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Employers’ Cost to Provide Employee Benefits Has Risen 24% Since 2001, New Analysis Finds

HR Daily Advisor

employers’ cost to provide employee benefits, measured as a percentage of pay, increased 24% between 2001 and 2015, fueled largely by a doubling in healthcare benefit costs, according to a new analysis by Willis Towers Watson, a leading global advisory, broking, and solutions company. of pay in 2001 to 18.3%

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Special Report from CareerBuilder—Changes in Workforce Composition, 2001–2014

HR Daily Advisor

Major demographic shifts in the United States since 2001 have led to a workforce that looks quite different today, according to a new report from CareerBuilder. In 2014, 49% of jobs were held by women, compared to 48% in 2001. million more female workers since 2001 compared to just 2.2 Occupation Composition by Gender.

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Retirement: The Unique Status of California’s Largest Employer

HR Daily Advisor

Alanis” and “Connor,” who were both employed as peace officers by the University of California (UC), were injured on the job before they reached the age of retirement under the University of California Retirement Plan (UCRP). Alanis was an officer at UC Berkeley from 2001 through 2013. University Reverses Course.

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Mind, Body and Wallet: Optimizing Workplace and Worksite Employee Well-being

Prism HR

The top areas of financial concern for worksite employees include having their retirement savings last as long as needed, having sufficient emergency savings and paying off/reducing household debt. Conclusion Worksite employees’ well-being is at a low across three crucial areas. Register for our upcoming webinar being held on April 10.

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How to coach yourself through investing in a bear market

Guideline

However, saving for retirement is different from saving for other goals because you are not significantly impacted by periods of volatility. Saving for retirement is usually a long term investment goal, so you can afford to take a bit more risk—short-term volatility isn’t going to matter if your retirement is 30 to 40 years out.

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Forget the Catchy Headlines – It Is Time for HR Leaders to Get Serious About Workforce Planning

CCI Consulting

a 28% quit rate in 2001 and 2010, following the 2000-2001 and 2008-2009 recessions). A significant contributing factor in 2021 is the increase in retirements with 1.5M more retirements than normal.  First, some facts about employee turnover: The 2021 quit rate is consistent with other post-recession data (i.e.,

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The Latest BLS Data Means that Talent Remains a Critical Imperative (i4cp login required)

i4cp

There are many factors for this, including demographics (an aging workforce), low rates of workforce participation (variously caused by early retirements, increased disability leave, long periods of stimulus payments, etc.), As shown below, that quit rate remains far above any month from 2001-2021. in March of this year.

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