Retirement Income and the Problem of Integrating Private Pensions and Social Security Patricia E
Total Page:16
File Type:pdf, Size:1020Kb
Load more
Recommended publications
-
Ratios in Setting Retirement Income Objectives
DOCUMENT RESUME ED 370 462 HE 027 167 AUTHOR Palmer, Bruce A. TITLE Planning For Retirement: Using Income Replacement Ratios in Setting Retirement Income Objectives. INSTITUTION Teachers Insurance and Annuity Association, New York, NY. College Retirement Equities Fund. PUB DATE Jul 93 NOTE 8p. PUB TYPE Collected Works Serials (022) JOURNAL CIT Research Dialogues; n37 Jul 1993 EDRS PRICE MF01/PC01 Plus Postage. DESCRIPTORS College Faculty; Family Financial Resources; Financial Needs; Fringe Benefits; Higher Education; *Income; *Mathematical Formulas; Money Management; Ratios (Mathematics); Retirement Benefits; *Teacher Retirement IDENTIFIERS Consumer Expenditure Survey; Retired Persons; *Retirement Planning; Savings ABSTRACT This paper presents a method for higher education faculty and staff to assess pension plan objectives by determining a retirement income replacement ratio to maintain the salary-based preretirement standard of living. The paper describes the RETIRE Project which researches income replacement using the federal government's annual "Consumer Expenditure Survey" to estimate individual savings and other expenditure variables incorporated into the Project's income replacement formulas. The income replacement ratio formula's components include preretirement gross pay, preretirement taxes, preretirement savings, postretirement taxes, work-related expenses, and net change in age-related expenditures. A central section looks in detail at how the ratio formula works with a single individual and a married couple under various conditions. Two detailed tables and two figures illustrate the analysis. Further sections discuss savings rates and their effect on income replacement ratios and the effects of taxing 85 percent of social security benefits (currently proposed by the Clinton Administration). A conclusion notes that research findings indicate that those retiring in 1993 need about 69 to 82 percent of final-year salary to sustain their preretirement standard of living. -
How to Choose a Retirement Plan
How to Choose a Retirement Plan Small Business Guidebook ADP SMALL BUSINESS GUIDEBOOK Your business is your passion. You’re doing what you love, and you’re in charge. While growing and developing your business may be your current priority, successful business owners are always looking to the future. Even if you plan to work forever, adding a retirement plan to your business is a smart move. Whether you’re looking to save for your own retirement, get big tax breaks or provide competitive benefits to your employees, retirement plans deliver some big advantages for small business owners. If you’re trying to make sense of how to save for your future as a business owner, this guide contains practical information about how to choose the right plan for you and your business. It doesn’t have to be complicated. Now let’s get started. 1 ADP Small Business Guidebook | How to Choose a Retirement Plan Contents Section 1 Section 6 Tax Benefits for You and Your Business Making Plan Administration Easy Section 2 Section 7 Workforce Rewards About Plan Administration Section 3 Section 8 Substantial Savings Potential Important Plan Dates Section 4 Section 9 Things to Keep in Mind Ask the Professionals Section 5 Section 10 Know Your Options Helpful Websites 2 ADP Small Business Guidebook | How to Choose a Retirement Plan Section 1 Tax Benefits for You and Your Business One of the most appealing things about retirement plans is the substantial savings opportunity they offer business owners and their employees. Some plans let you put almost $60,000 away annually for your future, and the tax advantages many plans offer help make them affordable. -
Benefits Overview Document (PDF)
2021 OUR QUALITY OF LIFE PROGRAM gives all employees the opportunity to balance and enrich their lives, and to create Paid Time Off (PTO) a supportive work environment. Other Benefits The program integrates a Little provides a generous PTO pro- Medical, dependent care and qualified gram in which employees can use number of components, transportation expense reimbursement their days off however they choose - including Paid Time Off (PTO) accounts offered on a pre-tax basis sick, vacation, personal and holidays. and telecommuting. The total number of PTO days received Direct deposit and the services of Tru- depends on length of service (pro-rat- liant Federal Credit Union, Carolina ed for partial years worked - first and Cooperative Federal Credit Union and last year of employment). Founders Federal Credit Union A confidential Employee Assistance YEARS NUMBER OF Program available 24/7 WORKED DAYS OFF Payment of professional (0-3) 25 Telecommuting licensing/registration/ certification fees, as well (4-7) 30 Through telecommuting, employees as annual national, state have more flexibility on where and when and local professional (8-10) they work, providing more options and 35 enabling them to serve clients and win organization dues business in new ways. Telecommuting (10+) Unlimited requires a mutual agreement between Reimbursement of registration and pro- employees and their managers. fessional exam fees LITTLE, recognized as one of the “Best Firms to Work For” nationally by a leading industry organization, is committed to having the best team of highly talented, highly motivated professionals, so we strive to provide our employees with the freedom, flexibility and resources needed to make the choices that work best for their life. -
Policy Issues in Work and Retirement. INSTITUTION Upjohn (W.E.) Inst
DOCUMENT RESUME ED 232 024 CE 036 489 AUTHOR Parnes, Herbert S., Ed. TITLE Policy Issues in Work and Retirement. INSTITUTION Upjohn (W.E.) Inst. for Employment Research, Kalamazoo, Mich. REPORT NO ISBN-0-88099-010-4 PUB DATE 83 NOTE 285p.; Papers presented at the Conference on Policy Issues in Work and Retirement (New Brunswick, NJ, October 1982). AVAILABLE FROMW.E. Upjohn Institute for Employment Research, 300 South Westnedge Avenue, Kalamazoo, MI 49007 ($20-95, hardcover--ISBN 0-88099-011-2; $13.95, paper; quantity discounts available). PUB TYPE Collected Works - Conference Proceedings (021) -- Information Analyses (070) Viewpoints (120) EDRS PRICE MF01 Plus Postage. PC Not Available from EDRS. DESCRIPTORS *Age Discrimination; Aging (Individuals); Employment Opportunities; *Employment Practices; Financial Support; Health Needs; Health Services; Older Adults; *Personnel Policy; *Public Policy; Retirement; *Retirement Benefits IDENTIFIERS *Social Security ABSTRACT This collection consists of papers presented at a 1982 conference on policy issues in work and retirement. Presented first is an introductory overview of the problems of retirement and aging by Herbert S. Parnes. The following conference reports are included in the volume: "Life without Work: Does It Make Sense?" by Eli Ginzberg; "Aging, Health, and Work," by Leon F. Koyl; "Health and Retirement; Retirement and Health," by Carl Eisdorfer and Donna Cohen; "Keeping Older Workers on the Job: Methods and Inducements," by Daniel E. Knowles; "Maximizing Post-Retirement Labor Market Opportunities," by Anna Marie Buchmann; "Age Discrimination in Employment," by Stephen R. McConnell; "Financing Options for Social Security," by Alicia H. Munnell; and "Private Pensions, Inflation, and Employment," by James H. -
How Much of My Current Income Will I Need for Retirement?1 Jorge Ruiz-Menjivar and Martie Gillen2
FCS7251 Retirement Need Analysis: How Much of My Current Income Will I Need for Retirement?1 Jorge Ruiz-Menjivar and Martie Gillen2 Introduction A common question when planning for retirement is “How much money will I need during that stage of life?” The answer varies by individual and that person’s objectives. Several factors play an important role in answering this question. One main factor is the desired standard of living. In general, most people entering into retirement intend to maintain the same preretirement lifestyle. Lifestyle changes could decrease or increase income needs once an individual retires. Additional spending such as entertainment, eating out, travel, vacation, and other changes might increase expenses. However, these lifestyle expenses are discretion- ary and can be adjusted to fit a person’s budget. Figure 1. The amount of money needed for retirement varies from person to person. There may not be an exact amount, but there are Another factor to consider is that expenses related to em- ways to estimate the amount you will need. ployment (e.g., clothing costs, meal costs, parking, gas, etc.) Credits: iStockphoto and payroll taxes (e.g., FICA-federal payroll tax) generally decrease during retirement years. On the other hand, some The wage replacement ratio indicates the percentage of personal expenses such as health-related expenses may current annual income that an individual will need during increase. Table 1 provides a list of general elements that retirement to maintain the same preretirement lifestyle. On impact expenses during retirement years. average, many financial planners report that clients need approximately 70%–80% of their preretirement income to Wage Replacement Ratio retire and maintain the same lifestyle (Dalton 2008). -
Retirement Planning EMPLOYER PLANS CALCULATING YOUR NEEDS INVESTMENTS DECISIONS
GOALS What You Should Know About... Retirement Planning EMPLOYER PLANS CALCULATING YOUR NEEDS INVESTMENTS DECISIONS Yo ur MoneyCounts™ No matter who you are or how much money you have, you’re probably hoping to enjoy a fi nancially secure retirement. Your retirement might be a distant, long-term goal—or it might feel as if it’s right around the corner. Either way, with a little planning, determination and some discipline, you can take the necessary steps to help you retire in comfort. You’ll fi nd there are plenty of tools you can use to make the most of your efforts. © 2005, HSBC North America Holdings Inc. All rights reserved. These are educational materials only, and are not to be used for solicitation purposes. These materials are not a recommendation by HSBC for any product, service, or fi nancial strategy. RETIREMENT PLANNING you a lot of anxiety later, when you Funding your fi nd yourself closer to retirement. retirement Compound earnings When you retire, you’ll still need to support yourself. How will you Time is a crucial element when manage when you’re not receiving it comes to building a retirement a paycheck? Social Security will account—and the more time you likely cover some of your costs. have, the better. That’s because of You may have a pension from your compounding, or the way earn- employer. But those benefi ts alone ings accumulate when you reinvest will probably not be enough to them. For example, if, one year, let you live the way you’d like to you earn an 8% return on $10,000, in your retirement years. -
What Is the Responsibility of Christian Higher-Education Institutions? 99
Geddes, Steen — Helping employees save for retirement: What is the responsibility of Christian higher-education institutions? 99 Helping Employees Save for Retirement: What is the Responsibility of Christian Higher-Education Institutions? SHERI GEDDES Hope College [email protected] TODD STEEN Hope College [email protected] ABSTRACT: A great deal of evidence suggests that most people have not made adequate provision for retirement. This paper examines the responsibility of Christian higher-education institutions that have elected to provide retirement benefits as part of their employees’ overall compensation. It also analyzes the current state of retire- ment provision at over one hundred Christian higher-education institutions. Institutions who offer retirement ben- efits should design robust policies that encourage participation, a strategy that could be advantageous to both employees and institutions. While significant plan enhancements have been made, Christian higher-education institutions appear reluctant to implement automatic enrollment and escalation features in their retirement plans. I NTRODUCTION Many employers help their workers save through the provision of retirement plans. Over the past 30 years, With the graying of the baby boom generation, more and employer-sponsored defined contribution plans have more attention is being paid to individuals’ states of readiness become a primary vehicle for helping American families for retirement. A great deal of evidence suggests that most peo- meet their long-term savings needs. For many people, ple have not made adequate provision for retirement (Munnell income generated from assets accumulated in employer- & Sunden, 2004; Employee Benefit Research Institute, 2012). sponsored retirement plans is a retiree’s only supplement to In 2010, it was estimated that only 55 percent of American Social Security benefits as defined contribution retirement families have retirement plans beyond Social Security (Federal balances accounted for 61 percent of American families’ Reserve Bulletin, 2012). -
The New Social Contract: Age-Friendly Employers
The New Social Contract: Age-Friendly Employers Aegon Retirement Readiness Survey 2020 Contents Foreword 3 Introduction and executive summary 4 Part 1 -The changing retirement landscape 8 Part 2 - The changing world of work 14 Part 3 - Employment benefits that help prepare workers for retirement 20 Part 4 - Planning and advice 24 Part 5 - Flexible work arrangements for all 30 Part 6 - Workplace wellness programs 34 Part 7 - Lifelong learning, training, and development 38 Recommendations 41 Glossary 45 About the authors 46 Acknowledgements 47 Appendix Appendix 1 - ARRI methodology 48 Appendix 2 - Pensions and healthcare systems in the 15 survey countries 49 Appendix 3 - Country comparisons 55 Notes 77 Note: Percentages are shown to zero decimal places. Rounding percentages to the nearest whole number may result in slight differences; for example, the percentages in some charts summing to slightly under or slightly over 100 percent. 2 | Aegon Retirement Readiness Survey 2020 Foreword In recent decades, the world has witnessed changes in the way Although its long-term impacts are yet to become clear, the people live, work, and retire. Increases in longevity and advances in pandemic has widely exposed the fragility of retirement systems medical science are enabling people to stay active and contribute and an opportunity for social partners to work together for the to society longer than previous generations. Many people are greater good and solve pressing problems. The world’s response now planning to work beyond traditional retirement age for both to the pandemic has shown that, as people, we are dependent personal and financial reasons. At the same time, the concept of on each other and that our economic, health, and social security a “job for life” is becoming outdated and workers need greater systems are interdependent. -
Retirement Readiness Study: Results of Federal Employee Survey
Attachment 1 Retirement Readiness Study Results of Federal Employee Survey This paper summarizes the findings from a survey of the Federal workforce to examine attitudes and actions towards planning for retirement. The information from this effort, as well as other research being conducted by the Office of Personnel Management (OPM) and the International Foundation for Retirement Education (InFRE), will be used in the development of the retirement readiness profile index. Some of the key findings are: • The majority of Federal employees (more than eight in ten) state they are on track or ahead of schedule in planning and saving for their retirement years. • More than half of workers expect to retire before age 62, with almost four in ten expecting to retire at age 59 or earlier. • Nine in ten workers participate in the Thrift Savings Plan. • Nine in ten Federal employees say they have given their retirement lifestyle at least some thought, and almost nine in ten of those who have given thought to their likely lifestyle have given at least some thought to its cost. • Only one in four workers expects not to work for pay during retirement. • Less than half have calculated how much they need to save for a comfortable retirement; almost four in ten employees who have calculated this need have estimated/guessed or used a self-created worksheet. • Only two in ten workers have a primary professional financial advisor whom they use to help them with their retirement plan and investment decisions. • When asked to rank their most trusted sources for information about planning, half of the workers identify financial professionals (50%), followed by material provided by the employer (38%). -
TOP 10 WAYS to PREPARE for RETIREMENT Top 10 Ways to Prepare for Retirement Financial Security in Retirement Doesn’T Just Happen
TOP 10 WAYS TO PREPARE FOR RETIREMENT Top 10 Ways to Prepare for Retirement Financial security in retirement doesn’t just happen. It takes planning and commitment and, yes, money. Facts n Only 40 percent of Americans have calculated how much they need to save for retirement. n In 2018, almost 30 percent of private industry workers with access to a defined contribution plan (such as a 401(k) plan) did not participate. n The average American spends roughly 20 years in retirement. Putting money away for retirement is a habit we can all live with. Remember…Saving Matters! 1. Start saving, keep saving, and stick to TOP 10 WAYS TO your goals If you are already saving, whether for retirement or another goal, keep going! You know that saving is a PREPARE FOR rewarding habit. If you’re not saving, it’s time to get started. Start small if you have to and try to increase the amount you save each month. The sooner you start RETIREMENT saving, the more time your money has to grow (see the chart below). Make saving for retirement a priority. Devise a plan, stick to it, and set goals. Remember, it’s never too early or too late to start saving. 2. Know your retirement needs Retirement is expensive. Experts estimate that you will need 70 to 90 percent of your preretirement income to maintain your standard of living when you stop working. Take charge of your financial future. The key to a secure retirement is to plan ahead. Start by requesting Savings Fitness: A Guide to Your Money and Your Financial Future and, for those near retirement, Taking the Mystery Out of Retirement Planning. -
Publication of the Georgia Nurses Foundation (GNF)
“Nurses shaping the future of professional nursing for a healthier Georgia.” Brought to you by the Georgia Nurses Foundation Since 1907 (GNF) and the Georgia Nurses Association (GNA), whose The Official Publication of the Georgia Nurses Foundation (GNF). dues-paying members make it possible to advocate for Quarterly publication distributed to approximately 58,000 RNs in Georgia. nurses and nursing at the state and federal level. Visit us online at www.georgianurses.org Volume 80 • Number 2 • May, June, July 2020 GNA PRESIDENT’S GNF PRESIDENT’S MESSAGE MESSAGE CEO CORNER Richard Lamphier, RN The Future of Nursing – A Professional Dear Nursing Colleagues, In celebration of the Year Our Nursing Students Commitment of the Nurse and Mid-Wife, I am excited to announce the Wanda Jones MSN, FNP-BC, RN Matt Caseman, GNA CEO First Annual Georgia Nurses Hall of Fame! What a better For us “old timers,” “It is one thing to have way to honor those that nursing students are our been educated and licensed have led the way for us and future both at the bedside as an R.N., another to be the future of all nurses to and the boardroom . The employed as an R.N., but the come . This year’s inaugural cost of education has mark of a real professional is a celebration will take place become very expensive and love for and interest in what is in late summer . Follow our sometimes cost prohibiting . happening to that profession, website www georgianurses. org. to receive the official This year the Georgia Nurses and a commitment to help announcement with the date and location . -
In Political Economy the Revolution of 1935: the Secret History of Social Security
Essays In Political Economy FROM THE LUDWIG VON MISES INSTITUTE The Revolution of 1935: The Secret History of Social Security By Gregory Bresiger1 Social Security was not just about the provision of publicly funded old-age pensions in the name of social insurance. It was designed as a tool of macroeconomic policy, a social arm of central planning passed in age of boundless faith in the power of the state. As such, the program was steeped in economic fallacy and became an integral part of the discredited Keynesian plan to turn stones into bread. Far from achieving its stated aims, it helped prolong the Great Depression and has contributed mightily to the decline of American liberty. 1 Gregory Bresiger is assistant manger editor of Traders Magazine and a business and financial writer/editor in Kew Gardens, New York. [email protected] Brad Edmonds helped with editing. © 2002 Mises.org Essays in Political Economy 2 _______________________________________________________________ Section I: peaks and valleys of deflation and 4 Introduction inflation.” Social Security was representative of A second American revolution national planning schemes, some of occurred almost 70 years ago. On which had been tested during World August 14, 1935, after very little War I and regained popularity with public or congressional debate, intellectuals after the crash of 1929. President Franklin Delano Roosevelt Many intellectuals believed the signed the Social Security Act into government could wage war on law on. Many of his allies were poverty and, by using the techniques disappointed because they wanted of wartime planning so popular with more than the act provided; FDR progressives during World War I, assured them much more was manage the business cycle.5 coming.2 He said, on signing the bill into law, that Social Security Social Security was a Keynesian “represents a cornerstone in a device meant to ensure that buying structure which is being built but is 3 power would remain strong in times by no means complete.” In the midst of high unemployment.