2200 Wilson Boulevard
Suite 102, PMB-204
Arlington, VA 22201-3324
Save the dates! On August 26-27, 2014, WIFLE will conduct its 15th Annual Leadership Training at the Omni Shoreham Hotel in Washington, DC. The training is open to all federal employees, as well as state and local law enforcement. The training fees are $300.00 per person if registered by July 1, 2014. After July 1, the fee is $350.00 per person. There is another bonus to registering early - WIFLE partner, Feds Protection, is giving a $5 Starbucks card to the first 100 registrants. Check the 15th Annual Leadership Training website at wifle.org regularly for the latest information, links to register, and for updates on the agenda. Hope to see you in August!
Catherine W. Sanz, Executive Director of WIFLE, Inc.
You may have asked yourself, why is the WIFLE Scholarship important? Research indicates that women believe education is a key to success. It is a way out of poverty and women tend to work very hard to gain entrance into college and universities. The good news is that their hard work results in acceptance into excellent schools. The bad news is that acceptance into good schools means women tend to graduate with higher debt. Making the situation worse is that women tend not to make the same money as men, which means it takes women longer to pay off school debt. But, we are in the federal government, we all get paid the same right? To a degree, this is correct. However, the Office of Personnel Management (OPM) has found that women and other minorities are not putting enough away into their TSP accounts, and when they do make substantial contributions, they are not aggressive enough in their investment strategy, leaving them with inadequate retirement income. One of the largest contributing factors is that women disproportionately occupy the GS 9 and below pay levels.
WIFLE members are not only sworn law enforcement personnel. We support all women in the federal law enforcement agencies, regardless of position. The WIFLE Scholarship is one way in which we support other women trying to break into the profession that has only achieved approximately of 15-16% women. Combined with our partnerships with Marist University and Excelsior College offering discounted tuition, WIFLE provides a path for women to reach their professional goals. It allows us to reach back to the youngest generation and provide them the support that many of us did not get when we started. We can’t solve all the issues, but we help make it just a little bit easier to navigate our careers. Isn’t that what we want? Just to have our careers and life a little bit easier?
In support of our mission, WIFLE Past Presidents and Board Members have begun to hold small fund raising and networking events to benefit the WIFLE Scholarship Fund. Our first event in November 2013, was wine and cheese at a historic Alexandria, VA home, hosted by Monica Rocchio and Natalie Murphy. Our second event in January was a Sunday Champagne Tea hosted by Board Member, Betsy Casey. Yes, a tea party, we even had the little sandwiches, scones, and champagne. Our third event in March will feature a “Taste of Virginia” hosted by Kim Thompson, in which we will explore Virginia wines. Look for the announcement and, if you can make it to Leesburg, Virginia, we would love to see you.
WIFLE Foundation, Inc. was pleased to select five young women and one WIFLE member to receive scholarships in 2013. Candidates must have completed their first year of school, perform community service, provide a letter of recommendation from a community official, and plan to enter into a law enforcement or a criminal justice related field. Last year, your support resulted in helping the following women attain their goals.
Casey Shea Kirk – Florida State University: Casey is a Criminology and Criminal Justice major. Casey has been volunteering for the Special Olympics since her freshman year of high school. She was hooked as soon as she started participating in the weekly practice sessions for volleyball. She fell in love with her athletes and their families and has continued to progress to other swimming, bowling and softball.
Sarah Nicole Overstreet – Indiana State University: Sarah is a Criminal Justice and Criminology major. Sarah’s father, an outreach minister, influenced his daughter to give back to her community and taught her that when she helps people in her community she is planting a seed to better their life as well as hers. For the last two years, Sarah has volunteered for the Dare to Care Food Bank, which helps more than 250 families in just one county.
Kandace Shackelford- Sam Houston State University: Kandace is a Criminal Justice Major. One of the many groups Kandace volunteers for is the Spirit of St. Louis, which provides therapeutic horseback riding for children and adults with various disabilities. Therapeutic riding has been shown to develop and improve strength, balance, coordination, and fine motor skills, all of which help to improve the lives of these individuals.
Stacy Lee West- Polk State University: Stacy is majoring in Public Safety Management. In September 2011, Auburndale, FL Police Officer Stacy West answered a domestic dispute call. As she approached the door, an individual fired 20 rounds through the door from an SKS assault rifle, striking Officer West 3 times. She dragged herself out of the line of fire and guided responding officers to the suspect’s location. To date, she has had seven surgeries but was left with permanent nerve damage in her hand and a hole in her pelvis. These injuries forced Stacy to leave her chosen profession at the age of 28. She currently volunteers her time speaking to victims and law enforcement officers about dangerous situations and the need to take extra precautions.
Amanda Jordan Wilson – Pacific Lutheran University: Amanda is majoring in psychology. She volunteers for three different organizations that provide services to the homeless and assists with everything from performing kitchen duties to sorting donated clothing. Amanda donates her time in hopes of creating a better community and better lives for the people she helps.
In 2008, WIFLE Foundation created a
Member’s Only Scholarship to assist our members to pursue new goals.
Not sure you want to go back to school? Members can sponsor someone
else to receive the scholarship. In 2011, a member from the FBI
sponsored her daughter. In 2013, WIFLE member Norma Martinez Caro –
St. Mary’s College of California received the scholarship.
Norma is pursuing her Masters in Leadership Studies and serves as local
police officer for the City of Berkley, CA. She works hard to serve as
a role model to her community. Both her parents only achieved a third
grade education, which is common in her family. An education was
something that was not valued in her village in Mexico. Norma hopes her
achievements will help to change the perspective of her family and her
WIFLE SCHOLARSHIP PROGRAM DETAILS AND APPLICATIONS FOR 2014 ARE AT THIS LINK.
WIFLE is pleased to announce the new Elizebeth Smith Friedman Intelligence Award of Excellence to honor achievements by intelligence professionals on behalf of federal law enforcement. This award will honor an employee in the intelligence field for a significant contribution that benefits the interests of federal law enforcement. The award may be presented to an individual or to a team. The achievement must have made a vital and unique contribution to the successful accomplishment of a Federal law enforcement mission. The achievement must be verified with the signature of a chain of command manager or high level official from the organization.
Background on Elizebeth Smith Friedman
In the mid-1920s through the
1930s, Elizebeth Smith Friedman, America’s first federal law enforcement
cryptanalyst, led the fight against organized crime groups who
controlled liquor and narcotics smuggling. At the time, stopping this
formidable enemy was the nation’s highest law enforcement priority.
These vast criminal empires used sophisticated codes and ciphers to communicate and plan their criminal activities putting federal law enforcement in a quandary - the U.S. Coast Guard (USCG) could intercept the encrypted radio messages, but had no expertise to decipher the messages; and the U.S. Customs Service (USCS) and the Bureau of Prohibition had no solid intelligence to carry out operations to intercept the shipments of contraband from Canada and Europe. What was needed was a secret weapon.
In 1925, an era when women did not routinely work outside the home, and in fact had just won the right to vote, Elizebeth’s agile mind became the government’s secret weapon. Elizebeth used her expertise in code-breaking to "eavesdrop" on the criminals’ communications. Combined with other leads and information derived from informants, wiretaps, surveillance, and radio communication monitoring/ intercept and direction finding, Elizebeth not only cracked the enciphered messages passing between the criminal organizations, but then collated the collection of information into finished actionable intelligence.
The resulting actionable intelligence was then distributed among the three Treasury law enforcement agencies, Bureau of Prohibition, USCG, and USCS. Together, working with joint- task- force-like cooperation, these agencies then formulated operations based on the intelligence to systematically seize the contraband shipments boat by boat. With Elizebeth’s prolific cryptanalysis production, the tide began to turn in favor of federal law enforcement agencies, and they began making large conspiracy cases across the country.
Elizebeth initiated an informal training program for prohibition agents and coast guard personnel to learn the art and science of cryptology. This helped to increase production of intelligence available to the task force. She even trained members of the Bureau of Prohibition’s first mobile radio communications intercept team, comprised of former World War I Morse code operators who used their personal radios to monitor radio communications off the West coast for illicit smuggling chatter.
In addition to actionable intelligence, Elizebeth also created strategic level intelligence reports for decision makers. The intelligence reports were key in government attempts to disrupt the finances that fueled the Nation’s then emerging organized criminal empires. As prohibition neared its end, Elizebeth transferred from the Bureau of Prohibition to the USCS for one year, and then onto the USCG where she continued to serve out her career as a cryptanalyst. In 1931, while at the USCG, Elizebeth created and implemented the nation’s first congressionally funded federal law enforcement cryptologic unit, where she trained and supervised a team of seven cryptanalysts. This team continued to break the back of organized crime, making federal cases involving narcotics, firearms trafficking, counterfeiting, and, as the world inched toward a second world war, espionage.
Elizebeth spearheaded federal law enforcement’s intelligence-led policing effort until the United States entered World War II after the Japanese bombed Pearl Harbor. At that time, the USCG transferred to the Department of the Navy to better support the war effort. As USCG’s civilian chief cryptologist, she oversaw the re-tooling of the unit from a federal law enforcement objective to one supporting military objectives over the course of World War II. Treasury’s cryptologic unit ceased to exist after the war and Elizebeth left government service in 1946.
Her lifetime work in federal law enforcement, in an era well before the concepts for joint task forces, all-source intelligence analysis, intelligence sharing, fusion centers and kingpin strategies were formally developed, should be considered the foundation for federal law enforcement joint task forces and fusion centers today.
(Details of Elizebeth Smith Friedman’s historical accomplishments have undergone a peer review.)
Pictured at right is Elizebeth with her husband William F. Friedman
Photos complements of the National Cryptologic Museum
June Werdlow Rogers
A Real Team Player is the MVP (Most Valued Player)
By June Werdlow Rogers, Retired DEA SAC
Embracing Diversity. Valuing Diversity. Understanding Diversity. There is no shortage of titles about the need for differences in the workplace. What does seem to be in short supply though is evidence that the American workforce in general, and law enforcement in particular, really gets the point.
What is it about understanding diversity that requires explanation, and why does the notion have to be sold in the first place? The last question has the easy answer that people often are comfortable with the status quo. Hence it is not at all surprising that some in the field of law enforcement maintain that the substantially larger percentage of men within its ranks is acceptable. While women are no longer prohibited from working in policing, attitudes still persist that our presence is undervalued.
The comment section of articles posted on law enforcement websites often illustrate that some even see diminishing returns when it comes to women working in the field. Attacks allege that women officers are gutless, useless, and just about any other negative trait you can think of. These misconceptions typically accompany the allegation that women are not as physically strong as men - as if this generalization is true of every individual man and woman, and as if physical strength is the sole qualification for effectiveness and outstanding performance. However, we know that good officers and agents have more going for them than mere brawn.
Law enforcement is not the Olympics where there are men’s hockey teams and women’s hockey teams. In such sports competitions, skirmish occurs against like gendered opponents. Conversely, our adversaries are criminals, people whose differences are vast. Victory by stopping illegal behavior requires that law enforcement perform as fully functioning teams diverse enough to play different positions as the situation warrants. Some of the best supervisors are those able to craft an operational play that situates the best officer/agent for the job. Such team leadership requires study and a keen awareness of the individual idiosyncrasies of one’s opponents (criminals).
A coaching success during my tenure involved undercover negotiations and buys with a high level drug broker. Two female agents posed as the sister and girlfriend of a dealer who supposedly did not want to meet anyone. The agent in role as the sister whispered to the broker that she was sent to keep an eye on the girlfriend. The paranoid broker related to this approach; completely bought this cover story; and remained respectful of the shadow male dealer that he never met. And it’s a good thing too, because this broker was so suspicious that he actually murdered at least one man that he thought was a police officer. After his arrest, the trafficker admitted he only let his guard down because he was dealing with women. To me, this demonstration of playing to the sexism of a crook helped build a prosecutable case, the crux of law enforcement’s mission. The former example demonstrates that women can bring value to undercover negotiations, but just as common is how we enhance daily enforcement operations such as the capture of dangerous suspects.
On countless occasions women pose as girlfriends, daughters or even mothers of other agents frequently presenting the only avenue where back-up can get close enough to primary undercover personnel in the event that things go bad. Then there are the times when women pretend to be part of a couple to advance an operation. One night at the Los Angeles Airport, we used that ruse of a male and female agent to get close enough to apprehend a fugitive, taking him down before he even knew what hit him. Why unnecessarily put an entire team in peril with agents running up on an offender giving him time to pull out a weapon when a ploy like this can be even more effective? I could literally go on, but suffice it to say that women add substantial value to the law enforcement arena. The thing is that one can only position who may later be recognized as the most valuable player on game day if such a member is already on the team - something for the decision-makers reading this article to think about when trying to achieve diversity.
For the women in law enforcement reading this, be encouraged and have confidence to do the best job you can in fulfilling the important mission you have affirmed under oath - protecting America. As real team players willing to use the uniqueness you bring to the job in furtherance of the mission, you demonstrate your value.
That Letter of Reprimand May Have Just Ended Your Federal Law Enforcement Career
By Peter J. Jeffrey, Esq.,
Member, The Jeffrey Law Group, PLLC, The Federal Employee’s Law Firm ®
In Giglio v. United States, the U.S. Supreme Court held that due process requires the disclosure of exculpatory and impeachment evidence when such evidence is material to guilt or punishment. Giglio v. United States, 405 U.S. 150 (1972). When reliability of a given witness may be determinative of guilt or innocence, nondisclosure of evidence affecting credibility justifies a new trial irrespective of good or bad faith of the prosecution. Giglio, 405 U.S. at 153-54; Brady v. Maryland, 373 U.S. 83, 87 (1963). As a Federal Law Enforcement Officer (FLEO), you have an obligation to inform prosecuting attorneys of potential impeachment information prior to providing a sworn statement or testimony in any investigation or case. (See United States Attorneys’ Manual (USAM) Chapter 9.500-1). Moreover, upon the prosecuting office’s request, your agency has an obligation to turn over information that reflects upon your truthfulness or bias, including in some circumstances, allegations that are unsubstantiated. (See id. at 9-500.1, ¶ 6).
In a recent Federal Circuit case, the U.S. Court of Appeals for the Federal Circuit held, in part, that the U.S. Attorney’s Office (USAO) Giglio determination of a FLEO is akin to a third-party licensing situation. See Trong Q. Nguyen v. Department of Homeland Security, 737 F.3d 711 (2013). Specifically, in such cases, the agency must take the USAO’s action at face value, regardless of whether the USAO's Giglio determination is devoid of any objective standard or opportunity to appeal, because the agency lacks authority to contest the USAO's decision. (See id.) Further, even if an agency has previously disciplined an employee for the conduct that forms the basis of the USAO’s Giglio determination, the agency is not precluded from taking new adverse action against the employee based upon the USAO’s Giglio determination. See id.
Specifically, in Trong Q. Nguyen v. Department of Homeland Security, the U.S. Department of Homeland Security suspended Deportation Officer Trong Q. Nguyen for making false statements. Two years later, the USAO determined that because of this suspension, Mr. Nguyen was Giglio impaired, and notified DHS that it would no longer allow Mr. Nguyen to testify in criminal prosecutions or swear out complaints. Thereafter, DHS initiated removal proceedings against Mr. Nguyen based upon the charge of "Inability to Perform Full Range of Duties," ultimately sustaining the charge and mitigating the penalty to a demotion to a non-law enforcement position. See id.
On appeal to the U.S. Merit Systems Protection Board, and thereafter before the Federal Circuit, Mr. Nguyen argued that DHS impermissibly subjected him to double punishment and/or violated his due process rights. However the Board held, and thereafter, the Federal Circuit affirmed, that: (1) the USAO's Giglio determination made Mr. Nguyen unable to perform the duties of a deportation officer, and demoting him to another position promoted the efficiency of the service; (2) DHS did not subject Mr. Nguyen to double punishment because the demotion was based on the Giglio determination, and the earlier suspension was based on his earlier misconduct of making false statements; and (3) DHS’ lack of authority to alter or challenge the USAO’s Giglio determination did not violate Mr. Nguyen’s due process rights. See id.
The practical effect of the holding in Trong Q. Nguyen v. Department of Homeland Security is that you must contest any proposed or effectuated discipline, no matter how minor the penalty, if the alleged misconduct could later be used to attack your credibility or character for truthfulness or may be used against you to suggest bias. Otherwise, that Letter of Reprimand may be the basis of the USAO determining that you are Giglio impaired, and thus end your federal law enforcement career.
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 authors recommend you consult a licensed attorney who is knowledgeable about the area of law in question.
Written by Jason Briefel, Editor, FEDagent.com.
FEDERAL LAW ENFORCEMENT AND SECURITY AGENCIES HELPED ENSURE SUPER BOWL SAFETY AND SECURITY
Written by Jason Briefel, Editor, FEDagent.com. Want to see more stories like this? Subscribe to the free, weekly e-newsletter FEDagent today.
The 2014 GOVESEC/TREXPO Conference and Expo will be held May 13-14, 2014 at the Walter E. Washington Convention Center Washington, DC. The Government Security Conference (GOVSEC) and Expo are joining with CPM East and TREXPO. This brings IT and physical security solutions, along with law enforcement and first response to continue its mission of servicing the needs of government security decision makers from the military, federal agencies and departments, as well as state and local emergency response officials and law enforcement from all levels. This year’s conference tracks include:
Counter and Anti Terrorism
· Critical Infrastructure and Secure Cities
· Campus Security and Life Safety
· Law Enforcement Strategies and Tactics.
Within these tracks are topics such as:
· Boston Marathon Bombing: A Collaborative Approach to Catch a Terrorist – Colonel Timothy P. Alben Massachusetts State Police, Edward Davis, former Commissioner Boston Police Department, Richard DesLauriers FBI
· Cyber wars: A Collaborative Crime –fighting Environment
· Combating the Effects of PTSD: Solutions for Rebuilding
· The Forgotten Domestic Terrorists: Radical Left-Wing Gangs in America – Robert M. Brzenchek, Assistant Criminal Justice Professor Pierce College
· Keeping Cyber Criminals and Nation State Hackers out of Your Networks – Robert Bigman former CISO Central Intelligence Agency, President, 2BSecure
· Police Survival Strategies for Response to Unusual Incidents – Gregory Scott Bennett, MA
TREXPO offers a full conference and products that empower law enforcement to fulfill their role as the first line of defense against threats to their communities and agencies. From the front line to the highest levels of command, law enforcement professionals will find the technology, tools, tactical equipment and vehicles to ensure the safety and security they have sworn to protect.
If you wish to attend the conference, WIFLE members receive a 10% discount by using discount code APG08. The Expo, which is open to all at no charge, brings exhibitors and sponsors together to show case cutting edge solutions to government security from access control and communications to cybersecirity and cybercrime, and law enforcement technology & equipment. For more detailed information about the conference, topics, and the expo itself, you can go to govsecinfo.com and TREXPO.com.
What is the impact of inflation on your buying power?
Inflation simply measures how much more things cost this year as compared to past years. The longer the period of time the greater the gap – that’s called compounding of inflation. This is very important for Law Enforcement Officers (LEOs) since you can retire at 50 with 20 years of service, or at any age with 25 years of service, meaning that you have a greater number of years to account for inflation.
Whether you are CSRS or FERS, your benefits will be affected by cost of living adjustments. However, the rules are very different:
Civil Service Retirement System (CSRS)
COLA based on full CPI (Consumers Price Index) immediately upon retirement. (CPI is a measure that examines the weighted average of prices of a basket of consumer goods and services, such as transportation, food, and medical care. The CPI is calculated by taking price changes for each item in the predetermined basket of goods, and averaging them; the goods are weighted according to their importance.) However, not all increases are included in the CPI, for example, the increase in health insurance premiums is not part of the CPI.
Whether you are CSRS or FERS, in the initial year of retirement the COLA is prorated based on the number of months you are retired during the CPI compounding period.
Federal Employees’ Retirement System (FERS)
Using the same CPI formula, the FERS COLAs are routinely minus 1%. The actual formula is:
. If CPI is less than 2%, the COLA is equal to CPI.
. If CPI is between 2% and 3%, the COLA is 2%.
. If CPI is 3% or more, the COLA is CPI minus 1%.
Therefore, your buying power shrinks each year.
For a LEO who retires at age 50 with 20 years of service that could mean many years of retirement. At CPI minus 1% that would mean that if you needed $60,000 to maintain your retirement lifestyle this year, in 20 years you would need $73,211.40; in 25 years you would need $76,945.92; and in 30 years you would need $80,870.93. This merely accounts for the minus 1% that is in the current law, not actual inflation.
Where will the “shrinkage” come from? A change in your lifestyle, investments, or a second career?
A Letter to WIFLE Members from Eclat Transitions LLC
Dear WIFLE Member,
We had the pleasure of presenting “Transitioning Your Career from Public Service to Private Industry” at the 2013 WIFLE Leadership Training. Based on interactions we have continued to have with your membership, we would like to offer a special WIFLE Members Only 10% discount pricing for 2014, as shown below:
· eTransition Guide Book, normally at $50.00 per copy – WIFLE pricing $40.00
· Resume Transition Services, normally at $250.00 with a one year contract for continued review – WIFLE pricing at $225.00
· Ten (10) hours of Counseling/Guidance/Coaching, normally at $500.00 with a one year contract, including communication through emails, phone calls, in-person visits, etc. – WIFLE pricing at $450.00
Additionally, normal pricing to bundle all of the above services is $800.00. During 2014, the WIFLE Members Only discount entitles you to WIFLE pricing at $640.00 – a discount of $160.00, or 20% savings.
For further information on our services, please visit www.eclat-transitions.com under “Services.” Also, we will continue to offer pro bono speeches/presentations at any agency, association, or conference in exchange for travel and lodging expenses, and exhibit space if available.
Good luck in your Career Transitioning Planning!
Alan A. Malinchak
Eclat Transitions LLC
U.S. Navy Names First 4-Star Female Admiral
The U.S. Navy catches up with the Army and Air Force. President Obama nominated Vice Admiral Michelle Howard for a fourth star, making her the first woman in Navy history to attain the rank of full admiral.
Read the full story below.
File:US Navy 090707-N-5345W-103 Rear Adm. Michelle Howard, commander, Expeditionary Strike Group (ESG) 2, visits with junior enlisted Sailors during a visit to the amphibious dock landing ship USS Fort McHenry
U.S. Navy Rear Adm. Michelle Howard, commander of U.S. Navy Expeditionary Strike Group 2, speaks at the New York Mercantile Exchange June 1, 2010, during New York’s 23rd annual Fleet Week. Approximately 3,000 Sailors, Marines and Coast Guardsmen participated in the 2010 Fleet Week, a celebration of U.S. maritime services. (U.S. Navy Photo by Mass Communication Specialist Seaman Jennifer Castillo/Released)
The new WIFLE membership system is a "self-service" system for members. You log into the system to update your email, mailing address, or just to look around. You can put a notice on the discussion forum and others can respond to your notice. You can also view the Membership Directory, and even email a member right from their listing.
Using the system is easy:
2. At the top right, click the link Members Only Site
3. Enter you email address and password. If you have not set a password, click the link "Forgot password" and the system will email a temporary code. Return and enter the temporary code.
4. At the top click "View profile" to see your member record; click the button "Edit record" to make changes.
5. At the top click "Change password" to make it something you want.
If you have any questions or need assistance, please contact Carol Paterick, firstname.lastname@example.org, 301-805-2180.
It's the time of year when we are frequently asked about the differences between FEDS and other federal employee professional liability insurance (PLI) policies. While there is no question that each policy provides a great deal of coverage at a very affordable cost, the question for many law enforcement officers becomes "which policy is right for me?"
Most policies, like FEDS, are secured and underwritten by an 'A' rated insurance carrier; and the core liability protections offered are basically the same* - $1,000,000 or $2,000,000 dollars of indemnity protection for civil suits, $200,000 for administrative defense, and $100,000 for criminal defense; a "tail" or "36 month extended reporting period" to provide civil protection for up to three years after service; and worldwide protection important to those employees serving outside of CONUS or otherwise in international posts of duties.
It is the distinctive features of the FEDS policy that makes FEDS the recommended provider by WIFLE and the other leading law enforcement associations.
As explained above, each policy pays up to $1,000,000 or $2,000,000 of damages (depending on the policy limit you choose) if you are facing a Bivens action or sued in your personal capacity for an act, error or omission which is committed or arises out of the course and scope of employment and DOJ exercises its discretion to deny representation. With the FEDS policy, this amount is separate and distinct and not subject to the defense limits of the administrative and criminal provisions. This is very important for law enforcement officers and, in other words, means that if it costs $1,000,000 for an attorney to defend you in a civil suit, your $1,000,000 FEDS policy provides just that. While all policies will indemnify up to the limit of the policy you choose, the FEDS policy does not cap your defense at the $100,000 or $200,000 sublimits.
Of equal importance to law enforcement officers, in certain cases, FEDS will appoint coverage counsel prior to DOJ's determination of scope and interest. The FEDS attorney may also advocate on your behalf during this very important decision process. This process can be long, frightening and unnerving, especially when it involves injury or death.
Some policies contain a "claw back" provision, which allows the carrier to recover defense fees and other costs from the insured in the event that a criminal proceeding results in an adverse finding—there is no such "claw back" provision in the FEDS policy. This is particularly important for agents and officers as well as law enforcement managers and supervisors appropriating federal funds or dealing with statutorily protected information.
FEDS offers true “LEOSA” coverage. The FEDS policy fills the LEOSA civil exposure gaps similar to your on-duty civil liability gaps. FEDS’ LEOSA endorsement is separate and distinct from the PLI policy so civil coverage is provided for any “legal and justified act”, error or omission directly related to LEOSA acts. What this means is that FEDS coverage is not determined by “the course and scope of employment”, which is critical to any agent or officer acting under his/her LEOSA authority. The FEDS LEOSA coverage also provides protection for justified LEOSA acts irrespective of DOJ scope determination. This applies whether you are using your duty issued weapon or your own personal weapon (as long as it is not an excluded weapon under LEOSA).
The two 1/2 hour consultations for federal personnel and employment law matters that each FEDS member receives (for matters not covered by the policy) are simply not comparable to attempts by other companies to mirror this valuable service.
The quality of FEDS legal counsel also sets FEDS apart from other liability programs. Shaw, Bransford & Roth leads our panel of attorneys providing representation on a wide range of employment law and federal personnel issues. For civil and criminal matters, as well as conflicts and other case specific circumstances, FEDS accesses nationally recognized panels of attorneys including Schertler and Onorato, LLP, MoloLamken LLP, and others whose experience and expertise is necessary to handle particular matters.
And at FEDS, customer service is of the utmost importance. FEDS offers payroll deduction and pro rata refunds for members who retire or otherwise leave federal service; and doesn’t charge unnecessary administrative fees. FEDS president and founder is also a former employee and attorney of a federal law enforcement agency who has continually demonstrated his understanding of and commitment to the federal employee community.
Even if you are ultimately vindicated, the cost to defend an allegation, claim or suit, could be cost prohibitive. There is no room for excuses - especially when WIFLE members get a $10 discount and agencies reimburse up to half the cost of this insurance for federal law enforcement officers for a net premium as low as $140 annually. Enrollment takes less than 5 minutes. Enroll online at www.fedsprotection.com, or over the phone by calling 866.955.FEDS(3337). And don’t forget to enter “WIFLE” when prompted for the discount code!
*These protections are provided by the FEDS policy (FEDS Master Policy is available online at www.fedsprotection.com), please review the complete terms and conditions of other federal employee professional liability policies to ensure these core protections are provided. Our interpretation of coverage does not alter the terms and conditions of any policy.
Spring Season FLTCIP Webinars Are Here!
In addition to our standard Federal Long Term Care Insurance Program (FLTCIP) informational webinar, we have invited industry experts to help us explore topical issues such as retirement planning and caregiving, and to highlight the advantages of applying for the FLTCIP. Employees who are unable to attend the live event may view the on demand version.
To register for any of the events listed below, visit www.LTCFEDS.com/webinar.
From Military to Federal Retirement, and Everything in Between, Part 1:
Merging Your Federal Retirement with Military Service
Are you a Federal employee with military service or a full military retirement? Learn how to receive credit for your military service and how it can affect your Federal civilian annuity. Join James Marshall of Federal Retirement Planning, LLC, as he discusses options you might not have considered and demonstrates how to utilize all the retirement benefits that are available to you.
Military to Federal Retirement, and Everything in Between, Part 2:
Financial Planning for Federal Employees with Military Service or
Are you a Federal employee with military service or a full military retirement? Join James Marshall of Federal Retirement Planning, LLC, and financial planner Chris Holcombe as they discuss how to optimize all your retirement benefits, with tips on financial planning across multiple careers.
Solving Your Personal Retirement Puzzle at Any Age
Join Sherry Casas, president and founder of Retirement Training and Coaching Services, Inc., as she takes a look at the big picture of Federal retirement planning and helps you understand the pieces of your personal retirement puzzle. She’ll also discuss how missing pieces may derail your whole plan, review Social Security options—including benefits for spouses—and talk about how to manage health and long term care concerns in retirement.
Beyond Retirement Planning, Part 1: Planning for the Unexpected
While your annuity, savings, and Federal Employees Health Benefits (FEHB) Program and Medicare coverage may help secure a comfortable retirement, what happens when things don’t go according to plan? When is it advisable to work with an estate-planning attorney and establish a trust? And are savings and assets ever protected from long term care? Join Harley Gordon, founding member of the National Academy of Elder Law Attorneys, as he guides you through the legal, financial, and health issues most families will face in retirement.
Beyond Retirement Planning, Part 2: Advance Directives
No retirement or estate plan is complete without advance directives. Who will handle your health and financial matters if you can no longer make decisions for yourself? Conversely, what are the consequences to you and your family if you do not have these important documents in place? Join us as attorney Harley Gordon, founder of the National Academy of Elder Law Attorneys, and Mary Lou McGuinness, claims consultant for the Federal Long Term Care Insurance Program (FLTCIP) discuss the differences between a living will, health care proxy, and durable and health care powers of attorney. If you’ve been putting this off, be sure to take advantage of this valuable opportunity to learn more.
Growing Up and Growing Older, Part 1: Having the Long Term Care
Talking to your loved ones about long term care needs can be difficult. Join us as Gail Hunt, president and CEO of the National Alliance for Caregiving, and Federal Long Term Care Insurance Program (FLTCIP) experts Mary Lou McGuinness and Joan Melanson discuss real-world experiences and provide tips to help you anticipate needs, coordinate family responsibilities, and prepare for a long term care event.
Growing Up and Growing Older, Part 2: Caring for an Aging Parent
Caregiving for an aging parent has many stressful challenges, whether they are social, financial, or emotional. Join us as Gail Hunt, president and CEO of the National Alliance for Caregiving, and Federal Long Term Care Insurance Program (FLTCIP) experts Mary Lou McGuinness and Joan Melanson discuss resources for caregivers and common issues and questions adult children often have when caring for an aging parent.
EEOC Report Examines Obstacles Facing Women in Federal Workplace
The U.S. Equal Employment Opportunity Commission (EEOC) issued a comprehensive report on obstacles facing women in the federal workplace. The EEOC women’s Work Group Report details six impediments and the underlying issues, and provides specific recommendations for addressing these issues for women. The report can be read in full at the site below.
Women and Mothers in the Federal Workplace
Latifa Lyles is the acting director of the U.S. Department of Labor’s Women’s Bureau
Acting Director Latifa Lyles, Women’s Bureau, U.S. Department of Labor, published remarks addressing the inadequate support for working families in the United States, especially for women and mothers in the federal workforce. The remarks highlighted pregnancy discrimination. (See this link for complete remarks.)
Federal women in law enforcement who become pregnant have unique challenges facing them. WIFLE has long fought for workplace support for federal women in law enforcement who are pregnant, and developed model pregnancy policy guidelines for law enforcement agencies to follow in their treatment of pregnant agents and officers. WIFLE’s pregnancy policy guidelines can be found at wifle.org.
WIFLE and WOMEN IN SECURITY (WIS)
By Cathy Sanz, President, WIFLE, Inc.
Many of you have heard me talk about preparing for the next career. Coupled with the recent changes and proposed changes on pensions and the issues with social security, women in particular run the risk of outliving their retirement savings, even with the pension. For the present generation of women and those coming behind you, the second career is becoming more of a reality than an after thought. In order to assist you in creating your plan for your future, WIFLE and Women in Security (WIS) have begun networking on behalf of both memberships. WIS is a committee under ASIS International. Many of you may be familiar with this organization as it is a worldwide security organization. Women in Security represents approximately 10% of the security professionals, and is dedicated to the attracting more women to the profession as well as the advancement of women into leadership roles in the industry.
Having recently celebrated our 40th anniversary of women in federal law enforcement, we are now retiring in enough numbers that industries and organizations are looking to us to recruit for future employment. In addition, through your current positions many of you now work with corporate security units as part of your investigations. This new working relationship will help provide us with more options for our futures.
When I was approaching retirement eligibility, I witnessed how difficult it is to move to the next career. Negotiating the private sector can be as confusing for us as it is for the public to negotiate the federal hiring process. Networking becomes critical to getting your foot in the door and getting your foot in the door may take years of preparatory work. Education, certifications, security clearances, and even timing are all things that we must consider. It is said that the best time to find a new job is when you already have one. The problem with that is with our work schedules and personal commitments we do not have time. It may take us five or even ten years from retirement to create our pathways to the next chapter in our lives.
For those of you who are, or think you may be, interested in various aspects of corporate security, WIS provides you with an opportunity to start your research. For example, you can take classes and work towards certifications. Types of certifications are:
Certified Protection Professional (CPP) demonstrated knowledge and experience in all areas of security management
Professional Certified Investigator (PCI) demonstrated education and/or experience in the fields of case management, evidence collection and case presentation
Physical Security Professional (PSP) demonstrated experience in physical security assessment, the application, design and integration of physical security systems, and implementation of physical security
Women in Security have chapters around the country that hold events that do not require you to be a member to attend. You can go to the ASIS website for information. At the home page, you should select “Membership” from the top row. Then select “Chapters” under Member Center on the left. Finally, select “Find a Local Chapter” under the quick links on the right.
This new relationship allows each of you to network at your own speed, test the waters, and get to know women in a rewarding profession that allows you to use the skills you developed over decades of service.
For more information about Women in Security click here for a power point that was presented at the January WIFLE Agency Representatives Meeting.