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  • In a world marked by economic uncertainties, small business owners need to be attuned to their employees’ concerns and needs more than ever. As you gear up for the 2023 benefits open enrollment season, Voya Financial, a retirement, investment, and insurance company, released its consumer research survey, unveiling crucial insights that can empower you to make informed decisions.

    Inflation Concerns: A Growing Worry

    The shadow of inflation continues to loom over working Americans across the nation. Voya’s research highlights that 79% of working Americans are apprehensive that their workplace benefits will become more expensive during this open enrollment season due to inflation. This represents a significant increase from the 66% recorded in June of 2022 when inflation was at its peak.

    As a small business owner, this rise in inflation-related concerns should serve as a call to action. It’s time to consider benefits packages that help your employees navigate the financial strain caused by inflation, ensuring that their hard-earned money goes further.

    The Intersection Of Finances And Mental Health

    Voya’s research underscores the deep connection between financial stability and mental well-being. 57% of Americans surveyed agree that financial stability directly impacts their mental health. This revelation places mental health at the forefront of your employees’ concerns, particularly as they approach this year’s open enrollment season.

    In addition, the modern workforce is increasingly vocal about their expectations regarding mental health support. 55% of employed individuals believe that their employer is responsible for ensuring their mental and emotional well-being. This sentiment becomes even more apparent when 48% express their willingness to invest more in workplace benefits that offer enhanced mental health support and resources.

    Crafting Comprehensive Benefits Packages

    Traditional benefits such as medical and dental vision remain essential; however, Voya’s research illuminates the importance of evolving your benefits package. Your employees now expect a holistic approach that addresses financial and mental health needs. Employees are willing to commit to employers who offer mental health benefits, with half of employed Americans indicating they’re more likely to stay with their current employer if these resources are available.

    One positive development observed in today’s environment is that employees are becoming more thoughtful about their benefit selections, given the overarching financial concerns. 79% of employed individuals express interest in receiving support to maximize their workplace benefit dollars across retirement savings, health savings accounts (HSAs), health care insurance, and voluntary benefits.

    Prioritizing Financial And Mental Well-Being

    As you prepare for the 2023 benefits open enrollment season, you must address the concerns related to inflation, by offering comprehensive benefits that encompass financial and mental health needs. At GMS, a professional employer organization (PEO), we understand that the well-being of your employees is paramount, which is why we offer a comprehensive range of solutions to address your business needs. From employee assistance programs (EAPs) that provide crucial mental health support to a wide array of voluntary benefits and personalized guidance, we ensure that your workforce can make the most informed choices during open enrollment. With our expertise and commitment to your employees’ financial and mental well-being, we help your small business thrive while prioritizing what matters most – the health and happiness of your employees.

    Kristy Rittenour, GMS’ Benefits Account Specialist Manager, expressed, “Every year, GMS partners with our clients to enhance or change their benefit offerings, helping them recruit and maintain top talent. Based on mid-year utilization reporting, group size, and unique needs, GMS prepares the client in advance for their benefits renewal. An early evaluation of this information removes the guesswork and is critical to successful open enrollment.

    Contact us today to prepare yourself for the open enrollment season.

  • As the calendar pages turn, business owners should begin thinking ahead to the next open enrollment season, understanding the importance of bridging the benefits communication gap. With November months away, it may seem premature to focus on benefits communication, but the truth is that early preparation is key to ensuring a smooth and successful open enrollment process.

    With the open enrollment period for employees approaching, business owners face a common challenge: effectively communicating the value and details of their benefits package to their workforce. Failure to bridge this benefits communication gap can lead to the following:

    • Employee dissatisfaction 
    • Low utilization of benefits 
    • Missed opportunities for both employees and the business itself

    Continue reading to explore practical strategies that business owners can employ to close the benefits communication gap, ensuring that employees understand, appreciate, and maximize their benefits.

    Start Early And Create A Clear Timeline

    Opening the communication lines well before the open enrollment period is crucial. Develop a clear timeline that outlines key dates, milestones, and other important information. Then, communicate this timeline to employees, giving them ample time to review and understand their benefit options.

    Meg Williams, GMS’ Benefits Account Manager, emphasized, “Effective communication has always been vital to open enrollment season. For employees, it’s a time that can make them feel confused and anxious. Open communication during the open enrollment process can help streamline this process and increase participation in important benefit offerings.”

    Tailor Your Message

    You must recognize that employees have diverse needs, preferences, and levels of understanding regarding benefits. Craft your communications to cater to different employee demographics, ensuring each group receives targeted information that resonates with their specific concerns and interests. It’s essential to remember that everyone is on their own unique journey. Take, for example, a 24-year-old recent graduate, full of excitement and starting their career, compared to a 60-year-old employee who is approaching retirement while potentially dealing with health challenges. These individuals have vastly different needs and interests regarding their benefits. Recognizing and addressing these diverse life stages and personal circumstances is essential in crafting benefits offerings that resonate with employees and support them at every step.

    Simplify Complex Information

    Benefits information can often be dense and overwhelming. Simplify complex concepts by using clear, concise language. Consider using visual aids, such as infographics or videos, to break down intricate details and make them more digestible for employees.

    Utilize Multiple Communication Channels

    Let’s face it; Everyone has different communication preferences. Some prefer email, while others may be more receptive to in-person meetings or a bigger group gathering such as a town hall meeting. With that in mind, utilize a combination of channels to reach employees, ensuring that the benefits information is accessible to everyone. This may include email newsletters, intranet portals, bulletin boards, webinars, and one-on-one sessions.

    Offer Personalized Guidance

    Many employees struggle to navigate the intricacies of benefits packages and may be unsure which options best suit their needs. Consider providing access to benefits specialists who can offer personalized guidance and answer questions. This can be done through dedicated support hotlines, online chat services, or even arranging in-person consultations.

    Consider Sharing Success Stories

    Highlighting success stories of employees who have maximized their benefits can inspire others to take advantage of available options. Encourage employees to share their positive experiences, whether through testimonials, case studies, or even internal newsletters. Real-life examples can help employees see the tangible value of their benefits.

    Foster A Culture Of Wellness

    Beyond the open enrollment period, business owners can further engage employees by promoting a culture of wellness. Offer workshops, lunch-and-learns, or seminars on mental health, nutrition, and work-life balance topics. By emphasizing the connection between well-being and benefits, employees will develop a deeper appreciation for the value of their benefits.

    Get Rid Of This Process In Its Entirety By Partnering With A PEO

    Closing the benefits communication gap is vital for business owners as open enrollment approaches. We understand that the open enrollment period is stressful and time-consuming, especially for small business owners. Fortunately, there’s a solution you may not have thought of – outsourcing your benefits administration to a professional employer organization (PEO) like GMS. This is a game-changer for small business owners looking to prepare early and ensure a smooth open enrollment season. With our expertise and resources, we can assist in crafting a comprehensive benefits communication strategy.

    By simplifying complex information, tailoring messages to different employee demographics, and utilizing various communication channels, PEOs help small business owners effectively convey the necessary details and actions employees must take. From providing personalized guidance to organizing workshops and consultations, PEOs empower employees to understand and make informed decisions during open enrollment. Meg added, “GMS has Benefits Account Managers on staff that work with clients to notify employees when it’s time to enroll in their benefits, provide concise overviews of all plans being offered, and provide easy access to benefits through the GMS Self Service Portal.”

    By leveraging the support of a PEO, small business owners can confidently navigate the open enrollment process, ensuring that all employees are equipped with the knowledge they need to take full advantage of their benefits when the time comes. Contact us today to learn more.

  • In the age of “quiet quitting,” when employees silently resign without expressing their dissatisfaction, it can have detrimental effects on your business. The subsequential decreased productivity and high turnover rates further negatively impact your organization long term. However, we understand that it may not always be feasible to raise wages, provide bonuses, or offer other monetary incentives as motivators.

    In today’s competitive business landscape, it’s essential your organization understands the importance of recognizing and encouraging your employees beyond monetary rewards. While financial motivators have traditionally been the go-to method for acknowledging employee contributions and are still relevant and valuable motivators, forward-thinking companies are now exploring non-monetary ways to inspire and engage their workforce.

    Beyond a paycheck, bonus, raise, and other financial motivators, alternative approaches can tap into intrinsic influencers such as personal growth and a sense of purpose that profoundly impact employee satisfaction, productivity, and retention. By tapping into alternative methods, you, as an employer, can help foster a culture of appreciation, engagement, and loyalty, ultimately driving higher levels of productivity and employee satisfaction. If you are unsure where to begin, we’ve gathered a few strategies to help get you started.

    The Power Of Non-Monetary Rewards

    Intrinsic motivation refers to an employee’s internal drive to engage in a task or activity. Unlike extrinsic motivation, which relies on external rewards, intrinsic motivation depends on personal fulfillment, a sense of achievement, and enjoyment of the work and work environment. By understanding the power of intrinsic motivation, you can tap into a deeper level of employee engagement.

    Intrinsic motivators or non-monetary rewards have profound psychological benefits that positively impact your employees’ well-being and job satisfaction. When employees receive recognition and rewards that go beyond financial compensation, it fosters a sense of appreciation, validation, and belonging. These rewards can include verbal praise, certificates of recognition, and growth opportunities. Recognition of employees’ efforts affirms their skills and abilities, providing a sense of mastery and competence. Recognition and reward programs can also reinforce a positive work culture, fostering a sense of camaraderie and loyalty among employees. Moreover, non-monetary rewards can align with an employee’s personal and professional goals, creating a greater sense of purpose and fulfillment in their work.

    Additionally, as Gen-Z and millennials continue to bring a fresh perspective to the workplace, it’s crucial to acknowledge their unique expectations. While financial rewards and compensation remain high motivators, these generations seek companies that prioritize flexible work arrangements and provide employee perks such as gym memberships and education stipends. These offerings reflect a genuine dedication to their personal and professional development, which can assist retention efforts.

    Non-Monetary Recognition And Motivation Strategies

    Many non-monetary strategies could benefit your organization. Here are just a few:

    1. Provide meaningful feedback and appreciation: Establish a process to regularly provide constructive feedback and recognition to employees for their achievements and efforts. Offer opportunities for managers and employees to share specific feedback highlighting strengths and accomplishments.
    2. Recognize achievements publicly: Public recognition of accomplishments during team meetings or company-wide announcements can have a powerful impact. It not only boosts the morale of the recognized employee but also inspires others and sets a positive example for the entire organization.
    3. Flexible working: Granting flexibility in where and when employees can work promotes work-life balance and acknowledges employees’ diverse needs and responsibilities outside their professional roles.
    4. Additional leave: Providing bonus days off, extended lunch breaks, and offering options to leave early on Fridays or start late on Mondays are all effective motivators for employees.
    5. Professional development opportunities: Whether internally or through sponsoring professional development opportunities, you can enhance employee motivation and commitment to your business.
    6. Mentorship programs: Similarly to professional development opportunities, providing employees the chance to be mentored by internal managers, C-suite executives, or external programs can significantly impact employee motivation and enthusiasm towards their work.
    7. Team-building activities: Offer opportunities for your employees to collaborate outside of work. Through activities such as game or trivia nights, volunteer days, or team luncheons, you can help foster positive relationships between employees, which helps create a positive work culture.
    8. Wellness programs: Create a work environment that emphasizes the importance of self-care by offering incentives such as workshops, wellness retreats, or mental health days for your employees. By promoting a culture that values well-being, you demonstrate a commitment to supporting your employees beyond their professional responsibilities alone.

    Implementing Non-Monetary Recognition Programs

    In the current hybrid and remote work landscape, it’s become increasingly crucial to discover methods for motivating and acknowledging employees. However, it’s vital to tailor your approach according to your organization’s unique characteristics and needs. Recognizing the individuality of your company ensures that the motivational strategies you choose are effective and resonate with your employees.

    One effective way to tailor your approach is by actively involving your workers through regular surveys and feedback sessions. By gathering valuable insights and perspectives, you can better understand the areas where employees want to be recognized and adjust your efforts accordingly. This approach also assists in developing recognition programs that align with your business’ values and traditions.

    While implementing and iterating your strategies, setting clear and attainable goals is crucial. You can effectively track progress by defining specific objectives, such as increasing employee morale, improving team collaboration, and establishing measurable targets. This ensures that your recognition programs are purposeful and have the desired impact.

    Disadvantages Of Non-Monetary Rewards

    Though there aren’t many disadvantages to non-monetary rewards, there are a few things to consider. If you have a sizable team, your goal should be to increase productivity, and giving out non-monetary rewards may not be enough to encourage employees. Therefore, instead of replacing monetary incentives, it’s advisable to use non-monetary recognition programs in conjunction with them. Achieving a balance between the two approaches will yield the best results.

    Another potential challenge is implementing recognition and reward programs that fit within your budget but also meet the desires of your team. It can also take a substantial amount of time to implement and generate company-wide buy-in. Thus, it’s important that you’re aware of the resources needed before you get started. Partnering with a professional employer organization (PEO) or hiring an employee engagement personnel to assist your efforts can be a good place to start.

    Ensuring Success

    It’s essential to generate buy-in from both leadership and employees to ensure the success of your chosen strategies. To assist in this process, communicate the value of non-monetary recognition to your leadership team. Transparently explain the reasons behind implementing these strategies and highlight how they contribute to employee development, well-being, and job satisfaction. Clearly articulate the connection between recognition and the overall success of the organization.

    Additionally, routine and consistent communication is critical. Regularly inform employees about the specific non-monetary rewards available and provide clear guidelines for earning them. Encourage managers to discuss and promote recognition programs with their teams openly. Doing so will help create a culture that appreciates and celebrates employee accomplishments.

    Finally, you should monitor the effectiveness of non-monetary recognition strategies to ensure their success. Regularly gather employee feedback through focus groups or one-on-one conversations to assess their perception of the recognition programs. Keep track of the frequency and types of recognition utilized and evaluate their impact on employee motivation and engagement. Use this feedback to identify areas for improvement and make necessary adjustments to the strategies. Recognition programs should continually improve as you gather feedback. Thus, flexibility and adaptability are key.

    Performance Management Assistance

    At GMS, we understand that your employees are your greatest asset. However, managing them and maintaining a positive work culture can be difficult. As a business owner, performance management is critical to making training, career development, compensation, transfers, promotions, and termination decisions. It allows you to set clear goals and expectations for each employee and provide feedback about their performance related to those goals.

    With our employee performance management service, we can help you strategize ways to reengage your employees, help you define your goals, and set employee expectations. We even take on the administrative burdens associated with managing employees. Ready to get started? Contact us today to connect with one of our specialists!

  • As a small business owner, your employees are the backbone of your organization, and their well-being and satisfaction directly impact your success. In today’s rapidly evolving work landscape, companies are reevaluating traditional policies and seeking innovative ways to foster employee happiness, engagement, and productivity. One such policy that has gained popularity recently is unlimited paid time off (PTO). While the idea of unlimited PTO might seem enticing, it’s crucial for small business owners to carefully consider various factors before implementing such a policy. Let’s explore the key aspects business owners should consider before offering this perk.

    Resource And Staffing Considerations

    Small businesses often operate with limited resources and tight-knit teams. Before implementing unlimited PTO, evaluate your business’s capacity to handle potential staffing gaps when multiple employees take time off simultaneously. Consider factors such as: 

    • Customer demand
    • Workload distribution 
    • The need for cross-training to ensure uninterrupted operations 

    It may be necessary to establish guidelines and processes for scheduling time off to maintain optimal productivity. 

    Communication And Expectations

    Clear communication is essential when introducing unlimited PTO. Ensure that employees understand the purpose of the policy and the expectations regarding requesting and scheduling time off. Establish guidelines for notice periods, blackout periods, and any limitations during peak business seasons. Transparent and proactive communication will help manage expectations, reduce misunderstandings, and maintain productivity.

    Defining Boundaries And Accountability

    While unlimited PTO offers flexibility, setting boundaries to prevent abuse or misuse is crucial. Define what “unlimited” means within your organization and establish guidelines for employees to follow when requesting time off. Encourage open dialogue about workload management, emphasizing the importance of planning and ensuring employees remain accountable for their responsibilities. Regular check-ins and performance evaluations can help monitor productivity and address any concerns.

    Tracking And Record-Keeping

    Small businesses must implement a system to track and manage time off. Consider using technology tools or software that enable employees to request and track their time off, providing visibility for employees and management. Accurate record-keeping will help ensure fairness, prevent conflicts, and comply with legal requirements.

    Budget And Financial Implications

    Unlimited PTO can have financial implications for businesses. Evaluate the potential impact on payroll expenses, especially if employees receive payouts for unused PTO upon termination. Consider the financial sustainability of offering unlimited PTO, including employee benefits and compensation costs. Budgeting and forecasting will help you determine the feasibility of this policy within your financial constraints.

    Company Culture And Employee Buy-In

    Consider your company culture and whether it aligns with the principles of unlimited PTO. Assess employee attitudes and preferences regarding work-life balance. Engage in conversations with your team to gauge their expectations and ensure the policy resonates with their needs. A supportive and flexible culture will foster trust and loyalty among employees, leading to increased satisfaction and productivity.

    Don’t Make This Decision On Your Own, Partner With GMS

    While the decision to offer unlimited PTO can be complex for small businesses, it’s important to remember that you don’t have to navigate this journey alone. Partnering with a professional employer organization (PEO) like GMS can be a game-changer. We provide business owners with expertise and support in implementing and managing employee benefits, including unlimited PTO. In addition, we assist with establishing policies, ensuring compliance with legal requirements, and providing robust tracking systems.

    With a PEO, you can leverage our resources, experience, and knowledge to navigate the challenges associated with unlimited PTO, enabling you to focus on your core business objectives. Embrace the opportunity to work hand-in-hand with GMS and unlock the true potential of your business. Contact us today to learn more.

  • In the fast-paced world of startups, where every decision can make or break a company, investors constantly seek innovative strategies that give startups a competitive edge. One strategy that has caught investors’ attention is the utilization of a professional employer organization (PEO). These strategic partnerships provide startups with comprehensive HR solutions and offer a range of benefits that align with investors’ interests. What exactly is the difference between a startup utilizing a PEO and one that isn’t? That’s what we’re here to discuss. Let’s dive into the compelling reasons why investors are increasingly drawn to startups that embrace the power of PEOs, and how this partnership can lead to success.

    Streamlined HR Operations

    Investors recognize that startups must focus their time and resources on core business activities rather than getting dragged down by complex HR operations. PEOs specialize in managing HR functions such as:

    • Payroll 
    • Benefits administration
    • Risk management 
    • HR

    By leveraging the expertise of a PEO, startups can streamline their HR processes, allowing them to allocate more time and energy toward driving growth and innovation.

    Cost Efficiency And Scalability

    Investors also understand the importance of efficient resource allocation for startups. By partnering with a PEO, startups can access economies of scale that would otherwise be challenging to achieve independently. PEOs pool together multiple client companies, enabling startups to access the following:

    • Comprehensive benefits package 
    • Affordable insurance rates
    • Other cost-saving measures 

    In addition, as startups experience growth, PEOs offer scalability, seamlessly accommodating an expanding workforce and ensuring compliance with ever-changing labor laws.

    Compliance And Risk Mitigation

    In the highly regulated landscape of employment laws, startups must navigate a complex web of regulations to avoid costly legal consequences. Investors recognize the importance of adhering to these regulations and seek startups that demonstrate a commitment to legal compliance. PEOs bring specialized knowledge and experience in managing compliance and mitigating risks associated with employment practices. By partnering with a PEO, startups can access expert guidance, ensuring they comply with laws and regulations. This commitment to compliance gives investors confidence and reduces the potential for legal setbacks.

    Competitive Edge In Talent Acquisition

    Attracting top talent is a crucial component of any startup’s success. However, startups often face challenges competing with established companies when offering attractive employee benefits packages. PEOs level the playing field by granting startups access to comprehensive benefits programs, such as:

    • Health insurance 
    • Retirement plans
    • Vision and dental care
    • Life, accident, and critical illness
    • Pet insurance 
    • Short and long-term disability 
    • Telemedicine 

    These enticing benefits help attract top talent and foster employee loyalty and satisfaction. Investors recognize that startups with robust talent acquisition and retention strategies are better positioned for sustainable growth.

    Focus On Core Competencies

    Investors appreciate startups that demonstrate a laser focus on their core competencies. By offloading HR responsibilities to a PEO, startups can free up their internal resources to concentrate on what they do best – developing innovative products, acquiring customers, and scaling their business. This emphasis on core competencies enhances productivity and the startup’s chances of achieving milestones and delivering investor returns.

    GMS Has The Solution You’re Looking For

    Having explored the reasons behind investors’ preference for startups leveraging a PEO, let’s embark on the journey to find the perfect PEO for your business. Look no further than Group Management Services (GMS), a distinguished certified PEO (CPEO) that has surpassed the stringent requirements set by the Internal Revenue Service (IRS). As a CPEO, we go above and beyond by offering clients exclusive financial protections and tax benefits that set us apart from traditional PEOs. With our team of HR experts at your side, we are committed to equipping startups with the comprehensive services they need to thrive in today’s competitive labor market.

    From seamless onboarding and customized training programs to ensuring workplace safety and handling payroll administration, our end-to-end solutions cater to your needs. With the support of GMS, startups can confidently pursue their growth trajectory, capturing the attention and investment of forward-thinking stakeholders. Trust GMS to be your trusted partner in unlocking your startup’s full potential for success. Get a quote from us today!

  • 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.