You can transfer from your current Medicare health and prescription medication plans to ones that better fit your needs during the Open Enrollment Period, which runs from October 15 through December 7. The 2023 Medicare premiums, deductibles, and other expenses have been revealed just in time for Open Enrollment. Surprisingly, some of these expenses are less than they were the previous year.
What to consider.
Examine any materials that your plan has supplied you first. Examine the available coverage, the associated expenses, and the provider network—which might have changed from the previous year. Perhaps your prescription medication has become more expensive, your health has altered, or you expect to require medical attention. You can adjust your plan if it doesn't cover all of your medical needs or fit inside your budget. That being said, there's nothing more you need to do if you're happy with your existing situation. Your coverage will stay in effect.
During Open Enrollment, you can:
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Switch from Original Medicare to a Medicare Advantage Plan
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Switch from a Medicare Advantage Plan to Original Medicare
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Change from one Medicare Advantage Plan to a different Medicare Advantage Plan
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Change from a Medicare Advantage Plan that offers prescription drug coverage to a Medicare Advantage Plan that doesn't offer prescription drug coverage
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Switch from a Medicare Advantage Plan that doesn't offer prescription drug coverage to a Medicare Advantage Plan that does offer prescription drug coverage
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Join a Medicare prescription drug plan (Part D)
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Switch from one Part D plan to another Part D plan
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Drop your Part D coverage altogether
Any changes made during Open Enrollment are effective as of January 1, 2023.
Medicare Part B (Medical Insurance) costs for 2023
In 2023, the majority of Medicare beneficiaries who receive Social Security benefits will be required to pay the standard monthly Part B premium of $164.90. Thanks to lower-than-expected spending on a new medication, Aduhelm, and other Part B goods and services, this premium is $5.20 less than it was in 2022.
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Higher earners could pay more than the average premium. You will pay the standard premium amount plus an Income-Related Monthly Adjustment Amount (IRMAA), which is an additional charge added to your premium, as indicated in the following table, if your modified adjusted gross income (MAGI) as reported on your federal income tax return from two years ago (2021) is above a certain amount.
You filed an individual income tax return with MAGI that was: |
$97,000 or less |
Above $97,000 up to $123,000 |
Above $123,000 up to $153,000 |
Above $153,000 up to $183,000 |
Above $183,000 and less than $500,000 |
$500,000 and above |
You filed a joint income tax return with MAGI that was: |
$194,000 or less |
Above $194,000 up to $246,000 |
Above $246,000 up to $306,000 |
Above $306,000 up to $366,000 |
Above $366,000 and less than $750,000 |
$750,000 and above |
You filed an income tax return as married filing separately with MAGI that was: |
$97,000 or less |
N/A |
N/A |
N/A |
Above $97,000 and less than $403,000 |
$403,000 and above |
Total monthly premium in 2023 is: |
$164.90 |
$230.80 |
$329.70 |
$428.60 |
$527.50 |
$560.50 |
*Total monthly premium in 2023 immunosuppressive drug coverage only is: |
$97.10 |
$161.80 |
$258.90 |
$356.00 |
$453.10 |
$485.50 |
Because an IRMAA is added to the Part D basic premium based on the same income restrictions in the above table, those with greater earnings may also pay a higher premium for a Medicare Part D prescription drug plan. Although Part D prices differ, it is anticipated that in 2023 the average basic monthly premium will be $31.50 (compared to $32.08 in 2022).
Prior to Original Medicare beginning to pay, beneficiaries of Medicare Part B must also meet an annual deductible. This deductible is $226 in 2023 (as opposed to $233 in 2022).
*This premium is for a new benefit that covers immunosuppressive medication for Medicare-eligible individuals with end-stage renal illness. Medicare coverage, which included reimbursement for immunosuppressive medications, terminated 36 months following a successful kidney transplant prior to 2023. Medicare will start offering a new benefit on January 1, 2023, to allow people without other health insurance continue to pay for immunosuppressive medications for longer than 36 months. It excludes other products and services. For individuals filing individual or joint tax returns, the rates displayed apply. Beneficiaries filing as married individuals pay different premiums.
Medicare Part A (Hospital Insurance) costs for 2023
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Part A deductible for inpatient hospitalization: $1,600 per benefit period (up from $1,556 in 2022)
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Part A premium for those who need to buy coverage: up to $506 per month (up from $499 in 2022) — most people don't pay a premium for Medicare Part A
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Part A coinsurance: $400 per day for days 61 through 90, and $800 per 'lifetime reserve day' after day 90, up to a 60-day lifetime maximum (up from $389 and $778 in 2022)
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Part A skilled nursing facility coinsurance: $200 for days 21 through 100 for each benefit period (up from $194.50 in 2022)
1) The Centers for Medicare & Medicaid Services, 2022
How does the Boeing Voluntary Investment Plan (VIP) integrate with other retirement plans offered by Boeing Company, and what specific changes have been made recently to enhance retirement benefits for employees? Discuss the implications these changes might have on employees planning their retirement.
The Boeing Voluntary Investment Plan (VIP) integrates with other Boeing retirement plans, such as the Boeing Pension Value Plan and other defined benefit plans. Recently, changes like the addition of a Roth contribution option and a shift toward enhanced defined contributions have been made to improve benefits for certain employees, particularly those who previously participated in both defined benefit and defined contribution plans. These changes enhance retirement planning flexibility but may require employees to adjust their strategies depending on their long-term financial goals.
What are the key eligibility requirements for participation in the Boeing Voluntary Investment Plan, and how do these requirements align with industry standards for retirement plans within large corporations? Specifically, address how the eligibility criteria impact various groups of employees within Boeing Company.
Key eligibility requirements for the Boeing VIP include no minimum age or service requirements, though certain groups, such as union employees and non-resident aliens, may be excluded. These criteria align with industry standards, making the plan accessible to a broad range of employees. The inclusivity of eligibility supports employees at various career stages, though exclusions may affect unionized employees or contractors differently from their non-union counterparts(Boeing_Voluntary_Invest…).
In what ways does the Boeing Voluntary Investment Plan support employees who wish to make catch-up contributions, particularly for those nearing retirement age? Examine the financial benefits and potential challenges associated with these contributions for Boeing employees.
Boeing VIP allows catch-up contributions for employees aged 50 and over, aligning with IRS guidelines for retirement savings. This option benefits employees nearing retirement by enabling them to contribute more toward their savings. However, the increased financial burden of larger contributions could pose a challenge for employees with tighter budgets, potentially limiting their ability to maximize catch-up contributions(Boeing_Voluntary_Invest…).
How does the investment allocation strategy within the Boeing Voluntary Investment Plan reflect the principles of risk management and diversification? Evaluate the types of investment options available and their relevance for Boeing employees planning for retirement.
The investment strategy of Boeing VIP emphasizes risk management and diversification, offering a wide range of options, including lifecycle funds, index funds, and company stock. These choices provide flexibility for employees with varying risk tolerances, helping them manage retirement savings effectively. The availability of different fund types ensures that employees can align their investment choices with their retirement timelines and risk preferences(Boeing_Voluntary_Invest…).
What options does the Boeing Voluntary Investment Plan provide for loans and withdrawals, and how do these options affect employees’ financial planning? Analyze the conditions under which Boeing employees can access their funds and the implications of these conditions on long-term retirement savings.
Boeing VIP offers loans and withdrawal options, including hardship withdrawals and in-service distributions at age 59½. These features provide flexibility in accessing retirement funds but come with conditions that could affect long-term savings. For example, taking a loan or withdrawal may reduce the funds available for retirement and may lead to penalties, making it important for employees to carefully consider the implications before accessing their funds(Boeing_Voluntary_Invest…).
How can Boeing employees effectively utilize the resources available through the Boeing Retirement Service Center to optimize their retirement planning? Discuss the types of support services provided and how they can aid employees in making informed decisions regarding their retirement benefits.
Boeing employees can utilize resources through the Boeing Retirement Service Center, which provides support for retirement planning. The center offers tools, counseling, and online resources to help employees understand their options and optimize their benefits. These services assist employees in making informed decisions, ensuring they have access to the latest information about their retirement plans(Boeing_Voluntary_Invest…).
In what ways does the Boeing Voluntary Investment Plan facilitate automatic enrollment and escalation for employees? Assess the impact of these features on employee participation rates and retirement savings at Boeing Company.
Automatic enrollment and escalation features in the Boeing VIP encourage higher participation rates and increased savings. Employees are automatically enrolled at 4% pre-tax contributions, with an option for annual increases of 1% up to 8%. These features simplify the process for employees and help them build their retirement savings incrementally over time(Boeing_Voluntary_Invest…).
How does Boeing Company ensure that its pension and retirement plans remain compliant with current IRS regulations and requirements? Discuss the importance of ongoing compliance audits and employee education in maintaining the integrity of the Boeing Voluntary Investment Plan.
Boeing ensures compliance with IRS regulations by regularly updating its plans and conducting compliance audits. Maintaining adherence to regulations is essential for protecting the plan's tax-qualified status, and Boeing also focuses on employee education to ensure they understand the requirements and benefits of the plan(Boeing_Voluntary_Invest…).
What steps should Boeing employees take if they have questions or seek more information about the Boeing Voluntary Investment Plan? Outline the available channels for communication and the types of inquiries that can be directed to Boeing's human resources department.
Boeing employees with questions about the VIP can contact the Boeing Retirement Service Center or their human resources department. These channels provide assistance with inquiries related to plan features, contributions, and withdrawals, offering personalized guidance to help employees manage their retirement planning effectively(Boeing_Voluntary_Invest…).
How does the recent shift from traditional defined-benefit pensions to a defined-contribution model, as seen in the Boeing Voluntary Investment Plan, influence the financial security of future retirees from Boeing? Explore the long-term effects this transition may have on employee savings behavior and retirement readiness.
The shift from traditional defined-benefit pensions to a defined-contribution model, like the Boeing VIP, changes the way employees plan for retirement. Employees are now more responsible for managing their own investments and savings, which may lead to varying levels of financial security depending on their decisions. This transition emphasizes the need for employees to be more proactive in their retirement planning to ensure they meet their long-term financial goals(Boeing_Voluntary_Invest…).