Headlines about "Work-life issues"

Gathered from the web by the editors at BenefitsLink.com.
[Official Guidance] Text of Executive Order: Non-Retaliation for Disclosure of Compensation Information
Excerpt: "The [federal government] contractor will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or another employee or applicant. This provision shall not apply to instances in which an employee who has access to the compensation information of other employees or applicants as a part of such employee's essential job functions discloses the compensation of such other employees or applicants to individuals who do not otherwise have access to such information, unless such disclosure is in response to a formal complaint or charge, in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or is consistent with the contractor's legal duty to furnish information." (Executive Office of the President)

Workplace Flexibility Still a Pipe Dream for Most
"[R]ecent data ... shows flexible arrangements aren't being offered to most employees, and finds employers' flexible-work options are too limited in scope and type to be effective.... What's more, when flexibility is made available, it's usually designed to enable employees to move their work in time or location, but not to reduce work expectations or provide temporary leaves from jobs -- additional adjustments experts say are needed to fill out the entire option menu and truly meet the needs of today's more mobile, knowledge-based employees." (Human Resource Executive Online)

Wellness and the ACA: It's Not as Bad as You Fear!
Useful 9-page outline describing the May 29, 2013 final regulations. (WellnessRebates)

The Future of Wellness: Three Trends That Will Soon Be Everywhere
"Here are three tech-based wellness options HR pros should keep an eye on -- and think about adopting some time in the near future: 1. Gamification.... 62% of employers already use gamification in some way to promote health engagement among employees ... 2. Mobile technology offerings.... [F]or many employees, few items play as important a role in their everyday activities as their smartphones. 3. Social media.components. From major social networking sites (Facebook, Twitter, etc.) to health-based blogs and RSS feeds, there are a host of social tools employers can incorporate into their wellness plans. And the beauty of social networking tools is employers can use them to create communities among small or large segments of workers." (HR Benefits Alert)

Stated Preference Analysis of Full and Partial Retirement in the U.S.
"The models developed to explain the retirement decisions of older workers are typically estimated using data on actual retirement behavior, from which it is difficult to identify the retirement options available to employees.... [This study uses] stated preference data to identify the preferences of individuals for full and partial retirement plans.... [The authors] analyze how the choices vary with financial incentives and other factors." (Tunga Kantarci and Arthur Van Soest via SSRN)

The Effects of Partial Retirement on Health
"We find that working part-time or full-time deteriorates overall health and memory skills. On the other hand, part-time and full-time working reduces body weight, and part-time white-collar work substantially improves the word recall score. Part-time and full-time workers are also less prone to depression. In general, health status of the elderly responds to working part-time much more than it responds to working full-time, suggesting that the effect of number of hours worked on health outcomes is nonlinear." (Tunga Kantarci via SSRN)

2013 Talent Management and Rewards Study -- North America
"With health care reform underway, nearly half of U.S. employers (45%) are considering making changes to their total rewards programs or talent management strategies. Employers continue to take a conservative approach to funding their bonus pools and the average projected bonus funding for current-year performance is 87% of target." (Towers Watson)

The Rise of Semi-Retirement
"[A recent] survey found that 19 percent of respondents between ages 55 and 64 consider themselves to be semi-retired, and another 32 percent hope to move into semi-retirement before retiring full time. The idea of semi-retirement is also popular among younger people, with 43 percent of 25- to 34-year-olds and 41 percent of people between ages 35 and 44 hoping to semi-retire. Workers between ages 45 and 54 are slightly less inclined toward semi-retirement, with only 27 percent planning to do so." (U.S.News & World Report)

The Challenges of an Aging Workforce
"With [more baby boomers] opting to stay in the workforce, organizations will be able to continue reaping the benefits of their skills and institutional knowledge. An aging workforce brings far more than experience, however. Along with it comes a new slate of challenges and prejudices that must be addressed if employers hope to realize the full benefit of an increasingly mature workforce. From managing brief, yet damaging indignities, dubbed microaggressions, to accommodating physical limitations to offering flexible work schedules and retraining initiatives, employers are taking steps to ensure their aging population is able to remain on the job." (Human Resource Executive Online)

Welcome to the 72-Hour Work Week
"[A] recent survey of 483 executives, managers, and professionals [found] that 60% of those who carry smartphones for work are connected to their jobs 13.5 or more hours a day on weekdays and about five hours on weekends, for a total of about 72 hours. Assuming these people sleep about seven and a half hours a night, that leaves only three hours a day Monday-Friday for them to do everything else (e.g. chores, exercise, grocery shop, family time, shower, relax). It also means they spend 62% of their waking hours every week connected to work (82% on weekdays). That seems like a lot." (Harvard Business Review; free registration required)

FMLA Stats Will Help Your Company Feel Better -- Unless You're in One of These Five Industries
"[T]he five industries where FMLA leave is most rampant ... Casinos (49% of employees take FMLA leave in a year), Health care (39%), Government (36%), Call centers (33%) and Manufacturing (23%). For comparison purposes, ... only 7% of employees in professional services firms take FMLA leave in a year -- one of the lowest industry percentages the study found." (HR Benefits Alert)

Supporting Family Caregivers with Progressive Workplace Leave Policies (PDF)
"Policy Recommendations: [1] Increase the reach of [FMLA] by expanding the relationships covered by the law to include domestic partners, parents-in-law, grandparents, and siblings. [2] Require employers to protect workers in businesses with fewer than 50 employees. [3] Adopt policies at the state level that exceed the current federal eligibility requirements for the FMLA. [4] Optimize worker productivity and retention at the federal, state, and local levels by promoting access to paid family leave insurance." (AARP Public Policy Institute)

Text of H.R. 2288: Commuter Parity Act of 2013 (Introduced Version)
"LIMITATION ON EXCLUSION- The amount of the fringe benefits which are provided by an employer to any employee and which may be excluded from gross income under subsection (a)(5) shall not exceed-- (A) $220 per month in the case of the aggregate of the benefits described in subparagraphs (A) and (B) of paragraph (1), (B) $220 per month in the case of qualified parking, and (C) $35 per month for qualified bicycle commuting reimbursement." [Introduced on June 7, 2013. The bill is similar to S. 1116.] (U.S. House of Representatives)

Retirement Will Kill You
'Teddy Roosevelt once said "the best prize that life has to offer is the chance to work hard at work worth doing.' Recent research suggests he may have been more right than he knew ... Our common perception is that retirement is a time when we can relax and take better care of ourselves after stressful careers. But what if work itself is beneficial to our health, as several recent studies suggest?" (Bloomberg)

Paid Sick Leave: Solving a Health Issue, or Yet Another Burden on Employers?
"Supporters say mandatory paid sick leave is a public health issue that will help prevent the spread of disease by allowing workers who are ill or have a sick child to stay home without fear of losing a day's wages or a job. Others see it as a matter of work-life balance that will enable workers to care for family members. But some employers argue that these laws raise their costs, which could prevent them from hiring new workers or even trigger layoffs." (Workforce; free registration required)

[Official Guidance] Text of OPM Proposed Regs on Phased Retirement for Federal Employees
"The purpose of phased retirement is to allow the Federal Government to continue to benefit from the services of experienced employees who might otherwise choose to retire. These proposed regulations inform agencies and employees about who may elect phased retirement, what benefits are provided in phased retirement, how an annuity is computed during and after phased retirement, and how employees fully retire from phased retirement." (Office of Personnel Management)

OPM Issues Guidance on How Federal Employees May Partially Retire
"All retirement-eligible employees working full time in federal service for the previous three years are eligible for phased retirement, OPM said, though the agency must consent to the arrangement. An employee 'does not have an entitlement' to partially retire.... These employees will receive half of the normal pay of the position, as well as half their normal retirement annuity.... Most other benefits -- such as health benefits, the Federal Employee Group Life Insurance benefit, survivor benefits and annuity garnishment protection -- are calculated as if the partial retiree were still a full-time employee." (Government Executive)

EEOC Discriminating Against Partnerships
"The EEOC in Washington will now decide whether to sue PwC to change its retirement policy. Law firms, medical practices and other partnerships should pay close attention. If the commission goes forward, it will mean that any partnership with a fixed retirement age could be cited next. It would also open the door to lawsuits from retired partners for backpay or re-employment." (Daniel Kessler in The Wall Street Journal; subscription may be required)

Lactation Discrimination Violates Title VII, Fifth Circuit Decides
"The Fifth Circuit's decision held that lactation was a medical condition related to pregnancy and childbirth because it was a physiological state caused by pregnancy and subsequent childbirth.... [T]he court distinguished cases about whether a failure to accommodate an employee who wanted to express milk at work in a particular way violated Title VII." (Workplace Prof Blog)

Governmental Workers Retiring in Greater Numbers
"[I]n at least some instances, the surge in retirements has caused shortages in employees with much needed experience, and/or transitional issues when senior employees are not able to train more junior people before leaving.... [T]o the extent that employers want to modify their retirement systems to encourage more employees to stay on, what are the options?" (Calhoun Law Group)

Valuing Good Health in Oregon:The Costs and Benefits of Earned Sick Days (PDF)
"Annually, Oregon employers are expected to expend about $107 million in providing new earned sick days for employees. This cost of the law for employers ... is equivalent in size to a $0.21 per hour increase in wages for employees receiving new leave, or about $7.17 per week for covered workers ... Providing new earned sick days is expected to yield benefits of $118 million annually for employers, ... a wage equivalent of a savings of $0.23 per hour, or about $7.90 per week for covered workers[.]" (Institute for Women's Policy Research)

Real-Life Examples of Simple, Low-Cost Work/Life Efforts
"Studies show that work/life programs can help improve employee engagement and productivity. But you may believe effective strategies are expensive and require a big-business budget. Not true. Some larger and midsize employers have created innovative, low-cost work/life practices that even small businesses can adopt." (Business Management Daily; free registration required)

Sixth Circuit Upholds Summary Judgment for Employers in Two Cases Brought by Terminated Pregnant Employees
"[These two cases] demonstrate that an employee's pregnancy does not immunize her from discipline or termination. This, of course, does not mean that a discipline or termination decision is not going to result in lengthy and costly litigation against a potentially sympathetic plaintiff. Nevertheless, particularly where legitimate business reasons -- whether they be economic or performance-based -- can be documented, the employer may be better served by taking the litigation risk rather than whatever risks may be associated with retaining the employee." (Porter Wright Morris & Arthur LLP)

Technical Progress, Sorting, and Early Retirement
"Technological progress has been shown to affect early retirement via two opposite forces. On the one hand, it increases real wages and, therefore, creates incentives to delay retirement. On the other hand, it causes an erosion of workers' skills, which raises the probability of early retirement." (Working Papers in Economics, Universitat de Barcelona via SSRN)

Connecting Work/Life Balance to Employee Turnover
"More than one in four employees at organizations not perceived to support work/life balance plan to leave their employers within the next two years, compared to 17 percent of employees who feel supported ... In addition to affecting turnover, the research showed that employees' perceptions on the matter can affect how they feel about their compensation. Among employees in the bottom quartile, 36 percent said they would agree with the statement, 'I believe I am paid fairly for what I do,' compared with 58 percent at the work/life balance-leading organizations." (Human Resource Executive Online)

Yahoo Expands Paid Maternity, Paternity Benefits
"Under Yahoo's new policy, new mothers and fathers can take up to 8 weeks of fully-paid leave. If a woman gave birth to the baby, she is entitled to an additional 8 weeks of paid leave, for a total of 16 weeks paid leave. Yahoo previously did not provide paid leave to fathers and the total amount of paid maternity leave varied from state to state, but was generally six weeks. New parents will now also get up to $500 for expenses such as child care and laundry[.]" (Reuters)

Reinstate Fun, Family Focus to Recruit and Retain
"As employees continue to feel more confident about changing jobs, employers once again are turning to nontraditional and sometimes unique job perks to help them meet their hiring needs and retain star staff members. A new wrinkle with this recovery: These aren't across-the-board, extra benefits to which everyone is entitled. More companies are customizing perks to suit the specific employees they have targeted for retention. Some hold out special benefits as rewards for a job well done." (Business Management Daily; free registration required)

DOL Lawsuit Highlights Simple Reality: Employers Who Ignore FMLA Regulations Face Severe Consequences
"The DOL's FY 2014 budget calls for more resources dedicated for FMLA enforcement, and the DOL's solicitor's office already has indicated we will see an increased number of FMLA lawsuits filed by the government in the time ahead. Moreover, as we see in this case, the DOL will not hesitate to seek a broad range of damages -- even reinstatement -- where appropriate. This reality makes it critical that employers self audit their FMLA policies, practices, and forms to ensure compliance with the FMLA and its regulations." (FMLA Insights)

Rising Work-Life Balance Concerns Tied to Employee Turnover Worldwide
"More than one in four employees (27 percent) at organizations that are not perceived to support work-life balance plan to leave their companies within the next two years ... That's compared to only 17 percent of those at companies that ranked among the top quartile for support of employees in achieving a reasonable balance between work and personal life. For an organization with 10,000 employees, a 10 percentage point reduction in turnover over two years would result in savings of $17.5 million[.]" (Hay Group)

Barriers to Later Retirement: Increases in the Full Retirement Age, Age Discrimination, and the Physical Challenges of Work
"[This study finds that] stronger state age discrimination protections increase employment and hiring for older workers caught by increases in the FRA [and] that physical challenges pose a barrier to extending work lives, although some workers with physically-demanding jobs are able to mitigate these demands -- either at new jobs or with the same employer. However, for the most part stronger age discrimination protections do not appear to contribute to older workers' ability to mitigate physical challenges at work." (University of Michigan Retirement Research Center)

U.S. House Hearing: 'Working Families Flexibility Act of 2013'
Video of subcommittee hearing on April 11, 2013. Includes links to testimony by various interested individuals. (Subcommittee on Workforce Protections, Committee on Education & the Workforce, U.S. House of Representatives)

House Republicans Say New Bill Would Provide Working Families More Flexibility
"The Working Families Flexibility Act of 2013: [1] Allows employers to offer employees a choice between cash wages and comp time for overtime hours worked.... [2] Protects employees by requiring the employer and the employee to complete a written agreement to use comp time ... [3] Retains all existing employee protections in current law, including the 40 hour work week and how overtime compensation is accrued.... [4] Allows employees to accrue up to 160 hours of comp time each year." (U.S. Rep. John Kline, Subcommittee on Heath, Employment, Labor and Pensions, Committee on Education & the Workforce, U.S. Senate)

U.S. Ranks 25 Out of 30 in Amount of Vacation Time Available to Employees
"On average, most Americans receive 10 days of paid time off and enjoy an additional 10 national holidays, such as Memorial Day, Fourth of July, and Labor Day. Of the 30 nations surveyed, ... the global average of annual leave and public entitlement to be 28 days, which is eight more days of additional paid time off than what the average U.S. worker receives." (Wolters Kluwer Law & Business)

Who Uses Out-of-Office Benefits More?
"[O]nly 37 percent of women regularly use employee benefits designed to help them meet demands outside the office, compared to 42 percent of men.... only 38 percent of women regularly use flexible-work arrangements, compared to 42 percent of men.... [O]ne-third of all working Americans (33 percent) say work interfering during personal or family time has a significant impact on their level of work stress and one in four report that job demands interfere with their ability to fulfill family or home responsibilities." (Human Resource Executive Online)

Maybe We Should Retire The Word 'Retire'
"Time was, the official portrait of a retired American included a steady, dependable pension; leisurely mornings puttering about the house in soft slippers -- maybe replacing the chain on the toilet tank ball or knitting a doorknob cozy ... No mas. 'I think the word "retired" needs to be retired,' says financial writer Kerry Hannon[.]" (National Public Radio)

Recruitment and Retention of Older Workers: Considerations for Employers
"This brief presents the motivational factors that drove companies to focus on older workers, the cultural contexts of businesses that have undertaken these practices, and the range of recruitment and retention practices and initiatives they used. Researchers offer suggestions to employers on the relevance of the findings to their own workplace practices, initiatives, and cultures." (National Center on Workforce Development/Adult)

Recruitment and Retention of Older Workers: Application to People with Disabilities
"This brief identifies strategies that can benefit both older workers and workers with disabilities. It describes each strategy that companies discussed in relation to older workers and makes a case for its effectiveness in employing workers with disabilities, offering action steps employers can take. The brief ends with recommendations for the disability community to better support businesses to employ people with disabilities. Including these practices in business operations will position employers to become more reflective of their diverse communities and the customers they strive to serve." (National Center on Workforce Development/Adult)

In 2012, for Every Person Aged 65 or Older, There Were Four People of Working Age in the EU27
"The old age dependency ratio in the EU27 increased from 21.1% in 1992 to 26.8% to 2012. During this period, the ratio rose in all Member States, except Ireland ... As a result, the total age dependency ratio in the EU27 grew slightly over the last two decades, from 49.5% in 1992 to 50.2% in 2012, meaning there are around two persons of working age for each dependent person. In the Member States, the total age dependency ratio in 2012 ranged from 39% in Slovakia to 56% in France and 55% in Sweden." (Eurostat via Perspective PensionSurveys)

Tackling Concerns of Independent Contractors in the Workforce
"[T]he Freelancers Union is one of the nation's fastest-growing labor organizations, with more than 200,000 members ... [It] doesn't bargain with employers, but it does address what is by far these workers' No. 1 concern, by providing them with affordable health insurance.... [M]any freelancers ... would rather have regular jobs, but companies will often hire them only as independent contractors. Companies find these workers less painful to dismiss and generally less costly because they rarely receive severance pay or benefits like health insurance or paid vacations." (The New York Times)

California Pregnancy Leave Is Supplemental to General Disability Rights (PDF)
"[W]here an employee has exhausted her leave under the [California Pregnancy Disability Leave Law] but remains disabled, the employer must still meet its obligation ... to accommodate any physical or mental disability of the employee -- including engaging in an interactive process in order to determine the availability and nature of any such accommodations. The employer need not furnish any such accommodation ... that would produce undue hardship to its operation. However, the availability of an undue hardship defense may be limited, since accommodations of pregnancy-related disabilities are likely to be of relatively short duration." (Schiff Hardin LLP)

Banning Work-from-Home Programs Not a One-Size-Fits-All Decision
"[F]ive questions employers should consider when evaluating their virtual work programs: [1] To what extent does the organization's strategy emphasize collaboration and innovation, and what tools does it have to encourage and enhance collaboration for those working virtually? ... [2] Are formal guidelines in place to help managers and employees evaluate whether a virtual work arrangement is appropriate for the role/employee, or are arrangements offered on an ad hoc basis? [3] How does offering a virtual work program impact employee attraction, engagement and retention, especially with high performing employees? What effect would eliminating this policy have? [4] Does the organization have managers who can successfully manage their teams, whether employees are working in or out of the office? [5] Are there tools in place to assess the effectiveness of virtual work, such as performance, engagement, retention, teamwork and cost/savings impact?" (Aon Hewitt)

Employers Slowly Enrich Programs for Older Workers
"To employers, ... older workers increasingly represent serious bottom-line expense and profitability issues. These financial issues may translate seniors' lifestyle aspirations into some impersonal statistics. But in terms of changing workplace programs and perceptions, dollars and cents may also drive change more quickly and effectively than any set of 'feel good' motivations." (U.S.News and World Report)

Michigan Bill Strikes at Paid Sick Leave Requirements
"Imagine owning a restaurant, a utility or any type of business that has locations in more than one municipality in Michigan -- and being forced to offer employees unequal amounts of paid sick time, depending on where each is located. Aside from the added benefits some employees would have over others, it could become what one Michigan Chamber of Commerce member called an administrative nightmare, and Republicans in Lansing are taking a pre-emptive strike at it right now." (Crain's Detroit Business)

[Guidance Overview] Portland, Ore. Requires Employers to Provide Paid Sick Leave Starting in 2014 to Employees Who Work in City
"Key aspects of the Portland ordinance include: [1] Employers with a minimum of six employees must provide paid leave ... Small employers -- those with a maximum of five employees -- must also provide sick time, but it may be unpaid. [2] Employees must receive a minimum of one hour of paid (or unpaid for small employers) sick time for every 30 hours of work performed.... The accrual is based on hours worked within the City of Portland. This includes employees not regularly employed in Portland but who occasionally perform services in Portland." (Davis Wright Tremaine LLP)

[Guidance Overview] Portland, Ore. Mandates Employer-Provided Sick Leave
"The new sick leave entitlements apply to all private-sector employers, regardless of location of the employer's primary place of business. The law goes into effect January 1, 2014. Under the leave law, private employers with at least six employees will be required to provide qualifying employees up to 40 hours of paid sick leave per year. Employers with fewer than six employees still must provide up to 40 hours of unpaid sick leave per year." (Jackson Lewis LLP)

Momentum Increases for Paid Sick Leave Laws
"Portland joins San Francisco, Milwaukee, Seattle and Long Beach, California, as well as the state of Connecticut, with enacted paid sick leave laws. New York City is expected to hold a hearing on a paid sick leave initiative on March 22. Earlier this year, bills providing paid sick leave have passed committees in both houses in Washington State; similar measures have been introduced in Vermont, Maryland and Philadelphia." (Leonard Street and Deinard)

Most Investment Clients Don't Want 'Vacation Retirements'
"Financial advisors should help clients plan to continue working after age 65 rather than for a 'vacation retirement,' says industry coach Mitch Anthony.... 'Retirement is an artificial finish line,' Anthony stressed. 'Somebody decided that at this age, you're done. Is there anyone ... who would like to tell yourself when you're done rather than have someone else tell you?'" (Financial Advisor)

How Alzheimer's Will Change Your Workplace
"According to the Alzheimer's Association, more than 5 million seniors in the U.S. have Alzheimer's, a figure that is expected to balloon to 6.7 million by 2025. That sets the stage for a shift in America's workplaces, forcing employers to find new ways to accommodate employees who need to care for loved ones." (U.S.News & World Report)

Bridging the Generation Gap in Professional Services (PDF)
"Work/life balance is very important to Gen Xers and millennials, especially after seeing their parents work long hours away from home.... Acknowledging that generation gaps exist is the first step in bridging that gap.... Structured brainstorming sessions centered around education will point out to management that different employees have different training needs, and some of those needs are generational." (Lane Gorman Trubitt PLLC)

Employees Willing to Pay for a Range of Voluntary Benefits
"With benefit costs outpacing inflation in many countries and employers unable to pass along these costs to employees, voluntary benefits represent an attractive option for employers who wish to reign in expenses while maintaining broad benefit offerings. Employees pay for these benefits, but often at discounted prices and with less underwriting compared to the same products in the open market. Mercer's Making Smart Benefit Choices Survey, conducted in 10 markets, shows which benefits employees would be most willing to pay for themselves." (Mercer)

Reversing Precedent, Pennsylvania High Court Rules Voluntary Early Retirees Entitled to Unemployment Benefits
"Overruling more than 30 years of precedent, the Pennsylvania Supreme Court has ruled that the 'voluntary layoff' provision of the Pennsylvania Unemployment Compensation Law permits employees to receive unemployment compensation benefits when they accept an early retirement incentive offered as part of a reduction in force. Earlier case law held that employees who received early retirement incentives in a reduction in force were not eligible to receive unemployment compensation." [Diehl v. Unemployment Compensation Bd. of Rev., No. 51 MAP 2011 (Pa. Dec. 28, 2012).] (Jackson Lewis LLP)

Five Ways Older Workers Benefit a Business
"Lots of people think a mature employee will bring higher benefits costs. This is simply not true. In most cases, mature employees have few or no dependents to cover on their insurance. With Medicare eligibility beginning at age 65, these employees may even have their own insurance and choose not to participate in the company's benefits plan. Depending on your company's policies, an older worker may not even require benefits coverage; in my experience, many mature employees prefer to work on a project basis or part time instead of full time." (Inc.)

Measures of Retirement Benefit Adequacy: Which, Why, for Whom, and How Much? (PDF)
"Key findings include: [1] Many of the next generation of retirees are facing a big drop in their standard of living when they retire.... [2] [T]here is a 29% chance median households will have positive wealth at death.... [3] Individuals need to be aware that attempts to over-simplify the retirement planning process can be very dangerous if used for personal decision making. [4] The most appropriate measure of retirement benefit adequacy depends on the stakeholder: plan sponsor/employer; financial planner/individual; public policymaker; or financial institution. [5] While it is much easier to plan for expected events, so-called 'shock events' must be taken into consideration since they are more likely to derail an individual's retirement plan, especially at lower income levels. For the median income individual, shocks are the biggest driver of asset depletion." (Society of Actuaries)

How Will Older People's Participation in the Labor Force Be Affected by the Coming Increase in the Full Retirement Age for Social Security?
"CBO expects that the share of older people who work will increase in the latter part of this decade in response to the scheduled increase in the full retirement age (FRA) for Social Security. As a result, economic output will be slightly greater and budget deficits slightly smaller than would otherwise be the case.... CBO expects that the effect of increasing the FRA from age 66 to age 67 will be similar to the effect of increasing it from age 65 to age 66." (Congressional Budget Office)

[Opinion] Prevent Debt in Future by Making Changes to Social Security Now
"As more boomers retire, Social Security will add increasingly to debt. By about 2033, the credits will be exhausted and benefits will have to be cut sharply. Because workers retiring in 2033 are already working and should plan for their retirement, we owe it to them to phase the necessary changes in gradually and avoid the sharp drop." (Brookings)

Why Is Age 65 Still a Retirement Peak Despite New Minimum of Age 66 for Full Social Security Benefit?
"When Social Security's Full Retirement Age (FRA) increased to age 66 for recent retirees, the peak retirement age increased with it. However, a large share of people continue to claim their Social Security benefits at age 65. This paper explores two potential explanations for the 'stickiness' of age 65 as a claiming age: Medicare eligibility and workers' lack of knowledge about their future Social Security benefits." (Center for Retirement Research at Boston College)

California Issues Amended Pregnancy Regulations, Extends Protections to 'Perceived' Pregnancy
"Amendments to California's pregnancy anti-discrimination regulations will extend coverage to 'perceived pregnancy,' defined as 'being regarded or treated by an employer or other covered entity as being pregnant or having a related medical condition.' With no additional guidance as to who is included in this protected class (which may include those who are not pregnant, but, because of a perception that they are, suffer adverse employment actions), it remains to be seen how the Department of Fair Employment and Housing Fair Employment and Housing Commission or California courts will interpret this term." (Jackson Lewis LLP)

Tax Elasticity of Labor Earnings for Older Individuals
"This paper studies the impact of income and payroll taxes on intensive and extensive labor supply decisions for workers ages 55-74 ... [The] estimates suggest that an age-targeted tax reform that eliminates payroll taxes for older workers would decrease the percentage of workers dropping out of the labor force by 1 percentage point, a 4% decrease." (Case Western Reserve University Research Paper Series in Legal Studies)

Lifetime Income, Longevity and Social Security Progressivity
"Between 1970 and 2009, life expectancy for men at the age of 65 rose about 32 percent in counties around the 10th percentile, or low end, of lifetime income distribution. In contrast, life expectancy for men at the age of 65 rose about 43 percent in counties around the 90th percentile, or high end, of lifetime income distribution. Thus, by 2009, men in high income counties lived 1.1 years longer on average than the men in low income counties." (National Center for Policy Analysis)

Mercer Workplace Survey, 2012
"Facing an unconvincing economic recovery, workers are nonetheless extending their new commitment to retirement savings both inside and outside their workplace retirement plans. 401(k) and other retirement savings are on the way up again. Feeling vulnerable and out of time, older workers especially are funding their 401(k)s more generously.... Participants are also finding the overall benefits landscape more difficult to navigate this year than last with perceived complexity up and quality of information down, a striking reversal of historic experience. At the same time, this insured population of workers is ever more skeptical of national health care reform and what it will mean to them and their personal circumstances." (Mercer)


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