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.

Retirement Planning
The Importance of a 401(k) Advisor: Maximizing Retirement Success
A 401(k) plan is a popular retirement savings resource that allows employees to set aside a portion of their pre-tax income for future use. While participating in a 401(k) plan is beneficial, having a 401(k) advisor can significantly enhance the effectiveness and success of the plan.
August 7, 2023

When evaluating benefits to provide for their employees, employers may consider implementing a 401(k) plan. There is a multitude of options to choose from when creating a plan which may seem like a daunting task, but partnering with good 401(k) plan advisors can serve to guide employers in making the right decisions for their plans and employees.  

A traditional 401(k) plan is a popular retirement savings resource that allows employees to set aside a portion of their pre-tax income for investing toward their future goals. There are also Roth 401(k) options that an employer may choose which invest after-tax funds, but they have tighter participation restrictions and are not as widely used as the traditional plans are.

While participating in a 401(k) plan is beneficial, having a 401(k) advisor to aid employers in making the right decisions from the start can significantly enhance the effectiveness and success of the plan.

This article will explore the importance of a 401(k) plan advisor by discussing what the best advisors will offer to an employer and their plan participants.

Below we will cover:

  • What a 401(k) plan entails
  • The role of a financial advisor in managing a 401(k) plan
  • The benefits of having a financial advisor
  • The necessity of their involvement
  • Potential downsides
  • How 401(k) advisors are compensated 

What is a Traditional 401(k) Plan? 

A traditional 401(k) plan is an employer-sponsored retirement savings plan that allows employees to invest an elected portion of their paycheck before taxes are taken out. Employees may also receive tax benefits for participating in their company’s 401(k) plan, if they meet all of the requirements to do so (and claim the participation on their taxes, of course).  

These pre-tax 401(k) contributions are invested in a selection of investment options, such as mutual funds or Exchange-Traded Funds (ETFs), with the goal of growing the funds over time. The contributions and earnings within the plan are tax-deferred until withdrawn during retirement, which allows the investments to grow at a faster rate over time than they would if the taxes were taken out beforehand.  

What Does a Financial Advisor Do for a 401(k) Plan? 

A financial advisor plays a crucial role in both creating and managing a 401(k) plan. They provide education, guidance, and support to employers and employees in various areas, including: 

  • Plan Design: Financial advisors assist employers in designing a 401(k) plan that aligns with their company's goals and employee needs. They consider factors such as contribution limits, matching contributions, and investment options to create a plan that maximizes employee participation, engagement, and outcomes. 
  • Investment Selection: Advisors help employers choose a diverse lineup of investment options within the plan. They evaluate different asset classes, risk levels, and historical performance to provide employees with suitable choices that align with their risk tolerance and investment objectives. 
  • Employee Education: Financial advisors play a vital role in educating employees about the benefits of participating in a 401(k) plan and the importance of saving for retirement. The right 401(k) advisor will conduct workshops, provide educational materials, and offer one-on-one consultations to help employees make informed decisions about their investments. 

How Can a Financial Advisor Be an Asset to Your 401(k) Plan?

The right financial advisor can be a positive asset to your company 401(k) plan through their: 

  • Expertise and Experience: A financial advisor has specialized knowledge and experience in retirement planning. They stay up-to-date on market trends, investment strategies, and changing regulations, enabling them to provide valuable insights and make informed recommendations for optimizing your 401(k) plan. 
  • Investment Guidance: Advisors help employees make informed investment decisions within their 401(k) plan. They can offer personalized advice that is tailored to individual goals, risk tolerance, and time horizon, helping employees build diversified portfolios and potentially maximize their returns. 
  • Behavioral Finance Support: Financial advisors understand the role emotions play in investment decision-making. They can help employees navigate market volatility, prevent impulsive decisions, and maintain a long-term focus on their retirement goals. 

Is it Necessary to Have a Financial Advisor? 

While it is not mandatory to have a financial advisor for a 401(k) plan, their expertise can greatly benefit both employers and employees. The complexity of investment options, regulatory compliance, and changing market conditions make it challenging for employers to effectively manage their 401(k) plans on their own.

A financial advisor brings knowledge, experience, and an objective perspective that can help optimize the plan and improve retirement outcomes. 

Are There Any Negatives to Having a Financial Advisor? 

While financial advisors provide valuable services, it's essential to also consider the potential drawbacks: 

  • Costs: Hiring a financial advisor involves fees or commissions, which can vary depending on the advisor and the services provided. It's crucial to understand their fee structure and ensure that the services provided are worth the cost. 
  • Conflicts of Interest: Some financial advisors may have conflicts of interest if they receive commissions or other incentives from investment products. It's important to work with a fiduciary advisor who is legally obligated to act in the best interest of the plan participants.

How 401(k) Advisors Get Paid 

Financial advisors can be compensated through various methods, including commissions, asset-based fees, or flat/hourly fees. Let's explore some common compensation models: 

  • Commissions: Some advisors receive commissions when employees invest in specific products within the 401(k) plan. These commissions can be upfront or back-end loads, paid directly by the investment company. 
  • Trail Commissions: Advisors may receive ongoing trail commissions as long as participants remain invested in specific investment products. These commissions are typically a percentage of the amount of assets that stay within those products. 
  • Asset-Based Model: Advisors may charge a percentage of the total assets within the 401(k) plan as their fee (Assets Under Management or AUM). This model aligns their compensation with the plan's growth and incentivizes them to help maximize investment returns. 
  • Flat/Hourly Fee Model: Advisors may charge a flat fee or an hourly rate for their services, regardless of the plan's assets or investment choices. This fee structure provides transparency and may be more suitable for certain plan sizes or situations. 

Negotiating to Reduce or Eliminate Asset-Based Fees 

To reduce or eliminate asset-based fees, employers can negotiate with advisors to explore alternative fee structures, such as flat or hourly fees. Additionally, conducting regular fee benchmarking to compare costs across different advisors and services can help ensure that fees remain fair and competitive. 

The Bottom Line 

There are a lot of decisions to be made when creating and implementing a 401(k) plan, and having the right guidance can ensure the best decisions are made for your company. A 401(k) advisor can provide that guidance and plays a crucial role in maximizing the effectiveness and success of a 401(k) plan. Their expertise and experience can help you to design a well-structured plan and assist employees in making informed investment decisions.

While it is not mandatory to have a financial advisor, their services can be highly beneficial and are often worth the cost. It's important to consider those costs, potential conflicts of interest, compensation models, and experience when selecting a financial advisor to ensure that the benefits outweigh the associated expenses. 

Creating a 401(k) plan should be considered a long-term benefit that you are providing for your employees. When companies need a service that is outside of their experience or expertise, they will often partner with another person or company that has that expertise. A 401(k) plan should be viewed through the same lens. As with any business partnership, you want to ensure that you align with the right 401(k) plan advisor for your company’s unique needs.

Retirement Planning
Understanding the Role of a 401(k) Fiduciary: Safeguarding Retirement Assets 
A properly run 401(k) plan can be a great benefit to both employers and employees. There are many rules and regulations in place to ensure that plans are set up to work in the best interest of plan participants, but whose job is it to make sure that a plan is doing so?
August 7, 2023

A properly run 401(k) plan can be a great benefit to both employers and employees. There are many rules and regulations in place to ensure that plans are set up to work in the best interest of plan participants, but whose job is it to make sure that a plan is doing so? This duty falls to the retirement plan fiduciary, an individual tasked to make decisions in accordance with the best interests of those who invest in the plan.

This article will explain what it means to be a 401(k) fiduciary by discussing the following:

  • Their duties
  • Investment and administration-related responsibilities
  • The importance (and requirement) of having a fiduciary for your 401(k) plan
  • Ways to research your current plan fiduciary
  • Selecting a 401(k)-service provider
  • The significance of reasonable expenses
  • Depositing employee contributions appropriately 

What Does a 401(k) Fiduciary Do? 

A 401(k) fiduciary is an individual or entity entrusted with managing the employer-sponsored retirement plan and making decisions in the best interest of the plan participants. Their responsibilities primarily revolve around two key areas: 

  • Investment-Related Responsibilities: Fiduciaries are responsible for selecting and monitoring the plan's investment options. They must prudently evaluate investment choices, diversify assets, and ensure that the options offered align with the participants' best interests. Fiduciaries should regularly review the investment lineup to maintain its quality and appropriateness. 
  • Administration-Related Responsibilities: Fiduciaries are responsible for the overall administration and operation of the 401(k) plan. This includes ensuring compliance with legal and regulatory requirements, providing timely and accurate participant disclosures, maintaining proper records, and overseeing the selection and monitoring of service providers. 

Does Your 401(k) Plan Have a Fiduciary? 

Every 401(k) plan must have at least one fiduciary appointed. This fiduciary could be the plan sponsor, a company executive, or a designated committee responsible for overseeing the plan's operations and making decisions in the best interest of the participants.

This fiduciary must be free of conflicts of interest so that their decisions are not clouded by outside influences such as potential commissions. It is the fiduciary’s job to ensure the decisions made and actions taken in the plan align with the best interests of its participants.

How Can I Find Out About My Current 401(k) Plan Fiduciary? 

To determine who the fiduciary is for your 401(k) plan, you can review the plan's Summary Plan Description (SPD) or other plan documents. These documents should outline the roles and responsibilities of the fiduciary and provide contact information should you have any questions for them. If you are unsure or cannot locate this information, you can reach out to your employer's human resources department for clarification. 

How Can I Select a 401(k) Service Provider? 

When selecting a 401(k)-service provider, it is essential to consider their fiduciary status and competence. Look for providers who acknowledge their fiduciary duty and are committed to acting in the best interest of plan participants.

Ask potential providers about their experience, expertise, and their ability to provide the necessary services for your plan's needs. Consider seeking recommendations from their clients or other outside sources, reviewing their credentials, and assessing their track record in managing other 401(k) plans.

Only Paying Reasonable Expenses from Plan Assets 

As a fiduciary, it is crucial to ensure that the expenses associated with the administration and operation of the 401(k) plan are reasonable. This includes fees charged by service providers, such as record keepers and investment managers.

Fiduciaries have a duty to carefully evaluate these costs, negotiate fees when possible, and select providers that offer competitive and transparent pricing structures. Regularly reviewing and benchmarking fees against industry standards helps ensure that participants are not burdened with excessive costs that erode their retirement savings. 

What You Need to Know About Depositing Employee Contributions 

One of the fiduciary's critical responsibilities is to ensure that employee contributions are promptly deposited into the 401(k) plan. Regulations require contributions to be deposited in a timely manner, typically within a few business days of the payroll date.

Failing to deposit contributions on time can result in penalties and legal consequences. As a fiduciary, it is essential to establish and maintain proper procedures to ensure the timely and accurate depositing of employee contributions. 

The Bottom Line 

The world of finance can often seem murky and confusing to members of the general public who do not work within finance. Retirement plans, such as the 401(k) plan, can offer great benefits to employees who use them, and as a result, safeguards have been put into place to protect those who do participate. One of those safeguards is the retirement plan fiduciary, whose job is to look out for the best interests of the plan participants.

A 401(k) fiduciary plays a vital role in managing and safeguarding retirement assets. They have important investment and administration-related responsibilities, ensuring the selection of appropriate investment options, compliance with legal requirements, and prudent plan administration.

It is crucial for employers and plan participants to understand who the fiduciary is for their 401(k) plan and to evaluate their competence. Selecting a qualified service provider, paying reasonable expenses, and adhering to depositing requirements are all essential aspects of fulfilling fiduciary responsibilities.

By having a diligent and responsible fiduciary, employers can stay within regulatory guidelines while also providing their employees with a 401(k) plan that is designed to help them achieve their retirement goals. 

Retirement Planning
As an Employer, How Often Should I Review My 401(k) Advisor? 
Adding the benefit of a 401(k) plan for your employees can do wonders for morale and retention, but simply setting up a plan isn’t all that is required. The landscape of retirement planning and investment options is constantly evolving, making it crucial to stay informed and ensure that your 401(k) plan is optimized.
August 7, 2023

Adding the benefit of a 401(k) plan for your employees can do wonders for morale and retention, but simply setting up a plan isn’t all that is required. The landscape of retirement planning and investment options is constantly evolving, making it crucial to stay informed and ensure that your 401(k) plan is optimized. To be assured that the plan and 401(k) plan advisor are providing the best possible outcomes for participants, employers should routinely conduct a 401(k) plan review.

Regularly reviewing your 401(k) advisor’s diligence is essential for the success of your retirement plan and the financial well-being of your employees. This article will explore the importance of annually reviewing 401(k) advisors, focusing on the key areas to monitor such as plan participation rates, deferral rates, investment diversification, and employee participation based on compensation. 

The Importance of Reviewing Your 401(k) Advisors Annually 

Annual reviews of your 401(k) advisors are crucial for several reasons: 

  • Plan Performance: By reviewing your advisors annually, you can assess their performance in managing your employee's retirement. This includes evaluating the returns of investment options, comparing them to market benchmarks, and determining if any adjustments or changes are necessary. 
  • Compliance and Regulatory Requirements: Regular reviews help ensure that your plan remains in compliance with applicable laws and regulations, such as the Employee Retirement Income Security Act (ERISA) and the Internal Revenue Service (IRS) Code. This includes verifying that your advisors are fulfilling their fiduciary duties and meeting the required reporting, documentation, and financial standards. 
  • Participant Satisfaction: Reviewing your advisors annually allows you to gauge participant satisfaction with the plan's features, services, and investment options. Gathering feedback from employees can help identify areas for improvement and ensure that the plan is fulfilling (or exceeding) their needs and expectations. 
  • Changing Market Conditions: Financial markets are dynamic, and investment opportunities and risks can change over time. Regular reviews of your advisors enable you to stay informed about market trends, assess the performance of your plan's investment options (against the overall market), and make necessary adjustments to optimize returns, manage risk, and help your employees best prepare for their retirement. 

Review Your 401(k) Plan's Participation Rate 

One important aspect to evaluate during your annual review is your plan's participation rate. This measures the percentage of eligible employees who are actively contributing to the 401(k) plan. A low participation rate may indicate a lack of employee engagement, awareness of the plan's benefits, their view of the plan, or whether the 401(k) advisor is providing them with enough education regarding their ability to save for retirement.

Improving Low Participation Rates 

If your plan's participation rate is low, consider taking the following actions: 

  • Education and Communication: Provide comprehensive education and communication initiatives to promote the benefits of the 401(k) plan. Conduct regular employee meetings, workshops, and webinars to explain the plan's features, investment options, and retirement planning strategies. A good 401(k) plan advisor should provide the education or materials for these events.
  • Automatic Enrollment: Consider implementing automatic enrollment, which enrolls eligible employees in the plan by default unless they choose to opt out. Automatic enrollment has been shown to significantly increase plan participation rates. 
  • Matching Contributions: Offer employer matching contributions to incentivize employees to participate in the plan. This provides an immediate financial benefit, encourages employees to save for retirement, and may help to reduce certain employer tax burdens.
  • Simplified Enrollment Process: Ensure that the enrollment process is user-friendly and straightforward. Minimize paperwork and make it easy for employees to enroll, understand their options, and make their investment choices. 

Review Your 401(k) Deferral Rates 

In addition to participation rates, it is essential to review your plan's deferral rates. Deferral rates refer to the percentage of an employee's salary that they contribute to their 401(k) account. Low deferral rates may indicate a need for additional education or encouragement to save more for retirement. 

Encouraging Higher Deferral Rates 

  • Education and Financial Wellness Programs: Provide ongoing education and financial wellness programs to help employees understand the importance of saving for retirement and the benefits of allocating (deferring) more of their paycheck to retirement savings. 
  • Automatic Escalation: Implement automatic escalation features that gradually increase an employee's contribution rate over time. This helps employees gradually increase their savings without a significant impact on their take-home pay. 

Reviewing 401(k) Investment Diversification 

Investment diversification is a critical aspect of a well-designed 401(k) plan. During your annual review, assess the diversification and performance of the investment options offered to participants. Consider the following: 

  • Asset Allocation: Evaluate the mix of investment options available to participants, including stocks, bonds, mutual funds, index funds, and target-date funds. Ensure that there is a suitable range of options to accommodate different risk tolerances and investment objectives. 
  • Investment Performance: Compare the performance of the plan's investment options against relevant market benchmarks. Identify underperforming options and explore potential replacements or alternatives. 
  • Investment Policy Statement (IPS): Review the plan's IPS to ensure that it aligns with your fiduciary responsibilities and investment objectives. Update the IPS as needed to reflect any changes in investment strategy or risk tolerance. 

Highly Compensated (HCE) vs. Non-Highly Compensated Employee (NHCE) Participation 

During your annual review, assess the participation rates of highly compensated employees (HCEs) versus non-highly compensated employees (NHCEs). Ensure that the plan does not discriminate in favor of HCEs, as this can lead to compliance issues. 

To address any disparities: 

  • Safe Harbor Provisions: Consider adopting safe harbor provisions, which automatically satisfy certain nondiscrimination requirements. Safe harbor provisions provide a match or non-elective contribution to NHCEs, encouraging their participation and helping to meet compliance standards. 
  • Employee Education: Focus on educating NHCEs about the benefits of participating in the plan and the impact on their retirement savings. Provide targeted communication and educational initiatives to promote NHCE participation. 

The Bottom Line 

As an employer, conducting an annual review of your 401(k) advisors is crucial for maintaining a successful retirement plan. In doing so, you should evaluate the plan’s participation rates, deferral rates, investment diversification, and employee participation based on compensation. It can be helpful to identify areas for potential improvement, implement strategies to enhance participation, and stay on top of keeping the plan’s performance optimized.

Regular reviews ensure compliance, participant satisfaction, and the ability to adapt to changing market conditions, ultimately helping employees achieve their retirement goals.  A good 401(k) plan can provide benefits for both the employer and employees. Performing an annual 401(K) plan review can ensure that the plan and its advisor are providing the best possible outcomes to the plan participants.

Economy
The Employment Situation for August 2023
The latest economic release from the Bureau of Labor Statistics reports that the U.S. added 187 thousand new jobs last month, while the unemployment rate fell to 3.5%.
August 4, 2023

Editor's Note: This report is based on survey data from July 2023 that was published in August 2023. This is the most recent data available. (Source: Bureau of Labor Statistics)

The US unemployment rate fell by one-tenth of a point for the second month in row, down from 3.6% to 3.5%, landing just one-tenth of a point above a historic low of 3.4%, which has been recorded twice already in 2023 despite not having been recorded since the 1960s prior to this year. 

Job growth was positive as well with the addition of 187 thousand new jobs last month. That said, the job growth trend is clearly slowing, with each of the two previous months having their initially-reported jobs figures adjusted down as of the latest report, as well. 

Given those corrections, June and July of 2023 at 185 thousand and 187 thousand jobs added, respectively, represent the first instance of two consecutive months with fewer than 200 thousand new jobs added since the onset of the pandemic in 2020.

The labor force participation rate held steady at 62.6% for the 5th consecutive month, underscoring the stability that characterized much of the household survey data with few exceptions - most notably the reduction in people affected by temporary layoffs, which fell by about 20% over the course of July to reach 667 thousand workers.

While the payroll additions continued to look strong, especially in the face of the Fed’s ongoing interest rate hiking campaign, those gains appear to be largely concentrated among a handful of industries, with many industries experiencing no significant change. 

For example, with the addition of 63 thousand jobs last month, the healthcare industry alone accounted for about one-third of all new job growth in July, followed by the social assistance and other services industries which recorded 24 thousand and 20 thousand new jobs, just ahead of the 19 thousand, 18 thousand, and 17 thousand new jobs added in the financial services, wholesale trade, and leisure and hospitality industries, respectively. Collectively, these industries account for about 86% of all job growth. 

Some of the industries that saw no meaningful change in job numbers over the course of July include mining, oil and natural gas extraction, manufacturing, retail, transportation, information, warehousing, and government, while both temporary help and professional and business services experienced small reduction in the size of their workforces (22 thousand and minus 8 thousand, respectively). 

Average hourly earnings grew by 14 cents to $33.74 and the average workweek fell by 0.1 hours to 34.3 hours per week.

Mployer Advisor’s Take

Even with job growth slowing, US employers are still creating nearly twice as many jobs as the labor pool can supply according to the Fed, which is one of the reasons that wage rates continue to rise despite their efforts to shift that power balance and dampen inflation. 

Over the last 12 months, wages are up 4.4% and July’s 0.4% wage increase equals about 4.8% annualized, so wage growth clearly remains above the 3% target that the Fed has been aiming for. 

Further, while inflation over the last 12 months is down below historic averages at about 3%, that’s still a bit above the Fed’s goal of 2%, so not quite on target there either.

That said, despite the fact that wages, job growth, and inflation haven’t quite slowed to the Federal reserve’s publicly-stated desired ranges, we are getting very close, and there’s a growing consensus that the Fed is likely to take its foot of the gas pedal when it meets again in September, forgoing another rate hike.

That outcome is far from determined, of course, and even consensus opinion and market expectations can be (and often are) wrong, of course. And even if the Fed chooses not to increase interest rates in September, such a decision would not preclude them from picking the rate hiking campaign right back up again in the ensuing months.

Still, it does appear that there may be some light at the end of this tunnel rate-hiking tunnel that the US economy has been barreling through for the last year and a half, and that light is looking increasingly like runway guidance as we approach the long-sought soft landing that manages to deflate inflation without bursting the economy’s bubble. 

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

Insurance Broker
The Future of Insurance Is Paperless
Intelligent document processing can simulate a human-like approach to document interpretation, data entry, and analysis that requires very little actual human oversight and can produce results faster and with incredible accuracy 24/7.
August 3, 2023

The insurance industry has been collecting and managing massive amounts of data since long before the current era of big data began. 

From refining risk assessments and actuarial calculations to documenting coverage parameters and the various accompanying obligations attached to both insurers and their customers, the insurance business heavily relies on a fine degree of detail which must be precisely spelled out in policy terms.

As a result, of course, the paperwork involved in so many aspects surrounding insurance operations has historically been quite substantial and has typically required a significant number of labor hours to be sunk into tasks ranging from writing policies to claims filing and processing. 

While there have been many technological innovations that have helped to ease this paperwork-heavy burden over the years, including everything from fax machines and early data processors to cloud-based storage and smart contracts, however, because of steep learning curves and an often piecemeal approach to paperwork solution adoption, the heavy paperwork load remains an issue across a large swath of the insurance industry still to this day.

All that said, with the emergence and rise of intelligent document processing, the times may finally be changing. 

By utilizing adaptive machine learning and artificial intelligence tools, Intelligent Document Processing (IDP) can simulate a human-like approach to document interpretation, data entry, and analysis that requires very little actual human oversight and can produce results faster and with incredible accuracy 24 hours a day, 7 days a week, 52 weeks a year. 

In order to fully understand the paperless revolution that may already be underway, it’s important to distinguish intelligent document processing from Robotic Process Automation (RPA), which is a far less advanced predecessor that falls short in many areas where modern intelligent processing is much better equipped to manage. For example, while RPA uses predetermined rules and templates to assess input information, IDP uses artificial intelligence and advanced machine learning techniques to interpret data that is presented in various, sometimes unstructured and/or inconsistently structured document formats, which enables IDP to effectively execute several tasks that were previously believed by many to be too complex for this kind of automation - including risk management, compliance, data extraction/classification/verification, and error reduction. 

Among the top 5 ways that IDP is revolutionizing the insurance industry are:

  • Processing Documents: By automating the matching, categorization, and verification of applications, claims, contracts, etc. IDP is streamlining the process of document management and submission;
  • Administering policies: IDP is increasingly providing critical contributions throughout the policy lifecycle, inducing validating data and sending premium reminders to policyholders;
  • Managing claims: By collectively handling documents that are coming in from various interest parties, IDP improves claims processing efficiency and minimizes the need for human oversight and intervention; 
  • Underwriting: IDP extracts the pertinent data from input sources and incorporates that information when and where appropriate in downstream systems, which reduces the amount of time underwriters must spend on this type of redundant work and allows them to focus more of their time on the aspects of the underwriting process where they add the most value.
  • Processing Invoices: Similarly, data extracted from invoices can be automatically incorporated into accounting and other relevant systems to lower the incidence of transcription errors and save a lot of data entry time. 

Given these many advantages that intelligent document processing can bring to the insurance business from the standpoint of pretty much all stakeholders involved -  including clients, who benefit from improved service speed, accuracy, and customer service - it’s no wonder that the image of mountains of paperwork that has characterized the insurance industry for a long time is likely soon to be a relic of the past. 

You can read more about this topic here

Employee Benefits
Employees Are Underutilizing Mental Health Benefits
Mental health has become an area of greater focus among employees, but one recent survey shows that a large majority of employees are not actually utilizing the mental health-related benefits that their employers are offering.
August 2, 2023

Mental health has become an area of greater interest among employees and people in general, and employee benefits package components have increasingly come to reflect that societal shift toward prioritizing psychological wellness, but one recent survey shows that a large majority of employees are not actually utilizing the mental health-related benefits that are offered.

According to data gathered from 1,500 employed adults in the US, 40% of respondents believe that their companies should be offering more mental health care services, despite the fact that nearly 85% of employees have never used any of the mental health benefits that they already have. 

As indicated by the accompanying report, there are 3 primary factors to blame for why mental health benefits are going neglected - employees either are not aware that they have access to these benefits, are uncertain about how they are expected to access these benefits, or are confused about what is covered and what is not. In fact, more than 50% of survey respondents either incorrectly believed that their employee benefits packages didn’t contain any mental health benefits, or they were uncertain whether or not mental health benefits were included. 

An analysis of the survey data suggests that the human resources professionals and managers that put together benefits packages should provide additional educational resources that address a variety of learning styles. Further plan leaders should consider utilizing enhanced communication techniques that incorporate a variety of messaging tactics tailored to meet employees at their level and reach them through a variety of platforms - wherever employees are already accustomed to paying attention. 

Another often overlooked company practice that depresses mental health benefit usage among employees is not providing enough detail in outlining the mental health offerings to make those employees who may be unfamiliar with mental health services feel more comfortable and capable of navigating through the process of obtaining those services. In fact, the report places emphasis on the importance of providing assistance throughout the care-seeking search in terms of helping employees locate providers that are in-network and are suited to meet the needs of each employee on a highly personalized basis. In total, 56% of survey respondents had never seen a therapist before, so a fair amount of this experience will be new to most who are considering it. 

Further, even among those employees who have received in-person therapy, the number still doing so has been reduced by half over the last few years, dropping from 18% before the pandemic to 9% now, which highlights the importance of offering digital programs, chat-based help, online resources, and remote therapy, so that all employees have a chance to find an access point with which they’re comfortable.  

That said, while 53% of survey respondents expressed interest in those kinds of technology-enabled mental health services, 97% have no prior experience with digital-based mental health care whatsoever, so this will be a new experience for nearly all employees who choose to pursue it. About 2 out of 3 respondents said they were willing to give these kinds of platforms a try if they were made available, and more than 9 out of 10 respondents who had tried them report either a positive experience with them or a neutral one.

There’s one final insight from the survey that’s worth mentioning, which is that respondents also repeatedly emphasized the importance of access to a variety of children’s mental health services as well, with 80% indicating that coverage for their children’s mental health was more essential than coverage for themselves. In fact concerns about children’s mental health have increased since the onset of the pandemic for about 7 in 10 respondents, so it is an issue is on the forefront of a lot of employees' minds. 

You can read more about the underutilization of employee mental health benefits and how employers can counter that trend here