Everything you didn't learn in school that will help you survive the world of work. A place for newbies, for working moms, for seasoned professionals and "free agents" to share strategies, tips and tales from the trenches.
Showing posts with label Emergency fund. Show all posts
Showing posts with label Emergency fund. Show all posts

Oct 17, 2009

Preparing for the worst: How much should you have in your emergency fund?

by Miss Minchin, Dean of Students
If you lost your job tomorrow, would you be able to get by until you found another job, even if that job search took you 8 months? What if you and your partner both lost your jobs? Do you have enough saved up for such an emergency? Do you even know how much you need to have saved for such an event? If you are like most Americans the answer is no.

We have all been touched in some way by the current recession, and we all probably know people who have lost their homes, their jobs, or are simply struggling to get by. If there is one positive thing that we can take away from this recession, it’s that we are relearning the value of living within our means and setting aside cash for unexpected life events. More and more people are starting to appreciate the peace of mind that comes with having a solid emergency fund in place. My goal is to give you the information and tools you need to figure out the right amount to have in savings for this worst case scenario.

First you need to know the numbers
Do you know what your monthly expenses are? Do you know what they would be if both you and your partner were unemployed? Do you know how much unemployment you would qualify for? How long you would qualify for benefits? Do you know how much Cobra would cost? Let’s take a look at some of these numbers:

• In my state, Unemployment Insurance will pay half of what you make today, up to a cap. The max is $628/week for up to 30 weeks, for a total of pay out $18,840, so anyone making more than 65k/year will be getting less than 50%. In other words, if you make $65k per year, you'd be living on a salary of  $32k year for about 4 months. If you make $32k a year, you'd be living on a salary of $16k for four months or so.(Currently there are extensions in effect, but you can’t count on that in the future and likely wouldn’t qualify if you were laid off tomorrow).

• You might be thinking, “my employer will be generous with severance pay" and I hope that's true. Don’t forget that the company will have to withhold taxes & social security from your severance check, so the lump sum you may be counting on could be a lot less than you expect. When my husband was laid off last year, the $12k check we were expecting for severance and employment assistance was a lot closer to $6k. Did you also know that you cannot collect unemployment for the amount of time that you are covered by severance pay? So if you get 2 months severance, you won’t be eligible to start collecting unemployment for two months. Not only that, but if you do earn any side income while looking for a new job, your unemployment check can be reduced by that amount (see your state's Department of Labor site for the rules).

• COBRA will keep your family covered by medical insurance, but you will have to pay the full premium yourself. (Currently there is a program in place that will reimburse you for up to 80% of the premium, but you have to qualify, there is no guarantee it will exist in the future, and you will still need the money to pay the premium first). At my place of employment, for a single person with the least expensive plan you would pay $150/month, and for a family covered by the high value plan you would have to pay $1462/ month to keep your current coverage. Add to that Dental and Vision coverage and you would be paying anywhere from $200/month up to almost $1600/month. Find out what COBRA would cost you if you were to be laid off.
 
Next figure out your monthly budget
Now that you know these numbers, work these into your monthly budget to come up with amount you would need to get by in a worst case scenario. Don’t forget to count bills that are paid annually. If your monthly budget seems high, you may want to analyze your spending to separate out what your true needs are, from the nice-to-haves. One exercise to help you do that is to picture yourself and your family in a homeless shelter getting a meal from a soup kitchen. Now start adding back in the things in life that you really need. This will help you to see what things are truly necessary to get by, and which things are optional in time of need.

Identify your safety net
Once you have a worst-case scenario budget, think about what dollar amount you would need to have in the bank to feel secure. Some financial gurus recommend saving 8 months of living expenses, this is based on the average length of time it takes to find a new job in a recession. Most will recommend a minimum of 3 months of living expenses or income. Think about what number sounds right to you. What dollar amount will make you feel protected? Everyone has a different level of risk tolerance, and many factors come into play: Is your job in an industry where it is taking even longer to find employment? Do you feel confident that you would get a new job quickly? If you rely on irregular income or commissions you may want to have more, if too much money sitting safely in savings makes you feel the pinch of lost investment opportunity, you may want to save less.

Don't play games with credit
If you have credit card debt or a home equity line of credit or loan, think twice about how you would allocate funds to these. In the recent past many financial advisors gave the advice to pay down debt and use your home equity line of credit or a credit card to pull you through a crisis. But if this recession has taught us anything, it’s that we can’t count on our homes steadily increasing in value, and many of us have lost any equity that we may have had. Creditors are shutting down credit for even the most responsible consumers. As soon as you pay down debt, they are reducing your credit limit to the amount owed. Relying on these tools in an emergency can leave you even deeper in debt. A better approach may be to pay the minimum or a small amount on any existing debt until you have a reasonable emergency fund stashed away. This way you won’t find yourself both without money and without credit.

Now start saving
Once you know the amount that you would personally need to feel covered in the event of an emergency, assess your budget and find funds to put away each month to work towards that goal. Take advantage of automatic savings programs to pay yourself first, and celebrate the progress you make toward that goal. Don’t give in to temptation. When you find yourself thinking "I should live for today, I work hard, I deserve it!"  You’re right, you work hard and you do deserve it, but that is irrelevant. You will need to make some sacrifices, don’t ransom your future for short-term gratification.

In uncertain economic times, it helps to know that you are taking steps to control your financial destiny. With knowledge, a good plan, and determination, you can put your financial fate into your own hands and feel confident that you can weather any storm life throws your way.

Oct 13, 2009

Your unemployment experience

Bureau of Labor Statistics, October 2009, lists the national unemployment rate at 9.8%.  10% of men, 7% of women, and 25.9% of teenagers.

"Among the unemployed, the number of job losers and persons who completed temporary jobs rose by 603,000 to 10.4 million in September. The number of long-term unemployed (those jobless for 27 weeks and over) rose by 450,000 to 5.4 million. In September, 35.6 percent of unemployed persons were job-less for 27 weeks or more. " (Employment Situation Summary)

By these stats, you stand a very good chance of becoming unemployed before the next benchmark revision, February 2010.  Unfortunately, you are not likely to know when this will occur, and being unprepared for unemployment can make that experience feel unmanageable.

The Finishing School has dedicated these past 4 years to preparing our student body for the world of work, and begins today a regular series that can help you prepare for the unpleasant turn of events that puts you out of work.  Use this simulation course to take stock of your own situation and ready your unemployment kit.  An ounce of prevention, etc...


Day Zero - Understanding the Law


Employment Law is not easily digested, but there are a few key pieces of legislation that you should be familiar with in regards to layoffs, furloughs and terminations.  You should also explore laws specific to your state and to your industry, which may outline additional regulations for employers and employees.

Pay close attention to the words that are said as you are being terminated.  This can be difficult to do if you are stunned and in disbelief.  Write things down if you need to.  Do not jump to litigation out of anger, but be alert to signals of non-compliance.


Worker Adjustment and Retraining Act (WARN)
Twenty years old this year, the WARN Act was actually evaluated as too confusing by the US General Accounting Office by 2004.  GAO recommended a re-do of this legislation, which was intended to require a 60-days notice to employees being laid off, but contains enough loopholes to render it avoidable in most situations.  That re-examination has not taken place, so a law written in different era is still in effect.

The subjective language "plant closing" and "mass layoff" are the core requirements for WARN, and do not have much teeth in a global information-based economy.  From a FindLaw  fact sheet
A plant closing occurs when it is shut down for more than six months, or when fifty or more employees lose their jobs during any thirty-day period at a single site of employment.
A mass layoff occurs when a layoff of six months or longer affects 500 or more workers, or 33 percent of the employer's workforce when the layoffs affect between 50 and 499 workers.

 Note that these manufacturing-centered definitions are not binding when it is only your department or division, if your company relocates out of state or country, or when it comes to simply eliminating your job.

WARN does not cover "new hires" (6 months or less on the job), or part-time workers.  Contracted workers with a fixed completion date or deliverable are not included.  Most importantly for 2009, "unforseen business circumstances" and "natural disaster" will waive WARN completely.

There are penalties for employers who violate WARN regulations, but you the employee will have to file the suit, and you will have better chance of reaching the US District court where it is enforced if you file a class action.


Employment at Will
Employment at Will is the "no-fault" divorce doctrine of US Labor.  It means that either employer or employee may sever the work relationship with or without cause, but this does not eliminate the possibility of breach of contract or wrongful termination suits.  It is best not to rest in too much comfort on this walk-away clause, but you do not need to live in fear of it either.

It is inaccurate to speak of "at will states" as if there are some that do and some that don't.  All states have some version of Employment at Will doctrine and exceptions to it.  Your best preparation is to understand your own state's laws and your employer's regulations.  (see Today's Assignment, below)

Age Discrimination in Employment Act (ADEA)
From the EEOC:
"Under the ADEA, it is unlawful to discriminate against a person because of his/her age with respect to any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training. The ADEA permits employers to favor older workers based on age even when doing so adversely affects a younger worker who is 40 or older."
 
Burden of proof in discrimination cases is on the plaintiff, unless there is whistle-blowing involved.  Your selection for termination may not have been a case of age discrimination.  Before making such a charge, be sure you understand the broad (and lengthy) history of this act, which was originally passed in 1967.
 
Most employees are expected to sign a waiver on their intent to sue in exchange for other termination settlement benefits (such as severance, extended healthcare coverage, and the like).  If you are in this protected class (40+) you are also waiving your ADEA rights, and are given extra time to consider that decision, and the right to revoke it within a week after doing so. (EEOC fact sheet on age)
 
On your termination, the employer is required to provide demographic information about other employees terminated with you.  This is information is provided for your legal evidence only, and is considered a confidential document.
 

Veterans' Employment and Training (VETS)
Every employer should understand the fine details of the Uniformed Services Employment and Reemployment Rights Act when hiring, supervising, and planning to terminate a member of the armed forces or reserves.
 
Servicemen and women are entitled to keep their jobs during calls to duty.  They are also obligated to maintain certain periods of advance notice with their civilian employers. 
 
Choosing a service member for the termination list because their schedules are difficult to maintain and their attendance spotty is discrimination. 

Today's Assignment
Explore your state's employment laws.  This can be overwhelming, so concentrate on your specific industry, job, or situation.  Your goal is not to have "what are my rights?" be the first thing on your mind in a termination meeting.  Search for "labor law [state]," for example, "labor law Idaho."

Employers are encouraged to explore in-service training opportunities on these and similar topics at all line-levels of management to ensure that those who manage others are legally compliant.
Outside Reading

For the workforce
5 Top companies with no layoff
The UnEmployment Diary blog
Why the Wrong People Get laid Off

For management
Consultants decide who to fire
Best Practices for Layoffs

Next time: Day One: Set your house in order

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