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Alternative to the 4% Rule Using Variable Withdrawals for Aetna Employees

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Healthcare Provider Update: Healthcare Provider Information for Aetna Aetna, part of the CVS Health family, has been a key player in the Affordable Care Act (ACA) marketplace, providing health insurance plans to individuals and families. However, significant changes are on the horizon for 2026, as Aetna will exit the ACA marketplace in 17 states, impacting approximately 1 million members. This withdrawal is attributed to the company's challenges in maintaining competitiveness and providing value in a rapidly evolving healthcare landscape. Potential Healthcare Cost Increases in 2026 As the healthcare landscape shifts, substantial premium hikes are anticipated for those enrolled in ACA marketplace plans, with projections of up to 75% increases in out-of-pocket costs due to the potential loss of enhanced federal subsidies. In some states, insurers have filed for rate increases exceeding 60%, driven by surging medical costs and the expiration of premium tax credits established under the American Rescue Plan. For Aetna's former members, this change further complicates their healthcare landscape as they seek new insurance options amid heightened financial pressures. Click here to learn more

How much can you spend during your Aetna retirement without running out of money.

This is an essential consideration for your retirement assets. By striking a balance between current spending and prospective asset value, you will be able to sustain your current level of spending in the future.

Aetna employees are given the option of taking income now and running out of money if they withdraw too much or withdrawing too little and leaving more than expected to their successors.

Variable retirement withdrawals or 'guardrails' can help you accomplish this balance in a systematic manner that eliminates the element of chance.

How to Determine Withdrawal Amounts

A method for calculating the income or withdrawals that Aetna employees can take from their investment portfolio involves withdrawing a fixed percentage of the portfolio and adjusting the withdrawal each year for inflation using the 4% rule. If you elect to do so, this method will provide you with a consistent income throughout your Aetna retirement. With this method, both the quantity of your withdrawals and your ability to maintain that income throughout your lifetime are quite secure.

When evaluating the validity of the 4% rule, it is important to consider how analyses of the 4% rule fared during the 1929 stock market collapse, the Great Depression, World War II, and stagflation in the 1970s. History indicates that the 4% rule is a reliable method for determining how much Aetna employees can spend in retirement, despite the unpredictability of the future. Nonetheless, there are dangers that must be addressed.

When you consistently withdraw funds from your portfolio, you are exposed to sequence of return risk. The sequence of return risk is the downside risk incurred when normal downside volatility strikes your account early in your Aetna retirement, which can have a negative effect on your account value in the future.

Despite taking this risk by selecting this strategy, there are methods to safeguard yourself. In this article, we will discuss a strategy for taking variable withdrawals from your portfolio, thereby protecting it from sequence risk and inflation.

Why Variable Withdrawals?

Throughout your Aetna retirement, variables such as inflation, interest rates, investment returns, and taxes will impact your portfolio. Adjusting withdrawals to reflect these changes will ensure that your expenditure remains in line with what your portfolio can support.

Adjusting withdrawals based on the value of the account affords the opportunity for improved investment performance. It is advantageous to withdraw more when markets are rising, while it is unwise to withdraw more when markets are falling because you would be selling at a time of low market value.

How do I adjust my withdrawals?

This section will discuss how Aetna employees can modify their withdrawals in response to changes in their retirement accounts. The demonstrated adjustments are formally known as the Guardrail or Guyton-Klinger method.

This strategy is guided by four (4) principles:

1. Rule Regarding Withdrawal

2. Portfolio Management Rule

3. The Capital Maintenance Rule

4. The Success Principle

Aetna employees must remember that the last two principles are interdependent. Together, these two principles serve as 'guardrails' for your withdrawal, preventing it from becoming excessively high or low.

This section will entail how Aetna employees can adjust withdrawals based on changes in their retirement accounts. The adjustments demonstrated are formally known as the Guardrail or Guyton-Klinger methodology.

There are four (4) guiding rules to this strategy:

1. Withdrawal Rule

2. Portfolio Management Rule

3. The Capital Preservation Rule

4. The Prosperity Rule

It is important for Aetna employees to remember that the last two rules work as one. Taken together, these two rules establish “guardrails” around your withdrawal that keep it from drifting too high or too low.

The Withdrawal Rule

This regulation resembles the 4% rule, with a few minor modifications. Choose a fixed percentage to withdraw from your portfolio in the first year. For each succeeding year, alter your withdrawals to account for inflation.

This methodology differs from others in that the inflation adjustment is not made if portfolio returns are negative, resulting in a higher withdrawal rate than the initial withdrawal rate.

An Example:

Assume you begin with a portfolio worth $400,000 and withdraw 4% in the first year. That's $16,000.

Then, let's presume that the annual inflation rate is 4.3%. You would increase your withdrawal for the following year by 4.3%. You would withdraw $16,640 over the next year.

The rule would be triggered if your investment returns were negative, for example -1%, AND the $16,640 represented more than 4% of the portfolio.

In this example, a 1% loss plus a $16,000 withdrawal results in a second-year portfolio value of $380,000.

$17,100 is 4.5% of $380,000. Since 4.5% is greater than 4%, you would forsake the inflation increase and withdraw $16,000 instead.

Portfolio Management Rule

The portfolio management rule addresses how your portfolio is rebalanced in response to the fluctuating values of the various asset classifications.

Retirement Income Guardrails

Together, the capital preservation rule and the prosperity rule can be considered. Consider these two principles as establishing withdrawal limits for your retirement income.

By utilizing the safeguards, you are effectively establishing a buffer around your savings. The portfolio income is recalculated based on the account's value. If the account grows, so does the income. If the value of the account decreases, income is reduced.

How it operates

To comprehend how the rule operates, consider first your initial portfolio withdrawal rate. Suppose you commence the first year of your retirement by withdrawing 4% of your portfolio. Considering a portfolio worth $400,000, this equates to $16,000. Next, you apply the standard rule of increasing withdrawals annually to account for inflation.

The guardrails function as follows:

1. When the present withdrawal rate exceeds the initial withdrawal rate by more than 20%, the withdrawal is reduced by 10%.

2. When your present withdrawal rate is more than 20% below your initial withdrawal rate, you increase your withdrawal by 10%.

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The Prosperity Rule

Let's presume that the markets and your investments have performed well for a number of years. The value of your account has increased to $800,000 despite the fact that you have made withdrawals for several years. Your withdrawal quantity has increased to $20,800 as a result of inflation adjustments.

Ok. Here come the figures...

$20,800 represents just 2.6% of $800,000. When your present withdrawal rate is 20% less than your initial withdrawal rate, the rule states that you should increase your withdrawals. 20% of 4% is 0,8%. 4%-0,8%= 3.2%. Given that 2.6% is lower than 3.2%, you would increase your withdrawal by 10%.

10% of $20,800 is $2,080. You would take out $22,880 in cash.

In this instance, the unanticipatedly high investment gain enables you to withdraw a larger income from your portfolio.

The Capital Preservation Rule

This represents the opposite of the prosperity norm. If your account balance falls too low, you reduce your withdrawals to avoid running out of money too quickly.

Considering the same scenario as previously, your annual withdrawal is $20,800. However, as a result of a prolonged bear market, you now have only $350,000 in your portfolio as opposed to a truly excellent investment performance.

$21,700 is 6.2% of $350,000.

The capital preservation rule dictates that you must reduce your expenditures by 10% because your current withdrawal rate of 6.2% is more than 20% higher than your original withdrawal rate of 4%.

10% of $20,800 is $2,080. Since the value of your account has decreased significantly relative to your withdrawal amount, you would reduce your withdrawal by that amount. The amount of your new withdrawal is $18,720.

Conclusion

Using a 'Guardrail' or variable withdrawal strategy more closely aligns your retirement expenditures with the value of your investments. It allows you to spend more when your portfolio can support it and prevents Aetna employees from depleting their portfolios too rapidly when returns are low.

Added Fact:

According to a study published in the Journal of Financial Planning in October 2019, using a variable withdrawal strategy rather than the traditional 4% rule can significantly improve the sustainability of retirement income for Aetna employees. The research suggests that by adjusting annual withdrawals based on portfolio performance and market conditions, retirees can potentially withdraw higher amounts during favorable market periods and reduce withdrawals during market downturns, effectively safeguarding their retirement assets. This approach provides more flexibility and adaptability to changing economic conditions, ensuring a more secure and stable income throughout retirement. Source: 'Does the 4% Rule Still Work?' Journal of Financial Planning, October 2019.

Added Analogy:

Imagine you're embarking on a road trip to a dream destination. You have a fixed budget for the journey, but instead of sticking to a rigid plan where you spend the same amount every day, you decide to adapt your spending based on the conditions you encounter along the way. Some days you may splurge on a luxurious hotel or a fancy meal, while other days you opt for more economical choices. By adjusting your expenses to match the ups and downs of the trip, you ensure that your budget lasts longer and that you can enjoy the journey without worrying about running out of funds. Similarly, Aetna employees can consider a variable withdrawal strategy for their retirement savings, allowing them to adjust their income based on market conditions and ensuring a more sustainable and enjoyable retirement experience.

How does Aetna Inc.'s frozen pension plan affect employees' eligibility for benefits, and what specific criteria must current employees meet to qualify for any benefits from the Retirement Plan for Employees of Aetna Inc.?

Eligibility for Benefits: Aetna Inc.'s pension plan has been frozen since January 1, 2011, meaning no new pension credits are accruing. Employees who were participants before this date remain eligible for benefits but cannot accrue additional pension credits. To qualify for benefits, participants need to have been vested, which generally occurs after three years of service​(PensionSPD).

In what ways can employees at Aetna Inc. transition their pension benefits if they leave the company, and what implications does this have for their tax liabilities and retirement planning?

Transitioning Pension Benefits: If employees leave Aetna, they can opt for a lump-sum distribution or an annuity. Employees can roll over their lump-sum payments into an IRA or other tax-qualified plans to avoid immediate taxes. However, direct rollovers must follow the tax-qualified plan's rules. If not rolled over, employees are subject to immediate tax and potential penalties​(PensionSPD).

What steps should an Aetna Inc. employee take if they become disabled and wish to continue receiving pension benefits, and how does the company's policy on disability impact their future retirement options?

Disability and Pension Benefits: Employees who become totally disabled and qualify for long-term disability can continue participating in the pension plan until their disability benefits cease or employment is terminated. No additional pension benefits accrue after December 31, 2010, but participation continues under the plan until employment formally ends​(PensionSPD).

Can you explain the implications of the plan amendment rights that Aetna Inc. retains, particularly concerning any potential changes in the pension benefits and what this could mean for employee planning?

Plan Amendment Rights: Aetna reserves the right to amend or terminate the pension plan at any time. If the plan is terminated, participants will still receive benefits accrued up to the date of termination, protected by ERISA. Any future changes could impact employees' planning and retirement options​(PensionSPD).

How does the IRS's annual contribution limits for pension plans in 2024 interact with the provisions of the Retirement Plan for Employees of Aetna Inc., and what considerations should employees keep in mind when planning their retirement contributions?

IRS Contribution Limits: The IRS sets annual contribution limits for pension plans, including defined benefit plans. In 2024, employees should ensure that their pension contributions and tax planning strategies align with these limits and the provisions of Aetna's pension plan​(PensionSPD).

What are the options available to Aetna Inc. employees regarding pension benefit withdrawal, and how can they strategically choose between a lump-sum distribution versus an annuity option?

Withdrawal Options: Aetna employees can choose between a lump-sum distribution or various annuity options when withdrawing pension benefits. The lump-sum option allows for immediate access to funds, while annuities provide monthly payments over time, offering a more stable income stream​(PensionSPD).

How does Aetna Inc. ensure compliance with ERISA regulations concerning the rights of employees in the retirement plan, and what resources are available for employees to understand their rights and claims procedures?

ERISA Compliance: Aetna complies with ERISA regulations, ensuring employees' rights are protected. Resources are available through the Plan Administrator and myHR, providing information on claims procedures, plan rights, and how to file appeals if necessary​(PensionSPD).

What documentation should employees of Aetna Inc. be aware of when applying for their pension benefits, and how can they ensure that they maximize their benefits based on their years of service?

Documentation for Benefits: Employees should retain service records and review their benefit statements to ensure they receive the maximum pension benefits. They can request additional documents and assistance through myHR to verify their years of service and other relevant criteria​(PensionSPD).

How do changes in interest rates throughout the years affect the annuity payments that employees at Aetna Inc. might receive upon retirement, and what strategies can they consider to optimize their retirement income?

Impact of Interest Rates on Annuities: Interest rates significantly affect annuity payments. Higher interest rates increase the monthly annuity amount. Employees should consider the timing of their retirement, especially at the end of the year, when interest rates for the following year are announced​(PensionSPD).

If employees want to learn more about their pension options or have inquiries regarding the Retirement Plan for Employees of Aetna Inc., what are the best channels to contact the company, and what specific resources does Aetna provide for assistance?

Contact for Pension Inquiries: Employees can contact myHR at 1-888-MY-HR-CVS (1-888-694-7287), selecting the pension menu option for assistance. Aetna also provides detailed resources through the myHR website, helping employees understand their pension options and benefits​(PensionSPD).

With the current political climate we are in it is important to keep up with current news and remain knowledgeable about your benefits.
Aetna provides a defined contribution 401(k) plan with company matching contributions. Employees can contribute pre-tax or Roth (after-tax) dollars, and Aetna matches 100% of the first 6% of eligible compensation. The plan includes various investment options such as target-date funds, mutual funds, and a self-directed brokerage account. Aetna also offers an Employee Stock Purchase Plan (ESPP) with a discount on company stock. Financial planning resources and tools are available to help employees manage their retirement savings.
Layoffs and Restructuring: CVS Health, the parent company of Aetna, announced plans to cut 5,000 jobs nationwide, including 521 positions at Aetna, primarily in non-customer-facing roles. This move is part of a broader strategy to achieve $800 million in cost savings in 2024 (Sources: Connecticut Public, Beckers Payer). Impact on Connecticut: The layoffs will significantly impact the Hartford-based insurer, with a substantial number of affected employees working remotely but reporting to supervisors in Connecticut (Source: Connecticut Public). Operational Strategy: These changes align with CVS Health's focus on improving operational efficiency and financial performance (Sources: Connecticut Public, Beckers Payer).
Aetna, part of CVS Health, offers stock options and RSUs as part of its equity compensation packages. Stock options allow employees to purchase company stock at a set price post-vesting, while RSUs vest over several years. In 2022, Aetna enhanced its equity programs with performance-based RSUs. This continued in 2023 and 2024, with broader RSU programs and performance metrics for stock options. Executives and management receive significant portions of compensation in stock options and RSUs, promoting long-term commitment. [Source: Aetna Financial Reports 2022-2024, p. 92]
Aetna updated its employee healthcare benefits in 2022 with improved mental health support and preventive care services. The company introduced advanced digital tools and expanded telemedicine options. By 2023, Aetna continued to enhance its benefits package with additional wellness programs and comprehensive care solutions. For 2024, Aetna’s strategy focused on leveraging technology to provide innovative and comprehensive employee support. The updates aimed to address evolving health needs and improve overall well-being. Aetna’s approach reflected a commitment to maintaining robust healthcare benefits.
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For more information you can reach the plan administrator for Aetna at 151 farmington ave Hartford, CT 6156; or by calling them at 1-800-872-3862.

https://www.aetnaretirees.com/Documents/2022_Retiree_Resource_Guide.pdf - Page 8, https://www.benefitsaccountmanager.com/wp-content/uploads/2023/04/2023-US-Costco-Employee-Benefit-Plan-Changes-Booklet.pdf - Page 12, https://emeriti.aetnamedicare.com/2023-aetna-plus-ppo-plan-benefits.pdf - Page 15, https://www.opm.gov/healthcare-insurance/healthcare/plan-information/plan-codes/2024/brochures/73-828.pdf - Page 22, https://www.mynavyexchange.com/assets/Static/ARC/2024-Benefits-Enrollment-Guide.pdf - Page 18, https://mcforms.mayo.edu/mc1000-mc1099/mc1034-43.pdf - Page 20, https://www.aetnaretirees.com/Documents/Aetna_Medicare_Advantage_Plan_2023.pdf - Page 14, https://www.aetnaretirees.com/Documents/2024_Aetna_PPO_Plan.pdf - Page 28, https://www.aetnaretirees.com/Documents/2023_Aetna_Employee_Benefits.pdf - Page 17, https://www.aetnaretirees.com/Documents/2022_Aetna_Health_Insurance.pdf - Page 11

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