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Выбор редакции
24 октября, 23:51

MOVES-BlueBay, NN IP, Neon, Aon, Baird

Oct 24 (Reuters) - The following financial services industry appointments were announced on Monday. To inform us of other job changes, email [email protected]

18 октября, 11:14

Most People Won’t Get a Pay Raise in 2017. Here’s How You Can

Workers hoping for a pay raise next year may need to temper their expectations. Employers in the U.S. aren’t budgeting much for salary increases in 2017.

Выбор редакции
18 октября, 04:08

BRIEF-Collaborate Corporation says Co signs agreement with AON to launch mobilise platform

* Asx alert-CL8 signs agreement with AON to launch mobilise platform-CL8.AX

13 октября, 14:18

Куплю, дорого: как «Манчестер Юнайтед» увеличивает доходы, не выигрывая титулов

Forbes изучает финансовую отчетность «Юнайтед» и объясняет, как клубу удалось заработать больше £500 млн по итогам сезона-2015/16

12 октября, 16:03

AON to Expand in Cyber Risk with Stroz Friedberg Takeover

In an effort to fortify its hold in the cyber risk management space, Aon (AON) will acquire Stroz Friedberg for an undisclosed amount.

30 сентября, 16:15

Aon Unveils Cyber Liability Insurance to Protect Businesses

Aon plc (AON), has launched an insurance policy aimed at protecting businesses from cyber risk.

Выбор редакции
28 сентября, 20:45

Survey: Planned salary freezes by US oil, gas firms to drop in 2017

Just 27% of US oil and gas firms plan to freeze salaries in 2017 compared with more than half of those firms doing so in 2016, according to a survey from Aon Hewitt, a provider of human capital and management consulting services.

Выбор редакции
11 сентября, 20:11

Страховые премии упадут к 2050 году на 40% из-за беспилотных автомобилей

По прогнозам одной из крупнейших в мире компаний страхования и перестрахования британской Aon plc, премии американских автостраховщиков упадут к 2035 году на 20%, а к 2050 году на 40% из-за распространения беспилотных автомобилей. Это связано в первую очередь с тем, что беспилотные автомобили будут более безопасными, ведь ко многим ДТП приводит человеческий фактор. Об этом компания сообщила во время прошедшей в воскресенье пресс-конференции. «Нам, как индустрии, нужно действовать быстро, чтобы гарантировать, что у нас есть новые продукты для того, чтобы встроиться в новую парадигму»,— заявил старший аналитик Aon Пол Ман.При этом, по мнению других экспертов, полностью беспилотное вождение принесет новые риски, требующие страхования, кроме того, само оно будет доступно лишь в относительно отдаленном будущем. «Новые технологии улучшат многие вещи, но они также принесут новые риски, например хакерские атаки на беспилотные автомобили или наезд сзади грузовиков в автоматизированной колонне. Предстоит еще долгий…

10 сентября, 04:11

Work Worth Dying For?

By Christopher Michaelson and Jennifer Tosti-Kharas When the first plane crashed on September 11, 2001, we were both management consultants living in Manhattan. One of us was leaving a Washington, DC hotel for a client while trying to get through jammed phone lines to his wife and baby. The other was still in bed after returning from the office at 3am. For us, as for many, 9/11 prompted reexamination of our lives. We both embarked on new academic livelihoods, enabling us to explore meaningful work without presuming to have discovered it more than anyone else has. When we met five years later, we found our research was motivated by similar, persistent questions: Why do people work? Should it be for something more than a paycheck or promotion? These questions take on increased significance in the context of 9/11, when so many people died at work. The Twin Towers were "a city within a city," a microcosm of those living and working in New York at the time. The rich and powerful worked alongside those struggling to make ends meet. Indeed, the victims of 9/11 spanned occupations from busboys to bond traders, firefighters to photographers. Was their work worth dying for? We will never know the victims' own answers to that question. However, the New York Times' "Portraits of Grief" provide insight into their legacies according to those who knew them best. These brief journalistic profiles often relied on interviews with victims' loved ones to account for their subjects' work, while emphasizing what meant most in their lives. They contain clues to our social values about what work means within the context of a finished life. Our research is analyzing the Portraits to better understand the role of work in the victims' legacies. Consider three examples: Christopher J. Blackwell was a fireman for 20 years in Rescue Company 3 in the South Bronx. He was a third-generation New York first responder. His wife described him as a devoted family man who loved his work. His mother added, "He lived and died with purpose." For Yelena "Helen" Belilovsky, being named assistant vice president at Fred Alger Management was a source of pride. It was the latest step on her immigrant's journey in which she overcame language struggles to earn a Master's degree and a burgeoning livelihood. "Crunching numbers" as a temp at Aon Corporation was Darren Bohan's "day job." His real love was music, especially banjo and guitar, which he played at night with his girlfriend. He dreamed of one day working in music full-time, perhaps as a teacher. These three Portraits map to the ways people can view their work: as a calling, career, or job. Work as a "calling" is a consuming passion of value in itself. Many firefighters, like Blackwell, were described as being born to do what they did. Work as a "career" is about advancing within an organizational or occupational hierarchy, as Belilovsky was demonstrating. Unlike some career stories, hers characterizes status as a symbol of security rather than as a vain pursuit. Work as a "job" is a means to other ends, such as Bohan's music. In past studies, when working people were asked to choose how much they felt a description of work as a job, career, or a calling described their own relationship to their work, two interesting trends emerged. First, there was an even distribution of people across calling, career, and job. Second, people categorized themselves seemingly independently of their occupation or job title. A busboy can report a calling, and a CEO can report a job. In the Portraits, loved ones consistently positioned work among other things that made the victims' lives worth living. Yet most loved ones indicated that other elements of the good life were more important than work, such as family, hobbies, and exploring the world. When we examined just the Portraits in which work was presented as more than a job title and employer's name, the results were striking. They most commonly portrayed work as a calling, then as a job. Only a handful depicted careers. Why were so many 9/11 victims called to work every day, and that fateful morning? Perhaps this is because so many attack victims represented helping professions, such as firefighting. Another explanation might be our tendency to romanticize, seeking meaningfulness in work that took a loved one away. Why, in a city marked by status symbols, were careers reported far less than usual? It appears that career concerns matter little for our legacies. What mattered more to victims' loved ones was that work was either worth dying for or enabled other things worth living for. What mattered less were corporate ladders climbed, performance reviews, and office politics. This observation seems particularly bittersweet, since we expend much of our daily energies trying to do what it takes to get ahead in our careers. When you return to work on September 12, honor the victims by doing work that would be worth doing every day, even if it were your last. Christopher Michaelson is David A. and Barbara Koch Distinguished Professor of Business Ethics and Social Responsibility at the University of St. Thomas and on the Business and Society Faculty of New York University. Jennifer Tosti-Kharas is an Assistant Professor of Organizational Behavior at Babson College. -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

06 сентября, 17:21

InsurTech Ventures Going After Big and Complex Health Insurance Pain Points

In my last post I outlined the four dimensions that are defining the opportunities for health insurtech innovation: the health of the American people, marketplace trends, the role of regulation, and the players. Incumbent health insurers are pursuing legacy tactics to compete in the ACA world: M&A (big deals either approved -- Centene/Healthnet; facing regulatory challenges - (both Aetna/Humana and Anthem/Cigna); increasing premiums; and leaving the public exchanges (notably, United Healthcare withdrew earlier this year and Aetna just announced its withdrawal from 11 of the 15 exchanges). Innovators addressing the root of user pain points can influence how plans are selected and health care is consumed. The levers are not easy to move. Success requires compliant ways of combining big data analytics and personalization with user-centric digital experiences. The headline of a recently published New York Times article, Cost, Not Choice, Is Top Concern of Health Insurance Customers would seem to state the obvious. Yet insurers have expressed surprise at the policy mix and which plans are proving to be most popular among people signing up for health benefits in the public exchanges. Participating carriers report poorer actual performance than anticipated in premiums (lower) and claims (higher). Users are gravitating towards lower-cost plan options, and show a trend to self-select into higher-cost plans when they know a big health care expense is coming. This is not just an issue for incumbents. Oscar, among the most visible innovators in the US health insurance marketplace, reported a $105MM loss in 2015. Lack of scale is a challenge, but the company has also been impacted by the user decision-making dynamics affecting established carriers. The results suggest (at least) three pain points: # 1 People don't see value because they don't understand what they are buying. When people think something is too expensive, it is because either they cannot afford it (i.e., it really is too expensive) or the perception of value does not justify the price. Reportedly one in seven employees do not understand the benefits being offered by employers, of which health insurance is by far the biggest piece. # 2 People are being held accountable for health decisions that they are not equipped to handle. Faced with a complex set of choices and opaque information, it is no surprise that many opt for the easy option: saving money now. # 3 People don't always make rational decisions. A basic primer in behavioral economics will highlight that emotion, bias, and other limitations drive decisions, not rational analysis, and people discount perceived upside relative to potential downside. There is not enough upside to pay more in the short term. Players who manage to affect these behavioral drivers stand to gain. Here are examples of companies working the issues. Connecting disparate sources of data PokitDok creates "APIs that power every health care transaction." They aim to enable data connectivity across the silos that in today's world require manual navigation. They define an ecosystem including Private Label Marketplaces, Insurance Connectivity, Payment Optimization and Identity Management. The company closed a $35MM B round last year. PokitDok is a pure technology play. Achieving their vision could be the "holy grail": better economics and better patient experiences and outcomes without owning underwriting risk. Helping employers It hasn't been lost on the startup world that 150MM employees purchase health care via employers, which is why many companies are focused on improving the benefits buying experience and promising to help employers lower costs. The ACA requires that all companies with more than 50 employees offer health insurance. This aspect of the regulation, coupled with the fact that health benefits expense has risen steadily, provides a specific and large innovation space. These companies are within the wide range of B2B players aiming at employers' role in delivering benefits: Lumity, who reported raising $14M last Fall, acting as an insurance broker. The company claims to be "the world's first data-driven benefits platform for growing businesses" promising to simplify benefits selection for employers and employees. Employees are asked to provide health data, which are compared with aggregate profiles using proprietary algorithms. The big question: Will employees see enough benefit to share potentially sensitive information? Zenefits, recovering from widely publicized regulatory issues, has new leadership. The company acts a broker, and focuses on small businesses. Collective Health is targeting a wide range of businesses via "ready-to-go," "configurable," and "advanced" solutions. The employee experience components of the offering are aimed at helping users make better-informed decisions with less hassle. SimplyInsured aggregates health insurance plan options for small businesses to make comparisons easier, and aims to automate processes presumably essential to creating a viable cost structure for serving this segment. A number of benefits consultants including Aon and Towers Watson (the latter via their acquisition of Liazon in 2013) offer larger employers private exchange capabilities - these include portals for employee benefits enrollment enabled by data analytics and a friendly user interface. They act as or engage brokers to create benefits plans tailored to employers' goals. Such portals can be helpful to employees, and check a box for employers seeking to improve the benefits experience, not just reduce expenses. Health advocacy: a workaround to fix a broken patient experience? Health Advocate, founded in 2002, is the largest example of a relatively new industry positioned to help patients navigate an increasingly complex system, to get right care and reimbursement. The question being raised around these solutions - although as the de facto advocate within my own family I'd love to have a professional advocate to whom I could outsource - is whether they are a workaround adding yet another layer of expense to an industry that earns among the worst customer satisfaction scores of any. As an employer, however, such services offer a benefits option that could be valuable given the stress of managing the health care process many employees undergo, no doubt with associated productivity impacts and/or lost wages. Motivating people to adopt healthier habits Vitality, reported on in an earlier post, is a cobranded platform offering deals and rewards designed to motivate people who take steps towards better health. Hancock offers the HumanaVitality program, integrating Vitality's rewards program into the insurance relationship. If people see near-term benefit to behavior change this could be a good use case upon which to build. Facilitating patient payments to providers Patientco is a "payments hub" supporting "every payment type," "every payment method," "every payment location." Focus is on efficiently increasing revenue for providers, secondarily to improve the payments experience for patients. The company provides the ability to integrate its solution with other health technology solutions. Providing better experience capabilities to carriers Zipari is a customer experience and CRM platform providing a product suite including enrollment, billing, and a 360-view of members across engagement channels. The company targets is product line at insurers, both direct-to-consumer and group or employer channels. The multiple miracles that would have to occur for a quick fix make it unlikely that we will see a simple, logical health insurance experience any time soon. We are relatively early in what is likely to be a long game. But, insurtech innovators and even more mature companies operating within and around the sector are demonstrating the capacity to go after the possibilities that data, technology and the ability to see creative solutions offer to mitigate the pain. Amy Radin partners with people who want to transform and grow businesses, bringing a combination of insight, vision, and pragmatism to realize the opportunities arising from change. She links client insight, marketing, big data, and digital technologies to financial goals. Amy serves on Advisory Boards, is an angel investor, keynote speaker, author and consultant. She works with companies from startups to Fortune 500 applying a Framework for New Growth (c) to help companies attract new clients and expand client relationships. Asclepius ancient greek god of medicine via Photopinand Creative Commons license -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

01 сентября, 17:13

Top Research Reports for 1st September, 2016

Top Research Reports for 1st September, 2016

31 августа, 20:22

President Obama Announces the Appointment of Seven Individuals to the Financial Oversight and Management Board for Puerto Rico

WASHINGTON, DC – Today, President Barack Obama announced the appointment of seven individuals to the Financial Oversight and Management Board for Puerto Rico.  The Board was established by the bipartisan Puerto Rico Oversight, Management, and Economic Stability Act (PROMESA), signed into law by President Obama on June 30th to address the economic crisis in Puerto Rico and to provide Puerto Rico with the tools it needs to restructure its debts and embark on a path to economic recovery.  The Board is tasked with working with the people and Government of Puerto Rico to create the needed foundation for economic growth and to restore opportunity to the 3.5 million Americans of Puerto Rico. President Obama announced the appointment of the following individuals to the Financial Oversight and Management Board for Puerto Rico: Andrew G. Biggs – Member, Financial Oversight and Management Board for Puerto Rico Jose B. Carrión III – Member, Financial Oversight and Management Board for Puerto Rico Carlos M. Garcia – Member, Financial Oversight and Management Board for Puerto Rico Arthur J. Gonzalez – Member, Financial Oversight and Management Board for Puerto Rico José R. González – Member, Financial Oversight and Management Board for Puerto Rico Ana J. Matosantos – Member, Financial Oversight and Management Board for Puerto Rico David A. Skeel Jr. – Member, Financial Oversight and Management Board for Puerto Rico President Obama said, “With a broad range of skills and experiences, these officials have the breadth and depth of knowledge that is needed to tackle this complex challenge and put the future of the Puerto Rican people first. In order to be successful, the Financial Oversight and Management Board will need to establish an open process for working with the people and Government of Puerto Rico, and the members will have to work collaboratively to build consensus for their decisions. I thank these individuals for making the decision to serve the people of Puerto Rico as members of the Board. The task ahead for Puerto Rico is not an easy one, but I am confident Puerto Rico is up to the challenge of stabilizing the fiscal situation, restoring growth, and building a better future for all Puerto Ricans." President Obama announced his appointment of the following individuals to the Financial Oversight and Management Board for Puerto Rico:  Andrew G. Biggs, Appointed as Member, Financial Oversight and Management Board for Puerto Rico Andrew G. Biggs is a resident scholar at the American Enterprise Institute (AEI), a position he has held since 2008.  Before joining AEI, Mr. Biggs held multiple positions in the Social Security Administration, including Principal Deputy Commissioner from 2007 to 2008, Deputy Commissioner for Policy from 2006 to 2007, and Associate Commissioner for Retirement Policy from 2003 to 2007.  Mr. Biggs served as an Associate Director in the White House National Economic Council in 2005.  From 1999 to 2003, Mr. Biggs worked as a Social Security Analyst at the Cato Institute.  He previously served as the Director of Research at the Congressional Institute from 1998 to 1999.  Mr. Biggs received a B.A. from Queen’s University Belfast, an M.Phil. from Cambridge University, an M.Sc. from the University of London, and a Ph.D. from the London School of Economics. Jose B. Carrión III, Appointed as Member, Financial Oversight and Management Board for Puerto Rico Jose B. Carrión III is President and Principal Partner of HUB International CLC, LLC, a position he has held since 2012.  Mr. Carrión co-founded the independent insurance brokerage of Carrión, Laffitte & Casellas, Inc. in 2001 and was its President until 2012, when it was sold to HUB International.  From 1995 to 2001, Mr. Carrión was affiliated with AON Risk Services of Puerto Rico and was the firm’s President from 2000 to 2001.  In Puerto Rico, from 2009 to 2012, Mr. Carrión served as the Chairman of the Board for the Corporación del Seguro del Estado (Workers Compensation Board).  In addition, he was a Board Member of the Administración de Compensación de Accidentes de P.R., the Commonwealth’s public auto insurer.  Mr. Carrión was born and raised in San Juan, Puerto Rico. He received a B.A. from the University of Pennsylvania and an M.B.A. from the College of Insurance, now St. John’s University. Carlos M. Garcia, Appointed as Member, Financial Oversight and Management Board for Puerto Rico Carlos M. Garcia is the Chief Executive Officer (CEO) of BayBoston Managers LLC and Managing Partner of BayBoston Capital L.P.  He founded BayBoston in 2013.  Mr. Garcia has also served as Chairman of the Board of Caribbean Financial Group Holdings, L.P. since 2014.  From 2011 to 2013, Mr. Garcia served as Senior Executive Vice President and board member at Santander Holdings USA, Inc. and Santander Bank, N.A.  He was Chairman of the Board, President, and CEO of the Government Development Bank for Puerto Rico from 2009 to 2011.  Mr. Garcia was Senior Executive Vice President and Chief Operating Officer (COO) of Santander Bancorp from 2004 to 2008, and President and COO of Banco Santander Puerto Rico in 2008.  He was previously Executive Vice President of Banco Santander Puerto Rico from 2002 to 2004.  From 1997 to 2005, Mr. Garcia worked at Santander Securities Corporation, as Managing Director from 2000 to 2001, Senior Vice President and Director of Investment Banking from 1997 to 2001, and President and CEO from 2001 to 2005.  Mr. Garcia worked at Popular Securities, Inc. from 1995 to 1997.  Mr. Garcia was born and raised in Mayaguez, Puerto Rico.  He received a B.S.E. and B.A. from the University of Pennsylvania. Arthur J. Gonzalez, Appointed as Member, Financial Oversight and Management Board for Puerto Rico Arthur J. Gonzalez is a Senior Fellow at New York University School of Law (NYU).  Judge Gonzalez was previously an adjunct professor at NYU.  Judge Gonzalez served on the United States Bankruptcy Court for the Southern District of New York from 1995 to 2012, retiring as Chief Judge following his appointment to that position in 2010.  Previously, Judge Gonzalez served as the United States Trustee for New York, Connecticut and Vermont from 1993 to 1995 and as Assistant United States Trustee for the Southern District of New York from 1991 to 1993.  He was an attorney for the Manhattan District Counsel Office of the Internal Revenue Service from 1983 to 1988.  Prior to his legal career, Judge Gonzalez served as a teacher in the New York City school system for 13 years.  Judge Gonzalez received a B.S. from Fordham University, an M.S. from Brooklyn College, a J.D. from Fordham University School of Law, and an LL.M. from New York University School of Law. José R. González, Appointed as Member, Financial Oversight and Management Board for Puerto Rico José R. González is Chief Executive Officer and President of Federal Home Loan Bank of New York (FHLBNY).  Mr. González joined FHLBNY in 2013 as Executive Vice President and Chief Operating Officer, positions he held until 2014.  Previously, Mr. González served as Senior Executive Vice President of Banking and Financial Services at OFG Bancorp from 2010 to 2013.  He also served as CEO and President of Santander BanCorp from 2002 to 2008, of Santander Securities Corporation from 1996 to 2001, of Credit Suisse First Boston (Puerto Rico), Inc., from 1989 to 1995, and of the Government Development Bank for Puerto Rico from 1986 to 1989.  Mr. González is a past President of the Securities Industry Association of Puerto Rico and the Puerto Rico Bankers Association.  He was born and raised in San Juan, Puerto Rico.  Mr. González received a B.A. from Yale College and an M.B.A. and J.D. from Harvard University. Ana J. Matosantos, Appointed as Member, Financial Oversight and Management Board for Puerto Rico Ana J. Matosantos is President of Matosantos Consulting.  She served as Director of the California Department of Finance from 2009 to 2013 and as Chief Deputy Director for Budgets from 2008 to 2009.  Ms. Matosantos also served as Deputy Legislative Secretary for Health and Human Services and Veterans Affairs in the Office of the Governor of California.  She was a member of the California Health and Human Services Agency front office from 2004 to 2007, serving as Assistant Secretary for Program and Fiscal Affairs as well as Associate Secretary for Legislative Affairs.  Ms. Matosantos previously worked in the California State Senate as a consultant to the Senate Committee on Health and Human Services and also as the human services consultant of the Senate Committee on Budget and Fiscal Review.  She was born and raised in Santurce, Puerto Rico.  Ms. Matosantos received a B.A. from Stanford University.  David A. Skeel Jr., Appointed as Member, Financial Oversight and Management Board for Puerto Rico David A. Skeel Jr. is the S. Samuel Arsht Professor of Corporate Law at the University of Pennsylvania Law School, a position he has held since 2004.  Mr. Skeel joined the University of Pennsylvania Law School in 1999.  From 1990 to 1998, Mr. Skeel taught at Temple University School of Law, where he was an Associate Professor from 1993 to 1998 and an Assistant Professor from 1990 to 1993.  From 1988 to 1990, he was an associate in the law firm Duane, Morris, and Heckscher, within the firm’s Reorganization and Finance Department.  From 1987 to 1988, he clerked for the Honorable Walter K. Stapleton of the United States Court of Appeals for the Third Circuit.  Mr. Skeel received a B.A. from the University of North Carolina at Chapel Hill and a J.D. from the University of Virginia School of Law. 

26 августа, 16:57

Quick Guide to Principal MidCap A Fund (PEMGX)

Principal MidCap A (PEMGX) a Zacks Rank #1 (Strong Buy) seeks long-term growth by investing primarily in common stocks and other equity securities of medium capitalization companies

19 августа, 17:28

Will Stiff Global Competition Limit Aon plc's (AON) Growth?

On Aug 19, we issued an updated research report on Aon plc. (AON).

16 августа, 22:23

FACT SHEET: White House Announces New Commitments to the Fair Chance Business Pledge

In April, the White House launched the Fair Chance Business Pledge encouraging companies from across the American economy to take action to ensure that all Americans have the opportunity to succeed, including individuals who have had contact with the criminal justice system. The pledge represents a call-to-action for all members of the private sector to improve their communities by eliminating barriers for those with a criminal record and creating a pathway for a second chance. Today we’re announcing a round of new signatories, bringing the total number of pledged employers to 185. The new commitments are from a diverse range of employers including: Walmart, Dropbox, and the University of Pennsylvania. The companies and organizations that have signed the pledge collectively employ over 3 million Americans. Since the President took office, this Administration has been committed to reforming America's criminal justice system and highlighting the importance of reducing barriers facing justice-involved individuals who are trying to put their lives back on track. Over 2.2 million individuals are incarcerated in American prisons and jails, and the vast majority of them will return to their communities. Improving education and job opportunities for these individuals has a recognized effect of reducing crime and will make our communities safer.  By signing the Fair Chance Business Pledge, these companies are: Voicing strong support for economic opportunity for all, including the approximately 70 million Americans who have some form of a criminal record. Demonstrating an ongoing commitment to take action to reduce barriers to a fair shot at a second chance, including practices such as “banning the box” by delaying criminal history questions until later in the hiring process; ensuring that information regarding an applicant’s criminal record is considered in proper context; and engaging in hiring practices that do not unnecessarily place jobs out of reach for those with criminal records. Today’s announcement is further evidence of the private sector’s support for a more fair justice system. Throughout the year, the Administration will continue to highlight businesses that join the Fair Chance Business Pledge. THE FAIR CHANCE BUSINESS PLEDGE We applaud the growing number of public and private sector organizations nationwide who are taking action to ensure that all Americans have the opportunity to succeed, including individuals who have had contact with the criminal justice system. When around 70 million Americans – nearly one in three adults – have a criminal record, it is important to remove unnecessary barriers that may prevent these individuals from gaining access to employment, training, education and other basic tools required for success in life. We are committed to providing individuals with criminal records, including formerly incarcerated individuals, a fair chance to participate in the American economy. Companies and organizations interested in joining the Fair Chance Business Pledge can do so by signing up HERE. Today’s signatories include: 3D PARS Aesthetics On The Glow ALB3 Consulting Research & Management Anzures Worldwide Aone Contracting & Supply Asian Media Access Associated Students Inc., San Francisco State University - Project Rebound Bob Barker Company Bubbles Bubbles Bubbles, LLC C.H. Robinson Caffe Lubena Capital Oversight Inc. Carosella Design Build, Ltd. Center for Children with Incarcerated Parents of America Center for Self-Sufficiency Civil Survival Conscious Connections LLC Cornerstone Baptist Church David's Hope Disruption LLC Dropbox Every Dog Has Its Day Care FirmGreen, Inc. Friends of Guest House Global Agro Commodities LLC Goodwill-Easter Seals Minnesota GRID Alternatives J&X Energy LLC Leblanc Consulting Living Stones International Livin Lovely United, LLC Los Angeles Area Chamber of Commerce Mission: Launch, Inc. Museum of Broadcast Communications My Urban Garden Soap Nehemiah Manufacturing New York Fashion Police Nolef Turns Inc. Nova Consulting Group, Inc. Novo Community Foundation Offender Aid & Restoration (OAR) Path to Freedom Paxen Learning Corp. Phyllis Wheatley Community Center PLR Services POP! Gourmet Foods Reading Terminal Market Rivanna Natural Designs, Inc. Ru'Day's Helping Hands Safe & Sound Hillsborough Saint Benjamin Brewing Company SER Metro-Detroit, Jobs for Progress, Inc. Six Mile Regional Library District Solar States Spartan Staffing SpringDot, Inc. StepUp Durham Student Success Institute Sungevity, Inc. Teslights, LLC Texas Central Partners, LLC The BeBe Group The Feminist Wire The Lake Alabaster Box Theatre of the Oppressed NYC Union Theological Seminary in the City of New York University of Pennsylvania Walmart Weavers Way Cooperative Association Wellness Enterprises, Inc. Your Dog's Best Friends Federal Interagency Reentry Council In addition, the Federal Interagency Reentry Council released its strategic plan today, “A Record of Progress and a Roadmap for the Future,” highlighting the Council’s achievements and charting a course for building upon these efforts in the months and years to come. Originally launched in 2011, the Federal Interagency Reentry Council brings together representatives from more than 20 agencies across the federal government to expand the range of tools available so that every individual returning from prison or jail has a meaningful chance to rebuild their life and reclaim their future. Co-Chaired by the Attorney General and the Director of the White House Domestic Policy Council, the Federal Interagency Reentry Council coordinates and leverages existing federal resources, dispels myths related to reentry and clarifies policies, elevates promising practices, and reduces the policy barriers to successful reentry. National Reentry Week The Department of Justice also released an after-action report today describing the success of this year’s first-ever National Reentry Week. Held during the week of April 24th, this inaugural effort featured more than 550 events throughout the country, as well as several federal, state, and local actions and announcements aimed at improving reentry outcomes and raising awareness of the importance of successful rehabilitation and reintegration into communities. As the after-action report notes, leaders from across the Administration traveled in support of these events, which included: More than 75 resource fairs, connecting individuals with housing, legal aid, community-based reentry services and other vital resources; More than 65 employment-related events, providing recently released individuals with opportunities to connect with employers and job search resources; More than 75 reentry presentations, informing individuals returning home from prison or jail about ways to succeed despite the barriers they may face as they reenter their communities; More than 35 family-related events, providing individuals with information that will assist them with their release; More than 30 stakeholder meetings, bringing together all parties that have a stake in the reentry process; More than 25 graduation ceremonies, marking successful completion of programs ranging from reentry court programs to GED and vocational training curricula; and More than 25 reentry simulations, highlighting real-life issues facing reentering individuals. These announcements build on the Administration’s longstanding commitment to improving reentry outcomes and removing unnecessary obstacles facing formerly incarcerated individuals, including: Establishing the Federal Interagency Reentry Council to lead the Government’s work on the rehabilitation and reintegration of individuals returning to their communities from prisons and jails. Proposing a rule “Banning the Box” in federal employment by prohibiting federal agencies from asking questions about criminal and credit history of applicants for tens of thousands of government jobs until a conditional offer of employment has been made. Releasing guidance on the application of Fair Housing Act standards on the use of criminal records by providers of housing and providing guidance for public housing authorities on excluding the use of arrest records in housing decisions. Clarifying that individuals in state or local halfway houses and those on probation or parole are not excluded from Medicaid and describing how states can better facilitate access to Medicaid services for individuals reentering the community. Making available Veterans Affairs services and support to justice-involved veterans in over 350 Veterans Treatment Courts and other Veteran-focused court programs and 1,284 local jails.  Removing unnecessary barriers to college access. The Department of Education issued Beyond the Box Guidance and higher education institutions from across the country joined the Fair Chance Higher Education Pledge to voice their support for the reforms needed to expand college opportunity. Establishing the My Brother’s Keeper Task Force in February of 2014, which is charged with addressing persistent opportunity gaps facing boys and young men of color and ensuring all young people can reach their full potential. Many of the announcements being made today respond to the Task Force’s May 2014 Report to the President, which included a wide range of recommendations designed to create clear pathways to opportunity and “eliminate unnecessary barriers to giving justice-involved youth a second chance.” In addition, in 2012, the Equal Employment Opportunity Commission released updated guidance on the appropriate use of arrest and conviction records in employment decisions and clarified employers’ nondiscrimination obligations.

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11 августа, 17:09

Principal MidCap P Fund (PMCPX) in Focus

Principal MidCap P Fund (PMCPX) a Zacks Rank #1 (Strong Buy) was incepted in September 2010 and is managed by Principal Management Corp

05 августа, 17:50

Willis Towers (WLTW) Beats on Q2 Earnings, Revises View

Willis Towers Watson plc (WLTW) reported second-quarter 2016 adjusted net income of $1.66 per share, beating the Zacks Consensus Estimate of $1.59.

05 августа, 11:10

The Gender Gap That No One's Talking About

A year ago, in the emotional aftermath of her divorce, Ann Burr Clevenger found herself in a world of bewildering, new things. There was the living alone for the first time in over a decade; the new job in a new city; and there, on her kitchen table, in her inbox and her desk, a growing collection of documents detailing her retirement savings ― a daunting, taunting, seemingly incomprehensible mess. “One of the things I had to do after the divorce was consolidate my retirement money ― 401(k) from my previous job and my ex-husband’s IRA,” said the 43-year-old mom-of-two. “I didn’t have all the account information I needed, and had never dealt with things financial matters like this before, so had to start from zero. It was a nightmare.” Her ex-husband, an investment banker, had taken care of the family’s finances for the duration of their marriage, Clevenger explained. “I hate to be so stereotypical, but it just wasn’t something that interested me or was my strong suit,” she said over the phone from her Avon, Connecticut, home last month. “But then we got divorced, and suddenly I was responsible for my financial situation ― for the first time in 13 years.” Clevenger had “never been solely financially responsible for buying a house, running a household and properly supporting two children. And I had to figure it all out in three months,” she said.  Since graduating college, Clevenger had been financially independent, working job after job without pause. But though there was money in the bank, having a plan for it all had never been a priority. As a child and later as a young adult, she was never educated on financial planning. Then she met her ex-husband, who began managing her finances early on in their relationship. “We merged our accounts before we even got engaged,” she recalled. When the couple separated many years later, Clevenger said she wasn’t in a “bad financial situation, it was more that I didn’t know the first thing about managing it.” Her story is not unusual. Research shows that 80 to 90 percent of women will be solely responsible for their finances at some point in their lives due to the death of a spouse, divorce or other reason; yet women across the board report lower levels of financial knowledge and confidence than men. This is not a new problem, but as evidence mounts of the financial instability that many women are facing, especially in retirement, a sense of urgency has recently grown around finding solutions for this troubling gender gap.  In March, a report by the National Institute on Retirement Security found that women are 80 percent more likely than men to be impoverished at age 65 and older, while women between the ages of 75 to 79 are three times more likely than men to be living in poverty. “As women continue to lag behind men in terms of saving and planning for retirement, it is even more concerning that women statistically tend to live longer than men, thereby implying an even greater need for savings and preparations,” said Catherine Collinson, president of the nonprofit Transamerica Center for Retirement Studies, in response to the report. “A woman’s path to a secure retirement is filled with obstacles.”  A 2015 Standard & Poor study on global financial literacy found that just 30 percent of women are financially literate compared to 35 percent of men. In 2014, a study conducted by the Global Financial Literacy Excellence Center found an even greater gap: only 22 percent of U.S. women surveyed, compared to 38 percent of men, could answer three simple finance-related questions correctly. Other nations in the survey showed a similar pattern. “Women in countries as different as Germany, Australia, Canada, Italy, France, Sweden, Switzerland, New Zealand, Japan and the Netherlands all display lower levels of financial literacy than men,” economist Annamarie Lusardi, one of the study’s authors, said last year. @media (max-width: 999px) { .graphic_desktop { display: none; } } @media (min-width: 1000px) { .graphic_mobile { display: none; } } An overwhelming majority of American women ― more than 85 percent ― don’t know how to invest or choose a financial product, according to a 2010-2011 Prudential report. Fewer than 2 in 10 women surveyed said they felt “very prepared” to make wise financial decisions. This lack of financial knowledge and confidence has impacted women’s ability to plan ahead. Only one-third of women in America have a financial plan in place, according to the Prudential survey. Almost half of women who earn more than $30,000 a year fear that they’ll up “broke and homeless,” per a 2013 report by Allianz. “Too many women go through life and never take control of their own financial health and future,” said Clevenger, as she reminisced over the choices she made as a younger woman. “I think women get a pass, culturally, when it comes to finances. There are of course many families where the opposite is true, but at least in my experience, it seems it’s often the woman who says her husband is in charge of finances, and culturally that’s okay.” Bridging The Gender Gap ― At The Office With money woes weighing heavily on her mind, Clevenger shared her concerns with a coworker one day last year, a few months after the finalization of her divorce. Hearing her worries, the colleague recommended she check out a “financial fitness thing” organized for free by her new employer, Aetna. “It’s definitely something you say ‘I should totally do that and you never do,’ but in this case I did actually end up going down and making an appointment,” said Clevenger, who’s worked as a social media manager at the health care company since August 2015. Financial wellness programs have been offered by some companies since at least the ‘80s, but the prevalence and variety of them appear to be on the rise. Fifty-eight percent of U.S. employers have seen “an increased significance of financial wellness in their organization,” according to a 2016 report by consultancy firm Aon Hewitt. By the end of this year, Aon Hewitt estimated that more than 7 in 10 U.S. employers will offer their workers some kind of financial wellness program. At Aetna, financial wellness programs were first introduced in 2007. Their launch had been prompted, according to company spokesman Matt Clyburn, by a troubling new trend among employees. “We noticed that employees were taking more loans from their 401(k) plans, a move that often indicates financial stress and can lead to unforeseen consequences,” he wrote in an email. “We felt it was our responsibility to teach employees about their finances and help them plan for the future.” Today, the company offers a variety of financial wellness options, including workshops, one-on-one consultations with financial planners and online tools, like calculators and checklists. In 2015, nearly 5,500 Aetna employees completed financial wellness assessments and approximately 7,700 participated in one-on-one consultations or workshops with financial planning professionals, Clyburn said. In total, the company’s financial wellness offerings reached more than 25 percent of the workforce; 77 percent of Aetna’s participants were women. Clevenger remembered meeting a financial planner from Financial Finesse, a California-based financial wellness firm, in a quiet room at Aetna’s Hartford, Connecticut, office last year. “‘Here’s my financial situation,’ I said to him. I just brought all my documents and basically sat there and vomited it all out on his desk, and was like ‘what do I do?’” she recalled, laughing. “It was great. I’m still so grateful to him. He took all my information and really listened to what was important to me.” The consultant later followed up with Clevenger, providing her with a worksheet and recommendations. She implemented every single one of them, she said ― a move that’s filled her “with confidence in my financial future.” “I want to be clear that it wasn’t just like, I met with some guy and he told me to ‘do this, this, this,’ and I blindly did it. He wasn’t just a replacement for my ex-husband. It was really more a ‘teach a man to fish’ situation,” Clevenger said. “He helped to create a situation where I was informed enough to take care of it all myself. I now understand more about where my money comes from and where it’s going and why it’s doing certain things. Knowledge is power, especially when it comes to money.” “I feel empowered,” she added. (Story continues below.) Are you financially literate? Standard & Poor asked more than 150,000 adults in 140-plus countries five simple finance-related questions for its 2015 Global Financial Literacy Survey. Answering three out of four right (questions 4 and 5 count as one) means you’re financially literate. Only one in three people globally met that standard, the S&P survey found. See how you fare in the quiz below: When ‘I Don’t Know’ Is A Good Thing Based on a growing body of research into the efficacy of financial wellness programs at the workplace, Clevenger’s positive experience is not atypical. “According to the evidence I have reviewed and my own work on workplace financial education, these programs have an impact,” Lusardi, a professor at the George Washington School of Business who’s written extensively about financial wellness, told HuffPost in an email. These programs appear to be particularly beneficial for women, she added. “Interestingly, it is the women who are more likely to change behavior after attending financial education programs.” Pointing to her research, Lusardi said women are more likely than men to admit that they “don’t know” the answers to money-related questions ― a very good sign when it comes to financial wellness. “[In our 2014 study] the reason why women display lower financial literacy than men is not because they answered incorrectly [but] because they disproportionately answered with ‘I do not know,’” Lusardi said. “This is a great result, women do not know, but they know they do not know, so they are an ideal target for financial education programs and they are also ideal financial decision-makers: when it comes to finance, overconfidence does not help.” Women are also more likely than men to take advantage of financial education provided by their employers, according to a report last year by Financial Finesse. In 2014, for instance, women made up two-thirds of total employees who completed a financial wellness assessment through Financial Finesse’s online learning center. With this in mind, experts say companies can play an important role in bridging the gender gap in financial wellness by offering educational programs to their employees. Programs targeted specifically at women could be even more beneficial. “Employers are uniquely positioned to help,” said Financial Finesse CEO Liz Davidson in a release last year. Instituting financial wellness programs can also be enormously beneficial for employers themselves, experts say.  “We know that stress is, or can be, an underlying cause of acute and chronic illnesses, which result in sick days taken and employees accessing the employer-sponsored medical plan. This results in an increase in expenses and decreased productivity,” said Bruce Elliott, manager of compensation and benefits at the Society for Human Resource Management. “As a result, taking this issue on and teaching your employees about personal finance can add directly to the bottom line.” Financial wellness programs can also help retain and attract talent.  Andrew Hopkins, a spokesman for State Street Global Advisors, told the story of a successful three-day financial wellness bootcamp organized last year by one of its corporate clients. “Following the event, the employer saw a direct impact on employees’ 401(k) decisions. For example, over half of employees increased their deferral rates from the previous quarter. The employer also gained many intangible benefits. People said the event made them happier to work for that organization,” he said. For employers looking to adopt financial wellness programs at their organizations, financial advisors have a few key pieces of advice. “First, they should survey their employees to see what topics are top of mind for them,” said Kim Kasin, a financial guidance executive at Bank of America Merrill Lynch. “Second, different generations have different needs. Millennials are focused on managing down student loan debt, while baby boomers are preparing for retirement. Targeted education will ensure greater engagement.” Companies, Kasin added, should also ensure their employees are well aware of the programs available to them. About 30 percent of employees working at large firms had no idea such programs were on offer at their workplace, according to Bank of America’s 2016 Workplace Benefits Report. Women And Money: A Crisis Financial insecurity is a problem that impacts the majority of Americans. Since the so-called Great Recession of the late 2000s, more than 70 percent of people in the U.S. ― regardless of race, gender or socio-economic status ― have been living paycheck to paycheck, according to a 2013 Bankrate.com survey. The American Psychological Association said financial stress is the most common cause of stress in the U.S. But for women, the numbers are particularly dire. ― Women live, on average, five to six years longer than men. This means their retirement savings need to cover longer life spans. ― However, research shows that though both men and women’s retirement savings fall short, women face a far more challenging future. A median 45-year-old man is projected to have a savings shortfall of $267,233 to meet average retirement expenses at age 65, according to Financial Finesse. In contrast, a median 45-year-old faces a shortfall of $522,262. ― There are many reasons for this staggering retirement gender gap. Not only do women earn significantly less than men, but they also tend to receive lower average monthly Social Security payments due to less time spent in the workforce (reasons for this include leaving work to care for children or elderly parents). ― Women may also receive reduced monthly benefits due to the death of a spouse. According to a 2011 U.S. Census bureau report, the median age of widowhood across all ethnicities was around 60 years, but the average life expectancy of U.S. women is 81 years. A woman may receive reduced Social Security benefits if widowed. Social Security benefits are typically reduced by one-third when one spouse dies, according to a 2005 report in the Social Security Bulletin. ― In 2014, the average Social Security income received by women 65 years and older was only $13,824, compared to an average benefit for men of $17,911, according to a National Institute on Retirement Security report.  ― Widowed women depend on Social Security benefits for 58 percent of their income. Widows are twice as likely to live in poverty at and after retirement age than widowers, the same report concluded.  ― There’s also the issue of divorce. It’s estimated that between 30 and 50 percent of marriages in the U.S. end in divorce, which can have devastating financial consequences to both parties. Research shows, however, that divorce tends to be more financially damaging to women than men. To limit this gaping financial divide between the genders, experts say a multi-pronged approach is necessary. For one, wage equality needs to be addressed. But enhancing financial literacy is also critical. Groups like the Global Financial Literacy Learning Center and the LiSa Initiative, a grassroots movement aimed at providing financial education to women, believe that financial learning needs to be enhanced at every stage of life, from schools to workplaces. “These differences tend to form early in life and schools are the most effective way to reach a large number of women,” said Lusardi, an advocate for the inclusion of financial literacy classes in not just high schools and college, but elementary schools as well. “Until we add financial literacy in school or in the workplace, it is hard to expect major changes, financial literacy is not acquired by simply watching the world around us,” she added. The LiSa Initiative is also working to bring financial wellness workshops to women in communities across America, including prisons as well as religious, military and veteran organizations. Earlier this year, Dr. Nicole Terry, a financial education instructor with the group, led a six-week financial education course at a women’s prison in Jacksonville, Florida. Terry taught 21 inmates “everything from the psychology of money to practical lessons, such as creating a financial budget and reducing debt,” a LiSA Initiative spokesperson told HuffPost. It was an emotional experience for everyone involved. “Nicole cared about us and made us feel like we were an important part of this world,” one participant said. Clevenger said she now encourages all her colleagues to attend financial wellness programs at work.  “I cannot recommend these programs highly enough,” she said. “It would be hard to overstate the difference between me now and me two years ago. I went from not knowing how much money I had in my accounts to having a handle on my whole financial life.” Everyone, she stressed, regardless of circumstance, would benefit from such programs. “You just never know,” she said, what challenging curveball life may throw your way. “I was married for 10 years, and you obviously don’t think to yourself, ‘I’m going to be divorced one day, so I better study up the finances. Nobody thinks like that,” Clevenger said. “But in retrospect, I wish I had taken a more active role and done things differently.” I think it’s important, even when you’re married, and when you have combined finances, it’s important to be aware,” she added. “Like any other aspect of your life ― your mental life, your physical life ― your financial life is part of that picture too. It’s not something that anyone else should be responsible for.” -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

29 июля, 18:20

Aon Plc's (AON) Q2 Earnings and Revenues Miss Estimates

Aon plc's (AON) second-quarter 2016 operating earnings of $1.39 per share narrowly missed the Zacks Consensus Estimate of $1.40.

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29 июля, 15:05

Aon plc (AON) Q2 Earnings and Revenues Miss Estimates

Aon's second quarter earnings missed our estimate.