Military to UPS
07-11-2017, 06:31 PM
#1
Gets Weekends Off
Thread Starter
Joined APC: Apr 2017
Posts: 111
Military to UPS
As I wind down my military career and prepare to start the next chapter at UPS I have a couple of questions that someone may have some experience with.
1) Healthcare: Can anyone give any insight about UPS healthcare options versus, or in concert with Tricare? I'm just wondering if there was some combination that seems to work well (no current health issues).
2) Thrift Savings Plan: I participated in the Thrift Savings Plan while active duty...does anyone have an opinion as to whether or not it is a good idea to roll that in to the UPS 401K or just leave it in the TSP?
3) Survivor benefit plan: Right now I have elected for my spouse to get the survivor benefit plan at a cost of 6.5% of my military retirement. I still have a chance to turn this off...but, I obviously don't want to leave my spouse out of luck should something happen to me. What type of life insurance options are offered at UPS? I'm just wondering if it would be more economical to use a company life insurance plan - and maybe supplement with another term plan of some sort?
I know much of this is personal preference, just looking for what others may have done or wished they would have done/known when making the jump. Thanks for the help!
1) Healthcare: Can anyone give any insight about UPS healthcare options versus, or in concert with Tricare? I'm just wondering if there was some combination that seems to work well (no current health issues).
2) Thrift Savings Plan: I participated in the Thrift Savings Plan while active duty...does anyone have an opinion as to whether or not it is a good idea to roll that in to the UPS 401K or just leave it in the TSP?
3) Survivor benefit plan: Right now I have elected for my spouse to get the survivor benefit plan at a cost of 6.5% of my military retirement. I still have a chance to turn this off...but, I obviously don't want to leave my spouse out of luck should something happen to me. What type of life insurance options are offered at UPS? I'm just wondering if it would be more economical to use a company life insurance plan - and maybe supplement with another term plan of some sort?
I know much of this is personal preference, just looking for what others may have done or wished they would have done/known when making the jump. Thanks for the help!
07-11-2017, 10:55 PM
#2
Line Holder
Joined APC: Jan 2017
Position: KC-135 IP
Posts: 35
I am not a pilot for UPS but someone who is a few years behind you in the AF so I can't speak to #1 or #3. However I would caution you against moving money outside of the TSP. One of the greatest benefits of the TSP is that it is EXTREMELY inexpensive especially when compared to traditional 401Ks. Fees, over the rest of your working life, can eat away at potential savings. If you want to set the TSP on autopilot I would look at the target retirement funds. If you don't like the conservative asset allocations, I would set my own blend and then rebalance twice a year. Just my $.02
07-13-2017, 12:04 PM
#4
Line Holder
Joined APC: Jul 2006
Posts: 60
The IPA has done a great job working with Fidelity so we have the option of investing in index funds with an expense of .02% or $0.15 per $1000. We also have Roth 401Ks and the option of using sick checks and bonuses to fund your 401K. Target date funds will have higher expenses but there are low-cost alternatives. Good luck and thank you for your service!
07-29-2017, 06:49 AM
#5
Gets Weekends Off
Joined APC: Dec 2005
Position: Leftof longitudinal
Posts: 1,899
Healthcare: Can anyone give any insight about UPS healthcare options versus, or in concert with Tricare? I'm just wondering if there was some combination that seems to work well (no current health issues).
ANS: Summary and not exhaustive, but to give folks an idea, our contract provides four (4) levels of health care coverage.
On first day of active employment (you show up for training) you and eligible dependents are covered by Option 1 Flex HSA Medical, Option 1 Dental (the Aetna Dental PPO network) and Option 1 Vision. Within thirty (30) days of the beginning of your employment you may switch to Option 0 and use your TriCare, or Option 2.
You also choose/confirm your options annually. Transfer to Tricare, or change to/or UPS options during the annual fall election period at which time you decide your coverages for the succeeding year. Note: if a new crewmember lives in an area where Option 1 or Option 2 are not available, you will be enrolled in Option 3 (Traditional Indemnity Plan), but this is very rare.
More detail:
MEDICAL
Option 0 - No Coverage, (by the selection of the crewmember, no health care coverage provided by UPS)
Option 1 [the Flex HSA plan] an 80/20 plan
Option 2 [the Preferred Provider Organization (PPO) plan, a 90/10 plan]
Option 3 the Traditional Indemnity Plan for areas where Option 1 the Flex HSA plan and the Option 2 PPO Plan are not available.
DENTAL
At least four (4) levels of dental coverage:
Option 0 by selection of the crewmember, no dental care coverage provided by UPS.
Option 1 PPO Dental
Option 2 Limited Dental providing a lower level of dental care benefits than dental Option 1.
Option 3 traditional indemnity coverage.
VISION
Two (2) levels of vision care coverage:
Option 0 – Exam Only
Option 1 - Exam Plus Glasses or Contacts.
PRESCRIPTIONS
Prescription benefits are provided by Express Scripts/Medco.
COSTS
2018; 3 levels of costs: “You Only”, “You +Spouse/You +Child”, “You +Family”
Your costs for the Flex HSA Medical (80/20 plan is default for new hires) for family coverage (most expensive) is $132.98 per 28 days. (Payroll deducted at $66.49 per paycheck which is every 14 days). If only you, costs is $44.33 or $22.17 per paycheck, and if you and one dependent added then $44.33 per paycheck.
If you decide to switch to Option 2 PPO,(90/10 plan) the family (most expensive) cost is $168.38 every 14 days (every paycheck). ($336.75 every 28 days)
Dental Option 1 will cost you for a family $13.60 every 14 days (per paycheck). Option 1 vision costs $2.24 per paycheck. NOTE:
Employee costs increase annually through 2021 at rate of 6.5%. You only? Costs much cheaper,
Pharmacy and Drugs:
Flex HSA Option1 PPO Option 2
30 Day supply 90 Day supply 30 Day supply 90 Day supply
Generic $10 $20 $10 $20
Preferred $25 $50 $20 $40
Non Preferred $50 $100 $30 $60
You can still use local pharmacy and pay a deductible share depending on the type of prescription
Thrift Savings Plan: I participated in the Thrift Savings Plan while active duty...does anyone have an opinion as to whether or not it is a good idea to roll that in to the UPS 401K or just leave it in the TSP?
ANS: Great question, but many individual circumstances and goals affect final decision. Anecdotally, think many leave in TSP. Rolling does offer some minor advantages advantages (simplifies investment accounts, can access for a loan of needed, change investment options). Would offer best case is to review once in your civilian career, for UPS, take a look at the portfolio options and the specifics of the UPS 401(k) plan to determine if they meet your investment strategy and philosophy. Would say overall the 401)k costs are competitive in the market, but higher than what TSP provides.
Survivor benefit plan: Right now I have elected for my spouse to get the survivor benefit plan at a cost of 6.5% of my military retirement. I still have a chance to turn this off...but, I obviously don't want to leave my spouse out of luck should something happen to me.
What type of life insurance options are offered at UPS? I'm just wondering if it would be more economical to use a company life insurance plan - and maybe supplement with another term plan of some sort?
ANS: You have the option to purchase two term insurance plans. One from UPS and one offered through the IPA (IPA negotiates the benefit plan from an insurance company)
IPA Plan highlights:
Member Eligibility: You are eligible as a member of IPA and an active, full-time member working your regularly scheduled work week or out on an approved leave of absence.
Member Coverage Amount: Up to $2.5 million (2,500,000) in units of $25,000, not to exceed 15 times your basic annual salary. Coverage will be reduced by 50% at age 70.
Option to Remain Insured if You End Employment or Membership: Coverage ends when your employment ends. However, you have the option to continue coverage without evidence of good health by continuing or converting your insurance, within 45 days, to either an individual, whole life or group term policy. (Think SGLI to VGLI rate increases)
Cost: Age dependent. For illustration will use a 45-49 year old non smoker- rate is $130/month for 1,000,000 (1 million) in coverage. $65/month for $500K. Less for younger, More as age.
Few exclusions, one being suicide in first 2 years.
UPS Plan highlights:
Basic Life provided automatically (negotiated for you at no cost) = 975 hours x your hourly rate to a maximum of $100k.
You can choose to purchase additional supplemental life insurance above the 100K max upto a limit of $1.0 million (1,000,000)
Both UPS and IPA have similar costs for supplemental life insurance, UPS offers similar cost term life insurance. Variations on exclusions. IPA program less exclusions, higher maximum.
Suggest look at these closely once settled in on property and discuss with spouse and financial planner to see what meets your needs and expectations.
Hope this helps
Best
SD
ANS: Summary and not exhaustive, but to give folks an idea, our contract provides four (4) levels of health care coverage.
On first day of active employment (you show up for training) you and eligible dependents are covered by Option 1 Flex HSA Medical, Option 1 Dental (the Aetna Dental PPO network) and Option 1 Vision. Within thirty (30) days of the beginning of your employment you may switch to Option 0 and use your TriCare, or Option 2.
You also choose/confirm your options annually. Transfer to Tricare, or change to/or UPS options during the annual fall election period at which time you decide your coverages for the succeeding year. Note: if a new crewmember lives in an area where Option 1 or Option 2 are not available, you will be enrolled in Option 3 (Traditional Indemnity Plan), but this is very rare.
More detail:
MEDICAL
Option 0 - No Coverage, (by the selection of the crewmember, no health care coverage provided by UPS)
Option 1 [the Flex HSA plan] an 80/20 plan
Option 2 [the Preferred Provider Organization (PPO) plan, a 90/10 plan]
Option 3 the Traditional Indemnity Plan for areas where Option 1 the Flex HSA plan and the Option 2 PPO Plan are not available.
DENTAL
At least four (4) levels of dental coverage:
Option 0 by selection of the crewmember, no dental care coverage provided by UPS.
Option 1 PPO Dental
Option 2 Limited Dental providing a lower level of dental care benefits than dental Option 1.
Option 3 traditional indemnity coverage.
VISION
Two (2) levels of vision care coverage:
Option 0 – Exam Only
Option 1 - Exam Plus Glasses or Contacts.
PRESCRIPTIONS
Prescription benefits are provided by Express Scripts/Medco.
COSTS
2018; 3 levels of costs: “You Only”, “You +Spouse/You +Child”, “You +Family”
Your costs for the Flex HSA Medical (80/20 plan is default for new hires) for family coverage (most expensive) is $132.98 per 28 days. (Payroll deducted at $66.49 per paycheck which is every 14 days). If only you, costs is $44.33 or $22.17 per paycheck, and if you and one dependent added then $44.33 per paycheck.
If you decide to switch to Option 2 PPO,(90/10 plan) the family (most expensive) cost is $168.38 every 14 days (every paycheck). ($336.75 every 28 days)
Dental Option 1 will cost you for a family $13.60 every 14 days (per paycheck). Option 1 vision costs $2.24 per paycheck. NOTE:
Employee costs increase annually through 2021 at rate of 6.5%. You only? Costs much cheaper,
Pharmacy and Drugs:
Flex HSA Option1 PPO Option 2
30 Day supply 90 Day supply 30 Day supply 90 Day supply
Generic $10 $20 $10 $20
Preferred $25 $50 $20 $40
Non Preferred $50 $100 $30 $60
You can still use local pharmacy and pay a deductible share depending on the type of prescription
Thrift Savings Plan: I participated in the Thrift Savings Plan while active duty...does anyone have an opinion as to whether or not it is a good idea to roll that in to the UPS 401K or just leave it in the TSP?
ANS: Great question, but many individual circumstances and goals affect final decision. Anecdotally, think many leave in TSP. Rolling does offer some minor advantages advantages (simplifies investment accounts, can access for a loan of needed, change investment options). Would offer best case is to review once in your civilian career, for UPS, take a look at the portfolio options and the specifics of the UPS 401(k) plan to determine if they meet your investment strategy and philosophy. Would say overall the 401)k costs are competitive in the market, but higher than what TSP provides.
Survivor benefit plan: Right now I have elected for my spouse to get the survivor benefit plan at a cost of 6.5% of my military retirement. I still have a chance to turn this off...but, I obviously don't want to leave my spouse out of luck should something happen to me.
What type of life insurance options are offered at UPS? I'm just wondering if it would be more economical to use a company life insurance plan - and maybe supplement with another term plan of some sort?
ANS: You have the option to purchase two term insurance plans. One from UPS and one offered through the IPA (IPA negotiates the benefit plan from an insurance company)
IPA Plan highlights:
Member Eligibility: You are eligible as a member of IPA and an active, full-time member working your regularly scheduled work week or out on an approved leave of absence.
Member Coverage Amount: Up to $2.5 million (2,500,000) in units of $25,000, not to exceed 15 times your basic annual salary. Coverage will be reduced by 50% at age 70.
Option to Remain Insured if You End Employment or Membership: Coverage ends when your employment ends. However, you have the option to continue coverage without evidence of good health by continuing or converting your insurance, within 45 days, to either an individual, whole life or group term policy. (Think SGLI to VGLI rate increases)
Cost: Age dependent. For illustration will use a 45-49 year old non smoker- rate is $130/month for 1,000,000 (1 million) in coverage. $65/month for $500K. Less for younger, More as age.
Few exclusions, one being suicide in first 2 years.
UPS Plan highlights:
Basic Life provided automatically (negotiated for you at no cost) = 975 hours x your hourly rate to a maximum of $100k.
You can choose to purchase additional supplemental life insurance above the 100K max upto a limit of $1.0 million (1,000,000)
Both UPS and IPA have similar costs for supplemental life insurance, UPS offers similar cost term life insurance. Variations on exclusions. IPA program less exclusions, higher maximum.
Suggest look at these closely once settled in on property and discuss with spouse and financial planner to see what meets your needs and expectations.
Hope this helps
Best
SD
Thread
Thread Starter
Forum
Replies
Last Post
