• As a company grows, so do the needs of its employees. Offering competitive and comprehensive employee benefits is crucial for attracting and retaining top talent. However, navigating the complexities of employee benefits can be challenging, especially as your company expands. Continue reading to explore the key considerations and strategies for effectively managing employee benefits as your company grows.

    Understanding The Importance Of Employee Benefits

    Employee benefits play a significant role in the overall satisfaction and well-being of your workforce. They contribute to employee retention and loyalty and impact recruitment efforts. 78% of employees say they would stay with a company because they like the benefits. As your company scales, the need for robust employee benefits becomes more significant, making it essential to understand the importance of offering a compelling benefits package.

    Tailor Benefits To Meet Diverse Needs

    Understanding your employees’ diverse needs is fundamental to tailoring an effective benefits package. Conducting surveys or holding focus group discussions can provide valuable insights into your employees’ specific needs and preferences.

    In addition, consider customizing benefits to cater to different demographics within your workforce. This may include offering flexible work arrangements, wellness programs, or personalized health care options to accommodate varying lifestyles and preferences.

    Navigate Legal And Compliance Considerations

    It’s also crucial to stay on top of evolving labor laws and regulations related to employee benefits. Compliance with local, state, and federal laws is essential to avoid potential issues. Consult legal and HR professionals to ensure your benefits offerings comply with relevant regulations. This can help mitigate legal risks and ensure your benefits programs adhere to industry standards.

    Evaluate Cost-Effective Benefits Solutions

    Growing companies often face budgetary constraints. It’s important to conduct a thorough cost analysis to assess the financial implications of expanding or modifying employee benefit programs. Research and explore cost-effective benefit solutions such as group insurance plans, retirement savings programs, or employee assistance programs. Evaluating multiple options can help identify affordable yet impactful benefits for your employees.

    Communicate Benefits Effectively

    Clear and transparent communication about employee benefits is essential, especially during growth and change. Develop effective communication strategies to ensure employees understand the full scope of their benefits. In addition, provide educational resources and workshops to help employees make informed decisions about their benefits. This can enhance appreciation for the benefits offered and maximize their utilization.

    Leverage Technology For Benefits Administration

    Now, it’s essential to implement HR software that streamlines benefit administration processes. This can simplify enrollment, tracking, and employee benefits management, improving overall efficiency. Providing employees with self-service tools for benefits management can enhance their experience and reduce administrative burdens on HR personnel.

    Partner With A PEO

    Consider finding support from HR professionals such as a professional employer organization (PEO) who are there to help create a competitive benefits package for your business needs. While growth is great, you no longer have the time to manage everything on your own. Partnering with a PEO like GMS is the light at the end of the tunnel. GMS does more than simply offer coverage like a health insurance company. We provide our clients with various tools and resources to find a coverage solution tailored to their needs. Common benefits options we provide business owners include:

    By embracing the support of a PEO and incorporating sought-after benefits, small business owners can attract and retain top talent, foster a positive workplace culture, and ultimately drive the growth and success of their organizations. Contact us today to explore how we can help you navigate employee benefits for your growing business.

  • Among many things, the COVID-19 pandemic changed how providers connected with patients worldwide. To stop the spread of COVID-19 early on, many providers postponed or canceled patients’ appointments. As a result, telehealth became a prominent source of patient care and monitoring. Telehealth provides individuals with easy access to providers while decreasing in-person contact with health care facilities and staff. Patients receive real-time interactions monitored through a smartphone, tablet, or computer. Pre-deductible telehealth coverage was included in the 2023 omnibus spending bill. The bill proposed that the telehealth pre-deductible coverage would remain available for an additional two years. On December 29th, 2022, President Joe Biden signed the $1.7 trillion spending bill into law. The bill included extending telehealth relief provision, which supported the 2020 Coronavirus Aid Relief and Economic Security Act (CARES). The CARES Act pushed payments to eligible adults, expanded unemployment insurance, and gave loan borrowers additional time to make payments.

    Understanding Pre-Deductible Coverage 

    Understanding how your deductible works is an integral part of getting the most out of your policy. It’s imperative to understand how pre-deductibles work within your business. Pre-deductible benefits are implemented when your plan starts – giving access to you and your employees before reaching the set deductible. This allows you and your employees to receive coverage while removing the financial barrier – allowing the use of essential medicines, medical devices, and diagnostic tests.

    Good news for employers: the bill’s provision allows health savings account (HSA) -qualifying high-deductible health plans (HDHPs) to cover telehealth and other remote-care service options on a pre-deductible basis. Additionally, an otherwise HSA-eligible individual can receive pre-deductible coverage for such remote-care services from a stand-alone vendor outside of the HDHP. In both cases, the pre-deductible telehealth coverage won’t affect an individual’s eligibility to make or receive HSA contributions. In short, this pre-deductible coverage has improved access to health care options, in a convenient and accessible way.

    Following the HSA contribution rules, employees remain eligible for telehealth without affecting their contributions. Individuals within your organization could receive remote care from vendors in and outside of one’s network.

    Remain Protected With GMS 

    When the world shut down amidst the COVID-19 pandemic, telehealth services reached an all-time high. As we transition out of that period, there are certain benefits employees want to stay – pre-deductible telehealth coverage being one of them. Luckily, it has been extended another two years, but still leaves uncertainty for the future thereafter. As a partner of GMS, you can receive affordable and convenient health consultations with licensed physicians. Additionally, Teladoc saves you and your employees time from sitting in waiting rooms, minimizing the need to take time off work. Through our partner, Teladoc, your employees can stay healthy and productive. Contact GMS today to learn more. 

  • Illinois Governor JB Pritzker signed the Family Bereavement Leave Act (FBLA) into law, amending the Illinois Child Bereavement Leave Act of 2016 (CBLA). Established in 2016, the Child Bereavement Leave Act was adopted giving employees 10 workdays of unpaid leave to grieve the loss of a child. However, the FBLA expands the scope of unpaid bereavement.

    Two Key Amendments 

    The adaptation of this law is a result of two major changes:

    • A clear definition of who is eligible for coverage
    • Inclusion of fertility-related loss as an acceptable reason an employee may use leave

    Who Is Eligible 

    Under the FBLA, employers must provide up to two weeks of unpaid leave to Family and Medical Leave Act (FMLA) -eligible employees grieving the loss of a family member or tragic event. The definition of covered family members was clarified including:

    • Spouse
    • Domestic partner
    • Sibling
    • Parent
    • Parent-in-law
    • Grandchild
    • Grandparent
    • Stepparent
    • Child

    Additional Leave

    The FBLA requires that employers now provide additional leave regarding negative fertility events:

    • Miscarriage
    • Still-birth
    • Failed adoption
    • Failed surrogacy
    • Negative fertility diagnosis 

    What Employers Need To Know

    Employers are not subject to adding additional unpaid leave other than what is stated under the FMLA. As an employer, you are permitted to request reasonable documentation to accept a leave request. However, you may not ask for details of the event linked to employee leave. If an employee wishes to use the FBLA, there must be a 48-hour notice to the employer. As with FMLA, employees will only become eligible after 12 months of employment or 1,250 hours worked.

    Why GMS

    State laws and regulations are ever-changing. When you partner with GMS, employers gain total administrative support through our HR experts. GMS ensures that through all changes, your business will remain compliant. Contact GMS today to discover how we simplify the administrative duties of your business.

  • As a benefit that many companies offer to their employees, paid time off (PTO) policies constantly evolve to accommodate changes in the working world. However, many employers fall into the trap of overly complicated policies that are not only difficult for employees to understand, but also difficult to track.

    It’s important to find a policy that will make employees happy and maintain effective workplace attendance within the workforce. The good news is that implementing a good PTO policy doesn’t have to be complicated. Here’s what you need to know in order to build the right PTO policy for both you and your employees.

    How Does PTO Work?

    PTO can work in different ways depending on your exact policy. Each option boils down to giving every eligible employee an allotment of time that they can use to take off work for various reasons.

    The exact way that those paid days off are granted depends on the type of policy. Common PTO policy examples include:

    • Traditional leave
    • PTO banks
    • Unlimited PTO
    • PTO donation

    Traditional leave

    A traditional PTO policy gives employees a set number of days for different types of time off, such as vacation time, personal days, sick days, and holidays. These days can be used over the course of a year and renewed once the employee hits a certain date. New employees typically start with a set number of days and can earn more after being with the company for a certain number of years.

    PTO banks

    PTO bank policies revolve around giving employees access to a pool of paid time off that they can use for any reason. As with traditional plans, employees can use these days over the course of the year until they run out or when their pool renews at a certain date. This type of plan gives employees more flexibility when it comes to needing days off

    Unlimited PTO

    Unlimited PTO plans allow employees to take as many days off as they need, as long as the manager approves them. This option is less common than other PTO policies, but has grown steadily in popularity because of its flexibility and freedom. However, these plans can also require a well-written policy to avoid both overuse and underuse.

    PTO donation

    PTO donation is less of an overall plan and more of an add-on to other policies with set allotments of paid leave. Organizations that allow for PTO donation give employees the ability to give some of their days to a coworker if they need them, such as if an individual needs extra time to take care of a loved one. This option keeps the organization’s overall pool of paid leave the same but gives employees some added flexibility.

    What Are The Benefits Of A PTO Policy?

    While the U.S. does not federally mandate paid vacation or holiday time, there are plenty of good reasons to provide this form of benefit. PTO is regularly among the most desired benefits for job seekers, which is a big reason why roughly 80% of private businesses offer some form of PTO. In turn, these businesses enjoy the following advantages:

    • Reduced absenteeism – According to SHRM, more than half of employers who combined sick time and vacation time in the same PTO plan reduced absenteeism by up to 10%.
    • Employee performance – Burnout is a real problem. Giving employees the ability to take meaningful vacations and mental health days helps them stay more productive in the long run.
    • Employee morale and trust – A PTO policy is a way to show employees that you care about their personal lives and let them use their time as they see fit. In return, those employees are more likely to be happy at work and stay with the company.

    What Factors Impact Which PTO Policy Is Best For My Business?

    There are several variables that your business needs to address when it comes to providing PTO. This process involves asking a few key questions that will play a major role in how you’ll shape your PTO policy.

    How many days off should employees have?

    The right amount of time off can vary greatly depending on a business and its employees. According to Indeed, the average amount of paid vacation days can range from 11 to 20 depending on an employee’s service length.

    The best place to start is to review your business’ internal staffing needs to identify a comfortable range of days that accommodate workloads and employee satisfaction. You can also check industry and regional averages to stay competitive with the competition.

    Does it matter how employees use their time off?

    The answer to this question will likely dictate whether you opt for a traditional policy or something more flexible. If it’s important to separate vacation days from sick leave and other time off, a traditional PTO policy is a natural choice.

    Should employees accrue PTO over time or receive a lump sum?

    The exact timing of how and when employees receive their allotment of time off can vary. Some businesses keep this process simple by giving employees access to their entire pool of PTO days on their anniversary date or at the beginning of the calendar or fiscal year. Other businesses may opt for a slower accrual system where employees earn time off by pay period, month, or a set number of hours. Each method is valid, so it depends on how your organization prefers to dole out and track this time.

    Can employees roll over unused time?

    It’s important to address what will happen to any unused PTO time. Studies show that Americans only end up using 54% of their eligible vacation time. Some companies try to encourage PTO usage through a “use it or lose it” policy, while others allow workers to roll some or all their remaining time over.

    How do I track PTO?

    While businesses in the past relied on manual documentation for PTO tracking, employers can rely on technology to ease this burden. Software like a human resources information system (HRIS) can streamline the management and tracking of personal time, accruals, limits, payouts, and other details. Businesses can try and utilize software in house or work with a Professional Employer Organization (PEO) or another HR partner to handle these keys responsibilities.

    Do local and state regulations impact my policy?

    While employers play a major role in shaping their company’s PTO policy, it’s also essential to keep compliance in mind. Certain states and regions have laws in place that direct your policies. For example, some states may require businesses to roll time over or compensate employees for unused payout if they leave the company. These laws vary greatly, so make sure you review local and federal laws when it’s time to draft or update a policy.

    PTO Policy Best Practices

    No matter how you shape your PTO policy, it’s important to take some measures to maximize their effectiveness.

    Clearly outline your PTO policy in your company handbook

    Your employee handbook is an essential compliance tool, so it’s only natural to use it to document your PTO policy. Make sure to outline the following details to give employees a clear understanding of how they can follow your policy:

    • Who is eligible for PTO (full-time employees, part-time employees, etc.)
    • How much time off they receive and how it’s accrued
    • Paid and unpaid leave options
    • The differences between vacation time, sick time, and more (if necessary)
    • The process for requesting time off (and how it’s reviewed)
    • Instances where time off requests may be denied
    • Payout practices
    • Consequences for violation

    Set some limits on usage to protect your business

    While it’s natural for employees to take time off when they want to, there are some scenarios that can pose problems for employers. Consider implementing the following measures to avoid internal issues caused by short notice, unfortunate timing, and more.

    • Place a cap on the number of days that employees may request during a vacation leave.
    • Regulate the number of employees from within a department that may be out at any given time.
    • Mandate how much notice employees must provide prior to taking vacation.
    • Create a waiting period for new employees before they can start using or accruing PTO.

    Openly encourage employees to take time off

    While being a hard worker is a great quality, there’s only so much that most employees can go through without a break. Studies have shown that taking time off from work not only improves employee performance and productivity, but also reduces stress and the risk for heart issues.

    Having a PTO policy is one step, actively encouraging employees to use it is another. It’s critical to make employees comfortable with taking time off to maximize the benefits of your policy. SHRM recommends using the following strategies:

    • Give employees verbal or written permission to take time off, even if they’re worried about who will pick up the slack.
    • Encourage employees to take off half days or shorter breaks if they don’t want to utilize a full day or other extended periods.
    • Make time off a topic of conversation during employee reviews or other conversations.
    • Lead by example and make it known when managers are taking time off and that it’s encouraged that all employees do so as well.

    Simplify Your PTO Process

    While PTO has several benefits, it is yet another process to add to an ongoing list of administrative responsibilities. Fortunately, employers have options to simplify PTO and strengthen their business.

    GMS partners with businesses to support their employees while saving employer’s valuable time. We provide our clients with resources like GMS Connect to help them track time off, automate accruals, and streamline the approval process. In addition, our HR account managers can help you design a policy tailored to your company’s needs.

    Taking time off shouldn’t take a lot of work. Contact GMS today to talk to one of our experts about how we can enhance your employees’ experience and increase your operational efficiencies.

  • Your PTO Policy

    When an employee calls to say they woke up feeling like death warmed over, do you have to tell them to drag their butt to work because your company doesn’t have a Sick Time Policy? Or when you receive vacation requests, do you have to think twice about how to track it because your Time Off Policy is so complex? Unfortunately, many would answer yes to these questions because of inefficient Paid Time Off (PTO) Policies.

     

    [more]

    Keep It Simple

    As a benefit that many companies offer to their employees, PTO Policies are constantly evolving to accommodate the changes in the working world. However, many employers fall into the trap of overly complicated policies that are not only difficult for employees to understand, but difficult to track. Keeping a simple policy that will make employees happy and maintain effective workplace attendance is easier than you might think. 

    An accrual table based upon tenure is a simple way to track the amount of time an employee may take off. It fosters employee loyalty as they work to climb the ladder to achieve more vacation time, while the accrual method regulates how frequently time off can be taken by not awarding PTO all at once.

    Charmaine Hollaway wrote a recent article addressing increased vacation time requests around the holidays. An organization can effectively manage such requests by creating a time off policy that incorporates the following:

    • Place a cap on the number of days that employees may request during a vacation leave.
    • Regulate the number of employees from within a department that may be out at any given time.
    • Mandate how much notice employees must provide prior to taking vacation.

    Simultaneously tracking a Vacation and Sick policy for employees can be further simplified by automating the accruals through your payroll service. Working with a professional employer organization like GMS makes this possible. Our HR Account Managers can help you design a policy that is tailored to your company’s needs and we can automate the tracking to take that time-consuming task off of your plate. So the next time you look to update your PTO Policy, consider simplifying the process.

    Quote Source: Midwest HR

    Image Source: Call Center Comics

  • With today’s challenging economy, employees are often finding themselves searching for a better paying job.  A recent survey states that 47 percent of top-performers are looking for jobs. That statistic could be earth shattering for any business. “Whenever there’s a shift in talent, it’s the ones you want to keep that leave first.”

    Little do they know, they may be making more than they think.  Employees typically only see their take home pay and not the cost of the additional benefits you as the employer are offering.  

    As an employer, it is imperative to make sure your staff feels valued.  A great way to accomplish this is to show employees everything they are being offered besides what they put in the bank.  By presenting your employees with these facts, it will encourage them to stick around. Turnover rates can not only bring morale down, it is also a huge cost to you. With costs like unemployment taxes, job ad placements, background checks, training, and administrative costs during the process, it could cost you thousands of dollars each time an employee quits.   

    What you can do

    If only there was a way to show to employees their base pay plus all that your business offers.  That’s where GMS comes in.  We have the resources to create a Benefit Summary for each employee. These summaries will show your employees that their services are valued and they are getting more than just their take home pay.  

    “Our employees were unaware of how much we invest in them until they saw the Benefit Summaries. Many expressed that they felt valued as an employee and were happy to see the summary”

    – Jennifer H., Current GMS client

    What is included on a Benefit Summary?Benefit Summaries can include benefits including but not limited to:

     

    Health Insurance  Short-Term Disability  Retirement / 401k  Company Cars
    Dental Insurance  Bonuses  Vacation Time or Paid Time Off Tuition Reimbursement
     Vision Insurance  Cell Phone Reimbursement  Holiday Pay  
    Life Insurance  Long-Term Disability  Flex Time  

     

    If you offer any of the above benefits, we can obtain the information to create these summaries.  Benefit Summaries provides your employees with a snapshot of the above incentives.  Below is an example of what a Benefit Summary looks like. 

     

    Example Benefits Summary

    The Next Step

    By having GMS has your Professional Employer Organization, we have access to the data used to assemble these summaries. Our Account Managers will collect the data, generate the reports, and present them to you. If you’re ready to make a move, contact your Account Manager today and we can get started.

    If you are not currently using GMS, this is a great reason to consider. These summaries will help retain your employees and as a result, save you money.

  • Next to salary, employee benefits are a key asset to attract and retain talented workers. While most companies offer standard health, 401(k) and other supplemental benefits, there are some non-traditional benefits that can set you apart from the competition and help you sign the best and brightest to your staff. 

    Paid parking: If your company is in an urban location or one where parking is limited, secure monthly passes to a local lot to alleviate the stress and inconvenience of having to find parking each day. Designated parking can help employees get to work earlier, increasing their available production time. 

    Wellness programs: Work with a local fitness club to offer discounted memberships, or offer an incentive to employees who participate in smoking cessation, weight loss, exercise classes or other health programs. Having healthy employees can minimize the occurrence of sickness, injury or other claims to your health plan. 

    Extra vacation time: Offer free vacation days for employment anniversary dates or birthdays. 

    Education/Career Advancement Opportunities: Offer some type of reimbursement to encourage your employees to pursue programs or training which can help them advance their education or enrich their professional skill set. 

    Telecommuting or flex time: With many employees juggling work and family, having flexibility to work from home or work outside of traditional hours can help boost employee loyalty and increase productivity. 

    Benefits outside of the traditional employee bundle are becoming more important to employees as they weigh their career options. In fact, CNN offers a tool called Perkfinder that enables job seekers to compare the benefits of multiple companies to find which is the best for their next place of employment. 

    If you like the idea of providing non-traditional benefits, but don’t know where to get started, give us a call at 330-659-0100. GMS can help you secure standard benefits at competitive rates and advise you on other options that will attract the best candidates for your open positions.

  • Paid time-off policies allow employees to miss time without causing as many problems for your business. With a good PTO policy in place, your company can allow for the occasional illness or prepare for vacation requests without having to worry.

    Setting up a paid time off policy to track days off.

    Set Some Ground Rules for  Paid Time Off (PTO)

    When creating a PTO policy, it’s important to set up a few rules so that employees are clear on what it means to use a PTO day and how many they have total. A policy should also include an accrual table with how many PTO days employees can get based on how long they have been with the company.

    One potential obstacle for a PTO policy is the fear of having too many employees use their days at the same time. Your policy can manage these requests by:

    •  Placing a cap on the number of days that employees may request during a vacation leave

    •  Regulating the number of employees from a department that may be out at any given time to avoid an empty department

    •  Requiring employees to provide enough notice prior to taking  PTO

    Have a Tracking System in Place

    No, this doesn’t suggest tracking where employees go to see if they’re actually sick. Your PTO policy will need to keep track of days taken off by each employee. It’s important to make sure that your policy isn’t so complicated that it makes tracking a pain.  If you have the right payroll and HR system in place, the tracking of PTO days should be easy and the employees should be able to access their PTO days at the “click” of a button.

    If you need help setting up a PTO policy that can accurately track days off, Group Management Services can help. Our experts can work with you to design a policy that works best for your business. We then help you automate your system to streamline tracking and save you the stress. Contact us today to talk to our experts about how GMS can benefit your business in 2016 and beyond.

  • Are you a business owner looking for additional ways to compensate and retain your key employees? There are several options that are mutually beneficial for employees and businesses.

    I’m going to preface this blog with the fact that I was born and raised in Ohio and am therefore an Ohio State fan. I was on ESPN’s website the other day and came across a story about the “school up north” and their Head Coach Jim Harbaugh getting additional compensation in the form of a life insurance loan.

    The story caught my attention because you don’t see articles like this too often, especially when you are looking to read about sports. The fact is, it is commonplace in the corporate world for businesses to offer additional benefits to key executives and/or employees. The agreement that the University of Michigan and Jim Harbaugh have entered into is called a split-dollar life insurance arrangement. These types of arrangements can be a win-win for the employer and employee.

    Image of Jim Harbaugh. Contact GMS about unique benefits plans for employees.

    Photo by Eric Upchurch via Wikimedia Commons.

    A Win-Win Situation 

    Michigan is able to offer Harbaugh a phenomenal benefit at virtually no long-term cost. The university is loaning him money to pay the insurance premiums, but they will eventually recoup their investment. It will happen either through the death of Jim Harbaugh or the surrender of the policy. There is an opportunity cost to all of this, but at some point in time, Michigan will get their loan payments back. In the process, they get to establish good will with this key employee of theirs.

    Harbaugh benefits by receiving great life insurance policy at a fraction of the cost he would pay outside of this agreement. He will eventually have to report an economic value on the money Michigan is loaning him come tax time. He will have to pay taxes on this value, but that is less expensive than him funding the policy out of his own pocket. 

    As mentioned in the article, Harbaugh has the ability to borrow from the policy while he is still living. The money he borrows is tax-free income; however, he cannot borrow more than 150 percent of the value of the premiums. The reason for this is Michigan wants to make sure they get their investment back. If Harbaugh borrowed too much and passed away, they wouldn’t recoup all of the premiums they loaned him. For Harbaugh, the real benefit is that this protects his family while he is coaching in the event that he passes away and there is a stoppage of income. At the same time, the policy offers the potential to act as a supplemental retirement income stream of money in the likely event that he is living into his retirement. 

    Unique Benefits Plans for Businesses

    This type of arrangement does not work for every business, but there are multiple options for how these types of products can be designed and funded. Benefits like this exist to attract and retain great employees. GMS has partnered with insurance consultants in order to offer these same types of executive benefit plans for their employees. Contact GMS today if you are interested in learning more!

  • Happiness can be very lucrative for a business. Unfortunately, unhappy employees can hurt bottom line and make it harder for businesses to grow. Employee morale can be affected by a number of factors, including work conditions, coworkers, and personal matters, but regardless of the reason, disengaged workers can lead to future issues for business owners.

    Image of an unhappy employee.

    How Unhappy Employees Can Hurt Your Business

    Unhappy employees cost businesses a lot of money. Gallup found that actively disengaged employees cost U.S. businesses roughly half a billion dollars per year, affecting everything from small businesses to large corporations. 

    These losses can come from a variety of reasons, ranging from small offenses to serious problems. On the lower end, a disinterested employee can skirt their responsibilities. This can result in a loss of productivity due to a lack of motivation and happiness. In extreme cases, the employee may start to even steal from the company. Either way, your company gets hurt.

    What Happy Employees Can Do

    While unhappy employees can cause serious financial damage, happy employees are a boon to business. Studies have shown that actively engaged, happy employees are more productive than normal workers, making for better results for their bosses. Happy employees also have less incentive to leave their jobs, which can benefit your business since employee replacement can be quite costly.

    What You Can Do About Unhappy Employees

    Sometimes it doesn’t take much to inspire some unhappy employees. Good benefits and opportunities can be enough to support your workforce. It’s also important to hire people who make sense for your company and fit into your company culture. Initiatives like a workplace wellness program can also help your employees improve the quality of their lives – and potentially their happiness.

    These are all services that a Professional Employer Organization can provide for your business to help support your workforce and strengthen your business. Contact us today to talk to an expert at GMS about how improved HR functions and benefits can improve company morale.