By Carrie Schwab-Pomerantz, Charles Schwab & Co.
Employee benefits are an important part of your total compensation.
From health to life to disability insurance and a whole lot more, use Open Enrollment to make sure you understand and take advantage of what’s offered.
A benefits tune-up this fall can be the best foundation for your finances all year-round.
It’s Open Enrollment time and I have a question for you: Are you taking full advantage of your employee benefits? To me, employee benefits play a significant part in your financial life and staying on top of what’s offered is as important as staying on top of your investments.
Open Enrollment gives you the opportunity to make sure you’re maximizing what’s offered. So don’t just assume that what worked in the past is fine for the future. Review this list of benefits to make sure you’re not missing out.
Health insurance: One of the most important to review yearly
You never want to be complacent about health insurance, especially with healthcare costs — and insurance premiums — going up. Even if you’re lucky enough to have health insurance through your employer, review your choices to make sure you’re getting the best trade-off between comprehensive and cost-effective coverage.
For instance, do you have a choice between a Preferred Provider Organization (PPO) and a Health Maintenance Organization (HMO)? A PPO usually offers more flexibility, while an HMO may have lower monthly premiums and additional benefits in exchange for getting healthcare services within a plan’s provider network. It’s worthwhile to do a thorough cost comparison of each, including premiums, deductibles, co-payments, co-insurance and out-of-pocket maximums.
If you have a high-deductible health plan (at least $1,350 for an individual, $2,700 for a family), check out the features of a Health Savings Account (HSA). An HSA operates somewhat like an IRA for medical expenses. For 2019, the annual limit on tax-deductible contributions is $7,000 for a family and $3,500 for individuals with self-only coverage, with a $1,000 catch-up contribution for age 55 plus.
In addition to the upfront tax-deduction, money can be withdrawn from an HSA tax-free for qualified medical expenses including deductibles, copayments, prescriptions and fees for medical services. Plus, there’s no “use-it-or-lose-it” annual catch as with a flexible spending account (FSA). Unused money can continue to grow tax-deferred, and you’ll often have a number of investment choices.
As you review your choices, be sure to coordinate with your spouse or partner. If you have a choice between employer plans, examine them carefully. You may even be able to mix and match. For instance, one plan may offer low-cost vision or dental coverage that the other doesn’t. All this research takes some effort, but it’s absolutely worth it.
Life insurance: The good, the bad, and the difficult
Group term life insurance can be a good news/bad news story. On the plus side, as an employee, some level of basic coverage is generally free or low-cost, and you’re not required to undergo a physical exam to qualify — a plus if your health is less than average.
On the less positive side, the basic coverage is probably not sufficient, especially if you have a partner or young children who depend on you financially. In that case, consider a supplemental group policy or a private policy. If you’re in above average health, a private policy could be very reasonable, but in either case, you may have to go through additional underwriting that will often include a physical exam.
If you go with a group policy, find out if you can take the policy with you should you leave your job. While group policies are generally portable, there’s usually a short window of opportunity to keep it, as well as other restrictions.
If you’re in poor health and have the choice of a group policy, go for it. But don’t stop there. Use an insurance needs calculator help figure out if you require additional coverage. Then look into how to supplement what your employer offers.
Disability insurance: Dealing with the odds
Disability is more likely than death. In fact, it’s estimated that more than 1 in 4 of today’s 20-year-olds will become disabled before they retire. What will you do if you can’t work?
First, check to see if your company offers disability insurance and what kind. You may have just short-term coverage (up to two years). Even if you have long-term coverage, it may not be enough. Plus, disability insurance through your employer is generally not portable and will lapse when you leave the company.
But don’t let that stop you. By all means, take your company’s policy, especially if it’s free. Then, as an extra precaution, consider purchasing a private disability policy to cover at least 55 percent of your salary for 12 months.
Don’t overlook retirement
Annual enrollment is a great time to check in with your retirement goals. Are you on track? To me, contributing to a 401(k) up to the employer match is essential and the minimum you should do. The current annual 401(k) contribution limit is $18,500 (going up to $19,000 in 2019), with a $6,000 catch-up for age 50 plus. Use this time to increase your contribution as much as you can.
There may be more
Check to see if your company package includes:
A dependent care FSA — This lets you set aside pre-tax dollars up to a maximum of $5,000 per year per family as long as both spouses work, are looking for work, or are full-time students.
Partner benefits — Some companies offer health insurance to domestic partners.
Long-term care insurance — If offered, the most cost-effective time to purchase a policy is between ages 50 and 65.
Group legal services — An employer may also offer basic legal services for a low monthly cost.
While we’re talking about Open Enrollment, I want to remind anyone with Medicare that October 15 to December 7, 2018, is your window of opportunity to make changes to Medicare Advantage and prescription drug plans.
Yes, it’s a lot of detail, but think of it this way: A benefits tune-up this fall can be the best foundation for your finances all year-round.
Lawton Retirement Plan Consultants, LLC (LRPC) Monday Morning Minute is crafted to provide decision-makers with important information about the economy, investments and corporate retirement plans in a format that allows a reader to consume the information in less than 60 seconds. As an independent, objective investment adviser, LRPC has access to many sources of research and shares the best and most relevant information with its readers each week.
Lawton Retirement Plan Consultants, LLC (LRPC) is a Milwaukee, Wisconsin-based independent, objective Registered Investment Adviser (RIA) providing investment advisory, fiduciary compliance, employee education, provider management and plan design services to employer retirement plan sponsors. The firm specializes in Socially Responsible Investment (SRI) strategies for retirement plans and is a pioneer in the field. LRPC currently has contracts in place to provide consulting services on nearly $475 million in plan assets. For more information, please contact Robert C. Lawton at (414) 828-4015 or firstname.lastname@example.org or visit the firm’s website at http://www.lawtonrpc.com. Lawton Retirement Plan Consultants, LLC is a Wisconsin Registered Investment Adviser.
This information was developed as a general guide to educate plan sponsors and is not intended as authoritative guidance, tax, legal or investment advice. Each plan has unique requirements and you should consult your attorney or tax adviser for guidance on your specific situation. In no way does Lawton Retirement Plan Consultants, LLC assure that, by using the information provided, a plan sponsor will be in compliance with ERISA regulations. Investors should carefully consider investment objectives, risks, charges, and expenses. The statements in this publication are the opinions and beliefs of the commentator expressed when the commentary was made and are not intended to represent that person’s opinions and beliefs at any other time. The commentary does not necessarily reflect the opinion of Lawton Retirement Plan Consultants, LLC and should not be construed as recommendations or investment advice. Lawton Retirement Plan Consultants, LLC offers no tax, legal or accounting advice and any advice contained herein is not specific to any individual, entity or retirement plan, but rather general in nature and, therefore, should not be relied upon for specific investment situations. Lawton Retirement Plan Consultants, LLC is a Wisconsin Registered Investment Adviser and accepts clients outside of Wisconsin based upon applicable state registration regulations and the “de minimus” exception.
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