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Hourly Workers Are Demanding Better Pay and Benefits—and Getting Them

Hourly Workers Are Demanding Better Pay and Benefits—and Getting Them

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Xue Vang had long known that his job deicing planes, loading bags and chocking wheels at the Missoula airport was dangerous, especially in the Montana winter, when blinding snow and rain obscure the spinning engines that can suck in a human body.

But this past winter, the conditions at Unifi, which services planes for United and Delta, became intolerable. Because of the pandemic, understaffing was so bad that Vang was simultaneously handling two or three planes on the “ramp,” or tarmac, while making sure new trainees didn’t get inhaled into the engines.

One day, Vang’s colleague Jared Bonney was complaining that he’d been promised a raise for years that never materialized. “I was like, ‘Join the club,’” Vang recalls. Bonney’s pay was capped at $10.40 an hour; Vang, whose job was more senior, was capped at $11.50. Single adults would need to make $14.13 an hour to support themselves in Missoula, according to MIT’s living-wage calculator.

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Other Unifi workers started sharing complaints about low pay, lousy conditions and broken promises of raises, even though their jobs required specialized training and were critical to flight safety. A walkout could get them fired—Unifi was not unionized—and plans for one three years earlier had fizzled. But in April, when Bonney says a Unifi HR manager called the workers “unskilled” and undeserving of more money, getting fired didn’t seem so bad. Not when Panda Express and Taco Bell were posting job openings starting around $14 an hour.

“It was just a boiling point for me,” says Bonney, 25, who couldn’t save money after paying his bills— even while living with his parents.

Jared Bonney, 25 Location: Missoula, Mont. Used to earn $10.40 an hour working outdoors on the tarmac servicing planes at the Missoula airport; now is an assistant manager at a local casino earning $12 an hour plus tips
Rebecca Stumpf for TIME Jared Bonney, 25 Location: Missoula, Mont. Used to earn $10.40 an hour working outdoors on the tarmac servicing planes at the Missoula airport; now is an assistant manager at a local casino earning $12 an hour plus tips

The strike happened on a cold Monday in April. Six of the 15 workers who had vowed to participate, including Bonney and Vang, showed up for their 4 a.m. shift and clocked in with the intention of telling their supervisor they were staging a walkout. They were met by the regional manager, who had been alerted to their plans by one of their colleagues. Rather than grounding flights, the workers had their badges confiscated.

Undeterred, they regrouped in the baggage area, then went to Target to get supplies to make picket signs. For the rest of the week, they and two other workers who had missed the initial walkout picketed outside the airport. Within two weeks, all had been fired.

Vang has no regrets. “I hope that we spark something,” he says. “We want this movement to keep going—people deserve a living wage.” Unifi did not return multiple emails and calls seeking comment.

Read More: Companies Are Embracing Empathy to Keep Employees Happy. It’s Not That Easy

The pandemic was a breaking point for low-wage workers like Bonney and Vang, who are fed up with being treated poorly while barely making enough to get by. Over the past 40 years, while wages have soared for higher-income workers, they’ve barely budged for people at the bottom of the income scale. From 1979 to 2019, wages for the lowest-paid decile of workers rose 3.3% when adjusted for inflation, while wages for the top 5% of workers rose 63.2%, according to the Economic Policy Institute, a left-leaning think tank. Over that time, as middle-class jobs were automated or sent overseas, and as more people vied for what was left in the wake of the 2001 and 2007–2009 recessions, employers had the upper hand. By one estimate, 53 million people—around 44% of U.S. workers— were low-wage before the pandemic, making an average of $10.22 an hour.

But after 17 months of having to show up to jobs in person, putting their lives on the line while white collar and knowledge workers stayed home and saw their savings grow, America’s hourly workers may be gaining leverage. Entire shifts of employees at fast-food restaurants, amusement parks and airports are walking off their jobs, pasting handwritten notes on the doors that say we quit. In Worcester, Mass., more than 700 nurses have been on strike since March 8, protesting working conditions and reduced staffing as their parent company, Tenet Healthcare, posted a large profit during the pandemic. Frito-Lay workers in Kansas went on strike July 5 to protest low wages and 84-hour workweeks, and Volvo employees in Virginia went on strike in April and again in July, calling for wage increases and signing bonuses. Farmworkers in California are walking off the job to demand higher pay.

Disgruntled staff at a Burger King announced their resignations by writing 'WE ALL QUIT' on the sign outside the restaurant - which has now gone viral. See SWNS story SWOCsign. General manager Rachael Flores, 25, and her team were sick of poor working conditions and mistreatment from upper management so decided to leave. Last Saturday (10/07), the day before her she finished her notice period, Rachael changed the sign outside the restaurant in Lincoln, Nebraska, to read 'WE ALL QUIT' and 'SORRY FOR THE INCONVENIENCE'. She ended up being fired that day as a result, but for her it was so worth it.
Rachael Flores—SWNSStaff at a Burger King in Lincoln, Nebraska announced their resignations on the sign outside the restaurant.

Employers are being forced to raise wages and offer perks like college tuition and signing bonuses. What economists call the reservation wage for people without a college degree—the lowest pay people are willing to accept to take a job—rose 26% in March compared with the same time last year.

It’s too soon to tell if this is just a characteristic of an economy suddenly reopening and leaving employers scrambling for workers, or whether these changes will be permanent. There were signs, however, that workers were losing patience with years of low pay even before the pandemic. The rock-bottom unemployment rate—in November 2019 it hit 3.5%, the lowest in decades—gave them confidence to start pushing back.

Read more: Will Animal-Friendly Workplaces Catch on as Workers Demand Flexibility to Care for Pets?

In 2019, there were more work stoppages involving 1,000 or more employees than in any other year since 2001. The federal minimum wage is just $7.25 an hour, and 20 states have not increased their minimum wage beyond that. All other states have either tied the minimum wage to inflation, which ensures it will keep rising as prices do, or increased it.

Companies like Amazon and Costco announced as early as 2018 that they were increasing pay for all U.S. employees to $15 and $14, respectively, a move that forced competitors to pay more too. (In March, Costco raised its starting wage to $16 an hour.)

“The workforce was getting restless after years of stagnant wages and a decline in union representation that traditionally gave them a voice,” says Thomas Kochan, a professor of work and employment research at MIT’s Sloan School of Management. “For low-wage workers, the pandemic demonstrated how much inequality there is—it’s really leading them to ask, Is this the kind of job I want? Or should I leave?”


A century ago, widespread labor unrest led to an overhaul in the way workers were treated in America. At the turn of the 20th century, the U.S. had low unionization rates and few social benefits compared with other industrialized nations. But as labor shortages grew during World War I and inflation rose at the end of the war, workers began to revolt. In 1919, one-fifth of the nation’s workforce participated in strikes, including the walkout of 350,000 steel workers.

Determined to head off unionization and maintain some control of workers’ lives, companies started to offer more benefits, figuring they could reduce turnover and increase productivity, says Joseph A. McCartin, a professor of history at Georgetown University. “Employers were realizing it simply doesn’t pay to treat workers like machinery that you are going to use up and throw out—when you do that, they organize,” McCartin says.

This ushered in an era of “welfare capitalism” in which companies offered benefits like pensions, apprenticeship programs, stock ownership and health insurance. U.S. Steel, which had refused to shorten the 12-hour workday during the 1919 strike, reduced it to eight hours in 1923. General Electric offered a pension plan and paid vacation for blue collar workers; General Motors helped employees buy homes and set aside a portion of its profits for employee bonuses.

Accidents decreased, productivity went up, and turnover slowed; General Electric’s turnover rate of 50% in the 1910s fell to half that by 1922.

Rethinking Work Time Magazine cover
Illustration by Peter Arkle for TIME

Get a print of TIME’s “Rethinking Work” cover here

What happened a century ago might sound familiar. Some of today’s biggest companies are announcing big pay and benefit increases to attract workers and reduce turnover. Since the pandemic began, Target has said it would permanently raise the starting wage for U.S. employees to $15 an hour, a move that Best Buy followed. Beef producer JBS USA said in March it would start paying two-year-college tuition for its 66,000 workers and their dependent children. In April, national garbage collection and recycling company Waste Management said it would offer 36,000 full-time workers and their dependents free tuition for undergraduate and graduate degrees in a partnership with Guild Education, which teams up with companies to offer educational benefits to employees.

This is a reversal from what most employers have been doing over the past few decades—cutting back benefits and pushing more financial responsibilities onto workers. But as America ages, many companies are realizing that a big share of their employees are going to retire soon and that they might not be able to find enough people to replace them. The retirement rate of baby boomers shot up during the pandemic.

“It became apparent that we needed to do something fundamentally different and radical to attract and retain talent,” Tamla Oates-Forney, the chief people officer at Waste Management, told me. Even before the pandemic, demographic shifts were making it difficult for Waste Management to find the drivers and technicians they needed; millennials and Gen Z workers were going into other industries, she says. Waste Management hopes that offering free education will attract people who may want to start out driving a truck and then work their way up in the company. It also added more money for backup childcare for workers during the pandemic.

Employees who don’t feel their company offers advancement opportunities will leave for one that does. Sara Stark, 20, started working at a Chipotle just north of Atlanta when she turned 16. As she kept working there for two and then three years, she got just one raise, worth 15¢, to add to her $10-an-hour starting wage. “I spent three years of my life there and nothing changed,” she says. When Chipotle lost workers during the pandemic and Stark was pushed harder and harder, cleaning and sanitizing the restaurant with bleach by herself, she got fed up and quit in October. She soon found a job at Starbucks, which offered a college-scholarship program, free mental-health benefits and opportunities for promotion. After just a few months, Stark was promoted to a managerial role, making $12.70. She plans to use Starbucks’ online education program next year to go back to school and study design. “The list of benefits Starbucks offered took up our whole training session,” she says. (In a statement to TIME, Chipotle says it offers benefits like tuition reimbursement, mental-health care, and a bonus program. As of May, it pays $15 an hour.)

Sara Stark, 20 Location: Atlanta. Used to earn $10 per hour working at Chipotle; now earns $12.70 per hour at Starbucks
Dustin Chambers for TIME Sara Stark, 20 Location: Atlanta. Used to earn $10 per hour working at Chipotle; now earns $12.70 per hour at Starbucks

Once they raise wages and offer benefits like higher tuition, it will be difficult for companies to reverse them. Professional workers may be quitting their jobs en masse to go live their dreams, but the pandemic has also made low-wage workers take a step back and think about what they’re doing with their work lives, says Rachel Carlson, the CEO of Guild Education.

“The plurality of workers are saying, ‘O.K., $15 an hour, but what do I do all day? And is there a job after that for me, and where does it take me?’” she says. “Career mobility is now the value proposition that matters for companies.”


Workers’ increased leverage is already playing out in the job market. Wages have risen for three straight months, according to the most recent jobs report. They’re a full 10% higher in the leisure and hospitality sector than they were two years ago—764,000 workers in that industry quit in May alone.

Some workers who walked away from bad jobs saw big pay bumps in their new positions. A month after Jared Bonney got fired from the Missoula airport, he went to a local casino to apply for a job. He was hired on the spot and promoted to assistant manager after a few months. His base wage is still low—$12 an hour—but he can make a lot of money in tips, he told me. On a good night, he’ll make $23 an hour.

Read More: The Pandemic Reset the Balance Between Workers and Employers. How Bosses Respond Will Shape the Future of Work

Sandra Sibert, 48, was one of the 3,400 workers at a Smithfield meat plant in South Dakota who rejected the company’s initial contract offer in June, saying they deserved a raise as food and gas prices increased. Workers have been quitting en masse, she says—as many as 50 a week, up from one or two a week before the pandemic. After workers rejected the initial contract, which would have altered break time and kept pay the same, the company offered a $1.75 raise, kept breaks the way workers wanted and included a $520 bonus for them. Workers accepted. The course of negotiations “was not unusual,” Keira Lombardo, Smithfield’s chief administrative officer, said in a statement.

If Sibert and Bonney are making more than they did before the pandemic, they’re still far from middle class. Many workers who participated in walkouts or strikes over the past year, or who switched jobs for higher wages, still may be struggling. They’re squeezed by the highest apartment-rental costs in more than two years and prices for consumer goods that climbed 5.4% from a year ago, the biggest annual increase since 2008.

Sandra Sibert, 48 Location: Sioux Falls, S.D. Used to earn $17 per hour at a Smithfield meat plant; got a raise to $18.75 hourly
Walker Pickering for TIMESandra Sibert, 48 Location: Sioux Falls, S.D. Used to earn $17 per hour at a Smithfield meat plant; got a raise to $18.75 hourly

Even with a raise, berry pickers in California who walked out will be making around $30,000 a year—if they work full time. Companies like Disney are offering $1,000 hiring bonuses—but housekeepers will still be making just $16 an hour if they take the jobs.

That’s the result of four decades of declining union power and a stagnant minimum wage. “The idea that any short-run shortages that do exist would undo 40 years of employers’ ability to suppress wages—it just does not ring true whatsoever,” says Heidi Shierholz, a former Obama Administration economist who works at the Economic Policy Institute. The labor movement saw further setbacks this year when an effort to organize an Amazon warehouse in Alabama failed and the U.S. Supreme Court struck down a California regulation that let union organizers meet with farmworkers on farm property.

Progressive groups say that the PRO Act, which passed the House in March and would make it easier for workers to organize, is what’s needed to help employees gain more power in the long term. Conservatives say people will be returning to jobs once all states end more generous additional unemployment benefits offered during the pandemic.

Meanwhile, workers are seeking out the companies—and industries—that are giving raises alongside a path to better careers. Those companies aren’t having trouble filling positions. After it announced its educational benefit, Waste Management’s May recruiting drive attracted 1,200 people; the company made 420 offers, and 70% of those people have started working for the company. More than half of applicants mentioned the free college-tuition offer.

As Xue Vang is finding out, it can be hard to find work at companies that have decided to treat workers well. After Unifi fired him, it raised wages to keep the remaining workers on—but only to $11 an hour. Vang started applying for other jobs and got a few offers, but he hasn’t accepted one yet.

He wants to hold out for something better—he has his sights set on a full-time job with an airline, rather than at an airline contractor. A few of his former Unifi co-workers have gotten jobs at Alaska, where wages are higher, but Vang says the airline told him his timing was bad—it had just hired a flood of employees who had left jobs to work somewhere that paid more than the minimum wage.

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Indonesia’s B40 biodiesel plan faces new delay due to palm price

Indonesia’s B40 biodiesel plan faces new delay due to palm price
PHOTO by REUTERS

Indonesia’s plans to raise the mandatory bio-content in its palm oil-based biodiesel to 40per cent may face further delays, after the high price of the vegetable oil has made the programme too costly, a senior government official told Reuters.

Indonesia, the world’s largest palm oil producer and exporter, has a mandatory biodiesel programme with 30per cent palm oil content, known as B30, but intends to expand the use of the oil for energy to save on fuel imports.

Authorities had planned to increase the mix to 40per cent in July this year, but the timetable for the B40 programme is now unclear.

“We don’t have a timeline yet for B40, although from the technical side, we’re ready,” Dadan Kusdiana, a director general at the energy ministry, said in an interview. He said implementing B40 in 2022 will be “challenging”.

Indonesia funds its biodiesel programme with proceeds from palm export levies.

However, authorities have revised levy rules three times since last year as they sought to support the biodiesel programme after prices soared, but without hurting exports.

Malaysian palm oil futures hit a record of 4,560 ringgit (US$1,089.35) a tonne on Aug. 12 and have been trading around 4,300 ringgit recently, about 60per cent higher than a year earlier.

Dadan said 45 trillion rupiah to 46 trillion rupiah (US$3.1 billion-US$3.2 billion) is needed this year to fund the difference between using regular diesel and the palm-based fatty acid methyl ester (FAME) for B30.

If prices stayed constant, mixing 40per cent FAME would require around 60 trillion rupiah (US$4.16 billion), he said, while noting adopting B40 would likely boost palm oil prices by shrinking global supply, making the programme even more expensive.

“That is what we’re considering, how capable are we in terms of the levies. We have to provide bigger financing, but it doesn’t have to come from higher levies,” Dadan said, without elaborating on alternatives.

The Indonesian Palm Oil Association (GAPKI) had already said in January it expected B40 to be delayed beyond 2022.

On the technical side, Dadan said the water and monoglyceride contents in FAME must be reduced for B40 to work, requiring new investment by biodiesel producers.

Although biodiesel promises lower emissions, the use of palm oil as a feedstock raises concern about deforestation in the clearance of land to grow it. The European Union is planning to phase it out as fuel for transport.

(US$1 = 14,425.0000 rupiah)

(US$1 = 4.1860 ringgit). REUTERS

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Indonesia central bank anticipating risk of rising inflation in 2022: Governor

Indonesia central bank anticipating risk of rising inflation in 2022: Governor

Indonesia’s central bank expected inflation to be within its target range of 2 per cent to 4 per cent in 2021 and 2022, but warned of potential price pressures next year, Governor Perry Warjiyo said on Wednesday (Aug 25).

“We need to anticipate a risk of rising inflation in 2022, in line with a rise in domestic demand and increasing global commodity prices,” he told a coordinating meeting on inflation management.

Indonesia’s annual inflation rate has stayed below BI’s target range since June of 2020 as the coronavirus pandemic dampened domestic consumption.

July’s rate was 1.52 per cent. REUTERS

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Dollar settles near 4-1/2 month highs as risk appetite cools

Dollar settles near 4-1/2 month highs as risk appetite cools
An exchange office clerk counts U.S. dollars. Onur Coban/Anadolu Agency/Getty Images

The dollar held near a 4-1/2 month high versus a basket of major currencies on Wednesday as simmering concerns about the global economy forced investors to seek safety in the greenback before the release of the Federal Reserve’s July meeting minutes.

Sterling and the commodity-exposed Australian and Canadian dollars all hovered near recent lows against the dollar as the broad market mood remained cautious. The dollar index held steady around 93.09, just below an early April high of 93.20 hit last week.

“The FX market is trading exactly as one would expect when growth worries are the dominant theme,” said Marios Hadjikyriacos, a senior investment analyst at XM.

Even the New Zealand dollar, which briefly rose after the central bank set out a hawkish outlook for interest rates, swooned as a mild wave of risk aversion swept through markets.

The Kiwi was down 0.5per cent at US$0.6888 in London trading having risen earlier to US$0.6952 after the Reserve Bank of New Zealand said it would keep rates at 0.25per cent, after the country was put into a snap COVID-19 lockdown.

A monthly fund manager survey by investment bank BoFA Securities showed that investors flipped to a net overweight on the dollar for the first time in nearly a year.

That shift in positioning was evident in more high-frequency weekly data as well with hedge funds ramping up their net long bets on the greenback to the most since March 2020.

While the dollar failed to draw any sustained strength from Fed Chair’s Jerome Powell’s comments and mixed U.S. data, markets shifted focus towards the annual Jackson Hole symposium next week where some expect the Fed to signal a change in direction with regards to its asset purchase plans.

U.S. retail sales fell 1.1per cent in July, more than economists expected but industrial production numbers showed that output at U.S. factories surged in July. and

Elsewhere, the Canadian dollar hovered near a one-month low. [CAD/]

In cryptocurrencies, bitcoin traded at US$45,244, not far from Saturday’s three-month high of US$48,190. Ether stood at US$3,042. REUTERS

 

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Tencent Music posts over 15per cent rise in quarterly revenue

Tencent Music posts over 15per cent rise in quarterly revenue
Tencent submitted a proposal to separately list its subsidiary Tencent Music. NIKKEI

China’s Tencent Music Entertainment Group posted a 15.5per cent rise in quarterly revenue on Monday, as its advertising business rebounded and more people subscribed to its music streaming platform.

Total revenue of the Tencent Holdings Ltd-controlled company rose to 8.01 billion yuan (US$1.24 billion) in the second quarter. Analysts were expecting revenue of 8.13 billion yuan, according to IBES data from Refinitiv.

(US$1 = 6.4742 Chinese yuan renminbi). REUTERS

 

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Credit Suisse brings in former UBS executive to head risk committee

Credit Suisse brings in former UBS executive to head risk committee
A Swiss flag flies over a sign of Swiss bank Credit Suisse on May 8, 2014 in Bern. AFP/Getty Images/Fabrice Coffrini

Credit Suisse has drafted a former Chief Operating Officer of UBS and heads the Risk Committee of the Board of Directors. The new chair, Antonio Orta Osorio, has been strengthening the bank’s defenses following a series of scandals.

Axel Lehmann, who left UBS in January, will join Credit Suisse’s board of directors on October 1. Juan Columbus, who played a risk role at Lloyds Banking Group and Alter Osorio’s Santander, will also join Credit Suisse’s board of directors.

Credit Suisse’s reputation for risk management has been hit this year by two crises surrounding professional finance firm Greensill Capital and the family office Arquegos. In two incidents, Credit Suisse liquidated a $ 10 billion investment fund, losing $ 5.5 billion in the worst transaction loss in 165 years of history.

NS Damn report Regarding the loss of Arquegos announced last month, it describes the “fundamental failure of management and control” and “lazy attitude toward risk” at Credit Suisse’s investment bank.

Alter Osorio, who escaped Lloyds from the financial crisis, Join Credit Suisse Board of Directors In April, he said the bank’s plight was the worst he had ever seen in his career. He also promised an urgent review of risk management, strategy and culture. The final details of the review are scheduled by the end of the year.

On Friday morning, Alter Osorio said the proposed appointment of Lehman and Columbus to the board would help strengthen Credit Suisse’s risk management.

“With both deep experience in risk management and business leadership and a career of nearly 30 years in financial services, they are in shaping the strategic restructuring of banks and strengthening the culture of risk management and personal responsibility and accountability. Will make an immeasurable contribution. “He said.

Lehman was Chief Operating Officer of UBS and President of Private and Corporate Banks. His career at UBS and earlier in the Zurich Insurance Group included several risk management roles.

Columbus was Lloyd’s Chief Risk Officer and Chief Operating Officer from 2011 to 2020. Previously, he was Executive Director and Chief Risk Officer of Santander’s UK operations. He has been a member of ING’s Audit and Risk Committee since 2020.

Andreas Gottschling resigned from his role as Chairman of Credit Suisse’s Risk Committee in April after several major shareholders have shown that they will do so. Vote against his reelection..

Richard Meddings, TSB Bank’s executive chair, has been the Interim Chairman of the Credit Suisse Risk Committee since April. He will continue to lead the bank’s audit committee.

Last month, Credit Suisse Hired David Wildermas, Former Deputy Risk Officer and Chief Risk Officer of Goldman Sachs. Wildams will move from New York to Zurich to take up his new position by February 2022.

Credit Suisse brings in former UBS executive to head risk committee Source link Credit Suisse brings in former UBS executive to head risk committee. FT

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Global shares mixed as caution sets in on coronavirus worry

Global shares mixed as caution sets in on coronavirus worry
A woman wearing a face mask is reflected on an electronic foreign currency exchange rates in downtown Seoul, South Korea, Thursday, Aug. 12, 2021. Asian shares were mixed Thursday as caution set in among investors following another wobbly day of trading on Wall Street. AP Photo/Lee Jin-man

Global shares were mixed Thursday as caution set in among investors after banks and industrial companies helped lift stocks mostly higher on Wall Street.

France’s CAC 40 inched up less than 0.1% to 6,860.88 in early trading, while Germany’s DAX was virtually unchanged at 15,826.76. Britain’s FTSE 100 slipped 0.2% to 7,205.48. U.S. shares were set to be mixed, with Dow futures up nearly 0.1% at 35,398. S&P 500 futures inched down less than 0.1% to 4,439.25.

Japan’s benchmark Nikkei 225 edged down 0.2% to finish at 28,015.02. South Korea’s Kospi slipped 0.4% to 3,208.38 after seesawing earlier in the day. Australia’s S&P/ASX 200 ended up less than 0.1% at 7,588.20. Hong Kong’s Hang Seng declined 0.5% to 26,517.82, while the Shanghai Composite fell 0.2% to 3,524.74.

Worries continued in the region about the recent regulatory crackdown in China. Analysts said the next target appeared to be the online insurance industry.

“This comes amid increasing COVID-19 risks, with further tightening of restrictions in several cities potentially impacting the services sector near-term,” said Yeap Jun Rong, market strategist at IG in Singapore.

COVID-19 infection cases are also surging in Japan, where a state of emergency has been in place, even as the nation hosted the Tokyo Olympics and plans to do the same for the Paralympics, which open later this month. New cases are reaching record highs in Tokyo and several other regions. Medical officials say hospital facilities are getting stretched thin.

“On the COVID-19 front, worries over growing restrictions are becoming a cause of concern. Growth expectations in the region will likely take a hit in the coming weeks. The recent resurgence of the virus will probably slow the economic recovery,” said Anderson Alves, a trader at ActivTrades.

After a stumbling start to the week, stocks have been moving higher on the back of strong earnings and better-than-expected economic data. Investors’ concerns about inflation and uncertainty about the U.S. Federal Reserve’s future plans to ease up on its support for low interest rates have been hanging over the market.

While the headline figures may seem bad, most of the rise in consumer prices has been tied to very specific goods that are not expected to impact the long-term health of the economy, like used cars, building materials and hotel rooms. These items came into short supply during the pandemic, and the increased economic activity has made prices for them rise faster than usual.

The Federal Reserve has repeatedly said it believes any increase in inflation would be temporary and largely a result of supply disruptions that happened because of the pandemic. Investors will get another inflation snapshot Thursday, when the Labor Department issues its July wholesale price data.

In energy trading, benchmark U.S. crude fell 4 cents to $69.21 a barrel. Brent crude, the international standard, edged up 1 cent to $71.45 a barrel.

In currency trading, the U.S. dollar slipped to 110.40 yen from 110.41 yen. The euro cost $1.1740, up from $1.1738. AP

 

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