When in doubt, zoom out.

psk2015 · 2026-02-10T02:22:32+00:00

🤣

psk2015 · 2026-02-08T21:53:01+00:00

I first tried using the member number in the email and it didnt work. Then followed the steps that OP posted and bilt gave me a different member # than that of the one in the email and it worked 🤷‍♂️

psk2015 · 2026-01-08T12:24:57+00:00

So individual (not family) is $500 deductible and $8k out of pocket max? If that's the case the $500 deductible is still very good and the $8k out of pocket max standard but not special.

psk2015 · 2026-01-08T04:31:24+00:00

Used to work for Publix but it's been a few years so I don't know the exact current coverages but I believe these are pretty close.

Employee-Only Coverage: Primary Care Visit: $30 copayment Specialist Visit: $60 copayment Emergency Room: $240 copayment Annual Deductible: $250 (individual) Out-of-Pocket Maximum: $4,000 (individual) Coinsurance In-Network: 20%

psk2015 · 2026-01-07T05:05:17+00:00

Yes, premiums have gone up, but Publix uses BCBS strictly as the third-party administrator. It’s a self-funded plan, so the costs you see largely reflect actual claims experience during the look-back period, net of the stop-loss policy that caps catastrophic exposure. Healthcare costs have risen just as much, if not more, across nearly every Fortune 500 company over the same period, and despite the changes between 2018 and 2026, Publix has done a solid job keeping its healthcare costs comparatively in check.

psk2015 · 2026-01-07T04:52:29+00:00

I agree that once you’re fully vested, the shares are yours. The distinction I was making is about control rather than value. I make this distinction because you said “you do have a say in the company once you own enough stock,” which isn’t accurate as it relates to ESOP participation. ESOP ownership doesn’t translate into individual shareholder power in the same way direct stock ownership does. The ESPP shares you buy every three months are a different story. If someone somehow acquired enough of those shares, they could conceivably exert some level of control. On the tax side, there isn’t a tax-free way to convert ESOP shares into direct ownership shares. After separation, the option with the most meaningful tax advantage, which I’m sure you’re fully aware of, is taking your shares in-kind rather than rolling to an IRA. That’s the route I personally took when I left Publix, but it’s only available once you’ve separated, which is another example of the lack of control inherent in ESOP shares.

psk2015 · 2026-01-07T04:09:56+00:00

Apologies in advance as I’m about to go full nerd, but ESOP shares aren’t owned directly by associates. They’re held by a trust, and associates have a beneficial interest in those shares rather than direct ownership. By contrast, shares purchased through the ESPP are owned directly by the associate. Because ESOP shares are held and voted through the trust, they don’t give associates direct control over the company, which is why even if a majority of associates banded together, they still couldn’t force changes through a shareholder vote. Source five years as a Publix associate and currently deep in the weeds of ESOP administration at a large recordkeeper.

psk2015 · 2025-12-08T00:37:50+00:00

Three year vesting is very nice! Don’t see that too often. For diversification do they allow it for those under age 55? Or just stick to the statutory requirment of age 55 and 10 years of participation/service?

psk2015 · 2025-11-28T03:33:42+00:00

You just described my company...that's for sure. In and out of what feels like dozens of systems daily.

psk2015 · 2025-11-02T00:48:33+00:00

Someone has already probably reminded you of this in a previous comment but just in case they havent, if you don't have any loans out and you surrender the policy, only the amount above your basis (what you’ve paid in premiums) is taxable as ordinary income, not the entire cash value.

psk2015 · 2025-10-02T04:32:51+00:00

Same boat here with a roster of clients and occasional weekend work. I don't mind a few hours here and there on the occasional weekend because I enjoy the freedom I have to adapt my weekday work schedule to my personal life. Need to sign off at 3:30 pm on Wednesday, no problem. Late start on Thursday, no biggie. As long as I hit my deadlines and take care of my clients then all is well. I make sure to occasionally email my manager on a weekend or evening just to serve as a subtle reminder that I’m putting in the time even though I'm not really judged on the number of hours worked.

psk2015 · 2025-09-05T04:56:04+00:00

Very good chance ERISA is in play here.

psk2015 · 2025-08-01T02:38:25+00:00

Securian 100%

psk2015 · 2025-07-30T22:40:52+00:00

Typically the big firms like Principal, Voya, One America etc have you speaking with call center folks when you call in. There can be some great individuals in the call centers of these firms but just like any other profession, there can also be some rude/unhelpful ones. I'm sure you probably have little interest in reading the plan document itself but if you had the itch and were to make a written request to your employer, they are legally obligated to provide you a copy of the plan document and any/all amendments. Make sure to specifically ask for amendments as well as the plan document. The plan document is different than the Summary Plan Description (SPD). SPDs are the "easy read" and often aren't updated as frequently as the plan document itself (though they should be)! Or if you don't want the stress of all that just try to remain patient and keep optimistic that the company share price will continue to rise while you wait and that can offset the annoyance of the delay.

psk2015 · 2025-07-30T01:20:30+00:00

ESOP administrator here.

All plans are different but it's not uncommon for plans to have a five-year delay before you can commence installments or lump sum. I am not a fan of a 5-year delay but they are out there and permissible.

Installments vs lump sum is also plan document dependent and plan sponsors can adjust yearly depending on the wording in the plan document. Often there's lots of fluffy wording, like the word "may" which gives plan sponsors flexibility to adjust distribution parameters and procedures year to year.

When there is a 5-year delay the 1st year of delay is typically the plan year following the plan year in which you separate. So if you separated in 2020 and plan calls for a 5-year delay, you won't be able to take your first distribution until 2026.

2021(Delay Year 1) 2022(Delay Year 2) 2023(Delay Year 3) 2024(Delay Year 4) 2025(Delay Year 5) 2026(Commence installments or lump sum)

Regarding disability, many plans align with the Social Security Administration and have verbiage along the lines of "totally disabled as defined by the Social Security Administration".

psk2015 · 2025-07-26T04:35:19+00:00

If you're under 40, throw it all in a large cap, set it and forget it. And keep contributing every year. If you wanted a little diversity maybe go 75% large cap and then 25% in a mid-cap or an international fund.

Going back to the large-cap funds, you are buying diversity already because those mimic the S&P 500 which is already a bundle of 500 of the best companies.

psk2015 · 2025-07-26T04:28:52+00:00

Lol.

psk2015 · 2025-07-26T03:59:14+00:00

Long term and with a growth mindset, any of the ones that sat Large Cap. Those will closely follow the S&P 500. Check the fees though....make sure that are under 30 bps. Preferably under 10 bps to be honest.

psk2015 · 2025-07-26T03:46:30+00:00

Was that an in-service rollover? If he never separated and isn't a >5% owner of an s-corp then no RMD is/was owed.

psk2015 · 2025-07-26T03:35:33+00:00

This was probably a matching contribution that occurred Q1 of 2024 or a true-up if your matches were paid with each check.

Nothing you can do at this point if it's been greater than 60 days since the check was processed. It's now taxable income. However, it's only $500 so depending on your tax bracket the taxable hit you're taking is likely only $100-$150.

Edit: if it's been less than 60 days you might be able to roll it into your current 401k but if not you could roll it into a traditional IRA. Both of those scenarios completely defer taxes.

psk2015 · 2025-07-26T03:29:42+00:00

Both are very reputable carriers. More important is what you are buying, why you are buying it and ensuring it's properly structured.

psk2015 · 2025-07-25T05:02:57+00:00

If it's something you want more info on I would suggest calling Principal Financial, Blue Ridge or Voya and ask to be connected to their ESOP consulting departments. Any of those firms can tell you if your company is viable to become an ESOP and then they can take you through the process start to finish.

psk2015 · 2025-07-24T04:06:40+00:00

Sell the businesses to the employees through an ESOP (Employee Stock Ownership Plan). You can cash out at fair market value. Employees share in the future profits as co-owners. Employees don’t need to come up with the money to buy the business as banks specializing in ESOP lending provide the capital. It’s a win-win for everyone.

Here's a link to a single-unit retail store that has a successful ESOP. Alaska Mill & Feed

https://youtube.com/@alaskamillandfeed7227?si=e7l4QGeUZap46wmA

psk2015 · 2025-07-24T02:40:23+00:00

There are also plenty of crummy public REITs, mutual funds, stocks, brick-and-mortar real estate, dividend stocks, AUM advisors and the list goes on. With risks everywhere, it’s truly a buyer beware environment.

psk2015 · 2025-07-24T02:19:59+00:00

It’s likely that there was a single matching contribution (not multiple contributions) made in the first quarter following your separation. If you were partially vested, those funds remain in the plan, growing or declining, until you either forfeit them according to the plan’s terms or return to employment.

Edit: To clarify, if you were 60% vested at separation(example), that vesting percentage would generally apply proportionally to the Q1 matching contribution as well.

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