Request a call Login

  • In hopes of modernizing labor communication, Ohio Governor Mike DeWine signed Senate Bill 33, otherwise known as the “Law Poster Bill,” on April 25th, 2025. This new legislation requires employers to post specific state labor law notices electronically or on an online resource, as long as they are accessible to all employees. Continue reading to learn about this new legislation and how it will impact your business.

    What is Senate Bill 33?

    In the past, Ohio employers were required to post physical labor law notices throughout the workplace, in common areas such as breakrooms, or on bulletin boards. But, as businesses continue to rely on technology for communication and efficiency, lawmakers believe that utilizing an additional communication method will help employers quickly showcase important labor updates and notices to employees, ensuring safety and compliance.

    Specifically, Senate Bill 33 covers six state-level labor law notices required by Ohio law:

    • Ohio Minor Labor Law Notice: Outlines restrictions on the employment of minors 
    • Ohio Civil Rights Law Notice: Summarizes the rights of Ohio workers regarding equal opportunity and discrimination in the workplace.
    • Ohio Workers’ Compensation Notice: Provides employees with information on filing workers’ compensation claims and how to access benefits. 
    • Ohio Minimum Fair Wage Standards Law Notice: Details Ohio’s wage and overtime laws.
    • Ohio Prevailing Wage Law Notice: Provides details on current public works projects.
    • Ohio Public Employment Risk Reduction Program (PERRP) Notice: Lists requirements for public sector employment.

    What Employers Should Know

    Under Senate Bill 33, employers must post labor law notices on the company’s intranet, internal website, or an HR portal such as a human resources information system (HRIS). This law changes how Ohio employers will share information on any changes to minimum wage, overtime rules, civil rights protections, public employment risk reduction, and workers’ compensation laws.

    Employers should also be aware that this law goes into effect on July 20th, 2025, giving business owners enough time to develop a plan for managing this transition. Employers should also consider sending a company-wide communication alerting upper-level leadership and employees about the law change and providing educational content to help them understand what is expected of them and how to ensure compliance. 

    Ensure Compliance with Group Management Services

    While Senate Bill 33 provides new flexibility, it also brings new responsibilities for Ohio business owners. Employers must ensure digital postings are placed on a secure, reliable platform that all employees can access, and clearly communicate any changes to employees.

    As a business owner, worrying about regulatory compliance isn’t why you started a business. That’s where a certified professional employer organization (CPEO) like Group Management Services (GMS) can help. GMS’ team of experts can help your company stay on top of any regulatory changes that pass. Whether you need help auditing your business processes, ensuring compliance, or streamlining your internal processes, GMS can help you improve business operations, save money, and reduce stress.

    Learn more about GMS today!

  • On December 22nd, 2023, in a bipartisan vote, the U.S. Senate approved the Pregnant Workers Fairness Act (PWFA) to be included in the 2023 federal spending plan. As the bill moved forward into the House of Representatives, it was then passed on December 23rd, 2022. The same day, President Joe Biden signed the bill into law. Continue reading to discover the mandated accommodations associated with PWFA.

    What Is The PWFA?

    The PWFA requires companies to provide pregnant workers with reasonable accommodations such as limits on heavy lifting and more frequent breaks. Currently, federal law only requires those accommodations if employers also offer them to workers with injuries or medical conditions. Under the PWFA, employers with 15 or more employees must accommodate applicants and employees with known limitations due to pregnancy, childbirth, or related medical conditions.

    The Biden Administration has continued to support the PWFA, stating that pregnant workers are often compelled to choose between their health and their jobs. Unless these accommodations are incorporated into law, pregnant women will not be protected. Due to this, many women have a difficult time proving pregnancy discrimination against their employers. The lack of protection for women who are expecting often leads to thousands of women losing their jobs each year. The implementation of the PWFA has mandated that reasonable accommodations must now be implemented into your business operations. Accommodations may include:

    • Assigning lighter work
    • Permitting frequent bathroom breaks 
    • Allowing water at workstations 

    Implementing Temporary Accommodations 

    Often, accommodations may be made for a pregnant employee with the expectation of removing it after the child is born. For example, if a woman needs to work from home for a certain period, then employers must decide if the position can be properly completed remotely. For employers, some positions can be challenging to accommodate. What happens when you can’t make accommodations for your employees? If pregnant workers can no longer complete the essential functions of their position, employers are allowed to provide indefinite leave. No one wants to lose an employee due to temporary circumstances; therefore, employers must consider whether they can create a new position for the time being. This will allow pregnant women in the workforce to have a healthy and safe pregnancy.

    Reaching ADA Accommodations 

    This legislation was modeled on the Americans with Disabilities Act (ADA). Currently, the ADA has laws in place to minimize discrimination against pregnant women. When it comes to women who are breastfeeding, federal law requires employers to provide reasonable time and clean space when necessary. However, due to the Affordable Care Act (ACA) in 2010, many salaried workers were excluded from this law. Through women’s pregnancies, many often work in physically demanding and low-wage positions. 

    Ease The Implementation Process 

    Ever-changing legislation can be overwhelming for a busy business owner to manage. When you partner with GMS, you don’t have to worry about missing legislative updates that may affect your compliance. Remove the consistent administrative burdens and get back to focusing on what’s important – growing your business. Contact GMS today to learn more.

  • The 5th U.S. Circuit Court of Appeals has upheld the injunction of executive order 14042, stating that government cannot enforce federal contractors to receive the COVID-19 vaccine. In a 2-1 vote, the court decided to block the mandate. Additionally, on December 19th, 2022, the hearing found that the Biden administration had overstepped its authority due to a breach of the tenth amendment.

    What Is The Mandate?

    On September 9th, 2021, President Joe Biden announced the executive order stating that all government contracts must implement a clause requiring federal contractors to be fully vaccinated unless legally accommodated. As a result, three states joined forces: Mississippi, Louisiana, and Indiana.

    The States Defense 

    A major argument amongst the states was that the vaccine mandate infringed on the right to regulate health and safety matters within their borders. The state believed that the implementation of this mandate would push far beyond federal contractors. Approximately one-quarter of the U.S. workforce, including the private sector, would be affected. 

    Defense Of The Mandate

    The U.S. Department defended the mandate with claims that the order was protected under the Procurement Act. Officials believed that the enforcement of the COVID-19 vaccine would enhance contractors’ day-to-day efficiencies by reducing productivity loss and schedule delays. Additionally, government officials hoped the mandate would decrease labor costs and employee absenteeism. 

    Your Strategy Partner 

    Government mandates and regulations are ever-changing. As a business owner, you already have enough on your hands. With GMS as a partner, you can remove the time spent worrying about missing legislative updates that may affect your business. Our HR professionals will keep you up to date on any changes that may impact your business. Our team will support you by creating a combative strategy to ensure your operations continue running smoothly. Contact GMS today to learn more.

  • On Dec. 20, 2017, Congress passed the most significant tax reform act in over 30 years. Business owners have been clamoring for this type of reform, but now that it’s passed, what does it mean? Who wins and who loses?

    The National Association of Professional Employer Organizations produced a comprehensive 40-page breakdown of the tax bill. Don’t have the time, stomach, or patience to read it? I’ll touch on a few of the highlights.

    Image of a breakdown on the Tax Cuts and Jobs Act of 2018. 

    Breaking Down the Tax Cuts and Jobs Act

    While the effects probably won’t be known for a few years, the gist of the legislation is the simplification of tax filing in future years. In exchange for reducing individual and corporate tax rates, many deductions have been eliminated. The extent and scope of the net gain or loss depends on your situation.

    As an individual, the reform increases your personal deduction from $10,000 to $12,000 for individuals and from $20,000 to $24,000 for married couples. There have been some changes in the child tax credit based on the age and number of children. The consensus is that this reform will be great for couples with no children, but it could be harmful to large families.

    For business owners, the good news is you’re going to see reductions in your tax rates. The potential downside is a large number of you are going to see the elimination of employee work-related expenses.  Among those are:

    • Mileage expenses
    • Union dues
    • Uniform expenses
    • Work safety expenses
    • Travel expenses
    • Moving expenses
    • Casualty and theft expenses

    As you can see, the trade-off costs are potentially significant and a radical departure from what you’ve been used to. With this kind of paradigm shift, it’s little wonder that most are comparing this reform to the Reagan tax reform of the mid-1980s. 

    Please keep in mind that these are my observations based on limited information along with input from accounting experts. Only your accountant is knowledgeable enough about your business to give you the best advice going forward.

    Next Steps for Business Owners

    With the elimination of a lot of expenses, you may be looking for new avenues of cost savings for your business. That’s where a PEO, like GMS, might be able to help. If you’re looking to grab control of your workers’ comp, healthcare, unemployment, and HR costs, many of the programs GMS has implemented for our 1250-plus clients can do just that. Contact us today to talk to one of our experts about how a PEO can help your business.

  • Back in 2018, Florida voted to ban vaping in enclosed workplaces. The new law went into effect in July of 2019, but Florida isn’t alone in its ban on vaping in the workplace. Several other states, including California, New Jersey, and New York, all prohibit the practice in any place where smoking is not permitted, while other states have bans for specific settings, such as in enclosed workspaces or schools.

    As more states take action to prevent vaping in workplaces, it’s a good time for business owners both in Florida and outside the state to figure out what they need to do to prepare their company from past and future legislation.

    An employee vaping in the office before Florida’s ban on vaping in the workplace.

    What Does Florida’s Workplace Vape Ban Mean for Business Owners?

    There are a couple of different takeaways for Florida’s ban on vaping in the workplace. The first perspective is what it immediately means for business owners in The Sunshine State. In short, the state now prohibits both vaping and smoking in “enclosed indoor workplaces.” This term is a technical way of saying the ban exists for any workspace that is predominantly closed in by walls or other physical barriers, regardless of whether they have windows or any other uncovered openings. Private residences used for work are exempt from the ban, except in limited exceptions where the residence acts as one of the following:

    • A childcare, adult care, or health care provider
    • A retail tobacco or vape shop
    • A bar that does not serve food

    The other perspective involves businesses outside of Florida that either have some form of workplace vape ban in place or operate in a location without any such legislation. For the former group, it’s important to look up the details of your state’s laws. For the latter, Florida’s ban is yet another example of a state cracking down on vaping. In fact, you may want to be proactive about establishing vaping policies in your workplace.

    What Should Business Owners Do About Vaping?

    For businesses in Florida and other states with vape bans, the answer is simple: Set clear guidelines regarding smoking and vaping prohibitions. This policy should clearly state that employees are prohibited from smoking or vaping in enclosed workspaces per your local laws. In addition, the Society of Human Resource Management (SHRM) suggests taking the following steps:

    • List the procedures for when the proprietor or other person in charge witnesses or is made aware of a violation
    • Post signs to indicate that smoking or vaping, or both, are prohibited

    As for business owners in locations without any vaping-related regulations, they need to decide if they want to treat vaping the same way as traditional smoking. While allowing employees to vape in the workplace will help limit time lost from smoke breaks and keep those who vape pleased, this decision can come at the cost of another employee’s happiness. It also doesn’t help that the Centers for Disease Control deems e-cigarettes as potentially unsafe.

    Ultimately, the decision to have a vaping policy is up to the business owner if there’s no existing legislation that dictates otherwise. If a decision is made to prohibit vaping in the workplace, SHRM suggests doing the following:

    • Evaluate existing smoking policies and clarify what smoking products are covered what areas of the worksite are non-smoking spaces
    • Make it clear whether employees can bring e-cigarettes into certain areas when not in use or if they’re completely banned from the property
    • Update the company’s clean-air policy to reference e-cigarettes and other vaping products (if a clean-air policy exists)
    • Inform employees of any workplace policy changes before they take effect (60 to 90 days’ notice is good except in the case where the state stipulates rollout times)

    Keep Your Business Prepared for the Future

    No matter where your business is located, it’s important to keep up to date on key legislation that can make your current workplace policies go up in smoke. As a Professional Employer Organization, GMS has the experts on hand to make sure your business stays compliant with new laws while also saving you time and stress by managing key functions like payroll, benefits administration, and other important services.

    Ready to make managing your business a lot simpler? Contact our Florida office or one of our other locations today to talk to one of our experts about how we can help your business prepare for the future.