Request a call Login

  • As your business grows, so does your to-do list. Managing it all in-house becomes increasingly complex. While professional employer organizations (PEOs) are often associated with startups or small businesses, the reality is that midsize and fast-growing companies are some of the biggest beneficiaries of the PEO model. 

    If you’re expanding your workforce, entering new markets, or struggling to keep up with human resources (HR) demands, partnering with a PEO is a smart, strategic move. 

    Scalable HR Support Without Increasing Your Headcount 

    When companies grow rapidly, their internal resources, especially in Human Resources (HR), often struggle to keep up. You may need support with compliance, payroll, benefits administration, and employee relations simultaneously. Hiring full-time specialists for each of these functions can be expensive and time-consuming. 

    A PEO offers your organization access to expert HR professionals.They become an extension of your internal team, handling the day-to-day tasks and complex compliance matters, so your staff can stay focused on big-picture goals. 

    Support for Multi-State Expansion 

    Expanding into new states is an exciting company milestone, but it introduces new layers of complexity. Each state has its own employment laws, tax codes, wage requirements, and workers’ compensation regulations. Staying compliant in multiple locations can be overwhelming for an internal HR team. 

    This is where a PEO’s co-employment model becomes especially valuable. In a co-employment relationship, your business maintains control over daily operations and management decisions, while the PEO becomes the employer of record for HR, benefits, payroll, and tax purposes. This allows the PEO to take on certain legal and administrative responsibilities on your behalf. 

    The PEO handles tasks such as registering for state unemployment insurance, managing workers’ compensation policies, processing payroll in accordance with state laws, and ensuring proper employee classification and documentation. This level of support gives your business the freedom to expand into new markets with confidence, knowing you’re backed by a team that’s focused on keeping you compliant and protected. 

    Simplified Operations Through Centralized Services 

    As companies grow, they often find themselves juggling multiple vendors and platforms for payroll, benefits, risk management, and other HR functions. Managing these systems separately creates inefficiencies, increases administrative workloads, and opens the door to costly errors. 

    A PEO simplifies this complexity by consolidating all your HR needs into one centralized solution. Everything from onboarding documents and time-off requests to payroll records and benefits enrollment is stored in a single, secure Human Resource Information System (HRIS). With all your employee data and HR functions housed under one digital roof, you can reduce paperwork, eliminate manual processes, and improve accuracy. 

    GMS Connect is our intuitive, all-in-one HR platform. It gives both employers and employees self-service access to payroll, benefits, tax documents, compliance tools, and more. Whether you’re tracking paid time off (PTO), submitting payroll, or preparing for year-end reporting, everything you need is just a few clicks away. 

    Access to Competitive Benefits at a Better Cost 

    Offering high-quality benefits is essential for attracting and retaining top talent. However, putting together a competitive benefits package on your own can be expensive and difficult to manage. 

    When you partner with a PEO like GMS, you gain access to benefits that are typically only available to larger organizations. Through GMS’ Master Health Plan, your business joins a larger pool of participating companies. This group buying power allows us to negotiate better rates, reduce volatility in renewal costs, and offer stronger coverage options for your employees. 

    In addition to health insurance, GMS offers a comprehensive suite of benefits, including dental, vision, life insurance, and more. These are all managed through one seamless platform, making it easier for your team to enroll and stay informed. 

    With better benefits and simplified administration, you can offer your employees more value, without overextending your budget or internal resources. 

    Why GMS Is the Right Partner for Growing Companies 

    Growth is a sign of success, but it also brings new challenges. As your business expands, you need an HR strategy that can scale with you, adapt to new markets, and support your team throughout the process. 

    At GMS, we specialize in helping growing companies streamline their HR, payroll, and benefits through our full-service PEO model. Whether you’re entering new states, looking to reduce administrative burdens, or trying to offer more competitive employee benefits, we’re here to make it easier. Our team of experts becomes an extension of yours, providing proactive support, compliance guidance, and the tools you need to grow with confidence. 

    Ready to simplify your HR and fuel your growth? Request a quote today! 

  • Ohio and Republican legislative leaders have reached a compromise for the legalization of marijuana in Ohio vote for next year’s ballot, 2023. The Ohio Marijuana Legalization Initiative (2023) would enact a state law to legalize the cultivation, processing, sale, purchase, possession, home growth, and use of recreational marijuana for adults 21 years of age and older. In addition, the law would impose a 10% tax on adult-use cannabis sales and direct revenue to fund “a cannabis social equity and jobs program” to offer “financial assistance and license application support to individuals most directly and adversely affected by the enforcement of marijuana laws.”

    The legalization process has been quite a challenge for advocates. They’ve needed to turn in a first batch of at least 132,887 valid signatures to the state to initiate a process. Following that, lawmakers would have four months to decide whether to enact the proposal. Unfortunately, the legislature declined to move on to reform for November 2022 ballots.

    To bring the issue before voters in November 2023, advocates must resubmit their petitions on January 3rd, 2023.

    Stay In The ‘Know’ By Partnering With GMS

    Our experts at GMS work with you to create a simpler, safer, and stronger workplace for you and your employees. While the cannabis industry is making its presence in the state of Ohio, GMS will keep you up-to-date on any changes that your business should know in order to stay compliant with state laws. To learn how GMS can benefit your business, contact us today. 

  • When considering partnering with a professional employer organization (PEO), many questions may cross your mind. If you’re just now learning about a PEO, you’ve taken the first step toward providing your company with more efficient and unique practices for handling your most precious assets: your employees. You may be asking, what exactly is a PEO? A PEO enables companies to cost-effectively outsource the management of human resources, employee benefits, payroll, and workers’ compensation. As a PEO, GMS leverages its collective buying power to act as one large company. A PEO works diligently with small business owners to provide them with the same buying power as a larger business through a co-employment relationship. By working with a PEO, you gain access to more cost-effective options regarding healthcare, dental, vision, and workers’ compensation.

    There are many reasons why employers use a PEO. As a business owner, you’re already aware of the amount of time and energy that goes into each aspect of managing your business. What can a PEO do for your business that will save you time and money? Continue reading to see how GMS can make your business simpler, safer, and stronger.

    Payroll

    Managing payroll and tax filings can be one of the most time-consuming and costly tasks there is within your business. Small and mid-sized companies spend an average of $2,000 per employee per year to handle payroll. When you outsource payroll with us, you gain access to:

    • Taxes & tax filing
    • Electronic onboarding
    • Pay card options
    • Garnishment administration 
    • Customized payroll reports
    • Employee documentation
    • Time clock integration
    • GMS Connect: advanced online payroll system
    • New hire reporting
    • Employee self-service portal and app
    • Compliance advice and assistance 

    Human Resources

    There are many functions when it comes to human resources management – from recruiting and retaining employees to payroll to tracking vacation time. Focusing on your company should be your number one concern. Your employees are the backbone of your business. HR management plays a role in instituting and suggesting strategies for individuals that impact the growth of your business. Creating an environment that encourages employees to do their best increases longevity in the workplace. Below are the advantages of outsourcing your human resource functions to a PEO:

    • HR audit
    • Human resources information system (HRIS)
    • Recruitment services 
    • Onboarding
    • Compliance assistance
    • Training & development programs 
    • Retention strategies
    • Recognition programs 
    • Employee relations guidance 

    Risk Management

    There are many risks associated with workers’ compensation and workplace hazards. The majority of work-related deaths, injuries, illnesses, and consequential workers’ compensation costs are preventable. With the right risk management solution, you’ll be able to create a safer work environment for your employees, which ultimately results in fewer claims and a lower workers’ compensation insurance rate. Below are benefits you gain when outsourcing risk management:

    • Claim(s) management
    • PEO discount programs
    • Drug testing
    • Workers’ compensation management 
    • Claim investigation
    • Hearing representation
    • OSHA walk-throughs
    • Safety programs & audits
    • Trainings, webinars, and more

    Benefits

    Attracting and keeping quality employees is the number one concern in today’s workplace. As many individuals are looking for new jobs, standing out from your competitors is key. One of the best ways to do this is by offering a benefits package. Offering a benefits package to your employees, show them you are invested in not only them but their future with your business. Below are examples of benefits you can offer your employees:

    • PEO benefit program
    • TPA services
    • Claims administration
    • Wellness programs 
    • Supplemental insurance programs
    • ACA compliance
    • ERISA compliance
    • RX specialist & assistance 
    • 401(k) 
    • Benefit plan offerings/administration
    • Benefit compliance reporting
    • Claim audits/case management 

    As the list of services that GMS can offer your business is extensive, our experts are here to help with any area of your business that is struggling. By choosing to partner with us, we can better understand what services will be of benefit to your business. We work with you to create a plan that’s designed specifically for the size and needs of your business. Contact us today to learn more!

  • On April 21st, 2022, Philadelphia, Pennsylvania dropped its reinstated mask requirement for businesses located within the city. Philadelphia originally reinstated a mask requirement for businesses on April 18th which only lasted three days. A handful of reasons led to the requirement being dropped so quickly.

    Dr. Cheryl Bettigole, the city’s Health Commissioner, announced that hospitalizations unexpectedly dropped 25 percent in a matter of days. When Philadelphia announced the reinstated mask requirement on April 18th, the Pennsylvania Restaurant & Lodging Association called it “deflating.” Ben Fileccia, Senior Director of Operations for the association expressed that restaurant workers have suffered a significant amount of backlash from the very beginning of mask mandates. He believed this time would be no different.

    The Southeastern Transportation Authority (SEPTA) announced on April 18th that they would no longer require masks to be worn on public transportation. This announcement impacted Philadelphia Mayor Jim Kenney’s decision to withdraw the requirement days after it was reinstated. However, the U.S. Department of Justice (DOJ) announced on April 20th that it has appealed the ruling. The Center for Disease Control and Prevention (CDC) urged the DOJ to continue its appeal. Since there has been an increase in the Coronavirus Omicron variant, the CDC requires masks on public transportation until May 3rd, 2022.

    When partnering with a PEO, you will have access to an HR specialist who keeps you informed of ever-changing rules and mandates. Because COVID-19 has impacted businesses in ways business owners could never have imagined, let us take the burden of HR responsibilities off your shoulders. Contact us today!

  • Any employer who conducts business in Georgia has new compliance-related requirements to be considered in 2022. In order to determine the amount and type of tax credits that are available to employers, Georgia ranks all counties, census tracts, and special zones. Depending on what ranking your business falls in, it can significantly impact jobs and investment credits.

    A list of these rankings is published by Georgia’s Department of Community Affairs (DCA) at the beginning of each calendar year. The published list highlights any area that is changing and could lead to lost benefits that are available from the previous year. However, any business that is within an affected location can submit a Notice of Intent (NOI) with DCA no later than March 31st. For example, if a business filed an NOI by March 31st, 2022, that business would preserve the 2021 ranking/status for 2022, 2023, and 2024. If you do not submit an NOI in a timely manner, any business with a changing ranking or status will only be allowed to claim credits at the 2022 ranking level.

    If you plan to expand or invest in a business in the state of Georgia within the next three years, be sure to review the annual list and file an NOI if their location is within an area with benefits that are decreasing.

    Tax Credits Available To Offset State Payroll Withholding Taxes

    Depending on the location, Georgia continues to expand the availability of tax credits that can offset income tax liabilities and withholding taxes. Tier one counties, less developed census tracts, opportunity zones, and military zones are eligible for job credits. Tax years beginning January 1st, 2022, will also include investment credits for investments made in rural counties.

    The Department of Revenue established a new procedure that must be carried out through the Georgia Tax Center to claim any credits against withholding tax. This procedure was put in place to speed up the application and approvals processes. Follow these important steps that are required to use these credits to offset withholding:

    • Credit approval
    • Claiming of credit on income tax return
    • Notification of intent to utilize credit against withholding tax
    • Offsetting payments of withholding tax

    Outsource Your Payroll Administration To GMS

    Payroll tax filing requirements are complex and ever-changing. As a business owner, it can be challenging to meet payroll tax deadlines and file taxes correctly, and failure to comply can result in high penalty fees. In addition, staying on top of regulations, deadlines, and filling out forms takes time away from your busy schedule. Stop spending time worrying about these HR functions and start spending time growing your business. Contact us today!

  • The U.S. House passed a bill on a bipartisan 232-193 vote that would limit the price of insulin for Americans with health insurance. Democratic Senators Warnock of Georgia and Patty Murray of Washington state held a round table virtually consisting of residents from both states to push for capping the cost of insulin at $35. Both parties argued that insulin is a life-saving drug, and there should be no reason for the cost of this medicine to rise the way it is. The senators were joined by citizens who have experienced diabetes firsthand.

    Initially, this provision was incorporated in the President’s “Build Back Better” social spending and climate package sent to Congress that was delayed in Senate. Having insulin rationed because it’s too expensive poses a direct threat to people’s health. That’s why there is an effort to cap insulin costs.

    The Kaiser Family Foundation (KFF) is a nonprofit organization that focuses on national health issues. The organization conducted research and found that Medicare spending on insulin increased 840%, from $1.4 billion to $13.3 billion. Kevin Wren, a Type I diabetes patient from Washington state, announced that the cost of his insulin was sometimes more than his rent. This bill will lower costs for nearly 40 million Americans and save lives.

    A press conference was held by Craig and Democratic Reps. Lucy McBath of Georgia and Dan Kildee of Michigan, and Majority Whip Jim Clyburn of South Carolina, to advocate for the measure passed by the House, the “Affordable Insulin Act.” This bill would ensure that no patient will pay more than $35 for a 30-day supply of insulin. A total of 12 Republicans voted with the Democrats for the bill.

    Members who attended this conference hope that Congress will send the legislation to President Joe Biden for his signature. His signature will lower drug costs for millions of American families. One in four Americans who need insulin has stated they needed to cut back or have skipped doses because the price is too high.

    GMS Helps You Live A Healthier Lifestyle

    When partnering with GMS, you can utilize our buying power through economies of scale to access more affordable and comprehensive healthcare options. GMS’ savings, on average, are 23% lower for employee premiums and 34% lower for family premiums. We recently launched our diabetic management program with One Drop, which helps employers and their employees transform their health, change lives, and create new opportunities. Learn more about how GMS can provide you with the resources to save you and your employees time and money. 

  • The U.S. House of Representatives has approved a federal bill that would decriminalize cannabis use. However, this bill’s fate in the Senate is unclear right now. If this bill is signed into law, the act would resolve any conflict between federal and state law that causes any confusion for employers. State laws associated with the use of medical and recreational marijuana still vary from state to state.

    The Marijuana Opportunity Reinvestment and Expungement (MORE) Act, H.R. 3617, passed the House in a 220-204 vote on April 1. All but two Democrats voted for the measure and all but three Republicans voted against it.

    The Senate is currently split 50-50 between Democrats and Republicans. When the Senate is divided, Vice President Kamala Harris serves as the tie-breaking vote. With that said, the bill would need a total of 60 Senate votes to break a filibuster.

    States Still Regulate Cannabis

    Since marijuana is still listed as a Schedule I drug under the federal Controlled Substances Act, marijuana is still considered high for abuse and serves no medical value. The MORE Act would remove marijuana and criminal sanctions, and provide some relief for previous convictions.

    For the workplace, states would continue to regulate cannabis and would not be required to legalize its use. Thirty-seven states have currently approved medical marijuana use with 18 of those states also approving recreational use. Employers are still able to create policies that prohibit any cannabis use by their employees.  

    How To Adapt To Changing Attitudes

    Cannabis laws will continue to expand at the state level regardless of whether the federal government approves this bill. About 68% of Americans believe that marijuana should be legalized. 31% of Americans feel that marijuana should be legal only for medical use with 8% saying it should not be legal at all. 

    There’s an increasing number of people in the workplace who have failed drug tests. In 2021, positive drug tests reached the highest level in two decades. In light of COVID-19, many employers are struggling with staffing shortages, so testing for marijuana is no longer a main priority for companies. Despite these unprecedented times, employers need to focus on training managers and supervisors on proper ways to approach employees when they might be working under the influence. With that being said, any employee that goes through the drug screening process must be thoroughly documented.  

    Take A Proactive Approach To These Ongoing Changes

    As the cannabis industry continues to evolve, partnering with GMS will benefit your business. The experts at GMS work with you to make your company simpler, safer, and stronger. GMS will keep you up-to-date on any changes whether industry-specific or government-related. Contact us today to learn how GMS can help make your job easier. 

  • As the year comes to an end, most corporations want to spread some cheer and figure out ways to ensure that their employees know just how much they appreciate them and their continued hard work over the past year. There are many ways of doing this, but some companies complete holiday or year-end bonuses as a generous way to show their gratitude.  

    Many large organizations find that their employees are more motivated, positive, and tend to do their job better when they receive a bonus. According to Wagepoint, 40% of employees wouldn’t be inspired to put in extra effort if there’s no tangible reward. Employees can rejoice, knowing that twice as many employers are offering year-end bonuses this year, compared to 2020.  

    While determining bonuses, there’s no one size fits all method to calculating. You’ll first need to determine, is your bonus a holiday-related one or is it year-end related? Many don’t realize that there is a difference; holiday bonuses are typically spread out equally among employees, whereas a year-end bonus is decided by looking at one’s tenure and performance. Use that logic to decide which route is best for your company. It goes without saying that the company’s success over the year will lend a hand in how generous your bonuses are.  

    Remember, it’s highly important that whichever one you decide to give out, you communicate this when delivering news of the bonus to ensure your employees are not surprised at what they receive.  

    Performance-based bonuses can include individual sales incentives or sales commissions, department-wide incentives, and annual or quarterly performance compensation. Department goals are another way to determine who gets what. For example, did a specific department reach their goals or other KPIs? This could be an easy way to figure out how much they should receive.  

    If you are unable to give your employees a bonus this year but still want to show them you care, consider one of the options below: 

    1. Thanking them and giving them a nice note 
    1. Flexible schedules  
    1. Host a holiday get-together for all employees 
    1. Extra time off 
    1. Achievement awards 
    1. Appreciation and recognition 

    Not every company can offer money as a thank you but offering some form of appreciation is still extremely important. Now more than ever, workplaces with generous flexibility and understanding can be even more important than more money. If you show some form of admiration to your team, you are sure to see their happiness through their hard work.  

  • As we near a whopping two years since the beginning of the COVID-19 pandemic, President Biden doubles down on his actions to protect Americans. With 59.9% of people fully vaccinated in the United States and the expanded availability of both booster shots and testing, the Biden administration hopes to limit the pandemic’s ongoing devastation. 

    On Thursday, December 2nd, the president announced his efforts to push all private-sector employees to offer paid time off in an effort to encourage individuals to receive their vaccine(s) and/or booster dose – a measure already offered to federal employees. Outside of the PTO incentive, highlights of the administration’s plan include free at-home tests covered by insurance, more rapid response teams to assist medical staff, and accelerating vaccination efforts. Additionally, the Transportation Security Administration will extend its requirements for all travelers to wear masks on airplanes, trains, and buses and in airports or train stations, through March 18th. 

    For workplaces, the CDC guidelines state that they should keep following prevention strategies by wearing a mask indoors and in highly transmissible areas. The vaccine mandate is still not being implemented and the law has not been passed for private-sector companies. The best cause of action for small businesses across the board is preparation and understanding. By partnering with GMS, you’ll remain in the know with all of the latest legal changes.  

  • Why Certified Professional Employer Organizations Are Critical To Franchises

    Franchising has proven to be an extraordinarily successful business model for hundreds of thousands across the country, as it delicately blends entrepreneurship with tailored guidance. For most successful franchisees, their strength lies in the structure of their business operations. So, it makes perfect sense that adding a Certified Professional Employer Organization (CPEO) further increases a franchise’s operational efficiencies – especially considering that effective employee management is ranked #2 in the three biggest challenges that franchises face.

    Franchise owners are exceptionally fond of the CPEO model because they maintain control of all organizational decision-making, while HR burdens and liabilities are shifted to the CPEO.

    CPEOs manage a plethora of duties within the employment process – from benefits to HR services, and even payroll and tax, thus providing an extra layer of safety by ensuring regulatory compliance. Having undergone rigorous background, financial, and reporting requirements set by the IRS, fewer than 7 percent of PEOs in the U.S. are currently certified.

    Partnering with a CPEO offers your franchise:

    Benefits: Benefits administration can be tolling, especially when you consider onboarding, claims, and most importantly… rates. Because the CPEO model aggregates the employees of its clients, they then having the buying power of large corporations. In turn, your franchise and its employees enjoy competitive rates and solid coverage.

    HR Services: Whether it’s employee handbooks, onboarding, drug testing services, or employment verification – amongst other things, your CPEO helps you simplify your HR plans. Now more than ever, as the country faces a workforce shortage, finetuning your employee experience is vital for your recruiting and retention.

    Payroll and Tax: CPEOs assume the responsibility for federal tax liability and penalties and are required to post an annual bond of up to $1 million guaranteeing payment of its federal employment tax liabilities. CPEOs ensure financial protections and tax benefits that non-certified PEOs do not necessarily have. This means paying your employees, record keeping + management reports, PTO accruals, and more, are no longer on your plate.

    Compliance: The co-employment relationship allows your franchise to substantially mitigate the risk associated with being an employer. A CPEO will provide guidance and support on new hire reporting, Employment Practices Liability Insurance (EPLI), unemployment and workers’ compensation insurance filings.

    A good CPEO can ease the mind of franchise owners while helping to reduce both their cost and liability. Contact us today to see how your franchise could benefit from with a CPEO.