United Way PowerPoint Presentation Template - PowerPoint PPT Presentation

Loading...

PPT – United Way PowerPoint Presentation Template PowerPoint presentation | free to download - id: 660293-NGFkM



Loading


The Adobe Flash plugin is needed to view this content

Get the plugin now

View by Category
About This Presentation
Title:

United Way PowerPoint Presentation Template

Description:

Title: United Way PowerPoint Presentation Template Author: Peter Hahn Last modified by: Smith.Tricia Created Date: 5/7/2004 2:28:49 PM Document presentation format – PowerPoint PPT presentation

Number of Views:61
Avg rating:3.0/5.0
Date added: 9 June 2020
Slides: 59
Provided by: PeterH193
Learn more at: http://www.uwra.org
Category:

less

Write a Comment
User Comments (0)
Transcript and Presenter's Notes

Title: United Way PowerPoint Presentation Template


1

United Way Retirees Association Helping United
Way Staff Plan for Retirement

United Way Retirees Association
2
Webinar Logistics
  • If your computer has sound capability, are your
    speakers turned on and is your volume up?
  • If yes, can you hear music coming from your
    computer?
  • If yes, please help UWRA keep its webinar
    expenses to a minimum by hanging up your
    telephone and listening to the webinar through
    your computer.
  • If you have trouble with the audio at any time
    during the webinar, you can call in on your
    telephone
  • 888-487-0342
  • Confirmation code 4297937

3
Agenda
  • The Whys Behind This Webinar
  • Goals Of This Webinar
  • A Few Possible Ways That United Ways Might Help
    Its Employees
  • Offering a Defined Contribution Plan -- Options
  • Offering a Retirement Planning Education Program
    Local Example
  • Offering Early Retirees Continued Group Health
    Insurance Coverage Local Examples
  • Retirement Planning Resources
  • Disclaimer The content of this Webinar offers
    descriptions of programs/practices for
    consideration only and is not a substitute for
    professional advice.

4
Todays Presenters/Contributors
  1. Host/Webinar Development - Ralph Gregory, UWRA
    Board Member, Retired President/ CEO, United Way
    of Westchester and Putnam Tricia Smith, UWRA
    President and CEO
  2. Defined Contribution Plans Bob Berdelle, Senior
    Vice-President and Chief Financial Officer,
    United Way Worldwide, Alexandria VA
  3. Retirement Planning Education Program Jane
    Grady, Vice President Human Resources, United Way
    of Massachusetts Bay and Merrimack Valley, Boston
    MA (Metro 1)

5
Todays Presenters/Contributors
  • 4. Benefit - Offering Retirees the Option of
    Continuing on the Group Health Plan
  • John Roche, Director of Human Resources and
    Administration, United Way of the Greater Capital
    Region, Albany, NY (Metro 2)
  • Tamara Calvert, Human Resources Director, United
    Way of Central Alabama, Birmingham, AL (Metro 1)
  • Suzanne Bloomfield, Director Human Resources/EO,
    United Way of Greater Cleveland, Cleveland, OH
    (Metro 1)
  • Kennethe Vaughn, Vice President, Talent
    Management and  Diversity, United Way of Central
    Indiana, Indianapolis, IN (Metro 1)

6
Poll Question - Audience
6
7
The Whys Behind This Webinar
  • First Webinar - Planning for Retirement in an Era
    of Uncertainty Provided a beginning framework
    for individual retirement planning
  • This Second Webinar focuses on the importance of
    helping United Way employees to plan for
    retirement
  • Encourage and empower your staff to
  • take responsibility for planning for their
    retirement, and
  • view retirement planning as a lifelong effort

8
The Whys Behind This Webinar Brief Recap
Framing the Problem
  • Frozen/disappearing pension plans and the
    subsequent necessity for individuals to take
    increased responsibility for their retirement
    planning
  • 401ks and 403bs are losing value
  • Rising healthcare costs
  • Longer life spans
  • Uncertainly over Social Security, Medicare and
    the Affordable Care Act
  • No system-wide retirement plan is available for
    United Way employees
  • Local United Ways vary considerably in relation
    to retirement benefits offered with smaller
    United Ways often providing no benefits at all
  • Little best practice information is readily
    available from local United Ways in the area of
    retirement planning

9
The Whys Behind This WebinarBrief Recap
Research Shows
  • Knowledge of retirement issues is positively
    related to ones attitude toward retirement
  • Training and intervention programs designed to
    boost financial knowledge improve financial
    preparedness by triggering advance retirement
    planning activities
  • Only about 1/3 of workers receive educational
    materials or attend retirement seminars offered
    by their employers
  • Only 52 of 403b plan sponsors (nonprofits)
    contribute to employees accounts compared to 88
    of 401k sponsors (for-profits) 38 of United
    Ways do so (Human Capital Survey)
  • Many nonprofit organizations offer no retirement
    programs for their employees
  • Most retirement planning programs/practices are
    geared to those aged 50 plus (There is a need to
    start sooner!)

10
Poll Question Age Group
10
11
The Whys Behind This Webinar Age Composition of
United Way Workforce
12
The Whys Behind This Webinar Pending Retirements
Within UW Workforce
13
The Whys Behind This Webinar Comments from
Surveys of United Ways.
  • Young staff are not concerned about long term
    employment with United Way nor retirement
    planning beyond a 403(b) plan. Lets encourage
    them to act now
  • United Ways give a low priority to retirement
    planning assistance but have some interest in
    encouraging retirement planning , with emphasis
    on financial, health and quality of life matters.
    Lets revise our priorities
  •  
  • Would welcome ideas for education programs
    segmented by age - finding younger employees are
    engaged more in retirement planning than
    previously. Lets start sharing more
    information
  •  
  • Retirement counseling has not been offered for
    quite a few years - think such a program would
    enhance services to employees. Lets invest in
    keeping staff
  • Information on a website alone does not cause
    employees to plan for retirement, interested in
    knowing what other United Ways are doing to
    encourage and assist in retirement planning
    Lets have a dialogue

14
Goals of this Webinar 2nd in the Series
  1. Help start the conversation and sharing of
    practices related to the retirement planning
    arena
  2. Provide examples of benchmark programs
    including elements of some programs that are
    working and can be tailored to address local
    realities
  3. Provide some additional tips

UWRA
UWRA
14
14
15
Retirement BenefitsDefined Contribution Plans
  • the biggest factor in saving for your retirement
    is to start today!  
  • Bob Berdelle, Senior Vice-President and Chief
    Financial Officer, United Way Worldwide
  • Lets look at some basic definitions, United Way
    statistics and issues around Defined Contribution
    Plans

16
401k and 403b Plans General Definitions
  • 401k and 403b plans are tax-deferred savings
    plans. Contributions to standard 401k and 403 b
    plans are made on a pre-tax basis and are taxable
    at the time of withdrawal. The plan is
    administered by a financial management firm
    chosen by the employer (or one of several).
    Employees select mutual funds and annuities in
    which to invest their contributions, and the
    employer may provide a match.
  • 403b plans are used by nonprofit organizations,
    religious groups, school districts, and
    governmental organizations as determined by
    section 501(c) 3 section of the IRS code. The law
    exempts these organizations from certain
    administrative processes (hence lower
    administrative costs) that apply to 401k plans.
  • It is generally beneficial to go with a 403b
    plan. However, a vendor may offer a great deal
    on a 401k plan so the plan instituted is an
    individual organizational decision

17
United Way Statistics Human Capital Survey
(charts on next slides)
  • 65 of the United Ways that responded to the 2010
    Human Capital Survey offer a defined
    contribution plan
  • 38 offer a match (47 of the Metro I-IV
    respondents and 25 of the Metro V respondents)
  • 27 do not offer a match (35 of the Metro I-IV
    respondents and 13 of the Metro V respondents)
  • The United Way Employer match levels vary
    considerably, with the majority being in the 3 to
    6 range
  • 2012 Human Capital Survey in Progress

18
Financial Benefits Offered to Employees (All UWs)
Source 2010 United Way Human Capital Study,
Part II Organizational Questionnaire, Benefits
Section
19
Defined Contribution Plan (403b with Match)
Financial Benefits for All Staff
Source 2010 United Way Human Capital Study,
Part II Organizational Questionnaire, Benefits
Section
20
Defined Benefit and Defined Contribution Plans
without Match
Financial Benefits for All Staff
Source 2010 United Way Human Capital Study,
Part II Organizational Questionnaire, Benefits
Section
21
United Way Statistics Human Capital Survey
  • 28 of the United Ways responding to the 2010
    Human Capital Survey offer a defined benefit
    (pension) plan . However, in many cases today,
    organizations are freezing defined benefit plans
    -- new employees cannot enroll and current
    enrollees pension levels are frozen. Most
    organizations have converted to defined
    contribution 401k or 403b plans.
  • IMPLICATION There is an increased necessity for
    individuals to take responsibility for planning
    for their retirement
  • FACT The 401k generation is beginning to
    retire, and it isn't a pretty sight... The median
    household headed by a person aged 60 to 62 with a
    401k account has less than one-quarter of what is
    needed in that account to maintain its standard
    of living in retirement. (February 2011) Federal
    Reserve data analyzed by the Center for
    Retirement Research, Boston College for The Wall
    Street Journal

22
United Way StatisticsSome Takeaways Defined
Contribution Plans
  • Good news - The survey shows that some small
    city United Ways are offering defined
    contribution plans so it is feasible to do so
    regardless of size
  • Not So Good news
  • More than 1/3 of the United Ways that responded
    do not offer a defined contribution plan
  • Only 38 of the respondents are offering a match
  • Why offer a defined contribution plan?
  • To encourage staff to save for retirement
  • To attract and retain talent
  • Why offer a match? It is an additional
    incentive to save and a key to encouraging early
    career staff to participate - increasing the
    probability of a quality retirement

23
Key Considerations for United Ways Defined
Contribution Plans
  • One of the first decisions is whether to contract
    with one or more service providers and, if so,
    what type(s) of service provider(s) to use.
  • Know the key questions you should be asking your
    defined contribution plan vendor that will help
    you understand the actual services and associated
    fees and costs.
  • Lot of good resources on the internet. In
    selecting providers to administer a plan, several
    key areas to assess include
  • Administrative, record keeping and trust service
    capabilities
  • Access to high quality funds
  • Ability to insulate United Way from fiduciary
    responsibility
  • Employee communications and investment education
    opportunities

24
Key Considerations for United Ways Defined
Contribution Plans
  • When evaluating fund options to offer 12 to 14
    options is typically an optimal number
  • Ways to encourages participation and savings
  • Allow employees to opt in or opt out
  • Use auto escalating factors
  • Convey compound net worth and tax advantages
  • Provide a match
  • For smaller United Ways with very limited budgets
    - the administrative fees can be passed on to the
    employees and yet can still be very advantageous

25
Key Considerations for EmployeesDefined
Contribution Plans
  • Understand the fees
  • Catch up contributions - refer to the plan rules
    and highlights to find out if the plan allows
    such contributions - and what the guidelines are
    concerning them.
  • Understand the tax implications and penalties for
    early withdrawal
  • It is a good idea to seek professional advice.
    Check with an investment professional to help
    choose investments that best meet ones
    retirement objectives. 

26
Key Considerations for EmployeesDefined
Contribution Plans
  • If offered, one should make sure a sufficient
    amount is contributed to ones defined
    contribution plan to draw down the full
    organization match, allowing one to take greater
    advantage of tax benefits
  • If ones United Way does not have a plan, one
    should ask an investment professional about other
    ways to start investing for retirement such as
    establishing an IRA.
  • One should avoid cashing out or borrowing against
    the plan let it grow.

27
Retirement Planning Education
  • Jane Grady, Vice President Human Resources
    United Way of Massachusetts
    Bay and Merrimack Valley
  • Non-profits should expect more from the
    retirement plan providers
  • Our employees deserve better

28
Retirement Planning Education UW of
Massachusetts Bay and Merrimack Valley
  • ELEMENTS OF THE PROGRAM
  • A plan sponsor of a 401k plan (the employer) has
    a fiduciary duty to provide adequate education so
    that employees can make informed decisions about
    investing for retirement. We take this very
    seriously.
  • The main elements of the program include
  • Quarterly enrollment meetings. New employees are
    required to attend.
  • Individual, one-to-one meetings with a certified
    financial advisor to discuss retirement goals,
    investments, portfolio models, concerns, etc.

29
Retirement Planning Education UW of
Massachusetts Bay and Merrimack Valley
  • ELEMENTS OF THE PROGRAM (Cont.)
  • 3. Periodic Retirement Education programs such
    as
  • Importance of Diversification, Retirement
    Readiness Ages 50, Investing in Model
    Portfolios, Investing 101, Understanding
    Annuities, Market Volatility and others
  • 4. All Staff Meetings
  • Timely topics of importance to all, presented
    by our plan/financial advisor or vendor
    representative - market conditions, changes in
    fund menu, tools available through the vendors
    website, investing in model portfolios

30
Retirement Planning EducationUW of Massachusetts
Bay and Merrimack Valley
  • HOW ITS WORKING
  • Key to attracting early career employees into
    the 401k or 403b plan is to provide a matching
    contribution.
  • PARTICIPATION
  • 95 of eligible staff Over 4 deferral rate
  • ISSUES TO CONSIDER
  • United Ways are not in the business of
    designing/offering retirement education programs.
    Find a vendor who is.
  • We in HR can not and do not offer
    investment/planning advice. Thats the job of
    the retirement plan provider let the provider
    educate employees

31
Retirement Planning EducationUW of Massachusetts
Bay and Merrimack Valley
  • KEY TO SUCCESS
  • Find a retirement plan vendor that will provide
    high quality, onsite education programs for your
    employees.
  • LESSONS LEARNED / RECOMMENDATIONS
  • Be willing to change providers if you dont get
    the services you need
  • Its a competitive market out there now. Take
    advantage of it.
  • No employees deserve better retirement programs
    than our employees -- yet we sometimes settle for
    second best.

32
Health Insurance for Early RetireesThe 1 Fear
US News Money February 2012
  • One of my biggest worries about early retirement
    is health care. The cost of health care keeps
    increasing every year, and it is outpacing
    inflation by a wide margin. This is a big problem
    for early retirees because we wont qualify for
    Medicare until age 65. If you retire before then,
    medical insurance can be very expensive and
    difficult to find. Joe Udo, Health Insurance
    Options for Early Retirees, US News Money,
    February 2012
  • This fear has been reinforced by similar comments
    made by UWRA members in surveys.

33
Health Insurance for Early Retirees Some Options
US News Money February 2012
  • COBRA. If you leave a job with a group health
    insurance plan, the Consolidated Omnibus Budget
    Reconciliation Act allows you to continue using
    the same health care plan for a limited amount of
    time if you are willing to pay the whole cost.
    COBRA coverage generally lasts for up to 18
    months, so if you are 63 and a half, this might
    be the way to go until you qualify for Medicare.
  • Retiree health insurance. Some companies offer
    retiree health insurance to long-tenured
    employees. To qualify, your age plus your years
    of service might need to pass a certain
    threshold. Some programs may subsidize a portion
    of your health insurance premium until Medicare
    kicks in.
  • Part-time job. A part-time job might provide the
    health insurance you need until you are old
    enough to qualify for Medicare.

34
Health Insurance for Early Retirees Some
Options US News Money February 2012
  • Spouses insurance. If you have a working spouse
    whose employer offers a family health care plan,
    this is another way to fill in the health
    insurance gap. The premium is generally much less
    than buying insurance privately.
  • Private insurance. This is a very costly option
    because you do not receive any group discounts.
  • On demand health care. This might be a good
    option if you are young and relatively healthy.
    On demand health care clinics offer an affordable
    option for everyday health problems.But this may
    not be a good option for older people because
    long-term illnesses may crop up.

35
Health Insurance for Early RetireesSome
Considerations Need to Monitor Public Policy
  • The Affordable Care Act provides 5 billion in
    financial assistance to employers to help them
    maintain coverage for early retirees age 55 and
    older who are not yet eligible for Medicare. 5
    of the companies approved to date have been
    non-profits.
  • This temporary program is projected to end on
    January 1, 2014 when early retirees will be able
    to choose from the additional coverage options
    that will be available in the health insurance
    exchanges
  • Uncertainty currently exists around the status of
    the Affordable Care Act and the implementation
    of the exchanges
  • Finding affordable health care is a huge problem
    for early retirees, and there is no easy way to
    avoid the high price. Perhaps we will have more
    options when the health insurance exchanges
    become operational. Joe Udo, Health Insurance
    Options for Early Retirees, US News Money,
    February 2012

36
Health Insurance for Early Retirees Consider
Including Retirees in Your Group Health Plan
  • Benefit - Giving early retirees (i.e., retiring
    before Medicare eligibility) the option to
    continue to get their health insurance through
    the organizations group plan.
  • Reasons to offer this benefit
  • A thank you for years of service
  • A way to retain competent staff

37
United Ways That Provide Health Benefits to
Retirees
Examples
  • Four UWs indicated that their retiree benefits
    will be ending or phasing out soon.
  • Four reported that their retiree benefits include
    supplemental health insurance.
  • Three said that the retiree pays full premium but
    gets employee rates.
  • Two UWs said that their retiree benefits cover
    50 of the premiums.

Source 2010 United Way Human Capital Study,
Part II Organizational Questionnaire, Benefits
Section
38
Health Insurance for Early RetireesBut There is
Interest in Sharing Information
  • UW Listserv POST
  • Our current personnel policy offers United Way
    retirees the option to continue their
    health insurance through our group. We are
    considering an added bonus of possibly paying a
    small percentage of their individual coverage. We
    appreciate input.
  • Other comments on the post
  •  We do not do this but have looked at the
    possibility...I would be interested in seeing the
    details
  • I wish ours did but we do not. This has been
    discussed among LUWs before on the ListServ and
    generally, the consensus was that most did not.
  • The four United Ways that indicated on the
    Listserv that they offer this benefit have agreed
    to describe their programs.

39
Health Insurance for Early Retirees Four United
Ways Offering This Benefit
  1. United Way of the Greater Capital Region, Albany
    NY (Metro 2) - Offers early retirees the option
    to continue to get health insurance through the
    group plan, with the organization paying a
    percentage of the individual premium.
  2. United Way of Central Alabama, Birmingham, AL
    (Metro 1) --Offers retiree coverage thru age 65,
    with a percentage of the premium paid by the
    organization based on tenure.
  3. United Way of Greater Cleveland, Cleveland OH
    (Metro 1) - Offers retiree coverage, with the
    retirees paying 100 percent of the premium. 
  4. United Way of Central Indiana, Indianapolis, IN
    (Metro 1) - Offers early retiree coverage, with
    the retirees paying the full cost of their
    coverage.

40
United Way of the Greater Capital RegionAlbany,
New York (John Roche)
  • WHAT IS OFFERED Early retirees have the
    opportunity to participate in the organizations
    group health and dental plans UW pays 50 of
    the cost (fixed at the time of retirement) of the
    retirees medical insurance the retiree pays
    the full share of the dental cost. This plan was
    established in May 2011.
  • ELIGIBILITY FOR BENEFIT
  • An employee who retires early with 20 years or
    more of service and is at least age 62.
  • The retiree may participate in the plan for up to
    3 years or until he/she qualifies for Medicare.
  •  

41
United Way of the Greater Capital RegionAlbany,
New York
  • CURRENT NUMBER OF PARTICIPANTS 3 (2 after May
    2011 and 1 prior retiree).
  • EVALUATION OF BENEFIT Relatively new seems to
    be working well.
  • ISSUES TO CONSIDER Portability - one retiree in
    the plan spends part of the year in another state
    UW uses an outside consultant to work out this
    coverage issue with the retiree and provider.
  • POTENTIAL OBSTACLES Any added cost is a
    financial burden but the number receiving this
    benefit is low only 3 people currently 2
    people in next 2 years and 1 in next 5 years.

42
United Way of Central Alabama Birmingham, Alabama
(Tamara Calvert)
  • WHAT IS OFFERED Group health insurance coverage
    for early retirees. 43 agencies participate in
    the United Ways self insured health plan (not
    all cover retirees). For these agencies, UW
    administers the employee health insurance plan
    only, not any post-retirement programs.
  • ELIGIBILITY FOR BENEFITS
  • One must be fifty-five (55) years of age or
    older.
  • One must have at least five (5) years of
    continuous service with United Way of Central
    Alabama, Inc. and/or a member agency.
  • Payment arrangements
  • Eligible participants with five (5) but less than
    fifteen (15) years of service will be responsible
    for the full premium payment.
  • For employees who meet the age requirements and
    have at least fifteen years of service, United
    Way will pay a percentage of the premium equal to
    the current amount being paid for full-time,
    active employees .

43
United Way of Central Alabama Birmingham, Alabama
  • ELIGILITY FOR BENEFITS (CONT.)
  • Benefits for spouses
  • A spouse who is under the age of 65 while the
    retiree is over age 65, may be covered until the
    spouse becomes Medicare eligible or for seven (7)
    years, whichever comes first.
  • If the retiree dies before the age of 65 , the
    spouse will be eligible for COBRA for three (3)
    years.
  • If the employee dies before the age of 55, the
    spouse will be eligible for COBRA for three (3)
    years.
  • If the retiree is under 65 and the spouse is over
    65, the spouse will be entitled to receive group
    benefits as primary coverage and Medicare as
    secondary coverage, as long as the retiree is
    receiving group health insurance coverage.

44
United Way of Central Alabama Birmingham, Alabama
  • CURRENT NUMBER IN PLAN 1 (have had up to 6)
  • EVALUATION OF BENEFIT Great no problems
    encountered
  • ISSUES TO CONSIDER An actuary reviews funding
    for post-retirement plan each year
  • POTENTIAL OBSTACLES It is important to make sure
    the plan is funded for future early retirees. 
    Funds need to be set aside in order to fund the
    benefit for those that may take early retirement
    as well as their spouses if written into the
    plan.

45
United Way of the Greater ClevelandCleveland
Ohio (Suzanne Bloomfield)
  • WHAT IS OFFERED
  • Retirees have the ability to purchase a group
    medical insurance plan or a supplemental health
    insurance plan, depending upon their age.
  • Retirees are also offered two life insurance
    policies (a 1,000 policy and a policy equal to
    50 of their ending salary at time of retirement)
  • The UW administers these plans for their funded
    agencies and other health and human service
    agencies.  A total of 95 organizations are
    involved in the medical, dental, and vision
    plans.
  • ELIGIBILITY FOR BENEFITS
  • If over 65, retiree can purchase supplemental
    health insurance plan
  • If under 65, retirees can purchase the group
    medical insurance plan if they are enrolled in
    that plan at the time of retirement
  • CURRENT RETIREES IN PLAN
  • Retiree health insurance - 6
  • Retiree life insurance - 48

46
United Way of the Greater ClevelandCleveland,
Ohio
  • EVALUATION OF BENEFIT
  • The group health insurance plan for retirees is
    working very well.  The retirees pay 100 of the
    premium.
  • Retiree life insurance policies there is
    concern about maintaining these policies in the
    future due to the higher costs
  • ISSUES TO CONSIDER
  • The 6 retirees in the group medical insurance
    plan are not driving premium levels since UW has
    a large agency group alliance with several
    thousand participants. 
  • Retiree group life insurance benefits will need
    to be reviewed -- the ratio of active staff to
    retirees is becoming less balanced and driving up
    costs.

47
United Way of Central IndianaIndianapolis,
Indiana (Kennethe Vaughn)
  • WHAT IS OFFERED Early retirees have the
    opportunity to purchase the organizations group
    health insurance coverage.
  • ELIGIBILITY FOR BENEFIT
  • This early retiree health plan is available to
    United Way staff only (not agencies)
  • Medical coverage only is available for retirees
    under age 65 but at least age 55 and have a
    minimum of 10 years of service with the United
    Way of Central Indiana. Coverage is terminated
    upon attainment of Medicare eligibility.
  • Retirees pay full cost of coverage  
  • This retiree plan is added to the eligibility
    section of the United Way contract with the
    insurer.

48
United Way of Central IndianaIndianapolis,
Indiana
  • CURRENT RETIREES IN PLAN 2 (others aged out)
  • EVALUATION OF BENEFIT Works great not a
    burden part of the group health plan. Do
    direct billing of retirees and have had no
    problems
  • ISSUES TO CONSIDER Limiting exposure The UW
    has very few retirees but those that do not have
    other options take the benefit. Maximum exposure
    is for 10 years. 
  • POTENTIAL OBSTACLES We are fully insured so the
    risks are minimized.  If we were self insured, we
    would have to look at a stop-loss policy to
    protect us from potential catastrophic claims
    since they are more common in newborns and the
    elderly.

49
Health Insurance for Early RetireesSummary
  • Similarities among the examples
  • The benefit is offered until Medicare eligibility
  • Relatively low impact on budget evidenced
  • Differences among the examples
  • Percentage of premium paid by the United Way
  • Eligibility criteria related to years of service
    and age of the retiree

50
Retirement Planning Resources United Way HR
Professionals Presenting Today
  • Contact Information
  • Jane Grady, Vice President Human Resources,
    United Way of Massachusetts Bay and Merrimack
    Valley, Boston MA 617-624-8202
    jgrady_at_supportunitedway.org
  • John Roche, Director of Human Resources and
    Administration, United Way of the Greater Capital
    Region, Albany 518-456-2200 x117
    jroche_at_unitedwaygcr.org
  • Tamara Calvert, Human Resources Director, United
    Way of Central Alabama, Birmingham, AL
    205-251-5131 tcalvert_at_uwca.org
  • Suzanne Bloomfield, Director Human Resources/EO,
    United Way of Greater Cleveland, Cleveland, OH
    216-436-2111 sbloomfield_at_unitedwaycleveland.org
  • Kennethe Vaughn, Vice President, Talent
    Management and  Diversity, United Way of Central
    Indiana, Indianapolis, IN 317-923-1466
    kennethe.vaughn_at_uwci.org

51
Retirement Planning Resources (cont.)
  • Two UWRA booklets electronic version on UWRA
    website (www.UWRA.org) and available in hard copy
    by contacting the UWRA office
  • Its Never too Early or Too Late to Plan for Your
    Retirement
  • helpful resources are listed in the back of this
    publication and on the UWRA website
  • Choosing a Financial Advisor
  • Booklets distributed in 2008 to over 1200 local
    United Ways for each of their 20,000 employees
    and to all UWRA members. This publication was
    made possible by a grant from the UWRA endowment

UWRA
51
52
Retirement Planning Resources (cont.)
  • UWRA Website www.UWRA.org
  • List of helpful resources including Retirement
    Calculators
  • Links to Social Security information http//www.s
    sa.gov.  Such as
  • Retirement Benefits booklets http//ssa.gov/pubs/
    10035.html.  
  • Retirement Planner http//www.ssa.gov/retire2/
  • Calculators http//www.ssa.gov/planners/benefitca
    lculators.htm
  • Normal retirement age" (NRA)
    http//www.ssa.gov/oact/progdata/nra.html
  • To receive full social security retirement
    benefits one must be of normal retirement age,
    which varies from age 65 to age 67, based on the
    year of ones birth
  • Anything missing on our website send us the
    link!

UWRA
52
53
Successful Retirement Multiple Factors and
Considerations
54
To Avoid ThisTune into next Webinaron the
Retirement Planning Process
55
UWRA Webinar Series
  • Planning for Retirement in an Era of
    Uncertainly!! Archived Webinar on www.UWRA.org
    under Retirement section
  • Helping United Way Staff Plan for Retirement
    geared to CEOs HR professionals (this Webinar
    will be archived)
  • The Retirement Planning Process, Including Estate
    Planning The process, common misconceptions and
    personal values
  • Transition into Retirement/Life in Retirement
  • Financial Planning
  • Healthcare Options
  • Understanding Medicare Social Security
  • FYI Archived Webinar by the Heritage Institute
    on The Elements of Heritage Planning _at_
    http//www.ustream.tv/recorded/13064292

UWRA
55
56
QUESTIONS???
  • Questions for you
  • Have ideas other than those mentioned to pass
    along to United Way colleagues? Email us
    Uwra_at_unitedway.org
  • Does your United Way involve United Way staff
    alumni in any way? Volunteering? Gatherings?
    Benefits?

57
QUESTIONS???
  • Questions for us?

58
THE END Thank You!
About PowerShow.com