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What is Full Retirement Age for Social Security Benefits

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Full retirement age—also called normal retirement age—is the age when Americans receive full Social Security benefits. Your full retirement age varies depending on the year you were born. Contrast this with the so-called early retirement age of 62, when people may start receiving partial Social Security benefits.

Social Security Full Retirement Age

The Social Security Administration sets a full retirement age to standardize benefit calculations and ensure fairness. Originally, Social Security’s full retirement age was set at 65 for all beneficiaries, but the Social Security Amendment of 1983 gradually raised the full retirement age to 67.

Increasing the full retirement age preserved revenue in the system and addressed a looming shortfall” as American life spans lengthened and more people were claiming Social Security benefits for longer.

Today, your Social Security full retirement age depends on what year you were born. For everyone born in 1960 or later, it will be standardized at age 67:


Year You Were BornFull Retirement Age
195566 and 2 months
195666 and 4 months
195766 and 6 months
195866 and 8 months
195966 and 10 months
1960 or later67

Full Retirement Age vs Early Retirement Age

While understanding your full retirement age is a key part of the puzzle, it’s different from when you may start claiming Social Security benefits. That’s your early retirement age, which is 62 regardless of what year you were born. And while all Americans may start receiving benefits when they turn 62, doing so will decrease the amount of each monthly payment.

Here’s a bit of the Social Security Administration’s official jargon, which is essential for getting a complete picture of your benefits. Full retirement age is how old you must be to receive your full primary insurance amount (PIA), or the base-rate Social Security benefit you’re eligible for given your lifetime earnings history.

How Full Retirement Age Impacts Your Social Security Benefits

When you claim Social Security benefits early—before your full retirement age—your total monthly benefit is decreased by a small percentage of your PIA for each month until your full retirement age. Conversely when you delay claiming benefits until after your full retirement age, it boosts your monthly benefit payment by a small percentage of your PIA—up to the year you turn 70.

Your Social Security benefit is reduced by around half a percent for each month between the date when you claim benefits early and your full retirement age. At the very most, you could see a reduction of up to 30% of your PIA by claiming benefits before reaching full retirement age. A PIA of $2,000, for example, could be cut to $1,400 if you take your benefit as soon as you are eligible, rather than waiting for full retirement age.

On the other hand, delaying Social Security benefits until after your full retirement age could garner you a larger monthly benefit.

“For every month after full retirement age, you add two-thirds of 1% per month up until you attain age 70,” says Carroll. This means an increase of up to 8% per year that you delay taking benefits between full retirement age and age 70. For a beneficiary with a full retirement age of 66 and 6 months, a PIA of $2,000 could be increased to $2,600 by waiting to take benefits until age 70.

Just keep in mind that other types of Social Security retirement benefits, like survivor and disability benefits, have different cutoff ages. Social Security survivor benefits, which provide a monthly payment to the surviving spouse based on their deceased partner’s work history, can start at 60, or 50 if the survivor themselves is disabled.

Social Security’s full retirement age also matters in these cases, because if you live to claim Social Security, any benefit reductions or gains you lock in will impact the amount survivors receive on your passing.

Social Security disability benefits do not have any specific retirement age, since disability can strike at any age.

Should You Take Social Security at Full Retirement Age?

There are tons of factors to consider in deciding when to start your Social Security benefits.

For people with serious health problems, it might make sense to start benefits early. Someone who was disabled before full retirement age and can no longer work might consider forgoing a higher monthly benefit to start collecting monthly Social Security benefits immediately. Meanwhile, maximizing Social Security benefits is a strategy that’s most relevant for people who expect to live longer than average.

Consider a hypothetical beneficiary who lives to 79, which is the average American life expectancy:

  • If they started collecting Social Security at age 62, with a $1,400 monthly payment, they would receive a lifetime total of $285,600 in benefits.
  • If they waited until their full retirement age, they’d receive a $2,000 monthly benefit, for a lifetime total of $300,000.
  • If they waited as long as possible to claim benefits—to age 70—they would get a monthly benefit of $2,600, or a lifetime total of $280,000.

For this hypothetical American, no matter when they choose to start receiving Social Security benefits, the differences in lifetime total benefits isn’t very large. Deciding when to start Social Security isn’t always as simple as aiming to maximize your monthly payment.

To help you figure out the right solution for your personal financial and health situation, consider meeting with a financial advisor to run the numbers and determine if starting Social Security benefits at full retirement age is right for you. And remember to factor in your loved ones in this decision as your choice may ultimately affect them.

If your spouse is the lower earner and will eventually receive your Social Security benefit [as a survivor benefit], keep in mind that your filing decision (early vs. later) will impact the amount of monthly benefits they will receive after you are gone.

Most TSP Funds Stumble to Start 2021

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All but two of the portfolios in the federal government’s 401(k)-style retirement savings program lost ground for January.

The federal government’s 401(k)-style retirement savings program got off to a rocky start in 2021, as most of its portfolios ended January slightly in the red.

The small- and mid-size businesses of the Thrift Savings Plan’s S Fund were the top performers, gaining 2.85% last month. The G Fund, made up of government securities, also increased 0.07%.

But the common stocks of the C Fund fell 1.01% in January, while the international (I) fund lost 1.09%. The fixed income (F) fund fell 0.71%.

All of the TSP’s lifecycle (L) funds, which shift to more stable investments as participants get closer to retirement, also lost ground last month. The L Income Fund, for people who already have begun making withdrawals, fell 0.10%; L 2025, 0.24%; L 2030, 0.32%; L 2035, 0.35%; L 2040, 0.37%; L 2045, 0.39%; L 2050, 0.41%; L 2055, 0.44%; L 2060, 0.44%; and L 2065, 0.44%.


Billions Flow Out of TSP Due to COVID and More

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Officials at the federal government’s 401(k)-style retirement savings program said this week that nearly $3 billion exited the Thrift Savings Plan this year as a result of the COVID-19 pandemic.

The CARES Act authorized TSP participants to take loans from their accounts of up to double the normal amount, and it waived requirements that participants be 59 1/2 years old, cite a specific financial hardship or take a 10% tax penalty.

At the January meeting of the Federal Retirement Thrift Investment Board, which administers the TSP, Participant Services Director Tee Ramos outlined how federal employees and retirees made use of these flexibilities.

Over the course of the programs, which both expired last year, TSP participants took out 3,043 CARES Act loans over the normal $50,000 cap, for a total of $229 million. And 119,720 participants withdrew money using the CARES Act flexibilities, totaling $2.9 billion. Despite these figures, assets in the TSP grew in 2021.

“Plan assets were up to $710 billion in December, and the total number of participants reached 6.2 million,” Ramos said. “Hardship withdrawals and loan volumes were 18% lower than the prior year, likely driven by the availability of CARES Act withdrawals and loans.”

In other retirement news, a bipartisan group of lawmakers last week reintroduced legislation that would eliminate two provisions of the Social Security program reviled by many federal retirees. The Social Security Fairness Act (H.R. 82), introduced by Reps. Rodney Davis, R-Ill., and Abigail Spanberger, D-Va., would eliminate the windfall elimination provision and the government pension offset from the Social Security Act.

The windfall elimination provision reduces the Social Security benefits of retired federal, state and local government employees who worked in private sector jobs in addition to a government job where Social Security is not intended as an element of their retirement income, like employees in the Civil Service Retirement System. And the government pension offset prevents government retirees from collecting both their own pension like the CSRS annuity and Social Security benefits derived from their spouse’s work in the private sector.

“Virginians shouldn’t be penalized for careers in public service—and that’s why eliminating the government pension offset and windfall elimination provision is so important,” Spanberger said in a statement. “Many central Virginians—including teachers, first responders and public employees—are negatively impacted by these outdated provisions that unfairly reduce the Social Security benefits they’ve earned.”

In a statement, National Active and Retired Federal Employees Association National President Ken Thomas endorsed the legislation.

“For decades, NARFE has supported full repeal of the windfall elimination provision and the government pension offset, and applauds introduction of a bill . . . to do just that,” Thomas said. “These policies have unfairly punished retired public servants through reduced Social Security benefits for far too long. This bill would provide much-needed relief for the millions of retirees and survivors currently affected by this inequitable practice and will improve fairness for future retirees.”



2021 Changes for Retirement Savings Plans

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As we start the new year, My Federal Retirement Help wants to make sure consumers are updated about how 2021’s changes will affect their planning or retirement years. In 2020, COVID-19 relief through the Coronavirus Aid, Relief and Economic Security Act (CARES Act) assisted many retirees (and retirement planners).

The CARES Act in 2020 eliminated annual required minimum distributions (RMD) for retirees for last year, and also allowed people younger than 59½ to withdraw up to $100,000 from retirement accounts without the usual 10% penalty. If the withdrawals were COVID-19 related, the person making the withdrawal also could spread the retirement plan’s taxes over three years (instead of one) and he/she also had the ability to replace that money taken from the account.

Concerning both of these exceptions created by the CARES Act in 2020, RMDs will restart in 2021 as owners of certain retirement accounts will have to make those withdrawals and pay income tax on the amount withdrawn from the specific retirement account. The early withdrawal penalty is back in 2021, and income on withdrawals will count as income for the 2021 tax year.

For 2021, the amount you contribute to an IRA stays at $6,000 per year for age 50 and under with consumers aged 50+ able to add another $1,000 to their annual contribution ($7,000). If a person chooses to invest money into a 401(k) plan, 403(b) plan, or other employer retirement accounts, he/she can invest $19,500 in 2021 and consumers aged 50 and older can add up to $6,500 to these accounts.

More employers also are opening up to adding annuity into their retirement plan options. An annuity has multiple options with a minimum required amount and maximum contribution amount based on the selected carrier and annuity product. Based on the carrier, a person can take out monthly payments or lump sums depending on how they want to set up the annuity for their retirement strategy. Money also placed into an annuity is tax-free until a withdrawal is made from the account.

If you would like to discuss your annuity options, My Federal Retirement Help to discuss these different products. If you have any questions regarding taxes, please consult with your tax advisor.

If you plan on retiring in the next few months or next few years, you should get a Free retirement review from our team as well.  Please visit our Contact Us page to get your review schedule today.

New Bill Would Standardize Federal Retiree Annual Increases and More

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A Washington, D.C., area lawmaker last week filed legislation that would standardize the annual increase in annuity payments that retired federal employees receive across retirement systems.

The Equal COLA Act (H.R. 304), introduced by Rep. Gerry Connolly, D-Va., would ensure that federal retirees in the Federal Employee Retirement System and the Civil Service Retirement System both receive the same annual percentage cost of living increase each year.

Under the current rules, which date back to 1986, the CSRS methodology for calculating cost of living adjustments is tied to the annual change in the third quarter consumer price index for workers. But FERS COLAs are based on an extrapolation from the CSRS adjustment: if the CSRS sees an increase of under 2%, FERS retirees will receive the full COLA. If the adjustment is between 2% and 3%, FERS enrollees would only receive a 2% increase. And if the CSRS COLA is 3% or more, FERS retirees would receive that adjustment, minus 1 percentage point.

Connolly’s bill, which he last introduced in 2018, would tie both systems’ annual increase directly to the CPI-W. The prospects for success seem brighter in this session of Congress, with Democrats controlling both chambers. President-elect Biden also vowed to the National Active and Retired Federal Employees Association last year that he would push for retiree cost of living adjustments to be based on the more generous consumer price index for the elderly.

Elsewhere on Capitol Hill, a bipartisan pair of House lawmakers have introduced a bill that would double the cash bonus available to federal employees who identify wasteful spending at their agencies.

The Bonuses for Cost-Cutters Act of 2021 (H.R. 103), introduced by Reps. Chuck Fleischmann, R-Tenn., and Jim Cooper, D-Tenn., would increase the maximum reward for feds who successfully identify wasteful spending to 1% of the amount saved, up to $20,000.

Under the bill, agency heads would be able to grant the cash bonus to federal workers if the agency chief financial officer or other designated official determines the spending is unnecessary. Employees of offices of the inspector general and Senate-confirmed political appointees are ineligible for the benefit.

“In the private sector, employees work hard to identify ways to save their organization money and they are often rewarded for their diligence,” Fleischmann said in a statement. “It doesn’t make sense that federal agencies are encouraged to spend, spend, spend instead of being rewarded for working to save taxpayer dollars and reduce our national debt.”

If you or any coworker has any questions about his or her retirement and would like to have a Free Retirement review, please Contact Us today to schedule your personalized one on one call to get the information you are looking for.

OPM retirement claims backlog reaches over 20k

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By the end of November, the Office of Personnel Management’s backlog of retirement claims in need of processing was more than 20,000 after taking a slight dip over the last seven months of the COVIC-19 pandemic, according to the agency’s latest numbers.

The claims inventory stood at 20,022 last month, up from 19,605 in October and having remained between 17,000 and 19,000 between the months of April and September.

OPM received 5,876 applications for retirement last month, compared to 8,323 in October and having received an average of 6,000 claims per month from March through September.

It processed 5,459 claims in November, which is down from 6,992 the month prior and significantly less than the 8,931 claims it processed in March at the start of the COVID-19 pandemic.

The agency took an average of 76 days to process claims last month, which is comparable to the number of days it took to process a claim throughout the pandemic, but more than the average of 59 days in February, before the pandemic.

The figures come from OPM’s monthly claims processing progress report available on the OPM website.

Want to add your name to this list of applicants?  We can help you get into retirement.  Schedule your free consultation today.

Which Should You Choose, Original Medicare or Medicare Advantage?

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If you are turning 65 this year, chances are you are researching Medicare. Did you know you could choose between Original Medicare and Medicare Advantage? This article will explain both types of Medicare and the differences between them so that you can choose the plan that suits your budget, your health, and where you want to receive care.

What is Medicare?

Medicare is the name of the federal health insurance program for people who are 65 or older. Others can join Medicare as well:

  • Some younger people who have a disability;
  • People with End-Stage Renal Disease, which is also called ESRD and is permanent kidney failure requiring dialysis or a transplant;
  • Those with Amyotrophic Lateral Sclerosis (ALS), also called Lou Gehrig’s Disease.

There are currently four parts to Medicare:

  • Part A provides inpatient/hospital coverage.
  • Part B provides outpatient/medical coverage.
  • Part C offers an alternative to Original Medicare (Parts A and B) called the Medicare Advantage Plan, or the Medicare private health plan.
  • Part D provides prescription drug coverage.

What are the Features of Original Medicare?

If you require medical attention, you go to your primary care doctor or hospital. No prior authorization is required. Most doctors and hospitals accept Medicare.

You will pay a monthly premium for Part B, and some people also pay a premium for Part A. Typically, you will pay a copay for the medical care you receive. Medicare places limits on the amounts that doctors and hospitals can charge for your medical care.

Original Medicare does not cover prescription drugs. You must purchase Part D or choose and purchase a private drug plan (PDP). Original Medicare does not cover dental care or vision.

What are the Features of Medicare Advantage?

Each Medicare Advantage Plan is a private plan that is required to provide all Part A and Part B services covered by Original Medicare. The primary difference is that Medicare Advantage plans have different rules, costs, and restrictions that can affect how, when, and where you receive medical care.

Like Original Medicare, you will usually pay copays for medical services if you have Medicare Advantage. Unlike Original Medicare, you are restricted to health care providers who are in your network and within your geographical service area, and many medical services require preauthorization. Some Medical Advantage plans provide benefits that Original Medicare does not, such as dental care, vision, hearing, and membership in fitness programs or clubs.

Medicare Advantage plans generally have an annual maximum out-of-pocket spending limit. If you reach this limit, your plan pays your medical expenses for the rest of the year.

The Most Important Differences Between Original Medicare and Medicare Advantage

You may save money on premiums and expand coverage to other services like dental care or vision if you don”t mind getting preauthorization for medical care and only visiting providers in your network. If this is you, look into private insurance under Medicare Advantage.

If you prefer to visit your own doctors and to seek medical attention when you want, Original Medicare may suit you, although you will have to purchase additional prescription drug coverage and coverage for other medical care like dental and vision, if needed.

Both forms of Medicare require that you pay the Medicare Part B premium. The standard Part B premium amount in 2020 is $144.60, which most people pay. In 2020, the Part B deductible is $198. After you meet your deductible for the year, you typically have a 20% copay for most doctor services, outpatient therapy, and durable medical equipment (DME).

Can I Change My Medicare to a Different Plan or Add or Drop Coverage?

Yes. If you sign up for one form of Medicare and decide later to switch to another form, or if you want to purchase additional coverage or drop any coverage, there are certain times of the year that you are able to do that.

The Fall Open Enrollment Period, also known as the Annual Coordinated Election Period or ACEP), occurs annually from October 15 through December 7. Any new coverage selected takes effect the following January 1.

During the Fall open enrollment period, you can change your choice of healthcare coverage no matter what you previously chose, and you can add, drop, or change Medicare prescription drug coverage.

The Medicare Advantage Open Enrollment Period, or MA OEP, occurs each year from January 1 through March 31. During this period, you can switch from your Medicare Advantage Plan to another Medicare Advantage Plan or to Original Medicare with or without a stand-alone prescription drug plan (Part D or a private prescription plan). Any changes you make take effect on the first of the month following the month you make the changes. People who have Original Medicare coverage may not make any changes during the MA OEP but must wait until the Fall Enrollment Period.

If Medicare Advantage appeals to you, research the plans offering coverage in your area. You may find a plan that suits you and your medical needs and preferences better than Original Medicare, or, you may not. Do your homework before enrolling in any form of Medicare.  Better yet, reach out to your Federal Retirement Consultant and ask us to compare all plans for you.

About the Author

Veronica Baxter is a legal assistant and blogger living and working in the great city of Philadelphia. She frequently works with David Offen, Esq., a busy Philadelphia bankruptcy lawyer.

TSP Participants Move Out of Stock Funds Right Before Record Highs

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The participation rate in the Thrift Savings Plan (TSP) for federal employees has leveled off in the last several months. That is a normal change for this time of year.

The TSP notes that participation in the TSP for federal employees under the Federal Employees Retirement System (FERS) is still up two percentage points above last year.

Implementing the CARES Act

The Coronavirus Aid, Relief, and Economic Security Act (the CARES Act) was signed on March 27, 2020. The Federal Retirement Thrift Investment Board (FRTIB) created the CARES Act project to implement key provisions of the law. The project included four key provisions to enable TSP participants and beneficiaries to respond to their financial management needs during the COVID-19 pandemic.

These four provisions were:

  • Changes in 2020 Required Minimum Distributions
  • Loan Payment Suspensions
  • An increase in the maximum loan amount to $100,000
  • CARES Act withdrawal provisions.

CARES Act Loans, Suspensions and Withdrawals


June, 20202,462$61,429,570.22
July, 20204,990$115,588,460.67
MTD – Aug 12, 20201,704$37,803,631.74

CARES Loans Over $50,000


CARES Loan Suspensions

June, 2020245$ 12,514,932.41
July, 2020354$ 16,419,035.09
MTD – Aug 12, 202041$ 1,958,857.50

CARES Withdrawals

July, 202021,296$ 554,831,990.61
MTD – Aug 12, 202011,621$ 277,567,169.17

TSP Participants Move into Bonds

In July, many TSP participants decided to transfer money from stock funds and into the TSP’s G and F Funds.

The G Fund took in more than $1.1 billion dollars in transfers in July and the F Fund took in more than $1.6 billion. The Lifecycle Funds received more than $933 million in transfers in July.

Also during July, more than $2 billion was transferred out of the C Fund and almost $1.7 billion from the S Fund.

After the transfers into the G and F Funds, the asset allocation in funds for TSP participants breaks out in this way:

FundAllocation Percentage
G Fund33.3%
F Fund4.6%
C Fund28.5%
S Fund9.3%
I Fund3.5%
L Funds20.9%

The latest month shows a change in direction for TSP investors. As of December 30, 2019, 30.7% of asset allocation was in the G Fund, 29.7% was in the C Fund, 3.8% was in the F Fund and 21.6% was in the L Funds. In effect, participants are moving away from stocks and putting more of their assets into the bond funds.

If you would like some help navigating your TSP, or some safe options with your TSP, you can use our Contact Us form and someone will be in touch with you.

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USPS Restructured and VERA

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In an effort to operate in a more efficient and effective manner and better serve customers, Postmaster General Louis DeJoy today announced a modified organizational structure for the U.S. Postal Service.

The new organizational structure is focused on three operating units and their core missions:

• Retail and Delivery Operations — Accept and deliver mail and packages efficiently with a high level of customer satisfaction. This organization will be led by Kristin Seaver.
• Logistics and Processing Operations — Process and move mail and packages efficiently to the delivery units, meeting determined standards. This organization will be led by David Williams.
• Commerce and Business Solutions — Leverage infrastructure to enable growth. This organization will be led by Jakki Krage Strako.

“This organizational change will capture operating efficiencies by providing clarity and economies of scale that will allow us to reduce our cost base and capture new revenue,” said DeJoy. “It is crucial that we do what is within our control to help us successfully complete our mission to serve the American people and, through the universal service obligation, bind our nation together by maintaining and operating our unique, vital and resilient infrastructure.”

As part of the modified structure, logistics and mail processing operations will report into the new Logistics and Processing Operations organization separate from existing area and district reporting structures. This includes all mail processing facilities and local transportation networks offices. Splitting operations into the two organizations of Retail and Delivery Operations, and Logistics and Processing Operations, is designed to allow for improved focus and clear communication channels. The transition to this new organizational structure will take place over the next several weeks. Transition coordinators have been identified to assist in the process.

These organizational changes do not initiate a reduction in force, and there are no immediate impacts to USPS employees. However, to prepare for future changes, the Postal Service has implemented a management hiring freeze and will be requesting future Voluntary Early Retirement Authority from the Office of Personnel Management for non-bargaining employees.

We want to hear your feedback of these new changes, or if you need help deciding if this VERA is right for you, Contact us to schedule your retirement review.

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USDA IT Shop Freezes Hiring and Offers Early Retirement

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The CIO Office at the Department of Agriculture has instituted a hiring freeze and plans to offer early retirement options to IT workers in an effort to optimize the agency’s tech investments and update the skillset of its workforce, according to a report on Federal News Network.

Voluntary Early Retirement Authority options will be offered to eligible IT specialists – excluding cybersecurity professionals — with 20 years of service at age 50, or those with 25 years of service at any age. Those staffers may voluntarily retire and earn an immediate annuity. Eligible employees can apply for VERA through mid-August, the department said.

USDA said it plans to accept as many VERA requests as it can, but early retirement offers will be extended on a first-come, first-serve basis, and those who have been accepted are expected to retire by Sept. 30.

The hiring freeze was instituted June 30 and will extend through fiscal 2021. It only applies to IT professionals who “report directly or indirectly to the mission area chief information officers or program executives,” the USDA spokesperson told Federal News Network.

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