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  • Technology is constantly changing in today’s workplace environment. New technology innovation impacts how employees communicate, collaborate, and work more efficiently. Technology is associated with every aspect of your business, from recruiting and hiring to payroll. Payroll has remained largely immune to innovation.

    Importance Of Payroll Technology

    Payroll software helps in the process of calculating and processing employee taxes, meeting regulations, tracking work hours, employee benefits, and much more. Implementing a process of this nature will allow you to stand out from your competitors.

    As a business owner, your time is essential. The time saved during the payroll process using an automated system can be spent accelerating other areas of your business. The following are the benefits of payroll technology:

    • Track work hours accurately 
    • Save time and money
    • Provide more control over confidential business information
    • Automate payroll tax calculation and filing

    In addition, payroll software gives employees more control and access to their employee portals, allowing them to see their paystubs. As more and more companies have introduced software of this kind in their business, they’ve noticed fewer payroll errors which have ultimately reduced the costs and administrative work for payroll teams.

    Improve Your Payroll Processing Now

    Research shows us that it takes only a few paycheck errors for an employee to look for a new position elsewhere. It’s imperative that you take the proper steps to ensure you don’t lose quality talent to an error that could have been avoided. By partnering with GMS, we can save you time and give you peace of mind through our online payroll software, GMS Connect. Stop worrying about payroll and let us take on the responsibility. Get a quote today.

  • As a small business owner, you are responsible for the operations of your business. Whether it’s hiring and recruiting new employees, onboarding, paying your employees, or offering them benefits, your hands are full. How often do you have the chance to sit down and think about how you will grow the revenue-building side of your business?

    Professional employer organizations (PEOs) work diligently with small business owners to provide them with the same buying power as a larger business through a co-employment relationship. Hiring an in-house HR professional consumes too much time and money, especially when you already have a limited number of employees. PEOs have experts in all aspects of your business you need assistance with. Whether you have workers’ compensation or employee benefits questions, our team of experts is there to assist.

    Small business owners who partner with a PEO have streamlined all aspects of their business. Instead of outsourcing payroll, workers’ compensation, employee benefits, unemployment, and risk management to third parties, a PEO consolidates these to work as a one-stop shop. Partnering with a PEO will allow you to reduce certain expenses and liabilities as the employer. Continue reading to see how PEO services can help your business thrive.

    Services A PEO Provides Small Businesses

    Stellar Customer Support From A Designated HR Professional

    As your business continues to grow, you may discover you no longer have the capacity to manage the administrative tasks or keep up with all HR-related duties. A PEO manages a range of responsibilities for your business from payroll to employee benefits. The duties of the PEO in the relationship are to focus on all administrative work so you can focus on what really matters in your business, revenue-building. Partnering with a PEO, like GMS, will save your business in the following ways:

    • Greater buying power
    • Increased employee retention
    • Smoother onboarding process
    • Free up your time
    • HR compliance, portal, and audits
    • Employee recruitment and training 

    Innovative Payroll Processing Technology

    As an experienced small business owner, you know how much time it takes to manage payroll and tax filings. What if there was a way to eliminate this task that would save you time and money? At GMS, we combine our proprietary technology with dedicated HR services and support from our experts to provide you with the absolute best. Questions to ask yourself to determine if partnering with a PEO will benefit your business from a payroll standpoint: 

    • Do you offer your employees a direct deposit option?
    • Are you spending too much time keeping up with taxes and IRS regulations?
    • Do you feel like you’re filling too many roles and don’t have time to grow your business?
    • Do you feel like you use your smartphone for everything and work on the go?

    If you answered yes to any of these questions, GMS is here to help. Our experts work diligently to decrease payroll tax liabilities, keep track of deductions, provide your employees with a web-based payroll system with 24/7 access, and so much more.

    A Dedicated Team To Ensure Compliance

    Many small business owners struggle to stay ahead of the risks that are associated with workers’ compensation and workplace hazards. There are more than 4.1 million workers who suffer a serious job-related injury or illness every year according to OSHA. With the right risk management solution, you’ll create a safer work environment for your employees, resulting in fewer claims and a lower workers’ compensation insurance rate.

    Partnering with GMS gives you access to our risk management services like workers’ compensation, claims management, and workplace safety. Protect your employees and your business now and outsource your risk management services. 

    Provided With Best-In-Class Benefits

    Whether you want to keep or attract quality employees, you must offer a benefits package. If you have an existing benefits package, a PEO will provide additional resources that will gain applicants’ attention. Any business that isn’t leveraging a PEO or an online benefits platform is wasting valuable time and money. At GMS, we understand that managing pay stubs and W-2s, tracking time, or doing job costing and labor distribution can be time-consuming. However, we provide our clients with an online employee self-service portal that gives employees access to costs of medical services, RX pricing, ID cards, detailed EOB and coverage information, claim details, and much more. 

    GMS will offer you and your employees flexibility, control of premiums, access to data and networks, and overall options that you can’t find anywhere else. The following is a list of benefits you can offer your employees once you partner with a PEO:

    • Benefit coverages: medical, dental, and vision
    • Flexible spending account
    • Health savings account
    • Life, accident, and critical illness
    • Short-term and long-term disability insurance
    • Comprehensive 401(k) plan that’s integrated with payroll
    • Pet insurance
    • Pre-paid legal
    • Telemedicine 
    • Diabetic management program

    Make group health coverage less confusing and partner with GMS today. 

    Partner With A PEO Today!

    At GMS, we do it all. GMS can provide any level of support you need, regardless of whether you choose one service or all of them. From payroll management to benefits and anywhere in between, our team of experts is here every step of the way when you choose to partner with GMS. By outsourcing your business, you can reduce liability and increase your efficiency. That way, you can focus on the aspects of your business that will help you grow externally. Make your business simpler, safer, and stronger by partnering with GMS today. Get a quote here. 

  • Beginning July 1, 2022, the business standard mileage rate for transportation expenses paid or incurred will be 62.5 cents per mile. The IRS recognizes the gasoline price increases which has caused this midyear change. A new rate for deductible medical or moving expenses will be in effect starting July 1, 2022. The price will be changed to 22 cents per mile as opposed to 18 cents in the first half of 2022.

    The business standard mileage rate is used to calculate the deductible costs of operating a vehicle for business purposes. In addition, the federal government and many businesses use this rate as a benchmark for reimbursing their employees’ mileage.

    IRS Commissioner Chuck Rettig stated, “We are aware a number of unusual factors have come into play involving fuel costs, and we are taking this special step to help taxpayers, businesses, and others who use this rate.”

    Simplify Your Payroll Administration

    Business owners can utilize the IRS mileage rate through the support of GMS. Our team of payroll experts will be able to answer any questions you may have regarding the changing rates. Consider offering mileage reimbursement at the IRS rate so that your employees feel valued during these unprecedented times. Contact us today. 

  • The U.S. Equal Employment Opportunity Commission (EEOC) announced that the new deadline for employers to submit and certify their 2021 Employer Information (EEO-1) Component 1 has been extended. Employers who missed the original deadline of May 17th, 2022, now have until June 21st, 2022, to submit their 2021 EEO-1 reports.

    The EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex, national origin, age, disability, or genetic information. Most types of work situations like firing, hiring, promoting, harassment, training, etc., are included under this law. The EEOC investigates any case related to discrimination against an employer who is covered under the law.

    EEO-1 Component 1 Data Collection

    The EEO-Component 1 report is a mandatory collection of data that all private sector companies with over 100 employees and federal contractors with over 50 employees are required to submit annually. These businesses must submit demographic workforce data such as race/ethnicity, sex, and job categories of each individual.

    Outsource Your Administration Function To GMS

    As a small business owner, it can be challenging to meet certain deadlines. Failure to comply can result in substantial penalty fees. At GMS, our experts keep you up to date on deadlines and ensure you are staying compliant with federal and state laws. 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!

  • As a result of the expected publication of a proposed overtime rule, the U.S. Department of Labor will recommend higher salary thresholds for white-collar exemptions as soon as next month. “Employers should expect a proposed salary amount that at least, approximates the amount proposed in 2016,” stated Alfred Robinson Jr., – an attorney with Ogletree Deakins in Greenville, South Carolina. The proposed salary level for the Fair Labor Standards Act’s executive, administrative, and professional exemptions could be a minimum of $913 per week or $47,476 per year. By comparison, the Trump administration in 2019 implemented a salary level of $686, which represents a considerable increase. 

    Jason Barsanti explained that the 2016 regulations were ruled to “put too much emphasis on the salary requirement, thereby effectively making the duties test[s] irrelevant.” The duties test determines which employees are exempt from overtime pay, and it depends on a variety of factors:

    • Executive exemption – Managing the enterprise, a department or a subdivision of the enterprise must be the employee’s primary duty.
    • Administrative exemption – The primary duty of the employee must be office or non-manual work that is directly related to the management of general business operations of the employer or the employer’s clients.
    • Professional exemption – Employee’s primary responsibility is to perform work that required advances knowledge in a field of science or learning that is acquired through specialized, intellectual training and study.

    A primary duty can occupy less than 50 percent of an employee’s time under these tests. Additionally, it is possible to count time spent performing both exempt and nonexempt duties concurrently.

    With the help of a PEO company like GMS, you no longer have to worry about following the latest legislative changes. Rules and regulations are constantly changing. Do what you do best. Outsource the rest.

  • In a recent tax alert, the Ohio Department of Taxation announced the threshold for electronic filing of W-2 and 1099-R information for 2021 (submitting in 2022) to be lowered. Under this new change, all employers and retirement system payers that issue 10 or more W-2/1099-Rs will be required to upload the information electronically.  Before this, the threshold was 250 or more forms, as listed in a previous Department notice.

    When uploading these, Forms W-2 may be uploaded via the Ohio Business Gateway (OBG) – employers should note that magnetic media is not accepted. Also new this year, the deadline to submit has been extended to March 2nd, 2022, rather than January 31st, 2022, to help employers comply with the new threshold that was put into place.

    Previously, the IRS proposed regulations amending the rules for filing electronically that reduced the threshold for filing information returns (e.g., Forms W-2, 1099). The proposed amendments reflect changes made by the Taxpayer First Act of 2019 (TFA).

    Currently, the threshold to return electronic filings is 250. The TFA has authorized that they should gradually reduce this to 10 returns – which would lower the threshold to 100 returns for the year 2022 (returns for 2021 filed in 2022) and 10 returns beginning January 1, 2023. 

    Will Hart, Director of Payroll Tax at GMS, explained this in more detail, “This change will have its largest impact on small employers that are currently running in-house payroll. In the past, a small employer could get W2s from their payroll system and simply mail a copy to the state.” Hart continued, “Now, they’ll either need to generate a file in the proper format, or type all of those W2s into the Ohio Business Gateway. Programming for a file will be costly and typing the W2s into the OBG will be time consuming. Being with GMS eliminates both of those problems because we’re already filing electronically; and have been for many, many years.”

    If you’re looking to relieve your payroll headaches, we can help you! Contact us today to get started.

  • 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.

  • Managing the operations of a small business is costly and requires time away from more valuable projects. That’s why many small and mid-size businesses outsource human resources, payroll, employee benefits, and risk management services. A PEO (Professional Employer Organization) can help take these responsibilities off the plate of business owners, so they can focus on the growth and success of their business.

    We’ve put together a guide to understand what PEO services entail and how to choose the right PEO for your business.

     PEO services help small and mid-size businesses with employee management.

    What is a PEO?

    A PEO provides comprehensive business solutions and services. Through the co-employment model, PEOs work with small and mid-size businesses to:

    • Manage payroll and tax administration
    • Manage human resources and risk management functions
    • Provide employee benefits
    • Stay compliant

    By providing these services, PEOs help make the companies they serve a better place to work and conduct business. This typically translates into faster growth, higher retention rates, and increased success for businesses. The National Association of Professional Employer Organizations (NAPEO) found that businesses working with a PEO:

    • Grow 7 to 9 percent faster
    • Have 10 to 14 percent lower employee turnover
    • Are 50 percent less likely to go out of business

    PEOs help businesses grow by allowing them to spend more time improving productivity and profitability while focusing on their core mission. Additionally, employees benefit by gaining access to big-business employee benefits such as 401(k) plans, wellness programs, and health, dental, life and other insurance offerings. All of this contributes to the success of a company.

     

    How to Choose a PEO

    There are more than 900 PEOs in the U.S., according to NAPEO. With so many options, it can be hard to know which one to choose. Follow these tips to help you to choose the right PEO for your business.

     

    Assess Your Business Needs

    Before talking to a PEO, you should take stock of your business needs. What current challenges does your business face? Do you anticipate any changes to your company that could impact the services you need? Look at facets of your business, such as:

    • Payroll: Between managing payroll and filing taxes, small and mid-sized companies spend an average of $2,000 per employee each year to handle payroll and many incur IRS penalties each year due to compliance issues. Outsourcing payroll services to a PEO can save you time and money by providing you with a simplified, online payroll system.
    • Human Resources: From recruiting and retaining employees to tracking vacation time, managing your company’s HR responsibilities takes a lot of time. Outsourcing these HR functions to a PEO can help you save time and money, while growing your business.
    • Risk Management: Managing your company’s risk on your own can be time-consuming and costly. Instead, you can build toward a more secure future by outsourcing to experts at a PEO. PEOs can help you qualify for workers’ compensation discounts, keep unemployment tax rates down, and create a safer environment for your employees.

    Identifying your needs within each of these categories will help you better determine how your business will use a PEO and set the stage for choosing a qualified partner.

     

    Build Your Benefits Package

    Employee benefits will make your business a great place to work and help retain talent. While you’ll be hard pressed to find a PEO that doesn’t offer access to health insurance, the providers they work with and the amount of coverage their plans provide will vary. In addition to assessing your business needs, you’ll need a good sense of what types of health coverage your current and future employees will require and what you’re willing to spend on it.

    When you work with a PEO, instead of directly with insurance companies, you’ll be able to leverage buying power through mass policies, which lets you take advantage of purchasing multiple policies at typically lower premiums. 

    Speaking of multiple policies, you’ll also want to consider other benefits like dental, vision, and life insurance as well as 401(k) retirement savings programs to make your business more attractive to quality candidates. Additionally, wellness programs can help manage your premiums, while keeping your business running like a well-oiled machine. Whichever benefits are most appealing for your business, you’ll want to do your research to make sure you find a PEO that has everything you require.

     

    Perform a PEO background check

    When vetting PEOs, it’s important to look at their history, experience, and qualifications. Ask questions, such as: 

    • How many companies do they partner with? 
    • Do they have experience working in your industry? 
    • How many employees do they represent? 
    • What is their client retention rate? 

    And don’t forget to look at reviews from places like Google and Facebook. These are all telling signs of whether a PEO will be able to properly handle your business needs.

    Additionally, accreditations from organizations like the Better Business Bureau (BBB) and certifications, such as the Certification Program for Professional Employer Organizations (CPEOs) from the IRS, help demonstrate trustworthiness and reliability in a PEO. CPEO certification affects the employment tax liabilities of both the CPEO and its customers. To become and remain certified under the CPEO program, CPEOs must meet tax status, background, experience, business location, financial reporting, bonding, and other requirements. With only 37 CPEOs in the country, small businesses know they are working with a trusted partner.

     

    Evaluate a PEO’s Technology

    The purpose of PEO is to make your life easier. If the technology platform that a PEO offers isn’t simple to use, then the PEO is going to be more of a burden than an asset to your company. Web-based payroll portals benefit employers by compiling everything they need to manage their back office in one place. They also help employees get paid on time, track time, and access W-2’s and paystubs. 

    Your PEO’s online payroll system should help employers:

    • Manage and access payroll information
    • Complete payroll in minutes, not hours
    • Easily keep track of deductions
    • Simplify workers’ compensation calculations and payments
    • Generate on-demand payroll reports

    These payroll functions streamline the process for employers and keep employees satisfied. 

    Beyond payroll, any other administrative functions a PEO can digitize is only to your advantage. Your PEO should offer online data collection services for:

    • Employee reviews
    • Timekeeping and PTO requests
    • Health insurance and employee benefits
    • Company communication
    • Employee handbooks

    Being able to store these types of files in an online portal makes it easier for you to access, edit, and track.

     

    Focus on Your Business

    The point of working with a PEO is to ease your workload. A PEO that you have to manage is only going to add to your stress and laundry list of tasks and responsibilities. Knowing your PEO is taking care of your more administrative needs while you focus on the core of your business is comforting to business owners.

    Your PEO should provide you with designated HR, payroll, and benefits specialists to meet all of your needs. Additionally, your PEO should have a comprehensive risk management team, from  safety specialists that keep your workplace and employees safe, to unemployment and workers’ compensation experts to investigate and help process claims.

    By having a PEO handle the HR, payroll, benefits, and risk management side of your business, you’ll be able to focus on what really matters: building your business. 

     

    Work With a PEO

    When you work with a PEO, you need to make sure all your needs will be met. Group Management Services offers payroll, human resources, employee benefits, and risk management services to help your business succeed. With our proven history, easy-to-use online payroll portal, and dedicated team of experts, GMS is proud to take on your administrative burdens. When you work with us, you can put your focus back on client relationships, building an effective team, and growing your profits, while we help you reduce costs, limit risk, and save time and money.

    Ready to work with a best-in class PEO? Contact GMS today to talk with one of our experts to see how we can make your business simpler, safer, and stronger.

  • Who doesn’t love payday? For many employees, payday makes them feel better than Christmas. As a small business owner, you have the freedom to decide how to handle payroll at your organization. Talk about a huge responsibility. It’s important to get it right, as payroll done wrong can cost a small business owner time and money. 

    There are a few different methods for distributing employee pay, but savvy business owners find that electronic payroll methods like direct deposit and payroll cards streamline the process and keep employees satisfied. We explored the different types of payment methods to help you determine the best payroll solution for your business.

     Small business owner determining employee pay.

    Direct Deposit

    Direct deposit lets you put your employees’ wages directly into their checking or savings account. Because everything is handled digitally, employees don’t need to be present to receive their pay. The convenience of direct deposit for both employers and employees has made it the most common payment method in the U.S., with 82 percent of employees receiving their pay this way, according to a survey by the National Automated Clearing House Association (NACHA). 

    Direct deposit can help save time since you don’t have to fill out and distribute checks each pay period. Online payroll software can further help streamline this process and save money. With software, payroll simply needs to be reviewed before submitting it to be deposited in your employees’ bank accounts. Without software, small business owners are responsible for paying fees for setup and for every transaction.

    For direct deposit, you’ll need to gather your employees’ banking information at the time of hire. Of course, it only works if employees have bank accounts. According to the Federal Deposit Insurance Corporation (FDIC), nearly 20 percent of American households are “underbanked,” meaning they either don’t have or actively use a bank account. If you choose direct deposit as your primary payment method, you’ll need to provide an alternative option for those who don’t bank.

    Payroll Card

    Payroll cards are another form of electronic payment that lets you automatically load an employee’s wages directly onto a prepaid card at each pay period. Employees can then either use the card directly to make purchases or withdraw cash at ATMs.

    With payroll cards, employees don’t need to have a banking account, making it a viable alternative to direct deposit. It also helps save businesses time and money compared to writing or printing paychecks. The benefits for both employers and employees are why payroll cards have become a growing trend, with the use of payroll cards expected to increase by about 43 percent by 2022, according to a study by Aite Group.

    Other Types of Payment Methods

    Paychecks and cash are two outdated forms of payment methods that simply aren’t worth the hassle or added costs. For employers, writing or printing paychecks can be an extremely time-consuming task, especially depending on the frequency of your payroll. 

    Additionally, you’ll have to factor in the cost of purchasing blank checks, and/or printing supplies like check stock, ink, and a printer that has the capability to print with magnetic ink to read, process, and print bank account and routing numbers on the checks.  Switching to paperless can cut these costs. A report in Business News Daily states that “businesses save between $2.87 and $3.15 per pay run by paying employees electronically, such as via direct deposit, instead of via paper check.” The report also points out that online pay stubs save an additional $1.20.

    The amount of recordkeeping that comes with paying in cash can also be a nightmare for small businesses. Cash payments could make the IRS suspicious that you aren’t taking out the correct tax amounts, making you susceptible to an audit. Even if you are in compliance, IRS audits cost significant time and money.

    For both methods, employees need to be present in order to receive pay, which could be a problem if employees are out sick or on vacation. According to CareerBuilder, nearly 80 percent of Americans live paycheck to paycheck, so a delay in pay could really hurt your employees financially.

    Save Time Through Payroll Services

    While we’re thankful electronic payment methods have replaced checks and cash, managing payroll and tax filings can still be a time-consuming and challenging task for small business owners. 

    Need assistance? Outsourcing payroll administration to a professional employer organization (PEO) like Group Management Services (GMS) can help save you time and give you peace of mind. From electronic payroll processing to software to taxes, GMS takes an active approach managing payroll, so you can spend the extra, time, money, and energy growing your business. In addition to payroll services, GMS offers a full suite of HR services that compliment payroll administration, including human resources, risk management, employee benefits, and more.

    Contact GMS today to see how we can help manage payroll at your organization.