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  • In the early months of the year, many organizations ramp up their hiring efforts, marking the start of the year’s most active recruitment cycle. With new budgets approved and business goals outlined, companies recognize this time as an opportunity to secure top talent and build teams that align with their strategic objectives for the year. However, recruitment in today’s market goes beyond just filling vacancies; it requires a well-planned approach that considers workforce needs, market trends, and potential challenges that arise during slower hiring periods. By proactively planning their recruitment strategies, human resources (HR) leaders can ensure they attract, engage, and retain the right candidates. 

    Evaluating Workforce Needs For Hiring Success 

    Before launching recruitment campaigns, organizations must assess their current workforce. These crucial first steps include identifying skills gaps, forecasting future hiring needs, and understanding long-term talent requirements. As industries rapidly evolve due to technological advancements and shifting workforce dynamics, HR teams must anticipate what roles will be in demand. 

    Workforce planning involves analyzing company objectives and determining whether existing employees have the necessary skills to meet those goals. If there are skill shortages, businesses must decide whether to upskill current employees or bring in new talent. This approach is especially important in industries experiencing high turnover or emerging technologies that require specialized knowledge. By conducting a workforce audit, companies can develop a strategic hiring plan rather than simply reacting to immediate vacancies. 

    Building A Recruitment Campaign That Attracts Top Talent 

    A well-structured recruitment campaign is essential for capturing the attention of qualified candidates. It starts with crafting compelling job descriptions that clearly outline the role, responsibilities, and company culture. Candidates today are looking for more than just a paycheck; they want to work for organizations that align with their values and offer career growth opportunities. Businesses should emphasize their unique employer value proposition, highlighting benefits such as professional development, work-life balance, and company culture. 

    In 2025, digital recruitment strategies will continue to dominate. Companies must leverage multiple channels to reach candidates effectively. Job boards remain a reliable source, but social media, employee referral programs, and industry-specific networking platforms are becoming increasingly important. Employer branding also plays a significant role. Organizations that showcase their company culture, leadership, and employee success stories through digital content will be more likely to attract high-quality candidates. 

    Another key aspect of modern recruitment is the candidate experience. Job seekers expect a streamlined, transparent hiring process. Lengthy application forms, unclear timelines, and poor communication can deter top talent. Implementing an applicant tracking system (ATS) can help organizations manage applications efficiently and keep candidates engaged throughout the process. 

    Overcoming Recruitment Challenges During Slow Hiring Periods 

    While the early months of the year are typically active hiring periods, businesses often encounter recruitment challenges in slower months. For example, summer and the holiday season tend to see fewer job seekers actively looking for new roles, leading to a limited talent pool. However, HR teams can use these periods strategically by building and maintaining a talent pipeline. 

    Creating relationships with potential candidates before positions open allows businesses to move quickly when hiring needs arise. This can be done through networking events, talent communities, and keeping in touch with past applicants. Additionally, companies should focus on employer branding during slow months, strengthening their reputation as an employer of choice so that when hiring picks up again, they are top of mind for job seekers. 

    Flexibility is another factor that can help businesses navigate slower hiring months. Offering contract, remote, or project-based roles can attract candidates who may not be actively searching for full-time employment but are open to new opportunities. By diversifying hiring options, companies can continue acquiring talent even when recruitment activity typically slows. 

    Key Considerations For 2025 Recruitment Strategies 

    The recruitment strategies are constantly changing, and 2025 will bring new challenges and opportunities. Artificial intelligence (AI) is becoming an integral part of hiring, with AI-powered tools assisting in candidate sourcing, resume screening, and interview scheduling. While technology can enhance efficiency, organizations must balance automation with a human touch to ensure a positive candidate experience. 

    Diversity, equity, and inclusion (DEI) initiatives will continue to shape recruitment strategies. Companies prioritizing diverse hiring practices will enhance their employer brand. In 2025, job seekers will be more conscious of workplace diversity efforts, and businesses that actively promote inclusivity will have a competitive edge in attracting top talent. 

    Another emerging trend is employee advocacy. Encouraging current employees to share job openings and company culture on their personal social media networks can significantly enhance recruitment efforts. Peer recommendations carry more weight than traditional job postings, making employee referrals a valuable strategy for attracting high-quality candidates. 

    How To Build A Winning Recruitment Strategy 

    Recruiting the right talent requires time, expertise, and resources, which are elements many businesses may not have readily available. That’s where Group Management Services (GMS) comes in. GMS offers comprehensive recruiting and training solutions designed to help businesses find and develop top talent efficiently. 

    • Our recruiting services connect businesses with top job boards, including Indeed and LinkedIn, streamlining the hiring process and increasing the visibility of job postings.  
    • We provide an ATS that allows HR teams to manage every stage of the hiring process seamlessly, reducing administrative burdens and improving candidate experience.  
    • GMS offers customized employee training programs to ensure new hires receive the necessary skills and development opportunities to thrive within their roles. 

    By partnering with GMS, companies can focus on growing their business while we handle the complexities of recruiting and training. Whether you need assistance with sourcing candidates, managing applications, or developing workforce training programs, GMS provides tailored solutions to help businesses succeed.  

    Ready to optimize your recruitment strategy? Contact GMS and learn how we can support your hiring and training needs. 

  • Co-employment is a strategic partnership between a business and a professional employer organization (PEO) that enables the sharing of employer responsibilities. This arrangement allows business owners to focus on core operations while the PEO manages essential human resources (HR) functions such as payroll, compliance, and benefits administration. Understanding the dynamics of co-employment can help businesses leverage their benefits effectively and avoid potential pitfalls. 

    Defining Co-Employment 

    The National Association of Professional Employer Organizations (NAPEO) states, “The PEO relationship involves a contractual allocation and sharing of certain employer responsibilities between the PEO and the client, as delineated in a contract typically called a client service agreement (CSA).” Ultimately, the PEO does not make decisions for the business; all control remains with the business itself. 

    The business is responsible for all business decisions, operations, day-to-day supervision of employees, job assignments, employee reviews and assessments, and determining the employee’s salary and benefits offerings. Although the PEO may be recognized by the state as the employer of record, the business retains the ultimate authority over crucial business decisions. The main advantage of sharing employer status is to receive access to tools and HR services that are typically out of reach for small businesses.  

    Benefits Of Co-Employment 

    Greater buying power  

    Small businesses often lack the purchasing power of larger companies, but co-employment helps level the playing field. Through a co-employment relationship, businesses can leverage economies of scale. PEOs utilize the collective buying power of all their group health clients, allowing them to secure more cost-effective, high-quality group health plans. 

    Some PEOs offer additional benefits beyond medical and dental insurance, such as retirement savings plans, pet insurance, legal insurance, and more. By combining the collective strength of all their clients, PEOs enable small to midsize businesses to access competitive premiums similar to those of large companies. This means businesses can benefit from lower health insurance premiums while still offering comprehensive coverage to their employees. 

    With rising health care costs, this buying power is more valuable than ever, allowing companies to provide top-tier benefits without sacrificing their bottom line. 

    Simpler payroll processing  

    In a co-employment relationship, the PEO is responsible for paying your employees. Businesses must apply for an Employer Identification Number (EIN) to manage payroll. Companies in a co-employment relationship agree to let the PEO handle this responsibility under its own EIN. 

    While changing the EIN might not seem exciting, it lets you offload many complex, time-consuming tasks. Using the PEO’s EIN, the PEO becomes responsible for more than just issuing paychecks. These additional payroll administrative tasks include: 

    • Calculating and withholding income and payroll taxes from employee paychecks 
    • Calculating and distributing overtime pay 
    • Reporting these taxes to the Internal Revenue Service (IRS) 
    • Determining proper employee classifications 
    • Filing and issuing W-2s and other payroll forms 

    This transfer of responsibility saves you significant time and effort. Additionally, having your PEO manage these tasks ensures that all calculations and filings are accurate and compliant with payroll guidelines. With a PEO, you can trust that your payroll is handled by trained professionals. 

    Safer workplaces 

    Businesses can also benefit from a co-employment relationship through improved workplace safety and risk management. A PEO can help your company qualify for workers’ compensation discounts and maintain lower unemployment tax rates, saving you money and reducing future headaches. 

    PEOs can assist with safety culture and claims management. These processes not only create a safer environment for employees but also help reduce workers’ compensation costs. Risk management measures include: 

    • Safety training 
    • Risk assessments 
    • Timely reporting 
    • Post-accident investigations 
    • Return-to-work programs 

    Better business alignment 

    As your company grows, you may need more than just payroll administration or benefits assistance. The co-employment relationship gives PEOs a vested interest in your business goals, working with you to identify growth opportunities and retain talented employees. A PEO can support your growth through: 

    • Employee recruiting and training 
    • Performance management 
    • Unemployment claims 
    • Human resource audits 
    • Wellness programs 
    • Telemedicine 

    In addition to helping you grow, being co-employed by a PEO means you have access to experts when you need them. This breadth of resources helps you stay on top of trends and regulatory changes that can impact your business. 

    Common Concerns About Co-Employment 

    Despite its benefits, some business owners hesitate to engage in co-employment due to misconceptions, such as: 

    • Loss of control: Business owners worry they will lose authority over their workforce. However, in a co-employment relationship, the client company retains full control over hiring, terminations, and workplace culture. A PEO serves as a trusted advisor, providing expert support and resources while allowing the business to maintain its leadership and decision-making power. 
    • Cost concerns: While partnering with a PEO requires a financial investment, the long-term savings on compliance, payroll, and benefits outweigh the costs. Businesses can streamline operations, reduce errors, and access high-quality benefits, ultimately enhancing efficiency and profitability. 
    • Employee confusion: Some employees may initially feel uncertain about their relationship with the PEO. However, clear communication and transparency about roles and responsibilities can alleviate these concerns and foster a positive working relationship.  

    Co-Employment Statistics  

    Partnering with a PEO through a co-employment arrangement offers numerous tangible benefits, including: 

    Cost savings on HR and benefits 

    • Studies from NAPEO indicate that businesses partnering with PEOs experience a 27% return on investment (ROI) through cost savings in HR administration and benefits procurement. 
    • PEOs leverage economies of scale to negotiate better health insurance rates, saving businesses up to an estimated 30% on premiums compared to standalone plans. 

    Improved compliance and risk mitigation 

    • PEOs stay updated on evolving labor laws, ensuring businesses remain compliant with regulatory changes such as overtime pay rules and workplace safety requirements under the Occupational Safety and Health Administration (OSHA). 
    • They assist with Equal Employment Opportunity Commission (EEOC) compliance, helping prevent discrimination lawsuits and penalties. 

    Enhanced employee retention and satisfaction 

    • Access to comprehensive benefits packages, including employee assistance programs (EAPs), professional development opportunities, and flexible spending accounts (FSAs), can boost employee morale and reduce turnover. 
    • According to NAPEO, businesses using PEOs have 10-14% lower turnover rates than those that don’t. 

    Streamlined hiring and onboarding processes 

    • PEOs offer applicant tracking systems (ATS), background checks, and onboarding software to ensure a seamless hiring experience. 
    • They help small businesses attract top talent by offering competitive compensation packages and structured onboarding programs. 

    Selecting The Right PEO Partner  

    When choosing a PEO, businesses should conduct thorough due diligence, considering factors such as: 

    • Accreditations and certifications: Look for PEOs certified by the IRS, ensuring they meet strict financial and ethical standards. These PEOs are called CPEOs.  
    • Industry experience: Choose a PEO with experience in your specific industry to ensure compliance with sector-specific regulations. 
    • Service offerings: Assess whether the PEO provides the necessary HR services tailored to your business’s needs, such as recruitment support or performance management. 
    • Technology capabilities: Ensure the PEO offers user-friendly HR technology solutions for payroll, benefits management, and employee self-service. 

    By partnering with a reputable PEO, businesses can access valuable resources and expertise that would otherwise be out of reach, creating a more efficient and productive work environment. If you’re considering co-employment, Group Management Services (GMS) can help guide you through the process and tailor solutions that meet your business’s unique needs. Contact us today to learn more about how we can support your business growth and help you reclaim your valuable time. 

  • President Donald Trump has been sworn in as the 47th President of the United States, making him the first leader since Grover Cleveland to serve non-consecutive terms. Despite the administration still being in its early days, we’re already seeing substantial changes to labor and employment policy, including signals about diversity, equity, and inclusion (DEI) programs, workplace discrimination enforcement, and federal contracting requirements. 

    Here’s what we’ve gathered so far, plus some key insights to help guide your business decisions. 

    Major Shakeup At The EEOC

    The Equal Employment Opportunity Commission (EEOC) recently experienced an unprecedented staffing change beyond the appointment of Andrea R. Lucas as Acting Chair:

    Firing of two democratic commissioners
    President Trump terminated Democratic Commissioners Charlotte Burrows and Jocelyn Samuels, effectively removing them from office before their terms expired. Trump also dismissed EEOC General Counsel Karla Gilbride. Legal challenges questioning the scope of the president’s power are already in the works, and it is unclear whether courts will ultimately reinstate the terminated commissioners or uphold the firings.

    Current status
    With Burrows and Samuels gone, the EEOC now has only two remaining commissioners: Acting Chair Andrea R. Lucas (Republican, originally appointed in 2020) and Commissioner Kalpana Kotagal (Democrat, confirmed in 2023). Because the EEOC must have a three-member quorum to take formal actions such as issuing new regulations or formal guidance, President Trump is expected to quickly appoint at least one new Republican commissioner, giving him a functioning majority.

    Acting Chair Andrea Lucas’s priorities
    Lucas has already outlined several top priorities, including:

    • “Rooting out unlawful DEI-motivated race and sex discrimination.”
    • “Defending the biological and binary reality of sex and related rights.”
    • Potentially revisiting or reversing the EEOC’s sexual harassment guidance.
    • Reconsidering the Pregnant Workers Fairness Act (PWFA) rules, especially those connected to abortion-related accommodations.

    Implications of the firings
    If the courts uphold Trump’s decision, Republicans could rapidly reshape the EEOC’s policies—speeding up the pivot away from “disparate impact” class actions and heightening scrutiny of certain DEI initiatives and LGBTQ+ protections. However, if a court temporarily or permanently reinstates the fired commissioners, any new regulations or guidance the reconfigured EEOC issues could be invalidated or tied up in litigation. This legal limbo could complicate employers’ compliance efforts for months or even years.

    What this means for employers 

    • DEI audits may become a focal point for the reconstituted EEOC. Even though legal challenges may slow changes, businesses should ensure their DEI programs are carefully structured to comply with existing law (i.e., not imposing quotas or favoring one group over another). 
    • Employers in states or localities with robust anti-discrimination protections should remain mindful that federal changes do not necessarily override state or local laws. 
    • If your organization has been relying heavily on DEI initiatives, it’s a good time to consult legal counsel or human resource (HR) experts, such as Group Management Services (GMS), to confirm the legality of your programs and make any necessary adjustments. 

    Rollbacks Affecting Federal Contractors 

    Separately, President Trump issued an executive order rolling back portions of Executive Order 11246, which had expanded DEI responsibilities for federal contractors. This is consistent with the White House’s newly stated mission to “combat illegal private-sector DEI preferences” and push for more “colorblind” or strictly equal approaches to hiring and promotion. 

    What this means for employers 

    • Federal contractors should review any contractual obligations related to DEI or Affirmative Action Plans. Changes in guidance from agencies like the Office of Federal Contract Compliance Programs (OFCCP) may be on the horizon. 
    • Even non-federal contractors could feel an impact: the order instructs agencies to “enforce our longstanding civil-rights laws,” including scrutiny on private companies’ DEI policies. 
    • With litigation on the rise, both from special-interest groups opposing DEI and from employees advocating for inclusion, employers should walk a careful line in how they design or continue DEI initiatives. 

    Congressional Developments And DOL Moves 

    Meanwhile, the early days of the new Congress, led by Speaker Mike Johnson (R-LA) in the House, signal potential labor reforms. Various new measures, like Representative Zach Nunn’s proposal to limit telework or potential new oversight for the Occupational Safety and Health Administration (OSHA), underscore a theme: tightening certain policies that expanded under the previous administration. 

    In addition, the Department of Labor’s (DOL) new leadership lineup is taking shape. Former EEOC Commissioner Keith Sonderling is set to serve as Deputy Secretary of Labor, pending Senate confirmation. We also expect a hearing for the new Labor Secretary nominee soon, which could help clarify how actively the DOL might revisit rules on wage and hour, workplace safety, and more. 

    What this means for employers 

    • Keep an eye on the Wage and Hour Division for guidance changes on overtime exemption standards, tip credits, and pay equity. 
    • OSHA is rescinding some COVID-19 era rules and may pivot more toward the administration’s broader stance on workplace regulations, meaning less pandemic-specific guidance but potentially renewed focus on enforcement of general safety obligations. 
    • The immediate takeaway is that compliance is still key. With shifting rules, partnering with a professional employer organization (PEO) like GMS helps ensure you’re always up to speed on federal requirements. 

    Key Takeaways And Next Steps 

    1. DEI under the microscope: 

    With the new acting EEOC Chair Andrea Lucas prioritizing “unlawful DEI-motivated race and sex discrimination” and “biological and binary reality of sex and related rights,” expect more investigations into the structure and fairness of DEI programs. 

    2. Monitor federal contracts: 

    If you’re a federal contractor, you may need to amend or revert certain DEI obligations. 

    3. Stay nimble: 

    HR compliance requires vigilance in times of political transition. Expect new DOL guidance, House and Senate proposals, and possible Supreme Court developments, especially around wage and hour standards and Affirmative Action-related issues. 

    How GMS Can Help 

    At Group Management Services, we monitor these changes daily and support businesses with: 

    • HR policy audits and compliance to ensure your workforce practices align with the shifting legal landscape. 
    • DEI best practices and robust training that stays within the bounds of anti-discrimination laws. 
    • Payroll and tax compliance solutions that adjust to new federal and state-level rules. 
    • Risk management guidance including how best to navigate a potential uptick in discrimination claims. 

    We encourage our clients and partners to stay informed and remain agile. If you’re unsure about how these first 90 days might affect your HR strategies, contact us here for tailored advice and updates on the latest regulatory guidance. 

  • Human resources (HR) is undeniably in a state of change. A convergence of global volatility, skills shortages, and higher C-suite expectations have left many HR teams asking the same question: How do we pivot from a reactive business to a ready one?

    Forward-thinking HR departments are paving the way by focusing on six core priorities: 

    1. Flow 

    Embedding HR in the organization’s strategy means that the “value” HR operationally provides flows across the entire enterprise, shaping decisions not just in HR but also in finance, operations, and leadership. Rather than being siloed, HR must be at the center of business decision-making. 

    2. Digital 

    Legacy processes and disconnected systems hamper the employee experience and slow time-to-hire. Model HR departments adopt a beyond-implementation mentality, focusing on integrated, seamless solutions that help employees collaborate, learn, and work more efficiently. 

    3. Analytics 

    Data can answer the real questions the business is asking, around engagement, retention, skill needs, and strategic objectives. Leading HR organizations do more than just tracking dashboards; they blend HR data with finance or operations metrics to unlock deeper insights. 

    4. Talent 

    Managing and developing skills is foundational in an ultra-competitive labor market. Forward-thinking HR teams experiment with talent marketplaces, skill matching, and real-time development. Shift from a job-based approach to a skills-based approach, ensuring the right people can plug into the right opportunities quickly. 

    5. Purpose 

    Today’s employees want more than just a paycheck; they want to align with a company’s mission and values. It’s ideal to utilize HR to integrate environmental, social, and governance (ESG) initiatives, achieve net zero goals, and embed broader organizational purposes into daily operations, enhancing engagement and brand reputation. 

    6. Wellbeing 

    People operating in high-stress, rapidly changing environments can’t sustain performance without a holistic approach to mental, physical, and emotional health. Future-fit HR invests in innovative well-being programs, from flexible schedules to mental health support, to help employees and the business thrive. 

    Why HR Data Is The Key To Strategic Decisions 

    Data is the engine driving clarity in the constantly changing working world. Historically, HR was left out of strategic decisions due to a lack of credible analytics. Now with the rise of more advanced HR technologies, it’s becoming imperative to include their insights. 

    Analytics are a competitive advantage 

    • Better business outcomes: HR Data isn’t just for tracking turnover or cost-per-hire; it can reveal deep organizational insights into productivity, training return on investment (ROI), or workforce planning. 
    • Leadership buy-in: Presenting HR data in terms of direct financial or operational metrics helps HR secure executive support. 

    Turning data into action 

    • Focus on integration: Merging HR data (e.g., turnover, performance) with operational data (e.g., revenue or project outcomes) yields strong evidence for planning. 
    • Predictive insights: Data can forecast churn, spot high-potential candidates, and identify risk areas, truly future-proofing the workforce strategy. 

    Single source of truth 

    • Data quality and alignment: Many organizations still face management misunderstandings about data’s value. Overcoming these hurdles, by ensuring data is accurate, governed, and well-presented, reinforces HR’s credibility. 
    • Cultural shift: Building a data-driven mindset in HR fosters consistent, evidence-based decisions, from hiring to performance management. 

    Nineteen HR Metrics To Supercharge Your Function 

    Bridging the strategic approach and data-driven mindset requires practical metrics. Below is a quick snapshot of some key HR metrics to track: 

    1. Time to hire: Measures recruiting efficiency. High values may indicate a cumbersome process or poor candidate experience. 

    2. Cost per hire: Helps track ROI in recruiting methods and indicates how well the recruitment budget is managed. 

    3. Quality of hire: Evaluates new hire performance, cultural fit, and retention, reflecting the effectiveness of your talent strategy. 

    4. Early turnover (first-year turnover): Pinpoints where mismatches occur before employees fully ramp up. 

    5. Turnover rate: Differentiating between high-performer and low-performer turnover can guide targeted retention strategies. 

    6. Performance & potential: Tools like the “9-box grid” help you map future leaders and identify skill gaps. 

    7. Revenue per employee: Illustrates overall workforce productivity and the financial impact of your talent. 

    8. Billable hours per employee: Key for professional service firms, ties directly to revenue and capacity planning. 

    9. HR to employee ratio: Shows how effectively HR resources are allocated. 

    10. Effectiveness of HR software: Adoption, active users, and retention reflect how well systems are integrated. 

    11. Absenteeism: High rates may signal stress, dissatisfaction, or health issues. Early detection can prevent bigger problems. 

    12. Training expenses per employee: Measures the investment in continuous learning, which can correlate with retention and agility. 

    13. Overtime expenses: Potential sign of resource constraints, sometimes linked to burnout or suboptimal scheduling. 

    14. Engagement rating (e.g., employee Net Promoter Score (eNPS)): Tracks employee sentiment, a direct driver of performance and advocacy. 

    15. Employee satisfaction: Captures workforce contentment, often measured via surveys covering workload, environment, and career growth. 

    16. Leadership effectiveness: 360-degree reviews or performance data to ensure leadership drives team success. 

    17. Time since last promotion: Long intervals might hint at career stagnation or flight risks among high potentials. 

    18. Soft HR metrics: Qualitative measures (e.g., manager communication effectiveness) can complement numeric data. 

    19. Single source of truth: Ensuring all HR data is integrated is itself a “meta-metric” that can drastically increase analytics power. 

    Putting It All Together: Next Steps For HR In 2025 

    Embed HR in the flow of work 

    • Act as a strategic partner, linking your function’s analytics with overall business goals. 
    • Co-create solutions with finance, operations, and the C-suite. 

    Double down on analytics 

    • Identify the top ten metrics that matter most to your organization, then measure, compare, and present them consistently. 

    Prioritize talent & well-being 

    • Offer upskilling and career development programs that fulfill both company and employee goals. 
    • Design well-being initiatives that address mental, physical, and emotional health, preventing burnout and improving retention. 

    Cultivate purpose & digital strategy 

    • Align your HR roadmap with your organization’s purpose, including ESG and sustainability goals. 
    • Evaluate and upgrade digital tools for a better employee experience and more effective processes. 

    Monitor & refine with key metrics 

    • If you see high early turnover, reevaluate your onboarding or selection process. 
    • If revenue per employee is dipping, cross-check engagement and skill data to realign your workforce strategy. 

    Strengthening Your HR Systems 

    The era in which HR becomes a connected, analytics-led, future-focused function is accelerating. By blending insights from HR data and implementing a robust set of metrics, you can shape an HR function that actively drives business strategy. 

    Remember, each organization’s journey is unique, but the overarching message is clear. Invest in digital tools, glean real insights from analytics, build HR’s strategic credibility, and keep the workforce’s well-being at the heart of everything you do. That is the surest path to success in 2025 and beyond. 

    At Group Management Services (GMS), we provide small to midsize businesses (SMBs) with tailored HR services that allow the company to focus on what really matters, growing their business. 

    Ready to accelerate your HR transformation? Contact us to explore how GMS can provide you with HR services that truly move the needle. 

  • Employee classification is the backbone of workforce management, impacting everything from payroll to compliance and employee satisfaction. For human resources (HR) professionals and business owners, keeping up with evolving laws and regulations is crucial to protecting your business and supporting your workforce. This blog will equip you with the knowledge you need to confidently navigate employee classification and avoid common pitfalls. 

    What Is Employee Classification And Why Does It Matter? 

    Employee classification defines the legal relationship between a business and its workers, determining their eligibility for benefits, wage protections, and tax obligations. The two most common distinctions are: 

    Employees: Employees have a formal employment relationship with the company, usually documented through an employment contract. They are entitled to various protections, including minimum wage, overtime pay, unemployment insurance, and workers’ compensation. The company withholds taxes from employees’ paychecks and can contribute to their retirement accounts. Employees typically work for one employer, either full-time or part-time, and can be classified as exempt or non-exempt. Their tenure lasts until they resign, are terminated, or the role ends. 

    Independent Contractors: Independent contractors are self-employed individuals who provide services to a company but do not receive the same protections as employees. They typically have greater control over how they complete their work, including setting their own schedules and using their own tools and methods. Unlike employees, contractors are responsible for paying their own taxes, including self-employment taxes, as companies do not withhold taxes from their payments. Additionally, businesses must complete Form 1099-NEC to report payments made to contractors during tax season. 

    Proper classification ensures: 

    • Compliance: Reduces legal exposure to penalties or lawsuits.  
    • Fair compensation: Supports worker rights and builds trust. 
    • Business stability: Avoids audits and fines that disrupt operations. 

    The Key Types Of Employee Classification 

    Employees Vs. Independent Contractors 

    Businesses must correctly classify workers as employees or independent contractors. The U.S. Department of Labor’s updated rule, effective March 11, 2024, helps clarify this process. The rule focuses on several factors, such as how much control a business has over a worker and whether the work is a permanent part of the business. These changes aim to reduce misclassification, ensure workers get the wages and protections they deserve, and provide clear guidelines for businesses. 

    Exempt Vs. Non-Exempt Employees 

    For employees, the Fair Labor Standards Act (FLSA) governs whether employees are entitled to overtime pay.  

    Key factors include: 

    Exempt Employees: Generally salaried workers who meet a “duties test” and are not eligible for minimum wage and overtime pay. These employees are typically salaried and hold executive, administrative, or professional roles. 

    Non-Exempt Employees: Typically hourly workers who are eligible for overtime pay for hours worked beyond 40 per week and must earn the federal minimum wage.  

    Full-Time Vs. Part-Time 

    While “full-time” and “part-time” are not strictly legal terms, they are crucial in determining eligibility for benefits such as health insurance, retirement plans, and paid time off. Employers should clearly define these terms in their handbook and any other key distinctions to ensure consistency and compliance with company policies and applicable laws. 

    Full-time employees: Typically work 35 to 40 hours a week, are eligible for benefits, and may qualify for overtime pay. 

    Part-time employees: Typically work fewer than 35 hours a week, are less likely to receive benefits, and often have more flexible schedules. 

    Seasonal Employees Vs. Temporary Workers 

    Seasonal employees: Hired for specific times of the year when demand increases, such as lifeguards in the summer or retail workers during the holidays, typically for six months or less.

    Temporary workers: Fill short-term needs, like covering for someone on leave, with contracts ranging from a few days to several months.  

    It’s important to distinguish between these types of workers because the Affordable Care Act (ACA) requires large employers to offer health insurance to full-time employees working 30 or more hours per week. Both seasonal and temporary workers may qualify as full-time if they consistently work 30 hours per week for several months, entitling them to health insurance. For more details on ACA requirements, consult legal counsel. 

    Remote Employees And Multi-State Compliance 

    With remote work normalized, businesses must navigate state-specific labor laws for employees working across the country. Some states, like California, have stricter worker classification standards, including wage theft protections and mandatory overtime laws. Employers must ensure proper tax withholding and reporting based on the worker’s state of residence. Explore our guide to managing a remote team for more information.  

    The Risks Of Misclassification 

    Misclassification can expose your business to serious risks, including: 

    • Tax liabilities: Misclassification can result in unpaid payroll taxes, which can lead to significant tax liabilities and penalties from the IRS. 
    • Back wages and benefits: Employers may be required to pay back wages, overtime, and benefits to misclassified workers, which can be substantial. 
    • Legal disputes: Employees misclassified as contractors may sue for unpaid wages, benefits, or wrongful termination. 
    • Fines and penalties: Federal and state agencies are increasingly aggressive in auditing businesses for compliance. 
    • Reputational damage: Misclassification issues can tarnish your company’s public image, deterring talent and clients. 

    How To Ensure Proper Employee Classification 

    • Conduct a classification audit: Regularly review employee and contractor relationships to ensure compliance. Focus on roles with unclear or evolving responsibilities. 
    • Reevaluate job descriptions. Clearly define each role’s scope, expectations, and reporting structure. Align job descriptions with FLSA and ABC test criteria. 
    • Understand state laws: Pay close attention to labor laws in the states where your employees work, especially those with stricter classification standards, such as California, New York, and Illinois. 
    • Train your team: Equip HR and management teams with the knowledge they need to spot and address potential classification errors. 
    • Consult experts: Partnering with a professional employer organization (PEO) like Group Management Services can provide your business with access to legal, HR, and payroll expertise to manage classification challenges. 

    How GMS Supports Proper Classification 

    Navigating employee classification is a complex process, but GMS simplifies it. We provide: 

    • Comprehensive classification audits: Identify and correct any misclassification issues. 
    • Multi-state compliance management: Ensure your workforce is compliant across all states where you operate. 
    • Payroll and benefits administration: Streamline your processes with tools and resources tailored to your needs. 

    Proper employee classification is not just about avoiding penalties; it’s about fostering a fair and compliant workplace. As 2025 brings new challenges and stricter regulations, businesses must stay proactive to protect their workforce and bottom line. Connect with GMS today to explore how we can help you manage employee classification and drive your business forward. 

  • An informational overview of new regulations reshaping the workplace.

    The year 2025 has arrived with new employment laws. Some are already in full effect, others are entering a transition phase or pending further review. Whether focused on non-compete reforms, paid family leave expansions, or more specialized mandates, these changes underscore how quickly the workplace landscape can evolve.

    FTC Proposal And Ongoing Legal Disputes

    A Federal Trade Commission (FTC) proposal to ban non-compete agreements (except for senior executives making over $151,164) is still pending in the courts. Meanwhile, multiple states, such as Colorado, already restrict non-competes. Pennsylvania’s House Bill 1633 has specifically limited them for certain health care practitioners. Employers may want to note that several court rulings are expected in the months ahead.

    Paid Leave Laws

    Several states ramped up or introduced paid family and medical leave on January 1, 2025. Examples include:

    • Delaware: Employers must begin payroll contributions to fund the statewide Paid Family and Medical Leave program; the first payment deadline is April 30.
    • Connecticut: Under House Bill 5005, more employers must now offer paid sick leave, with further expansions slated for 2026 and beyond.
    • Maine: Its Paid Family and Medical Leave program kicked off payroll deductions on January 1, though full benefits phase in later.

    These state-level laws often interact with (or go beyond) the federal Family and Medical Leave Act (FMLA), creating different entitlements depending on location.

    Mandatory Salary Range Disclosures

    More jurisdictions require or encourage employers to list pay scales and benefits in job postings. For instance, Illinois (House Bill 3129) and Minnesota (Senate File 3852) specify that advertised roles must include a wage or salary range and general benefits details. Cities like St. Paul have also tightened wage theft ordinances, requiring more detailed wage statements at hire and each pay period. Employers that post nationally may need consistent practices to avoid compliance pitfalls.

    AI In Hiring And HR Tasks

    New or proposed laws require employers to evaluate AI-driven tools for potential bias. The Equal Employment Opportunity Commission (EEOC) has issued technical guidance urging oversight on algorithms that might disproportionately screen out protected groups. Some states are drafting or enacting laws targeting AI oversight in human resources (HR), suggesting that AI usage in job applications or performance reviews will remain an active area of regulation in 2025.

    Select State-Specific Changes Worth Noting

    • New Hampshire (HB 1336): Restricts employers from barring lawful firearm storage in an employee’s locked vehicle if the employer receives public funds.
    • Rhode Island (HB 7171): Increases available temporary caregiver paid leave from six to seven weeks in 2025, and to eight weeks in 2026.
    • Washington (SB 5793): Allows employees to use paid sick leave when their child’s school is closed due to a public health emergency; also expands the definition of family member for sick leave.

    How GMS Can Help

    Group Management Services (GMS) specializes in supporting small to midsize businesses as they face complex changes in HR, payroll, and compliance. From addressing new paid leave mandates to aligning job postings with pay transparency rules, GMS can simplify your administrative workload. If you’re looking for a partner who stays on top of shifting regulations so you can focus on running your business, contact GMS today to learn how we can help.

  • Practical and real advice on juggling chaos, fear, and a full workload without losing your mind. 

    There comes a point in every small business owner’s journey when you feel like there just aren’t enough hours in the day, or enough emotional bandwidth to keep going. You’ve got responsibilities at home, a growing list of tasks at work, and an anxious voice in your head whispering, “Am I actually cut out for this?” If any of that sounds familiar, you’re not alone. Let’s talk about how to run a business when time is scarce, energy is low, and stress is high. 

    Clarify Your Next Step (Don’t Overwhelm Yourself With 20) 

    When you’re overloaded, everything can seem urgent, yet you don’t know where to begin. You end up unsure how to move forward, so you waste precious mental energy worrying instead of doing. 

    • Do a weekly “time-block”: Write down every single task swirling in your head. Then highlight the most important. Focus on those; let the rest wait until you’ve finished your prioritized objectives.
    • Complete at least one micro-goal per day: Maybe it’s drafting a social media post or emailing a potential client. By accomplishing a single targeted task every day, you’ll inch the needle forward.

    Reframe “I Have No Time” 

    It’s easy to say, “There’s no time left in my schedule.” But you can almost always reshape your priorities. This might mean: 

    • Reallocating mornings: Wake up 30 minutes earlier to knock out a key task or get some focused thinking done. 
    • Reimagining your calendar: Block out specific time slots for strategic work (e.g., marketing, product development) and treat these appointments as non-negotiable. 
    • Eliminating “fake busy”: That extra hour of nightly social media scrolling? That’s time you could invest in strategy or in a good night’s sleep. 

    There’s a difference between saying, “I have no time,” and “It’s not a priority right now.” Once you’re honest about what truly matters, you’ll carve out the space. 

    Tackle Stress Head-On Before It Tackles You 

    When you’re consumed by anxiety, worrying about finances, clients, or employees, it chips away at your productivity and mental health. Signs like persistent headaches, poor sleep, and irritability shouldn’t be ignored. They’re warning signs. 

    • Find non-negotiable breaks: Schedule short mental breaks throughout your day. Even a 10-minute walk can help reset your nerves. 
    • Adopt healthy habits: High-sugar or high-caffeine diets can exacerbate anxiety and mood swings. Consider cleaning up your eating patterns or incorporating morning runs. 

    Recognize That Fear Is Part Of The Entrepreneurial Journey 

    Being a business owner often means confronting the possibility of failure. Yes, it can be financially and emotionally devastating. But if you ask seasoned founders who’ve gone bankrupt or lost major clients, many will say, “I survived – and came back stronger.” Instead of letting fear run your life, channel it into: 

    • Calculated delegation: Tackle the tasks only you can do (e.g., high-level strategy, fundraising) and delegate or outsource the rest. Skilled professional employer organizations (PEOs) or part-time employees can significantly lower your stress and reclaim your time. 
    • Realistic boundaries: Working 20 hours a day can’t last. Sleep deprivation kills creativity and problem-solving. Let your brain reboot so you can tackle issues fresh the next day. 

    Fix The Root Causes, Not Just The Symptoms 

    Stress and time-crunches often stem from a few core issues: 

    • Poor task management: If you’re not using a calendar, project management tool, or another system, you’re likely drowning in random tasks. 
    • Overcommitting: It’s tempting to say yes to everything, but a jam-packed schedule leaves you zero wiggle room for emergencies or personal life. 

    Assess your task flow with tools like Trello or a simple spreadsheet to help you track tasks, deadlines, and who’s responsible for what. Determine if a PEO could handle routine responsibilities, freeing you to focus on higher-level strategy. 

    Invest In Your Health And Well-Being As Non-Negotiables 

    Working yourself into exhaustion may feel like a badge of honor, but it’s unsustainable. In the long run, preserving your health and time is the smartest business move you can make: 

    • Pay yourself first: Start your day with exercise or a healthy breakfast before checking emails. 
    • Eat for stability: A diet high in sugar or refined carbs can amp up mood swings and anxiety. Swapping them for whole foods can do wonders for mental clarity. 
    • Set sleep rules: Try going to bed at a reasonable hour. You’ll solve problems faster in the morning than if you force yourself to power through late at night. 

    Before Taking That Long Vacation, Solve The Core Issue 

    Yes, breaks and vacations are crucial, but only if you’ve addressed the underlying chaos. Otherwise, you’ll spend your time off feeling guilty or anxious about what’s piling up. Tidy up your processes, get extra help if you need it, and then unplug guilt-free. 

    GMS Can Help You Shift From Overwhelmed To Organized 

    Dealing with never-ending admin tasks, payroll headaches, and HR challenges often piles on extra stress. That’s where Group Management Services (GMS) steps in: 

    • Efficiency boost: Offload time-consuming HR and payroll duties so you can focus on strategic growth. 
    • Expert guidance: Our specialists can help you structure your team and processes more effectively. 
    • Peace of mind: With compliance and administrative details handled, you’ll have the mental bandwidth to lead confidently, and maybe even sleep better. 

    If you’re ready to shed the chaos and reclaim your focus, contact GMS today. You’ll gain a partner that understands the demands of small and midsize business owners and has proven solutions to lighten your load. 

  • From the widespread adoption of artificial intelligence (AI) to a multigenerational workforce and rising health care costs, the world of business is on the brink of transformative change. For small to midsize businesses (SMBs), adapting to these trends can feel overwhelming, but it also offers a golden opportunity to innovate and thrive.  

    Below, we highlight key insights from the 2025 Trends Guide For Small Business Owners and explore how each trend can impact your people, processes, and bottom line. 

    HR Trends: The Evolving Role Of People Management 

    AI is being used for everything from sourcing talent to automating HR paperwork. Traditional roles relying on repetitive tasks are at risk of being automated, creating a need for upskilling and retraining. According to GMS’ 2025 Trends Guide, 76% of HR leaders warn that not implementing AI soon could leave their organizations lagging behind in innovation. Additionally, only 41% of HR professionals say they feel prepared for AI’s ethical and operational challenges. With over 82% of companies using or exploring the use of AI applications, future business strategies will have to consider the opportunities and threats that come with the arrival of AI. 

    Payroll Trends: Pay Equity And Transparency 

    More states are passing laws requiring employers to disclose salary ranges, while pending federal regulations could further tighten rules around pay transparency. Fair and transparent practices build trust and reduce legal risks, while non-compliance or perceived inequities can hurt morale and expose you to lawsuits. We recommend auditing your current pay structures, verifying that job titles and salaries align, and communicating the rationale behind raises and promotions. 

    Risk Management Trends: Cybersecurity In A Hybrid World 

    As ransomware attacks and data breaches become more sophisticated, SMBs are prime targets – especially those juggling remote or hybrid setups. A single breach can cost you financially and damage your reputation. SMBs often lack in-house security expertise, making proactive measures critical. It’s vital that employees are patching software frequently and employers should consider managed detection and response (MDR) services to monitor threats 24/7. 

    Benefits Trends: Prioritizing Mental Health 

    Rising mental health needs mean more employers are expanding employee assistance programs (EAPs), adding teletherapy coverage and granting mental health days. Employees increasingly view mental health benefits as a must-have, not a perk. Offering genuine support enhances retention, boosts morale, and reduces burnout. It’s best to keep it simple. Start by improving access to mental health resources like free or discounted teletherapy sessions so employees can get help before crises escalate. 

    More Trends And Insights 

    These four trends are just the tip of the iceberg. Download our comprehensive 2025 Trends Guide For Small Business Owners for a deeper dive into the year’s most transformative shifts. 

    If you’re looking for hands-on support in HR, payroll, risk management, or benefits, contact us today. At Group Management Services (GMS), our experts can help you navigate these changes with confidence, so you can keep focusing on what you do best: growing your business. 

  • Stay alert, stay genuine, and stay engaged: a straightforward guide to understanding why employees quit and what you can do to inspire them to stick around. 

    The so-called “war for talent” isn’t new. Employers have been grappling with high turnover and disillusioned workers for decades, even before the days of remote work, employers have dealt with “quiet quitting” or the brewing threat of “revenge quitting.” Many leaders still rely on old-school retention tactics, like salary bumps or flashy perks. Yet these quick fixes rarely address the deeper reasons people leave. Underneath all the salary negotiations and office perks, employees are on a personal journey, searching for alignment, growth, trust, and meaningful work. 

    So, if your workforce feels like a revolving door, it may be time to rethink how you engage, manage, and develop your team. Let’s break down what truly pushes employees to leave, and how you can create an environment that encourages them to stay. 

    Why People Really Quit

    If you ask someone why they left their job, you might get a polite, surface-level answer. Perhaps they wanted a raise, a shorter commute, or a perk their old job didn’t offer. But the real reasons often run deeper: 

    1. They’re not making the progress they want 

    According to research, employees often leave because they’re not getting the kind of progress they’re seeking in work and life. This could mean feeling stuck in a dead-end job, craving more control over their responsibilities and schedule, longing for better alignment between their skills and their role, or simply wanting to take the next step in their career. 

    People join companies hoping to learn, grow, and improve their lives professionally and personally. If your workplace doesn’t support their quests for progress, they’ll look elsewhere. 

    2. Boredom and burnout 

    A job that’s too routine, repetitive, or void of challenge leaves employees feeling restless. Add in the risk of burnout, where once-engaged staff end up cynically drained and apathetic, and you’ve got a recipe for high turnover. Monotony, exhaustion, and feeling stunted in their roles push employees to search for more stimulating or sustainable work. 

    3. Toxic or unsupportive cultures 

    If your employees don’t trust their managers or feel genuinely valued by the organization, no amount of foosball tables, wellness stipends, or pay raises will make them stay. Disrespectful culture, poor communication, and lack of recognition quickly drive people to the exit. As research shows, feeling disrespected or misaligned with company values is a powerful push factor, while supportive leadership and strong teams are major reasons people join and stay. 

    4. Rigid policies that don’t fit their lives 

    The world is more flexible than ever. If companies insist on in-person requirements or fail to offer flexible work arrangements, employees may seek out opportunities with more balance. Currently, employees with remote options or flexible schedules are reluctant to give them up. 

    5. Building resentment and “revenge quitting” 

    “Revenge quitting” is the pent-up frustration employees feel when they believe big business has ignored them, their well-being, or their career progression for too long. If you fail to recognize potential or fan the flames of burnout, resentment builds. Eventually, workers walk out; sometimes abruptly, and sometimes as soon as a better offer appears. 

    How To Keep Employees Engaged And Committed 

    Stopping employees from leaving isn’t just about throwing money at the problem. It’s about creating a workplace that helps them make real progress in their lives. Here’s how: 

    1. Dig deeper with “early” interviews 

    Don’t wait for the exit interview because by then, it’s too late. Talk to employees about their previous roles and what motivated them to leave those jobs. Understand the forces, the pushes and pulls, that guided their last career move.  

    • What caused them to hit their breaking point?  
    • What drew them to your company in the first place? 

    Use these insights to tailor their work experience so it aligns with their career goals and development needs. 

    2. Design roles that reflect reality and ambition 

    Traditional job descriptions are often vague, one-size-fits-all lists that fail to capture the role’s true nature. Create descriptions that reflect the actual tasks and experiences employees will have. Show them how their daily work makes an impact on customers, the business, or their own career path. Then, be flexible: 

    • Could you let a project manager spend a day a week on a special assignment that matches their passion? 
    • Could you break down roles into smaller pieces so employees can choose work that matches their skills and developmental goals? 

    3. Collaborate with HR for more meaningful development paths 

    Partner with human resources (HR) to systematically address their employees’ desire for progress. During onboarding, explain how your organization supports flexible career growth. Encourage regular check-ins focused not just on performance but also personal development and life changes. Consider talent marketplaces or short-term “gig” opportunities within the company. Let employees try different areas of the business, develop new skills, and forge new connections. 

    4. Empower managers who “get it” 

    All the policies in the world won’t help if frontline managers undercut them. Since managers are often the single biggest factor in retention, ensure they have training in empathetic communication, feedback, and career coaching. Evaluate leaders not just on key performance indicators (KPIs) or revenue, but on how well they support their team’s growth, flexibility, and well-being. 

    5. Walk the talk on work-life integration 

    Offer flexible hours, remote options, and genuine support for personal responsibilities. If you promise a better balance, follow through. Model boundaries from the top: CEOs and executives should show their commitment to employee well-being by taking paid time off (PTO) without guilt and respecting after-hours quiet time. 

    6. Acknowledge and reward potential 

    Promote employees who show true leadership potential, not just top performers who aren’t interested in guiding others. Develop mentorship or sponsorship programs so people gain the skills they need for the future. Recognize achievements, big or small, and show appreciation for the unique strengths and contributions everyone brings. 

    By Helping Employees Win, You Win Too 

    People don’t leave because of one bad day or a slightly better paycheck elsewhere. They leave because, over time, they realize their current job no longer supports their personal quest for progress. Maybe they’re stuck in a rut, working under a manager who doesn’t value them, or struggling to balance work with personal obligations. Maybe the culture feels toxic, or the company’s priorities feel misaligned with their own. 

    The key is to act now, not after your best performers have submitted their resignations. Working with a professional employer organization (PEO) like Group Management Services (GMS) can make all the difference. GMS streamlines HR functions, handles administrative complexity, and frees you up to focus on what really matters: building an environment where employees thrive. GMS provides the support you need, whether it’s: 

    • Guidance on crafting better job descriptions 
    • Training managers to nurture talent 
    • Setting up flexible work policies 

    Ready to empower your workforce and reduce turnover? Contact GMS today. Our comprehensive HR solutions, payroll services, and benefits administration can help you create the kind of workplace where people don’t just join, but stay and excel. Because when your employees flourish, so does your business. 

  • The start of a new year is the perfect opportunity for small business owners to set goals, reimagine strategies, and plan for growth. As 2025 unfolds, the business landscape continues to evolve, presenting both challenges and opportunities. To help you navigate the new year, here are several resolutions every small business owner should consider adopting for a successful 2025. 

    Embrace workforce flexibility 

    The rise of hybrid work and gig economies shows no signs of slowing. Evaluate how flexible work arrangements could benefit your business. Whether it’s offering remote work options, implementing flexible scheduling, or hiring freelance talent, workforce flexibility can improve employee satisfaction, productivity, and your ability to attract top talent. 

    Invest in AI and technology 

    Technology is rapidly transforming how businesses operate. In 2025, staying ahead means leveraging tools like artificial intelligence (AI) to streamline processes such as payroll, recruiting, and customer relationship management. Evaluate what repetitive tasks can be automated and where technology can help you save time and resources. 

    Focus on employee well-being 

    Employee wellness is no longer optional—it’s a necessity. Prioritize mental health resources, employee recognition programs, and career development opportunities to retain top talent. With workplace burnout still a significant concern, fostering a supportive and engaging work environment will be critical to success. 

    Invest in professional development 

    A well-trained workforce is a competitive advantage. Work to provide employees with opportunities to expand their skills through workshops, certifications, or mentorship programs. Not only does this enhance your team’s expertise, but it also boosts morale and employee loyalty. 

    Prioritize open communication 

    Transparency and trust are the cornerstones of strong workplace relationships. Make 2025 the year you enhance communication with your team by holding regular check-ins, creating opportunities for feedback, and ensuring employees feel heard. Open communication fosters collaboration and builds a cohesive, motivated team. 

    Revisit and revise your company’s values 

    Your company’s values are more than words on a wall—they are the foundation of your employer brand. In 2025, take the time to assess whether your values still align with your company’s goals, culture, and the expectations of current and prospective employees. Revising and communicating your values can enhance your employer brand, attract top talent, and reinforce a strong workplace culture. 

    Revisit your business plan 

    The economy, consumer behaviors, and technology are constantly evolving, and so should your business strategy. Use the start of the year to reassess your business goals, identify potential risks, and create contingency plans. Regularly reviewing and adapting your business plan ensures you stay on track and prepared for any challenges ahead. 

    How GMS Can Help Your Business In 2025 

    Running a small business is no small task, but you don’t have to do it alone. At Group Management Services (GMS), we specialize in helping businesses grow by providing comprehensive services that include payroll management, HR support, risk management, and employee benefits administration. Whether you’re looking to streamline operations, enhance compliance, or attract and retain top talent, GMS has the tools and expertise to help you achieve your 2025 resolutions. 

    Contact us today to learn how GMS can partner with you for success in the year ahead.