Archive for the 'Military Pay and Benefits' Category

Sep 08 2010

Health Insurance Cost on Your Pay Stub

Maybe you’ve seen the email.  The Government is going to tax your health insurance benefits so the cost of the insurance will be added to your pay stub.  Well, hold your horses everyone.

Yes, the new law requires an entry on the W-2 showing the cost of employer-provided care.  But that doesn’t mean the employee will be taxed on it.  The purpose of including it on the W-2 is mainly to show the employee what the value of the benefit is.  As for the tax aspect:

First off, there isn’t any tax on health benefits value before 2018.  Then at that time, it’s not the employees but the insurance companies that provide those plans that will be taxed on part of such value.

Second, there won’t be any taxes imposed on plans that aren’t deemed “Cadillac” plans (which are defined as those costing more than $10,200 for individual coverage or $27,500 for a family plan).

Next, the IRS is the agency responsible for enforcing the mandatory health insurance requirement in the future and this is the way they can monitor this requirement. 

Finally, the tax won’t be on the total value of the plan.  Insurers will be assessed a tax equal to 40% of whatever share of the value exceeds the $27,500 threshold.  i.e., if the value of a plan is $30,000, the insurer will be taxed 40% of $2,500 = $1,000.

While the real answer isn’t as good as ‘no health insurance cost on pay stub’, it’s not as bad as it’s being presented.  If this is an issue to you regardless of the back story, at least now you can contact your representative without the half-cocked version.

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Aug 25 2010

I Have to Pay Back My Separation Pay!

Yes. When it comes to separation pay, it’s all in its name.  First I’ll explain the law and DOD policies on this issue.  The MOAA position will follow.

Separation pay is given to members separated early from the Service. It is intended to help the separating member transition to civilian life. The point being, the member leaves the Service. That’s why a separated member who actually separates doesn’t re-pay the separation pay, because the money was used as intended.

On the other hand, a member who returns to the Service in some other form, and becomes eligible for retirement, didn’t separate from the Service as intended. Under this situation, the separation pay, which wasn’t used to separate, is now considered an advance of retired pay—a key difference in the nature of the pay.  By law, you can’t be paid twice for the same service.  Separation pay is a form of retired pay in lieu of actually retiring.  You were already paid for your previous service and now you’re using the same service to qualify for actual retirement.

As an advance of retired pay, when the member qualifies for retired pay, you have already received a portion of retired pay when you transitioned (not separated) to another Service component. As a result, your “separation pay” amount is withheld from your retired pay until your advance is recouped.

Regarding the taxation of the pay…  You were advanced a gross amount of pay and you paid taxes. This is the same for any retired pay. When you eventually receive retired pay, the gross amount is withheld from your pay because that is how much retired pay was advanced to you.  Example: the DOD fronted you $30,000 and the DOD withholds $30,000 to recoup their advance.  In the case of repayment by the VA, the VA only deals in tax-free compensation.  The after-tax, net amount of your pay is considered the tax-free portion of your separation pay, therefore the net amount is recouped.

The new repayment program of DOD has capped the rate of repayment at 40%.  If you can show financial hardship, you can appeal for a lower repayment rate.

Now for the MOAA view.

For many years MOAA has fought and continues to fight as one of our goals to stop the repayment of all involuntary separation pay.  We do not believe involuntary separation pay is an advance of retired pay.  We have not been able to get support from representatives on the Hill for this position.

For voluntary separation pay, we have worked and continue to work to have a portion of the pay designated transition pay that wouldn’t have to be paid back.  Some of the pay is figured based on service years and you can’t be paid twice for the same service time so some voluntary separation pay would still have to be paid back.  Once again, no representatives will support this action.

MOAA’s position is that it’s not right for involuntarily separated members to have to pay it back.  We have to live with the law until we can convince enough legislators to support our positions.

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Aug 23 2010

Post 9-11 GI Bill: Major Changes in the Works…

Legislation including a host of upgrades and changes to the Post 9-11 GI Bill just passed a key congressional committee.  Major proposed changes include:

  • Giving credit for Title 32 (Full-Time National Guard/Reserve Service) service members back to September 11, 2001.  This will greatly assist these service members in qualifying for a more robust benefit.
  • $1,000 books and supplies stipend for Active Duty service members and their spouses (they are currently inelgible).
  • Addition of vocational training (on-the-job training and apprenticeships) and expanded licensing/certification benefits.
  • Adjustment of the housing allowance to include full-time distance learners (at 50 percent rate) and base the housing allowance on enrollment level.
  • Capping the tuition and fees paid for Active Duty service members and their spouses at $20,000 annually.  This is big potential hit, since these populations currently have no tuition cap (but give up the books and supplies stipend/housing allowance under the Post 9-11 GI Bill).

For full details, see this article in the Military Times.

We will keep you informed on the progress of this legislation.  While we think there is a good chance that much of it will pass this year, there is so much uncertainty/acrimony around any budget issues in Congress that there are no guarantees.

Phil Dyer, CFP®, RLP®. CPCC

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Aug 02 2010

VA Life Insurance and Insurance Companies Retaining Death Benefits

The following is the result of a July 28, 2010 Bloomberg magazine article and an August 1, 2010 Washington Post Business section article.  The articles shed light on the fact that the insurance companies, contracted by the VA, initially retain the death benefit proceeds for the survivor in an interest bearing saving account.  This is done rather than making an immediate lump sum payment of the full amount upon the servicemember’s death.  Beneficiaries have immediate access to the full amount, in total or in bits and pieces, at their discretion, through the use of ‘bank drafts.’  These ‘bank drafts’ are not for retail use like a bank’s checkbook but instead are used by the beneficiary to make withdrawals directly from the insurance account.

We need to distinguish between the federal insurance programs.  Servicemembers’ Group Life Insurance (SGLI) is the military members’ version of employer provided group life insurance.  It provides a death benefit to a max of $400,000 per member for a premium of $27 a month.  Veterans’ Group Life Insurance (VGLI) is the group life program for members post-service.  With a similar maximum death benefit as SGLI, its monthly premium is based on age and increases every 5 years.

The articles are written in the tone of a scandalous affair and that is why I’m writing this post.  As a money guy here at MOAA, my intent is to provide additional financial insights so we can evaluate the articles and the situation with a more complete, balanced point of view.

DISCLOSURE:  Let me be perfectly clear about this…I’m not taking a side in this post.  I’m writing this because, as I read the articles with my financial hat on, I felt the articles were leaving out important points. I don’t know if there is a scandal or not because all the facts are not known.  We’ll see how the story unfolds with time.  If facts develop where servicemembers are being cheated, I figure MOAA will look into the situation as we do in any situation where servicemembers need assistance.  So let’s look at the points to calibrate our meters.

The primary points of the article are;

  • whether or not the insurance firms profited off the backs of servicemembers,
  • the retained funds don’t pay a competitive rate,
  • the deposits aren’t FDIC insured,
  • no visibility in the program.

The situation has now energized state and national-level government officials also a few elected representatives to look into the issue and possibly float new legislation to “correct it.”

Point 1–Profiting off the deaths of Service members.  The insurance firms hold the death benefits in an interest bearing account until the survivor is ready to deal with the aftermath.  Survivors have immediate access to all funds through the use of a checkbook-like device.  The accusation is that the firms earn money off the retained funds until the benefits are paid.  All financial firms profit off of deposits held for customers.  The money in a CD earns the bank more investment return than they pay us in interest.  Had the survivor check been delivered in-full immediately to the survivor, unless the beneficiary put the money under the mattress, the proceeds would have been placed in some other firm’s deposit account earning interest until ready for use.  Then that firm would profit from the money.

Point 2–The interest rate is not competitive.  After a search of money market interest rates paid by banks for large amounts on Bankrate.com, the amounts of interest paid range from .3 to 1.3%.  The insurance rate in these articles is .5%.  Not the worst but not the best.  But is it scandalous given the current interest rate environment?  Those firms paying the highest rates aren’t as conservative as the highly regulated insurance industry.  I’d be careful with firms paying rates much higher than the average rates.  Higher rates come as firms assume greater risks with the deposits or the firm is willing to take a greater loss.

Point 3–No FDIC.  FDIC insurance is $250k.  Insurance firms cannot offer FDIC coverage.  Full FDIC coverage for a $400k survivor benefit requires breaking up the amount in separate banks/accounts or using a bank that participates in the Certificate of Deposit Account Registry Service (CDARS).  CDARS participation automatically breaks up the money to achieve full FDIC coverage but usually results in lower interest rates.  However, the insurance industry is highly regulated for financial stability.  Every insurance product we own (auto, house, life, long term care, annuities) is backed by the financial stability and reputation of the insurance firms we do business with everyday.  In the case of the articles, the firms are Prudential and Met Life.

Point 4–No visibility in the program.  The lack of FDIC on the accounts is not made clear in the account information.  No insurance product explains that it doesn’t have FDIC coverage because insurance companies don’t have FDIC.  However, the whole process of the retained account and the checkbook-device is made clear in the program paperwork.  It is also made clear in the VA’s SGLI/VGLI Handbook and on the VA’s web site.

There are interesting points made about the legalities of insurance firms offering interest bearing deposit accounts in the first place and the fact that the firms are holding the money without the survivors’ intent for them to hold the money.  That’s for the lawyers to fight about.

This isn’t only a military issue.  This situation goes beyond military members as this retained death benefit account works the same for all kinds of insurance proceeds.  Even federal civilian employees receive similar treatment.  The article makes it seem the insurance companies are taking advantage of military members specifically.

There.  I’m not sticking up for the government or the insurance companies.  This is just the way things are on the money front.

The solution is in the hands of the beneficiaries.  If a beneficiary has a problem with any of the above charges, he or she can withdraw all the assets immediately with the checkbook and put the money wherever he/she wants.  I would suggest survivors exercise this power if you are uncomfortable with the program.

We’ll see if something more comes from the investigations.

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Jul 26 2010

Retroactive Stop-Loss Special Pay (RSLSP)

A friendly reminder for those Stop-Lossed between 11 Sept 2001 and 30 Sept 2009 from the DOD:

The 2009 War Supplemental Appropriations Act established Retroactive Stop-Loss Special Pay (RSLSP), providing $500 for each month/partial month served in stop-loss status.  Service members, veterans, and beneficiaries of service members whose service was involuntarily extended under Stop-Loss between Sept. 11, 2001 and Sept. 30, 2009 are eligible for RSLSP.

To receive this benefit, those who served under stop-loss must submit a claim for the special pay.  Since it went into effect, the services have been reaching out to service members, veterans and their families through direct mail, veteran service organizations, and the media.  But there is still money left to be claimed, and the deadline is approaching.

We’re reminding all service members who are eligible to submit a claim for the benefit available to them.  The average benefit is $3,700 but those eligible must submit their claim by Oct. 21, 2010.

The DoD Web site (http://www.defense.gov/stoploss) links to service-specific sites, where you can get more information, or begin the RSLSP claim process.

If you know people who separated/retired and may be eligible for this benefit, remind them to submit a claim before the deadline!

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