New Articles

Creating an Employee Care Package for Trucking Employees

trucking myth W-2

Creating an Employee Care Package for Trucking Employees

Trucking professionals are indispensable global workforce members. Goods wouldn’t reach their destinations without them, leaving consumers everywhere seeing nothing but empty shelves at their favorite stores.

However, sometimes, these hard-working people who spend much of their time on the road can forget how much they’re needed and appreciated. That reality opens an excellent opportunity for their employers to make care packages for their team members. Here are some great gifts to consider for anyone in the trucking industry.

Seat Cushions

Being a professional truck driver means spending a lot of time seated. More specifically, federal trucking limits in the United States stipulate that a person can drive for a maximum of 14 consecutive hours before going into a mandated 10-hour off-duty period.

Being in the same position for so many hours at a time can cause a person to develop pressure points. However, specialized seat cushions can help drivers stay comfortable while they’re behind the wheel. Some seat cushions for truckers provide extra lumbar support. That makes them ideal for people who already deal with back discomfort or want to avoid developing it as a consequence of the job. However, others don’t have built-in backrests.

Many options also exist concerning what provides the necessary support to the user. Some are inflatable, but there are also memory foam and gel-filled possibilities. Choosing the outer material for the cushion is also important. Buyers should keep comfort and user-friendliness in mind by considering things like whether the fabric is extra soft, has moisture-wicking capabilities or a washable cover.

Anti-Sleep Alert Products

Even drivers who do everything they can to stay well-rested will inevitably have some instances where they start to feel sleepy. Unfortunately, if a person experiencing that doesn’t act in time, the sleepiness could result in disastrous consequences.

Data from the U.S.National Highway Traffic Safety Administration indicated there were 697 fatalities caused by crashes associated with drowsy driving in 2019. Avoiding such accidents starts with encouraging drivers to take rest breaks when they start to feel tired. However, people don’t always know how tired they are until they begin nodding off.

That’s why people should consider adding an anti-sleep alarm to a care package for trucking team members. These small and lightweight accessories attach to various parts of the body, including the hands, behind the ear and the neck. They detect signs that people are getting tired, then emit audible warnings.

After hearing them, drivers would realize it’s time to pull over and take steps that’ll help them become more alert. However, feeling permitted to stop when necessary has a lot to do with the company culture. If a driver feels they will receive negative repercussions for resting when they truly need a break, some may try to push themselves too far.

Branded Coffee Mugs

When truck drivers need perking up during a long shift, coffee is usually one of the most accessible ways to get it. That’s why a coffee mug is a thoughtful item for a trucking care package. Statistics show that 62% of adults in the United States drink coffee daily.

However, the people giving these products to team members should go beyond picking a standard type sold in many online and physical stores. It’s ideal if the mug’s design features the employer’s name, logo, contact details and other specifics. Having an accessory like that helps a person take pride in where they work while appreciating the practicality of the present.

A branded coffee mug could also be an excellent recruitment tool. Truck drivers typically make from $50,000-$100,000 annually depending on experience and the nature of their duties. Those that your team member encounters at truck stops, hotels or otherwise along a route may be interested in working for a new company for various reasons.

A branded coffee mug is a smart way to promote a trucking company to others. It could all happen naturally while the recipient drinks their cup of joe while on a break. It’s also a good gift for people who aren’t coffee drinkers. After all, a person could use it for tea or even water. Staying hydrated is an essential part of remaining healthy while on the road.

Organizational Gifts

A truck is the driver’s home while they’re on the road. A clean desk can help office workers stay productive, and the same is true for a person who spends their time behind the wheel for work. Many professional truckers get creative with their methods. For example, Velcro strips are handy for attaching hard products, like boxes, to flat surfaces. However, there are also plenty of purposeful gifts that can help a trucker achieve an organizational level that helps them feel more comfortable and less stressed.

Many of them help people make the most of available space, such as by featuring designs that let storage containers hang over the back of a seat. A hanging toiletry bag is also a useful gift to include in a trucking care package, especially since so many professionals spend days on the road at a time. People choosing these gifts should also think about whether the budget might allow for getting an organizer monogrammed or adding another type of personalization.

It’s not always easy to know which challenges people encounter most while trying to get their trucks organized. Similarly, it may not be feasible to buy different products for each care package recipient depending on their needs. An alternative is to take a survey and find out what kinds of products would help recipients best stay organized. Then, purchase the items of most benefit to the largest number of truckers at the company.

12-Volt Coolers

Trying to have fast-food for every meal as a trucker likely isn’t sustainable from a financial point of view, and it’s not an ideal option for long-term health. That’s why many truckers prepare meals before going out on the road. After that, they need somewhere to keep them until it’s time to eat.

That’s why a 12-volt cooler is another fantastic addition to a care package for trucking professionals. Then, people can keep food cold without ice by plugging these gadgets into the truck’s cigarette lighter.

Some coolers even have settings that allow people to keep food hot, too. Others have extra-long cords that give people more flexibility in where they place the cooler inside the truck.

As people browse for coolers to give truckers, they’ll get the best results by trying to envision themselves in the position of the recipients. Some of the administrative members at a trucking company may never spend the hours driving per day that the professional drivers do. However, imagining the features or design choices that users would find most valuable will increase the chances that recipients genuinely love their coolers and use them during all their trips.

Delight Trucking Professionals With These Ideas

The suggestions here will get people off to a good start as they shop for items to put into a trucking employee care package. When these professionals get reminders of how they’re valued members of the workforce, they’re more likely to have higher morale, which could cause associated benefits, such as better productivity and safer driving.


CLAOC To Introduce AI Workforce Training Programs

CEO Leadership Alliance Orange County (CLAOC) announced plans to launch Artificial Intelligence (AI) skills development programs early next year in partnership with Intel, along with local educational, community and workforce partners. According to CLAOC SVP Amy Kaufman, the new programs will focus on providing necessary AI skills to empower the future workforce in the growing digital economy.

Kaufman said regional workforce education is key to the OC region’s global competitiveness as companies accelerate their use of AI. “Demand for AI skills is expected to grow exponentially over the next three years and drive a need for workers to learn new technical skills across industries,” she said.

A recent Edscoop survey of higher education leaders and IT decision-makers found that 69% of all respondents sensed increasing demand from employers for graduates with AI technical skills. In January, CLAOC and its partners began a series of awareness and training sessions on how to equip the future workforce with the necessary technical, social, and career growth skills to succeed. As a partner in the effort, Intel will supply its expertise and intellectual property for the development of curriculum to be introduced by CLAOCs education partners at the high schools and community colleges with a goal to train and certify AI for Workforce skills (including non-coding), and enable access to work-based learning opportunities for at least 3,000 students by October 2026.

Carlos Contreras, Senior Director of AI and Digital Readiness at Intel said, “the next-generation workforce will need this kind of specialized training to develop solutions to the world’s greatest challenges, and community colleges have a huge role to play in unleashing innovative thinking.”

Intel’s corporate responsibility commitment to positive global impact is embedded in its purpose to create world-changing technology that improves the life of every person on the planet. This partnership builds on Intel’s commitment to expanding digital readiness to reach 30 million people in 30,000 institutions in 30 countries as part of the company’s 2030 Goals that underscore Intel’s aim to make technology fully inclusive and to expand digital readiness.

CLAOC is a not-for-profit membership organization of CEOs from some of the region’s most prominent public and private companies who are committed to leading change. CLAOCs mission is to collaborate to cultivate Orange County into a premier, inclusive, innovative talent hub. The group’s organizational priorities include creating an AI Talent Development Center of Excellence to bring together civic and business leaders, AI-focused entrepreneurs, and education organizations to cultivate and recruit the diverse talent needed now and in the future to support a robust AI-driven economy in OC. The AI Talent Development Center of Excellence will be the premier source of talent cultivation, providing OC residents the opportunity to build and flourish in AI-infused careers. Through this strategy, the group hopes to create a well-defined talent pipeline and promote a thriving local economy and environment for the region.

CLAOCs members include Edwards Lifesciences, Johnson & Johnson, EY, City of Hope Orange County, Pacific Life, PIMCO, Skyworks, Golden State Foods, Ingram Micro, and a host of others working strategically to help others succeed.
More information about CLAOC is available at

productivity supply chain 4.0 goods

Here’s How Supply Chain 4.0 Makes Your Organization More Efficient

There’s a growing interest in Supply Chain 4.0 technology, especially as logistics professionals cope with stock shortages, port delays, and other challenges. Advanced tech can boost productivity in warehouses and all other points of a product’s journey to its destination. Here’s a closer look at what supply chain management can do for those who invest in it.

Facilitating Productivity and Reducing Worker Strain

Hard physical labor is a regular occurrence for people who have many supply chain jobs. Getting relevant training about how to bend, lift, and avoid strain from repetitive tasks can pay off in helping them stay injury-free and able to give maximum output. However, some companies are also investing in robots to help even more.

In one case, a distributor of adult incontinence products pursued robotic palletizing to streamline its receiving process. An associate begins by scanning a label on a carton to tell the robot a product is on the way that must be unloaded soon. The robot then refers to 20 patterns stored in its memory to decide how to build a pallet based on the incoming items. Once the robot creates the pallet, the goods go to a picking location or storage area.

There are many other opportunities to incorporate robots into Supply Chain 4.0, too. Some autonomous mobile robots bring goods to warehouse workers so those employees don’t have to leave their workstations and take the extra time and energy to replenish what they need.

Other robots work beside supply chain employees, saving them from some of the more laborious or error-prone tasks. Robotic machines excel at duties that require them to do the same movements for hours on end. They don’t get tired and, as a result, can prevent fatigue in humans.

Minimizing Packaging Waste

Supply chain management technology can ensure that each product shipped out of a warehouse has just enough packaging to protect it for the rest of its journey. Packaging has seen numerous user-friendly improvements over time. Creating perforations in materials lets people tear off pieces of cardboard or bubble wrap without using scissors.

Often, these perforations create a clean opening, helping people use the package for other reasons rather than throwing it away. Plus, many food wrap packages have integrated blades that let users cut the foil or parchment at the desired length. These examples show how smart packaging decisions can reduce waste, thereby pleasing consumers and helping manufacturers conserve resources.

However, there’s still room for improvement. Most people can recall occasions where they ordered a small item online and received it in a gigantic amount of packaging. That’s an unwanted outcome for everyone involved. However, Supply Chain 4.0 could make such situations happen less frequently.

Amazon developed a system that uses computer vision and machine learning to determine the type of packaging a particular item needs. The model can detect an object’s size, plus packaging details, such as whether an item is inside a plastic bag or a glass bottle. It also recognizes perforated parts of the package.

When the model has sufficient confidence in the ideal package for a given item, it can select it automatically, which increases efficiency. However, when the confidence level is lower, the system can flag that instance. In such cases, a human reviews the specifics and makes a judgment call. This approach helps Amazon meet its aims to cut down on packaging used. However, it also means items should arrive well-protected, but not overly so.

Achieving Better Visibility With Supply Chain 4.0

Supply chain management can get tricky because it often involves predicting demand based on known factors and making educated guesses about the unknown ones. What makes a certain product highly desirable worldwide while seemingly similar items don’t sell nearly as well? Which steps should supply chain professionals take to avoid long-term outages? Technology can help address those all-important questions.

One study found that artificial intelligence-driven demand planning caused a 50% drop in the product volume affected by extreme forecasting errors. Then, overall forecasting mistakes went down by a third. Those outcomes likely occurred because artificial intelligence can efficiently process large amounts of data and pick up on things humans would miss without technological help.

Decision-makers at computing brand Dell created a digital model of the company’s supply chain to help it cope with the ongoing semiconductor shortage. That tool enables running various simulations so that leaders can plan how to best handle the most likely scenarios.

One way Dell uses the simulated situations is to determine which products will probably become increasingly difficult to source. The company compensates by designing many items with interchangeable or reusable parts as one practical strategy for dealing with current and near-future conditions.

In another case, Unilever unveiled a digital twin that found the optimal batch time by calculating how long it took to produce the necessary quantities of shampoo. Having that data enables consistent production output and helps managers spot bottlenecks within a factory or elsewhere that could cause supply chain strain if left unaddressed.

Measuring Outcomes With Data and Metrics

Supply Chain 4.0 technologies typically don’t give optimized outcomes immediately after implementation. Instead, people in authority must examine the available data and make relevant tweaks accordingly.

Fortunately, that’s becoming easier to do with data analysis tools and sensors that automatically gather data for future review. Perhaps a factory leader hoped to increase weekly output by at least 25% after installing several logistics robots. A platform that collects and analyzes real-time data could show how close the facility is to meeting that goal.

Alternatively, a company may deal with a persistent problem of machines breaking down unexpectedly and significantly hindering the workflow. Connecting smart sensors to the problematic equipment could make it easier for maintenance workers to identify issues before they cause factory shutdowns.

Many decision-makers are understandably hesitant to invest in a lot of Supply Chain 4.0 technology at once. They’d prefer to see evidence of the positive effects of such spending first. Luckily, it’s progressively easier to get it.

A manager could start by calculating the money lost due to equipment failures. They could then measure how much smart sensors save by alerting people to issues before those machines become inoperable. Since so many connected technologies can gather data, they prove whether certain investments provided the efficiency gains people hoped for at the outset.

Supply Chain Management Technology Is Undoubtedly Valuable

These examples show how moving ahead with Supply Chain 4.0 plans could generate impressive results. However, that doesn’t mean people will get those advantages in all cases. They can massively raise their chances of success by considering the biggest supply chain obstacles affecting a business and how advanced technologies could help resolve them.


Emily Newton is an industrial journalist. As Editor-in-Chief of Revolutionized, she regularly covers how technology is changing the industry.

employment supply

A Macroanalysis of the Future of Work and Employment From Its Facilitators

Recent disruptions have made it clear that the nature of employment is changing. Labor shortages have proved persistent across industries, and employers are realizing that traditional workspaces, trends and workflows may not be ideal.

Perhaps the most notable shift coming from these trends is a broad movement toward remote work. As Nicole Sahin, CEO and founder of Globalization Partners, emphasizes, “companies who can build successful international teams will be ideally placed to succeed in the post-pandemic economy.”

These changes are coming to more than just office workspaces, too. The future of supply chain employment hinges on this shift.

Changing Workforces Today

This shift is already visible across workforces and industries today. While some companies have announced a return to in-person work, many plan to enable remote or hybrid options long term.

According to a Gartner survey, more than 80% of companies plan on enabling remote work at least part-time after the pandemic. Many of these businesses likely didn’t anticipate embracing these policies long-term but changed their minds after witnessing the effects. About 82% of executives reported similar or higher productivity after shifting to remote work.

Another trend impacting the future of supply chain workforces is the growing labor shortage. In a recent survey, 47% of third-party logistics companies cited finding, training and retaining qualified labor as a top challenge.

Amid these shifts, supply chain employment won’t remain the same for long. Here’s a closer look at what’s ahead for the industry.

Why Future Supply Chains Need Remote Work

The most significant change coming for supply chain employment is the same as other industries: remote work. Over the next few years, leading supply chain organizations will embrace off-site and hybrid jobs. Those that don’t will fall behind.

Remote work will be a necessity for future supply chains. Here’s why.

Higher Productivity

One of the biggest reasons supply chains will need remote work is because of its productivity benefits. Sahin emphasizes the benefits of remote work on productivity in a recent blog post. “Those who spend at least 60%-80% of their time working remotely were more likely to be engaged.”

Engaged workers tend to meet higher productivity standards, which supply chains need. Widespread disruptions will likely continue into the future, and logistics organizations must adapt to mitigate them and prevent future delays. Higher productivity is a crucial step in that direction.

If supply chains can boost employee productivity through remote work, they can meet growing logistics needs.

Acquiring Top Talent

Another critical advantage of flexible work environments is how they give companies access to global talent leaders. As Sahin explains in a LinkedIn post, “by spreading the net wide, you can tap into highly qualified talent pools, many of which are found in emerging economies … remote work can bring the best companies and the brightest people together.”

As the supply chain space grows more competitive, acquiring top talent will be increasingly valuable. Companies that can gain the expertise of worldwide leaders in management and technology can speed ahead of the competition. Since these people will come from all regions of the globe, working with them requires remote collaboration.

Mitigating Labor Shortages

Remote work will also help supply chains overcome the ongoing labor shortage. In the face of unfilled positions, logistics companies must look outside their immediate area, and traditional avenues in that area are declining.

Sahin explains: “While some companies depend on immigration programs to relocate talent, those avenues are facing increasing restriction. All the while, the skills gap widens.” The solution is to enable remote work to pull talent from around the globe.

If supply chains can access distant talent pools, local labor shortages won’t be as impactful. As the current “Great Resignation” continues, that will become all the more central to ongoing success.

How Remote Work Could Grow in Supply Chains

While it’s clear that supply chain workforces must go remote, the path to that goal is less evident. Unlike in office jobs, where much of the work-from-home revolution is happening, logistics involves a lot of hands-on, physical labor.

Despite these challenges, the supply chain industry can still capitalize on remote work. However, doing so will require significant change over the next few years. Here’s what that could look like.

Hybrid Offices

The first step the industry will take toward remote work is on the management side of operations. While truck drivers and many warehouse workers must be in-person to perform their duties, that’s not true of office employees. These jobs also potentially have the most to gain from remote work.

In an interview with Tealfeed, Sahin touched on how traditional office jobs are becoming a thing of the past: “it seems likely that the office-based environment that has remained a foundation of modern business could see permanent change.” When modern technologies make these jobs easily accessible remotely and working from home improves productivity, there’s little reason to keep them in a physical office.

Supply chain management is ideal for remote collaboration given its distributed, often international nature. If management teams need to collaborate across multiple countries anyway, it’s only natural that they should fully embrace work-from-home tools.

Industry 4.0 Technologies

The next step in the shifting future of supply chain employment is to bring hybrid work to the warehouse. Traditionally, these jobs were impossible to translate into the work-from-home model. Industry 4.0 technologies like 5G and the Internet of Things (IoT) offer a solutions.

Some companies have already started testing remote-controlled forklifts, enabling off-site employees to accomplish in-warehouse tasks. As faster, more reliable networks become widespread through 5G, similar technologies could apply to multiple workflows. Companies that invest in these methods earlier could drive the workforce shifts of the future.

This transition will take time, largely due to limited infrastructure. As Sahin points out, “As of October 2020, only 59% of the world’s population had internet access … [and] many communities with internet infrastructure don’t have the resources to access it.” Internet access will have to become more widely available and reliable for this shift to take full effect.

Employment Is Changing, Even for Supply Chains

After the disruptions of the past few years, it’s clear that supply chains must adapt. Part of that evolution is a shifting workforce, especially in embracing remote work.

The road to remote work for supply chain organizations is long, but the benefits are too promising to ignore. As current trends continue, logistics employment will shift to become more flexible, unlocking new possibilities.


8 Effective Holiday Incentives for Supply Chain Employees

The holiday season can be the busiest time of year for supply chain companies. USPS alone delivers nearly 16 billion packages and pieces of mail during the holidays. With e-commerce continuing to grow, logistics professionals can expect these peak seasons to become increasingly busy.

This skyrocketing demand puts increased pressure on the workforce. Supply chains often need more employees and higher productivity from their current workers to remain efficient through the season. As labor shortages continue to plague the industry, that can be a challenge.

Logistics businesses need ways to attract new workers or incentivize current ones to be productive or work longer hours. Here are eight such incentives that could prove effective during the holiday season.

1. Cash Bonuses

One of the most effective incentives is also the most straightforward. Money is a powerful motivator at any time of year, but during the holidays, when workers are likely spending more, it may be even more enticing. According to one survey, 44% of employees quit to earn more money elsewhere, so monetary incentives can convince them to stay through the holidays.

Supply chain companies can take multiple routes to this end. The most straightforward is to increase hourly wages during peak seasons, but that’s not the only option. Businesses can also offer a one-time holiday bonus, tiered rewards for shifts taken, or other financial incentives. The holiday shopping peak may help offset these costs, too.

2. Extra Time Off

A similar option is to give employees who work extra during the holiday season additional time off. Providing days away from work at another time of year makes up for the time they put in around the holidays. These incentives can also follow a tier system, with workers earning more time off as they work more holiday hours or reach new productivity goals.

Like cash incentives, these rewards can take several forms. One option is to give workers an extra paid vacation day or two to use at their discretion. Another is to increase their number of sick days, or companies could give workers more flex time.

This last option may be the most effective. Studies show that 82% of employees today would be more loyal if they had flexible work options.

3. Discounts at Local Establishments

One more unique alternative is to offer gift cards or discounts at businesses in the area. Many businesses have programs where employers can provide discounts or free services to their employees, and if that’s not available, gift cards likely are. These incentives are similar to cash bonuses but offer a specific chance for workers to try something new or visit their favorite place.

For example, employers could give employees working overtime a complimentary month’s gym membership. As workers gear up for their New Year’s resolutions, they may appreciate the opportunity. Other items, like gift cards for local businesses, can help them complete their holiday shopping or treat themselves.

4. Holiday Parties

Supply chain organizations could also embrace the holiday spirit and throw a party for their employees. This time to unwind and have fun with co-workers can help mitigate the stress of working during this season, motivating employees to push through it. Social events also make excellent incentives because a sense of community can improve worker satisfaction and productivity.

Parties should include food, drinks, games, and if employees would be interested, optional gift exchanges. Employers can even find alternatives to the classic Christmas turkey to keep things fresh and appeal to more people.

5. New Equipment

Sometimes, holiday incentives can lead to longer-term benefits for employers. One such example is to provide new workplace equipment if enough employees work through the holidays or reach a pre-defined productivity goal. This could include more comfortable office chairs, easier-to-handle pallet jacks, elevators to provide a way around stairs, or similar upgrades.

These new tools will boost productivity in the long run, so they help employers too. Workers will appreciate them because they make their jobs easier. While this option may not be as enticing to employees, it can still be effective, and it offers a win-win scenario.

To determine what upgrades will be the most enticing, employers should listen to their workers’ complaints. If there are any consistent issues that new equipment can solve, that should be the prize.

6. Charitable Donations

Around this time of year, employees may feel more charitable, thanks to the holiday spirit. That gives employers another less conventional but effective incentive: charitable giving. Instead of rewarding workers directly, businesses can make donations in their name to the charity of their choice.

Companies can either ask individual workers where they’d like donations to go or poll the workforce. In either case, the business will end up giving to a cause that employees care about in return for their hard work. Knowing they’re making a profound difference can give employees the motivation they need to work through the holidays.

7. Professional Development Opportunities

One of the most common reasons employees feel dissatisfied with and leave a position is a lack of career development opportunities. In fact, 20% of workers who quit in 2019 did so for professional development reasons. Offering opportunities for employees to advance their careers could have the opposite effect.

As a reward for working through the holidays, supply chain organizations could provide a choice of development paths. Workers could take complimentary classes in an area, attend training seminars, or work briefly in another department. Employees who long for more options in their careers will be motivated to push through the holiday season for these incentives.

8. Public Recognition

Sometimes, all an employee needs to feel motivated is recognition for a job well done. Reports show that nearly half of all Americans feel lonelier now than usual, so knowing that someone else recognizes and appreciates them can go a long way.

Supply chain companies can offer recognition-related incentives in several ways. One option is to create a friendly competition where top-performing employees during the holiday peak receive public recognition and a place on a “wall of fame.” Alternatively, employers could write handwritten notes of appreciation to all workers.

This reward pairs nicely with others, too. Employers could recognize exceptional workers in front of their peers at holiday parties or reward top performers with vacation days or material prizes.

Motivate Employees This Holiday Season

It can be challenging to keep workers motivated through the holidays, but it’s not impossible. Any of these eight ideas, or a mixture of several, could push employees to perform at their best through this annual peak.

As labor shortages continue and e-commerce rises, holiday motivation becomes increasingly crucial. Regardless of the specifics, every supply chain organization should consider rewarding their employees around this time of year.


How Can Warehouses Attract New Talent in 2022?

For the first time in a while, it seems as though workers are holding more power than their employers across all industries, including the supply chain. While warehouses are experiencing a period of unprecedented growth, thanks to the boom of e-commerce, the labor market isn’t able to keep up. As the industry continues to expand and productivity demands keep increasing, warehouses face a staffing problem. There’s a growing labor shortage in the logistics sector, making it increasingly difficult to recruit and retain employees.

While the labor shortage began long before the pandemic, the problem has intensified over the last year as a rampant rise in online shopping, rash of store closures, and mandatory social distancing hampered warehouse operations.

During this unprecedented labor shortage, how can warehouse managers focus on recruiting well in the new year? What are tried and true tactics that will still carry over, and what are some new out-of-the-box ideas to explore in this uncharted territory?

1. Offer Competitive Compensation

Monetary compensation is probably the number one factor when workers are deciding between similar jobs. In fact, warehouse employees ranked pay as their highest priority for 11 years in a row. Being able to offer competitive salaries is one of the most important ways to remain competitive to applicants. Aside from wages, benefits like generous matching 401ks and retirement savings plans can help attract applicants. These incentives, particularly those with longer-term payoffs, will also help retain current workers.

2. Provide Promising Career Paths

There is a common saying in the workplace, “People don’t leave jobs, they leave managers.” This holds true in the warehouse environment, where grueling physical labor, rigid shifts and undesirable work conditions are more common than in other professions. Perhaps more than any other industry, warehouses must invest the time and money in hiring and retaining top talent in middle management. Recruiting, promoting, and training quality managers can make employees feel valued and appreciated by fostering a collaborative culture, improving communication and processes and soliciting feedback from front-line workers. Managers that encourage and listen to feedback from warehouse workers will not only increase employee satisfaction and retention, but also gain valuable insight that can ultimately improve operations, increase efficiency and reduce costs.

To that end, providing thoughtful promotion and training opportunities is one of the best ways to prevent high turnover rates. Workers are less likely to be incentivized to stay very long if they don’t feel there is room for career opportunities. Employees who are promoted within three years have a 70 percent chance of staying, compared to just 45 percent with those who aren’t. According to the same study, workers who moved laterally had a 62 percent chance of staying. Any kind of opportunity to move within the company will attract and retain employees, but upward mobility is key. Promotions are great, but they aren’t the only means of providing growth. There are smaller, equally effective, steps like rewarding productivity with incremental raises.

3. Become A Known Name

While posting on popular job boards and paying for advertisements will help get the word out about your open positions, doing the work to become a local community name could give certain companies a competitive edge. Potential workers will be more likely to accept a position with a company they recognize, than one they’ve never heard about. If you get connected within the community, you’ll appeal more to the local workforce. This can be accomplished by establishing a presence and making relationships with trade schools, community colleges, and universities. Try and partner with these institutions to appear at job fairs or establish student work programs. Sponsoring or partnering with local nonprofits or community groups is another way to become a community staple.

4. Create Flexible Schedules

Warehouses are known for pretty rigid schedules for a reason; they objectively make it easier to manage a warehouse, but can also be off-putting to potential employees, especially in a present and post-pandemic world. Flexibility is a necessity for many workers and a feature that many employers may not offer. You can stand apart from the competition by adapting schedules to people’s needs. Flexible scheduling will also help retain employees, allowing them the ability to not sacrifice personal endeavors and responsibilities. Being able to adapt their schedule to the rest of their life provides a benefit they won’t be quick to abandon.

5. Establish an Employee Referral Program

An often overlooked tactic for employee recruitment and retention is implementing an employee referral program. It’s an effective incentive for employees when they can earn a bonus or extra time off from a successful referral hire. These rewards will encourage employees to help you recruit more talent and improve workplace morale. This is because referrals translate into your employees working with people they already know. This familiarity can make the workplace more comfortable, which helps prevent turnover. Workers who successfully referred another will also know they’ve made a meaningful contribution, increasing their chances of staying.

6. Ensure Optimal Working Conditions

With many warehouses already strapped for space, dedicating a large area for an employee rest and relaxation, gym or on-site child care may not be feasible. However, small upgrades like comfortable furniture, Wi-Fi access, charging stations for mobile devices and free snacks and beverages can go a long way to make employees feel more welcome. Since warehouse workers typically have long and unpredictable shifts, companies can provide added convenience for employees by bringing in food trucks, organizing a company carpool program or even covering the costs of rides and meal delivery.

It’s not just the bells and whistles that make for a more optimal working environment. Extreme temperatures and inadequate lighting not only affect employee wellbeing and productivity but can also compromise worker health and safety. Incorporating windows and skylights into your warehouse design can improve ventilation and also provide access to natural light, which studies show is the highest-rated office perk among many employees. In addition to bringing in more daylight, companies should consider replacing old fluorescent bulbs with LED fixtures, which enhance visibility, produce less heat and reduce maintenance and energy costs.

And, with less labor available, existing employees are likely feeling overworked. So how can you lighten the load with a lack of manpower? Many companies are turning to upgrade their technology with automation. Robotic goods-to-person solutions such as automated storage and retrieval systems (ASRS) and autonomous mobile robots (AMRs) that deliver goods to workers can significantly reduce travel time for employees while also increasing throughput and order accuracy. However, that does require a significant investment.

But, there are other, lower lift alternatives. In addition to robotics, software and wearable devices are also gaining popularity in the warehouse. These tools can be used to monitor worker safety and health, streamline processes and provide real-time training and support. Labor management systems can also be used to track performance and recognize and reward employees for going above and beyond.

As demand for warehouse space and labor continues to grow, hiring skilled workers will become increasingly competitive. Since warehouse employees don’t have the luxury of working from home, it’s up to companies to create a safe, comfortable and satisfying work environment with plenty of incentives to attract and retain top talent.


Promoting Healthy Lifestyle Choices in the Trucking Industry

Most discussions on trucker safety focus on driving habits and other vehicle-related actions. While these factors are undoubtedly critical to ensuring truck drivers stay safe, the industry should also consider some less obvious issues. Driver health receives less attention, and that should change.

More than 50% of truck drivers are obese, compared to 26.7% of all U.S. adults. Similarly, diabetes is 50% more common in truckers than in the general population, and 54% of truckers smoke, compared to just 21% overall. These health issues can put drivers at greater risk of disease, increase their medical bills, hinder their quality of life and even endanger their lives.


Many of these health trends result from the industry’s long hours, little flexibility and limited options. Consequently, the trucking industry must change to promote healthier lifestyles. Here’s how it can do so.

1. Provide Health Information Resources

The first way the industry can fight unhealthy lifestyle choices is with information. Many drivers may be unaware of how to make healthier choices, and there are limited resources available to teach them. Truckers report that 70% of trucking companies and 81% of truck stops have no health promotion programs.

Studies suggest that providing more information could help promote healthier lifestyles. While 96% of American adults want their food choices to deliver health benefits, only 45% can accurately name the ones that can. Health coaching programs can help address that latter figure, providing a way forward for truckers.

Trucking companies and truck stops should offer resources to teach truckers how to improve their eating, exercise and other health habits. Information alone won’t solve the sector’s health issues, but it provides a starting point. Without it, becoming healthier is far more challenging.

2. Make Schedules More Flexible

One of the reasons so many truckers face health issues is because of their schedules. Since truckers work long hours, they may not have the time to exercise regularly. Even though it’s possible to work out in 10 minutes, drivers may be too tired after a long day on the road.

More flexible schedules would help give drivers the time they need to become more physically active. When that’s not possible, another solution is to send them on the road in pairs. While one drives, the other can relax or sleep, helping them feel less tired when they stop and encouraging more physical activity.

Having drivers travel in pairs will also boost trucker health by improving their sleep schedules. Sleep deficiency can increase the risk of obesity, heart disease, stroke and more. Truck drivers can prevent these risks by taking more time for shuteye.

3. Offer Access to Exercise Programs as a Benefit

Another obstacle drivers face in trying to live healthier is a lack of access to necessary resources. Truckers may not know of any available exercise programs or how to get started, and even if they do, they may be expensive. Trucking companies can encourage exercise by providing these programs as a job benefit.

Drivers who stay with the company for a given amount of time could get a free gym membership as a perk. More truckers may be willing to try programs they don’t need to pay for. Offering these benefits company-wide can also provide a social reason for going, as truckers will be in the gym with peers and co-workers.

Trucking companies can try to make these options more enticing by offering various options. For example, boxing can burn up to 800 calories in an hour and may interest drivers more than an ordinary gym. Providing fun ways to exercise like this may encourage more participation.

4. Reward Healthy Behavior

Similarly, trucking companies can encourage healthier lifestyle choices by rewarding them. A sense of competition, or even just the thought of a prize, can convince drivers who may not otherwise be interested in health programs. Companies can create a tier system where drivers who meet different goals receive increasing awards.

For example, a company could offer monetary bonuses, days off or gift cards for completing different weight loss tiers. These programs don’t have to last year-round, but holding them regularly can encourage ongoing healthier choices. After living this way for a month or two, drivers may want to adopt those behaviors permanently.

While these initiatives can create a spirit of competition, companies shouldn’t lean into the competitive side too much. Rewards should be based on completing goals, not outperforming others. Otherwise, these programs could have the opposite effect than intended, discouraging some employees from participating.

5. Promote Convenient Care Clinics

There are more than 40,000 medical providers that conduct Department of Transportation and CDL medical exams. Many of these locations are also convenient care clinics, which can be a useful health resource for drivers. Trucking companies should promote them so drivers know where they can find information about their health.

Convenient care clinics can assess truckers’ health, provide any needed care and help them develop a roadmap for healthier living. Having easy, affordable access to this care can significantly affect driver health, but they have to know about them first.

Trucking companies should inform new hires about these clinics and continue to promote them through newsletters, emails and signage. The more companies talk about them, the more likely drivers are to check them out.

6. Work With Truck Stops to Improve Offerings

Truck stops play a critical role in the health and lifestyle of truckers. Since drivers spend much of their downtime at these locations, that’s where they make many crucial health choices. They’re also notoriously insufficient when it comes to healthy offerings, so trucking companies should work with them to improve.

One study found that not one surveyed stop offered exercise facilities, and 81% didn’t even have a walking path. Most also only had a few healthy food offerings, with 25% lacking them entirely. If these areas had more options, trucker health would likely improve.

Trucking companies can see if they can partner with these stops to offer better choices. Funding exercise facilities or healthier food options will go a long way.

Trucker Health Must Improve

Healthier truckers will spend less on medical bills, have a higher quality of life and live longer. While health may be a matter of personal choices, trucking companies can help improve the safety of their employees by promoting better options.

As it currently stands, the trucking industry faces something of a health crisis. If more companies follow these steps, they can make the profession an altogether healthier one.


How to Strengthen Trade and Labor Compliance with Technology Amid Increasing Customs Enforcement

Supply chain constraints, both expected and unexpected, continue to disrupt global trade and appear to be the new normal for the foreseeable future. As the world is slowly recovering from the pandemic and constraints in both materials and labor are creating unprecedented supply chain challenges, recent government actions are also generating often unexpected hurdles in the “last mile” such as unexpected delays and merchandise detentions.

The U.S., [1] Australia[2] and Germany[3] have recently proposed or enacted regulations or legislation aimed at ensuring companies take affirmative steps to prevent and eliminate forced labor in both their direct and indirect supply chains. As supply chains have grown more complex with additional tiers, the risk of exposure to potential human rights issues has grown as well. Importers subject to withhold release orders (WROs) often lack complete visibility into their full supply chain and regulators might not specify where their forced labor suspicions lie. This heightened risk is also driven, in part, by geopolitical tensions and global focus on environmental, social and governance (ESG) initiatives. A forced labor investigation may originate internally within the organization wanting to ensure a compliant supply chain, through non-governmental organization (NGO) reporting, or from a regulatory inquiry.

In the U.S., if Customs and Border Protection (CBP) receives information that “reasonably indicates” merchandise intended for importation contains any components that are the result of forced labor, the agency may detain the suspected merchandise at the port of entry under the authority of a WRO. While the specter of forced labor is a legitimate threat, the lack of a transparent process and ongoing trade disputes have led to concerns that WROs could be also used as political tools.

To combat allegations of the use of forced labor with regards to U.S. imported merchandise, the burden of proof is on the importer. If the importer can affirmatively demonstrate that the goods were not produced with forced labor, CBP may deem the merchandise admissible and release it. Importers must provide proof of admissibility, including a certificate of origin conforming to the template set out in 19 CFR §12.43(a), within three months of the importation.[4] While CBP provides scant guidance or information as to why merchandise is detained or how evidence of admissibility is evaluated, practical experience suggests that merely complying with the basic requirements for a certificate of origin and attestation as described in Part 12.43 will likely be an inadequate defense against the agency’s assertions.

To determine if a supply chain is plagued by forced labor activity, CBP uses the International Labor Organization’s 11 indicators of forced labor.[5]  After determining that there is sufficient evidence to suggest the presence of these factors, CBP allows evidence to refute the allegations and demonstrate admissibility. CBP suggests four general kinds of evidence that support admissibility to allow release of detained merchandise:[6]

1. Evidence refuting each identified indicator of forced labor;

2. Evidence that policies, procedures, and controls are in place to ensure that forced labor conditions are remediated;

3. Evidence of implementation and subsequent verification by an unannounced and independent third party auditor; and

4. Supply chain maps that specify locations of manufacturers, factories, farms, and processing centers.

However, CBP does not offer specific examples of the types of documents, records, reports or other due diligence that meet or exceed the subjective standard for release from detention. In the absence of sufficient examples of successful release in the public record, importers may struggle to develop appropriate or adequate compliance measures.

Further, despite the regulatory requirement for a “reasonable indication” that the subject merchandise contains forced labor, CBP has a history of issuing WROs covering broadly defined products, including finished goods and raw materials, originating from entire countries and regions, such as the palm oil industry in Malaysia, which has been the subject of labor compliance allegations for several years.[7],[8]

The number of CBP cargo detentions related to WROs increased by a factor of 27 in FY 2020 over FY 2019, from 12 to 324. Those detentions amounted to a total cargo value in excess of $55.5 million. The steep, upward trend in WRO enforcement has continued thus far in FY 2021 with year-to-date figures indicating 967 cargo detentions representing a total value of over $367 million, a three-fold increase in detentions and six times the import value over last fiscal year (with two months remaining in FY 2021).[9]

Importers caught unprepared have been unable to rebut the presumption of forced labor absent the appropriate evidence and compliance controls attentive to forced labor factors. Given the significant burden to prove the negative, coupled with increasing concerns over supply chain endurance, global companies should be highly motivated to engage with supply chain business partners that can support the required due diligence to defend against forced labor allegations.

Developing or improving trade and labor compliance procedures often requires a multifaceted and customized approach, especially when faced with an ever-changing enforcement landscape. In addition to traditional trade compliance measures such as documentation, due diligence and reasonable care, a robust labor compliance process will also benefit from a more modern, technology-based approach.

For example, blockchain and digital token technology can provide immutable certification throughout the supply chain, which can be independently verified by regulators or a credible third party to trace and validate the origin of materials and labor in addition to real-time logistics tracing. Blockchain solutions have been successfully implemented in similar contexts for supply chain and origin audits and inspections, cradle-to-grave supply chain tracing and global, product tracking to improve regulatory compliance as well as achieve time and cost efficiencies. A combined technology and regulatory approach to compliance can be tailored to improve the traceability of all aspects of the supply chain and designed to create an irrefutable, digital record of compliance. In addition to the regulatory compliance benefits of a traceable supply chain, blockchain demonstrates a company’s efforts to maintain transparency and accountability to its business partners, customers and other stakeholders.

Blockchain technology is often misunderstood. By engaging blockchain experts, organizations can overcome technical challenges and ensure the technology is developed as a unique solution fit for purpose, scale and cost benefits. Companies in an array of industries are implementing blockchain within their supply chains to increase efficiency and transparency.

For example, a global food and beverage company adopted blockchain technology to track its coffee products from bean to cup.[10] Another company implemented a blockchain solution built to trace a product’s travels across the supply chain—achieving insights within seconds, as compared its previous seven-day tracking cycle.[11] Similar applications of blockchain technology can be used to verify and document compliance throughout the supply chain, including validation of workforce compliance, and presented as evidence rebutting underlying allegations of a WRO or in support of the admissibility of merchandise.

Given increasing scrutiny of supply chains and in particular the focus on complete transparency with regards to eliminating forced labor, in addition to importers operating in industries already impacted by existing WROs, all companies should be evaluating their risk and exposure to commodities, regions and countries with a heightened risk of future action. Those who are proactive will maintain a competitive commercial advantage over those who chose to wait until their merchandise is detained and are forced to react to either agency action or public scrutiny over non-compliance.

Without implementing a combination of traceability technology throughout the supply chain and other tools such as third-party audits to ensure compliance, merchandise detained by CBP will not have sufficient documentation to rebut the presumption of a “reasonable indication” of forced labor, which could lead to devastating losses of merchandise, exorbitant storage fees while admissibility is assessed, forced export to non-U.S. markets or costly and protracted litigation. An innovative approach to proactive compliance, including modern technology-based solutions, could be the key to creating an objective record of due diligence in an otherwise subjective space.


Nick Baker is a Senior Director within FTI Consulting. He assists clients with international trade matters including customs, import compliance, export controls and sanctions.

Steve McNew is a Senior Managing Director within FTI Consulting’s Technology segment, where he leads the Blockchain and Cryptocurrency practice. He provides strategic advice and expert services for companies looking to innovate with crypto assets and blockchain technology. 

[1] For example, Chapter 23 of the United States-Mexico-Canada Agreement addresses forced labor rights and compliance in the context of the trade agreement. 

[4] 19 C.F.R. §12.43(a)

[5] ILO Indicators of Forced Labour, International Labour Organization, October 1, 2012.  Available at,—ed_norm/—declaration/documents/publication/wcms_203832.pdf

[6] CBP Publication #1394-0321 “WRO Modification/Revocation Process Overview,” U.S. Customs and Border Protection.  Available at

[7] CBP Issues Detention Order on Palm Oil Produced with Forced Labor in Malaysia, U.S. Customs and Border Protection, September 30, 2020.  Available at

[8] CBP Issues Detention Order on Palm Oil Produced with Forced Labor in Malaysia, U.S. Customs and Border Protection, December 30, 2020.  Available at

[9] CBP Trade Statistics, published at (last visited August 18, 2021). FY 2021 statistics current as of August 6, 2021.


Why Your Supply Chain Software Has to be User-Friendly

When it comes to supply chain software, companies are quickly learning that user experience or “UX” is everything. Put simply, it doesn’t matter how much a company invests in technology systems that provide all of the latest bells and whistles, if employees either don’t know how to use it – or, if they simply won’t use it – then those supply chain solutions will gather “virtual” dust in the corner as workers go back to their old ways of doing things.

Digital Natives’ Expectations

This is particularly true for the younger generations who are entering the workforce, and who know a good (or, bad) user interface when they see one. These digital natives grew up with mobile phones, devices, and applications in their hands, and expect the same experience with their business technology.

As the Baby Boomers continue to retire—and as they take their memories of using IBM Green Screens with them—Generations Y and Z are becoming the next supply chain managers and leaders. These new entrants to the field expect to have technology tools that make their jobs faster, easier, and more accurate.

Professional and End-User Friendly

“Making things as easy as possible for the end user is the best way to ensure successful adoption and use of any new communication tool,” InformationWeek states. “While organizations are understandably keen to arm workers with the best technology to boost productivity, end users’ needs aren’t the only priority. Throughout the evaluation process, it’s important to remember that the user interface (UI) is just as vital for IT professionals as it is for the end user when it comes to adoption.”

What is UX?

As the name implies, UX is all about creating an immersive experience for the user while keeping costs of development and implementation under control. In the context of software development, user experience looks like something focused purely on design and entertainment.

“UX has become a cornerstone of custom software development. Companies aiming to develop customer-facing software use this as a top competitive advantage, while those creating enterprise applications for internal use have learned to pay attention to this dimension to improve user acceptance of new software,” UX Planet explains. “This is no longer just a nice-to-have layer added at the end of the development cycle, but a significant aspect included right from the design phase.”

It’s important to note that where user interface (UI) is the collection of tangible elements that allow a user to interact with an application or website, UX is not defined by a specific set of visual objects, but rather what the user takes away from interacting with those visual objects that make up the experience. In this sense, UX is all about the subjective, internal feelings of the user. For example:

-How does the experience leave users feeling?
-Are users empowered or inhibited?
-Are users engaged or distracted?
-Are users encouraged or frustrated?

“In a world where we spend most of our workday interacting with technology,” bakertilly writes, “shouldn’t we at least feel empowered, engaged, and encouraged while we are doing it?”

Functional, Intuitive, and Easy to Use

When supply chain software has a good UX, the typical user can learn the program by simply using it, rather than reading a manual or taking lessons. For example, a program with intuitive icons and simple menu bar options may be easy for a new user to understand, TechTerms points out. “However, if a developer creates a program with non-standard icons and complex menu options, it will make the program less intuitive, likely resulting in a negative user experience.” Efficiency is maximized when a solution such as a WMS enables users to streamline their processes in the easiest way possible. Find out more about ease of use and results, click here.

A product that provides a positive user experience is:

-Functional: It does what it says it can do.
-Intuitive: The program was built with a friendly interface.
-Easy to use: It doesn’t make it too hard on the user.
-Reliable: It’s there when the user needs it.
-Enjoyable: The software is easy and fun to use.

When shopping around for supply chain solutions, such as WMS, look for user-friendly software that not only comprises functionalities that can benefit the user, but also makes it easy for users to access all its features. “The goal of efficient software development is to make the product reliable and compatible for end-users,” software development firm Rezaid states. “To deliver an excellent user experience, it is important to know your users well.”

As companies continue to invest in digital supply chain technologies to increasingly automate the supply chain, the ones that put their users first will surely get the best return on investment (ROI) and results from those applications. By seeking out software that features intuitive, easy-to-learn interfaces, companies can more readily integrate those new solutions into their busy operations without missing a beat. Those that ignore this advice may find themselves up against a formidable force when it comes to putting new innovation to work in their supply chains.

Generix Group North America provides a series of solutions within our Supply Chain Hub product suite to create efficiencies across an entire supply chain. Our solutions are in use around the world and our experience is second-to-none. We invite you to contact us to learn more.

This article originally appeared on Republished with permission.


Cities With the Most Contact-Intensive Occupations

Social distancing measures used to help fight COVID-19 hit certain businesses and occupations especially hard. “Nonessential” occupations that require a high degree of face-to-face interaction—such as cosmetologists, bartenders, and athletic trainers—have been the most vulnerable throughout the pandemic, with large swaths of workers in these fields facing reduced hours or unemployment.

On the other hand, essential workers in occupations with high levels of physical contact—for example, healthcare and logistics workers—have not experienced the same job losses, but have had to grapple with the increased risk of exposure to the virus. According to data from the Bureau of Labor Statistics (BLS) and the Occupation Information Network (O*NET), more than half of U.S. jobs require very close (near touching) or moderately close (at arm’s length) contact with others while at work. And while much of the economy has gone virtual, new data from the BLS shows that only about 20% of workers are currently teleworking because of the pandemic.

Despite an increasing number of industries transitioning online, jobs that depend on close proximity to others are generally not suitable for teleworking. Over 86% of healthcare practitioners and health care support workers are required to be in close contact with others. While telehealth services have increased dramatically during the pandemic, most healthcare workers have no other option but to work in an in-person setting. Other occupational groups requiring similar levels of close contact include food preparation and serving, personal care, and protective service. At the opposite end of the spectrum, less than a quarter of workers in legal, computer, math, business, finance, architecture, and engineering occupations work in close contact.

The share of workers in contact-intensive occupations varies geographically due to local industry makeup. To find the areas with the most contact-intensive occupations, researchers at Filterbuy analyzed the latest data from the BLS and O*NET to create a composite index based on the share of employment in different occupations and O*NET’s occupation-specific physical proximity scores. Researchers also calculated the percentage of workers in very close or moderately close contact with others, the percentage of workers in healthcare occupations, the percentage of workers in food preparation and serving jobs, and the median annual wage.

At the state level, Mississippi and South Carolina rank highest according to the composite index. About 60% of workers in Mississippi and 58% in South Carolina work in very close or moderately close contact with others. In general, states with higher concentrations of healthcare workers or higher concentrations of food preparation and serving jobs score highly on the index.

At the local level, similar patterns also hold true. To find the metropolitan areas with the most contact-intensive occupations, Filterbuy used the same methodology, but only included locations with at least 100,000 people. Additionally, metro areas were grouped into the following cohorts based on population size:

-Small metros: 100,000–349,999

-Midsize metros: 350,000–999,999

-Large metros: 1,000,000 or more

Here are the large metros with the most contact-intensive occupations.

Metro Rank Composite index Percentage of workers in very close contact with others Percentage of workers in moderately close contact with others Percentage of workers in healthcare occupations Percentage of workers in food preparation and serving related Median annual wage


Miami-Fort Lauderdale-West Palm Beach, FL     1     97.1 21.4% 35.2% 9.6% 8.7% $38,690
Pittsburgh, PA     2     97.1 23.2% 33.2% 13.6% 7.7% $43,200
Las Vegas-Henderson-Paradise, NV     3     96.9 23.3% 37.9% 8.7% 12.7% $37,690
Philadelphia-Camden-Wilmington, PA-NJ-DE-MD     4     94.8 22.7% 32.6% 13.5% 6.9% $46,500
San Antonio-New Braunfels, TX     5     94.7 23.3% 35.0% 11.6% 10.0% $37,920
Riverside-San Bernardino- Ontario, CA     6     94.4 23.1% 36.6% 11.2% 9.0% $39,630
Providence-Warwick, RI-MA     7     94.0 22.8% 34.5% 12.2% 8.6% $46,000
Cleveland-Elyria, OH     8     93.8 21.9% 33.8% 11.9% 7.4% $42,740
Oklahoma City, OK     9     93.7 21.8% 34.9% 10.4% 10.0% $39,080
St. Louis, MO-IL     10     93.4 22.2% 33.3% 12.0% 8.4% $42,060
Milwaukee-Waukesha-West Allis, WI     11     93.1 22.6% 33.1% 13.4% 6.6% $43,380
Detroit-Warren-Dearborn, MI     12     93.1 20.9% 33.5% 10.8% 7.1% $44,840
New York-Newark-Jersey City, NY-NJ-PA     13     92.3 22.5% 32.1% 12.8% 6.2% $52,020
Cincinnati, OH-KY-IN     14     92.3 20.8% 34.2% 10.0% 8.4% $41,660
Birmingham-Hoover, AL     15     91.7 22.0% 35.1% 11.6% 8.3% $39,530
United States     –     64.0 21.6% 34.3% 10.8% 8.1% $41,950


For more information, a detailed methodology, and complete results, you can find the original report on Filterbuy’s website: