Fiona Ma & David Teykaerts: What Happens Next for CalSavers?

Hi, folks. This is Steve Chen, the host of Bolden youn Money podcast. And today we've got Fiona Ma, the treasurer of California, and David Teicharts. We're going to be diving into the Cal Savers program. How it got started, why it got started, what it's doing for people in California, and how it's benefiting both employers and employees. So with that, Fiona and David, welcome to our show.

Thank you. Thank you for having us.

Yeah, no, appreciate the opportunity. It's. Yeah. As a long time, I think I've been here 30 years, resident of California. It's cool to meet you in person and appreciate your work. You know, Fiona, as we get rolling, as I was researching you, I grew up in Rochester. I saw you went to RIT So kind of a small world moment.

So cold.

I know. No going back right after you get.

To California, knowing, but going back. This is why we pay a little bit more taxes for the weather and the sunshine.

100%. You know, I would love to get just a little bit kind of the day to day, like, well, a little bit about your journey and what it's like to run the treasury for the fourth largest economy in the world. I saw that we recently passed Japan. I'm kind of proud of this as a California resident. Right. So we're. This economy is behind only the U.S. china and Germany.

Correct.

Yeah. So, yeah, we'd love to hear your story.

Yeah. So I'm the oldest child of immigrant parents. My parents left China at a early age, immigrated to Hong Kong. They met in Toronto, Canada, and then settled in New York. Because my maternal grandfather was a minister, Presbyterian minister. And my mom was an only child, and so she basically followed my grandfather and whatever church he was at. And. And so my parents settled in New York City, where I was born and raised. After working four years in Yonkers, they saved enough money to buy our first house in Great Neck, Long island, where I went to elementary, junior high and high school, Great Neck North. And then I decided to go to RIT because, number one, back then my parents did not want me to get on a plane to go to school so I could basically go wherever, you know, was like drivable or busable. And back then, you know, I wanted to be an accountant or my father wanted me to be an accountant. RIT had a very specific CPA track with two paid internships. And so I did my two paid internships with Ernst and Winnie in the Manhattan office in the trust and estate department. And they actually did offer me a job after. But by this time my parents decided to move to San Francisco again following my grandfather and the church. And so that's how we ended up out in San Francisco since 1985. And I moved out here, decided to interview again with all the big eight accounting firms and decided to stay with Ernst and Winnie, but in the real estate tax group. And so I worked there for five years and then quit and started my own practice at the age of 28 years old. Became the president of a small business association. And that was the first time I got involved in politics. Going down to San Francisco City hall to lobby the mayor and the Board of Supervisors, testifying on bills in Sacramento, getting involved in the White House Conference on Small Business under President Bill Clinton. And I started getting more and more interested in government and public service and politics. And I started to realize and understand that these people, they control the money, the budgets, they control the laws that are assigned, the regulations, they appoint people so very, very powerful positions. And more importantly, you know, I wanted to help people. And so I got a part time job with Senator John Burton for seven and a half years helping constituents in San Francisco while I still had my practice. Sat on the Assessment Appeals Board as an alternate member hearing both residential and commercial property tax appeal cases. And then finally ran for the San Francisco Board of supervisors back then 2002 to 2006 during the DOT com bust, I ran in the Chinese seat at the Time District 4, the Sunset District. And when I won, I was the only Asian member on the 11 member board and only the second woman. So San Francisco, we are the only city and county combined in the whole state. So I served there for four years and I really did not like it. Lots of men fighting and that wasn't really what I was, you know, what I signed up for. Then I ran for the state assembly 2006 to 2012. I served under two different governors, Arnold Schwarzenegger and Jerry Brown. I had three different speakers. And during the great recession, so second position also in deficit budget years. Then I ran for the State Board of Equalization, a tax board. So my dad was getting a little bit happier with me that I wasn't wasting my education up. Yep. And then when I became chair my second year, I called in three audits and Governor Brown essentially disbanded the Board of Equalization, took away the taxing authority as well as the appeals and then ran for State Treasurer in 2018 and then reelected in 2022. So I never thought I was going to be impal. I thought my path was to be a partner in CPA firm, one of the big eight or one of the big four now. But something called me and pulled me, and this has been my life's passion and purpose for the last 30 years. So, you know, just very happy to be in this position. And finally, my father is proud that I am the treasurer of the fourth largest economy in the world. And he's not bugging me to go back and do people's taxes.

It's amazing what it takes, right? I got the tiger, dad, like, hey, finally you've gotten something done. Really great. That's awesome. Do you know Josh Becker?

Yes.

Yeah, so Josh went to school with my brother Tim at Stanford. And so he's the only other person I really know that's in California politics. And so it's just interesting to. I know his story a bit like through venture capital and stuff like that. And hearing your story, I love the fact that, you know, he came from private sector, kind of, you know, obviously immigrant and kind of like Herschel Alger. Right. Making your way and proving yourself and then hopefully bringing all those good practices to California and pragmatic thinking, you know. Yeah. So awesome. So would love to appreciate that and just kind of like understand like the why and how behind CalSavers. When I was looking at it, I kind of thought that there was like a government, a federal mandate to do these things. But it sounds like now this was like an idea that started in California and now has spread to other states.

Yeah. So, you know, I am the banker. I'm one of eight statewide elected officials. And under the Constitution, you know, back then, all the gold came into the treasurer's office. So I have a big safe in the basement of our building. But essentially, you know, we take in all the money. It's about over $3 trillion. Every day we invest every. There's not one penny that is sitting in our account. So every day I have an investment team. Our short term portfolio is about 160 billion. Generate about $17 million a day for the state of California. And then I issue all the bonds for the state of California, the UC and the CSU systems. So that's kind of the bread and butter of the treasurer's office. And then when then Speaker Jess Unruh, very powerful speaker in the legislature, he became treasurer. He said, well, we're sitting on all this money. We should be. So Today I chair 15 boards that funds and finances affordable housing, children's hospitals, emergency crisis bed and regular hospitals, public transportation, green energy, advanced manufacturing, garbage and recycling, public transportation, small businesses. And then I have four savings programs. Scholarship 529 is probably the one that has been around for the longest time trying to encourage parents and guardians to put money into a child's higher education goals. And then the newest programs is CalSavers. David Takehartz is my executive director and he'll talk a little bit more about the nuts and bolts Calable, which is a savings program for people with disabilities. And that program has changed a little bit as CalSavers has starting January 1, 2026. And then our most recent program is Our Hope accounts for any child or guardian child that lost a parent or guardian due to Covid or kids, longtime foster youth in the system for 18 months or more. We will be making available $3,000 into their child savings accounts for higher education or a certified apprenticeship programs. So those are the three, four programs that started under the treasurer's office when I started seven years ago. And we have done really, really well in terms of all of our metrics. Making sure that more people are aware of what is available, they're opening accounts, they're saving more. And, you know, just staying out of high consumer or student loan debt is basically one of my main goals.

Yeah, for sure. We've definitely seen kind of these generational challenges with debt. You know, I'm a Gen Xer, right. And so you. A lot of folks in Gen X got in trouble with credit card debt, and then, you know, a lot of the millennials got in trouble with student loan debt. And just there's always ways people will. A lot of this comes back to literacy. Right. So I think one of the. I know that there was a, a law passed recently in California that requires high school students to, you know, take a personal finance class. I know Tim Ranzetta for Next generation Personal Finance, and he's been advocating for that. So it's great to see that kind of stuff start to happen and educate folks when they're younger. But yeah, would love to dive into kind of Cal Savers and, you know, so like you, I guess, you know, why. How do you see the problem and how did you decide to like, let's, let's create this.

Well, I didn't create it. So it was members of the legislature back then. It was Kevin De Leon, who was a member of the Senate, that really has been spearheading the program and recognizing that there's 7 million workers in California that are not covered under a retirement savings plan. Not that employers don't want. Want to, but it's just really expensive. It's difficult to keep the Paperwork, you know, you have to track all your employees all the time. And so we were looking for a way for workers to be able to save that would encourage them to save, but then that would stay with them. And so that's kind of the genesis of this program. It is a post tax kind of similar to a Roth IRA program. You set it and you forget it. You take a certain percentage out of your paycheck every month and then you don't see it, so you don't spend it and that money grows. And just in case you need it for something, rainy day emergency situation, you know, that money is available to you. So it's working. You know, I'm going to turn it over to David that this is a game changer, especially for entrepreneurs. Smaller employee, maybe you have one or more employee and this now you're still able to offer something to your employee and you know, enable your employee to really save. Because sometimes if you're not trained to save through your parents encouragement, you just don't think about it. And then when there's an emergency you just max out your credit card and very, very hard to get out of that debt, you know, if it keeps continuing. So this is a way to really try to on the front end, you know, save for those rainy days, so to speak.

Yeah. 100 yeah. David, would love to get kind of your take on. I know that you just passed a big milestone, right. So I think there was essentially a goal to get, you know, mandate employers sign up and get it deployed. And so we'd love to hear the stats on, on what's happening.

Sure thing. And thanks again to you and to treasurer of MA for allowing me on the podcast here. I'm David Takeharts. I'm the executive director for CalSavers, which means that I run the, the day to day operations and kind of like sit in the middle of the web making sure that all the different pieces of this complicated program are working in relative harmony for a relatively new program that is truly as you mentioned, I mean it is a game changer. We are really trying to change part of the business culture for California. And essentially the mantra that we kind of work with is, you know, if you have a job, if you have a job and we know what a job means versus like starting a business, you know, side hustling gig work. Like no, if you have a job then you're going to have access to a workplace retirement savings program. And conversely if you're an employer, if you pay paychecks, you know, if you pay Wages, then part of that deal is that you provide access to a qualified retirement savings program. So that's the genesis of this. That's what it's about. I want to point out, like a subtle piece of this one, unlike a lot of programs out there, is that we're genuinely agnostic about whether participants utilize the cow Savers program in and of itself or a qualified private sector plan with potentially more bells and whistles and frankly could be more lucrative and beneficial for those savers. Right. So like the law, the actual cowsavers law that was passed, signed the Bill, signed in 2012 and then effectuated over the next few years as it was developed and then launched in 2018, the law just says that workers have to have access to a qualified plan unless there's a qualifying exemption. So all businesses that offer a 401k, for example, is the classic example or any other qualifying plan, and there's a sort of like, list of what makes it qualifying. But as long as a business offers any of those, we're good. That person is considered to be in compliance just as much as a participating employer for us. So I just want to stress that it's sort of unique amongst government programs is, you know, we're trying to say you just have to do something. You have to do something. You have to provide access for your workers. Because sort of like the fundamental presupposition here is that most people are going to be more likely to save by like multiple factors. 15 times more likely to save if they say, if it's available through their work. And that just like rockets up to 20 times more likely if this is all just done automatically. So I'll stop there and then we can move forward. I know. Looks like Fiona might have stepped away. So. Happy to, happy to continue.

Oh, she's back. But no, it's great. And then like, I think one thing that's been awesome is like, I remember when I first started working way back in the 1990s, it was like I had Fidelity, walked in to my first employer out of, out of college, and they're like, hey, there's this thing called a 401k. Like, we didn't know anything. It's like, well, pensions were going away. I mean, some state folks still get pensions and you know, 30% of our users still have pensions. But, you know, it was like, hey, there's a 401k and then some light education and like, invest in some stuff. And actually, the thing is, in the beginning, like, the investment vehicles were expensive, the defaults, there were no defaults. Right. So there's no minimums, nothing. Now, I know with, you know, retirement savings plans, they have, you know, default saving rates, they have auto escalation, they have hopefully a good investment lineup with low fees. Are you. I didn't have a chance to dive into the details of the program, but I would love to learn more about like the vehicles and like some of the stuff that you put in place.

Certainly with your permission, treasurer, I'll take that one. So you've got it right? Like what we've tried to do or the architects of the CalSavers plan and other states that have rolled out similar plans. And again, as another caveat here, as you mentioned, there were attempts for many, many years, even decades, to have a federal version of this that applies applied to all Americans. And that's in fact there are still efforts to do that. It's sort of like a recurring pet project of several legislators. But since nothing was happening in terms of actually effectuating it, the states took actions individually. So the first three to do this were California, Oregon and Illinois, sort of all in a trio. And they all borrowed. The best practices and lessons learned from the 401 experience that you mentioned here, which is that you can't just toss, say people, hey, guess what, you've got a savings program, you got an investment program, knock yourself out and good luck to you. Bootstrap your way up instead. The product design is absolutely paramount for us. Most of the time and effort has been put into making this as simple and really not just no effort, but you don't even necessarily need to be cognizant of it happening from that saver perspective. We wanted it to be such that a person can do literally nothing. But if their employer does what they're supposed to do, then this person will be saving for their future, literally nothing. So it is definitely an opt out program. The saver does not need to affirmatively make that volitional decision to say I want to start saving today. They are nudged. It's a whole, like a whole thing is based on nudging. We nudge those savers into it, they can then opt out. And about 5, 35% of people do for a variety of reasons, most of it being I can't afford to save right now. But for sure, the program's design is based on taking away the need for a just a normal working person to every single pay period make that prudent decision to say, I will now take 5% of this and put this in a savings account. And then next Two weeks later, I'm going to do it again and again for years, decades, career. It's just not likely for most non exceptional long term thinkers. So we really try to collapse this down into the core elements of what's needed.

And we're about government. Right. So there's a lot of companies that offer retirement and then all of a sudden they go bankrupt and then all of a sudden the retirement is gone. Right. So we are government and this is money that is saved in that person's name. And because we're government, we are always looking to decrease the fees. And David, just let me know that we just negotiated a great deal, you know, for our savers so that, you know, they can keep more money in their pockets because we've been able to negotiate better rates. So that's what we're always thinking. You know, we're not about making money and, and trying to nickel and dime everyone. This is really trying to encourage people to save.

Yeah, I think the government, I mean, frankly does a good job. You know, like Medicare. I mean it's, it's never perfect, but the government actually does a good job of being like a mass market insurance vehicle. And like. Yeah, I mean I think a lot of folks, you know, it is really saving and investing. It doesn't like what I say about, and we say about kind of getting wealthier. It's, it's simple but not easy. Right. It's like you people have to figure out, make enough money so they can save something, start saving and investing, make sure it's invested in the market, especially when you're younger and do that for 20 years. And then over time, you know, you, it's amazing what happens. You get to capture the power of compounding and then you start having more and more money. It's really kind of get. And just the act of actually investing and feeling like you've got some money over here, like it changes your orientation. Like you're now you're an owner versus like just a worker.

Exactly. And so like growing up, my parents started saving for us as soon as we were born. And I didn't go into student loan debt. I actually had money left over that I decided to put into a down payment into a two unit building in San Francisco. So you know, that started building equity for me that now, you know, I've been able to be in government, I get paid a modest, I think $185,000. But I know because of equity and building equity, it's, you know, and saving as well because my dad is Always pounding into my head, you need to save whatever job I'm at. He's like, put away $500 a month. You know, right now I've got a scholarship five to nine. I'm putting $250 a month. I don't have any kids, but just in case I find kids, needy kids that need a little help to go to college, I'll be able to transfer that money to them. So for me, if I don't see it, I don't spend it.

That's awesome. So what are some of the stats, David, I'd love to hear from you, like, what are some of the stats that you're seeing? I see that there's 255,000, about 600,000 savers, you know, billion and a half dollars. Obviously, if you get for every thousand dollars that these people save, you're going to add another $600 million. So it's like starting to get folks really kind of hooked into saving here is going to be pretty material.

Yeah, the economies of scale are starting to kick in for us here. So again, the program's now been in existence and launched at least as a pilot since 2018. So we completed our first seven year contract term with our third party administrator, the folks that actually handled the day to day of a lot of this. And then as treasurer Ma mentioned, we were able to, you know, now that we've established a proof of concept, now that after seven years, this program and now 13 other states have modeled their program on ours, it's not going away, it's not going to fail. There was a moment in time early on where someone could say, well, I'm just going to play a wait and see here because this was entirely new, the idea of having a backstopping retirement savings program for private sector workers that traditionally had never had access to savings. This was a bold and innovative leap forward. And so there was some market trepidation around that. I know that there was businesses and really the private sector financial industry was a little bit squirrely around this too. But what it's really done is sort of that rising tide, raising all ships thing where in fact not only has CalSavers not threatened or taken business from legacy financial institutions, they've in fact seen like 22% growth. Because again, the mandate, the actual law says you just have to offer the best possible. Pardon, let me walk that back entirely. You have to offer a qualifying retirement plan plan. And as you might imagine, some rather, you know, if I'm a salesperson for a 401k program. That's music to my ears. Yeah, you get on the phone with your clients, say you have to do something. Now you've been on the fence about this. Here's the, here's the deal we're offering. I mean, so I always found the resistance from industry to be. I was like, why are you objecting to this? It's not going to hurt you. And that's proven to be true. We don't hear anything from them anymore.

Have you guys gone to the government, the federal. If you could, like, So I think obviously a huge driver. I mean, for me, I've always maxed my 401k, right. And I had a solo 401k for a while. And like you, you know, I was a small business owner. So you learn like what you learn in this country is that if you're a small business owner and you're tax efficient, you can stack money. Right. By taking advantage of qualified savings and stuff. Had you ever considered going to the government, the federal government, saying, hey, let's create a special exemption for these state programs because people would fill their 401ks if they have a private sector and then fill this too if it like additionally that would drive a huge amount of savings for you.

Well, we are really bound by, I mean this is truly just a Roth ira. That is the financial vehicle people can convert over to a traditional or select a traditional. That is less than like half of 1% of our population. For most people. It is the Roth for sure. And it currently does not have any special exemptions. So the same rules around contributions and distribution rates and salary, income caps and everything else, it still applies.

Why did you choose the Roth versus just a traditional ira?

For most of the folks that participate here, we're talking about low to middle income kind of like ranges and just an enormous percentage of time that's the most like post tax.

Okay. They don't get the tax savings.

That's correct.

Yeah. I mean Roths are great too. I mean I, I'm a huge champion of Roths and it's awesome. Especially I think a lot of younger people are funding their Roths in a pretty material way.

It's the clearest and simplest one. Right. And the whole CalSavers product is designed intentionally to be like bare bones. It is save money and we will, unless you tell us proactively, we're going to divulge you into a target date retirement fund based on your age, based on how long out, like the actuarial table say that you're likely to work now if you want to put it into a pure money market or we have an ESG fund or just a pure like global equity fund, you can do that. Less than 2% of our savers do. Most of our savers take no affirmative action whatsoever, which is, that's who it's designed for. It is designed to be like to allow people to participate in the stock market essentially with little to no knowledge of that. And honestly, if you do nothing, it'll work just fine. We have plenty of saver education tools for that person who wants to understand more about how this works and if that like lights a fire within them to, you know, go and do additional investments or get more sophisticated with it, they're fully empowered to. But that's really not what this program is for. It's really for folks that just, we all know that it would benefit them to have, you know, savings and to be actively saving towards their future. So like, let's just make that as easy as possible in a way that makes it as unburdensome as possible on the employer. Because again, it does require, I don't want to make. It doesn't take a lot. But that employer does have to do something. There is a certain amount of time and brain that is being applied to this issue of retirement for workers that perhaps when they started that tiny business, they never thought that they would be having to think about that. Most entrepreneurs are really focused on the thing that they're looking to sell, the thing they're looking to accomplish. So we understand that this is like number 17 thing. And so we wanted to make that as easy as possible. So it has no employer, it has no fees to the employer, it has no fiduciary obligation for the employer, which is huge. And it, it, there's not only is there no required employer matching there, it's just not permissible. And so it's trying to make this really the employers into just a passive sort of like facilitation pass through. But we shouldn't demonize how much the employer has to do. They, they do have to load their roster and if they don't integrate it with their existing payroll provider to make it easy, which is what we always recommend to set it and forget it, then somebody does have to press the button every pay cycle. And so that's the, that's the hitch and the giddy up for us right now if someone were to ask what's the big challenge? It is for us. It's really on the employer side. It's really making it as easy and stimulating action for the employer to run that payroll because it doesn't happen automatically unless they set it up that way. And so we're just trying to change, you know, like that going from zero to one is the hardest part.

And we've actually gone out and done interviews. Like here in Sacramento, there's a very popular restaurant called Sellin's. And we did a press conference with them, and one of the managers was interviewed and she totally forgot about it when she was hired. You know, she set it up. She, you know, forgot about it. And when she went to look at her account when she was doing her interview, she was pleasantly surprised. And she said, I'm going to put more money into it. So that was working.

Totally happens. I mean, I had this experience too. Like, we, you know, even though our company creates, you know, financial planning and retirement planning software, like, like your narrative and story is right. Like, we were kind of bootstrapping it. We didn't really have a 401. We didn't, you know, even though we're in this business, we didn't have a 401k. And I was like, kind of like a. Like, we're not super proud of that. And so we. So, you know, a few years ago we put that in place and matching and. And then what's really interesting is you start saving and not thinking and just have it in the market and don't think about, obviously we've had a few good years here of great returns, but you kind of look at it and you're like, wait a sec, this is starting to be a material amount of money. And so hopefully that kind of feeling starts to happen for a lot more California residents here. So, yeah, I was looking at the data. There's 40 million people roughly in California, 20 million in the workforce, looked like 7 million had no access to retirement savings. So sounds like you've addressed us for 10% of that population, which is good. Definitely. Like, you know, where do you want this to in five years? What does this look like?

So for us, I would say, you know, when we. That 7 million has actually come down as we look at stats around, like I said, like the increase in access for people that aren't even CalSAvers participants. Right. But for us, sort of our serviceable, obtainable market here over the next three to five years is 1.5 million savers. So for us, that's going to be roughly twice where we are right now. So we're somewhere. We're right around 605,000. And so for us, this Is, you know, it's just going to be ongoing work. We're now in that place. We are now fully in effect, really, given the size of California, the just limits on the number of human beings we have working here, the amount of mailing to. Like, we rolled out the mandate. When I say mandate here, it's the requirement for the employer. On the employer to take action by certain times that we just passed the fourth and final wave, which was for businesses with as few as one single employee who is not the sole proprietor or the proprietor's spouse. So it started with 100 or more employees, 50 more employees, five or more employees. As you can imagine, that's like a pretty wide pyramid there, from 100 employees or more to one employee. That's really. We were a little bit surprised there was more than we thought. There's 600,000 businesses in that category in California alone. I mean, this is the tiniest of the tiny shops, right? And like these businesses, these entities come and go. They pop in and out of existence. They reconfigure. And so part of a big challenge for us is just knowing who the heck. Like, it's like whack a mole. Like, where are you? Like, what's your address? You know, we learn about their existence kind of like on a lag from their records with the, with edd, which does unemployment insurance and other things. And so we're actually about 18 months behind in terms of knowing does the business exist and then how many employees do they have. And then by the time we get to them, those numbers are changing. So it's an ongoing thing for us, but we think 1.5 million is a good stretch goal here. We just have to keep in mind that there are. It is still optional at the end of the day. It's optional for that worker. It's optional for the person. Like, we can opt them in, and then a certain percentage is going to opt out. We also have, you know, a great degree of know your customer screening that occurs in California where folks, we're not able to verify socials or other identifiers, not us, but like the, the process. And then that, that prevents people from participating right away. So the numbers kind of come down. But our, our goal is to drive that up. And it's. But the, the employers are the key fulcrum for us. Like, that's. It's not going to happen if, if the employer isn't involved. And I know that because right now, a person who doesn't have an employer per se, like, for example, if you Drive for Uber or Lyft. Those folks are absolutely able to participate in CalSAvers. And we have less than 2,000 of them versus, you know, the 600,000.

So you have to get Uber out there.

But even then, like, they're, they're like, they're independent contractors, and that's a whole different bag of cats here in California. But my broader point is that it's the reason why this program is constructed the way it is, which is that most people will save to the extent that they have access through it through workplace savings. And if you don't have a workplace, very few people are going to at least come to CalSavers to save individually. They may be doing it through E Trade or Robinhood nowadays or whatever, but it's the type of. Our program is definitely geared towards the folks who are.

Do you go talk. Have you gone to talk to Uber about this stuff?

We have.

We have.

They. It just be a map. Like their kind of overall position is that. That's a piece that wouldn't be in place for independent contractors. They. They'd be happy to push out, like, put it into their newsletter to their drivers that it's available, but not a whole lot of appetite just given the construct.

Yeah, got it. Yeah. I do think so much this does come down to the employers and the founders. You know, it's like us, it's like, okay, well, we're going to survive. Okay, we should take care of our team. You know, let's educate them. And so much of this is literacy, too. I'll share a story. I was like in AutoZone or something. I don't know. I think it was. It's like an auto parts place, right? And I'm talking to the guy who's at the counter who's like, turns out to be a manager. He loves his job. He was like, yeah, I'm here in my office. I just love hanging out here. I'm just talking about. He's a young guy, you know, late 20s. And I, you know, was just asking him about how he, what he did and, and how he saved. And, you know, once I heard his story is like, yeah, I've got a sister who's in med school. You know, I'm so, I'm supporting her. You know, I love this work. I'm sat by like, they've rolled out a retirement savings program. I started participating. And, you know, he had saved up like 50,000, 60,000 bucks, you know, and it was like, I was like, okay, that's great. That's way more than I would have thought talking to a retail store manager who was relatively young. But he had gotten into it, he had gotten smart about it, maxed the savings, maxed the matching, invested efficiently. And you could see that he was proud of it and that he was kind of like an unlock, right? It's like Fiona owns this duplex and probably rents out part of it, like, whatever. It's like you do these milestones. It's like, okay, I think that that's a huge thing. And just like, how do we. Do you package any literacy with this? Do you give people education?

Yes. So it's included in the, you know, the packet when. Let's back up in terms of process. So we would contact the employer and say, you're subject to the mandate. You need to take action and facilitate access for anyone who doesn't opt out. They upload the roster of their employees and then we then send a packet to that employee which includes all the details, everything you'd want to know about this. And including links to our websites where we have lots of different financial savings and financial education materials. It gets some traction. Not nearly as much traction as we get from employers looking at all of this, but our program, because it has no fiduciary obligation, it's outside of erisa. And so not only are employers not required to sort of like educate their workers, they're actually admonished not to. And that's a tricky one here where the law is like, hey, you just need to be this passive, you know, facilitator of this. You kind of think about. You're like, what is the dynamic in that actual workplace? You know, they're not going to just be covering their hands. But in terms of the legalities of it, we. It's us, it's the program that has to provide that savor encouragement. And I'm of the mind.

You have the fiduciary obligation.

Yes, we have the fiduciary wealth. And I'm of the mind that like, sort of like your example and that manager of the retail stores. Like, it's really when people start to see their own money start to grow, that that kernel of the magic of compounding interest can start to. Can start to germinate, right? It can. You can start to see, oh, like, I'm not just going to take this out right now to short term make my life better. I want to continue to ride this. And then maybe we don't expect that all of our participants are going to stay in the calsavers universe forever. We have a Lot of folks that are in agriculture, retail, service industry. Many of those folks may go on to work in jobs that have 401ks or more sophisticated products. And we just know this will hopefully have catalyzed that savings mindset because again, this is trying to improve and address the retirement savings crisis for the whole state. It's really not about getting as much money into our coffers as we can. Like, we just pump all that money right back into our ecosystem.

Right. It's about, it's about creating awareness. Are you seeing with participants that their behavior is changing? Like, are you seeing them try to save more? Be smart about the money, not hopefully leave it alone. Or are people like, what are some of the things you're learning?

They leave it alone. Like, if they don't take it in the first 90 days, then they leave it alone and just go with it. And that's California. That's every other state that runs this program. It's regardless of what saver campaign you put out, there's about 35% of people are like, I'm not going to participate, or hey, I just noticed that my paycheck is a little bit light. Where did that 5% go? Oh, it's this. I'm not going to participate right now, but maybe I'll do it later. So we try to capture that, but once they get going, once sort of like inertia is overcome and you get into the habit, they stick with it. And that's where we have the other. The nice feature that we have is auto escalation. So the default setting for everybody, if they don't choose a different one, is 5% of your paycheck. Then after one year it goes up 1% to 6%, 7 and then 8. That's where current lands. We're actually seeking legislation to increase that to up to 10%. That's, that's a lot better and drives better outcomes. But it wasn't in the initial statute, so we'll have to get that changed.

Well, it's still great that you have it. To have 5%, it goes to 8%. That's pretty material. I mean, I'm sure if you look at this generationally many people didn't save enough. And then how about the defaults? Does it default into mostly being invested in the market.

They default into target date fund. And depending on your age, like if you're younger, it's 90% stocks, 10% bonds. And then slowly the glide path changes as they get older.

What are the demographics of your users? Is it mostly Younger users because they're earlier in their career. Lower income folks.

Yes, it is mostly folks under the age of 45. Our average participant is a 38 year old Hispanic woman. That's our most common. But it's everybody across all kinds of sectors. Biggest sectors again, restaurants, retail and then like medical, like lots of small medical related shops out there. I've learned, I'm learning that have between, you know, one and 10 employees.

I love it. I like the, I mean it's great that you guys have done this and that it's being adopted and you have real usage. I mean it's, even the scale is amazing, right? I think for most companies you'd be like, oh my. Serviceable, addressable markets. You know, I'm halfway to. You're almost halfway there, right? Like I think for a lot of companies you're like, well if I can get 5% of the way there, this will be a good business.

But, but well, we have to be on, I mean like one of the key. I would, I would venture to say and it's not the most, it's not the most glamorous piece, but for sure this is a mandated program. And so this was the original architects. Everybody back to day one in this realized that if we just make this a voluntary offering available to people, frankly you might as well not do that. I mean that exists right now through any bank, credit union, a million other places. Like if you're going to do it as a voluntary thing for people, it's not going to happen. It's not going to happen for the employer and it's not going to happen for the saver. Neither one of them are going to participate. And so my hat's off to the folks that took the initiative to build in the mandate to this. And this is overcoming some political opposition from Dale on, from the previous treasurer, from other stakeholders where anytime you tell somebody that they have to do something, there's going to be resistance to that. And so it took some chutzpah to do that. There are real and meaningful consequences for inaction on the employer's part. If they are adamant in refusing to comply, they neither run our program nor any other eligible program and just refuse to do that, then the penalties are pretty steep. It's $250 per person for whom they fail to facilitate access and then it doubles from there up to $500 more per person. So I mean if you have just 10 employees, and that's the one, that's one year. So 10 employees, we're talking about penalties of $7,500 there, that's not nothing. And it's just going to keep adding up. And so we don't want to be about enforcing compliance. That's less aspirational obviously, but it's absolutely essential. Like you can't rely on just like people looking at data and making the right decisions for themselves. If you could, we would all be thin and healthy and rich.

Right.

I mean like you. If it's not a matter of just knowing what to do, it's having the system set up such that it's easy to do it.

Yeah, I think the reason things like Social Security work is that like, it's like, hey, you're defaulted in, you're like contributing and then you earn the benefit and it just happens automatically and it's pretty efficient.

I came from pension world I I former life, I was working in the California pension systems and that's absolutely a foundational principle is that when you go to work for the state, for example, you don't have a choice. You're in the CalPERS program, you don't have a choice on your contribution rate, you don't have a chance to take it out. I don't care if someone puts a gun to your head, you cannot cash out your pension until you leave that role. So we're not nearly that hard line. But the principles are the same. The principles for successful saving are consistency wise investing and then just time allowing time and allowing the compounding effect to kick in.

Yep, got it. Okay. Well, look, I know we've been, we've been going for a little while here. I think it's great that you know, we've gotten to cover this and congratulations what you've built and seems very material and I'm glad for both the mostly employees. But also I think it's great, you know, to have employers know that they should do this or do it and then you know, participate in this program. And I think it does. One thing I've seen it with money is that like it has a generational impact if you start to save and like, you know, some people will get wealthier and that will help their children and they'll learn the lessons, they'll be more literate, which helps the next generation. I think that's lucky. Any kind of top takeaways or resources you want to point out our audience to around us we have just two.

Other savings programs if we have a couple minutes. Calable is another program that started in 2018 and this is for people with disabilities. So in the past, if you had a disability or you had a child with disabilities, you could only save up to $2,000 in that person's name. And now because of Cal Abel, they can save up to $19,000 in that person's name, in their child's name. So that has created a sense of security as well as, you know, independence and peace of mind, especially for parents with kids with disabilities. So as of January 1st of this year, the date of onset for the disability increases to 46 years old. The prior date was 26 years old, and now 46 years old. Because people do get sick or hurt later on in life. Maybe it could be on the job, it could be others. And so this is a real game changer. So that is my Cal Abel, okay. Program. And then another program that started during COVID or post Covid. The governor and legislature put $2 billion into these Cal Kids accounts.

Okay?

So this is free money for any 1st through 12th grader on free and reduced lunch. They are eligible for $500. If they're a foster youth, another 500, and if they are homeless, another 500. All they have to do is claim it. And it has been so difficult to give away free money when you're the government, because people think, especially now that there's some sort of hook. So you can go to calkids.org, put in your child's student ID number, answer a few questions, and if they're eligible, the money goes into the account. We already know who is eligible, but parents or guardians must claim the account. Also, newborns born after July 1, 2022, they are eligible for anywhere from $75 to $175. And these accounts, you cannot put money in. But we're really encouraging them to open up a scholarship. 529, link the two accounts so that they are encouraged to start saving. So, again, you know, we have four savings programs. We're really, really proud and happy and always pushing them out to the community. So we thank you, Steven, for this opportunity.

No, I appreciate it. Yeah, we'll definitely put links to Cal Savers, Cal Abel. Right. The scholarship stuff. So it's awesome that you're providing this. And hopefully people are taking advantage of it, and hopefully people listening. If, you know folks that could benefit from this, definitely spread the word and point people to this. A lot of folks in our community, they're planning. They're financially literate. They're planning enthusiasts. A lot of them are CPAs and CFPs. There's all kinds of engineers, all kinds of users. David, Anything you want to, you want to shout out.

Yeah, I just want to like reiterate that right now, you know, CalSavers is now the law of the land in California. Okay. Like, again, if you, if you have a job or if you provide jobs, then CalSavers is now part of like the texture of what we need to, how we need to provide and think about our futures. And again, we're happy to have you offer any other qualifying plan. This is about addressing the retirement security crisis. And I would just ask your listeners, you know, if you know anybody who runs a business or if you have, say, like younger kids, younger people that, you know, not kids, it's 18 and over, but younger folks that are early on in their career and if they're working in retail or restaurants or anything like that, they're likely to have an employer who's offering the program. They should get started early. There's, there's just really no downside. We try to make it as easy, as low cost as possible, very competitive with other products out there. So this is, you know, we've, we've move through our rollout phase and this is going to be the way that it works and in full effect for, for the, for in perpetuity, really, here in California.

Awesome. Well, there's new. As an entrepreneur that started multiple companies in California, there's. They're always getting created and it'll be a good vehicle for people to access. So. So that's exciting. Yeah, no, it's great stuff. And you know, by the way, if you guys ever want to offer, you know, financial planning or you. Our tool is, is free for anybody to create their own financial plan. They can get literate. So it can maybe it's a resource for, for you guys as well, and we can look at incorporating these programs in our platform as well. Okay. Well, look with that. So treasurer Maf you want to appreciate hearing your story and taking the time to come on here and talk about CalSavers and David as well, it's great to hear kind of what you're accomplishing and see kind of government in action. So that's cool.

Okay. Thank you. Thank you so much.

Thank you. My pleasure.

Thanks, David. Appreciate it.