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  • What is The Americans with Disabilities Act?

    The Americans with Disabilities Act (ADA) is an important civil rights law protecting individuals with disabilities from discrimination in various areas, including employment, public accommodations, and transportation. As defined by the ADA, a disability is a physical, mental, or neurological impairment that limits an individual’s ability to participate in major life activities. The goal of this law is to ensure that people with disabilities have proper access to public services, facilities, and equal employment and educational opportunities. Common disabilities that are protected under the ADA are:

    • Blindness
    • Cancer
    • Epilepsy
    • Autism
    • Major depressive disorder
    • Diabetes

    What Employers Should Know About the ADA

    The ADA is crucial because it promotes equal opportunity and accessibility for individuals with disabilities. By ensuring accessibility in various aspects of life, the ADA fosters a more inclusive environment. To encourage and champion accessibility and inclusion in the workforce, employers must understand their responsibilities under the ADA.

    Learn and understand the law

    A great way to ensure regulatory compliance is to take the time to read and understand the law and any accompanying policies. Whether you choose to read a summary from a federal website or consult a subject matter expert, gaining knowledge about your business’s legal obligations and the disabilities that are covered will allow you to implement the necessary accommodations. If this sounds overwhelming, there are HR companies like certified professional employer organizations (CPEOs) that can ensure your compliance and assist you with providing proper accommodations.

    Providing reasonable accommodations

    One of the protections enacted by the ADA is implementing reasonable accommodations. These accommodations are specifically geared towards helping qualifying employees successfully perform and complete their job functions. Covered accommodations can include modified work schedules, installing a ramp, providing noise-canceling headphones, or allowing a service animal in the office.

    Not only is ADA compliance part of federal law, but it’s beneficial to your employees, company, and bottom line. While the cost of a penalty depends on the violation, a first-time ADA violation for non-compliance can cost up to $75,000. Among the most common violations are a lack of accessible exits, entrances, and parking spots, missing signage, and inaccessible restrooms.

    Providing reasonable accommodations for your staff shows your loyalty to your employees’ well-being, fostering a culture of loyalty and positivity. A strong work culture can also enhance your company’s overall creativity, productivity, and morale, improving your brand and bottom line.

    How A CPEO Can Ensure Your Compliance

    The ADA is a significant employment law that every company should stay up to date on and properly understand. But, as a business owner, it can be stressful to properly keep track of all the requirements, and failure to do so can be detrimental to your bottom line. That’s why many business owners partner with a CPEO like Group Management Services (GMS).

    GMS has a wide range of subject matter experts (SMEs) who assist business owners with compliance, ADA compliance training, and updating employee handbooks. Our team has the knowledge and expertise to ensure you’re providing the necessary accommodations, following legal requirements, and collecting proper documentation to reduce any potential legal liabilities. Are you concerned about your ADA compliance? Contact us to learn how we can help!

  • Partnering with a professional employer organization (PEO) can be a game-changer for businesses looking to streamline human resources (HR), payroll, compliance, and employee benefits. However, as your business evolves, you may find that your current PEO no longer meets your needs. Whether it’s due to service limitations, rising costs, or poor customer support, switching to a new PEO like Group Management Services (GMS) may be the right decision.  

    Transitioning from one PEO to another requires careful planning to ensure business continuity and avoid disruptions to employees. This guide will walk you through the key steps to make the switch to GMS smoothly and efficiently. 

    Identify Why You’re Switching PEOs

    Before making any changes, take time to assess why your current PEO is no longer the right fit. Understanding your reasons will help you choose a new provider that better aligns with your business needs. Some of the most common reasons companies switch PEOs include: 

    • High costs: Unexpected fees, rising rates, or a pricing model that no longer aligns with your budget. 
    • Limited service offerings: Your current PEO may not provide the comprehensive HR support, compliance assistance, or employee benefits that your business requires. 
    • Poor customer support: Delays in response times, lack of proactive support, or a one-size-fits-all approach to HR solutions can be frustrating. 
    • Outdated or inefficient technology: If your PEO’s software is difficult to use or doesn’t integrate with your existing systems, it can slow down operations. 
    • Lack of scalability: If your business is growing, you may need a PEO that can support multi-state operations, offer better benefits, or provide more strategic HR guidance. 

    By pinpointing these challenges, you can better evaluate new PEOs and ensure they offer solutions to the issues you’re currently facing. 

    Research and Compare PEO Options

    Not all PEOs offer the same level of service, so it’s crucial to thoroughly vet potential providers before making a switch. Here are some key factors to consider when comparing PEOs: 

    • Accreditation and compliance: Look for CPEOs certified by the Internal Revenue Service (IRS) to ensure financial stability and compliance. 
    • Service offerings: Confirm that the new PEO provides everything you need, such as payroll processing, HR support, risk management, workers’ compensation, and employee benefits. 
    • Technology and integrations: A modern, user-friendly HR platform that integrates with your existing systems (such as accounting software and time tracking tools) can significantly improve efficiency. 
    • Reputation and client reviews: Read online reviews, check testimonials, and ask for client references to get insight into the PEO’s track record. 
    • Industry expertise: Some PEOs specialize in specific industries, which can be beneficial if you have specific HR and compliance requirements. 

    Once you’ve shortlisted a few PEOs, schedule consultations to discuss their offerings, pricing, and transition process to determine the best fit. 

    Review Your Current PEO Contract

    Before making the switch, carefully review your existing agreement to understand any contractual obligations. Key areas to check include: 

    • Termination clauses: Some contracts require a 30-to-90-day notice period, while others have specific renewal and exit terms. 
    • Early termination fees: Be aware of any penalties or fees for ending the agreement before the contract expires. 
    • Data access and transfer policies: Confirm that you’ll have access to all necessary HR, payroll, and benefits data for a seamless transition. 

    If you’re unsure about any terms, consider consulting a legal or HR expert to help you navigate the contract and avoid unexpected complications. 

    Develop a Detailed Transition Plan

    Once you’ve selected GMS and notified your current provider of your intent to leave, it’s time to plan your transition. A well-structured transition minimizes disruptions and ensures a smooth handoff. Here’s how to do it: 

    Set a Transition Timeline 

    • Identify key dates, such as the last payroll with your current PEO and the first payroll with GMS. 

    Notify Key Stakeholders 

    • Inform your employees about the change and explain any updates to payroll, benefits, or HR processes. 
    • Coordinate with department heads to ensure they understand any changes in HR or compliance procedures. 

    Work Closely with Both PEOs 

    • Ensure GMS has all the necessary employee records, payroll data, and tax information. 
    • Request assistance from the current PEO in facilitating the transition, especially regarding benefits continuation and tax filings. 

    Ensure Payroll and Benefits Continuity 

    • Verify that employee benefits (health insurance, retirement plans, etc.) remain uninterrupted. 
    • GMS will ensure payroll schedules align so that employees don’t experience paycheck delays. 

    How GMS Can Help You Make a Seamless PEO Transition 

    Switching PEOs can feel overwhelming, but with the right partner, the process can be smooth and beneficial for your business. Group Management Services (GMS) specializes in providing tailored HR, payroll, and compliance solutions to help businesses thrive. 

    When you switch to GMS, we ensure: 

    • A smooth, hassle-free transition with expert support to guide you through the process and address any concerns. 
    • Comprehensive payroll, benefits, and compliance management to keep your business running without disruptions.  
    • Scalable solutions designed to grow with your business and adapt to your evolving needs. 

    Ready to make the switch? Get a quote today and discover how GMS can support your business and handle the complexities of HR. 

  • Starting April 9th, 2025, Ohio employers must provide detailed pay statements to their employees under Ohio House Bill 106, known as the Pay Stub Protection Act (PSPA). Previously, Ohio was one of only nine states that did not require employers to issue pay stubs. Now, Ohio business owners must familiarize themselves with this legislation and its requirements. 

    What is the Pay Stub Protection Act? 

    The PSPA is a new Ohio-based law that requires employers to provide their employees with a detailed pay stub for every paycheck they receive. State Representative Dontavius Jarrells states, “With this new law, every hardworking Ohioan will have the documentation they need to verify their wages, hours, and deductions without the burden of legal battles.” This law will help ensure pay transparency across the state while emphasizing the importance of employer accountability and workplace fairness.  

     Whether electronic or paper, the pay stub for salaried employees must include the following information: 

    • The employer’s name 
    • The employee’s name 
    • The employee’s address 
    • The employee’s total gross wages earned during the pay period 
    • The employee’s total net wages for the pay period 
    • A listing of the amount and purpose of each addition to or deduction from the employee’s wages during the pay period 
    • The date the employee was paid and the pay period covered by that payment 

    As for hourly employees, their pay stub must include: 

    • The employer’s name 
    • The employee’s name 
    • The employee’s address 
    • The total number of hours the employee worked in that pay period 
    • The employee’s hourly wage rate 
    • The employee’s overtime hours 

    PSPA Violation 

    If an employer fails to provide an employee with a pay stub, the employee can request a copy from their employer. If the pay stub is still not received within 10 days, the employee can report the issue to the Department of Commerce. The Director of Commerce may then issue a notice to the employer for the violation, which can lead to significant monetary penalties or fines. 

    How GMS Can Help Ohio Employers with PSPA 

    Managing payroll and compliance can be daunting for business owners. That’s why many businesses partner with professional employer organizations (PEOs) like Group Management Services (GMS). With our automated payroll software, GMS Connect employees can easily access all their payroll information, including W-2s, tax deductions, pay stubs, and more. 

    Our payroll team is available to assist with any questions regarding deductions or wage discrepancies, ensuring a smooth payroll process. GMS also helps business owners stay on top of changing rules and regulations, ensuring their compliance and reducing their risk of violations or monetary penalties.  

    If you’re an Ohio-based business that needs assistance with PSPA compliance or payroll automation, contact us today!  

  • Short-term disability insurance is a crucial benefit that provides employees with financial protection when they are temporarily unable to work due to a medical condition. For employers, offering short-term disability insurance can enhance recruitment efforts, improve employee retention, and contribute to a healthier workforce. 

    This blog will walk you through everything you need to know about short-term disability insurance, including what it covers, its benefits for both employers and employees, supplemental insurance options, and how to integrate it into your benefits package. 

    What Is Short-Term Disability Insurance? 

    Short-term disability insurance replaces a portion of an employee’s income when they cannot work due to non-work-related illnesses, injuries, or medical conditions. Unlike workers’ compensation, which covers work-related injuries, short-term disability insurance provides coverage for medical issues that occur outside of the workplace. 

    What Does It Cover? 

    Short-term disability insurance typically covers conditions that temporarily prevent an employee from working, such as: 

    • Recovery from surgery 
    • Severe illnesses (e.g., pneumonia, COVID-19 complications) 
    • Pregnancy and childbirth recovery 
    • Injuries like fractures or sprains 
    • Mental health conditions requiring hospitalization or extended treatment 

    How Long Does Coverage Last? 

    Most short-term disability policies provide benefits for three to six months, depending on the plan. There is usually a waiting period of seven to 14 days before benefits begin, meaning employees must use sick leave or unpaid time off before their short-term disability coverage takes effect. 

    Is Short-Term Disability Insurance Necessary? 

    Short-term disability insurance can help ensure you and your loved ones are financially supported while you recover. To decide if it’s right for you, consider whether you have enough savings to cover living expenses and medical costs, if you have dependents relying on your income, if you’re at higher risk due to health or job factors, and if you qualify for any disability benefits. Ultimately, the decision depends on your personal circumstances and financial situation. 

    The Benefits of Offering Short-Term Disability Insurance 

    For Employers 

    • Improved recruitment and retention: A strong benefits package, including short-term disability insurance, can set your company apart in a competitive job market. Employees are more likely to stay with a company that offers financial security in case of medical emergencies. 
    • Increased productivity: Employees with access to short-term disability benefits are more likely to take the necessary time to recover before returning to work, reducing the risk of prolonged absences due to untreated conditions. 
    • Reduced turnover costs: Employees who feel supported during medical hardships are more likely to stay with their employer, reducing turnover costs associated with hiring and training new workers. 

    For Employees 

    • Financial stability during recovery: Short-term disability insurance provides a percentage of an employee’s income (typically 50-70% of their salary) during their leave, allowing them to cover essential expenses like rent, utilities, and medical bills. 
    • Peace of mind: Knowing they have financial support while recovering allows employees to focus on their health without the stress of lost wages. 
    • Faster return to work: Employees who can afford proper medical care and recovery time are more likely to return to work in a healthier, more productive state. 

    Supplemental Insurance Benefits 

    Some businesses offer short-term disability insurance as a supplemental benefit, meaning employees can opt into coverage and pay premiums themselves. This approach allows businesses to provide an essential benefit without increasing costs. 

    Additionally, employers can enhance their benefits package by offering supplemental insurance options, such as: 

    • Long-term disability insurance: Provides coverage for extended medical leaves lasting six months or longer. 
    • Accident insurance: Covers medical expenses related to unexpected injuries. 
    • Critical illness insurance: Offers financial support for serious illnesses like cancer, heart disease, or stroke. 

    By giving employees access to these supplemental benefits, businesses can create a well-rounded benefits package that supports workforce well-being. 

    Short-Term Vs. Long-Term Disability Insurance 

    Short-term disability insurance provides coverage for a limited period, typically up to six months, for disabilities that temporarily prevent you from working. It helps replace a portion of your income during recovery from illnesses, injuries, or surgeries. 

    On the other hand, long-term disability insurance offers coverage for extended periods, often several years or until retirement age, for disabilities that significantly impact your ability to work long-term. It provides a more substantial income replacement to support you over a longer duration. 

    How to Integrate Short-Term Disability Insurance into Your Benefits Package 

    If you’re considering adding short-term disability insurance to your employee benefits, follow these steps to ensure a smooth integration: 

    1. Assess Employee Needs

    Survey your employees or analyze past leave requests to determine whether short-term disability insurance would be valuable for your workforce. 

    1. Choose the Right Coverage

    Work with an insurance provider or a professional employer organization (PEO) like Group Management Services (GMS) to find a plan that aligns with your company’s budget and employee needs. 

    1. Communicate the Benefits Clearly

    Ensure employees understand: 

    • What the coverage includes 
    • How to enroll 
    • How to file a claim when needed 
    1. Partner with a PEO for Simplified Benefits Administration

    Managing short-term disability insurance and other benefits can be complex, especially for small and mid-sized businesses. GMS simplifies benefits administration by: 

    • Connecting you with top insurance providers 
    • Handling enrollment and claims processing 
    • Ensuring compliance with federal and state regulations 

    How GMS Can Help 

    At Group Management Services (GMS), we specialize in helping small to midsize businesses implement cost-effective, comprehensive benefits packages that include short-term disability insurance. 

    Why partner with GMS? 

    • Competitive rates: Access to top insurance providers for competitive rates. 
    • Tailored solutions: Customized benefits solutions tailored to your company’s needs. 
    • Big business health benefits: Greater buying power through economies of scale. 

    Our Master Health Plan (MHP) offers access to one of the largest national networks, providing significant savings on both employee and family premiums. 

    Offering short-term disability insurance is a smart investment that enhances your company’s appeal, supports employee well-being, and creates a more productive workplace. Let GMS help you design and implement a benefits package that works for your business and your employees. 

    Ready to learn more? Contact GMS today to explore your options! 

  • Running a small business is no small feat. Between managing daily operations and driving growth, it’s easy to overlook one of the most critical aspects of business success: regulatory compliance. But here’s the thing: ignoring compliance can lead to hefty fines, legal headaches, and even damage to your reputation. So, what exactly is regulatory compliance, and why should it be on your radar this April? In this blog, we’ll break down the essentials, highlight key April deadlines, and show how partnering with Group Management Services (GMS) can simplify the process while helping your business thrive. 

    What Is Regulatory Compliance, And Why Does It Matter? 

    Regulatory compliance refers to the process of adhering to laws, regulations, and standards relevant to your industry. Think of it as the rulebook your business must follow to stay on the right side of the law. For example, laws like the Sarbanes-Oxley Act (SOX) and the Federal Information Security Modernization Act (FISMA 2014) set strict guidelines for financial reporting and data security—rules that many businesses must comply with depending on their operations. 

    But compliance isn’t just about avoiding trouble; it’s a foundation for sustainable growth. Here’s why it matters: 

    • Avoid costly penalties: Non-compliance can lead to expensive fines, lawsuits, and even workers’ compensation claims. For example, failing to meet Occupational Safety and Health Administration (OSHA) standards could result in penalties that negatively impact your bottom line. 
    • Boost employee morale and retention: A compliant workplace shows employees you care about their safety and well-being. When employees feel valued, morale improves, productivity rises, and turnover drops. 
    • Enhance operational efficiency: Many compliance requirements push you to streamline processes, reduce inefficiencies, and improve the quality of your products or services. Over time, this can make your business more profitable and manageable. 

    Key Regulatory Compliance Deadlines In April 

    April is a busy month for compliance deadlines. Missing these dates can lead to penalties or missed opportunities, so mark your calendar! Here are some of the most important dates to know: 

    • April 15th: Tax Day—the deadline for filing individual and corporate tax returns. Don’t wait until the last minute to get your paperwork in order! 
    • April 30th: Employers must post OSHA Form 300A (summary of work-related injuries and illnesses) in a visible workplace location from February 1st through April 30th. This transparency informs employees and ensures compliance with OSHA regulations. 

    Pro Tip: These are just a few of the deadlines to watch. Depending on your industry, there may be additional state or federal requirements. Staying proactive can save you from last-minute stress. 

    The Risks of Non-Compliance—And How To Avoid Them 

    Ignoring regulatory compliance isn’t just risky—it’s expensive. Fines for non-compliance can range from hundreds to millions of dollars, depending on the violation. Beyond the financial hit, non-compliance can lead to legal battles, damaged reputations, and even business closures. For small businesses with limited resources, these setbacks can be devastating. 

    The good news? You don’t have to navigate this complex landscape alone. Partnering with a professional employer organization (PEO) like GMS) can take the burden off your shoulders. 

    How Group Management Services Simplifies Regulatory Compliance 

    At GMS, we understand that regulatory compliance can feel overwhelming, especially for business owners juggling multiple responsibilities. That’s why we’re here to help. When you partner with GMS, you gain access to a team of experts who can: 

    • Keep you updated: We monitor changes in state and federal laws, so you don’t have to. Whether it’s a new OSHA regulation or an update to tax codes, we’ve got you covered. 
    • Manage workers’ compensation: From claims to compliance, we streamline the process to minimize risks and costs. 
    • Provide legal guidance: Our experts offer advice to ensure your business stays compliant and avoids costly mistakes. 
    • Support your growth: Beyond compliance, GMS offers payroll assistance, recruitment support, and more, giving you the tools to scale with confidence. 

    With GMS as your trusted partner, you can focus on what you do best—running your business—while we handle the complexities of compliance. 

    Take Control of Compliance Today 

    Regulatory compliance doesn’t have to be a headache. By staying informed, meeting deadlines, and partnering with experts like GMS, you can protect your business, boost efficiency, and set the stage for long-term success. Ready to simplify compliance and take your business to the next level? Contact Group Management Services today for a free consultation and discover how we can help you navigate the regulatory landscape with ease. 

  • Cyber threats are a growing concern for businesses of all sizes. A 2024 survey revealed that 39% of small companies have experienced both security breaches and data breaches. From ransomware attacks to data theft, companies face growing risks that can lead to financial losses, operational disruptions, and reputational damage. Cyber liability insurance helps protect businesses by covering the costs associated with cyber incidents, allowing them to recover quickly and minimize potential harm. 

    What Is Cyber Liability Insurance? 

    Cyber liability insurance is a specialized type of business insurance that provides financial and legal protection in the event of a cyberattack or data breach. Unlike general liability insurance, which often excludes cyber-related incidents, cyber liability insurance specifically addresses risks like hacking, phishing scams, and ransomware. 

    Why Is Cyber Liability Insurance Important? 

    As businesses use more digital systems and online transactions, cybercriminals have more chances to find and exploit weaknesses. Cyber liability insurance safeguards businesses against the costs associated with actual or suspected privacy regulation violations resulting from security breaches. These breaches may lead to the unauthorized release of protected personal information, which includes any private, non-public data under the care, custody, or control of the business. Small and mid-sized businesses are particularly at risk, as they may not have the same security resources as larger corporations. A cyberattack can result in: 

    • Significant financial loss: Data recovery, business downtime, and legal expenses can be costly. 
    • Reputational harm: Customers may lose trust in a business that experiences a data breach. 
    • Regulatory fines and legal penalties: Many industries require businesses to follow strict data protection laws, and violations can lead to penalties. 
    • Operational disruptions: Cyberattacks can shut down business operations, causing delays and lost revenue. 

    Cyber liability insurance provides essential protection, ensuring businesses have the resources to respond effectively to cyber incidents. 

    What Does Cyber Liability Insurance Cover? 

    Cyber liability insurance typically includes coverage for: 

    • Worldwide coverage: Protects your business globally against cyber threats. 
    • Cyber event expenses: Covers costs related to managing and mitigating cyber incidents, including notification and credit monitoring, forensics expenses, associated legal expenses, and call center and public relations support. 
    • Ransom payment: Helps cover ransom payments and recovery costs in the event of cyber extortion or ransomware attacks. 
    • Cyber deception: Provides protection against deceptive cyber practices aimed at your business, including fraudulent instruction, funds transfer fraud, and telephone fraud. 
    • Regulatory fines and penalties: Covers fines and penalties imposed by regulatory bodies due to a cyber incident. 

    How GMS Can Help Protect Your Business 

    At Group Management Services (GMS), we know how critical cybersecurity is for businesses. As cyber threats become more sophisticated and evolve with advancements in artificial intelligence (AI), protecting your business is more important than ever. Our cyber liability insurance provides comprehensive coverage to help protect your business against the financial and legal consequences of cyberattacks. From data breaches to ransomware and business interruptions, GMS offers tailored protection to keep your company safe and secure. 

    Don’t wait for a cyber incident to impact your business. Contact GMS today to learn how our cyber liability insurance can safeguard your company. 

  • Ohio’s private employers are set to receive another reduction in their workers’ compensation premiums. The Ohio Bureau of Workers’ Compensation (BWC) has approved a 6% rate reduction, effective July 1, 2025, following a 7% cut implemented in 2024. This latest reduction is expected to save private employers across the state approximately $60 million in the next fiscal year. 

    A Continued Trend Of Lower Costs For Employers 

    The newly approved reduction marks the 16th rate cut in the past 17 years, bringing premium levels to their lowest in over 60 years. Ohio Governor Mike DeWine attributed the continued decline in costs to businesses fostering a culture of workplace safety, which has helped reduce claims and overall risk. 

    BWC Administrator/CEO Stephanie McCloud emphasized that the agency’s focus remains on maintaining a strong and stable workers’ compensation system while keeping costs low for the 258,000 private and public employers participating in the program. 

    What This Means For Small Businesses 

    The rate reduction is particularly beneficial for small businesses, allowing them to reinvest savings into their workforce and operations. Chris Ferruso, Ohio state director of the National Federation of Independent Business (NFIB), noted that reducing costs for small employers helps them retain employees, enhance workplace safety programs, and navigate economic challenges. 

    However, it’s important to remember that the 6% rate cut is an average statewide change. Individual employers’ premiums may vary based on factors such as: 

    • Industry risk levels and expected future claims costs 
    • A company’s recent claims history and safety record 
    • Participation in BWC safety programs and incentive initiatives 

    How GMS Can Help Your Business Maximize Savings 

    At Group Management Services (GMS), we are dedicated to helping businesses fully leverage the benefits of the Ohio BWC rate reductions while enhancing workplace safety and ensuring compliance. Here’s how we can help: 

    • Risk analysts: We provide personalized guidance to help you understand the impact of the rate reduction on your business and identify strategies to maximize your savings. 
    • Workplace safety programs: Our experts help implement effective safety programs that can reduce claims and further lower premiums. 
    • Claims management: By closely monitoring and managing claims, we help businesses control costs associated with workers’ compensation, minimizing the financial impact on your company. 
    • Compliance support: Navigating BWC regulations can be complex; we ensure your business stays compliant with all requirements and adapts to any changes in the system. 

    By partnering with GMS, employers can achieve significant cost savings, improve workplace safety, and maintain regulatory compliance. Contact us today to learn how we can help your business make the most of these savings and create a safer, more productive work environment. 

  • Tax season can be an overwhelming time for employers and employees. Between managing health care contribution amounts, ensuring timely and accurate filing, and financial planning, tax season can be challenging for business owners to navigate on their own. However, there are several strategies business owners can implement to save time, reduce their tax burden, and maximize savings. Continue reading to discover the different ways you and your employees can save this tax season.

    File on time

    • One of the easiest ways to save this tax season is by filing your taxes before the deadline. This year’s filing deadline is April 15, 2025. According to the Internal Revenue Service (IRS), for individuals and businesses that fail to file on time, the penalty is five percent of the tax due for each month the return is late. This can accrue up to 25%.

    Take advantage of available deductions and credits

    • There are several tax deductions and credits that individuals can take advantage of to achieve significant cost savings. A tax deduction allows a person to subtract a specific amount from their income when filing taxes, reducing the overall taxable income. This means that deductions can lower the amount of tax you owe. An example of a deductible expense is student loan interest.
    • On the other hand, a tax credit is an amount that you can subtract directly from the taxes you owe, reducing your tax liability and leading to substantial savings. For example, if your income falls under a certain threshold, you may qualify for the Earned Income Tax Credit. Other tax credits available are: 
      1. Work Opportunity Tax Credit (WOTC): This tax credit is available for businesses hiring individuals from targeted groups facing significant barriers to employment. These groups include, but are not limited to, veterans, ex-felons, and others.
      2. Child Tax Credit: This credit helps families with qualifying children to receive a tax break.
      3. Small Business Health Care Tax Credit: If you provide health insurance to your employees, you might be eligible for this credit.

    Invest in a retirement plan

    • Contributing to retirement plans such as 401(k)s, 403(b)s, or traditional IRAs can offer significant tax benefits. Employer contributions are tax-deductible and depending on the type of retirement plan you offer your employees; you may qualify for one or more tax credits for setting up and contributing to the plan.

    Invest and offer HSAs and FSAs

    • Using Health Savings Accounts (HSAs) and Flexible Spending Accounts (FSAs) is an effective way to reduce health care costs. HSAs allow contributions to grow tax-free, and withdrawals for qualified medical expenses are also tax-free. FSAs enable employees to save pre-tax funds for medical expenses, which helps lower their taxable income and Federal Insurance Contributions Act (FICA) Eligible medical expenses include copayments, deductibles, and certain over-the-counter medications. Additionally, offering HSAs and FSAs can serve as valuable tools for employee retention and recruitment, ultimately saving business owners money in the long run.

    Work with a professional employer organization

    • As tax forms, deductions, and laws evolve each year, it is becoming increasingly difficult to manage and file taxes as a business owner. Luckily, there are companies called professional employer organizations (PEOs) that can help. When using a PEO, you have access to tax professionals who can help with accurate contribution calculations and filing. PEOs can also help individuals manage their retirement plans and contributions, helping them find the best plan and contribution amount for their financial goals.

    How GMS Can Help You This Tax Season

    Focusing on tasks like cutting checks, filling out forms, keeping up with regulations, and managing tax deadlines can hinder your business growth. With Group Management Services (GMS), a certified professional  employer organization, you can transform how you navigate tax season.  By leveraging GMS’s advanced technology and the expertise of our seasoned tax professionals, you can save time, energy, and money.  Our team ensures precise tax filing and compliance with federal, state, and local tax laws, along with accurate contribution calculations. Avoid the confusion of tax season and potential financial penalties by partnering with GMS.

  • Employee performance directly impacts business success. When employees struggle to meet expectations, it can lead to decreased productivity, lower morale, and potential financial losses. However, rather than resorting to immediate termination, employers should take a strategic approach to managing poor performance. Addressing issues early, providing support, and implementing structured improvement plans can help turn struggling employees into valuable contributors. 

    Why Managing Poor Performance Matters 

    Poor performance doesn’t just affect one employee; it can disrupt team dynamics, slow down workflow, and create frustration among high-performing staff. If left unchecked, it can also lead to: 

    • Increased turnover and hiring costs 
    • Decreased overall productivity 
    • A negative workplace culture 
    • Higher risks of legal complications if termination isn’t handled correctly 

    Proactively managing performance issues helps businesses retain talent, strengthen leadership, and maintain a positive work environment. 

    Tips For Managing Poor Performance 

    Identify the root cause 

    Performance issues can stem from various factors, such as lack of training, unclear expectations, low engagement, or personal challenges. Start by assessing the situation; review job responsibilities, recent performance trends, and any external factors affecting the employee’s work. Have an open conversation to understand their perspective and uncover any underlying issues. 

    Set clear expectations and goals 

    Employees need to know what is expected of them. Provide a detailed job description, set measurable goals, and establish performance benchmarks. Clearly communicate these expectations in writing and ensure the employee understands the consequences of continued poor performance. 

    Provide constructive feedback and coaching 

    Regular feedback helps employees course-correct before issues escalate. Be specific about what needs improvement and offer actionable suggestions. Frame feedback in a way that encourages growth rather than discouragement. Instead of saying, “Your work isn’t meeting expectations,” try, “I’ve noticed some challenges with [specific task]. Let’s work on a plan to improve in this area.” 

    Implement a performance improvement plan  

    A structured performance improvement plan (PIP) provides employees with a clear path to success. It should outline: 

    • Specific areas that need improvement 
    • Measurable goals and deadlines 
    • Available support, such as training or mentorship 
    • Consequences if performance does not improve 

    Regular check-ins during the PIP period can help track progress and offer additional support if needed. 

    Offer training and development opportunities 

    Sometimes, employees underperform due to a lack of skills or knowledge. Providing professional development opportunities, whether through mentorship, workshops, or online courses, can help employees build the necessary competencies to succeed in their roles. 

    Address engagement and motivation 

    Low engagement often leads to poor performance. Assess whether the employee feels valued, challenged, and connected to the company’s mission. Recognition programs, career development discussions, and fostering a positive work culture can boost motivation and performance. 

    Know when termination is necessary 

    If an employee consistently fails to improve despite multiple interventions, termination may be the best option for both the individual and the business. However, terminating an employee requires careful consideration to avoid legal risks. 

    Before terminating an employee for poor performance: 

    • Document all performance discussions, feedback, and improvement plans 
    • Ensure compliance with company policies and labor laws 
    • Conduct a final meeting with human resources (HR) present 
    • Offer a respectful and professional exit process 

    How GMS Can Help With Employee Management 

    Managing employee performance requires expertise in HR best practices, compliance, and leadership development. Group Management Services (GMS) helps businesses navigate these challenges by providing: 

    • HR support to develop performance management strategies 
    • Training programs to upskill employees and enhance productivity 
    • Compliance guidance to mitigate legal risks associated with termination 
    • Employee engagement solutions to boost workplace morale and retention 

    Addressing poor performance isn’t just about fixing problems; it’s about building a stronger workforce. Whether through coaching, training, or structured improvement plans, investing in employee success leads to long-term business growth. If you need support managing employee performance, contact GMS today to learn how our HR solutions can help. 

  • After years of remote work, a new chapter is unfolding in the modern workplace: a strong push to return to in-person work. Whether driven by government mandates, evolving agency policies, or corporate strategies, the call for employees to come back to the office is generating a range of opinions. In this article, we’ll explore the recent government and corporate moves to end telework and what employers can do to strike the right balance for their teams.

    Government Mandates And Agency Shifts

    A significant catalyst in the push toward a return to in-person work comes directly from the federal government. According to a recent White House memorandum, all federal workers are required to terminate remote work arrangements and return to their offices full time, with exemptions allowed where deemed necessary. Similarly, several federal agencies such as the Environmental Protection Agency (EPA), General Services Administration (GSA), and the Department of Health and Human Services (HHS) have already ended telework agreements and set return-to-office dates. These moves signal a broader governmental effort to reinvigorate traditional work environments and reinforce in-person collaboration.

    Local And State Initiatives

    While the federal push is clear, state-level initiatives add another layer of complexity. In Ohio, for instance, Governor Mike DeWine has mandated that most permanent state employees return to their offices by mid-March 2025. Local business owners in downtown Columbus are already anticipating a boost from increased foot traffic, hoping that more in-person work will restore the pre-pandemic vibrancy of their communities. Yet, these measures are not without controversy, as some employees and local stakeholders express concerns over the abrupt change.

    Corporate Return-To-Office Policies: A Mixed Bag

    On the corporate front, the return-to-office (RTO) debate is far from uniform. A number of major companies have rolled out strict RTO mandates, while others are experimenting with hybrid models. For example:

    • Amazon has enforced a five-day in-office policy, though it’s now facing logistical challenges like limited desk space.
    • AT&T and Barclays have also mandated full-time office attendance for key teams, citing enhanced collaboration and innovation as benefits.
    • On the flip side, research from various case studies has raised concerns that strict RTO policies can drive away top talent, lower job satisfaction, and even hurt productivity. Some critics argue that these mandates may be more about managerial control than about boosting performance.

    Advice For Employers

    Given the diverse viewpoints and rapidly changing business landscape, here are some recommendations for employers navigating the return-to-office transition:

    1. Prioritize communication and connection:
    • Schedule regular check-ins, video meetings, and virtual social interactions to mitigate the isolation that remote work can create.
    • Consider hosting periodic in-person gatherings, even if only once a month, to foster team cohesion.
    1. Evaluate your business needs:
    • Assess which roles truly benefit from in-person collaboration and which can remain flexible.
    • Explore hybrid models that allow for both focused remote work and collaborative office days.
    1. Invest in a better office environment:
    • If you decide to bring employees back, ensure your workspace is designed for productivity and comfort. Upgrading technology, optimizing desk space, and creating communal areas can ease the transition.
    1. Be mindful of employee well-being:
    • Recognize that forcing a full-time return may have unintended consequences on morale and productivity.
    • Provide support through mental health resources, clear policy communication, and opportunities for feedback.
    1. Stay informed and compliant
    • Keep an eye on evolving federal, state, and industry guidelines, and work with legal counsel to ensure your policies meet current requirements.

    How GMS Can Help

    The RTO wave has been propelled by government mandates, evolving agency policies, and diverse corporate strategies. While the push for in-person work promises renewed collaboration and community, it also comes with challenges, especially for those who have grown accustomed to remote flexibility. The key for employers is to find a balance that supports both the operational needs of the business and the well-being of its employees.

    At Group Management Services (GMS), we’re committed to helping you navigate these transformative times. Whether you need guidance on revamping your workplace policies or expert support to manage the transition, GMS is here to make your business operations simpler, safer, and stronger.

    Partner with GMS today to build a resilient, future-ready workforce that thrives in both remote and in-person environments.