MONEY The Economy

Americans Don’t Want to Climb the Income Ladder — Just Hold On to It

Americans' financial confidence is at its best in years, according to researchers, but people are lowering their expectations nonetheless.

MONEY Second Career

These Workers Landed Cool and Unusual Retirement Jobs—Here’s How

If you're willing to think outside the box, you'll find fun jobs that provide income and adventure.

Retirement surveys say that many people plan to work part-time in retirement—for the income, the enjoyment or both. But an Unretirement job doesn’t mean you have to be a Walmart greeter (not that there’s anything wrong with that).

Instead, think out of the box and create, or find, a part-time position that’s fun, too.

Tinkering in Unretirement

Don Carlson, a former engineer in Columbia, S.C. who spent over three decades in the auto industry, loves working with machine tools, making and repairing things. So when he retired from Ford, Carlson launched a part-time business restoring old tractors. He’s since evolved it into fixing things mostly for fun—recently, he breathed life into an old manual sewing machine. “Most of what I do is for friends now,” says Carlson. “I get energy doing it.”

Tractor restoration is in line with lots of other unusual jobs I’ve learned that people are embracing in their Unretirement. People like Peter Millon, 69, who lives in Park City, Utah and waxes and repairs skis for racers part-time. Or John Kerr, 76; his encore career is a Yellowstone Park ranger.

Retired, But Not Retired

On a public radio broadcast I was on, a Wyoming, Minn. caller named Rick said that after he retired from being a school counselor and decided he wasn’t ready “for the rocking chair,” he picked up a job as a driver. He loves it, especially the flexibility. “I am retired, but I’m not retired,” he said.

How’s this for an Unretirement job pitch? “If you consider yourself ‘Older & Bolder,’ you are retired or planning on retiring, and are looking for a seasonal or temporary job in a great place, the following employers are interested in you. Keep in mind, each has varied accommodations; some have RV spaces, some offer private rooms, and others have rentals nearby. Are you ready for your encore career?” It’s from the website Coolworks.com.

Part-Time Work at a National Park

Cool Works posts mostly seasonal jobs, typically paying minimum wage or slightly higher. They can be enticing for people who’d love to spend time in a national park or another exotic locale, though. When I checked out Cool Works’ job postings on February 25, the openings included: line cooks, night auditors and gift store manager in the Grand Teton National Park; multiple seasonal management opportunities in Mount Rainer and tutoring kids with the Carson and Barnes Circus.

“You can do all kinds of things,” says Kari Quaas, human resources and recruiting specialist at Cool Works.

Reading through the postings reminded me of an interview I did a few years ago with Frank and Sandie, then empty nesters in their 50s. They forged a new life for themselves, living three months of the year alongside Grand Lake in the Colorado mountains (an RV parking space and utilities were free in exchange for campsite maintenance work) and another three with the RV Care-A-Vanners on the road, building Habitat for Humanity homes. The rest of the time they lived and worked in Arizona, Frank at a pharmacy and Sandie as a craft store cashier.

Out-of-the-box Unretirement jobs like theirs can often be nomadic, short-term gigs with beautiful surroundings and so-so pay. Participants often draw on some kind of a pension or have dramatically downsized their possessions and material wants (or, more realistically, have combined savings with frugality). The lure is the adventure and the income helps make the job practical.

Caretaking For Someone’s Home

Home-caretaking is another possibility for those intrigued by the vagabond life. Caretakers, sometimes called housesitters, mostly look after residences and other properties of wealthy homeowners usually while they’re away. Other opportunities open up when a relative dies, leaving a home to someone living far away and the beneficiary needs someone to temporarily watch over the property.

Free board is always part of the caretaking deal, but there’s generally only compensation if you’re watching a well-off owner’s place, says Gary Dunn, publisher of the Caretaker Gazette. He adds that owners tend to prefer older caretakers and many favor former members of the military, police officers and firefighters.

Jobs for Retired Brains

For some other out-of-the-box ideas, I checked in with Art Koff, 79, founder of the website Retired Brains, which focuses on work. Koff mentioned a number of unusual possibilities, such as traveling-assistance companion, shuttle driver for car dealers and golf cart management.

Koff’s own story is a great example of picking up fascinating work after a first career. He spent 40 years in the high-pressure ad business and retired in his late 60s. “I wondered, ‘What to do?’ says Koff. “I couldn’t imagine not having something to do.” So he started Retired Brains. “I am working 50 hours a week, but I really enjoy what I’m doing every day,” he says. “It’s a quasi-public service business. It pays for itself, but I’m not in it for the money.”

Mention the catchphrase “working longer” to many boomers and the immediate image that comes to mind is spending more years stuck in a cubicle or working at a big-box retailer. But the Unretirement narrative shows that more and more retirees are shucking the big box for something out-of-the-box.

Chris Farrell is senior economics contributor for American Public Media’s Marketplace and author of the forthcoming Unretirement: How Baby Boomers Are Changing the Way We Think About Work, Community, and The Good Life. Send your queries to him at cfarrell@mpr.org. His twitter address is @cfarrellecon.

More from Next Avenue:

Splitting Work and Fund in Retirement

Still Working After 75—and Loving It

Why You’ll Be Able to Work Longer Than You Think

MONEY Social Security

Why We Make Irrational Decisions About Social Security Benefits

piggy bank and hourglass
iStock

Everyone tends to over-weigh a sure gain compared with a slightly riskier gain, even if the expected value of the certain gain is lower.

Financial professionals often recommend that you wait until full retirement or even later before applying for social security benefits. An individual who’d receive $1,000 per month at full retirement age would get a mere $750 by claiming early at age 62. And that same person could get as much as $1,320 per month by waiting until age 70. For many Americans, it appears to make a lot of sense to wait.

As a general rule of thumb, if you expect to live beyond your late 70s, waiting until at least full retirement might be the smart choice. According to the Social Security Administration, a man reaching 65 today can expect to live until 84.3. And a woman turning 65 can expect to live until age 86.6. Given that one out of every four 65-year olds today lives past age 90, you’d assume that most folks would hang on until full retirement before applying for benefits.

That assumption would be wrong, however. In practice, many Americans seem to be ignoring the data. According to The New York Times, 41% of men and 46% of women choose to take their benefits at 62 — the earliest age possible. Why aren’t they listening to the experts?

Your Social Security and your brain

Obviously, there are some very rational reasons for claiming your benefits at 62. For example, you might have some serious health concerns. Or you may just really need the money. Sometimes real life is more complicated than insurance data and actuarial tables.

There might be another powerful reason that people aren’t even aware of, however. According to psychological research, we are all hardwired to lock in certain gains, even if such a decision has a lower expected value. In other words, our psychology could be leading us to make suboptimal financial choices when it comes to social security.

The price of certainty

The underlying principle involved here, which was highlighted in the work of Daniel Kahneman and Amos Tversky, is called the “certainty effect.” This idea is actually quite easy to understand. Essentially, everyone tends to over-weigh a sure gain compared with a slightly riskier gain, even if the expected value of the certain gain is lower.

Here’s an illustration of how it works. Suppose there are two options. Option 1 gives you a chance to win $9,500 with 100% certainty. Option 2, on the other hand, provides you with the opportunity to win $10,000 with 97% certainty, though there’s a 3% chance you will win nothing.

Even though the expected value of Option 2 is higher ($9,700 compared to $9,500), the “certainty effect” would predict that more individuals would choose Option 1 than Option 2. According to Kahneman:

People are averse to risk when they consider prospects with a substantial chance to achieve a large gain. They are willing to accept less than the expected value of a gamble to lock in a sure gain.

A team of academics recently tested this theory, and reported their findings in a paper titled “Risk preferences and aging: The ‘Certainty Effect’ in older adults’ decision making“. They discovered that “older adults were more likely than younger adults to select the sure-thing option when it was available — even if it had a lower expect value.” In other words, they not only found evidence supporting the “certainty effect,” they found that older adults were moresusceptible to it than younger ones. The overall conclusion of the study is very instructive:

… [W]hen it comes to the important decision whether to claim social security benefits at the earliest retirement age (i.e., 62 years old) and receive a sure but lower-dollar payout (i.e., up to 20% less) versus a higher-dollar payout a few years later at full (between 65–67 years old) or after full retirement age (at 70 years age at the latest, with a benefit increase between 4% and 8% for each year after full retirement age until age 70) at the risk of not being alive, older adults might sub-optimally go for the sure payout at the earliest possible age rather than delaying their retirement benefits; thus, permanently reducing their benefits.

Clearly, our instincts can inadvertently lead us astray on financial matters. As Jason Zweig notes in his classic book Your Money and Your Brain, “[I]nvestors habitually are their own worst enemies, even when they know better.” When deciding when to apply for social security benefits, it might be wise to remember how our brains are wired. Otherwise, you could be leaving a lot of money on the table.

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MONEY Second Career

Why You’ll Be Able to Work Longer Than You Think

150206_RET_WorkLonger_1
Klaus Tiedg/Getty Images/Blend Images

Innovations in technology, medicine and workplace design will allow more boomers to work well into retirement.

As I go around the country talking to people about my book Unretirement and its thesis (that today, retirement often includes part-time work, often with a purpose), I frequently hear people say: “I don’t think I’ll be able to work in retirement.”

They’d like to stay employed, they say, but that’s an unrealistic expectation considering the accumulated ravages of time and increased infirmities. I think that, in many cases, they’re being pessimistic.

Medical advancements (including ones we’ve yet to see) and workplace-design innovations at growing numbers of employers are making it easier to work into your 60s and 70s, albeit not for everyone.

Boomers Coping With Maladies at Work

Now, I’m no Pollyanna about aging. To be sure, getting up from my office chair is a slow maneuver these days, typically accompanied by a groan or two (maybe three). My knees were never good, but it takes longer for them to recover after a business flight. And I realize that plenty of leading-edge boomers are coping with some combination of maladies on the job—fading eyesight and hearing, maybe a limp, a bad back, arthritic hands.

That said, the assumption of widespread work-denying disability is greatly exaggerated. According to the Centers for Disease Control and Prevention, 76% of people 65 and over rated their health as good, very good, or excellent. What’s more, the disability rate for people 65 and over dropped from 35% in 1992 to 29% in 2009, notes Steven Wallace, professor at the UCLA School for Public Health.

At the workplace, smart design, technological advances and organizational accommodation have done quite a bit to address physical issues faced by older workers.

Reconfiguring the Office Computer

John Smith, 55, appreciates how technology has helped him stay employed. Born with cerebral palsy, Smith works part-time evaluating websites and education programs for the Institute on Community Integration at the University of Minnesota, whose mission is bringing people with all kinds of disabilities into the community.

Smith worked there full-time before his life-changing accident a decade ago, when he fell and badly injured his spinal cord; he’s now confined to a wheelchair. His employer lets him use a trackball rather than a mouse to navigate his computer and the computer has software features built into Microsoft Windows that take into account his difficulties with the keyboard. Smith’s power wheelchair lets him raise his seat to be almost on eye-level when speaking to someone standing up.

“I have no doubt that technology is going to keep getting better and will allow me to increase my productivity for many years to come,” says Smith.

“One of the last bastions of widespread discrimination is the belief that to be disabled means being unable to work,” says Marca Bristo, 62, President and Chief Executive Officer of Access Living, a Chicago-based nonprofit that provides housing, in-home assistance, advocacy and other services for the disabled. In 1977, she broke her neck diving into Lake Michigan and became paralyzed from the chest down. “Most people can work, even those with severe disabilities,” she says.

Case in point: Kate Williams, 72, program manager for employment immersion at the Lighthouse for the Blind and Visually Impaired in San Francisco. Though blind due to a rare degenerative disorder, Williams trains and mentors people for jobs in finance, industry, government, nonprofits and other sectors of the economy. Adaptive technologies like Braille-enabled computers and voice recognition software (think Siri) help Willliams’ clients in many tasks.

“I think there is a job for everyone,” she says. “You just have to go after it.” Williams was awarded a 2014 Purpose Prize by the social venture Encore.org.

Hip Surgeries and Driverless Cars

The march of technology is making the formerly impossible now possible for many older workers. Advances in hip and knee replacement surgery already let them remain productive and active. (The idea for this column came from walking through the skyway with a colleague who casually mentioned that he had both his hips replaced. I never knew.)

David Lindeman, Director of the Center for Technology and Aging at the University of California, Berkeley, believes the coming-soon driverless car will have a dramatic impact on how people think about disabilities and prospects for employment. “For everyone with mobility limitations it will be a game changer,” he says.

Unretirement skeptics shouldn’t underestimate the power of good design—specifically “universal design”—for stretching out work lives, too. The universal design movement takes into account aging in the office with specially-created, utilitarian and aesthetically pleasing door handles, lighting and work surface heights.

The approach is an integral part of the corporate campus of office design and furniture maker Herman Miller in Zeeland, Mich. There, the doors have levers rather than knobs, because levers are are easier on aging hands. Desk drawers have easy-grip pulls.

Here’s the thing: Smart ergonomics isn’t just useful for older or disabled workers. “Whether it is chronic aging or acute injury, whatever we do to accommodate those particular situations, they’re going to be useful for everyone,” says Gretchen Gscheidle, director of insight and exploration at Herman Miller.

Will Employers Meet the Challenge?

Of course, technology and smart design only succeed at extending work lives if organizations embrace them. Companies like Walgreen, AMC and Hershey stand out for their concerted efforts to recruit workers with disabilities.

One question other employers need to answer: Will they hire and hang onto employees like Smith, Williams and Bristo?

Bristo sometimes gets frustrated at the slow pace of change. Her husband reminds her during those moments: “Just wait until the baby boomers get older.” That’s when change will speed up, he tells her, as employers realize they need the skill and experience of their older workers.

Yes, some older workers deal with more disabilities than others. That doesn’t mean they should be excluded from Unretirement—far from it.

Chris Farrell is senior economics contributor for American Public Media’s Marketplace and author of the new book Unretirement: How Baby Boomers Are Changing the Way We Think About Work, Community, and The Good Life. He writes twice a month about the personal finance and entrepreneurial start-up implications of Unretirement, and the lessons people learn as they search for meaning and income. Send your queries to him at cfarrell@mpr.org or @cfarrellecon on Twitter.

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Working After 75 and Loving It

Rehiring Retirees as Boomerang Workers

Purpose Prize Winner Helps the Blind Get Hired

MONEY Second Career

Why Elite Colleges Are Targeting Baby Boomers for New Career Programs

Stanford college
Linda A. Cicero—Stanford News

Harvard and Stanford have launched programs for high-level execs seeking to change careers. Other universities are looking to jump in.

Stanford University welcomed 25 unusual students onto its campus this month—all in their 50s and 60s.

They are the inaugural fellows of a new program, the Distinguished Careers Institute (DCI), designed for people who want to follow more than one career path in their lifetimes and who want to go back to a college setting for more training. It is the forefront of a new movement for universities to look beyond typical 19-year-old undergraduates.

“People are finding that their initial careers might last 20 or 30 years, and then they need to prepare for new work that might last another couple decades,” says Dr.Philip Pizzo, the founder of the program and a pioneering oncologist who is a former dean of Stanford’s School of Medicine.

DCI is similar to a Harvard University’s Advanced Learning Initiative, launched in 2009. Both are one-year programs that focus on elite “C-suite” leaders looking to transform the second half of their careers, and both are expensive. DCI costs $60,000, not including housing; tuition and other costs of the Harvard program are similar.

Pizzo, who just turned 70, arguably is launching his own next act with the institute after a distinguished career in medicine that includes stints at the National Institutes of Health and Harvard University.

He is hoping to start something of a movement. Pizzo says he will start talking with other university leaders later this year about what Stanford is learning at DCI and encourage others to embrace its principles.

“We’re an elite program, but not elitist,” he says.

Another group, the non-profit San Francisco-based group’s “EncoreU” initiative is pushing universities to focus on older students making career changes, and it will convene a group of college presidents this fall to talk about how to make it happen.

LIFE ON CAMPUS

Jere Brooks King is a typical mid-career education fellow. She enrolled in Stanford’s DCI program after a 35-year career in sales and marketing roles at high technology companies, punctuated by early retirement from Cisco in 2011 at age 55. She turned 59 just before DCI’s kick-off this month.

King, who has served on the boards of several non-profits and industry associations, is using the DCI fellowship to expand her knowledge of board governance. She hopes to apply that expertise working with entrepreneurial start-ups focused on technology and social innovation.

“It’s really exciting to explore the latest thinking on campus around the connection between technology and social innovation,” she says. “I’m getting the chance to hear from venture capitalists interested in social innovation, and see what students are doing with their own ventures.”

DCI fellows pick an area of academic focus from nine areas, ranging from arts and humanities to engineering, healthcare or social sciences. They also participate in weekly discussion seminars and intergenerational mentoring and leadership sessions.

What kind of reaction are the DCI fellows getting from Stanford undergraduates?

“We think we fit right in, and we’ve been welcomed warmly,” says King. “But I’m sure we stand out, because we all look like someone’s parent—or grandparent.”

Read next: How to Jump from a Second Career to a Dream Encore Job

MONEY Second Career

Why the New Boomerang Workers Are Rehired Retirees

hand holding boomerang
Dragan Nikolic—iStock

How to go back to work in retirement where you had a full-time job.

You’ve no doubt heard about boomerang kids who return to their parents’ homes in their 20s (maybe you have one). But there’s a growing group of boomerangers who are typically in their 60s: retirees who return to work part-time or on a contract basis at the same employers where they formerly had full-time jobs.

If you’ll be looking for work during retirement, you might want to consider avoiding a job search and becoming one.

Employers That Rehire Their Retirees

A handful of employers have formal programs to rehire their retirees. The one at Aerospace Corp., which provides technical analysis and assessments for national security and commercial space programs, is called Retiree Casual. The company’s roughly 3,700 employees are mostly engineers, scientists and technicians, and Aerospace is glad to bring back some who’ve retired.

“With all the knowledge these people have, we get to call on them for their expertise,” says Charlotte Lazar-Morrison, vice president of human resources at Aerospace, which is based in El Secundo, Calif. “The casuals are part of our culture.”

The roughly 300 Aerospace casuals (love that term, don’t you?) can work up to 1,000 hours a year and don’t accrue any more benefits (the company’s retirees already get health insurance). Most earn the salary they did before, pro-rated to their part-time status, of course.

Why Aerospace Corp. Brings Back ‘Casuals’

The “casuals” program lets Aerospace management have a kind of just-in-time staffing system. “It allows us to us to keep people at the ready when we need them,” says Lazar-Morrison.

Ronald Thompson joined Aerospace’s casuals in 2002, after retiring at age 64. He’d worked for the company full-time since 1964, in program management, system engineering, system integration and test and operations support to the Department of Defense. “It’s a really good way to transition to retirement,” he says. “You need both the physical and mental stimulation to keep you young.”

Thompson worked up to the 1,000-hour limit for the first couple of years. Now that he’s in his mid-70s, he’s cutting back to about 10 hours a week, mostly mentoring younger Aerospace employees. I asked Thompson when he planned to stop working. “I guess my measure is when people won’t listen to me anymore,” he laughed. “That will happen.”

At MITRE Corporation, a not-for-profit that operates research and development centers sponsored by the federal government, about 400 of its 7,400 employees are in an optional, flexible “part-time-on-call” phased retirement program. These part-timers can withdraw money from MITRE’s retirement plan while they’re working.

Why Some Employers Don’t Have Rehiring Programs

Why don’t most employers do what Aerospace and MITRE do?

For one thing, it takes a considerable investment in resources to set up a program for former retirees. So the ones who can most afford it are those with skilled workforces who offer customers specialized knowledge.

For another, some employers are wary of getting trapped by complex labor and tax rules. For example, the Internal Revenue Service generally requires firms with retirement plans to delay rehiring retirees for at least six months after they’ve left.

But benefits experts believe boomeranging can make a lot of sense for retirees and the employers where they had worked full-time.

“I think this is really logical away to go back to work, so there is a lot of potential growth if it is made easy,” says Anna Rappaport, a half-century Fellow of the Society of Actuaries and head of her own firm, Anna Rappaport Consulting. “The legal issues need to be clarified and made easy.”

Outsourcing to Bring Retirees In

A growing number of companies are outsourcing the task to bring in some of their retirees. The independent consulting firm YourEncore, created by Procter & Gamble and Eli Lilly, acts as a matchmaker between corporations looking for experts to parachute in and handle pressing problems and skilled “unretirees” wanting an occasional challenge and part-time income. YourEncore has more than 8,000 experts in its network; 65 percent with advanced degrees.

Blue Cross/Blue Shield of America’s “Blue Bring Back” program lets managers request a retired former employee if there’s a project or temporary assignment requiring someone who knows the company’s culture and procedures. Kelly Outsourcing and Consulting Group manages the program.

Tim Driver, head of RetirementJobs.com, plans on getting into the business of making it easier for employers to re-employ their retirees. His research shows that this type of program works best for companies needing ready access to talent with unique, hard-to-find skills and flexible schedules, such as insurance claims adjusters. When a storm hits, Driver says, insurers need to quickly dispatch trained property-damage adjusters who are knowledgeable about their claims processes and policies.

“It’s an attractive approach for companies that want to have people accessible but not on their books [as full-time employees],” he says.

The option of participating in an formal outsourcing arrangement is likely to grow with the aging of the baby boom population and their embrace of Unretirement. In the meantime, this kind of work deal “will be mostly ad hoc,” says David Delong, president of the consulting firm Smart Workforce Strategies.

How to Get Yourself Retired in Retirement

How can you get a part-time gig with your former employer when you retire?

Delong recommends broaching the topic while you’re still on the job. (My dad always used to say that six months after you leave an employer, people start forgetting you; they’ve moved on and have figured out how to get along without you.)

“Raise the idea with the boss,” says Delong. “Don’t assume they wouldn’t be interested in having you back part-time. The worst they can do is say, ‘no.’”

Taking a job with your former employer in your Unretirement can be a win-win situation for you and your once-and-future boss. After all, you have the knowledge and the skills to do the job well and the employer knows who you are and what you can do.

I suspect this kind of boomerang arrangement will become a bigger slice of a boomer movement toward flexible, part-time work in retirement.

Chris Farrell is senior economics contributor for American Public Media’s Marketplace and author of the new book Unretirement: How Baby Boomers Are Changing the Way We Think About Work, Community, and The Good Life. He writes twice a month about the personal finance and entrepreneurial start-up implications of Unretirement, and the lessons people learn as they search for meaning and income. Send your queries to him at cfarrell@mpr.org or @cfarrellecon on Twitter.

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MONEY Social Security

Here’s a Smart Strategy for Reducing Social Security Taxes

Ask the Expert Retirement illustration
Robert A. Di Ieso, Jr.

Q. If I delay filing for Social Security until age 66, can I receive the benefit and continue to work? I’d like to draw Social Security benefits yet keep working until age 75. What are the tax implications of my strategy? —Steven

A. First off, you can always continue to work and draw Social Security benefits. Benefits are reduced temporarily if your outside income exceeds certain levels. But these reductions do not apply for benefits received at age 66 or later, which will be the case with you.

If you work and collect benefits, however, your increased income may push you into a higher tax bracket, which may mean your Social Security income may be taxed. If you haven’t already done so, go online to my Social Security and create an account. You will then be able to see your projected benefits at age 66.

To make an accurate estimate of your federal income taxes, keep in mind that not all of your Social Security income is taxable at the federal level. Social Security uses a measure it calls “combined income” to determine how much of your benefit is taxable, and it’s not intuitively obvious. So work through the numbers carefully—you may need to refer to your most recent tax return to make the calculation.

To determine your combined income, take your adjusted gross income (from your tax return), add any non-taxable interest income you’ve received in the past year, and then add half of your Social Security benefit.

If the total is less than $25,000 ($32,000 on joint tax returns), you will pay no income taxes on your Social Security benefits. If the total is between $25,000 and $34,000 ($32,000 to $44,000 on joint returns), you may have to pay taxes on half your Social Security benefits. People with higher combined incomes may have to pay taxes on 85% of their Social Security benefits, which is the maximum rate.

You also should consider if you can afford to live just on your salary and defer your own Social Security benefits until age 70. This will have two positive impacts:

First, delayed retirement credits will increase your monthly Social Security payments by 8% a year (plus annual inflation adjustments). If you defer for four years, your benefits will rise by 32% compared with their level at age 66.

Second, your tax rate likely will be reduced if you’re only receiving wage income from age 66 to 70. When you do stop working and rely more heavily on Social Security payments, your reduced income may translate into lower taxes on your Social Security benefits as well as a lower overall federal tax rate.

Lastly, if you are single and plan to stay so, you should consider filing and suspending your Social Security benefit at age 66. By doing so, you will have the option of going back to Social Security anytime before age 70 and requesting a lump-sum payment for all the benefits that were suspended. That could come in handy if you face an emergency cash crunch. But there’s a downside: if you request a lump-sum payment, Social Security will erase all your delayed retirement credits. Your lump sum will be valued as if you took benefits at 66, and this also will be the level of your regular monthly benefit going forward.

Even the best of plans could change if you run into financial or health problems, so preserving the right to get a lump-sum payment is a good idea for single persons. For someone who is or has been married, however, spousal benefits can be knocked for a loop if you file and suspend, so think twice about using this option.

Philip Moeller is an expert on retirement, aging, and health. His book, “Get What’s Yours: The Secrets to Maxing Out Your Social Security,” will be published in February by Simon & Schuster. Reach him at moeller.philip@gmail.com or @PhilMoeller on Twitter.

Read next: How to Max Out Social Security Spousal Benefits

MONEY Second Career

How to Build a Second-Act Business with Your Millennial Kid

Combining complementary skills of two generations can be a recipe for success

It’s awesome working with my dad,” says Case Bloom, 30. The feeling is mutual, says his father, David, 58: “We are good complements to one another.”

Among the more striking developments I’ve learned researching my new book, Unretirement, is the rise in boomer parents going into business with their adult children, like the Blooms—co-owners of Tucker & Bloom, a Nashville, Tenn. luggage business.

In the past few years, setting up a multigenerational enterprise has been a mutually savvy way for boomers and their kids to deal with tough economic times. The parents typically have capital and plenty of experience, while their adult children burst with energy and tech skills.

From ‘You’ to ‘We’

The Blooms, and their business manufacturing highly-crafted messenger bags targeted at the DJ market, are a prime example. Before opening shop, David had spent his career in bag design and was director of travel products for Coach in New York City before he lost that job. When Case was in college in Nashville, studying business, he’d offer pointers to help his dad’s venture. “His logo was so bad. Horrible,” laughs Case. “I’d tell him, ‘You’re doing it wrong. Do it like this.’”

Eventually, Case says, it became “We should do it this way. The business happened organically.” Today, father and son each own half of the company, which has seven employees. David handles design and product development; Case is in charge of anything to do with the brand image and online sales. He’s also the one making frequent runs to Home Depot for the business’s factory and to the Post Office for shipments. “I have a different set of skills than my father,” says Case, who is also a part-time DJ.

When Kinship Is Friendship

One reason for the growing second-act-plus-child trend: surveys repeatedly show that today’s young adults generally get along well with their parents—and vice versa. “The key is an attitudinal shift in the relations between generations,” says Steve King, founder of Emergent Research, a consulting firm focused on the small business economy. “Boomers are close to their kids and the kids are close to their parents.”

Take Amanda Bates, a Gen X’er, and her mother Kit Seay, co-owners of Tiny Pies in Austin, Texas. “We’ve always had a close relationship, feeding off one another, finishing each other’s sentences,” says Kit, 73. They’d long wanted to do something together.

Several years ago, Amanda got the idea for making handheld pies from her son’s desire to take pie to school. So she and her mother began selling small pies, based on family recipes, in local farmers markets. They now sell them throughout the state, mostly through specialty stores, and opened a retail storefront at their wholesale facility in March 2014. Kit focuses on the creative and catering side of the business; Amanda’s in charge of the basics of running an enterprise. “The trust is there,” says Kit. Amanda agrees. “Yes, the trust is there. If she says something will get done, it will.”

Teaching Your Child Trust

Trust and complementary skills are also themes for Lee Lipton, 59, and his son Max, 25, and their Benny’s On the Beach restaurant in Lake Worth, Fla.

Lee, the restaurant’s principal owner, came out of the clothing manufacturing business, moving to Florida after the Calvin Klein outerwear line he ran with a few partners was sold. He bought Benny’s a year ago. Max, who’d wanted to get into the food business, is one partner; the other is chef Jeremy Hanlon. Lee’s the deal maker, Max manages the restaurant and executive chef Hanlon handles the kitchen. “The three of us trust each other incredibly and when one person feels strongly about something we tend to do it that way,” Lee says. “Very rarely after talking do we disagree, and that format was identical to my past partners. I want to teach Max and Jeremy that closeness.”

For second-act family businesses, creating boundaries between work and home is advisable, but easier to say than do. Speaking about her current relationship with her mom, Amanda Bates says: “We used to go out together and have fun, go to garage sales, that kind of thing. Now, when we get together, the business always come up. Even at family dinners, we end up talking business.”

The Win-Win of Multigenerational Businesses

But in the end, it’s family that makes these businesses succeed.

Bianca Alicea, 26, and her mom Alana, 46, started tchotchke-maker Chubby Chico Charms. in North Providence, R.I. with $500 and less than 100 charm designs at their dining room table in 2005. They now have roughly 25 full-time employees and sell several thousand handmade charms. Alana is the designer; Bianca deals more with payroll and other aspects of the business. “It’s important to remember you are family,” says Bianca. “Things don’t always go according to plan, but at the end of the day you have to see one another as family.”

Intergenerational entrepreneurship, it turns out, can be a win-win for boomers and their kids. For the parents, it’s the answer to the question: What will I do in my Unretirement? For their adult children, working with mom and dad provides them with greater meaning than just picking up a paycheck.

Chris Farrell is senior economics contributor for American Public Media’s Marketplace and author of the new book Unretirement: How Baby Boomers Are Changing the Way We Think About Work, Community, and The Good Life. He writes twice a month about the personal finance and entrepreneurial start-up implications of Unretirement, and the lessons people learn as they search for meaning and income. Send your queries to him at cfarrell@mpr.org or @cfarrellecon on Twitter.

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Older Entrepreneurs Are Better Than Younger Ones

MONEY working in retirement

This Is the Toughest Threat to Boomers’ Retirement Plans

Most employers say they support older workers. But boomers don't see it, and age discrimination cases are on the rise.

As the oldest boomers begin to turn 70 in just over a year, an important workplace battleground already has been well defined: how to accommodate aging but productive workers who show few signs of calling it quits.

Millions of older workers want to stay on the job well past 65 or 68. Some are woefully under saved or need to keep their health insurance and must work; others cling to the identity their job gives them or see work as a way to remain vibrant and engaged. At some level, almost all of them worry about being pushed out.

Those worries are rooted in anecdotal evidence of workers past 50 being downsized out of jobs, but also in hard statistics. Age discrimination claims have been on the rise since 1997, when 15,785 reports were filed. Last year, 21,396 claims were recorded. Not every lawsuit is valid. But official claims represent only a fraction of incidents where older workers get pushed out, lawyers say.

One in five workers between 45 and 74 say they have been turned down for a job because of age, AARP reports. About one in 10 say they were passed up for a promotion, laid off or denied access to career development because of their age. Even those not held back professionally because of age may experience something called microaggressions, which are brief and frequent indignities launched their direction. Terms like “geezer” and “gramps” in the context of a work function “affect older workers” and erode self-esteem, write researchers at the Sloan Center.

These are serious issues in the context of a workforce where many don’t ever plan to retire. Some 65% of boomers plan to work past age 65, according new research from the Transamerica Center for Retirement Studies. Some 52% plan to keep working at least part-time after they retire. In a positive sign, 88% of employers say they support those who want to stay on the job past 65.

But talk is cheap, many boomers might say. In the Transamerica survey, just 73% of boomers said their employer supports working past 65. One way this skepticism seems justified: only 48% of employers say they have practices in place to enable older workers to shift from full-time to part-time work, and just 37% say they enable shifting to a new position that may be less stressful. Boomers say the numbers are even more dismal. Only 21% say their employer will enable them to shift to part-time work, and just 12% say their employer will facilitate a move to a position that is less stressful.

These findings seem at odds with employers’ general perceptions about how effective older workers are. According to the survey:

  • 87% believe their older workers are a valuable resource for training and mentoring
  • 86% believe their older workers are an important source of institutional knowledge
  • 82% believe their older workers bring more knowledge, wisdom, and life experience
  • Just 4% believe their older workers are less productive than their younger counterparts

The reality is that most of us will work longer. The Society of Actuaries recently updated its mortality tables and concluded that, for the first time, a newborn is expected to live past 90 and a 65-year-old today should make it to 86 (men) or 88 (women). The longevity revolution is changing everything about the way we approach retirement.

Employers need to embrace an older workforce by creating programs that let them phase into retirement while keeping some income and their healthcare, by offering better financial education and planning services, and by declaring an age-friendly atmosphere as part of their commitment to diversity.

For their part, employees must take steps to remain employable. Most are staying healthy (65%); many are focused on performing well (54%), and a good number are keeping job skills up to date (41%), Transamerica found. But painfully few are keeping up their professional network (16%), staying current on the job market (14%) or going back to school for retraining (5%). Both sides, it seems, could do better.

Read next: How Your Earnings Record Affects Your Social Security

MONEY retirement planning

What Scrooge Can Teach You About Retirement Planning

Scrooge in A Christmas Carol
© Walt Disney Co.—Courtesy Everett Collection Scrooge in "A Christmas Carol"

Sure, he was tight-fisted. But Scrooge's money habits are a useful model for reaching your retirement goals.

I can hear the cries of outrage already. How can A Christmas Carol‘s Scrooge, the character Charles Dickens described as tight-fisted, squeezing, wrenching, grasping, scraping, clutching and covetous, possibly be a paragon of retirement planning? Bah humbug! If anything, he’s a role model for how not to live one’s life!

And I agree, up to a point. But if you’re willing to overlook a few of his, shall we say, flaws, good old Scrooge also possessed some qualities that make him a pretty decent role model for achieving a secure and meaningful retirement. Here are three we may well to emulate, albeit in moderation, to improve our retirement outlook.

1. Scrooge had a phenomenal work ethic. When the novel opens, Scrooge is at work in his counting-house late in the afternoon on Christmas eve. He didn’t duck out early to do some last-minute shopping. He wasn’t posting Happy Holidays photos on Instagram. He was putting in a full day’s work.

Granted, in recent years millions of people who would like to do just that haven’t had the option. Perhaps the recent upbeat employment report signals a more vibrant jobs market ahead. But the fact remains that the commitment to work that Scrooge displays is crucial to a successful retirement for two reasons: you can’t build a nest egg without regular income; and the amount you earn and number of years on the job largely determine the size of a key source of retirement income: your Social Security benefit.

Note too that Scrooge was still working relatively late in life. Dickens doesn’t give Ebenezer’s age, but many people estimate he was in his late 50s or 60s, which is getting up there considering life expectancy in mid-19th century England was about 40. So we can take a cue from Scrooge on this score as well. For example, in their new book Falling Short: The Coming Retirement Crisis and What To Do About It, authors Alicia Munnell, Charles Ellis and Andrew Eschtruth point out that just a few extra years on the job can go a long way toward improving one’s retirement prospects. And if that doesn’t do the trick, you can always supplement your income by working in retirement.

2. The man was a prodigious saver. Scrooge definitely knew a thing or two about saving a buck. And he didn’t resort to gimmicks like apps that round up credit card purchases to the nearest dollar and deposit the difference in an investing account, giving you the impression you’re saving while encouraging spending. He did it the old-fashioned way by keeping his everyday living expenses down.

He went way, way too far, of course, what with living in the dark, keeping a very small fire and eating gruel from a saucepan. But he had the right idea—namely, if you live below your means by not splurging on over-the-top vacations, expensive cars and big houses with mortgage payments to match, you’ll have a better chance of saving the 15% a year that can lead to a comfy retirement. And while Dickens doesn’t get into Scrooge’s investing habits, my guess is that ol’ Ebenezer wouldn’t fall for pitches for dubious or expensive investments. I think he’d be an index-fund kinda guy who realizes that reducing investment fees boosts the size of your nest egg and the amount of income you can draw from it.

3. Scrooge (eventually) understood what really matters. This may very well be the most important lesson we can draw from Scrooge. Sure, it took visits from his dead business partner Marley and a few ghosts to transform him. But by the end of the novel, Scrooge has morphed from a pinched and selfish man into a generous and compassionate person who anonymously sends a turkey to the Cratchit home for Christmas dinner and becomes like a second father to Bob Cratchit’s son, Tiny Tim. In short, he realizes that wealth brings happiness only when we share it with our families and others in ways that improve all our lives.

So while it’s important to focus on making good financial decisions, we should never forget that retirement planning isn’t just about the bucks. Ultimately, it’s about creating a retirement lifestyle that has meaning and purpose as well as financial security.

So if your thoughts happen to stray to your retirement over this holiday season and you find yourself wondering how you might improve your planning, ask yourself WWSD—What Would Scrooge Do? Whether it’s the stingy Ebenezer or the more benevolent version, he just might provide the inspiration you need.

Walter Updegrave is the editor of RealDealRetirement.com. If you have a question on retirement or investing that you would like Walter to answer online, send it to him at walter@realdealretirement.com.

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