Some 2022 Tax Changes

Each year at about this time the IRS announces various changes to the upcoming tax year, which are based on formulas that typically revolve around inflation. To be clear, these are not changes to tax policy, Congress passes those, and there are certainly many of them in the Build Back Better Act that may end … Continue reading Some 2022 Tax Changes →

PERAPlus 401k/457/DC: New Recordkeeper, Same Fees (almost)

On December 3, 2021, the recordkeeper for PERA's 401k, 457 and DC plans will change from Voya to Empower. This is a result of a request for proposals and PERA staff and the Board looking at the submissions. Your investing choices will remain the same, you'll simply login to Empower's website which should hopefully provide … Continue reading PERAPlus 401k/457/DC: New Recordkeeper, Same Fees (almost) →

Colorado PERA Retirement Options 1, 2 and 3

Most Colorado educators are generally aware of the formula that calculates their PERA pension benefit: Years of Service Credit x 2.5% x Highest Average Salary (HAS) They also are generally aware of which HAS Table they use so they know when they qualify for a "full" retirement (non-green-shaded areas of your HAS Table). If you … Continue reading Colorado PERA Retirement Options 1, 2 and 3 →

Interviewed on the Teach and Retire Rich Podcast

I was recently interviewed on the Teach and Retire Rich Podcast (also available here). It’s…not horrible (although I do sound like I’m yelling). My books that are mentioned (and resources) If you want to help co-author another state.

PERA Votes to Switch from Voya to Empower

The PERA Board voted, pending final contract negotiations, to switch record keepers for the Defined Contribution plans (which includes the 401k/457b plans) from Voya to Empower. Voya came in second place in the RFP process, and it would've been "fine" to continue with them, but staff, the consultant, and the Board all thought Empower would … Continue reading PERA Votes to Switch from Voya to Empower →

FI for Colorado Teachers Part 7: Case Study 3: Single Teacher