Manufacturing firms' decisions regarding retiree health insurance

The trend for employers to discontinue offering retiree health insurance has profound implications for a large and growing share of the U.S. older population. The authors explore factors related to the firm's decision to offer and contribute to retiree health insurance using data from manufacturing firms. Their findings indicate that while firm characteristics, such as size and age, affect the probability that a firm offers retiree health insurance, employer contributions to this benefit are significantly related to the firm's financial performance and the alternative insurance options available in the market. The article concludes with a brief discussion of policy-related measures with potentially important implications for the future of retiree health benefits.     

Retiree health care benefits: new rules, new strategies.

Two recent court decisions in a retiree health care benefits age discrimination case are likely to bring changes to employer-sponsored retiree health care. After reviewing the cases and how the Equal Employment Opportunity Commission has responded to them, this article discusses employer implications. Although the court decisions add complexity to retiree health plan design, they also provide employers with the valuable opportunity to analyze the match between their retiree health plans and business needs.     

The impact of health care reform on older workers, retirees and employers

The Patient Protection and Affordable Care Act as amended by the Health Care and Education Reconciliation Act of 2010 impacts everyone who uses or pays for the health care system. Among the new law's effects will be changes in older workers' health care choices as they transition from full-time employees to part-time work or other jobs and, ultimately, to retirement, and the retiree health benefit choices facing their employers. This article reviews the major issues surrounding these changes, including those affecting retiree health benefits, benefits for Medicare-eligible retirees and health care options for older Americans not yet eligible for Medicare. The authors conclude that although employers will be reacting in 2010 and 2011 with regard to some issues surrounding FASB ASC 715-60 and the early retiree reinsurance program, employers should consider waiting to make major changes until regulations are issued and the health plans for active employees have been fully vetted.     

Communicating the need for additional savings in the face of retiree health benefit cutbacks.

In preparing for retirement, employees need to consider not only their pension benefits but also the challenge of financing their retirement health care needs. Various trends evolving in our society indicate that future retirees will be increasingly dependent on their own retirement savings. Evidence suggests that employees are not fully aware of the significance of health costs in retirement and must be educated to the need to save for retiree health care expenses. This article discusses the issues of Medicare reduction and retiree health benefit cutbacks and the relative communication and education challenges such issues pose to employers.     

The new retirement reality: calculating the true cost of retirement income adequacy

Recognizing that 401(k) plans are emerging as many employees' sole source of employer-sponsored retirement income, plan sponsors are increasingly adding paternalistic plan features to increase the amount--and effectiveness--of dollars invested in 401(k) accounts. The authors describe the results of a study they prepared for Hewitt Associates that assesses retirement income adequacy for individuals represented in a plan participant database of 1.8 million individuals. The study includes analysis of retirement income adequacy for the aggregate population as well as the results for different subgroups, reflecting factors such as whether individuals actively contribute; the impact of different levels of retiree medical coverage; and the presence of a defined benefit pension. Finally, the authors discuss how plan sponsors can bolster the adequacy of retirement income from 401(k) plans, depending on employer objectives.     

Alternatives to traditional Medicare: Medicare Part C poised to prosper

Recent events indicate that Medicare Part C (Medicare Advantage) plans are poised to prosper. Yet many employers express hesitation to offer Medicare Advantage, formerly known as Medicare+Choice, plans to their retirees because they are concerned about the potential withdrawal of those plans if there is a reversal of federal funding rules. This article addresses those concerns. It provides a historical overview of Medicare Part C and describes the impact of the most recent agency guidance. The author cites plan trends, raises employer implications and concludes that Medicare Advantage plans will continue to expand, possibly facilitated by employers as they implement leading-edge retiree medical designs.     

A sign of the times.

Pressure placed on employers to enhance the bottom line comes from a multitude of changes in the marketplace and has resulted in employers seeking to limit their liabilities and expenses for retiree medical care. To address retiree medical issues, employers have adapted a number of strategies that are presented in this article. These include eliminating or modifying benefits, using a defined contribution approach, capping subsidies and enrolling retirees in Medicare HMOs.     

Adverse Selection and the Capped Premium Subsidy in the Federal Employees Health Benefits Program

This article examines the relationship between adverse selection and the capped premium subsidy in the Federal Employees Health Benefit Program (FEHBP). Understanding this relationship is important, not only because the FEHBP is the largest employer‐sponsored health program in the United States, but also because it has been proposed as a market‐based model for the reform of both Medicare and the market for nongroup private coverage. We present a theoretical model of the FEHBP that we then test using enrollee data. In particular, we exploit the natural experiment that arises from variation in the premium subsidy cap across Metropolitan Statistical Areas (MSAs). Although the nominalsubsidy cap is constant across MSAs, its real value varies greatly across MSAs with different price levels. The empirical analysis herein supports the contention that the premium subsidy in the FEHBP helps reduce adverse selection.     

Accounting as discursive construction: The relationship between statement of financial accounting standards no. 106 and the dismantling of retiree health benefits

This study explores reductions in benefits that occurred coincident with the passage of Statement of Financial Accounting Standard 106 requiring companies to accrue a liability for unfunded retiree health benefits. Congressional hearings and the business press reveal two competing discursive constructions of the retiree health benefits crisis. The first portrayed them as moral obligations that firms were attempting to avoid, the second as unexpected liabilities threatening corporations. Drawing on the work of Skocpol (1992), Weber (1949, 1978) and Burawoy (1983, 1985), we argue that characterizing these benefits primarily as accounting liabilities reinforced the second construction, facilitating corporate efforts to roll back retiree health coverage.     

Determining the Optimum Guarantee Period for a One-Life Retirement Annuity

Abstract

We consider a risk averse retiree from a defined contribution plan who decides to purchase a onelife annuity with a guarantee period. Given the retiree has a bequest motive, we focus on the problem of determining the optimum length of the guarantee period. Assuming the retiree’s bequest function is proportional to his or her utility function, we determine necessary and/or sufficient conditions under which the retiree would choose an annuity with (i) no guarantee period, (ii) the maximum guarantee period, or (iii) an intermediate guarantee period.     

Can managed care reduce employers' retiree medical liability?

The Financial Accounting Standards Board (FASB) has forced U.S. companies to look squarely at their current retiree health obligations and their future commitments. Accounting Statement No. 106 (FAS 106) requires employers to accrue liabilities for retiree health benefits during employees' active service, rather than record the costs as benefits are paid. Employers are scrambling to find ways to reduce the statement's effect on corporate balance sheets. While managed health care has been increasingly employed to control benefit costs in active employee health plans, it has not been as popular in retiree plans. This article reviews important demographic and health trends in the retiree population and summarizes employers' early responses to FAS 106. It explores why managed health care has thus far played a limited role in reducing employers' postretirement medical liability, and offers insight into how that role could be increased in the future.     

Employer branding: Attracting and retaining talent in financial services

This study develops and investigates a framework for better understanding employer branding. More specifically, the overall purpose is to provide a deeper understanding on how employer branding is used to attract and retain talent. An extensive literature review leads to a proposed conceptual framework focusing on two key research questions: How can the relationship between corporate branding, internal branding and employer branding in service industries be described? And, How can the role of corporate values in delivering the brand promise be described? A qualitative, case study approach is used to collect data from a financial services company in Sweden. The data collected and analyzed reveals that the areas of employer, internal and corporate branding are not mutually exclusive, but instead an intertwined collection of branding issues that together form the corporation’s core values. All of this together is what allows the corporation to in turn deliver its brand(s) promise to several stakeholder groups.     

Scale Economies in Credit Unions: Accounting for Subsidies Is Important

In 1998, the Credit Union Services Corporation Australia Limited (CUSCAL) recommended that Australian credit unions with assets below $5 million should consider merging with larger credit unions. This industry position is at odds with empirical studies, which find little evidence of increasing returns to scale in credit unions. However, an important bias in previous studies of scale economies in credit unions has been the omission of credit union subsidies. This paper shows that the failure to account for subsidies biases the results toward finding diseconomies of scale. After correcting for the subsidy bias, there is very strong evidence of increasing returns to scale in a sample of New South Wales credit unions, supporting the industry recommendation.     

Decision time for retiree medical accounting

An employer's initial response to the new accounting rules for employer-sponsored retiree medical plans can irreversibly shape the retiree medical costs and liabilities that will emerge over the next several decades.     

Maximum Withdrawal Rates: A Novel and Useful Tool

Even after accumulating a portfolio of investment assets, retirees still need to know how much of their wealth they can spend each year without risking running out of money before they die. Traditionally, financial advisers use extensive simulation to predict a “failure rate” (i.e. the probability of a retiree running out of money before they die). Unfortunately, the failure rate approach is flawed because strategies with the same failure rate may not be comparable overall. For example, different withdrawal strategies may have the same failure rate but wind up leaving significantly different amounts of wealth behind. Instead of failure rate, this author recommends using the maximum withdrawal rate, or MWR, approach that predetermines a desired bequest (which could be zero or some positive sum), thus enabling an apples‐to‐apples comparison of retirement strategies. In addition to permitting direct comparisons of retirement strategies, the MWR provides a way to assess how likely a retiree is to sustain a target sequence of inflation‐adjusted withdrawals. This is the main advantage of the MWR; it is a single tool that can be used to explore two of the most important issues in retirement analysis. The MWR as presented here is essentially a measure of the best a retiree could have done had he known the future returns of his portfolio. Obviously, one cannot be sure of future rates of return ahead of time, so the MWR does not eliminate all retirement risk. That said, its adoption would be an improvement upon current practice.