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August 11, 2023 by Brett Tams
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GoodFinancialCents® partners with outside experts to ensure we are providing accurate financial content.

These reviewers are industry leaders and professional writers who regularly contribute to reputable publications such as the Wall Street Journal and The New York Times.

Our expert reviewers review our articles and recommend changes to ensure we are upholding our high standards for accuracy and professionalism.

Our expert reviewers hold advanced degrees and certifications and have years of experience with personal finances, retirement planning and investments.

Imagine this: You’ve just received an incredible job offer with a pay rate of $35 per hour. Sounds amazing, doesn’t it? But then, a question pops into your mind: what does that amount to in a year?

Suddenly, you find yourself entering a world where numbers come alive, swirling and dancing to the beat of hourly wages and annual salaries.

In this article, we will unravel the mystery behind the figure of $35. We will follow its path as it multiplies into a weekly wage, expands into a monthly income, and ultimately transforms into an impressive annual salary.

This is not just a mundane mathematical exercise; it is a profound exploration of the true value of your earnings.

Whether you’re a job seeker evaluating offers, or an employee negotiating a raise, rest assured that there is something here for you. So sit back, relax, and allow us to guide you through the journey of understanding how much you can make in a year when paid $35 an hour. 

FACT: The average hourly earnings of all employees in the United States is $33.58 as of July.

This figure is up from $32.18 one year ago, marking a 4.35% increase.

So it means you’re already ahead of the game if you’ve been offered $35 per hour!

$35 an Hour Is How Much a Year?

Table of Contents

We’ve calculated the yearly income based on a $35 per hour wage, considering a normal 40-hour workweek. 

Here’s the step-by-step breakdown:

  • Start with a typical workweek of 40 hours and a standard year comprising 52 weeks.
  • Calculate the total number of working hours in a year by multiplying the weekly hours (40) by the weeks in a year (52), which equals 2,080 hours.
  • Determine the gross annual income by multiplying the hourly rate ($35) by the total annual working hours (2,080), resulting in $72,800.

Expert Tip:

Remember, this is your gross income, not net income. It doesn’t include deductions like taxes, insurance, 401K contributions, etc.

However, it does give you an estimate of potential earnings for someone earning $35 per hour.

For comparison, a gross annual salary of $72,800 is considered middle-class income, as it surpasses the $50,000 threshold.

How About If You’re Working Part-Time?

The calculation changes slightly for part-time workers. 

Let’s say you work 20 hours per week instead of the standard 40:

  • Begin with your weekly hours (20) and multiply this by the number of weeks in a year (52), which gives you a total of 1,040 working hours in a year.
  • Next, calculate your gross annual salary by multiplying the hourly rate ($35) by the total annual working hours (1,040), equating to $36,400.

What Does $35 an Hour Translate to in Terms of Paycheck?

Monthly Paycheck

If your hourly rate is $35, your gross monthly salary should average approximately $6,066.60. This figure is derived by dividing the annual salary of $72,800 by 12 months. However, it’s important to note that this amount may vary due to factors such as the number of days in each month and the schedule of your paydays.

Salary Increase Insight: Should your hourly wage increase from $25 to $35, you could anticipate an average monthly increase of approximately $1,733. This represents a significant enhancement to your income.

Weekly Paycheck

For those interested in a weekly perspective, the weekly salary is calculated by dividing the annual salary of $72,800 by 52 weeks, resulting in approximately $1,400. This is the gross amount before any taxes and deductions are applied.

Bi-Weekly Paycheck

If you receive your salary bi-weekly, you will typically receive two monthly paychecks. To calculate your gross bi-weekly salary, divide the annual income of $72,800 by 26 pay periods.

With an hourly rate of $35, your bi-weekly paycheck would be around $2,800, prior to any taxes and deductions.

Daily Paycheck

Your daily earnings are contingent upon the number of hours you work each day. For example, if you work an 8-hour shift, your daily earnings would be $280 (calculated at $35 per hour).

Remember:

These figures represent gross income before taxes and deductions.

Your net take-home pay will be less, but understanding these calculations can provide valuable insight into how your hourly wage impacts your paycheck across different pay periods.

This information can serve as a useful tool for financial planning and budgeting.

How Does $35 an Hour Compare?

A wage of $35 per hour might seem like a substantial amount, and that’s because it is when compared to the national averages. If you’re working full-time at 40 hours per week, this hourly wage translates to an annual income of around $72,800. This figure significantly overshadows the median salary in the U.S., which stands at $68,703 per year.

Comparatively, the national average hourly wage in the USA is about $33.74, which puts $35 an hour above average. In biweekly terms, a $35 hourly wage would translate to approximately $2,800 before taxes.

Getting a job with a $35 per hour wage gives job hunters an edge over those starting their search. With this pay rate, candidates can expect attractive offers and valuable career guidance.

Is $35 an Ideal Hourly Wage?

That’s a question that tickles the mind, doesn’t it? Your location and lifestyle are the key ingredients in the secret recipe that determines the true worth of that paycheck. But let’s dig deeper and crunch some numbers with the federal poverty level in mind.

For all you fabulous singles out there without dependents, crossing the yearly income of the $13,590 mark would officially elevate you above the poverty line. On the flip side, if you have a family of four, then the target magic number becomes $27,740. 

Now, earning $35 an hour should surely land you in a comfy spot, don’t you agree? Of course, we’re not talking about a life of luxury here, folks! 

We’re talking about a modest existence. Just sprinkle some budgeting magic, stay on top of those finances, and voila! You’ll be pleasantly surprised how far $35 an hour can whisk you away.

However, we must emphasize the importance of financial savvy and clever choices to maintain a comfortable lifestyle with a $35 hourly rate. By juggling your expenses skillfully and making wise financial decisions, this income level can splendidly cater to your individual needs and your lovely family’s necessities.

Paid Time Off for Hourly Employees Earning $35 per Hour

Let’s never downplay the marvelous benefits of paid time off (PTO), particularly for those earning by the hour. PTO allows you to achieve a harmonious equilibrium between your professional commitments and personal life, all while ensuring your income remains steady.

Imagine this: a typical work week of 40 hours, stretched out over an entire year. Now, allow me to guide you through a pair of hypothetical situations that underscore the financial advantages of paid time off.

Scenario 1: Paid Vacation

Are you part of the fortunate group that enjoys a fortnight of paid leave each year? If so, give yourself a well-deserved round of applause! You maintain a steady annual income of $72,800, matching stride for stride with those enviable salaried colleagues of yours.

Scenario 2: No Paid Vacation

Regrettably, not every hourly worker is blessed with the luxury of paid vacation. In such instances, it’s vital to forecast a slight decrease in your annual earnings due to unexpected events or even some much-needed time off.

Imagine you take a two-week break without any pay; this leaves you with 50 weeks (or 2,000 hours) of work in a year, translating to an income of $70,000. So, while your day-to-day earnings might average around a cool two hundred dollars, remember to budget for those days when work takes a backseat. After all, everyone deserves a break.

How Much Is $35 An Hour After Taxes?

Have you ever wondered how taxes can impact your hourly wage? We’re here to guide you through it. Everyone’s tax situation is unique, but for the sake of clarity, let’s dive into this exploration with a few general assumptions:

  • Federal tax rate: 12%
  • Social Security and Medicare (FICA) rate: 7.65%
  • State tax rate: 4%
  • Gross Annual salary: $72,800

Now, let’s break down your potential tax deductions based on these assumptions.

Federal Taxes: $8,736
Social Security and Medicare: $5,569
State Taxes: $2,912
Net Annual Salary: $55,583

Assuming you work 2,080 hours per year, we estimate your Net Hourly Wage to be: $26.7

So, if your gross hourly wage is $35, after taxes, you’ll take home around $26.7 per hour. That’s a difference of $8.2.

Remember, these calculations are just an estimate. Your actual tax rate and deductions may vary.

Did you know some states in the US don’t impose state taxes on salary income? If you live in one of these states, you’ll still need to pay federal tax and FICA, but imagine the potential savings! Here are those tax-free states:

  • Alaska
  • Florida
  • Tennessee
  • Nevada
  • South Dakota
  • Texas
  • Washington
  • Wyoming
  • New Hampshire

Are you curious about what your net monthly income would look like if you lived in one of these states and earned $35 per hour? Let’s do the math together!

In a tax-free state, your estimated tax deductions would look something like this:

Federal Taxes: $8,736
Social Security and Medicare: $5,569
Net Yearly Salary $58,495

And your Net Monthly Salary? A cool $4,874

Isn’t it exciting to see how your financial landscape could change with just a little tax knowledge? 

Tips for Budgeting With a 35/Hour Salary to Maximize Savings

Cutting Corners Without Cutting Joy

Budgeting doesn’t have to mean sacrificing all the fun. It’s all about finding creative ways to save. Opt for potluck dinners instead of eating out, embrace second-hand shopping, or pick up a fun, free hobby.

You can still enjoy life while being financially responsible. Here’s how:

  1. Embrace DIY: Do-it-yourself projects are not only fun but also cost-effective. For example, using a Cricut machine, you can create personalized greeting cards, home decor, and even clothing items. This can save you money and add a personal touch to your belongings. A Reddit user shared their experience with a Cricut Joy machine, indicating that it can make small cuts in corners, providing a unique touch to their DIY projects.
  2. Learn to Cook: Eating out can be expensive. Learning to cook not only saves you money but also allows you to control what goes into your meals. It can be a fun and rewarding experience.
  3. Second-hand Shopping: Thrift stores and online marketplaces offer a treasure trove of gently used items at a fraction of their original cost. It’s an eco-friendly option that’s kind to your wallet too.
  4. Free Entertainment: Look for free activities in your community. Many cities offer free concerts, art exhibitions, and festivals. You can also opt for nature-based activities like hiking, picnicking, or beach days.
  5. Trade and Barter: Swap items or services with friends or join a local barter group. This is a great way to get what you need without spending money.

Remember, the goal is to find a balance between saving money and enjoying life. It’s about making smart choices that align with your financial goals and lifestyle preferences.

The Magic of Automated Savings

Setting up automated savings is like having a financial fairy godmother. This ensures a portion of your paycheck goes directly into your savings account. Before you know it, your savings will start to accumulate without you lifting a finger.

The 50/30/20 Rule: A Tried and Tested Approach

The 50/30/20 rule is a classic in the realm of personal finance. This strategy involves allocating 50% of your income to necessities, 30% to wants, and the remaining 20% to savings and debt repayment.

Let’s crunch some numbers. Based on a $72,800 annual income, here’s how the 50/30/20 rule would play out:

  • Necessities ($36,400): This includes rent or mortgage payments, utilities, groceries, health insurance, and car payments.
  • Wants ($21,840): Think dining out, vacations, shopping sprees, and other non-essential expenses.
  • Savings and Debt Repayment ($14,560): This category is all about the future you. Whether it’s paying down debt, saving for retirement, or building an emergency fund.

Adjust Your Budget Over Time

Budgeting isn’t a set-it-and-forget-it process. As your income, lifestyle, and goals change, so too should your budget. Regularly review and adjust your budget to ensure it’s still serving your needs and helping you reach your financial goals.

For instance, if you have a goal of buying a house in the next year, then you may prioritize increasing your savings rate to give yourself an edge. 

On the other hand, if you recently changed jobs and now make more money, you can increase your spending on wants without compromising your savings goals.

It’s all about finding that sweet spot that works best for you.

Emergency Fund

An emergency fund is a crucial part of any budget. Aim to save enough to cover three to six months of living expenses. This fund acts as a safety net for unexpected costs like medical emergencies or sudden job loss.

Tracking Your Spending Habits

Knowledge is power when it comes to budgeting. By keeping a close eye on your spending habits, you can identify areas where you might be overspending. There are numerous apps available that can help you track your spending and provide insights into your financial habits.

Here’s a quick look at some popular budgeting apps:

  • Mint: Offers comprehensive budget tracking, bill management, and personalized savings tips.
  • YNAB: Connects to your bank account to provide detailed spending insights.
  • PocketGuard: Automatically categorizes your expenses so you can easily track where your money is going. 

Other popular options include Acorns and Digit. The key is to find what works best for you and your budgeting needs. 

Invest in Your Future

As part of your 20% savings, consider investing in a retirement plan, such as a 401(k) or an IRA. This not only provides a nest egg for your future but can also offer tax advantages. If your employer offers a 401(k) match, be sure to take full advantage, as it’s essentially free money.

EXPERT TIP:

If you need more help managing your money, consult with a financial advisor.

They can provide professional guidance and tailored advice to help you reach your personal finance goals.

Conquer the Debt Monster

Taking on debt is a crucial part of nailing budgeting on a $35-per-hour salary. Be in control by tackling high-interest debt, like those pesky credit card balances, as a priority. Your debt-to-income ratio fluctuates with your salary, so staying up-to-date is key.

Types of Jobs That Pay 35/Hour Salary

If you are looking for jobs that pay $30/hour, job search and career advice websites can be helpful. Some job titles that typically offer this salary range are:

These careers can potentially pay you a salary of $35 per hour or more. By putting in hard work and commitment, it’s achievable to reach that aim.

Side Hustles To Supplement Your $35 Income

In today’s world, having a side hustle has become an increasingly popular way to supplement income. For those earning $35 per hour, these additional income streams can help reach financial goals faster and provide a safety net for unexpected expenses. 

Here are some of the most effective and lucrative side hustles you can consider:

Freelancing

As highlighted by Forbes, freelancing tops the list of easy side hustle ideas. If you have a skill that’s in demand, such as graphic design, copywriting, or programming, you can offer your services on a freelance basis.

Delivery Services

Entrepreneur suggests delivering for PostMates as another great option for earning extra income. Similar to working for Uber and Lyft, this type of gig offers flexibility and the potential for tip income.

Ride Sharing

The Savvy Couple mentions ride-sharing as one of the best side hustle ideas. When the kids are at school, and you’re home with some spare time, driving for a service like Uber or Lyft can be a profitable way to make use of that free time.

E-Commerce

Investopedia ranks e-commerce as one of the most profitable side hustles. Platforms such as Amazon, Shopify, and Etsy provide an easy way to set up a virtual store and start selling products online.

As there are so many side hustles available, it’s important to find the one that best suits your lifestyle and goals. Consider which will work best for you and your budgeting needs.

Final Thoughts on a $35/Hour Salary

When budgeting on a $35 per-hour salary, it’s important to remain mindful of your own needs and goals. Everyone’s financial situation is unique, so find what works best for you and adjust as required. 

With the right mindset and dedication, it’s achievable to create a sustainable budget that sets you up for financial success. So take charge and make your budget work for you. With focus, determination, and a bit of creativity, you can reach any financial goal.

About the Author

Jeff Rose, CFP® is a Certified Financial Planner™, founder of Good Financial Cents, and author of the personal finance book Soldier of Finance. He was a financial planner for 16+ years having founded, Alliance Wealth Management, a SEC Registered Investment Advisory firm, before selling it to focus on his passion – educating the masses on the importance of financial freedom through this blog, his podcast, and YouTube channel.

Jeff holds a Bachelors in Science in Finance and minor in Accounting from Southern Illinois University – Carbondale. In addition to his CFP® designation, he also earned the marks of AAMS® – Accredited Asset Management Specialist – and CRPC® – Chartered Retirement Planning Counselor.

While a practicing financial advisor, Jeff was named to Investopedia’s distinguished list of Top 100 advisors (as high as #6) multiple times and CNBC’s Digital Advisory Council.

Jeff is an Iraqi combat veteran and served 9 years in the Army National Guard. His work is regularly featured in Forbes, Business Insider, Inc.com and Entrepreneur.

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Apache is functioning normally

May 22, 2023 by Brett Tams

Save more, spend smarter, and make your money go further

There are numerous personal finance articles dealing with the perils and pitfalls of the personal loan.  When it comes to lending money to friends or family, the most recurrent piece of advice given is “Don’t.”  That’s not to say that many of these articles don’t offer potential lenders a lot of good advice on how to best navigate what can be a tricky and touchy situation.  Which is why I’m going to focus on the other side of the coin:  The protocol of the personal loan from the borrower’s point of view.

Like every other article on the subject, when it comes to borrowing from friends and family the best advice I can offer is “Don’t.”  The process is fraught with many bumps in the road that can serve to throw the best of relationships irreparably off track.  While philosophically it might be wise to adhere to the advice Polonius gives Laertes in Shakespeare’s Hamlet–

“Neither a borrower, nor a lender be;
For loan oft loses both itself and friend,
And borrowing dulls the edge of husbandry,”

–in reality that may not be an option.  So, you’ve got a big expense and no ready cash to cover it—what do you do?

Exhaust all other options first: spend less, make more

Before ever requesting that anyone sacrifice their hard-earned savings to keep you afloat, you should make sure you’ve done everything you can in making sacrifices of your own.  Be ruthless in trimming unnecessary expenses–and make sure you have a realistic view of what’s “necessary.”  Cable bills, anything other than basic cell phone services, eating out and other entertainment costs should be slashed from your budget.  It’s not cool to expect someone else to fund a lifestyle that is beyond your own means.

Speaking of “means,” effort should be made to increase your income.  Whether it’s negotiating a raise at work or finding a part-time gig to score some extra cash, make sure you’ve explored all options for balancing your expenses with sufficient income.

If cutting costs and increasing earnings doesn’t resolve your deficit, consider scaling back on your possessions.  Yes, it sounds harsh—but consider it from your potential lender’s point of view:  Nobody is going to feel comfortable handing over a nice chunk of change to someone who drives a Porsche and owns a 60″ plasma HDTV or a closet full of Jimmy Choos and Manolos.

At this point if you still need money, here are some steps to take to make sure that “a loan between friends” doesn’t end up being a case of money coming between friends:

Be a good risk.

Let’s face it:  If you were truly loan-worthy, you’d be able to go through the process and get the funds you need from a bank instead of your buddy, Bob.  That being said, you should still ensure that you’re responsible enough to warrant a personal loan.  Going through the process of cutting expenses and getting a second job shows that you are taking charge and holding yourself accountable.  This makes it easier for a lender to take a chance on giving you money.

Make it legal.

Create a formal agreement between you and your lender that specifies the payoff date and a payment plan.  There are various online options you could utilize: LoanBack.com and LendingKarma have customizable loan agreement forms and loan trackers available.  Or you could purchase a template from LawDepot.com.  But given that money is an issue, it’s probably best to just customize a free loan agreement template with the details of the terms such as interest rates, payment schedule, collateral, etc.  Putting it down on paper will ease the mind of the lender as well as making the obligation less tenuous and more tangible for you.

Have a plan.

Make sure you have a way to repay the loan in a timely fashion.  No lender is going to be comfortable with an open-ended “whenever” agreement—even your best buddy, Bob.  Use a loan payment calculator to break your loan amount into manageable monthly payments and come up with a way to free up resources to make those payments in a timely and consistent manner.  Perhaps make weekly or monthly transfers of the money you save by giving up your daily Starbucks latte into your lender’s PayPal account.

Walk the walk.

Once the immediate financial pressure is alleviated, don’t slack off and slide back into the habits that got you into trouble in the first place.  You especially want to make sure you’re not flaunting any frivolous purchases in front of your lender.  After all, if you can’t afford to pay your rent, you shouldn’t be shelling out money for the latest video game release or a new designer handbag.  This is one positive aspect of an impersonal bank loan:  A loan officer won’t be giving you the side eye at Thanksgiving dinner like Uncle Fred over that $500 you owe him.

Foreclose on your pride.

Even if your lender is collecting interest on your loan, the fact that you’ve accepted money from them opens you up to their scrutiny and often-unsolicited advice.   Whether it’s a lecture on how people were more fiscally responsible back in the day by Uncle Fred or a copy of a book by Suze Orman from Bob, it’s part and parcel of the price you pay for a personal loan.

Accept rejection graciously.

Even if your buddy Bob just scored a big promotion, that doesn’t mean he has to use it to stave off your foreclosure.  Recognize that many people are uncomfortable with money issues and the strain they can put on relationships. It’s a personal loan, but it’s not always personal. Bob may have had a bad experience in the past and vowed never again to lend to a friend, no matter how close or trustworthy.

Pay it back.

The most important aspect of receiving a personal loan is to pay it back.  Just about everyone has a story about lending money to a friend that ends up with them losing the money AND the friend.  Don’t be included in that statistic.  Be the happy anomaly that restores faith and trust in a positive outcome when it comes to borrowers and lenders.

Don’t “Lather, rinse, repeat.”

Once you’ve paid off your debt, continue to maintain your frugal tactics to build up an emergency fund so that you won’t find yourself in similar circumstances in the future.  Although repaying a loan proves that you’re a good risk for future financial needs, the real lesson that should be derived from the situation is gain more control over your finances so that you never have to put yourself or your friends and family in the awkward position of asking for money again.

Do you have any personal loan horror stories?  What lessons did you learn from the process?

The Protocol of the Personal Loan was written by Stella Louise, Editor of the Savings.com Blog & Save, a blog for savvy consumers looking to live well for less.

Save more, spend smarter, and make your money go further

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Apache is functioning normally

May 15, 2023 by Brett Tams

Welcome to NerdWallet’s Smart Money podcast, where we answer your real-world money questions.

This episode is dedicated to exploring the motherhood pay gap and potential solutions.

Check out this episode on either of these platforms:

Our take

You might have heard about the gender pay gap — or the difference in earnings between men and women — but what about the “motherhood penalty”? According to a recent report from the Pew Research Center, the gender pay gap grows more pronounced during a time when adults are likely starting and building their families: between ages 35 and 44.

But what does that look like in real numbers? Calculations from the National Women’s Law Center show that women who work full time year-round make 84 cents for every dollar men make. Mothers make only 74 cents for every dollar fathers make, amounting to $17,000 less per year.

In this episode, we explore the financial hit women take when they become mothers. We speak to experts who help us understand not only what’s driving the gender pay gap but also why it’s so difficult for women to recover financially after they have kids. We also learn more about policy changes at the federal, state and employer levels — from pay transparency to paid leave — that can help to close the gender pay gap for all women, not just mothers.

To a large extent, simply having more knowledge can empower women to ask for more when accepting a job offer or negotiating a raise.

More about parenthood, pay equity and finance on NerdWallet:

Episode transcript

Sean Pyles: Happy Mother’s Day, Amanda.

Amanda Barroso: Thank you, Sean. I’m sitting here in my closet where I record all the podcasts, and my toddler is right outside the door. I’m feeling about 20 months pregnant with our second. So needless to say, I’m feeling very much like a mother right now.

Sean Pyles: You are channeling and embodying Mother’s Day right now.

Amanda Barroso: Yes. Yes.

Sean Pyles: So how are you celebrating your day?

Amanda Barroso: So aside from a delicious brunch cooked by my husband and some family time, I’m setting aside some time to chat with you about the gender pay gap and how it widens for women once they become moms.

Jasmine Tucker: So I think we really need a multipronged approach to this. We need stuff to happen at the employer level. We need stuff to happen at the state level. We need stuff to happen at the federal level.

Sean Pyles: Welcome to the NerdWallet Smart Money podcast. I’m Sean Pyles. I’m here with NerdWallet writer Amanda Barroso for a special Mother’s Day episode about the gender pay gap and the motherhood penalty women face. Welcome back to Smart Money, Amanda.

Amanda Barroso: Hey, Sean. I’m happy to be here with you. The gender pay gap probably isn’t the first thing that comes to mind when people think about Mother’s Day. They’re probably thinking about flowers, brunch, chocolate. But this is something that’s personal to me.

Aside from being a mother, I’ve been thinking about and researching this topic for a long time. So before I came to NerdWallet, I got my doctorate in women’s and gender studies and then worked in D.C. for about five years at nonprofits that researched this issue. So it’s been on my mind for a while.

Recently, one of my former colleagues at the Pew Research Center published a report about the just persistent and enduring nature of the gender pay gap, and it turns out that parenthood is part of what’s made this thing stick around for so many years. The thing about the gender pay gap, though, is typically women never really recover from it financially, especially once they become moms. So the topic is on my mind, especially as I prepare to have our second child in just a few months.

Sean Pyles: All right, so in this episode, you’re going to help us understand what the gender pay gap really is, why it’s worse for mothers and maybe even talk about some solutions to what can feel like an insurmountable problem.

Amanda Barroso: That is the goal, at least.

Sean Pyles: OK. Well, let’s start with the basics. Can you lay out for us what exactly the gender pay gap is?

Amanda Barroso: Sure. So simply put, the gender pay gap is the difference in earnings between women and men. Every year, researchers are updating their calculations. One source of data from the National Women’s Law Center shows that women who work full time and year-round typically make 84 cents for every dollar that men make. For moms, this drops to 74 cents for every dollar that fathers make. This amounts to a $17,000 loss in income every year.

Sean Pyles: $17,000. That’s enormous, Amanda. I mean, just think about all that a mom could do with that amount of money.

Amanda Barroso: Totally. I mean, it’s not pocket change for a Target run, that’s for sure. The reason that I wanted to make this podcast, actually, is because it was unclear to me what it is exactly about motherhood that penalizes women financially, but then on the flip side, rewards men who become fathers at the same time. In research, this is something called the fatherhood bonus. So I’m just thinking, what’s going on here?

Sean Pyles: OK, so just to make sure that I’m following you, there’s the motherhood penalty, and then there’s also the fatherhood bonus. These terms seem pretty self-explanatory, but can you give us a quick definition of each so that we’re all on the same page?

Amanda Barroso: So the motherhood penalty is the earnings hit that women take when they become mothers. Sometimes it’s because they have to step back or scale back from the workplace to become primary caregivers, and of course that impacts their overall earnings. But for men who become fathers, the data shows that they get a boost in their earnings, actually. And this may be because employers are more likely to see fathers as providers, offer them more hours, more opportunities, and the fathers can then take advantage of that because, surprise, they have someone at home taking care of the kids and the housework.

Sean Pyles: Got it. I think there may also be psychological and cultural pressures going on as well. A lot of dads may feel like it’s important to step up and work harder once they have a kid, or they’re afraid that if they do try to take time off and prioritize child care, that they’ll be judged harshly and their careers might suffer.

Amanda Barroso: Totally. So to understand the origins of the parental pay gap, I talked with Jasmine Tucker — she’s the vice president for research at the National Women’s Law Center — and that’s who you heard at the beginning of the episode.

Jasmine Tucker: So what we see in the data is that women face a wage gap right as they begin their careers, but it’s smaller. So people are just graduating college, people are just graduating high school and entering the workforce. Women are making 90 cents for every man’s dollar.

Amanda Barroso: So the playing field is more equal when young men and young women are first starting their careers because, you think about it, they’re both starting at entry-level positions at the lower end of the pay range. But then something starts to happen as they enter their 30s. And this is where you see that motherhood penalty and the fatherhood bonus emerge that we were talking about earlier, Sean.

So to understand this, I talked to Rakesh Kochhar — he’s a senior researcher at the Pew Research Center — and he’s the one who wrote the report that I mentioned earlier. So I wanted to learn a little more about this window of time and what exactly happens to mothers and fathers.

Rakesh Kochhar: The most significant increase in the pay gap happens around age 35 to 44. Beyond that, it pretty much stays steady, so it doesn’t rebound back to pre-parenthood days, but it stays widened. Parenthood widens it, and that widening does not go away.

Sean Pyles: OK. So what Rakesh is saying is that not only is there a gender pay gap, but that this gap widens between mothers and fathers between the ages of 35 to 44. So under one roof, you could have one parent reaping the benefits of this gap, while the other’s pay is suffering.

Amanda Barroso: And that gap never closes, even as women age. Plus, this data isn’t even factoring in same-sex households. I mean, another thing that we should also clarify from Rakesh’s work is his research shows that women with kids at home earn less than women without kids at home. And here’s where the fatherhood bonus really comes into play. Fathers earn more than other workers in general, including men without children.

Sean Pyles: And I know there’s a ton of data out there around the pay gap, but I want to zoom out. There are still a lot of people who don’t think the pay gap is well, real. Or they believe that women simply pick fields with lower wages, things like being a teacher or a service job, while men happen to choose jobs with higher earning power, like something in tech or banking or engineering.

Amanda Barroso: There’s obviously a lot more at play than men and women just simply choosing different jobs. The true meaning of occupational segregation takes into account how a particular group, so here we’re talking about men and women, how they’re overrepresented in a certain job, and this is often due to social forces and pressures or policies that create this division. It’s certainly more than just men and women just happen to choose these separate and distinct fields, right?

Sean Pyles: Yeah. Well, the other thing that critics of the gender pay gap dispute is the role of discrimination. Did the experts that you talked with get into that at all?

Amanda Barroso: Yeah. On the question of whether the pay gap is real or not, Jasmine was just like, “Look, here’s the data.”

Jasmine Tucker: We see a wage gap in 94% of occupations. We see a wage gap when you look at different education levels and especially women of color gaining higher education, like Black women and Latinas, they’re still losing millions of dollars over a career compared to white non-Hispanic men.

Sean Pyles: So Jasmine has the data to back up the wage gap, but what about the occupational segregation and discrimination question? Did she or Rakesh talk about that?

Amanda Barroso: So Rakesh was basically like, “Look, occupational segregation is a thing. It is an undeniable thing that happens, but so is discrimination.” But that last piece is just a little harder to precisely measure.

Rakesh Kochhar: Yes. So both are factors. One, as you noted, is easier to measure than the other. The easier one to pick up on is what are the types of jobs men and women do, or what are their occupations? And there are distinct differences that continue to linger. For example, women, much more so than men, are represented in education or health care jobs. Men, on the other hand, are more likely than women to be in STEM jobs or in managerial occupations and some other occupations. And the differences have narrowed over time. But this narrowing also halted around the turn of the century.

The other side of the equation you mentioned is discrimination. That is where an employer may treat men and women differently at the workplace or during the hiring process itself. Many experiments have revealed it as a likely factor. So there is evidence of discrimination, but precisely how much and where it happens, that’s harder to measure.

Sean Pyles: All right, I’m glad we cleared that up. But what I’m wondering about now is where does this pay gap come from? There are people behind the decisions to pay a mother one amount and a father a different amount. What’s actually driving the gender pay gap?

Amanda Barroso: You know, Sean, I asked Rakesh that exact question. Here’s what he said.

Rakesh Kochhar: In a survey we did accompanying this report, we find that women with children at home are much more likely than men to feel a great deal of pressure to focus on family needs. So partly a result of these pressures and perhaps partly by choice — it’s hard to sort out or disentangle these two forces.

What we see is that with the onset of motherhood, when about two-thirds of women ages 35 to 44 have children at home, we find that they tend to retreat from the labor force. Labor force participation decreases, and at the same time, women tend to work fewer hours on average per week.

So in effect, what this means is parenthood impacts the amount of workplace experience women acquire relative to the workplace experience that men are able to acquire. And men are seen to work harder because they actually increase the number of hours they work on average per week and they become more active in the labor force when they become fathers. So partly through a withdrawal on the part of women and partly through more engagement on the part of men, we see the gender pay gap widen around that time. And this increase happens most noticeably around ages 35 to 44.

Amanda Barroso: So, as Rakesh mentions, there are significant cultural forces involved here, but I wanted to hear a little more from Jasmine about how this plays out, especially around notions of who is a breadwinner.

Jasmine Tucker: What I think is at play are a couple of things. So first is outdated notions about who’s caring for families, who is dedicated to the work, who needs the money. And so if you think about dads in the workplace, you’re like, “Oh, well so-and-so just had a kid. We need to put him up for promotion because he’s supporting three people now instead of two,” whatever.

And I think that despite all of this evidence that shows that women are breadwinners in their families, either primary or co-breadwinners, there is this outdated notion that when women have kids, they become less dedicated to their work. And so they have to leave at 4 p.m. to go pick up kids. And so that means that they’re not dedicated to their work, forget that she’s answering emails or whatever she’s doing late at night after the kids are in bed. Child care is definitely playing a big role here. If child care is unaffordable and it’s making up large shares of women’s earnings, they might be more likely to leave the labor force.

Amanda Barroso: That point about child care really hits home, and it’s something that we’ve covered together on the podcast before, Sean. The other thing that she mentions are caregiving responsibilities, which when you think about it, they only multiply with each child that parents have, right?

Sean Pyles: And we know that women tend to take on more caregiving responsibilities than men, too. So women are being paid less for the same job and also having to shoulder more work around the home.

Amanda Barroso: Exactly. So this is what I wanted to know. Does the impact of the gender pay gap then intensify with every child? Here’s what they had to say. Let’s hear from Rakesh first.

Rakesh Kochhar: In the past, we did look at what happens to work effort depending on the number of children you have at home. And the more children you have, the greater the number of hours worked by men or fathers. And the shorter the workweek among women. So having more children definitely has more of an impact on engagement with the workforce on either side, negatively among women and positively, you might say, among men.

Amanda Barroso: So with the birth of each child, mothers are withdrawing from the workplace for one reason or another, while fathers are putting in more time. But what does this mean for actual earnings? Here’s what Jasmine said.

Jasmine Tucker: There are some studies that show there’s like a 7% drop in earnings, like per kid, that you have for women. But we see the opposite when it comes to men. When they have kids, their earnings tend to go up. And so I think over time this creates this divide that widens, right, it just continues to widen and get worse over time.

Amanda Barroso: So is it just a general issue with the imbalance of division of labor? So women are the ones who are assumed to be doing the caregiving. So they’re the ones leaving work early, and then it snowballs from there.

Jasmine Tucker: It all reinforces each other. We saw this in the pandemic. We saw more women leave the labor force than we saw men, and we saw women out for longer periods of time. So we know that early days, in 2020 and 2021, we saw lots of women remain out of the labor force because they were providing unpaid care for their children. And so if somebody needs to take time out of the labor force, who’s it going to be?

Amanda Barroso: Jasmine has a good point here. The pandemic really upended the working lives of many mothers across the U.S. because when you think about it, Sean, so much of that infrastructure that they relied on to be workers, was just no longer available. So things like child care, in-person schooling, after-school activities or weekend activities, things like that that made their working lives possible were just unavailable.

Sean Pyles: Well, what’s interesting is that in recent months, women have returned to work. In February 2023, the number of women in the workforce was higher than before the pandemic, but that was after a steep, sudden drop-off early in the pandemic and then a slow climb back up over the past three or so years. Do you think that that time away from work would have an impact on their earning potential?

Amanda Barroso: Exactly. But the thing is, once women leave the labor force, it’s really hard for economists to understand what it means for their future earnings, even if they return to work again at a future time. And this is something that Rakesh talks about in his report.

Rakesh Kochhar: Now in our data, we only observe the earnings of people who are working, who are employed. And if we look at just employed men and women, we are not anymore looking at women who have withdrawn from the labor force. Some will have withdrawn permanently, some will have withdrawn only for two, three months or four months, and some may be for two, three, four years until a child goes to kindergarten or elementary school. So there’s going to be a varying degree of losses felt by women.

And what we do not observe is this loss in potential earnings: What might have been the earnings of a woman who took, say, five years off from work? We also do not know what might have been the earnings of women who’ve permanently withdrawn because they decided for whatever reason to be at home to look after kids until they’re off to college, maybe, or never returned to the labor force. So there is some loss in the potential earnings of women, their lifetime earnings, that we are not able to observe.

Amanda Barroso: Rakesh points to a blind spot in collecting pay gap data on women, especially as they become mothers and exit the workforce for a time. And as Jasmine mentioned, the pandemic has been especially hard on mothers’ employment.

Jasmine Tucker: So I think early in the pandemic, there was a lot of worry about moms and women just generally leaving the labor force and what that would mean for their careers. We saw 20 million plus jobs just completely gone in two months time, from February to April 2020. And I think initially in the early days of the pandemic, there was, I think, a really scary moment of what’s going to happen to the wage gap? How is this going to impact it? How is this going to set women back?

And so I think the data from the Census Bureau over the last couple of years, it’s been hard to compare it to previous years. Because the labor market looks completely different than it did in 2019, which we would have to consider pre-pandemic.

So what we have seen since 2020 is some closure in the wage gap. And part of that is because we saw a lot of the jobs that were lost were low-paid jobs. So who was left right in the pool of people working full time and year-round were higher-paid workers. So we lost all of these women in low-paid jobs. And so that appeared to shrink the gap.

Sean Pyles: It seems like both the gender pay gap problem and the motherhood penalty that exacerbate it are really complex.

Amanda Barroso: I mean, there’s not a one-size-fits-all solution. I think Rakesh put it really nicely.

Rakesh Kochhar: So it’s that drilling down to individual choices and cultural pressures and family pressures and workplace issues. It’s very heterogeneous; it’s very diverse. It’s very difficult to perhaps eliminate with a sweeping policy.

Sean Pyles: All right, well, that does seem a tall order, but I also see a glimmer of hope in Rakesh’s answer. There are a number of different areas we can mine for solutions on an individual level, family level, culturally and in the workforce.

Amanda Barroso: I know it seems bleak, and in a lot of ways, these issues are so much bigger than an individual mother can solve on her own. Trust me, I feel the weight of this. I’m a mom, I am expecting another one, and I obviously care about my earnings. But you’re right; there are some things and some ways that we can move forward and continue to make progress in closing the gap from others. So I dug into this a little bit with Jasmine.

Jasmine Tucker: So I think we really need a multipronged approach to this. We need stuff to happen at the employer level. We need stuff to happen at the state level. We need stuff to happen at the federal level. So we could do things like pass equal pay bills, like the Paycheck Fairness Act at the federal level. There is right now a lot of momentum in state legislatures this year around pay, salary transparency bills, which is great because it essentially says if you’re posting a job, you have to provide a range in the salaries. The data shows that women underestimate the salary and men ask for the moon, which contributes to this.

Amanda Barroso: So what are some things that employers can be doing? It does seem like some of the issues here are revolving around how managers or HR or people in control are thinking about motherhood and fatherhood.

Jasmine Tucker: I think that there’s a lot that employers can be doing. They can be doing internal audits of how much are they paying people by race and by gender, and what does that look like? And doing some course-correction there. I think that they could be hiring more women and in particular women of color in C-suite positions and in other leadership roles, because if you have a workplace that only is made up of men and in particular white men, I don’t see how those workplaces are going to be family-friendly or actually meet the needs of moms in that workplace.

Amanda Barroso: Your earlier point about employers examining their own pay practices seems really important. And I don’t want to overlook your point about race, either. I mean, the calculations that you’ve done show that Black, Latina and Native women are making even less than that overall 84 cents per dollar figure that we talked about earlier. According to your data, Black women make 67 cents for every dollar, and Latina and Native women make 57 cents. And again, this is compared with white non-Hispanic men. And that’s just the overall number, not the number for moms of color. So that means their total annual losses are much higher.

Jasmine Tucker: Yeah. It’s life-changing money. It could be a down payment for a house; it could be an investment in your education so that you can move from your low-paid field to a higher-paid field. It could be savings toward a kid’s education fund. There, I think, are so many wealth-building opportunities that women and moms are missing out on because they’re being paid less.

Amanda Barroso: What other policies can be implemented or changed to help close the gender pay gap for moms?

Jasmine Tucker: The unionized workplace is good for women. We see wages go up; we see wage gaps decrease.

Amanda Barroso: Workplaces adopting family-friendly policies alone won’t fix the pay gap, though. Rakesh even points to other European countries where these policies are part of workers’ everyday lives already and found something interesting.

Rakesh Kochhar: When we look at Scandinavian countries, such as Denmark, where family-friendly policies are commonplace, you still see that parenthood drives an increase in the wage gap because men and women react differently to parenthood.

Amanda Barroso: This reaction to parenthood Rakesh talks about could point to a bunch of things. I think some of it’s likely a response to cultural and social pressures that fathers face, thinking about putting in more hours in the office, what that might mean, it might mean seeing your child less, added stress. There’s this financial piece of the fatherhood bonus that seems like a positive one, but still there are costs.

Sean Pyles: So we’ve talked about potential solutions at the state and federal levels, but there have to be things that parents can push for in their own workplaces.

Amanda Barroso: I think you’re exactly right, Sean. Look, OK, let’s look at NerdWallet, for example. The company does offer a really generous paid leave policy, around five months leave at 100% pay, which not only means that parents can bond and care for their newborn, but they also don’t have to dig into savings to cover time away from work. I mean financially, that’s huge, right? But in addition to that, all new job ads that NerdWallet puts out provide a salary range, which means that potential candidates have a leg up. So when they get asked that dreaded question that we’ve all been asked in a job interview, “What’s your desired salary?”, they have some information to work with, right? They’re not pulling a number out of the air.

So as of March 9, actually eight states have made salary transparency a requirement on job ads, and 15 states are considering similar legislation, and that’s according to the Center for American Progress. So I think that that’s a step in the right direction.

NerdWallet also recently started providing employees with the salary bands for their job title based on their title and location. So I can log in and see where I fall in that pay band, and when it comes time for review or negotiations, I just have a little more leverage. I have more information and knowledge that I can work with. I think these last two things are huge, especially for women. So studies have shown women tend to undervalue themselves. They ask for less in negotiations or when they’re starting a new job. And in this case, I think for women, knowledge is power.

Sean Pyles: And it just goes to show how big an impact one company’s policies can have on the way you can structure your life, your family, your ability to earn money. And it gets back to the fact that it’s a little unfortunate for many workers that they don’t have those benefits where they work. And we should state that Amanda was not told by NerdWallet to say any of that. It’s just a legit perk that’s made a big impact on her ability to balance motherhood and having a career. Is that right?

Amanda Barroso: That’s absolutely right. But the thing is, there are templates for this. There are companies who are employing some of these policies and measures, and we can learn from those things. I think a big thing is just talking about money, talking about these policies. You hear that your friend or your neighbor that they work at a place like NerdWallet, great. Let’s figure out how they’re doing it so I can bring that back to my employer and see what I can make happen for myself and my colleagues.

Sean Pyles: Exactly. Well, Amanda, thank you so much for coming on the Smart Money podcast to help us explore this really important topic. I appreciate it.

Amanda Barroso: I always love being here and talking about these things with you, Sean, and I am very much looking forward to enjoying that five-month paid leave and catching you on the flip side of that.

Sean Pyles: All right. Well, I’m expecting many baby pictures while you’re out.

Amanda Barroso: Absolutely.

Sean Pyles: And that’s all we have for this episode. Do you have a money question of your own? Turn to the Nerds and call or text us your questions at 901-730-6373. That’s 901-730-NERD. You can also email us at [email protected] Also visit nerdwallet.com/podcast for more info on this episode. And remember to follow, rate and review us wherever you’re getting this podcast.

Amanda Barroso: This episode was produced by Sean Pyles and myself. Liz Weston helped with editing. Sheri Gordon helped with fact-checking, Kaely Montanan mixed our audio, and a big thank-you to the folks on the NerdWallet copy desk as always for their help.

Sean Pyles: Here’s our brief disclaimer. We are not financial or investment advisors. This nerdy info is provided for general educational and entertainment purposes and may not apply to your specific circumstances.

Amanda Barroso: And with that said, until next time, turn to the Nerds.

Source: nerdwallet.com

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Apache is functioning normally

May 12, 2023 by Brett Tams

This is a guest post from Lily of The Honest Dollar, a great new personal finance blog.

The most common ways to increase your salary are to get promoted or to negotiate a raise. But promotions don’t come along often, and negotiating a raise may or may not result in a salary increase. So what do you do when you want to make more, but you’re between promotions and raises? The good news is that you’re not out of options. The bad news is that you’ll need to get creative and may have to use a little elbow grease.

Low Effort, High Reward
401(k) match. Perhaps the easiest way to get your employer to give you more money is to contribute to your 401(k), if your employer offers a match. A 2007 Hewitt Associates survey [PDF] reports that 98% of employers put some money into 401(k) plans, and two-thirds provide matching contributions. According to Hewitt, the most common type of match is 50% of employee contributions up to 6% of pay. This means that if you make $60,000, then contribute $3,600 to your 401(k), your employer will kick in $1,800. That’s free money that should never be left on the table, if you can help it.

Employee referral rewards. Most companies have employee referral programs, where an employee recommends a candidate and earns a bonus if the referral is subsequently hired. This is an effective way for firms to discover great candidates without paying exorbitant headhunter fees. But referral programs are not always well-publicized. Check with your HR department to see if a program exists and what the rewards are for referrers, then consider submitting a few referrals. Tread carefully, since referring a bunch of people who are not qualified to work at your company will reflect negatively upon you.

High Effort, High Reward
Ask for a better 401(k). Maybe your 401(k) doesn’t offer enough choice to fully diversify your retirement savings. Maybe the only investment options carry high fees. Maybe you have to pay fees to the 401(k) administrator. If your 401(k) plan is unreasonably awful, it may be time to speak up and ask for a change; SmartMoney offers a few tips to lobby for a better 401(k). While this does not directly increase your income, it puts your money to work more efficiently. High fees can cost you thousands of dollars by the time you’re ready to retire, and bad investment options can cost even more.

Improve your skill set. Even if your company didn’t give you a raise this year, the best way to score one next year is to make yourself indispensable. One way to do this is to constantly improve your knowledge and skill set. This can mean taking training classes offered by your employer, seeking additional certification in your industry, or even getting an advanced degree. The good news is that some employers are willing to pay for education. Large companies may have established tuition reimbursement programs. If you’re willing to do the paperwork and put in the study hours, you can get a graduate degree at a huge discount. [J.D.’s note: Even small companies can have tuition reimbursement programs. At the box factory, we’ll pay for one class per term. Nobody ever takes us up on it, though.]

Non-Cash Rewards
Ask for non-monetary rewards. Bankrate.com notes that it’s difficult to negotiate hard benefits, or “employment areas defined by statues and tax deductions [including] health benefits, pension plans and 401(k)s, stock options, insurance programs, tuition reimbursement and day care.” However, employers have more leeway when it comes to non-regulated benefits and rewards that don’t necessarily require a large and lasting cash outlay, like a raise would. For example, consider asking for an extra week of vacation or a flexible work arrangement where you can telecommute once a week. After all, time is money, and getting more free time (especially free time with family or friends) can be a lot more valuable than a meager raise.

Volunteer within the firm. There are many ways to contribute to your company outside of excelling at your job. Join the recruiting team and participate in school events and interviews. Offer to write a company blog. Even organize the firm holiday party. These volunteering gigs may not have immediate or monetary rewards, but they will expand your in-firm network outside of your department. This might create career opportunities that would not otherwise have been available, and it doesn’t cost you anything but your time.

Get a Virtual Raise
Taking advantage of all your company has to offer will require some effort on your part. In the short term, your paycheck may not get bigger, but you may be making more money nonetheless. On a $60,000 salary, in a single year:

  • You can get $1,800 by getting the maximum 401(k) match if you company matches 50% of employee contributions up to 6% of salary.
  • You can get $1,500 for referring a candidate who is later hired by your company. (Payouts vary, but the number seems reasonable given going rates in technology, nursing, and chemical engineering.)
  • You can get $11,000 more out of a 401(k) contribution of $10,000 this year if you manage to lower your investment cost by 0.5% per year for the next 20 years by convincing your company to cover administrative fees or offer lower cost funds.
  • You can get $5,000 in tuition reimbursement. Of course, you also get the benefit of additional education and accreditation.
  • You can get the equivalent of $1,200 in salary if you get one additional week of paid vacation.
  • You can get priceless career opportunities by expanding your network through volunteering opportunities within your firm.

Taken together, those are over $20,000 in non-salary benefits. Opportunities vary at every company, but you won’t get a dollar if you don’t try.

Source: getrichslowly.org

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Apache is functioning normally

April 29, 2023 by Brett Tams

In continuing celebration of Financial Literacy Month, my GRS contributions throughout April are covering basic techniques to raise your financial awareness. Last week we covered a few methods of getting to know your debt. This week we’re going to attack the income side of the equation.

When it comes to income, there are two situations that can benefit immediately from increased awareness:

  1. An individual who earns a decent living, but is squandering their money.
  2. An individual who is not earning up to their current value (let alone their potential).

There are variety of causes for each of these scenarios. Lifestyle inflation could be causing a high-income earner to live paycheck-to-paycheck, a timid person may feel anxiety over negotiating a raise (even if well-deserved), or fear of failure may keep an entrepreneur from launching a much-needed product or service.

In most of these cases, the individual is unaware of the source of the problems. They usually aren’t fully cognizant of the immense value of their high-income or just how much they may be leaving on the table. Just as with debt, we often need a jolt or a fresh way of looking at our income to put things into perspective.

Calculating how much income you’ve made over your entire life
If you’ve never taken the time to calculate how much income you’ve made over the span of your entire working life, the results can be eye-opening. Even as a relatively young pup (I’m 26), my total income total floored me!

Courtney and I have combined to earn several hundred thousand dollars over the last 7-10 years, despite attending college, slacking off considerably (okay, this was just me), and taking a year off to travel. After running a quick income estimate, I was left with only one question: “Where did all the money go?”

Obviously, there were a lot of expenses during that period. We stayed warm, dry, fed, and mobile. But taking out the cost of our basic needs (and even some of the very basic wants), there was still at least 50% of the income I couldn’t account for. Several hundred thousand dollars over the last decade seems to have just vanished! I feel incredibly foolish for having burned through so much earning power.

After the initial shock wore off, I had another revelation. As high as that end number seems, when I look over my income numbers on a yearly basis, I realized I was earning far less than my potential. My income was like a roller coaster, with some years nearly non-existent and others containing higher peaks. Every time I finally started to earn a decent income, I’d always change direction!

Looking at these yearly numbers switched me from thinking, “Holy cow, I can’t believe how much money we’ve made over the last several years…” to, “Holy cow, I’ve really been limiting my income potential these last few years.” This little exercise really made me think!

Tips for keeping it simple
If you choose to run the numbers for yourself, don’t make the mistake of turning it into some sort of economics dissertation. Try to keep it simple:

  • Think back to “phases” in your income in recent years. Most of us have specific blocks of time where our income was relatively consistent. If you’ve worked the last 5 years at the same position (roughly the same income, with a few slight variances), just apply an average salary for that one job/position.
  • Round your annual income. The nearest $5,000 or $10,000 is usually fine. Simply multiply your rounded income by the “block of time” you spent at that earning level.
  • Adjust for inflation, but use rough averages. For those with many decades of “wisdom” under their belt, it’s important to adjust for inflation. Use this handy inflation calculator to estimate the rate of inflation from a specific month and year to the present day. I’ve included some very rough numbers below you can use as a rule of thumb.
    • Multiply income earned in the ’50s by 8. (Rough inflation from 1955 to 2010 is 711%)
    • Multiply income earned in the ’60s by 7. (Rough inflation from 1965 to 2010 is 595%)
    • Multiply income earned in the ’70s by 4. (Rough inflation from 1975 to 2010 is 316%)
    • Multiply income earned in the ’80s by 2. (Rough inflation from 1985 to 2010 is 105%)
    • Multiply income earned in the ’90s by 1.5. (Rough inflation from 1995 to 2010 is 44%)
    • Multiply income earned in the ’00s by 1.1. (Rough inflation from 2005 to 2010 is 14%)

Note: When you consider inflation, you may realize that even though you’ve been getting a “raise” every year that your income is actually remaining fairly equal in it’s purchasing power!

Using these simple tips makes it easier to get a estimate of the total income you’ve earned over your working years. I’m not suggesting you dwell on this number (either on the positive or the negatives), but rather to compare if it’s close to what you expected.

Are you left wondering as I did, “Where did all this money go?” Does factoring in inflation mean you’ve actually decreased your earning power over the years? Calculate your lifetime income and let me know!

Source: getrichslowly.org

Posted in: Mortgage Tips Tagged: 2, All, average, average salary, basic, calculator, College, contributions, cost, data, Debt, decades, earning, Economics, exercise, expenses, fed, Financial Literacy, Financial Wize, FinancialWize, id, Income, Inflation, job, Life, Lifestyle, lifestyle inflation, Live, Living, Make, mistake, mobile, money, multiply, needs, negotiating, negotiating a raise, Odds and Ends, or, paycheck, penny, Planning, present, Raise, rate, right, running, Salary, Side, Side Hustles, simple, time, tips, title, Travel, under, value, wants, working, young

Reader Mailbag: Dreams and Ideas

March 30, 2023 by Brett Tams

What’s inside? Here are the questions answered in today’s reader mailbag, boiled down to five word summaries. Click on the number to jump straight down to the question. 1. Comparing passive investments 2. Handling mistakes 3. Turning down guardianship 4. Am I being paranoid? 5. Disposable homes 6. How much for retirement? 7. To move […]

The post Reader Mailbag: Dreams and Ideas appeared first on The Simple Dollar.

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How to Get the Most Out of an Awesome Job Offer

February 6, 2023 by Brett Tams

In the past, employees would stick with a company for decades. It wasn’t unusual in the 20th century for someone to stay at the same company for their entire career, consistently garnering raises and promotions until they retired with a hefty pension. Obviously, those days are long gone. The job market in 2017 is a

The post How to Get the Most Out of an Awesome Job Offer appeared first on MintLife Blog.

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