July 2015 NARFE Magazine

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building a new civil SERVICE

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Indiana state tax victory

COVER STORY

REASONABLE ACCOMMODATIONS

Obtaining Them Can Be Challenging for Feds

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WashingTon Watch

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August Is ‘Advocacy Month’ and Prime Time to Talk to Lawmakers

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Budget Reconciliation: Why It Mattered for NARFE

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NARFE Offers Suggestions on Civil Service Reform

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House Holds FECA Reform Hearing

10 Your Top 5 Frequently

Asked Questions About NARFE-PAC

12 NARFE Bill Tracker

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Columns

Cover Story reasonable accommodations. The availability of workplace assistance for disabled federal employees varies widely, even within agencies.

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From the President

34 Managing Money 36 The Informed Citizen DEPARTMENTS

14 Questions & Answers

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40 For the Record: TSP BUILdING A NEW CIVIL SERVICE. The current, outdated system creates a barrier rather than an aid to recruiting and retaining top talent.

Investments, COLA Chart

42 NARFE News 48 The Way We Worked

On the Web visit us online at:

www.narfe.org like us on facebook:

NARFE National Headquarters follow us on twitter:

@narfehq

ON THE COVER

Illustration by Bill Pragluski, Critical Stages, LLC

w w w. n a r f e . o r g

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JUly 2015 | Volume 91 | Number 7

Editor Margaret M. Carter Assistant Editor Ken Fanelli Editorial Administrator Toni Vallario

National Active and Retired Federal Employees Association NATIONAL OFFICERS RICHARD G. THISSEN, President; natpres@narfe.org JON DOWIE, Secretary/Treasurer; natsectreas@narfe.org

Graphic Design Charlene Gridley Editorial Board Richard G. Thissen, Jon Dowie

Editorial Office: narfe magazine 606 North Washington St. Alexandria, VA 22314-1914 Phone: 703-838-7760 Fax: 703-838-7781 Email: communications@narfe.org Advertising Sales: Warren Berger Media People Inc. 122 East 42nd St., Suite 1622 New York, NY 10168 Phone: 212-779-7172, ext. 223 Email: wberger@mediapeople.com NARFE for the Visually Impaired On the Telephone: This publication can be heard on the telephone by persons who have trouble seeing or reading the print edition. For more information, contact the National Federation of the Blind NFB-NEWSLINE® service at 866-5047300 or go to www.nfbnewsline.org.

On digital audio: Issues of narfe magazine are also available in audio format through the National Library Service for the Blind and Physically Handicapped (NLS). For availability, call 202-727-2142 or your local NLS service provider.

The Association, since July 1970, has been classified by the IRS as a tax-exempt labor organization [not a union]; however, dues and gifts or contributions to the Association are not deductible as charitable contributions for income tax purposes.

REGIONAL VICE PRESIDENTS

REGION I James P. Crawford (Connecticut, Maine, Massachusetts, New Hampshire, New York, Rhode Island and Vermont) Tel: 603-630-5191 Email: seacaptains@metrocast.net REGION II Evelyn Kirby (Delaware, District of Columbia, Maryland, New Jersey and Pennsylvania) Tel: 410-604-1141 Email: ekirby@atlanticbb.net REGION III Jerry Janci (Alabama, Florida, Georgia, Mississippi, Puerto Rico, South Carolina and Virgin Islands) Tel: 662-412-2029 Email: lettermanj@aol.com REGION IV Edward J. Konys (Illinois, Indiana, Michigan, Ohio and Wisconsin) Tel: 937-470-0566 Email: region4vp@gmail.com REGION V Carol R. Ek (Iowa, Kansas, Minnesota, Missouri, Nebraska, North Dakota and South Dakota) Tel: 620-241-1131, CELL: 620-504-2202 Email: ek617@att.net

Here’s How to Contact Us… to join NARFE:

Call (toll-free) 800-627-339 OR GO TO www.narfe.org To change your mailing address, phone number or email address:

CALL (TOLL-FREE) 800-456-8410, EMAIL memberrecords@narfe.org OR LOG ON TO www.narfe.org and go to “My Account”

REGION VI Marshall L. Richards (Arkansas, Louisiana, Oklahoma, Republic of Panama and Texas) Tel: 903-660-2784 Email: pappysdad@cobridge.tv REGION VII Rodney L. Adelman (Arizona, Colorado, New Mexico, Utah and Wyoming) Tel: 623-505-4719 Email: narfe7vp@cox.net REGION VIII Helen L. Zajac (California, Guam, Hawaii, Nevada and Republic of Philippines) Tel: 707-644-7565 Email: hlz17@aol.com REGION IX Lanny G. Ross (Alaska, Idaho, Montana, Oregon and Washington) Tel: 360-692-9741 Email: lannyjean@comcast.net REGION X William Shackelford (Kentucky, North Carolina, Tennessee, Virginia and West Virginia) Tel: 703-830-6590, CELL: 703-201-6304 Email: wshack1951@aol.com

For any other NARFE matter:

Call NARFE Headquarters 703-838-7760, Email hq@narfe.org, Fax 703-838-7785 or Write NARFE 606 N. Washington St. Alexandria, VA 22314

www.narfe.org

narfe (ISSN 1948-4453) is published monthly by the National Active and Retired Federal Employees Association (NARFE), 606 N. Washington St., Alexandria, VA 22314. Periodicals postage paid at Alexandria, VA, and additional mailing offices. Members: Annual dues includes subscription. Nonmember subscription rate $45. Postmaster: Send address change to: NARFE Attn: Member Records, 606 N. Washington St., Alexandria, VA 22314. To ensure prompt delivery, members should also forward changes of address without delay. Because of the volume involved, NARFE cannot acknowledge nor be responsible for unsolicited pictures and manuscripts, although every reasonable precaution is taken. All submissions become the property of NARFE. Copyright © 2015, NARFE. Advertisements in the magazine are not endorsements of products and/or services by NARFE, unless officially stated in the ad. We shall accept advertising on the same basis as other reputable publications: that is, we shall not knowingly permit a dishonest advertisement to appear in narfe, but at the same time we will not undertake to guarantee the reliability of our advertisers.

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From the President

Strategic Planning Progress

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t the federation conventions I attended this spring, there was much discussion of the

need for NARFE to evolve and survive for future federal employees and retirees.

The discussion centered on the strategic planning process mandated by the delegates at the 2014 National Convention and intended to ensure NARFE’s ability to continue to achieve its mission.

The Strategic Planning Committee (SPC) has had a two-day, face-to-face meeting and one four-hour conference call. It is making progress, and an update will be shared this month with attendees of a joint meeting of the National Executive Board (NEB) and federation presidents in Reno, NV. During my recent travels, I have talked to

many NARFE leaders and members. There are misperceptions among some who believe that decisions on the future of NARFE have been made and that the recommendations made last year by the Future of NARFE Committee will be enacted in total. That is not the case. Any recommendations formed by the SPC and the Strategic Planning Team will be reviewed by the NEB and then voted on by the members.

We are close to completing Phase 3 – the “Knowledge Gathering” phase – of six phases in NARFE’s strategic planning process. If you would like to follow the progress of the SPC, look for coverage in the magazine. The latest information is in the Strategic Planning section of the NARFE website. For member feedback, a special email address has been created (stratplan@narfe. org), and I encourage you to provide comments.

Each member of the Strategic Planning Team and the SPC is devoting a great deal of his or her time and effort to this process, and each is focused on the task we presented to them – to build a plan that will ensure the continued success of NARFE. I look forward to continued conversations around the country on the tough issues we must face to ensure the future of our organization. I think we can all agree that securing our future is of the utmost importance.

Richard G. Thissen NARFE national President natpres@narfe.org

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Washington Watch

August is ‘Advocacy month’ and prime time to talk to lawmakers

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very August, members of Congress leave Washington, DC, for a month-long recess. During this time, they meet with constituents and participate in community events.

To capitalize on the availability of members of Congress in their home states and districts, NARFE annually designates August as “Grass-Roots Advocacy Month.” NARFE members should take this opportunity to talk with their lawmakers directly on issues of concern to them and to NARFE.

There are many ways to get involved. You can participate in town hall meetings or meet with legislators during community events. You can find other tips on getting involved in NARFE’s online Protect America’s Heartbeat Toolkits (www.narfe.org/ heartbeat). But just as important as figuring out how to meet with legislators is knowing what to say and how to say it.

NARFE Issues. As of press time, there is no pending legislation specifically targeting federal employees and annuitants on which NARFE is focusing.

However, we know that the policy provisions included in the recent 6

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House and Senate budgets will arise again as “pay-fors” in other legislation.

While NARFE may not be supporting or opposing a specific bill, August will be the height of the federal funding debate, and it is important to remind legislators that using federal employee and retiree pay and benefits to pay for funding priorities is bad policy for federal employees and retirees and, therefore, bad for any American who relies on government services.

This also is a good time to inform your legislators that the federal community has already sacrificed more than $120 billion in the name of deficit reduction.

Community events, like this July 4th parade in Carmichael, CA, in 2014, provide an opportunity to talk to members of Congress, as well as “troll” for new NARFE members.

More information on the specifics of this figure is in the Protect America’s Heartbeat Toolkits.

Know the Facts. During formal meetings with legislators, it can be helpful to have facts and figures at your fingertips. These can include how many federal employees and retirees reside in your state, where federal employees work, and how much money federal annuities bring into your state. You also can include these data points in your informal conversations. The information is available online at www.narfe.org/ heartbeat under “NARFE Issue Briefs and Fact Sheets Toolkit.”

You also can tell the legislators the effect these policies would have on you, personally. The Legislative Department section of the NARFE website has estimates of what proposed changes to Federal Employees Health Benefits Program premiums would mean for participants. If you are an active employee, you can calculate how much your pay would be cut if you have to increase retirement contributions. Those numbers can

BUDGET RECONCILIATION: WHY IT MATTERED FOR NARFE have an impact on a member of Congress’ perspective on an issue.

You should make clear that this is money you will not be spending in your community.

Be Direct, But Be Polite. It is important to remember to be polite when talking with legislators.

It all goes back to the basic lessons our parents taught us when we were growing up – you catch more flies with honey than with vinegar.

You expect respect from them, and should offer the same in return. Members and their staff will be more willing to listen and consider what you have to say when you are polite and positive in your interactions. But beyond that, it is important to realize that you are representing not only yourself, but also NARFE and the greater federal community. Your work in building a positive relationship with the member of Congress will be beneficial to all.

This does not mean that you cannot be forceful in your conversations. When speaking with legislators, even during informal conversations, you can stand on your convictions and know that the facts are on your side. But you should avoid being threatening or making personal attacks against the legislators and/or their staff members.

If you have any questions as we approach Grass-Roots Advocacy Month, please contact the NARFE Legislative Department at 703838-7760, ext. 201.

—By Sarah Weissmann, Grass-Roots Program Manager

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arlier this year, when the House of Representatives took up its plan for the fiscal year 2016 budget, House Budget Committee Chairman Tom Price, R-GA, included in the House budget resolution more than $200 billion in cuts from civil service pay and benefits under the jurisdiction of the House Committee on Oversight and Government Reform. The budget proposed enforcing those cuts through the budget reconciliation process.

The reconciliation proposal was especially concerning to NARFE. A budget resolution does not become law; it serves as a blueprint for Congress on spending. A reconciliation bill, on the other hand, goes to the White House for the president’s signature and becomes law.

So, what is reconciliation?

Under Congress’ budget process rules, a budget resolution may include instructions to congressional committees to recommend changes in laws within their jurisdictions to reduce the deficit. This can be achieved by increasing revenues or reducing spending. Committees are given a deadline for reporting their recommendations. If they refuse to respond to those instructions, the Budget Committee is empowered to write the law itself for consideration by the full Congress.

The work of multiple committees is traditionally packaged into a single omnibus reconciliation bill, which then enjoys

special treatment, including expedited debate and limited amendments. A simple majority is all that is necessary to pass a reconciliation bill in the House and Senate.

NARFE’s Action on the Budget. Once the House and Senate budget resolutions passed their respective chambers, the two chambers established a conference committee to work out a compromise. Here is where the work of NARFE’s lobbyists was crucial. They worked hard to persuade members of the conference committee not to include reconciliation instructions to our committees of jurisdiction.

The good news for federal employees and retirees is that NARFE was successful. The House-Senate compromise agreement on the budget, unlike the House budget resolution, did not include reconciliation instructions to expedite consideration and enactment of cuts in civil service compensation and benefits. However, to balance the budget in 10 years, the compromise plan still assumes nearly $200 billion in cuts to the federal community.

Because there were no reconciliation instructions to the committees with jurisdiction over federal pay and benefits, our budget fight is over. But the larger battle rages on. Congress has legislative priorities that must be paid for.

To do this, it likely will turn to the federal community. Now is not a time to rest; it’s a time for action.

—By Alan Lopatin, Legislative Counsel w w w. n a r f e . o r g

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Washington Watch

NARFE Offers suggestions on Civil Service Reform to Senate panel

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ARFE provided general recommendations for modernizing the federal civil service system to a Senate subcommittee hearing May 20.

The Subcommittee on Regulatory Affairs and Federal Management sought ideas on a variety of topics, including rewarding high performers, making it easier to remove poor performers and providing better managerial training.

NARFE made its comments in a letter from President Richard G. Thissen to the panel’s chairman, Sen. James Lankford, R-OK, and ranking member, Sen. Heidi Heitkamp, D-ND. New federal employees enter an antiquated pay and classification system that does not reflect the skills and jobs of today’s federal

government, Thissen said. There has not been a major overhaul of the federal General Schedule since it was created in 1949, he noted. Today, two-thirds of federal employees work in professional and administrative positions, often in highly technical and specialized fields. At the same time, less than 7 percent of the professional federal workforce is under age 30, which suggests it may be difficult to ensure a strong future federal workforce without civil service reform. (See feature story, p. 28, on civil service reform.)

In addition to offering recommendations for improving the system, Thissen also said the treatment of federal employees

by Congress is hurting morale and having a negative impact on

recruiting new employees.

“Federal employees are unjustifiably treated as Congress’ punching bag and piggy bank,” Thissen wrote. “For the past four years, federal employees have faced unprecedented threats to their pay and benefits, resulting in a loss of $120 billion as they paid for deficit reduction, sequestration and other congressional priorities.

“If you were a job seeker fresh out of college, would you enter the civil service, knowing how little regard Congress has for its workforce?” Thissen asked.

NARFE’s letter is available at www.narfe.org in the “NARFE Letters to Congress” section of the Legislation webpage.

—By Jason Freeman, Political and Legislative specialist

House Holds FECA Reform Hearing

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ARFE cautioned a House subcommittee not to use reform of the workers’ compensation program for federal employees as a way to meet budget reduction targets. NARFE provided written testimony May 20 to the House Education and Workforce Subcommittee on Workforce Protections, which held a hearing on a proposal by the Department of Labor (DOL) to reform the Federal Employees’ Compensation Act (FECA).

NARFE President Richard G. Thissen urged committee members to “avoid any temptation to put forward FECA reform legislation motivated solely by deficit

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reduction goals and the availability of the budget reconciliation process to circumvent thoughtful deliberation. Equity must be the key to any modification in FECA, now or in the future.” NARFE’s full testimony is available on the NARFE website, www.narfe.org.

The DOL proposal, submitted as part of President Obama’s fiscal year 2016 budget, and included in previous budgets dating back to President George W. Bush, is estimated by the administration to save $360 million, mainly by reducing FECA benefits to injured workers and the survivors of workers killed on the job. The proposal is under consideration

for inclusion in budget reconciliation legislation.

Rep. Robert C. Scott, D-VA, ranking member of the full Education and Labor Committee, rebutted arguments by Leonard Howie, director of the Office of Workers’ Compensation Programs (OWCP), that current FECA benefits are overly generous and a “disincentive to return to work.” Scott asserted that DOL’s wage replacement assumptions were flawed, relying on comparisons to the Civil Service Retirement System benefits, rather than those available to employees under the newer Federal Employ(Continued on p. 13)

NARFE’s

CONGRESSIONAL DIRECTORY for the

114th Congress (2015-2016)

Congressional Information:

• Listing of members of Congress by state delegation, with color photos, biographical data and congressional district maps.

• Members’ contact information, including addresses, phone and fax numbers, website addresses, social media contacts, district offices and key staffers.

• How Congress is organized and operates, with complete listings of committees, subcommittees and leadership.

• Contact information for the White House, Cabinet, Supreme Court and federal agencies. … And customized for NARFE members Special insert with NARFE-specific information and data to be used for grass-roots advocacy.

Order your copy of the new Congressional Directory today!

Clip and mail to: NARFE Congressional Directory, 606 N. Washington Street, Alexandria, VA 22314-1914 Name___________________________________________________________________ Address _________________________________________________________________ City __________________________________________State _______ZIP____________ Member ID# (As it appears on narfe magazine label)_____________________________

o Check or cash enclosed o Charge to my credit card

o MasterCard o VISA o Discover o AMEX

Card # __________________________________________________________________ Exp. Date

________ / _______ (mm)

(yy)

Quantity ________________ $20 each (includes shipping and handling) VA sales tax______________ VA residents add 6% tax ($1.20) per book Total cost________________

Name on card (print) ______________________________________________________ Signature _____________________________________________ Date _____________

Order form also available online at www.NARFE.org

Make checks payable to NARFE

*Please allow 2-3 weeks for delivery

Washington Watch

Your TOP 5 Frequently asked questions about NARFE-PAC

A

cross the country, NARFE members contributed generously to NARFEPAC at their federation conventions. There were record increases in the number of NARFE-PAC contributors and the amount raised at several federation conventions. Following are some of the NARFE-PAC questions NARFE staff received at conventions: 1. Why Is NARFE-PAC important?

NARFE-PAC is the political arm of NARFE and is a critical tool in defending the federal community’s earned pay and benefits.

As a separate, segregated fund of the Association, NARFE-PAC makes contributions to candidates for Congress. These conLegislative Resources • Legislative Hotline: A weekly update of legislative news, compiled by the NARFE Legislative Department staff, distributed via email and available by phone (toll-free) at 877-217-8234 and online at www.narfe.org.

• Legislative Action Center: A one-stop site to send a letter to Congress, and more, at www.narfe.org.

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tributions help elect members of Congress who support the federal community; build meaningful relationships with members at the local level and in Washington, DC; and provide NARFE a seat at the table.

2. To whom does NARFEPAC give money?

Each year, NARFE-PAC gives equally to the four political party campaign committees: the Democratic Congressional Campaign Committee (DCCC), National Republican Congressional Committee (NRCC), Democratic Senatorial Campaign Committee (DSCC) and the National Republican Senatorial Campaign (NRSC). This year, NARFE-PAC also is making smaller, equal-sized contributions to a Republican-aligned PAC and a Democratic-aligned PAC. NARFE disburses the majority of NARFE-PAC funds to individual candidates for congressional office of both parties. Decisions on particular candidates are based on several factors, including (but not limited to): • Voting record on NARFE issues, or candidate questionnaires for nonincumbents; • Recommendations from federation NARFE-PAC coordinators, with input from local

chapters, including how accessible the candidate is to local NARFE members, chapters and the federation; • The influence a legislator can exert in support of NARFE goals — whether it is through a party leadership position, a committee assignment or a particular area of expertise; and • The competitiveness of the candidate’s race.

NARFE updates disbursement information quarterly on the NARFE-PAC page on the NARFE website, www.narfe.org. This information is for members only.

(Members must log in to access this part of the website.)

3. Who makes the final decisions for NARFE-PAC contributions?

The NARFE-PAC Board, which is made up of the two National Officers and the legislative director, makes the final decision regarding NARFE-PAC contributions.

State recommendations from federation NARFE-PAC coordinators are presented to the NARFE-PAC Board before it makes a decision.

4. What does it mean to be a NARFE-PAC Sustainer, and why are they important?

The NARFE-PAC Sustainer program allows NARFE members to

MYTH vs. REALITY Myth: It is impossible to fire a federal employee.

make monthly credit card contristaff works with the federation butions of at least $10 to NARFE- NARFE-PAC coordinator to PAC. Sustainers are important determine whether NARFE-PAC to NARFE-PAC because they can make a contribution in concontinually grow NARFE-PAC nection with the event and, if so, over time and allow us to better which NARFE members should plan how much and when we can represent the Association at the give money to candidates. event. NARFE-PAC has a goal to have NARFE members attend 5. Does NARFE-PAC send at least 30 local events in the NARFE members to attend local candidate fundraisers? 2015-2016 cycle. Those interested in attending a local event should Yes, sending NARFE memcontact their federation NARFEbers to in-district fundraising events helps build and strengthen PAC coordinator. relationships at the local level. —By Jason Freeman, Political and Legislative 2015-16_PAC_Coupon_2013 Coupon 12/1/14 10:11 AM Page 1 Prior to a local event, NARFE specialist

Reality: From fiscal year 2000-2014, more than 77,000 full-time, permanent federal employees were fired as a result of performance and/or conduct issues, according to a May Merit Systems Protection Board report. This figure does not include an unknown number of additional employees who voluntarily resigned after being counseled that their performance was unacceptable.

NARFE-PAC CONTRIBUTION FORM I would like to be a SUSTAINER and make a monthly credit card contribution to NARFE-PAC of:

q Please charge to my credit card (required for monthly contribution)

q $25/month

Credit Card Information

q $10/month

Monthly contributions of $10 or more qualify you to receive the NARFE-PAC Sustainer lapel pin, along with a NARFE duffle bag.

q Other: ______/month (minimum of $10) OR

Type:

q MasterCard q VISA q Discover q AMEX

Card #:__________________________________

I would like to make a one-time contribution of:

Expiration Date: ____ / ____

q $250 - Gold

Name on Card: ___________________________

(qualifies for Gold lapel pin and duffle bag)

q $100 - Silver (qualifies for Silver lapel pin) q $50 - Bronze (qualifies for Bronze lapel pin) q $25 - Basic (qualifies for Basic lapel pin)

Signature:_______________________________ Date: ___________________________________

q Other: ______

Mail to: National Active and Retired Federal Employees Association Attn: Budget & Finance

q I do not want to receive any gifts for my contribution marked above.

606 North Washington St. | Alexandria, VA 22314

NARFE Member #: ________________________________ Name: __________________________________________ Address: ______________________________________________________________________________________ City: ________________________________________________ State: ____________ ZIP: _________________ Only members of the National Active and Retired Federal Employees Association may contribute to NARFE-PAC. NARFE will neither favor nor disadvantage anyone based on the amount of a contribution or the failure to make a voluntary contribution to this political action fund. NARFE-PAC contributions are not deductible for federal income tax purposes.

w w w. n a r f e . o r g

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Washington Watch

narfe bill tracker The NARFE bill TRACKER is your monthly guide to the congressional legislation that NARFE is following. Check back each issue for updates.

ISSUE

Bill Number / Name / Sponsor H.R. 138: Access to Insurance for All Americans Act / Rep. Darrell Issa, R-CA Cosponsors: 0

HEALTH CARE H.R. 2175: FEHBP Prescription Drug Oversight and Cost Savings Act / Rep. Stephen F. Lynch, D-MA Cosponsors: 2 (D) H.R. 313: Wounded Warriors Federal Leave Act / Rep. Stephen F. Lynch, D-MA Cosponsors: 27 (D), 6 (R) SICK LEAVE FOR WOUNDED VETERANS

S. 242: Wounded Warriors Federal Leave Act / Sen. Jon Tester, D-MT Cosponsors: 1 (R)

H.R. 304: The Federal Adjustment of Income Rates (FAIR) Act / Rep. Gerald E. Connolly, D-VA

What Bill Would Do

Latest Action(s)

Repeals the Affordable Care Act and establishes a national health program administered by the Office of Personnel Management to offer Federal Employees Health Benefits Program plans to individuals who are not federal employees or retirees. It creates separate risk pools for federal and non-federal participants.

Referred to nine House committees

Provides the Office of Personnel Management greater oversight authority over the prescription drug contracting and pricing methods of the Federal Employees Health Benefits Program.

Referred to the House Committee on Oversight and Government Reform

Entitles any federal employee who is a veteran with a serviceconnected disability rated at 30 percent or more, during the 12-month period beginning on the first day of employment, up to 104 hours of leave, without loss or reduction in pay, for purposes of undergoing medical treatment for the disability for which sick leave could regularly be used. Requires the forfeiture of any of the leave that is not used during the 12-month period.

Approved by the House Committee on Oversight and Government Reform on 1/27/15

Provides for a 3.8 percent pay raise for federal employees in 2016.

Referred to the House Committee on Oversight and Government Reform

Approved by the Senate Committee on Homeland Security and Governmental Affairs on 3/4/15 narfe, March 2015

Cosponsors: 68 (D)

Federal Compensation

S. 164: The Federal Adjustment of Income Rates (FAIR) Act / Sen. Brian Schatz, D-HI

Referred to the Senate Committee on Homeland Security and Governmental Affairs

Cosponsors: 5 (D)

narfe, March 2015

H.R. 485: Wage Grade Employee Parity Act / Rep. Matt Cartwright, D-PA Cosponsors: 9 (D), 3 (R)

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The president has the ability to provide a pay raise for federal employees on the General Schedule. He does not have the same authority for Wage Grade, or hourly, employees, whose raises must be authorized by Congress. H.R. 485 would give the president that authority.

Referred to the House Committee on Oversight and Government Reform

NARFE’s Position:

Oppose

Support

narfe, April 2015

No position

ISSUE

Federal Compensation

Bill Number / Name / Sponsor H.R. 785: The Federal Employee Pension Fairness Act / Rep. Donna Edwards, D-MD Cosponsors: 20 (D) H.Res. 12: Expressing the sense of the House of Representatives that the United States Postal Service should take all appropriate measures to ensure the continuation of its six-day delivery services / Rep. Sam Graves, R-MO

What Bill Would Do

Latest action(s)

Repeals laws passed in 2012 and 2013 that increased the Federal Employees Retirement System contributions for newly hired federal employees.

Referred to three House committees

Expresses the sense of the House that the U.S. Postal Service should maintain six-day mail delivery. As a resolution, it will not be sent to the president and, therefore, cannot become law.

Referred to the House Committee on Oversight and Government Reform

Repeals the service standards for market-dominant products implemented by the U.S. Postal Service (USPS) on January 5, 2015, and directs the USPS to reinstate the service standards that were in effect on December 31, 2011.

Referred to the House Committee on Oversight and Government Reform

Reforms campaign finance laws to put small donors to political campaigns on par with wealthier donors. Provides a tax credit for campaign contributions and government matching contributions.

Referred to three House committees

Repeals both the Government Pension Offset (GPO) and the Windfall Elimination Provision (WEP).

Referred to the House Committee on Ways and Means

narfe, April 2015

Postal Reform Cosponsors: 150 (D), 41 (R) H.R. 784: Protect Overnight Delivery Act / Rep. Rosa DeLauro, D-CT Cosponsors: 95 (D), 3 (R)

Campaign finance

GPO/WEP

H.R. 20: The Government By the People Act / Rep. John Sarbanes, D-MD Cosponsors: 146 (D), 1 (R) H.R. 973: Social Security Fairness Act of 2015 / Rep. Rodney Davis, R-IL Cosponsors: 81 (D), 21 (R) H.R. 532: Federal Employees Paid Parental Leave Act / Rep. Carolyn Maloney, D-NY

Paid parental leave

narfe, May 2015 Allows federal employees six weeks of paid leave for the birth or adoption of a child.

Cosponsors: 52 (D), 1 (R)

Referred to the House Committees on Administration, and Oversight and Government Reform narfe, May 2015

(Continued from p. 8) ees Retirement System (FERS) and, consequently, ignored the impact of Thrift Savings Plan savings and Social Security benefits available to those who have a career under FERS. Howie noted that the administration’s proposal was prospective

only and would apply to new injuries and new claims of disability after enactment and would not affect the FECA benefits of those already in the system.

Subcommittee Chair Tim Walberg, R-MI, summed up by reflecting on the human side of

efforts to reform FECA, citing “people and numbers” as the competing forces at work. He urged bipartisan cooperation in considering reforms that serve those injured and also “more effectively use taxpayer dollars.”

—By Alan Lopatin, Legislative counsel w w w. n a r f e . o r g

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Questions & Answers

The following Questions & Answers were compiled by NARFE’s Federal Benefits Service Department staff.

NARFE does not provide advice or assistance on legal, financial planning or tax matters.

employees TIP: Get medicare form signed before retiring

Q

I’m still working and over age 65. I plan to retire in the next year or so. When I do, I also will sign up for Medicare Parts A and B. As I understand it, when I sign up for Part B, I will not be subject to the late enrollment penalty because I was covered under the Federal Employees Health Benefits Program (FEHBP) when I turned age 65. Is there anything I should know about this procedure?

A

If you don’t sign up for Medicare Part B when you are first eligible (age 65) because you are covered under a group health plan based on current employment – in your case the FEHBP – you can sign up for Part B either: 1. Anytime you’re still covered by the group health plan (before you retire), or 2. During the eight-month period that begins the month after you retire, which is called the Special Enrollment Period.

However, if you wait to sign up

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after you retire, you risk running into delays getting your enrollment processed without being assessed the 10 percent late enrollment fee.

NARFE members who retired and then applied for Medicare coverage tell us the Social Security Administration required them to complete a form CMS-L564 “Request for Employment Information.” This form is used for “proof of group health care coverage based on current employment.”

In other words, it is to prove that you are eligible to enroll during

the Special Enrollment Period and thus avoid the 10 percent penalty for late enrollment.

The form requires the “employer’s” signature. The NARFE members we heard from sent the form to the Office of Personnel Management (OPM) and complained they either never got the form back signed by OPM or got it back after the eight-month Special Enrollment Period ended.

Since the employer in this case is your agency, we suggest you have the form completed by your agency human resources department shortly before you separate for retirement. If you wait several months after retirement and then try to go back to your former agency to get the form signed, it already may have sent your Official Personnel Folder to the National Civilian Records Center and (hopefully) your retirement records to OPM. To obtain the form, go to www.cms.gov and put

the form number in the search box.

When spouse loses private insurance

Q

I have health insurance under the Federal Employees Health Benefits Program (FEHBP), but my spouse has her own health insurance from a nonfederal employer.

Must I be enrolled in an FEHBP family plan (or soon-to-be self plus one plan) at retirement to cover her after her retirement when she loses her nonfederal coverage?

A

No, the annuitant does not have to be enrolled in a family plan to add an eligible spouse who loses nonfederal group health insurance coverage later on. One of the “qualifying life events” that allows retirees to make a change in their FEHBP enrollment is when an annuitant or eligible family member loses coverage under another group health insurance plan.

The annuitant has 31 days before through 60 days after the loss of coverage to change from self only to family and from one plan or option to another.

the Basics of Basic federal life insurance

Q

I recently was hired by the federal government and need some clarification on the Federal Employees’ Group Life Insurance (FEGLI) Program.

How much will I have to pay for Basic insurance?

A

The premium rate for FEGLI Basic life insurance is $0.15 biweekly for every thousand dollars of your salary. The cost of Basic insurance is shared between you and the government. You pay two-thirds of the total cost, and the government pays one-third.

Your age does not affect the cost of Basic insurance. As required by law, Basic insurance coverage uses a composite premium structure. This means the Basic premium rate is the same for each enrollee in the group policy, regardless of age or health status.

Because of this, younger employees may pay a comparatively higher premium than they would with coverage based, in part, on age (as with the FEGLI Optional insurance) or with a commercial individually underwritten policy.

Younger employees are covered by an additional Basic insurance provision called the Extra Benefit, however, which doubles the amount of Basic insurance payable at no extra cost for enrollees age 35 or younger. Beginning on an enrollee’s 36th birthday, the Extra Benefit decreases 10 percent each year until age 45, after which there is no Extra Benefit.

retirees Problem accessing OPM’s services online

Q

I have the password issued to me by the Office of Personnel Management (OPM), but I still can’t seem to log into OPM’s Retirement Services

Online website. What am I doing wrong?

A

In addition to the OPMissued password, you also must use your CSA number if you are a retiree, or your CSF number if you are a survivor. We have found that many members do not enter these retirement or survivor claim numbers correctly. It is important that the user start the number with either A (if a retiree) or F (if a survivor). It is equally important that at the end of the string of numbers, the user enter the suffix 0 (zero) if a retiree, W if a survivor or 3 if a former spouse.

In our experience, many members also lose track of how long it has been since they last used Services Online. If they haven’t accessed their retirement account within the past 15 months, their PIN password number has expired and they need to request a new one be generated. For useful information about how to use the OPM Services Online site, go to www.servicesonline.opm.gov/ Help/UsingServicesOnline.aspx.

When you move, here’s whom to contact

Q

I am retired from federal service and am moving.

Is the Office of Personnel Management (OPM) the only federal agency I need to contact?

A

For purposes of your federal annuity, you should provide that information to OPM, even if you are only w w w. n a r f e . o r g

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15

Questions & Answers

changing your mailing address and not your direct deposit account for your monthly annuity. If you have provided OPM with your email address and that also will change, you should let OPM know that, too, so you will continue to receive timely information electronically. If you are having state income taxes withheld from your monthly annuity and are moving out of state, you also will need to let OPM know to stop the current withholding.

You also should notify your health insurance carrier of your new mailing address. If you have either dental or vision insurance under the Federal Employees Dental and Vision Insurance

16

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Program, you will need to contact BENEFEDS at www.benefeds. com or call 877-888-3337. If you are enrolled in the Federal Long Term Care Insurance Program, you should contact Long Term Care Partners at 800-582-3337 or go to www.LTCFEDS.com.

Seeks information on “Medigap” plans

Q A

I need information on when I can buy a Medicare Supplement Plan.

Also, how do I qualify?

Medicare Supplement insurance plans, also known as “Medigap”

plans, help cover the difference between what a doctor or provider charges and the amount Medicare will pay. There are several types of Medigap plans, and they may differ by state.

The best time to buy a Medicare Supplement Plan is during the six-month period that begins on the first day of the month in which you are age 65 or older and enroll in Medicare Part B. To qualify for enrollment in a Medicare Supplement Plan (a Medigap plan), you must be enrolled in both Medicare Part A and Part B, not be enrolled in a Medicare Advantage plan, and reside in the plan’s service area. Here is what Medicare’s website says about qualifying for a

4/15/14 1:27 PM

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Questions & Answers

Medicare Supplement Plan: 1. You must have Medicare Part A and Part B. 2. If you have a Medicare Advantage Plan, you can apply for a Medigap policy, but make sure you can leave the Medicare Advantage Plan before your Medigap policy begins.

3. You pay the private insurance company a monthly premium for your Medigap policy in addition to the monthly Part B premium that you pay to Medicare.

4. A Medigap policy only covers one person. If you and your spouse both want Medigap coverage, you’ll each have to buy separate policies.

5. You can buy a Medigap policy

from any insurance company that’s licensed in your state to sell one.

6. Any standardized Medigap policy is guaranteed renewable even if you have health problems.

This means the insurance company can’t cancel your Medigap policy as long as you pay the premium.

7. Some Medigap policies sold in the past cover prescription drugs, but Medigap policies sold after January 1, 2006, aren’t allowed to include prescription drug coverage. If you want prescription drug coverage, you can join a Medicare Prescription Drug Plan (Part D).

8. It’s illegal for anyone to sell you a Medigap policy if you have

a Medicare Medical Savings Account (MSA) Plan.

implications of dropping Medicare

Q

When I was employed and had a Blue Cross Blue Shield (BCBS) policy under the Federal Employees Health Benefits Program (FEHBP), it covered 80 percent of my health care costs. When I retired and became covered under Medicare, BCBS covered 20 and Medicare covered the remaining 80 percent.

If I decide to drop Medicare, will my BCBS insurance go back to covering me up to 80 percent of my health care costs?

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Blue Cross and Blue Shield Service Benefit Plan will pay a hearing aid benefit up to $2,500 every 3 calendar years for adults age 22 and over, and up to a $2,500 total per calendar year for members up to age 22. Do not rely on this communication piece alone for complete benefit information. All benefits are subject to the definitions, limitations, and exclusions in your Service Benefit Plan brochure. The Blue365® Discount Program offers access to savings on items that you may purchase directly from independent vendors, which may be different from items covered under your Service Benefit Plan or any other applicable federal healthcare program. For hearing aids, acupuncture, chiropractic and vision services, you must exhaust your Service Benefit Plan benefits first. To find out what is covered under your policy, contact the Service Benefit Plan. The products and services described herein are neither offered not guaranteed under any local Blue company’s contract with the Medicare program. In addition, these items are not subject to the Medicare appeals process. Any disputes regarding these products and services are not subject to the Service Benefit Plan’s Disputed Claims process. Blue Cross and Blue Shield Association (BCBSA) may receive payments from Blue365 vendors. Neither the Service Benefit Plan, BCBSA, nor any local Blue company recommends, endorses, warrants or guarantees any specific Blue365 vendor or item. The Service Benefit Plan reserves the right to change, modify, or terminate any item and vendors made available through Blue365, at any time. Blue Cross and Blue Shield Association is an association of independent, locally operated Blue Cross and Blue Shield Companies. State and local taxes and/or fees may apply. Available at participating locations until September 30, 2015.

Questions & Answers

NARFE at Your Service

A

bill you if you had Medicare. You and the FEHB benefit from these payment limits. Outpatient hospital care and non-physician based care are not covered by this law; regular Plan benefits apply.”

In addition, you would again have to pay the co-pays, coinsurance and deductibles that are waived by BCBS when you also have Medicare A and B coverage.

If you disenroll in Medicare Part B and just stay with your federal coverage, BCBS would pay benefits in accordance with the policies stated in its brochure. The main difference from when you were employed would be that BCBS must use the Medicare-approved amount as a basis for its payment. The BCBS brochure says: “When you are age 65 or over and do not have Medicare: Under the FEHB law, we must limit our payments for inpatient hospital care and physician care to those payments you would be entitled to if you had Medicare.

Your physician and hospital must follow Medicare rules and cannot bill you for more than they could

NARFE service officers are available to answer questions and to assist in helping with a variety of benefit matters. Check your chapter newsletter for the name and phone number of your service officer. For the nearest service officer, call NARFE (toll-free) at:

800-456-8410.

NARFE Service Centers also are available in some areas. Use the Service Center listings on the NARFE website,

To obtain an answer to a federal benefits question, NARFE members should call 703-838-7760 and ask for the Federal Benefits Service Department; send your question by postal mail to NARFE Headquarters, ATTN: Federal Benefits; or submit it by email to fedbenefits@narfe.org.

www. narfe.org.

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reasonable accommodations The availability of workplace assistance for disabled feds varies widely, even within agencies.

If you pass through the W.G. “Bill” Hefner Veterans Affairs Medical Center (Hefner VAMC) in Salisbury, NC, you might see an unusual sight: a six-foot-six, 280-pound man traversing the hallways in an electric scooter.

For the past two-and-a-half-years since his right leg was amputated below the knee, that scooter has spelled the difference between Paul Rogers being able to fully perform his job at the Hefner VAMC repairing clinical equipment throughout the 40-acre hospital campus and not. “Without my scooter, I would be unable to do some of my workrelated activities,” says Rogers, 57. “Even with it, your leg is throbbing by the end of the day.”

Federal agencies must provide such reasonable accommodations to qualified federal employees with disabilities like Rogers, who responded to a narfe

By David Tobenkin 22

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Illustration by Bill Pragluski, Critical Stages, LLC

reasonable accommodations magazine survey on reasonable accommodations.

Yet for many federal employees, obtaining the right reasonable accommodation, and sometimes any reasonable accommodation at all, can be a challenge.

“I had to use a scooter that was far too small – given my size – for about two years, which caused me great discomfort and pain because of the way it dug into my right knee’s tender spot, the way you were tucked into it, and because it made it awkward to get up,” Rogers says. “The reasonable accommodations/Equal Employment Opportunity staff told me they didn’t have funding for a larger scooter.” Rogers says he eventually was able to secure a larger, more ergonomic scooter from the VA as a patient, rather than through a reasonable accommodation as an employee.

The availability of satisfactory reasonable accommodations is an issue of importance for all federal employees, but particularly those who are older. The Age Discrimination in Employment Act of 1967 bars age discrimination for employees age 40 and older, and, save for certain law enforcement and other special employment series, older civil service employees are entitled to their jobs as long as they can perform their essential functions. But for many older employees, whether they can receive needed reasonable accommodations that allow them to continue to perform their jobs may spell the difference between additional meaningful years of employment and truncated careers and retirement benefits.

Advocates for people with disabilities state, and the results of the narfe magazine reader survey suggest, that agency receptiveness to requests for reasonable accommodations can vary widely.

Many survey respondents praise their agencies for being proactive in providing reasonable accommodations. But many others say they have not received reasonable accommodations that they needed. And those who advocate for employees with disabilities say that many individuals with disabilities end up being fired or withdrawing from, or are dissuaded from applying for, federal employment because they cannot receive reasonable accommodations that would allow them to perform federal jobs.

“The reasonable accommodations system is not working well, in my point of view, because 24

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there are a lot of holes in the system and not much accountability,” says Jason Olsen, president of Federal Employees with Disabilities (FEDs), which was launched three years ago and, Olsen says, now counts more than 1,000 members in most federal agencies. “Until there are consequences for managers who improperly deny or delay reasonable accommodations, not much will change. Under the current system, agencies spend millions of dollars in legal fees fighting reasonable accommodation cases that the agencies ultimately lose, yet the managers who violated the employees’ rights in the first place receive the same bonus year after year.”

Reasonable Accommodations Are the Law

Under the Rehabilitation Act of 1973, which incorporates the Americans with Disabilities Act (ADA) of 1990 and the ADA amendments of 2008, federal agencies, like private employers, are required by law to make reasonable accommodations for qualified employees with physical and mental disabilities unless so doing will result in undue hardship to the agencies. Executive Order 13164, issued in 2000, requires that all executive branch federal agencies establish effective written procedures for processing reasonable accommodation requests under Section 501 of the Rehabilitation Act. U.S. Equal Employment Opportunity Commission (EEOC) guidelines for such procedures can be found at www.eeoc. gov/policy/docs/implementing_accommodation. pdf. Executive Order 13548, issued in July 2010, called for increasing the number of individuals with disabilities in the federal government through hiring and greater efforts to retain federal workers with disabilities (see www.gpo.gov/ fdsys/pkg/FR-2010-07-30/pdf/2010-18988.pdf).

Federal employees also would do well to review the EEOC’s Revised Enforcement Guidance on Reasonable Accommodation and Undue Hardship Under the ADA (10/17/02), www.eeoc.gov/policy/ docs/accommodation.html, says Sharon Rennert, an EEOC senior attorney advisor.

Reasonable accommodations for federal employees with disabilities include a wide variety of practices and assistance designed to allow them to perform their jobs. Such accommoda-

tions can include changes to the duties of the job (such as specialized work assignments), in the locations where jobs are performed (such as telework or a new work location), in how the job is performed (such as revised duties that avoid physical limitations), through the provision of equipment or technology (such as modified office equipment like raised desks and ergonomical chairs), and through people to remove various barriers (including interpreters, readers or other personal assistants). The reasonable accommodations must be provided to qualified employees without undue delay, absent extenuating circumstances.

The EEOC’s Rennert notes that federal agencies have rights in this area, too, such as the right to expect employees to perform the essential functions of their jobs and to have the employee clearly explain and support both the existence of a disability and why a particular accommodation should be provided.

Reasonable accommodations intersect in an important way with the issue of disability retirements. A prerequisite for a disability retirement is a finding that the agency cannot find a reasonable accommodation for the employee. A narfe magazine story describing the requirements and pros and cons of disability retirement was published in July 2014 (“A Mixed Blessing: Disability Retirement”).

The Reasonable Accommodations Frontline

There has been no general governmental evaluation as to the availability and effectiveness of reasonable accommodations at different agencies, Olsen says. Some experts say there is wide variance in the availability of reasonable accommodations agency by agency and even within agencies.

“To give an example, the Department of Health and Human Services (HHS) has the second largest federal budget after the Department of Defense,” says Steven Gagnon, president of Deaf in Government, an advocacy group for deaf and hard-of-hearing federal employees. “HHS lacks a centralized funding program for accommodations. Yet, two of its operating divisions, National Institutes of Health [NIH] and Centers

for Disease Control and Prevention [CDC], do have centralized funds, which is strange. Deaf and hard-of-hearing employees report to us that they are happier at NIH and CDC, while others have reported numerous communications challenges [elsewhere] at HHS.” Centralized funding for reasonable accommodations is a key advocacy issue for groups like FEDs and Deaf in Government. Olsen says such centralized funding tends to drive availability of reasonable accommodations because it avoids agency managers having to weigh compromising their program budgets to accommodate the reasonable accommodation needs of employees with disabilities. The Government Accountability Office, which itself has identified centralized funding for reasonable accommodations as a key best practice to serve employees with disabilities, noted in a 2012 report that the Department of Education, the Social Security Administration and the Department of Veterans Affairs all rely on centralized funding accounts to pay for reasonable accommodations.

A similar agency best practice involves whether there is an individual or office designated to handle reasonable accommodation requests.

Olsen says that this is desirable because such individuals may have the expertise to serve as the interface between employees with disabilities and their medical experts and the agency and its medical experts and thereby help expedite the processing of reasonable accommodation requests. He says such individuals and offices also can serve a valuable privacy function. They can centralize and safeguard sensitive information about the employee, rather than have such information maintained and processed by the employee’s management chain, which can increase the possibility of improper disclosure, particularly in cases where there are charged employeemanagement relations.

Indeed, the fear of disclosure of sensitive details regarding a

reasonable accommodations disability can deter some from applying for a position or seeking a reasonable accommodation, Olsen says.

Another area of contention is reasonable accommodations for new employees, who are particularly vulnerable to dismissal during common agency probationary periods for new employees.

Such employees often face a Catch-22 of needing a reasonable accommodation to be able to perform their job, yet hesitating to request one for fear of rocking the boat by disclosing their disability and need for a reasonable accommodation or by appealing denial of a request for a reasonable accommodation, Olsen says.

The boundaries of reasonable accommodations

A final battleground may occur over the nature of the accommodations themselves: Exactly when are reasonable accommodations reasonable enough? John Mahoney, a Washington, DC-based federal employment attorney and former federal administrative law judge, notes that employees are not necessarily entitled to the reasonable accommodation of their choosing. But Gagnon says some reasonable accommodations that are provided are not, in fact, reasonable. A good example is TTY teletype and relay services for the deaf, he says.

“Generally speaking, deaf and hard-of-hearing employees have multiple approaches for reasonable accommodations,” says Gagnon. “One size does not fit all. Among the viable approaches are sign-language interpreters, video phones and instant messaging. But TTY is not effective because it is obsolete and only good for brief, short conversations. For detailed conversations or meetings, it is better to use language interpreters or video phones.”

But use of Gagnon’s preferred approaches can make accommodations for the deaf among the more costly of reasonable accommodations for agencies, he concedes. “If an employee has a back injury and

needs a specialized chair, that is a simple, one-time fee that most agencies will absorb,” he says. “But spending money on interpreters is an ongoing fee, and over time, this can add up. As such, some agencies have been intentionally reducing the number of deaf or hard-of-hearing employees because they are trying to avoid complying with their reasonable accommodations obligations, as can be seen from a decline in federal employment of deaf and hard-ofhearing employees from 4,949 in 2002 to 4,039 in 2011, according to EEOC statistics.”

On the other hand, the right to reasonable accommodations may be more extensive in some respects than employees assume. Mahoney notes that many federal employees in the law enforcement series, who are subject to physical performance qualifications and heightened emotional and physical abilities testing, are not aware that they are, nonetheless, entitled to reasonable accommodations through waiver of certain physical requirements and medical standards if they can show that they are otherwise able to perform the essential functions of their jobs or a job that is the reasonable equivalent for which they are qualified.

He says a case that he settled last year involved a federal criminal investigator who was injured in the Iraq War and, when he returned to his agency, was removed from his criminal investigator position and placed instead in a noninvestigatory position, a negative development given the law enforcement series has added danger pay compensation and better annuity benefits than the standard General Schedule. The settlement, brought about by the employee demonstrating he was entitled to a waiver from certain physical requirements as a reasonable accommodation, resulted in a $275,000 award for compensatory damages, reinstatement as a criminal investigator and an interim promotion. Mahoney says many employees also are not aware that they are entitled to reasonable accommodations for emotional disorders.

Another issue increasingly testing the limits of reasonable accommodations is telework, a godsend for many employees with disabilities, Mahoney says. Even if agencies do not typically offer telework to their employees, they may be obligated to offer it as a reasonable accommodation to employees with disabilities if doing so

would not be an undue hardship to the agency, the EEOC’s Rennert notes.

Unions also are active on the reasonable accommodations front. The National Treasury Employees Union (NTEU) negotiates for specific accommodations in its collective-bargaining agreements, says NTEU National President Colleen M. Kelley. “Renovating facilities, restructuring jobs, making available adaptive equipment, and providing readers and interpreters are some of the types of accommodations we have successfully sought,” Kelley says. “We also negotiate for telework and part-time and alternative work schedules that can serve as accommodations for disabled individuals. The contracts we negotiate contain language establishing committees responsible for evaluating existing facilities and recommending new and better accommodations if necessary. These panels also monitor the implementation of these accommodations.”

The onus is on the federal employee to ask for the accommodation.

their agency from the date of an EEO discriminatory incident to challenge the incident and, thus, must take prompt action to protect their rights, says employment attorney Mahoney. “Reasonable accommodation denials are tricky in terms of timeliness because sometimes the agency just doesn’t do anything, so the employee is left to figure out when to file,” says AFGE’s Dorsey. “We tell our union members to make sure that they are engaging in the interactive process, and when the process breaks down on the agency’s end, we ideally want them to contact the agency and put them on notice that unless they hear otherwise within a certain amount of days, the agency’s failure to act will be considered a denial.”

Fighting for Reasonable Another option for union members may be Accommodations pursuing a union grievance. Statistically, pursuThe onus is on the federal employee to ask for the ing a union grievance action may result in a higher reasonable accommodation in the first instance. probability of success for the employee, Mahoney Olsen says that the documentation requirements says.

There are, however, several considerations and responsiveness of agencies vary widely, with posed by reliance on the union that aggrieved some requiring reams of paperwork to establish employees should consider, including, but not even disabilities that are obvious and to justify no limited to, the union’s degree of commitment to less obvious reasonable accommodations. aggressively pursuing the case, notes Mahoney.

Employees can gain some sense of what reaNTEU’s Kelley says her union enforces dissonable accommodations are possible and how ability-rights laws on a case-by-case basis for they may obtain them through written reasonable individuals and for groups of employees who have accommodation policies federal agencies must the same disability.

“We file individual grievances prepare under Executive Order 13164. Ericka or pursue claims through the Equal Employment Dorsey, an attorney with the American FederaOpportunity Commission’s complaints process,” tion of Government Employees (AFGE), says she says Kelley.

“We also file national grievances steers union members to the U.S. Department covering large classes of disabled individuals. We of Labor’s Job Accommodation Network (JAN) did the latter in 2006 on behalf of deaf and hard(http://askjan.org), which provides free consultof-hearing employees at the Internal Revenue ing services on workplace accommodations.

Service because the agency was not providing If such accommodations requests are denied, enough sign-language interpreters at workplace EEOC rules govern the requirements for most reasonable accommodation complaints by federal meetings. Five years later, the IRS settled that case before it went to arbitration, agreeing to employees. These rules are described in detail in a May 2014 narfe magazine story on age discrimi- increase the number of interpreters or provide adequate substitutes.” nation (“Taking on Ageism in the Workplace”).

As an example, federal workers have 45 —David Tobenkin is a freelance writer based in the greater Washington, DC, area. calendar days to contact an EEO counselor at w w w. n a r f e . o r g

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Building a New

l i v i C outdated system creates a barrier rather than an aid to recruiting and retaining top talent

By Margot Conrad

Service for the 21st Century It may be hard to imagine, but there was a time in the 1960s when more than 70 percent of the American public had trust in the federal government. The postWorld War II boom fueled growth in infrastructure, manufacturing, science and technology, and a generation of young Americans answered President Kennedy’s call to service.

Unfortunately, our government no longer enjoys such high levels of confidence and support. Public trust in the federal government currently hovers around 25 percent, and too many young people, once inspired to public service, no longer view government as a place to pursue a promising career. The millennial generation has been cool toward federal employment, and efforts to attract and

Building a New

Civil service hire them have been largely ineffective. The result is that only 7 percent of the federal workforce is under age 30, compared with 23 percent of the civilian workforce.

There are many reasons for this generation gap, including the harsh political climate, the low approval rating of government and a lack of knowledge about challenging opportunities in the public sector. However, the Partnership for Public Service, a nonprofit, nonpartisan organization dedicated to making the federal government more effective and efficient, believes that a big part of the problem lies with an outdated civil service system that represents a barrier rather than an aid to attracting, hiring, developing and retaining the highly skilled and educated employees needed to respond to today’s domestic and global challenges.

The harsh reality is that the federal government is struggling to compete for top talent in missioncritical fields such as information technology, acquisition, engineering, science, medicine and many other areas. Government cannot pay competitive salaries for in-demand talent, invests too little in developing its leaders, has an outdated job classification system, rewards tenure over accomplishment and discourages would-be applicants with a labyrinthine hiring process that would turn off even the most service-minded among us.

The federal government can, and must, do better.

What are the Expectations?

The American public expects federal employees to competently handle a wide array of critical matters routinely, from making Social Security payments, ensuring air safety and caring for veterans, to protecting the food supply and the air we breathe, and securing our borders, each one of these tasks requiring the work of skilled professionals and presenting complex organizational challenges.

While the vast majority of the government’s employees are dedicated professionals who seek to make a difference and often do, they frequently succeed in spite of the current civil service system, not because of it.

The Partnership’s analysis of the 2014 Federal Employee Viewpoint Survey, administered by the Office of Personnel Management (OPM), indicates that employees, themselves, are unhappy with the system. Just 39 percent of employees believe 30

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their work unit is able to recruit the people with the right skills; 30 percent say that promotions in their work unit are based on merit; 26 percent agree that steps are taken to deal with poor performers who cannot or will not improve; and just a third of respondents believe creativity and innovation are rewarded.

Let’s look at some of the problems.

What was once a unified civil service system with a set of common rules and procedures has become deeply fractured, with numerous agencies having obtained special exemptions from Congress, which gives them greater leeway in terms of setting pay, classifying jobs, hiring and rewarding top-performing employees. As a result, agencies wind up competing among themselves as well as with the private sector for critical talent, and those organizations with greater flexibility have a distinct advantage.

The hiring system is slow, complex, a mystery to applicants and imprecise in identifying the best-qualified candidates. Job descriptions typically are complicated, arcane and out of date.

Employees frequently are stymied from moving among agencies, and the entry of experienced and qualified applicants into government is often difficult.

The current performance management system also fails to make meaningful distinctions in performance. It is difficult for agencies to improve or remove poor performers, and high performers are not recognized for excellent work or rewarded for innovation. In addition, a very high percentage of senior career executives are nearing retirement. Most agencies are still trying to predict their future talent needs and do not have plans for identifying and developing future leaders from within or a strategy for recruiting talent with the desired skills from outside government.

Moving from Problems to Solutions

The Partnership for Public Service spent nearly two years conducting interviews and focus groups with numerous current and former federal officials, academics and stakeholders about how to make government more effective and published a report with Booz Allen Hamilton in April 2014 titled “Building the Enterprise: A New Civil Service Framework.” The report outlines a set of recommendations for unifying the civil service

and reforming the hiring process, pay and classification, performance management, accountability and justice, and leadership in government.

The individuals interviewed were clear in their belief that the government’s problems were fixable, and many offered specific suggestions for improvement. The report contains the following recommendations to strengthen the civil service system and ensure agencies are able to attract and retain the talent they need for the future: • Create a unified civil service that operates under common core principles and policies to level the playing field across the federal landscape in the competition for talent, while giving high-performing agencies flexibility to adapt aspects of their personnel systems to meet mission needs.

• Establish a simplified, streamlined job classification system for professional and administrative positions that condenses the General Schedule’s 15 grade levels into five work levels

that more closely align with the knowledge work that most federal employees currently perform and that enable them to progress based on their technical expertise, not just the number of people they supervise.

• Adopt an occupation-specific, market-sensitive system for professional and administrative jobs that takes into account total compensation roughly comparable to what is offered by major private-sector employers as well as state and local governments. This system would account for geographic differences in salaries and levels of responsibility.

• Improve today’s performance management system by ensuring that supervisors and managers have the skills necessary for it to work, and making it consequential by awarding abovemarket base pay raises only to those employees and managers who perform above expectations, and no pay increases to those whose performance is unsatisfactory.

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Building a New

Civil service • Change the hiring process by expanding the use of flexibilities now available only to certain “excepted” agencies to all agencies, without compromising such core principles as veterans’ preference, merit-based selection, diversity and equal opportunity. In addition, allow agencies to share their lists of best-qualified talent with one another and permit former high-performing federal officials to re-enter government service more easily and at levels that match their skills and experience.

• Ensure greater accountability and speedier justice for employees disciplined or fired for poor performance or misconduct by consolidating the multiple complaints and appeals channels into a one-stop process managed by a reconstituted Merit Systems Protection Board.

• Create a single, four-tier executive service that would better prepare accomplished career civil servants for high-level agency and enterprise leadership positions. The top tier would be reserved for specially developed and deployable enterprise executives who possess interagency, intergovernmental or private-sector leadership experience to manage major cross-cutting government initiatives. Fill key government management positions with senior career executives instead of political appointees to provide a longterm perspective and leadership continuity, and reduce the overall number of political appointees.

The path forward to reform

A broad coalition will be necessary to advance these reforms, and some will be easier to accomplish than others. Reforming the compensation system to make it market-sensitive, for example, would bring the federal government in line with the private sector and allow agencies to compete for mission-critical talent. Designing such a system, however, will require statutory changes, and a thoughtful approach with a diverse set of stakeholders at the table will be critical. All this, too, will take time.

Other reforms, such as allowing agencies to share their lists of best-qualified talent with one another, should be easier to achieve in the short-term through legislation and would allow agencies to more easily hire top talent for government. Sens. Jon Tester, D-MT, and Rob Portman, R-OH, and Reps. Gerald E. Connolly, D-VA, and Rob Wittman, R-VA, introduced legislation in the 32

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last Congress to give agencies this authority and are working to update the language for the 114th Congress. This is a common-sense proposal that would provide greater efficiencies in the hiring process, and the Partnership believes it is something that can be accomplished in the near-term.

While many of the recommendations would require changes to law, there are steps this administration can take now to bring about reform. For example, OPM could require agencies to review a new supervisor’s performance prior to the end of his or her probationary period in order to make an affirmative and documented decision as to whether the individual should stay. This would ensure that new supervisors are meeting all of the qualifications for the job and are judged highly likely to succeed if they continue in the role.

Finally, a governmentwide approach to reform is necessary. Congress passed the Veterans Access, Choice and Accountability Act last year, which included a provision that makes it easier to fire senior executives at the Department of Veterans Affairs (VA). While the intention was to increase accountability and improve performance at the VA, it could have the unintended consequence of making the VA less attractive as an employer and more difficult for it to recruit and retain talent, particularly at the executive level.

Governmentwide reforms to the civil service system are necessary so we do not create further distinctions between agencies and make competition for talent more difficult. In addition, there must be time devoted to holding public hearings and gathering stakeholder input so any significant changes to the system are thoughtfully designed and consensus can be reached.

Much work remains, but reform of the civil service system is critical if we want to attract the next generation to public service and build a highly competent and efficient federal workforce that will meet the needs and expectations of the American people. The good news is that there is a growing realization that maintaining the status quo for the federal government is unacceptable and unsustainable. The even better news is that there are many individuals and organizations, such as NARFE, that stand ready to help build a new civil service for the 21st century.

—Margot Conrad is director of government affairs at the Partnership for Public Service. To add your voice to the conversation, contact the author at mconrad@ourpublicservice.org.

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Managing Money

Are your estate tax plans still relevant?

I

magine it’s the year 2000, and Sam and Pam Smith have a combined estate valued at $1.35 million, with each owning $675,000 in assets individually. Knowing

there’s an unlimited marital deduction (spouses can transfer an unlimited amount of assets to each other without incurring federal gift or estate taxes), the Smiths’ estate plan consisted of nothing more than what I call “I love you wills.” Under this scenario, Sam dies and Pam gets everything, or Pam dies and Sam gets everything.

At the death of the second spouse, their wills direct the assets to be split equally between their two daughters.

The problem with the Smiths’ plan is it fails to use the first to die’s estate exemption.

And while the marital deduction ensures there will be no federal estate taxes due at the first death, the forfeited estate exemption could result in estate taxes due at the second death.

For example, if we assume that Sam died first, Pam inherited his $675,000, putting the $1.35 million in her name solely. Assuming Pam died later in 2000, only $675,000 (Pam’s estate exemption) passed estatetax-free to her daughters. The remaining $675,000 was subject to federal estate taxes, which in the year 2000, was at a top rate of 55 percent!

To solve this problem, many older estate plans incorporated tax-planning strategies, such as a bypass trust, to use the estate exemptions of both spouses.

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A typical estate plan would fund the bypass trust at the death of the first spouse, with an amount equal to the available estate exemption at the time. The bypass trust would be available for the support and maintenance of the surviving spouse, but because the surviving spouse did not own the trust assets outright, it was not included in his or her taxable estate and, therefore, not subject to federal estate taxes.

In the Smiths’ case, when Sam died, his $675,000 would have gone into a bypass trust, saving their children hundreds of thousands of dollars in estate taxes when Pam passed away.

Fifteen years ago, there was a huge need for federal estate tax strategies, such as the bypass trust. Since then, however, the federal estate tax landscape has experienced dramatic changes

By Mark A. Keen,

CFP®

− so much so that, for most individuals, federal estate taxes are no longer a concern, and strategies, such as the bypass trust, are irrelevant.

For starters, the federal estate exemption (the amount of assets we can transfer federal estate-tax-free to our heirs when we die), has increased steadily from $675,000 in 2000 to $3.5 million in 2009. The Tax Relief Act of 2010 increased the exemption further to $5 million, albeit temporarily. This higher exemption was later made permanent and indexed to inflation with the signing of the American Taxpayer Relief Act of 2012 (ATRA). With those inflation adjustments, the estate exemption is now $5,430,000.

The Tax Relief Act of 2010 also introduced the concept of portability, another temporary provision made permanent by the ATRA. Portability permits the unused portion of a deceased spouse’s federal estate and gift tax exemption to be transferred to the surviving spouse. For example, if Sam passes away without using any of his exemption, Pam could use his unused exemption to pass on a total of $10.86 million in assets federal estate-tax-free.

As a result of these changes, many unnecessary bypass trusts will be created with varying degrees of negative consequences. For example, there

FINANCIAL TOOLS NARFE offers an online retirement calculator and other financial planning tools. Find out more at www.narfe.org/ federalbenefits.

may be trustee fees associated with managing the bypass trust once it is funded. Also, a bypass trust is a separate taxable entity, requiring its own tax return. As a result, there will be the added cost of ongoing tax preparation once the trust is funded.

Furthermore, the federal tax brackets for trusts are more compressed than the tax brackets for individual and joint filers. For example, individual and joint filers don’t hit the top tax bracket of

39.6 percent until income reaches $413,201 and $464,850 respectively. Trusts, on the other hand, are exposed to the top 39.6 percent bracket once income reaches $12,301. Finally, another potentially large cost is the loss of a second step-up in basis at the death of the surviving spouse.

For most, federal estate taxes are no longer an issue, but consideration still must be given to state estate tax laws. State estate tax laws vary from state to state, but there’s no portability, and estate exemptions are typically much lower – in the $1 million range.

Review your estate planning documents to ensure they are relevant for today’s estate tax laws.

Mark A. Keen, CFP®, is partner, Keen & Pocock, 10300 Eaton place, Fairfax, VA, and an investment adviser representative and registered principal of The Strategic Financial Alliance, Inc. (SFA). Securities and advisory services are offered through SFA. Email: mkeen@keenpocock.com.

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35

The Informed Citizen

Indiana Federation scores tax victory

T

he Indiana Federation’s multiyear leadership of NARFE’s tax parity campaign in the Indiana General Assembly led to a major victory for federal retirees and survivors. Don Savage, Indiana Federation president, and federation executive officers recruited fellow officers and members throughout Indiana to engage their state legislators over multiple sessions in order to provide tax parity between federal civil service retirement and Social Security benefits.

On May 6, Indiana Gov. Mike Pence signed an omnibus tax bill (SB 441) containing the NARFEbacked provision. The new law provides an $8,000 deduction retroactive to January 1, 2015, and a $16,000 deduction beginning in 2016 for federal civil service retirees and survivors.

Prior to this law, retirees could claim a $2,000 deduction within limiting parameters; survivors could claim no deduction at all.

Enlisting Advocates The Indiana Federation employed targeted email messages, the federation’s website and chapter assignments of specific legislators. “This is a huge win for civil service retirees in Indiana and NARFE … . It demonstrates what can be accomplished by collective effort and teamwork,” writes Savage in a letter on the federation’s website.

Legislative History State Rep. Ed Clere, R-New Albany, was NARFE’s staunchest champion. Clere, with bipar-

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tisan authorship, introduced legislation in multiple sessions, consistently recruited additional support and encouraged NARFE grass-roots advocacy.

Bicameral support came with the introduction of identical language legislation in the Senate by two southern Indiana senators and supportive intervention from two key Senate committee chairs. On February 3 and March 17, Savage led large NARFE groups to the State House in Indianapolis for meetings with individual lawmakers.

These efforts resulted in the civil service language being folded into a larger tax bill, which passed with a vote of 45-4 in the Senate and 99-0 in the House.

Leveraging Victory As important as consistency and perseverance were to this success, Savage urges NARFE members to stay engaged with state legislators and transfer what was learned from Indiana’s state tax initiative to our federal campaign. Further, recruiters

By Christopher Farrell, senior analyst

should use enactment of tax deductions as the ready answer to members who ask, “What have you done for me lately?”

Plant Seeds, Record Deeds In Julius Caesar, Shakespeare wrote: “The evil that men do lives after them; the good is oft interred with their bones.” I fear this is literally true of too many NARFE members whose modesty or diplomacy precludes telling the world of their good works.

Our successes, major and minor, in legislative advocacy must be told and retold. While NARFE plays defense in Congress, each NARFE member can plant the seed of a mutually advantageous relationship by seeking out his or her elected representatives – municipal, county, state and federal. Be sure to tell your chapter, district and federation leaders about your meetings and what was said. Lest this planting be interred, tell me about it, too. For help locating your public servants, contact me at cfarrell@ narfe.org or 571-483-1265.

Resources • NARFE Day at Indiana State House: See photo #19 in Out & About Photo Gallery, www.narfe. org/narfemagazine/album2.cfm; • Rep. Clere’s legislation: http://openstates.org/in/ bills/2013/HB1294/; • Indiana Federation website, www.narfe.org/site/in.

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The Blue Cross and Blue Shield Service Benefit Plan will pay a hearing aid benefit up to $2,500 total every 3 calendar years for adults age 22 and over, and up to $2,500 total per calendar year for members up to age 22. Do not rely on this communication piece alone for complete benefit information. All benefits are subject to the definitions, limitations, and exclusions in your Service Benefit Plan brochure. The Blue365® Discount Program offers access to savings on items that you may purchase directly from independent

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Blue Cross Blue Shield Association is an association of independent, locally operated Blue Cross and Blue Shield Companies.

2015

2014

For the Record

Thrift Savings Plan Monthly Returns G FUND

F FUND

C FUND

S FUND

I FUND

June

0.19%

0.14%

2.07%

4.45%

0.99%

JULY

0.19%

(0.19%)

(1.37%)

(4.38%)

(1.95%)

AUGUST

0.20%

1.12%

4.01%

4.98%

(0.14%)

SEPTEMBER

0.18%

(0.58%)

(1.40%)

(5.10%)

(3.82%)

OCTOBER

0.20%

0.96%

2.45%

4.11%

(0.63%)

NOVEMBER

0.17%

0.74%

2.70%

1.33%

0.51%

DECEMBER

0.18%

0.21%

(0.24%)

0.99%

(4.13%)

JANUARY

0.18%

2.13%

(2.99%)

(1.85%)

1.19%

FEBRUARY

0.13%

(0.91%)

5.75%

6.05%

5.97%

March

0.16%

0.47%

(1.57%)

1.24%

(1.43%)

APRIL

0.15%

(0.28%)

0.96%

(1.50%)

4.11%

MAY

0.17%

(0.26%)

1.29%

1.84%

(0.42%)

YTD

0.79%

1.13%

3.26%

5.71%

9.59%

LAST 12 MO

2.11%

3.57%

11.89%

12.07%

(0.21%)

10 yr

3.19%

4.89%

7.72%

9.44%

4.58%

L 2020

L 2030

L 2040

L 2050

L INCOME JUNE

0.58%

1.19%

1.52%

1.77%

1.96%

JULY

(0.26%)

(0.97%)

(1.34%)

(1.63%)

(1.86%)

0.84%

1.64%

2.07%

2.40%

2.61%

2015

2014

AUGUST SEPTEMBER

(0.42%)

(1.36%)

(1.84%)

(2.18%)

(2.50%)

OCTOBER

0.61%

1.09%

1.36%

1.58%

1.70%

NOVEMBER

0.55%

1.04%

1.27%

1.42%

1.55%

DECEMBER

(0.04%)

(0.50%)

(0.67%)

(0.76%)

(0.94%)

JANUARY

(0.08%)

(0.58%)

(0.83%)

(1.02%)

(1.18%)

FEBRUARY

1.19%

2.95%

3.80%

4.39%

4.99%

(0.07%)

(0.44%)

(0.58%)

(0.64%)

(0.76%)

APRIL

0.37%

0.81%

0.95%

1.00%

1.16%

MAY

0.30%

0.50%

0.62%

0.72%

0.78%

YTD

1.72%

3.25%

3.96%

4.43%

4.97%

LAST 12 MO

3.61%

5.41%

6.38%

7.08%

7.51%

MARCH

THIS CHART is provided as a service to NARFE members who enrolled in the Thrift Savings Plan while employed by the federal government. Retirees are not eligible for enrollment. These returns are net of the effect of accrued administrative expenses and investment expenses/costs. Percentages in () are negative. Source: TSP G Fund: Government securities (specially issued to the TSP) F Fund: Government, corporate and mortgage-backed bonds C Fund: Stocks of large- and medium-size U.S. companies S Fund: Stocks of small- to medium-size U.S. companies (not included in the C Fund) I Fund: International stocks of 21 developed countries L Fund: Invested in the G, F, C, S and I Funds (The proportion of L Fund balance invested in each of the individual TSP funds depends on the L Fund chosen.)

40

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Funds turn in Mixed performance in May; C, s and L gain The C and S Funds both climbed in May as markets shrugged off news of a decline in first quarter gross domestic product. The I Fund fell, as the U.S. dollar’s rise of 2 percent converted a gain for non-U.S. investors into a loss for U.S. investors. Ten-year Treasury yields rose by 0.07 percent as the Federal Reserve continues to signal an eventual rise in rates, pushing the F Fund to a small loss.

The L Funds continue to provide diversified moderate returns.

—BY Ravindra Deo, Chief Investment Officer, Thrift Savings Plan

Countdown to cola

T

he Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W) increased 0.20 percent in April. To calculate the 2016 cost-of-living adjustment (COLA), the indices of July, August and September 2015 will be averaged and compared with the 2014 third-quarter average of 234.242. The percentage increase, if any, determines the COLA. April’s index, 231.520, is down 1.16 percent from the base.

Benefits awarded under the Federal Employees’ Compensation Act (FECA) to individuals suffering work-related injuries or illnesses are adjusted according to each calendar year’s percentage change in the CPI-W. April’s index is 0.70 percent higher than the December 2014 base index of 229.909.

The CPI represents purchases of food and beverages, housing, apparel, transportation, medical care, recreation, education and communication, and other goods and services. Included are various government fees, such as water charges, auto registration fees, and sales and excise taxes.

Month

CPI-W

Monthly % Change

% Change from 234.242

October 2014

233.229

-0.40

-0.43

November

231.551

-0.72

-1.15

December

229.909

-0.71

-1.85

January 2015

228.294

-0.70

-2.54

February

229.421

+0.50

-2.06

March

231.055

+0.71

-1.36

April

231.520

+0.20

-1.16

May June July August September

Donate to NARFE Programs Support Alzheimer’s Research

Your charitable contribution is tax-deductible to the fullest extent allowed by law.

Write your chapter number on check; make it payable to: NARFE-Alzheimer’s Research

Enclosed is my NARFE-Alzheimer’s contribution: $ Every cent that is contributed is used for research.

Please circle: Mr. Mrs. Miss Ms. and mail to: Name: Alzheimer’s Association Address: 225 N. Michigan Ave., 17th Floor City: State: ZIP: Chicago, IL 60601-7633 Chapter Number: Credit Card Information:

MasterCard VISA NARFE members contributed for If you have any questions, write to:

Discover AMEX Alzheimer’s research: $12 Million Fund National Committee Chair Card Number: Merv Stuckey, 2272 E. Buster Mountain Dr. Expiration Date: (mm)/ (yy) Oro Valley, AZ 85755-4709 *Total as of April 30, 2015 3-Digit Security Code: 100% of all contributed funds go to Name: (please print) Email: narferoadrunner@comcast.net

$11,318,802* Alzheimer’s research.

Signature

Join the Silver CIrcle Clip this contribution form and mail to: NARFE Silver Circle, 606 N. Washington St. Alexandria, VA 22314

•For a contribution of $25 or more, you will receive a Silver Circle pin, and your name will be listed in narfe magazine with other contributors.

•For a contribution of $1,000 or more, your name will be placed on the “Wall of Fame” at NARFE Headquarters.

YOUR CHARITABLE CONTRIBUTION IS TAX-DEDUCTIBLE TO THE FULLEST EXTENT ALLOWED BY LAW.

/

Enclosed is my Silver Circle contribution: $ ID # (ID # may be found on your narfe magazine label or your NARFE membership card)

Name: Address: City: Silver Circle contributions are NOT deductible for federal income tax purposes.

Installment Plan Wall of Fame 12-month installment plan

Give to the Scholarship and Disaster Funds

Please mail coupon and check to: FEEA 3333 S. Wadsworth Blvd., Suite 300 Lakewood, CO 80227

/

All donations go to the NARFE General Fund to support NARFE programs and operations.

State:

ZIP:

My check is enclosed

(Please make check payable to NARFE Silver Circle.)

Please charge my credit card Card type MasterCard VISA

Discover AMEX Card Number: Expiration Date: (mm)/ (yy) Name: (please print)

Signature

Make check payable to: NARFE-FEEA Disaster Fund or NARFE-FEEA Scholarship Fund.

Date

YES!

Date

/

/

I would like to help with my contribution.

Please check appropriate box(es). To make credit card contributions, call 800-338-0755. Scholarships are available to children, grandchildren and great-grandchildren of federal civilian retirees and current federal employees who are NARFE members.

NARFE-FEEA Disaster Fund

Amount: $

NARFE-FEEA Scholarship Fund

Amount: $

Name: Address: City:

State:

ZIP:

NARFE News

Federation meetup Presidents of NARFE’s state federations will convene July 6-9 at the Grand Sierra Resort & Casino Hotel in Reno, NV, to share information and strategies. The annual event coincides with a meeting of NARFE’s National Executive Board. Joint meetings are planned. The hotel will host the 2016 NARFE National Convention.

Disaster fund, a friend indeed

N

atural disasters can happen property must be a primary place of anywhere. As the summer residence. storm season begins, NARFE The Fund, established in 1996, is members should be aware of the administered by the Federal EmNARFE-FEEA Disaster Fund. Cash ployee Education & Assistance Fund grants ($500 maximum per grant (FEEA). It is supported by donations per household) are available to all from NARFE members. To date, NARFE members in good standing NARFE members have donated who have been injured, incurred some $485,000 to NARFE members property damage or have other affected by natural disasters.

Lifeneeds Membership Design 3/26/13 3:49 PM Following Page 1 duringApl_New and after a declared a declared natural disaster, NARFE members can renatural disaster. Eligible damaged

quest a grant application by calling FEEA, toll-free, at 800-338-0755 (or 800-323-4140 after hours); or by sending an email to rmartillaro @feea.org.

To donate: To make a taxdeductible contribution, use the coupon on p. 41 in this issue or, if donating by credit card, call 800338-0755. NARFE contributions are kept separate from FEEA’s own emergency assistance fund.

NARFE NATIONAL LIFE MEMBERSHIP APPLICATION Life Membership Fee Schedule Ages

Contact Information n Mr. n Mrs. n Miss n Ms. Full Name _____________________________________________ Street Address _________________________________________ Apt./Unit______________________________________________ City _______________________ State _____ ZIP _____________ Phone (__________) ____________________________________ Email_________________________________________________ Date of Birth _________ /_________ /___________________ dd

mm

yyyy

Recruiter ID # (if applicable) _________________________________ Chapter Number _______________________________________ (call 800-456-8410 for chapter information) Membership Information Member Number: ______________________________________ (New members) Membership is open to civilians in any agency of the federal or D.C. (before Oct. 1, 1987) governments eligible for a federal annuity.

Thank you for becoming a National Member for Life. You will receive a membership card, certificate and special lapel pin.

Please allow six weeks for processing. Dues payments & gift contributions to NARFE are not deductible as charitable contributions for income tax purposes.

42

| j u l

2 015

Single or Quarterly Payment Installments 30-39 $1,796 $450.25 40-50 1,408 353.25 51-55 1,127 283.00 56-60 960 241.25 61-65 801 201.50 66-70 653 164.50 71-75 514 129.75 76-80 392 99.25 81-90 251 64.00 91-100+ 127 33.00

I am a (check all that apply) n Active Federal Employee n Active Federal Employee Spouse n Annuitant n Annuitant Spouse n Survivor Annuitant

PAYMENT INFORMATION n Single Payment or n Quarterly Installments (4 payments) Life Membership fee amount: $ ______________________ PAYMENT OPTIONS n Check or Money Order (Payable to NARFE) n Charge my: n MasterCard n VISA n Discover n American Express Card No. __________________________________________ Expiration Date _________ /_________ mm

yyyy

Name on Card ______________________________________ Signature ____________________________ Date ________ MAIL THIS APPLICATION TO NARFE Member Records 606 N. Washington St. / Alexandria, VA 22314-1914

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Active and Retired Federal Employees ...

JOIN NARFE TODAY!

National Active and Retired Federal Employees Association 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 benefit questions.

Who Should Join?

Three Easy Ways To Join 1.

2.

3.

N A R F E M E M B E R S H I P A P P L I C AT I O N n YES. I want to join NARFE. n Mr. n Mrs. n Miss n Ms. Full Name ________________________________________ Street Address ____________________________________ Apt./Unit ________________________________________

I am a (check all that apply) n n n n n

Active Federal Employee Active Federal Employee Spouse Annuitant Annuitant Spouse Survivor Annuitant

n Please enroll my spouse

City _______________________ State _____ zIp ________

Spouse’s Full Name ________________________________

phone (__________) _______________________________

Spouse’s Email ____________________________________

Email____________________________________________

NARFE respects the privacy of our members. Personal information is used to provide content and relevant communications to our members, and will not be sold or rented to third parties without your express permission.

Choose Your Membership Type o Local Chapter Close-to-Home Membership – $40* Affiliation with the NARFE chapter closest to your home.

Receive narfe magazine each month; attend meetings, often with invited speakers; network; and get involved in grass-roots lobbying efforts.

Chapter Affiliation: Chapter # __ __ __ __(if known, otherwise enroll me in the chapter closest to my zIp code). *First-year dues. Subsequent years, $40 plus local chapter dues.

OR

o eNARFE Chapter Online Membership – $40 NARFE’s electronic chapter. Receive narfe magazine by mail each month, and all other communications by email and on eNARFE.org. Get important updates and legislative action alerts, and have access to the eNARFE blog.

Including email address strongly recommended.

Total Dues $40 First-Year Dues X __________ = __________ per person # Enrolling Total Dues

PAYMENT OPTIONS n Check, Money Order or Bill pay (payable to NARFE) n Bill me (NARFE membership will start when payment is received.) n Charge my: n MasterCard n VISA n American Express n Discover Card No. _____________________________________ Expiration Date _________ /_________ mm

yyyy

Name on Card _________________________________ Signature _____________________________________ Date _________________________________________ MAY WE THANK SOMEONE? If applicable, please provide the name, membership and chapter number of the member who introduced you to NARFE: Recruiter’s Name __________________________________ Recruiter’s Membership ID __________________________ Recruiter’s Chapter Number _________________________

MAIL THIS APPLICATION TO NARFE Member Records / 606 N. Washington St. / Alexandria, VA 22314-1914

NARFE’s Dues Withholding Program What is dues withholding?

It is a dues-payment method that gives NARFE members (retirees) the option of having their annual NARFE membership dues deducted from their annuities on a monthly basis.

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: (National dues ÷ 12) + (Chapter dues ÷ 12) = Total Monthly Deduction

Advantages • Save 15% off your annual membership dues!

• Sign up your spouse and double your savings!

• You’ll never get another dues reminder from us!

• Your monthly payment is affordable and convenient!

• You may cancel your dues withholding at any time!

Application process It takes 60-90 days to process your application. Once the process is complete, you will receive a special membership card distinguishing you as a NARFE dues-withholding member.

To learn more about dues withholding, call 800-627-3394.

Retirees, spouses of retirees and annuitant survivors are eligible for dues withholding.

NARFE Dues Withholding Application for Retirees n YES. I want to enroll in NARFE’s Dues Withholding Program (Annual dues of $34 plus Chapter dues of record to be withheld annually.)

Social Security Number (9-digit number)

–

Civil Service Annuity Number

–

C S

–

–

–

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

n Mr. n Mrs. n Miss n Ms. Full Name _______________________________________

NARFE MEMBERSHIP INFORMATION

Street Address ___________________________________

NARFE Membership ID ____________________________________

Apt./Unit________________________________________

NARFE Chapter Number____________________________________

City _________________________ State _____ ZIP _____

n YES. I Also Authorize My (NARFE Member) Spouse’s Dues To Be

Phone (__________) ______________________________ Email ___________________________________________ Date of Birth _________ /_________ / ____________________ dd

mm

yyyy

Withheld From My Annuity. (Additional annual dues of $34 plus Chapter dues of record to be withheld annually.)

If YES, enter spouse’s information below.

Spouse’s Name ___________________________________________ Spouse’s Membership ID ___________________________________

AUTHORIZATION (Withholding will begin in 60-90 days). No payment should be forwarded with application.

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

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

Signature of Annuitant or Survivor-Annuitant

Date

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

MAIL THIS FORM TO: NARFE, ATTN: Member Records, 606 N. Washington St., Alexandria, VA 22314-1914 www.narfe.org 800-627-3394 rr@narfe.org Do not send money with this form

DW-2 (08/12)

Member Perks

NARFE Member Perks

are designed to provide NARFE members with a quality option in their search for commonly used products and services.

NARFE makes no guarantee on any products and services listed, and encourages its members to shop and compare before making a decision on any financial matter.

Credit Union

NARFE Premier Federal Credit Union 800-328-1500 www.NARFEpremierfcu.org As a member of NARFE, you have the privilege of joining NARFE Premier Federal Credit Union, which has been serving members since 1935. We offer extensive services at competitive rates to members nationwide. Your savings are federally insured to at least $250,000 and backed by the full faith and credit of the United States Government. For more information, call the number above, email jparish@narfepremierfcu.org or visit the website.

insurance

NARFE Insurance Services 800-233-5764 www.narfeinsurance.com Designed and administered by Mercer Health & Benefits Insurance Services, LLC, exclusively for NARFE members: Senior Whole Life, Term Life, Medicare Supplements, Hospital Income Plan, Short Term Recovery Insurance, Pet Insurance, Accidental Death & Dismemberment, Cancer Care, Enhanced Dental Insurance and Long Term Care. Go to the website for more information on these programs.

GEICO 800-368-2734 NARFE members with good driving records may be eligible for quality au-

46

| j u l

2 015

tomobile insurance from GEICO. Ask about the NARFE discount available to members in many states. Call today for your free, no-obligation rate quote. Be sure to mention that you’re a NARFE member!

• Discount amount varies in some states • Discount not available in all states or in all GEICO companies • One group discount applicable per policy.

Federal Long Term Care Insurance Program 800-LTC FEDS www.LTCFEDS.com Make long-term care insurance part of your retirement plan. With benefits designed specifically for the federal family, the Federal Long Term Care Insurance Program offers a smart way to help protect savings and assets, and remain independent should you need long-term care services someday. Start planning for the future. Visit www.LTCFEDS.com today.

Vacation rentals

Government Employees Travel Opportunities® 877-867-3639 www.getravelop.com/narfe Offers government employees, retirees and their families 7-night stays for only $349 on accommodations at popular destinations worldwide.

Book online and save on your next vacation stay.

hotels

Choice Hotels International 800-258-2847 www.choicehotels.com With 6,000 hotels in the United States and throughout the world, Choice Hotels® offers something for everyone. Join the Choice Privileges® rewards program and earn points with every qualifying stay toward free nights, Airline Rewards, gift cards and more. As a NARFE member, receive 20% off your next stay at participating hotels when you use Special Rate ID 00801967. This offer is subject to availability and cannot be combined with any other offer. Advance reservations required.

Wyndham Hotel Group 877-670-7088 As a member of NARFE, you will receive up to 20% off the “Best Available Rate” at participating locations.

Call and give the agent your special discount ID number, 8000002694, at time of booking to receive discount.

Whether you are looking for an upscale hotel, an all-inclusive resort or something more cost-effective, we have the right hotel for you... and at the right price. So start saving now.

Call our special member-benefits hotline 877-670-7088 and reserve your room today at one of these fine hotels: Wyndham Hotels and Resorts®, Days Inn®, Ramada Worldwide®, Super

8®, Wingate By Wyndham®, Baymont Inns and Suites®, Hawthorn Suites® By Wyndham, Microtel Inns and Suites®, Howard Johnson®, Travelodge® and Knights Inn®.

car rentals

National You Drive A Hard Bargain. Receive up to 20% off rentals at National Car Rental. To make a reservation call National Car Rental at 1-800-CARRENT® and reference Contract ID 5282909.

Alamo Drive Happy® with Alamo® where NARFE members receive year-round discounts. Call 1-800-462-5266 and reference Contract ID 262544.

Moving services

Bekins Van Lines 800-248-4810 www.narfe@bekins.com All NARFE members will receive contracted pricing for all interstate shipments. This will apply to packing, transportation and full-value coverage against damages. In addition, Bekins Van Lines can assist with instate shipments, local moves and international moves with competitive pricing and quality service. Please mention you are a NARFE member and ask for Todd.

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

conduct the following screenings using state-of-the-art ultrasound technology in your neighborhood.

At Wheaton, we know interstate relocating is much more than trucks and boxes. Moving is not simply an address change. It’s a life change.

With a network of top-quality agents throughout the United States, Wheaton provides peace of mind with every relocation. We offer you, as a NARFE member, benefits to help you have a positive interstate relocation experience. Call Angela and mention you are a NARFE member to start the moving process.

1. Stroke/Carotid Artery 2. Abdominal Aortic Aneurysm 3. Atrial Fibrillation 4. Peripheral Arterial Disease.

You will receive a confidential written report within 21 days. Life Line Screening and NARFE encourage you to share these test results with your doctor. All four screenings cost just $135. To schedule an appointment, please call the number above and give the operator code number BKHN075 or visit the website. Coverage may vary and may not be available in all states.

emergency services

narfe merchandise

MASA 800-423-3226 Medical Air Services Association has been the industry leader in prepaid emergency assistance services for more than 30 years. NARFE members have experienced MASA’s “peace of mind” services since 2001. Now NARFE members are entitled to even more: air ambulance transportation, helicopter transportation, ground ambulance, vehicle return, mortal remains transport, and much more!

Call MASA Today. It Could Save Your Life!

NARFE General Store 855-99NARFE (855-996-2733) www.narfegeneralstore.com As the official provider of NARFE merchandise, the NARFE General Store offers NARFE-approved name badges, business cards, customizable logo products and plaques. Check out our online catalog.

NOT A mEMBER? health screening

Life Line Screening 800-324-9906 www.lifelinescreening.com/ NARFE Life Line Screening, America’s leading provider of community-based preventive health screenings, will

GO ONLINE: It’s easy to join online at www.narfe.org. Click “Join NARFE.” TURN TO PAGE 44: Fill out the Membership Application and mail it to NARFE to receive all the perks of being a NARFE member.

Call (Toll-Free) 800-627-3394.

w w w. n a r f e . o r g

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47

The Way We Worked

Taking the pulse of the river This 1967 photo shows U.S. Forest Service workers conducting a stream habitat survey on the Deep Creek Tributary to Selway River in Bitterroot National Forest in Idaho. Surveys were conducted to evaluate the quality of the aquatic environment and to provide basic management data. Today, workers still wear hip boots, hard hats and a vest containing miscellaneous gear. The essential equipment is still a clipboard with data sheets.

But workers also carry GPS units and digital cameras.

Photo courtesy of Mike Jakober, Bitterroot NF South Zone Fisheries Biologist; from the Records of the U.S. Forest Service, National Archives; 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 http://shfg.org.

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Did you know?

The U.S. Forest Service manages the largest single source of water in the United States, with about one-fifth originating from 193 million acres of land, according to the Forest Service website. The Bitterroot National Forest comprises 1.6 million acres of forest in southwest Montana and Idaho. It is the largest expanse of continuous pristine wilderness in the lower 48 states, the Forest Service says.

In tro Sh du oc ct kin or g yP ric e! ea ch

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Silver is by far the most affordable of all precious metals — and each full Troy ounce American Eagle Silver Dollar is government guaranteed for its 99.9% purity, authenticity, and legal tender status.

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You must be 100% satisfied with your 2015 American Eagle Silver Dollars or return them within 30 days of receipt for a prompt refund (less s/h). Don’t miss out on this exciting new release. Call immediately to secure these American Eagle Silver Dollars NOW! 2015 American Eagle Silver Dollar BU........ $19.95 ea.

Introductory Price $17.95 ea. (plus s/h) (LIMIT 10)

Additional 2015 Silver Eagle BU Dollars may be purchased for $19.95 each (plus s/h).

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But the clock is ticking...

GovMint.com • 14101 Southcross Dr. W. Dept. PEG344-06 • Burnsville, Minnesota 55337 Prices and availability subject to change without notice. Past performance is not a predictor of future performance.

NOTE: GovMint.com® is a private distributor of worldwide government coin and currency issues and privately issued licensed collectibles and is not affiliated with the United States government. Facts and figures deemed accurate as of March 2015. ©2015 GovMint.com.

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Reg. 39.99 Dr. Scholl’s is a registered trademark of MSD Consumer Care, Inc. © 2015 MSD Consumer Care, Inc. All rights reserved.

MagicCling™ is a trademark of Haband Company.

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When you pay by check, you authorize us to use information from your check to clear it electronically. Funds may be withdrawn from your account as soon as the same day we receive your payment, and you will not receive your check back from your financial institution.

For Faster Service Call: 1-800-543-4810 or visit www.Haband.com/bestdeals