Tag Archives for AARP Policy Institute

Just Days Away: Social Security to Announce 2027 COLA Increase

Published in RINewsToday on October 12, 2026

In just a few days, nearly 279,000 Rhode Islanders who rely on Social Security and Supplemental Security Income (SSI) will learn how much their monthly checks will increase in 2027 when the Social Security Administration (SSA) announces next year’s cost-of-living adjustment (COLA). Social Security recipients will see the increase in January, while SSI recipients will receive their adjusted payments on Dec. 31, 2026, because New Year’s Day is a federal holiday. The additional income will help them keep pace with rising costs.

Older Rhode Island beneficiaries will be joining 75 million Americans—including roughly 71 million Social Security beneficiaries and between 7.3 and 7.5 million SSI recipients—awaiting this highly anticipated news.

SSA is expected to announce the official 2027 COLA on Wednesday, Oct. 14, following the release of September inflation data by the U.S. Bureau of Labor Statistics.

According to the Virginia-based The Senior Citizens League (TSCL), the SSA’s COLA for 2026 was 2.8 percent, somewhat higher than the 2.5 percent COLA implemented at the start of 2025. TSCL predicts that the COLA for 2027 will tick up to 3.5 percent.  AARP experts project an even higher COLA increase for 2027 than TSCL estimates, at 3.6 percent.

Congress enacted the COLA provision as part of the 1972 Social Security Amendments, and automatic annual COLAs began in 1975, says SSA, noting that before then Congress could only increase this benefit through special legislation.  The new provision tied COLAs to the annual increase of the Consumer Price Index (CPI-W).

SSA calculates the COLA by comparing the average CPI-W for July, August and September with the average for the same three months of the previous year.  The percentage is rounded to the nearest tenth of one percent and determines the annual adjustment.

With the 3.5 percent projection, the average beneficiary’s monthly benefit increases by $67.90. The current average beneficiary receives $1,940.08 in their monthly Social Security check. With a 3.5 percent COLA, that would rise to $ 2,007.98, estimates TSCL

If TSCL’s calculation holds, the 2027 COLA would land right in the middle of the ranking historically—ranking 19th among all COLA adjustments since the federal government started using its current inflation math in 1977. By comparison, the recent boost seniors received at the start of 2026 was a bit more modest, tying for 27th place.

“The biggest thing we’re watching with the COLA announcement coming are short-term shocks to the economy that push inflation way up or down in the next 30 days. Of the three CPI-W figures used to calculate the COLA, two are already in,” said TSCL Executive Director Shannon G. Benton in a statement releasing the 2027 estimated projections.

“No matter if the COLA announcement comes in slightly higher or slightly lower than our prediction, seniors will probably end up disappointed in the long run,” said Benton, noting that older Americans allocate their budgets differently than people still in the workforce, so inflation hits them differently. The consumer price index (CPI) captures the experience of urban wage earners, which doesn’t represent the average senior’s budget, she adds.

“The COLA only happening once a year puts life on hold for a lot of seniors. When prices rise, they don’t rise next January when your benefit check goes up. They rise right now. We need to consider COLAs that compound quarterly or monthly so seniors can keep up throughout the year when inflation comes in above Federal Reserve targets, like in 2026,” adds Benton.

Advocates Push for CPI-E Index

In a recent AARP Sept. 11 blog post, “Social Security COLA 2027: An Early Look at How Much Payments Could Increase,” writer Deirdre Shesgreen interviewed Rich Johnson, the vice president for financial security at the AARP Public Policy Institute. Johnson emphasized that the organization’s COLA forecast is meant to give older adults a head start on managing their 2027 finances.  “Family budgets have been under increasing pressure because of rising prices,” Johnson noted. “The sooner that we can give them reliable information as to how much their benefits might [increase next year], the sooner they can start planning,” he said.

“Most seniors depend on Social Security for some or all of their income, and the program’s annual Cost of Living Adjustments (COLAs) for inflation help keep them from falling behind,” says Max Richtman, President & CEO, National Committee to Preserve Social Security & Medicare, noting that even the estimated 3.5-3.6% increase will barely be enough for seniors to tread water.

“That’s because the COLA is based on an inflation index that does not account for the impact of inflation on seniors’ true expenses, especially health care costs – which are rising faster than the general inflation rate,” said Richtman, calling for the adoption of the CPI-E (Consumer Price Index for the Elderly).  This CPI index is designed to better reflect older American’s spending patterns.

“What we know is that when the COLA is announced, it will be far too low to make up for the crushing prices everybody is facing right now. But seniors and those on fixed incomes are being crushed the hardest,” said Alex Lawson, Executive Director of Social Security Works.

His concerns come as Census Bureau figures show that the poverty rate among Americans aged 65 and older rose from 9.4 percent in 2020 to 15.4 percent in 2025, according to the Supplemental Poverty Measure, which accounts for medical expenses and other living costs.

“And still Republican proposals, when we see them, include provisions to cut back on the COLA, which is just a cruel benefit cut. We need to expand Social Security, increase benefits, raise the COLA, and pay for it by having billionaires pay the same rate on all of their income into Social Security. Just like the rest of us do,” argued Lawson.

Improving SSA’s Benefit Calculation Formula

TSCL advocates for the Social Security 2100 Act, legislation championed by Congressman John Larson (D-Connecticut), first introduced in 2017 and reintroduced in 2026.

Lawmakers reintroduced this legislative proposal to provide long-term relief to seniors losing buying power due to high inflation.  The bill would raise benefits by 2%, set the new minimum benefit to 125% of the Federal poverty line, change the COLA calculation to the CPI for the Elderly (CPI-E), and improve the benefits calculation formula, said TSCL.

“Although the Social Security 2100 Act is unlikely to pass in the current Congress, it should.  The bill is the gold standard for Social Security reform and accomplishes the majority of changes older Americans want to see in the program,” says TSCL’s Benton in a statement released on July 14. “The reality is that poverty is increasing rapidly among American seniors, who make up the fastest-growing portion of the homeless population. Adjusting the minimum benefit to above the Federal poverty line would almost certainly slow this trend, although more holistic efforts may be required to stop it entirely,” she says.

New report re-examines workplace policies and caregiving

Published in RINewsToday on June 10, 2024

As a newly released AARP and S&P Global report notes, working while being a caregiver is complicated.  While the researchers say that since the previously issued report in 2020, US employers have stepped up to the plate to offer access to caregiving benefits.  However, much more must be done. 

Since the 2020 AARP and S&P Global’s last report, employers have become attuned to the needs of working parents over the past decade and especially during the pandemic, and are now moving from awareness to action in providing support for employees with adult caregiving responsibilities.

Taking a look at caregiver employees

The report’s authors say this study “explores the workplace experiences of caregivers and how they use employer provided benefits and policies to remain successful at work while providing care at home. It reveals not only the challenges of balancing work and caregiving, but also how the right workplace policies can ease the burdens.”

According to the new analysis conducted last December by AARP and S&P Global, the unpredictable nature of caregiving for an adult is one of the biggest stressors the caregiver employee faces.  Sixty seven percent of family caregivers have a very difficult time balancing work with their caregiver responsibilities.  

Half of the working caregiver respondents reported having to make work scheduling changes, (including going in early, leaving late, or just taking time off because of caregiving responsibilities), the findings indicated.

The findings indicate that workers are even reducing hours at work.  Twenty seven percent of working caregivers have shifted from full-time to part-time work or have even reduced hours, while 16% have turned down a promotion.

Meanwhile the findings indicated that 16% have stopped working entirely for a period of time — and 13% have changed employers — in order to meet their caregiving responsibilities.

With the nation’s number of adults ages 65-plus projected to surpass the population of children by 2030, the report warns that US employers must continue to offer policies and benefits that are friendly and supportive of adult caregivers to keep them in the workforce.

In order to get a handle on the needs of working caregivers and understand the importance of employer benefits for balancing work and family care obligations, in 2023 AARP and S&P Global surveyed 1,200 self-identified caregivers who worked full-time or part-time at large US companies (employing more than 1,000 employees) and who provide at least six hours of care each week to an adult.

It’s complicated – being a working caregiver 

There were other key highlights from the Working while caregiving: It’s complicated report.  

Eighty percent of the survey caregiver respondents believe that companies were more understanding of childcare issues – rather than adult caregiving responsibilities.  The researchers say that this is particularly the case among caregivers who have an under-18 child at home and they have recent experience of both caregiving situations. Those caregivers without children reported less satisfaction with company support than caregivers with children (69% versus 89%, respectively).

For those working remotely, the survey’s findings indicate that they were more likely to feel penalized or discriminated against at work because of caregiving responsibilities when compared to in-office or hybrid workers (49% versus a combined average of 29%). The researchers say that this might reflect employer challenges in assessing and engaging with remote employees’ work-life needs.

Finally, the study found that among working caregivers providing more than 21 hours of care a week, 37% say they are experiencing significantly increased difficulty due to inflation. And for those providing fewer than 10 hours of care, 25% say inflation has made providing care significantly more difficult.

According to AARP, previous AARP research shows that of the nearly 48 million family caregivers in the US, 61% are juggling both work and caregiving responsibilities, including assistance with daily living activities, medical or nursing tasks, coordinating services and supports, transportation, shopping, and serving as an advocate for their care recipient. Most family caregivers provide at least 20 hours of care each week, equal to an unpaid part-time job.

The new report’s findings found that access to a flexible work schedule at the time of caregiving increased from 32% in 2020 to 45% in 2023. Additionally, the availability of caregiving policies or benefits increased in every category except unpaid leave. 

“As the backbone of America’s long-term care system, providing $600 billion every year in unpaid labor, family caregivers need and deserve greater support from their own employers,” said Susan Reinhard, Senior Vice President and Director of AARP Public Policy Institute, in a May 16th statement announcing the release of the 21 page report’s findings.  “As our population ages, it’s critical that employers support family caregivers in the workforce with the policies, such as paid leave, that can ease their everyday burdens,” she said.

“Despite the progress observed since 2020, the latest data shows the majority of employees with adult caregiving responsibilities continue to face barriers at balancing work and caregiving obligations and need greater support from employers through enhanced benefits and policies to stay engaged in the workforce,” noted Alexandra Dimitrijevic, Co-chair of S&P Global Research Council. “Employers can help by paying forward-looking attention to employee needs and the demographics shift of the workforce in the coming years,” she added.

Best Practices to support working caregivers

The report’s authors say that employers can do more to support working caregivers and detail best practices that companies can take to support their employees. 

They call on companies to consider offering and support flexible schedules and flexible work locations either hybrid/remote. Employer-supported access to support groups, career coaching and financial advising resources could be offered.  Paid leave specifically for caregivers and/or flexible leave can be used to help with caregiving duties, they suggest.

Yes, information is power.  Companies could host free sessions to highlight how caregiving employees can optimize employer benefits and policies, as a way to address the lack of awareness in using benefits.  Senior leaders could be asked to share their stories as to how they have used the company’s caregiver-supportive benefits and policies, signaling to both people managers and their teams that they are encouraged to use them.

The report’s authors urge companies to train people managers on caregiver-inclusive managerial practices and ensure that they are aware of caregiver-supportive benefits and policies. They must make it clear that it is safe to use them all without incurring career risk.

Finally, companies can start or support an Employee Resource Group (ERG) for parents and caregivers or create a caregiving initiative across all ERGs. 

To view the full 2024 report:

https://www.spglobal.com/en/research-insights/featured/special-editorial/working-while-caregiving.

To view the 2020 report:

Click to access somethingsgottagive_spgiaarp.pdf

For details on caregiving: 

Click to access full-report-caregiving-in-the-united-states.doi.10.26419-2Fppi.00103.001.pdf

Social Security learns from remote experience, plans field office openings

Published on December 13, 2021 in RINewsToday

On March 17, 2020, as the COVID-19 pandemic rapidly spread throughout the nation, the Social Security Administration  (SSA) issued a press release announcing that its offices would only offer phone service and online services.

However, in-person appointments at SSA were scheduled for critical issues, specifically for those who were without food, medicine, shelter, or those needing to apply for benefits or to reinstate them. This decision allowed SSA to provide critical services while protecting its employees and older beneficiaries, many with underlying medial conditions. 

Congress Expresses Concern Over Closing of SSA Field Offices  

Almost four months later, House Ways and Means Social Security Subcommittee chairperson John B. Larson (D-CT) and Republican Leader Tom Reed (R-NY) sent two letters to the SSA Inspector General Gail S. Ennis asking for a review of SSA’s telephone service during the COVID-19 pandemic and SSA’s process for obtaining medical evidence for disability claims.

The correspondence to SSA’s Office of Inspector General (OIG) noted that as the COVID-19 pandemic continues, beneficiaries are relying on their Social Security now more than ever. Except in dire need, beneficiaries are unable to access in-person services and are relying instead on telephone services.

Members of Congress warned that beneficiaries, especially those from vulnerable populations who lack internet connection especially in rural areas or don’t have a reliable phone number or mailing addresses, are struggling to gain access SSA while field offices are closed.

“As highlighted in the OIG’s recent report, even before the current crisis the pubic relied heavily in SSA’s telephone services, but often could not access timely information or assistance. In fiscal year 2019, SSA’s national 1-800 number and field  offices received over 143 million calls – but handled fewer than to 3 of these calls. Callers who did not get a busy signal or give up while on hold waited to speak with an SSA employee for an average of 20 minutes on the 1-800 number and three minutes at field offices.

In addition, SSA requests millions of medical records each year from health care facilities and health professionals across the country to obtain evidence of an individual’s medical condition. The medical records request is an important part of the disability process, but the most recent report on this topic from the OIG is from 2001 and does not reflect changes to the process over the past nearly 20 years.

“Social Security benefits are earned by hard-working Americans, and we must do everything we can to ensure people are receiving the quality customer service they deserve.  These reports will provide important information to make sure Americans are receiving the service they expect and deserve from SSA,” said Larson and Reed.

SSA Responds to the Closing of Field Offices 

Almost two weeks ago, Ennis released a 58-page Congressional Response report, “The Social Security Telephone Service Performance,” detailing the impact on the closing of about 1,300 field offices.

The OIG found that in FY 2020, SSA received over 150 million calls, more than any other federal agency surveyed, and handled over half of those calls. Calls to field offices increased dramatically, from an average of 4.6 million calls per month leading up to the COVID-19 pandemic to an average of 7.5 million calls per month from April to Sept. 2020.

According to the OIG’s report, SSA’s telephone services shifted to more calls to field offices in FY 2020 when the agency closed its offices and provided the public with more field office telephone numbers. The increase in field office calls resulted in increased busy messages and wait-times toward the end of FY 2020. During the pandemic, SSA adjusted national 800 number operations to reduce wait times and the number of callers who received a busy message. National 800 number performance began to decline toward the end of the fiscal year, though it was still better then pre-pandemic performance.

When comparing SSA to 13 customer service call centers from 10 other federal agencies, SSA had a higher call volume in FY 2020 with similar or better performance.

To reduce wait times, improve caller experience, and ensure more calls are handled SSA hired additional 800-number staff, modified automated service options, and plans to implement a new telephone system.

“This [IOG] report highlights that SSA’s telephone services are vital to the American public. While I applaud the hard work of SSA employees, especially during the pandemic, the report also highlights actions that SSA is taking to reduce telephone wait times, handle more calls and improve caller experience, said Larson, noting that SSA will need more funding to do so and that is why he is supporting House Appropriations and Chair DeLauro’s proposal to give SSA an additional $1.1 billion in FY 2022.

Adds Reed, “This report provides clear evidence that with determined agency leadership and the hard work of dedicated staff, the SSA was able to respond to the largest management crisis in its history. With the almost 65 percent increase in phone calls during the pandemic the report also demonstrates the public’s clear and continued demand for access to the SSA’s vital services.” 

Opening the Doors

According to newly released 19-page SSA reentry plan, after more than 18 months working from home, senior SSA leadership are beginning to return to their offices, in early December. Employees are scheduled to return to their desks by Jan. 3. Along with in-person appointments, the agency will now also embrace telework. 

The agency will lift its current “work from home by quarantine” policy starting Jan. 2, at which point related collective bargaining agreements and pandemic policies will end as well. Reentry dates could change with the spread of the delta and omicron variant.

“We will use the evaluation period to develop, assess, and, if necessary, adjust any personnel or operational policies to provide public service and accomplish our mission as well as or better than, before the pandemic,” the SSA reentry plan reads. “Each [deputy commissioner] will evaluate their operations to identify ways to improve service, hire and retain the best employees and to operate efficiently including the consideration of potential space savings resulting from increased telework and information technology improvements.”

Over the next six months, the agency will review metrics on customer satisfaction, employee experience, service availability, workload, and environmental considerations.

“Throughout the pandemic, Social Security has helped many people through in-person appointments for certain situations in local offices nationwide and through options like online, telephone and video service,” Nicole Tiggemann, an SSA spokeswoman, said in an email to AARP, reported by Writer John Waggoner in his Nov. 11 blog posting, “Social Security Takes Steps to Reopen Field Offices.

“We know that those options do not work for everyone, says Tiggemann. “In order to improve service, especially for people who have had difficulty reaching us during the pandemic, Social Security will begin implementing the reentry process agencywide as soon as possible, including taking steps to increase in-person accessibility,” she said.

AARP applauds a return to normalcy at SSA. “Obviously, from our point of view, we’d like to see those offices open and staffed as soon as possible,” says Joel Eskovitz, director of Social Security and Savings at the AARP Public Policy Institute,” in Waggoner’s blog posting.