Arthur J. Gallagher & Co. acquires International Insurance Brokers Pty Ltd. Mar 30, 2026, 09:00 ET ROLLING MEADOWS, Ill., March 30, 2026 /PRNewswire/ - Arthur J. Gallagher & Co. today announced the acquisition of Brisbane, Queensland-based International Insurance Brokers Pty Ltd. Terms of the transaction were not disclosed. International Insurance Brokers provides retail brokerage services in Australia with a focus on property coverage for non-profit organizations. The International Insurance Brokers team, led by Justin McPherson and Vince Mason, will relocate to Gallagher's Brisbane office under the direction of Alex Lumby, head of retail property/casualty brokerage operations for Gallagher in Australia. "International Insurance Brokers brings strong niche expertise and expands our retail brokerage capabilities in Australia," said J. Patrick Gallagher, Jr., Chairman and CEO. "I am very pleased to welcome Justin, Vince and their associates to Gallagher." Arthur J. Gallagher & Co. (NYSE:AJG), a global insurance brokerage, risk management and consulting services firm, is headquartered in Rolling Meadows, Illinois. Gallagher provides these services in approximately 130 countries around the world through its owned operations and a network of correspondent brokers and consultants. | Investor Relations: Sara Walsh, CFA | Media Relations: Paul Day | | 630-285-3593 / [email protected] | 630-285-5946 / [email protected] | SOURCE Arthur J. Gallagher & Co.

Gallagher to present LSC match vs. Louisville City FC in Second Round of U.S. Open Cup. LEXINGTON, Ky. - Lexington Sporting Club and Gallagher are teaming up to present LSC's Second Round U.S. Open Cup match vs. Louisville City FC on Wednesday, April 1 at Lexington SC Stadium. Gallagher is a leading global insurance brokerage, risk management and consulting firm founded in 1927. For nearly a century, the organization has helped businesses and communities tackle the future with confidence through its commitment to service. "We're proud to partner with Lexington Sporting Club as the presenting sponsor of such a meaningful in-state matchup," said Bryan Raisor, branch president of Gallagher Lexington. "The Lexington-Louisville rivalry represents passion, teamwork, and community - values that strongly reflect who we are at Gallagher. This match is an exciting opportunity to celebrate Kentucky soccer while supporting the city and people we're committed to serving." The quintessential Bluegrass rivalry marks the second Lexington vs. Louisville meeting of the 2026 season, adding another chapter to the growing rivalry. With this edition taking place in U.S. Open Cup play, its win or go home. "We're incredibly grateful to Gallagher for their continued support of Lexington Sporting Club since the very beginning," said Madyson Foster Smith, head of partnerships for LSC. "Having a business that has believed in LSC from day one and continues to invest in our growth means a great deal to our club. We're also excited to have them as the presenting sponsor for the U.S. Open Cup match against Louisville City FC. It's a great way to celebrate not just a rivalry, but the strength of a partnership that continues to make an impact both on and off the pitch." Lexington vs. Louisville, presented by Gallagher, kicks off from Lexington SC Stadium Wednesday at 7 p.m. ET. The match will also stream live on Paramount+.

RCEA approves shorter work week and stepped-up salary schedule. RCEA's office in Oldtown Eureka. PREVIOUSLY The Redwood Coast Energy Authority's board of directors approved at their meeting yesterday a new four-day workweek and salary step schedule for their employees that, years in the future, will allow many of them to earn more than 20% above what their current maximum salary allows for. Like many governmental agencies, RCEA's employees are paid on a salary-step schedule: employees are grouped by their titles and responsibilities, and each of these groups has their own pay ladder they work up, each employee's salary increasing by 5% annually if their performance warrants it. The board approved new schedules for each of these groups of employees last night; each employee will be placed on the closest step up compared to what they're currently earning. According to the staff report, a number of unfilled positions at RCEA gives it a $600,000 surplus, some of which they can use by adjusting their salary process. This year, the increased pay will cost roughly an extra $104,000. The new schedules will be implemented April 5, and because their salaries are being adjusted up a tad, most of them will get a raise of less than 5%. The real gains will come later: the most Executive Director Beth Burks could make on the old schedule was $245,916 every year; in five years, on the new schedule, she stands to earn $271,714. (She currently makes a bit over $212,000). Everybody, all the way down to the lowest-paid position, will make more in the coming years than they would have on the old schedule. One standout, Deputy Executive Director Eileen Verbeck, made $151,309 in 2024, according to most recent publicly available salary data. Assuming she got a 5% raise last year, she's currently making about $159,000; the most she could earn on the old schedule was about $170,000. Now, in a few years, she could earn over $217,000. A comparison of RCEA's old salaries at the top of the step schedule compared to the new steps. Screenshot. RCEA's board requested the salary reconfiguration in 2024; RCEA hired consulting firm Gallagher early in 2025 to work it out. RCEA gave them their pay scales and job descriptions for each position, and Gallagher also asked RCEA employees for their own descriptions of their duties and what they thought would be required of a new employee doing their job. Gallagher compared RCEA's jobs to positions at 10 other agencies similar to RCEA. Some of them, in places such as the Bay Area or Orange County, pay their employees a lot more than RCEA does. Top executives for some of the comparator agencies make over $300,000 annually (the CEO of the Sonoma Clean Power Authority was paid $496,000 in 2024). Gallagher computed the "cost of labor" differentials for each area based on data from the Economic Research Institute, and adjusted the pay for each equivalent position down from the other, higher-paying markets, some of them by as much as 30%. Gallagher's report doesn't dive into detail on how that was calculated. They found that almost all of RCEA's employees are paid less than the market average, justifying the new step schedule. For comparison, the median household in Humboldt County makes $58,124 every year. The increased pay is necessary, RCEA staff and board members said yesterday, because they're competing against agencies that offer more money and remote work opportunities. They're also not enrolled in CalPERS and employees have to spend more on insurance than employees of other local agencies. "I've heard we're an incubator for good talent to go to other CCAs," board member and Arcata city councilmember Sarah Schaefer said, referring to other Community Choice Aggregators like RCEA. "We want to be able to attract good people and keep them here to do good work in our community as well...It's hard to - if we can - to not want to pay our employees more to do the work that they do." The vote to approve the pay changes was 5-0; Blue Lake City councilmember Elise Scafani and Heidi Moore-Guynup, a representative from the Blue Lake Rancheria, abstained. The board also unanimously approved a 34-hour workweek for RCEA. They want to offer their employees "competitive and improved benefits," said a staff presenter, hoping that a shorter workweek will reduce burnout, decrease absenteeism, and attract more prospective hires. Over half of RCEA's staff said they thought they could work through their loads in less than 40 hours a week, according to an internal poll. To offset the lost hours, they'll focus on efficiency, improving their communication and eliminating meetings when possible. "We're really focusing on 'How do we do it better?'" said one staff member, "so that we give people some time back and still have a similar level of productivity." The shorter workweek will also save RCEA money this year; many of their employees are on a bi-weekly salary, and every decade or so, there are 27 pay periods in a year instead of 26. Some employers pay for the extra two weeks, but that would cost RCEA $200,000. Leadership proposed a trade: keep working 40-hour weeks and also perhaps hold on to a Social Security Cost of Living Adjustment, or work 34-hour weeks and sacrifice the COLA. 96% of the staff wanted the deal. They'll work Monday-Thursday, 9 a.m. to 5:30 p.m. starting May 4. Staff are, apparently, eagerly awaiting the change. They asked their staff to share one word that summed up how they felt about a shorter workweek and turned it into a word cloud. Right in the middle, in size 70-something font: "YAAAAS!"