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Long-Term Care Insurance as a Protection Planning Tool

What is Long-Term Care Insurance (LTCI)?

In return for your payment of premiums, a long-term care insurance (LTCI) policy will pay a selected dollar amount per day (for a selected period of time) for your skilled, intermediate, or custodial care in nursing homes and, sometimes, in alternative care settings, such as home health care.

Because Medicare and other forms of health insurance do not pay for custodial care, many nursing home residents have only three alternatives for paying their nursing home bills: their own assets (cash, investments), Medicaid, and LTCI.

In general, long-term care refers to a broad range of medical and personal services designed to provide ongoing care for people with chronic disabilities who have lost the ability to function independently. The need for this care often arises when physical or mental impairments prevent one from performing certain basic activities, such as feeding oneself, bathing, dressing, transferring, and toileting.

Long-term care may be divided into three levels:

  • Skilled care–Continuous “around-the-clock” care designed to treat a medical condition. This care is ordered by a physician and performed by skilled medical personnel, such as registered nurses or professional therapists. A treatment plan is drawn up.
  • Intermediate care–Intermittent nursing and rehabilitative care provided by registered nurses, licensed practical nurses, and nurse’s aides under the supervision of a physician.
  • Custodial care–Care designed to assist one perform the activities of daily living (such as bathing, eating, and dressing). It can be provided by someone without professional medical skills, but is supervised by a physician.

Tip: Note that the preceding terms may be defined differently by Medicare.

How is LTCI useful as a protection planning tool?

The risk of contracting a chronic debilitating illness (and the resulting catastrophic medical bills incurred) is considered by many to be one type of risk best transferred to an insurance company through the purchase of LTCI.

A number of factors can increase your risk of requiring long-term care in the future. Naturally, your health status affects your likelihood of incurring a long stay in a nursing home. Indeed, people with chronic or degenerative medical conditions (such as rheumatoid arthritis, Alzheimer’s disease, or Parkinson’s disease) are more likely than the average person to require long-term nursing care.

And because women usually outlive the men in their lives (if any), females stand a greater chance of requiring long-term nursing care. However, if you already have a primary caregiver (like a spouse or child), your likelihood of needing a long stay in a nursing home will be less–particularly if you’re a man.

Because the cost of long-term care can be astronomical and may exhaust your life savings, purchasing LTCI should be considered as part of your overall asset protection strategy.


Example(s): Irene is a 75-year-old widow with two children, Donald and Maria. Irene owns her condominium apartment and has $200,000 in liquid assets. After enjoying independence much of her life, Irene suffers a stroke and now needs help with such things as bathing, dressing, and eating.

Donald and Maria look into home health care and discover that it will cost $1,500 per week (or $78,000 per year). The money that Irene had hoped to pass on to her children will instead be spent on expenses that may otherwise have been covered by an LTCI policy.


Tip: Bear in mind, also, that purchasing an LTCI policy while you are still healthy helps you to maintain control over your assets until such time as you actually require care. This stands in contrast to most Medicaid planning tools.

Medicaid planning can also enable your nursing home bills to be subsidized by a third party (the state); however, it often involves transferring your assets promptly to avoid Medicaid penalties. With LTCI, there is no need for you to divest yourself of assets years ahead of time.

If you transfer some of your assets to your children while your LTCI is paying your nursing home bills, will you be subject to any penalties?

This depends on a number of factors, including the duration of benefits you selected in your LTCI policy. As mentioned, LTCI can be employed as part of your overall Medicaid planning strategy if your goal is to qualify for Medicaid at some point. If you are very wealthy and have no intention of ever applying for Medicaid, transferring your assets will make no difference.

If you do envision receiving Medicaid assistance with your nursing home bills at some point, however, then transferring your assets within a few years of the time you apply for Medicaid could pose a real problem.

In general, if you transfer certain assets for less than fair market value within what’s known as the look-back period, the state presumes that the transfer was made solely to qualify you for Medicaid. Therefore, the state will impose a waiting period or period of ineligibility upon you before you can start to collect Medicaid benefits.

Purchasing an LTCI policy allows you to transfer your assets to your loved ones after you enter a nursing home. If you select the proper duration of benefits provisions in your policy, your LTCI policy should cover your nursing home bills during the ineligibility period caused by the transfer.

Thus, you can give your assets away, enjoy paid nursing home bills during the ineligibility period, and qualify for Medicaid when the insurance policy runs out.


Example(s):Marge is a 75-year-old widow who purchased a five-year LTCI policy a few years ago. Marge enters a nursing home, which charges $5,000 per month. At the same time, she transfers all of her assets (worth $250,000) to an irrevocable trust to qualify for Medicaid when the insurance benefits run out.

Example(s):Transferring certain assets into an irrevocable trust within 60 months of applying for Medicaid creates a waiting period or period of ineligibility for Medicaid, based on a formula. In Marge’s case, the applicable waiting period would be 50 months (the amount she transferred divided by the cost of care in her area).

Marge has no funds left to pay for her care, and Medicaid won’t kick in until the 50 months have elapsed. Fortunately, Marge’s LTCI policy will cover her nursing home bills during the ineligibility period. And, when her insurance benefits run out five years from now, she will qualify for Medicaid.


Tip: The Deficit Reduction Act of 2005 gave all states the option of enacting long-term care partnership programs that combine private LTCI with Medicaid coverage. Partnership programs enable individuals to pay for long-term care and preserve some of their wealth.

Although state programs vary, individuals who purchase partnership-approved LTCI policies, then exhaust policy benefits on long-term care services, will generally qualify for Medicaid without having to first spend down all or part of their assets (assuming they meet income and other eligibility requirements). Although partnership programs are currently available in just a few states, it’s likely that many more states will offer them in the future.

When can it be used?

You anticipate the need for long-term care, you wish to protect your assets for your loved ones, and you can afford to pay the premiums. When buying an LTCI policy, you must consider not only whether you can afford to pay the premiums now, but also whether you’ll be able to continue paying premiums in the future, when your income may be substantially decreased.

Overall, however, purchasing LTCI is a wise move for older Americans who are financially comfortable (or who are at least able to afford the premiums), who wish to maintain control over assets for as long as possible, and who’d rather give away houses and other assets to loved ones.

Strengths

Subsidizes nursing home bills

Aging is inevitable, and the gradual inability to function independently is a great concern for many people. Although the prospect of entering a nursing home is a daunting one, equally frightening is the expense of nursing home care.

Purchasing an LTCI policy can give you some peace of mind; it’s comforting to know that at least some of the cost of the first few years of nursing home care will be paid for. Moreover, because nursing homes may limit the number of beds available to Medicaid patients, you may have a wider choice of facilities if you’re covered by LTCI than if you had to rely on Medicaid to pay for your care.

Allows you to protect your assets

Purchasing an LTCI policy allows you to transfer your assets to your loved ones after you enter a nursing home. The policy should cover your nursing home bills during the Medicaid ineligibility period caused by the transfer.

Without such a policy, you’d either have to transfer your assets years before entering a nursing home or else deplete some of your assets by private-paying the Page 3 of 5, see disclaimer on final page April 13, 2017 nursing home during the period of Medicaid ineligibility caused by your late transfer of assets. The LTCI policy allows you to preserve your assets for your loved ones instead of spending them on nursing home bills.

Tradeoffs

May be expensive

The cost of LTCI varies depending on your age, the benefits you choose, the insurer, and other factors. When buying an LTCI policy, you must consider not only whether you can afford to pay the premium now, but also whether you’ll be able to continue paying premiums in the future (when your income may be substantially decreased).

Risk is involved

Paying insurance premiums each year in the expectation that you might (at some future time) require nursing home care is a risky move. There is always the possibility that you will remain healthy and able to function independently as you grow older. The money you pay out in premiums is money that you cannot give to your children or other loved ones, so be aware of the tradeoff.

May not be necessary if you’ll qualify for Medicaid

If you have modest resources, very likely, you can qualify for Medicaid by spending down some assets and/or engaging in a little Medicaid planning a few years ahead of time. That way, you’ll be able to avoid paying the high cost of premiums over a number of years.

How to do it

If you are interested in purchasing LTCI, there are a couple of steps you should follow:

Compare policies and check the financial security of the companies you’re reviewing

You can determine the financial security of a company by reviewing its A. M. Best’s rating along with the ratings of other services, such as Moody’s or Standard & Poor’s, at your local library. You should select a company that has received a rating of A or A+ from A. M. Best.

Review the policy’s provisions carefully to ensure that it offers the features you
require

There are a number of factors you should be concerned about, such as inflation protection, a full range of care (including home health care), and exclusions for pre-existing conditions.

Tax considerations

Income tax

Benefits you receive from a “qualified” LTCI policy are not taxable to you as income and are treated as excludable benefits received for personal injury and sickness to the extent that such benefits do not exceed a per diem limitation. However, benefits received from a policy that is not a tax-qualified one might be taxable as income.

Deductibility

Federal law allows you to deduct all or part of the premium paid for a tax-qualified (LTCI) contract. A portion of your LTCI premium should be added to your other deductible medical expenses. To claim a tax deduction, the total of your medical expenses must exceed 10 percent of your adjusted gross income.

Caution: Not all long-term care contracts are tax-qualified–your policy must meet certain federal standards.

Whether you need insurance or not, long-term care is an important factor when planning for your retirement.

We can help. Set up a call by clicking here or calling (310) 824-1000.

 

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2017 Retirement Planning Key Numbers

Certain retirement plan and IRA limits are indexed for inflation each year, but only a few of the limits eligible for a cost-of-living adjustment (COLA) have increased for 2017. Some of the key numbers for 2017 are listed below, with the corresponding limit for 2016. (The source for these 2017 numbers is IRS Information Release IR-2016-141.)

Elective deferral limits 2016 2017
401(k) plans, 403(b) plans, 457(b) plans, and SAR-SEPs* (includes Roth contributions) Lesser of $18,000 or 100% of participant's compensation ($24,000 if age 50 or older)** Lesser of $18,000 or 100% of participant's compensation ($24,000 if age 50 or older)**
SIMPLE 401(k) plans and SIMPLE IRA plans* Lesser of $12,500 or 100% of participant's compensation ($15,500 if age 50 or older) Lesser of $12,500 or 100% of participant's compensation ($15,500 if age 50 or older)
IRA contribution limits 2016 2017
Traditional and Roth IRAs Lesser of $5,500 or 100% of earned income ($6,500 if age 50 or older) Lesser of $5,500 or 100% of earned income ($6,500 if age 50 or older)
Defined benefit plan annual benefit limits 2016 2017
Annual benefit limit per participant Lesser of $210,000 or 100% of average compensation for highest three consecutive years Lesser of $215,000 or 100% of average compensation for highest three consecutive years
Defined contribution plan limits (qualified plans, 403(b) plans, and SEP plans) 2016 2017
Annual addition limit per participant (employer contributions; employee pretax, after-tax, and Roth contributions; and forfeitures) Lesser of $53,000 or 100% (25% for SEP) of participant's compensation Lesser of $54,000 or 100% (25% for SEP) of participant's compensation
Retirement plan compensation limits 2016 2017
Maximum compensation per participant that can be used to calculate tax-deductible employer contribution (qualified plans/SEPs) $265,000 $270,000
Compensation threshold used to determine a highly compensated employee $120,000 (when 2016 is the look-back year) $120,000 (when 2017 is the look-back year)
Compensation threshold used to determine a key employee in a top-heavy plan $1 for more-than-5% owners
$170,000 for officers
$150,000 for more-than-1% owners
$1 for more-than-5% owners
$175,000 for officers
$150,000 for more-than-1% owners
Compensation threshold used to determine a qualifying employee under a SIMPLE plan $5,000 $5,000
Compensation threshold used to determine a qualifying employee under a SEP plan $600 $600
Income phaseout range for determining deductibility of traditional IRA contributions for taxpayers: 2016 2017
1. Covered by an employer-sponsored plan and filing as:
Single/Head of household $98,000 - $118,000 $99,000 - $119,000
Married filing separately $0 - $10,000 $0 - $10,000
2. Not covered by an employer-sponsored retirement plan, but filing joint return with a spouse who is covered by a plan $184,000 - $194,000 $186,000 - $196,000
Income phaseout range for determining ability to fund a Roth IRA for taxpayers filing as: 2016 2017
Single/Head of household $117,000 - $132,000 $118,000 - $133,000
Married filing jointly $184,000 - $194,000 $186,000 - $196,000
Married filing separately $0 - $10,000 $0 - $10,000

* Must aggregate employee deferrals to all 401(k), 403(b), SAR-SEP, and SIMPLE plans of all employers; 457(b) contributions are not aggregated. For SAR-SEPs, the percentage limit is 25% of compensation reduced by elective deferrals (effectively a 20% maximum contribution).

**Special catch-up limits may also apply to 403(b) and 457(b) plan participants.

 

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Job Change Checklist

With the new year comes new opportunities. Are you changing jobs? If so, here’s a checklist to help you for a smooth transition!

General information Yes No N/A
1. Has relevant personal information been gathered?
• Names, ages
• Children and other dependents
2. Has financial situation been assessed?
• Income
• Expenses
• Assets
• Liabilities
Employee benefits Yes No N/A
1. Has a benefits package been discussed with the new employer?
2. If yes, are there restrictions or a waiting period for all benefits?
3. Is health insurance offered?
4. Are short- and long-term disability offered?
5. Is a Section 125 or flexible spending account offered?
6. Is dental insurance offered?
7. Is vision insurance offered?
8. Is life insurance offered?
9. Is a retirement plan offered?
10. Is adoption assistance offered?
11. Is long-term care insurance offered?
12. Other insurance?
13. Has vacation/time off been reviewed?
Financial picture Yes No N/A
1. Has annual compensation been determined?
2. If married, will spouse work outside the home?
3. If there are children, will day care be necessary?
4. Will living expenses be affected?
Money management Yes No N/A
1. Has budget been updated to reflect changes in income and expenses?
• Housing costs
• Transportation costs
• Food, clothing, and other household expenses
• Health-care expenses
• Life and disability insurance premiums
• Child-care costs
2. Has an emergency fund been established?
Housing situation Yes No N/A
1. Is relocation an issue?
2. Is there a home that needs to be sold?
3. Is a home purchase planned?
4. Have the advantages and disadvantages of buying a home versus renting a home been discussed?
5. Have other expenses been reviewed?
• Mortgage origination fees
• Real estate agent fees
• Attorney fees
• Moving expenses
• Potential increase in real estate taxes
• Cost of living in new location
6. Will the new employer pay all relocation expenses?
Insurance planning Yes No N/A
1. Is a current health insurance plan in place?
2. Has spouse's coverage been evaluated?
3. Will COBRA be needed during the job transition period?
4. Is an individual (non-employer-sponsored) life insurance policy in place?
5. Does life insurance need to be upgraded?
6. Does automobile insurance need to be purchased/upgraded?
7. Does homeowners/renters insurance need to be purchased/upgraded?
8. Does disability income insurance need to be purchased/upgraded?
9. Does personal liability insurance need to be purchased/upgraded?
10. Does long-term care insurance need to be purchased/upgraded?
11. Are beneficiary designations up-to-date?
Investment planning Yes No N/A
1. Has liquidity need changed?
2. Has risk tolerance been determined?
3. Have investment goals been considered/prioritized?
4. Has size/frequency of investments been determined?
5. Has current asset allocation been reviewed?
• Stocks
• Bonds
• Mutual funds
• Annuities
• Real estate
• Art/collectibles
6. Will job change affect existing employee stock options?
Retirement planning Yes No N/A
1. Is a retirement plan available?
• Employer-sponsored retirement plan
• Beneficiary designation updated
2. If a 401(k) is offered, will the employer match employee contributions?
3. Are IRAs being effectively utilized?
4. Will all available plans be funded?
Tax planning Yes No N/A
1. Will withholding change?
2. Is the maximum tax advantage of employee benefits realized?
3. Will child care be needed?
4. Will there be a home office?
5. Have home office deductions been discussed?
6. Is there self-employment income?
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[Financial Friday] Six Potential 401(k) Rollover Pitfalls

You’re about to receive a distribution from your 401(k) plan, and you’re considering a rollover to a traditional IRA. While these transactions are normally straightforward and trouble free, there are some pitfalls you’ll want to avoid.
Six Potential 401(k) Rollover Pitfalls

1. Consider the pros and cons of a rollover. The first mistake some people make is failing to consider the pros and cons of a rollover to an IRA in the first place. You can leave your money in the 401(k) plan if your balance is over $5,000. And if you’re changing jobs, you may also be able to roll your distribution over to your new employer’s 401(k) plan.

  • Though IRAs typically offer significantly more investment opportunities and withdrawal flexibility, your 401(k) plan may offer investments that can’t be replicated in an IRA (or can’t be replicated at an equivalent cost).
  • 401(k) plans offer virtually unlimited protection from your creditors under federal law (assuming the plan is covered by ERISA; solo 401(k)s are not), whereas federal law protects your IRAs from creditors only if you declare bankruptcy. Any IRA creditor protection outside of bankruptcy depends on your particular state’s law.
  • 401(k) plans may allow employee loans.
  • And most 401(k) plans don’t provide an annuity payout option, while some IRAs do.

2. Not every distribution can be rolled over to an IRA. For example, required minimum distributions can’t be rolled over. Neither can hardship withdrawals or certain periodic payments. Do so and you may have an excess contribution to deal with.

3. Use direct rollovers and avoid 60-day rollovers. While it may be tempting to give yourself a free 60-day loan, it’s generally a mistake to use 60-day rollovers rather than direct (trustee to trustee) rollovers. If the plan sends the money to you, it’s required to withhold 20% of the taxable amount. If you later want to roll the entire amount of the original distribution over to an IRA, you’ll need to use other sources to make up the 20% the plan withheld. In addition, there’s no need to taunt the rollover gods by risking inadvertent violation of the 60-day limit.

4. Remember the 10% penalty tax. Taxable distributions you receive from a 401(k) plan before age 59½ are normally subject to a 10% early distribution penalty, but a special rule lets you avoid the tax if you receive your distribution as a result of leaving your job during or after the year you turn age 55 (age 50 for qualified public safety employees). But this special rule doesn’t carry over to IRAs. If you roll your distribution over to an IRA, you’ll need to wait until age 59½ before you can withdraw those dollars from the IRA without the 10% penalty (unless another exception applies). So if you think you may need to use the funds before age 59½, a rollover to an IRA could be a costly mistake.

5. Learn about net unrealized appreciation (NUA). If your 401(k) plan distribution includes employer stock that’s appreciated over the years, rolling that stock over into an IRA could be a serious mistake. Normally, distributions from 401(k) plans are subject to ordinary income taxes. But a special rule applies when you receive a distribution of employer stock from your plan: You pay ordinary income tax only on the cost of the stock at the time it was purchased for you by the plan. Any appreciation in the stock generally receives more favorable long-term capital gains treatment, regardless of how long you’ve owned the stock. (Any additional appreciation after the stock is distributed to you is either long-term or short-term capital gains, depending on your holding period.) These special NUA rules don’t apply if you roll the stock over to an IRA.

6. And if you’re rolling over Roth 401(k) dollars to a Roth IRA… If your Roth 401(k) distribution isn’t qualified (tax-free) because you haven’t yet satisfied the five-year holding period, be aware that when you roll those dollars into your Roth IRA, they’ll now be subject to the Roth IRA’s five-year holding period, no matter how long those dollars were in the 401(k) plan. So, for example, if you establish your first Roth IRA to accept your rollover, you’ll have to wait five more years until your distribution from the Roth IRA will be qualified and tax-free.

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[Financial Friday] Can You Get to a Million Dollars?

Often in life, you have investment goals that you hope to reach. Say, for example, you have determined that you would like to have $1 million in your investment portfolio by the time you retire. But will you be able to get there?

Can you get to a million dollars?

In trying to accumulate $1 million (or any other amount), you should generally consider how much you have now, how much you can contribute in the future, how much you might earn on your investments, and how long you have to accumulate funds.

Current balance–your starting point

Of course, the more you have today, the less you may need to contribute to your investment portfolio or earn on your investments over your time horizon.

Time (accumulation period)

In general, the longer your time horizon, the greater the opportunity you have to accumulate $1 million. If you have a sufficiently long time horizon and a sufficiently large current balance, with adequate earnings you may be able to reach your goal without making any additional contributions. With a longer time horizon, you’ll also have more time to recover if the value of your investments drops. If additional contributions are required to help you reach your goal, the more time you have to target your goal, the less you may have to contribute.

The sooner you start making contributions, the better. If you wait too long and the time remaining to accumulate funds becomes too short, you may be unable to make the large contributions required to reach your goal. In such a case, you might consider whether you can extend the accumulation period–for example, by delaying retirement.

Rate of return (earnings)

In general, the greater the rate of return that you can earn on your investments, the more likely that you’ll reach your investment goal of $1 million. The greater the proportion of the investment portfolio that comes from earnings, the less you may need to contribute to the portfolio. Earnings can benefit from long time horizons and compound rates of return, as returns are earned on any earlier earnings.

However, higher rates of return are generally associated with greater investment risk and the possibility of investment losses. It’s important to choose investments that meet your time horizon and tolerance for risk. And be realistic in your assumptions. What rate of return is realistic given your current asset allocation and investment selection?

Amount of contributions

Of course, the more you can regularly contribute to your investment portfolio (e.g., monthly or yearly), the better your chances are of reaching your $1 million investment goal, especially if you start contributing early and have a long time horizon.

Contributions needed

Now that the primary factors that affect your chances of getting to a million dollars have been reviewed, let’s consider this question: At a given rate of return, how much do you need to save each year to reach the $1 million target? For example, let’s assume you anticipate that you can earn a 6% annual rate of return (ROR) on your investments. If your current balance is $450,000 and you have 15 more years to reach $1 million, you may not need to make any additional contributions (see scenario 1 in the table below); but if you have only 10 more years, you’ll need to make annual contributions of $14,728 (see scenario 2). If your current balance is $0 and you have 30 more years to reach $1 million, you’ll need to contribute $12,649 annually (see scenario 3); but if you have only 20 more years, you’ll need to contribute $27,185 annually (see scenario 4).

Can You Get to a Million Dollars tableNote: This hypothetical example is not intended to reflect the actual performance of any investment. Actual results may vary. Taxes, fees, expenses, and inflation are not considered and would reduce the performance shown if they were included.

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