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  • In recent years, small and mid-sized businesses have been offering employee benefits at record levels. This is a recent change, as in the past, many small businesses struggled to compete with larger companies in terms of the benefits they could offer their employees. However, in today’s economy, during unprecedented times with inflation and the Great Resignation, small and mid-sized businesses can now offer better benefits packages to their employees.

    The Job Market

    Let’s start by understanding what the job market looks like in today’s economy. The job market has become increasingly competitive in recent years. With unemployment rates at record lows and growing demand for skilled workers, businesses of all sizes must work harder to attract and retain top talent. Offering a competitive benefits package is one way small businesses can differentiate themselves from their competitors and attract the talent they want and need. Research shows that 73% of employees would be encouraged to stay with their current employer longer if given access to more benefits options.

    The Affordable Care Act (ACA)

    The Affordable Care Act (ACA) has also made it easier and more affordable for small businesses to offer health insurance to their employees. The ACA is a comprehensive health care reform law enacted in 2010. The law has three primary goals, which include the following:

    • Make affordable health insurance available to more individuals 
    • Expand the Medicaid program to cover all adults with income below 138% of the federal poverty level (FPL)
    • Support innovative medical care delivery methods designed to lower the costs of health care generally 

    Before the ACA, many small businesses struggled to provide health insurance to their employees due to the high costs involved. However, the ACA introduced a range of tax credits and subsidies for small businesses, which has made it easier for them to offer health insurance to their employees. This has been a game-changer for many small businesses, allowing them to provide better benefits packages without breaking the bank.

    Offering Benefits Is Important!

    There has been a growing awareness among business owners about the importance of employee well-being. Many employers now understand that happy, healthy employees are more productive and engaged. As a result, businesses have begun investing in employee benefits programs that promote health and wellness, such as gym membership reimbursements, mental health counseling, and wellness programs. These programs not only improve employee morale but also help to reduce health care costs for the business in the long run.

    The COVID-19 pandemic also highlighted the importance of employee benefits. Many businesses have had to adapt to remote work and make significant changes to their operations to keep their employees safe. In this new landscape of work, employee benefits such as paid time off (PTO), sick leave, and flexible working arrangements have become essential. Employers who have been able to provide these benefits have been able to maintain high levels of employee engagement and productivity during challenging times.

    GMS Is Here To Help You Thrive

    As businesses continue to recognize the importance of investing in their employees, we can expect to see even more innovative and comprehensive employee benefits programs in the future. Providing benefits not only helps attract and retain top talent but also contributes to a positive work culture and can boost productivity and morale. Benefits such as health insurance, retirement plans, and paid time off can make a significant difference in the lives of employees and their families, leading to increased job satisfaction and loyalty. While offering benefits may require an investment of time and resources, the long-term benefits for your business and employees make it a smart and necessary decision. As small businesses begin offering employee benefits at record levels, it’s time to make a change. Partner with a professional employer organization (PEO), such as GMS, who will provide you with a competitive benefits package. GMS changes the approach to increase affordable options and give your employees access to small business health insurance. We give small businesses the buying power of a larger corporation. In turn, we’re able to offer the following:

    • Financial security 
    • Flexible benefit options
    • Unprecedented customer service experience 

    GMS’ Benefits Account Manager Becky Fink said it best, “When employers offer benefits, they see greater employee retention. GMS enables clients to offer their employees a wide selection of benefit options. Our benefits experts help clients manage enrollment, payroll deductions, and renewals, so offering employee benefits is a breeze.”

    Get a quote from us today to gain a competitive edge in today’s labor market.

  • Inflation has been rising and studies have shown that unfortunately, inflation hurts low-income Americans and small business owners the most. According to Fox Business, prices for consumers have surged 6.2% in October, compared to the previous year. Moreover, core prices, which exclude the more volatile measurements of energy and food, rose 4.6% over the past year, which was the largest increase since 1990. Prices have risen 0.9% from September to October.  

    Not only is the rise of inflation hard for consumers, but it can also be detrimental to small businesses. It is proven that when inflation is high, small businesses have less buying power – which means you don’t have as much freedom to search for new hires and expand your business in the ways you usually do when you have extra money to spend. As Inflation Data explains, owners of small businesses have a greater financial risk when inflation is high.  

    Small business owners may not have the same access to financial cushions as big businesses do. This means that money will come directly from the company and there will be little money to expand the business at the end of the year. Another problem that small businesses will face is whether to raise their prices and have customers upset or leave the prices and lose their own money. The last option is to switch vendors that cost less – which might mean that they are choosing one that provides lower quality. 

    Due to COVID-19, small business owners have been hit so hard that they are just now recovering from the money loss and high inflation rates are making them realize they won’t be able to recover the way that they were hoping to. This makes it so important to figure out where you need to focus your money and efforts.  

    Staying savvy during these hard times is crucial when costs are rising. Trying to find time to focus your efforts on improving your core business can be difficult, too. You may want to reevaluate your healthcare plan, workers’ comp., and so forth. Contrary to popular belief, outsourcing all of these administrative functions can help you save time and money in the long run. This will give you more free time to recruit and focus on where you think your company has room to grow. 

    If you’ve been contemplating how your business can alleviate some of its financial strains, whether it’s saving on administrative fees or finding a better healthcare option, now is the time. Contact us today. 

  • Are you looking for a way to reduce administration costs for your small business? Have you considered how much time (and money) you would save if you didn’t have to prepare and process your payroll and payroll taxes?

    When you outsource payroll services, there are a number of benefits. The most essential for small businesses is that you can take the time you used to spend on payroll and devote it to building your business. 

    “Women operators at Midvale Company payroll machine in Time Office, April 29, 1949” by Kheel Center, Cornell University

    Benefits to Outsourcing Payroll Functions

    Greater business focus

    Your focus should be about growing your business and strengthening your core business strategy, not administrative details. 

    Reduced costs

    Using a professional employer organization (PEO) isn’t free, but many companies find significant cost savings by outsourcing their payroll. And, with a PEO like GMS, you can rest easier knowing that a team of payroll experts will protect you from risks like payroll tax penalties that directly impact your bottom line.

    More time

    If you’ve handled payroll or HR you understand how time consuming it can be. Calculating taxes, filing forms, and trying to keep up with different labor and tax laws could end up taking up large parts of your day. 

    Time order pink payroll record before leaving for WWII. Glenn Gaskins last payroll recod before entering WWII by wcgaskins59 is licensed under CC BY 2.0

    Maybe it’s time to consider a PEO

    As a professional employer organization, or PEO, our services and comprehensive solutions can provide options that will help effectively manage your payroll needs for you. Think about the time you will save by streamlining your system. 

    GMS’s payroll services include:

    • Full-service, Internet-based payroll processing
    • Payroll tax payment & filing
    • Time keeping systems
    • Workers comp calculations & filing
    • Electronic new hire reporting
    • Online payroll services available 24/7

    Read more about our what our team of payroll experts can provide for your payroll services. 

    Still have questions about our payroll services or how working with a PEO can save you money? We thought you might, so we added a Payroll Services FAQ section.

    Still not convinced? You don’t have to take our word for it, you can read the testimonials about our payroll & tax services. 

    What are your top payroll frustrations? Find yourself wishing you could spend your time at work doing other things than payroll administration? Let us know in the comments below.

  • When you own a small business, you don’t always have the personnel to handle your HR functions, which can leave you having to take charge. Unfortunately, these extra duties can end up hurting your business.

    Having to handle things like payroll takes time, which could be used to help grow your business. Even more, handling your own payroll can end up costing your business money and putting more stress on yourself.

    Contact Group Management Services about how a PEO may be able to save you time and money.

    Extra Costs for Small Businesses

    Payroll is a pricey process, especially when you haven’t been trained to handle it. Some costs that affect small businesses include:

    • An average payroll tax penalty of $845 each year
    • Spending an average of $2,000 per employee per year to handle payroll
    • Hidden costs that can account for over half of the cost of administering HR programs

    While you may not be trained in the ways of payroll and HR, the people who work for Professional Employer Organizations are trained. In turn, they may be able to help you prevent penalties and save money.

    Extra Stress for Small Businesses

    Being a small business owner often means feeling like you have to have a hand in everything. Nearly half of all small business owners fill at least five roles for their company, which can include trying to handle HR responsibilities. This juggling act of roles can take a major toll in your schedule.

    40 percent of small business owners ended up taking less vacation time in order to keep up with taxes and IRS regulations. In addition, 72 percent of small business owners work longer days and spend time dealing with work on weekends due to the time constrictions caused by trying to manage various HR programs.

    The PEO Solution

    Instead of acting as a jack-of-all-trades and having no free time to yourself, a PEO may be able to help you free up your schedule and save money in the process. Contact us today to see how partnering with a Professional Employer Organization can help you and your business.

  • Small business owners put in a lot of work to make their business succeed. Unfortunately, there are some hurdles that can prevent a small business from a bigger, more lucrative future. Here are three issues that small business owners may have to face when growing their company.

    Image of small business owners. Grow your business with exper HR management like employee training and risk management.

    Managing Cash Flow

    Business owners have to do more than just make money. They also have to manage their cash flow so that they are able to pay expenses and reinvest in their business. Unfortunately, managing cash flow isn’t easy.

    It can be easy to lose track of all the money being transferred in and out of a business. Cash flow allows a business to track what funds are available and what needs to be reserved for expenses and other costs. A well-managed cash flow allows owners to understand where their business is at financially, giving them the ability to make informed judgements about how money should be allocated for growth.

    The Right Team

    It’s hard to grow as a business without bringing on new people. However, adding to your team takes more than just hiring more employees. It’s important to find the right people for your company so that you don’t have to deal with ineffective or problematic employees while you’re trying to grow your business.

    As you grow, it’s also important to put people in the right positions. Business owners can’t do all the work, so it’s important to have the right senior and mid-level managers in place to work on areas that will help your business grow.

    Not Enough Time

    Plans for growth are great, but plans cannot be executed without the time to implement them. Small business owners are wracked for time, which can slow progress for their company. According to a survey by OnDeck Capital, the average small business owner works 53 hours per week. Of those interviewed, 86 percent said that good time management is critical for small business owners.

    Unfortunately, there’s only so much time in a day, especially when you’re trying to maintain a personal life. Group Management Services helps business owners grow their business by taking on important administrative burdens that owners don’t have time to properly manage.

    Build Your Business with a PEO

    As a professional employer organization (PEO), we can help owners manage cash flow through expert payroll administration and risk management services. We can also help business build and retain the right team with employee training and recruitment services.

    We can partner with your business and save you time while making your HR functions simpler, safer, and stronger. Contact GMS today about what we can do to help your business grow.

  • Creating a startup venture is no easy task. Startups come in all shapes, sizes, and industries. Neil Blumenthal, cofounder and co-CEO of Warby Parker summarizes it best, saying, “A startup is a company working to solve a problem where the solution is not obvious and success is not guaranteed.”

    According to Small Business Trends, almost half of small businesses don’t make it past the fourth year. These companies still aren’t in the clear, as Forbes estimates that the overall failure rate for startups falls between 80 and 90 percent.

    Image of a startup company in need of help from a Professional Employer Organization.

    Why Startups Fail

    There is a myriad of reasons as to why these companies fail. Whether it’s due to putting out a product too early, not having enough capital, or simply being unable to keep up with the status quo, the statistics show that the odds are against these entrepreneurs. One of the often overlooked aspects of running a startup business is the human resources function, which can present many challenges, such as hiring and retention, employee training, safety, payroll, and benefits.

    How Startups Can Succeed

    There are many factors that contribute to the success of a startup. In his TED Talk, Bill Gross, founder of startup studio Idea Lab, attributes it largely to timing. Whether the world isn’t ready for it, the timing is just right, or you’re too late to the game, Gross says, “Timing accounted for 42 percent of the difference between success and failure.” Additionally, solid finances and great execution (which could be anything from product marketing to internal processes) can contribute to a businesses’ success and longevity.

    A Professional Employer Organization (PEO) can help startups develop critical hiring and retention practices, offload the burden of administrative tasks like payroll, and offer benefits in a cost-effective manner. The National Association of Professional Employer Organizations (NAPEO) found that businesses working with a PEO:

    • Grow 7 to 9 percent faster.
    • Are 50 percent less likely to go out of business.

    PEOs provide a number of services to help manage payroll, taxes, human resources, employee benefits, and more. Here’s how startups can benefit by working with a PEO:

    Recruitment

    As your startup grows, it can be hard to find the right people. According to CareerBuilder, the average cost of a bad hire can be as high as $15,000. Bad hires are typically made from rushing the interview process, lacking adequate talent acquisition tools, and failing to conduct background checks. 

    A PEO can offer guidance and resources for hiring, from creating and posting job ads to reviewing resumes. PEOs can do all the legwork to streamline the recruiting process and attract quality candidates.

    Retention

    Working for a startup can often mean long hours, which can lead to increased burnout and turnover. Especially when benefits packages are lacking or paychecks aren’t delivered on time, good employees may look elsewhere for better work/life balance, benefits, or job security. The aforementioned CareerBuilder survey found that the average cost of losing a quality employee is nearly $30,000. 

    Providing attractive benefits, building rewards programs, and implementing employee feedback tools are just a couple ways PEOs can help startups retain top talent. In fact, NAPEO found that those that do work with a PEO, experience a 10 to 14 percent lower employee turnover.

    Standards

    It’s often challenging for business owners to develop HR policies from scratch. In the early stages, many startups will even employ a “too small to matter” mindset, believing they can handle issues as they arise. The problem, though, is that when problems do—and they will—arise, employees and managers have no place to turn when they need a standard for business conduct.

    A PEO can help startups create employee handbooks and set employee expectations. Having good policies in place can help establish a positive company culture where employees understand expectations and feel comfortable addressing any problems they may be facing. In fact, a study by the University of Warwick found that happy employees are 12 percent more productive.

    Payroll

    For startups, managing payroll and filing taxes can be a time-consuming and challenging task. Between income types, deductions, contributions, and of course taxes, payroll can be tricky to comprehend.

    That’s where working with a PEO can provide value to both startup founders and their employees. PEOs can provide access to payroll software to streamline the payroll process, ensure payroll is delivered on time, simplify time tracking, and eliminate payroll mistakes. Payroll tax management also helps reduce tax liabilities and responsibilities.

    Compliance

    From misclassifying employees as contractors to offering workers shares in lieu of pay, it’s not uncommon for startups to violate federal regulations, even without intent. According to the IRS, 40 percent of small businesses incur an average of $845 in penalties each year.

    To minimize liability and keep up with extensive governmental regulations, a PEO can help startups stay compliant. PEOs offer assistance with payroll taxes by managing records, filing state and federal taxes, and issuing forms like 940, 941, W-2, and W-3s.

    Benefits

    Good employee benefits are essential to attracting and retaining top talent, yet the cost of providing benefits can be extremely costly to startup businesses. A survey by the Society for Human Resources Management (SHRM) found that 92 percent of employees find benefits important to their overall job satisfaction, with nearly a third citing employee benefits as a reason to stay or leave their current positions.

    A PEO can offer startups more cost-effective benefits packages by leveraging the power of group health coverage. Not to mention, PEOs can offer more comprehensive coverage, including supplemental insurance, retirement savings plans, wellness programs, and more.

    Work With a PEO

    Outsourcing your company’s HR responsibilities to a PEO like Group Management Services can save time and money, while allowing you to focus on growing your business. After all, you likely didn’t venture out to become an HR expert.

    GMS offers payroll, human resources, employee benefits, and risk management services to help your startup 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 startup business simpler, safer, and stronger.

  • Americans work the majority of their lives with the hope of one day retiring and enjoying the fruits of their labor. Unfortunately, more and more people have to work well into their golden years without any end in sight. This is especially true for people that work for small businesses for the bulk of their career.

    Image of an employee with no money. Learn about the importance of a 401k and retirment plan for small businesses.

    Retirement Guide

    Small Business Retirement Planning Struggles

    According to a recent Crain’s article, “At companies with fewer than 50 workers, not even half the employees have access to a 401(k) or pension, according to the Bureau of Labor Statistics.” Small business owners are having trouble finding the time and money to create sustainable retirement plans for their employees.

    In a recent Business and Financial Planning Survey by CNBC and the Financial Planning Association, “42 percent of owners polled said that developing a retirement plan and exit strategy was their most pressing financial challenge, and 47 percent of advisors questioned said that only a fifth of their small business clients had any succession plan at all.”

    Recent studies show the huge advantages held by large corporations with economies of scale, in being able to offer affordable plans for a greater employee base. Between finding an affordable plan and a third-party to administer that plan, small business owners are struggling to keep up, which puts them at a disadvantage when it comes to recruiting talent. 

    These issues have led to several states looking into different avenues to help people save for retirement, according to Crain’s. “California, Maryland, Oregon, Illinois, and Connecticut are all setting up portable individual retirement accounts that can follow workers through their careers. Each state is requiring employers either to offer a retirement plan or to sign workers up for state-run, automatic IRAs.”

    Policies are being discussed in hopes of helping small business owners remain competitive in the recruitment of talent, while still giving employees the flexibility of opting not to make contributions to a retirement plan if they choose. 

    Retirement Planning for Small Businesses

    One great option small businesses can explore, is partnering with a Professional Employer Organization like Group Management Services. We have partnered with over 1,000 businesses in outsourcing Payroll, Human Resources, Risk Management, and Benefits like 401(k) plans. Due to the volume of companies we work with, we are able to offer an affordable plan on the same level as large companies. Contact us today to learn more about how we can help your business with retirement plans.

  • If you own a small, five-person company, it might be tempting to think that you don’t need to invest any time or money into human resource functions like a big business. That’s a bad idea.

    Every company needs HR, regardless of size. Just like how you don’t build a house without a proper foundation, a small business – or any business – needs to create a solid human resource foundation to succeed.

    Why Small Companies Can Benefit from HR Management

    A common objection that a Professional Employer Organization (PEO) hears is that an owner thinks that their business is too small to invest money in HR management. Some businesses may have an office manager with HR experience, but it is difficult for one person to match all of the help a PEO can provide.

    Certain HR laws may come into play at different employee milestones, but there are still basic HR processes that need to be in place whether a company has one employee or 100 employees. A PEO can ensure that your business has those processes ready. If there is a workers’ compensation claim, a PEO can handle it. If a former employee files an unemployment claim, a PEO can manage it. No company is truly too small for critical HR functions, and you don’t want to get stuck dealing with HR laws that you never thought could or would affect you.

    Investing in the Future with HR Management

    Another major reason why it’s critical to invest in HR is that your business isn’t going to stay small forever. A five-employee company should eventually want to turn into a 10-employee company, and then a 20-employee company, and so on. 

    A PEO allows you to shift your focus to core business functions rather than HR  processes. This allows you to focus on driving revenue and growing your business instead of payroll management, benefits administration, and other time-consuming tasks. Also, a PEO can do all of this for a set fee, saving you from investing in a full-time HR representative.

    A Small Business HR Partner

    PEOs can be a huge help to businesses, large and small. According to the National Association of Professional Employers Organizations, small business that use 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

    Investing in your business’ HR processes is a big step toward a more successful future. Contact us today to talk to one of our experts about how Group Management Services can build a strong HR foundation for your small business.

  • When you’re a small business owner, your schedule is never empty. Each year contains several important deadlines that you need to follow to keep your business compliant with important laws and regulations involving your company’s finances and employees. Just a single missed date can lead to problems with the IRS or other government agencies.

    Keeping track of all these dates as well as everything else you need to do as a business owner can be difficult. We’ve put together a list of critical dates you need to know to keep your business legally compliant.

    Image of a calendar of 2018 dates for small business owners.

    2018 Tax Due Dates by Entity

    As a business owner, you need to worry about filing more than just your personal taxes. The deadlines for filing 2017 business taxes can differ depending on what type of business you run and if you file by the original deadline or need an extension. A simple misunderstanding about deadlines can leave you with costly penalties, so it’s important to know exactly when your business taxes are due. Here’s a rundown of the filing dates in 2018.

    • Original deadline for S Corporations and partnerships – Thursday, March 15
    • Original deadline for personal taxes and C Corporations – Tuesday, April 17
    • Original deadline for nonprofits, charities, and other exempt organizations – Tuesday, May 15
    • Final deadline for exempt organizations – Wednesday, Aug. 15
    • Final deadline for partnerships and S Corporations – Monday, Sept. 17
    • Final deadline for C Corporations and individuals – Monday, Oct. 15

    Other Important Dates for Small Business Owners

    Tax deadlines aren’t the only important dates that you need to know for your business. Several forms or other documents need to be filled out throughout the year as well. Many of them are also complicated or lengthy, which can make completing them on time difficult if you don’t start early enough or have any assistance. Make sure the following deadlines are on your schedule so that you can finish everything on time.

    File W-2 forms to employees and agencies

    Wednesday, Jan. 31

    You don’t get much of a break after the start of the new year. All W-2 forms need to be completed and provided to employees either by mail or online by the end of Jan. 31. This also applies to any 1099 forms that need to be sent to contractors, vendors, or other professionals who worked for your company during 2017. 

    In addition to W-2’s, W-3, 1099, and 1096 forms need to be filed with the appropriate agencies by this deadline as well. Late filings can lead to $250 fines per form, with even greater fines for inaccurate forms according to the Small Business Chronicle.

    Provide employees with 1095-C form

    Wednesday, Jan. 31

    In addition to W-2 forms, you also need to send 1095-C forms to your employees by this date if you offer health insurance coverage. This document contains details on which coverage was available to your employees and which months the specific employees were eligible for that insurance. 

    File forms 1094-C and 1095-C to IRS

    Tuesday, Feb. 28 (by paper)

    Monday, April 2 (electronically)

    While your employees need to have their personal 1095-C forms by the end of January, you have a little more time before you submit the same information to the IRS. In addition to the 1095-C forms, you’ll also need to provide 1094-C forms, which are sent only to the IRS and serve as a cover sheet for the 1095-C form.

    File employee benefit plans (form 5500 series) to DOL

    Wednesday, July 13

    These forms are used to file your employees’ annual benefit plan information with the Department of Labor (DOL). The DOL uses these forms to make sure that these plans are being operated according to certain standards, making them a key compliance tool that needs to be filed every year.

    Prepare Your Business for 2018

    Knowing all the deadline dates ahead of time is very helpful, but it still doesn’t make your schedule any less busy, especially when it comes to managing compliance concerns and internal functions. Fortunately, a Professional Employer Organization can help you not only save time, but also improve compliance and save costs through human resource outsourcing.

    A PEO can offer you access to a team of experts that can help your business manage any or all your internal HR functions, freeing your time up and strengthening your business in the process. Contact GMS today to talk to one of our experts about what your business needs and how we can help. 

  • The end of a calendar year usually causes business owners to do two things: Review the past year and learn from its successes and failures. They also start looking to the new year and set their expectations of what they want to accomplish. While a Professional Employer Organization (PEO) can’t help you with the former, it can help you tackle the latter.

    Image of a small business owner planning for 2018 HR challenges.

    HR Challenges for 2018

    Employee Benefit News recently published an online article about the 15 biggest HR challenges businesses will face in 2018. [link to https://www.benefitnews.com/slideshow/the-15-biggest-hr-challenges-in-2018]. The good news is that apart from cyber breaches and data security, a PEO can help your business with 14 of them.

    1. Republican administration and federal issues
    2. State and municipal issues
    3. Workforce planning
    4. Cyber breaches and data security
    5. Recruiting
    6. Technology
    7. Workplace violence and active shooter situations
    8. Employee leave
    9. Benefits and the Affordable Care Act
    10. Employee well-being and mental health
    11. Employee handbooks
    12. Drug testing and substance abuse
    13. Diversity and inclusion
    14. Pay equity and salary history bans
    15. Harassment

    Large companies with internal HR departments have the resources to hire people to help them navigate these minefields. How can a small business owner compete with that?

    The simplest way possible is to partner with a PEO.  A PEO works with small business owners to give them the same buying power and infrastructure as a large organization through a co-employment relationship. This relationship allows the PEO to act as a large company with the same buying power as any company with thousands of employees. It also gives small companies certified experts in payroll, taxes, benefits, risk management, and human resources, typically for less than it would cost to hire one of these people.

    Partner with a PEO to Tackle 2018’s HR Challenges

    Now, with the implementation of the federal government’s Certified PEO program, business owners can have even more confidence in the financial stability and liability assumption of a CPEO. If you have questions about how GMS can help you tackle the latest HR issues, contact us today.