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  • A new year brings the promise of fresh starts, new beginnings, and change. In 2026, there will be numerous updates to laws and regulations that California business owners need to be aware of. These changes will impact paid sick leave, labor laws, garnishments, discrimination, and more.

    California business owners need to stay informed about these changing regulations to understand how they will affect their employees and business operations. Being aware of these upcoming legal changes ensures that your business remains compliant, safe, and employee-focused.  

    California Law Changes and Updates 

    While the list below doesn’t cover all new or updated laws and regulations, the following are essential for business owners to understand because they involve changes to employee labor laws, employer procedures, and compliance. 

    California Assembly Bill (AB) 288 

    Signed into law in September of this year, California AB 288 extends greater protection to employees if the National Labor Relations Board (NLRB) doesn’t act on an unfair labor practice case. An unfair labor practice is defined as any employer action that violates the rights of employees under federal labor law. Common unfair labor practices include threatening employees with job loss if they join a union, excluding employees from meetings, discrimination, and more.  

    If the NLRB doesn’t act on a case in six months, employees can petition the Public Employment Relations Board (PERB) to step in. PERB has the authority to manage union elections, investigate complaints, and enforce labor laws. Employers who break the rules can face fines of up to $1,000 per violation. 

    California AB 406

    California Assembly Bill 406 significantly broadens employee leave protections for victims of crime and legal obligations related to a crime. Although enacted in October of 2025, this law is still relatively new and important for California employers to understand. Employees may use paid sick leave for jury duty or to testify as a witness under subpoena. 

    Beginning January 1st, 2026, the law establishes that employers provide unpaid leave for employees or their family members to attend judicial proceedings connected to certain crimes, including hearings on victim rights or sentencing. Covered crimes include violent and serious felonies, such as domestic violence, stalking, felony theft, embezzlement, and more. Employers are required to educate and notify their employees on their rights regarding AB 406.  

    California AB 692

    Under this new law, California employers cannot include contract terms that require employees to pay penalties or reimburse costs incurred by the employer if the employee leaves the company, or if the employment ends before a specified time period. These contracts are commonly referred to as “pay or stay” contracts, and these are becoming increasingly frowned upon across all industries. Assembly Bill 692, with very few exceptions, says employers will not be able to recover these funds if they paid for the employees training, for a retention bonus, or other employment-related expenses. 

    For best practice, employers should review current employment contracts to ensure compliance with this new law. Carefully review your current policies and retention strategies to ensure they focus on employee health and wellness. This can be one way to retain your top talent, instead of relying on these contract clauses to keep your team and talent at your company.  

    California SB 261

    California’s SB261 expands the authority of the Division of Labor Standards Enforcement concerning wage claims. A wage claim is a legal process that allows an employee to recover wages they believe their employer has illegally withheld. Common reasons for filing a wage claim include employee misclassification, unpaid overtime, and potential violations of minimum wage laws. This law requires that employers who fail to pay wage judgments within 180 days of the appeal period will face penalties of up to three times the outstanding amount.  

    Employers should prioritize prompt payments in all business areas, not only for wages or claims. This practice will help ensure you do not incur unnecessary costs and will safeguard your reputation as a compliant, employee-oriented company. 

    California SB 294

    Beginning in February 2026, California will require employers to provide annual written notices of labor rights to both current and new employees. These notices must include information about immigration inspections, union rights, workers’ compensation benefits, and other relevant topics. Additionally, employers will need to give existing employees the chance to provide an emergency contact in the event of an accident or workplace injury. 

    Employers should send out company-wide written notices before or on February 1st, 2026. They should also make a note to contact their employees and ask them to name an emergency contact. This should be done by March 30th, 2026.  

    California Compliance with Group Management Services 

    Staying on top of state labor laws can be a challenge for California business owners. New or updated regulations are constantly signed into law, making it difficult for businesses to be compliant and act on new standards in a timely manner. Many businesses could benefit by partnering with a third-party company like Group Management Services (GMS) to ensure their compliance with local and state laws. 

    GMS’ team of human resources (HR) experts helps you stay on top of local and state laws and compliance requirements. They can help you provide necessary documentation, develop a communication plan to share law changes, and consult on best practices to ensure compliance and safety.  

    Learn how to stay compliant and discover how you can benefit from GMS’ services here! 

  • Upcoming updates to Pittsburgh’s Paid Sick Days Act will change how employers handle sick leave, payroll, and compliance. Businesses should review policies and train managers now to avoid costly mistakes. Continue reading to learn how these changes could impact your operations.

    The Pittsburgh Paid Sick Days Act (PSDA) requires most employers to provide paid sick leave to employees who perform work within the city. This law is designed to help employees care for their own health and the health of their families without risking their income. Beginning January 1, 2026, amendments will increase the rate at which employees earn paid sick time and raise the maximum amount of leave that can be accrued each year. Because these changes affect how employers track time, update policies, and manage payroll, it is important for businesses to understand what the act requires and how it impacts daily operations. 

    Key Requirements of the PSDA 

    Under the PSDA, employees must be allowed to accrue one hour of paid sick time for every 30 hours worked within Pittsburgh city limits. The amount of leave that can be earned each year depends on the employer’s size. Businesses with 15 or more employees must allow workers to accrue up to 72 hours of paid sick leave per year, while employers with 14 or fewer employees must provide up to 48 hours annually.  

    Employees can use paid sick time for their own medical needs, for a family member’s medical care, for preventive medical appointments, or to care for a child if school or childcare closes during a public health emergency. Sick time can also be carried over to the next year if the employer uses an accrual system. Employers who front-load the full required amount at the beginning of the year may follow separate carryover rules. 

    Implications for Employers 

    These changes mean many businesses will need to review their current paid time off policies to ensure compliance with both the current ordinance and the updates that take effect in 2026. Employers may need to adjust their payroll systems to calculate the new accrual rate and to track employees who work only part of their time within the city. It may also be necessary to modify employee handbooks, train managers on when sick leave can be used, and ensure that sick time is not denied or discouraged.  

    Businesses that operate across multiple municipalities may face additional challenges if different locations follow different sick leave laws, making clear policy language especially important. Noncompliance can lead to formal complaints, investigations, and potential penalties administered by the City of Pittsburgh. 

    Posting and Reporting Requirements 

    Employers must provide employees with clear written notice of their rights under the Pittsburgh PSDA. This notice must be posted in a visible location at the workplace and communicated to employees in a way that explains how sick time is earned, what it can be used for, and how to request it.  

    Employers are also required to document sick time accrual and usage to ensure accurate reporting if a complaint is filed. The City of Pittsburgh provides an online complaint process for employees who believe their rights have been violated, which makes proper documentation especially important for employers. 

    How GMS Can Help 

    Staying compliant with local labor laws can be complex, especially as legislation evolves. Group Management Services (GMS) helps employers manage compliance through human resources (HR) support, policy development, payroll administration, and risk management services. We can review your current sick leave policies, update your handbook language, configure payroll to track accruals, and provide accurate training for managers. Our compliance experts are here to ensure your business is prepared for changes to the Pittsburgh Paid Sick Days Act and other regulations affecting your workplace. With the right support, employers can protect their business, meet legal requirements, and provide meaningful benefits to their employees. 

    If you need support reviewing your policies or ensuring full compliance with PSDA, contact GMS today!  

  • In every industry, prioritizing worker health and safety should be a top concern for business owners. Although investing in safety measures can be costly, the impact of a worker’s injury or illness can be far more damaging to your business in the long run. For instance, the costs associated with workers’ compensation claims, reduced productivity, and damage to your reputation can quickly accumulate, negatively impacting your business’s success and bottom line for years to come. 

    The Importance of Employee Safety 

    In 2024, U.S. employers reported roughly 1.5 million  work-related injury and illness cases. About  90%  of these cases were injuries, with construction, manufacturing, and transportation as the top industries for injuries to occur. 

    These statistics serve as a reminder that managing the risks associated with operating your business goes beyond simply filing paperwork, writing policies, or providing hard hats. It requires a commitment to prevention and focus on follow-through. Employers have a responsibility to provide a safe and healthy workplace for their employees. One effective way to ensure that your work environment is secure and compliant is by conducting a safety audit. 

    The World of Safety Audits 

    Safety audits are a proven method to ensure that small businesses have the right programs and policies in place to reduce accidents, injuries, and overall risk. A safety audit is a systematic review of workplace processes, equipment, and practices to ensure they meet safety standards and regulatory requirements. Conducting an audit is not just about identifying hazards; it’s about creating proactive and effective solutions.  

    Benefits of conducting a safety audit 

    Conducting a safety audit is beneficial for a variety of reasons: 

    • Ensures regulatory compliance 
    • Reduces the risk of workers’ compensation claims and payments 
    • Develops and enforces a workplace culture focused on health and safety 
    • Boosts employee morale and trust 
    • Improves preparedness for emergencies and accidents

    The Process of Conducting a Safety Audit 

    Preparation 

    To conduct an effective safety audit, start by clearly defining your objectives, whether it’s ensuring compliance, improving safety culture, or reducing incident rates. Gather all relevant documentation, including information on current safety policies, training records, past incident reports, and maintenance logs. 

    Next, prepare a detailed checklist of areas to inspect, focusing on high-risk zones such as machinery or chemical handling stations. Include checking on potential hazards like fire risks, electrical issues, and the proper use of protective equipment. This proactive approach ensures that no area is overlooked and helps identify risks before they lead to accidents. 

    Conducting an audit

    When inspecting the workplace, start with a thorough walkthrough of the facility to observe daily operations and identify hazards such as blocked exits, faulty equipment, or improper use of personal protective equipment (PPE). Pay close attention to high-risk areas and check that machines are functioning properly, meet safety codes, and display the required signage.  

    In addition to physical checks, interview employees to gain insight into operational safety practices and challenges. Encourage honest feedback to uncover gaps in current procedures. Finally, evaluate compliance by comparing your findings against the Occupational Safety and Health Administration (OSHA) standards or other applicable regulations, noting any gaps and prioritizing implementing effective solutions. This approach ensures that both operational and managerial practices are aligned with safety requirements. 

    Reporting 

    After completing the audit, compile all findings into a clear report and assess the severity of each hazard. Prioritize the most critical risks first, as these pose the greatest threat to employee safety and operational continuity. Once the top hazards are identified, brainstorm practical solutions. These may include providing targeted training on specific safety procedures, purchasing new protective equipment such as flame-resistant gloves or hard hats, installing proper signage near high-voltage areas, adding fire extinguishers, or implementing lockout/tagout systems for machinery.  

    Sharing the report with management is essential to identifying the next steps and creating a detailed action plan that outlines responsibilities, timelines, and resources needed to implement the proposed solutions effectively. This structured approach transforms audit results into actionable improvements that enhance workplace safety. 

    A Safety Partner 

    At Group Management Services (GMS), we understand that creating a safe and compliant workplace isn’t just about meeting regulations; it’s about protecting your people and your business. By making them part of your operational routine, you protect your people, your reputation, and your bottom line. Our team helps companies implement proactive safety measures, conduct thorough audits, and develop customized solutions that reduce risk and improve employee well-being. By partnering with GMS, you gain expert guidance and resources to build a culture of safety that minimizes costly incidents and supports long-term success. 

  • In 2026, employee handbooks must evolve to keep businesses compliant and competitive. This guide highlights key updates across artificial intelligence (AI) usage policies and remote work standards, data privacy, social media rules, and wage law changes. Learn how to refresh your handbook to protect your company, support employees, and stay ahead of legal requirements. 

    A modern employee handbook should protect your business, support your employees, and comply with current legal requirements. As work environments and employment laws evolve, your policies must keep pace. Here are the top areas to update for 2026. 

    Update Workplace Policies and Conduct Standards 

    Artificial Intelligence and Automated Tools 

    Create clear guidelines for how AI can be used at work. Define approved tools, tasks, and who is responsible for oversight. If AI supports hiring, performance reviews, or disciplinary decisions, ensure there is a human to review and mitigate bias. 

    Remote and Hybrid Work 

    Formalize expectations around work hours, communication, security, and equipment. Clarify who is responsible for technology, how it should be maintained, and how employees must protect company data while working from home. 

    Social Media 

    Protect your company brand without restricting employee rights. Social media policies should not prevent employees from discussing pay or working conditions, which may be protected under labor laws. 

    Data Privacy and Cybersecurity 

    Update acceptable use, device management, and data handling expectations. Include password requirements, remote access rules, and incident reporting procedures that reflect current cybersecurity standards. 

    Anti-Harassment and Inclusion 

    Ensure policies follow current legal guidance and outline a simple, accessible reporting process. Reinforce your commitment to fair treatment and equal opportunity for all employees. 

    Review Legal and Compliance Requirements 

    Wage and Hour Laws 

    Update policies to reflect changes to overtime rules, exempt classifications, tip regulations, and minimum wage increases at the federal, state, or local levels. Pay transparency laws may also impact how you communicate compensation to current and potential employees. 

    Required Notices 

    Some jurisdictions now require standalone employee notices related to rights, safety, harassment reporting, or leave benefits. Ensure your handbook references these requirements, and that employees receive them separately when needed. 

    State and Local Rules 

    Paid sick leave, family leave, scheduling rules, privacy laws, and protected classes vary by state. If you operate in multiple locations, your handbook must outline state-specific differences or reference separate state supplements. 

    Noncompete and Training Repayment Policies 

    Restrictions on noncompete clauses and repayment agreements for training continue to grow at the state level. Review these policies carefully to avoid terms that are unenforceable or prohibited. 

    Update Benefits and Compensation Information 

    Paid Time Off 

    Clarify accrual rules, carryover limits, usage procedures, and payout terms. Ensure your handbook reflects any new state or local leave laws that expand employees’ rights. 

    New or Updated Benefits 

    If your organization offers telehealth benefits, student loan assistance, dependent care accounts, or other emerging benefit options, include them clearly in the handbook. Outline eligibility, enrollment, and deadlines. 

    Tip and Service Charge Policies 

    For businesses with tipped workers, document tip pooling rules, recordkeeping expectations, and wage make-up procedures. These must align with current state and federal laws. 

    Strengthen Cybersecurity and Privacy Expectations 

    As remote work grows and data risks increase, employees must understand how to protect company information. Update policies to address encryption requirements, personal device rules, storage limitations, and response steps in the event of a breach. 

    Why These Updates Matter and How GMS Can Help 

    A well-written handbook protects your organization, supports compliance, and gives employees confidence that policies are fair and transparent. Keeping it updated is essential, especially as new laws and workplace trends emerge. 

    For many employers, tracking rule changes, updating policies, and ensuring the language is legally accurate can feel overwhelming. Each year brings new regulations around leave laws, pay transparency, noncompetes, privacy, AI use, and workplace conduct. It is a lot to manage while also running a business. 

    That is where Group Management Services (GMS) comes in. We make human resources (HR) compliance easier by reviewing and refreshing your handbook, building policies that meet legal requirements, and tailoring them to your company culture. As your HR outsourcing partner, we support you with multi-state regulations, benefits updates, employee relations guidance, and training so you do not have to navigate compliance alone. 

    Contact us to explore how you can save time, avoid costly mistakes, and stay compliant with confidence. 

  • As the cost of living and health care rates increase, so does the need for financial support and wellness among employees. Across all industries, the workforce is demanding better benefits and perks, specifically those that focus on lowering premiums, offering stipends, and providing cost savings. The lack of financial support, combined with the skyrocketing everyday costs, is causing a rising wave of stress and uncertainty among the population, leaving individuals searching for a viable solution.  

    As an employer, it’s important to provide resources and tools that promote your employees’ health and wellness, both in and out of the workplace. While there are many ways to support your employees during this time of economic uncertainty, selecting the most impactful solution can be challenging. Continue reading to learn how you can support your employees’ financial well-being. 

    Financial Well-Being 

    Financial wellness refers to the ability to comfortably meet your current financial obligations and expenses. In other words, it means having financial freedom to live your life to the fullest. Although financial wellness may look different for each individual, it offers similar benefits for everyone. Achieving financial wellness can lead to various positive outcomes, including: 

    • Improved mental and physical health
      • Financial concerns and uncertainty can cause stress, depression, hypertension, and sleeplessness. With greater financial stability, people often have lower anxiety, leading to more energy and mental clarity.  
    • Flexibility and confidence
      • Financially stable individuals have more flexibility and confidence in their purchasing choices.
    • Long-term stability
      • With access to greater funds, individuals can invest in their long-term health and financial future. They can invest more money in their retirement, focusing on long-term care and longevity.  

    When an employee is financially stable, they contribute more to your company, offering you a myriad of benefits, including: 

    • Greater engagement and productivity 
      • When employees are financially secure, they can concentrate more on their work and perform their responsibilities with greater care and intention, reducing mistakes and improving overall efficiency. 
    • Increased retention 
      • If an employer offers a great salary and financial wellness programs, they are showcasing their loyalty and dedication to their employees’ well-being. The more you invest in your workforce, the more likely they will stay.  
    • Stronger company culture
      • When employees are financially secure and receive support from their employer, they tend to be more committed to their jobs and demonstrate greater loyalty to their company. When an employer prioritizes employee safety and well-being, it fosters a stronger sense of trust. 

    Ways to Improve Employee Financial Wellness 

    As stated previously, employee financial wellness is incredibly important for your workforce and your company. Prioritizing financial wellness improves productivity, efficiency, loyalty, and morale. But what policies should you implement to promote financial stability?  

    Provide a retirement plan 

    While there are a variety of retirement plans employers can offer, each one provides a resource for future financial planning. Whether you match an employee’s contribution or just offer the plan, you’re granting employees access to a retirement plan and leading them one step closer to long-term stability. 

    View the table below to see the 2025 and 2026 contribution limits set by the Internal Revenue Service. 

    Plan Type 2025 Limit 2026 Limit 
    401(k), 403(b), 457, TSP $23,500 $24,500 
    IRA $7,000 $7,500 
    Catch-up (Age 50+) $7,500 $8,000 
    IRA Catch-up (Age 50+) $1,000 $1,100 

    Offer financial education 

    In order for someone to be financially stable, they must understand what it means and how to achieve it. Conduct workshops, host webinars, or hold meetings centered around debt management, retirement planning, budgeting, and more to help your workforce gain a deeper understanding of financial best practices.  

    Offer earned wage access (EWA) 

    Earned wage access (EWA) allows employees to access a portion of their earned wages before their payday. Employees usually use this program to help pay for immediate expenses like credit card bills or rent. An EWA program reduces stress, increases productivity, and promotes financial stability among the workforce. 

    Offer a group health care plan 

    Help your employees battle rising health care and prescription drug costs by offering a group health plan. With a group plan, you can leverage group buying power, providing access to benefits that smaller companies usually cannot afford. Group health plans expand benefit plan options and reduce premiums.  

    The Key to Financial Wellness: Group Management Services 

    Achieving financial stability is a daunting task as an individual, but as a business owner managing multiple people, it can seem impossible. But with a professional partner like Group Management Services (GMS), achieving financial stability and providing support is possible. 

    With GMS’ Master Health Plan, we can offer customizable group health coverage plans with affordable rates, lower premiums, and a variety of supplemental insurance options. This can save you an average of 24% on employee premiums and 15% on family plans.  

    GMS’ team of experts can also develop training and presentations for your team on financial best practices, budgeting, and more. GMS can help you support your employees’ financial health through our supplemental insurance offerings, 401(k) plans, and beyond. 

    Contact us to learn more about how GMS can support the financial wellness of your workforce! 

  • The janitorial industry keeps businesses, schools, and facilities running smoothly behind the scenes. Yet despite its importance, many cleaning companies face complex challenges that make it difficult to grow. From high employee turnover to rising compliance demands, owners often find themselves spending more time managing administrative headaches than managing their teams. That’s where partnering with a professional employer organization (PEO) like Group Management Services (GMS) can make all the difference. 

    The Challenges Janitorial Companies Face 

    High Turnover and Workforce Management 

    Employee retention remains one of the biggest struggles for janitorial businesses. With turnover rates exceeding 75 percent annually, owners are constantly recruiting, training, and replacing staff. This not only disrupts operations but also drives up costs and impacts service quality.

    Compliance and Safety Risks

    Janitorial businesses operate in environments with unique safety requirements and strict regulations. From chemical handling to Occupational Safety and Health Administration (OSHA) standards, staying compliant is critical but time-consuming. Many owners lack the in-house human resources (HR) or safety expertise to manage these complex requirements effectively. 

    Administrative Burden 

    Between managing payroll, taxes, workers’ compensation, and employee benefits, small and midsize cleaning companies often find themselves overwhelmed by administrative work. As a business grows, so does the need for HR support, yet building that team internally can be costly and inefficient. 

    How GMS Can Support 

    GMS partners with janitorial companies to simplify operations, reduce risk, and strengthen workforce management so owners can focus on growing their business. 

    Streamlined HR and Payroll 

    GMS handles payroll processing, tax administration, and benefits management. This eliminates hours of manual work each week and helps ensure compliance with state and federal labor laws. 

    Safety and Risk Management 

    Our risk management experts help develop safety programs, provide on-site training, and assist with claims management. These proactive measures protect employees while reducing the likelihood of costly workplace injuries and insurance claims. 

    Better Benefits and Employee Retention 

    Through a PEO partnership, janitorial companies gain access to large-group employee benefits that are often out of reach for smaller businesses. Offering better benefits helps attract and retain dependable workers, which improves consistency and service quality across job sites. 

    Compliance Support 

    From wage and hour regulations to employee documentation and training, GMS ensures that businesses stay compliant and protected. With a dedicated HR partner, janitorial owners can operate with confidence knowing their business is backed by expertise and structure. 

    The Impact of Partnering with a PEO 

    When janitorial business owners partner with a PEO, they gain more than administrative support; they gain time and control. With GMS managing the behind-the-scenes operations, owners can focus on client relationships, employee engagement, and strategic growth. They can scale more efficiently, maintain compliance, and build a workplace where employees feel valued and supported. 

    Learn how GMS can address your janitorial business’s unique needs and schedule a 15-minute conversation! 

  • The Michigan Earned Sick Time Act (ESTA) expands employee sick leave rights, replacing the Paid Medical Leave Act. Under ESTA, nearly all Michigan workers accrue one hour of sick time for every 30 hours worked, with up to 72 hours available annually. Learn how ESTA impacts employers, compliance requirements, and best practices for managing sick leave policies.

    Michigan’s Earned Sick Time Act (ESTA) is now fully in effect, replacing the former Paid Medical Leave Act and expanding sick leave rights for nearly all Michigan employees. Under ESTA, workers accrue one hour of sick time for every 30 hours worked. Employees may use up to 72 hours per year, with larger employers providing all 72 hours as paid leave. Small employers with nine or fewer employees must offer 40 paid hours and may designate the remaining 32 hours as unpaid. 

    Sick time may be used for an employee’s personal medical needs or those of a family member, for preventive care and routine appointments, for school or workplace closures related to public health emergencies, for issues related to domestic violence or sexual assault, and for school meetings concerning a child’s health or disability. Employees must provide notice as soon as possible for unplanned absences or up to seven days in advance for foreseeable ones.

    Employers may request reasonable documentation for absences lasting three or more consecutive days and are responsible for any associated costs. ESTA also prohibits retaliation, and any adverse action taken within ninety days of an employee using or requesting leave may be presumed retaliatory. While unused hours can carry over without limit, employees are still limited to using no more than 72 hours per year. 

    Implications for Employers 

    The enactment of ESTA has brought operational changes for Michigan businesses. Most notably, coverage now extends to almost every employer with at least one employee. This requires companies to re-evaluate whether their current paid time off (PTO) or sick leave policies meet ESTA standards, especially regarding accrual, eligibility, and permitted uses. 

    Employers must ensure their payroll and human resources (HR) systems can track accruals at a 1-to-30 ratio, manage unlimited rollover, and correctly distinguish between paid and unpaid sick time depending on employer size. Policies and handbooks may require updates, and managers must be trained to apply the new rules consistently to avoid compliance issues and potential retaliation claims. 

    Businesses also face greater administrative responsibility. They must maintain accurate records of hours worked, leave earned, and leave used for at least three years, and ensure managers understand how to respond to leave requests, documentation needs, and notice requirements. 

    Reporting Requirements 

    While ESTA does not require businesses to file routine usage reports with the state, it does establish several important administrative obligations. Employers must: 

    1. Display the official ESTA employee rights poster in a visible location. 
    1. Provide written notice to employees about their sick leave rights and how leave is accrued and used. 
    1. Maintain three years of records documenting hours worked, sick time earned, and sick time used. 
    1. Ensure records are accessible for inspection by the Michigan Department of Labor and Economic Opportunity. 

    Employers with pre-existing contracts signed before December 31, 2024, that provide less leave than ESTA requires must notify the department, provided the contract falls within the law’s criteria. 

    Advice for Employers 

    Now that ESTA is fully in effect, the best step employers can take is to review their leave policies, assess their payroll and HR systems, and ensure processes align with the law’s requirements. Consistency is crucial; businesses should train staff on how to handle leave requests, employee communication, documentation, and potential retaliation risks. Employers should also confirm that their existing PTO bank, if they use a combined system, meets or exceeds ESTA’s minimum requirements. 

    Many Michigan businesses are finding that partnering with a professional employer organization (PEO) like Group Management Services (GMS) offers significant value in navigating these changes. Our experts stay on top of Michigan labor regulations, manage the complexity of accrual tracking and recordkeeping, and support employers through employee-related issues. This allows small and midsize business owners to focus on running their companies while entrusting critical HR responsibilities to a reliable partner. 

    If you need support reviewing your policies or ensuring full compliance with ESTA, contact GMS today! 

  • Across all industries, balancing professional responsibilities and personal time is a challenge, especially for parents. For individuals with families, the demands can feel relentless; after working eight hours, they return home to manage childcare, chores, and errands, creating an endless to-do list. This never-ending cycle leads to exhaustion and mental burnout, which can negatively impact their work performance and their personal life.

    As an employer, it’s essential to understand the needs of your workforce and provide the necessary support. Many parents need to take time off to care for their families, whether that time is planned or unexpected. Seventy-one percent of surveyed caregivers use their time off to catch up on work. Excessive work without rest can lead to burnout, reduced productivity, and lower morale. On the other hand, taking too much time off can lead to unpaid leave, which can negatively impact your employees and your organization.  

    How can you support your working parent employees? Continue reading to discover different ways you can assist your workforce.  

    Provide Flexible Scheduling 

    Flexible and hybrid work schedules are no longer workplace perks; they are a necessity. Parenting lacks a fixed schedule; anything can happen at any time. If one of your employees’ children is sick and needs to be picked up from school, instead of requiring them to take time off, allow them to work from home. Offering flexible scheduling empowers employees to respond to unexpected situations. By trusting your employees and providing them with the option of hybrid or work-from-home arrangements, you can enhance their morale and productivity. Allowing them to take their work home while caring for their children demonstrates your commitment to their well-being and family life. 

    Educate Workers on Family and Medical Leave Act Guidelines 

    The Family and Medical Leave Act (FMLA) allows eligible employees to take unpaid, job-protected leave to care for or support a family member. Employees can take up to 12 weeks of covered leave. Common medical reasons for utilizing FMLA leave include, but are not limited to: 

    • The birth of a child or caring for a newborn child within one year of birth.
    • To care for a spouse, child, or parent who has a serious health condition.
    • Managing a serious health condition that makes the individual unable to perform the essential functions of their job.

    FMLA leave is a valuable resource for employees who need to care for themselves or a family member for an extended time. However, workers are often unaware of the qualifying conditions, coverage options, or what constitutes a serious health condition. Hosting educational sessions, providing resources, and distributing materials on FMLA leave are effective ways to inform your workforce about their options. 

    Increase Parental Leave 

    Typically, paternity leave lasts about a week, while maternity leave can range from four to six weeks. Although the leave timeframe varies based on company policy, expanding the leave available for parents to bond with their newborns can significantly benefit both employees and the organization.  Offering parental leave showcases your dedication to your employees, their health, and their families, fostering a positive culture of trust, loyalty, and appreciation.  

    Provide Access to Employee Assistance Programs

    Employee assistance programs (EAPs) are great tools for working parents to utilize. EAPs can help individuals manage their mental health and stress by providing techniques and tools to regulate their emotions. EAPs can also assist with time management and provide emotional support when they are overwhelmed. As an employer, offering access to an EAP showcases your dedication to employee wellbeing and health.

    Another Helping Hand 

    As a business owner, managing a variety of responsibilities can be overwhelming. Consider partnering with a professional employer organization (PEO), like Group Management Services (GMS), to receive assistance in employee management, supplemental insurance, open enrollment, and more. Running and managing a business is challenging, but with GMS’ expertise, you can easily implement flexible scheduling policies, offer EAPs, and work toward cultivating a positive workplace culture.  

    If you need help managing your employees and improving your bottom line, contact us today! 

  • As the year comes to a close, business owners are setting their sights on growth in 2026. Whether your goals include expanding your team, increasing revenue, or improving efficiency, success starts with having the right foundation in place. Many small and midsize businesses find themselves stretched thin trying to manage daily operations while also planning for growth. That is where partnering with a professional employer organization (PEO) can make all the difference. 

    A PEO provides a comprehensive suite of human resources (HR) services, including payroll processing, benefits administration, and compliance expertise, that growing businesses need to scale with confidence. With the right partnership, your business can enter the new year fully equipped to handle the challenges and opportunities that come with growth. 

    Why Scaling Matters in 2026 

    As your company expands, so does the need for structured HR systems, reliable payroll processing, strong benefits offerings, and ongoing compliance with ever-changing employment laws. Many small businesses try to build these capabilities internally, but that often diverts time and resources away from what fuels innovation, customer relationships, and sales. 

    By working with a PEO, you can put the right systems in place without sacrificing focus on your core mission. A PEO acts as your strategic partner, giving your business access to enterprise-level HR support and technology without the overhead of building a full in-house team. This allows your company to grow more efficiently and sustainably. 

    The Proven Value of a PEO Partnership 

    Research from the National Association of Professional Employer Organizations (NAPEO) highlights the measurable impact of partnering with a PEO. Businesses that work with a PEO grow twice as fast as those that do not. They also experience 12 percent lower employee turnover and are 50 percent less likely to go out of business. These statistics show that co-employment is more than just a convenience, it is a strategic advantage for long-term growth and stability. 

    When experts handle your HR and administrative functions, you can devote more time to leading your team, improving your services, and pursuing new business opportunities. The result is a stronger organization that is built to adapt and scale. 

    Simplify Your Back Office to Focus on Growth 

    At Group Management Services (GMS), we understand that the key to sustainable growth lies in simplifying your back office. Our PEO solutions are designed to take on the administrative burdens that slow you down. We handle payroll processing, tax filing, benefits administration, and HR compliance, allowing you to focus on expansion. 

    Our HR software gives you clear visibility into your workforce, making it easier to manage performance, track costs, and make informed decisions. We also provide dedicated HR and compliance support to help you stay ahead of changing laws and regulations. With GMS as your partner, you can spend less time on paperwork and more time building your business. 

    Prepare for a Successful 2026 

    To succeed in the new year, start building a strong foundation for growth today. Take time to evaluate your current processes and determine where administrative work is holding you back. Consider how a PEO partnership can help you regain that time and focus on growth. 

    With GMS, you can simplify operations and accelerate your path to success. We are here to provide the support and guidance you need to grow confidently in 2026 and beyond. Click here and get custom pricing that fits your needs! 

  • Last week, California Governor Gavin Newsom announced the approval of a grant to fund apprenticeship programs throughout the state. This $25 million grant, provided by the Employment Training Panel, will support 88 apprenticeship programs aiming to train over 22,000 workers in California. These programs focus on skilled trades, including construction, plumbing, HVAC, and more.  

    Purpose of the Grant 

    According to the Governor’s announcement, the construction industry has a significant impact on California’s economy, with around 156 billion dollars in annual economic activity. With labor shortages in the industry, construction companies are constantly searching for knowledgeable individuals and top talent. With these apprenticeship programs in place, the construction workforce will grow and have more knowledgeable, experienced, and qualified workers.  

    The Importance of Training and Apprenticeship Programs 

    Apprenticeships are paid, job-based training programs that rely on experience and hands-on learning to develop a worker’s skills. These programs normally run for a set period of time and provide a combination of structured classes and real-world experience. While apprenticeships span various industries, they are predominantly utilized in construction, engineering, and plumbing.  

    Regardless of the company or industry, employee training plays a crucial role in individual and business success. Hiring qualified personnel enhances business morale, boosts productivity, and fosters employee loyalty. Proper training bridges knowledge and skills gaps within the workforce, leading to improved adaptability, flexibility, and creative problem-solving, all of which can positively impact your bottom line. 

    Tips for Developing a Strong Training Program 

    Employee training is no longer just a perk; it has become essential for organizational growth and success. Although apprenticeship programs primarily target skilled trades such as construction, engineering, and plumbing, they provide invaluable resources that benefit both employees and businesses. Developing and implementing a robust training program isn’t easy, but it is important. Continue reading for tips on creating a strong training or apprenticeship program. 

    Start with clear objectives 

    To successfully develop a training program, it’s crucial to define what success looks like and what your goals are. Are you aiming to improve technical skills, onboard new hires, or prepare employees for leadership roles? Identifying clear objectives allows you to structure and coordinate your program effectively. 

    Personalize your program 

     A one-size-fits-all approach rarely works in training programs. Tailor your training to accommodate different roles, experience levels, and learning styles. Focus on providing engaging content by using a mix of educational formats such as videos, hands-on practice, presentations, textbooks, and more.  

    Incorporate mentorship 

    Pairing trainees with experienced mentors builds relationships, provides an opportunity to share knowledge and experience, and provides real-time feedback and support. 

    Consistently communicate

    Schedule regular check-ins or meetings to discuss the training program with your workforce. Consistent communication allows you to adapt your program to better meet their needs and evaluate its effectiveness. This approach will help you improve the program for future workers. 

    Group Management Services and Training Development  

    Governor Newsom’s approval of California’s apprenticeship grant emphasizes the importance of continuous training and development. Knowledgeable and experienced workers enhance company morale, operational efficiency, and productivity. Investing in training and apprenticeship programs demonstrates your dedication to your workforce, which fosters a loyal company culture. 

    Training and apprenticeship programs are strategic investments in both your employees and your company’s future. By cultivating a culture of learning, you empower your workforce to grow alongside your business and adapt to future challenges. Group Management Services (GMS) can help you achieve your training goals. Our team of experts is ready to assist in developing personalized employee training courses and streamlining the process.

    If you’re curious about how GMS can support your training initiatives, please contact us!