June/July 2025 NARFE Magazine by NARFE

MEMBERSHIP HAS ITS PERKS

JUNE/JULY 2025

COVER STORY

PAGE 20

On March 27, the White House issued an executive order directing numerous agencies that employ more than half of the federal civilian workforce to terminate their collective bargaining agreements in force and cease participation in grievance procedures. In addition to agencies with clear security ties, such as Department of Defense, it includes many others, including the Treasury Department, all agencies within the Department of Health and Human Services, Environmental Protection Agency, the National Science Foundation, and the General Services Administration.

“President Trump is taking action to ensure that agencies vital to national security can execute their missions without delay and protect the American people,” said a Fact Sheet released by the White House March 27. “The President needs a responsive accountable civil service to protect our national security. Certain federal unions have declared war on President Trump’s agenda.”

OPM also issued guidance telling agencies to end union rights and union contracts and shut down grievance procedures

On March 31, the NTEU filed a lawsuit in federal court seeking to block implementation of the executive order, contending its reach far exceeded any permissible national security exemption under the Civil Service Reform Act.

a continuation of the administration’s efforts to deny the American people the vital services that these talented civil servants provide by making it easier to fire them without any pushback from their union advocates.”

NTEU’s lawsuit says that the order eliminating union rights for much of the federal workforce is in direct conflict with the law that Congress passed specifically to facilitate and strengthen collective bargaining in the federal sector.

Given federal unions’ limited scope of bargaining, Morrow questions the purpose of the Administration’s efforts.

“Why are they still against federal unions that can't strike, and when we have to go through Congress for any changes to our wages or benefits, unlike the private sector,” Morrow asks. “Perhaps they dislike unions because we are often the whistleblowers when there's nefarious stuff going on. That's really what this is all about.”

JUNE/JULY 2025

VOLUME 101 ★ NUMBER 5

EDITORIAL DIRECTOR

Jenn Rafael

CREATIVE SERVICES MANAGER

Beth Bedard

SENIOR CONTENT MANAGER

Matt Sanderson

ADDITIONAL GRAPHIC DESIGN TGD

EDITORIAL BOARD

William Shackelford, Cindy Reneé Blythe

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NATIONAL OFFICERS

WILLIAM SHACKELFORD President; natpres@narfe.org

CINDY RENEÉ BLYTHE Secretary/Treasurer; natsectreas@narfe.org

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REGIONAL VICE PRESIDENTS

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REGION II Paul Schwartz (Delaware, District of Columbia, Maryland, New Jersey and Pennsylvania) Tel: 240-838-2200

Email: schwartzpaul02@gmail.com

REGION III Lynn Harper (Alabama, Florida, Georgia, Mississippi, South Carolina and Puerto Rico) Tel: 478-951-3260

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REGION IV Ed Konys (Illinois, Indiana, Michigan, Ohio and Wisconsin) Tel: 937-207-6087

Email: rvpkonys@outlook.com

REGION V Linda Sawvell (Iowa, Kansas, Minnesota, Missouri, Nebraska, North Dakota and South Dakota) Tel: 563-340-4823

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REGION VI Patsy Ashton (Arkansas, Louisiana, Oklahoma, Republic of Panama and Texas) Tel: 504-452-3870

Email: rvp6@narfe.org

REGION VII Sharon Reese (Arizona, Colorado, New Mexico, Utah and Wyoming) Tel: 575-649-6035

Email: sreese346@gmail.com

REGION VIII John Almquist (California, Hawaii, Nevada and Republic of Philippines) Tel: 949-246-4378 Email: almquistjw@yahoo.com

REGION IX Steven Roy (Alaska, Idaho, Montana, Oregon and Washington) Tel: 425-344-3926

Email: stevenroy1@yahoo.com

REGION X Robert Allen (Kentucky, North Carolina, Tennessee, Virginia and West Virginia) Tel: 757-404-3880 Email: rvp10@narfe.org

NARFE Magazine (ISSN 1948-4453) is published monthly except in February and July by the National Active and Retired Federal Employees Association (NARFE), 606 N. Washington St., Alexandria, VA 22314. Periodicals postage paid at Alexandria, VA, and additional mailing offices. Members: Annual dues includes subscription. Nonmember subscription rate $48. Postmaster: Send address change to: NARFE Attn: Member Records, 606 N. Washington St., Alexandria, VA 22314. To ensure prompt delivery, members should also forward changes of address without delay. Because of the volume involved, NARFE cannot acknowledge nor be responsible for unsolicited pictures and manuscripts, although every reasonable precaution is taken. All submissions become the property of NARFE. Copyright © 2025, NARFE. Advertisements in the magazine are not endorsements of products and/or services by NARFE, unless officially stated in the ad. We shall accept advertising on the same basis as other reputable publications: that is, we shall not knowingly permit a dishonest advertisement to appear in NARFE Magazine, but at the same time we will not undertake to guarantee the reliability of our advertisers.

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NARFE’S MISSION STATEMENT

To support legislation and regulations beneficial to federal civilian employees and annuitants and potential annuitants under any federal civilian retirement system and to oppose those detrimental to their interests.

To promote the general welfare of federal civilian employees and annuitants and potential annuitants, to advise and assist them with respect to their rights under retirement, health and other employee and retiree benefits laws and regulations, and to represent their interests before appropriate authorities.

To cooperate with other organizations and associations in furtherance of these general objectives.

Remembering NARFE’s First Half of 2025

The 40-year battle to repeal the Windfall Elimination Provision (WEP) and the Government Pension Offset (GPO) concluded with the signing of the Social Security Fairness Act on January 5, 2025. Individuals who qualify for the additional benefits are now receiving these payments. The successful passage of the Social Security Fairness Act has also provided the opportunity for scammers to take advantage of these same individuals. Please remain vigilant and be aware that the Social Security Administration will not contact individuals by e-mail or telephone. Be certain of the exact source of the inquiry before you respond. Protect yourself!

The current administration continues its efforts to trim the size of the federal government. There are a variety of opinions on these efforts, but I believe there is a consensus on which we can all agree, and that any methods to attain a better and more responsive government bureaucracy should not have a devastating impact on families and their daily lives.

Through partnership with similar organizations, NARFE is trying to assist active federal employees and protect the earned rights and benefits of all individuals. Judicial remedies are sought through the litigation process, and through meetings with members from both parties in Congress, NARFE is seeking bipartisan solutions. One positive result from the administration’s actions is that the NARFE name is receiving more exposure, and our organization is experiencing a gain in new members.

As you read my column this month, many federations are finishing their 2025 conferences. Moving forward from these conferences, everyone needs to be prepared for the congressional summer recess.

The best way for NARFE members to gain insight on contacting their congressional representatives is to participate in our upcoming national legislative training event known as LEGcon25. The exceptional NARFE advocacy staff will provide valuable information and training to the LEGcon25 registrants that will assist them in making their representatives aware of the issues facing all active federal employees, retirees and annuitants. During LEGcon25, registrants will have the opportunity to meet virtually with their congressional representatives or their staff members. LEGcon25 training will also be very beneficial during Grassroots Advocacy Month in August.

In December 2024, the National Executive Board (NEB) held its first fully hybrid meeting. All members of the NEB were present in the conference room at NARFE headquarters. Through the use of improved technology, NARFE members were able to see and hear all of the participants in the meeting. The next opportunity to conduct a hybrid meeting will be in August, when the biennial joint NEB and Federation Presidents’ meeting will be held at the Hyatt Regency in Indianapolis. I plan to bring the NEB portion of the event to all NARFE members. Stay tuned for more details.

From the staff and officers at NARFE, thank you for your membership. Enjoy your summer and stay safe.

WILLIAM SHACKELFORD NARFE NATIONAL PRESIDENT natpres@narfe.org

Share the Number of Feds in Your State with Lawmakers

An important part of grassroots advocacy is ensuring that a member of Congress is aware of the number of federal employees,

MISS A WEBINAR?

CATCH UP on past NARFE Federal Benefits Institute presentations in NARFE’s Webinars On Demand, where you’ll find videos, slides and transcripts of question-and-answer sessions for webinars dating back to January 2019. View them at www.narfe.org/webinar-archive

retirees and annuitants residing in their district. This enables your representatives or senator to better understand how pressing issues impact their constituents,

ORIGINS OF JUNETEENTH

On June 19, 1865, 250,000 still-enslaved Texans learned from Union soldiers that they were free— months after the Civil War ended, and more than two years after President Abraham Lincoln issued the Emancipation Proclamation. Read about how Juneteenth became a federal holiday at www. narfe.org/juneteenth.

as well as educate them about the size and influence of the federal and postal communities. Share this information and fact sheets whenever you meet with legislators and their staff. To find out the population of federal employees and retirees for your state, visit www.narfe.org/states. GET THE WORD OUT ABOUT LEGCON25

New promotional flyers are available to download from the NARFE website at https://www.narfe. org/officer-resources/all-forms-by-form-number/ You can also order printed copies of the 2-sided flyer using the online order form at https://www. narfe.org/officer-resources/f-18-requisition/

READ NARFE MAGAZINE ONLINE

NARFE’s website now offers a digital flipbook of this an previous issues at www.narfe. org/magazine-issues. Read the magazine online on your computer, phone or tablet, or download it to browse later.

FIND A CHAPTER NEAR YOU

A NARFE chapter is your local connection to NARFE. With more than 700 chapters nationwide, there’s a good chance you’ll find one close to home wherever you are. To locate a chapter near you, visit www.narfe.org/chapters.

IThreats to Federal Benefits Remain Under Consideration

n April, Congressional Republicans continued to work towards passage of legislation to extend or enact trillions in tax cuts, increase spending on border security, immigration enforcement and national defense, offset by some degree of spending cuts, including potentially billions in cuts to earned federal retirement and health benefits.

Prior to enacting such legislation, the two chambers needed to agree on a joint congressional budget resolution—in this case, H.Con.Res.14—that provides the outlines and procedural framework for enacting their legislative priorities via the budget reconciliation process. That process has certain limitations, but it avoids the

60-vote threshold to end debate in the Senate, allowing partisan legislation to pass when a single party occupies both chambers and the presidency.

NARFE has opposed H.Con. Res.14, both the original House-passed version, and the amended Senate version, due to its instructions to the House Committee on Oversight and Government Reform to cut at least $50 billion in mandatory spending from programs

MONTH ACTION ALERT: URGE MEMBERS OF CONGRESS TO PROTECT FEDERAL BENEFITS!

Visit NARFE’s Legislative Action Center at www.narfe.org to send a message to your lawmakers urging them to protect federal benefits from cuts via budget reconciliation legislation. Currently, the House-passed budget resolution would unfairly scapegoat the federal community with spending cuts to offset the cost of their tax and spending policy priorities. These cuts could include shifting the Federal Employee Health Benefits (FEHB) program to a voucher model, which would cost employees and annuitants thousands of dollars more for their health coverage, as well as increasing the employee contribution into the Federal Employee Retirement System (FERS) with no added corresponding benefits and reducing the rate of return on the Thrift Savings Plan’s (TSP) G Fund. Visit narfe.org/advocacy/legislative-action-center/ to contact your elected officials today to tell them that federal employees and annuitants should NOT shoulder the consequences of their political agenda!

within its jurisdiction, which would target federal retirement and health benefits as the primary source of savings.

The House passed its original version of the bill in February. The Senate then took up and passed an amended version of the resolution, passing it by a 51-48 vote on April 5.

The Senate version retained the $50 billion instruction to the House Committee on Oversight and Government Reform but reduced its floors for spending cuts in the Senate. The Senate’s potential limits on spending cuts raised the opposition of the most conservative members of the House. This caused a slight delay in passage of the Senate’s amended version, but conservative holdouts presumably received the necessary assurances to approve the resolution, as it passed by a 216-214 vote on April 10.

In a letter to the House in opposition to the House resolution, NARFE National President William “Bill” Shackelford argued: “At

MYTH VS. REALITY

MYTH: If I am granted Voluntary Early Retirement Authority (VERA) or Voluntary Separation Incentive Payment (VSIP), I am automatically entitled to continue my Federal Employee Health Benefits (FEHB) program coverage into retirement.

REALITY: According to the Office of Personnel Management, in order to continue FEHB coverage in retirement, employees retiring under VERA or VSIP must have been covered under FEHB:

• For the last five years of their federal civilian service, or

• If less than five years, the employee had to have been covered for all services since eligible for benefits.

There are some exceptions to these rules, and OPM may provide waivers for individuals to retain health benefits in retirement if they do not meet these conditions.

a time when the current administration is conducting massive and indiscriminate reductions in force and attempting to eliminate—or at least greatly erode—the meritbased civil service system, cuts to federal benefits would pile onto an already beleaguered and under-assault workforce, further undermining the appeal of public service on behalf of this nation.”

Specific proposals that could be enacted pursuant to the budget resolution include the following:

• Shifting substantial health care costs onto enrollees, by changing the Federal Employee Health Benefits program’s premium share model to a voucher system where the government would pay a flat amount that would not increase at the same rate as premiums,

• Requiring all Federal Employee Retirement System (FERS) employees to contribute 4.4% of their salary towards retirement with no additional benefit, a substantial increase from the

current 0.8% contribution for pre-2013 hires.

• Ending annuity supplement payments for FERS retirees who retire before age 62,

• Basing annuities of future retirees on a High-5 instead of the current High-3,

• More options are aimed at middle-class public servants. These proposals that would either (i) reduce the value of hard-earned federal retirement benefits promised to federal employees in exchange for their service to this country, breaking the government’s end of the bargain after the work has been performed; (ii) effectively reduce the take-home pay or overall compensation of current federal employees, hampering the government’s ability to recruit and retain valuable employees necessary to ensure effective government operations; (iii) undermine the merit-based system that guards against the politicization and corruption of the civil service; or (iv) combine elements of the above.

—BY JOHN HATTON, STAFF VICE PRESIDENT, POLICY AND PROGRAMS

NARFE GRASSROOTS ADVOCACY

LEARN MORE about how you can take action to protect your earned pay and benefits by reviewing NARFE Grassroots materials at www.narfe.org/advocacy

Let’s Come Together: Understanding the Importance of Constituent Meetings

As we prepare the final details ahead of LEGcon25 and NARFE’s day of advocacy, we recognize a cynical thought that has likely crept its way across the consciousness of many at least once: “Does meeting with my members of Congress, whether in-person or virtually, even matter?” While it is easy to think that only large corporations and elite billionaires have sway in the legislative process, the truth of the matter paints a very different reality.

In Richard Fenno’s work, “Home Style: House Members in Their Districts,” he followed 18 members of Congress to their respective areas for over 100 days, observing the interactions between representatives and their constituents, and drew the conclusion that there was significant importance assigned to the relationship between a legislator and their constituents, and further concluded that the legislator emphasized the value even more so. This value was even conveyed to staffers, as 94% of congressional staff surveyed at the time said that an “in-person visit from a constituent” would have some or a lot of influence, and 92% surveyed said that an “individualized email message” from a constituent had some or a lot of influence.

Despite this, only 11% of voters during Fenno’s time believed that the average member of Congress even listened to their constituents, highlighting a significant disparity between how representatives prioritize their constituents and how constituents perceive their level of priority.

Knowing this, it is crucial that NARFE members resist pessimism, follow best practices in their interactions, and conduct their research before the meeting. A significant error that is often committed when meeting with your member’s office is being displeased with meeting with a staffer versus the member. While in an ideal world, every constituent would always have the opportunity to meet with their elected representative, that is not feasible given the number of constituents and time constraints. Therefore, there will be times when a member must delegate a meeting to their staff. While this may seem like a member is “brushing off” their duty to their constituents, it can often be advantageous, as staffers are typically assigned to various policy areas and serve as a consultant to the member on those topics. So, while members are usually expected to be concerned with all areas of legislation, they lean heavily

on their specialized staffers, so being able to plead your case to the most-relevant staff member you are speaking to someone whose concentration is tailored to your issue and will later counsel your member directly!

On the other hand, whether meeting with staff or the member, it is also your responsibility to be informed about the member, especially their committees, voting record, and the broader demographics of your district. A member who does not sit on the Committee on Agriculture and represents an urban city is likely not engaged in the Farm Bill in its earliest stages. Being aware of where your member yields power and how they have historically stood on issues allows you to tailor your specific asks to be most effective, and you can usually do this homework using their website.

With these points in mind, whether you are joining us at LEGcon25 (registration is still open) or plan to engage in grassroots activity on your own time, NARFE hopes you will use your voice to be a powerful advocate for yourself and your federal family. Now, more than ever, our community needs to be informed, united, and engaged!

—BY NICOLE BLACKSTONE, GRASSROOTS AND POLICY MANAGER

Continuing Resolution Extends Funding for the Fiscal Year

In March, Congress approved a continuing resolution (CR) that extended fiscal year 2024 funding levels through the end of fiscal year 2025, with a few modifications. These include a $6 billion increase in defense spending and a $13 billion reduction in nondefense spending. The bill, H.R. 1968, passed both chambers primarily along party lines. In the House, the vote was 217-213, with all Republicans except Rep. Thomas Massie, R-KY, voting in favor and all Democrats except Rep. Jared Golden, D-ME, voting against. In the Senate, the bill passed 54-46, with all Republicans except Sen. Rand Paul, R-KY, supporting it and all Democrats except Sens.

Angus King, I-ME, and Jeanne Shaheen, D-NH, opposing it.

After the House passed the bill, it remained uncertain whether enough Democratic senators would vote to invoke cloture, ending debate and allowing the bill to pass. That uncertainty persisted until Senate Minority Leader Chuck Schumer, D-NY, announced his support for the bill, stating that backing it was necessary to avoid a shutdown. He argued it would prevent giving President Donald Trump more authority and preserve legal constraints currently being used to challenge Trump’s actions in the courts. However, Schumer’s decision faced strong opposition from

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many House Democrats and Senate Democrats who favored a 30-day continuing resolution to allow for further negotiations and the possibility of establishing limits on the Trump Administration’s actions. In the end, ten Democratic senators joined 52 Republicans in voting to invoke cloture, clearing the path for consideration of the Republican-led House bill.

Before the Senate’s consideration, NARFE National President William “Bill” Shackelford sent a letter to senators urging them to work toward a bipartisan agreement to prevent a government shutdown, which would have occurred without the passage of the House-passed continuing resolution (CR) or the Democrats’ short-term alternative.

—BY MISSY LOVE, POLICY AND PROGRAMS ASSOCIATE

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LEGISLATIVE RESOURCES

NARFE NewsLine – A weekly newsletter that goes out to NARFE members on Tuesdays and includes weekly recaps of legislative news, compiled by NARFE’s advocacy and communications teams.

LEGISLATIVE ACTION CENTER – A one-stop site to send a letter to Congress, and more, at www.narfe.org

NARFE Lawsuit Secures Preliminary Injunction

Prohibiting DOGE Access to Personal Data

In response to a lawsuit and request from the National Active and Retired Federal Employees (NARFE) and other plaintiffs, on March 24, the United States District Court for the District of Maryland issued a preliminary injunction prohibiting the Department of Education (ED), the Office of Personnel Management (OPM), and the Department of Treasury (DOT) from disclosing the sensitive personal information to certain employees affiliated with the Department of Government Efficiency (DOGE).

“Today, the Court reaffirmed that DOGE affiliates have not demonstrated a need to access

Americans’ highly sensitive and private data to do their jobs. As we make our case in court, this ruling protects Americans’ right to privacy from people who may not have appropriate authority to access it and who may not be using it properly or with adequate safeguards,” said Kristy Parker, Counsel at Protect Democracy, who represents the plaintiffs.

The Court ruled that NARFE’s claims would likely be successful. NARFE and co-plaintiffs argued that ED, OPM, and DOT violated the Privacy Act by granting DOGE affiliates unauthorized access to systems containing sensitive personal information, including Social

WEP/GPO Repeal Payout Begins

The Social Security Administration (SSA) announced on February 25, 2025, that it will begin distributing retroactive and new monthly benefits to individuals affected by the Windfall Elimination Provision (WEP) and Government Pension Offset (GPO) provisions by the end of February 2025.

Eligible recipients began to receive retroactive benefits as a one-time payment in March 2025. It is important to remember that regular Social Security benefit payments are always one month behind.

Therefore, most recipients started receiving their increased benefit amounts in April 2025 for the payment period of March 2025.

The retroactive benefits will cover the period January 2024 through the month of accrual (February 2025 for most). The SSA is sending several letters to beneficiaries outlining the changes to their benefits, including the removal of WEP and GPO, as well as the details of their adjusted monthly benefits.

If you are already receiving benefits and have been affected by either of the provisions before

Security numbers, bank account information, health records, and other private data.

“This preliminary injunction protects against the abuse of the personal data of federal employees and retirees, including those who have worked in sensitive and secure positions on behalf of their country, by DOGE affiliates who have no need to access the data to perform their duties,” said NARFE National President William Shackelford. At press time, the 4th Circuit Court of Appeals stayed the preliminary injunction pending appeal.

—BY JOHN HATTON, STAFF VICE PRESIDENT, POLICY AND PROGRAMS

the Social Security Fairness Act was passed, there is no further action required on your part, apart from ensuring that the SSA has your current mailing address and direct deposit information on file.

The SSA has requested that beneficiaries wait until April to contact them regarding the status of retroactive and new monthly benefits. If you have not received a letter or increased benefits that you believe you are eligible for, you should contact the SSA to inquire about the status.

—BY ELLIE DORSEY, FEDERAL BENEFITS INSTITUTE MANAGER

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NARFE safeguards the earned pay and benefits of America’s five million federal workers, retirees, their spouses, and survivors. NARFE is YOUR legislative voice and tireless advocate.

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FEDERAL BENEFITS

H.Con.Res.14: Establishing the congressional budget for the United States Government for fiscal year 2025 and setting forth the appropriate budgetary levels for fiscal years 2026 through 2034 / Rep. Jodey Arrington, R-TX

Sets federal government spending levels and instructs committees to reduce or increase deficits via changes in taxes and spending under their jurisdictions. Instructs the Committee on Oversight and Government Reform, which has jurisdiction over federal employment benefits, to reduce deficits by $50 billion.

Passed by the House of Representatives by a 217-215 vote. 2/25/25

Senate-amended version (retaining relevant provisions that could impact federal benefits) passed by the Senate by a 51-48 vote. 4/5/25.

Senate-amended version (retaining relevant provisions that could impact federal benefits) passed by the House of Representatives by a 216214 vote. 4/10/25

FEDERAL PERSONNEL POLICY

FEDERAL COMPENSATION

H.R.492/S.134: Saving the Civil Service Act of 2025 / Rep. Gerry Connolly, D-VA-11 / Sen. Tim Kaine, D-VA

Cosponsors:

H.R. 492: 66 (D) 2 (R) S. 134: 19 (D) 2 (I)

H.R. 493/ S. 126: The Federal Adjustment of Income Rates (FAIR) Act / Rep. Gerry Connolly, D-VA-11 / Sen. Brian Schatz, D-HI

Cosponsors:

HR 493: 25 (D) 1 (R) S. 126: 12 (D) 1 (I)

Prohibits the establishment of schedule F of the excepted service, to ensure merit-based hiring and firing of civil servants.

Provides federal employees with a 3.3 percent across-the-board pay raise in 2026, plus a 1.0 percent average increase to locality pay rates.

Referred to the House Committee on Oversight and Governmental Reform 1/16/2025

Read twice and referred to the Committee on Homeland Security and Governmental Affairs. 1/16/2025

Referred to the House Committee on Oversight and Accountability 1/16/2025

Read twice and referred to the Committee on Homeland Security and Governmental Affairs 1/16/2025

FEDERAL ANNUITIES

H.R. 491 /S.624: Equal COLA Act/ Rep. Gerry Connolly, D-VA-11 / Sen. Alex Padilla, D-CA

Cosponsors: H.R. 491: 44 (D) S. 621: 8 (D) 2 (I)

CORRECTIONS

Provides full cost-of-living adjustments, based on the relevant change in consumer prices, to Federal Employees Retirement System annuities.

Referred to the House Committee on Oversight and Government Reform 1/16/2025

Read twice and referred to the Committee on Homeland Security and Governmental Affairs. 02/18/2025

NARFE’s Position: Support Oppose No position

In the April 2025 article titled “State Tax Treatment of Federal Annuities,” New Hampshire’s interest and dividend tax was repealed effective Jan. 1, 2025. Kansas no longer has an income limitation to exempt Social Security, per a new state law signed on June 20, 2024. For Maine, the 2024 tax year pension deduction is $45,864. NARFE regrets these errors.

Inogen® Portable Oxygen Concentrators

Inogen POCs may provide patients with peace of mind to leave the home, freeing them from managing heavy, awkward tanks.

An Inogen POC can travel with you, because it is powered by rechargeable battery or any AC or DC power source.

PM230524 EN_EX_USA

859 Ward Drive, Suite 200, Goleta, CA 93111

Inogen® is a trademark of Inogen, Inc. The usage of any Inogen, Inc. trademark is strictly forbidden without the prior consent of Inogen, Inc. All other trademarks are trademarks of their respective owners or holders.

1With fully charged battery or access to a power source

USES: The Inogen Portable Oxygen Concentrator provides a high concentration of supplemental oxygen to patients requiring respiratory therapy on a prescriptive basis. It may be used in home, institution, vehicle, and various mobile environments. DO NOT USE IF: This device is not intended to be used in any way other than described in the indications for use. Do not use in parallel or series with other oxygen concentrators or oxygen therapy devices. This device is to be used as an oxygen supplement and is not intended to be life sustaining or life supporting. ONLY use this product if the patient is capable of spontaneous breath, able to inhale and exhale without the use of a machine. The conserving, or pulse dose, oxygen delivery technique used by this device is contraindicated in persons whose breathing during normal resting would be unable to trigger the device. Proper device triggering, setup and operation must be confirmed by an experienced clinician or other respiratory professional. Not for pediatric use. Not for use by tracheotomized patients. WARNINGS: The device produces enriched oxygen gas, which accelerates combustion. Do not allow smoking or open flames within 2m (6.56ft) of this device while in use. If you feel ill or uncomfortable, or if the concentrator does not signal an oxygen pulse and you are unable to hear and/or feel the oxygen pulse, consult your equipment provider and/or your physician immediately. If you are unable to communicate discomfort, you may require additional monitoring and or a distributed alarm system to convey the information about the discomfort and or the medical urgency to your responsible caregiver to avoid harm. Use only spare parts recommended by the manufacturer to

and

REDUCTION IN FORCE

QTHE FOLLOWING QUESTIONS & ANSWERS were compiled by NARFE’s Federal Benefits Institute experts. NARFE does not provide legal, financial planning or tax advice or assistance.

I am 52 years old and have a little over 19 years of service. I will complete 20 years of service in August. I am wondering if I lose my job due to a significant reduction in force (RIF), can I use annual leave or sick leave to reach the 20-year mark required to retire under a discontinued service retirement?

ADiscontinued service retirement (DSR) is available under the following conditions:

• Age 50 and 20 years total creditable service, or

• Any age and 25 years total creditable service, and

• You are the subject of an involuntary action (such as job abolishment or reassignment to a position in a different commuting area), and

• You have not received an offer of another position at or within two grades below your present position in the same local commuting area.

According to OPM, if you are scheduled to be separated by RIF, you can use your accumulated annual leave to remain on your agency’s rolls past the RIF effective date if doing so would allow you to reach your first retirement eligibility date or Federal Employee Health Benefits carryover eligibility. You must have enough annual leave to cover the period from the RIF effective date to the first date you meet the minimum age and service criteria for CSRS or FERS retirement (as applicable).

The accumulated annual leave balance generally includes all yearly leave in your account as of the RIF effective date, plus the annual leave earned while you are on leave between the RIF effective date and your first retirement eligibility date. If you wish to exercise this option, please consult with your human resources office to determine the necessary procedures.

NOTE: Accrued and unused sick leave may not be used to meet either of the service requirements noted above. If an employee has a minimum of five years of creditable civilian service, creditable military service may also be used to meet the remaining service requirement necessary for a DSR.

VOLUNTARY EARLY RETIREMENT AUTHORITY

QI have decided to take early retirement under a Voluntary Early Retirement Authority (VERA) opportunity offered by my agency. I understand that I will receive an immediate annuity under FERS for the rest of my life. My confusion is that I am unclear about the second check, called the FERS Supplement. Will I receive the supplement payment from OPM in retirement as well?

AFERS retirement consists of three unique components: the FERS basic retirement benefit, Social Security retirement, and the Thrift Savings Plan (TSP). The FERS Special Retirement Supplement is designed for federal employees who retire before becoming eligible for Social Security retirement benefits at age 62. It was designed to provide a “bridge” to fill the gap between retirement and age 62 when you are too young for Social Security retirement benefits. To be eligible for the

FERS Supplement, you must retire under one of the following circumstances:

• Retire at your minimum retirement age (MRA) with 30 or more years of creditable service.

• Retire at age 60 or with at least 20 years of creditable service; or

• Retire under one of the special retirement provisions for firefighters, law enforcement officers, or air traffic controllers

The FERS SRS is payable to an employee who retires under a VERA; however, it is not payable until you reach your MRA. For example, if your MRA is 57 (for individuals born in 1970 and later) and you retire at age 54, then you will receive the FERS annuity immediately, but you will not receive the FERS Supplement until you reach age 57 and be included with your monthly FERS benefit payment from OPM. The FERS Supplement payment will continue until age 62, after which it will cease. Your FERS annuity will continue for the rest of your life.

NOTE: The FERS Supplement can decrease or stop earlier than age 62. Let me explain, the FERS Supplement portion of your monthly payment is subject to an annual earnings test. Each year, you will receive the FERS Annuity Supplement Survey in the mail (be sure to keep your address up to date!) to determine if you earned more than the annual earnings limit amount, which is $23,400 for 2025. The SSA sets this limit. If you earn more than this amount, your supplement will be reduced by $1 for every $2 you go over the limit. Your annuity is not affected. To learn more about the SRS, see OPM Publication RI 90-8, Information for FERS Annuitants at https://www.opm.gov/ retirement-center/publications-forms/pamphlets/ ri90-8.pdf

SEVERANCE PAY

QIf I receive a severance payment from my agency at separation, is it taxable?

AYes. Severance payments and unemployment compensation are considered taxable income. Severance pay is taxable in the year that you receive it. According to OPM, “Severance payments are subject to appropriate deductions for income and Social Security taxes.” Your agency payroll office will include this amount on your Form W-2 and will withhold appropriate federal and state taxes.” For more information, see the “Fact Sheet

on Severance Pay” that can be found at https:// www.opm.gov/policy-data-oversight/pay-leave/ pay-administration/fact-sheets/severance-pay/.

TRICARE

QIf I am covered under TRICARE Prime through my military spouse and have my FEHB as a federal employee (my spouse is also covered under this), does TRICARE require enrollment in Medicare A and B to continue coverage past age 65? Is there any reason why we would want to keep my FEHB as well when I retire? If I understand correctly, if I drop my FEHB after retiring and sign up for Medicare Part B at 65, I will no longer be eligible for FEHB again, correct? Would there be an option to “suspend” (not drop or resign) my FEHB while retired and use my Tricare and Medicare Part A and B?

AIf you cancel your FEHB coverage after retirement as a retiree, you will no longer be entitled to coverage under FEHB in the future. This decision is irrevocable. Instead, you may continue your FEHB coverage in retirement and immediately “suspend” your FEHB enrollment as an annuitant. Complete form RI 79-19, “Health Benefits

COUNTDOWN TO COLA

The Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W) increased 0.25% in March 2025. To calculate the 2026 cost-of-living adjustment (COLA), the 2025 third-quarter indices will be averaged and compared with the 2024 third-quarter average of 308.729. The percentage increase determines the next COLA. March’ s index, 313.250, is up 1.46% from the base. As a reminder, CSRS annuities received a 2.5 percent COLA for 2025, while FERS annuities received a 2.0 percent COLA.

The CPI represents purchases of food and beverages, housing, apparel, transportation, medical care, recreation, education and communication, and other goods and services.

FECA beneficiaries will receive a 2.8% COLA in March 2025.

Cancellation or Suspension Form,” at https://www. opm.gov/retirement-center/publications-forms/ pamphlets/ri90-8.pdf that permits you to suspend your FEHB coverage. You may include this form with your retirement application package when you submit your retirement application to your agency. OPM will suspend your coverage when they finalize your retirement, and you will no longer be able to use the plan; however, you will also not be required to pay any monthly premiums. You would use your TRICARE coverage.

Retirees may also call OPM’s Retirement Information Office at 1-888-767-6738 and ask for a copy. Check box “D” on page 2 of the form, indicating you are suspending your coverage to use TRICARE. Once your coverage is suspended, you will no longer have to pay FEHB premiums. You may cancel the suspension during any subsequent Open Season and enroll in any available FEHB plan. You CAN only suspend FEHB coverage after retiring from Federal service; you cannot suspend FEHB coverage while you are a federal employee. Also, remember that suspending FEHB coverage applies to all eligible family members. A surviving spouse may cancel suspended coverage if the suspended plan covered them as a family member in a self-plus-one or self-and-family enrollment. They must also have entitlement to at least a partial survivor annuity, unless they qualify on their own as Federal retirees or employees who will retire with FEHB eligibility.

Why would you suspend? Suspended FEHB coverage provides you with more options in the future. Annuitants and survivor annuitants who have suspended their FEHB coverage:

• You are eligible to reenroll in the FEHB program during an Open Season for any reason, or

• If you become involuntarily disenrolled from TRICARE coverage, you can cancel the suspension and reenroll in the FEHB program immediately

• No limits on how many times an annuitant or survivor may suspend FEHB coverage. There is no limit on the duration of your FEHB coverage suspension. If you cancel the suspension during an open season as a retiree, you can apply to suspend it again at any time in the future.

RETIREMENT

CIVIL SERVICE RETIREMENT SYSTEM

QI retired under the Civil Service Retirement System (CSRS) a few years ago. I am not eligible for Social Security benefits because I do not have the

required 40 credits. I was married to my ex-spouse for 16 years, and she has always paid Social Security taxes throughout her entire career, which spans roughly 35 years. Can I receive a percentage of her Social Security benefit without reduction to my CSRS annuity? I believe that recent legislation is now allowing me to do so. Am I correct?

AYes, it is now possible that you may be eligible for benefits based on your former spouse’s Social Security work record due to the repeal of the Government Pension Offset (GPO) provision. The GPO was a statutory provision in the law that reduced spousal and widow’s benefits paid by the Social Security Administration in situations where one spouse did not pay Social Security taxes on their employment earnings (i.e., CSRS). Another provision, the Windfall Elimination Provision (WEP), is a formula that reduces the earned Social Security benefits for people who receive “noncovered pensions” and qualify for Social Security benefits based on Social Security-covered earnings. The GPO and WEP were repealed by the Social Security Fairness Act of 2023 (H.R. 82), which was signed into law on January 5, 2025.

As a CSRS-covered employee or retiree, you may have never applied for a Social Security spousal benefit based on your former spouse’s work record. If that’s the case, you should do so as soon as possible. If your spouse or former spouse is deceased, then you would be eligible to receive the full amount of the Social Security widow’s or widower’s benefit. To be eligible as a former spouse, the CSRS retiree must have been married to the former spouse for at least 10 years, been divorced from that spouse for at least two years, and have not remarried. The most convenient way to apply for Social Security benefits or a spousal benefit is online at https://www.ssa.gov/apply. However, a survivor benefit application is not available online. To apply by phone or schedule an appointment, call 1-800-772-1213, Monday through Friday, 8 a.m. to 7 p.m. EST. If you have previously used your benefits, they may be payable retroactively to January 2024. If you have not yet applied or are not yet eligible, benefits may be payable retroactively for up to six months.

PHYSICAL OR MENTAL IMPAIRMENT

QI have been thinking about my financial affairs as a retiree and was wondering what will happen to my monthly Federal Employee Retirement System (FERS) and Social Security benefits if I can no longer handle my money due to physical or mental impairment?

AIf you become mentally or physically unable to handle your own money, a family member or someone who can help you should contact the Office of Personnel Management (OPM) as soon as possible to receive instructions on how to become a representative payee who is authorized to take care of your federal annuity for you. They will be asked to provide information such as your full name, Civil Service Annuitant or “Active” (CSA) number, and Social Security number in addition to the name and address of the person responsible for your care. OPM will not make a payment based on the power of attorney or the existence of a joint account with the annuitant at a financial institution. The preferred payee in this type of case is a courtappointed fiduciary. However, if a fiduciary has not been appointed, OPM has the authority to make payments to a representative who is willing to act on behalf of the annuitant. In addition to receiving annuity payments, the person representing the annuitant is responsible for acting in the annuitant’s best interests by using the payments to benefit the annuitant, authorizing the correct withholding of Federal income tax from the annuity, and selecting the Federally sponsored health benefits coverage for the annuitant when applicable. The form required for this election is RI 20-7, Representative Payee Application, available at www.opm.gov/forms.

When it comes to your Social Security benefits, the Treasury Department regulations do not recognize general powers of attorney for negotiating recurring federal benefit payments, including Social Security and Supplemental Security Income (SSI) payments. Instead, the Social Security Administration (SSA) appoints representative payees (“payees”) to receive and manage program payments for beneficiaries whom the agency deems incapable of managing their benefits. For more information about the Social Security payee, please visit: https://www.ssa.gov/payee/.

VETERANS AND MEDICARE ENROLLMENT

QI’m a 100% disabled veteran and receive all my medical treatment from the Department of Veterans Affairs. Is it necessary for me to enroll in Medicare?

AHonestly, this is a question of your preference. You can have both Medicare and Veterans Affairs (VA) benefits. You’ll need to choose which benefits to use each time you receive care. To use VA benefits, you’ll need to get care at a VA medical center or other VA location. The VA will cover your care if it is pre-authorized (meaning that they have

permitted you ahead of time) to receive services in a non-VA hospital or other care setting. Please note that you may be required to pay a VA copayment for non-service-connected care.

According to the VA, you are encouraged to enroll in Medicare A and B for the following reasons:

• Having Medicare means you’re covered if you need to go to a non-VA hospital or doctor, which will give you more options for your healthcare needs.

• Funding for VA health care could change in the future. It can’t hurt to have more than one option for healthcare benefits.

• There is a permanent 10% delayed enrollment penalty assessed on the Medicare Part B premium for every 12 months past the end of your initial enrollment period that you weren’t enrolled. There is an exception to the penalty if you are covered by “current employment” health insurance coverage under your or your spouse’s current employment. In this case, the penalty is assessed for every 12 months after the employment ends, for which the insurance was in effect.

• It is essential to remember that the VA doesn’t usually provide care for Veterans’ family members. So, if you drop your private insurance plan, your family may not have health coverage. Suppose you have Medicare Part B (coverage for doctors and outpatient services) and you cancel it. In that case, you won’t be able to get it back until January of the following year during the January through March General Enrollment Period. If you decide to enroll in Part B, you should do so during your Initial Enrollment Period (IEP). Enrolling in Part B provides you with the flexibility of receiving healthcare outside the VA system. Downside: Medicare Part B is not free of charge. Remember that you can keep your VA health benefits to get coverage for health care services and items not covered by Medicare, such as over-the-counter medications, annual physical exams, and hearing aids. Also, be sure to consider your drug coverage options when deciding whether to delay Medicare enrollment. The biggest drawback to enrollment in Medicare Part B is the monthly premium.

To obtain an answer to a federal benefits question, NARFE members should call 800-456-8410 and select option 2 for the Federal Benefits Institute; send the question by postal mail to NARFE Headquarters, ATTN: Federal Benefits; or submit it by email to fedbenefits@narfe.org.

IWhat Are Your Retirement Options?

n the first round of downsizing in 2025, approximately 75,000 federal employees have accepted the White House’s “deferred resignation” offer, which allows them to resign but remain on the payroll through September, according to the Office of Personnel Management. This sparked a flurry of early retirements, resignations, and voluntary retirements that continue as federal agencies must determine how to downsize to meet the requirements of the administration’s efforts to reduce the size of the federal workforce.

For some employees, retirement from federal service was the last thing on their minds, as many affected employees were still in the early or mid-career stages of their careers. When an employee voluntarily resigns from federal employment without any specific authority, they may be eligible for an immediate retirement that will begin within 31 days of their separation, or they may have entitlement to a deferred retirement that will begin at a later date, or—if they have less than five years of civilian federal service—they may not be entitled to retirement benefits at all. Many employees have taken advantage of early retirement opportunities and may have found themselves eligible for an immediate retirement benefit years before they would have been normally eligible to retire under the normal retirement rules. The various situations that employees have faced this year have been unsettling and confusing, to put it mildly. Here is a description of retirement benefits that may be available to you, along with some of the specific requirements.

IMMEDIATE RETIREMENT

An” immediate” type of retirement requires a minimum of five years of creditable civilian federal service and has the following* minimum age and service requirements:

• Voluntary Optional retirement is available when an employee separates with:

◊ A minimum of at least 10 years of creditable service (five years must be civilian federal employment) and they are at their minimum retirement age (MRA), which is age 57 for anyone born in 1970 or later, but could be as young as age 55 for someone born before 1948, or

» If they have completed more than 10 years but less than 30 years of service, the Federal Employees Retirement System (FERS) benefit will be subject to an age reduction of five percent for every year under age 62, prorated by the month.

◊ If they separate at the MRA with 30 or more years, there is no age reduction. There is also no age reduction if the employee separates with:

BENEFITS RESOURCES

NARFE OFFERS MEMBERS a wide range of information on federal benefits. Visit www.narfe.org/federal-benefits-institute

» A minimum of 20 years of service and age 60 or 61, or

» A minimum of five years of service, or as little as 5 years of service.

• Some employees are offered “early” immediate retirement benefits. There are two types of early retirement benefits available:

◊ Voluntary Early Retirement Authority (VERA), which is sometimes accompanied by a Voluntary Separation Incentive Payment (VSIP), sometimes called a “buyout.” Suppose an agency undergoes a major reorganization, reduction in force, or transfer of function, and a significant percentage of the employees will be separated, or will have their pay reduced. In that case, the agency’s head may request that the Office of Personnel Management (OPM) offer early optional retirement to eligible employees. VERA is considered “voluntary” because an employee may choose to reject the offer and continue their federal employment.

◊ Discontinued Service Retirement (DSR), which is considered an “involuntary” separation from federal employment. Employees who are separated for cause on charges of misconduct or delinquency are not eligible for a DSR. An agency is required to use reduction-in-force (RIF) procedures when an

employee is faced with separation or downgrading for reasons such as reorganization, lack of work, insufficient funds, a personnel ceiling, or the exercise of certain reemployment or restoration rights. The availability of DSR provides agencies with a valuable tool to mitigate the impact of an involuntary separation on a long-service employee. The final approval for determining whether a separation is involuntary for DSR purposes rests with OPM. To qualify for discontinued service retirement, an employee must receive specific written notice of a proposed involuntary separation. Examples of involuntary separations include job abolition, directed reassignment to a position outside the commuting area, and a major RIF.

• With either of these two types of early retirement, the age and service requirements are reduced, so employees who otherwise would not be eligible for an “immediate” retirement are suddenly eligible under VERA or DSR situations.

◊ The age and service requirements for immediate retirement under VERA and DSR are the same:

» Age 50 with 20 years of service

» Any age with 25 years of service

◊ Other requirements for early retirement include a minimum of five years of civilian service; separation from a position subject to FERS (or CSRS) coverage. An additional requirement for DSR is that the employee has not declined a reasonable job offer that is within two pay levels below their current position.

DEFERRED RETIREMENT

The opposite of an “immediate” type of retirement is called a deferred retirement. A deferred retirement benefit is payable more than 30 days after you separate from federal employment. For example, let’s say you have 18 years of service at age 50 and you leave federal employment. Your separation can be voluntary, or you may be involuntarily separated if you are subject to a Major Reduction in Force (RIF). In this situation, you don’t have enough service to qualify for early retirement, and you aren’t old enough to qualify for “immediate” optional retirement. You would be eligible to apply for a deferred retirement, allowing you to begin later. You may apply for this benefit at any of the following times:

• At your MRA, if you separated at an earlier age with at least 10 years of service

• At age 62, you can apply for an unreduced retirement with as little as five years of service.

• If there was no VERA or DSR offer, then you may apply for an unreduced benefit at your MRA if you had completed at least 30 years of service before your separation or at age 60 if you had 20 years of service.

OTHER BENEFITS

An immediate type of retirement allows you to continue your federal insurance benefits, including Federal Employees Health Benefits (FEHB), Federal Employees Group Life Insurance (FEGLI), Federal Employees Dental and Vision Insurance Program (FEDVIP), and the Federal Long Term Care Insurance Program (FLTCIP). You must be eligible for immediate retirement to continue all coverage except for FLTCIP. Employees who resign without meeting retirement eligibility requirements may continue their FLTCIP coverage as long as they continue to pay premiums. FEHB and FEGLI require five years of coverage immediately preceding the date of retirement to continue coverage. There is no five-year test for FEDVIP.

To apply for immediate retirement benefits, you must complete the retirement application and, if you have FEGLI, the Continuation of Life Insurance application:

• SF 3107, Application for Immediate Retirement, FERS

• SF 2818, Continuation of Life Insurance Coverage

Most immediate retirements commence the first day of the month following separation. However, a DSR retirement benefit is practical the day following separation. It may take a few months to process your retirement application; however, OPM will provide back payment after the final adjudication.

An employee who is involuntarily separated and who is not eligible for a DSR because they haven’t met the minimum age or service requirements may qualify for severance pay from their agency. Separated employees may also contact their state unemployment office to determine if they are eligible for unemployment benefits. To learn more about unemployment benefits, check with the Department of Labor here: https://www.dol.gov/ general/topic/unemployment-insurance

TIP FOR SEPARATING EMPLOYEES:

• Download or print a copy of your electronic Official Personnel Folder (eOPF) as soon as possible. You will lose access soon after you are separated from service and are no longer able to access the government system.

• Contribute up to the IRS annual limitation to your TSP account before you leave by accelerating your contributions.

• Be aware of your balances in flexible spending accounts (Healthcare FSA, Limited Expense FSA, or Dependent Care FSA). These accounts are not available after separation. Review the FAQs at www. fsafeds.gov.

*For this article, disability and special retirement provisions for law enforcement officers, air traffic controllers, and firefighters were not addressed. —MICHELE BOLLIER IS A RETIREMENT AND BENEFITS SPECIALIST WITH RETIRE FEDERAL.

BY EVERETT A. CHASEN

Rising costs endanger savings and the ability to keep up with the cost of living. Here’s how to fight inflation—and win!

“Inflation is as violent as a mugger, as frightening as an armed robber, and as deadly as a hit man,” former President Ronald Reagan once said. Reagan’s words illustrate the significant damage that inflation— the rate at which the price of goods and services increases over time—can cause to individuals and to whole countries.

During times when inflation rises sharply, the price of daily necessities goes up significantly, and the real value of savings decreases. People on fixed incomes, such as federal retirees relying on CSRS or FERS pensions, are particularly vulnerable. Their incomes may not keep up with rising prices.

Today, the United States is in an inflationary period. Prices on average were 22.5% more expensive in December 2024 than in February 2020, according to the U.S. Bureau of Labor Statistics (BLS). In summer 2022, the annual inflation rate peaked at 9.1% above the previous year’s rate, but it has since cooled off to 2.9%.

Between December 2023 and December 2024, BLS found the price of eggs increased by 36.4%. The cost of pet care escalated by 11.5%; caring for the sick and elderly at home grew by 9.5%, and airline fares went up by 7.9%. Just between November and December 2024, the price of gasoline increased by about 4.4%; fuel oil costs rose by 4.4%; and frozen fish and seafood prices grew by 3.1%.

In the face of rising prices, what can Americans do to

mitigate their costs? Herb Weisbaum, contributing editor at Checkbook.org and host of Checkbook’s “Consumerpedia” podcast, has a number of sensible suggestions for people at all income levels.

“Prices are going up for everything from groceries to the subscription services we have. That’s the world we live in right now,” Weisbaum explained. “It takes a little work to spend less, but you can do it.”

“Start by setting up a budget,” he continued. “See how much you’re spending, and for what. You may be spending too much for restaurants or entertainment or at the grocery store. Then you can see where you are, know where you want to go, and figure out how to make the right adjustments.”

Budgeting helps put you in control of your money and ensures funds are being used to meet your needs and achieve your goals. Budgets can also reduce wasteful spending; improve your ability to pay your bills; free up money to pay down debt; help you save for things you really want; enable you to donate to causes and organizations that are important to you; and prepare you to deal with emergencies.

To get started, identify your priorities and goals, create a budget document that outlines your estimated monthly income and expenses, and track your actual spending and your income. Then adjust as necessary.

Personal finance applications can help.

According to Forbes, the best of these include Quicken Simplifi (quicken.com); Monarch

“Prices

(monarchmoney.com), which allows you to consult with a financial advisor; YNAB ( ynab.com); and Pocketguard (Pocketguard.com).

Making credit cards work for you

The Federal Reserve Bank of Philadelphia recently reported the percentage of active credit card holders making just the minimum basic payment on their cards rose to 10.75% in the third quarter of fiscal year 2024 (the highest level in 12 years), and the number of people who made no payment in more than 30 days rose to 3.52%.

Making minimum payments on credit cards “keeps you from having late payments and problems with your credit scores,” said Weisbaum. “But what’s also going to happen is you’re going to continue drowning in debt.”

According to Investopedia.com, the average interest rate on credit cards is 24.4%, but some credit

According to Investopedia.com, the average interest rate on credit cards is 24.4%, but some credit cards now have 35% interest rates on unpaid balances. Checkbook.org found that if you just make the minimum payment on what you

owe on a card with 35% interest without adding any new charges, you will never pay the card off!

cards now have 35% interest rates on unpaid balances. Checkbook.org found that if you just make the minimum payment on what you owe on a card with 35% interest without adding any new charges, you will never pay the card off!

Weisbaum suggests lowering bills by separating your needs from your wants. “You see something and say I want that, but the question is do you need it, and can you afford it? If you have an unlimited budget it doesn’t matter, but most of us don’t have unlimited budgets, so we’ve got to figure out if we really need things, or do we just want them? And then we should make our purchase decisions based on that.”

“Maybe you wait 30 days and decide whether you really need an item. Maybe it will go on sale in a while, and you can wait for that. We get tied up in the emotion of buying things: it makes everybody feel good. But the question is, can you afford it, or is it going to wreck your budget?”

Weisbaum suggested paying with credit cards whenever possible—and paying off those bills in full every month. “We recommend using cash back cards, because cash is cash. You can use it any way you want to, and there are some really good ones that have no annual fees.”

Cash back cards, however, are only useful if you pay your bill in full each and every month. “If you’re not going to do that,” he explained, “the interest you’re going to pay will wipe away any potential savings you may have gained.” Those intending to pay over time should look for a card with no annual fee and the lowest interest rate they can find.

The Consumer Financial Protection Bureau (CFPB) (consumerfinance.gov), a U.S. government agency,

has a credit card comparison tool online to help find the best card for you. Enter your credit score, where you live, and whether you want a card that will help you pay less interest; transfer a balance; make a big purchase; avoid fees; build credit; or earn rewards, and the site will offer you cards to compare.

“It’s amazing,” said Weisbaum. “Credit card interest rates range all the way from 9% to 29% or higher. So, you can look around and see what your options are from a website that’s not being paid to recommend these cards or to put a company higher up on their list of recommendations.”

To save money on travel, he believes, some might benefit from a travel card, even those that have a $99 fee. “My wife and I have an airline card because it allows us a free bag check and earlier boarding. That doesn’t make a whole lot of sense if you’re not traveling a lot, but if you are, it might be worth it to pay that fee. You don’t want to be paying annual fees on cards unless you’re going to get something back.”

He pointed out that the travel industry also has sales. Use comparison sites, like Kayak or Google, to show you options for different hotels and airfares. “And don’t be rushed into making a room purchase because the site says there are only two rooms left at that price,” he told us. “Usually, that’s not the case. That’s a deceptive sales practice designed to make you decide right away.” In addition, “do you really need to stay in the heart of the city, where rates might be higher? You can stay in the suburbs where rates might be lower and take mass transit or use a rental car.”

At the grocery store

Everyone needs food, of course. Weisbaum offered a number of ways to spend less at the grocery store.

“Make sure you shop for sales,” he emphasized. “I always buy things when they go on sale. I don’t buy laundry detergent until it goes on sale. I don’t buy razor blades until they go on sale. I even wait for sales to buy refills for electric toothbrushes.”

“There’s a wine I like I don’t buy it until it’s discounted, and I buy three or four bottles at the same time. Then, the next time there’s a sale, I buy it again. You really save a lot of money taking advantage of sales.”

Coupons bring prices down dramatically—whether they are newspaper coupons, digital discounts, or “shelf tags” that say buy two and get a lower price, or similar offers. Most supermarkets issue loyalty cards they scan at the checkout register. They frequently

“I’ll bet most people would be hard pressed to think of every one of the subscription services they have. There are probably a couple you’ve missed or thought you signed up for as a free trial, and they wind up being a service you’re paying for on a regular basis.”

— Herb Weisbaum Checkbook.org

give customers points to redeem for discounts, free items, or special offers.

“I went grocery shopping the other day,” Weisbaum continued, “and I had enough points in my account that $20 was taken off my bill. That’s real money you’re saving. In some cases, you can use those points to buy gasoline at a cheaper price.”

Finally, store brands “are a fabulous way to save, compared to brand name products that are more expensive. Their quality, in most cases, is excellent. I buy store brands all the time because they’re cheaper, and all store brands these days have money back guarantees. If you don’t like them, bring them back!”

Online shopping tips and tricks

Those who shop online have many ways to save. Checkbook recently offered a number of suggestions, with price comparisons foremost among them. Search engines like Google show prices from multiple vendors. Google Shopping lets users compare prices, read product reviews, and examine product specifications. Other price comparison apps include Yahoo!Shopping, Price.com, and Shopzilla.

Compare prices at websites of major stores that compete against each other, like Walmart and Target. The camelcamelcamel.com website tracks price histories of items sold on the Amazon website over the previous year, so you know if you’re getting a good price. The app will send you email alerts when prices are reduced on items you designate.

According to Checkbook, however, “none of these search options work perfectly; we often get shown frustrating false leads. But spending a few minutes using these tools usually pays off.”

Another hint Checkbook offers is to look for promo codes. When you buy goods and services online, there’s often a space to enter a promotional code. Just type in the name of the retailer you’re purchasing from along with the words “coupon code” on a search engine and you may find a code that opens up discounts. Checkbook suggests trying these sites for promotions: CouponCabin.com, RetailMeNot.com, and Slickdeals.net

Others have found that many deals uncovered using this method are either expired or never worked at all—but there are times when they result in considerable savings.

Some online sites, just like brick and mortar stores, offer discounts for seniors. TheSeniorList.com has a summary of web-based discounts available to people over 55.

Retailers sometimes provide commissions to websites that steer customers to buy from them. When you click through a link on a portal to reach a retailer’s website and make a purchase, the portal earns a commission from the retailer for referring you. Some sites, like Rakuten.com, BeFrugal.com, and MrRebates.com, share those commissions with you, giving you a percentage of the money the retailer pays the portal for sending you their way as a customer. And some portals, like the ones above, offer extensions and mobile apps that tell you when rebates are available whenever you visit websites.

Checkbook recommends keeping an eye on retailers’ sites for a few weeks after you’ve made a purchase to see if prices have dropped. The publication checked with 100 major retailers, and found many will refund the difference. Some stores offer adjustments within seven

days of purchase, others wait 30 days or longer. Also, many brick and mortar stores will match the prices their competitors offer, even those you find online.

Online subscription services offer access to products or services in exchange for regular payments. These services can enable you to access digital content like music, videos, magazines, or online courses; personalized selections of products like gourmet foods on a regular basis; access to exclusive communities and clubs; and premium content on sites that offer a limited amount of content for free.

“I’ll bet most people would be hard pressed to think of every one of the subscription services they have,” said Weisbaum. “There are probably a couple you’ve missed or thought you signed up for as a free trial, and they wind up being a service you’re paying for on a regular basis.”

He suggested reviewing your bills for a couple of months to find out about all the subscriptions you

“Ask any credit counselor who’s trying to help people with their budget or their finances, and they’ll tell you the same thing: get going. Start, and do something.”

— Herb Weisbaum

Checkbook.org

have. “You may not really want or need all of them. You can just cancel some, or put them on hiatus for a few months so you don’t have to completely resubscribe if you want the service again.”

Weisbaum concluded with advice on how to get started saving money. “It’s so easy to put it off. It’s so easy to feel you can’t make any progress, and so easy to feel like it’s worthless. But stop going out to dinner one meal a month. Find the cheapest gasoline in the area, and pay for it with a cash back credit card. Go for generic products in the supermarket. And do you need all the subscriptions you have? Maybe you don’t watch or read them anymore.”

“Ask any credit counselor who’s trying to help people with their budget or their finances, and they’ll tell you the same thing: get going. Start, and do something.”

—EVERETT A. CHASEN IS A FREELANCE REPORTER BASED IN THE GREATER WASHINGTON, D.C. AREA.

What is dues withholding?

NARFE’s Dues Withholding Program

It is a dues-payment method available to retired NARFE members, their spouses and annuitant survivors giving them the option to have their annual NARFE membership dues deducted from their annuities each month.

Advantages

• Save more than 10% off your annual NARFE dues

• Sign up your spouse and double your savings

• You’ll never get another dues reminder from us

• Your monthly payment is affordable and convenient

• You may cancel your dues withholding at any time

How does it work?

One-twelfth of your total dues is automatically deducted from your monthly annuity. Your monthly deduction is determined by the following formula: ($42 NARFE dues ÷ 12) + (Chapter dues - if applicable ÷ 12) = total monthly deduction

How do I sign up?

Complete the Dues Withholding Application below. Send no payment. It may take 60 to 90 days before auto-deduction starts. Your membership starts as soon as your application is received. To learn more about dues withholding, call 800-456-8410

NARFE Dues Withholding Application for NARFE Members who are Retirees, Spouses of Retirees or Annuitant Survivors

STOP! Complete this section ONLY if you are signing up for Dues Withholding. If so, DO NOT send payment

o YES. I want to enroll in NARFE’s Dues Withholding Program. NARFE dues of $42* and chapter dues, if applicable, to be withheld annually. (*Dues-withholding members save more than 10% off the regular NARFE dues rate.)

Social Security Number (9-digit number)

o Mr. o Mrs. o Miss o Ms.

Full Name

Street Address

Apt./Unit

City

State ___________ ZIP

Phone (__________)

Date of Birth _________ /_________ /

Civil Service Annuity Number

(Include prefix, CSA or CSF) (Include any applicable suffix)

NARFE MEMBERSHIP INFORMATION

NARFE Membership ID

NARFE Chapter Number

o YES. I also authorize my (NARFE member) spouse’s dues to be withheld from my annuity. (Additional annual dues of $42 and chapter dues, if applicable, to be withheld annually. If YES, enter spouse’s information below.)

Spouse’s Name

Spouse’s Membership ID

Spouse’s Email

AUTHORIZATION (Withholding will begin in 60-90 days). Send NO PAYMENT with Dues Withholding Application!

I authorize the United States Office of Personnel Management to make appropriate deductions from my annuity payments, not to exceed the amount certified by the National Active and Retired Federal Employees Association as the amount of dues for which I am annually obligated, in accordance with elections I made above, and to pay the deducted sum to the National Active and Retired Federal Employees Association (NARFE). This authorization shall also apply to any and all dues changes certified by NARFE membership in accordance with elections I made. Please allow 60-90 days for processing.

I understand that this authorization shall be valid until NARFE receives and processes my written notice of cancellation in accordance with its agreement with the Office of Personnel Management and that any disputes regarding this authorization shall be a matter between NARFE and myself. I hold the Office of Personnel Management harmless for any erroneous allotment deduction made pursuant to this authorization.

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or Survivor-Annuitant

Date

Dues payments and gifts or contributions to NARFE are not deductible as charitable contributions for federal income tax purposes.

MAIL

this form

Monitoring Today’s Federal LABOR UNIONS LABOR UNIONS

BY DAVID TOBENKIN

LABOR UNIONS LABOR UNIONS

Federal labor unions are on the front lines in the raging battle over the Trump Administration’s efforts to rework and downsize federal agencies and reduce federal employees’ civil service and union rights and protections.

In the first two months of the new administration, federal labor unions and some others, including NARFE, have sued the federal government over numerous Trump Administration workforce-related executive orders and other actions. In some cases, they have won in court, though further appeals could reverse those outcomes. The ultimate results may, in large part, shape the course of President Trump’s efforts to reshape the bureaucracy and the related fates of federal employees. The Trump administration, for its part, has targeted federal labor union activities and collective bargaining agreements, with actions progressing to a historic March 27 executive order stripping federal bargaining rights from federal employees at numerous agencies on national security grounds.

Federal Labor Union Basics

Federal labor unions and employee associations similar to labor unions represented roughly 30% of the nation’s federal government employees, and roughly 25% of federal employees were members in 2024, according to Bureau of Labor Statistics data. NARFE is a federal employee and retiree membership association, not a federal union.

The right of federal employees to form unions is actually codified in federal law. The Federal Service Labor-Management Relations Statute, Title 5, Chapter 71, in the U.S. Code, enacted during the Carter Administration as part of the Civil Service Reform Act of 1978, provides for the right of federal unions to organize, collectively bargain, and establish procedures to resolve labor disputes with their respective agencies. It also details how unions may be established, hold elections, and outlines the scope of union-agency collective bargaining.

The scope of federal unions' activities, however, is narrower than that of the private sector, as federal unions generally do not have the right to negotiate federal employee pay, which Congress sets. Official time, which refers to the period during duty hours when union representatives are available to represent employees to agency management regarding personnel matters and collective bargaining activities, is one of the items bargained for.

Most notably, federal employee unions lack the most powerful tool of private sector unions: the ability to go on strike, as that is forbidden under federal law. The 1981 strike by the Professional Air Traffic Controllers Organization (PATCO) led then-President Ronald Reagan to fire 11,345 striking air traffic controllers who had ignored a back-to-work order and ban them from federal service for life.

The Impact of Unions

Despite those limitations, unions have successfully influenced the working conditions for millions of federal employees through collective bargaining agreements. Unions, for example, helped establish the Federal Employees Health Insurance Program (FEHBP) to provide affordable health care coverage for federal workers; won uniformity in salary raises; and retirement benefits improvements that include a pension formula based on the three highest consecutive years of service that’s still in use today. Unions have also been at the forefront of fighting against racial and gender discrimination and have represented members during adverse federal agency actions when, for many federal employees, retaining a private attorney would be prohibitively expensive.

“The degree to which agencies can get things done with a union is almost entirely dependent on the relationship they have built.”

— Jeffrey Neal, a former U.S. Department of Homeland Security (DHS) chief human capital officer

On the other hand, some conservative leaders assert that federal union activities and advocacy have led to excessive federal employee pay, a rigid pay schedule tied to seniority rather than pay based upon performance (though this has been implemented in a few federal agencies, in some cases with union participation), and difficulty for federal agency executives and managers disciplining or removing poorly performing federal employees.

Many argue that the effects of federal organizing on agencies is a function of the dynamic between agency leadership and unions.

"The degree to which agencies can get things done with a union is almost entirely dependent on the relationship they have built," says Jeffrey Neal, a former U.S. Department of Homeland Security (DHS) chief human capital officer, former director of human resources at the Defense Logistics Agency (DLA), and now a principal at ChiefHRO, LLC. and author on federal HR issues ( https://chiefhro.com/)

"At DLA, we were able to make significant changes in work processes, systems, and organization structures because we developed a close and productive working relationship with the American Federation of Government Employees (AFGE). That was critical for DLA’s highly successful, billion-dollar business systems modernization project. We had to make significant changes to thousands of jobs, retrain the workers, and do so while continuing to fulfill our mission. Our partnership with AFGE enabled us to work cooperatively and make “dramatic changes.”

AFGE is the largest federal union, representing over 800,000 workers in the federal and District of Columbia governments. The National Treasury Employees Union (NTEU), with over 150,000

members, has a significant presence in the Treasury Department and other financial services industries, while also representing numerous other agencies through its presence in 37 agency offices and departments. The National Federation of Federal Employees (NFFE) represents approximately 110,000 blue- and white-collar employees. There are also four unions representing United States Postal Service employees. A list of unions that consult with the Office of Personnel Management (OPM) as posted on the OPM website as of early March 2025 is below:

Union-Executive Branch Relations

Union-executive branch relations have fluctuated in different presidential administrations, often intensifying in Democratic administrations and weakening during Republican ones.

The Biden administration, for example, was a strong advocate for agency-federal labor union relations. In 2022, the White House Task Force on Worker Organizing and Empowerment, chaired by then-Vice President Kamala Harris and then-Labor Secretary Marty Walsh, released a report with nearly 70 recommendations for federal agencies to promote pro-union policies and practices in the federal government. In contrast, the first Trump administration took a variety of actions adverse to federal labor unions and has taken some similar steps in the second Trump administration, as described further below.

Union Actions During the Current Workforce Reforms

Unions, as well as federal employee professional organizations like NARFE, have served as a vital

List of Unions that Consult with OPM

According to an OPM web page, “The following unions have a national consultation relationship with OPM. Learn more about how these unions support the federal workforce.”

• Association of Civilian Technicians

• American Federation of Government Employee (AFGE)

• American Federation of State, County and Municipal Employees (AFSCME)

• Federal Education Association

• International Brotherhood of Electrical Workers (IBEW)

• International Federation of Professional and Technical Engineers (IFPTE)

• Laborers' International Union of North America (LIUNA)

• Metal Trades Department

• National Association of Government Employees

- Service Employees International Union (NAGE SEIU)

• National Air Traffic Controllers Association (NATCA)

• National Federation of Federal Employees (NFFE)

• National Treasury Employees Union (NTEU)

• National Weather Service Employees Organization (NWSEO)

• Professional Aviation Safety Specialists (PASS)

• Patent Office Professional Association (POPA)

Source: OPM

source of information for employees facing enormous change and workplace challenges presented by the current Trump Administration's initiatives to remake the federal workforce.

“The unions are serving a vital role as a clearing house for information,” says Michelle Bercovici, a partner with Alden Law Group who represents federal employees and unions. “[The Trump federal workforce actions] have been such a departure from the usual, carefully thought-out, negotiated, well-informed decision-making process that surrounds reductions in forces and workplace downsizing efforts,” Bercovici says. “In particular, it seems that the administration is not giving agency heads much discretion at all in terms of the messaging they have to pass along to employees [about workplace reforms], such as about the [Trump Administration’s deferred resignation initiative], which is largely came from OPM, not agency heads. Unions are not answerable to the executive, and they are providing a really invaluable role … [employees] need someone who has employees’ backs and can be transparent with them about ramifications of various orders and help navigate the massive amount of misinformation and confusion.”

Federal labor unions have filed a variety of different actions challenging Trump Administration executive orders and other workforce reforms. Among them are the following:

• AFGE sued to prevent the Trump administration’s Schedule Policy/Career Executive Order that would reclassify a large numbers of federal employees involved in what the administration has characterized as policy roles into at-will employment positions. NTEU filed a separate lawsuit against that executive order. NARFE also filed a separate suit.

• AFGE filed a lawsuit against the administration for its mass firings of probationary employees. A federal judge on Feb. 27 ruled that OPM’s direction of mass firings was unlawful, saying OPM has no authority to fire employees employed by other agencies. On March 13, the judge directed six federal agencies to reinstate roughly 24,000 probationary employees who were fired in February from the departments of Veterans Affairs, Agriculture, Defense, Energy, Interior and Treasury, according to an analysis by Government Executive.

• Unions, such as NTEU, NFFE, and the International Federation of Professional and Technical Engineers

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(IFPTE), have sued to oppose federal actions to withhold funds or otherwise attempt to shut down federal agencies, like USAID and the Department of Education, engage in mass firings, and to oppose the deferred resignation program.

• AFGE filed a lawsuit challenging the Department of Government Efficiency (DOGE), headed up by billionaire Elon Musk, contending that it improperly received sensitive information. As a result, a judge partially blocked DOGE’s access to the Treasury Department’s payment systems. In a separate lawsuit, AFGE and others filed a lawsuit alleging that the Trump Administration violated a law requiring an advisory committee, such as the DOGE, to be fairly balanced in its membership and points of view.

NARFE filed a separate suit related to DOGE access to Office of Personal Management, Department of Education and Department of Treasury data that resulted in a preliminary injunction as well.

• Federal and public sector unions, including AFGE, challenged the administration’s “Fork in the Road” deferred resignation initiative, though a federal judge said the unions lacked standing to challenge the buyouts.

Likely, the U.S. Supreme Court will ultimately resolve some of these lawsuits.

Actions Against Federal Labor Unions

During the first Trump Administration, President Trump issued several executive orders adverse to federal labor unions with respect to collective bargaining, use of official time, and discipline and performance appraisal. The current Administration has undertaken similar actions.

On March 7, DHS announced that it would end collective bargaining agreements for more than 50,000 Transportation Security Administration (TSA) transportation security officers. That action breached a seven-year collective bargaining agreement between AFGE and TSA reached during the Biden Administration in May 2024.

In a released statement, DHS said that the collective bargaining agreement “has constrained TSA’s chief mission: to safeguard our transportation systems and keep Americans safe. Eliminating collective bargaining removes bureaucratic hurdles that will strengthen workforce agility, enhance productivity and resiliency, while also jumpstarting innovation.”

It was not immediately clear how the announcement would be carried out.

“Our position is that we have a signed collective bargaining agreement in place that they mutually agreed to and cannot unilaterally tear up,” says Ward Morrow, assistant general counsel at AFGE. Morrow says that the union is considering its legal options.

That move followed the White House’s issuance of an executive memo in January calling for abrogation of collective bargaining agreement provisions allowing union members to remote work and telework in agreements entered into in the month before Donald Trump took office that conflicted with the Trump administration’s call for federal agencies to recall employees back to work five days per week. Most federal agencies have since directed federal employees to return to work, including those covered by collective bargaining agreements that include provisions for telework and remote work. Morrow says individual units of unions are fighting abrogations of telework agreements through grievance processes in existing contracts.

In late February, an OPM memo directed federal agencies to more carefully scrutinize unions’ use of official time. It called for agencies “to authorize taxpayer-funded union time only in amounts that are reasonable, necessary, and in the public interest and to monitor its use to see that it is used efficiently.” It also required agencies to report union time information for Fiscal Year 2024, including details on employees who utilized union time during the fiscal year, along with their respective positions.

On March 27, the White House issued an executive order directing numerous agencies that employ more

Dues Withholding is for retired members and is only $42 annually ($3.50/monthly annuity withholding). To apply, see NARFE’s Dues Witholding application in pg. 29 of this magazine or on the back of your next renewal notice. It takes about 4-5 months to get members onto dues withholding.

“[The Trump federal workforce actions] have been such a departure from the usual, carefully thought out, negotiated, well informed decision-making process that surrounds reductions in forces and workplace downsizing efforts. In particular, it seems that the administration is not giving agency heads much discretion at all in terms of the messaging they have to pass along to employees [about workplace reforms].”

— Michelle Bercovici, a partner with Alden Law Group who represents federal employees and unions

than half of the federal civilian workforce to terminate their collective bargaining agreements in force and to cease participation in grievance procedures. In addition to agencies with clear security ties, such as the Department of Defense, it includes many others, including the Treasury Department, all agencies within the Department of Health and Human Services, the Environmental Protection Agency, the National Science Foundation, and the General Services Administration.

In a statement from National President William Shackelford, NARFE opposed the executive order, stating: “This action penalizes our union allies for standing up for the federal community we jointly represent. We stand with those allies in strong opposition to this action.”

“President Trump is taking action to ensure that agencies vital to national security can execute their missions without delay and protect the American people,” according to a fact sheet released by the White House on March 27. “The President needs a responsive and accountable civil service to protect our national security. Certain federal unions have declared war on President Trump’s agenda.”

OPM also issued guidance telling agencies to end union rights and union contracts and shut down grievance procedures

“The law plainly gives federal employees the right to bargain collectively and the shocking executive order abolishing that right for most of them, under the guise of national security, is an attempt to silence the voices of our nation’s public

servants,” said NTEU National President Doreen Greenwald in a March 31 public statement. “It is also a continuation of the administration’s efforts to deny the American people the vital services that these talented civil servants provide by making it easier to fire them without any pushback from their union advocates.”

Given federal unions’ limited scope of bargaining, Morrow questions the purpose of the Administration’s efforts.

NFFE Executive Director Steve Lenkart says one of the federal labor unions’ greatest hopes is that the Trump administration will recognize the harmful effects of its policies on the federal workforce and the American people. “If the government loses qualified employees because the Trump administration intentionally creates a hostile workplace or cancels otherwise successful workforce initiatives, the Trump people will be responsible for the agencies failing,” Lenkart said. “This will happen on their watch, but unfortunately, future administrations will spend decades fixing what Trump appointees break over the next three years.”

—DAVID TOBENKIN IS A FREELANCE JOURNALIST BASED IN THE GREATER WASHINGTON, D.C. AREA.

You plan for your tomorrow, but have you planned for the possibility of a tomorrow without you in it?

At a time when your loved ones should be focused on memories of you, they shouldn’t be troubled with thoughts of ﬁnancial burdens.

The NARFE Senior Term Life Insurance Plan

This plan, speciﬁcally designed for our members ages 50–74, o ers coverage amounts between $5,000 and $25,000* for members ages 50–64 or coverage amounts of $5,000 or $10,000* for ages 65–74. Plus, coverage is available with no medical exam required.

Join NARFE members across the country to:

• Improve your advocacy skills

• Make your voice heard by engaging with lawmakers

• Build and strengthen relationships with your legislators and congressional staff

• Make an impact on NARFE’s key issues with online advocacy training

Don't miss NARFE's premier virtual grassroots training conference! Attend grassroots advocacy training sessions and “Advocacy Day” where you join your fellow NARFE members in bringing our message directly to lawmakers and their staff.

ENGAGE WITH YOUR LEGISLATORS

At LECcon25, NARFE’s premier grassroots training event, NARFE members learn to advocate for NARFE’s legislative priorities and be an active participant in protecting and defending their federal benefits. Register now at legcon.narfe.org

Discussion with congressional staffers to give you the inside scoop on being a powerful advocate

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Crash course presentation from an expert in advocacy on how to use your voice amidst an ever- changing landscape

LAccessing Retirement Plans Before Age 59 ½

osing a job can create both emotional and financial strain, especially when there is no clear timeline for getting back on your feet. While retirement savings are ideally left untouched until your 60s, a layoff may leave you feeling like those funds are the only safety net available. Although the Internal Revenue Service (IRS) typically imposes a 10% early distribution penalty on withdrawals from retirement accounts before age 59 ½, there are several exceptions. Understanding them may help you access your retirement money, penalty-free, in a time of need.

One rule that often goes overlooked is the exception for health insurance premiums. If you’re unemployed for 12 weeks and received unemployment compensation, you can take penalty-free distributions from an individual retirement account (IRA) to pay for health insurance premiums for yourself, your spouse, and your dependents. This provision only applies to IRAs, not employer plans such as the Thrift Savings Plan (TSP), but can be a helpful lifeline in the months following a layoff.

Another exception is the Rule of 55. If you leave your job–voluntarily or involuntarily–in or after the year you turn 55 (or 50 for certain public safety workers or public safety employees with at least 25 years of service in a TSP-eligible position), you can take penalty-free withdrawals from your employer’s retirement plan. Please note this exception only applies to employer retirement plans, such as the TSP, and only to the plan tied to the job you left. Therefore, if you want to take advantage of this exception, do not roll the employer plan into an IRA, or you will lose the ability to use this exception.

ROTH IRAS CAN BE A SOURCE OF PENALTYFREE AND TAX-FREE

DISTRIBUTIONS BEFORE REACHING AGE 59 ½.

Another option is to set up substantially equal periodic payments (SEPP), also known as 72(t) distributions. This allows you to take a fixed series of withdrawals from an IRA or an employer-based retirement plan, calculated based on your life expectancy using IRS-approved methods (the TSP’s life expectancybased installment payments qualify). The catch is that once you start SEPP, you must continue it for at least five years or until you reach 59½, whichever comes later.

Keep in mind, penalty-free does not mean tax-free. Even if you qualify for a penalty exception, you’ll still owe regular income tax on most distributions from traditional accounts.

Roth IRAs can be a source of penalty-free and tax-free distributions before reaching age 59 ½. Contributions can be withdrawn at any time, for any reason, without taxes or penalties. However, Roth earnings will only be tax-free with a qualified withdrawal, which occurs when the Roth account has been open for at least five years and the owner meets a qualifying condition, like reaching age 59½.

However, it’s essential to understand that Roth IRAs and employer-based Roth accounts, including the Roth TSP, follow distinct distribution ordering rules that may affect your ability to take tax-free and penalty-free withdrawals before age 59 ½. With a Roth IRA, distributions come out in a favorable order: contributions first (always tax-free and penaltyfree), then conversions, and finally earnings. This makes it easy to access contributions without penalty, even if you’re under 59 ½. In contrast, employer-based Roth account withdrawals are prorata, meaning each distribution includes a proportionate share of contributions and earnings. In this case, the earnings portion of a non-qualified withdrawal will be taxable and possibly subject to a 10% penalty. This makes Roth IRAs generally more flexible for early access.

The 60-day rollover rule provides an opportunity to access retirement account money taxfree and penalty-free temporarily. When you take a distribution from an IRA or eligible employer plan, the IRS gives you 60 calendar days to redeposit those funds into

BENEFITS RESOURCES

NARFE OFFERS MEMBERS a wide range of information on federal benefits. Visit www.narfe.org/federal-benefits-institute

another eligible retirement account. Any amount of the distribution returned during that window will be treated as a rollover and will not be taxable or subject to the early withdrawal penalty. In effect, it’s a way to borrow from yourself for up to two months, interest-free.

Beware: In addition to the strict 60-day deadline, you are limited to one IRA-to-IRA rollover per 12-month period per individual. The once-per-12month rule applies only to IRA-to-IRA rollovers. This rule does not apply to rollovers from an employersponsored retirement plan to an IRA or vice versa. It doesn’t apply to Roth conversions either.

If you try this with the TSP, keep in mind that the TSP must withhold 20% for taxes when a distribution is paid to the participant. If you

want to complete a full rollover, you’ll need to make up that 20% from other sources when you return the money.

Tapping into retirement savings isn’t ideal, but understanding the exceptions and careful planning can help you avoid unnecessary penalties.

MARK A. KEEN, CFP®, PARTNER, KEEN & POCOCK. SECURITIES OFFERED THROUGH THE STRATEGIC FINANCIAL ALLIANCE, INC. (SFA), MEMBER FINRA/ SIPC. ADVISORY SERVICES OFFERED THROUGH STRATEGIC BLUEPRINT, LLC

AND THE STRATEGIC FINANCIAL ALLIANCE, INC. MARK KEEN IS A REGISTERED PRINCIPAL OF SFA AND AN INVESTMENT ADVISOR REPRESENTATIVE OF SFA AND STRATEGIC BLUEPRINT, LLC. SFA AND STRATEGIC BLUEPRINT ARE AFFILIATED THROUGH COMMON OWNERSHIP BUT OTHERWISE UNAFFILIATED WITH KEEN & POCOCK. NEITHER STRATEGIC BLUEPRINT NOR SFA PROVIDE TAX OR LEGAL ADVICE.

Blue Cross and Blue Shield Service Benefit Plan members may be eligible for two fully covered hearing aids with zero out-of-pocket cost*. Call 1-855-252-0025 to discover more or visit www.blue365deals.com/fep.

Members have access to the latest hearing aid models, styles and technology, including the New Signia Silk Charge&Go IX.

AJune Is Alzheimer’s and Brain Health Awareness Month

lzheimer’s and Brain Awareness Month is a global healthcare initiative observed annually in June, commemorating awareness of Alzheimer’s disease and other brain disorders. This month also highlights the importance of early diagnosis and its impact on the families of individuals affected by this disease. In addition, it also aims to encourage local authorities and private organizations to donate funds that support further research and care for Alzheimer’s and brain health diseases..

Globally, the prevalence of dementia is estimated to increase fourfold from its current global prevalence of 2.4 crores, which is estimated by 2050. However, after age 65, the incidence of Alzheimer’s disease appears to double every five years. The incidence rates appear to increase dramatically with age, rising from under 1% annually before age 65 to over 6% annually after age 85. Alzheimer’s disease appears to be more common among women than men, especially after the age of 85.

Alzheimer’s is a neurodegenerative disorder that generally affects people over the age of 65 and impacts cognitive processes such as attention, language, memory, judgment, and reasoning. It is also the standard type of dementia, contributing at least two-thirds, making it the most prevalent form of dementia. Alzheimer’s disease symptoms appear to vary with the disease progression. However mild, Alzheimer’s and Brain Awareness Month is a global

ALZHEIMER’S IS A NEURODEGENERATIVE DISORDER THAT GENERALLY AFFECTS PEOPLE OVER THE AGE OF 65 AND IMPACTS COGNITIVE PROCESSES SUCH

AS ATTENTION, LANGUAGE, MEMORY, JUDGMENT, AND REASONING.

healthcare event observed throughout June every year for the last four decades, commemorating the awareness of Alzheimer’s and other brain diseases. Therefore, the month of June highlights the importance of early diagnosis and its impact on the many families of people who are affected. Additionally, it aims to encourage local authorities and private organizations to

donate funds that support further research and care.

Early onset, moderate, and late stages are the three distinct types of Alzheimer’s disease, classified based on the presence of a degree of cognitive impairment. Most patients exhibit initial symptoms of episodic short-term memory loss, with relative sparing of long-term memory.

This evidence suggests that the following lifestyle choices may help individuals reduce their risk of cognitive decline. Here are some of the conditions listed below; there may be more that are not included.

• Regular cardiovascular exercise

• Reading books

• Having enough sleep

• Staying socially connected

• Consuming a balanced diet

• Playing strategic games

• Having enough sleep

• Abstinence from smoking

• Driving safely

There are four leading causes of neurological disability-adjusted life years (DALYs), and they are stroke (42.2%), migraine (16.3%), Alzheimer’s and other dementias (10.4%), and Meningitis (7.9%). These are statistical necessities related to early diagnosis and the importance of moral support for all patients and their family members affected. When we examine the Importance of Alzheimer’s and Brain Awareness Month, we see that there are many ways we

can raise awareness among family, friends, churches, and businesses about this disease and how they can contribute to its support.

Let’s remember that caregivers need our help as well.

Again, NARFE members are encouraged to maintain their health by eating a balanced diet, exercising regularly, and getting sufficient sleep. Special thanks for your continued support for Alzheimer’s disease, and one day, a cure will be found, along with the first survivor. Also, with the U.S. Food and Drug Administration’s (FDA) accelerated approval of the new drug Lecanemab (Leqembi) for the treatment of patients with mild cognitive impairment, we are even more hopeful.

NARFE members, we encourage you to reach out to your legislative and congressional leaders to enable them to share this Article on Alzheimer’s information with friends and family members, as well as encouraging others to do the same. Also, thanks for your continued financial support of the NARFE Alzheimer’s Research Program. For more information about Alzheimer’s disease and Dementia, please contact the Alzheimer’s Association at www.alz.org or call the 24-hour helpline at 800-272-3900.

OLIVIA A. WILLIAMS IS CHAIR OF THE NARFE-ALZHEIMER’S NATIONAL COMMITTEE. EMAIL OEASHF3@GMAIL.COM. THIS COLUMN APPEARS QUARTERLY. Did you recently join NARFE and looking for a way to get involved with local feds in your community? Are you missing the friends you used to work with every day in the office? Find a local chapter convenient

Visit www.narfe.org/chapters to find the chapter that’s right for you, and then call us between 8 a.m.-5 p.m. ET at 800-456-8410. Then dial 1 for membership and we’ll get you signed up right away.

Matching Funds Available for NARFE Recruitment Efforts!

NARFE has limited funds available to reimburse up to 50% of recruitment expenses for activities such as increasing brand exposure of NARFE, increasing awareness of NARFE’s Federal Benefits Institute as a resource for current federal employees, or recruitment activities, including the new open house opportunity planned by some federations. The amount of money available

depends on the number of other requests received and the time when the request comes in, as funds remain available. Expenses available for reimbursement include travel to or sponsorship of events where federal employees will be; advertising opportunities promoting NARFE, including billboards, print or digital ads; or open house expenses that will increase awareness among

CONFERENCES AND MEETINGS

Information as of April 11, 2025.

REGION X: conference October 20-23, Staybridge Suites, Pigeon Forge, TN. Please contact Region X Vice President Robert Allen, rvp10@narfe.org, for more information.

ALASKA: virtual federation annual meeting Sept. 27. Please contact Federation Secretary David Epstein, dave1013@gmail.com, for more information.

COLORADO: federation conference June 20, Winsor Gardens, Denver, CO. Visit http://www. narfe-colorado.com or contact Federation President Frank Impinna, impinna@gmail.com

CALIFORNIA: conference June 23-25, Silver Legacy, Reno NV. Please contact Federation President Ronald Griffin, rsdgriffin@sbcglobal. net, for more information.

the active federal community, and more! Email membership@ narfe.org with any questions you may have about this program. Submit your matching funds application today by visiting “Member Quick Links,” then “Membership Recruitment Materials,” then “Matching Funds Guidelines.”

—BY NORA MACDONALD, SENIOR DIRECTOR, MEMBER ENGAGEMENT

FLORIDA: federation election August 19-31. Please Federation President Evelyn J. Seabrook, brooklyn_seav48@hotmail.com, for more information.

GEORGIA: biennial conference June 9, Hilton Garden Inn, Columbus, GA. Please contact Conference Chair C. Jacquie Beatty-Sammons, 404-290-0815 or jacquie3613@comcast.net, for more information.

ILLINOIS: annual federation conference and election Sept. 16-17, Thelma Keller Convention Center, Holiday Inn, Effingham, IL 62401. Please contact Corresponding Secretary Linda Glasgow, glasgowljg43@aol.com, or visit www. narfe.org/il/ for more information.

INDIANA: annual federation conference, September 24-25, 2025, Hilton Garder Inn 5255 Noggle Way Indianapolis, IN 46237. Please contact Federation President John Triplett, email johntriplettnarfe@gmail.com.

Continued on next page

IOWA: conference and election September 16-17, Meskawki Casino & Conference Center, Tama, Iowa. Please contact Federation President Droman Otte at 515-971-0290 or email dormanotte@gmail.com

MASSACHUSETTS: virtual federation conference, May 8; virtual annual meeting, June 19. Please contact Federation Secretary and Elections Committee Chairperson W. G. Holt, Jr., wgholtjr@verizon.net, or visit www.narfe.org/ma for more information.

NEBRASKA: federation 2025 annual meeting, June 23, 2025, virtual.

NEW HAMPSHIRE: 54th annual conference, October 29, 2025, Governor’s Inn, 78 Wakefield St, Rochester NH 03867. Please contact Joseph J. Kowalik III, 603-485-2082 or email jjkowalik3@ gmail.com.

REGION III REGIONAL TRAINING

CONFERENCE: conference October 10-12, Saint Simons Island, GA. Please contact Region Vice President Lynn Harper, 478-951-3260 or email lynnlarry79@outlook.com

SOUTHWEST (formerly ARIZONA and NEW MEXICO): conference May 16-17, The Las Cruces Village, Las Cruces, NM. Please contact Federation President Mark Mickelsen, mmickelsen@aol.com, for more information.

WASHINGTON STATE ANNUAL MEETING October 28, 2025, virtual. More information to come.

For the complete list, visit https://www.narfe. org/2025-chapter-conferences-and-meetings/.

Rally Poster Templates Available on NARFE.org

NARFE leaders and members attending rallies to protest recent executive actions against the federal workforce or potential congressional action to cut earned federal retirement and health benefits, we have designed sign templates that you can use to create signs at your local print shop.

You can easily download our 11x17 or 18x24 poster templates on the NARFE website. Visit “Member Quick Links,” then click on “Membership Recruitment Materials.” The posters can be found near the top of the page. Just download the posters and

order prints from your local print shop.

Good luck and thank you for your advocacy!

NARFE New York State Federation President Peggy Germano at the Port St Lucie, FL protest held on April 5, 2025.

Active and Retired Federal Employees–Join NARFE (or Renew) Today!

The only organization dedicated solely to protecting and preserving the benefits of all federal workers and retirees, NARFE informs you of any developments and proposals that affect your compensation, retirement and health benefits, AND provides clear answers to your questions.

Who Should Join NARFE?

If your future security is tied to federal retirement benefits—federal retirees, current employees, spouses and individual survivors—you should join NARFE. Membership expiring? Renew now!

NARFE MEMBER BENEFITS

• Understand benefit changes and key aspects to stay on top of with NARFE’s monthly webinars, held on a variety of topics such as TSP’s, health insurance options and long term care insurance updates

• Direct access to Federal Benefits Institute experts who can answer your most pressing questions and help you get answers you need from OPM

• Topical and robust articles on new legislation, and topics like car buying tips and finding your path in retirement, and the ever popular Q&A section addressing your most burning benefit questions in NARFE Magazine

• Support from your peers with access to FEDHub, the only national online community for the federal community, and local chapters, where you can meet feds in a neighborhood near you

• Weekly news roundup email called Newsline, with helpful tips and updates from NARFE on the work we are doing to support you

• Discounts on popular national brands with NARFE Perks

• Powerful advocacy and alerts to take action on important legislation pending in Congress and our advocacy team that protects your benefits every day!

NARFE MEMBERSHIP APPLICATION

o Yes. I want to join NARFE for the low annual dues of $48

o Mr. o Mrs. o Miss o Ms.

Full Name

o Renew my membership

Street Address Apt./Unit

City State ZIP

Phone Email

Retirement date (or expected)

Membership ID if renewing (ID # can be found on cover of magazine)

I am a (check all that apply)

o Active Federal Employee o Active Federal Employee Spouse

o Annuitant o Annuitant Spouse o Survivor Annuitant

o Please enroll my spouse

Spouse’s Full Name

Spouse’s Email

THREE EASY WAYS TO JOIN/RENEW

1. Complete this application and mail with your payment to NARFE Member Services / 606 N Washington St / Alexandria, VA 22314-1914.

2 Join online at www.NARFE.org

3. Call 800-456-8410 , Monday through Friday, 8 a.m. to 5 p.m. ET.

PAYMENT OPTIONS

o Check or Money Order (Payable to NARFE)

o Charge my:

o MasterCard o VISA o Discover o AMEX

Card No.

Expiration Date _______/_______ (MM/YY)

Name on Card

Signature

Date

TOTAL DUES

$48 annual dues x ________=_________ per person #enrolling total dues

Dues payments are not deductible as charitable contributions for federal income tax purposes.

LOOKING TO MEET OTHERS in the federal community? Go to www.narfe.org/chapters to find a chapter near you.

Are you a new member who wants to receive a FREE one-year chapter membership? Choose one:

o Chapter closest to home OR o Chapter #____________

Renewing members can call 800-456-8410 x1 to inquire about your chapter dues amount or to join a NARFE chapter today.

THANK YOUR RECRUITER Did someone introduce you to NARFE? Please provide their name and member ID.

Recruiter’s Name

Recruiter’s Membership ID

NARFE respects the privacy of our members. Personal information is used to provide content and relevant communications to our members. Some NARFE member benefits are provided by third parties (NARFE Perks), and not NARFE. (02/24)

(Previously Office Depot/Office Max)

Use your NARFE Perks and your membership will more than pay for itself!

See how much you can save at www.NARFE.org/memberperks

PRODUCTS

ADT/Bulldog Security Services | https://bulldogsecurityservice.partnerlinks.io/urns4ejdlhns

Exclusive Offer for NARFE Members: NARFE members can enjoy discounted monthly monitoring rates, $0 installation fees, reduced activation fees, and a $500 equipment voucher for customizing their security and smart home systems with ADT monitoring. Enhance your home security with these exclusive benefits tailored just for you. Select the link for more details and fill out the contact page to speak to a security expert and place your order.

BMG Money | https://www.narfe.org/narfe-perks-for-members/bmg-money/

BMG Money is the better loan solution for federal government employees and retirees who are working on improving their credit scores. Apply in minutes regardless of credit score with instant funding available. All credit scores are encouraged to apply with higher acceptance rates.

GE Appliances Store | Use the link below to start shopping!

Save with NARFE members-only access to the GE Appliances Store! You will enjoy up to 25% off MSRP every day on the latest in high-quality appliances. *Orders can not be shipped to P.O. boxes, APOS, Canada, Puerto Rico, HI, AK or U.S. Territories. https://www.myapstore.com/GEStore/Appliances/Registration?AuthCode=MONARFE21

HP – The Association Member Store | 1-888-678-9620 | www.narfe.org/hp-perk-2024E

NARFE members enjoy exclusive discounts via a private store environment. Save up to an additional 10% on Desktops, Laptops, Printers, and Accessories; and save an additional 5% on Care Packs and Services. Access to exclusive member-only promotions. Simply log on and purchase your options with a dedicated US Sales Support team to assist you. HP has Business Account Managers based in Boise, ID, and Rio Rancho, New Mexico. Call 1-888-6789620, Monday - Friday 7:00am -7:30pm CST.

ODP Business Solutions | 1-800-650-1222 | www.officediscounts.org/narfe

Because you’re a member of NARFE, you now have access to exclusive members only discounts at ODP Business Solutions (previously Office Depot/Office Max). Members save up to 75% off on ODP Business Solutions Best Value list of preferred products and can take advantage of products discounted off the officedepot.com regular prices. Restrictions may apply so visit officediscounts.org/narfe for details. Product and service discounts may no longer be available for in-store purchases.

Purchasing Power | https://www.purchasingpower.com/?domain=narfe

While not a discount program, Purchasing Power is an exclusive purchase program helps members buy brand-name computers, electronics, appliances and furniture via annuity allotment when cash is not an option. No credit check or down payments.

Signature FCU Visa Platinum Card | www.SignatureFCU.org/NARFE

Signature FCU is a full-service, nationwide federal credit union operating since 1970. Membership starts with just a $5 deposit into a standard savings account—no membership fees and no minimum balance requirements to enjoy all the products and services we have to offer, including the NARFE Visa® Platinum Credit Card. This special card gives back to your organization and gives you one point for every $1 you spend to redeem for cash, travel, and merchandise.

WELLNESS

Active&Fit Direct | https://www.narfe.org/narfe-perks-for-members/activefit-direct/ Stay active from anywhere for $28/mo. Active&Fit Direct includes 12,200+ Gyms, 9,300+ On-Demand Videos and 1:1 Well-Being Coaching. A fitness program with no annual fees and no long-term contracts. Switch gyms anytime. Membership options for your spouse. No Enrollment Fee With Promo Code: STAYSTRONG Brookdale Senior Living Communities | 877-713-2762 | www.brookdale.com/narfe

As the largest operator of senior living communities in the US, Brookdale has over 1,000 locations all across the country. Members are eligible for 7.5% discount at Brookdale Independent Living, Assisted Living and Memory Care communities and 10% discounts on Brookdale Private Duty Home Care. Discounts are for new move-ins/ customers only.

Life Line Screening | 800-324-9906 | www.lifelinescreening.com/NARFE

Life Line Screening, America’s leading provider of community-based preventive health screenings, will conduct health screenings using state-of-the-art ultrasound technology in your neighborhood. Operator code BKHN075

1-800-GOT-JUNK? | 800-468-5865 | www.narfe.org/1-800-got-junk NARFE Members Save 10% with 1-800-GOT-JUNK? Do you have old furniture, appliances, electronics, construction debris, yard waste or other junk you need to make disappear? 1-800-GOT-JUNK? can take away almost any material we can fit in our trucks, without you ever lifting a finger—all you have to do is point! Use code NARFE10 when you book. To get started, give us a call or book online.

Wheaton World Wide Moving | 800-248-7960 | narfe@wvlcorp.com

At Wheaton, we know interstate relocation is much more than trucks and boxes. With a network of top-quality agents throughout the United States, Wheaton provides peace of mind with every relocation.

TRAVEL, TRANSPORT & ENTERTAINMENT

Choice Hotels International | 800-258-2847 | www.choicehotels.com

With 6,400 hotels throughout the world, Choice Hotels offers something for everyone. As a member, receive 20% off your next stay at participating hotels when you use Special Rate ID 00801967.

Collette Travel | 844-311-6563 | www.narfe.org/gocollette

With over 160 tours to all 7 continents and travel styles varying from small group to river cruising, Collette offers something for everyone. As a NARFE member, you receive an additional $50-$100 off all tours including sales and offers! Just use your member benefit code NARFESAVE or let our reservation agent know you are a NARFE Member when booking.

Enterprise Rent-A-Car® | Book Now! | https://partners.rentalcar.com/narfe

When you’re ready to go, Enterprise Rent-A-Car makes it easy. We offer everyday low rates on a great selection of cars, trucks and vans and customers are picked up at no extra cost*. See website for exclusions.

Heroes Vacation Club | www.HeroesVacationClub.com

Heroes Vacation Club is your NARFE member-exclusive travel club with discounts on hotels, resorts, cruises, car rentals, airfare, and more.

Hotel Engine | www.hotelengine.com/join/24530f9

NEW!

Hotel Engine, a private booking platform, connects organizations and their members to deeply discounted hotel rates.

Member Deals | https://memberdeals.com/narfe/?login=1

MemberDeals is your one stop for great discounts on nationwide travel and entertainment! Find exclusive discounts, special offers, preferred seating, and tickets to top attractions, theme parks, shows, sporting events, hotels, and much more. Visit MemberDeals and find savings such as up to 40% on top theme parks nationwide and preferred access tickets to your favorite concerts, sports & more!

National Car Rental® | 800-CAR-RENT | https://partners.rentalcar.com/narfe/

NARFE members receive great rates with National Car Rental! At National, we pride ourselves on always providing you with unsurpassed convenience and choices. To make a reservation, call National Car Rental and reference Contract 5282909

INSURANCE

NARFE Insurance Services | 800-233-5764 | www.narfeinsurance.com

Designed exclusively for NARFE members, (plans administered by AMBA Administrators, Inc.) Senior Age Whole Life Insurance, Senior Term Life Insurance, Hospital Indemnity and Short Term Recovery Insurance, Dental Insurance, Vision Insurance, AssistPlus, Discount Prescription Plan and Pet Insurance.

Member Options | 833-378-8224 | https://www.member-options.com/narfe

Member Options Auto and Home Insurance Program - Save Money with Multiple Quotes! Get quotes from top-rated insurance carriers on Auto, Home, Renters, Pet insurance and more in a matter of minutes. Answer a few simple questions online or over the phone with our licensed insurance experts to compare multiple options that meet your specific needs. To review and choose what’s best for you, go to the link above or call 833-378-8224.

ADDITIONAL PERKS

Only You Can Prevent Wildfires

Rudy Wendelin was a United States Forest Service employee best known for creating the iconic Smokey Bear mascot. Debuting in 1944, Smokey Bear is part of the Forest Service’s longrunning wildfire prevention campaign spurring the famous slogan, “Only You Can Prevent Wildfires.” Wendelin was the full-time artist for the Smokey Bear campaign and was considered Smokey Bear’s caretaker until his retirement in 1973. Today, the Smokey Bear Wildfire Prevention Campaign is the longest-running public service advertising campaign in U.S. history.

PHOTO from the Records of the National Archives, courtesy of the National Archives History Office, in collaboration with the Society for History in the Federal Government (SHFG), bringing together government professionals, academics, consultants, students and citizens interested in understanding federal history work and the historical development of the federal government. To join, visit www.shfg.org.

DID YOU KNOW?

Smokey turned 80 years old in 2024, and he had a year-long media campaign that generated over 1 billion online impressions, or views. The festivities got kicked off with Smokey Bear appearing in the Tournament of Roses Parade in Pasadena, California. Riding in a muledrawn wagon covered in thousands of seeds, hundreds of pinecones and enough branches to rebuild a really big pine tree, Smokey’s birthday was announced all over the nation. As he rode along the 5.5-mile route, many chants of “Smokey, Smokey” could be heard. The Ad Council released the “Decades” campaign, which looked back at Smokey’s 80 years of educating people about forest fire prevention, with the intention of passing it along to future generations. It can be found at https://smokeybear.com/. There was the annual White House appearance, media interviews and more live events, such as at the California State Fair, and on Smokey’s actual birthday, which is August 9.

Visit https://www.fs.usda.gov/aboutagency/features/sage-zip-ties-andsmokey-bear.

If you’re a retired Federal or Postal Service employee who didn’t switch health plans when you became eligible for Medicare, contact us at AetnaFedsLive.com

Now could be your time to switch, even after Open Season.

These rates do not apply to all Enrollees. If you’re in a special enrollment category, please refer to the

or PSHB Program website or contact the agency or Tribal Employer which maintains your

You’ve worked hard, keep more money in your wallet

If Medicare is your primary coverage, give yourself a break. You may be able to choose a plan with low premiums, $0 copays and $0 deductibles for medical services. This plan may also help lower your Medicare Part B premium when your provider accepts Medicare and the plan.

Research on your own at AetnaFeds.com/RetireePlans or AetnaFedsPostal.com/Retiree Plans

Schedule an appointment and we’ll walk you through the details at

Aetna is the brand name used for products and services provided by one or more of the Aetna group of companies, including Aetna Life Insurance Company and its a�liates (Aetna). This is a brief description of the features of this Aetna plan. Before making a �nal decision, please read the Plan’s Federal brochure. All bene�ts are subject to the de�nitions, limitations and exclusions set forth in the Federal brochure. Refer to AetnaFeds.com or AetnaFedsPostal.com

1 The Service Benefit Plan may pay a hearing aid benefit for Basic and Standard Option of up to $2,500 total, with prior approval, every 5 calendar years for adults age 22 and up to $2,500 total per calendar year for members up to age 22.

2 Price shown does not include cost of comprehensive hearing exam. Examination and testing for prescribing of hearing aids is covered under the Service Benefit Plan. The member should confirm that the provider rendering the hearing exam is a Preferred provider. If the provider is Non-preferred, the member may be charged a maximum fee of $75 for the exam, and the member may need to submit a claim for reimbursement.

3 Smartphone-compatible hearing aids connect directly to iPhone®, iPad®, and iPod® Touch devices. Some TruHearing models connect to Android® phones directly. Connectivity also available to many Android phones with use of an accessory.

Do not rely on this communication piece alone for complete benefit information. All benefits are subject to the definitions, limitations, and exclusions in the Blue Cross and Blue Shield Service Benefit Plan brochure. Blue365 offers access to savings on health and wellness products and services that members may purchase from independent vendors, which are not covered benefits under the Blue Cross and Blue Shield Federal Employee Program, Blue Cross Blue Shield FEP Dental® and/or Blue Cross Blue Shield FEP Vision®. These products and services will be offered to you through the entire benefit year.

During the year, the independent vendors may offer additional discounts on these products and services. To find out what is covered under your policy, contact the customer service number on your member ID card. Any disputes regarding your health insurance products and services may be subject to your plan’s grievance process. BCBSA may receive payments from vendors

any Blue Company recommends, endorses, warrants, or guarantees any specific vendor,

June/July 2025 NARFE Magazine

MEMBERSHIP HAS ITS PERKS

Contents

JUNE/JULY 2025

COVER STORY

NATIONAL OFFICERS

REGIONAL VICE PRESIDENTS

#1 Selling Walk-In Tub

NARFE’S MISSION STATEMENT

Remembering NARFE’s First Half of 2025

Share the Number of Feds in Your State with Lawmakers

MISS A WEBINAR?

ORIGINS OF JUNETEENTH

FIND A CHAPTER NEAR YOU

IThreats to Federal Benefits Remain Under Consideration

MYTH VS. REALITY

NARFE GRASSROOTS ADVOCACY

Let’s Come Together: Understanding the Importance of Constituent Meetings

Continuing Resolution Extends Funding for the Fiscal Year

CONTRIBUTE TO

LEGISLATIVE RESOURCES

NARFE Lawsuit Secures Preliminary Injunction

Prohibiting DOGE Access to Personal Data

WEP/GPO Repeal Payout Begins

to NARFE programs Donate

Donate to NARFE

Support Alzheimer’s Research

NARFE BILL TRACKER

CORRECTIONS

Inogen® Portable Oxygen Concentrators

REDUCTION IN FORCE

VOLUNTARY EARLY RETIREMENT AUTHORITY

SEVERANCE PAY

TRICARE

COUNTDOWN TO COLA

RETIREMENT

CIVIL SERVICE RETIREMENT SYSTEM

PHYSICAL OR MENTAL IMPAIRMENT

VETERANS AND MEDICARE ENROLLMENT

IWhat Are Your Retirement Options?

IMMEDIATE RETIREMENT

BENEFITS RESOURCES

DEFERRED RETIREMENT

OTHER BENEFITS

TIP FOR SEPARATING EMPLOYEES:

Making credit cards work for you

At the grocery store

Online shopping tips and tricks

NARFE’s Dues Withholding Program

NARFE Dues Withholding Application for NARFE Members who are Retirees, Spouses of Retirees or Annuitant Survivors

Monitoring Today’s Federal LABOR UNIONS LABOR UNIONS

LABOR UNIONS LABOR UNIONS

Federal Labor Union Basics

The Impact of Unions

List of Unions that Consult with OPM

NARFE Webinars Answers for the Federal Community

Actions Against Federal Labor Unions

The NARFE Senior Term Life Insurance Plan

ENGAGE WITH YOUR LEGISLATORS

LAccessing Retirement Plans Before Age 59 ½

DISTRIBUTIONS BEFORE REACHING AGE 59 ½.

BENEFITS RESOURCES

AJune Is Alzheimer’s and Brain Health Awareness Month

Matching Funds Available for NARFE Recruitment Efforts!

CONFERENCES AND MEETINGS

REGION III REGIONAL TRAINING

Rally Poster Templates Available on NARFE.org

Who Should Join NARFE?

NARFE MEMBER BENEFITS

NARFE MEMBERSHIP APPLICATION

PAYMENT OPTIONS

PRODUCTS

WELLNESS

TRAVEL, TRANSPORT & ENTERTAINMENT

INSURANCE

ADDITIONAL PERKS

Only You Can Prevent Wildfires

DID YOU KNOW?