The Future of Payroll Starts Now
Thank you for your continued patience—we truly appreciate it.
After years of planning, OMS began preparing in 2025 to transition our entire payroll operation to a new platform. This upgrade is moving hundreds of small businesses from our legacy system, OMSpays, to a more modern, cloud-based solution: OMS HRGeek.
As we work through each transition, our team is focused on supporting every request as efficiently as possible. Because each client’s payroll setup is unique, most accounts require some level of customization and fine-tuning to ensure everything runs exactly as expected. This process involves careful data migration and testing, with final adjustments completed once accounts are live.
If you experience any issues during your migration, please know that our team is committed to resolving them quickly. Your business is important to us, and we’re here to ensure a smooth transition.
Our goal with this upgrade is to enhance the value you receive from OMS by providing expanded capabilities, improved speed, and the optional self-service model for those who want to run their own payroll.
Here are some of the new features planned for late 2026 / early 2027:
Integrated Add-On Features:
- Applicant Tracking
- Performance Management: reviews, development planning & tracking
- Expense Management: in-app receipt scanning
Included Features at No Additional Cost:
- Equifax, The Work Number: automated income & employment verification service
- Early Wage Access (employee-paid fee)
Please keep a lookout for emails from alerts@myhrgeek.com before, during, and after your migration. These system-generated messages will include important updates and information.
Thank you again for your patience—we’re excited to bring you what’s next.
New Platform FAQ's & Tutorials
Compliance Update
Q1 Check-in: State Employee Leave Law Developments
Employers operating in the states mentioned in this article should become familiar with any employee leave changes or new leave rights that apply to them or their employees. Employers should ensure that any necessary updates to their policies or procedures related to these changes are made in a timely manner. Supervisors and managers should also be made aware of changes to ensure compliance.
Legal Update
DOL Issues Proposed Rule Revising Prevailing Wage Methodology for H-1B, PERM Visa Programs
The U.S. Department of Labor’s (DOL) published a proposed rule to change how prevailing wages are calculated for employers seeking to hire foreign workers under H-1B, H-1B1 and E-3 visa programs and permanent labor certification under the Permanent Labor Certification (PERM) programs for EB-2 and EB-3 employment-based visa programs. The 60-day comment period for the DOL’s proposed rules ends on May 26, 2026.
The DOL’s proposed rule would significantly increase the minimum wages employers must pay across all four prevailing wage levels. Employers should monitor for updates on the proposed rule.
Monthly Engagement Calendar
Each month, we’ll spotlight a few easy, optional ways to connect, spark conversation, and add a little fun to the workday. Join in whenever it works for you.
May 1st – National Say Something Nice Day
(A few kind words can go a long way.)
Engagement ideas:
- Shout-out someone and share one thing you appreciate about how they work.
- What’s the best piece of feedback you’ve ever received?
May 11th – Eat What You Want Day
(No rules, just favorites.)
Engagement ideas:
- Poll: Sweet treat or savory snack? What’s your ultimate comfort food?
- What’s one food you could eat every week and not get tired of?
May 15th – Natl Chocolate Chip Day
(Simple treat, strong preferences.)
Engagement ideas:
- Poll: Chewy or crispy cookies? Best paring: Milk, coffee, or something else?
- A little sweetness to break up the day: bring in a batch to share with the team.
May 30th – Natl Creativity Day
(Everyone has a creative side.)
Engagement ideas:
- What is one creative outlet you enjoy or want to try? Discuss some things that the team could do together.
- What hobby would you start if time wasn’t a factor?