Unity Magazine July 2024

UNITY

VOL. 1 ISSUE 2

JULY 2024

MAGAZINE

PUSH TO REPEAL WEP & GPO

A CALL FOR WELLNESS

RALLYING AROUND THE U.S.A

HONORING JUNETEENTH

COUNCIL Council 220 Executive Committee President – Jessica LaPointe Executive Vice President – Bill Price First Vice President – Edwin Osorio Second Vice President – Sherry Jackson Third Vice President – Joel Smith Fourth Vice President – Linda Mason Secretary – Jill Hornick Treasurer – Jennifer Kirkham

Boston RVP – Camille Pineiro New York RVP – Angela Digeronimo Philadelphia RVP – Nicole McMillin Atlanta RVP – Jimmy Botts Chicago RVP – Amber Westbrook

Dallas RVP – Ana Rivers Kansas City RVP – Jeremy Maske Denver RVP – Jordan Harwell San Francisco RVP – Stephanie Rodriguez Seattle RVP – John Pfannenstein

TO OUR CONTRIBUTING WRITERS Thank you for your invaluable contributions to Unity Magazine. Your dedication and talent have shaped our publication's new direction, making it more engaging and impactful for our readers. We deeply appreciate your collaboration and look forward to continuing our journey together.

UNITY MAGAZINE

STAFF Editor-in-Chief – L. Greg Dorsey Graphic Designer – Deidre B.G Southerland Staff Photographer- Delia Trevino Writer Coordinator- Angela Digeronimo

GREG DORSEY EDITOR-IN-CHIEF LOCAL 3184

UNITY MAG

FROM THE EDITOR

As I celebrate my 50th birthday (7/1), I am filled with gratitude and pride for the unity and collaboration we have fostered within our union. Over the years, I have witnessed firsthand the incredible power of collective action and the profound impact it has on our lives, both personally and professionally.

Our union's strength lies in our unity. We are a diverse group, each bringing unique perspectives and experiences to the table. Despite our differences, we have always found common ground in our shared goals: advocating for fair wages, safe working conditions, and the dignity and respect every worker deserves. Together, we have faced numerous challenges and obstacles, but our solidarity has always been our greatest asset.

In times of adversity, our union has stood as a beacon of support and resilience. When one member is in need, we all rally together, providing not just professional assistance but also emotional support. This sense of community is what makes our union more than just an organization; it is a family. Our unity is not just a strategy; it is a deeply held value that defines who we are.

Our successes are a testament to what we can achieve when we work together. We have negotiated better contracts, improved workplace safety, and secured benefits that protect our families and future. Each victory is a reminder that when we stand together, we can accomplish great things.

As I reflect on my journey and the milestones we have achieved, I am filled with hope and optimism for the future. The challenges we face today require the same unity and determination that has carried us this far. By continuing to work together in solidarity, we can overcome any hurdle and build a better, brighter future for all.

Thank you for being a part of this journey and for your unwavering commitment to our union's mission. Here's to many more years of unity, strength, and success.

PRESIDENT’S Corner Creating Psychologically Safe and Pro-Social Work Environments at SSA: A Path Forward Jessica LaPointe, AFGE C220 President Nowadays, in The Social Security Administration (SSA) finds itself grappling with a sobering reality: ranking last among large federal agencies in the Best Places to Work Rankings. In response, Council 220, alongside the AFGE/SSA General Committee union, has embarked on a collaborative journey with SSA leadership to foster psychologically safe and pro-social work environments.

These initiatives aim not only to improve employee morale but also to enhance recruitment, retention, and overall organizational effectiveness.

Council 220 has begun laying the groundwork to introduce these principles into SSA offices. Central to this effort is the promotion of pro-social behavior—such as helping, sharing, comforting, and cooperating —which adds intrinsic value to workplace interactions and relationships.

The benefits of pro-social work environments are manifold. They attract top talent by signaling organizational values of respect and support. They bolster retention rates as employees feel valued and connected. Research indicates that such environments correlate with increased happiness, well-being, productivity, and cohesion among team members.

To achieve these goals, SSA and its union partners advocate several strategies: Promoting a Culture of Cooperation: Encouraging reciprocity, empathy, and teamwork.

Clear Expectations: Setting transparent guidelines for collaboration and collective achievement.

Leadership Role Modeling: Demonstrating pro-social behaviors from the top down.

Training Initiatives: Providing resources to enhance understanding and response to colleagues' needs.

Recognition and Reward: Acknowledging and incentivizing teamwork and collaboration.

cont’d

cont’d

Creating Psychologically Safe and Pro-Social Work Environments at SSA: A Path Forward The union's proactive stance has already yielded promising results. Preliminary research conducted by SSA underscores the potential benefits of adopting pro-social work environments, including enhanced employee engagement, improved teamwork, higher job satisfaction, reduced turnover, and increased innovation.

Collaborative efforts between the Union and Agency have culminated in concrete proposals: Establishing small, supportive work environments as pilot programs.

Introducing icebreaker questions to foster personal connections during meetings.

Ensuring equitable treatment and appreciation for diverse talents.

Enhancing communication to preempt formal grievances.

Creating offices free from fear, encouraging open dialogue and active listening.

Moreover, there is a concerted discussion to support management practices: Screening, training, and evaluating managers based on their ability to cultivate supportive environments.

Empowering managers to prioritize work-life balance, telework opportunities, and timely leave approvals.

Incorporating empathy as a core competency in managerial evaluations.

Moving forward, the Union is encouraging SSA to translate these initiatives into actionable steps across its regional offices and divisions. This involves a top-down approach, where agency leadership sets the tone for inclusive and supportive workplace cultures. We encourage collaboration with organizations like NCSMA and ongoing dialogue will help refine strategies and share best practices.

Already, SSA has taken significant steps: Engaging agency decision-makers in HR Security STAT meetings.

Providing leadership resources through WeLearn and targeted training sessions.

Planning a virtual Executive Leadership Consortium focused on servant leadership.

Developing a comprehensive framework for cultural change and servant leadership.

Looking ahead, the journey towards creating psychologically safe and pro-social work environments at SSA is multifaceted and evolving. It requires continuous engagement, feedback, and commitment from all stakeholders.

By nurturing a workplace culture rooted in empathy, collaboration, and respect, SSA not only enhances employee satisfaction and retention but also strengthens its capacity to serve the public effectively.

As the union and SSA forge ahead, they invite input and collaboration from all stakeholders. Together, we aim to foster environments where every employee feels valued, supported, and empowered to contribute meaningfully to SSA’s mission and success.

For those interested in contributing ideas or learning more about these initiatives, please reach out to lapointe4c220@gmail.com. Together, we can build a more inclusive and supportive SSA for all.

Joseph N Cooke, Local 2369

on the hill

As Social Security Administration employees, we administer retirement benefits for workers. But how well do we understand our own retirement benefits as Federal employees? Before January 1, 1987, Federal employees were covered under the Civil Service Retirement System (CSRS), contributing to their CSRS plan instead of Social Security. CSRS employees who also worked in Social Security-covered jobs are subject to the Windfall Elimination Provision (WEP) and Government Pension Offset (GPO). These provisions were established to "level" the playing field between workers who pay Social Security taxes their entire careers and those who do not.

After almost 40 years, it is clear: WEP and GPO are inherently unfair to CSRS pensioners. There's mounting pressure on Congress to repeal these provisions, resulting in bipartisan legislation in both chambers. In the House, H.R. 82 (the Social Security Fairness Act) has 322 co-sponsors. Its Senate companion, S. 597, has 59 co-sponsors. This overwhelming bipartisan support demonstrates the urgent need to repeal WEP and GPO. Opponents argue these bills would restore "windfall" benefits to workers who did not pay into Social Security for their entire careers. However, this argument ignores a crucial fact: workers only need 10 years of Social Security contributions to be insured for benefits. Federal and other government workers have legitimately earned their benefits through covered employment, just like any other worker. The GPO particularly discriminates against Federal employees entitled to spousal benefits. If they receive a federal pension, their spousal benefits are offset. Yet, non-working spouses who collect on a worker's record face no such offset. This double standard is indefensible. Some lawmakers claim repealing WEP and GPO would worsen Social Security's financing. Even if true, it is unjust to balance the system's finances on the backs of public servants. Without their federal pension, these workers would collect their full Social Security entitlement.

Why should they be penalized for choosing a career in public service?

Although most current Federal employees are under FERS, it is crucial we stand united to correct this inequity. WEP and GPO discourage talented individuals, applying for positions not under FERS retirement, from pursuing government careers. This adds unnecessary complexity to the retirement system and causes financial hardship for many retirees, especially lower-income workers. It is time our elected officials recognize the unfairness of WEP and GPO. Please contact your representatives and urge them to support and pass H.R. 82 and S. 597, the Social Security Fairness Act, to repeal WEP and GPO. The strong bipartisan support for these bills indicates now is the time to push for this important change. Let us ensure that all Federal employees receive the full Social Security benefits they have earned through their work and contributions.

Shawn Halloran Local 3342 Bob Dylan famously sang, “You don’t need a weatherman to know which way the wind blows.” However, if you are an SSA employee in the Geneva, NY Field Office, a weather forecaster is exactly what you may need to get through your day.

AROUND

Sweatin’ in Geneva

For years, Geneva employees have endured a faulty HVAC system. The Agency and local management have failed to regulate temperatures in the office at times ranging from the low 50’s to 80 degrees.

Unfortunately, employee concerns have typically been ignored and go unresolved by management until the Union forces action. The office even underwent renovation in 2021 but despite the opportunity, SSA still failed to fix the problem.

SSA’s latest extreme weather challenge for employees: excessive humidity levels. Since June, employees have arrived at the office to find humidity levels as high at 78%. In other words, a completely uninhabitable and unsafe environment, particularly for employees with any sort of respiratory issue such as asthma.

ASHRAE provides standards for acceptable indoor environmental conditions and during summer months, proper humidity ranges are 30% to 60%.

Upon learning of each instance, the Union made an immediate and simple demand: close the office until you can provide a safe work environment. Enhanced telework capability made continued exposure to these conditions completely indefensible. Yet each day in which humidity levels were unacceptable, Agency local leadership appeared to take hours “seeking guidance” on how to handle the situation, while being flippant with the Union about the potential danger of the situation and sharing necessary information only when forced to do so by Union pressure or superiors.

The Agency eventually met Union demands that no employee be allowed in the building under unacceptable climate conditions. As a result, the office has been closed to employees and the public for 7 days and counting. The Union is engaged in ongoing contact with the Congressional office and media outlets and will pursue litigation, if necessary, to make employees whole on matters such as personal leave used as a result of SSA’s gross mismanagement of this situation.

Management’s failure to operate proactively and work together with Union partners has resulted in significant waste of both government resources and employees’ personal resources. There is also the cost of diminished service to the public and the community at a time when SSA simply cannot afford self-inflicted wounds. Holding SSA and local managers to task for such failures to achieve the Agency’s mission is something that must be prioritized.

TELEWORK: KEEPING SSA'S MISSION ON TRACK When events arise that make commuting or being in the office unsafe or impractical, telework allows the Social Security Administration to continue serving the public without interruption. The mission is to pay the right benefits to the right people at the right time - a critical role that supports the most vulnerable Americans. Telework ensures we can stay focused on that core mission through all types of disruptions.

In times of severe weather, telework means operations aren't hampered by employees being unable to safely travel to offices. When personal situations like illness, caring for family members, or other crises occur, telework allows employees to stay on the job rather than having to use leave. In the event of health, safety, or other risks that make working in an office inadvisable, telework provides continuity of operations.

Some may argue that federal employees should be at offices to contribute to the local economy through purchases while on breaks or lunch hours. However, the Agency's fundamental mission is not to buoy local businesses, but to promptly and accurately pay out vital benefits that Americans rely on to keep roofs over their heads, put food on the table, and make ends meet.

By allowing employees to telework instead of taking leave, the Agency ensures that Americans get their hard-earned Social Security, disability, survivor, and other benefits without avoidable interruption. We keep families qualifying for mortgages and out of financial crises, children fed and clothed, utility services flowing, and seniors and the disabled with funds for housing and care. Quite simply, teleworking helps the Agency live up to its mission - and saves lives in the process.

As we all know, for Social Security recipients on fixed incomes, delays in getting their payments can trigger devastating domino effects - missed rent or mortgage payments, utilities getting shut off, inability to pay for crucial medication, and escalating interest charges and penalties from creditors. In the most severe cases, lapses in these critical benefits could lead to homelessness, hospitalization, or even loss of life for the elderly or disabled.

Telework is a vital tool for SSA to maintain vital services that millions of Americans depend on, even when circumstances prevent normal office operations.

Negotiated provisions such as the Episodic telework/Split Days MOU, Article 27 § 10 TCA, Article 39 Work at Home by Exception, and Reasonable Accommodations, are available for employees to avail themselves of telework flexibilities. Our Union continues to embrace and advocate for work/life flexibility to keep the Agency's crucial mission on track no matter what disruptions arise.

MEETING JULY 25 @ 3PM

DEIDRE SOUTHERLAND-LOCAL 2369 Juneteenth, celebrated on June 19th, is a day of profound significance for the African American community. It marks the end of slavery and stands as a symbol of our enduring struggle for freedom and equality. From its origins in 1865 to its recognition as a federal holiday in 2021, Juneteenth represents more than just a historical milestone; it embodies our continuous fight for civil rights.

Imagine the mixed emotions on June 19, 1865, when Union General Gordon Granger arrived in Galveston, Texas, to announce that the Civil War had ended and that all enslaved people were now free—more than two years after President Abraham Lincoln’s Emancipation Proclamation. The joy of newfound freedom mixed with the anger and frustration of a delayed justice encapsulates the essence of Juneteenth. As Frederick Douglass aptly put it, “If there is no struggle, there is no progress.” Juneteenth, a blend of "June" and "nineteenth," became a day to celebrate freedom and remember the pain and triumph of our ancestors.

For many of us, Juneteenth is more than a commemoration; it’s a powerful reminder of our resilience, hope, and unity. The day is filled with family gatherings, parades, cultural performances, and educational events. Maya Angelou’s words, “I can be changed by what happens to me. But I refuse to be reduced by it,” perfectly capture the spirit of these celebrations. Juneteenth reminds us of our ongoing struggle for civil rights and social justice, highlighting the need to address systemic inequalities that persist today.

The recognition of Juneteenth as a federal holiday in 2021 was a significant step towards acknowledging the historical and cultural contributions of African Americans. This recognition has fostered a greater understanding of Black history among all Americans and promoted a more inclusive narrative of our nation's past. Juneteenth provides an opportunity to educate the public about the history and legacy of slavery, encouraging empathy and solidarity across communities.

In today’s America, Juneteenth has become a catalyst for conversations about racial inequality and the need for systemic change. James Baldwin’s insight, “Not everything that is faced can be changed, but nothing can be changed until it is faced,” underscores the importance of these discussions. The heightened visibility of Juneteenth has inspired advocacy for policies aimed at addressing the historical and ongoing injustices faced by African Americans. The celebrations also showcase the economic contributions of Black-owned businesses, helping to build economic resilience within our community.

Juneteenth stands as a testament to the strength and resilience of the African American community. It is a day to honor the past, celebrate the present, and work towards a future where equality and justice are realities for everyone. Martin Luther King Jr. eloquently stated, “Injustice anywhere is a threat to justice everywhere.” The impact of Juneteenth on America is profound, inspiring us all to strive for a more just and inclusive society.

Let us use the spirit of Juneteenth to fuel our commitment to justice and equality. Educate yourself and others about the history and significance of this day. Support and amplify Black voices in your community. Advocate for policies that promote racial equality and dismantle systemic racism. Seek out and support Black-owned businesses and entrepreneurs. Embrace diversity and inclusion in your personal and professional life. Attend Juneteenth celebrations and events, and listen to the stories and experiences shared by the Black community. By taking these actions, we can honor the legacy of Juneteenth and work together to build a brighter, more just future for all.

Supporting Federal Employees Hey federal workforce heroes! We've got some exciting news that's all about YOU. A few local leaders from around the country are working on a proposal to submit to the C220 EC that introduces a gamechanging initiative aimed at boosting your well-being and smashing through those tough work-life balance challenges: the brand-new dedicated hotline just for you!

Imagine having a confidential space where you can chat openly about everything from stress and workload juggling to getting the lowdown on union support—all without the stress of judgment. Well, that's exactly what Cassandra Raine-Francis, our SSA Claims Specialist and AFGE Local 3571 leader, is bringing to the table.

"Think of this hotline as your personal support squad," Cassandra explains with passion. "It's here to listen, guide, and connect you with the resources you need to thrive—no matter what curveballs work or life throws your way."

Here's the lowdown: the hotline would rock hours that fit your busy schedule—10-2 EST on Mondays, Wednesdays, and Fridays, with potential for expansion to 5 days a week. So whether you're an early bird or a night owl, help is just a call away. Plus, we've got a top-notch team ready to chat.

They're not just good listeners—they're pros at hooking you up with exactly what you need, whether it's a chat with a union guru, access to employee assistance programs, or a friendly nudge towards mental health services.

And hey, privacy? You've got it in spades. We're talking cutting-edge tech like Google Voice and Zoom to keep things super secure. Plus, we've got your back with smart confidential data tracking to make sure we're always on point with what you need most.

Partnerships? You betcha. We've teamed up with AFGE councils, federal agencies, unions, and mental health pros to make sure this hotline isn't just good—it's great.

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Cassandra Raine-Francis

Employees should jump on board and encourage your Locals and C220 leaders to support this hotline proposal because it's more than just a service—it's your lifeline to a healthier, happier work life. Imagine having a confidential ally you can lean on when stress piles up or when you're navigating tough union issues. This hotline isn't just about solving problems; it's about preventing them by offering proactive support, guidance, and triage to locals for action - when needed. Whether you're feeling overwhelmed, need advice on balancing work and personal life, or simply want someone to listen, this resource is tailored to meet your needs.

By using this service, you're not just helping yourself— you're contributing to a workplace culture that values wellbeing and resilience. Take that first step towards a more balanced life and discover how this hotline can empower you to thrive by reaching out to C220 President Jessica LaPointe for preliminary details. Your voice matters, and we're here to ensure you feel supported every step of the way.

So, how are we spreading the word? If this proposal is adopted by the C220 EC we will begin to do email blasts to social media buzz and eye-catching posters, we're making sure you know exactly where to turn when you need that boost.

And listen up, because we're not just here to start strong— we're here to stay strong. Regular check-ins and tweaks mean this hotline is always evolving to serve you better.

Your feedback? It's our compass. Since Locals have a great deal of autonomy they will have an opt our feature in our proposal.

Cassandra and her crew are fired up to make your work life a whole lot smoother. Because when you're at your best, our whole community shines brighter.

Want to learn more about Cassandra? Visit her hub at www.lifeafterlovellc.com to learn more. Let's tackle those challenges together and show just how strong our Federal SSA Union family can be.

RALLYING

THE

AROUND

U.S.A.

CALLING TSC

Commissioner O’Malley and the TSC Committee Addressing Key Issues Tihesha Climer-Local 3369

On May 29, 2024, the TSC Committee had the privilege of representing TSC employees during a meeting with Commissioner Martin O’Malley, Deputy Commissioner Michelle King, TSC Division Chief Tiffany Countess, the Commissioner’s advisor Lisa Allen, and C220 TSC VP Linda Mason.

The meeting aimed to discuss various issues affecting TSC offices across all regions.

During the meeting, we expressed our concerns regarding the following key areas: Recruitment and Retention Strategies: We highlighted the need for qualified Customer Service Representatives (CSRs) and proposed competitive wage increases, starting CSRs at GS-6 and capping at GS -9.

Telework implementation: We advocated for the implementation of a full-time telework option for TSC employees.

System Updates: We urged an update of the N800 Automated system.

Investment in Modern Technology: We stressed the importance of upgrading the antiquated computer system to significantly improve efficiency.

Dedicated SSA Support Line: We recommended the implementation of a dedicated support line for SSA online account users.

Operating Hours: We requested a return to pre-pandemic operating hours, from 7am to 7pm, to better serve the public and accommodate population needs.

Overtime Authorization: We asked for authorization to work overtime to manage immediate workload peaks and reduce customer wait times. Suggestions included workloads outside answering N800 calls, such as B3/B5 diaries.

Attrition Rates: We addressed the notably higher attrition rates at the TSC compared to other SSA components, attributing this trend to environmental challenges, and the treatment of TSC employees. We are fortunate to have some management officials who treat us with dignity and respect; however, we expressed concerns about individuals whose behaviors negatively impact the morale of the TSC employees. We emphasized the importance of holding managers accountable for their poor behavior to foster a more supportive and respectful work environment We suggested that he implement appropriate training including sensitivity training, anti-bully training, harassment training, and instructions on management interacting respectfully with individuals with mental health issues.

Commissioner O’Malley and his team assured us that they would take all our concerns seriously and committed to a follow-up meeting to address the issues raised.

LISTEN TO P OUR t s i l y a l CLICK AN ICON TO LISTEN

UNITY MAGAZINE

MUSIC

Honoring LGBTQIA+ Leaders in Federal Service Sarah Lamm -Local 2369 June marks Pride Month, a time to celebrate the progress and contributions of the LGBTQIA+ community. In federal service, numerous individuals have not only excelled in their fields but also paved the way for greater inclusivity. These trailblazers have made significant strides in advancing LGBTQIA+ rights and representation within government institutions.

Frank Kameny stands out as a pivotal figure in the LGBTQIA+ rights movement. In the 1950s, he was fired from his position as an astronomer for the U.S. Army Map Service due to his sexual orientation. Kameny's subsequent fight against this discrimination marked one of the first major battles against anti-LGBTQIA+ policies within the federal government. His advocacy efforts, including co-founding the Mattachine Society of Washington, D.C., contributed to the eventual change in the U.S. Civil Service Commission's policies on sexual orientation.

Dr. Rachel Levine made history in 2021 as the first openly transgender federal official confirmed by the Senate. Serving as the Assistant Secretary for Health in the Department of Health and Human Services, Dr. Levine has been instrumental in addressing the COVID-19 pandemic, focusing on equitable healthcare access and the well-being of marginalized communities.

Senator Tammy Baldwin of Wisconsin made history in 2012 by becoming the first openly gay person elected to the U.S. Senate. Throughout her tenure, Baldwin has been a staunch advocate for LGBTQIA+ rights, healthcare reform, and economic justice, inspiring countless individuals to engage in the political process.

Pete Buttigieg, the first openly gay U.S. Cabinet member confirmed by the Senate, serves as the Secretary of Transportation. Buttigieg's appointment broke new ground for LGBTQIA+ representation at the highest levels of the federal government. He has emphasized the importance of inclusive policymaking and infrastructure development benefiting all Americans.

Amanda Simpson, one of the first openly transgender individuals appointed to a government post in the United States, served as the Senior Technical Advisor to the Department of Commerce and later as the Deputy Assistant Secretary of Defense for Operational Energy. Simpson's appointments paved the way for increased transgender visibility and representation within the federal government.

Representative Sean Patrick Maloney made history as the first openly gay person elected to Congress from New York. Maloney has been a vocal advocate for LGBTQIA+ rights, campaign finance reform, and infrastructure investment, bringing LGBTQIA+ issues to the forefront of legislative discussions.

As we celebrate Pride Month, let us honor these LGBTQIA+ leaders in federal service and reaffirm our commitment to building a more inclusive society. Their achievements remind us of the importance of diversity and the ongoing fight for equality and justice.

OP-ED

y t i r a l u p o Not P

L. Gregory Dorsey

As we approach the upcoming election season, it is crucial to reflect on the significance of our votes beyond mere popularity. Voting is not just a civic duty but a powerful tool to shape the future of our communities, our nation, and our world. However, this power is often diluted when we prioritize popularity over substance.

In a time where social media metrics and celebrity endorsements can sway public opinion, it becomes increasingly important to remain vigilant and informed. Popular candidates may garner attention, but do they truly represent the values and policies that align with our beliefs and aspirations? Are they committed to addressing the pressing issues that affect our daily lives?

When we vote for issues, we transcend the superficial allure of popularity. We focus on what truly matters: healthcare accessibility, economic equity, environmental sustainability, education reform, and social justice. These issues impact our families, our neighbors, and our future generations. They are not fleeting trends but enduring challenges that require thoughtful consideration and decisive action.

Voting for issues means holding candidates accountable for their promises and actions. It means demanding transparency, integrity, and a genuine commitment to serve the public interest. It means looking beyond soundbites and slogans to understand the complexities of policy proposals and their potential impacts.

Moreover, voting for issues empowers us to drive meaningful change. It sends a clear message to elected officials and policymakers about our priorities and expectations. It encourages constructive dialogue and collaboration across diverse perspectives to find sustainable solutions to complex problems.

We must resist the temptation to succumb to the allure of popularity-driven politics. Instead, let us embrace the responsibility to vote with intentionality and conviction. Let us educate ourselves on the issues that matter most to us and engage in civil discourse to explore diverse viewpoints.

As voters, you hold a unique position of influence. Your votes can shape the course of history and pave the way for a future that reflects our collective values and aspirations. Wield this power wisely, not for fleeting popularity, but for enduring progress and justice.

In the words of Margaret Mead, "Never doubt that a small group of thoughtful, committed citizens can change the world; indeed, it's the only thing that ever has." Let us be those citizens who vote not for popularity but for the issues that define our shared humanity and our hopes for a better tomorrow.

R E T I R ME NT

CORNER

Should I File for Medicare at Age 65 or Keep My FEHB Insurance?

Witold Skwierczynski All federal employees should file for free Medicare Part A Hospital Insurance at age 65. Keep your FEHB plan. The 2 insurances will pay all your hospital costs.

If you have a fee for service (FFS) or Preferred Provider Plan (PPO) like Blue Cross Blue Shield or GEHA, it makes sense to file for Medicare Part B at Age 65 if you have retired or at the time that you become an annuitant if that is after age 65. This should cover all your medical costs and most of your prescription drug costs. Most FEHB plans are adopting the Medicare Part D catastrophic $2000 limit this year. Check your plan for drug coverage but if it adopts the $2000 catastrophic yearly limit, Medicare plan D is not needed. I did that and have complete health insurance coverage. Medicare part B is the primary insurance and my FEHB Blue Cross covers deductible, co-pays, co-insurance and drugs. In this scenario you should explore purchasing a less expensive FEHB plan if that plan provides the supplemental coverage that you need.

If you have an HMO FEHB plan, you may not need Medicare Part B. However, Part B should be a consideration since Part B will pay for costs for seeing doctors outside the HMO network. Part B also pays for non-emergency treatment while traveling in the U.S. If your adjusted gross income is less than $103,000 as an individual or $206,000 as a joint tax filer, Medicare B will cost $174.70/mo. If you earn more it could cost from $69.90 - $419.30/mo. more.

If you keep working after age 65 and are not an annuitant, there is no need to file for Medicare Part B. Use health care flexible spending accounts to cover your out of pocket expenses.

I would not recommend filing for Medicare Advantage (MA) – Medicare Part C. This is privatized health insurance. You must use a list of medical providers – like an HMO. Part C does have a spending cap that ranges from $1500 - $8300 depending on the cost of your monthly premium – the lower the premium the higher the cap. MA plans do offer dental, hearing and vision coverage. However, the coverage offered is nominal and MA is notorious for demanding pre-approval for hospitalizations, tests, nursing and rehab care. This delays and/or denies coverage for tests, treatment and other services. These are profit making private insurance companies who care more for their profits than for the best care for you.

Don’t miss filing for Medicare during enrollment periods or you will pay permanent penalties for coverage. The age 65 enrollment period is from 3 months before attaining age 65 to 3 months after. The enrollment period as an annuitant for Medicare Part B is the 8 month period after the effective date of retirement.

Employee Rights to Work at Home by Exception Oscar Gonzalez Jr, Local 3184 Did you know you can work from home if you have a temporary medical issue that makes commuting difficult? Under Article 39 of the National Agreement, employees can be approved for "Work at Home by Exception" (WAHBE) for up to six months, with possible extensions given acceptable medical documentation.

Coverage and Exceptions Bargaining unit employees are covered under Article 39, with a few exceptions. Employees in their probationary period, first year of trial period, in a formal training program or development program are not eligible for WAHBE. For the purposes of Article 39, formal training does not include the progression of employee through a career ladder. Training may include periods of time when an employee needs close supervision or regular feedback.

Additionally, employees who have been suspended for unauthorized absences (AWOL) exceeding five days in a calendar year or for engaging in inappropriate behavior such as viewing, downloading, or exchanging pornography on government computers or during official duties are not eligible for WAHBE. Requirements and Procedures Requests for work at home by exception must be submitted in writing and include a completed Telework Program Request and Agreement. If an employee is considering requesting a WAHBE, they must understand that a telework agreement will need to be submitted if they do not presently have one on file.

Employees must demonstrate performance at or above the successful contribution level and provide a statement of the reasons for working at home including an explanation of the medical condition or disability which makes it difficult to commute to work. Medical certification regarding the employee's ability to commute and work from home is required for verification.

Furthermore, employees must specify the days and hours requested for work at home, outline their duties during remote work, list equipment needed, and confirm resolution of any computer security or access issues.

Remember, Article 39 predates widespread teleworking at SSA. Most employees now work under telework agreements and can perform duties from their Alternate Duty Station (ADS). Article 39 offers additional work/life flexibility for the bargaining unit.

If you have any questions regarding WAHBEs, contact your local AFGE representative to assist you.

ROAD TO NATIONALS

AFGE C220 Hey delegates for this year’s National Convention.

I will show you Stuff you MUST know.. like

WHO IS ROBERT!!!

AND WHY DO i HAVE TO KNOW HIS RULES

Roberts Rules of Order!!!

AFGE

HEY ANDI I’M EXCITED

HEY ANDI will there be snacks

ROBERT!!!

I know your rules NOW!!!

THEY HAVE SNACKS!!!

WHO ARE WE!!!

A.F.G.E !!!!

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