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Vista, FL is the Site of WIFLE’s 2012
WIFLE has selected the Buena Vista Palace
Hotel in Buena Vista, FL as the site of the 2012 Leadership
Training Conference. Ideally
located on the shores of Lake Buena Vista, the hotel is in the
WALT DISNEY WORLD® Resort.
Planning is underway to make this next training
conference as vibrant and productive as 2011.
The hotel offers plenty of state-of-the-art conference
and meeting venues, plus upscale entertainment, shops, and
restaurants are conveniently situated across the street.
Mark this one on your calendar!
Stay tuned to www.wifle.org
for future updates on the 2012 Leadership Training Conference.
Don’t miss 2012 with WIFLE in Orlando.
“Pauley Perrette of the hit TV show
“NCIS” at WIFLE Awards Banquet”
12th Annual Leadership Training Conference a Rousing
12th Annual Training Conference in June 2011 in Long
Beach, California, exceeded all our expectations.
The 695 attendees made it the largest conference in WIFLE
history and, from the Pre-Conference training sessions to the
Post Training Celebration at the Laugh Factory, everyone enjoyed
a week of informative training, agency meetings, and a myriad of
exciting networking opportunities.
of the conference included:
Julie Y. Cross Memorial Golf Tournament, held at the beautiful
SeaCliff Country Club in Huntington Beach, CA, and the Silent
Auction raised over $13,000 for the WIFLE Scholarship Fund.
in partnership with Deloitte, sponsored the launch of its
Executive Leadership Institute.
Due to attendee demand, the Institute’s initial seminar
(limited to GS-14/15 and SES attendees) was increased to 65
gala Awards Banquet, held on Wednesday evening, featured
Director Stacia A. Hylton of the United States Marshals Service
as the Keynote Speaker. Twenty-five
WIFLE awards were presented at the banquet, as well as the
announcement of the 2011 scholarship winners.
WIFLE awarded $13,000 to the six 2011 scholarship
recipients. To the
delight of all those present, special guest Pauley Perrette, who
plays Abby Scuito on the CBS hit television show “NCIS”,
attended both the VIP reception and the WIFLE Awards Banquet.
The United States Marshals Service, in collaboration
with WIFLE, held a successful Recruitment and Career Day,
including special workshop sessions for prospective applicants.
The event was open to the public and attracted over 150
from the conference are available on-line at www.shutterfly.com.
Please use email address firstname.lastname@example.org
and password: longbeach2011
to log in.
WIFLE thanks all the attendees, speakers and vendors for making the
conference such a success!
College Offers Special Scholarships
for WIFLE Members
If you’ve been thinking about a return to
school to pursue a graduate degree, this couldn’t be a better
College’s 100% online Master of Public Administration for Law
Enforcement and Emergency Services program will prepare you for
your next career step – and ,with Marist’s generous
scholarships for WIFLE members, you’ll save more than 50% off
the standard tuition rate. Classes
start in January 2012, with an application deadline of December
The Marist MPA also offers students the
choice of three distinct concentrations as part of their
graduate program. Each
three-course concentration can be completed 100% online and
allows you to specialize in a particular area of interest –
Public Management, Ethical Leadership, or Health Care
should WIFLE members consider the Master of Public
Administration degree? The
skills and knowledge attained through these programs typically
stress three important areas:
understanding the political, legal, ethical and
social context of public sector administration;
achieving proficiency in a full range of
management techniques as well as developing an understanding of
organizational behavior; and
developing the ability to apply quantitative and
qualitative methodologies to solve important problems, conduct
policy analysis, and program evaluations.
While these skills are important for
advancement within the law enforcement field they are also
valuable for public safety leadership positions within
education, health care, government, and many other fields.
College, a WIFLE-endorsed academic partner, has offered the MPA
since 1980 and, for 20 years, has partnered with the New York
Police Department and the New York State Police to deliver the
program to their academies. Marist
also offers a 100% online MPA for law enforcement. This
program is designed exclusively
for law enforcement and emergency services personnel and
students represent a diverse mix of professionals from local,
state, and federal agencies throughout the nation. This
combination of experience provides for a rich and beneficial
learning environment and allows students the opportunity to
widen their professional networks.
online law enforcement MPA provides a special scholarship
reducing the tuition cost to $333 per credit ($999 per course)
for WIFLE members. This
represents a savings of over 50% from Marist’s standard
tuition of $2,085 per course and results in a
total tuition cost of approximately $13,000. Classes
start every January and September.
you have any questions about the online law enforcement MPA or
any of Marist’s other programs, please contact Brian Scott or
Laura Zurowski at 888-877-7900, or via email at email@example.com.
Contact us to learn how obtaining a graduate degree in
Public Administration (MPA) can help differentiate you from the
competition and provide valuable management and leadership
Marist College: The
Marist campus is located on the Hudson River midway between New
York City and Albany. Founded in 1929, the College is accredited
by the Middle States Association of Colleges and recognized by
the U.S. Department of Education. The Princeton Review named
Marist one of the best 368 colleges in the country and for
seventeen years, U.S.
News & World Report
has consistently ranked Marist in its top tier. The College
offers over 50 undergraduate degrees and 11 graduate programs,
many of which can be completed online.
|As part of its partnership with WIFLE, FEDagent includes a news column in WIFLE-eNews to
provide members with the latest news in federal law enforcement.
CLICK HERE for the
latest (PDF format).
off the Press!!! The Ultimate Career Survival Guide
By June Werdlow Rogers, PhD
I’m still writing about right.
Before moving on to another project, I felt compelled to
rewrite my first book and ethical guide for criminal justice
majors and recruits. Now
it’s “smaller and better.”
In addition to being more concise, there are more Life
Application Exercises, a new chapter on Electronic
Communications (Facebook, text messages, etc.), and a new
publisher. If you
know anyone trying to break into the business, they need this
heart sank. There
was no way to reach her now.
The local who had almost been killed working along side
us simply was not going to be hired - no matter how hard she
worked, how good she was or how much I pushed.
And the reason was even more implausible and upsetting -
fellow law enforcement officers had misled her.
It turns out way back when the local
graduated and was seeking employment, some cop friends told her
not to be forthright about marijuana use.
Since it had happened when she was a teen only a couple
of times, and therefore regarded as experimental, the local
probably would have still gotten the job.
But since she lied on the application and the first
prospective employer found out - they didn’t hire her because
she was untruthful. She’d
learned her lesson, and from that point on she told the truth
and got the next job. But when our background check identified
the discrepancy - there was just no way to erase the lie and so
my hands were tied.
That heart-breaking story is just one among
the many that prompted me to write a book to warn young people
about the importance of wholesome living and ethical
decision-making - especially if they’re planning on a career
in federal law enforcement.
I am convinced that any one of you could have written Now
Hiring Criminal Justice Professionals, An Insider’s Tips on
Seizing the Ethical Edge.
There’s a section in the book that contains all of the
advice you already give those you mentor about avoiding drugs;
proper comportment on social networking sites; and eliminating
criminal associations, just to mention a few.
There’s a segment on what to expect during the
application and background processes.
And the last part contains career advice and personal
exercises designed to facilitate thriving and surviving to
retirement with your integrity in tact.
Where you are, among the elite ranks of
federal law enforcement is a major accomplishment in and of
itself. You were
subjected to a rigorous background investigation and passed!
reveals that many believe yours is a model politicians should
strive for. Stand
tall in the knowledge that even many of the elected officials
that make decisions about you and your agencies are not held to
the highest standards that you are.
In the words of the final section of my book: “you got
it, now keep it!”
If you are looking for some private
professional development at your own pace; want to give someone
you are mentoring a gift that will guide them in the right
direction; or just want to add to your personal library, check
out the ordering information for Now
Hiring Criminal Justice Professionals, An Insider’s Tips for
Seizing the Ethical Edge using the following links: CablePublishing
The Cause and Effect of Secondary Traumatic Stress
by Federal Employee Defense Services
Provider of Professional Liability Coverage for WIFLE Members
On Monday August
22, 2011, a California man shot and killed himself right in
front of a police officer. According
to the Orange
County Register, while the officer was questioning the man
during a routine vehicle stop, the man abruptly jumped into his
car and shot himself in the head with a handgun in his vehicle.
A few months prior, another officer also witnessed a
handgun to the head suicide while pursuing a subject on foot
through an alleyway. These
events should serve as a powerful reminder that at some point in
your career in law enforcement, you will be impacted very
seriously by your work and you will have to recognize and employ
strategies to protect yourself from compassion fatigue,
vicarious traumatization, post traumatic stress disorder (PTSD),
and/or job burnout – all terms that are also often associated
You are not
immune - and you can't un-see this type of tragedy!
So, understanding and recognizing your exposure to and
the potential implications of secondary traumatic stress is
critical in warding off the effects so many in law enforcement
choose to ignore – or deal with using particular ‘coping
strategies’ that often make things worse.
Extremely simplified, secondary trauma is your exposure to
victims of disaster and the traumatic events of others, often
defined by three contributing factors: 1) exposure to the
stories (or images) of multiple disaster victims, 2) your
empathic sensitivity to their suffering, and 3) any unresolved
emotional issues that relate to the suffering seen.
You have some control over the 3rd factor,
however, the first two factors are outside of your control and
inevitable for most who choose careers in law enforcement.
traumatic stress results from having knowledge of or responding to a
traumatizing event that has been experienced by another
individual and the stress from witnessing, helping or wanting to
traumatic stress is nearly identical to PTSD with the exception
that the exposure to the stressor is indirect – such as law
enforcement officers working on crimes against children or sex
crimes; border patrol agents enforcing laws and complying with
the agency’s mission while empathizing with a non-criminal’s
desperate desire; or your role in a mass response to a serious
critical incident defined by a unique set of circumstances in
which death is likely to occur, if not imminent (such as a
suicide, shooting, hostage, or terrorist situation similar to
that of 9/11).
pressures, time constraints, and ineffective procedures –
these are typical work associated stresses not confined to law
enforcement personnel. These
types of stresses are generally short term and are resolved
after the completion of a project, a vacation, a transfer, etc.
Secondary traumatic stress, which is prevalent among law
enforcement personnel, cannot be avoided by implementing these
same stress reducing strategies.
And unfortunately, the devastating effects of
unrecognized or untreated secondary traumatic stress include the
loss of your family values and connections, healthy
relationships, and even the ability to continue to do your job. Alcohol
abuse as well as the onset of depression or depressive episodes
leading to complications in personal relationships or the
ability Article by Federal Employees Defense
Services (FEDS) to do the job is often triggered
by the exposure to secondary trauma. Furthermore,
personality traits common amongst those in law enforcement -
including (whether stereotypes or not) the over protectiveness
of family members, the constant hyper vigilance and the divided
loyalty between work and family - are traits that play an
important role in job stress and exposure to secondary trauma in
law enforcement officials. When
concerns for personal safety, mistrust of instincts, and
disruptions in basic beliefs, assumptions and expectations of
yourself become distorted, your career then becomes at risk.
you are stronger than those, or more experienced than those
affected by this type of stress is also extremely common –
everyone thinks it won’t happen to them.
And unlike burnout prevailing more amongst young law
enforcement officers, secondary trauma can have a negative
impact at any time throughout your career. Many
in this field cannot or will not be able to recognize the
emotional implications of secondary traumatic stress in
themselves. If you
work in the law enforcement profession, expect this - and watch
for the signs in your co-workers – regardless of their time
spent in this field.
For many exposed
individuals, participation in well-run Critical Incident Stress
Debriefing groups can help resolve upsetting experiences
quickly, as long as the participation is voluntary.
Group debriefings may be adequate for most, but brief
individual sessions might be needed for 10 – 20% of the group.
In fact, one value of debriefing groups is to help
identify those employees needing additional attention.
Support, understanding and expertise in specialized
trauma treatment are available - take advantage of and encourage
others to seek help through the Employee Assistance Program (EAP)
or other agency programs. Remember,
it is repeated and emphatic exposure that causes work-related,
secondary trauma; so while a current incident may have a minimal
effect on you, it could be the turning point for your coworker.
Agreements: Expectations and Exceptions
Peter J. Jeffrey, Esq., Member and Director of Litigation,
Kelly S. Kylis, Law Clerk
Mahoney & Jeffrey, PLLC, The Federal Employee’s Law Firm®
record agreements are very common in settlements of federal
sector employee terminations.
These agreements generally require, in part, that an
agency expunge any records of proposed or effectuated adverse
action (e.g., termination)
from the employee’s official personnel folder (OPF) and
replace those records with an SF-50 reflecting the employee’s
voluntary resignation for personal reasons.
The agency is then further obligated to give only a
neutral reference to prospective new employers.
United States Merit Systems Protection Board (MSPB) and the
Federal Circuit Court of Appeals have upheld a broad policy of
nondisclosure on the part of the agency with regard to these
clean record agreements. Generally,
the agency cannot disclose anything about the rescinded adverse
action to prospective employers, and must only represent the
information that is reflected on the official SF-50.
In addition, the MSPB has held that a clean record
agreement includes an implied provision requiring the agency not
to disclose information to third parties even if such provision
is not expressly stated. See Doe v. Dep’t of the Army, 116 MSPR 160 (2011).
there is an important public policy exception to the broad rule
of nondisclosure. If
there exists a public interest in disclosure that outweighs the
employee’s interest in enforcement of the settlement
agreement, then the agency may disclose that information.
See Gizzarellli v.
Dep’t of the Army, 90 MSPR 269 (2001).
example, in Gizzarelli, the
parties resolved a removal appeal with a settlement agreement
that provided, among other things, that the Department of the
Army would only provide prospective employers with the
information about Ms. Gizzarelli permitted under 5 C.F.R. §
id.,¶ 2. Thereafter,
when Ms. Gizzarelli was appointed to a position with another
federal agency and was subjected to an OPM background
investigation, the Army's Crime Records Center provided to OPM a
Military Police report which stated that Ms. Gizzarelli had
acknowledged stealing government property, transporting the
stolen property in a government-owned vehicle, and using agency
employees to remodel her home. See
2-4. Thus the MSPB
found that under the circumstances in the Gizzarelli matter,
public policy overrides the terms of the settlement agreement. See
id., ¶ 15.
public policy exception also applies to background
investigations for security clearances and Giglio
Cunningham v. OPM, 110 MSPR 398 (2009); see
also Davis v. Dep’t of the Treasury, 306 Fed. Appx. 596,
599 (Fed. Cir. 2009). However,
misconduct or performance-based issues are not covered by this
public policy exception. See
Cunningham v. OPM, 110 MSPR 398 (2009).
in many cases a clean record agreement may be the best deal for
a terminated employee, it is important to note that a “neutral
reference” can still have a negative impact and raise red
flags to prospective employers.
The best way for an employee to protect herself under
such an agreement is to make sure that the agreement provisions
are drafted with as much specificity as possible, even though
the agreements will generally be construed broadly.
For example, the agreement should specifically state what
information the agency can disclose to third parties (e.g.,
position title, dates of employment, salary).
Further, the agreement should include instructions that
the human resources department, NOT the immediate supervisor or
co-workers, will serve as the point of contact to disclose such
given the public policy exception to the broad rule of
nondisclosure, and the requirement that an applicant for a
security clearance authorize such disclosure, a clean record
agreement may still not cure a Giglio
impairment or ineligibility for access to classified
settlement agreements are binding contracts between the agency
and the employee, the principles of contract law apply and the
plain meaning of the words in the agreement only will be
specifically enforced. Therefore,
in clean record agreements, specificity is the key to a proper
and effective settlement.
If you have any questions regarding the drafting and enforcement of
settlement agreements, contact Mahoney & Jeffrey, PLLC, at
202-312-7100 or www.MahoneyJeffrey.com.
The information contained in this article is of a general nature
and is subject to change; it is not meant to serve as legal
advice in any particular situation. For
specific legal advice, the author recommends you consult a
licensed attorney who is knowledgeable about the area of law in
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