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).

Excerpt from:
North Carolina Department of State Treasurer

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

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

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 ...

You have Questions? We have answers.

Here are some frequently asked questions about the union, how it works and how our members can participate more effectively in union activities. Dont see your question below? Head over to our contact us page to get connected with an organizer today!

Are you currently a healthcare worker looking to join 1199SEIU? Visit our Join Us page for more information. Are you looking to work for 1199SEIU? Visit our "Jobs at 1199SEIU" page for the latest employments listings."

An organization of every person who works for the same employer, using their collective strength to prevent management from doing whatever it wants, such as awarding raises arbitrarily or firing workers without cause. Unions are also the way workers make demands on management, such as healthcare coverage, time off, and decent salaries. Learn more

The union is you healthcare workers who join together in their workplace to exercise a collective voice. All important decisions in 1199, from voting on contracts to electing union leaders, are made by our members. 1199 is one of the most democratic unions in the United States, and the active involvement of our members is supported and encouraged in all areas of our union.

1199SEIU is the largest, fastest-growing and most effective healthcare union in the United States. We represent over 400,000 members throughout New York State, Massachusetts, New Jersey, Washington, DC, and Maryland. Our members work in every job classification and in every facet of the healthcare industry, including hospitals, nursing homes, home care and clinics. 1199 is driven by a mission to achieve affordable, quality healthcare for all, and to be the strongest voice we can be for the workers who provide that care.

1199SEIU members work in every job classification in every aspect of the healthcare industry including hospitals, home care agencies and organizations, nursing homes, health centers and clinics. Under the National Labor Relations Board (NLRB), the federal agency in charge of relations between unions and employers, some managers, supervisors and other employees are not eligible to vote in union elections. If you have a question about your eligibility, please contact an organizer.

Members of 1199SEIU have been able to achieve the highest job standards in America for healthcare workers, including better wages, affordable health benefits, retirement security, no-cost education opportunities, more paid time off and job security. 1199 members also have a strong voice on the job so we can advocate for better staffing and patient care. And because healthcare funding is largely controlled by government, we have built an effective voice in the legislative and regulatory arenas. We have been able to protect healthcare funding, expand access to affordable healthcare and advance our professions.

The first step to forming a union is to form a committee that takes responsibility for informing co-workers and building union support. The next step is to sign cards stating that workers want to form a union and ask that an election be held. If a majority of workers vote for 1199, then workers initiate negotiations with management for better pay and other improvements.

Yes, the right to form a union is protected by federal law. Workers can talk about forming a union and exchange information anywhere and anytime, as long as it does not interfere with patient care. It is illegal for management to treat workers differently for supporting a union, interrogate workers about their union support, or threaten them in any way. The only way workers will win better pay, benefits and respect is by having the courage to stand up for one another, our patients and our families.

Delegates are rank-and-file members elected from each worksites department, who enforce our contract, represent our members in grievances and engage members in union activities.I would like to represent my department as a delegate. How do I run? Visit Our Delegates page for complete instructions on how to run for an open delegate position in your institution.

Your delegate is your first point of contact when a question arises about your rights, working conditions, or if you have an idea for the workplace you want to share with your co-workers.

Without a union, management has all the power and is able to make every decision on their own, without input from workers. With a union, workers have a united voice and are able to participate in the decisions that affect wages, benefits and working conditions. When workers are part of a union, management has to share power and decision-making, and this can often be difficult for management to accept. In order to stop workers from forming a union, management will often try to intimidate, divide and confuse workers. Management often hires high-priced consultants that spread misinformation and try to divert workers attention from the job improvements that need to be made. Workers have learned that if they stay united and do not let managements scare tactics distract them, they will be successful in forming their union and winning job improvements.

Dues are the monetary resources that workers pool together to put toward solving problems in the workplace and organizing for the most effective and united voice. Dues pay for the legal experts who work with us to negotiate our contracts, the organizers who help us solve problems on the job, and the campaigns we run to support workers who want to join our union. In 1199, dues are 2 percent of our base wages with a $100 per month cap. When workers join 1199, they do not begin paying dues until they have successfully negotiated a first contract that wins improvements to their jobs.

Dues money pays for staff, salaries, legal fees, offices, contract negotiation costs and other expenses associated with the day-to-day running of our union. Dues money does not pay for health benefits. Most union contracts require employers to contribute to benefit funds or some other health benefit coverage for workers. Even in case of labor-management funds, the union does not run the funds; by law, these funds are separate trusts managed by an equal number of labor and management trustees.

In unity there is strength and 1199s guiding principle has always been an injury to one is an injury to all. Employers are continuing to demand more from workers in every field while offering less. When workers of diverse classifications stand together we speak with one voice, our strength is greater and we build on the gains we have all fought so hard to win.

Call 212.261.2300 or email the changes to addresschange@1199.org.

Political Action Contributions are voluntary contributions that members make in order to support our voice in government where we advocate for the interests of patients and working families. Because healthcare is highly regulated and the majority of healthcare funding comes from the government, 1199 members have built the most effective legislative action program in the country. We have defended healthcare funding, elected pro-worker officials and politicians, expanded access to healthcare for the uninsured, and passed legislation on key patient protections.

Our goals are achieved not only through mobilization, but also through political strength. We encourage our members to register, vote and become politically active in our communities. The majority of healthcare funding for the institutions, research and programs that affect us is decided in the political and legislative arenas; Medicare, Medicaid, hospitals, nursing homes, clinics, research and mental healthcare all depend on government funding. Our ability to elect the right people and fight for our share of budgets in city halls and state houses is critical.

Visit our Contact Us page to get in touch with your 1199 organizer.

You should participate in the local chapter meetings at your institution. You can also write a Letters to the Letters column in the 1199 Magazine.

No, strikes are a tool of last resort that workers use to make their voice heard and the decision to strike is only decided by a democratic vote of all members. The vast majority of union contracts are settled without strikes, because there are many other ways that workers can make management agree to improvements in their jobs.

No. In fact, forming a union improves the lines of communication between workers and management. When workers have a union, there is a formal process in place so that workers can collectively raise their concerns and make sure they are addressed. But this formal process does not prevent individual workers from speaking directly to their supervisors as well. Workers often find that after forming their union, communications and relations with management are better than ever before.

Visit our Join Us page for more information.

Visit our Careers page for the latest job listings.

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Have a Question? :: 1199SEIU

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Who can practice law in Florida?

Generally speaking, you must be a member of The Florida Bar in order to practice law in Florida. There are some limited exceptions established by rule or law. For example, the following chapters of the Rules Regulating The Florida Bar allow limited practice in Florida without being admitted:

Chapter 12, Emeritus Attorney Pro Bono Participation ProgramChapter 13, Authorized Legal Aid Practitioner RuleChapter 16, Foreign Legal Consultancy RuleChapter 17, Authorized House Counsel RuleChapter 18, Military Legal Assistance Counsel Rule

There may be other exceptions allowed by law. You may contact the Bars Unlicensed Practice of Law Department, 850-561-5840, for additional information.

The Florida Bar as an organization has no direct control over attorney admissions. The Florida Board of Bar Examiners is the entity charged by the Florida Supreme Court with assuring that only qualified persons will be admitted to the practice of law in this state. The Board of Bar Examiners investigates the character and fitness of applicants, develops and administers the bar examination for attorney candidates, and submits for Supreme Court approval the names of those qualified for admission to practice.

The Florida Bar offers several services in addition to theFind a Lawyer searchon the homepage to help people find an attorney for access to the justice system. The pamphletHow to find a lawyer in Floridaprovides an overview of what to consider when selecting an attorney. Please see theLawyer Referral Servicepage, and the consumer pamphlet titledLegal Aid in Floridafor details about these options for finding an attorney. Lawyers may also be selected from a list ofboard certified attorneys. Board certification is a voluntary program with standards established by the Supreme Court of Florida to identify attorneys who have special knowledge, skills, and proficiency, as well as good character, ethics and a reputation for professionalism in the practice of law. Experience, testing and peer review are key components of certification. Please see theCertificationportion of our site to obtain a description of the 24 areas in which attorneys may be certified.

The unlicensed practice of law, in its simplest terms, is when someone who is not licensed or otherwise authorized to practice law in Florida practices law. In determining whether the giving advice and counsel and the performance of services in legal matters constitute the practice of law, it is safe to follow the rule that if giving such advice and performance of services affect important rights of a person under the law, and if the reasonable protection of the rights and property of those advised and served requires that the persons giving such advice possess legal skill and knowledge of the law greater than that possessed by the average citizen, then the giving of such advice and performance of services by one for another constitutes the practice of law.

No. The Florida Bar does not license paralegals. But on March 1, 2008, the voluntaryFlorida Registered Paralegal Programwent into effect. The program provides for voluntary registration of paralegals who meet minimum educational, certification or work experience and who agree to abide by an established code of ethics. For the first three years of the program, paralegals who are able to show substantial experience, but who dont meet the education or certification requirements, will be able to become Florida Registered Paralegals under a grandfathering provision. The newChapter 20of the Rules Regulating The Florida Bar establishing the program does not set forth the duties paralegals may perform or deal with the fees that can be charged or awarded for the work they do. The primary responsibility for monitoring the work of paralegals whether Florida Registered Paralegals or not rests with the attorneys who employ or supervise them. Additionally, The Florida Bar has been given the authority to investigate and prosecute the unlicensed practice of law. This may include activities performed by nonlawyers who call themselves paralegals. Under Florida Bar rules approved by the Supreme Court of Florida, only a nonlawyer who is working under the direction and supervision of a member of The Florida Bar may use the title paralegal. A nonlawyer who is not working for a lawyer and uses this title is engaging in the unlicensed practice of law. If you have questions regarding the unlicensed practice of law or if you wish to file a complaint against someone practicing law without a license, you may contact the Bars UPL Department at 850-561-5840.

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Frequently Asked Questions The Florida Bar

Retirement & Planning

Hi, have questions about your retirement? I can help

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Use our Retirement Savings Calculator to see where you stand today and what to do next. Simply give us a few details about your current situation and projected retirement plans, and we'll provide a summary for you, along with suggested adjustments to consider.

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1. The consultation is available only to clients with at least $25,000 in assets at Schwab or prospects with at least $25,000 in assets available to bring to Schwab. Individualized recommendations are available only to Schwab clients and are limited to assets held in a Schwab retail brokerage account. Information provided to prospects, or pertaining to assets held outside of Schwab, as part of the consultation are examples of the kinds of recommendations available on assets held at Schwab; these examples do not constitute recommendations, solicitations, or investment advice.

The Schwab Center for Financial Research is a division of Charles Schwab & Co., Inc.

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In 1993, University Hospitals developed a new strategy and model for healthcare delivery. This new approach called for University Hospitals to better meet the healthcare needs of a significant portion of northeast Ohio through geographic expansion and an increase in the types of services we offer.

In the process University Hospitals was transformed from a traditional, single-site academic medical center into broad-based University Hospitals:

Today, University Hospitals is one of the nations leading health care systems, providing high-quality, patient-centered medical care at locations throughout Northeast Ohio.

Committed to advanced care and advanced caring, University Hospitals offers the regions largest network of primary care physicians, outpatient centers and hospitals. The System also includes a network of specialty care physicians, skilled nursing, elder health, rehabilitation and home care services, managed care and insurance programs, occupational health & wellness, and the most comprehensive behavioral health services in the region.

The Systems 1032-bed, tertiary medical center, University Hospitals, is an affiliate of Case Western Reserve University. Included in UH are University Hospitals Rainbow Babies & Childrens Hospital, among the nations best childrens hospitals; University Hospitals Seidman Cancer Center, part of National Cancer Institute-designated Case Comprehensive Cancer Center at Case Western Reserve University (the nation's highest designation); and University Hospitals MacDonald Womens Hospital, Ohios only hospital for women.

More than 24,000 physicians and employees constitute University Hospitals and its partnership hospitals, ranking it Northeast Ohios second largest private sector employer. UH performs more than 4.5 million outpatient procedures and nearly 63,000 inpatient discharges annually.

University Hospitals goal is to provide comprehensive primary and community-based carethe kind of health care people need mostas well as access to the highest quality specialty care when necessary.

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About | University Hospitals | Cleveland, OH

The following chart summarizes the differences between the four retirement plans.

At age 62,

1) retired pay made equal to High-36

2) future multiplier made equal to High-36

3) future COLA continues at CPR - 1%

The below chart provides the basic criteria to determine which retirement plan applies to you.

Service members who remain on active duty or serve in the Reserves orGuard for a sufficient period of time (usually a minimum of 20 years)may retire and receive retired pay. Members who become disabled while onduty may be medically retired and receive a disability retirement.There are four basic retirement plans; Final Pay, High-36 Month Average,REDUX and Disability.

All four of the retirement plans determine initial monthly retiredpay by taking the member's retired pay base and subjecting it to apercentage multiplier:

Retired Pay Base X Multiplier %

There are two methods for determining the retired pay base. They arethe final pay method and the high-36 month average method. The final paymethod, as the name implies, establishes the retired pay base equal tofinal basic pay. The high-36 method is the average of the highest 36months of basic pay divided by 36. This is generally the last 3 years ofservice and is sometimes called high-3. The method used depends uponwhen the member first entered military service.

To decide which method applies to you, you must determine the datethat you FIRST entered the military. This date is called the DIEMS (Dateof Initial Entry to Military Service) or DIEUS (Date of Initial Entryto Uniformed Services). The date you first entered the military is thefirst time you enlisted or joined the active or reserves. This date isfixed---it does not change. Departing the military and rejoining doesnot affect your DIEMS.

Some individuals have unique circumstances that complicate determining their DIEMS. Here are a few examples:

Be aware that your pay date may be different than your DIEMS. Also,your DIEMS does not determine when you have enough time in the serviceto retire---it only determines which retired pay base method applies toyou.

Not all Services have their DIEMS dates properly defined in theirpersonnel records. If you have unusual circumstances and are unsure ofwhen your DIEMS date is or believe your records show an incorrect DIEMSdate, contact your personnel office to discuss your particularsituation.

Now, based upon the date you initially entered the military, you can determine which retired pay base method applies to you.

For both the Final Pay and High-36 retired pay plans each year ofservice is worth 2.5% toward the retirement multiplier. For instance, 20years of service would equate to a 50% multiplier. The years of servicecreditable are computed differently depending upon whether retirementis from full time active duty or from a reserve career. Thesedifferences are explained under the Active Duty Retirement and Reserve Retirement pages.

For the REDUX retirement plan, which applies only to an active dutyretirement, the High-36 multiplier is reduced by one percentage pointfor each year that the member has less than 30 years of service atretirement. For instance, 20 years of service would equate to a 40%multiplier. This is discussed more fully under the Active Duty Retirement page.

For the Disability retirement plan, the multiplier may be the higherof 2.5% for each year of service or the disability percentage assignedby the Service at retirement. However, note that the disabilityretirement multiplier is capped at 75%.

In any case, the longer an individual serves, the higher the multiplier and the higher the retirement pay. For example:

All military retirements are protected from inflation by annual Costof Living Adjustments (COLAs), based on changes in the Consumer PriceIndex (CPI) as measured by the Department of Labor. Under the Final Pay and High-36 retirement plans, the annual COLAis equal to percentage increase in the CPI year over year. This is adifferent index than the one used for active duty annual pay raises. Theindex used for active duty pay raises are based upon average civilianwage increases. Thus, retirement pay COLAs and annual active duty payraises will differ. Also note; the annual COLA for the REDUX retirementmethod is reduced by one percentage point below the increase in the CPI.

Military retired pay is subject to a dollar for dollar offset whenthe retired member is also in receipt of VA disability compensation.However, there are two programs that restore partial or full retired paywhen a member is eligible for concurrent DoD and VA payments. See the Concurrent DoD and VA Payment page for details.

Additionally, all retirees may choose to participate in the Survivor Benefit Plan (SBP) or the Reserve Component Survivor Benefit Plan (RCSBP),which enable the member to provide a continuing annuity to their familyafter death, based on the retired pay. The SBP and RCSBP programs arediscussed in the benefits section.

Finally, remember that after age 62, Social Security will likely provide additional retirement benefits.

Select one of the following topic areas:

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military retirement calculator - Military Compensation