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Originally Posted by Rambler
We're not ERd yet, but living overseas. If it were me, I would probably use a similar asset allocation that you would use in the US....except that the US becomes part of the international portion.
If it were me, I would not include SS in your considerations. Why? because if you have only done the currently required 10 years-40 quarter, and that requirement gets bumped up due to the state of SS, then you will be SOL. Further, while I am a natural-born american, I have lived overseas on a spousal visa for 17 years. I don't think I will make it to the required 25 years here, but even if I did, and even if I obtained citizenship in this country (sorry - can't be more specific than "asia"), then left for the states, I'm not sure this country would pay my SS benefits.
Luckily enough for me, I have been employed by a US company for the last 15 years even though working overseas part of that, and have been paying into US SS for 15 years (thus meet the 40 quarter requirment, as long as it is not bumped up). If the laws change here and allow int'l people to collect then I may have two SS payments, one on 18-19 years of work and the US pmt on 16-17 years of work. However, I include neither of those in my planning, for a conservative, safe view.
FWIW
R
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Rambler,
Thanks for validating my international allocation in my retirement portfolio. I have excluded SS from my conserative analysis but I am fairly confident that the min. vesting requirement of 40 quarters, if raised in the future, will not apply to those already vested. Doing so is like reducing the benefits to those already receiving SS or on a broader scale, changing the contract after both parties have signed it. I see this as a very low probability event (politically). There are other ways (increasing SS payroll taxes, increasing retirement age, stopping COLA adjustments etc.) to deal with SS in the future that are a higher probability from a political sense.
Don't know about your "asia" SS plan so can't comment on its viability.
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