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  • In recent years, the growing concern about obesity and its impact on public health has increased the demand for effective weight loss solutions. Thanks to fast results and popularity among celebrities, there’s been a significant increase in the demand for glucagon-like peptide-1 (GLP-1 drugs), such as Ozempic and Wegovy, as a resource to help people shed weight. GLP-1 drugs represent a class of medications used to treat type II diabetes mellitus and, in some cases, obesity. However, drugs such as Ozempic cost more than $1,000 per month.

    As the prevalence of obesity continues to rise, employers are now facing a new decision – whether to cover expensive weight loss drugs as part of their employee health benefits package. This decision carries significant implications for employers and their workforce and requires careful consideration of various factors. Continue reading to explore the reasons behind this emerging dilemma and delve into the potential benefits and challenges of covering expensive weight loss drugs.

    The Rising Need For Weight Loss Solutions 

    Obesity has become a global epidemic, affecting millions of individuals worldwide. Obesity currently affects four out of 10 Americans. The associated health risks, including diabetes, heart disease, and certain types of cancer, pose a significant burden on individuals and society at large. Recognizing the impact of obesity on productivity, health care costs, and overall well-being, employers are seeking proactive measures to support their employees in their weight loss journeys.

    The Promise Of Weight Loss Drugs

    Weight loss drugs, when used in conjunction with lifestyle modifications, have shown promising results in helping individuals achieve and maintain a healthier weight. These medications, typically prescribed for individuals with obesity-related health conditions, can enhance the effectiveness of diet and exercise regimens and address underlying metabolic issues that may hinder weight loss progress. However, many drugs come with a high price tag, making them inaccessible to individuals without insurance coverage or facing significant out-of-pocket expenses.

    Employer Considerations 

    When deciding whether to cover expensive weight loss drugs, employers must carefully evaluate the potential benefits and challenges. On one hand, providing coverage for these medications can demonstrate a commitment to employee well-being, improve health outcomes, and boost productivity by reducing absenteeism and health care costs. On the other hand, cost considerations, the lack of conclusive long-term data on drug efficacy, and the potential for misuse or abuse may give employers pause.

    Long-term efficacy and safety 

    While initial clinical trials may show promising results, the true impact on weight loss maintenance and overall health remains the subject of ongoing research. Employers must carefully review available scientific evidence, consult medical experts, and consider the potential risks and benefits of covering these drugs. Close monitoring, periodic reassessment, and an emphasis on comprehensive lifestyle interventions can help ensure responsible and effective use.

    Addressing potential misuse and abuse

    The coverage of weight loss drugs also raises concerns about potential misuse or abuse. Employers must establish clear guidelines and safeguards to prevent inappropriate use and promote responsible medication usage. By implementing specific eligibility criteria, requiring ongoing medical supervision, and fostering a culture of education and support, employers can mitigate these risks and minimize the potential benefits for their employees.

    Navigating Cost Considerations

    Cost is a primary concern for employers when evaluating coverage for weight loss drugs. While these medications can be a valuable tool in the fight against obesity, their high prices can stain budgets and impact insurance premiums. Employers must weigh the potential cost savings resulting from improved employee health against the financial implications of covering expensive medications. Collaborating with insurance providers, negotiating drug prices, and implementing cost-sharing strategies can help strike a balance that benefits employers and employees.

    An Alternative Solution You Might Not Know About

    At the end of the day, the well-being and satisfaction of your employees are crucial to the success of your business. While it may not be the best option to offer a benefit that strains your budget, there is a solution that can provide immense value and help fight obesity in the workplace. As a professional employer organization (PEO), we understand the importance of competitive benefits options.

    Through our partnership with OneDrop for diabetic management and Activate Metabolics for metabolic wellness, we can offer you a comprehensive program that addresses the specific health needs of your employees. By providing a diabetic management program, you’re equipping your team members who battle Diabetes, Prediabetes, High Cholesterol, and High Blood Pressure with the tools and support they need to transform their lives.

    Not only will they have access to valuable resources and online health data tracking, but they will also receive personalized health coaching from specialists. Our metabolic wellness program, in collaboration with Activate Metabolics, will enable your employees to achieve effective and science-based weight loss results.

    At GMS, our goal is to empower your business and ensure the happiness and well-being of your employees. Contact us today to learn how to use these valuable resources and services. Together, we can foster a healthier and more prosperous work environment.

  • Calling all Georgia employees! Senate Bill 129 is here to revolutionize your work-life balance. Beginning July 1st, 2023, Georgia employees can take time off to vote in primaries and elections. This bill allows employees to take two hours off on election day or any designated day for early in-person voting.

    Now, you might be wondering about the logistics of this bill. Will you be compensated for this time off? The answer lies with your employer, as they have the discretion to decide whether the voting time off is paid or not. Employees must provide reasonable notice to their employer about their intention to take time off for voting.

    Sick Leave Updates

    Alongside the voting provisions, the Georgia legislature recently voted to repeal the sunset provision relating to the use of sick leave for the care of immediate family members. This change went into effect on May 1st, 2023, and aims to strengthen the support system for your loved ones.

    So, who exactly is considered immediate family? Immediate family members include the following:

    • Spouse
    • Children
    • Parents
    • Grandparents
    • Grandchildren
    • Dependents 

    This update builds upon the limited sick leave law enacted in 2017, taking it to the next level. If your private-sector employer provides paid sick leave, you can use up to five days of that leave to care for your immediate family. However, it’s essential to note that employers are not obligated to offer sick leave or permit more than five days of earned sick leave per calendar year for immediate family care.

    Partner With Us

    A professional employer organization (PEO) like GMS can play a significant role in assisting businesses and employees in navigating the changes brought about by Senate Bill 129. Our experts help you stay updated with the latest employment laws and regulations, including voting and sick leave policies. We provide expert guidance on complying with the new legislation, ensuring that employers understand their obligations and that employees know their rights. Ultimately, we bring expertise, resources, and tailored solutions to ensure that employers and employees can benefit from the changes and implement them seamlessly and competently. Contact us today to learn how we can make your business simpler, safer, and stronger.

  • Humana, one of the largest health insurance companies in the U.S., announced it will be phasing out its employer group business over the next 18 to 24 months. The move is part of the company’s broader strategy to focus on Medicare and Medicaid health plans.

    For many years, Humana has offered employer-group plans, which are health insurance plans that employers provide to their employees. These plans have been a relatively small part of Humana’s overall portfolio, and the company has struggled to grow its employer group business in recent years.

    At the same time, Humana has seen significant growth in its Medicare and Medicaid businesses. Medicare is a federal health insurance program that provides coverage to individuals 65 years of age or older and includes those with specific disabilities. Medicaid is a joint federal and state program that provides health coverage to eligible individuals, including low-income adults, children, pregnant women, elderly adults, and those with disabilities.

    Why Now?

    The decision to phase out its employer group business is a strategic move to focus on growing Medicare and Medicaid markets. Humana believes it can better serve these markets by dedicating more resources and attention to them. This decision is part of a broader trend in the health insurance industry. Many health insurers are shifting their focus away from employer group plans and toward Medicare and Medicaid plans. Medicare and Medicaid markets are growing, mainly due to the aging population and an increasing number of low-income individuals. These trends are expected to continue in the coming years, meaning the demand for Medicare and Medicaid plans will likely continue to grow.

    Fear No More!

    As Humana phases out its employer-group business, businesses that relied on them for their group health plan must find alternative options. Have you ever heard of a professional employer organization (PEO)? Working with a PEO such as GMS might be the solution you’re looking for. At GMS, we change the health insurance approach by increasing affordable options and give your employees access to small business health insurance. We give businesses the buying power of large corporations, so in turn, we’re able to offer:

    • Financial security 
    • Flexible benefit options
    • An unprecedented customer service experience 

    We’re the only PEO that provides an in-house master health plan that helps YOU avoid large swings in usage, trends, and renewal rates. At GMS, we understand that no “one-size-fits-all” group health insurance plan exists. That’s exactly why we quote various major insurance carriers so we can provide multiple health coverage options for your business. GMS’ experts are here to help you every step of the way. Let’s get ahead of your competition and get your employees the health coverage they need TODAY. Contact us now to get started.

  • As well all know, employee benefits and perks play a significant role in job satisfaction and can often be the deciding factor when choosing between job offers. In recent years, companies have offered various employee perks and benefits to attract and retain top talent. However, as the economy experiences its ups and downs, have you ever heard of a perk-cession? As a business owner, should you be worried about a perk-cession? In this blog, we’ll explore the potential impact of an economic downturn on employee benefits and what workers can do to ensure they’re prepared for any changes that may come their way.

    What Is A Perk-Cession?

    A perk-cession refers to the trend of employers scaling back on workplace perks and benefits. Business owners have begun realizing that they may have adopted the idea of offering additional perks too quickly, as employees nowadays are becoming more interested in perks that can improve their overall quality of life and work experience. You may be wondering what specific perks are being scaled back. Think about the perks outside of your traditional benefits, which can include the following:

    • Gym membership reimbursements 
    • Social events
    • Company outings
    • Catered meals
    • Retreats
    • Conferences
    • Home office stipends

    Why Is This Happening Now? 

    While the trend of offering additional perks to employees has been on the rise for several years, the perk-cession is said to be caused by various factors. The COVID-19 pandemic has significantly impacted the economy, leading many companies to reassess their budgets and expenses. In the wake of the pandemic, businesses have had to begin implementing cost-cutting measures, and employee perks and benefits have been among the first to go. On top of that, the job market has become increasingly competitive, with companies struggling to find and retain top talent. This forces businesses to offer additional perks and benefits to lure in employees. However, as the job market becomes more crowded, companies may be scaling back on perks, as they can no longer afford to offer them to every employee. Ultimately, the trend of providing additional employee perks and benefits has reached its peak, and companies have realized it’s no longer sustainable.

    To cut costs, Google began cutting back on employee perks such as fitness classes and office equipment. Meta announced their plan to cut an additional 10,000 employees and ended free laundry and dry cleaning services for their employees. This is only the beginning of yet another period of unprecedented times for the workforce.

    How You Can Respond To The Perk-Cession

    During these challenging times that require significant decisions that will impact your business, it’s critical that you consider your employees as they’re your biggest asset. To ensure your employees are aware of what’s happening, consider taking the following steps:

    • Communicate openly and transparently: You must be open and transparent with your employees about the company’s challenges and the measures being taken. Regular communication through company-wide emails, town hall meetings, or one-on-one discussions can help build trust and maintain employee morale.
    • Solicit feedback and act on it: Employers should solicit feedback from their employees on what benefits and perks they value the most and use the information to make informed decisions about their benefits packages. This ultimately helps ensure that your company provides the benefits that matter most to employees. It can also aid in deciding whether to eliminate a perk or benefit.
    • Focus on non-monetary perks: Consider focusing on low-cost perks that are still valuable to your employees. For example, offering flexible working hours, training and development opportunities, or recognition programs can help to maintain employee engagement and loyalty.
    • Be creative: As a business owner, get creative with the perks you offer to make up for the cuts in other areas. Have your leaders/managers help. Perhaps instead of providing free lunches throughout the week, you could offer a monthly team-building event or a fun office challenge.

    Consider Partnering With A PEO

    As businesses navigate the uncertain economic landscape brought about by the COVID-19 pandemic, attracting and retaining top talent has never been more crucial. However, the perk-cession may leave some businesses struggling to provide competitive employee benefits and perks. That’s where a professional employer organization (PEO) such as GMS comes into play. When you partner with a PEO, businesses can offer their employees a wide range of benefits, from health care and retirement plans to wellness programs and employee assistance programs, at a fraction of the cost of managing these programs in-house. With a PEO’s support, businesses can still attract and retain top talent, even during tough economic times. Do you want to offer your employees the resources they need to thrive in and out of the workplace and stand out from your competition? Contact the HR experts at GMS, who are ready to help you.

  • In recent years, small and mid-sized businesses have been offering employee benefits at record levels. This is a recent change, as in the past, many small businesses struggled to compete with larger companies in terms of the benefits they could offer their employees. However, in today’s economy, during unprecedented times with inflation and the Great Resignation, small and mid-sized businesses can now offer better benefits packages to their employees.

    The Job Market

    Let’s start by understanding what the job market looks like in today’s economy. The job market has become increasingly competitive in recent years. With unemployment rates at record lows and growing demand for skilled workers, businesses of all sizes must work harder to attract and retain top talent. Offering a competitive benefits package is one way small businesses can differentiate themselves from their competitors and attract the talent they want and need. Research shows that 73% of employees would be encouraged to stay with their current employer longer if given access to more benefits options.

    The Affordable Care Act (ACA)

    The Affordable Care Act (ACA) has also made it easier and more affordable for small businesses to offer health insurance to their employees. The ACA is a comprehensive health care reform law enacted in 2010. The law has three primary goals, which include the following:

    • Make affordable health insurance available to more individuals 
    • Expand the Medicaid program to cover all adults with income below 138% of the federal poverty level (FPL)
    • Support innovative medical care delivery methods designed to lower the costs of health care generally 

    Before the ACA, many small businesses struggled to provide health insurance to their employees due to the high costs involved. However, the ACA introduced a range of tax credits and subsidies for small businesses, which has made it easier for them to offer health insurance to their employees. This has been a game-changer for many small businesses, allowing them to provide better benefits packages without breaking the bank.

    Offering Benefits Is Important!

    There has been a growing awareness among business owners about the importance of employee well-being. Many employers now understand that happy, healthy employees are more productive and engaged. As a result, businesses have begun investing in employee benefits programs that promote health and wellness, such as gym membership reimbursements, mental health counseling, and wellness programs. These programs not only improve employee morale but also help to reduce health care costs for the business in the long run.

    The COVID-19 pandemic also highlighted the importance of employee benefits. Many businesses have had to adapt to remote work and make significant changes to their operations to keep their employees safe. In this new landscape of work, employee benefits such as paid time off (PTO), sick leave, and flexible working arrangements have become essential. Employers who have been able to provide these benefits have been able to maintain high levels of employee engagement and productivity during challenging times.

    GMS Is Here To Help You Thrive

    As businesses continue to recognize the importance of investing in their employees, we can expect to see even more innovative and comprehensive employee benefits programs in the future. Providing benefits not only helps attract and retain top talent but also contributes to a positive work culture and can boost productivity and morale. Benefits such as health insurance, retirement plans, and paid time off can make a significant difference in the lives of employees and their families, leading to increased job satisfaction and loyalty. While offering benefits may require an investment of time and resources, the long-term benefits for your business and employees make it a smart and necessary decision. As small businesses begin offering employee benefits at record levels, it’s time to make a change. Partner with a professional employer organization (PEO), such as GMS, who will provide you with a competitive benefits package. GMS changes the approach to increase affordable options and give your employees access to small business health insurance. We give small businesses the buying power of a larger corporation. In turn, we’re able to offer the following:

    • Financial security 
    • Flexible benefit options
    • Unprecedented customer service experience 

    GMS’ Benefits Account Manager Becky Fink said it best, “When employers offer benefits, they see greater employee retention. GMS enables clients to offer their employees a wide selection of benefit options. Our benefits experts help clients manage enrollment, payroll deductions, and renewals, so offering employee benefits is a breeze.”

    Get a quote from us today to gain a competitive edge in today’s labor market.

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

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

    PUMP Act

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

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

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

    Understanding PWFA

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

    PWFA takes effect on June 27th, 2023.

    What You And Your Managers Should Understand

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

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

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

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

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

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

    Seems Like A Lot, Right?

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

  • Mental health is vital to our overall well-being and should be given the same importance as physical health. As we spend a significant portion of our day at work, our workplaces must be supportive environments prioritizing mental health. Unfortunately, this is often not the case, and mental health issues in the workplace are common. Throughout this blog, we’ll explore the impact of mental health within the workplace and discuss ways business owners and employees can work together to create a healthier work environment for everyone. Let’s dive in!

    Understanding Mental Health

    Mental health includes our emotional, psychological, and social well-being and affects how we think, feel, and act. In addition, it helps determine how we handle stress, relate to others, and make healthy choices. Unfortunately, mental health illnesses are among the most common health conditions in the United States. Over 50% of Americans will be diagnosed with a mental illness or disorder at some point in their lifetime.

    Individuals can experience different types of mental illnesses or disorders. The following are different types of mental illnesses:

    • Anxiety disorders
    • Depression
    • Bipolar disorder 
    • Post-traumatic stress disorder (PTSD)
    • Eating disorders 
    • Disruptive behaviors 

    The Importance Of Workplace Mental Health 

    As a business owner, your employees must be mentally fit at work and in their personal lives. Your workers’ success is measured in various ways, including hitting productivity goals, achieving financial gains, completing projects, and simply showing up. Ensuring your employees are doing okay both mentally and physically is essential for the success of your employees and your business. A study shows that anxiety has reached its highest level since the COVID-19 pandemic began, and the depression rate has tripled. In addition, individuals diagnosed with depression will miss, on average, 19 days of work per year and 46 days of being at work but unproductive. Not only does it have a negative impact on your employees, but it also affects your business when your employees aren’t performing at their best. So how can you help your employees struggling with a mental illness? The following are ways in which you could support mental health among your workforce:

    • Help prevent burnout 
    • Make mental health policies clear
    • Model healthy behaviors
    • Build a culture of connection through check-ins
    • Offer flexibility and be inclusive 
    • Communicate more than you think you need to 
    • Invest in training
    • Encourage employees to take breaks throughout their workday

    Younger Generations Prioritize Mental Health Benefits

    Mental health has become increasingly important in recent years, and younger generations have been at the forefront of this movement. Unlike previous generations, they prioritize mental health benefits in their career and personal lives. 73% of Generation Z (Gen Z) employees and 74% of Millennial employees have utilized mental health benefits by their employers, while 58% of Generation X and 49% of Baby Boomer employees have utilized these benefits.

    The reasons for this shift are multifaceted, but a major factor is the increased awareness and destigmatization of mental health issues. In the past, mental health was often seen as a taboo topic that should be kept private. However, today, individuals are encouraged to speak openly about their mental health struggles and seek help when needed.

    Younger generations also face stressors that can impact their mental health. The rise of social media and technology has brought a constant need to be connected, leading to feelings of burnout and exhaustion. In addition, economic uncertainty, political instability, and global events such as the COVID-19 pandemic have contributed to feelings of anxiety and depression among these younger generations. The pandemic highlighted the importance of mental health resources and support. It led to individuals experiencing increased isolation, anxiety, and depression. Many individuals turned to virtual therapy and support groups to cope with these challenges they’re faced with.

    Because of these factors, younger generations seek workplaces prioritizing mental health benefits. According to a survey, Millennials and Gen Z prioritize work-life balance and mental health benefits over other job perks such as salary and vacation time.

    Your employees that are grouped in the younger generations are seeking benefits that include the following:

    • Employee assistance programs (EAPs)
    • Counseling 
    • Grief support
    • Mental health days off 
    • Workshops or seminars that focus on mental wellness
    • Mental health coverage through medical insurance 
    • Financial planning seminars or counseling

    Advantages Of Offering Mental Health Benefits To Your Employees

    Offering mental health benefits to employees is beneficial for your employees and can also provide significant advantages for your business. The following are benefits you could experience if you offer mental health benefits to your employees:

    -Increased productivity: When employees are given access to mental health benefits, they are better equipped to manage stress and anxiety, which can improve their overall well-being and productivity. Employees with access to mental health resources are more engaged, focused, and productive at work.

    -Improved employee retention: Access to mental health benefits can increase employee loyalty and retention rates. Employees who feel their employer values their mental health are more likely to stay with the company and contribute to its success.

    -Lower health care costs: Mental health conditions can lead to physical health problems, resulting in higher health care costs for employers. When you offer benefits, you can help prevent or manage these issues, ultimately reducing health care costs for your employees and your business.

    -Reduced absenteeism: When your employees are struggling with their mental health, it can lead to an increase in absenteeism as they may need to take time off to manger their health. When they have access to mental health benefits, you can help your employees get the support they need to manger their mental health, which will reduce absenteeism.

    -Improved company culture: Offering mental health benefits can create a positive company culture that values employee well-being. This can lead to a more engaged and motivated workforce, which can improve the overall success of your business.

    When you prioritize employee well-being, you can create a more productive, engaged, and loyal workforce while reducing health care costs.

    Prioritize Your Health With GMS 

    Your employees are your biggest asset. The last thing you want is for your employees to struggle with their mental health and not have any support from their employer. It’s essential that you explore which mental wellness benefits your employees need to thrive in their roles. As Millennials and Gen Zers begin to dominate the workforce, it’s critical you consider what they want and begin to implement them within your business. Partnering with a professional employer organization (PEO) such as GMS can provide you with mental health benefits to your employees. We provide you with the following:

    GMS helps you prioritize your employees’ mental health and creates a positive work environment that fosters growth and productivity. Let’s tackle this together. Contact us today to learn more. 

  • Life is unpredictable, and even the most carefully laid out plans can be disrupted by unexpected events. Whether it’s a marriage, a divorce, a birth, or a job loss, major life events can significantly impact your finances and insurance coverage. These events are known as qualifying life events (QLE). Understanding how they can affect your health, life, and other insurance policies is crucial for protecting your family and finances. In this blog, we’ll explore the ins and outs of QLEs and provide you with the knowledge you need to make informed decisions about your insurance coverage.

    What Are QLEs?

    A qualifying life event is an event that triggers a special enrollment period for individuals or families to purchase health insurance outside of the regular annual Affordable Care Act (ACA) open enrollment period. Qualifying life events typically include, but are not limited to, the following:

    • Having a child
    • Adopting a child
    • Becoming newly married or divorced 
    • Experiencing a death of the insurer in the family
    • Losing health insurance coverage due to a job loss
    • Losing eligibility for Medicare, Medicaid, or Children’s Health Insurance Program (CHIP)
    • Turning 26 years old and losing coverage from your parent’s health insurance plan 
    • Moving to a different county or zip code changes your health plan area

    How Does It Work? 

    To take advantage of a qualifying life event, you typically have a limited time frame to make changes to your health insurance plan. This period varies depending on the event and the insurance provider; however, it usually lasts around 60 days. To make changes, you must provide documentation of the QLE to your insurance provider. The documentation you must provide varies on the life event but could include the following:

    • Birth certificates 
    • Adoption records
    • Marriage license 
    • Divorce papers 
    • Death certificates 
    • Rental agreements/mortgages 
    • Termination documents 

    If you experience a qualifying life event, signing up right away is important. Check your plan materials, contact your employer, or call the phone number on your member ID card. In most instances, you’ll need to change your health insurance plan within a specific time frame of the QLE. Changes can most often be made within either 30 or 60 days of the qualifying life event. 

    Amie Hatlovic, GMS’ Manager of Benefits Account Managers, expressed, “Guidelines set forth by the ACA state that job-based group plans must provide at least 30 days for a special enrollment period (SEP). That 30-day starts with the exact date of the qualifying life event. A partnership with GMS provides your employees with access to GMS Connect. In GMS Connect, the employee self-service portal is equipped with a feature to add a life event that will launch a notification to the Benefits Account Specialist at GMS. Supporting documentation can be uploaded during this period. The assigned benefits team is always available for assistance.”

    If you miss the deadline, you’ll have to wait until the next open enrollment period, which could be as long as a year. It’s essential your employees understand how long they have to sign up for a qualifying life event so they can enroll in the benefits suited to their needs. 

    Don’t Face Life’s Challenges Alone – Let A PEO Be Your Partner

    In times of change and uncertainty, having a trusted partner by your side can make all the difference. When it comes to navigating the complexities of qualifying life events and their impact on your employee benefits, a professional employer organization (PEO) such as GMS can be the partner you’re looking for. We provide clear communication to employees about their options and deadlines for making changes to their health insurance. In addition, we help you evaluate the available health insurance plans and recommend options that are best suited to the employee’s needs and budget. Finally, we manage the ongoing administration of the health insurance plans, such as processing claims, managing enrollment, and answering employee questions. Don’t face these challenges alone. Contact us today so we can help you through life’s ups and downs.

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

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

    What This Means

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

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

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

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

    What To Do As A Business Owner

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

  • The wait is finally over. It’s time for segment three of understanding hourly workers in today’s economy, in which we will discuss what your employees want. To attract and retain hourly workers, you need to consider what they want and how you can provide it. Continue reading to learn how you can provide your employees with the desired benefits.

    Click to read parts one and two. 

    Flexible Schedules

    Flexibility with one’s work schedule has become essential for employees as workplace expectations shift. While organizations that employ mainly office and white-collar employees have adopted more flexible work schedules, “gray-collar” businesses have slowly changed their practices. When you add the Great Resignation to the mixture and businesses see staffing shortages and burnt-out employees, it’s essential that you determine how you can stop this from happening within your business.

    Industries such as manufacturing, health care, and retail rely heavily on hourly employees, so these businesses need to get creative and provide their workers with greater flexibility and control. Consider the following when implementing a more flexible schedule:

    • Give workers the ability to provide input on their schedules – including schedule preferences, start and end times, break times, and overtime
    • Provide work schedules in advance and keep schedule changes to a minimum
    • Offer workers a consistent number of hours and let them know in advance how many hours they’ll be assigned each week, and which shifts they’re scheduled for

    According to a recent study, 43% of respondents said flexible working hours helped them achieve more productivity. In another survey, 73% of employees said that flexible work arrangements increased their satisfaction at work.

    At the end of the day, your employees want to enjoy the balance of work and life outside of work. A survey showed that 59% of workers quit their jobs due to scheduling issues. What will you do to provide your employees with a flexible schedule?

    Access To Pay Earlier

    Another technique that has become increasingly popular is providing employees their pay more frequently or earlier than usual. It’s also another thing your hourly workers want! As we’ve seen for quite some time now, your employees simply cannot keep up with inflation. Many individuals live paycheck to paycheck, which causes financial distress in your employees, ultimately leading to less productive workers. The Financial Health Network indicates that one in five families has less than two weeks of liquid savings. Your employees want financial security.

    So how can you begin implementing this within your business? Typically, your workers are paid every two weeks or, in some cases, once a month. During these unprecedented times, that’s not cutting it for most of your hourly workers. Consider earned wage access which is the ability for an employee to access a portion of their paycheck in advance of their regularly scheduled payday. If you currently pay monthly, consider moving it to bi-weekly. If you pay your employees bi-weekly, maybe you move it to weekly pay.

    Career Advancement

    In today’s economy, most hourly workers aren’t provided with the opportunity for career advancement or promotions. In addition, skills-based and hourly workers lack career growth opportunities in the form of training or education. Careers aren’t just for the leaders of your organization. Any employee is destined for a managerial role, you just need to set them up to achieve that. Create a career path where your hourly employees can hit benchmarks and grow.

    Providing your employees with a training and development program can help them learn new skills and improve their existing ones. For many hourly employees, the goal is to find a job that provides stability and a comfortable wage. However, this only sometimes allows for career growth which leaves employees feeling stuck in low-paying jobs with little opportunity for advancement. The following are ways in which you can provide your employees with opportunities to grow within your organization:

    • Offer opportunities to learn new skills
    • Provide training – including online courses, on-the-job training, and formal training programs
    • Reward your employees for their hard work and dedication
    • Encourage networking and mentorship

    Benefits

    Any hourly worker who is classified as a full-time employee (works at least 30 hours a week) typically receives the same benefits as employees who receive a salary. However, companies vary in their benefits packages. Common benefits packages for eligible hourly workers include the following:

    • Health and dental insurance 
    • Life insurance 
    • Paid time off (PTO)
    • Retirement plans

    The Affordable Care Act (ACA) mandates employers with 50 or more employers to offer health benefits to those who work at least 30 hours per week. However, have you considered the hourly workers that just miss the hour requirements? Consider offering them benefits. Perhaps it’s as simple as offering a few days of PTO for these employees so they can take time away from work for themselves. 73% of hourly workers would trade an increase of $1 per hour for an extra five days of time off. This could help you retain current employees and attract top talent.

    Where GMS Comes Into Play

    Your hourly employees are the backbone of your business and provide the manpower to keep operations running smoothly and efficiently. The last thing you want is to lose them because you couldn’t give them what they wanted and/or needed. When you partner with GMS, we provide you with the resources to ensure your employees can thrive in their roles at your company. From creating a competitive benefits package to attracting and retaining top talent, we’ve got you covered. Allow us to take on the administrative burdens you don’t have the time or expertise to manage effectively. During these challenging times, that’s the last thing you should be worried about. Contact us today to get started.