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  • As companies face evolving regulations, new technologies, and shifting workforce expectations, organizations must find effective ways to train, upskill, and engage their employees. This is where a Learning Management System (LMS) plays a critical role. 

    What Is a Learning Management System?

    A Learning Management System is a digital platform designed to create, manage, and track training and educational programs. An LMS allows businesses to centralize training content, assign courses to employees, monitor progress, and measure results, all from one system. An LMS supports continuous learning and enhances employee engagement.

    Rather than relying on manual training methods, in-person sessions, or scattered resources, an LMS provides a structured and scalable way to ensure employees receive beneficial, engaging, and accessible learning experiences.  

    The Importance of an LMS in the Workplace 

    Over the past decade, workplace dynamics and schedules have changed, with remote teams and hybrid schedules growing more common. This shift is leading businesses to adapt their training methods to a more flexible model that accommodates hybrid and remote workers. Rather than relying only on in-person training sessions, an LMS provides a structured and accessible way to ensure employees receive engaging and educational training. 

    Benefits of an LMS 

    Beyond convenience, an LMS ensures consistency. Every employee receives the same information, reducing errors, miscommunication, and compliance risks. This is especially important for industries that must meet strict regulatory or safety requirements, such as construction or manufacturing companies. 

    Implementing a learning management system within your business is beneficial for both employers and their employees. The main benefits of using an LMS for your business include: 

    1. Reduced learning and development costs 
    2. Shorter, more streamlined onboarding process 
    3. Fewer compliance issues 
    4. Improved employee performance 
    5. Performance tracking 
    6. Help employees upskill and reskill

    An LMS also supports a culture of learning. When employees are given ongoing opportunities to improve their skills, they are more engaged, more productive, and more likely to stay with the organization long term. 

    How an LMS Helps Businesses 

    Streamlines Training and Onboarding 

    An LMS simplifies employee onboarding by providing new hires with structured learning programs that cover company policies, job responsibilities, safety training, and compliance requirements. This helps employees get up to speed faster and ensures that the material is properly covered. 

    Improves Compliance and Risk Management 

    Many businesses are required to provide ongoing training related to safety, workplace behavior, or regulatory compliance. An LMS helps ensure required training is completed on time and documented properly, reducing liability and audit risks. 

    Automated reminders, completion tracking, and reporting features make it easier to stay compliant without added administrative burden. 

    Enhances Employee Performance and Development 

    An LMS supports continuous learning by offering role-specific training, skills development, and leadership programs. Employees can learn at their own pace, revisit materials as needed, and access training that aligns with their career goals. This focus on development not only improves performance but also increases employee satisfaction, engagement, and retention. 

    Provides Measurable Insights 

    One of the biggest advantages of an LMS is its tracking capabilities. Businesses can track course completion, assess knowledge retention, and identify skill gaps through built-in reporting and analytics. These insights help leaders make informed decisions about training investments and workforce planning. 

    Supporting Growth in Evolving Industries 

    As industries evolve, businesses must adapt quickly. Employee education and training remain important for retaining and attracting top talent. Businesses must adapt to changing times by investing in cutting-edge training technology, such as an LMS. An LMS makes it easier to roll out new training programs, update content, and respond to changes in regulations or technology. This flexibility ensures organizations stay prepared for future challenges.

    When you partner with a professional employer organization (PEO), like Group Management Services (GMS), businesses gain access to an LMS, expert support in employee management, and human resources (HR).  

    While it does take more than just software to maximize your business’s education efforts, with a partner like GMS, you receive personalized training, access to knowledgeable experts, and industry-specific tools and resources to help your employees improve their skillsets and gain experience. Contact us to learn more! 

  • Affordable Care Act (ACA) reporting is a yearly responsibility that can feel increasingly complex, especially as rules, thresholds, and penalties continue to change. For the 2026 ACA reporting season, which covers the 2025 calendar year, Applicable Large Employers (ALEs) must prepare for updated affordability standards, rising penalties, and new options for delivering required forms to employees. 

    Understanding what is due, what has changed, and how to streamline the process can help employers stay compliant and avoid costly mistakes. 

    What’s Due for the 2026 ACA Reporting Season 

    Employers classified as ALEs are required to report health coverage information to both employees and the Internal Revenue Service (IRS) using Forms 1094-C and 1095-C. 

    Here are the key deadlines for the 2026 reporting year: 

    Form 1095-C to employees 
     
    Must be furnished to full-time employees by March 2, 2026. This form outlines the health coverage that was offered during the 2025 calendar year. 

    Forms 1094-C and 1095-C to the IRS 
     
    Electronic filings are due by March 31, 2026. 

    Electronic filing requirement 
     
    Employers filing 10 or more information returns must submit forms electronically, per IRS requirements. 

    Missing deadlines or filing incorrect information can result in significant penalties, making accuracy and preparation critical. 

    What’s Changed for ACA Reporting in 2026 

    Several notable updates will affect how employers approach ACA compliance for this reporting cycle. 

    Higher affordability threshold 

    The IRS has increased the ACA affordability percentage to 9.96 percent, up from 9.02 percent in 2025. This percentage determines whether an employer’s lowest-cost, self-only coverage option is considered affordable for employees. 

    While the higher threshold provides more flexibility for employer contributions, it still requires careful calculations and documentation to maintain compliance. 

    Increased penalties for non-compliance 

    ACA penalties continue to rise. Projected Employer Shared Responsibility Payment amounts include: 

    • Section 4980H(a) penalties exceeding $3,340 per employee, after the first 30 employees, for failing to offer coverage. 
    • Section 4980H(b) penalties exceeding $5,010 per affected employee for offering coverage that is unaffordable or does not meet minimum value. 

    These increases heighten the need for accurate tracking, reporting, and timely coverage. 

    New alternative furnishing method 

    For the first time, employers may use an Alternative Furnishing Method instead of mailing paper copies of Form 1095-C. Employers can post a clear and accessible notice on their website explaining how employees can obtain their form. 

    The notice must be easy to find and remain available through October 15, 2026. When implemented correctly, this option can significantly reduce printing and mailing costs. 

    Potential impact of expiring subsidies 

    Enhanced premium subsidies are scheduled to expire, which could result in more employees seeking coverage through the Health Insurance Marketplace. This may increase the likelihood of employer penalty notices, making accurate ACA reporting and coverage offers even more important. 

    How Employers Can Simplify ACA Reporting 

    As requirements expand and penalties rise, simplification is key. Employers can take several steps to reduce risk and administrative burden. 

    Leverage technology and automation 

    ACA reporting software can help track employee hours, monitor eligibility, generate forms, and flag potential issues before deadlines arrive. Automation reduces manual errors and saves time during the reporting season. 

    Use IRS safe harbors 

    Applying one of the IRS affordability safe harbors can simplify calculations and provide added protection. Employers may use the Form W-2, Rate of Pay, or Federal Poverty Line safe harbor to demonstrate affordability without relying on household income data. 

    Monitor eligibility throughout the year 

    Waiting until the end of the year can lead to compliance gaps. Regularly reviewing employee classifications, especially for variable-hour and seasonal employees, helps ensure coverage is offered to at least 95% of full-time employees, which is critical for avoiding the most severe penalties. 

    Take advantage of digital delivery options 

    The new electronic furnishing method provides an opportunity to streamline distribution while remaining compliant. Employers must comply with IRS visibility and accessibility requirements, but when implemented correctly, this option can simplify administration and reduce costs. 

    How GMS Helps Employers Stay ACA Compliant 

    ACA reporting is just one piece of a much larger compliance puzzle. At Group Management Services (GMS), we help employers manage ACA requirements with confidence through expert guidance, technology-driven tracking, and end-to-end reporting support. 

    From monitoring employee eligibility and applying affordability safe harbors to preparing and filing required forms accurately and on time, GMS helps businesses reduce risk and stay focused on growth. 

    If ACA reporting feels overwhelming or if you want a more efficient approach for 2026 and beyond, GMS is here to help. 

  • If you rely on Indeed to find candidates, you may have noticed a recent shift. Indeed has changed how many free job postings employers can run, limiting businesses to just three free job posts at a time. While this may seem like a small update, it has a big impact on hiring visibility, speed, and overall recruiting success. 

    For growing businesses, this change reinforces an important reality. Hiring is no longer as simple as posting a job and waiting for resumes to roll in. It requires strategy, technology, and the right support behind the scenes. 

    Why the Indeed Free Posting Change Matters 

    Indeed now prioritizes sponsored job postings, which means free jobs may receive less visibility, appear lower in search results, or stop running altogether once you hit the posting limit. They are also removed once the job has been up for 30 days. For employers who hire frequently or operate in competitive labor markets, three free postings can disappear quickly. 

    The result is fewer qualified applicants, longer time-to-hire, and more internal time spent managing postings, monitoring performance, and deciding when to pay for sponsorship. 

    Rather than navigating these changes alone, businesses benefit from a recruiting partner that already understands how to maximize job visibility and streamline the hiring process. 

    How GMS Helps You Get More from Sponsored Job Postings 

    At GMS, recruiting is not a standalone service. It is part of a larger hiring strategy designed to support growth, reduce risk, and improve efficiency. 

    When jobs need to be sponsored on Indeed, GMS helps ensure those dollars are used strategically. Sponsored postings are built to attract the right candidates, not just more applicants. This leads to better quality resumes, faster hiring decisions, and less time spent filtering through unqualified candidates.  

    GMS also utilizes a team of support resources from Indeed and LinkedIn to gain market insights, track candidate trends, and determine the best methods for enhancing your visibility and candidate quality.  

    Even more importantly, sponsored jobs are managed within a structured recruiting system, so nothing falls through the cracks. 

    Workstream Is the Backbone of GMS Recruiting Technology 

    GMS uses Workstream as its applicant tracking system (ATS) to power recruiting from job posting through hiring and onboarding. 

    Job Posting Distribution 

    Workstream allows GMS to distribute job postings across multiple job boards, including Indeed. LinkedIn can also be added to expand reach. Instead of managing postings on multiple platforms, everything lives in one centralized system. 

    Streamlined Recruitment Workflow 

    Once a job ad is created and approved by the client, it is published through Workstream. This ensures consistent branding, accurate job details, and visibility across the right channels without added administrative work. 

    Applicant Tracking and Communication 

    Workstream gives GMS and clients access to tools that simplify every step of the recruiting process, including resume management, interview scheduling, and direct messaging with candidates. Calendar integration keeps interviews organized and moving forward. 

    Built for Modern Hiring 

    Workstream also includes marketing tools like QR codes and social media links to reach candidates where they already are. Its mobile app allows full functionality on the go, making it easier to review applicants, communicate, and make hiring decisions quickly. 

    Together, these features create a smoother experience for employers and candidates alike. 

    Hiring Is More Than Recruiting 

    Finding the right candidate is only the beginning. Once someone accepts an offer, businesses still face onboarding, payroll setup, benefits enrollment, tax paperwork, and compliance requirements. GMS helps manage the full hiring lifecycle. 

    New hire onboarding is streamlined and compliant, reducing paperwork and ensuring employees are set up correctly from day one. Payroll and tax administration are handled accurately and on time. Benefits administration becomes simpler and more consistent. Risk management and compliance support help protect your business as regulations continue to evolve. 

    By bringing recruiting, human resources (HR), payroll, benefits, and compliance together, GMS removes friction from the hiring process and allows businesses to scale with confidence. 

    A Smarter Way to Hire  

    The shift in Indeed’s free job posting limits is a reminder that hiring continues to change. Businesses that adapt with the right tools and partners will stay competitive. Those who try to manage everything on their own may struggle to keep up. 

    With GMS’ recruiting services powered by Workstream, you gain more than job postings. With the help of your designated Recruitment Specialist and our strategic support teams at Indeed and LinkedIn, you gain a partner that helps you attract talent, streamline hiring, stay compliant, and focus on growing your business. 

    If your hiring strategy needs to evolve, GMS is ready to help you move forward with confidence. 

  • For many organizations, especially those in manufacturing and construction, an Occupational Safety and Health Administration (OSHA) inspection can feel intimidating and overwhelming. However, with proper preparation, an OSHA visit doesn’t have to be stressful or disruptive. Implementing effective safety procedures and practicing proactive safety readiness can reduce regulatory risks, enhance workplace safety culture, improve operational efficiency, and safeguard your workforce. 

    But what does it mean to be proactive when it comes to safety? Why does an OSHA inspection matter? Continue reading to learn more about OSHA investigations, why they are important, and how to properly prepare for them.  

    What is OSHA? 

    The Occupational Safety and Health Administration is a federal agency dedicated to ensuring safe and healthy working conditions across the country, through employee training and education, enforcing safety and health standards, and implementing worker protections. 

    OSHA inspections often take place without prior notice to employers. Surprise inspections can be triggered by employee complaints, recent injuries or accidents, or a significant number of work-related fatalities within a certain timeframe. However, even if your workforce has not experienced these events, OSHA inspectors may still choose your company for a random inspection. 

    This is why it is essential to implement proper safety procedures to minimize overall risk and protect the health and safety of your employees. By being consistently prepared for inspections, you can ensure that an unannounced visit does not catch your organization off guard, reducing the risk of costly penalties or fines. 

    The Importance of Nailing an OSHA Inspection 

    Long-term impact 

    OSHA citations can carry significant penalties, which increase annually due to inflation. In addition to financial repercussions, OSHA violations can damage customer confidence, strain supplier relationships, and undermine employee trust. The combination of financial penalties and diminished client trust puts your company at risk for high turnover rates and reputational damage, which could negatively affect your business in the long run. 

    Safer operations 

    Conducting regular internal reviews and compliance checks can help identify potential issues before they pose a risk to employees. A robust safety program often results in fewer injuries, less downtime, and increased productivity. By proactively managing safety and risk, you can build employee trust, prepare for unexpected inspections, and reduce workers’ compensation costs. 

    Safety-focused culture 

    Employees who feel safe are more likely to remain with the company. Showing a commitment to maintaining a hazard-free workplace fosters organizational trust and enhances company culture. When workers feel secure and valued, they tend to show greater loyalty, higher engagement, increased productivity, and improved morale. 

    Best Practices for Preparing for a Potential OSHA Audit 

    Maintain up-to-date written safety programs 

    OSHA requires many workplaces to maintain documented safety programs. Important documents may include a hazard communication program, an emergency action plan, OSHA 300 logs, assessments for personal protective equipment (PPE), and more. 

    Employers should review these documents annually to ensure they accurately reflect current operations and procedures. Additionally, employees should document any changes to procedures, as well as any accidents or injuries that occur, along with identifying potential hazards. This documentation helps employers prepare for possible questions during inspections. 

    Regularly inspect your workplace

    Routine self-inspections help you stay aligned with OSHA standards. Your internal audit process should include: 

    1. Facility walk-throughs 
    2. Review of documentation and training records 
    3. Interviews with employees about their understanding of safety procedures 
    4. Corrective action tracking and follow-up 
    5. And more!

    Many organizations benefit from hiring a third-party safety consultant to provide an objective assessment. Third parties like Group Management Services (GMS) can consult on best safety practices, provide personalized training, and help prepare employers for audits or OSHA inspections.  

    Review OSHA standards 

    Depending on your industry, your company must adhere to specific OSHA regulations. It’s important to review and familiarize yourself with the standards relevant to your field. This will help you identify applicable regulations, focus on key areas, and determine what needs to be updated. By being prepared and understanding these standards, you can take steps to update your safety policies and minimize hazards. 

    Foster a continuous improvement mindset

    OSHA readiness isn’t a one-time event—it’s part of a long-term culture of safety. Organizations that excel in inspections typically: 

    1. Conduct monthly safety meetings 
    2. Encourage employee incident reporting 
    3. Recognize employees for safe behaviors 
    4. Perform routine hazard analyses 

    When safety becomes part of daily operations, audit readiness happens naturally. Employers who carefully review OSHA standards, communicate expectations with employees, and train them accordingly are less likely to fail an inspection and have a workplace injury.  

    OSHA and GMS

    An OSHA inspection can be an overwhelming experience, but with the right partner, it can be simple. Third parties like GMS act as your partner in risk, safety, and growth. GMS helps employers create a safer workplace culture through consultations, inspection assistance, legal representation in hearings, policy implementation, and personalized training. Our safety experts are there to walk you through the best safety practices and ensure long-term success.  

    By implementing consistent, proactive practices, your organization can face any OSHA visit with confidence and demonstrate your commitment to a safe, compliant workplace. Discover how GMS can help simplify your safety processes and ensure you’re ready for an OSHA inspection by contacting us!  

  • When payroll is done right, employees barely think about it. When it is not, they notice immediately. 

    For many business owners, payroll starts and ends with payday. But in reality, payroll extends far beyond paychecks. It influences employee trust, compliance, and how your business is perceived as an employer. Every pay period is a moment when expectations are either met or missed. 

    As businesses balance growth, shifting regulations, and daily operations, payroll can quietly become one of the most time-consuming and high-risk responsibilities on their plate. While it often happens behind the scenes, its impact is felt across the entire organization. 

    Every Paycheck Reflects Your Business 

    Payroll is one of the most consistent interactions employees have with their employer. Whether they realize it or not, employees draw conclusions based on how payroll is handled. 

    Accurate, on-time pay builds confidence in leadership and reinforces stability. Clear pay statements and accurate deductions signal transparency and attention to detail. Proper tax withholding and benefits administration demonstrate an employer’s organization and compliance. 

    Even small errors can erode trust and influence how employees talk about their workplace, both internally and externally. In today’s competitive hiring environment, those perceptions matter. 

    Payroll Touches More Than Just Finance 

    For business owners, payroll rarely exists in isolation. It connects directly to benefits administration, time tracking, workers’ compensation, tax filings, and labor law compliance. It also plays a role in onboarding new hires, managing pay changes, issuing bonuses, and handling employee exits. 

    Each of these areas carries its own rules and requirements. As regulations change at the federal, state, and local levels, staying compliant becomes more complex. The more manual processes involved, the greater the risk of errors. 

    Payroll Mistakes Rarely Stay Contained 

    Payroll errors do more than create short-term inconvenience. One issue can trigger employee dissatisfaction, internal disruption, and compliance exposure. 

    Employees lose confidence in their employer when they have to question their pay. Human resources (HR) and leadership teams spend time correcting issues rather than focusing on growth and retention. Compliance mistakes can lead to penalties, audits, or legal challenges. 

    Even when issues are resolved quickly, the experience leaves an impression. Employees remember how problems made them feel, not just how fast they were fixed. Over time, repeated issues can quietly undermine morale and retention. 

    Consistency Builds Employee Confidence 

    One of the strongest contributors to a positive employee experience is consistency. Employees want to know that their pay will be accurate, timely, and easy to understand each pay period. 

    Reliable payroll processes create a sense of stability and professionalism. They show that the business is prepared, organized, and respectful of employees’ time and livelihood. This consistency supports engagement, improves retention, and strengthens employer reputation. 

    Payroll as a Foundation for a Stronger Employer Brand 

    Employer branding is shaped by everyday experiences, not just benefits packages or recruiting campaigns. Payroll is one of the most frequent and meaningful touchpoints between an employer and their workforce. 

    Effective payroll management builds trust, professionalism, and satisfaction, while poor management can damage a company’s culture. Payroll may operate behind the scenes, but its impact on your business and your brand is significant. 

    Why Payroll Feels Overwhelming for Business Owners 

    Payroll rarely becomes a challenge because business owners are inattentive. It becomes overwhelming because of how much is involved. 

    • Tracking hours accurately.
    • Managing different pay types. 
    • Applying wage and hour laws correctly.
    • Filing payroll taxes on time.
    • Coordinating benefits deductions.
    • Responding to employee questions.
    • Fixing issues when something goes wrong. 

    All of this happens while business owners are also managing operations, customers, and growth. Over time, payroll can feel like a constant source of stress rather than a routine process. 

    Taking Payroll Off Your Plate Without Losing Control 

    Outsourcing payroll does not mean giving up oversight. It means gaining support, expertise, and built-in safeguards. 

    With the right partner, payroll processes are streamlined, compliance requirements are monitored, and potential issues are addressed before they become problems. Technology reduces manual work, and expert guidance helps businesses stay ahead of changing regulations. 

    Employees benefit from accurate pay and clearer communication. Business owners regain time and confidence, knowing payroll is handled correctly. Contact GMS today and learn how we can help you take payroll off your plate! 

  • Although health care costs are continually rising in today’s economy, the importance of offering health care and health benefits cannot be overstated. Employee health benefits have shifted from being a bonus to a fundamental requirement, no longer seen as a luxury but an essential part of a job.  Therefore, employers who invest in comprehensive, high-quality health benefits for their employees often see higher productivity, loyalty, and morale, all of which contribute to a company’s long-term success.  

    In recent years, a growing number of companies have begun offering a greater variety of health benefits to their employees. However, many still wonder what benefits they should offer and wonder how much health care offerings can really contribute to employee satisfaction, engagement, and productivity. Continue reading to discover how health benefits contribute to employee performance and what benefits are among the most popular. 

    What Are Health Care Benefits?

    Health care benefits are medical services and items that are covered by an insurance plan. This can include doctors’ visits, access to certain medications, hospital care, and more. Employers offer insurance plans to their employees to help pay for these expenses and treatments. Employers provide insurance plans to help their employees manage these expenses and treatments. While the Affordable Care Act (ACA) has certain requirements about what employers should offer, the plan type and extent of coverage vary by employer.  

    How Health Benefits Impact Productivity and Performance 

    Access to quality health benefits has a significant impact on employee performance in several ways. Companies that offer health benefits report that their employees are over one and a half times more productive and more likely to remain loyal to the organization. Higher productivity can manifest differently in various industries; for manufacturers, it may mean increased output, for entrepreneurs, it can translate to higher sales, and for construction workers, it might involve taking on more bids and jobs. 

    When employees have access to preventive care, can manage chronic conditions, and seek timely medical attention, they are less likely to miss work due to illness or injury. Benefits such as telemedicine, disability coverage, and wellness programs empower employees to address health concerns early, which reduces absenteeism and minimizes downtime. Furthermore, employees who feel physically and mentally supported can concentrate better on their work. Reduced stress related to medical costs or access to care enables employees to be more consistent and focused, ultimately leading to improved performance across teams. 

    Employee Engagement and Success 

    Robust health benefits play a significant role in employee morale. When workers feel that their employer genuinely cares about their health, it fosters increased trust and loyalty. Benefits packages that extend beyond basic medical coverage, such as dental, vision, and mental health support, signal that the organization values employees as individuals, not just as workers. 

    This sense of support strengthens engagement and creates a positive workplace culture. Employees who are satisfied with their benefits are more likely to advocate for their employer, collaborate effectively, and stay motivated. Over time, this results in lower turnover.  

    Popular Health Benefits Employees Want

    Recently, employees have been flocking to companies that promote flexibility and employee health. The workforce wants a job that offers schedule flexibility, comprehensive health coverage, and future career growth opportunities. For employers, this can look like offering: 

    Dental and Vision Coverage 

    Dental and vision benefits help employees maintain overall wellness while addressing everyday care needs. Offering vision and dental benefits can reduce health care costs through preventative care and provide your employees with access to medical professionals. These benefits are common among health care plans because of the diverse benefits they provide and the wide range of employees who utilize and need this type of care.

    Access to an HSA or FSA

    Offering a Health Savings Account (HSA) or a Flexible Spending Account (FSA) is beneficial to the employer and employee. The employee receives access to medical services and products at a lower cost through their employer’s plan. Both accounts offer tax-free contributions and withdrawals for qualified costs, but each have their own advantages depending on the individual’s needs. The employer enjoys lower payroll taxes and showcases their dedication to employee well-being.  

    Telemedicine Services 

    Telemedicine provides employees with convenient access to health care professionals, reducing the time and cost associated with traditional office visits. This gives the employer and employee time back by missing out on the travel and wait time associated with visits. Telemedicine can also reduce appointment stress for employees, as they don’t have to worry about timing, traffic, or any surprises as they head to their appointment, improving their focus and productivity. This flexibility supports faster care, fewer missed work hours, and improved work-life balance. 

    Retirement Plans 

    A great way to recruit and retain employees is through offering a retirement plan. This allows employees to invest in themselves and focus on their financial future, allowing them to be more focused and productive at work. Employers can choose a plan that works best for them and can decide how large of a contribution they want to make to their employees’ plan. This allows for greater flexibility for the employer and better financial security for the employee.  

    Health Care Plans and GMS

    Robust health benefits are a powerful investment in employees and the long-term success of your company. By supporting physical, mental, and financial well-being, employers can boost productivity, strengthen morale, and improve employee loyalty. While offering health benefits to your employees is an attractive option, it’s a complex and confusing process. 

    That’s where a third-party administrator like Group Management Services (GMS) can help. With our benefits administration services, we help business owners with their health care plans, supplemental insurance offerings, and retirement plans. We also offer ACA support, consolidated billing, and in-house claims processing. With GMS, we work to simplify benefits administration as much as possible, holding your hand every step of the way. Our offerings are cost-effective and can contribute to your bottom line and your long-term growth.  

    Discover more about our benefits administration services here! 

  • The start of a new year brings fresh motivation and big plans for small business owners. You may have kicked off 2026 with resolutions to get more organized, grow your team, reduce risk, improve employee experience, or finally take some administrative work off your plate. 

    But as the year goes on, day-to-day demands can quickly push those goals aside. 

    The difference between resolutions that fade and resolutions that stick often comes down to having the right support system in place. With the right human resources (HR) and business partner, your goals are not just ideas for January. They become achievable strategies for long-term success. 

    That is where Group Management Services (GMS) comes in. 

    Resolution #1: Get Organized and Streamline Your Operations 

    Many business owners aim to create a more organized operation, but managing separate systems for HR, payroll, benefits, and compliance makes it challenging. 

    GMS Connect helps eliminate busywork by bringing everything together into one integrated platform. From payroll processing and benefits administration to onboarding, time tracking, and employee self-service, GMS Connect allows you to manage your workforce more efficiently without bouncing between systems. 

    When your data is centralized and processes are automated, you gain better visibility into your business, reduce errors, and free up valuable time to focus on growth instead of paperwork. 

    Resolution #2: Be Proactive About Safety and Compliance 

    Another common resolution is to stay ahead of compliance requirements and avoid costly fines, audits, or workplace incidents. Employment laws, Occupational Safety and Health Administration (OSHA) requirements, and state regulations continue to change, making it overwhelming to keep up. 

    GMS’ risk management services help small businesses take a proactive approach. Our team assists with workplace safety programs, OSHA compliance, workers’ compensation, claims management, and ongoing risk assessments. Instead of reacting to problems after they happen, you can build a safer and more compliant workplace from the start. 

    Being proactive not only protects your business financially. It also creates a safer environment for your employees and strengthens your reputation as a responsible employer. 

    Resolution #3: Save Time and Money on Benefits Administration 

    Offering competitive benefits is often a top goal for business owners, but rising health care costs and administrative complexity can get in the way. 

    Through GMS, small businesses gain access to a large group health plan. By being part of a bigger pool, you benefit from increased buying power and often lower health care premiums. GMS also handles benefits administration, open enrollment, compliance requirements, and ongoing employee support. 

    This allows you to offer better benefits without the administrative burden, helping you attract and retain top talent while keeping costs under control. 

    Resolution #4: Grow Your Team and Scale With Confidence 

    If expanding your workforce is part of your 2026 plan, recruiting and onboarding the right people is critical. Without proper processes, growth can create new risks and inefficiencies. 

    GMS’ recruiting and HR services help you find qualified candidates, streamline onboarding, and establish strong HR practices as your team grows. From job postings and applicant screenings to employee handbooks and policy development, GMS supports your growth every step of the way. 

    With scalable HR support in place, you can focus on building your business instead of worrying about whether your operations can keep up. 

    Resolution #5: Stay Ahead of Payroll Compliance All Year Long 

    Tax compliance is not just a concern during tax season. Errors or missed deadlines can create problems year-round. 

    GMS’ payroll and tax services ensure accurate payroll processing, tax filings, and regulatory compliance throughout the year. By outsourcing these responsibilities, you reduce risk, avoid costly mistakes, and take back time that would otherwise be spent managing payroll details. 

    This consistency helps set your business up for long-term financial stability, not just a smooth filing season. 

    Resolution #6: Improve Employee Experience 

    Many business owners want to create a better experience for their employees, but limited resources can make it challenging. 

    GMS helps enhance the employee experience through modern self-service tools in GMS Connect, competitive benefits offerings, and ongoing HR support. Employees can easily access pay information, benefits, and HR resources, while employers gain peace of mind knowing their team is supported. 

    A better employee experience leads to higher engagement, stronger retention, and a more productive workplace. 

    Why Partnering With a PEO Helps Resolutions Stick 

    According to the National Association of Professional Employer Organizations (NAPEO), businesses that partner with a PEO grow twice as fast, experience 12% lower employee turnover, and are more likely to stay in business long term compared to those that do not. 

    Having a strategic partner means you are not tackling your goals alone. Instead of letting resolutions fade as the year gets busy, you have expert support to help you execute, adapt, and scale with confidence. 

    Ready to set your business up for long-term success in 2026 and beyond? Contact us to get started. 

  • Every company needs a strong human resources (HR) department to operate effectively. Managing HR responsibilities can quickly become overwhelming, involving audits, compliance tasks, resolving workplace issues, recruiting, and much more. Proper HR management is the key to a successful business, but it can also be complicated and overwhelming.  

    Handling HR tasks can be exhausting, especially for managers and business owners with little to no expertise or experience in the subject. The risk of improperly handling HR responsibilities can be stressful, lead to potential fines, and disgruntled employees. This risk is one of the reasons that small to midsize businesses outsource their HR tasks to third-party companies.  

    What is HR Outsourcing 

    Human resources outsourcing involves delegating some or all HR functions, such as payroll administration, benefits management, recruitment, compliance, and employee relations, to a third-party. Outsourcing enables organizations to streamline operations, reduce administrative workloads, and access specialized expertise without breaking the bank. 

    HR outsourcing can take various forms. For example, a business might choose to outsource specific tasks, like background checks or benefits administration, or partner with a full-service provider that manages all HR processes from start to finish. As a result, your team can lighten their workload and prioritize strategic initiatives such as talent development and business growth.  

    Signs It’s Time to Outsource HR 

    Payroll mistakes 

    Payroll is a complicated back-office task that takes time away from focusing on other business objectives and has a greater risk of user error. Many businesses lack the necessary software or processes to automate their payroll, forcing them to manually calculate gross pay, deductions, garnishments, and overtime for each paycheck. And for companies with multiple employees, this can quickly snowball into an array of spreadsheets, leading to a greater risk of miscalculation and incorrect filings.  

    If you frequently misfile paychecks or miss deadlines, it may be time to consider outsourcing your HR responsibilities to a third-party administrator. These companies have access to teams of experts who can properly calculate paychecks, ensure proper filing, and streamline the process by implementing automated payroll software. 

    More workplace accidents 

    Operating an unsafe workplace can have numerous consequences in the short and long-term. Working in a hazardous environment leads to a greater risk of accidents occurring. Accidents like slips, trips, falls, improper equipment use, sprains, and more are preventable with the right safety process and procedures in place. If you find yourself falling behind in inspections, failing audits, and swimming in workers’ compensation claims, it may be time to consider utilizing an outside resource like a professional employer organization (PEO).  

    PEOs like Group Management Services (GMS) can help educate your employees on proper safety procedures, help your business develop processes to ensure consistency and safety around the workplace, and conduct safety audits to help you identify potential hazards. Creating a safe work environment greatly improves productivity, employee trust, and your company’s reputation. Investing in safety improves your business efficiency, workplace culture, and saves you time and money, improving your company and its efficiencies in the long run.  

    Higher employee turnover 

    Managing, recruiting, and retaining employees is an important HR responsibility. Ensuring that employees are happy, feel cared for, and are compensated well often leads to higher retention rates. The happier employees are, the more likely they are to stay at your company. Workplace culture and everyday processes matter a great deal to your retention rates. The better your retention rate, the less you have to spend on recruitment and hiring costs.

    If your employee engagement and retention rates are tanking, it could be a sign that you can’t handle it all alone. Implementing retention strategies, interviewing potential employees, and recruiting them is a lot for one person to handle. By outsourcing these tasks, you can save time and money, allowing you to focus more of your focus and funds on business growth.  

    PEOs like GMS utilize their recruitment teams to conduct phone interviews, post job listings on top job boards, and review resumes. You still hold the power to hire or fire whoever you want, but the third-party does most of the legwork. 

    A Valuable Partnership 

    HR responsibilities are crucial for the success and efficiency of any company, but they can become increasingly complex as a business grows. When administrative tasks start consuming valuable time, increasing the risk of errors and workplace challenges, partnering with a PEO can provide a strategic advantage. 

    Outsourcing HR functions can provide the expertise and structure necessary to ensure smooth operations. An HR partnership can help organizations reduce risks, improve employee satisfaction, and enable internal teams to focus on long-term strategy and business growth. By identifying potential issues early and utilizing the support of experienced professionals, businesses can enhance their HR practices, protect their workforce, and position themselves for sustainable success.  

    GMS can assist your company in building a strong safety program, implementing employee retention strategies, and consulting on operational changes. GMS serves as a partner for your business, guiding your decisions and providing expertise across your HR and back-office responsibilities. If you would like to learn more, click here! 

  • Slips, trips, and falls are among the most common workplace injuries and among the most preventable. According to the Occupational Safety and Health Administration (OSHA), these incidents account for a significant number of injuries across nearly every industry. When left unaddressed, they can lead to serious injuries, lost productivity, higher workers’ compensation costs, and increased liability for employers. 

    For businesses of all sizes, preventing slips, trips, and falls is a critical part of risk management and employee protection. At Group Management Services (GMS), we help employers take a proactive approach to workplace safety that protects both their people and their bottom line. 

    Why Slips, Trips, and Falls Matter 

    Slips, trips, and falls can result in more than minor injuries. These incidents often cause sprains, fractures, head injuries, and in severe cases, fatalities. OSHA reports that thousands of workers are seriously injured each year due to slip, trip, and fall hazards in the workplace. 

    Beyond the physical impact on employees, these injuries can result in costly workers’ compensation claims, increased insurance premiums, lost workdays, and potential OSHA citations. Addressing these hazards is not just a compliance requirement. It is a smart business decision. 

    Common Causes of Slips, Trips, and Falls 

    Understanding what causes slips, trips, and falls is the first step in preventing them. Some of the most common causes include: 

    1. Wet or slippery surfaces caused by spills, cleaning activities, or weather conditions 
    2. Uneven walking surfaces, such as loose mats, damaged flooring, or cracked pavement 
    3. Poor lighting in stairwells, hallways, warehouses, or outdoor areas 
    4. Obstacles in walkways, including cords, tools, boxes, or debris 
    5. Inadequate housekeeping that allows hazards to go unnoticed 

    These hazards are often part of day-to-day operations, which makes regular inspections and employee awareness essential. 

    Best Practices to Prevent Slips, Trips, and Falls 

    OSHA and other safety authorities emphasize a proactive, layered approach to fall prevention that includes training, inspections, and clear procedures. 

    Conduct Regular Workplace Inspections 

    Routine job site inspections help identify hazards before an injury occurs. This includes reviewing walkways, staircases, work areas, entrances, and outdoor surfaces. 

    Maintain Strong Housekeeping Standards 

    Promptly cleaning up spills, removing clutter, and keeping walkways clear significantly reduces the risk of incidents. 

    Provide Ongoing Employee Training 

    Employees should be trained to recognize slip, trip, and fall hazards, follow safe walking practices, and report unsafe conditions. Training should be ongoing and regularly reinforced. 

    Ensure Proper Lighting 

    Adequate lighting allows employees to clearly see hazards and navigate work areas safely, especially in high-traffic or outdoor areas. 

    Develop Clear Policies  

    Written safety procedures for housekeeping, spill response, inspections, and hazard reporting help create consistency and accountability across the workplace. 

    Use Appropriate Footwear and PPE 

    In some environments, slip-resistant footwear and other protective equipment can help reduce the risk of falls. 

    How GMS Helps Employers Reduce Slip, Trip, and Fall Risks 

    At GMS, we support businesses with comprehensive risk management solutions designed to improve safety, reduce claims, and support OSHA compliance. Our services include: 

    Safety Training Programs 

    We provide employee and supervisor training focused on hazard recognition, fall prevention, and safe work practices tailored to your industry. 

    Workplace Safety Documentation 

    Our team helps create and maintain safety programs, standard operating procedures (SOPs), inspection checklists, and other required documentation aligned with regulatory standards. 

    Job Site Inspections and Risk Assessments 

    We conduct site inspections to identify hazards and recommend corrective actions before injuries occur. 

    Training and Support 

    GMS offers on-site and online safety training and coaching to reinforce best practices and strengthen your safety culture. 

    OSHA Inspection Assistance 

    If OSHA visits your workplace, we help you prepare, respond to citations, and implement corrective action plans to reduce risk and potential penalties. 

    Protecting Your Employees and Your Business 

    Slips, trips, and falls remain one of the leading causes of workplace injuries, but they do not have to be. With the right prevention strategies and a strong risk management plan, employers can significantly reduce incidents and create a safer work environment. 

    Partnering with GMS gives you access to the expertise, tools, and training needed to protect your employees, stay compliant, and safeguard your bottom line. 

    If you are ready to strengthen your workplace safety program, contact GMS today. 

  • Colorado is the first state to offer employees paid leave to care for a hospitalized infant in the neonatal intensive care unit (NICU). This law went into effect on January 1 of this year and allows eligible employees to take paid leave to support a newborn or an infant receiving intensive care. This new benefit, Neonatal Care Leave, was created through Senate Bill 25-144 and expands the state’s existing Family and Medical Leave Insurance (FAMLI) program. While this legislation is groundbreaking for parents and qualifying employees, it comes with various implications that business owners need to understand.

    Family and Medical Leave Insurance 

    FAMLI is a government program that ensures Colorado workers have access to paid leave to care for themselves or their family during certain life events. Paid leave through FAMLI has been available since January 1st of 2024. Eligible Colorado employees can take up to 12 weeks of paid leave per year in order to: 

    1. Care for themselves or a family member experiencing a serious health condition. 
    2. Make arrangements for a family member’s military deployment. 
    3. Address the safety needs and impact of domestic violence or sexual assault. 
    4. To bond or care for a new child, including fostered or adopted children. 

    FAMLI Vs. FMLA 

    FAMLI and the Family and Medical Leave Act (FMLA) are similar pieces of legislation that focus on job-protected sick leave. While they are similar, there are notable differences that Colorado business owners need to be aware of. For example, FMLA is unpaid, job-protected leave, while FAMLI is paid, job-protected leave. Employees are eligible for FAMLI from the first day of employment if they meet the wage requirement, while FMLA only allows employees who work a certain number of hours before providing leave. Finally, FMLA is a federal law, meaning it applies to the entire country, while FAMLI applies to Colorado employees only.  

    Neonatal Care Leave Overview 

    Neonatal Care Leave is a new and additional type of paid leave under the FAMLI leave law. This leave allows eligible employees to take up to 12 weeks of paid time off while their newborn is receiving inpatient treatment in a NICU or a higher level of neonatal care. This leave only lasts the duration of the child’s NICU stay. Neonatal Care Leave is available to a broad range of caregivers, including biological, adoptive, step, and foster parents. 

    Eligibility extends to parents whose infants were born before January 1, 2026, as long as the child remains hospitalized in a NICU on or after the law’s effective date. 

    How Neonatal Care Leave Fits Within FAMLI 

    Neonatal Care Leave isn’t the only type of leave parents can utilize for paid leave. Under FAMLI, eligible employees can qualify for:   

    1. 12 weeks of Neonatal Care Leave (while the infant is hospitalized) 
    2. 12 weeks of bonding leave after the child is discharged 
    3. Up to four additional weeks if the birthing parent experiences pregnancy or childbirth complications 

    As a result, some employees may be eligible for up to 24–28 weeks of paid FAMLI leave in connection with the birth of a child requiring NICU care.  

    What Employers Should Do Now 

    Employers in Colorado, or those with employees in Colorado, should take proactive steps to ensure compliance with the Neonatal Care Leave policy. These steps could include updating employee handbooks and company leave policies to reflect these regulatory changes. Employers could also provide training and education for employees, so they understand their rights, the policy details, and eligibility requirements. Colorado employers should also consider working with a third-party partner to assist and consult on Neonatal Care Leave compliance efforts. 

    A First-in-the-Nation Policy With Broader Implications 

    For families facing the stress of a NICU stay, the new law provides meaningful financial stability and time to focus on their child’s health during a critical period. Colorado’s Neonatal Care Leave underscores the state’s commitment to supporting working families during some of their most challenging moments.  

    Group Management Services (GMS) can help Colorado business owners navigate Neonatal Care Leave and FAMLI obligations by providing expert guidance, HR support, and compliance assistance. GMS acts as a partner in compliance, HR, employee management, and business efficiency by consulting on regulatory changes, updating employee handbooks, and hosting training sessions on new laws. Employers should take action now and review existing leave policies, educate their teams, and partner with a trusted HR expert like GMS to ensure they are fully compliant and prepared for this expanded leave benefit. Take your first step towards compliance with GMS. Contact us today!