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Understanding the Generational Home Ownership Divide: Insights for Packaging Corp. of America Employees on Navigating the U.S. Housing Market

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Healthcare Provider Update: Healthcare Provider for Packaging Corp. of America Packaging Corp. of America typically offers healthcare coverage through major insurers for its employees. While specific provider listings may vary by location, commonly partnered insurers include UnitedHealthcare, Anthem BlueCross BlueShield, and Cigna, among others. Potential Healthcare Cost Increases in 2026 As we look ahead to 2026, healthcare costs are projected to surge significantly, particularly within Affordable Care Act (ACA) marketplaces. With many states anticipating premium hikes of over 60%, the retrospective loss of enhanced federal premium subsidies is poised to exacerbate the financial burden, resulting in potential out-of-pocket increases exceeding 75% for nearly all marketplace enrollees. Compounding these rising costs are ongoing trends of increasing medical expenses driven by higher hospital, physician, and drug prices, alongside inflationary pressures affecting the broader economy. Consequently, while Packaging Corp. of America navigates these trends, both the company and its employees may face steeper healthcare expenses in the near future. Click here to learn more

A noteworthy development in the US housing market's dynamic terrain is the tendency that has surfaced, emphasizing the differences in home ownership between various generations. Interestingly, baby boomers—especially those who have entered the empty-nest phase—now account for the majority of the country's large-home owners. This group owns about 28.2% of the country's large homes; in sharp contrast, millennials with children possess 14.2% of the country's homes, while Generation Z families with children own an almost insignificant 0.3%.


There are a number of reasons for this disparity, chief among them being the variations in the economic circumstances that these generations encountered in their peak years for purchasing a property. Large homes were far more affordable for baby boomers when they were younger, which was made worse by the present market's dearth of financial incentives for sellers. A significant percentage of baby boomers are mortgage-free house owners who own their properties outright. Many of those who do have mortgages take advantage of record low interest rates, which lessens the incentive to sell or downsize.

The dynamics of home ownership have changed significantly in the last ten years. Large homes were owned by both empty-nesters and young families ten years ago. But today, regardless of location, at least 20% of large homes in the United States are occupied by empty-nesters. In sharp contrast, less than 18% of large homes nationwide are occupied by millennials with children, who are most likely to reside in the Midwest and least likely to do so in California's coastal regions.


Moreover, another segment of the baby boomer population, those who reside in households with three or more adults—often with adult children living with their parents—owns an extra 7.5% of the nation's large homes. This arrangement, which reflects broader social and economic changes, implies a combination of preference for familial assistance and economic need.

These ownership patterns have a variety of effects on the housing market, urban planning, and wealth transfer between generations. Baby boomers own a disproportionate share of large homes, which highlights the difficulties subsequent generations have in finding comparable housing options due to shifting lifestyle preferences, stagnating wages, and general economic conditions. The trend also has important ramifications for the real estate industry, possibly affecting the kinds of houses that will be in demand in the future and the approaches that developers may take to satisfy changing demands.

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It's critical to comprehend the subtleties of house ownership across generations as the US navigates these difficult demographic and economic changes. It sheds light on the evolving housing market in America as well as on broader cultural trends that are affecting Packaging Corp. of America individuals decisions about where and how to live.

According to recent surveys, Packaging Corp. of America individuals and others who are getting close to retirement age are much more prepared for retirement when they work with a financial advisor. A 2023 survey by the National Retirement Planning Coalition found that people who consulted financial consultants were 50% more likely than those who did not to say they were ready for retirement. This research highlights the need of expert financial planning in managing the intricacies of investment strategies, income management, and retirement savings, emphasizing a critical tactic for anyone hoping to ensure a stable retirement. For Packaging Corp. of America retirees in particular, finding a Packaging Corp. of America focused advisor can be beneficial when navigating the different retirement policies and plans. 

What type of retirement savings plan does Packaging Corp. of America offer to its employees?

Packaging Corp. of America offers a 401(k) retirement savings plan to its employees.

Does Packaging Corp. of America match employee contributions to the 401(k) plan?

Yes, Packaging Corp. of America provides a matching contribution to employee 401(k) plan contributions, subject to certain limits.

What is the eligibility requirement to participate in the 401(k) plan at Packaging Corp. of America?

Employees of Packaging Corp. of America are eligible to participate in the 401(k) plan after completing a specified period of service, typically 30 days.

How can employees of Packaging Corp. of America enroll in the 401(k) plan?

Employees can enroll in the 401(k) plan through the company’s HR portal or by contacting the HR department for assistance.

What investment options are available in Packaging Corp. of America's 401(k) plan?

Packaging Corp. of America offers a variety of investment options, including mutual funds, target-date funds, and other investment vehicles.

Can employees of Packaging Corp. of America take loans against their 401(k) savings?

Yes, Packaging Corp. of America allows employees to take loans against their 401(k) savings, subject to the plan’s terms and conditions.

What is the vesting schedule for the employer match in Packaging Corp. of America’s 401(k) plan?

The vesting schedule for the employer match at Packaging Corp. of America typically follows a graded vesting schedule over several years.

Are there any fees associated with Packaging Corp. of America’s 401(k) plan?

Yes, there may be administrative fees and investment-related fees associated with Packaging Corp. of America’s 401(k) plan, which are disclosed in the plan documents.

How often can employees of Packaging Corp. of America change their 401(k) contribution amount?

Employees can change their 401(k) contribution amount at any time, following the guidelines set by Packaging Corp. of America.

What happens to the 401(k) savings if an employee leaves Packaging Corp. of America?

If an employee leaves Packaging Corp. of America, they can choose to roll over their 401(k) savings to another qualified plan, withdraw the funds, or leave them in the current plan if allowed.

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For more information you can reach the plan administrator for Packaging Corp. of America at , ; or by calling them at .

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