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Archive for the ‘Retirement’ Category

RETIREMENT – afpc.af.mil

Posted: May 2, 2019 at 9:48 pm


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If you intend to retire, you must initiate a retirement eligibility check and submit your retirement application on myPers. You can do this by going to the Retirement Personnel Processing Application, located on the vMPF through AFPCSecure, using the following steps:

1. Input Common Access Card PIN or enter AFPCSecure User ID and Password; click on Secure Login

2. Click on vMPF

3. Click on Self Service Actions

4. Click on Retirements

5. Click on Request Retirement

You can review information on retirement eligibility by selecting the Eligibility link. Select the Restrictions link to review tables that contain information regarding conditions that preclude the submission or processing of your retirement application and conditions/restrictions that may be waived in the best interest of the Air Force or for hardship not common to other Air Force members. Select the Entitlements Counseling link for information on basic entitlements involved with retirements. It is recommended that you review these areas before applying for retirement.

After reviewing this information, click on the Check Retirement Eligibility link to submit your request. The Total Force Service Center Retirement Section will review your record and respond via email within five duty days of receipt.

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RETIREMENT - afpc.af.mil

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May 2nd, 2019 at 9:48 pm

Posted in Retirement

Retirement Homes in New Haven, CT

Posted: March 26, 2019 at 12:44 pm


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Retirement Homes in New Haven, Connecticut

Here are the best senior retirement homes in New Haven, Connecticut. This list of New Haven, Connecticut retirement facilities includes homes for retirees as well as retirement communities.

Leeway is an assisted retirement home in New Haven, Connecticut. Nestled at 40 Albert Street, 06320 zip code inside New Haven county, Leeway provides retirement living to all older adults who live in New Haven and offers a family-friendly environment, as well as accommodating dietary menu, three tasty daily meals, physician services and medication coordination. It can house a maximum of 30 retirees at a time.

Advanced Center For Nursing & Rehabilitation is a retirement residence in New Haven county, Connecticut. It is situated at 169 Davenport Avenue in New Haven, Connecticut and offers senior care and living to seniors who reside in the New Haven county area. Advanced Center For Nursing & Rehabilitation can provide care and housing to a maximum of 226 seniors at a time. Some of the amenities provided by Advanced Center For Nursing & Rehabilitation include memory care for dementia and Alzheimers, help with various daily living activities, numerous social activities, dietician-prepared menus and a fitness center. 55 and older adults who are looking for retirement homes in New Haven county, Connecticut near the 06513 zip code area should feel great about selecting Advanced Center For Nursing & Rehabilitation as their retirement residence.

Mary Wade Home is a pet-friendly retirement home in New Haven county, Connecticut that provides many amenities to its residents. It is situated at 118 Clinton Ave in New Haven, Connecticut, 06519 zip code area. Some of the amenities provided by Mary Wade Home include a large dining area, movie nights, wheelchair-accessible apartments and laundry for all personal clothes. Mary Wade Home can provide retirement living to up to 93 elderly adults.

Regalcare At New Haven is a retirement residence in New Haven, Connecticut that accepts Medicaid and Medicare to cover some of the cost for retirement living. Regalcare At New Haven is situated at 181 Clifton Street in New Haven county and offers amenities like beautifully landscaped walking paths, large apartments, catering for special occasions and caregiving staff members on-call throughout the night and day. It can provide 55 and over adults living in New Haven county a maximum of 150 retirement apartments.

When searching for upscale senior assisted living communities in New Haven, Connecticut, you will come across Grimes Center, located at 1354 Chapel St, 06513 zip code area. Grimes Center enables older adults living in New Haven county in Connecticut to experience senior living at its best. With community amenities that include 24/7 security, on-site dancing lessons and activities, scheduled wellness check-ups and maintenance of all apartment fixtures and appliances, older adults should feel wonderful about selecting Grimes Center as their retirement community.

Finding the best retirement home in New Haven, Connecticut is hard, but its possible if you look at Ella B Scantlebury Senior Residence. It is located at 241 Dixwell Ave. and provides services that include on-site salon and barbershop, pet services and fitness activities on a daily basis. Ella B Scantlebury Senior Residence provides a total of 20 retirement apartments to New Haven county retirees.

Tower One/tower East is a retirement home located in New Haven, Connecticut at 18 Tower Lane. It offers seniors in New Haven and nearby areas who are looking for retirement communities in New Haven county amenities that include transportation to doctor appointments, 24/7 concierge service, a nursing center and bed and linen services.

Those seniors who need assistance with daily activities and desire a home for retirees in New Haven, Connecticut should consider Bella Vista Senior Living Community. It can house a total of 1412 residents. Bella Vista Senior Living Community helps with daily tasks such as bathing, dressing, help moving around and other nursing care as needed. It includes amenities such as modern rooms, 24-hour dining, and chaplain and church services.

Quinnipac Valley Center is a retirement home in New Haven county that includes board and care services for retired adults who reside in Wallingford, Connecticut and surrounding areas. Its located in the 06492 zip code area at 55 Kondracki Lane and includes amenities like rehabilitative services, bingo and card games, scheduled off-site activities, regular housekeeping service and newly updated retirement residences. It includes a total of 180 retirement living units.

Cheshire Regional Rehab Center is a retirement home located in Cheshire, Connecticut in New Haven county. It is perfect retired adults who require caregiving and housing all under one roof. Cheshire Regional Rehab Center is situated at 745 Highland Avenue in the 06410 zip code and includes amenities like freshly prepared meals, on-site therapy services, numerous daily games and activities and worship services. It has a capacity of 120 retirement residences.

Regalcare At Prospect is a retirement facility in Prospect, Connecticut. Nestled at 25 Royal Crest Drive, 06260 zip code inside New Haven county, Regalcare At Prospect provides retirement living to all elderly adults who live in Prospect and offers a personal and friendly environment, as well as dietary menu for diabetics, three delicious daily meals, on-site physician services and medication administration by licensed nurses. It can accommodate a maximum of 120 elderly adults at a time.

Whitney Center is a home for retirees in New Haven county, Connecticut. It is located at 200 Leeder Hill Dr in Hamden, Connecticut and offers senior care and living to senior citizens who reside in the New Haven county area. Whitney Center can provide accommodation to no more than 59 seniors at once. Some of the features provided by Whitney Center include memory care for dementia and Alzheimers, help with various daily living activities, social activities, daily menus created by a licensed dietician and a fitness room. 55 and older adults who are looking for retirement communities in New Haven county, Connecticut near the 06514 zip code area will feel great about choosing Whitney Center as their retirement residence.

Apple Rehab Laurel Woods is a pet-friendly retirement residence in New Haven county, Connecticut that provides numerous amenities to its residents. It is situated at 451 North High Street in East Haven, Connecticut, 06088 zip code area. Some of the services provided by Apple Rehab Laurel Woods include a spacious dining room, movie nights, wide entries and doorways and weekly laundry services. Apple Rehab Laurel Woods can offer retirement living to a maximum of 120 retired adults.

Orange Health Care Center is an assisted retirement home in Orange, Connecticut that accepts Medicaid and Medicare to pay some of the cost for retirement living. Orange Health Care Center is located at 225 Boston Post Rd in New Haven county and includes amenities such as tree-lined walking paths, oversized apartments, special dining menu for birthdays and caregivers on-call throughout the night and day. It can provide retired adults living in New Haven county a maximum of 60 retirement residences.

When searching for luxury senior living communities in East Haven, Connecticut, you will come across Village At Mariner's Point, located at 111 South Shore Drive, 06512 zip code area. Village At Mariner's Point enables senior citizens living in New Haven county in Connecticut to experience senior living at its best. With community amenities like gated and secure entry, dancing nights, regular doctor visits and included maintenance of apartment units, senior citizens should feel great about choosing Village At Mariner's Point as their retirement community.

Finding the best home for retirees in North Haven, Connecticut is hard, however its possible if you look at Montowese Health & Rehab Center. It is situated at 163 Quinnipiac Ave and offers services such as on-site salon and spa, pet-friendly facilities and daily exercise programs. Montowese Health & Rehab Center provides a total of 120 retirement residences to New Haven county 55 and over adults.

Arden House is a retirement home located in Hamden, Connecticut at 850 Mix Ave. It offers senior citizens in Hamden and nearby areas who are looking for retirement residences in New Haven county amenities that include free medical transportation, 24/7 front desk assistance, healthcare services and housekeeping.

Those 55 and older adults who need aid with daily activities and want a retirement home in Waterbury, Connecticut should consider Meridian Manor. It can provide retirement living to a total of 94 retirees. Meridian Manor assists with daily tasks that include shower, putting on clothes, moving from one place to another and other nursing care as needed. It provides amenities like modern retirement units, computer classes, and chaplain and church services.

Carriage Green At Milford is a retirement home in New Haven county that provides board and care services for elderly adults who reside in Milford, Connecticut and surrounding areas. Its located in the 06460 zip code area at 77 Plains Road and offers amenities like rehabilitative services, bingo and card games, scheduled off-site activities, regular housekeeping service and newly updated retirement apartments. It includes a total of 107 retirement living units.

Rosegarden Health & Rehab Center is a retirement residence located in Waterbury, Connecticut in New Haven county. It is best suited for retired adults who need nursing care and housing all under one roof. Rosegarden Health & Rehab Center is situated at 3584 East Main Street in the 06704 zip code and provides amenities like chef-prepared meals, on-site physical and speech therapy, stimulating and engaging activities and religious services. It has a capacity of 82 retirement residences.

Glendale Center is an assisted retirement home in Naugatuck, Connecticut. Nestled at 4 Hazel Ave, 06770 zip code inside New Haven county, Glendale Center provides retirement living to all retirees who live in Naugatuck and offers a homey environment, as well as dietary menu for diabetics, three nutritious meals per day, on-site physician services and medication coordination. It can accommodate a maximum of 120 older adults at a time.

Hearth At Gardenside is a retirement residence in New Haven county, Connecticut. It is located at 173 Alps Road in Branford, Connecticut and offers senior care and living to elderly adults who reside in the New Haven county area. Some of the amenities offered by Hearth At Gardenside include memory care for dementia and Alzheimers, assistance with daily living, full social activities calendar, dietician-prepared menus and a fitness center. Senior citizens who are looking for retirement facilities in New Haven county, Connecticut near the 06405 zip code area will feel wonderful about selecting Hearth At Gardenside as their retirement residence.

Wolcott View Manor is a pet-friendly retirement residence in New Haven county, Connecticut that offers numerous amenities to its residents. It is situated at 50 Beach Rd in Wolcott, Connecticut, 06525 zip code area. Some of the features provided by Wolcott View Manor include a large dining area, musical activities and karaoke nights, wheelchair-accessible apartments and personal laundry service. Wolcott View Manor can provide retirement living to a maximum of 129 55 and older adults.

Golden Hill Rehab Pavilion is a retirement facility in Milford, Connecticut that accepts Medicaid and Medicare to cover some of the cost for retirement living. Golden Hill Rehab Pavilion is located at 2028 Bridgeport Ave in New Haven county and offers amenities like trails and paths, large apartments, catering for special occasions and caregiving staff on-call 24/7. It can provide older adults living in New Haven county a maximum of 120 retirement apartments.

When trying to find upscale senior assisted living communities in Seymour, Connecticut, you will come across Smithfield Gardens Assisted Living, located at 32 Smith Street, 64830 zip code area. Smithfield Gardens Assisted Living enables retired adults living in New Haven county in Connecticut to experience senior living at its best. With community amenities like 24-hour security system, on-site dancing lessons and activities, regular doctor visits and retirement apartment maintenance and upkeep, retired adults should feel wonderful about selecting Smithfield Gardens Assisted Living as their retirement community.

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Retirement Homes in New Haven, CT

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March 26th, 2019 at 12:44 pm

Posted in Retirement

WindsorMeade: Active Adult Senior Living Retirement …

Posted: February 10, 2019 at 8:45 am


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Premier Active Senior Living Retirement Community in Williamsburg VALocated within The Historic Triangle, and just minutes from historic Williamsburg,VA WindsorMeade Williamsburgs is a premier active senior living community. Our philosophy: Its your life. You get to live it the wayyou choose. Best of all, there are no bad choices. Our approach is to provide everything youll need and more while giving you the freedomto enjoy life the way you want it. Whether you prefer an active lifestyle or a life of relaxation, you have discovered an ideal community forlife-fulfilling retirement.Its Really All About You.With a blend of comfort and convenience, access and activity, serenity and stimulation, WindsorMeade Williamsburg blends the best of lifestylesin a beautiful environment with a focus on health and wellness and a commitment to family and friendship.Its Your Life. Live It.Look through all the ways to Live It Here, Strong, Smart and Tastefully at WindsorMeade. We are a Virginia continuing care retirement community so you can take advantage of our independent living Villa homes for active adults, or our assisted living, skilled nursing, or memory support options if youneed them. While you are looking around, checkout some resident testimonial reviews on why WindsorMeade Williamsburg is one of the greatcommunities to live in. And also look through the slideshow photos of our Villas.For more information or to schedule a visit at our Williamsburg Virginia senior living retirement community click here.

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February 10th, 2019 at 8:45 am

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Retirement Services | 401(k) Plans

Posted: December 1, 2018 at 1:44 pm


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*The views expressed herein are the speaker's own. Not all clients will experience the same results. ADP has not compensated any clients for the included testimonials.

1. 15th Annual U.S. Employee Benefit Trends Study MetLife, March 2017.

2. ADP, LLC and its affiliates do not endorse or recommend specific investment companies or products, financial advisors or service providers or engage or compensate any financial advisors for the provision of advice to plans or participants. In assembling and presenting its investment platforms, ADP is not undertaking to provide impartial investment advice or to give advice in a fiduciary capacity.

3. Please consult your tax advisor to determine if you are eligible for this federal tax credit.

4. Workplace Benefits Report - Bank of America Merrill Lynch, May 2017.

5. Unless otherwise indicated, educational videos, articles and tools are provided by and are the property of DST Systems, Inc. All other videos, articles and tools are the properties of the third parties named therein. The videos, articles, calculators and tools are for general information only and are not intended to provide financial, investment, tax or legal advice or recommendations, nor are they the sole authority on any regulation, law or ruling. ADP is not responsible for the accuracy and/or content of such materials.

6. The Retirement Health Care Costs Projector (RHCCP) is the property of HealthView Services, Inc. and is provided for educational purposes only. Cost projections and other information generated by the RHCCP are estimates, hypothetical in nature, dependent upon the quality of input data as well as certain assumptions, and are not guarantees of future results. Actual health care costs will likely vary (sometimes significantly) from the estimate. ADP cannot guarantee or assure a plan participants ability to meet any of their goals or that any hypothetical results actually will occur; has not verified or confirmed the accuracy of these guidelines, assumptions or estimated costs; and does not provide health care advice, products or services. Nothing expressly contained or implied on ADPs participant website or in any RHCCP estimate is intended or shall be construed as medical or other professional advice by ADP. For specific medical advice, diagnosis and treatment, participants should contact their personal physician. Participants should consult with their tax advisor or financial professional and not rely on the RHCCP as the primary basis for their investment, financial, or tax planning decisions.

Unless otherwise disclosed or agreed to in writing with a client, ADP, LLC and its affiliates (ADP) do not endorse or recommend specific investment companies or products, financial advisors or service providers; engage or compensate any financial advisor or firm for the provision of advice; offer financial, investment, tax or legal advice or management services; or serve in a fiduciary capacity with respect to retirement plans. Investment options are available through the applicable entity(ies) for each retirement product. Investment options in the ADP Direct Products are available through either ADP Broker-Dealer, Inc. (Member FINRA), an affiliate of ADP, LLC, One ADP Blvd, Roseland, NJ (ADP BD) or (in the case of certain investments) ADP, LLC. Only licensed representatives of ADP BD or, in the case of certain products, of a broker-dealer firm that has executed a marketing agreement with ADP, LLC may offer and sell ADP retirement products or speak to retirement plan features and/or investment options available in any ADP retirement product and only associated persons of ADP Strategic Plan Services, LLC (SPS) may speak to any investment management or advisory services provided by SPS or any third party in connection with such ADP retirement products. SPS is a SEC Registered Investment Adviser. Registration does not imply a certain level of skill or services. Nothing in these materials is intended to be, nor should be construed as, advice or a recommendation for a particular situation or plan. Registered representatives of ADP Broker-Dealer, Inc. do not offer investment, tax or legal advice to individuals. Please consult with your own advisors for such advice. ADPBD-20180628-0277

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Retirement Services | 401(k) Plans

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December 1st, 2018 at 1:44 pm

Posted in Retirement

Retirement | Define Retirement at Dictionary.com

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[ri-tahyuhr-muhnt]

ExamplesWord Origin

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Dictionary.com UnabridgedBased on the Random House Unabridged Dictionary, Random House, Inc. 2018

He went on to be a star on the international circuit all the way until his retirement in 2013.

About a week later, Wolfinger announced his retirement after 27 years in office.

When it was all over, Protess had negotiated his retirement and left the school.

In retirement, Frank is consciously trying to pare down and rein in.

It seems that, in the remaining few weeks before his retirement, Letterman is getting bold or perhaps creepy.

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Collins English Dictionary - Complete & Unabridged 2012 Digital Edition William Collins Sons & Co. Ltd. 1979, 1986 HarperCollins Publishers 1998, 2000, 2003, 2005, 2006, 2007, 2009, 2012

1590s, "act of retreating," also "act of withdrawing into seclusion," from Middle French retirement (1570s); see retire + -ment. Meaning "privacy" is from c.1600; that of "withdrawal from occupation or business" is from 1640s.

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Online Etymology Dictionary, 2010 Douglas Harper

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Retirement | Define Retirement at Dictionary.com

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December 1st, 2018 at 1:44 pm

Posted in Retirement

How to Best Wish Your Coworker a Happy Retirement

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When a coworker retires, coworkers generally sign the retirement card, participate in the scheduled festivities, and send personal greetings and gifts to honor the retirement occasion. Traditionally, when the momentous occasion of an employee retirement occurs, it is marked as a life passage into the next chapter for the employee.

They use the retirement as one last opportunity to express care and appreciation for a valued coworker. As a consequence, employers and coworkers, who know not what the future brings, want to wish the retiring employee a happy retirement. This is greatly appreciated by the employee who has decided to retire.

But, the employer and coworkers are often more hesitent about how to deliver their retirement wishes effectively and successfully. You will want to make your coworker's retirement memorable. Use these sample retirement wishes to send a happy retirement message to a valued colleague.

Here are sample retirement wishes that you can customize for your own use when you have the opportunity to wish a treasured colleague all of the best in retirement. These retirement words wish the coworker the very best thoughts for the future.

Read through these sample retirement words and wishes to find sentiments that echo your own feelings about a coworker.

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How to Best Wish Your Coworker a Happy Retirement

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December 1st, 2018 at 1:44 pm

Posted in Retirement

North Carolina Department of State Treasurer

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Welcome to My NC Retirement for government employees, employers, and retirees! Here you'll find resources and tools to help you determine what actions to take to address your short-term and long-term financial and retirement planningneeds.

The online retirement application is here!

If you are a member of the Teachers' and State Employees' and Local Governmental Employees' Retirement Systems and are within 120 days from your chosen retirement date, you have a new way to apply for retirement. The NC Retirement Systems now has an online retirement feature in ORBIT. No more filling in multiple forms by hand or waiting for the Retirement Systems Division to receive your paperwork by mail. The online application offers a step-by-step guide to move you through the process, integrated videos, examples and links available on screen at critical decision-making points and built-in pension rules that prevent delays in the processing of your retirement application.

Make sure you have an up-to-date ORBIT account so you'll be ready when retirement time comes. Click here to access ORBIT or register today. The first step to take if youre thinking about retirement is to log in to ORBIT to get a free, customized benefit estimate of your retirement benefits to make sure you're ready to retire. Although we will still accept paper applications, we feel confident that youll prefer the online retirement application.

When youre ready to start planning, check out this process map which give you a good idea of the process and when youll make all your key decisions. Remember to talk to your HR staff to let them know your intentions and follow any internal processes your employer has. Once you have your customized benefit estimate and have spoken with your employer, log in to ORBIT and click on the Apply for Retirement Online link.

You can volunteer to help with hurricane recovery efforts without affecting your retirement benefits, but there are some rules that you should know.

There has been an outpouring of support for everyone impacted by Hurricane Florence, and we've receivedquestions about how our retirees can help without violating Return to Work Laws.

Return to Work Laws govern how retirees can work for a government agency that is participating in the North Carolina Retirement System. Return to Work Laws apply differently to members of the Teachers' and State Employees' Retirement System (TSERS) and the Local Governmental Employees' Retirement System (LGERS). If you violate these laws, you could be subject to financial penalties and/or possible loss of retirement benefits and health coverage, so it's important for you to know how these laws apply to you.

If you're thinking about volunteering, here's what you need to know.

If you still have questions about your specific situation, please call our Call Center at 877-NC-SECURE (877-627-3287).

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North Carolina Department of State Treasurer

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December 1st, 2018 at 1:44 pm

Posted in Retirement

Benefits :: 1199SEIU

Posted: November 28, 2018 at 6:44 am


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In New York City, Long Island and the northern suburbs, tens of thousands of 1199SEIU members-about half our union members-work at institutions that belong to the League of Voluntary Hospitals and Homes or the Greater New York Nursing Home Association, or at institutions whose contracts are patterned on them. These master contracts have provided a level of healthcare, pension and other benefits that surpass those of most healthcare workers in our country through our 1199SEIU National Benefit and Pension Funds (NBF). Our goal is to eventually elevate all of our members to this level of benefits. But that is not now the case.

Find Your Benefits:

Florida | Maryland / DC | Massachusetts | NYC/LI | Upstate NY

1199SEIU members in Florida, Maryland/DC, New Jersey, Massachusetts and those parts of New York that do not belong to the NBF should refer questions about their benefits to their organizers.

Health Benefits

More than 200,000 members of 1199SEIU have won comprehensive healthcare coverage hospitalization, doctors visits, dental and vision care, prescription drugs, etc. with no or minimal out-of-pocket expenses for themselves and their families. In all, the benefit covers more than 400,000 lives.

Pension Benefits

The 1199SEIU pension funds serve over 200,000 members primarily in New York City and its Long Island and northern suburbs and remains the model for what we want to achieve for every 1199SEIU member.

Education, Training and Job Security Benefits

These benefits are aimed at helping our members earn high school, college and advanced education degrees, as well as train them for upgraded skills in a constantly changing work environment. Many members are also eligible for placement services and extended benefits if they are laid off from their jobs.

Child Care Benefits

This benefit is a unique program that helps thousands of union families by offering a broad menu of programs for our children from birth through college for day care and after school care, mentoring, camps, holiday programs and other activities.

Home Mortgage & Financial Wellness Programs

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Benefits :: 1199SEIU

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November 28th, 2018 at 6:44 am

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Glossary of Labor Terms :: 1199SEIU

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Glossary of Labor TermsA

Agency Shop: A work place in which not all employees are required to join the union as a condition of employment, but those who dont must pay the union a service fee. Most common in the public sector.

American Federation of Labor- Congress of Industrial Organizations (AFL-CIO): The American Federation of Labor-Congress of Industrial Organizations (AFL-CIO) is the voluntary federation of America's unions, representing more than 13 million working women and men nationwide. The AFL-CIO was formed in 1955 by the merger of the American Federation of Labor and the Congress of Industrial Organizations. Recently, SEIU and other unions have called for significant changes in how the AFL-CIO is structured and functions.

Americans with Disabilities Act (ADA): This federal law, passed in 1990, prohibits discrimination against persons with disabilities in employment and in public services, public and private transportation, public accommodations, and telecommunications services.

Anti-harassment policy: A policy set by the union, or jointly with management, to deal with harassment of members by each other, or by management. Harassment is unwelcome behavior that can include name-calling, jokes, graffiti, insults, threats, discourteous treatment, or written, verbal or physical abuse. Harassment is usually an abuse of power that violates human rights, based on prohibited grounds such as racial background, ethnicity, place of origin, sex, age, religion, sexual orientation, and language.

Arbitration: A dispute resolution process whereby a neutral third party--the arbitrator--hears a grievance and makes a decision which is usually both final and binding on both parties. This process is used when the grievance procedure fails to produce a resolution of a grievance and the union determines that the case if worthy of going to arbitration.

Bargaining Unit: A group of workers with common interests certified by a Labor Board (NLRB, PERB) as a unit that bargains together in the same union. Workers who are not covered by the bargaining unit, like supervisors, are sometimes referred to as those, out of the unit. Workers who are covered by the bargaining unit are sometimes called, bargaining unit members or unit members.

Base Rate: The straight time rate of pay, excluding premiums and incentive bonuses. Boycott: A concerted refusal to purchase from, use, participate in, or support something in order to pressure an employer or other target to agree to the groups demands.

Bread and Roses: The not-for-profit cultural arm of 1199 SEIU. Activities include free lunchtime drama, music and poetry programs with professional companies, Labor Day street fairs, videotapes and films, concerts at Lincoln Center as well as art and photography exhibitions at Gallery 1199.

Canvass: A method of talking individually to every member of a bargaining unit to either convey information, gather information on a survey, or plan for united action.

Caucus: 1. A meeting of either side (union or management) without the other present. Either side may call for a caucus at any time during a grievance meeting, labor management meeting or negotiations. Caucuses are usually taken to consider a proposal, change the tone of the meeting, to analyze what is happening, etc.

2. A group of people with a common identity and other commonalities form a caucus within a larger group to advocate for the rights and interests of marginalized voices within the larger group. A caucus is self-defined by members. No one should feel they need to prove their identity; however, it is important that everyone respects the need for marginalized groups of people to have their own space for discussion and planning.

Those caucuses include: Asian Pacific Islander Caucus, Native American Caucus, Lavender Caucus, Latino Caucus, National African American Caucus (AFRAM), People with Disabilities Caucus, Retiree Caucus, Women's Caucus. The caucuses have tackled crucial issues of civil and human rights and fostered solidarity with unions in other countries. They have also shone a light on injustices in North America that SEIU as a whole has striven to overcome. In doing so, they have expanded and deepened the unique SEIU culture of unity in diversity.

Charge: A written statement of alleged unfair practices. Filing a charge with the NLRB or PERB is the first step in an unfair labor practice proceeding. If the Board decides to take up the charge, it will issue a formal complaint to start an unfair labor practice hearing. Chapter: All the 1199 SEIU members who work in the same institution are a chapter of the union.

Check-Off: A contract clause authorizing the employer to deduct union dues and PAC contributions from paychecks of those members who so authorize deductions. The company then transfers the money to the union.

Child Care Fund (CCH): The 1199SEIU / Employer Child Care Fund establishes child care, youth programs, and related services for Fund-eligible 1199 bargaining unit members in order to increase their access to high quality, affordable child care and youth-related services and information. To assist parents in reconciling their work and family responsibilities, the CCH provides programs and services that meet the particular needs of children from infancy through age 17.

Class Action Grievance: A grievance signed by many people in a workplace in order to show management that members are collectively opposed to a management's action.

Collective Bargaining: A method of determining terms and conditions of employment by negotiation between representatives of the employer and the union representing employees.

Collective Bargaining Agreement (CBA), Contract, Agreement: The legally binding document worked out in collective bargaining between the union and the employer(s) covering wages, benefits, hours and working condition as well as a procedure to resolve grievances or other disputes that may arise.

Concerted Activity: The rights, protected by the National Labor Relations Act, of two or more employees to act in concert to form, join, or assist labor organizations in order to affect their wages, hours or work or working conditions.

Continuing Violation: A violation of a law or contract which is continuing in nature, and which therefore is not barred by any time limitation, even though the violation began before the time limitation period began.

Contract Language The specific wording found in the contract. Differences in what specific words mean and how language in different part of the contract may appear to conflict frequently lead to arbitrations.

Contracting Out: Contracting out is when management hires an outside company to provide services currently or formerly provided by bargaining unit members.

Contribution Rate: The percentage of the payroll that an employer pays into the benefit funds.

Corporate Campaign: The use of strategic pressure on an employer's weaknesses to gain leverage during a contract campaign or organizing drive. These campaigns involve analyzing an employer's social, financial, and political networks and mobilizing union members and community members in a comprehensive approach which does not rely on the strike alone as the basis of the union's leverage.

Craft Union: A union whose membership is restricted to workers possessing a particular skill. Most craft unions today, however, have broadened their jurisdictions to include many occupations and skills not closely related to the originally designated craft.

Discrimination: Treating one worker differently from another because of race, national origin, religion, sex, sexual orientation, age, ability or union membership.

Duty of Fair Representation (DFR): A union's obligation to represent all people in the bargaining unit as fairly and equally as possible. A union is said to have violated its Duty of Fair Representation when a union's conduct toward a member of a collective bargaining unit is arbitrary, discriminatory, or in bad faith. A Delegate, for example, may not refuse to investigate a grievance or refuse to process a grievance which has merit. Delegates cannot just go through the motions in handling a grievance or give less effort to handling a grievance because you dont like the person with the grievance or if that person didnt vote for you or support you or any other reason except the merits of the case. It should be noted, however, that there is no absolute right to have a grievance taken to arbitration. The union may decide which grievances to arbitrate as long as there is no discrimination.

Employee Retirement Income Security Act (ERISA): This law requires that persons engaged in the administration and management of private pensions act with the care, skill, prudence, and diligence that a prudent person familiar with such matters would use. The law also sets up an insurance program under the Pension Benefit Guarantee Corporation (PBGC) which guarantees some pension benefits even if a plan becomes bankrupt.

Employment, Training and Job Security Program (ETJSP): ETJSP is a joint effort of 1199 SEIU and contributing employers. ETJSP provides worker friendly, high quality training programs and supportive career counseling to help 1199 SEIU members advance their careers. ETJSP has programs to prevent and/or minimize layoffs, foster a balanced and equal relationship between labor and management in order to improve workers job satisfaction, improve industry efficiency, and improve patient care. ETJSP provides financial support, training, and placement rights to laid-off workers and recruitment and job placement services.

Equal Opportunities Employment Commission (EEOC): The federal government agency that administers most discrimination lawsuits.

Exclusive Representative: The employee organization that, as a result of certification by a labor board, has the right to be the sole collective bargaining agent of all employees in an appropriate bargaining unit.

Exempt Employee: An employee who is not covered by the Fair Labor Standards Act and is therefore not eligible for time-and-one-half monetary payments for overtime. Exempt employees are generally paid a salary rather than an hourly rate.

Fair Labor Standards Act (FLSA): The 1938 federal wage-hour law which established minimum wage, maximum weekly hours and overtime pay requirements in industries engaged in interstate commerce. The law also prohibited the labor of children under 16 years of age.

Family and Medical Leave Act (FMLA): Federal law establishing a basic floor of 12 weeks of unpaid family and medical leave in any 12-month period to deal with birth or adoption of a child, to care for an immediate family member with a "serious health condition," or to receive care when the employee is unable to work because of his or her own "serious health condition." Fringe Benefits: Vacations, holidays, insurance, medical benefits, pensions, and other economic benefits that are given to employees under the union contract in addition to direct wages.

Fund: The term used to refer to a wide number of programs from health care to mortgage assistance provided jointly by the union and the employers. The union negotiates the contribution rates employers pay to the Fund. Funds are governed by an equal number of Fund Trustees from the union and from the employers who make decisions about the benefits provided.

Grandfather Clause: A contract provision specifying that employees on the payroll before a specified time will retain certain rights and benefits even though newer employees are not entitled to these rights.

Greater New York Healthcare Facilities Association: The bargaining coalition of nursing homes mostly in downstate New York that bargains with 1199 SEIU for thousands of members working in nursing homes. Sometimes referred to as Greater.

Grievance: Any type of worker dissatisfaction including violations of the collective bargaining agreement, violations of law, violations of employer policies, violations of fair treatment, and violations of past practices. Grievances are usually defined and categorized in each contract, and therefore may vary from one contract to another.

Grievance Procedure: A procedure usually established by a collective bargaining agreement to resolve disputes, problems or misunderstandings associated with the interpretation or application of the collective bargaining agreement. It consists of several steps with the last step of the procedure, usually being arbitration.

Grievant: A worker who files a grievance.

Harassment: See definition for Anti-harassment policy.

Independent: An employer (hospital, nursing home, agency, etc.) that does not belong to a coalition of employers who bargain together like the League and the Greater. Independents bargain directly with the union one at a time.

Industrial Union: A union whose membership includes all workers in a particular industry, regardless of the particular skills the worker exercises.

Informational Picketing: A type of picketing done with the express intent not to cause a work stoppage, but to publicize either the existence of a labor dispute or information concerning the dispute. The law requires the union to give a ten day notice before doing information picketing in front of health care facilities.

Job Action: A concerted, coordinated activity by employees designed to put pressure on the employer without resorting to a strike. Examples include: wearing T-shirts, buttons, or hats with union slogans, holding parking lot meetings, collective refusal of voluntary overtime, reporting to work in a group, petition signing, jamming phone lines, etc.

Just Cause: A reason an employer must give for any disciplinary action it takes against a worker.

Labor-Management Meetings: Many 1199 SEIU contracts provide for regular meetings of Delegates with representatives of management to resolve problems, exchange information and hopefully to prevent problems.

Labor-Management Project: Established in 1997, the Labor-Management Project (LMP) was created to help labor and management to work together in solving todays healthcare challenges through consultation, facilitation, intervention, training, and mediation. Serving the members of 1199, the League, and other participating employers, the LMP seeks to foster joint work in solving problems and creating more meaningful and productive work environments.

League of Voluntary Hospitals and Homes of New York: The bargaining coalition of hospitals and nursing homes mostly in New York City that bargains with 1199 SEIU. Sometimes referred to as The League this coalition of 67 institutions employs over 50,000 1199 SEIU members and sets a pattern for another 20,000 members.

Made Whole: A catchall phrase used in grievances and other legal action where a remedy is sought from an employer. Often used in discharge and discipline cases where the union seeks to have a worker, who had been wrongly discharged or disciplined, returned to work and reimbursed all wages, benefits, or other conditions lost due to an employer's unjustified action.

Management Rights or Prerogatives: The claimed rights of employers to control operational aspects of the workplace.

Member Assistance Program (MAP): MAP is one of the programs of the National Benefit Fund designed to counsel members with problems such as alcoholism and substance abuse as well as family problems. The MAP's telephone number is 646.473.6900.

Memorandum of Agreement: also Memorandum of Understanding: A legal signed document between the union and management which specifies agreements made in negotiations. Sometimes the MOA/MOU becomes an addendum to the main contract and other times it is eventually incorporated into the main contract.

Me-Too contract: Employers who are not in one of the bargaining associations like the League or the Greater, but who agree in advance to sign a contract with the same terms as those reached between the union and one of the employer bargaining associations.

Mobilize: To bring worker together to help the union achieve a goal as in mobilizing members in an institution to protest an unfair action by management or during contract negotiation to show that they are in support the unions demands or for rallies in state capitols or Washington DC to demonstrate for adequate funding for human services.

National Benefit Fund: The 1199SEIU National Benefit Fund is a self-administered, self-insured, non-profit, Trust Fund with an equal number of union and management trustees. The Fund is not an insurance company. It provides comprehensive benefits to members of 1199 SEIU, along with their families. Contributions from employers, not union dues, pay the costs of providing benefits.

National Labor Relations Act, NLRA, The Wagner Act, The Act: The NLRA was enacted in 1935 to guarantee workers in the private sector the right to engage in concerted activities for the purpose collective bargaining or other mutual aid or protection.

National Labor Relations Board (NLRB), The Board: The enforcement arm for the National Labor Relations Act. Its duties are: to issue and adjudicate complaints charging unfair labor practices, and require such practices be stopped; and to certify bargaining representatives for employees in their dealings with employers. There are field offices of the NLRB throughout the U.S. Decisions made by staff in the field offices may be appealed to the five member Board in Washington DC who are . appointed by the President of the U.S. In recent years Republicans have appointed board members who have weakened the protections for workers and unions.

Nursing Home Associations: Groups of nursing homes who bargain together with 1199SEIU. These include: Association of Voluntary Nursing Homes, Greater New York Healthcare Facilities Association, United Healthcare Facilities Association, Intercounty Health Facilities Association, Inc., KM Labor Group, Long Island Health Facilities Association, Inc. (known also as the Mini-League), Medco Enterprises.

Occupational Safety and Health Act (OSHA): The federal law which authorizes the OSHA federal agency to set workplace health and safety standards, obligates employers to provide a safe workplace, and provides for enforcement of the standards. The law encourages states to develop their own safety laws which can replace the federal law.

Pay Equity: A term covering the idea that female-dominated jobs or professions have been traditionally undervalued, based on levels of responsibility and required education, and that pay for these jobs should be raised to pay levels of comparable jobs which are traditionally held by men.

Pension Fund: The 1199SEIU Health Care Employees Pension Fund, with assets of over $7 billion, provides benefits to more than 30,000 retirees and their beneficiaries. The Pension Fund provides pension benefits that will assist participants in attaining a measure of financial security during their retirement years, as well as enhance the quality of life for members and their beneficiaries.

Phone Banking: The organized telephoning of large numbers of members to inform them of a union policy or action, to gather information of go turn out the vote for elections, etc. Phone Tree: A network of volunteer members in which one member calls a list of members, each of whom calls another list of members, etc.

Premium Pay: An extra amount over the normal hourly time rates, sometimes a flat sum, sometimes a percentage of the wage rates, paid to workers to compensate them for inconvenient hours, overtime, hazardous, or unpleasant conditions, or other undesirable circumstances Public Employment Relations Board (PERB): The administrative body that enforces the Taylor Law which is the labor law that governs labor relations in the public sector in New York State.

Re-opener Clause: A clause in a collective bargaining agreement providing for reopening negotiations on wage rates, and other benefits, during the term of the agreement "Right-to-Work" States: States which have passed laws prohibiting unions from negotiating union shop clauses in their contracts with employers covered by the NLRA. There are currently 22 "right-to-work" states, which are often referred to as "right-to-work-for-less" states. Most of these states are in the south and west.

Representation Election: A vote conducted by an appropriate labor board or agency to determine whether a majority of the workers in a previously established bargaining unit wish to be represented by a given union.

Scab: A derogatory word for a person who continues to work, or who accepts employment, while the workers are on strike. By filling their jobs, the scab may weaken or break the strike.

Seniority: Preference accorded employees, based on length of service with an employer, in such areas as layoff, recall, promotion, transfer, vacation accrual, scheduling, etc. Steward: Another name for Delegate used by some unions.

Strike: A concerted act by a group of employees, withholding their labor for the purpose of effecting a change in wages, hours or working conditions.

Supervisor: Those employees who have management rights such as the rights to hire, fire, or recommend such action. The employees who are defined as supervisors under the National Labor Relations Act are not permitted to become members of the bargaining unit at the work location. Under the Public Employment Relations Act, many supervisors can be represented by unions, but in different bargaining units from the people they supervise.

Service Employee International Union (SEIU), The International: The North American union of healthcare, public sector, building service and other workers with Local unions throughout the United States and Canada. SEIU is the largest and fastest growing union in the AFL-CIO. 1199 is the largest and fastest growing local in SEIU.

Unfair Labor Practices: Those employer or union activities classified as "unfair" by federal (NLRB) or state (PERB) labor relations acts. Employer unfair labor practices include employer threats against protected collective activity, employer domination of unions, discrimination against employees for collective activity, and employer failure to bargain in good faith with union representatives. Union unfair labor practices include failure to fairly represent all members of the bargaining unit and failure to bargain in good faith.

Unilateral Change: Any change an employer makes without the union's consent. The subject of unilateral change is ever changing due to NLRB, PERB and court rulings. However, unilateral change falls into three categories: unilateral change before a first time contract, during bargaining, and during the contract's terms. The NLRB and PERB recognize that an employer must bargain all changes in regards to hours of work, rate of pay, and other conditions of employment with the employee's.

Union Security Clause: A provision in a collective bargaining agreement designed to protect the institutional life of the union, such as union ship and union dues check-off clauses. Union Shop: Form of union security provided in the collective bargaining agreement which requires employees to belong to or pay dues to the union as a condition of retaining employment.

Vesting: The amount of time that an employee must work to guarantee that his/her accrued pension benefits will not be forfeited even if employment is terminated.

"Weingarten Rights": The rights of employees covered by the National Labor Relations Act to request union representation during investigatory interviews if they reasonably believe that the interview could result in their being disciplined. "Weingarten rights" also guarantee the rights of union representatives to assist and counsel employees during interviews which could lead to discipline. Similar rights exist under public employment labor laws.

Wildcat Strike: A strike undertaken without official union authorization. Although not necessarily illegal, these strikes are not necessarily protected by the National Labor Relations Board and are often a violation of the contract. In public employment in New York and some other states, all strikes are illegal.

Work-to-Rule: A tactic in which workers agree to strictly follow all work rules, even those which are usually not followed. The result is that less work is performed or that the employer is forced to deal with more paperwork, putting pressure on the employer to settle workers' complaints. Some, but not all, work-to-rule campaigns are considered slowdowns, and may violate no-strike clauses in particular contracts or public sector laws.

Workers Compensation: The government program that provides benefits to workers who are injured on the job.

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Glossary of Labor Terms :: 1199SEIU

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November 28th, 2018 at 6:44 am

Posted in Retirement

Best Retirement Calculator (2018) – See How Much You’ll …

Posted: October 30, 2018 at 9:45 pm


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Retirement Calculator One simple question

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For a working person, the golden years of retirement can be both easy and difficult to imagine. We may fantasize about international adventures or beachside escapes, but rarely do we lay the groundwork for realizing our retirement dreams financially. There are, after all, more immediate concerns: job, kids, mortgage payments, car paymentsthe list goes on. Amid this daily grind, its easy to put retirement savings on the back burner, especially when its 15, 20 or 30 years off. Indeed, surveys have repeatedly shown that the average American retirement savings is too low and that significant numbers of Americans in their 30s, 40s and even 50s have no retirement savings at all.

Needless to say, the save-nothing approach is not recommended. At its best, retirement is a time when the stresses of years one through sixty-five (or so) fade, leaving room for relaxation, delectation and grandchildren. If money is scarce, however, financial anxiety could crowd these pleasures out. Want to know how to retire comfortably? Start saving.

On the other hand, just as its unwise to save nothing at all, its unrealistic to try and save every penny that isnt already dedicated to paying bills or buying groceries. For most retirees, there are other sources of retirement income besides savings, Social Security being chief among them. The common assumption is that some savings, in addition to Social Security and a less expensive lifestyle (no more kids in the house, no more commuting costs) will all add up to financial security in our sunset years. To put it another way: its common to assume that if we save in good faith, things will work themselves out. For some, that may turn out to be true, but such success stories are more a result of good luck than a sound retirement strategy.

That phrase sound retirement strategy is where many of us lose interest. It is loaded with negative connotations: expensive investment advisors, large stacks of documents and complex spreadsheets, to name a few. But a sound retirement savings plan doesnt have to be complicated. It can be boiled down to one simple question: How much do I need to save to retire? By putting away a percentage of your income every month from now until you retire, you can do away with the financial anxieties far too many seniors find themselves facing. A retirement calculator can help.

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To figure out exactly what it will take to retire in comfort, its important to consider what kind of lifestyle you expect to lead in retirement. Do you hope to travel? To Paris, or someplace a little cheaper? How often do you want to eat out? Go to the movies? The beach? Do you want to move closer to the beach? The grandchildren? These questions may seem trivial now, but they can help give you an idea about the income youll need in the future. If youre set on seeing the Eiffel tower, the Pyramids at Giza and the Taj Mahal, youre going to need a sizeable nest egg to draw upon. On the other hand, if you expect to live a rather low-key lifestyle, with far fewer expenses than you currently have, you wont need to save quite as much.

The important thing is to be realistic. Dont shortchange your future self by assuming you can live off of canned tuna and scrambled eggs. While some costs will likely go down in retirement, others may go up. Specifically healthcare costs are likely to rise in retirement. So its best to have a cushion for unpredictable costs like that. Plus, retirement is your reward for decades of hard work: treat yourself accordingly.

Whether you plan to live lavishly or frugally, youll need to have a certain amount of money saved by the time you retire. Think of this figure as a mountain summit, reachable by several different paths. If youve done everything right so far, that summit is still in plain view; youve followed the most direct and least difficult path, and all you need to do is continue on in the same direction. If, however, your savings arent where they should be, its as if youve wandered in the wrong directionyoull need to recalibrate and start climbing in order to reach the summit.

To determine your current financial coordinates, you need to answer three questions:

How much have I saved thus far?

How many years until I retire?

Whats my annual income (and how much of that do I want to replace)?

The answers to those questions will determine how much work you have to do to reach that mountaintop. If youve saved plenty and youre still young, greatyoure well on your way. If youve saved nothing and your sixties are just around the corner, not so much. Lets check out some examples using our retirement calculator to see how this works in reality.

Lets begin with a best case scenario: youre 25, and youve only been working a few years before you decide to get smart about your retirement. You live in a mid-sized city, lets say Tulsa (Oklahoma!) where you earn $45,000 per year. You currently have $5,000 in your savings account, and by saving $100 per month you manage to put another $5,000 in your 401(k). Your employer has promised to match 100% of your contributions to the retirement savings account, up to 5% of your total income.

After thinking it over, you decide that you would be comfortable living a lifestyle similar to your current one in retirement. Assuming a rate of return on your investments around 4%, you would have to save about $176 per month from now until you turn 67 to retire comfortably. Not bad! If you continue on your current path, however, you'll be over $260,000 short of your retirement goal when the time comes.

Getting an early start on retirement savings can make a big difference in the long run. By saving an extra $76 per month, this 25 year-old can close the $265,261 shortfall projected by SmartAssets retirement calculator.

Lets try another one. Youve just turned 40, and it suddenly dawns on you that youve not been focusing on your eventual retirement. Fortunately, youve been able to put away some solid savings over the years: youve got $25,000 in the bank and another $12,000 stored in a traditional IRA. You now live in Pittsburgh, where you earn $75,000 per year.

Now that youre older and wiser, youre a little bit more optimistic about your investments, and so you assume a 5% annual return. You also plan on living fairly modestly once you retire, and think your budget will be a bit trimmer than it is today. Under this scenario, youd only have to save about 7.5% of your income, or about $469 per month, from now until your 67th birthday - less than you are already saving!

This Pittsburgh resident is right on track for a happy retirement. SmartAssets retirement calculator projects shell have a savings surplus if she stays on her current course.

Youre 54 and youve saved sporadically over the course of your career. All told, youve got $50,000 in savings, most of it in your bank account, and because of your laissez faire attitude toward your investments, you dont expect to ever earn more than 4%. As a talent agent in Los Angeles, youre self-employed and have never bothered to set up a retirement account. You make $100,000 and your spouse makes $70,000 for a total of $170,000 a year, and youve already agreed that you will both keep working until you hit 70.

When you do retire, however, youre going to live lavishlysmoked salmon for breakfast, choice cuts of steak for dinner. Bad news: to pull all of that off, youll need to save $2,907 every month from now until you retire. That's about 20% of your monthly income. Compare that to the 5% per month you've been saving up until now. If you stay on that course, you'll have a savings shortfall of $660,000 when you retire - yikes!

Uh-oh. This Los Angeles couple put off the important retirement decisions for too long. SmartAsset's retirement calculator projects a retirement shortfall of $660,118 if they don't ramp up the savings ASAP.

In the above scenarios, our hypothetical subjects kept their savings in one of a variety of retirement savings options, in either a savings account, a 401(k) or a traditional IRA. There are many ways you can invest the money you set aside for retirement, depending on your goals. The rate of return your money earns depends on the risk you are willing to take on, the success of your particular investment strategy and, to a certain extent, luck. For example, an economic downturn can hurt your investments, at least in the short run. So too can changes in the inflation rate, and other economic events.

All of which is to say: the unexpected can happen, and often does. The best you can do is to develop a solid plan based on the information you have now. Don't let retirement savings statistics get you down. A retirement calculator can help you see how you are doing so far and what you need to change to make your retirement goals. By setting goals and meeting them, you give yourself the opportunity for a rich and rewarding retirement.

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Best Retirement Calculator (2018) - See How Much You'll ...

Written by admin

October 30th, 2018 at 9:45 pm

Posted in Retirement


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