees can be time-consuming for employers, but teaming up with a PEO like Group Management Services (GMS) can simplify this process. 

    1. Knowledgeable team

    By partnering with a PEO, you gain access to a range of services and the support of a knowledgeable team of experts. Your dedicated human resources (HR) team serves as your main point of contact and is available to assist with any questions or concerns related to the recruitment process, HR compliance, specific candidates, and more. GMS’ recruitment team can help you write job descriptions, job ads, and implement effective recruitment strategies. They can review applicants and conduct phone interviews, providing you with the extra support needed to hire the right candidate. 

    2. Partnerships with job boards and applicant tracking

    One of the most challenging aspects of recruitment is attracting the right candidates. It can be difficult to find individuals who are experienced, focused, and have the specific skills required for the role. GMS’ partnership with Indeed and LinkedIn simplifies the job posting process by reaching a broader pool of applicants.  

    3. Assistance in managing the recruitment process

    The recruitment process involves managing multiple responsibilities at once. At GMS, our team is fully equipped to support every stage of the recruitment process, including crafting compelling job descriptions, posting openings, reviewing resumes, and conducting phone interviews. Business owners gain access to powerful tools that simplify and optimize hiring workflows through our Applicant Tracking System (ATS) and GMS Connect. An ATS tracks potential candidates throughout the hiring journey and provides valuable insights to business owners and our recruitment team. Onboarding and training are seamlessly managed through GMS Connect, our advanced Human Resources Information System (HRIS), designed to simplify and enhance the employee experience. 

    Negative Impacts of Using AI In Recruiting

    While there are several benefits to using AI for employee recruitment, such as cost reduction, task automation, and interview assistance, it also comes with notable drawbacks that business owners should carefully consider. Utilizing AI technology can lead to potential privacy concerns and HR compliance risks. Many organizations haven’t established policies for AI, which increases the risk of non-compliance and privacy violations.  These violations can lead to employee distrust and monetary penalties. AI technology also has a history of reinforcing bias, leading to unfair treatment of certain demographic groups.  

    GMS acts as your recruitment partner by providing your company with the knowledge, technological support, and expertise needed to interview and hire the right candidate for your open positions. Whether you need help with writing that perfect job description, have questions about the interview process, or need help posting a new open position online, we can lend a helping hand. Running a business is challenging enough; let us take on the administrative burdens associated with employee recruitment. 

    Want to learn more about our services? Contact us today! 

  • The home health care industry is currently experiencing significant growth and transformation. According to the U.S. Bureau of Labor Statistics, employment of home health and personal care aides is projected to grow 21%, much faster than the average for all occupations.  This surge is driven by an aging Baby Boomer population and a preference for in-home care. However, agencies face challenges such as workforce shortages, regulatory compliance, and operational inefficiencies.  

    Professional employer organizations (PEOs) are stepping in to address these issues, providing comprehensive solutions that relieve agencies of the burden of workforce management, allowing them to focus on delivering quality care. 

    Addressing workforce shortages and enhancing retention 

    One of the biggest headaches for home health care providers is recruiting and retaining qualified caregivers. The nature of the work, often physically demanding, emotionally taxing, and irregularly scheduled, combined with a competitive labor market, makes it challenging to keep caregivers engaged and loyal. Group Management Services (GMS)offers strategic solutions to this problem by simplifying hiring through access to broader talent pools and providing centralized recruiting support.

    Beyond recruitment, PEOs also help home health agencies offer benefits packages typically unavailable to smaller businesses, including health insurance, retirement plans, and wellness programs. These enhanced benefits boost employee satisfaction and retention, which is vital for maintaining continuity of care and controlling operational costs. 

    Ensuring compliance and mitigating risks 

    Home health care providers must navigate a complex regulatory landscape, including requirements from the Occupational Safety and Health Administration (OSHA), the Health Insurance Portability and Accountability Act (HIPAA), as well as state-specific licensing and employment laws. Noncompliance can result in hefty fines, legal liabilities, and damaged reputations. GMS’ expertise in human resources (HR) compliance ensures agencies stay up to date with changing regulations.  

    By managing payroll, workers’ compensation, and benefits administration through a PEO, agencies reduce their risk exposure and gain peace of mind. PEOs also take a proactive approach by helping implement workplace safety programs tailored to home care environments, reducing injury risks. This proactive approach not only protects employees but also shields agencies from costly claims and litigation, ensuring compliance and risk mitigation. 

    Optimizing operational efficiency 

    For many home health care providers, administrative tasks like payroll processing, tax filings, and benefits management consume time and resources that could be better spent on patient care and growth. GMS’ services streamline these functions by providing advanced HR software and dedicated HR professionals who handle day-to-day administrative work efficiently and accurately.  

    This eases the administrative burden on small to midsize agencies, allowing leadership and caregivers to concentrate on service delivery. Automated HR systems also enhance accuracy and ensure compliance with tax laws, reducing costly mistakes and potential audits. The outcome is a more streamlined, efficient operation that promotes sustainable growth and improved patient outcomes. 

    PEO Benefits For Home Health Care Agencies  

    The home health care industry is changing rapidly. Agencies that neglect workforce retention, compliance, and operational issues risk falling behind competitors and compromising patient care. Partnering with a PEO like GMS offers a comprehensive solution that equips home health care providers with the tools they need to succeed. With GMS’ specialized industry knowledge and hands-on guidance, agencies can confidently handle complexity and stay focused on delivering compassionate, high-quality care where it’s needed most. 

    “Our experience with the payroll managers and payroll processing services has been fantastic. We’ve been extremely pleased. GMS has been an invaluable resource. In addition, GMS assisted in implementing the Drug Free Workplace and Professional Development Program (PDP) programs. Without GMS, we would never have accomplished our goals. In short, our partnership with GMS and their staff has been a rewarding experience.” 

    –  Business owner, Home Health Care Organization 

    For more information on how GMS can support your home health care agency, contact us today! 

  • As summer comes to an end, so do the seasonal hiring surges that many businesses rely on to keep up with demand. From retail and hospitality to tourism and event-based industries, the end of summer often signals a major shift in workforce demands. Employers need to adjust their staffing strategies, manage workforce transitions, and prepare for the fall and holiday seasons ahead, all while remaining compliant with employment laws. 

    Here’s what end-of-summer hiring shifts typically look like and how a professional employer organization (PEO) like Group Management Services (GMS) can support your business during this transition. 

    Reduced Seasonal Hiring 

    The back-to-school season and the end of vacation months bring a noticeable slowdown for many industries. Businesses that increased staffing during peak summer may no longer need extra workers. In response, some employers will greatly reduce or eliminate seasonal positions. Others might choose to keep top-performing seasonal workers through temporary or part-time roles, making retention strategies a smart move. A PEO can help by managing seasonal offboarding, ensuring compliance with wage and hour laws, and simplifying transitions to different types of employment. 

    Refocusing on Long-Term Staff 

    Once the seasonal rush ends, many employers turn their attention to building and strengthening their core team. This may involve recruiting for long-term roles to support upcoming seasonal operations or investing in current employees through training and upskilling initiatives. Partnering with a PEO gives you access to talent acquisition support, learning and development resources, and performance management tools that help you retain top talent and build a more stable workforce. 

    Adjusting Work Schedules 

    With reduced workloads, scheduling adjustments are common. You may need to scale back hours, shift work times, or consolidate job duties. These changes should be communicated clearly to employees and tracked accurately to avoid compliance issues with wage and hour regulations. A PEO provides workforce planning expertise and time-tracking solutions that make it easier to manage scheduling changes and compliance. 

    Potential for Layoffs 

    As demand slows, laying off seasonal employees might be necessary. However, employers must handle this process carefully. If a worker was promised a certain length of employment, early termination could carry legal risks. It’s important to understand notice requirements, severance obligations, and applicable state laws related to seasonal layoffs. With a PEO, you gain access to human resource (HR) professionals and legal experts who can guide you through these procedures while safeguarding your business from compliance issues. 

    Increased Demand in Specific Roles 

    While some positions wind down after summer, others start to ramp up. Many businesses experience increased demand in customer service, sales, shipping, and logistics as fall promotions and holiday preparations begin. Proactive hiring in these areas is crucial to make sure your business is prepared for the busy season ahead. GMS can support your efforts by helping you identify staffing needs, create effective job postings, manage onboarding, and ensure new hires are properly classified and receive the training they need to succeed. 

    Transitioning Seasonal Employees 

    If you have standout seasonal employees, this is a great time to consider offering them a more permanent role. Providing training and development opportunities helps these workers grow into new positions and boosts retention. It is also a smart way to fill open roles with individuals who already understand your company culture and operations. Our HR experts can help design clear pathways for seasonal-to-permanent transitions and handle onboarding tasks to ensure a smooth and compliant process.

    Legal Considerations During Transitions 

    Employment law doesn’t take a break, and end-of-season transitions can create legal challenges. From classification issues and wage compliance to benefits eligibility and layoff notices, it’s important to stay informed about changing regulations. Mistakes can result in penalties or harm employee relationships. GMS helps ensure your business stays compliant with all relevant laws, including federal, state, and local regulations. We keep your policies current and offer guidance to help you confidently handle complex employment situations.

    Partner with GMS for a Seamless Transition 

    As hiring needs evolve with the seasons, it’s important to have a trusted partner that can help you manage workforce changes smoothly and legally. GMS offers comprehensive HR outsourcing services designed to take the pressure off your internal team so you can focus on running your business. 

    We’ll help you: 

    • Onboard and offboard seasonal staff with proper classification, documentation, and legal compliance 
    • Provide expert HR guidance on scheduling, workforce planning, layoffs, and role transitions 
    • Support recruitment through job postings, applicant tracking, and hiring best practices 
    • Adjust payroll to reflect staffing changes and avoid costly errors 
    • Offer training tools to upskill employees ahead of the holiday season 
    • Enhance retention by offering competitive benefits  

    Let’s simplify your staffing strategy! Contact GMS today to learn how our HR solutions can support your business through every season. 

  • When it comes to running a business, time is money. And if your employees are still using spreadsheets, handwritten timesheets, or outdated punch clocks to track their hours, your business could be losing more than you think. Manual time tracking might seem simple, but it opens the door to costly errors, compliance risks, and administrative headaches. 

    Investing in time and attendance software isn’t just about making payroll easier. It’s about boosting accuracy, improving compliance, and uncovering the hidden costs that eat away at your bottom line. 

    Continue reading to explore why making the switch to an automated time and attendance system like the one available through GMS Connect is one of the smartest moves you can make for your business. 

    The Hidden Costs of Manual Time Tracking 

    Manual timekeeping methods are vulnerable to human error, whether it’s an employee forgetting to clock in, a supervisor misreading a timesheet, or a typo during data entry. These mistakes can lead to: 

    • Inaccurate paychecks 
    • Compliance issues with wage and hour laws 
    • Time theft or buddy punching 
    • Wasted hours fixing timesheet discrepancies 

    Even minor miscalculations can snowball into thousands of dollars in overpayments, back pay, or penalties. And if your business is ever audited by the Department of Labor or a state agency, inaccurate time records could expose you to serious fines, legal challenges, and reputational damage. 

    The Benefits of Automation with GMS Connect 

    GMS Connect offers a powerful time and attendance system that integrates directly with your payroll and HR software. This eliminates the need to juggle multiple systems or manually re-enter data. 

    Key features include: 

    • Automated time capture using web, mobile, or physical time clocks 
    • Real-time visibility into employee attendance and hours worked 
    • Scheduling tools to reduce labor costs and avoid understaffing 
    • Built-in compliance tracking for wage and hour laws 
    • Seamless payroll integration to reduce processing time and errors 

    By streamlining your time and attendance processes, you save time each pay period, reduce payroll mistakes, and gain peace of mind with accurate, audit-ready records. 

    Benefits for Business Owners and Employees 

    Automated time tracking supports everyone in your organization. With GMS Connect, employees can clock in, view schedules, and request time off from one easy-to-use platform. 

    Business owners and HR teams benefit from: 

    • Less time spent on administrative tasks 
    • Faster and more accurate payroll 
    • Improved employee satisfaction 
    • Data-driven labor decisions based on real-time insights 

    All records are stored securely in the cloud, so you have reliable access to time data anytime you need it. 

    Stay Compliant, Cut Costs, and Focus on Growth 

    Inaccurate time tracking can lead to more than just payroll errors. It also increases your risk of non-compliance with federal, state, and local labor laws. Automated systems like GMS Connect help reduce that risk by improving accuracy and simplifying labor law compliance. 

    At GMS, we believe business owners should focus on growth, not chasing timesheets or fixing avoidable errors. Our software helps streamline your time and attendance operations so you can make confident, informed decisions. 

    Ready to Eliminate Time Tracking Errors? 

    Your time is valuable. Stop relying on manual processes that cost your business money and increase your risk of error. Group Management Services (GMS) can help you implement a smarter time and attendance solution through GMS Connect, backed by expert support and seamless payroll integration. 

    Let’s talk about how GMS can help you improve time tracking, reduce risk, and build a stronger workforce. Schedule a 15-minute conversation today and take the first step toward smarter workforce management! 

  • Hiring and recruiting the right talent is essential to building a strong, productive, and engaged workforce. A thoughtful recruitment strategy not only fills open roles but also strengthens your company culture and the long-term success of your business.

    The recruitment process isn’t an easy one. Finding the right employees to add to your workforce takes time, effort, and attention to detail, which can distract you from growing your business. To enhance your hiring processes and recruit the best talent for your team, consider implementing these best practices. 

    1. Write clear and specific job descriptions

    The recruitment process starts with a well-written job description. Clearly outline the role’s responsibilities, required skills, expectations, and benefits. Including personalized details about your company culture or team dynamics can help attract candidates who are not only qualified but also aligned with your values. This will help attract qualified candidates and those aligned with the role, reducing the risk of making a bad hire.

    2. Post on job boards

    To attract the right talent, it’s important to expand your talent pool by posting on multiple job platforms. Websites like LinkedIn, Indeed, and Handshake are excellent options for reaching a diverse group of potential candidates. The more exposure your job postings and company receive, the higher your chances of finding a qualified candidate. 

    3. Offer employee benefits

    The key to attracting a skilled and experienced candidate is focusing on what your company can offer them. Make sure to highlight your company’s perks, culture, and benefits during the hiring process. Providing health benefits showcases your loyalty and dedication to employee well-being, ultimately improving morale and trust between employees and their employers. Offering group health coverage, supplemental benefits, and telemedicine are also great ways to attract and retain top talent.  

    4. Streamline the onboarding process

    Once a candidate accepts an offer, keep them engaged with a smooth onboarding process. A strong start sets the tone for long-term success and your working relationship. Make sure to provide information on benefits enrollment, the payroll process, and where to find important resources, such as the employee handbook, to ensure that your employees are aware of proper company procedures and where to go when they have questions. 

    5. Use employee referrals

    Encourage your workforce to refer candidates from their networks. Employee referrals are on of the most effective recruitment strategies, often resulting in faster hiring, better cultural fit, and higher retention rates. When employees recommend someone they know and trust, it typically leads to candidates who are more engaged and better informed about the company’s values and expectations. Consider offering incentives to motivate participation in your referral program. 

    6. Review and communicate

    Stay on top of your recruitment process by regularly communicating with your employees. Ask questions regarding their experience, what they liked and what they wished they had learned to identify areas for improvement. Continuously practicing open communication is essential for a streamlined and quality onboarding process.  

    Find Quality Employees with GMS

    Recruitment is more than filling an empty space, it’s building your workforce and finding the right team to grow your business.  As a business owner, you already have a million other responsibilities on your shoulders. But with the help of Group Management Services (GMS), you have a trusted partner to help you find the right talent, provide you with a streamlined onboarding process, and assist with creating job descriptions or job ads. 

    Hiring and training are expensive and time-consuming responsibilities. But with the help of a knowledgeable and experienced team, you can find the right talent to grow your business. With GMS’ employee training software, our Indeed and LinkedIn partnerships, and benefit administration services, we can help bring your business and your workforce to the next level. 

    Learn more about our recruitment services here! 

  • As a business owner, you didn’t start your company to get buried in paperwork, chase down timesheets, or spend your evenings decoding state employment laws. But those are the realities of running a business unless you partner with a professional employer organization (PEO). 

    A PEO like Group Management Services (GMS) becomes the back office of your business, managing time-consuming tasks so you can stay focused on growing your company. From payroll and human resources (HR) to risk management and employee benefits, GMS streamlines operations across the board through expert support, powerful tools, and a team of experts. 

    Here’s how GMS takes administrative burdens off your plate and helps you run a more efficient business. 

    Simplified Human Resources 

    Hiring. Onboarding. Employee handbooks. Compliance. Performance management. HR can get complicated quickly, especially for small to midsize businesses without a dedicated HR department. GMS simplifies HR by acting as an extension of your team or even your entire HR department. 

    We handle the heavy lifting by: 

    • Writing job descriptions and recruiting candidates 
    • Managing onboarding and offboarding 
    • Maintaining compliance with labor laws 
    • Creating HR policies and performance review processes 

    All of this is powered by GMS Connect, our all-in-one HR software platform that makes it easy to access employee data, approve paid time off (PTO), and stay organized. Whether you’re managing one employee or 100, our technology and support team streamlines your day-to-day HR functions. 

    Simplified Payroll Processing 

    Payroll is more than just cutting checks. It involves managing tax filings, direct deposits, deductions, garnishments, and compliance with federal, state, and local payroll regulations. That’s a lot of pressure and a lot of potential for costly errors. 

    GMS handles payroll processing with precision and efficiency. With GMS Connect, you can automate time tracking and payroll submission, generate reports, and ensure tax filings are accurate and on time. Plus, as a certified professional employer organization (CPEO), we assume liability for payroll taxes and ensure compliance with Internal Revenue Service (IRS) regulations. 

    No more late filings. No more payroll headaches. Just more time to focus on growing your business. 

    Simplified Risk Management and Compliance 

    Workplace injuries. Occupational Safety and Health Administration (OSHA) audits. Employment law changes. Business owners are exposed to various risks and managing them without expert guidance can result in fines or lawsuits. GMS helps simplify risk management by offering: 

    • Workers’ compensation coverage through our self-insured program 
    • Safety training and onsite audits 
    • Claims management and return-to-work programs
    • Ongoing guidance on changing regulations 

    As we are self-insured, our clients enjoy consistent and stable coverage, free from the volatility of the open market. And when incidents happen, our team is there to support both your business and your employees. 

    Simplified Employee Benefits 

    Offering competitive benefits is essential for attracting and retaining top talent, but managing those benefits can be complex and time-consuming. Through GMS, you gain access to high-quality, affordable benefits typically reserved for large corporations. 

    Thanks to our group buying power, we help small businesses offer: 

    • Retirement plans 
    • Comprehensive health insurance packages 
    • Dental, vision, and life insurance 
    • Flexible Spending Account and Health Savings Account options 

    Our team handles benefits administration from enrollment to renewal, ensuring your employees have the necessary coverage and your business remains compliant. 

    Run Your Business, Not the Back Office 

    At GMS, we simplify the complexity of business ownership. Our job is to manage the administrative work behind the scenes so you can focus on what you do best. Whether you need help hiring new employees, managing payroll, minimizing risk, or offering better benefits, we have the tools, technology, and team to make it easier. 

    “Over time, I was just really comfortable with what they were offering, and I don’t have to worry as much. They [GMS] handle it, and it’s all done through them. They have their own legal team and people who ensure things are done correctly. So, it takes a lot of that stress off me, and I don’t have to worry about inputting data and trying to ensure things are done correctly. It’s done and taken care of, and I can move on to other things.” 

    — Owner, Plumbing Company in Richfield, Ohio 

    Let us take care of the back office so you can move your business forward. Schedule a 15-minute chat to explore whether a PEO is right for your business.  

  • Knowledgeable and experienced employees are the foundation of a strong company and future business success. Effective training programs are essential for fostering a skilled, motivated, and productive workforce, helping your business in the long run. The more knowledgeable and motivated your employees are, the greater their creativity, productivity, and loyalty. Continue reading to learn why employee training is important and how it can contribute to future success. 

    Reduce employee turnover 

    Depending on the position and tenure of an employee, employee turnover can cost a company as much as one and a half to two times the employee’s annual salary. Therefore, from a financial standpoint, it’s more beneficial to focus on retaining employees. One effective strategy to improve retention rates is to offer employee training. Employees are more likely to stay at a company if they feel that they are being invested in by learning meaningful skills, gaining experience, and gaining industry knowledge. A strong training program can enhance the employee experience, develop the skills of your workforce, and retain top employees.   

    Enhance skills and knowledge  

    Effective employee training enhances the skills and knowledge of your workforce. By providing continuous education and development opportunities, employees can stay updated with the latest industry trends, technologies, and best practices. This not only improves their performance but also helps your organization maintain a competitive edge in the market. Training can take various forms, such as presentations, online courses, seminars, conferences, and mentorship programs, but it should be customized to suit your workforce and their preferred learning styles. 

    Reduce potential risks 

    Compliance is a crucial element of business success. When your workforce is well-educated, employees will have a better understanding of safety standards, industry practices, and company protocols, lowering the risk of errors and potential confusion. A compliance error or workers’ compensation claim can be damaging to your company’s reputation and expensive, which can quickly chip away at your bottom line.

    Foster creativity

    A well-trained workforce is more adaptable and open to change. Training encourages employees to think creatively and think outside the box of their previous experiences. With this newfound knowledge, employees can bolster their creativity and offer more innovative ideas to your company. This creativity can also give your company a competitive edge in your industry.  

    Strengthen Your Employee Training Program

    Employee training programs are beneficial for employers and employees. Organizations that invest in their employees tend to have a more dedicated workforce, higher productivity and creativity, and greater quality of work. While companies recognize the importance of employee training, implementing it can be a challenge. Unfortunately, companies often run into a myriad of problems implementing a training program, such as a lack of time to administer training, a lack of employee motivation, cost, and more. Luckily, a solution exists. 

    Group Management Services (GMS) is a professional employer organization (PEO) that helps businesses streamline their back-office tasks, assists with employee management, and more. Our online employee training software simplifies job training, enhances employee performance, and reduces learning costs for online platforms and in-person training. GMS also provides an online learning management system, making it easier for workers to access training courses on their laptops or mobile devices and gain the skills necessary to support your business. 

    Are you interested in learning more about our training services and how we can benefit your workforce? Click to learn more here! 

  • Auto repair shops keep America moving, one tune-up and tire rotation at a time. But running a successful shop requires more than mechanical expertise. Behind the bays and service counters, business owners face real human resources (HR) and administrative challenges that can slow operations, increase costs, and make it harder to compete. 

    That’s why more auto repair businesses are partnering with professional employer organizations (PEOs), such as Group Management Services (GMS), to handle the personnel and administrative aspects of the business. Here’s how PEO services help auto repair shops stay compliant, protect their teams, and focus on what they do best. 

    Addressing high turnover and staffing challenges 

    Finding and keeping skilled technicians is a constant struggle for auto repair shops. Turnover rates are often high, and the demand for experienced mechanics means competitors are always ready to hire your best people away. Seasonal fluctuations can also leave shops short-staffed during busy months. 

    GMS helps auto repair shops improve retention and recruitment by giving them access to comprehensive employee benefits typically only available to larger companies. From health insurance and dental coverage to retirement plans and voluntary benefits, shop owners can offer competitive packages that attract and retain qualified technicians. GMS also helps streamline onboarding, so new hires are trained, onboarded, and ready to work more quickly and confidently. 

    Reducing workers’ compensation costs and risk 

    Auto repair work isn’t without risk. Technicians work with heavy equipment, lift vehicles, and handle chemicals daily. Even a minor accident can result in costly workers’ compensation claims and higher insurance premiums. 

    GMS helps mitigate these risks by providing affordable workers’ compensation coverage combined with proactive risk management strategies. We work with shop owners to develop safety manuals, deliver safety training, and implement best safety practices to reduce accidents. And when injuries do occur, GMS helps manage claims efficiently, which helps control costs and keeps teams focused on serving customers rather than dealing with paperwork. 

    Staying compliant with changing regulations 

    Auto repair shop owners must navigate a complex web of federal, state, and local regulations, including wage and hour laws, Occupational Safety and Health Administration (OSHA) safety standards, and tax requirements. Missing a deadline or misclassifying an employee can result in expensive penalties or even legal action. 

    GMS offers dedicated HR and compliance support to help auto repair shops stay current and compliant. We assist with employee classification, maintain employee handbooks, and provide guidance on new regulations, so owners don’t have to track every change themselves. This level of support helps protect businesses from unexpected fines and legal issues. 

    Simplifying payroll and administrative work 

    Between serving customers, ordering parts, and managing repairs, shop owners rarely have time for payroll and other administrative tasks. Yet mistakes or missed deadlines can cause major headaches for both employees and owners. 

    With GMS, payroll becomes simple and reliable. Our team and technology processes payroll accurately and on time, handles tax filings, and manages deductions so owners don’t have to spend evenings buried in spreadsheets. By taking payroll off their plate, GMS gives shop owners more time to focus on quality service and growing the business. 

    Turning HR from reactive to strategic 

    Many auto repair businesses operate reactively when it comes to HR, responding to issues only when they arise. GMS helps shift HR from a reactive burden to a proactive strategy. We offer tools and support for performance management, employee development, and long-term workforce planning, empowering shop owners to build stronger teams and a healthier business culture. 

    The road ahead can be smoother with the right partner 

    Running an auto repair shop takes more than mechanical expertise. Success depends on your people, your processes, and your ability to navigate complex HR, payroll, and compliance requirements while still delivering excellent service to every customer who walks through your doors. 

    That’s where partnering with a PEO like GMS makes a real difference. By handling payroll, benefits administration, risk management, and regulatory compliance, GMS helps auto repair businesses shift from reacting to daily challenges to planning for long-term growth. Our support empowers owners to focus on what truly matters: building loyal teams, serving customers, and growing a reputation for quality and trust. 

    In a competitive industry where every hour counts, freeing your time and energy from administrative tasks isn’t just convenient. It’s a strategic move that strengthens your business and helps you stay ahead of the competition.

    If you’re ready to see how GMS can help your shop work smarter, safer, and more efficiently, contact us today!