Another year is fast approaching – can you believe it’ll soon be 2012??!! If you’ve been thinking about returning to school to pursue a graduate degree, don’t let another year pass by. Marist College’s 100% online Master of Public Administration (MPA) for Law Enforcement and Emergency Services program will prepare you for your next career step – and with Marist’s generous scholarships for WIFLE members, you’ll save more than 50% off the standard tuition rate. Classes begin in both January and September of 2012. The Marist MPA also offers students the choice of three distinct concentrations as part of their graduate program. Each three-course concentration can be completed 100% online and allows you to specialize in a particular area of interest – Public Management, Ethical Leadership, or Health Care Administration.
Why should WIFLE members consider the Master of Public Administration degree? The skills and knowledge attained through these programs typically stress three important areas:
1) understanding the political, legal, ethical and social context of public sector administration;
2) achieving proficiency in a full range of management techniques as well as developing an understanding of organizational behavior;
3) developing the ability to apply quantitative and qualitative methodologies to solve important problems, conduct policy analysis, and program evaluations.
While these skills are important for advancement within the law enforcement field they are also valuable for public safety leadership positions within education, health care, government, and many other fields.
Marist College, a WIFLE-endorsed academic partner, has offered the MPA since 1980 and, for 20+ years, has partnered with the New York Police Department and the New York State Police to deliver the program to their academies. Marist also offers a 100% online MPA for law enforcement. This program is designed exclusively for law enforcement and emergency services personnel and students represent a diverse mix of professionals from local, state, and federal agencies throughout the nation. This combination of experience provides for a rich and beneficial learning environment and allows students the opportunity to widen their professional networks.
The online law enforcement MPA provides a special scholarship reducing the tuition cost to $333 per credit ($999 per course) for WIFLE members. This represents a savings of over 50% from Marist’s standard tuition of $2,085 per course and results in a total tuition cost of approximately $13,000. Classes start every January and September. If you have any questions about the online law enforcement MPA or any of Marist’s other programs, please contact Brian Scott or Laura Zurowski at 888-877-7900 or via email at firstname.lastname@example.org.
About Marist College: The Marist campus is located on the Hudson River midway between New York City and Albany. Founded in 1929, the College is accredited by the Middle States Association of Colleges and recognized by the U.S. Department of Education. The Princeton Review named Marist one of the best 368 colleges in the country and for seventeen years, U.S. News & World Report has consistently ranked Marist in its top tier. The College offers over 50 undergraduate degrees and 11 graduate programs, many of which can be completed online.
URL link: www.marist.edu/admission/graduate/partnerships
Marist College offers special scholarships for qualified WIFLE members for our 100% online Masters in Public Administration.
WIFLE’s 7th annual Human Trafficking seminar focusing on forced labor was held at the Australian Embassy, the host embassy for this year’s event. Detective Sergeant Andrea Humphrys, Australian Federal Police, was the chief point of contact at the embassy. Ms. Humphrys has been assigned to the embassy for almost four years and will be reassigned to Canberra in January, 2012. WIFLE appreciates the support of Ms. Humphrys who presented on a panel with other police representatives from Romania and Mexico on the labor exploitation issue in their countries.
This year, over 115 police from federal, state, local and
international agencies as well as non-governmental agencies (NGOs)comprised
the audience. The agenda was varied and included presentations
from the Department of Justice, ICE, Department of Labor, the
International Labour Organization, Vital Voices, DOJ’s Office of
Victims of Crime, and the Fair Fund. (Please see the entire
agenda linked below article)
WIFLE’s purpose for the annual seminar is to bring together the law enforcement and non-governmental agencies communities and focus on the issue of human trafficking and to educate each other on the resources available, the scope of the problem, and the prosecutorial accomplishments. It is only through law enforcement that this problem can be adequately addressed and only with law enforcement working with the NGOs.
More must still be done in the area of preventing child and forced labor in the supply chain of the many US corporations that operate internationally. The California Transparency in Supply Chains Act of 2010 goes into effect January 1, 2012. This new law will require large retail sellers and manufacturing companies making over 100 million in revenue each year to publicly disclose the efforts they have taken to eliminate slavery and human trafficking from their supply chains. Similar federal legislation, H.R. 2759, has been introduced by Representative Carolyn Maloney (New York) to combat and eliminate slavery in the supply chain. This bill has five sponsors.
At the conclusion of the seminar the Australian Embassy hosted a networking reception which further encouraged the interaction among the audience and speakers. This topic will be included in WIFLE’s Leadership Executive Institute agenda at the next annual leadership training.
K. Harman is the President and founder of S. Harman & Associates, Inc.
and is involved in the development and presentation of employee benefits
and employee relations training courses and seminars.
Ms. Harman has conducted hundreds of seminars for federal personnel
specialists, managers, and employees.
FEHBP Open Season
The Federal Employees’ Health Benefits Plan (FEHBP) Open Season runs from November 14, 2011 to December 12, 2011. During this time, employees can make elections on the FEHBP coverage (including participating in a High-Deductible Health Plan), the Federal Employees’ Dental and Vision Insurance Program (FEDVIP) and the Flexible Spending Account (FSA) Programs.
Paper brochures will not be sent out automatically to employees, retirees, survivors, or compensationers. Enrollees must follow the instructions provided by the health plan if they want a paper copy of the brochure. Electronic copies are available through each plan’s website. The Office of Personnel Management (OPM) will mail the annual Open Season notice to all retirees and survivors. Current employees will be provided Open Season information through their Human Resources Office or Administrator’s office. OPM’s website www.opm.gov/insure is available to obtain current information. The site has an easy-to-use menu to select and download information on the benefits programs, changes in benefits and premiums.
Open Season Permitted Changes
During Open Season, employees, annuitants, survivors, former spouses and compensationers may change plans, options, type of enrollment (self-only or family) or make any combination of these changes. Employees can enroll. Annuitants and survivors who suspended FEHBP coverage to enroll in TRICARE, TRICARE-for-Life, the Uniformed Service Family Health Plan, a Medicare Advantage Health Maintenance Organization Plan, CHAMPVA, Medicaid or as Peace Corps volunteer may re-enroll during the FEHBP Open Season.
In addition, throughout Open Season, employees, annuitants, survivor annuitants, and compensationers may enroll in the FEDVIP, or if already enrolled, they may change plans, options, type of enrollment or make any combination of these changes. Open Season is the only time when enrollment in FEDVIP can be cancelled. Unless FEDVIP coverage is cancelled or changed, the coverage continues.
Also during the Open Season, Federal employees (and only Federal employees) may enroll in the FSAs for 2012. FSAs allow employees (not retirees) to set aside pre-tax money that can be used for certain health and dependent care expenses. Unlike the FEHBP and FEDVIP, enrollment in FSAFEDs does not carry-over from year-to-year, so employees must re-enroll each year.
Effective Dates of Changes, Enrollments and/or Cancellations
For Annuitants and Survivors, changes become effective January 1, 2012. The new premiums will be withheld beginning with the February annuity. For employees, changes become effective beginning the first full pay period after January 1, 2012.
For Annuitants and Survivors, changes become effective January 1, 2012, with the new FEDVIP premiums withheld from the February 1, 2012 annuity. For employees, changes begin the first pay period on, or after, January 1, 2012.
The effective date is January 1, 2012.
Federal LEO’s Increased
Exposure to Violent Offenders
As law enforcement officers, agents and supervisors, you are expected to rely upon your training and experiences to assess the risk associated with dangerous circumstances and respond in an appropriate and reasonable manner. Unfortunately, all the training and experience in the world cannot change the fact that every call has the potential for deadly violence. Today's violent offenders do not appear to be avoiding or shying away from encounters with law enforcement. Agents and officers protecting our borders and infrastructure, fighting violent domestic crime, and involved in the war on the terror are not the only federal officers experiencing the ruthless acts of these criminals - these cases just happen to be more violent or deemed more newsworthy.
While budget cuts continue to diminish the capabilities of state and local forces to combat violent crime, federal agencies will be called upon to address the growing needs in local communities. These task force assignments even further expose federal officers to irrational violent criminals and desperate criminal acts. While coming to terms with the new and increased dangers associated with performing your duties, keep in mind that the vigilant public eye is watching, and you are permitted only a margin of error in judgment–even under hazardous conditions that require split second decisions and actions. The public expects agents and officers to be aggressive in the enforcement of law against serious offenders, yet show restraint in non-violent situations. Without the training, knowledge and experience that law enforcement officers possess, enforcement actions can lead to a rush of judgment or challenge of conduct by private citizens, the media, the offender and the criminal attorney, which can lead to an investigation of your actions.
As you rely on your training and experiences to guide you when pursuing or apprehending a criminal, be aware that the “reasonableness” of your actions may be judged at several levels and by several audiences. For example, all uses of force (not only deadly force) are subject to scrutiny to determine whether the use of force was reasonable and justified. Ambiguity can exist both in defining and evaluating claims of excessive force. (Note: this ambiguity often predicates ambiguity associated with qualified immunity). While the appropriateness of your enforcement action may be well justified and further injury or incident spared due to swift decisions and actions, the stress imposed upon you in an ensuing investigation can seem unwarranted and illogical. That said, there are systems and processes in place that, when operated appropriately, will lead to the correct determination about your action.
So be prepared for the scrutiny. It comes with the job. And when it happens to you, get educated about the process being used to scrutinize your conduct. Know your rights. Know your obligations. The more educated you are about the process and its potential outcomes, the more likely you will minimize the potential risk to your career.
**For more information on your specific exposures, how professional liability insurance can protect you, or why the FEDS program is endorsed by WIFLE and other leading law enforcement associations, visit us at www.fedsprotection.com . WIFLE members with a paid-in-full current membership enjoy a discounted premium of $260.00 per year - only $130 after agency reimbursement. Enter “WIFLE” when prompted for a discount code. FEDS will confirm membership with WIFLE before issuing the discount.**
Understanding and Enforcing Your Rights During and After Pregnancy
By Liz Newman, Esq., Senior Associate, Mahoney & Jeffrey, PLLC,
The Federal Employee’s Law Firm®
Being pregnant or having a new baby at home should be joyous occasions for every woman, but what about when your pregnancy or childbirth affects your position as a federal law enforcement officer? Under the Pregnancy Discrimination Act, 42 U.S.C. Sect. 2000e(k), Title VII’s prohibition of sex discrimination extends to discrimination based upon pregnancy, childbirth, or related medical conditions. Thus, you would presume that pregnancy and childbirth should not derail your opportunities for promotion. However, a recent decision by the U.S. District Court, District of Columbia, demonstrates the hazards present when expecting and new mothers attempt to climb the ranks of federal law enforcement.
The U.S. District Court, District of Columbia recently dismissed a GS-12 criminal investigator’s claims that her Agency discriminated against her on the basis of sex (female, new mother) when the Agency refused to nominate and promote her to a GS-13 position. See Wardell v. Dep’t of Labor, 111 LRP 67331 (D.D.C. 2011). By any account, the investigator had quickly climbed the ranks, starting in 2002 as a GS-5 student trainee and reaching a GS-12 position by 2006. Approximately ten months after she was promoted to a GS-12, the investigator asked her Special Agent in Charge when she should be promoted to the GS-13 level (the top rung of her career ladder). She was told to keep working on domestic and internal trips and complete a protection class. In 2007, she informed her SAC that she was pregnant, and thereafter she told her SAC that, based upon medical advice, she would not be able to wear a weapons-and-equipment belt or carry a firearm. She then worked light duty assignments until her maternity leave.
So far so good, right? The investigator was climbing the ranks, working with her SAC on her promotion timeline, and her SAC provided her light duty work for her temporary medical condition (i.e., her pregnancy). However, when the investigator returned from maternity leave in 2008 and inquired into the status of her promotion, she was never nominated for promotion and was involuntarily transferred six months later. The Agency asserted that the investigator needed more experience and training, lacked “comprehensive knowledge of protection,” and, had she not been transferred and had she taken the requisite training, she would have been on track to be promoted the next year. The District Court dismissed the investigator’s claim that the Agency’s failure to promote her was unlawful, noting that had she remained in her position more than six months, she may have been promoted. The District Court additionally found, however, that the Agency did not have a nondiscriminatory reason for transferring the investigator after her return from maternity leave.
What does this case mean for you? First, you may have the right to request a light duty assignment, if necessary, during pregnancy. Your agency should consider your request to the same extent it would consider a light duty request from another worker with similar medical restrictions. Second, if you have a promotion plan, be sure to keep up with it even if that means immediately following-up after return from maternity leave. Third, if upon return from maternity leave, you have been removed from, or not allowed to return to, your position and you believe that you have been subjected to discrimination based upon your sex (female, new mother), be sure to contact your Agency’s EEO office within 45 days to initiate counseling in regards to that discrimination.
If you have any questions or concerns regarding your rights during or after pregnancy, contact Mahoney & Jeffrey, PLLC, at 202-312-7100 or www.MahoneyJeffrey.com.
The information contained in this article is of a general nature and is subject to change; it is not meant to serve as legal advice in any particular situation. For specific legal advice, the author recommends you consult a licensed attorney who is knowledgeable about the area of law in question.
(As a note, WIFLE has developed a standardized policy regarding pregnant law enforcement officers for adoption by Agencies. WIFLE’s Pregnancy Guidelines for Federal Law Enforcement can be found under the “Program and Resources” tab at www.wifle.org.)
Dial H.R. or 911?
By June Werdlow Rogers, PhD
I listened to recent
allegations of so-called “sexual harassment” against a
presidential candidate with rapt attention. Although it is
shocking to think that someone who possibly tried to shove his
hand into a woman’s genitals and push her head onto his crouch
could become President, I had no trouble believing that the
incident could have occurred - even in the backdrop of a
workplace situation. It also does not surprise me that such an
act, albeit scandalous, could go unreported.
Plenty of data supports the fact that victims are hesitant to report sexual crimes perpetrated against them. The National Crime Victimization Survey (by the Bureau of Justice Statistics) consistently finds forcible rape to be the most under-reported violent crime. And research conducted with victims of sexual assault for my Master’s thesis point to a common burden victims seem to bear: a mistaken, but understandable notion that their own actions or failure to predict the offender’s intentions contributed significantly to their victimization (um, I wonder where that comes from - but societal reaction is a subject of an entirely different article). Perhaps this explains why many women navigating the aftermath of sexual incidents decide to go it alone - including women in law enforcement.
In 1992, I administered a survey at the WIFLE and NOBWLE conferences. Among questions the over 200 women responded to were how they would react to four sexual harassment scenarios. Respondents were given the options of try to handle the situation completely alone; seek advice from other officers; seek advice from your supervisor (or one level up if scenario involved the boss); seek counseling from a professional; or file a sexual harassment complaint. The scenarios ranged from verbal harassment wherein a fictional officer describes in graphic detail what he wants to do sexually to the victim to a scenario strikingly similar to the one alleged against the presidential candidate:
“Officer X has just driven you back to the office after he made a ‘detour’. During the unexpected stop, he parked the car in a desolate area and began to kiss and fondle you. Since you’re not interested in Officer X and he has never tried anything like this before, you were completely caught off guard. On the way back, Officer X makes it clear that he intends to behave in a similar manner when he gets you alone again”
Non-consensual sexual contact would be regarded as criminal conduct in most, if not all states. Even so, for a behavior rising to criminality, the largest number of respondents (37%) said they would try to handle the situation completely alone; and only 21% would file a sexual harassment complaint. So women in law enforcement are not exempt from attempting to avoid the stigma associated with sexual assault by not reporting - perhaps even more so. But here’s the thing: like offenders of many other types of crimes you routinely enforce, investigate, and prosecute - many rapists do not stop until detected, captured, convicted and imprisoned. Pleading and debating with them does not work; paying off their victims does not work; and hoping they will stop on their own does not work. The best advice I can offer is chronicled in Cracking the Double Standard Code (2010) :
“Sadly, I have heard of situations where women have been violently assaulted, such as in acquaintance rape to gain compliance. These types of behaviors are NOT okay and should be handled where they belong – in a criminal courtroom. Your agency may have divisions designed to handle any such complaint, but once a behavior escalates to physical harm or threats to do bodily harm, I do not believe they are in the purview of HR, except maybe for monitoring purposes – and even then it is the victim’s call…. A workplace battle, while trying, is one thing. But if someone touches you in anger – all bets are off! Society has a group of people professionally trained to deal with these types of crimes – police.”
No one knows the future. But know that how you choose to handle a sexual incident perpetrated against you, observed by you, or reported to you can affect subsequent offending. And as crime-fighters, I know it matters to you. H.R. or 911? You make the call.
Get the News you Need from FEDagent.com!
FEDagent, the free weekly E-Report, invites you to stay up-to-date on the current news in the federal law enforcement community. Each week, we provide up-to-date news to federal officials engaged in law enforcement and homeland security activities.
Featured weekly columns include:
• The Week’s Top News: Recap of the top news stories in the federal law enforcement community.
• The Takedown: Most significant bust made by federal law enforcement this week.
• Movers & Shakers: Significant personnel changes in law enforcement agencies.
• Case Law Update: Comprehensive summaries of recent court decisions that affect law enforcement.
See a recent FEDagent article below:
ICE Announces Record Removal Numbers for FY 2011, Emphasizes Administration's Removal Priorities
On Oct. 18, the director of U.S. Immigration and Customs Enforcement announced the agency removed nearly 400,000 individuals from the United States - the largest number in the agency's history - in fiscal year 2011.
"These year-end totals indicate that we are making progress, with more convicted criminals, recent border crossers, egregious immigration law violators and immigration fugitives being removed from the country than ever before," said ICE Director John Morton.
Morton also emphasized
the Administration's focus on removing individuals who have
broken criminal laws or are threats to national security, recent
border crossers, repeat violators of immigration laws ,or
immigration court fugitives.
Overall, 90 percent of the 396,906 individuals removed by ICE in FY 2011 fell into a priority category. Nearly 55 percent of all individuals removed were convicted of felonies or misdemeanors.
To increase ICE's focus on priority cases, Secretary of Homeland
Security Janet Napolitano has directed the agency to expand the
use of programs like Secure Communities and Operation Cross
Check. Both programs target criminal aliens.
"Smart and effective immigration enforcement relies on setting priorities for removal and executing on those priorities," Morton said.
Stay on top of the news that’s
important to you. Read FEDagent and subscribe for FREE today at
Federal Long Term Insurance Program Open Season Results: More
Than 48,000 Apply
"A complete success” is the phrase being used to describe the 2011 Open Season for the Federal Long Term Insurance Program (FLTCIP). The FLTCIP Open Season, which ran from April 4th through June 24th, allowed eligible Federal family members to apply for coverage with abbreviated underwriting. While members of the Federal family can apply with full underwriting at any time, this was only the second Open Season opportunity since the Program's inception in 2002.
Over 45,000 individuals were approved for enrollment during the 2011 FLTCIP Open Season— coming from more than two and a half times the number of applications anticipated. The FLTCIP now has more than 270,000 enrollees, a rise of 20 percent. The Program remains the largest group long term care insurance program in the country.
Support Was Instrumental
Many factors contributed to the FLTCIP Open Season’s success, including the strong outreach efforts of Agency Benefit Officers and Federal Executive Boards across the nation, as well as numerous member organizations such as Senior Executives Association (SEA) and Federally Employed Women (FEW). (WIFLE also partners with Long Term Care Partners, LLC, administrator of the FLTCIP to inform its members of the benefits of the program.)
"The FLTCIP Open Season would not have been as successful without their support," said Paul Forte, Chief Executive Officer of Long Term Care Partners, LLC. "These individuals were instrumental in getting the word out and encouraging people to learn more and take full advantage of this special opportunity."
High-quality, easily-accessed online and personalized phone support also drove the response. Thousands of applicants turned to the information and tools available at LTCFEDS.com for help in decision making, with almost 60,000 visitors to the FLTCIP’s award-winning Online Consultant Tool. Specially-trained call center representatives took more than 42,000 calls, answering questions and providing personalized assistance with Program choices. Upon request, callers received step-by-step help in completing the FLTCIP Open Season application.
"This response reinforces the notion that members of the Federal family understand the value of long term care insurance protection and the quality of FLTCIP as a group benefit," Paul Forte remarked. "The number of applicants is very gratifying."
Majority Select Solid, Affordable Coverage
After weighing their plan design options, the majority of applicants ultimately chose balanced coverage that offered solid protection for an affordable premium. Most (67%) gravitated to the FLTCIP's pre-packaged plans and chose not to customize their coverage. The most popular plans were those with a Daily Benefit Amount of $150 or $200 per day and a Benefit Period of three years - a good match for the average national cost and duration of long term care services.
With respect to inflation protection, the most popular choice was the 4% Automatic Compound Inflation option. This percentage rate is in line with the 50-year average annual growth of the CPI-U (Consumer Price Index for All Urban Consumers) and exceeds the 9-year average annual increase in long term care costs.1
While people of all ages took advantage of the FLTCIP Open Season, the average age of approved applicants was 53 - a full four years younger than the average age for buyers of individual policies.2 The FLTCIP premiums are lower for buyers at younger ages.
There's Still Time to Apply
FLTCIP Open Season may be over, but members of the Federal family can still apply for coverage with full underwriting. (New and newly eligible employees and their spouses have 60 days to apply with abbreviated underwriting.) Anyone applying now has access to the same coverage options and rates as those who applied during the FLTCIP Open Season.
Join more than a quarter million members of the Federal family who've discovered the importance of long term care insurance and the value the FLTCIP offers.
About the Federal Long Term Care Insurance Program
Established by an act of Congress in 2000 and overseen by the U.S. Office of Personnel Management (OPM), the Federal Long Term Care Insurance Program is designed to meet the specific needs of the Federal family. Administered by Long Term Care Partners, LLC, the FLTCIP provides industry-leading benefits and offers flexible options that allow enrollees to tailor coverage to meet their needs. Long Term Care Partners also administers BENEFEDS, a secure website enabling Federal family members to enroll in and manage their FEDVIP (Federal Employees Dental and Vision Insurance Program) coverage, under the oversight of OPM.
Take action now and you'll have a choice of four pre-packaged plans or a customized design. To learn more about the FLTCIP's features and benefits, visit www.LTCFEDS.com or call us at 1-800-LTC-FEDS (1-800-582-3337) TTY 1-800-843-3557. A certified long term care insurance consultant will speak with you about your particular situation, your coverage options and the application process, and of course will answer any questions you may have.
1 John Hancock 2011 Cost of Care Survey. 2 AALTCI 2011 Long-term Care Insurance Price Index Report.
Certain medical conditions, or combinations of conditions, will prevent some people from being approved for coverage. You need to apply to find out if you are eligible for this coverage.
The Federal Long Term Care Insurance Program is sponsored by the U.S. Office of Personnel Management, offered by John Hancock Life & Health Insurance Company, Boston, MA 02117, and administered by Long Term Care Partners, LLC.
WIFLE Goes International
On September 3, WIFLE Foundation President Margaret Moore presented a speech to a conference of Caribbean women in policing regarding the status of women in federal, state, and local law enforcement in the United States. While in Curacao, Margaret Moore met with the Curacao Prime Minister, Gerrit Schotte.
WIFLE 13th Annual Leadership Training
Be sure to plan on attending WIFLE’s upcoming Annual Leadership Training Conference in June 2012. The 2012 conference will be held at the Buena Vista Palace Hotel, Buena Vista, FL. Stay up-to-date on the latest information about the Orlando area conference by visiting www.wifle.org.
Monica Rocchio, Deputy Executive Director and one of the founding mothers of Women in Federal Law Enforcement, Incorporated, and Vice President of the WIFLE Foundation, resigned effective November 30, 2011. Monica contributed greatly to WIFLE for over 12 years and helped to build WIFLE into the active entity it is today. WIFLE is extremely thankful for her contributions to the organization. We wish Monica all the best for the future.
WIFLE personnel updates of note:
• Catherine Sanz, retired Assistant Director at Immigration and Customs Enforcement, and current board member of WIFLE Foundation, will become Vice President of WIFLE Foundation and Deputy Executive Director of Women in Federal Law Enforcement, Inc. effective January 1, 2012.
• Janice Ayala, Assistant Director, Homeland Security Investigations has been appointed Secretary of the Executive Committee and Senior Advisor to the WIFLE Foundation.
• Kimberley Thompson, Federal Air Marshals Service, TSA, and Vice President of WIFLE Executive Committee, has been appointed as President for a one year term beginning January 1, 2012.
• Diane McCreary, U.S. Coast Guard Investigative Service and Secretary of the WIFLE Executive Committee, is appointed as Vice President of the WIFLE Executive Committee for a one-year term beginning January 1, 2012.
• Jessie Lane, U.S. Secret Service, and WIFLE’s current President of the Executive Committee, will roll off her one year appointment at the end of this year and become President of the WIFLE Past President’s Council.
The WIFLE Foundation recently underwent a thorough audit and was found financially sound. “In our opinion, the financial statements were presented fairly, in all material respects, the financial position of WIFLE Foundation as of December 31, 2010, and the changes in its net assets and its cash flows for the year then ended in conformity with accounting principles generally accepted in the United States of America.” Drolet and Associates, PLLC, Certified Public Accountants, 1901 L Street, NW, Washington, DC.
Happy Holidays from WIFLE