Longevity & Aging

No doubt about it: at some point we’re neither semi-retired, findependent or fully retired. We’re out there in a retirement community or retirement home, and maybe for a few years near the end of this incarnation, some time to reflect on it all in a nursing home. Our Longevity & Aging category features our own unique blog posts, as well as blog feeds from Mark Venning’s ChangeRangers.com and other experts.

Looking under the hood of a Guaranteed Universal Life Policy

Posted By Financial Independence Hub | May 23, 2017

By Jessica Walter

Special to the Financial Independence Hub

Though it can be morbid and upsetting to think about, it’s important that seniors have life insurance in place so that their families don’t have to worry.

Despite this, 54% of Americans say they are unlikely to purchase life insurance. As well as this, according to research organization LIMRA, 51% of all households say they would rely on life insurance payouts to pay bills and maintain their lifestyle, in the event of the main breadwinner passing away. That’s why it’s so important to choose a life insurance policy that works for you, and brings you the best benefits and flexibility.

Understanding the different types of available insurance policies is vital, as it could make a big difference to the amount you pay in premiums, as well as how much the family will receive in the event of a death.

What Is a Guaranteed Universal Life Policy?

A guaranteed universal life policy is one of the best ways for seniors to get coverage for life, for the lowest possible cost. Whether you qualify will depend on your health, and your age. The main positive of a GUL plan is its ability to meet a wide range of budgets.

This type of plan is similar to a whole life insurance policy, but is made more affordable by gaining cash value in the initial years. This value is then used to offset an increase in premiums in the future. This is in contrast to a whole life insurance policy, which would continue to gain cash value, but requires higher premiums to be paid. A guaranteed life insurance policy is one of the most popular around, and will meet the needs of the majority of healthy people, but it isn’t the only insurance policy available.

The Benefits of a Guaranteed Universal Life Insurance Policy

A cure for the Retirement Blues

Posted By Jonathan Chevreau | May 18, 2017

Whaaaat? Is it possible that this whole retirement thing can be a letdown once you finally get there — that some people may experience the Retirement Blues?

My latest MoneySense Retired Money column looks at the problem of having too much free time in your golden post-employment years, which you can find by clicking this highlighted headline: Retiring frees up 2,000 extra hours a year.

In the piece, I describe at least one senior who felt in retrospect that he retired too early: he had a great pension so money wasn’t a problem but he soon realized he had started to miss the many benefits of work. In short, he had a mild — or not so mild — case of the Retirement Blues.

As you’ll see, the column references an RBC program called Your Future by Design (See www.retirementdesigners.ca).

The 2,000 hours is the result of a simple calculation: 50 weeks multiplied by 40 hours a week equals the amount of “found” leisure time freed up by no longer working full-time. The 2,000 hours figure was referenced in a survey by the Royal Bank last year. Those with long commutes can add a few more hundred hours a year of “found” time.

Keep in mind that if you don’t work at all in retirement you’ll have a lot more than just those 2,000 hours a year to fill. Subtracting 3,000 hours for sleep, you’ll have a total of 5,840 waking hours every year. So if you live 30 more years after retiring, that’s 175,000 waking hours to be occupied.

Little wonder that 73% surveyed by RBC aren’t sure what they’ll do with all that time. We spend more time planning vacations (29%) or weddings (19%) than on retirement!

5 top retirement activities, plus a sixth that should be considered

RBC finds the top five activities for replacing work are health & fitness, travel, hobbies, volunteering and relaxing at home, but I suggest in the column that many recent retirees may discover they want a sixth activity: work, if only on a part-time basis.

Imagine that: doing a little more of what you may have done too much of during your primary career, but enjoying it for its own sake, its networking properties and social stimulation. And, incidentally, adding a little to your retirement nest egg while you’re at it.

Business owners need to step up Wealth transfer plans for next generation

Posted By Jonathan Chevreau | May 16, 2017

Here’s my latest High Net Worth blog for the Financial Post, titled Only 40% of new business owners have transition in place, says new report.

The latest in a series of global surveys by RBC Wealth Management and Scorpio Partnership finds that while more than a third of business owners in the United States, Canada and the United Kingdom have a full formal plan in place to pass their wealth on to their heirs, one in five have not even started to plan.

RBC surveyed 384 high-net-worth and ultra-high-net-worth individuals in the three countries, with average investible wealth of US$6.4 million. While 51% of business owners have a will in place, a startling 22% have not yet started any sort of wealth transfer preparations; which means “the majority of business owners are relatively unprepared to pass on their financial legacy,” the report says.

One of the experts I consulted was business transition and valuation expert Ian R. Campbell, who recently wrote a Hub blog about Donald Trump’s business transition plans for his high-profile family members. It was also the basis for an earlier Financial Post column by me headlined Donald Trump is upping the ante in the Wealth Transfer game.

The pitfalls of naming your children co-executors

Posted By Marie Engen | May 15, 2017

I was named executor on both my father- and mother-in-law’s wills. I had copies of the wills and other documentation I might need. So, imagine my surprise when I just recently found out that I am a co-executor on my own parents’ wills. These wills were prepared in 1992 and I was thinking: “When were you planning on springing this information on me?”

My brother and I are joint executors. You can name more than one person to serve as executor and a lot of people appoint their adult children as co-executors. The primary reasons are they want to treat their children fairly, and they don’t want to hurt any of their children’s feelings. By making sure they are all included in the administration process it can help share the burden.

These are perfectly valid reasons. It can be a good idea: or a terrible idea.

Drawbacks of naming co-executors

It is understandable that parents wouldn’t want to appear to play favourites in naming their executor. Continue Reading…

Generational Business Transition: The Apprentice

Posted By Financial Independence Hub | May 3, 2017

By Ian Campbell

Special to the Financial Independence Hub

Synopsis

Love, hate or tolerate U.S. President Donald Trump know that the business-focused reality show he personally hosted for some years was not named “The Apprentice” without careful thought. No doubt that also was true of his hiring several of his children into his businesses.

Over the past 50 years I have advised many “strong personality” owners of both small and very large privately held companies on matters involving business valuation and transition. That experience suggests business owners – likely in combination with more than one advisor – often work to include one or more of their children in management positions in their businesses.

While there are exceptions, in my experience nepotism infrequently works as well as it is planned. That said there are some sparkling successes, where the latter often lead to successful multi-generational business transition – and long-term family business legacies.

So what high-level reasons cause private business owners to hire younger family members – effectively creating an “apprentice environment” – and to often do that when they themselves are in their “prime business years?”

This commentary explores those reasons: none of which are particularly complicated, and none of which are hard to understand in the context of family business owner aspirations.

Family business transition defined

In this article “generational business transition” means the transition of business ownership – and often management – to one or more succeeding generations. Multi-generational business transition means business transition beyond two generations.

Principal “family hire” reasons summarized

There are always exceptions to generalities. Further, in the case of family business transition senior family generation members in control of a family business may make wrong-headed assessments of next generation children or make ill-conceived business management related decisions about one or more of them for over-emotional reasons or simply as a result of bad judgment.

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