User:TheMacDaniel/sandbox

The CEPR has found no evidence companies are reducing the hours of their workers to avoid the ACA requirements for employees working over 30 hours per week.

Provider employment in the United States
A large demographic shift in the United States is putting pressure on the medical system, and the industries that support it. Roughly 10,000 baby boomers retire every day in the United States removing many talented and experienced workers from the medical field each year. The demographic shift to an older population is projected to increase medical spending in North America by at least 5%, creating a funding crunch that the government (through medicare and other social services), insurance companies, and individual savings accounts are straining to absorb. Finally, the older population is rapidly increasing demand for healthcare services despite the tight budgets and reduced workforce which puts pressure on wages and working conditions, with the majority of healthcare jobs seeing salary reductions between 2009 and 2011, with more reductions coming.

The challenging demographic pressures on the United States medical system has created employment opportunities but reduced job security and caused large swings in employee confidence for medical professionals. Hospitals have started outsourcing lower level care work to third party firms, and home care (one the lowest paid care positions) is one of the fastest growing medical sectors. This means that, with the exception of highly trained doctors, surgeons, and high level support staff, medical professionals are becoming more expendable from formerly well paying jobs, which reduces confidence and employee moral.

Employee retention
- High turnover industries such as retailing, food services, call centres, elder care nurses, and salespeople make up almost a quarter of the United States population making employee retention more important than ever. Even the cost of replacing a worker in fast food costs approximately $500 and because fast food workers rarely last an enter year at their jobs, the costs can add up quickly. - Why employees join: understanding what your employees are looking for in the job while simultaneously making sure your expectations are correct is extremely important. - Offering employees paths to better leadership and pay opportunities, while giving talented "soft skill" employees the correct training can help retain top talent

Employer reaction
Until recently, the majority of citizens in the United States had a company sponsored insurance plan, and the U.S. was the only rich nation where this was the case. Companies began offering insurance policies during the second world war to attract talent from the reduced supply of workers. Later, the practice was cemented by tax policies that encouraged untaxed benefits (such as health care) rather than taxable ones such as cash. Offering insurance in lieu of cash compensation made corporations responsible for their employee's health. Unfortunately, rising insurance costs coupled with rising salaries squeezed both benefits and salaries until aging workers found their salaries stagnating and their benefits cut. With the insurance system introduced under the ACA, many employees are losing their corporate policies, but gaining more control over how they are compensated. Large company policies are still the norm, but to avoid the ACA requirements for firms over 50 people smaller firms are reducing their workforces to part time (usually one hour below the federal requirement for full time work). This means that employees must find their own insurance, but eliminates one of the largest compensation benefits their employer was offering them. To retain talent, employers are already starting to offer employees more cash to go shopping for their insurance, or have simply raised salaries across the board. Businesses that are unable or unwilling to offer benefits equiviliant to the lost insurance money will simply have to put up with higher turnover on a lower quality workforce. Today, only 25% of firms see themselves offering any insurance at all in 10 years which will improve hiring and salary while simultaneously improving the efficiency of healthcare policies and worker mobility.

Management
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Current best practices
While management trends can change rapidly, the long term trend in management is defined by a market that is embracing diversity and an ever rising service industry. Best practices related to equality in the workplace and service sector jobs include increased flexibility to encourage more men and women to stay working while raising children, being willing to offer training and additional support to workers from other nations, and maintaining more data on the success (or failure) of management actions with employees. Human resources finds itself increasingly working with management in training capacity to encourage an increase in employee friendly policies that go beyond the numbers.