United Way Retirees Association Helping United Way Staff Plan for Retirement

United Way Retirees Association

Helping United Way Staff

Plan for Retirement

United Way Retirees Association

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Webinar Logistics

• If your computer has sound capability, are your speakers turned on and is your volume up?

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• 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

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Agenda*

1. The Whys Behind This Webinar

2. Goals Of This Webinar

3. 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

4. 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.

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Today’s 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)

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Today’s 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)

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Poll Question - Audience

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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

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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

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The Whys Behind This WebinarBrief Recap – Research Shows…

• Knowledge of retirement issues is positively related to one’s 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!)

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Poll Question – Age Group

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The Whys Behind This Webinar Age Composition of United Way Workforce

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The Whys Behind This Webinar Pending Retirements Within UW Workforce

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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. Let’s 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. Let’s revise our priorities

• Would welcome ideas for education programs segmented by age -

finding younger employees are engaged more in retirement planning than previously. Let’s start sharing more information

• Retirement counseling has not been offered for quite a few years - think

such a program would enhance services to employees. Let’s 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 Let’s have a dialogue

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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

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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

Let’s look at some basic definitions, United Way statistics and issues around Defined Contribution Plans

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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

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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

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Financial Benefits Offered to Employees (All UWs)

Source: 2010 United Way Human Capital Study, Part II Organizational Questionnaire, Benefits Section

55%

38%28% 27%

20%

8%4% 3%

12%

0%10%20%30%40%50%

60%70%80%90%

100%

Free p

arki

ng/subsi

dized p

arkin

g

Defin

ed c

ontributio

n pla

n (403b

w/m

atch

)

Defin

ed b

enefit

plan (p

ensio

n pla

n)

Defin

ed c

ontributio

n pla

n (403b

w/o

mat

ch)

Tuition re

imburs

emen

t

Credit

union

Pre-p

aid le

gal s

ervi

ces

Pre-p

aid fi

nanci

al p

lannin

g

Oth

er

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Defined Contribution Plan (403b with Match)

UWs Offering This Benefit

14%

18%

26%

58%

32%

54%

35%

63%

25%

47%

38%

0% 25% 50% 75% 100%

VIII

VII

VI

V

IV

III

II

I

Metro V-X

Metro I-IV

All UWsEmployer Match

0

10

20

30

1 2 33.5 4 5 6

6.8 77.5 8 10 14 15

% Contribution

# U

Ws

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Financial Benefits for All Staff


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Defined Benefit and Defined Contribution Plans without Match

Financial Benefits for All Staff


UWs Offering Defined Contribution Plans (403b without match)

0%

13%

13%

25%

38%

31%

52%

23%

13%

35%

27%

0% 25% 50% 75% 100%

VIII

VII

VI

V

IV

III

II

I

Metro V-X

Metro I-IV

All UWs

UWs Offering Defined Benefit Plans (Pension Plans)

5%

15%

24%

21%

40%

25%

35%

41%

16%

35%

28%

0% 25% 50% 75% 100%

VIII

VII

VI

V

IV

III

II

I

Metro V-X

Metro I-IV

All UWs

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

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United Way StatisticsSome Takeaways – Defined Contribution Plans

1. 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

2. 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

3. Why offer a defined contribution plan?

• To encourage staff to save for retirement

• To attract and retain talent

4. 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

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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

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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

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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 one’s retirement objectives.

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Key Considerations for EmployeesDefined Contribution Plans

• If offered, one should make sure a sufficient amount is contributed to one’s defined contribution plan to draw down the full organization match, allowing one to take greater advantage of tax benefits

• If one’s 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.

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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”

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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:

1. Quarterly enrollment meetings. New employees are required to attend.

2. Individual, one-to-one meetings with a certified financial advisor to discuss retirement goals, investments, portfolio models, concerns, etc.

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Retirement Planning EducationUW 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

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HOW IT’S 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. That’s the job of the retirement plan provider – let the provider educate employees

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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 don’t get the services you need

• It’s 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.

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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 won’t 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.

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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.

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Health Insurance for Early Retirees Some Options – US News Money February 2012

• Spouse’s 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.

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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

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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 organization’s group plan.

• Reasons to offer this benefit:

A thank you for years of service

A way to retain competent staff

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United Ways That Provide Health Benefits to Retirees


6%9%

1%

22%

10%

1% 2% 4%0% 0% 0%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

All UWs Metro I-IV

Metro V-X

I II III IV V VI VII VIII

• 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.

Examples

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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.

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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.

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United Way of the Greater Capital RegionAlbany, New York (John Roche)

WHAT IS OFFERED: Early retirees have the opportunity to participate in the organization’s group health and dental plans – UW pays 50 % of the cost (fixed at the time of retirement) of the retiree’s 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.

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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.

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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 Way’s 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 .

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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.

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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.

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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

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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.

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United Way of Central IndianaIndianapolis, Indiana (Kennethe Vaughn)

WHAT IS OFFERED: Early retirees have the opportunity to purchase the organization’s 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.

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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.

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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

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Retirement Planning Resources United Way HR Professionals Presenting Today

Contact Information

1.Jane Grady, Vice President Human Resources, United Way of Massachusetts Bay and Merrimack Valley, Boston MA; 617-624-8202 ; [email protected]

2.John Roche, Director of Human Resources and Administration, United Way of the Greater Capital Region, Albany; 518-456-2200 x117; [email protected]

3.Tamara Calvert, Human Resources Director, United Way of Central Alabama, Birmingham, AL; 205-251-5131; [email protected]

4.Suzanne Bloomfield, Director Human Resources/EO, United Way of Greater Cleveland, Cleveland, OH; 216-436-2111; [email protected]

5.Kennethe Vaughn, Vice President, Talent Management and Diversity, United Way of Central Indiana, Indianapolis, IN; 317-923-1466; [email protected]

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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:

1. It’s 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

2. 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

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Retirement Planning Resources (cont.)

• UWRA Website: www.UWRA.org–List of helpful resources including Retirement Calculators

–Links to Social Security information: http://www.ssa.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/benefitcalculators.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 one’s birth

Anything missing on our website – send us the link!

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Successful Retirement Multiple Factors and Considerations

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To Avoid This…Tune into next Webinaron the Retirement Planning Process

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UWRA Webinar Series

1. Planning for Retirement in an Era of Uncertainly!! Archived Webinar on www.UWRA.org under Retirement section

2. Helping United Way Staff Plan for Retirement – geared to CEOs & HR professionals (this Webinar will be archived)

3. The Retirement Planning Process, Including Estate Planning – The process, common misconceptions and personal values

4. Transition into Retirement/Life in Retirement

5. Financial Planning

6. Healthcare Options

7. Understanding Medicare & Social Security

* FYI Archived Webinar by the Heritage Institute on The Elements of Heritage Planning @ http://www.ustream.tv/recorded/13064292

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QUESTIONS???

•Questions for you…

Have ideas other than those mentioned to pass along to United Way colleagues? Email us: [email protected]

Does your United Way involve United Way staff alumni in any way? Volunteering? Gatherings? Benefits?

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QUESTIONS???

•Questions for us?

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THE END – Thank You!

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United Way Retirees Association Helping United Way Staff Plan for Retirement

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