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Tag: Employee benefits

  • HarperCollins union begins strike, citing wages, diversity

    HarperCollins union begins strike, citing wages, diversity

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    NEW YORK — Some 250 copy editors, marketing assistants and other employees at HarperCollins Publishers went on strike Thursday, with the two sides differing over wages and benefits, diversity policy and union protection. It was a rare work stoppage in book publishing, where HarperCollins is the only company among the industry’s so-called “Big Five” to have a labor union.

    “We feel really good about we’re doing and the spirit we’re doing it with,” said Carly Katz, an audio coordinator at HarperCollins and one of more than 100 striking staff members who picketed outside of the publisher’s offices in downtown Manhattan.

    “We feel like this is the kind of action we need to take to make things happen,” said Parrish Turner, an editorial assistant in the children’s division of HarperCollins.

    The HarperCollins union, Local 2110 of the United Auto Workers, struck for one day last summer and this time plans to stay out indefinitely until an agreement is reached. Employees had been working without a contract since April.

    “HarperCollins has agreed to a number of proposals that the United Auto Workers Union is seeking to include in a new contract,” a HarperCollins spokesperson said in a statement. “We are disappointed an agreement has not been reached and will continue to negotiate in good faith.”

    No new negotiations are currently scheduled.

    The strikers represent a small percentage of HarperCollins’ worldwide personnel, which totals around 4,000. The publisher is owned by Rupert Murdoch’s News Corp. and earlier this fall laid off a “small number” of employees, citing cost management and uncertainly about the publishing market. This week, News Corp. reported an 11 percent drop in sales for HarperCollins during the fiscal first quarter, citing the strong U.S. dollar and warehousing issues at Amazon.com as factors.

    In recent years, entry- and mid-level employees throughout publishing have been increasingly vocal on social media about their unhappiness with wages, workloads and diversity. Book publishing has long been a predominantly white, low-paying industry, and starting salaries remain below $50,000 at many companies, making it increasingly difficult for staffers to afford to live in New York City.

    Numerous authors and agents have expressed support for the union. Tara Gonzalez of the Erin Murphy Literary Agency tweeted that she would send no submissions to HarperCollins until an agreement was reached. During the walkout in July, Neil Gaiman noted that he was published by HarperCollins in the U.S. and tweeted “I hope that the terrific people working there, who get my books made and onto the shelves, succeed in their demands.”

    In a company memo sent last week and since widely circulated, Zandra Magariño, the publisher’s senior vice president for personnel, wrote that “While our goal remains to reach agreement on a fair contract with the United Auto Workers Union that is beneficial to both parties, HarperCollins has implemented plans to ensure that operations continue uninterrupted during a potential strike.”

    Union representation at HarperCollins long precedes the ownership of Murdoch, who purchased what was then Collins and Harper & Row in the 1980s. In 1974, employees at Harper & Row went on strike for 2 1-2 weeks before agreeing to a new contract.

    While few publishers have unions, organizing efforts have grown sharply at independent bookstores around the country, with employees citing the pandemic as making them more sensitive to working conditions. Moe’s Books in Berkeley, California and McNally Jackson stores in New York City are among the sellers whose staffers have formed or joined unions.

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  • Rail union approves deal offering hope of avoiding strike

    Rail union approves deal offering hope of avoiding strike

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    OMAHA, Neb. — Another one of the 12 railroad unions narrowly approved its deal with the major freight railroads Saturday, offering some hope that the contract dispute might be resolved without a strike even though two other unions rejected their agreements last month.

    Now that 52% of International Association of Machinists and Aerospace Workers members who voted approved their deal, seven railroad unions have ratified contracts that include 24% raises and $5,000 in bonuses, but all 12 have to approve contracts to prevent a strike.

    Concerns remain about the possibility of an economically devastating strike because the Brotherhood of Maintenance of Way Employes Division and Brotherhood of Railroad Signalmen unions voted down their contracts, and many workers say these deals just don’t address their quality-of life concerns. No strike is imminent because those unions agreed to return to the bargaining table to try to work out a new deal, but those talks have been deadlocked over the unions’ demands for paid sick time and there is a Nov. 19 deadline.

    The railroads have rejected union demands for paid sick time because they say the deals they’ve been offering include higher wages that are intended to compensate workers for the lack of sick time and their other quality of life concerns. The railroads want any deal to closely follow the recommendations made this summer by a special panel of arbitrators that President Joe Biden appointed.

    The railroads have also maintained that the unions have agreed over the years to forego paid sick leave in favor of better wages and strong short-term disability benefits.

    The group that negotiates on behalf of Norfolk Southern, Union Pacific, BNSF, Kansas City Southern, CSX and other railroads said the deal the Machinists approved includes “the largest wage package in nearly five decades” and implements the recommendations the Presidential Emergency Board made.

    The deal the Machinists approved this weekend was the second one they voted on after rejecting their first agreement. This one includes all the raises and an additional paid leave day that was in the original deal, but it also included several additional benefits including a cap on health insurance expenses, an agreement that the railroads will study how much overtime employees are being forced to work and a promise that each railroad will negotiate individually over expense reimbursement.

    The railroads also promised the Machinists that they won’t force workers to share hotel rooms when they’re on the road for work.

    “Our union recognizes that the agreement wasn’t accepted overwhelmingly, so our team will continue conversing with our members at our rail yards across the nation,” the Machinists union’s District 19 unit said in a statement. “This agreement is the first step in addressing some of the issues in our industry. Our fight was able to shine a light on the work-life balance issues as well as the lack of proper paid sick leave.”

    Three other unions are scheduled to vote later this month, including the largest ones that represent engineers and conductors.

    The workers represented by the Machinists union generally have more regular schedules than the engineers and conductors who say the railroads’ strict attendance policies keep them on call 24/7. And the Brotherhood of Locomotive Engineers and Trainmen and the Transportation Division of the International Association of Sheet Metal, Air, Rail and Transportation Workers unions won’t even release the results of their votes until after the current Nov. 19 deadline in the BMWED talks.

    Because of the fears about a possible strike, business groups have urged Biden and Congress to be ready to intervene if both sides can’t reach an agreement. Biden played an active role in securing these original deals back in September, and Congress has the power to block a strike and impose terms on the workers if there is a walkout.

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  • Railroads reject sick time demands, raising chance of strike

    Railroads reject sick time demands, raising chance of strike

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    OMAHA, Neb. — The major freight railroads appear unwilling to give track maintenance workers much more than they received in the initial contract they rejected last week, increasing the chances of a strike.

    The railroads took the unusual step of issuing a statement late Wednesday rejecting the Brotherhood of Maintenance of Way Employes Division union’s latest request to add paid sick time on top of the 24% raises and $5,000 in bonuses they received in the first five-year deal.

    Union Pacific CEO Lance Fritz said Thursday that he thinks the main reason the BMWED rejected its initial contract last week was that the details of improved expense reimbursement in the deal were still being negotiated at UP while workers were voting. So it wasn’t clear exactly what those workers would receive for their travel expenses when they go on the road to repair tracks.

    Six of the 12 railroad unions that represent 115,000 workers nationwide have approved their tentative agreements with the railroads so far, but all of them have to ratify their contracts to avoid a strike. The unions have agreed to put any strike on hold until at least mid-November while the BMWED negotiates a new deal and the other unions vote on their proposed contracts, so there’s no immediate threat the the trains most businesses rely on to deliver their raw materials and finished products will stop moving. A railroad strike could devastate the economy.

    “Ultimately, I remain confident that we’re going to get our temporary agreements ratified and be able to avoid a strike. That’s still a possibility but I don’t think it’s a probability,” Fritz told investors after his railroad released its earnings report.

    The group that negotiations on behalf of the major railroads, including UP, BNSF, Norfolk Southern, CSX and Kansas City Southern, said the new contracts should closely follow the recommendations of the special board of arbitrators that President Joe Biden appointed this summer. The railroads said that board rejected union demands for paid sick time.

    “Now is not the time to introduce new demands that rekindle the prospect of a railroad strike,” the railroads said.

    Officials at the BMWED union didn’t immediately respond to the railroads Thursday. Concerns about quality of life and the ability for workers — particularly the engineers and conductors who drive the trains — to take time off without being penalized have weighed heavily on the negotiations.

    But the railroads say workers do have significant short-term disability benefits that kick in after four or seven days and last up to 52 weeks that the unions have negotiated for over the years. The railroads said the unions have repeatedly agreed that short-term absences would be unpaid in favor of higher wages and more generous benefits for long-term illnesses.

    If both sides can’t agree on contracts, Congress could step in to block a strike and impose terms on the workers.

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  • 4-day work week firms are seeing a surge in job applications

    4-day work week firms are seeing a surge in job applications

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    Job applications have soared at companies taking part in the trial for a four-day work week.

    Westend61 via Getty Images

    Trying to attract and retain workers? Forget pizza parties and nap pods. Companies in the U.K. are looking at a more promising solution: the four-day work week.

    “Visits to our recruitment page have gone up by 60% and enquiries to the company have gone up by 534%,” Helen Brittain, human resources director at environmental consultancy Tyler Grange, told CNBC’s Make It.

    The company is among those taking part in the U.K.’s trial for a four-day work week. Since implementing a shorter working week, the firm has noticed a huge difference when it comes to recruitment and retainment of employees.

    “The interest that people are showing in the company is amazing,” Brittain said.

    Tyler Grange isn’t the only company that has noticed a difference. Gaming-focused communications consultancy The Story Mob is another one, according to its founder and co-CEO Anna Rozwandowicz.

    “We have definitely seen an increase in interest from job seekers,” she said, adding that shortly after shifting to the four-day work week, the team was able to fill a position that had been vacant for a long time.

    Britain’s four-day work week trial is the largest of its kind so far, and has had widely positive reactions from employees and companies taking part. The idea behind it is simple: Workers aim for the same levels of productivity and output in 20% less time, for 100% of their pay.

    The 4 Day Week Global campaign has also started a trial in Australia and New Zealand and is planning to expand in the United States, Canada, Europe and South Africa throughout 2022 and 2023.

    Recruiting in an employee’s market

    For education technology firm Bedrock Learning, making recruitment and retention easier was a key driver for shifting to a four-day work week.

    “Being brutally honest, it is a retention and recruitment piece,” its CEO and founder Aaron Leary told CNBC’s Make It. “It has been very much an employee’s market through the pandemic and there’s been a lot of movement, a lot of changing and Bedrock was also sort of susceptible to that,” he added.

    Our retention of staff went up from 80% to 98%.

    Mark Haslam

    Managing Director, Loud Mouth Media

    Like many other companies, Bedrock Learning struggled with the Great Resignation and the shift to flexible working, which made maintaining a company culture more difficult while making it easier to switch jobs. In early 2022, job vacancies also hit an all-time high in the U.K., according to the country’s Office for National Statistics, increasing competition for workers and therefore making recruitment harder.

    Marketing agency Loud Mouth Media, also part of the four-day work week trial, was also affected. “That’s why we got involved,” said Managing Director Mark Haslam.

    “During Covid our guys were just getting tapped up, left, right and centre,” he says, adding that competition for talent also intensified as companies started adding new perks for employees.

    The shift to the four-day work week has been game changing for both companies.

    “I would say things have completely sort of stabilised compared to what they were in terms of like retention,” Bedrock Learning’s Leary said, adding that only one employee has resigned since June, when the trial began.  

    According to companies trialing a four-day work week that CNBC Make It spoke to, employee recruitment has improved. However, the surge in applications doesn’t necessarily make it any easier to find the right candidate, said one managing director.

    Westend61 via Getty Images

    Over at Loud Mouth Media, Haslam also noticed major changes in both recruitment and retention.

    “I would say our applications have doubled. We get a lot more ad hoc applications,” he said. “Our retention of staff went up from 80% to 98%.”

    More applications = better candidates?

    However, the surge in applications doesn’t necessarily make it any easier to find the right candidate, Haslam said.

    “If somebody comes to me and says I want to work for you because you do a four-day week, we don’t entertain them remotely. Because it’s not a genuine driver for somebody and that just means somebody wants to work less, you know, it makes you kind of question their ethics,” he says.

    Haslam said he wants to hire candidates who are aligned with the company’s values and goals, and that goes beyond the four-day week.

    Tyler Grange has had similar experiences.

    “We get an awful lot of people apply because we’re a four-day week trial company and not because they’ve got the right skill that we would actually be looking for in our business,” said Human Resources Director Brittain.

    The firm’s managing director Simon Ursell agrees. “There aren’t that many applicants that are applying specifically for the roles we want,” he said. Even with the four-day work week, it remains difficult to fill some roles and find suitable candidates as the job market remains tough, he added.

    “So, it’s not the panacea.”

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  • Social Security payments set for big increase. What to know.

    Social Security payments set for big increase. What to know.

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    NEW YORK — Tens of millions of older Americans are about to get what may be the biggest raise of their lifetimes.

    On Thursday, the U.S. government is set to announce how big a percentage increase Social Security beneficiaries will see in monthly payments this upcoming year. It’s virtually certain to be the largest in four decades. It’s all part of an annual ritual where Washington adjusts Social Security benefits to keep up with inflation, or at least with one narrow measure of it.

    Plenty of controversy accompanies the move, known as a cost-of-living adjustment or COLA. Critics say the data the government uses to set the increase doesn’t reflect what older Americans are actually spending, and thus the inflation they’re actually feeling. The increase is also one-size-fits-all, which means beneficiaries get the same raise regardless of where they live or how big a nest egg they may have.

    Here’s a look at what’s happening:

    WHAT’S THE BIG DEAL?

    The U.S. government is about to announce an increase to how much the more than 65 million Social Security beneficiaries will get every month. Some estimates say the boost may be as big as 9%.

    WHAT DO BENEFICIARIES HAVE TO DO TO GET IT?

    Nothing.

    WILL THIS BE THE BIGGEST INCREASE EVER?

    No, but it’s likely the heftiest in 40 years, which is longer than the vast majority of Social Security beneficiaries have been getting payments. In 1981, the increase was 11.2%.

    WHEN WILL THE BIGGER PAYMENTS BEGIN?

    January. They’re also permanent, and they compound. That means the following year’s percentage increase, whatever it ends up being, will be on top of the new, larger payment beneficiaries get after this most recent raise.

    HOW BIG WAS THIS PAST YEAR’S INCREASE?

    5.9%, which itself was the biggest in nearly four decades.

    WHAT’S THE TYPICAL INCREASE?

    Since 2000, it’s averaged 2.3% as inflation remained remarkably tame through all kinds of economic swings. During some of the toughest years in that stretch, the bigger worry for the economy was actually that inflation was running too low.

    Since the 2008 financial crisis, the U.S. government has announced zero increases to Social Security benefits three times because inflation was so weak.

    SO THE INCREASE IS TO MAKE UP FOR INFLATION?

    That’s the intent. As Americans have become painfully aware over the past year, each $1 doesn’t go as far at the grocery store as it used to.

    HAS SOCIAL SECURITY ALWAYS GIVEN SUCH INCREASES?

    No. The first American to get a monthly retirement check from Social Security, Ida May Fuller from Ludlow, Vermont, got the same $22.54 monthly benefit for 10 years.

    Automatic annual cost-of-living adjustments didn’t begin for Social Security until 1975, after a law passed in 1972 requiring them.

    HOW IS THE SIZE OF THE INCREASE SET?

    It’s tied to a measure of inflation called the CPI-W index, which tracks what kinds of prices are being paid by urban wage earners and clerical workers.

    More specifically, the increase is based on how much the CPI-W increases from the summer of one year to the next.

    IS THAT THE INFLATION MEASURE EVERYONE FOLLOWS?

    No. People generally pay more attention to a much broader measure of inflation, the CPI-U index, which covers all urban consumers. That covers 93% of the total U.S. population.

    The CPI-W, meanwhile, covers only about 29% of the U.S. population. It has been around longer than the CPI-U, which the government began compiling only after the legislation that required Social Security’s annual increases be linked to inflation.

    IS THAT WEIRD?

    Yes, and some critics have argued for years that Social Security should change to a different measure, one that’s pegged to older people in particular.

    Another experimental index, called CPI-E, is supposed to offer a better reflection of how Americans aged 62 and above spend their money. It has historically shown higher rates of inflation for older Americans than the CPI-U or CPI-W, but it has not taken hold. Neither have other measures compiled by organizations outside the government that hope to show how inflation affects older Americans specifically.

    Recently, the CPI-E has shown a bit milder inflation than CPI-W or CPI-U.

    WHY NOT USE ONE OF THOSE OTHER INDEXES?

    To calculate the CPI-E, the government pulls from the same survey data used to measure the broad CPI-U. But there are relatively few older households in that data set, meaning it may not be the most accurate.

    All indexes give just a rough approximation of what inflation really is. But the more pressing challenge may be that if the government switched to a different index, one that showed higher inflation for older Americans, Social Security would have to pay out higher benefits.

    That in turn would mean a faster drain on Social Security’s trust fund, which looks to run empty in a little more than a decade at its current pace.

    HOW IS THE SIZE SET FOR SOCIAL SECURITY BENEFITS?

    Through a complicated formula that takes into account several factors, including how much a worker made in their 35 highest-earning years. Generally, those who made more money and those who wait longer to start getting Social Security get larger benefits, up to a point.

    This year, the maximum allowed benefit for someone who retired at full retirement age is $3,345 monthly.

    WILL RICH PEOPLE GET THE SAME BOOST IN SOCIAL SECURITY?

    Yes. Everyone gets the same percentage increase, whether they have millions of dollars in retirement savings or are just scraping by.

    IF THE INCREASE IS BASED ON INFLATION IN URBAN AREAS, WILL PEOPLE IN RURAL AREAS GET THE SAME BOOST?

    Yes.

    “The COLA doesn’t take into account where you live or your actual spending patterns,” said William Arnone, CEO of the National Academy of Social Insurance. “For some people, it’s an overstatement of cost of living for, say, small towns in the Midwest versus urban areas like New York, D.C. or Chicago. With many older people choosing to live in suburban areas or rural areas, some will benefit more” than others from the same-sized increase.

    DO BIGGER PAYOUTS NOW MEAN SMALLER PAYOUTS IN THE FUTURE?

    The expected increase is great news for every beneficiary and for the businesses around them that could see more in sales. But it also means the Social Security system will pay out more money sooner, which can add more strain on its trust fund.

    One year of big increases driven by inflation won’t drain the system by itself, but it’s already long been heading toward an unsustainable future. The latest annual trustees report for Social Security said its trust funds that pay out retirement and survivors and disability benefits will be able to pay scheduled benefits on a timely basis until 2035. After that, incoming cash from taxes will be enough to pay 80% of scheduled benefits.

    WILL THIS MAKE INFLATION WORSE?

    It will put more cash in the hands of people who mostly really need it, and they’re very likely to use it. That will feed more fuel into the economy, which could keep upward pressure on inflation.

    Social Security’s boost, though, will have a smaller impact on the economy than past stimulus packages provided by Washington, snarls in supply chains caused by worldwide shutdowns of businesses or other factors that economists say are behind the worst inflation in decades.

    SO EVERYTHING’S GOING TERRIBLY?

    The risk of a recession seems to grow by the day, but many economists expect inflation to come down as interest-rate hikes take effect and supply chains continue to improve.

    Economists at Deutsche Bank, for example, expect inflation to ease from 8.2% this past August to 7.2% in the last three months of this year. In 2023, they see it dropping to 3.9% in the second half of the year.

    This is key for many Social Security beneficiaries. That would mean the COLA they receive this upcoming year would be bigger than the inflation they’re feeling at the moment. That would help make up for this past year, where actual inflation far outstripped the cost-of-living increase they got in January 2022.

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  • Ameritech Financial Talks Notable Government and Business Policies Which May Lower Student Loans Like the Student Loan Repayment Acceleration Act

    Ameritech Financial Talks Notable Government and Business Policies Which May Lower Student Loans Like the Student Loan Repayment Acceleration Act

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    Press Release



    updated: Nov 27, 2018

    Ameritech Financial is closely following the Student Loan Repayment Acceleration Act that Senator Cory Gardner of Colorado proposed recently. If this bill passed it would allow employers to contribute up to $10,000 per year towards their employee’s student loan debt. If an employer decided to use this bill they would be able to decide whether they would match an employee’s contributions, either fully or partially, or pay a certain amount regardless of an employee’s contributions. While this Act would drastically help many borrowers if it were passed, there are many corporate policies that may help borrowers today. Ameritech Financial, a document preparation company, assists student loan borrowers in applying for federal income-driven repayment plans available now but believes legislation enabling student loan assistance benefits would also benefit borrowers.

    “Student loans are a problem that everyone is trying to solve,” said Tom Knickerbocker, Executive Vice President of Ameritech Financial. “With all of the alternative plans available to a borrower and all of the new policies enacted to confront student loans, it feels like we may be making steady progress towards solving the student loan crisis.”

    With all of the alternative plans available to a borrower and all of the new policies enacted to confront student loans, it feels like we may be making steady progress towards solving the student loan crisis.

    Tom Knickerbocker, Executive Vice President of Ameritech Financial

    The Student Loan Acceleration Act would be a huge benefit to borrowers, but there are already corporate policies in place which may be able to help. Companies like PwC have already created a program to help their employees repay their student loans by up to $1,200 per year. Contributions like these may become more common due to a recent IRS ruling that allowed companies to make student loan assistance a part of their tax-deductible 401(k) plans. However, these benefits only apply to people involved in specific organizations that are using this ruling.

    One of the most successful policies for student loan assistance may be the income-driven repayment (IDR) plans available to all borrowers of federal student loans. Aligning with an IDR can potentially lower a student loan borrower’s monthly student loan bill to 10 to 15 percent of their monthly discretionary income and result in federal student loan forgiveness after remaining in the plan for 20 to 25 years. The navigation of the different options and completion of paperwork may be difficult or overwhelming for some, but the program provides a long-term solution to pay down student loans while having the repayments adapt to a borrower’s individual situation. IDRs are currently available to most borrowers who have federal student loans, though due to bad information given by some student loan servicers, many borrowers may not realize the options available to them.

    “We see the difficulties that student loan borrowers face and we are happy that so many people are doing all they can to help solve the student loan problem,” said Knickerbocker. “We hope to help student loan borrowers find the plan that they need in order to regain control over their own finances.”

    About Ameritech Financial

    Ameritech Financial is a private company located in Rohnert Park, California. Ameritech Financial has already helped thousands of consumers with financial analysis and student loan document preparation to apply for federal student loan repayment programs offered through the Department of Education.

    Each Ameritech Financial telephone representative has received the Certified Student Loan Professional certification through the International Association of Professional Debt Arbitrators (IAPDA).

    Ameritech Financial prides itself on its exceptional Customer Service.

    Ameritech Financial Newsroom

    Contact

    To learn more about Ameritech Financial, please contact:

    Ameritech Financial

    5789 State Farm Drive #265

    Rohnert Park, CA 94928

    1-800-792-8621

    media@ameritechfinancial.com

    Source: Ameritech Financial

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  • Ameritech Financial: How Much Student Loan Debt is Worth It?

    Ameritech Financial: How Much Student Loan Debt is Worth It?

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    A college education is considered one of the necessary tools to do well in life, but it’s one of the most expensive tools there is. Most people will need some sort of financial assistance to attend. But when it takes decades to pay off student loans for the majority of borrowers, many are likely left feeling that their loans weren’t worth the price. Ameritech Financial, a document preparation service company, wonders how much student loan debt is worth it?

    Now the answer to that question is mostly subjective. If it takes outside funding to attend college, a simple answer would be that whatever amount it takes to cover college is the amount that it is worth. Or an amount that is realistically possible to repay – that would be a good amount of student loans to take out. But too many factors play into the repayment period to make it easy to figure out what will actually be affordable. “It would be difficult for every single person to know the ins and outs of student loans and the repayment process. And because they don’t know every detail, borrowers can accidentally get into some trouble down the road with handling their loans,” said Tom Knickerbocker, executive vice president of Ameritech Financial.

    It would be difficult for every single person to know the ins and outs of student loans and the repayment process. And because they don’t know every detail, borrowers can accidentally get into some trouble down the road with handling their loans.

    Tom Knickerbocker, Executive Vice President of Ameritech Financial

    More jobs are offering assistance with student loan repayment as an employee benefit, making it a bit easier to handle repayment after college. Employers like Netflix and Delta Air are some of the big-name companies to add that benefit, and even some states are offering assistance for moving there. There’s also the option for qualified borrowers of entering federal programs. Ameritech Financial helps struggling student loan borrowers apply for federal income-driven repayment programs that can potentially lower monthly payments and get them on track for student loan forgiveness after being in the program for 20-25 years. “We believe student loan repayment shouldn’t have to be a struggle. That’s why we’re so dedicated to helping our clients and remaining a student loan advocate,” said Knickerbocker.

    About Ameritech Financial

    Ameritech Financial is a private company located in Rohnert Park, California. Ameritech Financial has already helped thousands of consumers with financial analysis and student loan document preparation to apply for federal student loan repayment programs offered through the Department of Education.

    Each Ameritech Financial telephone representative has received the Certified Student Loan Professional certification through the International Association of Professional Debt Arbitrators (IAPDA).

    Ameritech Financial prides itself on its exceptional customer service.

    Ameritech Financial Newsroom

    Contact

    To learn more about Ameritech Financial, please contact:

    Ameritech Financial
    5789 State Farm Drive #265
    ​Rohnert Park, CA 94928
    1-800-792-8621
    ​media@ameritechfinancial.com

    Source: Ameritech Financial

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