Exam Code: MS-500 Practice exam 2023 by Killexams.com team
MS-500 Microsoft 365 Security Administration

Exam Number : MS-500
Exam Name : Microsoft 365 Security Administration

In this course you will learn how to secure user access to your organization’s resources. The course covers user password protection, multi-factor authentication, how to enable Azure Identity Protection, how to setup and use Azure AD Connect, and introduces you to conditional access in Microsoft 365. You will learn about threat protection technologies that help protect your Microsoft 365 environment. Specifically, you will learn about threat vectors and Microsoft’s security solutions to mitigate threats. You will learn about Secure Score, Exchange Online protection, Azure Advanced Threat Protection, Windows Defender Advanced Threat Protection, and threat management. In the course you will learn about information protection technologies that help secure your Microsoft 365 environment. The course discusses information rights managed content, message encryption, as well as labels, policies and rules that support data loss prevention and information protection. Lastly, you will learn about archiving and retention in Microsoft 365 as well as data governance and how to conduct content searches and investigations. This course covers data retention policies and tags, in-place records management for SharePoint, email retention, and how to conduct content searches that support eDiscovery investigations.

Learners should start this course already having the following skills:

Basic conceptual understanding of Microsoft Azure.
Experience with Windows 10 devices.
Experience with Office 365.
Basic understanding of authorization and authentication.
Basic understanding of computer networks.
Working knowledge of managing mobile devices.

Course outline
Module 1: User and Group Management
This module explains how to manage user accounts and groups in Microsoft 365. It introduces you to the Zero Trust concept as well as authentication. The module sets the foundation for the remainder of the course.

Identity and Access Management concepts
The Zero Trust model
Plan your identity and authentication solution
User accounts and roles
Password Management
Lab : Initialize your tenant - users and groups
Set up your Microsoft 365 tenant
Manage users and groups
Lab : Password management
Configure Self-service password reset (SSPR) for user accounts in Azure AD
Deploy Azure AD Smart Lockout
After completing this module, students will be able to:

Create and manage user accounts.
Describe and use Microsoft 365 admin roles.
Plan for password policies and authentication.
Describe the concepts of Zero Trust security.
Explain the Zero Trust model.
Module 2: Identity Synchronization and Protection
This module explains concepts related to synchronizing identities for Microsoft 365. Specifically, it focuses on Azure AD Connect and managing directory synchronization to ensure the right people are connecting to your Microsoft 365 system.

Plan directory synchronization
Configure and manage synchronized identities
Azure AD Identity Protection
Lab : Implement Identity Synchronization
Set up your organization for identity synchronization

After completing this module, students will be able to:

Explain directory synchronization.
Plan directory synchronization.
Describe and use Azure AD Connect.
Configure Azure AD Connect Prerequisites.
Manage users and groups with directory synchronization.
Describe Active Directory federation.
Enable Azure Identity Protection
Module 3: Identity and Access Management
This module explains conditional access for Microsoft 365 and how it can be used to control access to resources in your organization. The module also explains Role Based Access Control (RBAC) and solutions for external access. We discuss identity governance as a concept and its components.

Application Management
Identity Governance
Manage device access
Role Based Access Control (RBAC)
Solutions for external access
Privileged Identity Management
Lab : Use Conditional Access to enable MFA
MFA Authentication Pilot (require MFA for specific apps)
MFA Conditional Access (complete an MFA roll out)
Lab : Configure Privileged Identity Management
Manage Azure resources
Assign directory roles
Activate and deactivate PIM roles
Directory roles
PIM resource workflows
View audit history for Azure AD roles in PIM

After completing this module, students will be able to:

Describe the concept of conditional access.
Describe and use conditional access policies.
Plan for device compliance.
Configure conditional users and groups.
Configure role based access control
Describe the concepts of identity governance
Configure and use Privileged Identity Management
Module 4: Security in Microsoft 365
This module explains the various cyber-attack threats that exist. It then introduces you to the Microsoft solutions used to mitigate those threats. The module finishes with an explanation of Microsoft Secure Score and how it can be used to evaluate and report your organizations security posture.

Threat vectors and data breaches
Security strategy and principles
Microsoft security solutions
Secure Score
Lab : Use Microsoft Secure Score
Improve your secure score in the Microsoft 365 Security Center

After completing this module, students will be able to:

Describe several techniques attackers use to compromise user accounts through email.
Describe techniques attackers use to gain control over resources.
List the types of threats that can be avoided by using EOP and Microsoft Defender for Office 365.
Describe the benefits of Secure Score and what kind of services can be analyzed.
Describe how to use Secure Score to identify gaps in your current Microsoft 365 security posture.
Module 5: Threat Protection
This module explains the various threat protection technologies and services available for Microsoft 365. The module covers message protection through Exchange Online Protection, Microsoft Defender for Identity and Microsoft Defender for Endpoint.

Exchange Online Protection (EOP)
Microsoft Defender for Office 365
Manage Safe Attachments
Manage Safe Links
Microsoft Defender for Identity
Microsoft Defender for Endpoint
Lab : Manage Microsoft 365 Security Services
Implement Microsoft Defender Policies

After completing this module, students will be able to:

Describe the anti-malware pipeline as email is analyzed by Exchange Online Protection.
Describe how Safe Attachments is used to block zero-day malware in email attachments and documents.
Describe how Safe Links protect users from malicious URLs embedded in email and documents that point
Configure Microsoft Defender for Identity.
Configure Microsoft Defender for Endpoint.
Module 6: Threat Management
This module explains Microsoft Threat Management which provides you with the tools to evaluate and address cyber threats and formulate responses. You will learn how to use the Security dashboard and Azure Sentinel for Microsoft 365.

Security dashboard
Threat investigation and response
Azure Sentinel
Advanced Threat Analytics
Lab : Using Attack Simulator
Conduct a simulated Spear phishing attack
Conduct simulated password attacks

After completing this module, students will be able to:

Describe how Threat Explorer can be used to investigate threats and help to protect your tenant.
Describe how the Security Dashboard gives C-level executives insight into top risks and trends.
Describe what Advanced Thread Analytics (ATA) is and what requirements are needed to deploy it.
Configure Advanced Threat Analytics.
Use the attack simulator in Microsoft 365.
Describe how Azure Sentinel can used for Microsoft 365.
Module 7: Microsoft Cloud Application Security
This module focuses on cloud application security in Microsoft 365. The module will explain cloud discovery, app connectors, policies, and alerts. You will learn how these features work to secure you cloud applications.

Deploy Cloud Application Security
Use cloud application security information

After completing this module, students will be able to:

Describe Cloud App Security.
Explain how to deploy Cloud App Security.
Control your Cloud Apps with Policies.
Use the Cloud App Catalog.
Use the Cloud Discovery dashboard.
Manage cloud app permissions.
Module 8: Mobility
This module focuses on securing mobile devices and applications. You will learn about Mobile Device Management and how it works with Microsoft Intune. You will also learn about how Intune and Azure AD can be used to secure mobile applications.

Mobile Application Management (MAM)
Mobile Device Management (MDM)
Deploy mobile device services
Enroll devices to Mobile Device Management
Lab : Device Management
Enable Device Management
Configure Azure AD for Intune
Create compliance and conditional access policies

After completing this module, students will be able to:

Describe mobile application considerations.
Manage devices with MDM.
Configure Domains for MDM.
Manage Device Security Policies.
Enroll devices to MDM.
Configure a Device Enrollment Manager Role.
Module 9: Information Protection and Governance
This module focuses on data loss prevention in Microsoft 365. You will learn about how to create policies, edit rules, and customize user notifications to protect your data.

Information protection concepts
Governance and Records Management
Sensitivity labels
Archiving in Microsoft 365
Retention in Microsoft 365
Retention policies in the Microsoft 365 Compliance Center
Archiving and retention in Exchange
In-place records management in SharePoint
Lab : Archiving and Retention
Initialize compliance
Configure retention tags and policies

After completing this module, students will be able to:

Configure sensitivity labels.
Configure archiving and retention in Microsoft 365.
Plan and configure Records Management
Module 10: Rights Management and Encryption
This module explains information rights management in Exchange and SharePoint. The module also describes encryption technologies used to secure messages.

Information Rights Management (IRM)
Secure Multipurpose Internet Mail Extension (S-MIME)
Office 365 Message Encryption
Lab : Configure Office 365 Message Encryption
Configure Office 365 Message Encryption
Validate Information Rights Management

After completing this module, students will be able to:

Describe the various Microsoft 365 Encryption Options.
Describe the use of S/MIME.
Describe and enable Office 365 Message Encryption.
Module 11: Data Loss Prevention
This module focuses on data loss prevention in Microsoft 365. You will learn about how to create policies, edit rules, and customize user notifications to protect your data.

Data loss prevention fundamentals
Create a DLP policy
Customize a DLP policy
Create a DLP policy to protect documents
Policy tips
Lab : Implement Data Loss Prevention policies
Manage DLP Policies
Test MRM and DLP Policies

After completing this module, students will be able to:

Describe Data Loss Prevention (DLP).
Use policy templates to implement DLP policies for commonly used information.
Configure the correct rules for protecting content.
Describe how to modify existing rules of DLP policies.
Configure the user override option to a DLP rule.
Explain how SharePoint Online creates crawled properties from documents.
Module 12: Compliance Management
This module explains the Compliance center in Microsoft 365. It discusses the components of compliance score.

Compliance center

After completing this module, students will be able to:

Describe how to use compliance score to make organizational decisions.
Describe how assessments are used to determine compliance score.
Module 13: Insider Risk Management
This module focuses on insider risk related functionality within Microsoft 365. It covers not only Insider Risk Management in the compliance center but also information barriers and privileged access management as well.

Insider Risk
Privileged Access
Information barriers
Building ethical walls in Exchange Online
Lab : Privileged Access Management
Set up privileged access management and process a request

After completing this module, students will be able to:

Explain and configure Insider Risk Management in Microsoft 365.
Configure and approve privileged access requests for global administrators.
Configure and use information barriers to conform to organizational regulations.
Build ethical walls in Exchange Online
Configure Customer Lockbox
Module 14: Discover and Respond
This module focuses on content search and investigations. The module covers how to use eDiscovery to conduct advanced investigations of Microsoft 365 data. It also covers audit logs and discusses GDPR data subject requests.

Content Search
Audit Log Investigations
Advanced eDiscovery
Lab : Manage Search and Investigation
Investigate your Microsoft 365 Data
Conduct a Data Subject Request

After completing this module, students will be able to:

Conduct content searches in Microsoft 365
Perform and audit log investigation.
Configure Microsoft 365 for audit logging.
Use Advanced eDiscovery

Microsoft 365 Security Administration
Microsoft Administration benefits
Killexams : Microsoft Administration benefits - BingNews https://killexams.com/pass4sure/exam-detail/MS-500 Search results Killexams : Microsoft Administration benefits - BingNews https://killexams.com/pass4sure/exam-detail/MS-500 https://killexams.com/exam_list/Microsoft Killexams : How Benefits Administration Can Help Your SMB
  • Benefits administration helps to ensure your company can offer an employee benefits package that supports your workforce and meets your goals.
  • By paying attention to the benefits your company provides, a benefits administrator can help keep costs down while establishing a safety net for your employees.
  • Though you can hire a benefits administrator, you will also likely need supporting software as your business grows.
  • This article is for small business owners who want to offer competitive benefits packages efficiently and effectively.

You should view your company’s benefits package as a commodity you can leverage to attract new talent and keep your current employees. As you begin to offer benefits such as health insurance, disability coverage and retirement plans, you’ll need to ensure the programs you select run smoothly.

“Without someone to organize [your benefits package], the programs can fall by the wayside and become inactive,” James Lewin, head of e-commerce and marketing at Bring Me Drink, told Business News Daily.

Through the efforts of a benefits administrator and related software, you can ensure your company’s benefits package is managed properly.

[Looking to outsource HR related functions? Read Related: The Best PEO Service Providers]

What is benefits administration?

As an employer, you want to offer a benefits package that meets your employees’ needs while staying within the company’s budget. Through benefits administration, your HR team can help create and manage such a package and ensure it’s up-to-date. In most instances, the benefits administration process for small businesses is handled by a single person, with the help of additional software to streamline the effort.

Benefits administration software is a digital platform that HR team members can use to manage your company’s benefits package. At the same time, benefits administration software can let employees learn about the benefits you offer and select the ones they want during the open enrollment period.

Editor’s note: Looking for the right PEO service for your business? Fill out the below questionnaire to have our vendor partners contact you about your needs.

What is the importance of benefits administration?

It’s hard to understate how important a good employee benefits package can be for your business. If your competitors’ offerings outshine yours, you will likely have a hard time attracting talent, or your best employees may consider jumping ship when the opportunity arises.

Therefore, developing good benefits administration practices within your HR team is a big step toward staying competitive.

“Benefits administration plays a vital role in securing and delivering the rightful benefits to the workforce,” said Daniel Carter, founder of ZippyElectrics. “It somehow plays as the ‘written law’ of the company when it comes to employee benefits. With the right benefits administration, [your employees] can expect that [they] would be compensated by the company during and after years of service.”

Good benefits administration can also help your company cut costs. Benefits such as health, vision and dental insurance can be expensive in the U.S. For example, the average worker paid more than $5,500 for family health insurance this year, according to the Society for Human Resource Management. And while healthcare should be a major part of your benefits package, it can, and likely will, include other perks as well.

[Read Related: PEO vs. An Insurance Broker]

With an employee dedicated to managing your company’s benefits package, you can rest easier knowing “they’re more likely to get the best deals and work hard to benefit both the company and its employees,” Lewin said, since the “small company would need to save all of the money they can to reinvest into the business as it grows.”

Through benefits administration, your company can create a benefits plan that fits your employees’ needs, allows future employees to enroll easily and meets your company’s budget.

When to consider benefits administration software

Exactly when to consider benefits administration software depends entirely on your company’s situation. Realistically, the software will become a big help once the task of managing your company’s benefits package becomes too unwieldy.

At the start of your small business journey, you’ll probably have only a handful of employees. With such a small staff, it’s easy to keep track of the benefits you offer.

“In a true small business of less than 25 employees in one location, it’s my opinion that benefits administration software is nice but not necessary,” said Jim Edholm, founder of Business Benefits Inc. “That’s a tiny enough universe to allow one-on-one communication about benefits, [and] turnover is insignificant enough to not be a burden.”

As your business grows and becomes more complex, however, the person handling the benefits administration responsibilities will need more help. That’s when you’ll likely find the additional software to be quite valuable. Edholm said companies with approximately 50 to 200 employees typically have at least one HR person and an assistant on staff. Though your company may not follow those exact numbers, the problem remains that, unless these staff members are fully committed to benefits administration, “they will be too busy to assure that all buttons are pushed, all commas are inserted and all compliance objectives are met,” Edholm said.

Businesses also may need additional benefits administration assistance to get new hires up to speed.

“Turnover most likely means one to three new hires occurring midyear on a regular basis,” Edholm said. “Therefore, assuring that every new employee gets the full introduction to the benefits, the policies, the support that is available becomes an important task. In that case, ben[efits] admin software is a godsend.”

Types of benefits

Though your benefits package should be molded in large part by what your employees need, some benefits are required by law or are more attractive to workers than others. In a survey conducted by Fractl earlier this year, 88% of respondents said “better health, dental and vision insurance” were among the most desirable employee benefits.

In addition to health, dental and vision insurance, you should also consider including other safety nets, like short- and long-term disability and life insurance. Other items – like workers’ compensation, travel and accident plans, a flexible spending plan, and a retirement plan, like a 401(k) – are also considered benefits administrators’ responsibilities.

Key takeaway: Without benefits administration, the programs you offer may fall out of compliance or result in lapsed plans that could cause some major headaches for your employees.

What resources can help manage benefits administration?

The right benefits administration software can put your HR team in the best position to serve your employees. When you’re selecting benefits administration software, look for the following:

An intuitive system

Benefits administration software must be easy to use. By selecting a suite that users can easily understand and navigate on a desktop computer or mobile device, you help your administrators do their job and ensure your employees can get the information they need.

Automated functions

Modern software can automate some of the more mundane and repetitive aspects of benefits administration. By streamlining the process even further, you can ensure your benefits are serving your employees while also freeing up more time for your benefits administrator to handle the rest of their responsibilities.

Software integrations

You likely rely on a wide range of business software to manage everything from your payroll to time management systems. If you already have other solutions in place, look for benefits administration software that plays nicely with everything you already have. By allowing for integration, these platforms can make the most of the benefits data.


Federal regulations require certain benefits be provided to employees of every business type. Because of laws such as the Affordable Care Act and the Family and Medical Leave Act, your company needs to be able to provide employees with the time they need to deal with emergencies. A good benefits administration package helps manage issues as they arise.

Key takeaway: There are numerous benefits administration software options. Before selecting a system, make sure you know what your company needs so you can choose an option that’s appropriate for your business.

Benefits administration providers

Sun, 22 Jan 2023 10:00:00 -0600 en text/html https://www.businessnewsdaily.com/15880-what-is-benefits-administration.html
Killexams : What Is Employee Benefits Management and Administration?

Comprehensive benefit plans can Excellerate your business, demonstrating to existing staff that you value them and enticing prospective employees to join your team. Creating a suite of employee benefits can be a huge undertaking, so having a benefits administrator and human resources software to handle employee benefits management is vital. Below is a guide to benefits administration, how it fits into a company, and some of the best employee benefits management software.

What is benefits administration?

Benefits administration is an organization’s way of managing its employee benefits program. For most companies, benefits administration is the HR department‘s responsibility. Larger corporations may even have HR employees exclusively dedicated to benefits administration and management. These benefits may include health, dental, disability, retirement accounts, paid time off and sick leave. Employee benefit administrators are responsible for discussing these options with the organization’s employees, overseeing open enrollment periods, ensuring benefits are accessible, and troubleshooting any problems employees have with their benefits. [Read related article: Human Resources Management Glossary: Key Terms HR Pros Should Know]

What is the role of a benefits administrator?

An employee benefits administrator has multiple responsibilities in directing and planning the organization’s benefits program.

Research the best employee benefits management software.

Manually overseeing an entire corporate network of benefits can be complex for one person – or even one department. That’s why most larger companies use employee benefits management software to keep some or all of their benefits plans organized. Benefits administrators should research the different types of software to see which option would work best for their company and the benefits it offers. They should prioritize what their company needs, then assess software based on cost, features and the number of employees it will manage.

Train and counsel employees.

Benefits can be complicated and overwhelming for employees. They may have trouble understanding what their benefits are and how to use them properly. It’s the benefits administrator’s job to train employees how to enroll, explain their benefit choices, and discuss how to use them. Companies fail their employees if each individual is left to choose their own packages without guidance, or if they are assigned a benefits package that isn’t customized. Administrators need to make sure employees comprehend their benefits and only pay for what they believe they’ll use.

Negotiate with vendors.

A competitive benefits package can motivate employees to join or stay with a company. Benefits administrators are responsible for getting the best possible rates for their company, and subsequently, their employees. Administrators listen to pitches from benefits providers and then negotiate the rates the company pays. Cheaper rates can lead to lower costs for employees. From there, the benefits administrator and a representative from the organization’s leadership team make a contract with a vendor and work with them to provide employees a refreshed benefits package.

Monitor, analyze, and review benefit and enrollment usage.

A benefits package isn’t set in stone. Administrators should audit which benefits are being used and which are not. They should also seek feedback from employees about additional benefits they would like to see. Younger employees may want benefits such as student loan repayment or comprehensive mental health coverage, while older employees may focus on retirement savings options. Administrators should evaluate employees’ needs and adapt their benefits programs as necessary.

Did you know?Did you know? One benefit that’s growing in importance for employees of all ages is employee assistance program (EAP) access. These programs offer employees confidential help with various issues, including stress management, domestic violence and alcoholism.

Ensure compliance with government regulations.

Employee benefits must comply with federal regulations, including the Affordable Care Act (ACA), Health Insurance Portability and Accountability Act (HIPAA), Family and Medical Leave Act (FMLA) and Consolidated Omnibus Budget Reconciliation Act (COBRA). Each of these acts has its own requirements that administrators must comply with and verify their company is regularly following.

What are the components of employee benefits administration?

Pick the benefits you want to offer.

Employees value benefits that offer them and their families flexibility and support. Today, the most popular benefits packages are a combination of traditional and voluntary benefits. Voluntary benefits are offered by employers, but are mostly paid for by the employee. Most companies provide health care, dental and vision insurance, but some of the more popular alternative inclusions are student loan assistance and financial wellness planning.

FYIFYI: It is critical to create a benefits package that appeals to employees. The best plans combine robust benefit offerings for a low cost. While offering great benefits is valuable, that value loses steam if employees pay high out-of-pocket costs to access their benefits.

Find a plan that balances cost with coverage.

Administrators should look for plans that balance cost and coverage. On average, employers cover 70% of the cost of medical, dental and vision insurance plans. Bundled payment plans can save on costs as they combine pre- and post-procedural care into one negotiated price, resulting in cost savings for the organization.

Communicate to employees what the benefits package includes and when open enrollment is.

Administrators should explain to their employees what benefits are offered and how to use them. It is also important for administrators to tell employees when their open enrollment period is so they don’t miss their opportunity to sign up for benefits.

Manage benefits efficiently.

Once administrators negotiate rates with vendors and set up the benefits program for their employees, they should ensure the benefits are being used efficiently. This includes showing support during enrollment, auditing deductions and reconciling bills. An individual employee’s benefits package is idiosyncratic, making it time-consuming to manage one person, let alone an entire staff. This is why companies use benefits management software to relieve some of this burden from HR departments.

Analyze and ask for feedback.

Administrators should check in with their employees regularly to see how their benefits are serving them. They should make sure that the benefits are easy to use and that they provide the coverage promised. Between these conversations, and internal analytics from employee benefits management software, administrators can identify patterns and glean insights on how to Excellerate plans for the following year.

How do you offer and manage employee benefits?

The best way to offer and manage employee benefits is to use software that simplifies human resources responsibilities. Here are four of the top HR software platforms for various needs businesses may have:


Rippling is a top HR solution and one of the easiest to implement. One of its most impressive features is the simplicity of setting up the software. Businesses can install and implement Rippling within just four weeks, and once it’s fully online, the automated process to onboard new hires takes 90 seconds on average. The software’s approval automation tools and customizable features let managers and administrators easily oversee their employees’ benefits. It can also integrate with over 400 applications, so it can work well with any previously adopted systems. Learn more in our Rippling review.


GoCo offers an easy way to design custom workflows. It allows administrators to create custom, streamlined onboarding processes. Standard onboarding components such as new hire packets, orientation and company training can all be implemented through GoCo. It can even organize offboarding checklists such as travel, promotion requests, interviews, employee surveys and expense reports.

With GoCo’s simplified onboarding process, HR departments can focus on their other responsibilities, such as administering benefits. Managing benefits plans is also easier through GoCo because administrators can access all necessary documents and information through one easy-to-use dashboard. Learn more in our GoCo review.

Gusto HR Software

Many types of HR software have a per-employee fee. For small businesses, this means the cost of using them can prove to be too much. Gusto is the best HR software choice for small businesses. Its payroll features are intuitive and robust, offering full-service payroll processing, workers’ compensation administration, tax filing and payments, PTO management, and rate changes.

Gusto offers many options for employee benefits features. Through the software, administrators can make their employees’ insurance, reimbursement, retirement plans and other accounts customizable. Learn more in our review of Gusto HR Software.


BambooHR is the best software for companies that prioritize employee performance management. It lets managers track employee goals, supply peer feedback, and create employee and company performance reports. Its options let managers create custom performance evaluations.

The software also gives administrators the ability to track benefits, showing them which benefits are being used, and allows employees to easily access their plans and payment methods. Learn more in our review of BambooHR.

Sun, 22 Jan 2023 10:00:00 -0600 en text/html https://www.business.com/hr-software/employee-benefits-management/
Killexams : Social Security Benefits for Children: How They Work

Social Security is usually associated with monthly payments to retirees. However, there is another important facet of Social Security benefits—providing financial assistance to children. Children may qualify for benefits if a parent is retired, disabled, or deceased.

Children who are disabled may be eligible for Supplemental Security Income (SSI), a separate program that's also run by the Social Security Administration (SSA). Here's the lowdown on who qualifies for what.

Key Takeaways

  • Children may be eligible for Social Security payments based on a parent's work record.
  • For a child to qualify, the parent must be retired, disabled, or deceased.
  • Children who are disabled may be eligible for Supplemental Security Income, a separate program that's also run by the Social Security Administration.
  • Children can receive survivor benefits until the age of 18 or 19 if still in primary or secondary school.
  • The maximum family Social Security benefit ranges from 150% to 180% of the original payee's benefit.

How Children Qualify for Social Security Benefits

Eligible children can collect Social Security benefits based on a parent's work record. The parent must have earned enough Social Security credits. Biological or adopted children or stepchildren can be eligible for Social Security benefits if they meet the following criteria:

  • Have a parent who is disabled or retired and eligible for Social Security benefits
  • Are unmarried
  • Are younger than 18 or are between ages 18 and 19 and are full-time high school students
  • Are 18 or older and disabled (as long as the disability began before they turned age 22)

The requirements for Social Security survivor benefits are similar, except that the parent must be deceased for the child to qualify.

Grandchildren or step-grandchildren can sometimes collect survivor benefits under certain circumstances.

SSI Benefits for Children

Supplemental Security Income is a separate program for Americans with limited incomes and few other resources. Recipients must generally be 65 or older, blind, or disabled. But SSI is also available to children under age 18 in certain cases. To qualify for SSI benefits:

  • The child must have a physical or mental impairment (or impairments) that results in marked and severe functional limitations.
  • The impairment or impairments must have lasted or be expected to last for a continuous period of at least 12 months or be expected to result in death. In the case of blindness, that duration requirement doesn't apply.
  • A child who isn't blind must not earn more than $1,350 per month. A child who is blind must not earn more than $2,260 per month.

Decisions for granting SSI can take time. However, if a child has qualifying conditions, the Social Security Administration may begin making payments while an application is under review.

How Much Do Children Receive in Social Security Benefits?

A child may receive a Social Security benefit equal to 50% of the parent’s full retirement benefit or disability benefit. If the parent is deceased, the child is eligible to receive up to 75% of the parent’s full retirement benefit.

There is a limit to the total amount that a family can receive from Social Security based on one worker's earnings record, though. The maximum family benefit typically ranges from 150% to 180% of the parent's full benefit amount. The formula for maximum family benefits is based on a retired parent's work record. If the parent is disabled, a different formula applies.

$3.13 billion

The total average amount of monthly Social Security benefits paid to children as of 2022. Approximately 4.85 million children received benefits each month.

If the amount due to the entire family surpasses the maximum, some individual payments will be proportionately reduced. As an example, consider a retiree named June, who has a dependent child, Ruth, who is also eligible for benefits. June's full retirement amount is $1,500 per month, and her family maximum is $2,300 per month. June would receive her full $1,500, while her spouse, John, and daughter Ruth would split the remaining $800 payment, each receiving $400.

SSI benefits are determined by a different calculation, and the maximum benefit changes each year. Some states also supplement SSI. In addition, a disabled child who collects SSI may also be eligible for Medicaid to help pay for medical bills.

How to Receive Benefits

You can apply for benefits by calling 800-772-1213 or by visiting your local Social Security office. Applications for children's benefits are not accepted online. However, you may apply online for SSI for children.

The family must present the child's birth certificate, the parents' Social Security numbers (SSNs), and the child's Social Security number. Additional documents may also be required. In relevant cases, the applicant must provide a parent's death certificate and/or evidence of disability from a doctor.

If you are taking care of a child and are receiving Social Security benefits for that reason, the child's benefits may stop at a different time from your own. For example, if your child is not disabled, your benefits will end when the child turns 16 years old. If the child is disabled and you are responsible for them, your benefits may continue. For these types of specific circumstances, it’s best to contact the Social Security Administration for guidance.

If your child is disabled, the Social Security Administration offers a Disability Starter Kit that can help you navigate the process of applying for benefits.

How Soon Can Survivor Benefits for Children Be Started?

To initiate survivor benefits for children, an application and supporting documentation must be supplied to the Social Security Administration. How quickly benefits begin depends on how long it takes the agency to determine eligibility and for the applicant to submit the required documentation. However, benefits cannot be paid for the month in which the recipient died.

How Do You Use Social Security Benefits for Children of Disabled Parents?

Social security benefits for children can be used to care for their basic needs and to cover their share of living expenses. For example, it can be used for food, school supplies, rent or mortgage, and utilities.

When Do Survivor Benefits End for the Parent With Children?

Survivor benefits for the surviving child's parent end when the child turns 16. However, if the child is disabled and remains in their care, the benefits may continue indefinitely.

Wed, 15 Feb 2023 10:06:00 -0600 en text/html https://www.investopedia.com/articles/personal-finance/031716/social-security-benefits-children-how-they-work.asp
Killexams : Microsoft and Lumify help veterans gain meaningful employment while addressing skills shortages

Veteran Matt Spencer offers his first-hand experience of the MSSA program

Microsoft has partnered with Lumify, Australia’s largest provider of ICT training, to deliver the latest cohort of the Microsoft Software and Systems Academy (MSSA).

The 17-week intensive program is designed to equip veterans with in-demand technology skills and help them overcome the challenges faced in transitioning from military service to civilian employment.

MSSA Australia offers specialisations in either Cloud Application Development (CAD) or Server & Cloud Administration (SCA), two key skill sets required for today’s growing technology industry. In addition to its technical curriculum, the course offers a variety of professional development opportunities, enabling participants to engage with industry mentors and providing guidance in career planning and skills development.

With 260,000 more people required to enter Australia’s technology workforce by 2025, veterans represent an untapped source of potential for Australian organisations facing skills shortages. With the right support and training opportunities, veterans can thrive in technology-focused roles.

Veteran and former MSSA participant Matt Spencer completed the program in 2022, recently taking a position at Microsoft as a Software Engineer following his 14-year career in the Australian Defence Force.

Spencer says the biggest challenge the course helped him overcome was understanding how the corporate side of business works in comparison to the rigid structures and career paths of military life.

“Understanding how to market yourself on platforms like LinkedIn and write a strong resume is really useful. It was a lot to learn in a short time, but having other people on the course going through the same issues really helped. The instructors showed great interest in passing on all their knowledge and the practical activities helped me grasp the theory. One of the most valuable skills I acquired was proficiency in Git, an open-source version control system used for source code management, which can be used in tandem with Azure DevOps, object-orientated programming and the basics of syntax.”

According to the Australian Strategic Policy Institute, the ADF has averaged a separation rate of eight to ten per cent over latest years. This translates to a loss of 5,000–6,000 people per year, many of whom are already trained and highly skilled.

“Programs like the MSSA can mutually meet the needs of veterans and employers – on the one hand, veterans benefit greatly from assistance in transitioning into corporate career paths, and on the other hand, Australian organisations suffering acute skills shortages benefit from a new pool of skilled workers. We are extremely proud to be delivering this program hand-in-hand with Microsoft, and making a difference to the lives of veterans, while tackling technology skills shortages.” – Jon Lang, CEO of Lumify Group.

Post-completion, every student receives an interview with Microsoft or one of its hiring partners, including Fujitsu, Accenture, JP Morgan and Westpac. Spencer was offered a role with Microsoft as a Software Engineer before finishing the program.

“There are many transferable skills that veterans may not realise apply to the technology industry, such as self-motivation, working across both individual and team environments and the ability to research effectively. I want to become a mentor for current or ex-serving veterans looking into a career in tech to help them along the journey,” said Spencer of his future goals.

The MSSA program serves as a reminder to Australia’s technology sector to harness the untapped potential of veterans and other groups re-entering the workforce.

Visit the MSSA website for more information on the program: https://military.microsoft.com/mssa/

Wed, 08 Feb 2023 10:40:00 -0600 en-gb text/html https://itwire.com/it-people-news/recruitment/microsoft-and-lumify-help-veterans-gain-meaningful-employment-while-addressing-skills-shortages.html
Killexams : How Much Will My Social Security Benefit Be?

Social Security is a series of federal programs aimed at increasing social welfare, among them supplemental insurance, housing and food assistance, and—what most people think of—retirement benefits. When you retire, you can receive a monthly Social Security check to supplement your income when you start working less, or stop working altogether.

To qualify for this benefit, you need to be 62 or older and have enough work credits to be “insured.” To be “insured,” you must accrue 40 work credits, or 10 years of work. Based on your annual income from your job, you can earn up to four credits a year.

All wage earners, even if you work part-time or are self-employed, are required to pay Federal Insurance Contributions Act payroll taxes. In 2023, this makes up 12.4% of your income: 6.2% is taxed from your salary, and the other 6.2% is matched by your employer. The taxable maximum is currently $160,200, meaning wages equal to or more than that will only contribute up to $9,932.40 for the year. University students employed by their schools and some government employees don’t have to pay into the system. Check out the official Internal Revenue Service website to find out who is exempt from FICA taxes.

Social Security is different from a retirement account like a 401(k), which is built on the specific amounts you and your employer elect to contribute. Your Social Security is funded by taxes that are automatically deducted from your paycheck and quarterly taxes paid by your employer, through FICA. When you choose to retire, you’ll essentially get this money back in the form of your Social Security checks.

When Should I Take Social Security?

While you can start your Social Security benefits when you turn 62, your benefits will be permanently reduced. To receive your full retirement benefit amount, you must reach your “full retirement age” before you begin claiming. Depending on your birthday, your FRA is usually between 66 and 67. Use the Retirement Age Calculator on the Social Security Administration website to find out yours.

Social Security also protects workers against the risk of disability. If you’re disabled before you’re 62, you’ll receive your full benefits as if you were retiring at your FRA.

Author and Morningstar contributor Mark Miller breaks down the math in his book Retirement Reboot: If someone with an FRA of 66 claims their Social Security at 62, their benefits will be reduced for the rest of their life. If that person waits to claim Social Security until their FRA, their monthly income would be worth 33% more.

And if they wait until they’re 70, it’s worth 76% more. This is called delaying Social Security.

What Does It Mean to “Delay” Social Security?

If you delay claiming Social Security past your FRA, you’ll receive higher payments. The monthly payout increases slightly for each month you delay. And before you ask if you should wait until 75 or push it to 80, know that the benefits stop increasing once you reach age 70.

“Delaying Social Security is often the greater good for people who expect to have average or longer-than-average life expectancies and/or have younger, lower-earning spouses; it increases lifetime income,” says Morningstar’s director of personal finance Christine Benz.

Deciding if you want to delay your Social Security is an important, and personal, decision. There are a lot of factors to consider, such as cost of living and life expectancy.

Benz points out another big consideration: market volatility. That’s why she encourages investors to adjust their investment portfolios and plan to accommodate delayed filings. This is also known as creating a “retirement bridge.”

“The basic idea is that you develop alternative cash flow sources to tide you through heavier withdrawals early on in retirement, in the pre-Social Security years,” says Benz. “A bucket approach to portfolio construction can work well in this context, where someone draws upon cash and fixed-income holdings early on. Alternatively, an immediate annuity might be a fit.”

How Is Social Security Calculated?

There are a few key numbers that are used to determine your Social Security benefit.

The core thing to understand is that your monthly payout is calculated based on the average amount made during your 35 highest-earning years of wages, up to the year you turn 60.

Here’s what happens with that number:

  • These wages are indexed to reflect general wage growth in the economy over time. This serves as a type of inflation adjustment using wages rather than consumer prices, and the resulting number is your average indexed monthly earnings, or AIME.
  • Your AIME is used to calculate your primary insurance amount, which is the monthly payout you would get if you claimed Social Security at your FRA. The PIA is the sum of three separate percentages in the year you turn 62, which are known as “bend points.” The bend points are adjusted each year; you can find the latest formula on the Social Security Administration’s website.

Remember that your PIA may not ultimately equal your monthly payout if you start claiming Social Security early, or if you delay receiving payments.

How Does This Work If I’m Married? Should My Spouse and I Take Social Security at the Same Time?

Miller highly encourages all married couples to coordinate their Social Security claim plans. Depending on your situation, there are a few different approaches that may make sense.

Consider a couple where one partner is 62, already retired, and has little or no savings. In this situation, Miller suggests the lower-earning spouse claim benefits first so the higher-earning spouse can delay. Then the couple would receive enough Social Security income to tide them over while they wait for the higher-earning spouse’s monthly payout to go up, ultimately increasing their lifetime benefits.

Another option is a coordinated delay strategy, which will supply a married couple the best odds for greater lifetime benefits. Once again, delaying the higher-earning spouse’s Social Security claim will increase the couple’s combined benefits.

However, Miller points out two important details to consider: the gender pay gap and the risk of delaying too long.

Women typically earn less than men, but women also tend to live longer than men. So for heterosexual couples, it may make sense for a higher-earning husband to delay claiming Social Security and maximize the couple’s lifetime benefit. But should the husband die, Miller writes, “The lower earner steps up to 100% of the deceased spouse’s benefit—and any increased benefit gained from her own delay vanishes at that point.”

If your spouse is already retired and collecting benefits, you qualify for a spousal benefit. In other words, when you apply to claim your Social Security and your benefit is less than 50% of your spouse’s, the spousal benefit makes up the difference.

If your spouse dies, you don’t need to apply for survivor benefits. Your monthly benefits will be automatically changed after the Social Security Administration receives a report of the death.

Is Social Security Taxable?

This depends.

Let’s say you file a tax return as an individual. Here are the IRS rules:

  • If your combined income is between $25,000 and $34,000, up to 50% of your benefits may be taxable.
  • If it’s more than $34,000, up to 85% are taxable.

For joint tax returns, the rules are:

  • If you and your spouse’s combined income is between $32,000 and $44,000, up to 50% of your benefits may be taxable.
  • If it’s more than $44,000, up to 85% are taxable.

If you and your spouse file separate tax returns, you will most likely pay taxes on your own benefits.

Can I Still Work When Taking Social Security?

Remember, the purpose of your Social Security retirement benefits is to replace the income you lose from no longer working. As we’ve covered earlier, your monthly Social Security income increases the longer you delay.

If you choose to start collecting Social Security while you’re still working and have not yet reached your FRA, your benefit could be reduced. Let’s break down the limits for 2023:

  • Under FRA: $1 will be deducted from your benefits for every $2 earned above $21,240.
  • The year your reach your FRA: $1 will be deducted for every $3 earned above $56,520.

When you do reach your FRA, your benefit amount will be recalculated to supply you credit for the months your benefits were reduced or withheld. For more information behind the calculations, check out the Benefits Planner on the Social Security Administration website.

If you’re at the highest-earning point of your career, you may be cutting yourself off from receiving your maximum monthly payout. Even another year or two at your highest lifetime salary could increase your average wages and thus your Social Security payment.

Is Social Security Adjusted for Inflation?

Social Security benefits have guaranteed inflation protection with the annual cost-of-living-adjustment.

Every fall, COLA is calculated by averaging the Consumer Price Index for Urban Wage Earners and Clerical Workers from the third quarter and comparing it with the previous year. For 2023, there will be an 8.7% increase, one of the most significant boosts since these automatic adjustments began in 1975. In 2021, Social Security received a 5.9% bump; the year before, it was only 1.3%.

For anyone panic they’re missing out on this adjustment because they’re delaying their claims, Benz shares this reminder: “Inflation increases are reflected in everyone’s future Social Security income, even if they haven’t yet filed for Social Security.”

Have more questions about Social Security or retirement? Visit the official Social Security Administration website.

Sun, 05 Feb 2023 10:00:00 -0600 Carole Hodorowicz en text/html https://www.morningstar.com/articles/1135625/how-much-will-my-social-security-benefit-be
Killexams : Latest News Mentioning Veterans Benefits Administration

TYSONS CORNER, VA, Feb. 9, 2018 — Accenture‘s (NYSE: ACN) federal services business will help the Department of Veterans Affairs update its loan management system at the VA Office of Information and Technology under a potential $29 million task order, ExecutiveBiz reported Thursday. The company said Thursday&Acirc...

Sun, 22 Jan 2023 10:00:00 -0600 en-US text/html https://www.govconwire.com/s/gov-agency/veterans-benefits-administration/
Killexams : Hamilton man admits lying to receive Social Security benefits

A former Hamilton man admitted to making false statements in order to receive disability payments from the Social Security Administration.{ } (Photo: Getty Images)

A former Hamilton man admitted to making false statements in order to receive disability payments from the Social Security Administration.

Aaron Lee Grossman, 50, pleaded guilty to statements to a false government agency, which is a felony.

Grossman now faces a maximum of five years in prison, a $250,000 fine and three years of supervised release.

The following information was sent out by the U.S. Attorney's Office, District of Montana:

A former Hamilton man today admitted to making false statements to receive disability payments from the Social Security Administration, U.S. Attorney Jesse Laslovich said.

Aaron Lee Grossman, 50, of Washington, Utah, and formerly of Hamilton, pleaded guilty to false statements to a government agency, a felony. Grossman faces a maximum of five years in prison, a $250,000 fine and three years of supervised release. In a plea agreement filed in the case, Grossman agrees to be responsible for complete restitution in the amount of approximately $71,456 to the Social Security Administration.

U.S. District Judge Donald W. Molloy presided. The court will determine any sentence after considering the U.S. Sentencing Guidelines and other statutory factors. Sentencing was set for June 27. Grossman was released pending further proceedings.

In court documents, the government alleged that in 2011, Grossman applied for Social Security Disability Insurance (SSDI) payments from the Social Security Administration. The agency reviewed and approved Grossman’s application and advised him of his legal obligation to notify it if he experienced a change in his ability to work, returned to work or if his medical condition improved. In 2019, Grossman received $36,210 from Lynch Insulation for work he performed through Grossman Consulting, LLC. In June 2020, Grossman submitted a Work Activity Report to the Social Security Administration and did not disclose this income. Had he done so, Grossman would have been ineligible for SSDI benefits. When questioned by Social Security Administration agents, Grossman claimed his wife earned those wages. However, records from Lynch Insulation indicted that Grossman, in fact, completed the work. In an interview in 2021, Grossman admitted he concealed his work for and income from Lynch Insulation so he could maintain his Social Security Administration benefits.

Assistant U.S. Attorney Karla E. Painter is prosecuting the case, which was investigated by the Social Security Administration Office of Inspector General.

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Wed, 08 Feb 2023 10:00:00 -0600 en text/html https://nbcmontana.com/amp/news/local/hamilton-man-admits-lying-to-receive-social-security-benefits
Killexams : Get in Touch With the Social Security Administration. Here's How

If you find yourself with unanswered questions about Social Security, whether they're related to tax season or this year's COLA increase, clear up any confusion by contacting the Social Security Administration. The administration exists to answer those un-Googleable questions and help you further understand your benefits. 

Maybe you've had a call saying you've been a victim of Social Security identity theft and it left you concerned. Or perhaps you're curious about whether you should file a tax return as a Social Security recipient. We'll explain where you can go for help and the steps you can take to clear up any questions with the SSA you have below. 

For more information, here's the ultimate 2023 Social Security cheat sheet, how to get your tax questions answered before contacting the IRS and what Social Security will look like once you retire.

If you think you've been scammed, do this

If you've received a call claiming there's an issue with your Social Security number, that you are a victim of identity theft or some other scheme, don't panic. The Social Security Administration says that its employees will rarely call a person and threaten them with legal action or arrest. 

Some scammers will contact people and threaten legal action, arrest, offer to increase benefits, protect assets or resolve identity theft, the SSA explained in a post. Keep your eye out for any caller who says there are issues with your Social Security number or account, asks you to pay a fine or a debt or pretends to be a government agency. 

If you receive a call, hang up and report the number to the Office of the Inspector General by filling out this form

If you did fall for the scammer's call and provided any personal information to them, don't be embarrassed. Make sure you report that you've been a victim of a financial scam and share with the SSA if you've suffered financial loss. You can contact the number below for additional help.

Questions about your Social Security payments? Read this

If you have general questions about your Social Security payments, like when you'll receive your payment or how much your COLA increase will be, you can find that information on your My Social Security account. If you don't have an account, you can expect to receive a letter in the mail this month with that information. 

For other issues, such as a missing payment, you can contact the Social Security Administration using the number below.

How to contact the Social Security Administration and more

Still have questions? Here are the phone numbers where you can reach these government agencies:

  • Social Security phone number: 800-772-1213 
  • Social Security Disability phone number: 800-772-1213
  • Medicare phone number: 800-633-4227
  • Social Security Fraud Hotline: 800-269-0271

Have more Social Security questions? Here's how your Social Security benefits will increase in 2023when to start collecting benefits and who's eligible for Social Security benefits for children.

Thu, 19 Jan 2023 20:01:00 -0600 See full bio en text/html https://www.cnet.com/personal-finance/get-in-touch-with-the-social-security-administration-heres-how/
Killexams : What to know about Social Security benefits: VERIFY Fact Sheet

VERIFY answers common questions about Social Security benefits, including how they’re calculated, whether they’re taxable and if family members can receive them.

Many VERIFY readers have reached out in latest months with questions about Social Security benefits, which provide people with an income when they retire or can’t work due to disability.

We’re answering some of the most common Social Security questions, including how the benefits are calculated, whether they’re taxable, and if people can receive them based on a family member’s earnings. 



How are Social Security retirement and disability benefits calculated?

Your Social Security retirement benefit payment is based on how much you earned throughout your career.

“Higher lifetime earnings result in high benefits,” the Social Security Administration (SSA) says. “If there were some years you didn’t work or had low earnings, your benefit amount may be lower than if you had worked steadily.”

The SSA uses a three-step process to calculate your benefits, AARP explains

First, the agency adjusts your earnings for historical changes in U.S. wages and takes your 35 highest-paid years of work to come up with what SSA calls your average indexed monthly earnings.

Second, SSA applies a formula to that monthly average to determine your primary insurance amount (PMI), or the amount you will get each month if you claim benefits at your full retirement age (more on that later).

Third, SSA factors in the age at which you claim benefits. If you claim them before you reach full retirement age, your benefit amount will be lower. 

Social Security Disability Insurance (SSDI) benefits, which provide income for people who can no longer work because of a disability, are generally calculated in the same way as retirement benefits with one key difference: how many years of income are used to determine the benefit amount. 

Essentially, SSA will determine your benefit amount based on your average earnings in the years before you became disabled.

The disability benefit amount is the same as a full, unreduced retirement benefit, according to SSA. If you have Social Security disability benefits when you reach full retirement age, they will be converted to retirement benefits. 

SSA has benefits calculators available on its website that can help you determine your specific payment amounts.

When can you collect Social Security retirement benefits?

When you reach full retirement age, you qualify for 100% of your monthly benefit amount. 

Anyone born in 1960 or later can start receiving full retirement benefits at age 67. The full retirement age gradually decreases for people born earlier than 1960. 

The chart below from SSA outlines a person’s full retirement age based on their birth year. SSA also has a retirement age calculator available on its website

Credit: Social Security Administration (SSA)

You can start receiving Social Security retirement benefits as early as age 62. But your payment will be reduced if you start collecting benefits before your full retirement age. 

If you wait until age 70 to apply for benefits, your payment will increase even more because you’ll accrue delayed retirement benefits, AARP explains

Does Social Security adjust benefit amounts every year?

SSA adjusts benefit amounts every year to account for inflation through a cost-of-living adjustment (COLA).

The COLA is calculated based on the percentage increase in the Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W), an inflation gauge measured by the U.S. Bureau of Labor Statistics (BLS). It measures the average change over time in the prices that workers are paying on a “basket of consumer goods and services.”

SSA explains on its website that the COLA is equal to the percentage increase in the CPI-W from the third quarter average of the previous year to the same average from the current year. If there is an increase, it’s rounded to the nearest tenth of a percent. That same increase is applied to monthly Social Security payments.

Social Security payments increased by 8.7%, or about $140 a month for the average recipient, in 2023 due to the COLA. This is the highest COLA since 1981, when it was 11.2%. 

Are Social Security recipients getting an extra $200 in their checks? 

Several VERIFY readers have asked if they will see an extra $200 per month in their Social Security checks, on top of the COLA increase. The answer is no.

A proposed bill called the Social Security Expansion Act did include a $200 monthly increase in Social Security benefits for new and existing recipients, separate from the COLA. That means people would have seen an extra $2,400 per year on average. 

The Social Security Expansion Act was introduced in both the House and Senate in June 2022. But the legislation didn’t pass.

That means it needs to be reintroduced in 2023. 

Sen. Bernie Sanders (I-Vt.) announced in a press release on Feb. 13 that he and Sen. Elizabeth Warren (D-Mass.) are reintroducing the Social Security Expansion Act in the Senate.

Reps. Jan Schakowsky (D-Ill.) and Val Hoyle (D. Ore.) are reintroducing the bill in the House, Sanders said.

Congress would still need to pass the legislation before President Biden could sign it into law.

Are Social Security benefits taxable? 

You’ll have to pay federal taxes on a portion of your Social Security benefits if your income falls within certain levels. These benefits include monthly retirement, survivor and disability benefits. Supplemental Security Income (SSI) payments are never taxed, the IRS says.

For a full breakdown of how much your Social Security benefits will be federally taxed based on your income, click here

Twelve states also tax some or all of residents’ Social Security benefits, according to AARP. You can find more information about individual states here.

Can family members receive Social Security benefits after a person dies? 

The widow or widower of a deceased person who received Social Security benefits can receive monthly checks after the person dies. These are called survivors benefits.

Surviving spouses are eligible for monthly benefits if they are age 60 or older, or age 50 or older if the survivor has a disability. They will receive between 71.5% to 100% of their late spouse’s Social Security benefit, depending on their age, AARP says

In addition, a widow or widower of any age can collect survivors benefits if they are caring for the deceased’s child who is younger than age 16 and or has a disability.

There are some other factors that could impact a surviving spouse’s payments, such as whether they already receive Social Security benefits.

Surviving divorced spouses can also receive the same benefits as a widow or widower if the marriage lasted 10 years or more. The eligibility rules are largely the same as well, according to AARP.

Other family members can also receive survivors benefits.

  • An unmarried child of the deceased who is younger than 18 (or up to age 19 if they are a full-time student in an elementary or secondary school); or age 18 or older with a disability that began before age 22.
  • Dependent parent(s) of the deceased, age 62 or older.

For a full breakdown of survivors benefit payments based on your situation and how to apply, click here

Can people collect Social Security benefits based on their living ex-spouse’s earnings?

If you are divorced from someone who is entitled to Social Security benefits, you may be eligible to receive a percentage of the benefits based on your ex-spouse’s earnings history, SSA says. But you have to meet certain requirements.

You must be at least 62 years old and unmarried, and the marriage to your ex-spouse must have lasted for at least 10 years. If you have since remarried, you can’t collect Social Security benefits based on your ex-spouse’s earnings history unless your later marriage ended by annulment, divorce or death. 

Additionally, if you are entitled to benefits based on your own earnings history, that benefit amount must be less than what you would receive based on your ex-spouse’s work. Social Security will pay the higher of the two benefit amounts, but not both.

AARP explains that you can collect up to 50% of your ex-spouse’s benefit amount. 

Ex-spouses can receive the maximum benefit amount if they file upon reaching full retirement age, AARP says. If you claim the benefits earlier, the amount is reduced.

If your ex-spouse qualifies for retirement benefits but isn’t collecting them yet, you can still claim their benefits. But the divorce must have happened at least two years prior.

For more information about benefits for divorced spouses, click here

The VERIFY team works to separate fact from fiction so that you can understand what is true and false. Please consider subscribing to our daily newsletter, text alerts and our YouTube channel. You can also follow us on Snapchat, Twitter, Instagram, Facebook and TikTok. Learn More »

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Wed, 15 Feb 2023 04:57:00 -0600 en-US text/html https://www.kcentv.com/article/news/verify/social-security-verify/social-security-benefits-what-to-know-fact-sheet/536-79fba815-6783-464a-b1c9-29f0c5ae05c2
Killexams : Biden Administration Proposes Big Change To Benefits For People With Disabilities

WASHINGTON — A new proposal from the Social Security Administration would make life easier for millions of disabled Americans whose friends or family help them out with food.

The proposal, set to be published Wednesday in the Federal Register, would make it so the government no longer cuts monthly benefits for people who get regular help with meals or groceries.

More than 7 million Americans with disabilities receive monthly payments from the Supplemental Security Income program, which has strict eligibility requirements that Congress hasn’t adjusted for decades.

Beneficiaries supply the government permission to monitor their bank accounts, and an application form on the Social Security Administration’s website asks if the applicant buys all their own food separately from household members or if somebody from outside the house helps them.

The form says applicants “must report to Social Security” if the amount of help they receive from others “goes up or down,” and that they have to notify the government if someone starts helping them with expenses.

The maximum SSI benefit is $914, but it can drop by a third, or $304, if someone else pays for a beneficiary’s food or rent. Roughly 10% of recipients faced a food or shelter reduction in January 2022, according to the Social Security Administration.

Under the proposed rule, rent help could still cause a benefit reduction, but food help wouldn’t.

“We expect that these changes will simplify our rules, making them less cumbersome to administer and easier for the public to understand and follow,” the Social Security Administration said in its proposal.

The proposed change likely reflects the priorities of President Joe Biden — under his Republican predecessor, the Social Security Administration pursued cuts to disability benefits.

The change won’t take effect immediately; by law, the Social Security Administration has to wait for the public to comment and then respond to the feedback.

The current rule discourages friends and family members from helping people with severe disabilities, said Jennifer Burdick, a legal aid lawyer with Community Legal Services of Philadelphia.

“It’s administratively unwieldy and honestly mean-spirited to ask SSI recipients to report every free meal they receive and then cut their benefits in response,” Burdick said.

David Goldfarb, director of policy for The Arc, an organization that advocates for people with disabilities, said he hoped the Social Security Administration would consider simplifying the rest of its “in-kind support and maintenance” calculation.

“For example, if someone is sleeping on a friend’s couch or floor, which has no market value in terms of rent, I don’t think that should be included in these calculations either,” Goldfarb said.

Sen. Sherrod Brown (D-Ohio) has described SSI as a “forgotten” program since Congress has let it run on autopilot for years. Brown led a bipartisan effort to update the program’s rules against accumulating savings in a bank account last year, but party leaders kept the change out of an end-of-year government funding bill.


Tue, 14 Feb 2023 08:12:00 -0600 en-US text/html https://news.yahoo.com/biden-administration-proposes-big-change-220242804.html
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