Rancho Mirage, CA to be the Site of WIFLE’s 2013 Leadership Training!


WIFLE has selected the Westin Mission Hills Hotel and Conference Center in Rancho Mirage, CA to host its 14th Annual Leadership Training. The leadership training will be the week of June 24, 2013. Stay tuned for future updates at www.wifle.org  and be sure to mark the week on your calendar. You won’t want to miss being in Rancho Mirage with WIFLE next year.
Above photo is of Westin Mission Hills Hotel
 

Women in Law Enforcement: How Gender Differences Enable New Police Leaders

By Sgt. Betsy Brantner Smith, PoliceOne
 

Ignoring differences between men and women in the police profession often stems from a misguided attempt to ‘treat everyone equally’. I’m fortunate enough to have a job that puts me in personal contact with literally thousands of female police personnel each year, and there isn’t a week that goes by that I don’t meet a “first” — the first female in a given post at an agency. They might be the first woman detective. They might be the first female K-9 handler, SWAT sharpshooter, DT instructor, captain, chief, sheriff, you name it. Even now, I’m still meeting young women who are the first female officer ever to be hired by their department. Being the “first” takes guts, determination, talent, and so much more. Take a look at just a few of law enforcement’s historic “first ladies.”

Rose Fortune is widely considered to be the “World’s First Policewoman.” Born into slavery in 1774, she escaped with her family to Canada and as an adult, appointed herself “policewoman” of the Annapolis Royal on Nova Scotia’s north shore. Rose walked the area wearing a man’s waistcoat over her skirts, helping to keep the peace and inspiring other women with her assertive ways and practical attire.

Abby Hopper Gibbons helped found the Women’s Prison Association in 1845 and was instrumental in securing the appointment of the first six prison “matrons” in the United States, helping pave the way for modern female correctional officers.
                   
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Ending Stereotypes Requires a Beginning

By June Werdlow Rogers, PhD

Earlier this month, it was reported that an abandoned firearm was found in a restroom stall at the Detroit Metro Airport.  The Transportation Security Administration said that the weapon belonged to a federal law enforcement officer.  But officials revealed neither which restroom (women’s or men’s), nor the gender of the owner.  Okay, I admit it, I’m relieved.

 Gender should not matter, but it does.  When I hear stories about federal employees, especially bosses, engaging in outrageous behavior I immediately brace myself for extra fallout if it’s a woman.  Why?  Because I know that one woman’s misstep is not only bad news for her, but is sometimes generalized to the extent it morphs into a mainstream stereotype applied to virtually every female - like the myths suggesting that women are not good leaders.

 In some of my workshops I initiate a discussion about gender preference in supervisors.  Which do you suppose people openly, unashamedly, and emphatically state they prefer - a male or female boss?  If you guessed men - sadly you would be right.  And perhaps what is even more perplexing about this answer is that it comes from as many women as men in the audience.  Now frustrated, of course, my next question is why.  Many of the accusations lodged suggest disagreeable interactions with women bosses. 

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FLETC Hosts Law Enforcement Leadership Training Program for Women in South America

More than three dozen female police officials from Brazil, Chile, Paraguay, Peru and Uruguay participated in a recent five-day program hosted by the Federal Law Enforcement Training Center (FLETC), in Glynco, GA.

The Women in Law Enforcement Leadership Training Program at FLETC focused on topics such as work-life balance, leadership and communication skills, as well as professional development tools for the 38 female law enforcement leaders, according to a Department of Homeland Security blog post.

“I have had the honor to be able to take part in several of the training programs and saw firsthand how much the participants value our efforts,” FLETC Director Connie Patrick wrote in the blog post. “The heartfelt enthusiasm and motivation of these women at the end of each training session truly shows the value of the program, and I look forward to the next session in Budapest later this year.”

To date, more than 200 women from 25 countries have participated in the program.

“The wide spectrum of individuals we are reaching makes me confident that we are making a difference in advancing the rights of women across the globe and developing future leaders [who] will strengthen international security,” Patrick wrote.

Want more news affecting women in federal law enforcement? Be sure to subscribe for FREE to FEDagent, the free weekly e-report designed exclusively for federal law enforcement officers and special agents, available at www.fedagent.com.

 

Changes in Federal Benefits
(FEHB Open Season and Certain Benefits for Same-Sex Partners)

 

by Saundra K. Harman, President of S. Harman & Associates, Inc

As the Federal Employees’ Health Benefits (FEHB) Open Season approaches, there are several important changes new for this year.

NEW FOR THIS YEAR: SUMMARY OF BENEFITS AND COVERAGE
As a result of the Affordable Care Act, Federal Employees’ Health Benefits (FEHB) plans will provide a summary document detailing information about health plan benefits and coverage on their websites. This Summary of Benefits and Coverage (SBC) document will help FEHB enrollees better understand their coverage and allow them to easily compare different plans and plan options.

The SBC will include information on the following:
$ cost – deductibles, copayments, coinsurance, and out-of-pocket limits
$ coverage – covered services, examples of covered services, and excluded services
$ rights – rights to continue coverage and grievance and appeal rights

The SBC will have a disclaimer indicating that the plan brochure remains the official statement of benefits.

Plans will provide information in their Open Season materials to their enrollees about where to find their SBC on their website as well as how to obtain a paper copy of the SBC. The plans may also have their SBC available at health fairs.

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Congress Proposes to Limit Federal Employee Training Opportunities

By Peter J. Jeffrey, Esq., Member, The Jeffrey Law Group, PLLC,
The Federal Employee’s Law Firm ®

Currently, the Government Employees Training Act (GETA) provides Federal agencies general authority for employee training. Among its many provisions, the GETA authorizes Federal agencies to use non-government training resources, such as the WIFLE Annual Leadership Training Conference, to meet identified training needs which otherwise could not be met with existing Governmental programs and facilities. See 5 U.S.C. § 4105. Specifically, the GETA allows for a head of an agency to: pay all or a part of the pay of an employee of the agency selected and assigned for training; pay, or reimburse the employee for, all or a part of the necessary expenses of the training, including, but not limited to travel and per diem. See 5 U.S.C. § 4109.

However, in the wake of the General Services Administration (GSA) Public Building Services 2010 Western Regions Conference scandal, the U.S. House of Representatives and U.S. Senate this legislative session have both passed bills placing severe restrictions on federal employee attendance at non-government training conferences. (See Office of Investigations, Office of Inspector General, U.S. General Services Administration, Management Deficiency Report: General Services Administration Public Buildings Service 2010 WESTERN REGIONS CONFERENCE (April 2, 2012)); see also the Digital Accountability and Transparency Act (H.R. 2146) and 21st Century Postal Service Act (S. 1789). Although the legislative language passed by the House and Senate was identical, the language was included in two different bills – the Digital Accountability and Transparency Act (H.R. 2146) and the 21st Century Postal Service Act (S. 1789). Specifically, if adopted by Congress the bills would limit any agency from expending funds on “more than a single conference sponsored or organized by an organization during any fiscal year, unless the agency is the primary sponsor and organizer of the conference.” In effect, a reasonable reading of this provision would mean that if employees of the Bureau of Alcohol, Tobacco, Firearms and Explosives (ATF) attended a regional training program sponsored by Federally Employed Women (FEW), no other employees of ATF could attend any other conference held by FEW for the remainder of the fiscal year.

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The FLTCIP Celebrates Its 10th Anniversary

The year 2012 marks the 10-year anniversary of the Federal Long Term Care Insurance Program (FLTCIP) and an important milestone in the history of this Federal benefit, which is sponsored by the U.S. Office of Personnel Management.

Since its launch in 2002, the FLTCIP has offered Federal workers and annuitants the opportunity to take control of their future long term care needs. Designed to be both flexible and affordable for a range of budgets, the program has grown to be the largest of its kind in the nation, with nearly 270,000 enrollees.

Throughout its first decade, the FLTCIP has continued to be popular with Federal family members of all ages, especially those nearing retirement. When enrollees are asked why they value the FLTCIP, the following reasons typically top the list:

Flexibility: A choice of care settings and providers
The FLTCIP helps give enrollees confidence that if a long term care event occurs, their insurance will help pay for quality care in the setting of their choice, whether at home, in an assisted living facility, or a nursing home. Both formal care from licensed professionals and informal care provided by friends and family members are covered.

Coverage for informal care has been a hallmark of the program from the start. By paying friends and family members1 who serve as caregivers, the FLTCIP makes it possible for enrollees to remain at home and avoid or postpone entering a facility. The importance of what’s called “aging in place” (and receiving care from a familiar individual) is evident in the FLTCIP’s claim history. Informal, home-based care is—and has always been—the number one choice of enrollees receiving benefits.
 

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Do Women Pay Too Much for FEGLI Option “B”?

by allFEDS, a new FEDS Partner

It has long been known that Federal Employees’ Group Life Insurance, Option “B”…better known as FEGLI Option “B”… is generally not a good deal for healthy federal employees. What has not been widely discussed is whether FEGLI Option “B” is a demonstrably worse proposition for healthy women.

In the commercial market place, life insurance rates for men are 30% - 50% higher than those for women due to standard mortality tables. No such rate consideration is afforded women under FEGLI Option “B”. This means women are either paying more than they need to or getting less insurance than they could otherwise get in the marketplace.

In the “same benefit” comparison below in PDF format, you can see that using a $500,000 benefit at age 50, assuming average health, the female employee saves 30% initially and 77% over twenty years. Note that the male employee would pay 33% more than his female counterpart but still save 69% off the FEGLI Option “B”.

Using the “same premium” comparison below in PDF format, based on age 45 in good health, for the same initial cost, the FEGLI Option “B” provides $500,000 while the commercial carriers would provide $750,000 for a male but $1,000,000 for a women. That is a 100% higher benefit than the FEGLI Option “B” provides and the twenty year savings would still exceed $40,000.

So here’s the question…if your HR office came to you and said that they will double your current death benefit, remove the future increases and reduce your twenty year costs by 70% would you be interested?

Please note that there are numerous considerations other than price. Women need to do their research regarding discounts available outside the government. It is not unusual for a female, age 50 to lock in guaranteed twenty year savings of $100,000 or more. That is the equivalent of increasing your monthly retirement income by $400 - $500 per month.

So, do women pay too much for FEGLI Option “B?”…you make the call.

Federal Employee Defense Services (FEDS), a WIFLE partner, has partnered with allFeds to educate you on all the benefits available to Women in Federal Law Enforcement. Visit our website at fedsprotection.com for Federal Employee Professional Liability, LEOSA / State CCW Protection, FedAdvantage Supplemental Disability and the allFeds Life options available to you. For specific questions regarding this article, please contact Dennis Stephens at 888-330-1790 or email dennis.stephens@allfeds.com.

Sept 2012 FEGLI_Combo_20_same_premium.pdf   |  Sept 2012 FEGLI_Combo_20_same_benefit.pdf 
 


Marist College offers scholarship funds for qualified WIFLE members.

Is it Time to Finish Your Bachelors or Masters Degree? Get Started at Marist College Today!

Have you been considering a return to school to finish a bachelors or masters degree? Don’t let another year pass you by! Marist College offers a 100% online Bachelor of Science in Leadership Studies and a 100% online Master of Public Administration (MPA) for Law Enforcement and Emergency Services. These programs will help you to attain your personal goals and prepare you for your next career step – and with Marist’s special scholarships for WIFLE members, you can save up to 50% off the tuition rate. Classes for both of these degree programs begin in January and September of 2013.

Marist’s 100% online Bachelor of Science in Leadership Studies allows students to maximize college and professional credits earned at prior institutions to expedite the amount of time needed to complete your degree. Choose from concentrations such as criminal justice, psychology, communication, IT, and business.

The Marist MPA is also 100% online and designed exclusively for law enforcement and emergency services personnel. Students represent a diverse mix of professionals from local, state, and federal agencies throughout the nation. The MPA program offers three distinct concentrations. Each three-course concentration can be completed 100% online and allows you to specialize in a particular area of interest – Public Management, Ethical Leadership, or Health Care Administration.

The core of the MPA focuses on three critical areas for advancement within the law enforcement field or transitioning to a career in public safety leadership within the education, health care, government, or other relevant sectors:

1) understanding the political, legal, ethical and social context of public sector administration
2) achieving proficiency in a full range of management techniques as well as developing an understanding of organizational behavior
3) developing the ability to apply quantitative and qualitative methodologies to solve important problems, conduct policy analysis, and program evaluations

Marist College, a WIFLE-endorsed academic partner, has offered the MPA since 1980 and, for 20+ years, has partnered with the New York Police Department and the New York State Police to deliver programs to their academies. If you have any questions about Marist’s bachelors or masters program, please contact Brian Scott at 888-877-7900 or via email at graduate@marist.edu.

About Marist College: The Marist campus is located on the Hudson River midway between New York City and Albany. Founded in 1929, the College is accredited by the Middle States Association of Colleges and recognized by the U.S. Department of Education. The Princeton Review named Marist one of the best 368 colleges in the country and for seventeen years, U.S. News & World Report has consistently ranked Marist in its top tier. The College offers over 50 undergraduate degrees and 11 graduate programs, many of which can be completed online.

Link: www.marist.edu/admission/graduate/partnerships

 

GovSec West Conference & Expo in Dallas, TX

The 2nd Annual GovSec West Conference & Expo will be held October 8-10, 2012, in Dallas, TX. This event takes a comprehensive approach to securing our Nation by providing security professionals from federal, state, and local government – as well as private corporations – with the tools, techniques, and strategies for Critical Infrastructure Protection & Physical Security, Counterterrorism & Border Protection, Education Campus Security, and preventing Cyberterrorism & Cybercrime.

Plus, collaborate and network with top security technology manufacturers and service providers showcasing their latest products, technologies, and services in the FREE Expo October 9-10.

Get more information and register today. Get 10% off registration with this special discount code: GARD6@ www.GovSecWest.com.


 

Newsletter Editors
Dorene Erhard, Co-Editor, doreneerhard07@comcast.net
Betsy Casey, Co-Editor,
betsycasey53@aol.com

Web by Carol Paterick, carolpaterick@gmail.com

Copyright 2012 WIFLE.  All Rights Reserved.