Message from the Executive Director
Dear WIFLE Member:
The Holiday Season is bringing many changes for us as Margie
Moore steps down as Executive Director of WIFLE, Inc. and
President of the WIFLE Foundation, and I move into the
position. It was 12 years ago that Bonni Tischler,
Assistant Commissioner for Investigations at the Customs
Service, called me into her office and said, “I want you to
represent our agency at WIFLE and give them all the help
they need.” Then I got her famous ‘don’t-you-mess-it-up’
look. So I went to WIFLE. Although I had been to a couple
of conferences, I wasn’t a member and really didn’t know
much about WIFLE. It only took a short time for me to have
my "V-8" moment (or light bulb going off). Simply put,
WIFLE was, and still is, made up of women who passionately
advocate for other women. The early WIFLE pioneers pooled
their own money and committed their own time to create an
organization to help women succeed in their careers in
Federal law enforcement.
People associate being successful with getting to the top,
and for some that is true. I think success really is
whatever you want it to be. Success is balancing home and
work responsibilities. It is competing for positions and
assignments on a level playing field. It is being allowed
to do your job without suffering sexual harassment or
We all like to think we can make it on our own. It’s a nice
thought but rarely true. I made it to an executive level
position at the U.S. Immigration and Customs Enforcement,
but I didn’t get there by myself. I had a mentor (Bonni),
and I had people that advocated for me. We all need
advocates, and we need them throughout our careers.
Advocates can make the hard times a little easier and the
good times more enjoyable.
In the past 12 years, I have found WIFLE to be an
organization that fills the advocate role for women. WIFLE
works to remove barriers for all women. WIFLE promotes
policies that help all employees balance life and job
responsibilities better. WIFLE creates opportunities for
women to gain the training, knowledge and skills that
increase competency and enable them to better compete for
career opportunities. WIFLE provides women the forum to
meet and network with other women -- other women that can be
there to support and answer your many questions.
The women who formed WIFLE (and the previous ICWIFLE
organization) have spent more than three decades looking at
the role of women in Federal law enforcement and how the
contributions of women can increase law enforcement’s
productivity and agility in meeting changing priorities. As
2012 comes to a close, I want to thank Margie Moore and all
the women who so actively have supported this wonderful
organization over the years. I am proud to be the new
Executive Director/President and continue into the future
the important work of Margie and the original founders of
Happy holidays and best wishes for the coming year!
– Let 2013 Be Your Year for Graduate School
Marist College online Master of Public Administration (MPA)
degree program is enrolling students for both January
and September 2013. This MPA program, for law
enforcement and emergency service personnel, is open to
WIFLE members and their adult family members at reduced
Please see the attached link for additional application
College Flyer 2013
Planning for Retirement? Now's a Good Time to Apply to the Federal
Long Term Care Insurance Program
loved one or friend has experienced a long term care event, you've
probably seen how paying for assistance with the most basic daily
activities, such as bathing and dressing, can impact savings and
assets. Maybe you've also witnessed the sacrifices of time, energy,
and money that friends and family members have been asked to make
when a loved one develops a cognitive impairment such as Alzheimer's
disease. As a result, you may be wondering what you can do to avoid
these financial and emotional consequences should you ever need long
the FLTCIP Part of Your Retirement Plan
Fortunately, you can help secure your future by including the
Federal Long Term Care Insurance Program (FLTCIP) as part of your
retirement plan. If you're approved for coverage, the FLTCIP can
help protect you—and your hard-earned savings—by paying actual
charges incurred for long term care services you receive in your
home, an assisted living facility, a nursing home, or in other
settings. Currently, nearly 270,000 members of the Federal family,
including active and retired employees—and their qualified
relatives—are enrolled in the program.
Benefits of Applying Now
Federal family members can apply for FLTCIP coverage anytime. While
you may recognize the value of long term care insurance, you may not
understand the potential risk associated with delaying its purchase.
It's important to know premiums are directly related to your age.
This means the younger you are when you apply for coverage, the
lower your premium. If you wait too long, a change to your health
could prevent you from being approved for coverage. Applying now
can also ensure you have valuable coverage in case you need care
sooner than you may have expected. Once you're enrolled, you can
take comfort in knowing that you'll have protection for those "what
if" situations and access to expert care coordination.
Simplicity of Pre-packaged Plans
Choosing a level of coverage may seem complicated. The FLTCIP makes
it easy by offering four pre-packaged plans that combine the
program's most popular features and accommodate a range of budgets.
Almost two-thirds of enrollees opt for pre-packaged plans, but
custom plans are also available. The choice is yours.
Premiums That Fit Your Budget
pre-retirees assume that long term care insurance is expensive, so
you may be surprised to learn just how affordable the FLTCIP can be.
For example, a 50-year-old—who chooses the FLTCIP prepackaged Plan
B with the 4% inflation option—will pay a bi-weekly premium of
That's less than $85 per month for protection that can save you
thousands in future care costs.
calculate the premium rate for your age and choice of plans, visit
the Next Step Today
learn more about the FLTCIP's comprehensive benefits and features,
register for one of our upcoming webinars or view our existing
library of webinar recordings at
If you'd like to explore more information on your own, visit the
Online Consultant Tool,
which uses video and interactive features to help you learn about
long term care and design a FLTCIP plan that suits your needs.
personalized assistance, call 1-800-LTC-FEDS (1-800-582-3337)
TTY 1-800-843-3557 to speak with a program consultant. Our
consultants are available to answer any questions you may have and
can walk you step-by-step through the plan design and application
about the FLTCIP
Established by an act of Congress in 2000 and overseen by the
U.S. Office of Personnel Management, the FLTCIP is designed to
meet the specific needs of the Federal family. The FLTCIP
provides industry-leading benefits and offers flexible options
that allow enrollees to tailor coverage to meet their needs.
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 qualify for coverage under the
Premiums are set with the expectation that they will be sufficient,
but are not guaranteed. The premium for your group (for example,
those with the same plan design or set of benefits) may only
increase if it is determined to be inadequate. While the group
policy is in effect, OPM must approve an increase in premium.
ICE RECOGNIZED FOR COMMITMENT TO
HIRING U.S. MILITARY VETERANS
work of the U.S. Immigration and Customs Enforcement (ICE) in
recruiting, hiring and employing veterans has been recognized by
U.S. Central Command.
ICE release announced that Director John Morton was given a
certificate of appreciation during a presentation ceremony at ICE’s
headquarters in Washington, D.C., where Army Command Sgt. Maj. Frank
Grippe thanked Morton for ICE’s efforts to hire veterans.
a nation, we are cross-walking what is virtually a ready-made agent
– from service at the tactical operation level, usually overseas in
a combat operation - into law enforcement right here in the United
States,” Grippe said. “It’s a perfect match.”
Last year, nearly 50 percent of ICE’s new hires were veterans,
exceeding ICE’s goal of 30 percent, and more than 18 percent of the
newly-hired veterans had disabilities, higher than ICE’s goal of 8
percent, according to the agency. The majority of the veterans hired
by the agency last year served in Afghanistan and Iraq.
“Not only have we been enthusiastic supporters of veterans,” said
Morton, “but we’re going to continue to be enthusiastic supporters -
because it’s the right thing to do.”
FEDagent, the FREE weekly e-report written exclusively for federal
agents, invites WIFLE members to stay up-to-date on the current news
in the federal law enforcement community. Each week, FEDagent
provides the latest news to federal officials engaged in law
enforcement and homeland security activities.
Frances’ Ballestrazzi Becomes
First Female President of INTERPOL
For the first time, a woman has been elected
as President of INTERPOL. Mereille Ballestrazzi, Deputy
Central Director of the French Judicial Police, was elected
President by the General Assembly for a term of four years.
Mrs. Ballestrazzi expressed great pride in achieving the
position of President and is looking forward to serving the
needs of all 190 member countries of INTERPOL.
In a press release, INTERPOL Secretary
General Ronald K. Noble (a former Under Secretary for
Enforcement in the U.S. Treasury Department) welcomed
Mereille Ballestrazzi’s appointment as an example of
INTERPOL’s evolution, reflecting the role of both men and
women in the international law enforcement community. “She
brings invaluable experience in cross-border police
collaboration to her role, as well as proven leadership
abilities, and I look forward to working closely with her to
ensure that INTERPOL continues to provide innovative
responses to meet the needs of our member countries.”
Mereille Ballestrazzi at the 81st Interpol General Assembly
Failure to Keep an Employee’s Medical
Information Confidential Violates the Rehabilitation Act
By Peter J. Jeffrey, Esq.,
Member, The Jeffrey Law Group, PLLC, The Federal Employee’s
Law Firm ®
Pursuant to 29 C.F.R. § 1630.14(c)(1), an agency is required
to keep an employee’s medical information confidential.
Specifically, 29 C.F.R. § 1630.14(c)(1) provides, in
pertinent part, that: "Information obtained regarding the
medical condition or history of any employee shall ... be
treated as a confidential medical record, except that: (i)
supervisors and managers may be informed regarding necessary
restrictions on the work or duties of the employee and
necessary accommodation." This requirement applies to
confidential medical information obtained from "any
employee," and is not limited to individuals with
disabilities. See Hampton v. United States Postal
Service, EEOC Appeal No. 01A00132 (April 13, 2000).
For example in Cruz v. United States Postal Service,
EEOC Appeal No. 0120101339 (Jul. 21, 2011), the Complainant,
Mr. Cruz, claimed that his treating psychiatrist contacted
his supervisor and informed his supervisor that Mr. Cruz
threatened to kill one of his co-workers. Upon learning
this, Mr. Cruz’s supervisor placed Mr. Cruz on emergency
suspension. Sometime later, while Mr. Cruz was still on
suspension, a co-worker asked the supervisor why Mr. Cruz
had been absent from work. In response, the supervisor told
the co-worker that Mr. Cruz was being treated by a
psychiatrist who had diagnosed Mr. Cruz as "very nervous"
and repeated what the psychiatrist had said about Mr. Cruz
threatening to kill one of his co-workers. The EEOC held
that the supervisor’s disclosure that Complainant was
undergoing treatment by a psychiatrist and that he had been
diagnosed with a nervous condition was medical information
the Agency was obliged to keep confidential; and therefore,
violated the Rehabilitation Act's medical confidentiality
provisions. See Cruz v. United States Postal Service,
EEOC Appeal No. 0120101339 (Jul. 21, 2011); see also Griffin
v. Dep't of Homeland Sec., EEOC Appeal No. 0120073832
(May 15, 2009) (finding that the Agency violated the
Rehabilitation Act when management officials discussed
Complainant's medical information in a public chat forum); Higgins
v. Dep't of the Air Force, EEOC Appeal No. 01A13571 (May
27, 2003) (finding a violation of the Rehabilitation Act
when the Agency placed confidential medical information from
a physician documenting Complainant's diagnosis in a
non-medical work file).
More recently, the EEOC found that the U.S. Postal Service
violated the Rehabilitation Act when a former postmaster
held an associate's personnel file, including medical
records, in a closet in his home. See Grey v. United
States Postal Service, EEOC Appeal No. 0120121846 (Sep.
10, 2012). In Grey, the complainant's postmaster
held her personnel file, including medical records, in a
closet in his home. The postmaster’s wife later discovered
those files. Because the postmaster failed to store those
documents in a location inaccessible to other family
members, the EEOC found that the U.S. Postal Service
committed a per se violation of the Rehabilitation
Act in the form of an improper disclosure of confidential
medical information. See id.
If you have any questions or concerns regarding the
Rehabilitation Act, contact The Jeffrey Law Group, PLLC, at
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.
Lawmakers Likely to Delay STOCK Act Disclosure Affecting
Law Enforcement & Intelligence Officials
As December 8th draws near,
approximately 28,000 federal employees including
military, diplomatic, law enforcement, and intelligence
officials , are awaiting a decision from Congress
concerning the internet posting requirement deadline
under the current STOCK Act law. The Stop Trading On
Congressional Knowledge (STOCK) Act, passed in April of
this year, compelled the online posting of personal
financial information of these employees. The types of
information contained in these financial disclosure
reports are currently available and the affected
employees do not object to the requirements. The
information, however, is currently available only
through official requests, ensuring they are legitimate
and that the disclosures will be used lawfully.
As a result of the opposition to the
disclosure requirement of the law, Congress authorized
the National Academy of Public Administration (NAPA) six
months to conduct a study that would investigate the
impact of the law’s provision. This came after senior
federal officials expressed concern about the increased
possibility of blackmail, identity theft, or financial
fraud brought on by having personal financial
information available in the public domain.
Because the December 8 deadline is well
before the six month requirement for the study (which is
in late February or early March), lawmakers are
considering delaying the disclosure requirement until
the study has been completed by NAPA and the potential
impact of the STOCK Act’s provisions can be analyzed.
While open government groups believe the law is
necessary to prevent conflicts of interests by federal
employees, those affected believe the provision must be
eliminated or the law must be revised to better balance
the privacy and safety of federal employees. While we
await the decision, it is a good time for all law
enforcement officers and employees - not just those
affected by the current provision of the Stock Act - to
be aware of ill attempts to gain confidential and
personal information. Some of these efforts may seem
obvious or even futile to some, but for those who work
with criminals - inmates or terrorists - or for those
making decisions affecting members of the public,
protecting personal information is a safety measure not
to be overlooked.
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.
to all of the year-end “to dos,” here are a few more
that can put you on a sound financial path for 2013:
Review your tax withholdings – Did you receive a sizable
refund for tax year 2011? If so and your income and
expenses are similar this year and next, file a new W-4
reducing your withholding. If you had to write a sizable
check when you filed your taxes, increase your
withholding for 2013.
current on the amount that you can contribute to the
Thrift Savings Plan (TSP). For 2013, your standard
contribution will be $17,500 and the ‘catch up’ (if you
are age 50 and beyond any day in 2013) will be $5,500.
Make sure that you are contributing at least 5% of your
base pay each pay period– that’s the only way to receive
the full agency match.
year especially, determine if the ROTH 401(k) TSP Option
is right for you. If you are currently in a lower tax
bracket, the ROTH 401(k) TSP Option could make long-term
sense. You will be paying the tax on your contributions
at your current tax rate then it will grow tax-free.
(The government’s automatic and matching contributions
will be invested in the pre-tax TSP.)
are currently in a high tax bracket, project what your
tax bracket is likely to be in retirement. Investing in
the ROTH 401(k) TSP will result in you paying the taxes
on your contributions at your current tax rate, but
having some tax-free income in the future could be
sure that you have scheduled expenses sufficient to
‘use’ all of the current year money in your Flexible
Spending Account by March 15, 2013. There is still the
“use it or lose it” rule.
Maximize your health insurance benefits, if you have met
your annual deductible and know that you have covered
medical services coming up, try to schedule the
procedures by December 31, 2012. They will cost less
than they will when you have to pay your deductible
out-of-pocket for the new year.
Review all insurance policies – homeowners, auto
insurance, etc. – have the coverage that you need but
not coverage that is redundant or insurance on things
you no longer have.
Check your credit report. Everyone is entitled to a free
credit report from each of the three credit bureaus
every 12 months. You can get the free report at
www.AnnualCreditReport.com. Review it carefully and
dispute any items that are not correct.
Review your Designation of Beneficiary forms that apply
to Federal benefits:
TSP - 3 – Thrift Savings
SF 2823 – Federal Employees’
Group Life Insurance (if you have it)
SF 1152 – Would direct to
whom you want the government to send any non-dispersed
funds if you die as an employee.
SF 3102 (FERS) – For your
unrecovered contributions to the retirement fund. This
applies only if you die before recovering the amount you
contributed to the retirement fund, and have no
surviving spouse or dependent child entitled to a
SF 2808 (CSRS) – For your
unrecovered contributions to the retirement fund. This
applies only if you die before recovering the amount you
contributed to the retirement fund, and have no
surviving spouse or dependent child entitled to a
Further, review your Designation of Beneficiary forms
for any investments, insurance policies and accounts you
have outside of Federal employment. Correct designations
expedite the distribution of your assets upon your
Review your Will and Living Will. Hopefully, you have
these in place. If so, review the documents to be sure
that things have not changed. If you haven’t gotten
around to taking care of establishing a Will and Living
Will put it on your priority “to do” list. Everyone
needs both of these documents.
Establish a Durable Power of Attorney for financial
affairs. This is not something that you need only when
you are older (remember that’s always 20 years older
than you are). Many things can result in your being
incapacitated. There are certain assets that even your
spouse cannot access without a Durable Power of Attorney
for financial affairs while you are still living (even
is the asset is in both names). Your home is just one
Not Quite as “Easy as Sunday Morning” – Preparing for a Transition
from Public Service to Private Industry
By: Alan A. Malinchak (FBI retired 1984-2004) - President, Eclat
In 2002, just two years from FBI
retirement eligibility, and a FERS retiree not by choice, I realized
I would need to continue employment beyond retirement with two
daughters’ college bound. My two-year path to prepare for a career
in private industry was a sound plan, but as I look back I was
woefully unprepared - I got lucky. I have been fortunate to work
for two government contractors, ManTech International and Homeland
Security Solutions, Inc. I have experienced a successful journey
with these companies from 2004 to present and have learned the ins
and outs of employment within private industry and government
contracting. This article is a reflection and a guide related to
the changes you will need to consider and begin your preparation as
you approach your next successful career beyond today.
Change is both inevitable and
controllable. The most difficult aspect of preparing for your
transition is “not knowing - what you don’t know”. The first piece
of advice I would give you is to start preparing NOW – long before
you intend to retire. There is a great deal you will need to do to
prepare to land a GREAT job in private industry. Preparing over
time will reduce the stress and put you several steps ahead of those
you will be competing against in the private job market. You know
hard work - being a case agent and preparing for trial. You can do
this; you simply need a roadmap. Make a plan, analyze the direction
of your path, make logical decisions, and engage the following
Start by knowing your numbers.
Determine your financial living plan. Determine how long you
want/need to work. Calculate all the factors related to your income
needs now and beyond the net value of your government retirement
You will experience fear and
anxiety of the unknown, conflict over financial considerations, and
emotional ups and downs during the process of your professional
reinvention. You will be leaving a profession where you have
contributed and made a significant difference in the world. You will
be leaving a 20+ year comfort zone where you have experienced
success and have an established identity for the unknown. As you
plan for this transition, you may not know what you want to do or
what you are qualified to do, or you may need new professional
credentials/certifications beyond your KSAs. For the most part, you
are going to be starting over – you will be the newbie once again.
You will need to invest time, energy and finances into preparing
for your next career. “Who You Are” may not be “Who You Will Be”.
Evaluating the Job
You will need to understand the
areas of growth in the job market - by industry - by location.
Learn what professional positions are in demand now and what/where
are the trends. Evaluate whether you want to work for a corporation
or a small business, publicly traded or privately held company. Are
the companies you are interested in profitable, stable and do you
believe they will survive the next economic downturn, fiscal cliff
Private or Entrepreneur?
Do you have the desire, finances
and drive to start your own company, be your own boss? Do you
understand marketing, customer base, and are you ready to work 24/7?
Building a career path map that allows you to find a relatable
position in a non-profit, other public agency, private enterprise or
as an entrepreneur should focus on your interests, qualifications
and financial needs. Have you conducted an assessment of your
competencies? Are there gaps in your competencies and the skill set
necessary to be successful in your post public service career?
Which competencies translate well to business needs? What are you
missing? How do you acquire what you need? How much time do you
need and at what cost?
Do you possess business acumen?
Are you knowledgeable about business drivers, e.g., i.e. revenue
growth, profitability, and program execution? Are you
familiar with corporate hierarchy, titles, roles and
responsibilities? In business, you are either overhead (cost the
company money) or direct labor (generate income for the company).
Knowing which position to target based on your qualifications,
potential to add value to a company, and your comfort zone is
essential. A company’s growth is dependent on business development
and its pipeline of future contracts for goods and services. Learn
the drivers of what enables a company to grow and succeed and how
your capabilities are essential for their continued growth. Are you
familiar with the world of government contracting? Know the Drivers
and Timing for Corporate Hiring?
Most likely you have been
involved, supervised or led projects and programs throughout your
career, but do you have a Project Management Professional (PMP)
certification? If you are involved in network or cyber security
operations, do you have certifications in A+, Network+, Security +
or are you a Computer Information Security System Professional (CISSP)?
You may have the operational experience and skills but you will need
a professional certification to be competitive in private industry.
During your career you may have been involved in acquisitions,
contract review or personnel human resources. Did you acquire any
internal federal law enforcement certificates that will enable you
to get to the next level of an external professional certification?
Professional certifications are valued by performance based
businesses that direct bill to their clients and are the backbone of
private industry. Have you acquired or do you need additional
education that can be leveraged to be more competitive?
Your security clearance has
monetary value in private industry. Maintain it. Insure your
reinvestigation is complete.
It’s important to maintain a
network of your trusted friends within the federal law enforcement
agency who have entered private industry as well as expand your
networking beyond those trusted friends. Join professional
associations, establish a LinkedIn account, attend professional
networking functions/events, volunteer at non-profit associations,
establish relationships with recruiters – simply make as many
connections in as many industry spaces as you can. Making
connections, professionally and socially is a key discriminator in
people knowing you are looking and having something to offer. You
understand and know the benefits of building rapport – start now to
strengthen your networking skills.
Job Boards, Job Fairs
Identify and attend job fairs,
especially those that are searching for job candidates with
clearances. Learn from the hiring managers present what
capabilities/credentials they are looking for? Review job boards,
and learn how to use job board aggregators and the techniques to get
job leads emailed to you directly. Establish relationships with
recruiters who can contact you when opportunities arise.
Many of you may have not yet
written a corporate resume and some of you may have been like me and
tried to create a complete summary of my career accomplishments that
spanned 20 pages. Unfortunately, the people that read resumes
typically get hundreds of them and they only take 7 seconds to
review one and determine if you have the skills for the positions
for which they are hiring. Writing a resume the right way and
including the right information will be critically important. And
it can only be 2 pages max!
Congratulations! If you are
going on an interview it means you are generally qualified for the
job! The interview process is how companies determine which
candidate is the MOST qualified for the job. They are drilling down
on the depth and breadth of your experience as compared to other
candidates as well as determining your personality and cultural fit
within their team and the company. This is a weeding-out process
and there are tricks to stay on the shortlist and make it to the
finish line. There are typically three or more interviews before a
decision, and there are multiple interviewers. Some companies do
personality or skills assessments as well to ensure there is an
organizational and cultural fit.
In your government career, your
salary, vacation and benefits are predetermined. Not negotiable.
But in industry how well you negotiate this first compensation
package can be a hallmark on how you are compensated going forward.
In industry there can be many variables to negotiate including
title, basic salary, bonus structure, vacation, stock options – the
list goes on. Employers expect to negotiate salary and other
benefits, but not everything is open to negotiation. It depends on
the company, its compensation policies and the level of the role for
which you are being considered. The reality is that a company’s
success is dependent on controlling costs so it typically won’t
offer a penny more than necessary to make a hire. The first offer
will typically be fair but not the highest. The candidate must make
a case to negotiate a better offer. Always remember the value of
your security clearance, and, should an employer refer to your
retirement salary – never allow the monies you earned for your
public service to be a pawn in the employers counter negotiations.
A Day In The Life
Your new career is going to be
different. Different culture, mission, job responsibilities, cast
of characters including boss (es) and now CLIENTS, commute,
processes, etc. The leadership and teamwork traits that you have
fine-tuned in your public service career are desired, valuable and
critical to private industry, especially how they affect performance
within a company. Companies value good employees, especially those
that contribute to either top line growth or bottom line savings.
Ask or Look for
There are others who have gone
before you, some successful, some not. Seek out both and learn from
their mistakes and successes. Yes, there are companies that can
provide direction and assistance, but the most important step is
recognizing you need to prepare and invest the time, energy and
enthusiasm into your transitional career as you did when you
transitioned from your former position to becoming part of your
Change is hard. You need to be
resilient in your efforts to transition to your next career. Expand
your capabilities and your network, and remember, “It’s Only the
Beginning…” of your next chapter. Good Luck.
Alan A. Malinchak is the President of Eclat Transitions, a career
transition services company
the Chief Learning Officer at Homeland Security Solutions, Inc. (HSSI)
www.homelandsecurityinc.com. Al has
over 35 years of professional experience in government, industry,
and academics and is a U.S. Navy Veteran (DAV). Al can be
firstname.lastname@example.org or contact him through
Items in the News that Affect
Employees and Retirees Eligible for Hurricane Sandy Benefits
Did you know that federal employees and retirees
hit hard by Hurricane Sandy are eligible for special benefits,
including additional supplies of medication if needed? See the
link below for further information.
Open Season for FEHB
Open Season for the Federal Employees Health
Benefits (FWHB) Program runs this year from November 12 through
December 10, 2012. Please contact your agency human resources
office or go on line at
for additional information.
OPM Dismissal and Closure Procedures for 2012-2013 Winter Season
The Office of Personnel Management (OPM)
announced dismissal and closure procedures for the 2012-2013
winter weather season in the Washington, DC area. Based on
feedback from agencies and employees in the wake of Hurricane
Sandy, OPM has revised its message to the public and
instructions for agencies to follow in the coming winter
months. Read the OPM press release below for all the details.
Who Cares About Affairs?
By June Werdlow Rogers, PhD
unraveling scandal surrounding an extra-marital
relationship of former Central Intelligence Agency (CIA)
Director David Petraeus has many asking why anyone
should care about another’s personal life - including
the man ultimately responsible for the Nation’s
security. Why indeed?
for one thing, engaging in an affair may be viewed as a
chargeable offense. Many state, local and federal law
enforcement agencies continue to charge its agents,
officers and other employees who engage in extra-marital
relationships with the offense of “Conduct Unbecoming”;
evidence of having violated the requirement to “Keep
Your Private Life Unsullied”; or some other catch-all.
Such improper conduct can result in termination. Then
there’s the lying, sneaking and conniving.
every affair that I’ve come to know about, the parties
go to great lengths to keep the matter secret. Consider
this classic case resulting in the termination of a
police officer and an administrative employee:
parties did engage in an extramarital affair and in
doing so did use departmental equipment, telephones, and
city employees paid time to make arrangements and
continue said affair; both parties previously mentioned
failed in their responsibility to be forthcoming and
truthful in this internal investigation in that [they]
did attempt to conceal the fact they were involved in an
adulterous relationship; their conversations on a
departmental recorded line are now permanent record and
comments made by each of them in the conversations about
coworkers, subordinates, and managers of the DPD would
make a harmonious work environment almost impossible and
may well constitute a hostile work environment for those
affected by [their] comments; [They] have shown a
disregard in an egregious manner to departmental
equipment and work standards while on duty…..”
short, affairs potentially can be destructive to any
workplace, especially law enforcement settings where
officers and agents depend on each other in life and
death situations. As a former Special Agent in Charge,
the one word summing up my concern about an affair
taking place among my people would be terrifying.
terrifying prospect relative to extra-marital affairs is
how they end - and I am not just referring to any
detriment to the livelihood of those involved - I mean
detrimental to mind, body and soul. Last month, a
scandal unfolded when allegations surfaced that former
Detroit Police Chief Ralph Godbee’s married paramour was
so distressed to learn he had another woman with him at
an out-of-town training conference (IACP) she threatened
suicide. How do we know? The disturbing photograph of
her with a handgun in her mouth quickly went viral on
the internet. And similar to the woman in the Detroit
Police Chief’s life, in the neighboring state of Ohio
the mistress of another police chief did not fare too
Nicknamed the “Kissing Cops” the former Perry Township
Police Chief (OH), a male and a rookie female officer
were caught on tape kissing (and whatever) in a police
cruiser. The dash cam recorded their tryst taking place
in the front seat with a sleeping prisoner in the
backseat. When confronted, they both decided to quit.
His retirement was accepted, but her request to resign
was refused. Instead, the township insisted on firing
her. Although the female officer ultimately won a
discrimination suit, this high profile case undoubtedly
brought with it grief. Yes it’s the 21st
century, but no punishment of this type of conduct is
not likely to cease - whether informal resignations or
examples presented are an indication of what to expect,
the woman at the center of the Petraeus scandal
description just one week into her ordeal says it all:
Devastated. Who cares about affairs among law
enforcement professionals? I do. What about you?
Roberts, L. “IA Investigation Into Fired Officer
Reveals Alleged Affair, Insubordination,
Numerous Department & Policy Infractions
Discovered.” The Douglas Enterprise,
October 3, 2012, http://www.douglasenterprise.net/
(accessed November 27, 2012).
Special Report: Women Behind
According to a Special Report issued by the U.S. National
Center for Women and Policing (womenandpolicing.org),
the first female police officer ever hired on a police force
was back in 1905 in Portland, Oregon. Since then, the
number of women police officers has slowly grown around the
country. Numbers got a boost in 1972 when the Civil Rights
Act of 1964 was expanded to include public agencies,
including police departments. A recent news report
highlighted two female police officers; one who has been on
the force for 20 years and a second who is a rookie, on the
job for 18 months with a field training officer and six
months on patrol. Both say even though being a police
officer may still be a man's world, they love their jobs and
can do them just as well as a man and, in some cases, maybe
better! Read at
HUMAN TRAFFICKING SEMINAR
WIFLE, partnering with the U.S. Marshals Service,
held its annual Human Trafficking Seminar on Wednesday, November
28, 2012. Seventy-five participants from Federal, state and
local law enforcement agencies and private organizations
attended. Margaret Coggins, WIFLE Senior Advisor, serviced as
the program’s moderator.
The morning session began with Analysts Michelle
Ford-Stepney and Emily Genung providing an overview of INTERPOL
and the International Trade of Sex Offenders. David Rogers (SSA,
FBI) exposed common misconceptions of human trafficking
(including the belief that the majority of victims are not U.S.
citizens and that travel across state lines is required to
qualify for trafficking); Victor Boutros (Human Trafficking
Prosecution Unit, DOJ), reviewed the criminal statutes covering
human trafficking and provided examples of many; and David
Meadows (DHS/ICE/HIS) described the difficulties in
investigating and prosecuting cases in the United States and
internationally. All three speakers stressed the importance of
viewing human trafficking cases as “victim-centered” and that
the human needs of victims need to be addressed FIRST.
After lunch, Alice Hill, Senior Counsel to the
Secretary of the Department of Homeland Security – The Blue
Campaign, showed a video, produced by “Truckers Against
Trafficking”, which tells the story of a domestic victim of
human trafficking who was rescued by a Good Samaritan’s 911 call
to the police. Ms. Hill outlined how the Blue Campaign works to
combine resources of all DHS components to combat human
trafficking. Julie Myers Wood, Guidepost Solutions, LLC,
explained Executive Order 13627, “Strengthening Protections
Against Trafficking in Persons in Federal Contracts”, and its
impact on new federal acquisition regulations. The E.O.
requires that contractors for Federal contracts, and their
subcontractors, have a compliance plan in place to prevent human
trafficking and that that plan be posted in the workplace.
Teresa Tomassoni, Director of Programs with FAIR
(Free, Aware, Inspire, Restore) Girls, described the work of
this local (DC/MD/VA) organization. Every year, FAIR Girls
provides outreach and prevention education to more than 3,000
sexually abused and trafficked girls with the prevention
services they need to become young survivors. (www.fairgirls.org)
James Dold, Policy Counsel, Polaris Project, National Human
Trafficking Resource Center (NHTRC) spoke about the 24-Hour
National Hotline (1-888-3737-888)and explained the Safe Harbor
Legislation which prohibits the prosecution of juveniles
involved in prostitution.
The final speaker, Staca Shehan, Director, Case
Analysis Division with the National Center for Missing and
Exploited Children described how the Center can assist law
enforcement agencies with cases involving domestic minors who
are being trafficked. They operate the nation-wide hotline for
missing children (1-800-THE-LOST); the Cyber Tipline (www.cybertip.org).
WIFLE thanks Lennon Baccus and Katrina Queen,
U.S. Marshals Service, for their help and work with the planning
and the logistics for the seminar. Thank you also to Karen
Kelly and Michelle Hutchings, interns with the Feminist
Majority, who helped with registration and logistics.
Executive Director of WIFLE, Inc. and
President of the WIFLE Foundation
Feminist Majority Interns Michelle Hutchings
and Karen Kelly
Hill and Cathy Sanz
WIFLE 14th Annual
Mark your calendars! You
want to plan on attending WIFLE’s 14th Annual
Leadership Training, June 24-27, 2013. The 2013 training
event will be held at the Westin Mission Hills Hotel and
Conference Center in Rancho Mirage, California.
Stay up-to-date on new
information about the Palm Springs area training by visiting