WIFLE Eleventh Annual Leadership Training in Nashville June 21 – 24, 2010

Save the date for WIFLE Foundation’s Eleventh Annual Leadership Training Conference in June 2010 at the Gaylord Opryland Hotel in Nashville, Tennessee. The training conference officially opens on Tuesday, June 22 and concludes on Thursday, June 24. Special training sessions will take place Monday, June 21, on “Terrorism and the Screening Improvised Explosive Devices.” 
Registration is now open for the conference. Take advantage of WIFLE’s Early Bird conference registration and save 10% when you register by April 30, 2010. Go to www.wifle.org/conference2010 for registration and information on the conference highlights. See you in Nashville!
WIFLE Partners with PoliceOne.com

WIFLE members will receive a 20% discount when registering for any Street Survival Seminar. The code for members to use is WIFLE20. Seminars are conducted in various cities throughout the year, so check the PoliceOne.com website for details. The Calibre Press Street Survival Seminar is one of the premier brands in law enforcement training and trains nearly 10,000 officers per year. 

In addition, the agreement incorporates a regular WIFLE column for the PoliceOne.com online law enforcement resource. Dr. June Werdlow Rogers has signed on as the WIFLE columnist. For more on Dr. Rogers, see the following article.

Meet Dr. June Werdlow Rogers

As announced above in the PoliceOne.com article, Dr. June Werdlow Rogers will be the WIFLE regular columnist for the PoliceOne.com online law enforcement resource. Dr. Werdlow Rogers is a retired Drug Enforcement Administration Special Agent in Charge who holds a Ph.D in Criminal Justice and Criminology from the University of Maryland. In addition to DEA, her 28 years of law experience include service with the Detroit Police Department and the Central Michigan University’s Department of Public Safety. 

We are fortunate to have an established author such as Dr. Werdlow Rogers signing on as a WIFLE columnist. She is the author of “Becoming Marketable: A Guide for Criminal Justice Majors and Recruits” (available from www.staffspublishing.com) and also contributed the chapter on “Counseling and Diversity Issues” to the book, “Police Psychology into the 21st Century” (Kurke and Scrivner) (available from www.amazon.com). Dr. Werdlow Rogers’ newest book, “CRACKING THE CODE: Surviving & Thriving in the Man’s Double Standard World” is pending publication by Cable Publishing (www.cablepublishing.com). Numerous articles written by Dr. Werdlow Rogers may be accessed at www.opednews.com. At the attached link, see her recent article entitled “Lead, Follow or Get out of the Way? Smart Women Lead.” 

Dr. Werdlow Rogers often has been a speaker at national professional conferences, colleges and universities, and various training seminars. She has made public appearances on television and radio, and is heavily quoted in printed media accessible on the internet.

WIFLE Memorandum of Agreement with the US Marshal Service

WIFLE Executive Director Margaret Moore signed a Memorandum of Agreement (MOU) with Director John E. Clark of the US Marshal Service (USMS) on December 16, 2009. Executive Director Moore states the MOU with USMS solidifies an understanding that “the USMS affirmative employment program is a vehicle to provide for the development and implementation of an open dialogue between USMS and WIFLE. The one important goal of the affirmative employment program is to ensure that USMS reflects the demographic make-up of the applicable civilian labor force for the population of women.” 

USMS will coordinate WIFLE’s “Recruitment Fair” to be held in conjunction with the eleventh annual leadership training in June in Nashville, Tennessee. The Recruitment Fair Day is scheduled for Tuesday, June 22, from 1:00 pm to 5:00 pm and will be open to the public. For more information on the Recruitment Fair Day, please contact Katrina Queen, USMS, at Katrina.queen@usdoj.gov

International Women’s Day 2010

Celebrate International Women’s Day (IWD), commemorating women and their achievements, on March 8, 2010. IWD is a major day of global celebration for the economic, political, and social accomplishments of women past, present, and future. 
The first IWD was in 1911, which makes next year the Global Centenary of the event. In some countries, such as Russia, China, Vietnam, and Bulgaria, IWD is a national holiday. To read more about IWD and the many events planned worldwide to celebrate the day, go to www.internationalwomensday.com.

  MARISTret.jpg (255599 bytes)Marist College Offers Online Degrees for WIFLE Members

Marist College, a nationally-ranked, accredited college, is proud to be an academic partner with WIFLE -- a group which upholds a commitment to diversity and places a high value on community and the principle of service. As a result of this partnership, WIFLE members will have the opportunity to enroll in an online law enforcement-focused Master of Public Administration (MPA) graduate degree program. 

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 U.S. News & World Report consistently places Marist in its top tier. 

Marist 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. In recent years, Marist’s academic relationships have included associations such as the National Organization of Black Law Enforcement Executives, the Fraternal Order of Police, and law enforcement organizations in Florida, California, and beyond.

Marist’s online law enforcement MPA is designed exclusively for law enforcement personnel and combines 8-week courses with the flexibility of online learning. 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 has a special tuition rate of $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. 

In addition, WIFLE members and their families interested in any of Marist’s other non-discounted graduate or adult undergraduate programs, will qualify for a 25% tuition reduction. 

Applications are currently being accepted for Summer and Fall 2010. If you have any questions about the online law enforcement MPA or any of Marist’s other programs, please contact Patricia Harris-Jackson or Laura Zurowski at 888-877-7900, or via email at graduate@marist.edu.

   Saundra 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.  


L Fund Facts

PDF Format

The L Funds are intended to meet the investment needs of Thrift Savings Plan (TSP) participants with time horizons that fall into five different date ranges. The five L Funds were designed for the TSP by Mercer Investment Consulting, Inc. The asset allocations are based on Mercer assumptions regarding future investment returns, inflation, economic growth, and interest rates. The TSP will review these assumptions at least annually and determine whether changes to the allocations are warranted.

L2040, L2030, L2020, and L2010 are for participants with time horizons that fall within the defined date ranges. The asset allocations of these funds are adjusted quarterly, moving to a more conservative mix, gradually approaching that of the L Income Fund. Between quarterly adjustments, the asset allocation of each fund is maintained through daily rebalancing to that fund’s target allocation. When a fund reaches its horizon, it will roll into the L Income Fund, and a new fund will be added with a more distant time horizon.  Full Article here.

The Equal Employment Opportunity Commission's Proposed Revisions to Federal Agency Complaint Processing

On December 21, 2009, the EEOC published proposed changes to 29 CFR Part 1614 Administrative practice and procedure, Age discrimination, Equal employment opportunity, Government employees, Individuals with disabilities, Race discrimination, Religious discrimination, Sex discrimination.  The EEOC sent a draft Notice of Proposed Rule Making to 170 Federal agencies for coordination and comment: Thirty-three agencies or agency components submitted comments; three agencies noted that they had no comments, or that they believed the proposed changes were improvements; and, of the remaining thirty comments, nearly one-third were from various components of the Department of Justice. The inter-agency comments are summarized in the discussion of the proposed changes in the Federal Register Notice attached in PDF Format.  

Among the changes, the Commission proposed to add two new paragraphs- One requiring review of Agency programs for compliance and issuing notices to agencies when non-compliance is found.  The second to permit EEOC to grant agencies variances to conduct pilot projects in alternative ways to process complaints. Pilots would be subject to EEOC approval by vote of the Commissioners and would usually not be granted for more than 12 months.

The EEOC proposed two clarifying changes to apply the regulations to complaints against the Government Printing Office; and, to clarify that complaints alleging discrimination in proposals to take personnel actions or other preliminary steps to taking personnel actions should be dismissed unless the complaint alleges that a proposal or preliminary step is retaliatory.

EEOC proposed clarifying changes in various other sections including extending the time frame when agencies must provide relief ordered from 60 days up to 120 days. Since the complainant has 90 days to file suit in United States district court, requiring agency relief earlier is premature since it is unknown whether the relief ordered is final until the expiration of time allowed to file in court.

For additional information, read the complete Notice of Proposed Rulemaking, attached, and read the article below by By Mahoney and Jeffrey, PLLC.

The EEOC’s proposed revisions to its federal sector complaint processing fail to substantively address the continued failure of agencies to timely and adequately investigate complaints.
By Mahoney and Jeffrey, PLLC

On December 21, 2009, the EEOC proposed revisions to its federal sector complaint processing regulations which, in part, would permit agencies to forgo the current complaint processing provisions of 29 C.F.R. Part 1614, and develop and conduct their own pilot projects for processing complainants. See Fed. Reg. Vol. 74, No. 243, 67839-67844, at 67843. Disturbingly absent from these proposed revisions are any EEOC proscribed standards or guidelines to ensure that any pilot programs are fair to employees and/or maintain investigative quality.

Currently, Executive Branch agencies process federal employees’ EEO complaints under the U.S. Equal Employment Opportunity Commission’s (EEOC) regulations at 29 C.F.R. Part 1614. Employees unable to informally resolve their complaints during the counseling phase may file a formal complaint with their agency. The agency will then either dismiss or accept the complaint for investigation. Thereafter, if the complaint is accepted, the agency typically has 180 days from the date the complaint was filed in which to issue an investigative report. After the employee receives the report, or 180 days have passed since she filed the complaint, she may (1) request a hearing before an EEOC administrative judge; or (2) forgo a hearing and request a final agency decision.

Read the Full Article Here.


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