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Who Wants a Six-Hour Work Day?

Posted By Administration, Tuesday, June 20, 2017

Wellness has become a big deal since the advent of ObamaCare. Some companies focused on it before but once the Affordable Care Act passed it became even more important. Fitness, diet, mental health — all — have been pushed in larger businesses and some smaller ones.

Now a study out of Sweden says bag all that. What employees really need is a six-hour work day. The study took a 23-month look at 68 nurses in an elderly care facility who worked with 72 patients. The idea behind the study was to look at what a reduced work day will do to productivity.

When the smoke cleared, it was determined the nurses were happier, healthier and lots more energetic when working six-hours instead of eight. So the $1.3 million study — since the nurses still received full pay and 15 additional nurses had to be hired so all the work would get done — showed an improvement in the quality of life of the nurses and of the local community.

The study compared nurses participating in the study to those that didn’t. Those working six-hours took 4.7% fewer sick days and had fewer absences than those who worked eight-hours. In fact, the nurses not in the study saw an increase in absences of 60%.

The study was done in Gothenburg, Sweden and its deputy mayor Daniel Bernmar said, “There was also a feminist agenda. A six-hour workday will increase the ability of women to achieve economic independence. A shorter workday means that female part-timers will be translated into full-time jobs.”

Critics like Maria Ryden, a conservative on the city council and a former registered nurse, said the study is flawed. “Who wouldn't work better if you only had to work six hours? But somebody still has to pay for it. It's crazy and irresponsible. The results should have been so much better as a result of so much money and all this effort. I would have expected much better results than a 4.7 percent improvement in sick leave,” she said.

Both the conservative and liberal parties in the city say they do agree that health savings can be had if work hours are reduced.

Bengt Lorentzon is one of the researchers. He said the health of the nurses also was impacted in that they had more energy for exercise once they left work. So many spent the rest of their day being one to five-times more productive.

“Less tiredness and more physical activities is the major improvement,” he said.

In addition, the experiment not only saw less stress and more productivity and activity, they also had less neck and shoulder pain than those working eight-hours a day.

While critics pooh-pooh the idea and point fingers at the cost, Lorentzon said, “They would go the extra mile for the inhabitants. They had more time to sit down and listen, read a book, look at a newspaper with them, play a game or comfort some of the inhabitants not feeling so good.”

Moving to the reception of the study in the U.S. American Heart Association medical chief officer Eduardo Sanchez said it probably is beneficial to one’s health “but I wouldn't go so far to say that's absolutely the case.”

He thinks a longer study is needed. “It might have concluded that, actually, the six-hour workday doesn't cost more because the cost of more employees would be offset by the lower cost of less sick days and a more productive workforce that doesn't utilize medical care as much. They might have extended the study a little bit to understand the effect. Did they look at all the factors that might have better answered the question of, ‘Is this a good thing? Is this a neutral thing? Or is this not so good a thing?’”

Sanchez also pointed to a 2014 study of 10,000 employees of South Florida’s Baptist Health system. It said healthier hearts from a shorter work week translated into a $4,000 to $6,000 savings compared to employees with higher risk profiles.

Most nurses in health care facilities in the U.S. do a 12-hour shift and it often ends up being 13 or more. Stevenson University nursing expert Jeanne Geiger Brown said the six-hour study is interesting.

“We don't really know what the effect of a six-hour work schedule for U.S. nurses would be because it has not been studied here. It’s possible that patient care would improve because nurses would be less fatigued and more satisfied with their jobs. On the other hand, it would increase the number of handoffs in patient care, and each patient would have to adjust to four nurses a day rather than two,” she said.

Annie Perrin is with Leaders’ Quest, a non-profit leadership development group. She said improving the lives of nurses could end burnout and keep good nurses on staff longer. Another benefit — better patient care and more compassion.

“It may be in the short term more expensive around certain metrics. Over the long haul, they might get a really good return. Retraining new nurses is very expensive. The other metric in health care is the direct relationship between staff and customer experience. The two things that tend to differentiate health institutions in attracting top talent is geography and the staff experience. If a hospital wants to be more competitive in attracting talent, one of the key ways to do that is to have a really great work environment and employee experience,” she said.

Source link: Chicago Tribune

Tags:  Employees  Insurance Content  Insurance Industry  Insurance News  jobs  Weekly Industry News  Who Wants a Six-Hour Work Day? 

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Can Your Job be Done by a Robot?

Posted By Administration, Tuesday, March 14, 2017

Aviva is a mega insurance company operated out of the U.K. The company used to be in the U.S. as well but it sold the USA operations in 2013. These days Aviva is thinking about the future. And that future envisions robots doing much of the work of its staff.

Robots? Yep.

In fact, the company is consulting its 16,000 employees about automating what they do. If the answer is yes, then the company will move toward automating the job and will retrain the worker to do something else in the company.

Of course, like all such queries, Aviva management has a pretty good idea of what jobs can be automated:

  Insurance policy price calculation

  Customer credit rating research

  Some call center functions

You get the gist.

Firm finance head Tom Stoddard is behind the move and has covered his bases with the company’s top managers. They’re all in favor of seeing what the employees have to say.

Aviva is upfront with the concept. And no doubt other insurers won’t be far behind:

  An Oxford University study found underwriters to be at the highest risk of being automated

  Accenture did one that said 74% of customers worldwide will be okay with robo-advice and services for insurance

  McKinsey Global Institute found that finance and insurance have a 43% shot at robots doing those back office, administrative jobs

That frees up people to do the true relationship roles that are really needed for insurance.

And none of the sources just quoted had to send their thousands of employees a note asking them if they could be automated. They’ll just likely do it.

 

Source link: Insurance Business America

 

Tags:  Can Your Job be Done by a Robot?  Insurance Content  Insurance Industry  Insurance News  Jobs  Today’s Insurance Job Market  Weekly Industry News  Work  Workplace 

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The High Cost of Negative Workplace Behavior

Posted By Administration, Tuesday, January 3, 2017

McKinsey Quarterly — a publication of McKinsey & Company — did an article recently on workplace behavior and on incivility in particular. The publication said hurtful behavior like an employee being intentionally ignored, belittled publicly or undermined by co-workers can create lasting damage to the company and that employee, and other employees.

 

The article says it impacts performance, increases the always dreaded turnover and can — in some cases — cause harm to customer relationships.

 

Christine Porath — who is an associate professor at McDonough School of Business at Georgetown University — penned the article. She’s spent 18 years researching employee treatment in the workplace and said incivility is dangerously on the rise:

 

  49% of the workers surveyed in 1998 said they were treated rudely once a month

  In 2011 that figure was 55%

  In 2016 it’s at 62%

 

“Workplace relationships may be fraying as fewer employees work in the office and feel more isolated and less respected. Some studies point to growing narcissism among younger workers. Globalization may be causing cultural clashes that bubble beneath the surface. And in the digital age, messages are prone to communication gaps and misunderstanding — and unfortunately putdowns are easier when not delivered face to face,” she wrote.

 

Porath said it’s important for a company victimized by incivility to get it under control. The 13% jump in incivility reports since 1988 are proof that change needs to happen and soon. “As the workplace becomes faster-paced, more technologically complex, and culturally diverse, civility matters. Among other things, it helps dampen potential tensions and furthers information sharing and team building,” she noted.

 

Here are incivility problem areas based on 800 interviews:

 

Workplace performance

 Scores get settled when a person is treated poorly.

 

  47% say they decrease time spent at work.

  38% say they intentionally decrease the quality of their work.

  66% admit to their performance declining.

  78% say their commitment to the company declined.

  80% lost work time worry about an incident of incivility.

  63% lost work time avoiding the offender.

 

Employee turnover

 Those quitting in response to incivility rarely tell their employer why they are leaving.

 

  12% of those interviewed said they left a job because of uncivil treatment.

 

The experience of customers

 Many consumers will not purchase from a company they deem as being uncivil whether the rudeness is directed toward them or toward other employees.

 

  25% of those interviewed said they often took their poor treatment by co-workers or supervisors out on customers.

 

Collaboration

 Porath said, “When people feel disrespected, it eats away at them — and their potential. Engagement, teamwork, knowledge sharing, innovation, and contributions wane even among those who choose to work around the slights.”

 

Or to paraphrase — incivility kills collaboration.

 

  35% say they feel psychologically safe when offered a suggestion in a civil rather than an uncivil manner.

 

Porath said negative or draining experiences de-energize employees and a company and they have four to seven times greater impact on a company than positive experiences.

 

“Where possible, weed out toxic people before they join your organization. Interview for civility, using structured interviews with behavioral questions. Check references thoroughly, but also go beyond provided references, chasing down leads and hunches,” she writes.

 

Porath also suggests that employees need to be involved and hold their managers and colleagues accountable for living up to what is termed “normal” civility. The support of leadership in that accountable category — she suggests — can help. “In my research, the number-one attribute that garnered commitment and engagement from employees was respect from their leaders. In fact, no other leadership behavior had a bigger effect on employees across the outcomes measured. Being treated with respect was more important to employees than recognition and appreciation, communicating an inspiring vision, providing useful feedback, or even providing opportunities for learning, growth, and development,” she said.

 

In fact, Porath says those getting respect from their leaders have much higher levels of health and well-being. They get more enjoyment, satisfaction and meaning from their jobs. “Those feeling respected were also much more likely to engage with work tasks and more likely to stay with their organizations,” she added.

 

Conversely, Porath said, “Organizations that neglect values, role model inappropriate behavior, fail to instill meaning at work, or don’t take collaboration seriously will be fertile soil for problem behavior. When organizations address these issues systematically, more civility will follow.”

 

Source link: McKinsey & Company

 

 

Tags:  Insurance Content  Insurance Industry  Insurance News  Jobs  The High Cost of Negative Workplace Behavior  Weekly Industry News  Workplace 

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Career Killer — The Bad Attitude

Posted By Shiela Strubel, Tuesday, November 1, 2016

John Graham is a marketing and sales strategy consultant. He also writes business pieces for various sources and publishes a monthly online bulletin called No Nonsense Marketing & Sales Ideas.

 

In a recent article for Insurance Journal, Graham wrote about career killing bad attitudes and stated everyday attitudes — if negative — can do us in at work. He listed a bunch of them:

 

For what I get paid, I do more than enough. He agrees the person saying that — in many cases — is correct. However, how it is stated is where the problem lies. Making the statement in that manner alienates co-workers and is just “not the way to move ahead — or even stay where you are.”

 

I’ve put in my time and paid my dues. Now, it’s my turn. He says that’s chip on your shoulder territory. And no matter whether it’s their turn or not, the attitude is unmistakable and what it tells co-workers is that they think they’re special.

 

Sorry, but I’m busy right now. Can’t you get someone else? If that’s a repeat excuse, then what you’re telling co-workers is you can’t be counted on when needed.

 

They’ll see what happens when I leave. It’ll take three people to replace me. No one, Graham noted, is irreplaceable or indispensable. “If asked, they’re quick to let it be known that they carry far more than their share of the load. Those around them often see it quite differently,” he said.

 

Whoa! There’s only so much I can do. Graham says this is a person that limits themselves to what’s safe. They’ll not likely accomplish much with that attitude.

 

With so many meetings, I can’t get my work done. We all feel this way. Graham said don’t complain, find solutions like alternatives to meetings, or agendas that limit time and that go to participants ahead of time so they can plan, have meetings standing up (there’s a fun one), and so on.

 

That’s not my job. No explanation needed on this one.

 

Unless I get paid extra, I shouldn’t have to do it. He agrees sometimes the demands of an employer goes too far. But if it happens to one person in the organization it likely happens to all. And Graham said this person is often short-sighted and misses a chance to showcase what they can do and how capable they actually are.

 

Sorry, but I don’t know anything about that. While many of us often don’t know anything about “that,” saying that often indicates — Graham says — that we’re not willing to put out more than what we absolutely have to do.

 

My ideas aren’t important. Ideas benefit a company. He notes good employees have them and share them. And an employer likely wants to hear them.

 

I meant to get it done. I’ll get right on it. There are times when it’s a reasonable excuse but Graham said if it’s a habit then people know they can’t count on you. And it’s especially frustrating for them when having to beg to get something done repeatedly.

 

I’ve been around long enough and the rules don’t apply to me. Rules apply to everybody and chances are if that’s the attitude of an employee, they won’t be around much longer.

 

I didn’t know you needed it so soon. Really? Graham said those using that excuse are trying to reverse polarity and be the victim in the issue. He thinks it’s the worst of all possible excuses.

 

Source link: Insurance Journal

 

 

 

Tags:  Career Killer — The Bad Attitude  Employment  Insurance Content  Insurance Industry  Insurance News  Jobs  Weekly Industry News 

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Lawsuit on a Possible Industry Problem — Overtime

Posted By Administration, Tuesday, September 27, 2016

A new federal overtime rule goes into effect on December 1st. Employers will be forced to pay overtime to salaried workers making less than $47,500 a year. It’s a drastic change and close to double to today’s $23,660.

 

The Obama administration’s rule is not sitting well with Republicans and with business groups. All are calling it a federal overreach. Critics say it is going to force employers to put more salaried workers into hourly positions. Layoffs are a likely result because salaried executive, administrative, professional and computer employees are now eligible for overtime.

 

Early last week — led by Texas and Nevada and the U.S. Chamber of Commerce — 21 states filed a lawsuit to stop the rule. They’re saying it is going to place a very heavy burden on state budgets for one, and business budgets for another.

 

Speaking for the states and the Chamber, Texas Attorney General Ken Paxton said, Once again, President Obama is trying to unilaterally rewrite the law. And this time, it may lead to disastrous consequences for our economy.”

 

U.S. Labor Secretary Thomas Perez isn’t too worried about the suit being successful. He says the government is on sound legal and policy footing. And as proof, Perez said today only 7% of full-time salaried workers are entitled to collect overtime. In 1975 that figure was 62%. “I look forward to vigorously defending our efforts to give more hardworking people a meaningful chance to get by,” Perez said.

 

The suit contends the U.S. Labor Department overstepped its authority and increased the salary threshold way too drastically. It also believes the department failed to account for the cost of living variables from region to region.

 

Source links: MSN Money, The Hill, Insurance Journal 

 

Tags:  Employees  Employment  Insurance Content  Insurance Industry  Insurance News  jobs  Lawsuit on a Possible Industry Problem — Overtime  Weekly Industry News 

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Today’s Insurance Job Market

Posted By Administration, Wednesday, August 31, 2016

The Jacobson Group and the Ward Group do an annual survey on jobs. It is called the U.S. Insurance Labor Outlook Study. This year’s study found 66% of insurance companies are going to hire in the next 12 months. 

 

That’s the highest rates the survey has seen since it began in 2009.

 

Jacobson Group CEO Gregory Jacobson said September’s survey last year saw a percentage of 65%. And those hiring then and in the next 12 months say they’re doing so in spite of the fact they expect business to be down. The continued focus on increasing staff paired with mass retirements and virtually non-existent industry unemployment will only further interfuse an already challenging recruiting environment,” he said.

 

Here’s what else the survey found:

 

   Just 4% will decrease staff in the next 12 months

   Technology, claims and underwriting is where hiring will take place

   The hardest jobs to fill are technology, actuarial and executive

 

While there are no current stats on how agencies will be hiring in the next 12 months, we do know that wages at independent insurance agencies — and captives, too — are rising at a phenomenal rate. The U.S. Bureau of Labor Statistics said the average salary of an insurance agent today is $64,790.

 

In 2013 that figure was just $47,450.

 

Of course the usual factors — geography, the employer involved and experience — set up just how much an agent is paid. Agents in the East and in New England make the most money and some hit low six-figure incomes. In the PIA Western Alliance states just agents in Oakland-Hayward-Berkley, California hit the six-figure average at $104,900.

 

As for the PIA Western Alliance states, here are the average incomes:

 

   Alaska — $31,780 - $54,340

   Arizona — $54,810 - $60,340

   California — $66,350 - $94,040

   Idaho — $60,650 - $65,320

   Montana — $54,810 - $60,340

   Nevada — $54,810 - $60,340

   New Mexico — $31,780 - $54,340

   Oregon — $60,650 - $65,320

   Washington — $54,810 - $60,340

 

One possible reason for rising salaries — other than desperation to replace retiring workers — is the improving economy. And a better economy means employees are looking to see where the grass is greener.

 

A survey from Aon Hewitt titled Workforce Mindset checked in with 2,000 employees. It found 52% of employees are wide-open to the possibility of leaving their current employment and 44% are now actively seeking.

 

To defend yourself — if you’re an employer — you need to offer:

 

   Above average pay — 62%

   Above average benefits — 61%

   A fun place to work — 58%

   A flexible work environment — 57%

   A strong values fit — 56%

 

Ray Baumruk is the employee research leader at Aon Hewitt. He said, To keep and attract the highest performers, employers need an authentic employee value proposition that sets them apart from competitors. Even more importantly, organizations must listen to their employees to understand and foster a culture where employees’ expectations and desires are closely aligned with the employment experience they offer.”

 

Employees also want to be engaged:

 

   They are 15% more likely to be engaged when workplace communication is open and honest

   They are 11% more likely to be engaged when they feel they are encouraged to share ideas and opinions

 

Source links: Insurance Journal, Insurance Business America, Carrier Management

 

Tags:  Employment  Insurance Content  Insurance Industry  Insurance News  Jobs  Today’s Insurance Job Market  Weekly Industry News 

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The Insurance Industry’s Job Future is Looking Bright

Posted By Administration, Tuesday, June 21, 2016

Dr. Steven Weisbart

The Insurance Information Institute (I.I.I.) took a look at recently released Bureau of Labor Statistics statistics on insurance jobs. That peek went clear back to 1990 and ended up at the present.

 

To no one’s surprise, the stats read much like a yo-yo. However, over the last five-years the industry has added lots of jobs. Some 100,000 of them to be exact and more are on the way — maybe.

 

It depends on who does the talking.

 

Dr. Steven Weisbart is the chief economist of the I.I.I. and he said, The central question [of employment] is long-term. Is this an industry that young people would be attracted to? The industry obviously needs to be able to attract new people,” he said.

 

By “new” people he means Millennials — those who became adults at around the year 2000. The good news is insurers and agencies are starting to understand today’s young workers. What has been learned and is now being implemented is an understanding they want to work in jobs that gives them purpose and that helps them with professional growth. Millennials also seek managers that get them and that are invested in their success as much as they are invested in that success.

 

But again, will there be jobs?

 

Weisbart said, You get a different kind of answer depending on what part of the industry you’re looking at.”

 

Fewer jobs — he added — could be a result of technology but he said there are seven areas where insurance will grow and has grown. Here they are:

 

Independent claims-adjusting

  Between April of last year and April of this year employment rose 0.5%

  300 new jobs were added in that time period

  Total current employment — 56,000

 

P&C carriers

  Employment increase since April of 2015 to April 2016 — 0.6%

  New employees added — 3,000

  Total current employment — 519,000

 

Third Party administrators

  Employment rose 0.7% between April of 2015 and April of 2016

  1,300 new employees added in that time period

  Total current employment — 175,000

 

Agents & brokers

  2.2% employment increase from April of last year to April of this year

  New employees during that time period — 16,500

  Total current employment — 772,800

 

Weisbart said the agent and broker sector is growing more rapidly than other sectors. This in spite of pundits who said the number of agents in the future will shrink. He said, not only has not shrunk, but has been growing.”

 

One twist on the growth is that the Bureau of Labor Statistics does not differentiate between the different types of agents and brokers.

 

Life insurance & annuity carriers

  Employment rose 3.8% from April last year to April of this year

  New jobs added during that time frame hit 12,100

  Total employment currently — 331,100

 

Reinsurance carriers

  Employment jumped between April of 2015 and April of this year by 4%

  Jobs added is 100

  Total employment as of April 2016 — 24,700

 

Health insurance carriers

  Employment rose 4% between April of 2015 and April of 2016

  The number of new employees — 20,600

  Total employment now sits at 539,800

 

Weisbart concluded his explanation of industry growth the a quick comment on health insurance agent hiring. He said health insurance companies have been hiring a lot a new jobs are added almost every month. Much of that hiring is because of the Affordable Care Act (ObamaCare) and its increasing need of agents, claims reps, etc.

 

If you’re coming out of college and you want to look for a field where there are likely to be job openings, health insurance is a place to go,” he said.

 

Source links: Insurance Information Institute, PropertyCasualty360.com




Tags:  Insurance Content  Insurance Industry  Insurance News  jobs  The Insurance Industry’s Job Future is Looking Bri  The Workforce & the Economy  Weekly Industry News  Work 

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Jobs: The PIA Western Alliance States & Recession Recovery

Posted By Administration, Wednesday, June 15, 2016

Since the official end of the Great Recession in 2011, the U.S. has added 12 million jobs. And the unemployment rate has dropped from 9.1% to 5% — an eight-year low. When being specific, most states have added jobs since April 2011. Most have done at least 100,000.

 

The best growth is in the PIA Western Alliance state of Nevada and in Delaware and Utah. Four PIA Western Alliance states — Arizona, California, Idaho and Nevada — are in the top 10 most improved.

 

Five states did not recover and are still at negative growth. One of them is the PIA Western Alliance state of Alaska.

 

The statistics were produced by 24/7 Wall St:

 

  It reviewed the employment statistics for each state from April 2011 to April 2016.

  It looked at unemployment rates.

  It looked at the size of the labor force.

  It looked at employment levels from the Bureau of Labor Statistic’s Current Population Survey(CPS).

 

These are the states where employment is growing fastest, and where it is not growing at all.

 

50. West Virginia

49. Wyoming

48. Vermont 

47. Mississippi

 

46. ALASKA

  Employment decline: -0.2%

  Number of jobs April 2011: 331,879 (2nd least)

  Number of jobs April 2016: 331,132 (3rd least)

  Unemployment rate April 2016: 6.9% (the highest)

  Industry contributing most to decline: Government

 

45. NEW MEXICO

  Employment increase: 0.3%

  Number of jobs April 2011: 860,532 (14th least)

  Number of jobs April 2016: 863,168 (14th least)

  Unemployment rate April 2016: 5.8% (5th highest)

  Industry contributing most to increase: Education and health services

 

44. Kentucky

43. Maine

42. Alabama

41 Connecticut

 

19. OREGON

  Employment increase: 7.6%

  Number of jobs April 2011: 1.79 million (24th least)

  Number of jobs April 2016: 1.93 million (25th least)

  Unemployment rate April 2016: 4.5% (24th highest)

  Industry contributing most to increase: Professional and business services

 

16. MONTANA

  Employment increase: 8.0%

  Number of jobs April 2011: 463,050 (7th least)

  Number of jobs April 2016: 500,199 (7th least)

  Unemployment rate April 2016: 3.9% (18th lowest)

  Industry contributing most to increase: Education and health services

 

14. WASHINGTON

  Employment increase: 8.9%

  Number of jobs April 2011: 3.13 million (14th most)

  Number of jobs April 2016: 3.41 million (14th most)

  Unemployment rate April 2016: 5.6% (8th highest)

  Industry contributing most to increase: Professional and business services

 

10. North Carolina

9. Florida

 

8. ARIZONA

  Employment increase: 10.9%

  Number of jobs April 2011: 2.75 million (20th most)

  Number of jobs April 2016: 3.05 million (16th most)

  Unemployment rate April 2016: 5.4% (11th highest)

  Industry contributing most to increase: Professional and business services

 

7. CALIFORNIA

  Employment increase: 11.2%

  Number of jobs April 2011: 16.2 million (the most)

  Number of jobs April 2016: 18.0 million (the most)

  Unemployment rate April 2016: 5.2% (12th highest)

  Industry contributing most to increase: Professional and business services

 

6. Colorado

 

5. IDAHO

  Employment increase: 12.1%

  Number of jobs April 2011: 693,782 (12th least)

  Number of jobs April 2016: 777,399 (13th least)

  Unemployment rate April 2016: 3.6% (12th lowest)

  Industry contributing most to increase: Education and health services

 

4. South Carolina

 

3. NEVADA

  Employment increase: 13.0%

  Number of jobs April 2011: 1.18 million (16th least)

  Number of jobs April 2016: 1.34 million (18th least)

  Unemployment rate April 2016: 6.1% (4th highest)

  Industry contributing most to increase: Professional and business services

 

2. Delaware

1. Utah

 

Source link: MSN Money


Tags:  Insurance Content  Insurance Industry  Insurance News  jobs  Jobs: The PIA Western Alliance States & Recession   ressession  unemployment  Weekly Industry News 

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Retirement? Not Me

Posted By Administration, Wednesday, June 15, 2016



Many of us look forward to retirement. But as typical baby boomers, we actually don’t like the idea of bagging our careers in our mid-60s. And then some of us don’t really have the resources to quit working anyway.

 

But what do the people around the world say about retirement? Willis Towers Watson did a survey of employees of all ages and found:

 

  23% plan on being employed and working in their 70s.

  That’s up from 16% in 2009.

  The average person polled say they think they’ll retire at 65.

  But half — an exact 50% — think the odds are they’ll be working to 70 or above.

  Some think it could be 80 or over.

 

The study checked in with 30,000 people all over the world, with 5,100 of those surveyed in the United States. It found those expecting to work longer — quoting — “were less healthy, more stressed and more likely to feel stuck in their jobs than those who expect to retire earlier.”

 

  40% of those thinking they’re going to work past 70 feel stuck in their jobs.

  That compares to 28% of those expecting to retire at 65 feeling the same way.

 

Willis Towers Watson senior economist Steve Nyce said, “The decline of defined benefit plans and employer subsidies for early retirement removed one tool that encouraged that orderly rate of workers retiring.”

 

Here’s more. In the U.S. 76% agreed or strongly agreed that they’re worse off in retirement than their parents’ generation.

 

Source link: Employee Benefit News


Tags:  Insurance Content  Insurance News  jobs  Retirement  Retirement? Not Me  Weekly Industry News  Work 

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Working from Home: Positives & Negatives

Posted By Administration, Wednesday, June 8, 2016



Most of us start our workday at the workplace. Others — some say lucky, some say not — start our work from home. While working from home has advantages, it also has dangers.

 

Like not working.

 

So here are what PropertyCasualty360.com’s experts call the list of working from home dos and don’ts.

 

Do:

 

  If you have a home office, close the door while you are working.

  If you don’t have one, shut yourself off from anyone else whose home.

  If possible when you set up the work at home deal with your employer, keep your home office away from the rest of the house.

  Stay in the office during the work day. Do not wander to other parts of the house.

  Treat working at home like you’re working at a corporate office.

  Block out time on a calendar for each task.

  Set deadlines and time commitments to get work done.

  Recreate the office environment with big monitors, an office-like workspace and desk. 

  Make the mental shift that you are working in an office just not “the” office.

  It will help — as it does in a regular office — to exercise a bit. Take a short walk or bike ride sometime during the day. Stand up from time to time. Or stretch.

  Use headphones as a life-saving eliminator of distractions if you are not home alone.

  Music without lyrics on a concentration music channel or YouTube can keep distractions to a minimum.

  Avoid the temptation of snacking. Eat the right kind of breakfast. No junk food. It saps energy. Apples and fruit, etc. will give you more energy.

 

Don’t:

 

  Set up routines and don’t let them go. Skipping routines can easily become a habit.

  Take a shower daily and dress the part. Looking like a slob because no one sees you — the experts say — is a slippery slope.

  Don’t let people just drop by and want to do things, or have you do things because you’re home. You are still working.

  Keep regular business hours. Be available to co-workers during those hours. You could end up losing the working at home privilege if you don’t.

  Maintain a balance. You’re working from home so don’t let home life and work life blend together.

  Don’t tell co-workers who don’t need to know you’re working from home.

 

Most of all find out where you are most productive and plant yourself there. And if you think it’s a good idea to head for the local coffee shop to work because you see others working there, think again. How much work are they actually getting done?

 

The experts say the best place to work when you’re working from home is at home.

 

Source link: PropertyCasualty360.com

Tags:  Insurance Content  Insurance Industry  Insurance News  Jobs  Weekly Industry News  Work  work from home  Working from Home: Positives & Negatives 

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