Aspen Financial & Insuance Solutions by Mark Cunningham

09/29/2026

Why Your Retirement Strategy Might Be Outdated

Here's a confession: I see a lot of retirement plans that still split money into silos—stocks, bonds, insurance—like they're supposed to solve different problems. But what if they could work together?

Three scenarios I see often:

Scenario 1: I'm in bonds and CDs because I'm afraid of stocks. You're likely losing to inflation. At 2.5% returns, you're losing purchasing power.

Scenario 2: I'm in a 60/40 portfolio and I'm sleeping okay. Good, but are you prepared if the market drops 35% in Year 3 of retirement? That's sequence risk.

Scenario 3: I have an annuity, but I'm worried about money left on the table in up years. Guaranteed income floor = peace of mind. But you might be leaving growth on the table.

What if you didn't have to choose?

Indexed Universal Life (IUL) is designed around a simple principle: participate in market gains, protect against losses.

Your money compounds at 12–13% in good years
Your money stays flat (0% floor) in bad years
You can access this money tax-free via policy loans
Your heirs inherit a death benefit

Combine this with an annuity? You've solved the sequence-of-return puzzle.
I'm not saying IUL is right for everyone. But if your retirement plan forces you to choose between growth and security, we should talk.

What's your biggest concern about retirement income? Reply or message me—I'm here to help.

09/24/2026

One of the biggest retirement decisions people make is when to start Social Security.

The decision feels simple: Claim at 62, 67, or 70?

But here's what most financial advisors miss: Your claiming age isn't just about how much you get each month. It's also about what you pay for Medicare 2 years later.

Here's the pattern I see:

Person A (single) claims Social Security at 62.
Social Security income: $2,000/month
Other income that year: $115K
Medicare hits at 65 → IRMAA Tier 2 → extra $203/month

Person B (single) claims Social Security at 67.
Social Security income: $2,960/month (40% more)
Other income that year: $120K
Medicare hits at 69 → IRMAA Tier 2 OR Tier 3 depending on withdrawal strategy.

The question most people never ask: "What's my total cost—Social Security benefits MINUS Medicare surcharge?" That's the real decision. Not just "Which age maximizes my monthly check?" but "Which age maximizes my net cash flow, tax bill, and Medicare costs combined?"

Most claiming decisions I see are made blind to the Medicare piece. That's the gap I fill. If you're within 5 years of claiming, there's one conversation worth having before you decide.

Send a message to learn more

09/18/2026

I just had a consultation with a couple planning to retire at 66.
Their advisor had optimized for tax brackets and RMDs. Smart work.
But nobody had looked at IRMAA.

Here's what happens:
💰 Income from pension, investment accounts, and Social Security = $285k combined
📍 That puts them in IRMAA Tier 2 for Medicare (2026)
❌ Instead of $203/month in standard premiums, they pay $406/month (combined)
❌ That's an extra $2,436 in Medicare costs for that year

Now here's the thing: IRMAA recalculates EVERY YEAR based on current income. So their premiums move year-to-year based on their actual income from 2 years ago. This couple could reduce their IRMAA in the coming years by adjusting withdrawal strategy.

It didn't have to be this way. If they'd shifted $30k from taxable accounts to Roth conversions during years 63-64, they'd have landed below the Tier 2 threshold at $274k. Annual Medicare costs would drop by $1,464—and they'd have MORE retirement flexibility in the process.

This is the invisible tax. It's in the numbers. It's predictable. But it only gets fixed if someone's looking for it.

IRMAA planning isn't optional for clients over $200k household income. It's as important as tax planning and income sequencing. If your retirement plan isn't stress-testing against IRMAA thresholds, you're leaving money on the table every single year.

2026 Thresholds:

Single: $109,000 ← Tier 1 triggers here
Married: $218,000 ← Tier 1 triggers here
Single: $137,000 ← Tier 2 triggers here
Married: $274,000 ← Tier 2 triggers here
Surcharges: $81–$487/month depending on income tier

Want the full breakdown? I've got a one-page guide that maps all 5 tiers and the planning levers that actually work.

Send me a message and I'll send it your way.

Send a message to learn more

09/14/2026

This happened to one of my clients, and I want to share it because I think it’ll help someone reading this.

Tom (not his real name) is 65 and just enrolled in Medicare. He did really well in 2024—got a promotion, made a bonus, picked up some consulting work. His income hit $145K that year.

Great year financially. He was happy about it.

Two weeks into Medicare enrollment, his bill arrives. He’s expecting the standard $202/month for Part B.

The bill shows $405/month.

He calls me confused. “Mark, what is this? Did they make a mistake?”

No mistake. It’s IRMAA—Income-Related Monthly Adjustment Amount. A Medicare surcharge based on the income he reported on his 2024 tax return.

Because his income was $145K in 2024, Medicare is charging him an extra $203/month starting right now.

The lesson? Before you take a big bonus, before you take IRA distributions, before you make ANY income decision at age 63 —know what your Medicare costs will be TWO YEARS LATER.

Because the decision you make could cost you starting at 65.

If you’re thinking about claiming soon, let’s talk. No obligation. Just the numbers.

09/09/2026

Are you maximizing your Social Security and Medicare benefits? Many people leave thousands on the table by not understanding their options. I specialize in retirement income planning—helping you navigate Social Security claiming strategies and Medicare enrollment to build the retirement security you deserve. Whether you're asking "When should I claim?" or "Which Medicare plan is right for me?" I can help you compare options and create a personalized plan. Schedule your complimentary consultation today and let's talk about your retirement. Call (970) 800-3616 or visit www.afisolutionsllc.com.

08/20/2026

What if better employee benefits didn’t require a bigger benefits budget?

Virtual benefits can give employees convenient access to valuable healthcare resources—wherever they live or work.

Available options may include:
• Virtual care access
• Prescription support
• Mental health resources
• Simple, employer-friendly enrollment

If you’re a business owner looking for practical ways to support your employees and strengthen your benefits package, let’s talk.
Send me a message for a complimentary, no-pressure conversation about the available options.

08/17/2026

If the market dropped tomorrow, would your retirement plan still do its job?

Annuities and Indexed Universal Life insurance—often called IUL—can help address different financial concerns:

• Annuities may provide protected growth and guaranteed lifetime income.

• IUL can provide lifelong death-benefit protection while building cash value based partly on the performance of a market index, subject to policy terms, caps, and costs.

These strategies aren’t right for everyone, and they aren’t interchangeable. The key is understanding how each may fit into your complete financial picture—not buying a product simply because it sounds attractive.

Would you like to know whether either strategy deserves a place in your retirement plan? Let’s have an educational, no-pressure conversation.

What matters most to you: lifetime income, protecting your family, or leaving a legacy?

08/10/2026

Your company may be leaving $68,000 on the table for every 100 employees.
That's the annual employer savings available through a virtual healthcare benefit program that costs neither the employer nor the employee anything.
Here's the mechanism:
IRC Section 125 allows US W-2 employees to redirect a portion of their compensation on a pre-tax basis. The resulting F**A payroll tax savings — for both employer and employee simultaneously — fully fund a comprehensive virtual healthcare benefit.
What the benefit covers:
✅ Virtual urgent care
✅ Virtual primary care — 24/7
✅ Behavioral health & counseling
✅ 200+ prescription medications
✅ LabCorp & Quest Diagnostics access
✅ Extends to immediate family members
All at $0 copay. No new employer cost.
Scale it up:
100 employees → ~$68K employer savings / ~$136K employee pay increases
500 employees → ~$340K / ~$680K
1,000 employees → ~$680K / ~$1.36M
Works for any US employer with W-2 staff. Any industry. Works alongside existing benefits.
If you've never heard of this, you're not alone — and I'd be glad to show you what the numbers look like for your specific company.
📎 Full one-pager attached. Message me or call 970-342-0707.

07/30/2026

A stronger financial future starts with a clear strategy.

Are you confident that your current financial plan is protecting your family, preparing you for retirement, and helping you make the most of the opportunities available to you?

At Aspen Financial and Insurance Solutions, I provide personalized guidance in:

• Indexed Universal Life (IUL) insurance
• Annuities and retirement-income strategies
• Social Security benefit analysis
• Medicare guidance

Every plan begins with your goals, your family, and the future you want to build. If you have questions—or simply want a clearer understanding of your options—let’s start a conversation.

Send me a private message to schedule a complimentary, no-pressure consultation.

Mark Cunningham
Aspen Financial and Insurance Solutions

07/27/2026

Are you looking for a smarter way to attract better employees, retain top talent, and enhance your benefits package without increasing payroll costs?

Qualified businesses with 25+ W-2 employees may be eligible for a nationwide benefits solution that works alongside existing major medical coverage. Employees and eligible family members can receive access to virtual urgent care, primary care, behavioral health support, prescription savings, diagnostic testing, healthcare advocacy, wellness coaching, and more—with $0 copays.

This program can help businesses:
• Improve employee retention
• Stand out when recruiting
• Support a healthier, more productive workforce
• Provide benefits employees can use throughout the year
• Potentially help employees take home more pay

Eligibility requirements apply. Contact Mark Cunningham to learn whether your business qualifies.

Call or text: 970-342-0707
Email: [email protected]