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 Los Angeles, California Area
Nashville, Tenn.– September 8, 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 8, 2023

Nashville, Tenn.– September 8, 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 Los Angeles-Long Beach-Anaheim, California job market is competitive in the U.S. West region, employing more than 6.2 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 the Los Angeles, California area 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 the Los Angeles-Long Beach-Anaheim, California area, 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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Compliance & Policy
Minimum Salary Thresholds Increasing For Overtime and Minimum Wage Exemptions
A new rule that was recently proposed by the DOL would increase the minimum salary thresholds above which employees can be exempted from minimum wage and overtime laws. 
September 7, 2023

A new rule that was recently proposed by the Department of Labor would increase the minimum salary thresholds 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 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 (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. 

Some of the adjustments that employers will have to make in response to the proposed changes include:

  • Reclassifying employees who were previously exempt but no longer meet the minimum pay thresholds, which may be a significant administrative burden;
  • Budgeting for overtime pay in consideration of the formerly exempt employees that will now qualify for overtime when they exceed 40 hours in a given week;
  • Making adjustments to scheduling and operational planning in order to minimize the anticipated additional overtime pay expenditures;
  • Training formerly exempt employees on how to track their hours, breaks, and overtime in line with company policy; and 
  • Ensuring that any new protocols and operational plans that are developed in response to the new regulatory environment also comply with any relevant state laws covering minimum wage and overtime issues. 

Even though the proposed rule changes have yet to be formally adopted and enacted, if history is a guide, the new minimum pay thresholds are likely going to be pretty close to the finalized rule. 

Employers that want to stay ahead of the curve may want to begin considering how the new rules will affect the exemption status of their own employee pool in order to start the process of budgeting and adjusting operations now to maintain compliance and ensure the transition is smooth. 

You can read more about this proposed rule change here.

Insurance Broker
How Insurance Professionals and Technologies Are Helping Solve HR Problems
While the challenges that human resources professionals continue to encounter in their rapidly moving industry have been substantial, the technologies being developed to better manage those challenges has kept pace, and both insurers and those they serve can meet those challenges by putting the available tools to use while keeping the focus on transforming their models toward a more customer-oriented approach.
September 6, 2023

To say that human resources departments have been managing some pretty abnormal and challenging situations over the last few years would be a significant understatement at the least.

Between the Great Resignation, navigating retirement waves, orchestrating remote work, adapting to in-flux employee expectations, and implementing quickly evolving technologies, HR departments across the US and around the world have been forced to move at an ever quickening pace in order to keep up with the competition. To meet these new and elevated demands head-on has required human resources teams to possess an increasingly diverse set of skills, including strong interpersonal communicative abilities, an analytical mindset, and conviction to do the job well even in the face of significant change and adversity. 

Beyond the plethora of skills and experience that internal HR professionals bring to their organizations, however, the complexity of modern human resources management often makes it advisable to seek outside assistance in order to better address some of the most common sources of stress among human resources managers in dealing with employee retention and benefits packages. 

To those ends, insurers and their representatives are typically well-positioned to assist their client policyholders with those very stressors that surround retention and benefits efforts. That said, in order to continually stay on top of emerging trends in benefits and eligibility criteria as the market moves faster and faster, insurers must become more proactive than they have been at times in the past when the market was more stable and not prone to changing as quickly. 

For example, insurers that are in-tune with the shifting needs of the market are aware that the insurance sectors covering Group and Voluntary coverage must alter their approach from one that’s product-oriented to one that is more customer-centric. 

Both insurers and their clients must also recognize the changing demographics of policyholders and benefits recipients in order to modify their offerings accordingly and meet the varying needs of the latest generations, who tend to appreciate services that are tightly tailored in line with their personal needs and are driven by value.

It’s no surprise that younger workers have higher expectations when it comes to personalized products and services, which they have become accustomed to as technology has made a greater-degree of personalization possible in many offerings over the course of their lives. Similarly, technology has in many cases enabled a greater degree of variety in many product and service categories, which combined with the relatively limited financial resources of youth has led to many among the younger generations to prioritize value when comparing options.

As a result, keeping up with evolving technologies - especially when those technologies jump to a new summit among the rising developmental plateaus - has become a critical function for insurers and their clients alike in managing the changing expectations of a changing workforce. 

Currently, some of the technologies that are becoming most crucial to insurers and enabling their users to efficiently innovate and improve the experiences and outcomes of their customers include cloud-based data management, cloud-based platform hosting, APIs, microservices, containerization, and of course artificial intelligence systems. Up-to-date and intuitive user-interface functionality is also increasingly important when catering to the more tech-savvy or at least tech-oriented younger population. 

And while insurers would be wise to adopt these technologies in order to improve their business capabilities, and while policyholders would be wise to ensure their insurers are optimizing the customer experience and maximizing efficiency with these kinds of systems, incorporating the technology into operational systems isn’t sufficient without also taking steps to shape company culture, establish employee buy-in, and educate/support customers in order to make the transition as seamless as possible. 

Although the challenges that human resources professionals continue to encounter in their rapidly moving industry have been substantial, the technology that is being developed in order to better manage these challenges has been keeping pace, and both insurers and those they serve can meet those challenges by putting the available tools to use while keeping the focus on transforming their models toward a more customer-oriented approach.

You can read more about this topic here.

Workforce Management
Managing Employees With Caregiving Responsibilities
More than 50 million workers in the US spend a significant portion of their non-working hours as primary caregivers for dependents and family members, which can have substantial impacts on both work life and home life.
September 5, 2023

More than 50 million workers in the US spend a significant portion of their non-working hours serving as primary caregivers for dependents and family members, which can have substantial impacts on both work life and home life and presents an opportunity for employers to offer benefits and services to their employees that can work to everyone’s mutual advantage.

About 1 out of every 6 employees spends approximately 20 hours a week on average taking care of a relative or friend in need of assistance, and it may be worth explicitly noting at the outset that this labor almost always goes unpaid, which can make it all the more difficult to manage work duties and caregiving responsibilities without sacrificing personal well being. 

Further, these numbers are likely to keep rising as ‘the sandwich generation’ - made up of people that are simultaneously shouldering caregiving responsibilities for children and aging parents, and largely composed of women between the ages of 40 and 60 - continues to grow.

In order to best help employees navigate the complexities of balancing their many responsibilities at work and at home, employers would be wise to seek feedback directly from employees themselves to learn more about what kind of assistance would be most useful, which can then inform the subsequent process of implementing changes to benefits package offerings that provide better support to caregivers

One of the most important factors to bear in mind when considering the lived experience that caregiving employees endure is the high rate of burnout. Caregiving itself can be a volatile undertaking with moments of great reward interspersed with moments that require great patience on the part of the caregiver, at which point a little flexibility in work scheduling can make a meaningful improvement in the affected employee’s ability to bounce back and stay focused on their work when executing work-related tasks. 

It’s also a good idea for employers to recognize the guilt and stress that caregivers regularly internalize as they struggle to meet their daily demands, especially given the massive shortages in childcare and senior care which often leave people with no good options at no fault of their own. 

In light of all of these considerations, employers have an opportunity to step in and fill some crucial gaps in employee needs that are currently not being met simply by approaching these situations with understanding and flexibility, and of course by offering practical benefits and perks that can directly assist employees in balancing caregiving, work responsibilities, and mental health. 

Some of the practical benefits for employers to consider incorporating into their offerings that can help address the issues caregiver employees face include broadly applicable options like remote or hybrid-work scheduling, but some offerings are much more specific to servicing caregiving employee needs, like assisting employees with Family Medical Leave Act navigation and optimization, or directing employees through resources such as the AARP’s Employer Caregiving Toolkit or the Caregiver Support Network. 

Employers can also offer services that indirectly assist employees with managing some tangential responsibilities that accompany their caregiving role, including the preparation of legal documents, assigning power of attorney, and with mental health and wellness support. 

As the portion of the workforce that covers these kinds of caregiving responsibilities continues to grow, employer understanding and support when it comes to accommodating caregiving will become increasingly valuable to employers and employees alike.

You can read more about this topic here.

Economy
The Employment Situation for September 2023
The latest economic release from the Bureau of Labor Statistics reports that the U.S. added 187 thousand new jobs last month - matching the initially reported figure from the month prior - while the unemployment rate rose to 3.8%.
September 1, 2023

US employers added 187 thousand jobs last month, which is a small uptick from the adjusted prior month’s payroll additions but largely represents a continuation of the trend of slowing demand for labor that we’ve seen over the past few months.

Meanwhile, the US unemployment rate climbed by three-tenths of a point to 3.8%, reversing a two-month long downward trajectory and ticking back up to a level last seen in February of 2022.

The number of both short-term and long-term unemployed people rose slightly, totaling about 2.9 million in the US, almost half of which are people who lost their jobs or whose temporary work term expired, while about 30% of which are people are reentering the labor market after neither working nor qualifying as unemployed for some period of time prior to beginning their present job search. 

It’s also worth noting that almost 10% of current unemployed workers are new entrants to the job market who have never worked before, whereas people who left their job make up about 13% of the current unemployed population.

Overall, the labor force participation rate, which represents the number of people in the US who either have a job or are seeking one, rose by two-tenths of a point to 62.8%, which is the highest this metric has been since February of 2020 before the first wave of the pandemic hit the US in earnest. 

The healthcare industry saw the largest number of jobs added to their ranks with about 70 thousand new payroll entries nationwide last month, followed by leisure and hospitality at plus 40 thousand. The social assistance and construction industries each added about 25 thousand as well, while the professional and business services industry grew by about 19 thousand jobs. 

Not all industries saw job growth last month, however. Transportation and warehousing jobs fell by about 34 thousand last month while the information industry lost about 14 thousand. Most other industries saw no significant change either way, including the mining industry, oil & natural gas extraction, manufacturing, retail, and government. 

Average pay was up 8 cents last month and has climbed 4.3% over the past 12 months, while the average workweek increased by .1 hour to 34.4 hours per week.

Mployer Advisor’s Take

This is the third month in a row in which fewer than 200 thousand new jobs have been added, which is a streak that hasn’t occurred since the period of explosive job growth that followed the initial Covid crash began.

To be clear, these job figures are still very strong compared to historical averages, but relative to the surge we’ve clocked over the past couple of years, the numbers are apparently normalizing. 

Further, given that the initially reported figures from the last 2 months of employment data were subsequently revised downward by more than 100 thousand jobs collectively, there’s a fair chance that the current figures are a bit inflated from where they will ultimately settle upon further data collection and analysis. 

The big picture continues shaping up to look a lot like the soft landing sought by the Federal Reserve, in which interest rate hikes cool down a hot job market to help dampen inflation without triggering a full scale recession. 

While many economists and forecasters continue to predict some degree of economic downturn within the next 12 months, the predicted downturns have lessened in severity and duration on average, indicating that the soft landing is indeed possibly coming into view. 

While another interest rate hike is certainly not out of the question later this month, at this point a pause in the rate hiking campaign when the Fed Board convenes later this month is becoming increasingly more likely. 

Removed from any pandemic-related context, this latest jobs report might look to an objective observer like a pretty typical if not good, normal jobs report, which is exactly what the Fed and many optimistic economic observers wanted to see. 

Eager for more exclusive content? Check out the Mployer Advisor blog here.

Employee Benefits
Mployer Advisor Announces 2023 Winners of Third Annual ‘Top Employee Benefits Consultant Awards’ in Arizona
Nashville, Tenn.– August 31, 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.
August 31, 2023

Nashville, Tenn.– August 31, 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 Arizona job market is one of the most competitive in the U.S. Western region, employing more than 3.1 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 Arizona 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 Arizona, 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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