Overtourism and Its Effects
30 Understanding President Trump’s Federal Workforce Initiatives
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UNDERSTANDING PRESIDENT TRUMP’S FEDERAL WORKFORCE INITIATIVES
MAY 2025
VOLUME 101 ★ NUMBER 4
EDITORIAL DIRECTOR
Jenn Rafael
CREATIVE SERVICES MANAGER
Beth Bedard
CONTENT MANAGER
Matt Sanderson
ADDITIONAL GRAPHIC DESIGN TGD
EDITORIAL BOARD
William Shackelford, Cindy Reneé Blythe
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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.
Remember NARFE’s Mission
EMERGING THREATS
Each time you read my monthly column, you probably notice that the mission statement of NARFE is at the top of the page. As your national president, I believe that NARFE needs to respond to all threats against all active and retired federal employees, spousal annuitants and survivors.
The federal community is at a crossroads, and I am asking for your help to fight back.
In February, a lawsuit was filed regarding merit-based civil service. NARFE has been working tirelessly to counter these actions by utilizing tactics such as legal action, grassroots advocacy, and lobbying to ensure our members and federal employees/retirees remain protected during the 119th Congress and beyond.
Pursuant to an engagement with lawyers from Protect Democracy and Selendy Gay, PLLC, to provide pro bono legal services on behalf of NARFE and co-plaintiff, the Government Accountability Project (GAP), NARFE filed a lawsuit in the U.S. District Court for the District of Columbia to block the implementation of Schedule P/C [Policy/Career], formerly Schedule F, asking the court to find that the President cannot simply ignore Congress’s dulypassed laws to convert the meritocratic civil service into a spoils system for political supporters. Protect Democracy is a nonpartisan organization without an underlying ideological agenda. It is dedicated to promoting free and fair elections, the rule of law, and democratic institutions. GAP defends the rights of government whistleblowers.
Efforts have been undertaken to dramatically downsize the federal workforce and eliminate meritbased civil service protections: encouraging workers to resign; carrying out mass layoffs of probationary employees and preparing for large-scale reductions in force; firing senior executive service members; and reclassifying employees into at-will positions through Schedule P/C. Many members of Congress
have been silent on these executive actions while preparing to cut federal benefits.
We are coordinating regularly with our FederalPostal Coalition (FPC) allies through monthly meetings, joint meetings with members of Congress, congressional staff, letters, etc. Right now, much of the FPC work is focused on fighting against threats to federal benefits. NARFE is addressing the issues as they arise and will continue to do so, trying to prioritize actions that have the most impact. We will continue to inform our members about the consequences of these actions. Ultimately, a change in public opinion would be our most powerful tool in this fight. Regarding specific actions, we advise federal employees/retirees dealing with difficult decisions. There are three webinars on demand currently on NARFE’s website covering key legal, benefits, career and advocacy topics about these emerging threats.
Thank you for your support and continued NARFE membership. If you have any further questions, please reach out.
LEGcon25
With the emerging threats to the federal community, John Hatton, staff vice president for the policy and programs department and the headquarters advocacy staff, prepares for robust advocacy engagement in 2025. NARFE members in the chapters and federations need to prepare for engagement at the local level. Please register and participate in LEGcon25, our legislative training conference, which will be held virtually in June. During the conference, you will receive training to prepare for future face-to-face meetings with your members of Congress or their staff.
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TRACKING RETIREMENT CLAIMS
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NARFE Files Lawsuits to Block Executive Actions
NARFE has expanded its advocacy to the courts, filing lawsuits to block objectionable executive actions: one to block the implementation of Schedule Policy/Career, formerly Schedule F, and another to block the unauthorized disclosure of the personal data of federal retirees and employees. In both cases, NARFE is partnering with lawyers from Protect Democracy, a nonprofit organization dedicated to promoting free and fair elections, the rule of law, and democratic institutions.
SCHEDULE P/C LAWSUIT
NARFE filed suit in the U.S. District Court for the District of Columbia to block the implementation of President Donald Trump’s Executive Order 14171 creating Schedule Policy/Career (or Schedule P/C), formerly known as Schedule F. Protect Democracy and Selendy Gay, PLLC, are representing NARFE and its co-plaintiff, the Government Accountability Project (GAP), in this lawsuit.
The suit argues that the actions of Defendants President Trump, the Office of Personnel Management (OPM) and its acting director, Charles Ezell, violate the Civil Service Reform
Act (CSRA) and thereby the power of Congress to establish, define, and regulate the civil service system to protect the
public interest in ensuring Americans have a federal workforce grounded in merit and free from corruption, political bias, and improper influences. It also argues that the president did not have the authority to revoke regulations issued after extensive notice and comment rulemaking unilaterally.
“Schedule P/C would erode or eliminate merit-based civil service protections that ensure the basic operation of government is carried out by nonpartisan, professional public servants instead of political loyalists,”
MAY ACTION ALERT: URGE MEMBERS OF CONGRESS TO SUPPORT THE SAVING THE CIVIL SERVICE ACT! Visit NARFE’s Legislative Action Center at www.narfe.org to send a message to your lawmakers urging them to cosponsor the Saving the Civil Service Act, H.R. 492/ S. 134, to block the implementation of Schedule P/C, formerly Schedule F. Implementation of Schedule P/C would reclassify potentially tens of thousands of federal positions into a new excepted service category without competitive service protections that ensure that hiring and firing is based on merit. President Donald Trump issued an executive order reinstating Schedule F soon after taking office, threatening the nonpartisan nature of federal service.
said William “Bill” Shackelford, NARFE’s national president.
PRIVACY ACT LAWSUIT
NARFE and a coalition of labor unions representing over two million workers filed suit in federal court in Maryland on Monday, February 10, to prevent the disclosure of private data by three separate federal agencies to certain individuals associated with the Department of Government Efficiency (DOGE).
The suit alleges the Department of Education (ED), the Office of Personnel Management (OPM) and the Department of Treasury (DOT) improperly disclosed the sensitive records of millions of Americans to DOGE staff who lack appropriate security clearances and have not been properly vetted, and granted access to some of the
MYTH VS. REALITY
MYTH: Only 6% of federal employees were working full-time in their offices prior to 2025.
REALITY: An August 2024 study by the Office of Management and Budget found that 54% of the federal workforce was required to work full-time in their office every day, and only 10% of federal employees worked from home full-time.
government’s most sensitive and closely guarded data systems, in violation of the Privacy Act.
DOGE employees include a 19-year-old who has previously leaked proprietary information.
“Steamrolling into sensitive government record systems has led to a massive data breach that threatens to upend how these critical systems are maintained and seriously compromises the safety and security of personal identifying information for Americans all across the country,” the suit, filed in the U.S. District Court for the District of Maryland, reads. “It also violates federal law.”
As of press time, the district court issued a temporary restraining order prohibiting the Department of Education (ED) and OPM from disclosing sensitive personal information
to employees affiliated with DOGE.
“This restraining order protects 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,” said Shackelford.
“The judge ruled that DOGE’s so-called workplace reform measures did not require access to sensitive personal information of current and former federal employees, and that the government never explains why DOGE needed such access in the first place. In other words, this order protects abuse of sensitive data without impeding any legitimate government operation.”
—BY JOHN HATTON, STAFF VICE PRESIDENT, POLICY AND PROGRAMS
House Passes Budget Resolution Targeting Federal Benefits
The House of Representatives passed a Republican budget resolution, H.Con.Res.14, on February 25 along party lines, 217-215, that sets the stage for budget reconciliation to enact $4.5 trillion in tax cuts, increased spending on border security and immigration enforcement, and $2 trillion in spending cuts, including $50 billion aimed at earned federal retirement and health benefits.
NARFE opposed the budget resolution because it instructed the House Committee on Oversight and Government Reform to cut at least $50 billion in mandatory spending under its jurisdiction. Given that the only major mandatory spending under the committee’s jurisdiction is federal retirement and health benefits, cuts of such a magnitude would necessarily come from cuts to federal retirement and health benefits.
In his letter to the House, NARFE National President William “Bill” Shackelford argued, “At a time when the current administration is conducting massive and indiscriminate reductions in force and attempting to eliminate—or at least greatly erode—the merit-based civil service system, cuts to federal benefits would pile onto an
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
Are You Signed Up to Advocate at NARFE’s Virtual LEGcon25?
Registration is still open for NARFE’s virtual legislative training conference, LEGcon25. The event will take place fully online June 9 through June 11, and you can sign up and learn more on the conference webpage, https://legcon.narfe.org
At LEGcon25, NARFE’s premier grassroots training event, NARFE members will receive training on how to advocate for NARFE’s legislative priorities, resulting in attendees becoming educated defenders of their rights and earned benefits. After the initial two days of the conference, filled with panels, breakout sessions, and more, the conference culminates in a virtual day of lobbying on the Hill. On the last day of LEGcon25, members will use what they have learned during meetings with lawmakers and/ or their staff to advocate for themselves and their federal community. In addition, the experience members gain from their day of lobbying, paired with their knowledge from the first two days, will allow attendees to leave the conference as more influential advocates after building stronger relationships with key decision-makers.
Before the official beginning of LEGcon25, NARFE will hold a “Know Before You Go” session on Tuesday, June 3, from 2 to 4:30 p.m. ET. This
pre-conference meeting will give attendees an overview of the schedule, instructions for utilizing the Zoom webinar platform, and a walkthrough of
THE EXPERIENCE MEMBERS GAIN FROM THEIR DAY OF LOBBYING, PAIRED WITH THEIR KNOWLEDGE FROM THE FIRST TWO DAYS, WILL ALLOW ATTENDEES TO LEAVE THE CONFERENCE AS MORE INFLUENTIAL ADVOCATES AFTER BUILDING STRONGER RELATIONSHIPS WITH KEY DECISION-MAKERS.
the advocacy day platform they will log into for their lobbying meetings. Registrants who participate in the advocacy day will receive instructions on how to log in, access lobbying materials, view their lobbying schedule, and learn background details from each lawmaker.
LEGcon25 then officially kicks off on Monday, June 9, at 1 p.m. ET, marking the beginning of two days filled with congressional panels, advocacy
training, and other sessions with legislative and policy leaders. On the final day, attendees will be grouped based on geographical region to meet virtually with lawmakers and staff throughout the day, supported by NARFE staff every step of the way.
NARFE’s LEGcon is a biennial conference that has been vital in developing member advocacy skills and creating a unified front to bring attention to the federal community’s concerns. It is essential this year as we navigate a new Presidential administration with an agenda that is particularly unfavorable to the federal community, and the relationships we build with Members of Congress will be critical in rallying allies against attacks on our federal family. Additionally, a new Congress is in session with newly elected members just beginning their careers in office. LEGcon is an opportunity to meet with these elected officials, veterans, and freshmen in an organized group setting to develop these critical contacts.
NARFE hopes you will join your fellow members June 9-11 by registering for LEGcon25 if you have not done so already or urge your colleagues to join you if you are already signed up. Visit https://legcon.narfe.org to learn more and register today. We look forward to seeing you in June!
—BY NICOLE BLACKSTONE, MANAGER, GRASSROOTS AND POLICY MANAGER
Trump Executive Order Directs Large-Scale Reductions in Force
On February 11, President Trump signed an executive order titled “Implementing the President’s ‘Department of Government Efficiency’ Workforce Optimization Initiative” to reshape the federal workforce by eliminating federal employee positions and hiring limitations. The order directed agencies to prepare for large-scale reductions in force (RIFs) and established a policy to limit hiring to one new employee for every four who leave nonexempt roles.
This hiring freeze, an extension of a previous executive order, includes exemptions for positions in “public safety, immigration enforcement, or law enforcement.” Additionally, agencies must consult with the Department of Government
Efficiency (DOGE) before making any new hires. The DOGE team leader at each agency has the authority to block hiring unless overridden by the agency head. The order also specified that the hiring freeze at the Internal Revenue Service remains in full effect.
The planned reductions in force through attrition involved separating temporary employees, reemployed annuitants, and probationary employees with low performance ratings. Agencies are required to submit reports within 30 days, detailing which units are legally required and which could potentially be eliminated as part of this large-scale reduction in force plan.
This reduction in force executive order follows the
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Trump administration’s “deferred resignation” offer. The White House claims that a total of 75,000 federal employees accepted this offer. The White House released no further information on which agencies these employees worked for.
NARFE National President William “Bill” Shackelford issued a media statement in response to the order, arguing: “The administration’s act first, think later mentality in reducing the size of the federal workforce will lead to disruption of critical government operations as they chart an aggressive path towards firing hundreds of thousands of dedicated public servants.”
—BY MISSY LOVE, POLICY AND PROGRAMS ASSOCIATE
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Government Funding Battle Continues
As of this writing, congressional Republicans and Democrats remained at an impasse over how to proceed with government funding legislation, with funding extended through March 14. Up to that point, the government has been operating on a continuing resolution that extends the fiscal year 2024 funding levels into fiscal year 2025.
Adding complexity to the situation is the chaos stirred by recent actions from the Trump Administration—precisely, unilaterally cutting back spending on appropriated programs violating appropriations law. As foreshadowed by the confirmation
hearing of Office of Management and Budget Director Russell Vought and Project 2025, the administration is advancing a constitutional argument, contrary to existing precedent, that it has the power to impound or decide not to spend funds that Congress directs it to spend.
While it appeared that congressional Democrats and Republicans might be able to agree on the overall amount and contours of a spending bill, Democrats were pushing for assurances— including specific legislative language—that the Trump Administration would carry out any agreement they signed onto. At press time, Republicans did
not appear willing to provide such assurances, creating additional tension and uncertainty in the process. It also remained unclear whether Republicans could pass government funding on their own through the House or Senate, given fractures within their own party.
The prospect of a government shutdown loomed as Congress moved toward the March 14 deadline, with the possible alternative of a full-year continuing resolution. Please stay informed on late-breaking news via NARFE’s website, social media and weekly e-newsletter.
—BY RJ THACKER, POLITICAL AND LEGISLATIVE AFFAIRS MANAGER AND JOHN HATTON, STAFF VICE PRESIDENT, POLICY AND PROGRAMS
already beleaguered and underassault workforce, further undermining the appeal of public service on behalf of this nation.”
Specific proposals that could be enacted under the budget resolution include the following:
• Shifting substantial heath care costs onto enrollees by changing the Federal Employees Health Benefits (FEHB) 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,
• And more options that take aim at middle-class public servants.
These proposals 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.
House passage of the budget resolution tees up negotiations with the Senate for a conference agreement. Once both chambers pass a joint budget resolution, they begin developing specific legislation language to include in budget reconciliation legislation. Those policies are developed by the relevant committees pursuant to the resolution instructions.
—BY JOHN HATTON, STAFF VICE PRESIDENT, POLICY AND PROGRAMS
BUDGET RESOLUTION FROM P.9
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
Sen. Tim Kaine Hosts Roundtable With Feds at NARFE Headquarters; Share Your Fed Work Story
Over a dozen federal employees met with Sen. Tim Kaine, D-VA, NARFE National President William Shackelford, and NARFE staff at its Alexandria headquarters for over an hour on February 7 to discuss the difficult impacts from the new Trump Administration.
Kaine is on an information-gathering spree to hear from active federal worker constituents from a variety of agencies and levels of government who may be affected by recent decisions made by the Trump Administration’s executive orders, such as the implementation of Schedule P/C, formerly known as Schedule F.
Are you a federal employee from Virginia? Kaine said you can submit your story on his website at https://www.kaine.senate.gov/ federalworkerstory. His office has received hundreds of personal stories.
“The administration wants to, in [Office of Management and Budget Director] Russ Vought’s words, traumatize, shrink and politicize the federal workforce, and relocate portions outside of the DMV region,” said Kaine.
The roundtable was a safe space for Virginiabased federal employees to describe what the last few weeks have been like, including the anxiety and uncertainty surrounding jobs they’ve held most of their careers.
A common thread was that no human resources department is able to quell concerns, answer questions or provide reassurances about what’s going on with civil service protections.
“It just hurts when I hear from my former [FBI] colleagues to hear that the agency is coming under attack, and at other agencies,” said Shackelford. “It really hits home. It really hurts.”
Are you a fed with a story to tell about the current situation with the federal workforce? You can also let NARFE know by telling your story here https://www.narfe.org/testimonial-web-form/ —BY MATT SANDERSON, CONTENT MANAGER
SEN. TIM KAINE, D-VA, MET WITH NARFE NATIONAL PRESIDENT WILLIAM SHACKELFORD, STAFF AND FEDERAL EMPLOYEES ON FEBRUARY 7, 2025, AT NARFE HEADQUARTERS IN ALEXANDRIA, VA TO DISCUSS EMERGING THREATS AGAINST THE CIVIL SERVICE UNDER THE TRUMP ADMINISTRATION
NARFE Weighs in on “Rightsizing Government” Hearing
NARFE shared its concerns with the House Committee on Oversight and Government Reform in advance of its “Rightsizing Government” hearing in the form of a statement for the record. The statement urged lawmakers to reconsider the current approach to workforce reductions, often labeled as “right-sizing.” Instead of arbitrary cuts, NARFE calls for a smarter approach focused on “smartsizing”—a strategy that involves thoughtful planning, stakeholder input, and an unwavering commitment to preserving the experience and expertise within the federal workforce. Such a strategy may be just as likely
to lead to increasing the size of the workforce – and reducing the number of contractors – as reducing it.
NARFE highlighted several key concerns, including the impact of staff reductions on mission delivery, the loss of invaluable institutional knowledge, and the negative effect on employee morale. NARFE stressed that downsizing too aggressively can lead to backlogs, delays, and inefficiencies, ultimately harming the public we serve. Furthermore, the rise in contractor reliance, often seen as a cost-saving measure, can lead to increased costs and diminished accountability, making it essential
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to prioritize qualified federal employees for critical functions.
NARFE’s recommendations include proactive workforce planning, data-driven decisionmaking, and a focus on investing in federal employees’ professional development. The association also advocates transparency in rightsizing decisions and urges Congress to ensure that any reforms are approached thoughtfully, with long-term effectiveness in mind.
In conclusion, NARFE remains committed to advocating for a strong, efficient, and dedicated federal workforce that continues to serve the American people with integrity and expertise. We will continue working closely with Congress to ensure any workforce changes are implemented responsibly.
—BY RJ THACKER, POLITICAL AND LEGISLATIVE AFFAIRS MANAGER
NARFE BILL TRACKER
THE NARFE BILL TRACKER IS YOUR MONTHLY GUIDE TO LEGISLATION NARFE IS FOLLOWING. CHECK BACK EACH ISSUE FOR UPDATES.
ISSUE BILL NUMBER / NAME / SPONSOR
FEDERAL BENEFITS
FEDERAL PERSONNEL POLICY
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
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: 58 (D) 2 (R) S. 134: 19 (D) 2 (I)
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.
Prohibits the establishment of schedule F of the excepted service, to ensure merit-based hiring and firing of civil servants.
Passed by the House of Representatives by a 217-215 vote. 2/25/25
FEDERAL COMPENSATION
FEDERAL ANNUITIES
H.R. 493/ S. 126: The Federal Adjustment of Income Rates (FAIR) Act / Rep. Gerry Connolly, D-VA / Sen. Brian Schatz, D-HI
Cosponsors:
HR 493: 20 (D)
S. 126: 12 (D) 1 (I)
H.R. 491: Equal COLA Act/ Rep. Gerry Connolly, D-VA
Cosponsors:
H.R. 491: 42 (D) S. 4221: 5(D) 1(I)
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
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
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
NARFE’s Position: Support Oppose No position
NARFE ADVOCACY PRIORITIES NARFE develops a set of advocacy priorities every two years, aligning with each Congress but applicable to legislative and executive actions. Before adopting the priorities, the NARFE National Executive Board (NEB) adopts NARFE’s advocacy positions, which provide an extensive and specific enumeration of public policies NARFE supports and opposes. The NEB adopts the positions upon the recommendation of NARFE’s Advocacy Committee. The committee reviews the prior years’ positions, assesses staff recommendations, and considers proposals from NARFE members (with the support of at least five members), chapters and federation boards. For more information, visit https://www.narfe.org/blog/2025/01/06/ narfe-advocacy-priorities-for-2025-26-aim-to-protect-benefits-merit-based-civil-service/
EMPLOYMENT & RETIREMENT
FEDERAL EMPLOYEE HEALTH BENEFITS
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.
My wife and I are federal government employees. I currently have the Federal Employee Health Benefits (FEHB) health insurance through my federal employment that covers both of us (Self+1). Our children age out of the FEHB plan at age 26. We are both eligible for retirement. My wife will most likely retire in less than one year, while I may continue to work for a few more years. Please see my three-part question below:
Part 1: While we are both employed, if I were to die, would my wife still be covered by our health insurance? What would she have to do to have coverage moved to her paycheck or retirement?
AYes, your wife could continue coverage if you predecease her. If employed, she will go to her human resources department and elect FEHB enrollment, transferring it from your name to hers. This is considered a qualifying life event (QLE) and, therefore, can be done outside of an Open Season. There are time limits for all QLEs. She would need to make this change within 60 days of your death. If she misses the 60-day window, she must wait for the next Open Season, so timing is crucial.
If you should pass away as an active employee, she would be entitled to a Federal Employee Retirement System (FERS) spousal survivor annuity and a Basic Employee Death Benefit (BEDB). The BEDB equals $42,607.52 (2025) plus half of your basic pay rate (deceased employee must have 18 months of civilian federal employment for this benefit to be payable). Recurring monthly payments are made to the surviving spouse if the deceased employee completed at least 10 years of creditable service (18 months of which must be civilian service). In this case, she would have the option to have FEHB as a survivor annuitant or through her active federal employment. If she is still actively
employed, carrying the coverage would make financial sense because she would pay premiums pre-tax (this is called “premium conversion and does not continue in retirement). Annuitants have their health insurance premiums deducted on a post-tax basis.
• Changes You Can Make Outside of Open Season https://www.opm.gov/healthcareinsurance/healthcare/plan-information/ changes-you-can-make-outside-of-open-season/
• FERS Information/Survivors: https://www. opm.gov/retirement-center/fers-information/ survivors/.
Part 2: If she retires first and I am still working and die, can she transfer the FEHB from me to her retirement annuity?
AWhile you are alive and currently employed, keeping the FEHB premiums deducted from your paycheck makes sense. You will reap the benefit of the pre-tax deduction for premiums. Once she retires, your wife will not be entitled to have pre-tax premium payments. Once you both have retired, you can split the self plus one enrollment into two selfonly plans. This can be less expensive and allow you to choose the plan that meets your needs.
If you pass away as an employee and she is retired, she will contact the Office of Personnel
Management (OPM). OPM will verify her enrollment on your FEHB coverage, and again, she would have the option to have FEHB as a survivor annuitant or through her retired annuity.
Part 3: If we are both retired and I die, and I have chosen not to have a survivor’s benefit, could she still have the FEHB coverage moved to her?
AGreat question! If no survivor benefit is payable and you carried self plus one coverage at the time of your death, coverage would cease from your annuity benefit. If your wife is eligible for coverage through her own FERS or CSRS retirement, the coverage can be transferred to her. Each spouse must meet the “five-year” coverage and retire with immediate annuity benefits to carry FEHB under their retirement. Coverage under a spouse’s self plus one or family enrollment counts toward the coverage requirement. For more information, read the FEHB Handbook/ Annuitants: https://www.opm.gov/healthcareinsurance/healthcare/reference-materials/reference/ annuitants/
EMPLOYMENT
“MRA PLUS 10” RETIREMENT
QI plan to resign from federal employment at my Minimum Retirement Age (MRA) with 15 years of federal service. If I apply for an immediate “MRA Plus Ten” retirement, would I be entitled to maintain FEHB coverage?
AYes! You are eligible for an immediate, reduced, FERS retirement benefit at your MRA (56 and 10 months if you were born in 1969). As long as you were covered under FEHB for the five years immediately preceding your separation, you would meet the requirements to maintain your coverage. If you retire younger than 60 with less than 30 years of service, your FERS benefit will be reduced by 5% per year that you are under age 62 or five twelfths of 1% per month.
There is a second option in this scenario of an MRA Plus 10 type of retirement. If you want to reduce or eliminate the penalty for being under age 62, you may choose to postpone applying for the benefit. The reduction will depend on your age when your postponed FERS benefit begins. With less than 20 years of service, the age reduction would be eliminated if you started your annuity at least two days before your 62nd birthday (be sure to apply at least 60 days before turning 62).
With 20 or more years, you could avoid the age reduction by applying to begin your benefit on the first day of the month after turning 60. Suppose you
postpone applying for your FERS annuity and meet the eligibility requirements to carry your FEHB coverage into retirement. In that case, your coverage will end 31 days after your last day of employment, and you would be eligible for up to 18 months of Temporary Continuation of Coverage (TCC). Under TCC, you would be responsible for the employee and the employer share of the premium plus a 2% administrative expense. You would be able to reenroll after you begin receiving your annuity. If you do not apply to your death, the rights of your surviving family members would be protected because you would be considered a retiree.
DISCONTINUED SERVICE RETIREMENT
QThere is a good chance that I might be terminated from my position due to a reduction in force (RIF) very shortly. I understand I could retire under a Discontinued Service Retirement (DSR) option (early retirement). Can you please explain the DSR option to me?
AAn involuntary separation from federal employment is often eligible to apply for a DSR if you are age 50 with a minimum of 20 years of service, or any age, with at least 25 years of creditable service. “Involuntary separation” means any separation against the will and without the employee’s consent, other than for cause on charges of misconduct and delinquency. The most common cause of involuntary separation is a RIF
COUNTDOWN TO COLA
The Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W) increased 1.21% in February. 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. February’s index, 312.460, is up 0.4% from the base. As a reminder, CSRS annuities received a 2.5% COLA for 2025, while FERS annuities received a 2.0% 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.
Questions & Answers
Another frequent reason for involuntary separation is when the location of an office or unit is moved to an area outside the commuting area of the old worksite. Employees who decline reasonable offers of other positions are not eligible for DSR benefits. The DSR provides agencies with a valuable tool to lessen the impact of an involuntary separation on a long-service employee.
NOTE: Employees can use their annual leave to meet age and service requirements beyond the stated separation date on their involuntary separation notice. For more information, read the Annual Leave Fact Sheet/General Information: https://www.opm.gov/policy-data-oversight/ pay-leave/leave-administration/fact-sheets/ annual-leave/
Additional requirements for a DSR:
1. Minimum of five years of civilian service.
2. Separation from a position subject to Civil Service Retirement System (CSRS) or FERS coverage.
3. If you retire under CSRS, you must be covered under CSRS for at least one out of the last two years before retirement. Does not apply to FERS employees.
4. You did not decline a reasonable job offer. For more information on OPM/Early Retirement, visit https://www.opm.gov/ retirement-center/fers-information/ types-of-retirement/#url=Early-Retirement
CALCULATING MY ANNUITY
QI can retire under FERS at age 61 with 31 years of federal service. If I were to separate before I reach age 62 but then elect to delay applying for FERS annuity until after I turn 62 (a few months after separation), will OPM then calculate my annuity using the 1.1% multiplier, or will my annuity calculation use the 1.0% multiplier?
AUnfortunately, to qualify for the 1.1% multiplier to compute your FERS annuity benefit, you must be age 62 or older at the time of your separation from federal employment. At age 61, with 31 years of service, you would qualify for approximately 31% of your high-three average salary. By working one more year and retiring at age 62 with 32 years of service, your retirement would be computed as 32 x 1.1% or 35.2% of your high three average salary. If your average high-three were $100,000, at age 61, your retirement would be about $32,000/year, and at age 62, with 32 years of service, it would increase to $35,200/year, an increase of $3,200 or $267/ month. Other benefits of retiring after age 62 are that you would be entitled to immediate cost-of-living adjustments (COLAs) in your first year of retirement,
and you would be old enough to receive Social Security retirement benefits.
The FERS supplement replaces Social Security with an unreduced FERS retirement benefit if you retire younger than 62. Still, the supplement is only computed on your civilian federal employment and receives no COLAs.
REDUCTION IN FORCE
QI have a question about the RIF. If we get RIF’ed, we should get severance pay. Immediately after the RIF, will I still get the severance package if I am qualified and apply for a retirement?
AYou may be eligible for severance pay, unemployment compensation or immediate or deferred retirement. These are three separate benefits with different guidelines. To learn more about unemployment compensation, contact your state’s unemployment office; you can also learn more about eligibility at the U.S. Department of Labor at https://www.dol.gov/general/topic/ unemployment-insurance.
OPM has a “Fact Sheet on Severance Pay” to help you understand this benefit that your agency administers at https://www.opm.gov/policydata-oversight/pay-leave/pay-administration/ fact-sheets/severance-pay/.
To be eligible for severance pay, an employee must be serving under a qualifying appointment, have a regularly scheduled tour of duty, have completed at least 12 months of continuous service, and be removed from federal service by involuntary separation for reasons other than inefficiency (i.e., unacceptable performance or conduct). Also, you must not receive workers’ compensation benefits for wage loss due to an on-the-job injury.
An employee is not eligible for severance pay if they are serving under a nonqualified appointment; declines a reasonable offer of assignment to another position; is serving under a qualifying appointment in an agency scheduled to be terminated within 1 year after the date of the appointment; is receiving injury compensation under 5 U.S.C. chapter 81, subchapter I; or is eligible upon separation for an immediate annuity from a Federal civilian retirement system or the uniformed services. The employment agency must determine whether an employee received a reasonable offer, as defined in 5 CFR 550.703.
A “qualifying appointment” means a career or career-conditional appointment, a career Senior Executive Service (SES) appointment, or an excepted appointment without time limitation (except under Schedule C or an equivalent
appointment for similar purposes). Unless they follow qualifying appointments within three calendar days, time-limited appointments are not “qualifying” for this definition.
“Continuous service” means the employee must not have had a break in service of more than three calendar days between qualifying appointments.
“Involuntarily separated” means the employee resigns or is separated after receiving a specific notice of separation or a general notice of reduction in force or transfer of function.
Severance pay accrues daily following the recipient’s separation from federal employment. Severance payments must be made at the same pay period intervals as salary payments if the recipient were still employed. The amount of the severance payment is computed using the recipient’s rate of basic pay, which is in effect immediately before separation. Severance payments are subject to appropriate deductions for income and Social Security taxes. The agency that employs you during your involuntary separation is responsible for paying severance pay. You can find a worksheet to help compute the amount of severance allowance by searching “severance worksheet” at www.opm.gov.
RETIREMENT
TRICARE PRIME AND FEHB
QI am covered under TRICARE Prime through my military spouse and have my FEHB as a federal employee (my spouse is also covered under this), and it looks like we will have to sign up for Medicare A+ B at age 65. When you turn 65, you must have Medicare Part A and Medicare Part B to keep your TRICARE benefits, or you must have proof that you aren’t eligible for premium-free Medicare Part A. Is there a reason why we would want to keep my FEHB when I retire? I am retiring in 2025 and will be entitled to an Immediate FERS annuity. If I understood correctly, if I drop my FEHB after I retire and sign up for Medicare B at 65, I can no longer get FEHB again, correct? Would there be an option of “suspending” (not dropping/resigning) my FEHB while retired and under TRICARE and Medicare B to keep my option open for getting FEHB again? If yes, how long can I keep my FEHB “suspended’ and do I pay any premiums for this FEHB during the “suspension” period? Thank you!
AIf you cancel your FEHB coverage after retirement, this is a permanent loss of coverage; you may never reenroll; this decision is irrevocable. Instead, since you are retiring in the next few months, continue your FEHB coverage
into retirement and immediately “Suspend” your FEHB enrollment. You will complete Form RI 79-9, “Health Benefits Cancellation/Suspension Confirmation,” at https://www.opm.gov/forms/ pdf_fill/ri79-9.pdf to suspend your FEHB coverage in retirement. To suspend your FEHB coverage, you must provide OPM with evidence of your eligibility for TRICARE, TRICARE for Life, Peace Corps, or CHAMPVA. If you are over age 65, OPM also needs a copy of your Uniformed Services Identification (I.D.) card and a copy of your Medicare card showing enrollment in both Medicare Parts A & B. Once OPM suspends your FEHB coverage, you will not be able to use the FEHB plan or will you pay any monthly premiums.
TIP: This form may accompany your retirement package so your agency can send it to OPM.
Suspending, rather than canceling, your 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 or immediately following an involuntary loss of coverage, or
• If an annuitant or survivor is involuntarily disenrolled from TRICARE coverage, they can reenroll (unsuspend) in the FEHB program immediately
• No limits on how often an annuitant or survivor may suspend FEHB coverage. There is no time limit on how long your FEHB coverage can be suspended. If you cancel the suspension of your FEHB coverage during an open season as a retiree, you can suspend it again at any time.
Other reasons that allow an annuitant to suspend, rather than cancel, FEHB coverage include:
• Enroll in a Medicare Advantage plan not sponsored by your FEHB coverage. You can get a complete Medicare Advantage plan without suspending your FEHB coverage. Most FEHB plans have made it easier by offering these plans through your FEHB enrollment. See your FEHB plan brochure or website to learn more about this coverage.
• Eligibility for coverage under Medicaid or a similar state-sponsored medical assistance program for people in need.
. 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.
BTaxes and Your Federal Benefits
y now, you most likely have completed your 2024 federal and state tax returns, and based on the outcome, you might find that you need to make a change to your federal or state tax withholdings. Here’s what to consider when changing your tax withholdings and how to initiate changes for each benefit program.
CIVIL SERVICE RETIREMENT SYSTEM (CSRS)/FEDERAL EMPLOYEES’ RETIREMENT SYSTEM (FERS)
Are you aware that some of your retirement is “tax-free” because retirement deductions withheld from your salary have already been taxed? Don’t get too excited. Most of your retirement benefits are taxable on the federal level and in many states. A portion of each month’s CSRS or FERS retirement represents the recovery of your previously taxed contributions. Retirement contributions are shown on Internal Revenue Service (IRS) Form 1099-R, received annually from the Office of Personnel Management.
If you are currently receiving a CSRS or FERS annuity, you can elect to have federal and/or state taxes withheld from your monthly annuity payments. Visit your state tax revenue website to determine how federal pensions are treated. Most annuitants set up federal tax withholding when applying for retirement. State tax withholding is elected through OPM. You can view, stop, or change the amount you withhold by following these steps:
1. Sign in to your OPM Retirement Services Online account at https://www. servicesonline.opm.gov/.
2. Click on “Federal Tax Withholdings” to view, stop, or change your current federal withholdings.
3. Click on State Tax Withholdings to view, stop, or change your state withholdings.
Important: Make sure you save your changes before leaving the page.
Other ways to make changes:
• Call 1-888-767-6738
• Write a letter to OPM, including your claim number and a completed Form W-4P with your federal tax elections. OPM’s Guide to changing your tax withholdings: https://www. opm.gov/support/retirement/ how-to/change-your-federal-andstate-income-tax-withholdings/ OPM’s Tax Information for Annuitants: https://www. opm.gov/retirement-center/ tax-information-for-annuitants/ You may want to use the tax withholding estimator available at https://www.irs.gov/individuals/ tax-withholding-estimator IRS Publication 721, Tax Guide to U.S. Civil Service Retirement Benefits, https:// www.irs.gov/forms-pubs/ about-publication-721.
SOCIAL SECURITY BENEFITS
Social security benefits are taxable on the federal level
BENEFITS RESOURCES
NARFE OFFERS MEMBERS a wide range of information on federal benefits. Visit www.narfe.org/federal-benefits-institute
for many FERS and CSRS annuitants. Thee IRS uses your “combined income,” which is your adjusted gross income (AGI) plus nontaxable interest and half of your Social Security benefits from the year (minus certain deductions and exclusions).
Generally, up to 50% of your benefits will be taxable. However, up to 85% of your benefits can be taxable if the following situations apply to you.
• The total of one-half of your benefits and all your other income is more than $34,000 ($44,000 if you are married and filing jointly).
• You are married, filing separately, and lived with your spouse at any time during 2024.
To have federal tax withheld from your Social Security payments, you may elect to withhold 7%, 10%, 12%, or 22%. To initiate, change, or stop withholding, call Social Security to speak with a representative (1-800-772-1213 or TTY 1-800325-0778) or download Form W-4V: Voluntary Withholding Request from the IRS’ website. Then, fax or mail the completed form to the Social Security office closest to your home. To use the Social Security office locator, visit https://secure.ssa.gov/ICON/ main.jsp.
Social Security will not withhold state taxes from your federal benefits because most states do not tax it. In 2024, only nine states tax Social Security income: Colorado, Connecticut, Minnesota, Montana, New Mexico, Rhode Island, Utah,
Vermont and West Virginia. Midway through 2024, Kansas joined that list.
IRS Publication 915, Social Security and Equivalent Railroad Retirement Benefits https://www.irs.gov/pub/ irs-pdf/p915.pdf
THRIFT SAVINGS PLAN (TSP)
How payments from your TSP account get taxed depends on whether you have traditional money, Roth money, or both (Members of the uniformed services may also have tax-exempt pay earned in a combat zone).
You should consider the following when taking distributions from your TSP:
• You will pay taxes on contributions and earnings in the withdrawal year.
• The tax withholding varies depending on your withdrawal type (payments the last 10 years or more, partial distributions, etc.).
• Whether your withdrawal comes from your Roth, traditional, or a proportional mix of both.
Depending on your withdrawal method, you may be permitted to increase, decrease, and/or eliminate the federal tax withholding from your payments. The TSP will not withhold state or local income tax.
Important: Your withdrawal may be subject to a 10% early withdrawal penalty tax and the regular income tax
on the portion of taxable distributions not transferred or rolled over. If you separate from service in the year you turned 55 or later, you will be exempt from this penalty (distributions taken directly from the TSP). There are other exceptions, such as retired public safety officers who separate from service in the year they turn 50 or later. Refer to the TSP publication, Tax Rules about TSP Payments, by visiting https://www.tsp.gov/ publications/tspbk26.pdf.
The IRS requires that you receive a portion of your TSP account called, Required Minimum Distributions (RMDs) beginning when you reach a specific age and are separated from service. Secure Act 2.0 made changes to RMDs: Roth balance no longer subject to RMDs, reduced excise tax on missed RMD amount and RMD age increases. For more information, visit https://www. tsp.gov/news-and-resources/secure-2-0-and-the-tsp/.
Taxes are not an easy topic for most of us. It is essential to read TSP publications and consult a tax professional to avoid costly mistakes. NARFE federal benefits expert Mark Keen, CFP®, walks you through retiree tax planning in the archived presentations that can be found at the NARFE Federal Benefits Institute at www.narfe.org.
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?
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.
—MERCEDES JOHNSON
TOUR TOUR OVER OVER
What’s the problem, how are some countries dealing with it, and what you can do to help.
ISM ISM
AND ITS EFFECTS
BY EVERETT A. CHASEN
In Barcelona, residents carrying water guns have targeted tourists sitting at cafes in protest over the number of visitors overwhelming the city. In Athens, crowds at Greece’s most popular archaeological site, the Acropolis, have gotten so large that people can only visit the location with timed tickets.
Barcelona’s 1.6 million residents hosted at least 13 million visitors in 2024, according to The New York Times. A Times reporter wrote, “Their impact includes skyrocketing housing prices, dirty beaches, crowded thoroughfares and the transformation of historic neighborhoods into what locals refer to as ‘theme parks.’”
Thanks to mass tourism, Phuket, Thailand, one of the world’s most geographically stunning places, is now overcrowded and polluted. In Miami, unruly visitors have forced local authorities to restrict the hours when alcohol can be consumed and to enforce noise restrictions in the city’s entertainment district.
Each of these issues and similar problems in locations worldwide have the same cause: overtourism. Overtourism happens when too many people visit a location, but no longer have a quality experience because the location is unable to deal with their demands for access to the most desirable attractions without crowding; has lost a number of authentic places to stay or dine; and offers only overcrowded assets that have become unreliable and increasingly unattractive to visitors or locals.
To most tourists, overtourism is an inconvenience. Visitors to over-touristed areas must cope with hordes of other travelers in locations that don’t have the capacity to handle those numbers, resulting in large gatherings at scenic vistas, long waits to enter popular attractions, and bad behavior on the part of some of their fellow tourists.
Tourists, however, are not the only ones who must deal with this problem; those who live in popular destinations do, too. Left unaddressed, overtourism leads to resentment on the part of locals towards visitors, whether it’s through increased levels of litter, higher crime rates, difficulty getting into their favorite cafés, or significant environmental issues like global warming and water quality problems—all of which impact the experience of both tourists and residents.
Megan Epler Wood, managing director of the Sustainable Tourist Asset Management Program (STAMP) at Cornell University, part of the Center for Sustainable Global Enterprise at the school’s Samuel Curtis Johnson College of Business, looks at the issue from the viewpoint of countries and regions who have to deal with crowds of tourists and the environmental and social impacts they cause. She believes the local impacts from overtourism have become a “global emergency”.
“Places around the world have long promoted tourism as a form of economic development, without looking at the cost and expense of managing tourism,” she said.
This often leads to issues like environmental degradation, a loss of local culture, rising living costs for residents, and a diminished quality of life for those who live at tourist destinations.
“You can see this in so many places that are presently in the headlines,” she said. “In the Philippine Islands, we’ve recently had a huge buildup of hotels without any sewage treatment associated with that construction. Many such destinations also have no waste treatment and just burn trash, systems that
Norway has established national standards for sustainable tourism, emphasizing lowemission practices across all tourism operations.
were deemed sufficient until hundreds of thousands of tourists came.”
Inadequate sewage and waste treatment pose a significant risk to human health and aquatic ecosystems.
Epler Wood argues for “sustainable tourism,” defined by the United Nations World Tourism Organization as “tourism that takes full account of its current and future economic, social and environmental impacts, addressing the needs of visitors, the industry, the environment and host communities.”
STAMP, the organization she leads at Cornell, seeks to increase collective knowledge and understanding of managing tourism destinations more effectively over time. Epler Wood believes a “full range of costs” stems from the growth of tourism. Therefore, local tourism authorities, business leaders, and travel professionals need to use science-based data-driven measures to fully understand what she calls the “invisible burden” of tourism.
What Are Governments Doing About the Problem?
People throughout the world are traveling more than ever before. Cheap flights and new budget airlines enable tourists to visit destinations they formerly could not afford. Airbnb, VRBO, and other online lodging services make inexpensive beds available to travelers, which, unlike hotels, are not subject to planning decisions, permit requirements, and sometimes even taxes.
Barcelona’s 1.6 million residents hosted at least 13 million visitors in 2024, according to the New York Times. A Times reporter wrote, “their impact includes skyrocketing housing prices, dirty beaches, crowded thoroughfares and the transformation of historic neighborhoods into what locals refer to as ‘theme parks.’”
Demonstrations and marches protesting the problem have taken place throughout the city. In response, city officials introduced a strategic plan focusing on sustainable tourism to distribute tourists
more evenly across the city and promote neighborhoods outside the city center.
The city charges a tourist tax on overnight hotel stays and short-term rentals that helps fund infrastructure improvements, tourist management and community administration. It has limited the number of cruise ships that can dock daily; implemented ticketing systems at popular tourist sites, regulating the number of people who can enter; improved its public transport network; and promoted cultural events and activities during the off-season to reduce the pressures of tourism during the spring and summer.
Finally, Barcelona requires short-term rental properties such as those listed on Airbnb to be licensed to keep permanent residents from experiencing housing shortages. Illegal rentals are fined, and platforms must remove unlicensed listings. New licenses have been frozen to limit the expansion of short-term rentals.
Mateu Hernandez, managing director of the Barcelona Tourism Consortium, told the Times, "Barcelona has developed more tools to manage tourism than maybe any other city.”
Epler Wood cited two other tourist destinations that have innovatively managed the environmental aspects of overtourism. Greenhouse gas emissions are the release of gases into the atmosphere that contribute to global warming. Norway, a northern European nation, is mainly concerned by greenhouse gas emissions because of its proximity to the Arctic Circle. The Arctic parts of the country are especially vulnerable to climate change impacts like melting glaciers and decreased biodiversity.
As a result, Norway and other Scandinavian countries have made major efforts to reduce these emissions in their industries and the nation’s tourism efforts. Norway is becoming a “low-carbon economy,” significantly reducing greenhouse gas emissions, particularly carbon dioxide, through adopting sustainable practices and technologies.
“Places around the world have long promoted tourism as a form of economic development, without looking at the cost and expense of managing tourism”
–Megan Epler Wood, managing director of the Sustainable Tourist Asset Management Program (STAMP) at Cornell University
gas emissions in ways that are practical,” Epler Wood told us. Most of the nation’s rental cars are electric, with many charging stations available, and Norway promotes train travel or electric ferries as the best way to get around the country. By 2026, cruise ships emitting greenhouse gases will not be permitted to sail in its World Heritage fjords.
Norway has established national standards for sustainable tourism, emphasizing low-emission practices across all tourism operations. They calculate and track the carbon footprint (the total emissions caused by an individual, organization, event, or product) of all tourism activities, enabling them to target emission reduction strategies. Finally, Norwegians have decided to limit marketing tourism to people who travel a long way to get to their country, like Americans, in favor of those who live closer, like residents of Great Britain.
“They want to have a lower volume of tourism with low emissions and an excellent infrastructure for the tourists that do come there,” Epler Wood said.
She cited another nation for its efforts—one far away from Scandinavia. Rwanda is a landlocked country in east-central Africa. It is a popular tourist destination, known for its natural beauty, wildlife and national parks. Volcanoes National Park, one of four national parks in the country, is home to the endangered mountain gorilla species.
Tourism is a significant part of Rwanda’s economy. It and its neighbor Uganda are the only countries in
the world where mountain gorillas can be seen in their natural habitats.
“We have identified tourism as a key driver of economic growth and employment,” Rwanda’s president, Paul Kagame, said in 2023.
To make growth from tourism sustainable, the country successfully protected and increased its mountain gorilla population and preserved the animal’s habitats. Conservationists reintroduced other threatened and endangered species like lions, elephants, buffalos, leopards and rhinos. New laws protect endangered wild animals, and the country has a policy to spend 10% of all income from tourism activities on initiatives to support local communities. These activities include gorilla tracking, safaris, and entrance fees to the national parks.
“They are constantly innovating there to come up with new ways to manage tourism,” said Epler Wood. “They really care about that. [During my visit] I saw some of the most innovative examples of the management of tourism I’ve ever seen. It’s really, really impressive!”
What Can Tourists Do?
Rick Steves is a popular public television host who encourages Americans to take European trips that are fun, affordable and culturally broadening. He publishes a series of guidebooks and a syndicated travel column and runs a small-group tour program that takes 30,000 travelers to Europe annually.
In a 2024 interview broadcast on National Public Radio (NPR), Steves offered several ideas to help
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tourists avoid being in overcrowded situations. Here are some of his suggestions:
• Don’t go where social media tells you to go. Overtourism is a big issue only if you let information bully you into going places where everybody else is going, said Steves. Instead of tourist-plagued restaurants, he suggests looking for mom-and-pop family-run eateries, which offer great value—and are rarely crowded.
• Avoid tourist sites when cruise ships are around. “You’ve got to realize,” he told NPR, “that when the cruise ship is in town, 3,000 tourists just got off that ship, and they’re all hellbent on going to the same place. You want to kind of avoid that during the hours the cruise ship is dropping its hook.” He used the Acropolis as an example. “Don’t go between 10 and 4 when all the cruise groups are there. If the Acropolis is open until 8 p.m., go at 6 p.m. You’ll get two hours all alone.”
• Don’t do what everyone else is doing. Popular Instagram spots and locations that are visually appealing and interesting enough to be photographed and shared on that social media app tend to attract Americans, resulting in “mob scenes.” Steves suggests finding other locations that are just as beautiful—but not as popular. He also recommends visiting what he calls “second cities” in areas you’re interested in, like Glasgow instead of Edinburgh and Porto instead of Lisbon. “You’ll get a different side of Europe if you go to some of the towns that aren’t so darn trendy,” he said.
• Go off-season. Steves suggests not traveling in summer, if that’s possible. There are more crowds in the summertime, and climate change has made Europe and the world hotter than ever. Instead, pack an extra sweater and avoid peak season.
Don’t go where social media tells you to go. Overtourism is a big issue only if you let information bully you into going places where everybody else is going.
Epler Wood also has some suggestions for worldwide travel.
“One of the most positive things travelers can do, in my opinion, is visit national parks—but don’t do it without guides,” she said. “It’s so important to get local expertise, make sure they’re managing your trip in ways that you will avoid crowds, and enjoy the camaraderie of a small group. It’s much more responsible to travel in small groups.”
Also, be sure to pay entry fees that support conservation efforts.
“In many countries, you may go through an entry gate that isn’t staffed, or there just isn’t a good system for collecting those fees,” she said. “Sometimes, guides think they’re doing you a favor (by helping you avoid paying), but if you insist you’d like to pay, that will inspire local people and make them feel more respect for their own system.”
She suggested that government employees, both active and retired, have a unique role to play in combating overtourism.
“One of the things people don’t think about that much when they visit places is, ‘How is the government working?’” she said. “It’s interesting to observe how the country is managing tourists. You can notice it at the airport, you can see how well they are doing at customs, and in how they are managing transportation.”
Finally, “people can be observant and make comments to people that they may meet, and write about what they’ve seen in Tripadvisor types of forums,” she added. In this way, Epler Wood hopes federal employees and retirees can improve everyone's tourism experience.
—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
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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
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Federal Workforce Initiatives UNDER STANDING PresidentTrump’s
Left, right, and center agree that aspects of civil service reform are critical, but they often differ on what, how, and how extensively such reforms should be pursued.
BYDAVETOBENKIN
a few Democratic legislators. So far, Congress has allowed Trump to take workforce actions that many view as testing the far reaches of executive branch power; and
• More conservative justices in the Supreme Court could blunt court challenges to reform legislation and executive branch actions, though some lower case courts have blocked some Trump workforce initiatives for the time being.
But perhaps the most significant difference is the presence of the Department of Government Efficiency (the DOGE), a temporary governmental organization established at Trump’s direction, headed by tech billionaire Elon Musk, instituted by executive order, and staffed by personnel who have been dispatched across the federal bureaucracy, in some cases from Musk organizations. The DOGE aggressively pursued federal workforce policies aimed at agency workforce downsizing, and eliminations of entire agencies, with a speed and unilateral approach more often pursued in the private sector, particularly in the tech sector, than in the public sector, all with extensive backing from President.
Left, right, and center agree that aspects of civil service reform are critical, but they often differ on what, how, and how extensively such reforms should
Over the years, key weaknesses in the performance of federal agencies and the civil service systems identified by non-governmental organizations focused on good government include the Partnership
“I spent two or three years as a manager separating a problem employee, and that can be all you do during that period.” –Ronald Sanders, CEO, Publica Virtu LLC
for Public Service, the National Academy of Public Administration, and many others—include:
• The complexity and slow speed of hiring federal employees.
• Challenges to discipline and remove problematic federal employees.
• A byzantine classification system for federal jobs that is outdated with workplace realities.
• Inefficient, bureaucratic work processes with too many layers of management that are out of step with the private sector.
• A career-long employment model that may be out of step with the need for shorter-term careers in which employees cycle in and out of the government;
• A poor job adopting and adapting new technology generally, and information technology in particular, in government;
• Individual pay increases that have become automatic and not tied to performance; and
Do you have the NARFE Visa® Platinum credit card in your wallet?
• General, governmentwide pay levels tied to an obsolete, “one size fits all” comparability model that results in overcompensation of some employees and insufficient compensation for others. Now, the Trump Administration has linked individual and agency performance to civil service reforms and made that linkage a high-priority item, including through executive orders, executive actions, Office of Personnel Management (OPM) and Office of Management and Budget (OMB) actions seeking to:
• Reduce the size of the federal government’s workforce.
• Ensure presidential control of agency policy, in part by eliminating many of the protections afforded by current federal employees (especially those in policymaking or influencing positions) so that they could be fired more easily.
• Reduce remote work and telework.
• Relocate a large subset of the 15% of federal civil service jobs located in the Washington, D.C.
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metropolitan area to locations elsewhere within the country and
• Eliminate or combine some federal agencies
On January 28, OPM sent an email to full-time federal employees, with some exceptions, offering them a deferred resignation plan under which, if they agreed to leave federal service, they would be placed on administrative leave and receive pay and benefits up to September 30, 2025. The email gave federal employees until February 6 to state they agreed to participate. It warned that a reduction in the size of the federal workforce and related reforms meant their jobs might be eliminated. Federal unions and NARFE questioned the plan’s legality, including whether the large severance promised can be legally paid. The White House subsequently said about 75,000 federal employees took the deferred resignation offer.
A February 26, 2025 memorandum from OPM and OMB directed federal agency heads to work with DOGE personnel to develop agency [reduction in force] and reorganization plans and submit them to OMB and OPM by March 13 to downsize their workforces, consolidate operations, and refocus their operations to only focus on statutorily required
“We continue to advocate for inclusion of federal executives andmanagers,whoknowwehave outdatedprocessesandlaws,rules, andregulationsthatholdusback andwanttochangethem,tobe apartofthechangeprocessby assistingtheadministrationto modernize,ratherthaneliminate, themeritsystem.”
–Marcus Hill, president of the Senior Executives Association (SEA)
operations. Largescale layoffs had already occurred at a number of agencies even before the March 13 deadline.
The Trump administration imposed a federal employee hiring freeze but has subsequently made several exceptions. It has also taken steps to set aside some collective bargaining agreements with federal labor unions.
There is clearly some overlap between the Trump reform agenda and the perennial problem areas described earlier, perhaps most notably in the call to expedite the termination of poorly performing or misbehaving federal employees. While unions, NARFE, and some other federal employee professional association leaders have noted it is possible to discipline federal employees and a significant number are fired, it can be difficult and time-consuming in practice, says Ronald Sanders, a former senior executive at several agencies involved in civil service reform efforts who is currently president and CEO, Publica Virtu LLC. When he was an agency executive, Sanders says he struggled to remove poor performers:
“I spent two or three years as a manager separating a problem employee, and that can be all you do during that period,” Sanders says. He also notes that past Federal Employees Viewpoint Surveys have identified failing to deal with poor performers as perennial criticism by federal employees themselves.
Still, he and others have criticized Trump’s Schedule Policy/Career, formerly named Schedule F, the new civil service schedule for policy-related positions that reduces civil service protections for federal employees reclassified into it.
Many, including Sanders and NARFE, see that reclassification as problematic because it could return the federal civil service to a spoils system in which newly elected Presidents appoint their partisan supporters to civil service positions, resulting in a politicized civil service, less institutional expertise at agencies, and less professionalism. They note that was the case before the passage of the Pendleton Act of 1883, which created the current merit-based federal civil service. The executive order establishing Schedule Policy/Career did state that there was no obligation for federal employees to personally or politically pledge allegiance to President Trump or his policies.
The National Treasury Employees Union (NTEU) and the American Federation of Government Employees
“The Republicans, whether you're looking at the Congress or the White House, don't have a lot of time to reform civil service, and I think that's led to some, in my view, ill-advised proposals that will likely get challenged and stopped, either by the courts or by the Congress.”
–Ronald Sanders
NARFE Magazine published a more extensive analysis of Schedule F in the October 2024 magazine issue and provides more guidance on Schedule F and Schedule Policy/Career at https://www.narfe.org/magazine-issues/ narfe-magazine-october-2024/.
NARFE, federal labor unions, and other organizations have also criticized and/or challenged a variety of other Trump administration actions that they say are unlawful.
Some federal employee organizations continue to press the Trump Administration to include them in civil service reform efforts.
“We continue to advocate for inclusion of federal executives and managers, who know we have outdated processes and laws, rules, and regulations that hold us
“These initiatives could disproportionately impact women, minorities, and younger employees more recently brought into the federal government, and they could also drive away the most talented applicants for federal employment.”
–Ronald Sanders
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. Regsiter now at legcon.narfe.org
Discussion with congressional staffers to give you the inside scoop on being a powerful advocate
Panel of former and current members of congress giving their thoughts on effective grassroots strategies
Crash course presentation from an expert in advocacy on how to use your voice amidst an ever- changing landscape
MParents, Are You Aware That May 29 Is National 529 Day?
ay 29 is National 529 Day. The date—5/29—is a clever nod to these tax-advantaged investment accounts designed to help parents, grandparents, and others save for future education expenses. In honor of National 529 Day, let’s explore how 529 plans work, their key benefits, and strategies to maximize savings for future education.
Before getting into the details, it’s important to clarify that there are two types of 529 plans. The first is the 529 prepaid tuition plan. The second type—and the focus of this article—is the 529 college savings plan, which functions like an investment account and allows savers to invest their contributions in an array of investment options, such as mutual funds, exchange traded funds (ETFs), certificates of deposit (CDs), and other fixed investments.
A 529 tax-advantaged savings plan provides tax-free growth and withdrawals when used for qualified education expenses. When 529 Plans were originally introduced in 1996, qualified education expenses were limited to higher education tuition and fees, but the potential use of 529 Plan funds has been greatly expanded, making them a versatile tool for education savings.
For example, Funds can be used for a wide range of educational expenses, including K-12 tuition (up to $10,000 per year), college and university costs, trade schools and vocational programs, and even student loan repayment (with a $10,000 lifetime limit per beneficiary).
Additionally, if the original beneficiary does not use the funds, you can transfer the
account to another eligible family member without penalty to help
A 529 PLAN IS AN EXCELLENT OPTION FOR PARENTS, GRANDPARENTS, OR OTHER RELATIVES WHO WANT TO SAVE FOR EDUCATION TAX-EFFICIENTLY.
a unique “super funding” rule, allowing contributors to frontload up to five years’ worth of the annual gift tax exclusions in one year without triggering gift taxes. To take advantage of this strategy, the contributor must file IRS Form 709 to report the election, but doing so prevents the contribution from counting against their lifetime estate and gift tax exemption.
Grandparents who have been reluctant to open a 529 plan for fear of impacting financial aid eligibility take note. With the FAFSA Simplification Act (effective for the 2024-2025 school year), withdrawals from grandparent-owned 529 plans are no longer treated as student income, making them a much more attractive option for education savings.
ensure the funds are used for qualified education expenses.
Unlike other tax-advantaged accounts, 529 plans allow for large contributions, often exceeding $300,000 per beneficiary, depending on the state. Notably, 529 plan contributions are considered completed gifts for gift and estate tax purposes. This means donors must be contentious to follow the gift tax rules to avoid unintended consequences.
This includes being mindful of the annual gift exclusion limit, which for 2025, allows someone to gift any individual up to $19,000 ($38,000 for a married couple) without any gift tax consequences. 529 plans offer
529 plans are state-sponsored, which means individual state governments or educational agencies administer them. However, you can enroll in any state’s 529 plan and use any 529 Plan at eligible colleges, universities, and vocational schools nationwide. This includes public and private institutions in all 50 states and some international schools.
Many states provide a tax benefit through tax deductions or credits for contributions to 529 Plans, and your 529 Plan of choice will likely hinge on your state’s tax benefits. In most cases, deductions and credits are limited to residents contributing to their own state’s plan, but there are currently nine states offering deductions for contributions made to any 529 plan, regardless
BENEFITS RESOURCES
NARFE OFFERS MEMBERS a wide range of information on federal benefits. Visit www.narfe.org/federal-benefits-institute
of whether it’s the home state’s plan or another state’s plan.
Not all plans are created equal, and tax benefits shouldn’t be the only consideration. Fees, expenses, and investment options are a few of the other important factors that should be considered. You may find that these other factors outweigh your state’s tax benefits.
529 Plans are not without drawbacks. For starters, they offer a limited menu of investment options compared to other investment accounts. Perhaps the biggest drawback is that if funds are not used for qualified education expenses, earnings are subject to income tax and a 10% penalty (contributions are always returned tax and penalty-free).
Another recent option, which took effect in 2024, that can help to avoid tax and penalties
on the earnings is the option to roll over unused funds to a Roth IRA for the 529 Plan beneficiary. There are many rules governing this option, but it does allow the potential to transfer, tax-free, up to $35,000 per beneficiary to a Roth IRA.
A 529 plan is an excellent option for parents, grandparents, or other relatives who want to save for education tax-efficiently.
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.
Fall Recruitment Drive
It is time for our Fall Recruitment Drive (FRD) update! The FRD started on September 1, 2024, and concluded on December 31, 2024. Below are our recruiting superstars who achieved the three or more new member target:
14 NEW MEMBERS
• Marianne P. Polo
10 NEW MEMBERS
• Deborah Fredericksen
• Yoggi Riley
8 NEW MEMBERS
• Arnie Endick
• Chieko Higuchi
• Joanne Smith
7 NEW MEMBERS
• Linda Silverio
5 NEW MEMBERS
• Lisa Eittreim
• Don L Schluter
4 NEW MEMBERS
• Laurenao De Jesus
• Ronald G Richey
• Dana Howe
3 NEW MEMBERS
• Willaim A. Douglas
• Mary Geneva Leon
• Lawrence E. Palecek
• Linda A Suchocki
• Richard Zuck
In 2024, the Fall Recruitment Drive resulted in 317 new members!
The NARFE Membership Engagement Department is currently revamping the recruiting rewards program. This year, we will offer gifts to NARFE recruiters who recruited four or more new members by outfitting them with NARFE swag as a small token of our appreciation for your efforts and support. Thus, if you recruited four or more members, keep an eye out for your gift coming soon in the mail!
—BY KYEBA JACKMAN, MEMBERSHIP MARKETING SPECIALIST
NARFE Member Services Researcher Retires After 30 Years
With mixed emotions, the NARFE Headquarters staff said farewell to Myra Moore, member services researcher, who retired on February 21, 2025, after nearly 33 years of service to the organization. Throughout her time at NARFE, Myra has been a cornerstone of the member services team, embodying the values of dedication, professionalism and care for our members. Her contributions helped shape the department into what it
is today, and she was always fully committed to ensuring the best service for NARFE members, touching the lives of countless individuals.
Member Engagement Director Nora MacDonald and Chapter Relations Director Sandra Lawing echoed bittersweet sentiments on Myra’s retirement, thanking her for the high level of service she gave NARFE members and saying she will be missed dearly. Thank you, Myra, and best wishes for a wonderful retirement!
MARIANNE P. POLO SHOWS OFF HER NEW NARFE JACKET AND TUMBLER PRIZES WON FROM 2023 RECRUITING.
CONFERENCES AND MEETINGS
Information as of March 3, 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.
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.
HAWAII: 38th biennial state conference May 14. Japanese Cultural Center of Hawaii, 2454 South Beretania Street, Honolulu, HI. Please visit http://tinyurl.com/narfehi or contact Federation President Joyce Matsuo, jmatsuo368@gmail. com, 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.
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.
MARYLAND: biennial conference May 5-7, Aloft Hotel, 4501 Coastal Highway, Ocean City, MD. Please contact conference chair Larry Walton, lrwalto@yahoo.com, for more information. Voting for federation officers April 7-29. Please contact P.A. Jeffries, pjeffries2010@comcast.net, for more information.
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.
MICHIGAN: conference, election and board meeting May 20-22, Doherty Hotel, Clare, MI. Please contact Federation Secretary Sallye McGill, mcgill-s@sbcglobal.net or 248 561-4385, or visit www.narfe.org/mi/ for more information.
MINNESOTA: conference May 20-21, Holiday Inn Alexandria, 5637 MN-29 S., Alexandria, MN 56308. Election of officers online/by mail March 1 to May 10. Please contact Federation President Jim Ryan, ryangv@msn.com, or visit www.narfe. org/mn/ for more information.
NEW
HAMPSHIRE: 54th Annual Conference 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.
NEW YORK: annual conference May 7, Century House, 997 Loudon Rd, Latham, NY. Please visit www.narfe.org/ny or contact Federation Secretary Linda Suchocki, narfenyfederation@ gmail.com, for more information.
OHIO: conference and election May 2-3, Der Dutchman, 720 St Rt 97 W., Bellville, Oh 44813. Please contact Federation President Tim Gartner, narfetim48@gmail.com, or visit www.narfe.net/site/OH for more information.
OKLAHOMA: conference May 2-3, St, Luke’s Methodist Church, 900 N Sooner Rd, Edmond, OK. Please visit www.narfe.org/ok or contact Federation President Pamela Burnett, lwb1940@ fidnet.com, for more information.
OREGON: conference/annual meeting & election, May 18-20, Agate Beach Inn Newport, OR. Voting via mail, email or in-person at
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TIt’s Time to File Those Pesky 990 Forms—Again
he National Active and Retired Federal Employees Association (NARFE) is qualified as an exempt organization under Internal Revenue Code Section 501(c)(5). NARFE has a group exemption letter from the Internal Revenue Service dated June 17, 2005, signed by Janna K. Skufca, director, TE/GE Customer Account Services, IRS TE/GE division, Exempt Organizations. Under the exemption, chapters and federations must file the IRS 990-N Electronic Notice for TaxExempt Organizations Not Required to File Form 990 or Form 990-EZ. Form 990-N is submitted electronically, there are no paper forms. To file, the preparer is required to have a Login. gov or ID.me account. Instructions to create the Login.gov account are available here: Create your account | Login.gov at https://secure.login.gov.
SUBMITTING THE 990-N REQUIRES THE FOLLOWING:
• Employer identification number (EIN), also known as a Taxpayer Identification Number (TIN) https://www.irs.gov/charities-non-profits/ employer-identification-number
Continued from previous page
conference; ballots will be available no later than April 1 for download in the Oregon Federation FEDHub community. Please contact Federation Secretary Colleen Hewes, hewcol@gmail.com, for more information.
PENNSYLVANIA: federation general membership meeting May 12-13, Harrisburg, PA. Please contact William Krouse, 717-774-4031 or email BKrouse. narfe@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
• Tax year (calendar or fiscal filer) https:// www.irs.gov/charities-non-profits/exemptorganizations-annual-reporting-requirementsfiling-procedures-tax-year
• Legal name and mailing address
• Any other names the organization uses
• Name and address of a principal officer
• Website address if the organization has one
• Confirmation that the organization’s annual gross receipts are $50,000 or less
• If applicable, a statement that the organization has terminated or is terminating (going out of business)
Form 990-N is due every year by the 15th day of the 5th month after the close of your tax year. You cannot file the e-postcard until after your tax year ends.
Example: If your tax year ends on December 31, the e-Postcard is due May 15 of the following year. If the due date is on a Saturday, Sunday or a legal holiday, the due date is the next business day.
—BY CINDY RENEÉ BLYTHE, NATIONAL SECRETARY/TREASURER
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.
WEST VIRGINIA: Annual meeting, May 21, Bridgeport, WV. Please contact Barbara J. Kuenneck, 571-215-9030 or email bkuennecke@ yahoo.com
For the complete list, visit https://www.narfe. org/2025-chapter-conferences-and-meetings/.
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
Ensuring Federal Motor Carrier Safety
Capitol Police Officers participated in the Federal Motor Carrier Safety Administration’s (FMCSA) Strike Force demonstration in Washington, D.C. This passenger carrier safety inspection removed 289 unsafe buses and drivers from the roadways. The demonstration took place from March 28 to April 6, 2010, and involved more than 2,700 surprise inspections conducted by the FMCSA and its state and local law enforcement partners. Established in 2000 as part of the U.S. Department of Transportation, FMCSA’s mission is to prevent commercial motor vehicle-related fatalities and injuries.
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?
Motor carriers account for 64% of the total freight weight moved in the U.S. Throughout the years, that percentage has steadily increased and is expected to continue. In 1986, Congress enacted the Commercial Motor Vehicle Safety Act (CMVSA) to improve commercial motor vehicle safety. It was intended to improve highway safety by removing unsafe CMVs and unqualified and unsafe drivers from the roads. The CMVSA standardized the minimum requirements for obtaining and retaining a commercial driver’s license (CDL) and prohibited drivers from holding more than one CDL. In 1999, Congress passed the Motor Carrier Safety Improvement Act, which quickly led to the creation of the FMCSA.
Visit https://www.fmcsa.dot.gov/ registration/commercial-driverslicense/motor-carriers
NARFE Recruiter Rewards
Help NARFE Grow!
Did you know that NARFE rewards our members for recruiting new members? Think of it as a special thank you from Headquarters for increasing our numbers and voices. $8 for every active fed!
Enrollment Submission Requirements:
• Recruiter’s Membership ID must be included on each application.
HOW DOES THIS AWESOME INCENTIVE WORK?
January-August
• Recruiter receives $8 for any new (never joined) active federal employee enrollment only September-December Fall Membership Recruitment Drive
• Recruiter receives $10 for new enrollment (any member type—active or retired federal employee)
New members can join by:
• Mailing in the application from the F-135 brochure
• Going online to narfe.org/join
• Calling us at 800-456-8410 Ext 1, Monday through Friday, 8 a.m. to 5 p.m. EST.
• Mailing in the application that appears in every issue of NARFE Magazine
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,
