OBAMA IS SO F*CKING LEGIT – Cartoon – Video
Posted: November 8, 2012 at 11:46 pm
OBAMA IS SO F*CKING LEGIT - Cartoon
I made this cartoon, so enjoy bitches. Im back from my retirement http://www.youtube.com SubscribeFrom:NippleJamViews:32 1ratingsTime:00:22More inFilm Animation
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OBAMA IS SO F*CKING LEGIT - Cartoon - Video
Live Your Retirement Dream – Bucket List – Video
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Live Your Retirement Dream - Bucket List
Many Baby Boomers and retires have a Bucket List of goals and dreams to fulfill. The questions is when will they start to plan to live their retirement dream and cross off items on their Bucket List?From:Sue FerreiraViews:0 0ratingsTime:00:38More inEntertainment
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Heilig – A trailer for the new short film by Steven Hatton – Video
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Heilig - A trailer for the new short film by Steven Hatton
A meditative story of a parent child relationship, Heilig offers an intimate portrait of Jewish Kindertransport refugee Gerhard Heilig, now 85 and living in retirement in Vienna. Heilig explores not only Gerhard #39;s own escape from Nazi Austria but the imprisonment at Dachau and Buchenwald concentration camps of his father, Bruno Heilig, an anti-nazi political journalist and later, writer of one of the first eyewitness accounts of life in the concentration camps. FESTIVALS SCREENINGS: Branchage Film Festival (Jersey UK) 22-25th Sept 2011. Vancouver Jewish Film Festival (Canada) November 2011. Warsaw Jewish Film Festival (Poland) November 2011. London Short Film Festival (UK) 14th Jan 2012. Lincoln Drill Hall (UK) 17th Jan 2012. Brunton Theatre - Musselburgh (UK) 6th 7th Feb 2012. Athens Jewish Film Festival (USA) 11th Feb 2012. Stoke Your Fires (UK) 13th Feb 2012. - WINNER BEST DOCUMENTARY Shot, Edited Directed By Steven HattonFrom:electriceggukViews:0 0ratingsTime:01:26More inFilm Animation
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Heilig - A trailer for the new short film by Steven Hatton - Video
Arthur Pryor Band – The Whistler and His Dog (1913) – Video
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Arthur Pryor Band - The Whistler and His Dog (1913)
The Whistler and His Dog Music by Arthur Pryor Arthur Pryor #39;s Band Whistling by Harry MacDonough and SH Dudley Recorded May 6, 1913, Camden New Jersey Arthur Willard Pryor (1870 -- 1942) was a trombone virtuoso, bandleader, and soloist with the Sousa Band. He was a prolific composer of band music, his best known composition being "The Whistler and His Dog". He played his first solo with the Sousa Band at age 22 during the World #39;s Columbian Exposition in Chicago in 1893. During his 12 years with the Sousa Band, Pryor estimated that he played 10000 solos. From 1895 to 1903 Pryor was assistant conductor of the Sousa Band. After leaving the Sousa Band, he formed his own band, which made its debut at the Majestic Theatre in New York City on November 15, 1903. The Pryor Band toured until 1909, when he decided to settle down and make Asbury Park, New Jersey the home of the band. Also at this time he became a staff conductor and arranger for the Victor Talking Machine Company in Camden, New Jersey. For 25 seasons Pryor played summers at Asbury Park and spent his winters performing in Miami, Florida. He retired from music in 1933 and entered politics serving one term on the board of freeholders of Monmouth County, New Jersey. He came out of retirement to return to the Asbury Park boardwalk for a nightly series of concerts when he unexpectedly died at the age of 71 in 1942. Pryor #39;s most popular composition was "Whistler and his Dog", written in 1905. Inspired by his boyhood pet ...From:bsgs98Views:5 0ratingsTime:02:49More inMusic
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401k Fees, Do You Know What You’re Paying? – Video
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401k Fees, Do You Know What You #39;re Paying?
Call us today to find a better way of saving for retirement (800) 694-5133 Learn More, Go To: brunnerfinancial.comFrom:Kevin BrunnerViews:0 0ratingsTime:02:07More inEducation
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401k Fees, Do You Know What You're Paying? - Video
Lamar University – Video
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Lamar University
Lamar University Beaumont students are showing concerns after University President Jimmy Simmons announced his official retirement set to take effect at the end 2012. With the 2012 Presidential Elections approaching students are voicing their opinions on the matter of Federal Pell grants and rising tuition costs as a major concern. On January 30, 2008, 78% of Lamar students voted to approve the athletics fee required for football #39;s resurrection. This vote set in motion the football team #39;s return for the 2010 season. The first year squad compiled a respectable 5-6 record but has been on a decline ever since. With a current overall record of 12-21 (4-7 2011) the 2012 season has not been an improvement holding at 3-7 thus far and 0-5 in conference play. Senior Associate Provost and Professor of Sociology Kevin Smith says " We are experiencing the growing pains. Our mission is higher education and we #39;ll always be committed to that."From:talkingmonkeytonyViews:0 0ratingsTime:04:21More inMusic
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Pay Credit Card Debt With Retirement Fund?
Posted: at 11:46 pm
Dear Debt Adviser, I'm 47 and have a retirement fund that's worth $209,000. I also have two credit cards with a total balance of $9,900, interest rates of 8.8 and 11.8%, and a combined monthly payment of $200. Should I use my retirement fund to pay my credit card debt? My retirement fund allows me to take out two loans at any given time, and I can get loans for 50 months at 4.25% interest. -- Julie
Dear Julie, I lean toward Murphy's Law when planning. If something can go wrong, it will, and it'll happen at the worst possible time. So I'd be cautious. You certainly could take out a loan from your retirement fund account, but why would you? The negatives of raiding your retirement fund outweigh the positives.
True, you would pay less on interest charges with the retirement fund loan than your credit cards. But you would lose the compounding interest on the money you borrow. In addition, if you change employers or get fired, your loan would become due in full. In most cases you'd be required to repay that loan 60 days after a change in employment. You could end up losing nearly half of your loan to early withdrawal penalties and taxes on the money you borrowed. You have a great start on your retirement savings. I say leave it alone and let it work for you.
If you continue to make the $200 monthly credit card payments, you will pay off the balances in 65 months. This would be 15 months longer than the proposed 50 months on your retirement loan. However, if you could squeeze just $45 more each month out of your budget, you could pay off the balances in the same 50 months.
Also, you need to commit to not adding to the balances of these credit card accounts. New purchases begin to accrue interest from the day of purchase as long as you carry a balance from month to month. My suggestion is to review your monthly spending plan. You will want to accomplish two things: First, try to find the extra $45 you will need to pay off your balances in 50 months. Second, review your plan to make sure your spending is not exceeding your income.
Believe me: Your retirement account will benefit you more if you save it for later. Plus, making a little sacrifice to pay off your credit balances may be just the incentive you need to keep from doing it again in the future. However, if you lack spending discipline and you're still inclined to borrow from your retirement fund, then I suggest that you try to keep up your contributions to the plan in addition to your loan payment.
Good luck!
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How Single Women Can Thrive in Retirement
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While delivering talks to a variety of companies and organizations, retirement expert Jan Cullinane was approached by single women who told her they needed help. Some said they were "happily never married" and looking for a place to relocate. Others, who were widowed and looking for companionship, wanted tips on how to start dating again. Some were divorced but said their ex-husbands had done all of the financial planning, so they wanted advice on how to manage their money.
After hearing these concerns echoed across the country, Cullinane decided to write AARP's The Single Woman's Guide to Retirement. She spoke with U.S. News about how women can make smart decisions on the path to financial stability, love, and self-fulfillment. Excerpts:
You wove anecdotes from single women throughout the book to illustrate certain concepts. Which stories resonated with you the most?
The ones about the "grey divorce," meaning they were married for 20 years or more and then got divorced. Some took a very humorous approach, while one woman was floored by her divorce. Another woman initiated it but was still very sad.
The tips for women who had become widowed and how they dealt with their grief also resonated with me. From the woman who said she got a rescue dog because she didn't want to come home to an empty house at night, to the woman who said yes to everything for the first six months and found that even though that was difficult, it was a way to get her engaged with the world, their stories were moving.
[In Pictures: The 10 Best Places for Single Seniors to Retire.]
Do you think single women have a harder time navigating retirement than single men?
I can't say that I'm an expert on the single men, but I would have to say yes because of the fact that women live longer, so they're going to have that longer horizon. And if they're doing the same jobs as men, they're paid less. They also tend to be more risk-adverse in investing, which sometimes works in their favor but sometimes works against them.
Negotiation skills are another thing. Research shows women aren't as good at negotiating as men. So because they're not as good at negotiating their first salary, and you roll that down for 40 years, that can make a huge difference in their nest egg.
What tips do you have for single women who want to continue working in retirement but want to pursue a different line of work?
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How Single Women Can Thrive in Retirement
Retirement Plan Shift Is Creating a Generation of Workers Unable to Retire
Posted: at 11:46 pm
Large U.S. employers continue to eliminate traditional pension plans that pay retired workers a monthly lifetime pension in favor of defined contribution and hybrid plans that offer lump-sum payments at retirement, according to a recent survey HR consulting firm Towers Watson.
Among Fortune 1000 companies, only 11 percent still offer a traditional pension plan to newly hired salaried workers, down from 14 percent in 2011 and continuing a long slide from 90 percent in 1985. Conversely, in 1985 only 10 percent of those companies offered only a defined contribution plan to salaried workers -- today that figure stands at 70 percent.
The primary reason for this trend has been financial: Employers don't want the exposure to unfunded liabilities if capital markets perform poorly. At the same time, until recently employees generally hadn't expressed a preference for traditional pension plans and, in fact, have largely embraced 401(k) and other defined contribution plans.
But this trend has its consequences in the workplace, as large numbers of baby boomers have 401(k) balances that are inadequate to fund a traditional retirement. To make matters worse, most retiring workers don't know how to turn their nest eggs into reliable retirement income. Employers also haven't provided much help by offering retirement income options in their defined contribution plans.
"The ongoing shift from [defined benefit] to [defined contribution] plans due to cost and cost volatility is helping to create a next generation of retirement-age workers who may not be able to afford to retire when they would ideally like to," said Towers Watson consultant Kevin Wagner in a statement.
As a result, older workers are delaying retirement, potentially clogging up promotional opportunities for younger workers and helping keep unemployment levels high for the younger generation. And this next generation is beginning to learn from the unfortunate circumstances of the current generation of retirement age workers.
"Interestingly, as this shift in retirement plans continues, other Towers Watson research shows that younger workers are finding DB and hybrid plans more appealing than DC plans," said Alan Glickstein, another retirement consultant at Towers Watson.
The bottom line is that workers of all ages need to start expressing preferences for retirement plans that will enable some level of financial security in their retirement years. Such options include sponsoring traditional pension plans; sponsoring hybrid plans that offer the potential for lifetime retirement income; adequately funding DC plans; and providing retirement income options in DC plans. And there are good business reasons for employers to step up to the plate to help insure the retirement security of their workers.
We can no longer afford to ignore the long-term consequences of short-term thinking about our retirement programs. But we don't need to look to our federal government to solve these problems. Employees and their employers can work together to make it a priority.
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Retirement Plan Shift Is Creating a Generation of Workers Unable to Retire
What Does Your Retirement Plan Really Cost?
Posted: at 11:46 pm
Are you shopping for a new 401(k) plan for your employees this holiday season? For many employers, the impetus for switching providers comes from new fee-disclosure rules that took effect in July 2012. The rules require providers to detail all costs associated with their 401(k) plans. The idea was to improve transparency by preventing providers from hiding fees, thereby helping employers shop for the best options to their employees.
But the disclosure rules dont apply to the proposals from retirement plan companies soliciting business.
Thats a problem, because employers could be steered into buying plans that cost more than they were led to believe, says Brandon Bellin, a senior associate actuary for Securian Retirement, a division of Securian Financial Group, based in St. Paul, Minn. Many employeesand employersdont fully understand how much difference a small increase in fees makes over a lifetime of saving for retirement, he explains. For example, consider what happens to an individual who earns $50,000 annually and defers 10 percent of her salary into a retirement plan earning 8 percent. Over 30 years, what might seem to be a small, 1 percent fee increase adds up to $100,000 in lost retirement savings. [Employers] who are unaware of the hidden revenues and fees associated with a particular retirement plan providers proposal put themselves at risk if they move their plans to that provider, Bellin says.
Below are a handful of questions Bellin suggests you ask to ferret out a retirement plans true cost. He acknowledges that because Securian sells retirement plans, hes not a disinterested party. But he says a paper (PDF) he wrote recently about revenue models in the retirement plan industry helps explain why employers should heed his advice.
Where do you make your money? Some companies charge explicit fees that can be evaluated and compared across different plans. Small business plan providers, however, often rely on making money through something the industry calls revenue sharing, Bellin says. These are amounts paid by investment funds to retirement plan providers who offer their funds in the investment options available to employees.
Are there any conflicts of interest? For instance, if the provider is affiliated with a particular mutual fund, that companys funds may generate higher revenue for the provider, who will have an incentive to promote them. Or the initial pitch may feature low-cost investment options that look like good values, but later, the provider may suggest a better lineup that pays higher revenue sharing [to them] and drives up plan costs, Bellin says.
How do expense ratios compare across investment options? Oftentimes, retirement plans default to proprietary target-date funds that automatically move employees savings into more conservative investments as they get older. But despite the fact that many of these funds use low-cost, passive index funds as investment vehicles, they often charge fees closer to those of funds with active managers. In these cases, investment management expenses can be unreasonably high, Bellin says. Its a way [for them] to make more money without being too explicit about it.
Will managed accounts be offered in your plan? For an additional fee, some plans allow employees to purchase professional management services for their assets, called managed accounts. These fees can be substantial and may exceed the actual cost of providing managed accounts, Bellin says. Some retirement companies may use such managed accounts to help subsidize the plans administrative cost. When managed accounts are offered, they should be considered part of the total cost of the plan, he says.
The bottom line: Before choosing a new retirement plan provider, try to get a side-by-side comparison of several providers plans, how much they will charge in fees, an explicit accounting of any fees that might be hidden, and what the total bottom line is for each provider. The other option is to simply avoid providers that get different levels of revenue from different investment funds. That way its transparent and a lot easier to see than having the money hiding in various places, Bellin says. And the employer will avoid the situation where some participants pay more towards plan expenses than others based on which investments they are using.
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What Does Your Retirement Plan Really Cost?