(Money and Life)
Are all types of advice about financial products in your best interests? According to a recent ASIC report, the 'general' and 'personal' labels make it hard to know what type of financial advice you're getting.
Thanks to a new research report from ASIC, we may be seeing a much needed change in how different types of financial advice are understood by consumers. For many years, anyone working in the financial services industry has been required to describe advice services as 'general advice' or 'personal financial advice'.
But according to the ASIC findings, these terms are confusing to say the least. Their research shows that while 53% of customers could correctly identify general advice, only 19% could identify personal advice.
What's the difference?
As well as signalling the need for clearer communication on different types of advice, the research also throws up even bigger warnings concerning customer expectations of advice they're receiving.
So what are the differences between these two advice categories?
General advice does not take personal financial circumstances into account and you must be provided with a warning to this effect. So when recommending a product or service under a general advice arrangement, a financial services provider is not required by law to make a recommendation that best serves your interests.
Personal advice on the other hand must be based on a careful review of your financial position and goals and consider your best interests at all times. There are in place to make sure personal advice meets these requirements. These same regulations don't apply to general advice.
What needs to change
ASIC's Mind the Gap report highlights just how alarming customer confusion about different types of advice is. When acting on general advice, they might expect to benefit from consumer protections that simply don't apply.
"This disturbing gap in understanding whether the advice they are getting is personal or not means many consumers are under the false premise their interests are being prioritised, when no such protection exists," said ASIC Deputy Chair, Karen Chester.
The report also notes the increasing number of complex financial products provided under a general advice arrangement, leading to greater potential for customers to make choices that put their finances at risk. "ASIC is seeing increased sales of complex financial products under general advice models so not tailored to personal circumstances leaving many consumers, especially retirees, exposed to the potential risk of financial loss," says Chester.
This confusion about different types of advice was also flagged in a recent Productivity Commission report on competition in the financial services industry. In a submission to the Productivity Commission, the Financial Planning Association (FPA), included a number of recommendations designed to ensure clients can be clear about whether they're receiving the best advice for their circumstances.
The most important of these recommendations included:
What to look for
There are all sorts of life stages and events we go through and the right financial advice can have a significant impact on how we experience these changes.
"Australians are looking for support with things like debt management, cash flow and budgeting," says Dante De Gori, CEO for the FPA. "It's essential that more people seek the help they need with these financial challenges because getting it right can set them up for a more secure future."
That's why it's so important to understand the difference between personal financial advice and general advice. A product or service recommended in a general advice context might seem to be a good option for your situation. But without knowing what the alternatives are, you may not be making the choice that's in your best interests, now and in the longer term.
So how do you know what is and isn't personal financial advice? Here are a few guidelines to help you understand what to expect from a personal financial advice service:
Want to make sure the financial advice you're getting is right for your situation? Here are five questions to ask a financial planner to make sure they're qualified to provide the advice you're looking for.
|Posted in: News|
(Australian Associated Press)
Taxpayer - $158 billion of additional tax relief for those earning up to $126,000 a year
West Australians - Rules around $69 billion GST revenue distribution to the states have changed, with WA the main beneficiary
Older energy users - $285 million to help almost four million Australian pensioners and others cover their energy bills
Job Seekers - 80,000 new apprenticeships announced and extra 1.25 million jobs over the next five years
Small Business - Instant asset write-off increased to $30,000 and expanded to businesses with a turnover of up to $50 million
Sports Women - $150 million funding package for women's sport
Farmers - $6.3 billion in drought support and $3.3 billion for those affected by floods
The sick - $80 billion for better access to life-changing equipment, services and medicines
Schools - $300 billion for upgrades to libraries, classrooms and play equipment
Big Banks - $600 million boost for financial regulators ASIC and APRA to deal with banking royal commission fallout
Terrorists - $570 million boost for national security agencies and $328 million to fund prevention, response and recovery initiatives
Tax and welfare cheats - The Tax Office and other agencies to crack down on welfare cheats and tax dodging
Migrants - Migration cap to be reduced to 160,000 from 190,000
|Posted in: News|
(Australian Associated Press)
|Posted in: News|
(Australian Associated Press)
BUDGET 2019 WHAT WE KNOW SO FAR
* Overall theme: "A stronger economy and a secure future"
* Federal election is due in mid-May
* Better than expected surplus for 2019/20 (MYEFO: $4.1 billion in 2019/20)
* 3 per cent growth for 2019/20 (MYEFO forecast)
* 5 per cent unemployment rate for 2019/20 (MYEFO forecast)
* Migration cap to be reduced to 160,000 from 190,000
* 1.25 million new jobs to be created over the next five years
* Expectation of a "stimulus" worth about $6 billion, adding about 0.4 percentage points to GDP
* Likely bring-forward of the July 2022 income tax cuts, on top of those already starting July 1 this year, as part of an already-legislated $144 billion plan
* Possible improvements to tax offsets for low-income earners
* Rules around $69 billion GST revenue distribution to the states have changed, with WA the main beneficiary
* Instant asset write-off extended to June 2020 and upped from $20,000 to $25,000. Allows small business with an annual turnover of less than $10 million to deduct the cost of assets such as cars and equipment
* Tax office and other agencies to crack down on welfare cheats and tax dodging
* $75 billion infrastructure plan over 10 years continues
* Business case for Melbourne airport rail link
* City deals for Adelaide, Hobart, Townsville, Launceston, Western Sydney, Darwin, Geelong, South East Queensland and Perth
* $220 million from Medical Research Future Fund for research into heart disease
* $496 million for Victorian cancer research, services and facilities
* $200 million to reduce out of pocket costs for scans such as ultrasounds and x-rays
* $600 million boost for financial regulators ASIC and APRA to deal with banking royal commission fallout
* $294 million to upgrade security at airports in a bid to prevent terrorist attacks
* Australian Space Agency to be funded
* $2 billion for Emissions Reduction Fund, now called the Climate Solutions Fund
* $1.4 billion for Snowy Hydro 2.0
* $56 million for Battery of the Nation and Marinus Link projects in Tasmania
* $10 million business case for energy projects in north and central Queensland, alongside a shortlist of 12 further power projects which could be underwritten
* $60 million for James Cook University's Cairns Tropical Enterprise Centre
* $60 million indigenous education hub in Melbourne
* $78 million to provide more housing for women and children fleeing family violence
$129 million to extend cashless welfare card to all of Northern Territory, and to Cape York communities in Queensland
* $28 million to improve weather monitoring, especially in flood-prone areas
* $9 million extra (total package $20m) to deal with yellow crazy ants in north Queensland
* $12 million for Cooktown 2020 Festival (250th anniversary of Cook's landing) and replica HMB Endeavour to circumnavigate the country
|Posted in: News|
(Money and Life)
Thinking of a new job? With wage growth staying low, better benefits and work-life balance could be something to look for in your next role. Find out about the latest workplace trends for supporting employees with their health, finances and work-life balance.
The salary ceiling
While the wage growth rate in Australia for 2018 may be up on last year, it's still very low with second quarter figures putting the wage price index at 2.1%. What this means is we're seeing salaries rising only a fraction faster than inflation, with just 0.3% growth in real wages. If you're in the market for a new job, this doesn't bode well for pay negotiations with potential employers.
That doesn't necessarily mean a new job has no new rewards to offer. Perhaps you're looking for the challenges and opportunities to learn that a different role could bring. And at a time when companies are under more pressure to innovate and grow, it's becoming more common for employees to look at new ways to attract top talent and keep their workforce engaged.
Flexibility is key
When it comes to choosing a place to work, flexibility is something many people value. Whether it's the option to choose their hours, work remotely or more variety in the type of work they do, employees are often on the look out for an arrangement that suits their lifestyle better than working nine to five in the same office every day. According to the Mercer 2018 Global Talent Trends report, 51% of employees would like their company to offer more flexible work options and 71% of people who are thriving at work say their employer provides flexibility at work.
It's good news for Aussies that the flexible working trend seems to be catching on. In their latest report summarising five years of data collection, the Workplace Gender Equality Agency found more employers are making a commitment to flexible working arrangements.
Almost a quarter of employers (70.7%) now have a policy or strategy for flexible working, compared with just over half (57.5%) in 2013-14.
By the time a job offer is on the table, the topic of flexible working arrangement may something you've already discussed. But if it hasn't and it's something you're looking for, be sure to bring it up, particularly with your future boss. The Mercer report also found that while flexible working may be more common these days, it often happens in an ad hoc way and at the discretion of a manager.
Support for wellbeing
Flexible working is one of many ways employers can support health and wellbeing in the workplace. By allowing people more freedom to balance work and their other commitments, it's thought that flexible working can reduce stress, boost productivity and improve health outcomes for employees. And it's definitely in the best interests of any business to invest in the wellbeing of their workforce. The 2017 Willis Towers Watson Global Benefits Attitudes survey reports that employees in poor health take more than twice as much time off work, and their rate of presenteeism is 25% higher too.
It's not just physical health problems that lead to this significant drop in productivity. The same report reveals almost a third of employees have suffered from severe stress, anxiety or depression in the last two years. So it's not surprising to learn that half of companies surveyed have introduced workplace programs to reduce stress or are planning to do so.
Financial stress is on the rise
Research from the report also shows financial stress is becoming one of the biggest factors in employee health and productivity. With almost a quarter (23%) of Australian workers being unable to raise $2,000 at short notice, financial insecurity seems to be a significant threat to health and wellbeing. Employees with money problems are twice as likely to be in poor health and also report higher levels of stress, absence and presenteeism.
So what can employers be doing to support their workforce towards a more stable financial position, less stress and better health? When surveyed by Willis Towers Watson on preferred financial support services from their employer, spending tools were the number one choice for workers. These would provide ways for workers to track spending, review their finances and set goals, giving them some practical solutions for addressing the immediate causes of financial insecurity and stress.
The second most popular choice of service is access to a financial adviser. While budgeting for their current situation and lifestyle may be more important, advice from a professional to secure their financial future is a big priority for employees worldwide.
Looking to reduce your financial stress levels? Get tips from CERTIFIED FINANCIAL PLANNER® professionals on how to plan ahead with your finances so you can worry less, here and now.
 Mercer 2018 Global Talent Trends Study, page 16
 Mercer 2018 Global Talent Trends Study, page 20 "Most companies have pockets of flexibility based on individual arrangements with a manager, but only 3% consider themselves industry leaders when it comes to flexibility"
 Workplace Gender Equality Agency, Workplace Flexibility Strategy, page 4, "Flexibility is not only a beneft to businesses, it also benefts employees who can experience reduced stress, improved job satisfaction and better health outcomes through access to flexible working arrangements."https://www.wgea.gov.au/sites/default/files/Building_a_flexibility_strategy.pdf
 2017 Willis Towers Watson Global Benefits Attitudes survey, page 11, "Employees who are in the poorest health report more than double the number of absences and more than 25% higher presenteeism than other colleagues."
 2017 Willis Towers Watson Global Benefits Attitudes survey, page 6, "Mental health issues are widespread around the world, with around three in 10 employees reporting they have suffered from severe stress, anxiety or depression in the last two years. Around half of employers have either introduced initiatives to reduce stress or are planning to do so."
 2017 Willis Towers Watson Global Benefits Attitudes survey, page 8, "Comparable percentages of workers in Australia (23%), Canada (29%) and the U.S. (37%) could not quickly raise $2,000 (local currency)"
 2017 Willis Towers Watson Global Benefits Attitudes survey, page 26, "If your employer were to offer the following to help you manage your finances, which would you mostly prefer?"
|Posted in: News|