WOMEN IN FEDERAL LAW ENFORCEMENT
WOMEN IN FEDERALLAW ENFORCEMENT MISSION
Our mission is to promote gender equity through education, training, research, scholarships, awards, and networking opportunities in partnership with federal law enforcement agencies, WIFLE members and WIFLE sponsors.
VALUES
WIFLE values communication, collaboration and credibility as an effective leadership style while maintaining a commitment to high ethical standards.
GOALS
To assist federal agencies to recruit, retain, and train women in federal law enforcement.
To identify federal agency barriers to hiring, promoting, and retaining women in the law enforcement professions.
To monitor progress and recommend methods to hire, promote and retain women in federal law enforcement.
To enhance the image of women in federal law enforcement in the communities we serve.
To promote the value of communication, collaboration and credibility in leadership styles.
To research issues affecting women in federal law enforcement and establish and maintain an information-sharing network.
EDITORS
Dorene F. Erhard, WIFLE doreneerhard07@comcast.net
Elizabeth M. Casey, WIFLE betsycasey53@aol.com
WIFLE ONLINE
wifle.org wiflefoundation.org x.com/WIFLE Facebook.com/wifleinc youtube.com/@WIFLEWomen
WIFLE CONTACT
Catrina M. Bonus, President wifle@comcast.net 301-805-2180
LAYOUTAND DESIGN
Carol A. Paterick, WIFLE carolpaterick@gmail.com
ISSN 2835-3331
The WIFLE Newsletter is the official quarterly publication of Women in Federal Law Enforcement, Inc. and the WIFLE Foundation, Inc. It is distributed free of charge to WIFLE Members and supporters. Research institutes, learned societies and allied organizations may arrange to receive WIFLE-eNews by making a request to WIFLE.All correspondence should be addressed to WIFLE, 2200 Wilson Blvd., Suite 102-PMB-204Arlington, Virginia USA22201. The Quarterly Newsletter is available internationally through ISSN 2835-3331.
Copyright © 2025 Women in Federal Law Enforcement, Inc.All rights reserved.
Catrina M. Bonus
MESSAGE FROM the WIFLE President Police Week Reflections – Washington, DC
Dear WIFLE Members and Supporters:
Each May, National Police Week offers a powerful opportunity to honor the courage, dedication, and sacrifice of our law enforcement community. This year, WIFLE was proud to stand in solidarity with our partners and peers at several impactful events across the Washington, DC area.
We were honored to attend the Federal Protective Service Wreath Laying Ceremony, the Federal Bureau of Investigation’s Wall of Honor Memorial Service, the Drug Enforcement Administration’s 3rd Annual Law Enforcement Summit, the National Center for Missing and Exploited Children’s Champion 4 Kids Law Enforcement Event, and the Custom and Border Patrol’s Valor Memorial and Wreath Laying Ceremony. Each of these gatherings served as a poignant reminder of the responsibility we carry and the enduring legacy we uphold.
These law enforcement events reflect not only the strength and unity of our profession, but also the meaningful partnerships that bind us across agencies. WIFLE’s presence underscored the vital role we continue to play in federal law enforcement and reaffirmed our commitment to honoring those who came before us.
As we move forward, let us continue to lead with purpose, elevate on another, and uphold the values that define our profession.
With appreciation,
Catrina M. Bonus, President, Women in Federal Law Enforcement, Inc. WIFLE Foundation, Inc.
Sun, May 11, 2025 – Sat, May 17, 2025
WOMEN IN FEDERAL LAW
WIFLE and WAEPADonate “Welcome Home” Baskets
During Women’s History Month (March 2025), WIFLE hosted a breakfast event at Founding Farmers in Washington, DC, and collected items for families transitioning from the Embry Rucker Community Shelter (ERCS) in Reston, VA, to their new homes. As usual, the donations from WIFLE members at the breakfast were outstanding!
ERCS’s Volunteer Manager, Millie Harris, requested a total of six “Welcome Home” baskets. In partnership with CEO M. Shane Canfield, WorldwideAssurance for Employees of PublicAgencies, Inc. (WAEPA), WIFLE over-delivered by providing each family with $200 Walmart gift cards, cleaning supplies, kitchen items, a ceramic set of dishes, flatware, and much more! In response, WIFLE and WAEPAreceived the following message from Ms. Harris:
“I just wanted to thank you again for the beautiful Welcome Home baskets. You and your team are truly a blessing, and all of us at ERCS deeply appreciate everything you’ve done and continue to do.”
WIFLE President Catrina Bonus and the Executive Board are so proud to represent women who continue to exhibit their care and concern for others. We can’t thank you enough for lending a helping hand on behalf of families who will undoubtedly benefit tremendously from your generous support. We will certainly keep you informed about upcoming WIFLE Engagement and Community Impact (WECI) opportunities in the near future. As always, thank you for being
HOW LIFE INSURANCE FOR WOMEN CAN PLAY AKEY ROLE IN FINANCIALWELLNESS
Women are increasingly taking control of their own financial wellness, even as factors such as the gender wage gap persist. Explore specific considerations for women around financial wellness, and how life insurance can help women reach their financial goals.
1. What is Financial Wellness?
Let’s talk financial security. Whether we’d like to admit it or not, and whether we are comfortable discussing it or not, the state of our finances plays a large role in our overall quality of life.
Financial wellness can be defined as “the feeling of having financial security and financial freedom of choice, in the present and when considering the future.”1
The impact of financial wellness extends beyond the bank account, for both the good and the bad. When we feel financially well, it is likely that other aspects of our life will improve. Meanwhile, financial stress can lead to various physical and mental symptoms.
To consider yourself financially well, you should be able to:
Be in control of your day-to-day (and month-to-month) finances
Be financially prepared to absorb unexpected expenses
Stay on track to meet long-term goals Have financial freedom to make choices you enjoy
Learn more about financial wellness > Achieving financial wellness involves budgeting, saving, managing debt, and more to help you avoid the negative effects of financial stress.
2. Why Does Financial Wellness Matter, Specifically for Women?
Women should take special consideration of their financial wellness for several reasons. Let’s look at a few reasons why financial wellness matters specifically for women.
Gender Pay Gap
Despite ongoing progress, women today still earn less than men. In 2023, women earned $0.83 for every $1 made by their male counterparts, or $11,550 less than the annual median income of men.2 With women typically earning less than men throughout their lives, they are at a higher risk for financial insecurity. Women are
WOMEN IN FEDERAL LAW ENFORCEMENT
less likely than men to be able to pay all their bills on time and more likely to rely on credit cards.3
While the gender wage gap is narrowing, at this current rate, it would take until 2068 for it to close.
Life Expectancy
While women can expect to earn less over their lifetimes than men, they can, however, expect to live longer than men. As of 2022, the life expectancy for a U.S. woman was 80.2 years old, compared to 74.8 for men, a difference of 5.4 years.4
This means that women are likely to outlive their spouses and should consider the financial implications of that. With a longer life comes more years of living expenses. For widows, this could be years or even decades of living expenses on a single source of income or savings alone.
Career Interruptions
Becoming a parent can be incredibly fulfilling. However, balancing the demands of motherhood and the job can have a material impact on women’s careers.
On average, 24% of new moms exit the labor market.5 Even beyond that first year, mothers may find themselves taking career breaks, reducing hours, or foregoing opportunities to prioritize their families. This can all limit potential earnings, retirement contributions, and negatively affect a mother’s financial wellness.
Economic Empowerment
While there are several reasons why women
may experience financial strain, there are also reasons to be optimistic.
By 2030, women are forecasted to be the primary holder of wealth in the United States.6 Meanwhile, women continue to take control of their financial wellness and find collaboration with their partner, a significant shift.
Women will hopefully continue to find economic empowerment, and as they do, a continued focus on financial literacy and maintaining financial wellness will play a key role.
3. Is Life Insurance Important to Your Financial Plan?
Yes! Having a life insurance policy in place is an important part of any financial plan, helping to secure the financial future for those you love most.
The death benefit from your life insurance policy can help cover a wide range of things, including:
Final expenses: according to the 2024 Cost of Dying Report, the average American family paid $12,616 to handle everything after the death of a loved one.7
Replacing lost income: while most people think about life insurance covering the initial moment of impact, it is important to think about how your family might navigate without your income long-term, and whether you need additional coverage to replace it.
Paying off debt: this could include credit card debt, car payments, or
WOMEN IN FEDERAL LAW
mortgages, all expenses that your family would be responsible for in the event of your death.
College tuition: a life insurance policy can help you leave a financial legacy for your family, with the death benefit helping to cover expenses that are further on the horizon.
Learn more about how life insurance can support your family >
While most people are uncomfortable talking openly about death, life insurance is a conversation worth having. Getting a life insurance policy in place will help ensure that your loved ones are taken care of, even after you’re gone.
4. Considerations for Women
In the same way there is a pay gap between men and women, there is also a life insurance coverage gap, as 49% of women reporting having life insurance compared to 55% of men. 8
Given the role life insurance plays in financial wellness, and the importance of women specifically thinking through their own finances, here are some additional factors to consider:
Covering household contributions: while thinking about the need to replace lost income is more straightforward, a stay-at-home parent’s contributions should also be weighed.According to Investopedia, the salary equivalent of a stay-at-home parent is nearly $205,000 a year.9
Living benefits for chronic illness:
Chronic pain is becoming increasingly common, with women more likely to
experience certain conditions.10 With Group Term Life Insurance coverage from WAEPA, applicants can add on an optional Chronic Illness Rider, which can help cover the cost of care that chronic illness requires.
Protecting your business: According to the National Association of Women Business Owners, more than 14 million business in the U.S. are owned by women.11 Alife insurance policy can help provide protection for a business, family, or business partner, paying off debts or keeping the business afloat.
Learn more about women and life insurance >
Final Takeaway: Take Control of Your Financial Future
It is important for women to continue to feel empowered and take control of their own finances. Considering the larger systemic and social factors at play, seeking financial wellness for themselves and their families is a critical endeavor. Life insurance can play a key role, helping to safeguard the financial future.
Exclusive Group Term Life Insurance for Feds
Since 1943, WAEPAhas offered exclusive Group Term Life Insurance for Civilian Federal Employees. With rates calculated for our entire membership of Feds, rather than individuals, members often save money on premiums, compared to other life insurance policies. Members who switched from FEGLI save an average of $300 per year.
WOMEN IN FEDERAL LAW ENFORCEMENT
Use WAEPA’s free premium rate calculator for an instant rate quote. WP-BLOG-0325
Turner, Terry. “Financial Wellness.” Annuity.Org. 30 January 2023.
Khalique,Amina. “What You Should KnowAbout the 2023 Gender Wage Gap.” AmericanProgress.org. 22 October 2024.
Estep, Sara. “Women’s Financial Wellbeing in 2022.” AmericanProgress.org. 17August 2023.
NCHS Data Brief No. 492. “Mortality in the United States, 2022.” National Center for Health Statistics. March 2024.
Torres et. al. “The Impact of Motherhood of Women’s Career Progression: A Scoping Review of Evidence-Based Interventions.” National Library of Medicine. 16 March 2024.
Hopkins, Jamie. “New Study Highlights How Women Can Control Their Financial Well-Being.” Forbes.com. 18 March 2024.
“The Cost of Dying.” Empathy. 2024.
LIMRA. “2023 Life Insurance Fact Sheet.” 2023
Moran, Porcshe. “How Much is a Stay-atHome Parent Worth?” Investopedia. 16 January 2025.
“Gendered pain: a call for recognition and health equity.” eClinicalMedicine. March 2024.
NationalAssociation of Women Business Owners, 202
Developing Résumés for Federal Law Enforcement or Private Sector Job Openings by
Megan Norris
In the March 2025 issue, I discussed the “Qualifications Summary” – what previously used to be labeled and focused as the “Objective” – of your résumé.As I wrote, this Summary should provide an overview of your most relevant experience for the job opening announcement (JOA) to which you’re applying, and include the skills, competencies, and keywords from JOAthat highlight the unique contribution you’ll make to the organization.
For a résumé that’s designed for an inperson presentation or to be uploaded to USAJOBS, or for the private sector, that Qualifications Summary will be first. If you are using the USAJOBS ResumeBuilder, this Summary will have to go at the end, in the #8 Additional Information section.
The next and most important section will be the Work Experience. Here you will list your career in reverse chronological order, starting with your current (or more recent) position and working your way to the earliest. The Work Experience section is where the federal government and private sector diverge: The federal government requires much more detail –
WOMEN IN FEDERAL LAW ENFORCEMENT
work address, salary, series, pay band and grade, hours per week – in addition to the position title, company, location (typically more general, such as city, state), and date range as well as the duties, skills and accomplishments that are expected on both federal government and private sector résumés.
In regard to how far back to go in your career history, that too will vary by industry. The federal government will expect to see at least the last 10 years if not more; these résumés also will be far longer than those you will see in the private sector, 4 to 10 pages depending on the length of your career. Be aware: You also may see a five-page résumé page limit specified in the JOA, even in Senior Executive Service (SES) postings. The example below –taken from an SES posting for an 1811 position – shows the five-page limit as well as the information and other documents required. I highlight this because I have seen people skip information such as hours per week, and/or pay plan, series and grade level in their résumé, and been eliminated for not including this information. Doesn’t the federal government already know this? Yes. But if it’s listed, make sure you include it. Don’t lose out on a position because of a preventable technicality.
Résumés for the private sector will typically not extend further back than 10 years unless the experience is particularly relevant to the position. Even then, you have to balance the time that has passed versus the weight of the experience. Be practical: You may have had experience 15 years prior that exactly matches a current vacancy description, but if asked to demonstrate a relevant skill and you aren’t capable today, you probably shouldn’t include it, right? Use your judgment to determine how much value your experience will contribute to the company in which you’re interested.
For the private sector, you may have heard the rule of thumb is one page per decade of experience. It will obviously vary based on career experience, but the average length of a private sector résumé is only two pages, and you’re typically not going to go beyond four pages as a senior-level professional.
WOMEN IN FEDERAL LAW
Obviously, the difference in length between the federal government and private sector can present challenges when you’re beginning the phase of transitioning from one sector to the other. However, the building blocks of the Work Experience are the same. Your description of the “duties” of a position will be brief. It will not be an exercise in copying and pasting your job description bullets as your Work Experience. The focus of your content here should be your accomplishments, your achievements … demonstrating the impact you had within your team.
For example, as a PublicAffairs Officer while a FederalAir Marshal (FAM), an excerpt of my federal government résumé may have read:
FAM PublicAffairs Officer
01/2009 – 10/2009
Federal Air Marshal Service (FAMS) Headquarters, Office of the Director 601 12th Street S,Arlington, VA22202
Hours Per Week: 50+
Pay Plan, Series, Grade: SV-1801-I
Salary: $100,000
As the FAMS liaison to the Office of Strategic Communications and PublicAffairs for the Transportation SecurityAdministration (TSA), developed FAMS-specific messaging for response to media inquiries, and solicited positive media coverage of the agency.
• Represented FAMS at public affairs meetings and events, both internal and external.
• Drafted talking points for the FAMS Director, supporting successful testimony before the House Committee on Homeland
Security, Subcommittee on Oversight, Investigations and Management in July 2009.
• Secured media coverage with four local news outlets (WTOP 103.5FM, NBC4, FOX5 and CBS9) for the July 2009 Visible Intermodal Prevention and Response (VIPR) operation conducted in partnership with Montgomery County Police Department, enhancing public engagement and perception of the TSAand FAMS roles in transportation security.
• Served as spokesperson during live interviews with NBC4, FOX5 and CBS9, effectively communicating VIPR’s operational capabilities within all modes of transportation.
Stay tuned as the next article will delve further into the Work Experience section and how to make the most of your qualifications. Visit my website for blog articles with more information, and reach out if you need assistance with your career advancement.
Megan Norris
Retired Federal Air Marshal
Certified Professional Résumé Writer contact@norriseditorial.com www.norriseditorial.com Office: (202) 770-3123
WOMEN IN FEDERAL LAW
RECOGNIZING THE SACRIFICE MADE BY FEDERAL LAW
ENFORCEMENT OFFICERS
In early May, law enforcement officers from across the country gathered for National Police Week, a week-long event honoring the officers who lost their lives in the line of duty. National Police Week is composed of several events, one being the annual candlelight vigil that takes place at the National Law Enforcement Officers Memorial. The National Law Enforcement Officers Memorial , located in Washington, DC, was dedicated on October 15, 1991, and has been a constant reminder of the ultimate sacrifice made by law enforcement officers across the country. The Memorial features two curving, 304-foot-long blue-gray limestone walls, along with two tree-lined “pathways of remembrance,” both holding engravings of the names of law enforcement officers who have passed away in the line of duty. The memorial pathway entrances are also adorned with statues depicting an adult lion protecting lion cubs, symbolizing the courage, strength, and valor embodied by each law enforcement officer who is called to serve their community and country.
During the annual candlelight vigil, new names are engraved into the memorial and read aloud, being recognized for their sacrifice.
Memorial Mentions
Thousands of law enforcement officers and families of fallen officers gather in the nation’s capital every year to honor and remember their fellow officers. Since its dedication in 1991, approximately 24,412 names of fallen officers have been engraved into the memorial, representing federal, tribal, state, and local law enforcement agencies. Of the more than 24,000 officers honored, 1,262 officers represent federal officers.
487 names within the memorial are those of female law enforcement officers. FEDS Protection would like to take this opportunity to honor those officers and all law enforcement officers who made the ultimate sacrifice.
FEDS Protection
As the professional liability insurance (PLI) provider endorsed by the leading federal law enforcement employee associations, FEDS Protection is proud to support the federal law enforcement community. To learn more about FEDS, visit www.fedsprotection.com or call (866) 955-FEDS, M-F 8:30am - 6pm to speak directly to a representative.
*This article is provided for informational purposes only and does not constitute legal advice.
FEPLI: Five Things to Know
Federal employees face unique risks sometimes, even a baseless accusation can threaten your career. Federal Employee Professional Liability Insurance (FEPLI) is designed to protect you. Here are five essential things to know.
1.Allegations – baseless or not - can come from anyone.
Allegations whether true or not can come from supervisors, colleagues, the public, or even other departments. Even if you always act professionally, mistakes, misunderstandings, and disagreements can still lead to investigations or claims of harassment, discrimination, or mistreatment. Even when you’ve done nothing wrong, you still have to deal with the situation and prove your innocence.
2. FEPLI exists because your employer doesn’t have to defend you.
Many federal employees assume their agency or union will always defend them. In reality, the Department of Justice is not required to represent you if your case isn’t deemed to be in the government’s best interest. Even union support may be limited, as unions typically focus on collective issues rather than individual cases.
3. Plans include key coverage for federal workers.
Depending on the plan you select, FEPLI can cover issues such as:
Disciplinary actions or investigations
Allegations of negligence
Failure to perform professional duties
Defense against administrative proceedings to revoke a security clearance
Baseless accusations of discrimination, harassment or retaliation
Liability arising out of acts, errors or omissions under LEOSA
4. FEPLI can provide and finance expert legal defense.
If someone filed a baseless discrimination claim against you, would you know how to proceed on your own? Many people wouldn’t even know where to start.
FEPLI provides more than a payout if you’re sued.After a covered complaint is filed against you, Starr Wright USAwill assist you in accessing the legal resources to plan your defense. This will help you avoid negative outcomes and protect your career. FEPLI obtained through Starr Wright USAalso assists with legal defense costs for covered claims.
5. It is valuable enough that the government may cover part of your cost.
Legal representation can cost hundreds of dollars per hour, but FEPLI coverage may be less
WOMEN IN FEDERAL LAW
than $1 a day. Plus, many federal employees are eligible for up to 50% reimbursement (up to $150) of their annual premium. If the government considers this coverage important enough to subsidize, shouldn’t you?
Article authored by and containing the opinions of Starr Wright USA. This article is offered solely for informational purposes. Starr Wright USA is a marketing name for Starr Wright Insurance Agency, Inc. and its affiliate(s). Starr Wright USA is an insurance agency specializing in insurance solutions for federal employees and federal contractors. For more information, visit wrightusa.com. Starr Wright USA is a division of Starr Insurance Companies, which is a marketing name for the operating insurance and travel assistance companies and subsidiaries of Starr International Company, Inc. and for the investment business of C.V. Starr & Co., Inc.
MAKING MEMORIES, NOT JUST MONEY:AFINANCIAL GUIDE FOR WOMEN IN FEDERALLAW ENFORCEMENT
For women in federal law enforcement, career success is often the result of dedication, resilience, and an unwavering commitment to service. The demands of the job require focus, determination, and sacrifice but a fulfilling life isn’t just about professional achievement. It’s about creating a future that allows for both career growth and personal happiness.
Too often, high-achieving professionals find themselves caught between advancing their careers and nurturing meaningful relationships. But the truth is, financial planning and strategic decision-making can help women thrive in both areas. This isn’t just about making money it’s about creating life experiences that truly matter and help us break out of the day-to-day grind.
The Importance of Balance in a Demanding Career
Federal law enforcement is not a typical profession. It requires long hours, unpredictable schedules, and intense responsibility. Women in this field often struggle to carve out time for
WOMEN IN FEDERAL LAW
family, friendships, and personal well-being. Building a life that allows for both career fulfillment and meaningful experiences requires intentional choices.
Setting boundaries is a critical first step establishing clear work-life priorities ensures that personal happiness is not consistently sacrificed for professional success. Seeking out mentors who have successfully navigated career progression while maintaining strong personal relationships can offer guidance. Additionally, financial security plays a significant role in providing the freedom to enjoy life rather than feeling trapped by financial uncertainty.
Planning for a Secure Retirement
While career satisfaction is important, preparing for life after federal service is equally essential. Retirement isn’t just a financial milestone it’s an opportunity to fully enjoy the fruits of a successful career. However, women must plan strategically to ensure their retirement savings last.
Federal employees can access one of the world’s best retirement savings opportunities through their Thrift Savings Plan (TSP) contributions. While this tool is crucial for building longterm wealth, having a Retirement Income Plan for post-retirement spending is even more critical for a woman’s financial success. Longevity creates an extra layer of risk for women, both as individuals and as spouses and partners. Aclear understanding of how the sequence of inflation, rising healthcare costs, and the sequence of market returns impacts a retirement plan will empower women to make informed decisions that secure their futures.
Another key factor is life insurance. Many federal employees participate in Federal Employees’Group Life Insurance (FEGLI), but its costs rise substantially over time. At a certain point (for most women around age fifty), the expense of keeping FEGLI may no longer be financially viable. Exploring private life insurance alternatives early can offer more affordable, long-term stability.
Protecting Insurability:An EarlyAdvantage
One of the most overlooked financial strategies is protecting insurability securing affordable life insurance and long-term care coverage while young and healthy. Women in federal law enforcement have an advantage by locking in low rates early. They create a financial safety net that doesn’t become a burden later in life.
Many wait too long to purchase life insurance, only to find premiums have skyrocketed or pre-existing health conditions limit their options. Younger applicants qualify for better rates and greater coverage flexibility. Instead of waiting until retirement approaches, securing private life insurance in one’s 20s, 30s, 40s, or even 50s ensures lower costs and long-term security.
WOMEN IN FEDERAL LAW ENFORCEMENT
Long-term care planning is critical. While the Federal Long Term Care Insurance Program (FLTCIP) is currently closed to new applicants, several other long-term care options must be considered. It’s pretty challenging to think about “someday” when today’s challenges seem overwhelming. Taking time to plan for the challenges of aging, which more than 72% of Americans will experience, is essential, but waiting until later in life to create a plan can be costly. Arecent Genworth Study showed that statistically, every retiree in America has a $172,000 long-term care expense waiting for them later in life. That sounds like a lot, but that is just the average cost; anAlzheimer’s case statistically will last nearly a decade with a potential seven-figure price tag.
The Challenges of Caregiving and Financial Responsibility
Many women in federal law enforcement find themselves supporting both their children and aging parents simultaneously a dynamic often referred to as the “sandwich generation” challenge. Balancing career responsibilities, childcare, and elder care can be financially and emotionally overwhelming, but thoughtful financial planning can ease the burden across all three generations. Proper estate planning and tax planning can ease the burden on each generation. While full-blown estate planning can take time, sometimes, simple things like maximizing the annual IRS Gift Tax exclusion ($19,000 per person in 2025) allow older family members to help reduce the financial burdens of younger family members and vice versa.
Setting up education savings accounts for children, securing affordable long-term care solutions for aging parents, and ensuring personal retirement funds remain strong are essential to creating financial stability for the entire family. Women who take early action to build structured savings and estate planning strategies find they can support their loved ones and themselves without unnecessary stress.
Making Memories, Not Just Money
Financial success is only part of the equation. Women in federal law enforcement deserve a career that enriches their lives, not one that overshadows their happiness. Intentional financial planning and proactive decision-making can create a secure, rewarding future filled with joy, stability, and meaningful experiences.
This is why making financial decisions now is so critical. By prioritizing work-life balance, maximizing retirement strategies, protecting insurability, and preparing for caregiving responsibilities, women can set themselves and their families up for long-term success.
John Ripley is an instructor at Smarter Feds Retirement Training events nationwide (SmarterFeds.com) and an Investment Adviser Representative and Founder at Smarter Retirement Solutions, a full-service financial advisory firm. As the son of a Washington, DC, law enforcement officer and a Maryland first responder, he knows that life can often be shorter and more fragile than expected. When we reach the end of our time here on planet Earth, meaningful life experiences are what people find most precious.
He can be reached at 877-309-3364 or john@smarterretirementsolutions.com for guidance on your unique federal benefits or personalized financial strategies for an optimized retirement. His team is happy to help you explore customized solutions designed to adapt to the unique challenges and opportunities experienced by Women in Federal Law Enforcement.
GETTING READYTO RETIRE
Tammy Flanagan, Retire Federal.com
For those of you who are retiring this year, it is important to remember that the requirements to retire under the special provisions for law enforcement officers are not the same as the age and service requirements forVoluntary Early RetirementAuthority (VERA) or Discontinued Service Retirement (DSR). All three types of retirement require an employee to be a minimumof age 50 with a minimumof 20 years of creditable service, or any age with 25 years of service to be eligible for an immediate retirement. The difference for law enforcement retirement is that there is a minimum requirement of 20 years as a law enforcement officer to retire at age 50 or older and 25 years as a law enforcement officer to retire younger than age 50. If you retire underVERA or DSR, and do not qualify for the special provisions for law enforcement retirement eligibility, you are trading the following extremely valuable retirement benefits for "regular" FERS retirement benefits:
Computation: VERAand DSR retirement are computed at 1% x high-three average salary x years and months of service vs law enforcement retirement is computed at 1.7% x high-three average salary x 20 years of law enforcement service plus 1% x high-three average salary x remaining years and months of creditable federal service (can include military service,
other government service, and additional law enforcement service).
COLA: VERAand DSR receive their first Cost of Living adjustment after reaching age 62 while aw enforcement retirements receive their first COLA in their 1st December retirement benefit payable after retirement. The first COLAis prorated based on how many months retired before the month of December.
FERS Supplement: VERAand DSR are not entitled to the FERS Special Retirement Supplement that takes the place of Social Security retirement benefits until after reaching age 62. Law Enforcement retirements are entitled to the supplement immediately upon retirement without an earnings limit until after reaching the FERS MinimumRetirementAge (57 if you were born in 1970 or later).
Employees should be watching the FY2026 federal budget bill that is in the reconciliation process in Congress. AMay 12th letter was sent to members of Congress by the FBI AgentsAssociation and the Federal Law Enforcement OfficersAssociation urging an exemption to the elimination of the FERS Special Retirement Supplement for all law enforcement retirements rather than only for
WOMEN IN FEDERAL LAW ENFORCEMENT
those who retire at the mandatory retirement age. Acopyof this letter is available here: https://www.fbiaa.org/wp-content/ uploads/2025/05/FBIAA-FLEOA-Letter-onReconciliation-Retirement-May-12-2025.pdf
The current budget proposal is to eliminate the FERS Special Retirement Supplement effective upon enactment of the budget. Other proposals include changing the retirement computation to use a high-five average salary rather than a high -three (proposed effective date for retirement commencing on January 1, 2027, and later). Raising the retirement contributions by phasing in higher rates beginning in 2026 and 2027, however, the contributions of FERS recipients who are eligible for enhanced benefits and also subject to mandatory retirement would remain unchanged at 1.3 percent for those first hired before 2013. Contributions would remain constant at 3.6 percent for employees who entered in 2013 who are eligible for enhanced benefits and also subject to mandatory retirement.The contributions for FERS Further RevisedAnnuity Employees (those who entered after 2013) would remain constant at 4.9 percent for employees who are eligible to receive enhanced benefits.
If you are planning to retire in the near future, the following article that I recentlywrote for govexec.comis reprinted here. Learn about the things you may want to add to your to-do list before you go: https://www.govexec.com/paybenefits/2025/05/getting-ready-retire/405345/
LEOSA,Officer Benefits,Wellness AmongtheLaw EnforcementBills AdvancingDuring NationalPolice Week
This article was originally published in the FEDagent newsletter: a free weekly newsletter for the federal law enforcement community.
Aslew of legislation to help the law enforcement community advanced during National Police Week, the annual event in which thousands of law enforcement officers and survivors came to the nation’s capital to remember fallen colleagues and honor those who are serving today.
Among the legislation that passed the House is the Law Enforcement Officers Safety ReformAct (LEOSA) (H.R. 2243) which passed by a 229-193 vote. The bill extends concealed carry rights for qualified law enforcement officers and retirees. Supporters say it will allow trained professionals to respond to emergencies if they happen in public places such as school zones and malls. In addition, the House passed the Federal Law Enforcement Officer Service Weapon PurchaseAct (H.R. 2255) on a 234-182 vote. The bill would allow current and retired federal law enforcement officers in good standing to purchase retired firearms.
Passing the House overwhelmingly was the Improving Law Enforcement Officer Safety and Wellness Through DataAct of 2025 (H.R. 2240). The act requires the
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Attorney General to compile reports on violence against law enforcement officers and reports on whether wellness programs targeted to the law enforcement community are effective.
In addition to the above bills, the House passed resolutions honoring law enforcement, including the Supporting Local Law Enforcement OfficersAct (H.Con.Res.30). The act reaffirms Congressional support for local law enforcement officers and departments, recognizes the tremendous sacrifice police take on to keep our communities and families safe, and honors the memories of officers who have made the ultimate sacrifice in the line of duty.
House Majority Leader Steve Scalise (RLA), who was shot and critically wounded during the congressional baseball game in 2017, spoke about how Capitol Police Officer David Bailey saved his life.
“I wouldn’t be here today, and probably about a dozen other Members of Congress wouldn’t be here today, if not for his bravery that I got to experience firsthand,” said Representative Scalise.
Senate Bills Advance
Over in the Senate, several bills advanced out of committee.
The Chief Herbert D. ProffittAct (S. 911) passed out of the Senate Judiciary Committee unanimously. The legislation would ensure that the families of retired law enforcement officers who were killed because of their service are not unjustly denied benefits.
The Reauthorizing Support and Treatment for Officers in Crisis (STOICAct) (S. 419) also advanced. It would establish suicide
Prevention programs and mental health services within law enforcement communities.
“I am proud that these key bipartisan bills were moved through committee this week, and I urge my colleagues to swiftly pass them into law,” said Senator Catherine Cortez Masto (D-NV), who cosponsored both pieces of legislation.
Democrats Prod Republicans Over January
6 Plaque
Meanwhile House Democrats urged Republicans to install a memorial to the officers who defended the U.S. Capitol during the riot on January 6, 2021. The plaque was required by law to be placed on the West Front of the Capitol within a year of enactment, but so far that has not happened. It should have been there by March 2023.
“791 days have passed and this Republican Congress has refused to comply with the law. It’s time to honor those heroic officers. It’s unconscionable, it’s unpatriotic, it’s unfathomable, it’s unacceptable and it’s un-American, and you need to honor those officers and treat them with the dignity and respect that they deserve,” said Minority Leader Hakeem Jeffries (D-NY) on the House floor.
There was no comment from the office of House Speaker Mike Johnson (R-LA) on installing the plaque.
FLEOAHails Passage of Bills, Updates on Reconciliation Bill
Meanwhile, the Federal Law Enforcement OfficersAssociation (FLEOA) hailed the passage of the bipartisan bills.
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“Each of these bipartisan bills acknowledge the dedication and sacrifice of our officers and provide the tools they need to succeed,” said FLEOAPresident Mathew Silverman.
“They address urgent challenges faced by federal officers – from mental health support and operational readiness to family benefits and workforce sustainability.”
FLEOAnoted that it is also working hard to ensure that retirement benefits were not taken away from the law enforcement community in the budget reconciliation bill that is under consideration in the House.
The reconciliation bill also includes a provision that would no longer tax overtime earnings, a major priority for the law enforcement community.
“We work sometimes a hundred plus hours a pay period. It’s a lot of time taken away from the family. That would be pretty special,” said an unnamed officer in a White House video.
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THE IMPORTANCE AND
IMPACT
OF POSITIVE SPEECH –PART 3
By: Dr. Mary Beth Janke Founder, The Protector Psychologist,Author, Speaker, Self-Esteem Mentor
Positive Speech Series, Part 3: “Have To” vs. “Get To”
This is the third installment in my Positive Speech series. If you’ve been following along, you’ll remember that Part 1 focused on eliminating “I can’t” from your vocabulary. The response was incredible. I shared the article with one of my friends, Jackie – a successful author, blogger, and podcaster – and she called to tell me, “Oh my god, MB, I loved your latest article. I haven’t said ‘I can’t’ since I read it! Game changer!!!” She even reposted it on her blog.
Part 2 explored shifting from “trying” to more empowering phrasing of “doing”. This quarter, in Part 3, we’re tackling a phrase that has quietly infiltrated our daily lives and undermines our sense of agency: “have to.”
The Trap of “Have To”
Let’s be honest how many times do you catch yourself saying, “I have to…” on a daily basis?
• I have to go to work.
• I have to pick up the kids.
• I have to go to this work event.
It’s one of those subtle phrases that feels harmless, but it’s incredibly disempowering and, quite frankly, makes you a prisoner of your own life. When people say, “have to”, I sometimes just don’t hold back I’ll say, “Actually, you don’t have to do anything in life, except die.” (I know, a bit dramatic but effective.) The look I get is usually a mix of confusion and shock,
followed by the predictable, “Well, I have to pay taxes!”
Really? You don’t have to pay taxes you choose to pay your taxes because you don’t want to deal with the consequences. It’s a decision. It’s a choice!
This language “have to” places you in a mental prison of obligation, stress, and pressure. It removes choice from the equation. I don’t want that for anyone!
The Power of “Get To”
Try this instead:
• I get to go to work → You have employment, income, and a purpose.
• I get to pick up my kids → You’re fortunate to have children who need you. I get to attend this event → You’re invited, included, and showing up matters.
This switch from “have to” to “get to” might seem minor, but it rewires your mindset from obligation to opportunity. How cool is that!
Here’s a real-life example: the question is, “What are you doing this weekend?”
ResponseA(draining):
“Friday, John and I have to go to a company event, so I have to get a babysitter. Saturday, I have to run errands have to drop off the dry cleaning, have to pick up some groceries, and have to get some cash from our bank. Lexi’s
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scout troop has to sell cookies and I have to chaperone. On Sunday, we have to go to church and, after, I have to bring the kids to their respective playdates…”
Response B (empowering):
“Friday, John and I are going to a company event, so I’ll get a babysitter. Saturday, I’ll run a few errands drop off dry cleaning, pick up some groceries, and grab some cash from the bank. Lexi’s troop is selling cookies, and I signed up to chaperone. Sunday, we’re going to church, and, after, I’ll take the kids to their respective playdates…”
Which version makes your blood pressure drop? The difference in those two responses is so profound – not just in how they sound; but, also, in how they make you feel!
Why This Matters
Language shapes perception. When you speak in terms of choice and agency, your emotional response to life’s tasks shifts dramatically.
Research backs this up. A study conducted by Dr. Phillippa Lally in 2009 found that new habits take anywhere from 18 days to 254 days to form depending on the behavior and individual motivation. That’s why writing these articles for the POSITIVE SPEECH series for the quarterly WIFLE newsletter is perfect. The twelve weeks in between each
newsletter gives you the time to practice, reflect, and reset.
Quick Recap:
“
Have To
” vs. “
Get To
”
Have To Get To
Implies obligation or burden Implies privilege or opportunity
Often carries stress or resentment Promotes gratitude and contentment
Focuses on what’s lacking or expected Focuses on choice and empowerment
Whether you're a parent, a professional, a student, or anyone in between you don’t have to do anything. You get to choose how you live your life.
Final Thought
Try it for a day. Every time you’re about to say “I have to,” pause… Then, rephrase it as “I get to.” Notice how you feel. Lighter? More grateful? More in control? You’re not imagining it. This is the power of Positive Speech!
FIVEYEARSAFTER GEORGE FLOYD: REFRAMING, RECALIBRATINGAND RECOMMITTINGTOTHE CALL TO SERVE
By Dr. Sunny Slaughter Law Enforcement Instructor | Litigation Consultant |Legal Analyst
May25, 2025, marked five years since the murder of George Floyd, an event that catalyzed a global reckoning around race, policing, and justice. His death under the knee of a Minneapolis police officer was not just a tragedy it was a turning point. For law enforcement professionals, it was a mirror moment: a reflection not only of individual misconduct but of systemic vulnerabilities, cultural failures, and leadership gaps that demanded reformand accountability. Yet today, many of the reforms initiated in the aftermath of George Floyd's death hang in the balance. Progress is uneven. Some communities have doubled down on innovation, accountability, and public engagement. Others have seen efforts roll back under the weight of political division, institutional resistance, or public fatigue.Amid this tension, the law enforcement profession stands at a critical crossroads.
The Impact on the Profession
The George Floyd case reshaped how we train, supervise, and lead. It altered how communities view police legitimacy. It led to the development of new policies on the use of force, body-worn cameras, de-escalation, and transparency. It also amplified the emotional and moral burden that many officers carry the responsibility of wearing the badge while being scrutinized by the public, by politicians, and by peers.
The aftermath revealed two truths that can coexist:
The overwhelming majority of law enforcement professionals are
1. Deeply committed to their duties. Public servants who risk their lives daily for the safety of others.
2.The systems they operate within must still be transformed to ensure equity, trust, and legitimacy.
The challenge is no longer simply about reform. It is about recalibrating expectations, engagement, ethics, and the very language we use to define public safety.
PublicTrust in a Time of Reckoning
Communities, particularly those historically marginalized, continue to wrestle with the trauma of over-policing, under-protection, and unfulfilled promises.Trust, once lost, is not easily regained and can never be taken for granted.While some departments have invested in community-based policing, civilian oversight, and co-responding models, others have struggled to maintain legitimacy amid resurging violence, recruitment challenges, and political finger-pointing.
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Public trust is not built solely on presence; it is built on consistency, transparency, and accountability.As we navigate this era of renewed social justice reckoning, the profession must confront hard truths: progress cannot be performative, and silence in the face of injustice is complicity.
The Call to Reframe and Recalibrate
Policing has always been susceptible to the crosswinds of politics and public scrutiny. However, visionary leadership enables departments to solidify their missions, even in times of turbulence. It is time to reframe the conversation fromone focused solely on reformor resistance to one centered on resilience, responsibility, and renewal.
This means:
•Shifting our language: Replacing "us vs. them" mindsets with a vocabulary rooted in collaboration, respect, and shared dignity.
•Recalibrate our practices:Adopting data-informed, community-focused strategies that align officer safety with public well-being.
•Reaffirming our core duty: Protecting and serving all people, without bias, without exception.
Public safety is not about power it is about protection. Protection means safeguarding not only lives but also liberties, rights, and human dignity.
Visionary Leadership Is Not Optional
Now more than ever, law enforcement needs leadership that is courageous, compassionate, and community anchored. Culture begins at the top. If departments are to be genuinely responsive, then leadership must be reflective of the community, proactive in preventing harm, and adaptive in an evolving world.
This includes:
•Prioritizing officer wellness because broken people cannot fix broken systems.
•Investing in training that builds emotional intelligence, not just tactical skill.
•Centering equity and empathy as critical components of operational effectiveness.
AProfessionWorth Protecting—And Perfecting
The badge is not just a symbol of authority it is a covenant of service.The duty to enforce laws, maintain public order, and ensure public safety must never be compromised. But how we fulfill that dutyis what defines us.
Five years after George Floyd, the law enforcement profession has the opportunity and obligation to lead with integrity, learn from its past, and look forward with purpose. Let this anniversary not be a moment of reflection alone but a call to action. Because the profession can be better. Culture can be changed. The community can be restored.
And justice real justice can still be pursued with courage, care, and commitment.
Dr. Sunny Slaughter was recently awarded an Honorary Doctorate of Humane Letters from Miles College. She is an accomplished law enforcement instructor, litigation consultant, and legal analyst with expertise in leadership, accountability, and community-focused justice. Learn more at www.sunnyslaughter.com.
MORE ON SECURE 2.0
First, SECURE is an acronym for Setting Every Community Up for Retirement Enhancement (just trivia).
The SECURE 2.0 Act will require certain employees (those defined as highly compensated) making more than $145,000 a year to make their catch-up contributions to the Roth 401(k). While you can’t contribute from overtime pay to the TSP, overtime pay is counted in determining when an employee is considered highly compensated.
Required Minimum Distributions (RMDs). This is when you must begin to withdraw from your tax-deferred account. The RMD is IRS policy, not TSP policy. The RMD applies to tax-deferred accounts and is currently 73, but will become 75 if your birth year is 1958 or later. The RMD doesn’t apply to the TSP Roth 401(k) balances as long as you are living. However, if your Roth 401(k) account is inherited, RMD rules apply. The withdrawals aren’t taxed; however, the IRS doesn’t want the inherited Roth 401(k) account to grow tax-free indefinitely. Once the RMD withdrawals have been taken, they can be reinvested as an after-tax investment, which means any future gain/ growth will be taxable.
Additionally, the penalty for failing to take RMDs on time has been reduced from 50% to 25% and can be further reduced to 10% when a withdrawal is not compliant if corrected within 2 years.
For inherited accounts, surviving spouses can now elect to calculate RMDs using the Uniform Lifetime Table, as if they were the account owner rather than the deceased spouse’s beneficiary.
This change was part of the original SECUREAct of 2019. The main change is the elimination of the “stretch IRA” for most non-spousal beneficiaries. This means
WOMEN IN FEDERAL LAW
that instead of spreading withdrawals over their lifetime based on age, beneficiaries must generally withdraw the inherited IRA/TSP balance over 10 years from the original account owner’s death. There are some exceptions to the 10-year rule, including spouses, minor children (until they attain the age of majority), disabled or chronically ill individuals, and those who are not more than 10 years younger than the original account owner.
The last reminder is not part of the SECUREAct but is very important. Withdrawals from the Roth TSP 401(k) are tax-free if they are qualifying. In order to be qualifying, the account must have been established for five full years from the first Roth TSP contribution, AND the account holder is at least 59½, permanently disabled or deceased. If the withdrawal is not qualifying, then only the gain/growth is taxable. Taxes were paid on your contributions before you invested them.
JUSTICE CLEARINGHOUSE CLASSES
Email Christina McCale with questions (chris@justiceclearinghouse.com)
UPCOMING WEBINARS FOR WIFLE MEMBERS
***Interested in seeing our whole schedule? Check out our master calendar: We are always adding webinars!
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Level Up your Leadership Skills with this Online Course!
Ready to take the next step in your leadership journey and unlock your full potential? Welcome to Developing Women’s Leadership Skills: Tangible Tactics for Your Life and Career.
While anyone can benefit from this course, women often face unique challenges in career management and leadership. They are frequently balancing life and family commitments, from managing households and raising children to caring for elderly parents, all while navigating a demanding career.
Designed by Brenda Dietzman, this course provides the tools and strategies needed to balance and manage those challenges with confidence while investing in your professional growth. Whether stepping into leadership for the first time or refining your skills, you’ll learn how to amplify your influence, overcome hurdles, and create meaningful change while staying true to your personal and professional goals.
Use the promo code WIFLE to receive a 10% discount on this course.
Click Here to Learn more and Sign Up for this Online Course
June 2 Webinar: Women Behind the Badge and Wall: The Sworn and Non-Sworn Heroes Who Protect and Serve
During this webinar, we will examine the vital role of women in law enforcement and public safety. Historically underrepresented, women have made significant contributions to
WOMEN IN FEDERAL LAW ENFORCEMENT
community safety as both sworn officers and non-sworn professionals in various capacities, including leadership positions.
This presentation aims to illuminate the extensive roles within the profession, highlighting how sworn and non-sworn professionals can collaborate and support each other throughout their journeys. We will discuss their experiences, challenges, and successes, emphasize the importance of allies in this endeavor, and explore strategies to support and empower women in these essential roles. Recognize the diverse roles of women in law enforcement and public safety.
Click Here to Register for this Webinar
June 16 Webinar: Communication Under Fire: Answer Any Question on the Spot
The best playbook offers adaptable strategies for any situation. Communicating under fire is a valuable skill whether you’re a public information officer, executive leader, or a linelevel employee who interacts with the public.
This webinar teaches how to navigate difficult community discussions, media interviews, angry customers, and more. Attendees will gain actionable formulas that will bolster confidence and support authentic responses in a variety of situations.
Click Here to Register for this Webinar.
June 26 Webinar: Developing Policies for Effective Response to Victims and Co-Victims
Policies are a key component of managing professional conduct. Written guidance that is founded on ethical standards can help law enforcement agencies elevate victim-centered, trauma-informed, and culturally sensitive practices.
WOMEN IN FEDERAL LAW ENFORCEMENT
Policies can also contribute to comprehensive training and accountability efforts with agency personnel connected to their assigned responsibilities. Developing and consistently executing policies can contribute to long-term VSU sustainability.
Click Here to Register for this Webinar.
June 30 Webinar: Normalizing Women’s Police Experience: Nurturing and Influencing Women in the First Five Years of Their Careers
Join us for an insightful webinar exploring the unique challenges women face in law enforcement, particularly in the early stages of their careers and when pursuing leadership roles. Drawing on recent research and Dr. Redick’s dissertation, this session will examine how workplace culture, gender bias, and self-perception influence women’s experiences in male-dominated environments. Attendees will gain practical strategies for fostering inclusive, empowering workplaces and supporting the advancement of women in public safety leadership.
Click Here to Register for this Webinar.
July 7 Webinar: The Power of Work Ethic, Personal Brand, and Seizing Unintended Opportunities
In today’s competitive landscape, work ethic goes beyond simply getting the job done. This webinar dives deep into the vital role work ethic plays in shaping your personal brand and creating unexpected opportunities for growth and success.
Join us for an insightful session on how your actions, mindset, and integrity can unlock
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doors you didn’t even know existed. Whether you’re striving to elevate your career or build lasting relationships, this session will equip you with the tools to navigate challenges and capitalize on the opportunities that come your way.
Click Here to Register for this Webinar.
July 14 Webinar: From Inner Critic to Inner Mentor:
Having Your Own Back
Self-care goes beyond spa days and vacations; it’s about being there for yourself during hardships and celebrating your successes. By rewiring your brain to shift from selfcriticism to self-kindness, you can transform into your own ally, fostering a growth mindset that motivates you to take on challenges, make healthier choices, and respond to stress with clarity.
This experiential webinar offers practical techniques to quiet the inner critic and activate your inner mentor your supportive, encouraging voice. Participants will learn to replace self-doubt with confidence, build resilience, and cultivate a mindset that leads to more effective performance and personal growth.
Click Here to Register for this Webinar.
July 17 Webinar: Supporting and Advancing Women in Law Enforcement: The Role of Male Advocates
The advancement and support of women in law enforcement require commitment from leaders at all levels. How are male police leaders championing change, breaking down barriers, and fostering more supportive and inclusive workplaces?
Join us on July 17 for an insightful discussion moderated by Dr. Tanya Meisenholder. Leaders will share their experiences, strategies, and commitments to supporting and
WOMEN IN FEDERAL LAW ENFORCEMENT
advancing women in the profession. This conversation will explore practical steps agencies can take to recruit, retain, and promote women in law enforcement.
Click Here to Register for this Webinar.
July 21 Webinar: Next-Gen Leadership: Fostering a Workplace Where Gen Z Thrives
Are you struggling to connect with the next generation of law enforcement professionals? This dynamic workshop is designed to help recruiters and supervisors understand what motivates Gen Z as they enter public safety careers. Learn to tailor your recruitment strategies to appeal to their unique priorities, such as purpose-driven work, technology integration, and work-life balance. Recruit and retain top Gen Z talent with practical tools to foster engagement, mentorship, and a sense of impact and belonging. Build a Gen Zfriendly workplace culture to attract and retain the future of law enforcement on your team. Click Here to Register for this Webinar.
July 24 Webinar: Creating an Emotionally Safe Workplace Environment – It’s Everyone’s Job
Do you want to work in a place where you feel safe? At work, and in life, we should be able to live our lives where it is safe to take risks, to fail, to NOT be ok, and be able to ask for the help that we need it. To be able to voice concerns, question processes, and ideas. Sadly, too many places are stuck in the status quo.
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Everyone in an organization can create a safe environment through thoughtful, deliberate action. Learn what actionable steps can be taken and what YOU can do to create a better, safer workplace where people feel valued, respected, and heard!
Click Here to Register for this Webinar.
Aug 12 Webinar: Own Your Impact: Becoming a Culture Creator in Your Workplace
In today’s fast-paced and evolving workplace, every individual has the power to influence and shape organizational culture. This interactive webinar will empower you to embrace your role as a culture creator, exploring how your behaviors, attitudes, and values shape the environment around you.
Through engaging activities, real-world examples, and dynamic discussions, you’ll discover the profound impact you have on fostering a positive culture of inclusivity, innovation, and excellence. By reflecting on your own contributions and learning practical strategies, you’ll leave with the tools and motivation to drive meaningful change and create a thriving workplace culture.
Click Here to Register for this Webinar.
Aug 21 Webinar: The Four Pillars of Effective Relationships: How to Accomplish More with Others
Do your interactions with colleagues, staff members, supervisors, or others in your professional or personal life ever seem challenging or counterproductive? Have you
WOMEN
invested effort into taking steps to improve such situations only to continue to be confused, disappointed, or frustrated when they still did not work out in the way that you hoped? Although in most contexts we only control “half of the equation” in the sense that we can determine our actions, but not the response or reaction we may receive from another person.
However, when people describe problems with interactions and relationships of all types, it turns out that there are four important foundational elements that are consistently mentioned. If we are aware of these four components, or “pillars,” that literally support effective dealings with others, we are able to ensure that we are not overlooking their significance, and we are actively trying to promote them.
Dr. Ed Sherman will discuss how the presence or absence of the four pillars can be used as a very clear tool to evaluate why interactions are indeed going well, or could benefit from improvement. While it is, again, not always possible to predict or ensure how others will respond, you will learn in this webinar how to take specific steps to maximize the likelihood of successful outcomes, and how much positive influence you genuinely do have when building productive relations.
Click Here to Register for this Webinar.
Aug 26 Webinar: Turning the Tide: Effective Strategies for Managing Toxic Team Members
Join us for a crucial webinar on effectively handling toxic employees to create a healthier and more productive work environment. We’ll discuss practical insights and proven techniques to identify toxic behaviors, address underlying issues, and implement corrective measures. Learn how to set clear expectations, foster open communication, and build a supportive culture that minimizes negativity and promotes positive interactions.
Click Here to Register for this Webinar.
WOMEN IN FEDERAL LAW
Aug 28 Webinar: Victim Services Unit Response to Victims and Co-Victims of Violent Crime
According to the National Crime Victimization Survey Dashboard (NCVS Dashboard: Quick Graphics (ojp.gov), 81% of violent victimizations in 2023 (e.g., assaults, robberies) involved non-intimate partner relationships between victims and offenders. Additionally, only an average of 9.8% of violent victimizations in 2023 included assistance from a victim services provider.
Law enforcement-based victim services often represent the most effective response to address the rights and needs of victims and co-victims of violent crime. In addition to providing direct services, law enforcement-based victim services personnel can contribute to collaborative strategies that support enhanced community trust.
Click Here to Register for this Webinar.
Sept 2 Webinar: Trauma and Uncertainty: Supporting and Sustaining Self and Others during Times of Change
As a human being living in a world of constant change, we are being asked to face and wrestle with multiple layers of grief and trauma: our own, our communities, our country, and the world. During times of uncertainty and change, many people experience heightened anxiety.
Additionally, working with individuals impacted by traumatic events (homicide, domestic violence, child abuse, etc.) increases exposure to grief and trauma and can result in feelings
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of overwhelm and burnout. Understanding how the brain and body are impacted by the cumulative events equips us to better understand our response and utilize tools to mitigate longer-term impacts.
This webinar will explore the body’s and brain’s response to uncertainty through a trauma lens and provide skills and strategies that can be utilized immediately to help sustain oneself in the work.
Click Here to Register for this Webinar.
Sept 9 Webinar: Transforming Negative Self Talk: Strengthening the Criminal Justice Mindset
Are you ready to elevate your career and personal life? Join us for a transformative webinar designed specifically for criminal justice professionals. In this engaging and interactive session, you’ll discover the power of positive self-talk and learn practical strategies to overcome the negative inner dialogue that can hold you back.
Click Here to Register for this Webinar.
WIFLE Members:
To access the Justice Clearinghouse webinars and sessions, go to https://www.justiceclearinghouse.com/
Log in with your email address and password. Set up a password if you do not have one. If you need assistance, contact carolpaterick@gmail.com.
