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  • Between making high-stakes decisions, budgeting, and strategizing, it’s safe to say business owners have their hands full. However, with a growing business comes more employees and a greater need for a reliable human resources team. This sounds like a great idea until business owners realize how expensive an in-house HR team can be, not to mention how much work goes into building one.

    But what if we told you about another alternative? HR outsourcing is the solution to all your HR problems, no additional staff is needed. If you’re not sure what all HR Outsourcing entails, we’re here to help!

    What Is HR Outsourcing?

    HR outsourcing is the practice of delegating some or all of an organization’s human resource functions to a third-party service provider. This can include functions such as payroll, benefits administration, recruiting, training and development, employee relations, and more.

    It allows companies to focus on their core competencies while outsourcing the complex aspects of HR management. Companies that outsource HR services can focus on improving their core business processes and procedures without having to worry about managing the day-to-day operations related to human resources. Sounds like a win-win!

    What Does HR Outsourcing Include?

    Outsourcing your HR department can save you money while also providing you with access to a wide range of resources. You’ll gain access to a dedicated team that can handle all your staffing needs without ever having to worry about hiring an employee or finding space for them in your office. The following are a variety of services that HR outsourcing includes:

    Benefits

    Putting together a benefits package takes work, but with HR outsourcing, all the benefits you want to provide for your employees are rolled into one package. If you use a professional employer organization (PEO) for this, they can give you access to high-quality, affordable benefits while also assisting you throughout the entire process. These benefits can include:

    • Access to top health care, dental, vision, life, short-term disability, long-term disability, and other types of insurance
    • Voluntary benefits and employee assistance programs
    • COBRA administration
    • 401(k) plan and administration
    • Section 125 plan administration
    • Paid time off (PTO) tracking

    Payroll

    Payroll is yet another time-consuming and challenging task for business owners. But with payroll management services, paying your employees is completely hands-off and handled by a professional. Small and mid-sized companies spend an average of $2,250 per employee per year to manage payroll, and if you’re doing the math right, that’s a significant amount of cash. Payroll management allows you to save money and gives you peace of mind knowing your finances are in good hands. These services often include:

    • Payroll processing
    • Payroll software
    • Payroll tax management
    • Employee self-service

    Human resources

    HR doesn’t just stop at payroll and benefits. There are many functions when it comes to human resources management such as recruiting and retaining talent, tracking vacation time and having a trained professional to answer employee questions. HR outsourcing companies allow you to spend more time growing your business and less time on human resource management.

    Risk management and workplace safety

    Lastly, risk management and workplace safety are among the most important services. U.S. employers are responsible for dealing with the consequences of workplace injuries. According to OSHA, millions of workers suffer serious job-related injuries or illnesses every year. In addition to the resulting downtime and lost productivity, these incidents result in workers’ compensation claims for employers, increasing their insurance rates. Taking proactive measures can help create a safer work environment for your employees, which HR outsourcing companies can assist with.

    How Outsourcing HR Services Can Benefit Your Business

    A few years ago, the term “HR outsourcing” was a foreign concept to most people. But today, it’s becoming more common for companies to outsource their human resources management responsibilities to third parties.

    It’s easy to see why there are many benefits to outsourcing your HR functions, including reduced costs and increased efficiency. The following are additional benefits HR outsourcing includes:

    • Flexibility: You have the ability to choose how many employees you want to hire and how much time you want them to work. In addition, you can adjust your needs, which might mean adding or removing employees from your team depending on the season or other factors.
    • Cost savings: By outsourcing your HR functions, you can save money by not having to hire an entire department of people just for HR tasks. This can help reduce costs while still providing the same level of service as if you were hiring an entire team internally.
    • Efficiency: Outsourcing allows companies with limited resources or expertise in specific areas, such as compliance or payroll management, to receive additional help. This way, they have support from outside experts who specialize in those areas without having to hire an entire team internally (e.g., only payroll experts).

    Difference Between A Professional Employer Organization (PEO) And HR Outsourcing

    As we’ve covered, HR outsourcing is the act of outsourcing the functions of human resources to a third party. A PEO, or professional employer organization, is an organization that provides these services. They are not a staffing agency, and they don’t just provide payroll services—they provide all the administrative support that comes with managing employees, including benefits administration, employee screening, recruitment, payroll processing, and tax reporting.

    In addition to providing administrative support for your business operations, PEOs also offer several other benefits:

    • Reduced risk: By outsourcing HR functions, you’re able to reduce your legal liability and exposure to regulatory fines by hiring professionals who specialize in these areas.
    • Improved efficiency: PEOs can process paperwork faster than you could ever hope to do on your own — saving you time and money!
    • Hassle-free administration: Many small businesses find it difficult to keep up with the ever-changing regulations required by law. Outsourcing those responsibilities allows you to focus on what really matters—running your business.

    Common Myths About HR Outsourcing

    HR outsourcing is surrounded by many myths however, we’re here to set the record straight. The following are the most common myths we’ve heard, and why they aren’t true:

    Myth: You’ll have to deal with a bunch of different people from one company who all have different ideas about how things should be done.

    Reality: A PEO is made up of experts in their field, so you won’t have to worry about having multiple people working on your account. You have one HR expert as your point of contact. There’s no more calling a 1-800 number and having to wait on hold.

    Myth: It’s expensive.

    Reality: Most PEOs charge on a per-employee basis, and you are only paying for what your staffing levels required. This saves you money in the long term.

    Myth: You’ll be losing control over your employees.

    Reality: If you’re outsourcing your HR functions, you’ll be able to maintain your own compliance standards alongside their services, including employee benefits programs and payroll management. You’ll also have access to all their resources, so if there are any issues with your employees’ performance or attendance policies, you can contact them directly instead of having to wait for an answer from someone.

    Myth: A PEO is the same as a staffing agency.

    Reality: PEOs don’t hire people on behalf of clients. Instead, they provide them with all the tools they need to manage their own HR needs themselves-from recruiting to hiring to payroll administration. They do this by working directly with clients’ existing employees to make sure everyone has what they need to do their jobs well and efficiently—and that no one falls through the cracks.

    Who Should Use HR Outsourcing? 

    You may have read this far and are still wondering whether HR outsourcing is a good move for you. But believe us when we say HR outsourcing is truly for every business, big or small. HR plays a critical role in protecting your business from legal issues and creating the right policies, practices, and strategies. Without a solid HR team, your business will likely face these issues:

    • Compliance risks
    • Bad hiring practices
    • Low morale and toxic work environment (sexual harassment, bullying, discrimination, and more)
    • High turnover rates
    • Poor performance

    Any of these issues could seriously derail your business. What if you’re not sure if it’s right for you? Here are questions to ask yourself when deciding:

    • Do I need to add or change my company’s benefits package?
    • Are there any HR processes that are taking up too much time?
    • Do I have specific knowledge and expertise in an area that isn’t related to my core business? (For example, if you’re an insurance company and want to start offering 401(k) plans but don’t have the knowledge or experience in this area.)
    • Have my employees brought various HR issues to my attention? 
    • Do I feel like my time would be better suited somewhere else?
    • Could I provide more benefits or HR services to my employees?

    Where To Get HR Outsourcing

    All of this information about HR outsourcing may have given you a better understanding of what is provided, but you may not know whom to choose. With GMS, you can be sure that your HR outsourcing is handled by trained professionals who understand the industry and have the experience to get the job done. We’ve got a team of experts who can help you find the right people for your business and manage them so that they’re at their best. We also offer benefits administration, payroll services, and more. If you’re interested in learning more about what we can do for your business and how we can help you reach your goals, contact us today!

  • Since the COVID-19 pandemic began in 2020, employers have started implementing workplace safety protocols to ensure the safety and health of their employees. While that will always be an essential aspect of one’s business, there are additional ways to promote health at work. Health promotion within the workplace ultimately creates conditions that support and teach the best possible health for your employees. This gives employees a sense of ownership, and they learn to work together to form a coordinated action plan to improve their well-being.

    As 2023 approaches, what better way to kickstart the new year than by promoting a culture of health within your organization? Continue reading to understand the importance of health in the workplace and how you can begin implementing it.

    Building A Culture Of Health 

    Healthy employees make for a more productive workplace and a happier workforce. These results in fewer sick days, quicker recovery, and your employees are at less risk for long-term illnesses. In addition, did you know that healthy employees incur 41% fewer costs? Knowing that, businesses have begun prioritizing encouraging and supporting their employees in adopting healthy behaviors. Business owners are providing their employees with the following:

    • Preventive support
    • Convenient treatment options
    • Tools and resources employees need in all areas of their health

    To establish the right foundation for what’s suitable for your business and employees, you must have the right programs in place and ensure your health strategy fits into your workplace culture. A great way to begin this process is by partnering with an expert in this area. A professional employer organization (PEO) like GMS can apply the following experience to your blueprint:

    • Incentive strategies
    • Benefits design
    • Communication strategies

    From there, create a culture of health by following these steps:

    • Dedicate senior leadership and manager support
    • Identify a worksite health and wellness coordinator (if applicable)
    • Create a wellness plan
    • Dedicate resources

    Why Is This Important?

    While business owners care about their employees and want them to be healthy, a culture of health ultimately provides significant financial benefits to your business. Employees who aren’t healthy cost employers $530 billion in productivity annually. Employee well-being provides your business with the following outcomes:

    • Employee engagement
    • Customer engagement
    • Turnover
    • Workplace safety

    Health promotion in the workplace shows employees that the organization recognizes that both the employer and the employee share some extent for the employee’s health. The company’s bottom line remains intact when your employees are taken care of.

    Creating A Healthy Culture With GMS

    We understand this might be an information overload for you. However, GMS experts are here to help you wherever you need them. Our benefits experts work with you to implement a wellness program within your workplace. If that seems too much to jump into, we can also assist you with creating a benefits package with basic wellness benefits for your employees to get the resources they need. Allow GMS to help you create a healthy workforce to kickstart 2023. Contact us today. 

  • As business owners continue to face a tight labor market, companies have been searching for ways to stand out from their competition. While many businesses have resorted to increasing salaries and implementing hybrid work schedules, others have increased their benefit options. Researchers say that 51% of employees say that benefits play a significant role in talent retention. As 2023 approaches, finding ways to stand out from your competitors will be essential.

    Employer-Assisted Housing Programs

    Recently, businesses have begun helping their workers purchase homes by offering employer-assisted housing programs (EAHPs). EAH programs provide a channel through which employers can help their employees with the cost of owning or renting a home, typically in neighborhoods close to the workplace.

    The following are ways in which assistance could be provided:

    • Down payment grants
    • Loans
    • Homeownership counseling and education
    • Rental subsidies
    • Direct investment in the construction of rental housing

    Why This Is Becoming Popular

    The COVID-19 pandemic has affected everyone in various ways. Alongside that, inflation has increased prices for necessities for individuals to survive. 49% of Americans say that the availability of affordable housing in their community is a huge issue. In addition, mortgage rates throughout the U.S. have climbed over seven percent for the first time in 20 years.

    EAH programs help build employee loyalty and increase productivity through the following:

    • Improved morale
    • Enhanced employee work/life balance
    • Decreased absenteeism

    The unavailability of affordable housing makes it challenging for employers to attract quality employees. Employers can set themselves apart from their competitors when they offer housing benefits, ultimately improving their competitive position. A study showed that those who own homes often work harder and longer for their employer.

    Outsource Your Benefits Administration

    If retaining and attracting top talent is essential for you, you’ve come to the right place. Partnering with GMS provides benefits outsourcing services that allow your company to offer competitive, cost-effective benefits while you focus on growing your business. If providing your employees with EAH programs is too big of a step for you right now, we will work diligently with you to get you the benefits your employees want and need. Contact us today to learn more.

  • It’s without question that individuals across the world are burned out and exhausted. Clearly, burnout in the workplace exists, and we are a long way from ideal working conditions brought on by the great resignation. Burnout can take different forms, affecting individuals physically, emotionally, and behaviorally.

    The following are common causes of burnout: 

    • Lack of adequate social support
    • Taking on more than one can handle at work, school, or interpersonally
    • Poor self-care
    • Lack of sleep

    Burnout is a feeling of being exhausted or the point when you feel trapped in a job without growth opportunities. It’s a recognized medical condition that affects 77% of employees. On top of that, burnt-out employees are over 50% more likely to seek a new job. As a business owner, how will you ensure your employees feel less burnout than normal?

    Sabbaticals Could Be The Solution

    While many businesses provide their employees with paid time off, sick days, and personal days, there are still businesses that don’t. As a business owner, consider starting there if you don’t already provide your employees with these benefits. However, if you already do, great! If you notice your employees are still experiencing burnout, there is another action you can take. Implementing a workable sabbatical program might be the next step for you. Sabbatical leave is an extended time away from work granted to an employee for varying purposes, including:

    • Personal reasons
    • Professional and academic growth
    • Learning and development of new skills
    • Rest and recuperation while maintaining their status as an existing employee

    However, the Society for Human Resource Management (SHRM) conducted a survey that showed only 11% of employers offered an unpaid sabbatical program, and just 5% offered sabbaticals with pay. Talk about a benefit that will differentiate you from your competitors. Employers seeking to recruit and retain top talent may overlook a benefit many workers are likely to appreciate – a sabbatical program.

    What Will You Do? 

    It’s no secret that many of your employees are feeling burnt out and potentially looking for better opportunities. However, GMS has just the solution for you. Did you know that flexibility can decrease burnout by 50%? That means that if you provide your employees with the benefits they need, whether that’s PTO, a hybrid work schedule, or perhaps a sabbatical, you could eliminate half of your employee’s burnout. GMS’ benefits outsourcing services allow your company to offer competitive, cost-effective benefits while you focus on what you do best – growing your business. Maybe right now isn’t a good time to provide your employees with a sabbatical program. If that’s the case, let GMS review your current benefits program and determine how we can improve them to decrease the burnout your employees are feeling. Contact us today to learn more.

  • With today’s labor market, it’s vital that you provide the resources and benefits that will attract and retain the top talent you need to grow your business. One of the best ways is by providing your employees with the education and skills they need to succeed in their careers and bridge the widening economic divide. A study showed that 76% of employees said they are more likely to stay with their employer because of its tuition reimbursement benefits. Amidst the COVID-19 pandemic, many companies began implementing debt-free education benefits programs.

    Employer Education Funding

    While there are several types of employer education program funding, the most common one today is capped tuition reimbursement. Tuition reimbursement is a contractual agreement between an employer and an employee in which a company agrees to help pay for an employee to further their education. Businesses provide these programs to their employees to encourage employee loyalty and to invest in their future at the company. It ultimately allows business owners to develop the talent they already have on their team.

    How Does It Work?

    While companies have their own tuition reimbursement system, there are common features among the different systems. Most small business owners who choose to provide their employees with this benefit offer to pay for classes that are related to an employee’s current job role. Most businesses will only reimburse the tuition upon completion of the course. The employee needs to pay their tuition out of pocket, and then the company will reimburse them based on the repayment structure.

    Why Start Now?

    Whether or not you have a program like this in place, reshaping education funding in an equitable way to help you attract, develop, and retain top talent. Not quite sure where to start? Luckily, GMS can help you. GMS works with employers to help them decide which benefits make the most sense for their business operations, employees, and bottom line. Our benefits account managers assure you and your biggest asset, your employees, will be happy. Providing them with the resources needed to receive additional education so they can excel in their current roles is vital for the growth of your business. Contact us today to learn more.

  • Starting November 1st, open enrollment begins, where consumers can enroll in an Affordable Care Act (ACA) health plan. The ACA is a comprehensive health care reform law that was enacted in March 2010 and has the following goals:

    • Make affordable health insurance available to more people
    • 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 healthcare generally

    The annual open enrollment period allows individuals to enroll in various major medical health insurance plans or ACA-compliant health insurance plans. Individuals may sign up for health insurance, make adjustments to their current plan, or even cancel a plan. The deadline to get enrolled is on January 15th, 2023. If you miss this open enrollment period, you will have to wait until the next open enrollment period in the fall of 2023.

    GMS Is Here To Save The Day

    If you choose to make your job simpler and partner with GMS, we’ve got you covered during this stressful time. Your designated benefits account manager works with you and your employees to ensure everyone gets the coverage they want and need. GMS does more than simply offer coverage like a medical insurance company. We also provide our clients with various tools and resources to find a coverage solution tailored to their needs. Let’s make open enrollment more efficient this year. Contact us today!

  • The Biden-Harris Administration has extended the COVID-19 public health emergency to January 11th, 2023. This concern has adapted from the speculation of a winter spike in COVID-19 cases. The COVID-19 public health emergency first made its appearance in January 2020 by the Trump administration and has been renewed every 90 days since.

    Recall: The Purpose Of The COVID-19 Public Health Emergency

    The declaration allowed changes throughout the healthcare system which included the free distribution of COVID-19 vaccines and treatments. Millions of Americans gained Medicaid coverage, telehealth services were authorized, and hospitals gained flexibility in responding to patient surges.

    In addition, it provided the federal government with the flexibility to waive or modify specific requirements in a number of areas such as Medicare, Children’s Health Insurance Program (CHIP), Medicaid, and private health insurance. Alongside these, Congress also enacted the following legislation:

    What Next?

    When the COVID-19 public health emergency ends, an estimated 5.3 million to 14.2 million individuals could lose their Medicaid coverage. The loss of Medicaid coverage has been named, “the great unwinding,” and could take as long as a year to complete.

    It’s vital for small business owners to provide their employees with the health insurance coverage they need. What happens when the public health emergency ends and you have employees who were enrolled in Medicare during that health emergency period? GMS does more than simply offer coverage like a medical insurance company. We provide our clients with various tools and resources to find a coverage solution tailored to their needs. Contact us today!

  • As a result of the COVID-19 pandemic, many businesses have shifted to a remote or a hybrid work-from-home model. However, when it comes to implementing this style as a more permanent option, there are additional pain points. Have you considered how you will communicate company policies to your employees? Unfortunately, there is no exact methodology to follow when administering these policies.

    Unsure where the best place to start is? Keep reading as we dive into the eight considerations to keep in mind as you move to a remote work environment.

    What Roles Can Be Performed Remotely? 

    As you start, it’s a good idea to look closely at the job descriptions of each role within your organization. Some positions may be customer-facing and require face-to-face interactions. Other positions may require onsite monitoring.

    Will You Use A Location-Based Or Value-Based Compensation Model? 

    Many businesses follow a location-based model when it comes to compensating their employees. Salaries range based on the geographic location of your employees. However, many businesses have considered a value-based approach due to the rise in remote work. This style of pay is strictly based on the value that the employee brings to the organization.

    Are You Complying With pay Equity Standards?

    There are multiple reasons one may want to pay onsite workers higher than offsite workers. This can be commute-related, encouraging in-person collaboration, or alleviating communication barriers that come along with working remotely.

    Does Your Pay Policy Affect Employee Morale? 

    Many employees prefer on-site work, whereas others desire to work remotely. Perspectives may vary depending on the employee and how they view the workplace culture. Some employees may be more flexible about the idea and more willing to accept less pay to work remotely. Others may not be willing to trade flexibility for compensation. Before finalizing a policy, it’s important to consider not only employee morale but how this plan will affect recruitment and retention.

    The Wage And Hour Rules To Consider

    The Minimum wage and overtime rules for non-exempt employees, salary thresholds, and job duty tests vary throughout each state. Another consideration is expense reimbursement, meal and rest breaks, and more. It is vital to ensure that your pay practices for onsite and remote employees comply with the applicable federal and state wage and hour laws.

    Labor Relations To Consider

    Are your employees unionized? As collective bargaining agreements are being negotiated, it’s vital to have a written policy to address work arrangements and compensation for remote workers. Another consideration is to begin working alongside your labor counsel early in the process. This will allow you to build a plan within your bargaining strategy.

    Local Tax And Insurance Requirements 

    Each state has different laws when it comes to managing employee leave and disability programs. These deductions must be completed properly. Consider looking into whether a business regulation is required when you have multiple remote employees within a state.

    Building A Written Policy

    After building your remote-work compensation strategy, it’s time to take those practices to your employee handbook. Following these clear guidelines will help maintain consistent pay practices, that employees can respect.  

    GMS’ Support

    Remote work and hybrid schedules may seem simple; however, many regulations come along with them. As a business owner, there is not enough time in the day to manage all these tasks on your own. That’s when GMS steps in to help. GMS has all the resources you need to remain compliant. Our HR account managers can help you develop and implement a work-from-home and hybrid strategy that works across the board for your business. Learn more today!

  • Are you a small business owner who has found yourself asking if you should offer a retirement plan as part of your employee benefits package? Now more than ever, it’s important to stand out from competitors to attract and retain top talent. There are various retirement plan options available, including a traditional IRA, 401(k), ROTH IRA, Simple IRA, and many more.

    In recent legislation, The Secure Act 2.0 package included a proposed Starter 401(k), as well as new and expanded tax credits to small businesses offering retirement plans. The Starter 401(k) plan aims to allow small businesses to offer retirement plans while streamlining regulations and lowering costs. Under this bill, eligible employers – those that do not already offer a plan – are not required to provide matching contributions. In addition, it would also create a safe harbor for the non-discrimination and top-heavy testing requirements for defined contribution plans. Annual contributions would be limited to:

    • $6,000
    • Indexed to inflations
    • Additional catch-up contribution for those at least 50 years of age

    If the bill is passed, the Starter 401(k) plan will aim to eliminate common barriers to plan sponsorship. If the bill is passed, it will be effective after 2023 and include the following provisions:

    • Small businesses with no 401(k) plan in place can offer either a Starter 401(k) plan or a Safe Harbor 403(b) plan. 
    • Eligible employees would automatically enroll at the minimum default level of 3% of their income. 
    • Employer contributions are not required, therefore lowering costs for employers. 
    • Year-end testing is not required, saving time and reducing stress. 
    • Limits on annual contributions would be the same as the current IRA contribution limit, which in 2020 is $6,000 with an additional $1,000 in catch-up contributions beginning at age 50. 

    Traditional 401(k) Plan 

    The most common type of retirement plans small businesses provide their employees with is a 401(k) plan. A 401(k) plan is a retirement savings plan many employers offer that has tax advantages for the employee enrolled in the plan. Employees who sign up for a 401(k) agree to have a percentage of each paycheck paid directly into an investment account.

    The following are benefits for your business when you provide a 401(k) plan to your employees:

    • Lower tax liability
    • Improved work ethics
    • Business tax credits
    • Attractive benefits
    • Business tax deductions

    A small business 401(k) plan is designed as a multi-purpose tool for business owners. Employers can use a 401(k) plan to lower this taxable income, grow savings for retirement, and to even manage the future of their business. Ultimately, a 401(k) plan plays a significant role in making your vision for the future a reality. From a cost standpoint, this type of plan is typically one of the more economical benefits for small business owners.

    Get Started Before The New Year!

    As a small business owner, you wear multiple hats at once. So, adding an additional hat to your plate may not sound too appealing to you. However, offering retirement plans is essential to recruiting and retaining quality employees. Tom Smith, GMS’ Director of Retirement Services, expresses, “Offering a retirement plan is a great benefit for business owners. A 401(k) plan gives business owners flexibility in terms of plan design options to meet the needs of your employees.” GMS offers its clients the option of a profit-sharing 401(k) plan. This gives business owners flexibility in how much they contribute to their employees’ 401(k) accounts. With this option, instead of a standard employee-match program where the employer will match the employee’s contribution up to a certain amount, the employer has more flexibility and control over the contribution. Allow your employees to enroll in a retirement plan before the new year starts. Contact GMS today.  

  • Pennsylvania lawmakers have been working diligently to pass a bill that would expand coverage of medical procedures for chronically ill patients. While the bill mainly applies to private insurers, it would do the following for individuals in Pennsylvania:

    • Remove prior authorization for emergency care
    • Standardize timelines for insurers to approve or deny a request for treatment
    • Guarantee that doctors can request that plans cover medications without a patient first trying a cheaper drug

    Ultimately, the bill would allow medical providers more time on caring for patients as opposed to fighting with insurance companies. The patients will receive more clarity and flexibility when deciding on their treatment options.

    The current proposal passed the Republican-controlled state Senate in June. The bill is now waiting for the state House to vote, then the state Senate must approve the changes before taking additional measures.

    Diving Deeper Into The Bill

    The proposal aims to change two fundamental aspects of American health care which include:

    • Prior authorization
    • Step therapy

    Prior authorization is a process used by insurance companies to determine if a prescribed product or service will be covered. Step therapy means trying less expensive options prior to “stepping up” to drugs that cost more. Both ensure that medically sound and cost-effective medications are prescribed appropriately. However, the bill would not completely eliminate either practice. Instead, it would require insurers to offer exemptions for both along with creating a standardized process for doctors to apply for approval or request an exemption.

    To accomplish this, the bill would:

    • Establish standardized electronic forms for the application
    • Set a statutory deadline for responding to requests
    • Require insurers to provide written notification explaining the denial
    • Allow the state Insurance Department to review the decision

    In addition, this bill would allow physicians to dispute an insurer’s decision directly with a doctor employed by the insurer rather than an individual who may not have a medical degree. The goal of the bill is to create a new and more effective process for prior authorization of medical services which will keep everything consistent and transparent.

    What Now?

    While individuals in Pennsylvania wait for a further notice regarding this proposal, it’s important to understand alternative solutions. This proposal still must pass through multiple stages for it to become a law. Partner with GMS to ensure your employees are covered under any circumstance. When you partner with GMS, it’s possible to reduce your health insurance costs while still providing top-tier coverage. GMS changes the approach to increase affordable options by giving small businesses the buying power of a large corporation. Contact us today to learn more.