Artificial intelligences of one sort or another have been quietly increasing their workloads behind the scenes in a variety of industries for years, but 2023 will likely go down in history as the year that AI finally made the jump from a cutting edge technology to a revolutionary one.
While there still seems to be a long way to go before a generalized artificial intelligence that’s capable of seamlessly mirroring human functionality is developed, AI with more specialized uses coupled with processing powers/speeds far beyond human capabilities have already hit the market and are in the process of restructuring operations at companies all over the world.
The insurance brokerage business is no exception, of course, with AI well-positioned to reshape the industry through the automation of many time-consuming tasks, for one, with significant improvements in efficiency already being reaped by the companies that have been early adopters in the AI space.
While much of concern around AI often involves lost jobs and the devaluation of human labor, which are certainly valid fears and can potentially pose significant risks to current business, social, and governmental frameworks (if those systems do not evolve alongside the development of AI in a complementary way), there are of course advantages to be gained for the workers who utilize these emerging technologies beyond the benefits to company bottom lines. For example, insurance brokers who have incorporated AI into their data entry and processing routines have been able to spend more time focusing on establishing and improving relationships with clients.
When considering AI and its potential impacts on the workplace, it’s also important to recognize what AI can not do well, which includes strategic thinking and negotiation skills -especially the kinds based on years of real world experience - and the ability to establish relationships that are based on trust and mutual benefit.
What AI does do well is provide insurance brokers with data-analysis-based insights, roadmaps for streamlined workflows, and automation for the most mundane necessities of the job, giving brokers more time to do the things that they do best and the things that make them successful in their roles.
Some specific ways that insurance brokers have been putting artificial intelligence to work to the benefit of their business are via improved customer service platforms and through increased risk management proficiency, which can both lead to a significant competitive advantage, especially over less technologically-forward competitors.
In terms of customer service, one of the chief advantages AI is able to provide insurance brokerage offices is the ability to respond faster and more accurately than ever before, which leads to increased customer satisfaction, retention rates, and organic business development. Even more, AI has the power to analyze customer patterns, interactions, and behavior to help brokers know what is most important to them and to better identify customer preferences and needs.
On the risk management front, data analysis again gives AI a significant edge when it comes to better assessing and responding to risks. Through processing huge amounts of information and incorporating that data into risk modeling, AI is able to work in a predictive capacity, helping brokers and their clients to identify and minimize threats before they materialize in many cases, including enhanced fraud detection.
Despite the clear advantages that AI can provide insurance brokerage businesses, there are still a substantial number of insurance brokers that aren’t currently utilizing this technology on the job. That said, the number of insurance brokers taking advantage of the opportunities AI provides has grown rapidly in just the last few years, with more than 50% of brokerages expanding plans to use AI over the course of the past few years.
According to a recent survey from PriceWaterhouseCoopers, 86% of respondents consider AI to be ‘mainstream’ technology at this point, which is great in terms of customer comfort and familiarity interacting with this kind of technology especially for customer service support, but it also means the window to obtain a competitive advantage through general AI is shrinking, so there’s no better time than now to start implementing AI into your business processes if you want to gain an edge. Waiting until later just means you'll likely be behind and trying to catch up at that point.
You can read more about AI in the insurance brokerage space here.
Over the last couple of years, employers have been offering more comprehensive and varied benefits packages, which has emerged as a stiff area of competition among companies competing for the same talent in the white hot labor market that emerged as hiring rebounded following the initial economic turmoil at the onset of the pandemic.
As more and more offerings have become available, however, employees have become more likely to overlook some of the potential perks and benefits package components that could be providing significant value if properly utilized. According to research from The Hartford, 70% of employers believe that employees are not effectively taking advantage of the benefits package offerings and perks that the employers are making available.
And how much value are employees leaving on the table with so many benefits flying under their radar? Estimates from the Bureau of Labor Statistics predict that employees could effectively increase their salaries by 30% if they were optimizing the benefits that are already available to them.
With so much additional compensation to be mined, employees would be wise to take another glance at their employer’s benefits offerings with a particular eye toward some of the more commonly overlooked sources of value and/or savings, including childcare and dependent care benefits, fertility benefits, commute/transit compensation, tuition contribution programs, and employee assistance programs (EAPs).
According to one study, about 1 out of every 5 workers is currently managing some kind of significant caregiving responsibility between child care, senior care, special needs care, or some other kind of substantial care giving relationship. While 61% of employers offer flexible scheduling that can ease some of the pressure of juggling work and caring for a dependent, fewer than 1 in 4 companies currently offer childcare support.
In the current benefits boom, however, the number of employers offering these kinds of caregiving benefits is expected to climb to more than 50% in just the next few years, so supply appears to be in the process of catching up with demand.
Some of the ways that employers are stepping in to meet these needs are by reimbursing employee expenses related to childcare, paying third–party childcare providers directly through group enrollment, or even providing in-house childcare for employees on site.
Workers who are paying for childcare - whether out of their own pockets or indirectly through their employers - may also qualify for exemptions from federal taxes up to $5,000 per year.
Fertility assistance and support is another often overlooked benefit that is resulting in employees leaving substantial value on the table unclaimed. Of course, like caregiving benefits, the circumstances particular to each employee will dictate whether or not fertility benefits like IVF, surrogacy, egg freezing, and/or adoption are applicable, but employers are certainly increasing access with 8% to 10% of employers adding fertility benefits to their employee benefits packages each of the last few years, with 40% of employers now making these benefits available as of the latest data.
Commuter perks also offer employers an opportunity to provide tax-free benefits to employees, with the IRS enabling up to $300 per year per employee to cover transportation expenses. These kinds of perks are actually mandatory in many cities and states, and employees can even expand upon the base offerings in many cases by devising their own customized arrangements that include fuel and/or maintenance expenses.
Tuition reimbursement offers a similar tax-free opportunity by allowing employees to claim a maximum of $5,250 per year in educational benefits before educational receipts begin to affect federal income taxes, though workers can still qualify for further financial assistance for education expenses beyond the employer contribution.
Lastly, employee assistance programs, or EAPs, are another great avenue for saving on mental health care expenses. Most programs offer a set amount of counseling sessions that are fully tax-deductible for employers and can save the employees utilizing these services the hundreds of dollars per appointment that each session would have cost out-of-pocket had the EAP not been in place.
Clearly, the underutilization of benefits is causing a lot of employees to essentially forego considerable compensation that they have rightly earned through their work. While not every benefit is going to be equally relevant or available to every employee, that of course is the case with most other employee benefits too. The most important takeaway may be that each employee would be well served to thoroughly survey the available offerings and perks to ensure that they are maximizing their usage of their benefits package in light of their own personal circumstances and needs. Further, employers would be well served to encourage their employees to do so, as the positive effects from offering well-thought and comprehensive employee benefits will be curbed at least if the employees aren’t maximizing that value and fully appreciating what’s being provided.
You can read more about this topic here.
Last month, an employee at JPMorgan Chase made an anonymous social media post that revealed the lengthy expectations the company has in terms of advanced notice when an employee intends to leave their position.
When reviewing the resignation policies in their employment contract as they were contemplating a career move, the employee in question was apparently surprised to uncover the half-year long advance warning in advance of leaving the company that the agreement reflects.
LIMRA put together a graph that displays how much employees value certain employee benefits compared to how important those same benefits offerings are to employers.
The largest gap between how employers and employees rate the importance of various benefits offerings is with regard to career advancement opportunities, which is perhaps intuitive given that employers tend to be more concerned with getting a job done than who is doing it or what their specific motivation may be, while employees often have ambitions outside of the scope of their current work role.
Emergency Savings benefits, with a 19 point gap, and Health and Wellness benefits, with an 18% gap, however, may represent some degree of blindspot in many employer’s perceptions of these issues that they may be well served to address.
You can find that graphic here.
CEO of Raising Canes AJ Kumaran says that it’s not the tight labor market that’s leading his company to make some significant, and innovative additions to their employee benefits offerings, he says it’s just the right thing to do.
Most notable of the new employee benefit package components, perhaps, is the $10 thousand dollars that the company is gifting to first-time homebuyers to help with some of the costs. Raising the minimum wage earned at the company’s restaurants to $18 an hour with opportunities for training bonuses and additional pay for late hour work, as well.
April celebrates many key holidays for both Jewish and Islamic individuals that employers need to keep in mind. As we continue to trend towards a global working environment across teams on different continents, it is important to observe and respect key holidays.
April 18: Laylat al-Qadr, also known as the Night of Power, is considered one of the most significant nights in the Islamic faith. It is believed to be the night when the first verses of the Quran were revealed to the Prophet Muhammad. Muslims observe this night during the last 10 days of Ramadan and spend the night in worship and prayer, seeking forgiveness and blessings from Allah. Laylat al-Qadr is considered a time of great spiritual power and blessings, and many Muslims strive to engage in acts of charity, devotion, and reflection during this holy night.
April 21-22: Eid al-Fitr, also known as the Festival of Breaking the Fast, is a significant Islamic holiday celebrated by Muslims worldwide. It marks the end of the holy month of Ramadan, during which Muslims fast from dawn until dusk. The holiday is celebrated for three days and involves prayer, feasting, and spending time with family and friends. Muslims often wear new clothes, exchange gifts, and give to charity during this time. Eid al-Fitr is a time of joy and celebration, and it represents the culmination of a month-long spiritual journey of self-reflection, sacrifice, and devotion to Allah.
April 24-25: Yom HaZikaron is the Israeli national day of remembrance commemorating fallen soldiers and victims of terrorism. It is observed on the 4th of Iyar, the day before Israel's Independence Day. On this day, a siren is sounded throughout the country, and Israelis pause for a moment of silence in remembrance of those who have died in defense of the state. Memorial ceremonies are held throughout the country, and families visit the graves of their loved ones. Yom HaZikaron is a somber and solemn day, but it is also a day to honor the sacrifice of those who have given their lives to protect the State of Israel.
April 25-26: Yom HaAtzma'ut, also known as Israeli Independence Day, is a national holiday celebrated by Israelis and Jews around the world. It commemorates the establishment of the State of Israel on May 14, 1948. The day is celebrated with parades, concerts, fireworks, and other festivities. Israelis gather with family and friends to celebrate the country's achievements and the Jewish people's return to their homeland. Yom HaAtzma'ut is a day of great pride and joy for Israelis, as they celebrate their freedom, independence, and the strength of their nation.
Having a diverse multicultural and multi-faith workplace is important and can help to bring unique perspectives, experiences, and values that enrich the workplace environment. Employers must provide a work environment that is inclusive and respectful of their religious beliefs and practices, such as providing reasonable accommodations for prayer times or dietary restrictions. Employers can also promote diversity and cultural awareness by fostering open communication, providing diversity training, and celebrating cultural and religious holidays. Overall, not only Jewish and Islamic faiths, but having diversity across all religions can contribute significantly to the success of organizations by promoting diversity, cultural understanding, and teamwork.
Looking for more exclusive content? Check out what’s new on the Mployer Advisor blog, and be sure to check out Mployer Advisor’s new podcast “This Week in Benefits.”
Eastbridge Consulting Group has published its research and findings about voluntary benefits at companies that employ between 100 and 1,000 people.
More than 75% of employers with 100-499 employees offer at least 1 voluntary benefit, whereas that figure grows to almost 9 out of 10 among employers with 500 - 999 employees.
Further, more than half of all employees in these mid-size firms have chosen to purchase at least 1 voluntary benefit offering, and the majority of those employees who have purchased at least 1 voluntary benefit have in fact purchased multiple voluntary benefits products.
The report goes on to note that accident and critical illness are the most commonly purchased voluntary benefits among this employee set.
You can read more about that research here.
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According to federal law and under most state law as well, employers are required to meet certain standards as to when pay is due (relative to when the work was performed) as well as how frequently pay is due.
Should employers fail to meet those standards, employees are legally entitled to 100% wages owed in all cases, and in some states/cases employees are due 200% of wages owed as a punitive and compensatory measure. Importantly, lost access to payroll funds (as is the case with some Silicon Valley Bank depositors) is not an available defense for most companies under existing wage laws, even if the company is not directly at fault.
In fact, depending on the jurisdiction and applicable law, even investors like private equity funds and in some cases individual company officers and directors can potentially be held liable for illegally withholding wages, so the reach of these legal obligations can be quite broad.
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Tis the season for tax returns. We are about 30 days away from the perennial IRS due date. More than half of individuals file their annual federal income tax returns before April 1st, with the majority of the remaining filers submitting during the first two weeks of April, while approximately 5%request an extension to file until October 15th, according to a Tax Attorney Dail study in 2019. According to IRS data, roughly 10% of individuals do not file their taxes, though it's possible that the actual number is even higher. Despite the sheer number of non-filers, some may evade detection, but with modern technology, it is becoming increasingly challenging to remain undetected by the IRS indefinitely.
Over the next 30 days, make sure to communicate to your employees -
W-2 phishing targets businesses and their employees. The scammers impersonate executives or human resources representatives and send emails to employees requesting their W-2 information. The email often appears genuine, with the company's correct logos and contact information, which can deceive employees into disclosing sensitive information.
The W-2 contains personal information, such as social security numbers and addresses, that the scammers can use to commit identity theft or file fraudulent tax returns. In some cases, the scammers even use the information to file for unemployment benefits under the employees' names.
Businesses can take several steps to prevent W-2 phishing, including training their employees to recognize and report phishing emails, implementing two-factor authentication for sensitive information, and reviewing the emails' sender addresses for any suspicious activity. Additionally, businesses can encrypt sensitive data to protect it from unauthorized access.
If a business or employee falls victim to W-2 phishing, they should contact the IRS immediately to report the scam and take necessary steps to protect their personal information from further misuse. The article emphasizes the importance of being vigilant and cautious when receiving unsolicited emails, especially those that request sensitive information.
· Avoid penalties: If you miss the deadline for filing your personal taxes, you may have to pay penalties and interest on the amount owed. These penalties can add up quickly and will end up costing you more than if you had simply filed on time.
· Receiving refunds: If you are owed a refund on your personal taxes, you will not receive it until you file your return. Filing on time ensures that you receive any refund owed to you in a timely manner.
· Meeting legal obligations: Filing personal taxes on time is a legal obligation. Failing to file can result in legal consequences, including fines, penalties, and even criminal charges in some cases.
· Planning ahead: Filing your personal taxes on time allows you to plan ahead and make any necessary adjustments to your financial situation. This can help you to avoid surprises and make better decisions about your finances in the future.
3. Extension? You still need to file by April 15th –
You may qualify for a personal tax filing extension by filing Form 4868 with theIRS. Form 4868 is the application for an automatic extension of time to file a U.S. individual income tax return. You can use this form to request an extension of time to file your personal tax return, which gives you an additional six months to file.
To qualify for the extension, you must file Form 4868 by the original due date of your tax return, which is usually April 15th. The extension will give you until October 15th to file your tax return.
It's important to note that filing an extension only extends the time to file your return, not the time to pay any taxes due. Therefore, if you owe taxes, you must estimate the amount you owe and pay it by the original due date to avoid any penalties or interest charges.
Additionally, if you are living abroad, you may be eligible for an additional two-month extension, which would give you until December 15th to file your tax return. To qualify for this extension, you must attach a statement to Form 4868 explaining why you need the additional time.
It's important to remember that the rules and regulations regarding tax extensions can vary depending on your specific situation and circumstances. It's always best to consult with a tax professional or the IRS for guidance on your tax situation.
4. Recommended ways to use your tax refund:
Depending on their financial goals and priorities, people can use their tax refund money in various ways. Here are a few options:
Ultimately, the best way to use your tax refund depends on your individual financial situation and goals. It's important to have a plan for your refund to make the most of it and avoid frivolous spending.
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Women's History Month is celebrated annually during the month of March to acknowledge and recognize the remarkable achievements of women throughout history. It is a time to celebrate women's social, cultural, economic, and political contributions to society and to raise awareness about the struggles and obstacles that women have faced and continue to face, including discrimination, gender-based violence, and unequal pay. It is an opportunity to honor the courage, resilience, and strength of the women who have fought for women's rights and gender equality.
This includes both at a macro level and life in the workplace.
Looking at the most recent 100 years in the US, the 1900s saw significant progress for women's rights and gender equality, driven by the efforts of various women's movements. Some of the biggest successes of these movements include:
1. Women's suffrage: The fight for women's right to vote was a major milestone in the women's rights movement. The 19th Amendment to the U.S. Constitution, which granted women the right to vote, was passed in 1920.
2. Reproductive rights: In the 1960s and 1970s, the women's movement fought for access to birth control and safe, legal abortion. The Supreme Court's landmark decision in Roe v. Wade in 1973 legalized abortion nationwide.
3. Workplace equality: Throughout the 20th century, women fought for equal pay and equal opportunities in the workplace. The Civil Rights Act of 1964 prohibited discrimination on the basis of sex, race, color, religion, or national origin in employment.
4. Education:Women fought for and won the right to attend college and pursue higher education. The Higher Education Act of 1965 provided financial aid to help women and other marginalized groups attend college.
5. Domestic violence: The women's movement brought attention to the issue of domestic violence and advocated for laws to protect women. The Violence Against WomenAct was passed in 1994, providing federal resources to combat domestic violence and support survivors.
Overall, the women's movements of the 1900s made significant progress in advancing women's rights and gender equality, laying the foundation for continued advocacy and progress in the 21st century.
The battle for workplace equality continues today
Despite decades of progress in the fight for gender equality, women in the United States still earn only 83 cents for every dollar earned by men. The gender pay gap affects women across all industries and levels of education, and it is even wider for women of color. The reasons for this gap are complex and multifaceted, including occupational segregation, discrimination, and the undervaluing of traditionally female-dominated professions. Additionally, women often face challenges in negotiating their salaries and taking time off for caregiving responsibilities. While there are laws in place to protect against gender-based pay discrimination, enforcement remains weak. Closing the gender pay gap will require a concerted effort from employers, policymakers, and individuals to address these underlying issues and promote true gender equality in the workplace.
Being intentional about workplace equality
It starts on the front end in recruitment.
1. Employers can focus on hiring more females by implementing policies and practices that promote gender diversity in the recruitment and hiring process. Some strategies that can be effective include:
§ Eliminating gender bias in job descriptions and advertisements: Employers can review job descriptions to ensure they are gender-neutral and avoid language that may discourage women from applying.
§ Increasing outreach to female candidates:Employers can partner with organizations that support women in the workforce and attend job fairs and other events that are popular among women job seekers.
2. Providing mentorship and support: Employers can offer mentorship programs and support networks to help female candidates navigate the recruitment and hiring process.
3. Offering flexible work arrangements: Employers can offer flexible work arrangements that can help to attract and retain female talent, such as part-time or remote work options.
4. Providing equal pay and benefits: Employers can ensure that they offer fair and competitive pay and benefits packages and regularly review their compensation practices to ensure no gender disparities.
By focusing on these strategies and creating a more inclusive and supportive work environment, employers can attract and retain top female talent and create a more diverse and successful organization.
Employers can intentionally develop and celebrate women in the workplace in many ways.
1. Leadership -One way is to ensure that women are represented and included in leadership positions and decision-making processes. This can be done by implementing policies that promote diversity and inclusion, such as diversity training, mentorship programs, and flexible work arrangements that support work-life balance.
2. Development- Employers can also provide opportunities for women to develop their skills and advance their careers through training programs and leadership development initiatives.
3. Recognition- Recognizing and celebrating the achievements of women in the workplace through awards and other forms of recognition can also help to promote gender equality and create a more inclusive workplace culture.
4. Compensation- Employers can take steps to close the gender pay gap by conducting regular pay equity audits and implementing transparent and fair compensation practices.
Celebrating women in the workplace is not only the right thing to do, but it can also benefit the organization by increasing employee morale, engagement, and productivity.
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Reuters has an interesting piece that looks at the evidence on both sides of the argument as to whether or not we can expect our global inflationary woes to be sticking around for a while.
Making the case that inflation is fleeting and that the latest flare up has largely been snuffed at this point, the author points to falling energy prices, supply chain improvements, and wages that aren’t seeing the kind of upward pressure that might normally coincide with labor markets being tight as they are.
On the other hand, those who predict that inflationary problems will remain ongoing can reinforce their position by pointing to increased demand as a result of China’s lockdown abating, as well as historical precedent from the last period of comparable inflation in the 1970’s, which took about 6 years to recede down to a 3% annual rate.
You can read more about this analysis here.
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Employer and Employee – it’s a symbiotic relationship.Neither party is there just to take from the other; if that’s the case, it will not work out. Employees work hard daily to support the broader mission of the employer, and employers work hard to support their employees. Often that part can go unnoticed and unappreciated. This discussion talks about why an employee should appreciate their employer and how to foster that knowledge in employees.
We all know what bad situations look like -
Employer – We have all seen or heard of employers where it is “a grind.” Little PTO, no schedule flexibility, 50+ hours a week, always on call, low compensation, low development opportunities, and a mission that may not be worth fighting for.
Employees – We have all seen or heard of employees that are not enjoyable to work with and don’t give; they just take. Productivity is low, they have a bad attitude, and there is little gratitude and no proactive approach to anything.
What good looks like from an employer-
Compensation - A salary that enables employees to meet their financial needs, support their families, and live a comfortable life for their job duty. Compensation is often market-driven, if you’re performing services highly unique and not easily replicable by another, then expect higher compensation – we all want higher compensation, be realistic with expectations.
Medical benefits - Employers also provide, for the most part, some type of medical insurance to ensure the employee is covered both in case of an accident as well as if a chronic or more serious condition appears.
Leave and flexibility – Opportunities for employees to take time as needed with vacation and holidays.
Training & Development – Employers also invest in employees' training and development. Every day at work, a skill is honed, or a new skill is developed. That’s why years of experience are important on a resume.
Positive work environment – Outside of sleep, you will spend more time at work than any other item. Well, maybe being a parent, because that job is seemingly never-ending. Work should not feel like a prison. In addition to schedule and location flexibility, make sure there is a positive and proactive environment.
Opportunity to work on a larger mission -Employers have a vision and a mission for their company, and they hire employees who share their values and are committed to achieving their goals. This one cannot be understated.
That’s a large investment by the average employer into their employee and is generally what is made available by most employers.
Given all the great, how do you help ensure it is actually appreciated by the employees?
If you are an employer, you can also be proud of yourself and make that known. A large company in our market asked all their employees to return to the office full-time. The premise was – “It's an honor to work here, we invest heavily in you, the employee, and you have an opportunity to make an impact. To be most effective, we need teams in the office. If that’s not for you, that’s ok.”
In conclusion, employees should appreciate their employers for providing them with a salary, benefits, access to a larger mission, and opportunities for growth and development. Employers play a vital role in the lives of their employees, and they should be recognized and appreciated for the value they provide. Don’t be shy about communicating that. Everyone is replaceable, from the CEO to the receptionist or top physician at a hospital.
NASHVILLE, TN – November 2, 2021 – Mployer Advisor, the leading independent platform for employers to research, review and evaluate insurance brokers, announced today that it has secured an additional $1.6 million in funding from Martin Ventures and other well-known investors. This is the second round of funding Martin Ventures has led in Mployer Advisor in the past twelve months. This new round of funding will enable Mployer Advisor to deploy new features on its platform, hire additional leadership roles and expand its insurance broker and carrier network.
"Mployer Advisor is changing the way employers purchase over $1 trillion in benefits each year,” said Devin Carty, CEO of Martin Ventures. "We are excited to partner with the leadership team and other investors to grow and scale Mployer Advisor nationally.”
Since its launch in early 2020, Mployer Advisor has transformed the employee benefits space by prioritizing transparency and empowering employers, top brokers and consultants. Through its proprietary analytics, Mployer Advisor offers employers access to:
These analytics, combined with the industry’s first localized benefit plan design and cost benchmark reporting for employers, have resulted in an exponential increase in employers utilizing the platform to evaluate and connect with top insurance brokers and consultants.
"This investment will accelerate Mployer Advisor’s mission to create greater transparency for employers into their $1 trillion benefit spend annually, and connect them with the right resources to achieve high-quality, cost-effective benefits,” said Brian Freeman, Founder and CEO of Mployer Advisor. “Few employers realize that who they select as their insurance broker has a more significant impact on cost and quality than who they select as their carrier. We are fortunate to be partnering with the Martin Ventures team and other industry leaders to drive value to employers and top brokers.”
Mployer Advisor has added several seasoned healthcare and SaaS professionals to its senior leadership team, including Aaron Clifford as Chief Marketing Officer (formerly with Press Ganey), Weller Emmons as Vice President of Operations (formerly with HCA), Jenny Gensler as Vice President of Sales (formerly with HCA), and Gabriel Sterling as Vice President of Technology (formerly with L3 Technologies). Moreover, Mployer Advisor continues to recruit top talent to propel its mission and impact forward. Over the past six months, Mployer Advisor has more than doubled its employee base and plans to continue hiring aggressively. To accommodate its growing workforce, Mployer Advisor recently opened a new office inside Cummins Station in downtown Nashville.
Mployer Advisor has established itself as a trusted, free-to-use marketplace for businesses to access information and insights on brokers and benefit plan design. To learn more about Mployer Advisor and understand how your employee benefits compare, visit MployerAdvisor.com.
Mployer Advisor is changing the way employers search, evaluate and select insurance advisors. The intuitive platform connects employers and employees to exceptional 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 or follow us on LinkedIn.
Media Contact:
Jacob Westfall (Public Relations Consultant)
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Nashville, Tenn.– September 7, 2022 – Mployer Advisor, the leading independent platform for employers to research, review, and evaluate insurance brokers is pleased to announce the winners of its “Top Employee Benefits Consultant Awards” based in San Antonio, Texas. Mployer Advisor has named more than 600 winners in over 50 regions as part of its second annual 2022 awards. The class of 2022 winners account for less than 5% of all brokerages nationwide.
Mployer Advisor’s Top Employee Benefits Consultant Awards Program evaluates brokerages based on the breadth and depth of their 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.
“The team at Mployer Advisor is proud to honor this group of top insurance consultants as part of the 2022 class for our second 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 cost and quality than who they choose as the insurance carrier. We scored 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 second annual “Top Employee Benefits Consultant Awards” by analyzing each brokerage based on historical data, online reviews, their M Score rating, and demonstrated business experience.
The San Antonio, Texas job market is one of the most competitive in the U.S. Southwest, employing almost 1.2 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 2022 “Top Employee Benefits Consultant Awards” for San Antonio, Texas are as follows:
The above winners are a snapshot of Mployer Advisor’s matrices and proprietary M Score on June 1, 2022. To view a full list of consultants in San Antonio, Texas, visit MployerAdvisor.com.
To view a complete list of the 2022 recipients of Mployer Advisor’s “Top Employee Benefits Consultant Awards,” visit https://mployeradvisor.com/best-insurance-brokers.
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:
Abbey Dean (Director of Content)
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Nashville, Tenn.– July 27, 2022 – Mployer Advisor, the leading independent platform for employers to research, review, and evaluate insurance brokers is pleased to announce the winners of its “Top Employee Benefits Consultant Awards” based in Atlanta, GA. Mployer Advisor has named more than 600 winners in over 50 regions as part of its second annual 2022 awards. The class of 2022 winners account for less than 5% of all brokerages nationwide.
Mployer Advisor’s Top Employee Benefits Consultant Awards Program evaluates brokerages based on the breadth and depth of their 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.
“The team at Mployer Advisor is proud to honor this group of top insurance consultants as part of the 2022 class for our second 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 cost and quality than who they choose as the insurance carrier. We scored 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 second annual “Top Employee Benefits Consultant Awards” by analyzing each brokerage based on historical data, online reviews, their M Score rating, and demonstrated business experience.
The Atlanta job market is one of the most competitive in the U.S. Southeast, employing over 3 million people with an unemployment rate of only 2.6 percent. 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 2022 “Top Employee Benefits Consultant Awards” for Atlanta are as follows:
The above winners are a snapshot of Mployer Advisor’s matrices and proprietary M Score on June 1, 2022. To view a full list of consultants in Atlanta, visit MployerAdvisor.com.
To view a complete list of the 2022 recipients of Mployer Advisor’s “Top Employee Benefits Consultant Awards,” visit https://mployeradvisor.com/best-insurance-brokers.
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:
Abbey Dean (Head of Content)
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