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The Georgia Board of Community Health approved a $5.7 billion budget request for fiscal 2026 Thursday for the agency that runs the state’s Medicaid program.

That represents a $347 million increase over the Department of Community Health’s (DCH) current spending plan, which took effect last month.

While Georgia’s aged, blind, and disabled populations account for the largest number of Medicaid enrollees, most of the spending increase – $287 million – would go toward low-income Medicaid recipients, primarily women and children.

The DCH is projecting a significant increase in Medicaid enrollment later this year and next year with the end of the federal redetermination process, Joe Hood, the agency’s chief operating officer, told board members Thursday.

The federal government prohibited disenrolling any Medicaid recipients during the COVID pandemic. When the national public health emergency was declared at an end in April of last year, states began reassessing eligibility for Medicaid coverage.

As a result, Medicaid enrollment in Georgia declined. However, a surge in enrollment is expected to start later this fiscal year moving into fiscal 2026, which takes effect next July.

“Enrollment is what is really driving our budget request,” Hood said.

The fiscal 2026 budget request board members approved Thursday also includes increases for nursing home operations and prescription drugs.

The DCH will submit the proposed spending plan to the Governor’s Office of Planning and Budget later this year. Gov. Brian Kemp will present his budget recommendations to the General Assembly in January.

Capitol Beat is a nonprofit news service operated by the Georgia Press Educational Foundation that provides coverage of state government to newspapers throughout Georgia. For more information visit capitol-beat.org.

Chronic delays in mail processing and delivery Georgians have been experiencing for months have cropped up again in connection with federal tax payments.

U.S. Sen. Jon Ossoff, D-Ga., launched an inquiry Wednesday with the Internal Revenue Service after hearing from constituents who are being charged penalties and interest fees on late or missing payments they mailed to the IRS on time.

“These tax filings are not arriving by statutory deadlines due to ongoing USPS (United States Postal Service) performance issues, and some filings even remain unaccounted for,” Ossoff wrote in a letter to IRS Commissioner Daniel Werfel.

“Additionally, many of my constituents continue to experience financial hardships as a result of tax refund processing delays arising from ongoing problems with USPS management in Georgia.”

Ossoff questioned Postmaster General Louis DeJoy at a Senate committee hearing in April after receiving reports that only 36% of inbound mail processed by the Atlanta Regional Processing and Distribution Center was being delivered on time.

DeJoy blamed the delays on problems rolling out a USPS restructuring plan aimed at making the postal service financially self-sufficient and better able to compete with private shippers. He moved to address the delays by bringing more than 100 employees from other mail processing centers to the Atlanta-area facility in Palmetto and revising transportation schedules between the regional center and other processing centers to increase local trips.

In June, DeJoy reported that on-time mail delivery was improving, but Georgians continued to complain about delays sending and receiving mail.

Ossoff is urging the IRS to waive penalties and interest fees incurred as a direct result of USPS delays, adjust taxpayer accounts in a timely manner so penalties and fees don’t accumulate, and to accelerate the processing of tax refunds for filers affected by the USPS delays.

Capitol Beat is a nonprofit news service operated by the Georgia Press Educational Foundation that provides coverage of state government to newspapers throughout Georgia. For more information visit capitol-beat.org.

 As over 75% of Certified Public Accountants (CPAs) reached retirement age in 2019 and fewer recruits are entering the field due to demanding education and work experience requirements, the talent gap is widening—the US is lacking 340,000 accountants alone. In response, Multiplier, the global employment platform, examined how US-based companies are utilizing its Employer of Record (EOR) software to recruit accountants from international markets. The findings highlight a fourfold increase in the demand for accountants from US-based companies between Q1 2022 and Q1 2024.

Surge in international recruitment

Multiplier’s data reveals a significant shift towards international recruitment, with the number of accounting positions facilitated via its platform surging in recent quarters. While this shift towards international hiring is evident across industries, the US has been the largest contributor to Multiplier’s international hires, accounting for 80% of the accounting positions filled through the platform in recent years.

“Multiplier is dedicated to supporting businesses through this challenging period of talent shortages. Our latest study showcases the significant benefits of global talent acquisition, from skill diversification to cost savings,” said Sagar Khatri, CEO of Multiplier. “We are proud to be at the forefront of this shift, helping companies secure the expertise they need to continue their growth.”

Emphasis on skill-based hiring

Businesses are prioritizing skills over location, increasingly hiring accountants from Asian countries. Multiplier data shows that 68% of these hires are from the Philippines, while 18% come from India. This strategic move addresses the immediate skills gap while also offering substantial cost-saving opportunities. In fact, with accountants in North America commanding nearly five times the wages of their counterparts in Asia, hiring from Asia allows companies to reduce overhead without sacrificing expertise.

Demographic shifts in hiring

The inclination towards skill is also reflected in companies’ growing willingness to train younger talent. Since 2023, the percentage of accountants under 30 has increased from 4% to nearly 24%, indicating a shift towards skills-based hiring. Notably, accountants hired through Multiplier in North America are predominantly in the 25–35 age group, with 90% of hires being under 35. In contrast, nearly half of the accountants hired in Asia are 35 or older. This demographic difference highlights the broader range of experience available internationally, often at a lower cost.

Deciding between permanent employees and temporary contractors

As companies seek sustainable solutions, there is a preference for hiring permanent accountants over independent contractors. This is highlighted by the fact that the percentage of full-time accountant hires through Multiplier is nearly double that of freelance hires. Companies can thereby benefit from the long-term benefits of having a dedicated employee who understands their business without paying high hourly rates to a contractor. 

To effectively navigate the accountant shortage, businesses must adapt their hiring strategies, focusing on younger talent, embracing global recruitment, and reassessing contract types. Multiplier’s platform facilitates these changes by providing seamless access to a worldwide talent pool without the need for setting up local entities or managing complex compliance issues. Click here to download the whitepaper.

You can find the press kit here.

Most employees are open to having their organizations analyze data from emails, messages and meetings to improve their employee experience, according to new Qualtrics research. Also known as passive listening, this practice provides valuable insights using data employees generate in their daily activities. In fact, only 27% of employees said they definitely or probably would not opt in to a program that analyzed text data from sources like work emails or instant messages to improve their experiences at work.

Employees’ self-reported comfort with their organization analyzing different data sources is significantly higher than what HR leaders predicted. The biggest difference is in direct messages; HR underestimated employee comfort by 16 percentage points.

The expansion of AI is increasing data collection and analysis by organizations trying to reign in expensive attrition. Employees generate valuable data in the course of their daily work, such as emails, Slack messages, IT tickets, and meeting invitations. AI can parse this data to reveal patterns that predict things like disengagement or burnout and allow employers to step in, especially as the volume of data increases.

“This research underscores the crucial dialogue needed between employers and employees in the evolving landscape of today’s workplace,” said Dr. Benjamin Granger, Chief Workplace Psychologist at Qualtrics. “Good dialogue is two-way and employees appreciate opportunities to drive the conversation with senior leadership. Passive listening allows employees to raise topics that don’t show up in employee surveys and open up new lines of communication.”

Other key findings of the research include:

• Lower-level employees are much more wary about their organization analyzing their data than senior leaders, reflecting findings from Qualtrics’ 2024 Employee Experience Trends Report. Just 27% of individual contributors say they probably or definitely would opt in to a passive listening program, compared with 71% of C-suite leaders. This disparity in embracing new technology supports previous Qualtrics research that found executives were excited about the potential impact of AI while individual contributors were more likely to call it scary.

• Employees are more comfortable with analysis of their emails and messages than social media. Among text-based channels, they are most comfortable with work system processes like IT tickets, open-text survey responses and meeting transcripts being used. Employees are less comfortable with more personal data sources like email and Slack messages being analyzed, and least comfortable with their organization analyzing social media, even if it is anonymous.

• The biggest concern employees have about passive listening is an invasion of privacy, followed by data security and the data being misinterpreted. For employees who would not opt in to a passive listening program, transparency about how the data is used–or not used–and who had access to it, as well as control over opting out in the future are the top ways to change their minds.

Companies must build trust before introducing passive employee listening programs

Employees who trust senior leadership at their organization are significantly more willing to participate in a passive listening program than those who don’t trust their leaders. More than half (55%) of employees who trust senior leadership said they would probably or definitely share their data. If employees do not trust their senior leaders, the reverse is true – 53% said they probably or definitely would not choose to share their data.

“Trust is foundational in developing a mutually beneficial relationship between employees and organizational leaders,” said Granger. “This is especially true when it comes to introducing new programs and technologies. Leaders can build trust by highlighting how individual employees will benefit and providing ongoing transparency and autonomy over their data.”

Employees are more comfortable with passive listening than HR leaders expect

“In their laudable desire to protect employee privacy, HR leaders may be underestimating employee comfort with passive listening,” said Matt Evans, head of employee experience product science at Qualtrics. “When organizations highlight the benefits and address concerns, they will drive higher acceptance and gain valuable insights into what is top of mind for employees.”

Learn more here.

Methodology

This research was conducted in March 2024 among 1,000 desk-based workers and 100 HR leaders in Australia, France, Germany, Japan, Singapore, the United Kingdom and the United States. Respondents were selected from a randomized panel and considered eligible if they are at least 18 years of age.

Each year, Rainbow Village hosts a black-tie optional affair at Atlanta Athletic Club that includes a champagne reception and seated dinner with complimentary wine, silent and live auctions, its famed wine wall, and a raffle. Well-known among its supporters as the “We Are Family” Benefit Gala, this year’s event will take place Saturday, September 7, with festivities to kick off at 6 p.m. So much more than a fundraiser for the nonprofit that brings Help, Hope, Housing, and Healing to families experiencing homelessness, the Gala serves as a celebration of the strides made over the previous year and the promise of what’s to come. Presented by Northside Hospital, as the 2024 event nears, Rainbow Village has issued a last call for corporate and individual sponsors. It has also opened sales for individual tickets and tables of ten. In the weeks leading up to the Gala, the nonprofit will also open sales for its yearly raffle – the lucky winner of which will enjoy a 4 Day/3 Night stay for up to four guests in a 2-bedroom, 2-bathroom suite at the Millennium Resort and Spa in the Dominican Republic.

“At the heart of the Gala, we will share the mission of Rainbow Village and the impact it has had on families experiencing homelessness for the last 33 years,” said Melanie Conner, the nonprofit’s CEO. “It is deeply meaningful and absolutely imperative to bring help, hope, housing, and healing to families who need it most. In return, we get front-row seats to watch their rise. While the Gala is a celebration, it’s also an opportunity for our supporters – both tried-and-true and brand-new – to gain a deeper understanding of what we do, why we do it, and why so many have come forward to champion our cause – whether as a volunteer, donor, sponsor, corporate partner, faith partner, or prayer warrior. The
whole evening will be a mix of shared laughter and tears – all in the spirit of unity, which is why the name ‘We Are Family’ rings so true.”

Tickets, tables, raffle tickets, silent auction items, and both ticketed and non-ticketed sponsorships for the 2024 Rainbow Village “We Are Family” Benefit Gala can be purchased online through the Rainbow Village website at www.RainbowVillage.org.

Building on this momentum, 2024 is poised to set new records, with Americans traveling abroad in unprecedented numbers: in the first half of 2024, international travel saw a 10% increase over 2023 levels. This consistent growth underscores the strong rebound in international travel as travelers regain confidence.

Methodology:

Using the U.S. Department of Commerce’s Survey of International Air Travelers Program, researchers calculated outbound air travel conducted by U.S. residents to overseas destinations (not including Mexico or Canada), then ranked states accordingly.

Results:

• In 2023, U.S. travelers showed a strong preference for destinations across Europe, the Caribbean, and Asia. The United Kingdom emerged as the top-visited destination, attracting over 5.1 million American tourists.

• In the Caribbean, the Dominican Republic and Jamaica were the leading destinations, drawing 3.5 million and 2.0 million American tourists, respectively. These destinations are particularly popular among residents from Florida, New York, and the Southeastern U.S.

• Nationally, there were 146 overseas trips per 1,000 Americans in 2023, translating to an average of one international trip every six to seven years for each American. However, residents of certain locations travel abroad far more frequently.

Georgia:

• Residents of Georgia took a total of 1,861,000 overseas trips in 2023.

• Compared to pre-pandemic levels, this represents an increase of 43.3%.

• Per 1,000 residents, Georgia recorded 170.5 overseas trips last year—the 9th most of any U.S. state.

For the full report: www.dailydrop.com

New research from talent solutions and business consulting firm Robert Half reveals a complex picture when it comes to worker productivity. While most managers report that their teams have become more productive, employees are logging more hours than they did a year ago. This trend raises potential concerns about employee burnout, morale and turnover.

The survey of more than 2,500 U.S. hiring managers and more than 2,500 U.S. workers highlights four key trends shaping employee output:

1. Worker productivity is up. Nearly 7 in 10 hiring managers (68%) report an increase in employee productivity compared to one year ago. They say improved management practices (33%), enhanced staff training (31%), and the adoption of new technologies (29%) are contributing to greater output from their teams.

2. AI plays a part.  More than one-third of workers (36%) report improved efficiency due to emerging technologies such as generative AI. These tools help with laborious tasks and free up time for other projects.

3. Flexibility fuels focus. When asked about incentives that would boost engagement and productivity, workers identified hybrid work options (54%), windowed work options (46%) and a compressed weekly work schedule (20%).

4. Workers are putting in more hours. More than one-third of workers (36%) said they are logging more hours compared to the previous year. View a breakdown by generation, city, and specialization.

“The correlation between increased productivity and longer work hours is a complex issue that requires careful attention,” said Dawn Fay, operational president of Robert Half. “While advances in technology and enhanced processes have allowed for improved efficiencies, it’s critical to monitor employee well-being and burnout. Flexibility goes beyond work schedules. Hiring contract professionals to help with projects during busy seasons offers a flexible staffing solution that can help optimize productivity, boost employee morale and support retention.”

Georgia District Director of the U.S. Small Business Administration Terri Denison talks about the new 7(a) Working Capital Pilot program and how it will help small businesses in Georgia.

Welcome to Cities Connect, where we discuss issues that matter. In this episode, Georgia Public Service Commissioner Tim Echols and Ron Holmes of Arglass discuss a recent statewide glass recycling contest for schools that they sponsored.

Teaming up with his colleague Commissioner Jason Shaw, Commissioner Echols raised funds for cash prizes, secured recycling bins, and arranged transportation from each school to a holding location and then to Valdosta to the Arglass glass furnace for recycling. Commissioner Echols will share insights and lessons learned from the initiative and discuss how it might be scaled up across the state in collaboration with Georgia’s cities. Ron Holmes, the recipient of the glass, will provide an overview of Arglass’s history, the importance of glass recycling, and Arglass sustainability concentrating on glass recycling.