GOP Budget Plan Calls For Spending Cuts That Would Include Social Security Administration

The bill that passed the House yesterday would threaten delays in Social Security payments, according to an industry lobby group.


Republicans in the House of Representatives passed on Wednesday a bill that increases the debt ceiling and calls for cuts to discretionary items, including the Social Security Administration. The bill passed by a vote of 217 to 215 but is not expected to pass the Senate.

The Limit, Save, Grow Act of 2023 aims to reduce federal spending and would authorize the Treasury Department to issue $1.5 trillion in new debt or issue debt until March 31, 2024, whichever comes first. The suggested cutbacks include reducing the administrative budget for Social Security by 6% to as much as 23%, potentially delaying (but not reducing) payments to retirees, according to Max Richtman of the National Committee to Preserve Social Security and Medicare.

Want the latest retirement plan adviser news and insights? Sign up for PLANADVISER newsletters.

“The Social Security Administration (SSA) is a key agency that would be negatively impacted by such a dramatically reduced funding level,” Richtman wrote in a response to the bill. “Cutting the Agency’s funding by six percent would significantly affect SSA’s ability to serve the public and [would] undermine the Agency’s core mission [by] producing longer wait times for benefits and to reach SSA representatives, as well as reduced access to in-person services.” 

In a memo issued in March, the SSA stated that cutbacks of 6% would lead to closing field offices and shortening hours of operation to the public, would cause a hiring freeze and would result in furloughs, layoffs and cuts to overtime pay.

The bill is not suggesting cuts to Social Security payouts and is not referring to the 23% cut in benefits that the Congressional Budget Office has said may be necessary starting in 2033.

The bill would also repeal some subsidies provided to incentivize the development of renewable energy and electric vehicles and would require the administration of President Joe Biden to lease more federal lands for gas, oil and mineral extraction. It would also require new work requirements for means-tested programs such as food stamps, TANF and Medicaid, and nullify altogether the government’s student loan forgiveness program.

While the word “veto” is technically absent from the White House’s statement on the proposal from last week, the bill is unlikely to pass the majority Democrat Senate and all but certain to be vetoed by Biden. The White House statement characterized the proposal as “extreme” and said it would be devastating for families, scientific and medical research, and education, among other spending priorities for the administration.

Though the House version won’t survive in its current form, it can be understood as the Republican’s starting position in upcoming negotiations as well as signaling their priorities in those negotiations.

Northern Trust’s monthly asset allocation update noted that the debt ceiling negotiations will reduce investor sentiment and could increase the costs of debt. Anticipating debt ceiling difficulties, J.P. Morgan recommended back in January, that investors should diversify away from the US market, saying “diversification is the best defense” in the event of a “disorderly debt ceiling episode.”

 

 

Black, Latino Workers Lag Behind in Retirement Saving

A Voya study finds added financial challenges reduce plan participation, savings rate and average balances for Black and Latino employees.



Black and Latino communities face greater barriers when saving than their white and Asian American counterparts, which can negatively impact retirement outcomes, according to a new diversity, equity and inclusion financial study by Voya Financial.

The study found that Black and Latino employees have lower levels of financial confidence: 59% of white and 56% of Asian American employees expressed financial confidence, compared to 43% of Latino and 37% of Black employees.

Want the latest retirement plan adviser news and insights? Sign up for PLANADVISER newsletters.

“Inclusion does not happen organically; organizations must be intentional at every level and apply a DEI lens to savings and benefits solutions to ensure all communities have the access, support and tools to clear the path to financial confidence and a more fulfilling life,” said Angela Harrell, chief diversity and corporate impact officer at Voya Financial, in a report summarizing the study.

On average, Black and Latino employees reported lower retirement plan participation, at a rate of 53% for Black and 45% for Latino employees. The participation rate was 66% for white employees, followed by 62% for Asian Americans.

The average balance also showed similar patterns, with white and Asian American individuals having higher balances than their Black and Latino counterparts: white $99K, Asian American $86K, Black $45K, Latino $43K.

Savings Falter

Conducted in June 2022, the Voya DEI analysis looked at the state of workplace retirement savings among underserved employee populations. The research examined retirement plan participant data from six plan sponsor clients in the U.S., including Voya, across various industries and representing more than 163,000 employees.

Asian American workers had the highest average savings rate at 9.5%, followed by white workers with 8.4%. Black employees reported a savings rate of 7.1%, 0.2 percentage points more than Latino employees.

Race also appeared to correlate with how employees manage their emergency savings: 40% of Asian American, 45% of white and 69% of Latino and 70% of Black employees said they were off-track on their emergency savings.

Employer Strategies

The paper shared proven employer strategies to help close the retirement savings gaps for Black and Latino communities, which includes ramping up financial wellness and education campaigns.

Employers should ensure that employees are fully aware of the benefits available to them. They can also offer personalized messaging most relevant to an individual. For example, language can be a significant barrier to education, so employers with a large Latino workforce can offer resources in Spanish for their employees.

FINRA, SFEPD Providing Tools, Education at HBCUs

In a separate announcement on Wednesday, the Financial Industry Regulatory Authority Investor Education Foundation announced that it is partnering with the Society for Financial Education and Professional Development to provide financial tools and education for students at Historically Black Colleges and Universities.

Students at two HBCUs, Florida Agricultural and Mechanical University and Alabama State University, will receive training to take FINRA’s Securities Industry Essentials Exam. Passing this exam can lead to competitive employment opportunities in securities industry professions. Individuals can work as a stockbroker, financial analyst, investment banker, asset management manager or in another occupation.

“Our partnership with the SFEPD will enhance financial knowledge and capability among the next generation of investors and heighten HBCU students’ awareness of FINRA,” said Gerri Walsh, president of the FINRA Investor Education Foundation, in a statement. “The program will also introduce participants to a range of professional opportunities in the securities industry and potentially expand the pipeline of college students of color considering the financial services industry as a career option.”

Voya found that employers who apply inclusion-focused best practices see positive results. Automated retirement plan features, in particular, make the most significant difference. Black and Latino employees with access to an auto-enrollment retirement plan have a participation rate two to three times higher than peers without auto-enrollment.

«