Associated Benefits and Risk Consulting (ABRC) in partnership with Carlson Dettmann Consulting, LLC, has released the results of the 2017/2018 “Upper Midwest Annual Wage Increase Survey.”
Among all participants, the average 2017 wage structure increase was 1.92% and the average projected 2018 wage structure increase is 2.03%. In the public sector, wage structures are estimated to increase an average of 1.98% from 2017 to 2018. In the private sector, wage structures are estimated to increase an average of 2.08% from 2017 to 2018.
The recently published 44th Annual “WorldatWork 2017-2018 Salary Budget Survey” reports that the average 2017 salary structure increase in the U.S. is 2.1%. For the Central Region (which includes Wisconsin), the average projected actual salary structure increase for 2018 is also 2.1%, compared to an actual increase of 2.0% in 2017.
This year, the ABRC/Carlson Dettmann Consulting survey has expanded into the private sector and Minnesota. There was a total of 290 Wisconsin responses, 199 Minnesota responses, as well as 47 responses from the other Upper Midwest states.
In addition to the Wisconsin public sector data, this year marks the first time the wage increase survey was opened to public sector organizations in the states of Illinois, Iowa, Minnesota and Michigan. From the public sector, there was a total of 163 Wisconsin responses, as well as 28 responses from the other four states.
During the White House’s Summit on Working Families on June 24, 2014, President Obama indicated he was signing a presidential memorandum requiring every federal agency to address flexible work schedules and give employees the right to request such schedules. Absent what could be a dramatic increase in workplace flexibility for federal employees, it is undeniable that the demand for flexibility and work-life balance is on the rise.
When the U.S. Department of Labor (DOL) comes knocking, you may want to scream “why me?” Herein lies part of the problem. With a significant increase in audits and civil investigations over recent years, the more appropriate question is “why not me?” Rather than cross your fingers and hope for the best, it’s time to be proactive and prepare your organization for a DOL audit.
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