Economy
The Employment Situation for October 2024
The latest economic release from the Bureau of Labor Statistics reports that the U.S. added an impressive 254 thousand new jobs last month, while the unemployment rate fell slightly to 4.1%.
October 7, 2024

Editor's Note: This report is based on survey data from September 2024 that was published in October 2024. This is the most recent data available. (Source: Bureau of Labor Statistics)

The unemployment rate fell one-tenth of a point for a second straight month, dropping from about 4.2% to 4.1% after inching up for the 5 consecutive prior months.

The payroll figures were even more impressive, with over 250 thousand new jobs added through September, beating estimates of 150 thousand jobs by nearly 70%. 

The number of unemployed people essentially held steady at about 6.8 million which is up approximately half a million people from where it was 12 months ago when the unemployment rate was 3.8%.

Interestingly, the number of people who were jobless for less than 5 weeks fell by more than 10% down to 2.1 million, while the number of long-term unemployed was essentially unchanged at 1.6 million, which is up slightly from 1.3 million at this time last year. 

The food services and drinking establishment industries were responsible for the largest portion of the 254 thousand jobs that were added last month, netting almost 70 thousand additional workers over the course of September, which is almost 5 times the monthly hiring rate that food services and drinking establishments have averaged over the last 12 months.

The healthcare industry added the next most net jobs  last month at 45 thousand, although that figure represents underperformance relative to the 57 thousand jobs that the healthcare industry has been averaging for the past year. 

Government payrolls increased by about 31 thousand jobs, while the social assistance and construction industries each saw their ranks grow by about 26 thousand. 

No industries saw a significant decrease in jobs throughout September while the remainder of industries including natural resource extraction, manufacturing, wholesale, retail, information, transportation & warehousing, finance, and business/professional/other services all remained essentially unchanged.

Average hourly pay spiked by 13 cents last month, jumping to $35.36 per hour and representing a 0.4% increase over the month before. Average hourly pay has increased by 4% over the last year, which is two-tenths of a point higher than it was in last month’s report.

The average workweek, on the other hand, increased by another tenth of an hour down to 34.2 hours per week.

Mployer’s Take

Just over 2 weeks ago, the Federal Reserve announced the long-awaited 50 basis point (or half percent) cut in the benchmark interest rate, which is the first rate cut since 2020.

With those rates still around 5% however, another rate cut before the year ends remains possible at this point - especially in light of inflation in consumer prices hovering at 2.5%, just over the Fed’s long-stated target of 2% - but the strength of this of this jobs report has probably reduced the chances of another rate cut in the next few months.

From an economic perspective, it is hard to find much to complain about in this data, and the long-sought soft landing that the Fed has been aiming for appears to be coming to fruition.

Looking at the political perspective given the upcoming election, the strength of this report would certainly be welcome news by any incumbent candidate who can fairly claim some credit, and that may be increasingly true the closer we get to Voting Day.

As it turns out, however, this particular jobs report won’t be the last to arrive in advance of the election, as the November report covering October’s data will come out on November 1st this year, which happens to be the last Friday before ballots are cast on Tuesday, November 5th. 

The strength of this jobs report is undeniable, but the contents of next month’s report may ultimately be significantly more influential. 

Check out the Mployer blog here.

Employee Benefits
Mployer Advisor Announces 2023 Winners of Third Annual ‘Top Employee Benefits Consultant Awards’ in Dallas and Fort Worth
Nashville, Tenn.– October 5, 2023 – Mployer Advisor, the leading independent platform for employers to research, review, and evaluate insurance brokers has named over 500 winners across more than 50 regions as part of its third annual “Top Employee Benefits Consultant Awards” for 2023. Mployer Advisor’s Top Employee Benefits Consultant Award Program evaluates brokers based on breadth and depth of experience across employer industries, sizes, insurance products, and employer reviews.
October 5, 2023

Nashville, Tenn.– October 5, 2023 – Mployer Advisor, the leading independent platform for employers to research, review, and evaluate insurance brokers has named over 500 winners across more than 50 regions as part of its third annual “Top Employee Benefits Consultant Awards” for 2023. Mployer Advisor’s Top Employee Benefits Consultant Award Program evaluates brokers based on breadth and depth of experience across employer industries, sizes, insurance products, and employer reviews. We recognize esteemed brokers that demonstrate market-leading competencies and a proven track record of success among employers, insurance providers, and peers.

Our team is proud to recognize this group of 2023 top-rated insurance advisors as part of our third annual Top Employee Benefits Consultant Awards,” said Brian Freeman, the Founder and CEO of Mployer Advisor. “Employer-sponsored healthcare and benefits cover over 150M Americans. Who an employer selects as their benefits advisor has more impact on employee cost and satisfaction with their healthcare than who an employer chooses as the insurance carrier. We have rated these brokerages utilizing sophisticated, industry-first algorithms, and we applaud the winners’ demonstrated commitment to service, quality, and positive employer feedback.”

Mployer Advisor determined the winners of the third annual “Top Employee Benefits Consultant Award” by analyzing each brokerage based on historical data, online reviews, their M Score rating, and demonstrated business experience.

The Dallas and Fort Worth, Texas job markets are competitive in the U.S. Southwest region, employing over 4.2 million people. Offering competitive employee benefits is a critical factor in hiring top talent for the region’s employers. Finding and partnering with a highly rated insurance consultant is imperative to retaining talent in any market.    

The recipients of the 2023 “Top Employee Benefits Consultant Awards” for Dallas and Fort Worth, Texas are as follows:  

The above winners are a snapshot of Mployer Advisor’s matrices and proprietary M Score on June 15, 2023. To view a full list of consultants in Dallas and Fort Worth, Texas, visit MployerAdvisor.com.  

About Mployer Advisor:  

Mployer Advisor is changing the way employers search, evaluate, and select insurance advisors. The intuitive platform connects employers and employees to great benefits and insurance plans by providing employers with actionable data to easily evaluate and select the best advisor for a company’s specific needs. Most brokerages have a profile on Mployer Advisor, which provides independent ratings of insurance advisors to support employers. Insurance brokers cannot pay to influence their Mployer Advisor rating. Only highly rated brokerages are allowed to advertise on the platform. To learn more about Mployer Advisor, visit https://mployeradvisor.com and follow us on LinkedIn.  

Disclaimer: Rankings are dynamic, and this report may not reflect the rankings currently listed on Mployer Advisor’s website. Because Mployer Advisor’s research is ongoing, interested companies that want to join next year’s list are encouraged to claim their free profile on Mployer Advisor.

Media Contact:  

Anthony Waters

Anthony.waters@mployeradvisor.com

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Employee Benefits
Mployer Advisor Announces 2023 Winners of Third Annual ‘Top Employee Benefits Consultant Awards’ in the Houston, Texas Area
Nashville, Tenn.– October 5, 2023 – Mployer Advisor, the leading independent platform for employers to research, review, and evaluate insurance brokers has named over 500 winners across more than 50 regions as part of its third annual “Top Employee Benefits Consultant Awards” for 2023. Mployer Advisor’s Top Employee Benefits Consultant Award Program evaluates brokers based on breadth and depth of experience across employer industries, sizes, insurance products, and employer reviews.
October 5, 2023

Nashville, Tenn.– October 5, 2023 – Mployer Advisor, the leading independent platform for employers to research, review, and evaluate insurance brokers has named over 500 winners across more than 50 regions as part of its third annual “Top Employee Benefits Consultant Awards” for 2023. Mployer Advisor’s Top Employee Benefits Consultant Award Program evaluates brokers based on breadth and depth of experience across employer industries, sizes, insurance products, and employer reviews. We recognize esteemed brokers that demonstrate market-leading competencies and a proven track record of success among employers, insurance providers, and peers.

Our team is proud to recognize this group of 2023 top-rated insurance advisors as part of our third annual Top Employee Benefits Consultant Awards,” said Brian Freeman, the Founder and CEO of Mployer Advisor. “Employer-sponsored healthcare and benefits cover over 150M Americans. Who an employer selects as their benefits advisor has more impact on employee cost and satisfaction with their healthcare than who an employer chooses as the insurance carrier. We have rated these brokerages utilizing sophisticated, industry-first algorithms, and we applaud the winners’ demonstrated commitment to service, quality, and positive employer feedback.”

Mployer Advisor determined the winners of the third annual “Top Employee Benefits Consultant Award” by analyzing each brokerage based on historical data, online reviews, their M Score rating, and demonstrated business experience.

The Houston, Texas Area job markets are competitive in the U.S. Southwest, employing more than 3.4 million people. Offering competitive employee benefits is a critical factor in hiring top talent for the region’s employers. Finding and partnering with a highly rated insurance consultant is imperative to retaining talent in any market.    

The recipients of the 2023 “Top Employee Benefits Consultant Awards” for Houston, Texas are as follows:  

 


The above winners are a snapshot of Mployer Advisor’s matrices and proprietary M Score on June 15, 2023. To view a full list of consultants in Houston, visit MployerAdvisor.com.  

About Mployer Advisor:  

Mployer Advisor is changing the way employers search, evaluate, and select insurance advisors. The intuitive platform connects employers and employees to great benefits and insurance plans by providing employers with actionable data to easily evaluate and select the best advisor for a company’s specific needs. Most brokerages have a profile on Mployer Advisor, which provides independent ratings of insurance advisors to support employers. Insurance brokers cannot pay to influence their Mployer Advisor rating. Only highly rated brokerages are allowed to advertise on the platform. To learn more about Mployer Advisor, visit https://mployeradvisor.com and follow us on LinkedIn.  

Disclaimer: Rankings are dynamic, and this report may not reflect the rankings currently listed on Mployer Advisor’s website. Because Mployer Advisor’s research is ongoing, interested companies that want to join next year’s list are encouraged to claim their free profile on Mployer Advisor.

Media Contact:  

Anthony Waters  

Anthonywaters@mployeradvisor.com

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Insurance Broker
People Don’t Want AI Insurance Agents - But Might Get Them Anyway
The vast majority of US consumers are not particularly enthusiastic about the idea of artificial intelligence insurance agents.
October 3, 2023

According to one recent survey from online insurance agency Getsure, the vast majority of US consumers are not particularly enthusiastic about the idea of artificial intelligence insurance agents. 

Of the 1,000 Americans that were polled, only 3 in 10 claimed to be comfortable enough with the prospect of interacting and conducting business with AI agents in order to do so.

The survey also indicates that the distaste for AI agents is not only widespread, but also fairly entrenched, with more than half of all survey respondents (55%) stating that they would still prefer not to work with an AI agent even if doing so led to a substantial rate discount or other perk. 

When asked about the source of their reluctance to interact with AI capable of serving as an insurance agent, the most common concern which was cited by nearly 1 out of 3 respondents was uncertainty about whether or not the artificial intelligence would provide accurate information or make the appropriate recommendations to best serve the client’s needs. 

In some sense, despite the overwhelming sentiment in opposition to AI agents, proponents of AI in this capacity might welcome the fact that accuracy is the leading concern as good news for their cause. People are often initially averse to change, and as the technology improves and as evidence of its effectiveness and accuracy potentially accumulates, these causes of wariness may become largely assuaged. 

The next most common concern among respondents about the prospect of AI insurance agents also seems likely to improve over time. While 27% of respondents claim they don’t want to work with artificial intelligence insurance agents because it is taking the job of a human, if self-checkout kiosks and gas pumps are any precedent, these protests may be relatively short-lived as the technology improves, as well.

Concerns about data privacy and bias-perpetuating software were also highlighted by 22% and 13% of respondents, respectively, but these issues seem similarly related to a lack of familiarity and may very well recede as people become more exposed to and comfortable with AI in general, outside the insurance agent context. 

In sum, even though the vast majority of people may not claim to be ready for artificial intelligence insurance agents, if AI development continues anywhere near the pace that it has recently, AI agents will probably see some additional development, trials, and testing at the very least, and likely sooner rather than later.

In order to maximize the contrast in offerings from what the AI is capable of providing, insurance agents can get ahead of the curve now by leaning into personal service, harnessing soft-skills, and prioritizing a one-on-one approach that can really accentuate the value proposition and differentiate from the artificial intelligence approximation of an agent. 

You can read more about this topic here.

Compliance & Policy
Legal/Compliance Roundup - September 2023
Each month, Mployer Advisor collects and presents some of the most relevant and most pressing recent changes in law, compliance, and policy in areas related to employee benefits, health care, and human resources. 
September 30, 2023

Each month, Mployer Advisor collects and presents some of the most relevant and most pressing recent changes in law, compliance, and policy in areas related to employee benefits, health care, and human resources. 

2022 EEO-1 Submissions Open October 31st, 2023

Beginning on October 31st, data collection will open for 2022 EEO-1 Component 1 filings.

These reports are part of a mandatory annual data collection process which legally requires all employers with at least 100 employees and federal contractors with at least 50 employees to provide certain information about their employees to the Equal Employment Opportunity Commission, including employee demographics and job categories. 

When data collection opens, the Filer Support Message Center, which is a help desk that provides support and assistance to help people submit filings online, will open as well.

The deadline for 2022 EEO-1 Component 1 filings is December 5th, 2023.

Updated versions of the 2022 EEO-1 Component 1 Data File Upload Specifications are available here. You can find an updated version of the 2022 Component 1 Instruction Booklet here, as well.

You can find the EEO-1 data collection website here

ACA Affordability Threshold Lowered In 2024

According to the Employer’s Shared Responsibility provision of the Affordable Care Act, employers that have an average of at least 50 full-time or full-time equivalent employees must offer those employees and their children health care coverage that is considered affordable. 

Currently, as of plan year 2023, the threshold for coverage that qualifies as affordable is set at coverage that requires a maximum employee contribution equivalent to no more than 9.12% of the employee’s income. As of plan year 2024, however, that income-to-affordability threshold will be decreased to 8.39%.

You can read more about the Employer Shared Responsibility Provision here.

Minimum Salary Thresholds Increasing For Overtime and Minimum Wage Exemptions

A new rule proposed by the Department of Labor would increase the minimum salary threshold above which employees can be exempted from minimum wage and overtime laws. 

Current EAP exemptions, for example, allow for executive, administrative, and professional employees who earn $684 dollars per week ($35,568 per year) or more to be exempted from minimum wage and overtime regulations, but the proposed change would increase that weekly pay minimum to $1,059 per week or $55,068 per year.

The new rule also proposes raising the minimum salary for employees to qualify for the highly compensated employee, or HCE, exemption as well. Currently, for employees to be exempted from minimum wage and overtime requirements as a result of their high level of compensation, they must be paid a minimum of $107,432 per year, but under the intended rule changes, that threshold will be raised by more than a third to $143,988 per year. 

Further, the new rule as proposed will also automatically increase these pay thresholds for EAP and HCE exemptions every three years to ensure the minimum pay scales stay relevant in light of evolving market conditions. 

Before the new regulations could take effect, there must first be a 60-day period during which the public, stakeholders, and otherwise interested parties can provide commentary on the proposal. Department of Labor officials will then review those comments and potentially revise the new rule in its current form before finalizing it. 

Following the 60-day comment period, it’s likely that the rule wouldn’t go into effect for at least another 60-days, so the earliest that the new rule will go live is probably at least 4 months out still. That said, the potential for legal action when new rules are announced is significant, so delays in the implementation of these new regulatory thresholds beyond the standard predicted timeline are a real possibility. 

You can read more about this proposed rule change here

Workforce Management
Top 10 Succession Planning Tips
Having a clearly documented plan of succession in place that has been effectively communicated internally throughout the organization is an important step toward ensuring the continued longevity and prosperity of your business and employees.
September 29, 2023

Having a clearly documented plan of succession in place is an important step toward ensuring the continued longevity and prosperity of both your company and its employees.

Recently, an executive with the Kansas City Business Journal hosted a roundtable discussion with business leaders from a variety of industries in order to discuss modern succession planning strategies and related issues, which we have distilled, summarized, and/or expanded upon in the following list of succession planning tips:

  • Start the Process Early: Succession planning is best done well before it is necessary - ideally 5 to 10 years in advance of major personnel/leadership moves;
  • Consider Multiple Succession Plans: Thinking through some of the potential alternative paths in advance - whether roles are passed down internally, externally, or absorbed by committee, for example - can help clarify some of the relative costs and benefits associated with each succession option;
  • Constantly Nurture Leadership: In order to have viable internal candidates in the first place for a given leadership position, organizations must always be developing talent from the ground up through a variety of means including mentoring programs and regular check-ins with employees to help identify and achieve goals mutual;
  • Assess The Role Holistically: Take stock of all the various, nuanced functions required of the departing leader in the execution of their job, distinguishing between technical skills, professional relationships, and managerial functions;
  • Bring-in Trusted Advisors: For those preparing to transition away from their leadership role, while it is certainly important to involve business advisors like tax specialists and accountants to facilitate the process, it is also advisable to loop in both trusted management personnel and friends/family members to ensure the transition is as smooth as possible;
  • Transition Gradually: Many of the practical aspects of succession planning like the offloading of responsibilities among various colleagues or successors are best done over time and piecemeal - responsibility doesn’t need to change hands all at once;
  • Consider Timing: When and how a company leader departs from their position can have significant ripple effects both inside and outside the company that should be taken into account;
  • Consider Culture: Even when successors are capable of technically executing the job well, the culture of the workplace will undoubtedly be reshaped - whether subtly or dramatically - in ways that can have meaningful impacts on both employees and operations and should not be neglected in the succession planning process;
  • Communicate Clearly: While some information needs to be closely held among relevant stakeholders and decision-makers early in the succession planning process, the goal should be to make communications about succession plans as transparent as possible as soon as possible when final plans have been formalized, and
  • Consider Outside Consultant Help: Very few people have more experience with succession planning than external advisors who specialize in these matters, which can be a very beneficial wealth of experience in which to tap. 

You can read more about this topic here.

Employee Benefits
Mployer Advisor Announces 2023 Winners of Third Annual ‘Top Employee Benefits Consultant Awards’ in Oregon
Nashville, Tenn.– September 28, 2023 – Mployer Advisor, the leading independent platform for employers to research, review, and evaluate insurance brokers has named over 500 winners across more than 50 regions as part of its third annual “Top Employee Benefits Consultant Awards” for 2023. Mployer Advisor’s Top Employee Benefits Consultant Award Program evaluates brokers based on breadth and depth of experience across employer industries, sizes, insurance products, and employer reviews.
September 28, 2023

Nashville, Tenn.– September 28, 2023 – Mployer Advisor, the leading independent platform for employers to research, review, and evaluate insurance brokers has named over 500 winners across more than 50 regions as part of its third annual “Top Employee Benefits Consultant Awards” for 2023. Mployer Advisor’s Top Employee Benefits Consultant Award Program evaluates brokers based on breadth and depth of experience across employer industries, sizes, insurance products, and employer reviews. We recognize esteemed brokers that demonstrate market-leading competencies and a proven track record of success among employers, insurance providers, and peers.

Our team is proud to recognize this group of 2023 top-rated insurance advisors as part of our third annual Top Employee Benefits Consultant Awards,” said Brian Freeman, the Founder and CEO of Mployer Advisor. “Employer-sponsored healthcare and benefits cover over 150M Americans. Who an employer selects as their benefits advisor has more impact on employee cost and satisfaction with their healthcare than who an employer chooses as the insurance carrier. We have rated these brokerages utilizing sophisticated, industry-first algorithms, and we applaud the winners’ demonstrated commitment to service, quality, and positive employer feedback.”

Mployer Advisor determined the winners of the third annual “Top Employee Benefits Consultant Award” by analyzing each brokerage based on historical data, online reviews, their M Score rating, and demonstrated business experience.

The Oregon job markets are competitive in the U.S. West region, employing close to 2 million people. Offering competitive employee benefits is a critical factor in hiring top talent for the region’s employers. Finding and partnering with a highly rated insurance consultant is imperative to retaining talent in any market.  

 

The recipients of the 2023 “Top Employee Benefits Consultant Awards” for Oregon are as follows:  

 

The above winners are a snapshot of Mployer Advisor’s matrices and proprietary M Score on June 15, 2023. To view a full list of consultants in Oregon, visit MployerAdvisor.com.  

About Mployer Advisor:  

Mployer Advisor is changing the way employers search, evaluate, and select insurance advisors. The intuitive platform connects employers and employees to great benefits and insurance plans by providing employers with actionable data to easily evaluate and select the best advisor for a company’s specific needs. Most brokerages have a profile on Mployer Advisor, which provides independent ratings of insurance advisors to support employers. Insurance brokers cannot pay to influence their Mployer Advisor rating. Only highly rated brokerages are allowed to advertise on the platform. To learn more about Mployer Advisor, visit https://mployeradvisor.com and follow us on LinkedIn.  

Disclaimer: Rankings are dynamic, and this report may not reflect the rankings currently listed on Mployer Advisor’s website. Because Mployer Advisor’s research is ongoing, interested companies that want to join next year’s list are encouraged to claim their free profile on Mployer Advisor.

Media Contact:  

Anthony Waters

Anthony.waters@mployeradvisor.com

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