WIFLE Leadership Training, August 25-27, 2014
Although the Annual WIFLE Leadership Training was compressed
into a 2-day session this year, it turned out to be an extremely
interesting and productive two days. The Julie Y. Cross Memorial
Golf Tournament was held on Monday, August 25, preceding the
training keynote program on Tuesday, August 28. The course at
Andrews Air Force Base in Camp Springs, MD – where the President
plays – was beautiful and the weather was extraordinary for
Washington, DC in August. Funds were raised to benefit the WIFLE
The leadership training began on Tuesday at the Omni Shoreham
Hotel in Washington, DC, with an inspiring and thoughtful
keynote speech by Loretta Lynch, United States Attorney, Eastern
District of New York. Following the keynote, Linda Tarr-Whelan
author of Women Lead the Way: Your Guide to Stepping Up to
Leadership and Changing the World, presented the first block
of training. This session was followed by a terrific Women in
Power: Executive Leadership Panel led by Stacia Hylton,
Director, U.S. Marshals Service; Michelle Leonhart,
Administrator, Drug Enforcement Administration; and C. Renee
Triplett, Deputy Assistant Director, U.S. Secret Service.
Opening day also provided an opportunity to recruit and retain
more women in Federal law enforcement at our Career Fair.
WIFLE’s partner, for the fifth year, the U.S. Marshals Service,
spearheaded this vital effort.
Then, two very special panel sessions, Critical Incident
Leadership Strategies: Women at the Helm, completed day
one’s training. The first panel focused on the Washington Navy
Yard Shooting and was conducted by three women in key roles
following the incident – Cathy Lanier, Chief, Metropolitan
Police Department, Washington, DC; Teresa Chambers, Chief U.S.
Park Police (now retired); and Elizabeth Toomer, Assistant
Special Agent in Charge, Naval Criminal Investigative Services.
The subject of the second panel was the Boston Marathon Bombing
and was conducted by three more women in law enforcement with
key roles – Carmen Ortiz, U.S. Attorney, District of
Massachusetts; Kelly Nee, Deputy Superintendent, Boston Police
Department; and Lucia Ziobro, Assistant Special Agent in Charge,
Federal Bureau of Investigation.
Day two’s training focused on issues of personal interest to
your federal career, with seminars on understanding the Federal
Employee Retirement System and on overcoming common mistakes in
managing and investing your thrift savings plan account. Tammy
Flanagan of the National Institute of Transitional Planning did
a superb job in sharing with the participants investment
strategies and fiscal decisions to maximize your retirement
savings plan. The final session of the day was a dynamic Flash
Mentoring event presented by the WIFLE Executive Leadership
Institute that provided an opportunity for participants to meet
one-on-one with women heads of agencies and other high-ranking
women officials in federal law enforcement.
In between training sessions on day two, WIFLE honored
significant achievements by exceptional members of the federal
law enforcement community at the 2014 WIFLE Awards Ceremony
luncheon. Please see the WIFLE website at www.wifle.org for a
complete list of our 2014 WIFLE Award recipients, along with our
newly established Elizebeth Smith Friedman Intelligence Award of
Excellence winner. The article below also highlights the new
WIFLE Intelligence Award and winner Melissa Y. Ruiz Bozoki.
It was a compact but exciting leadership training. An impressive
line-up of talented and accomplished women in federal law
enforcement participated in the sessions. WIFLE has not had time
yet to assess the written evaluations completed following the
training, however, the verbal feedback was enthusiastically
Please check the WIFLE website at
www.wifle.org soon for pictures and follow-up on the
15th Annual Leadership Training.
(left to right) Women in Power Executive Leadership Panel
Stacia A. Hylton, Director, U.S. Marshals Service
C. Renee Triplett, Deputy Assistant Director, U.S. Secret
Michelle M. Leonhart, Administrator, Drug Enforcement
Catherine W. Sanz, President, WIFLE Foundation, Inc.
Presentation of First WIFLE
Elizebeth Smith Friedman Intelligence Award of Excellence
Catherine W. Sanz, President, WIFLE Foundation,
Melissa Y. Ruiz Bozoki, Dirctor, South Texas Border Intelligence
Center USCBP, USBP
B. Todd Jones, Director, Alcohol, Tobacco, Firearms and
Sherree L. Mixell, Vice President, WIFLE Foundation, Inc.
In June of this year, WIFLE Foundation President Catherine
Sanz, along with Foundation Vice President Sheree Mixell,
attended the dedication of the Bureau of Alcohol, Tobacco,
Firearms and Explosives (ATF) National Headquarters’ Auditorium
in honor of ATF’s first female Prohibition Investigator and
Cryptanalyst Elizebeth Smith Friedman. At the dedication
ceremony, President Sanz made a special announcement of the
newly established WIFLE Elizebeth Smith Friedman Intelligence
Award of Excellence.
WIFLE is pleased to announce that Melissa Y. Ruiz Bozoki,
Director of the South Texas Border Intelligence Center (STC),
U.S. Customs and Border Protection, U.S. Border Patrol, was
awarded the first Elizebeth Smith Friedman Intelligence Award of
Excellence at the 2014 WIFLE Awards Ceremony, on August 27, in
Washington, DC. ATF Director B. Todd Jones introduced the WIFLE
Intelligence Award and presented the inaugural award to STC
Director Bozoki. Director Jones also provided the award winner
with a photo of Elizebeth Smith Friedman and a copy of her
original sworn oath of office.
The Elizebeth Smith Friedman Intelligence Award of Excellence
honors federal law enforcement personnel, sworn and non-sworn,
and full-time intelligence professionals. The award recognizes
significant acts of exceptional and sustained levels of
intelligence analysis; innovative intelligence integration
functions; and increased situational awareness to further
investigative operations, secure/protect an event,
reduce/prevent crime, and prevent terrorism.
Further information on Elizebeth Smith Friedman’s pioneering
work in federal law enforcement fighting transnational organized
crime and the WIFLE Intelligence Award are available at
www.wifle.org as well as
information on the complete list of 2014 WIFLE Awards Ceremony
THINK BEFORE YOU DELETE - The Federal Records Act and You
by Peter J. Jeffrey, Esq., Member, The Jeffrey Law Group,
The Federal Employee's Law Firm
The U.S. House of Representatives, Committee on Government
Oversight and Reform, has spent a large part of the summer
focused on federal recordkeeping requirements, specifically in
regards to the loss and potential deletion of former Internal
Revenue Service (IRS) official Lois Lerner’s emails. (See e.g.,
Stephen Ohlemacher,“IRS Commissioner John Koskinen Faces More
Questions Over Lost Emails” (Jun. 23, 2014)),
On July 17, 2014, during a Committee on Government Oversight and
Reform transcribed interview, Thomas Kane, the IRS Deputy
Associate Chief Counsel for Procedure and Administration,
testified that on February 4, 2014, senior IRS leadership
learned that Ms. Lerner’s hard drive had crashed in 2011.
(Testimony: IRS Needed Only Two Days to Confirm Lerner Hard
Drive Crash (Jul. 22, 2014)),
In reaction, the U.S. House of Representatives has passed the
Federal Records Accountability Act. If that bill eventually
becomes law, it would require Federal agencies to fire any
employee who intentionally and maliciously destroys Federal
FEDERAL PHASED RETIREMENT PROGRAM
The Office of Personnel Management recently announced final
regulations for a federal employee phased retirement program.
Phased retirement allows agencies to retain employees who would
normally have retired, but who wish to continue in service on a
part-time schedule. Employees under retirement provisions for
law enforcement officers, firefighters, certain customs and
border protection officers, and several other groups are
excluded from the phased retirement program.
If this is a program of interest to you, further information can
be found in the link below to a FedSmith article or at opm.gov.
PROTECTION LIABILITY INSURANCE
In today’s political and cultural environment, being a
federal law enforcement officer is arguably more difficult than
it has ever been. Budgetary pressures across the government have
forced law enforcement agencies to continually “do more with
less,” while the same pressures have also necessitated increased
scrutiny on how exactly money is spent or accounted for. When
discrepancies or questionable budget decisions are made public,
it often leads to members of Congress hauling agency heads and
other executives before Congressional committees. These
hearings, made largely for the benefit of the public, dovetail
with a rising tide of anti-government and anti-law enforcement
sentiment. These tensions threatened to explode during the
Cliven Bundy/Bureau of Land Management (BLM) stand-off and have
boiled over during the recent events in Ferguson, MO.
Add these pressures to the day-to-day stresses that come with
being in law enforcement, and it is no surprise that the
government has legislated reimbursements for FLEOs who purchase
professional liability insurance (PLI): in many ways, those in
law enforcement perform the most difficult jobs in the federal
government, and are the ones most in need of PLI protection.
This reimbursement law mandates that agencies reimburse FLEOs
who have PLI up to $150 of their premium cost, or about half of
a $1 million policy. The potential liabilities inherent in
performing the job have only increased in recent years.
While we encourage all federal law enforcement officers to get
PLI, regardless of provider, there are a multitude of reasons
why FEDS is the provider recommended by WIFLE and other leading
federal law enforcement employee associations. The FEDS PLI
policy protects you in three different ways: legal defense and
indemnification for civil lawsuits, legal representation for
administrative matters, and defense against criminal charges.
Current Marist Flyer
Application deadline for
the MPA is
December 1 to start in January 2015.
THE “I’s” HAVE IT FOR WHY BREAKING BARRIERS SHOULD BE
June Werdlow Rogers, Retired DEA SAC
What does an Admiral have in common with an NBA coach? Answer:
With the recent announcement of the US Navy’s first woman 4-star
admiral I could almost hear the cheering. Hooyah, Michele Howard
shattered another glass ceiling! Then, when this summer’s news
also headlined the appointment of Becky Hammon as the first
full-time female assistant coach for an NBA team (the San
Antonio Spurs), came my uttering a celebratory “booyah!” But
wait - I hear something else.
Is denigration among responses when women are elevated? The bad
news is that the answer is yes. The good news is that over the
years the numbers of negative voices appear to be diminishing.
For the few disparaging comments responding to newspaper
articles directed toward both women leading in male dominated
industries, exponentially there were more remarks against the
unfair criticism. Less noticed, but perhaps most evident of the
times were the lines wedged between the skirmish. Namely, an
indifferent muttering of “so what?”
It is tempting to disregard a phenomenon that’s relatively
common. After all, as a woman in law enforcement, you too have
broken barriers. And several women have been in charge of
federal agencies including the US Marshals Service, Drug
Enforcement Administration, US Park Police and the US Secret
Service. But we must be mindful that an apathetic approach only
leads to stagnation diminishing the likelihood of positive
change. Consider that information, insight and inspiration are
good reasons for embracing the news of women moving up.
Informative details about a woman being advanced can serve as a
guide for how others can too. From demonstrating her operational
abilities when Admiral Howard oversaw the rescue of Captain
Phillips who had been kidnapped by pirates in 2009; to dogged
determinism evident in her owing promotion to being “persistent
in your goals and to achieve them,” the public has been informed
specifically how she was able to navigate to the to top.
Insightful opportunities abound when we take the information
about how someone else made it and compare it to our own
journey. Have they found a path we haven’t yet explored? It
cannot be underestimated that even planting the seed that a
woman can step through a particular door can make a difference.
I wasn’t one of those girls who grew up planning to be a cop.
Were it not for the urging of a friend who painted the picture
that I could become a police officer it is not likely I would
have ever submitted an application.
Inspiration is something that makes someone want to do something
or that gives someone an idea about what to do or create. It
follows that the more visible a source of inspiration becomes,
the more likely others can latch onto an idea. In an interview
with Robin Roberts, Coach Hammon said she hopes her story
inspires others to dream big. The many women directing federal
agencies or heading up field offices demonstrates that it can be
done; and as the inspirational song I believe I can fly’s lyrics
proclaim “if I can see it, then I can do it.”
Hey trailblazer (yes, I’m talking to you) always remember to
celebrate “firsts.” You just never know when the information
about a promotion will cause a spectator to look into herself
and become inspired to walk in your shoes.
1 Good Morning America, American
Broadcasting Company (ABC) aired August 18, 2014.
2 Lamothe, Dan. “Adm. Michele Howard becomes first four-star
woman in Navy history” Washington Post.com, July 1, 2014,
http://washintonpost.com/. Accessed August 18, 2014.
3 http://www.merriam-webster.com/. Accessed August 19, 2014.
ACCESSING THE THRIFT SAVINGS PLAN (TSP)
Important Note: As a FERS employee, if you are married at
the time you plan to access you TSP account, you must either:
(1) elect a default annuity which is a joint life annuity with a
50% survivor benefit, level payments and no cash refund, or (2)
you must have your spouse’s notarized signature waiving their
right to the joint life annuity with a 50% survivor benefit,
level payments and no cash refund.
The TSP is similar to a 401(k) plan in that everything in the
TSP is tax-deferred (unless you have invested in the TSP Roth
401(k)). Because it is tax-deferred, there are rules and
restrictions if you retire before a specific age and withdraw
money from your account prior to age 59 ½. The TSP is unique in
that any Federal employee who retires in the calendar year in
which they are 55 or later can access any and all money in their
TSP account without penalty. However, if you retire prior to the
year in which you are age 55 there is a 10% early withdrawal
penalty on all withdrawals prior to age 50 ½ unless you withdraw
funds on actuarially projected life expectancy. There are two
possible withdrawal methods: (1) substantial equal installments
based on an actuarially projected lifetime payments, and (2) a
true annuity. Both of these withdrawal options are available at
any age with no early withdrawal penalties. However, there are
• Substantially equal installments based on actuarially
projected lifetime payments; this is not an annuity which
guarantees you a specific dollar amount every month of your
lifetime. Instead, this payment method is based on the concept
that some of your principal is being paid to you with every
payment. Therefore, ideally, you would receive the last money
from your account in the month of your death. You did not run
out of money nor did you die with money in your account. The
ideal won’t happen too often. There are three (3) possible
methods of calculating the substantially equal payments;
however, the one used by the Thrift Savings Plan is the Required
Minimum Distribution method.
• The true annuity guarantees a payment of at least the amount
you received in the first annuity payment every month for your
lifetime. If you elect the annuity your money is managed by an
insurance company, at present Metropolitan Life. Once you have
received the first payment, you cannot change options or cancel
the annuity and, further, you are not managing your money. There
are several options from which to choose: (1) Single Life; (2)
Joint and Survivor Spouse (100% or 50%); or (3) Joint and
Survivor Insurable Interest.
With the substantially equal installment method your money is
still in the TSP, you are continuing to manage how it is
invested once you are no longer subject to the 10% early
withdrawal penalty, you can change your withdrawal method and,
if you should die the balance in your TSP will be paid to your
beneficiary. With the true annuity, your money is no longer in
the TSP, it is managed for you by an insurance company and you
cannot make any changes once you have received the first
Substantially Equal Periodic Payments (SEPP)
The rules for 72(t) distributions require you to receive
Substantially Equal Periodic Payments (SEPP) based on your life
expectancy to avoid a 10% premature distribution penalty on any
amounts you withdraw. Payments must last for 5 years (the 5-year
period does not end until the fifth anniversary of the first
distribution received) or until you are 59 ½, whichever is
longer. Further, the SEPP amount must be calculated using one of
the IRS approved methods which include:
• Required minimum distribution method: This is the
simplest method for calculating your SEPP, but it also typically
produces the lowest payment. It simply takes your current
balance and divides it by your single life expectancy or joint
life expectancy. Your payment is then recalculated each year
with your account balance as of December 31st of the preceding
year and your current life expectancy. This is the only method
that allows for a payment that will change as your account value
changes. Even though this may provide the lowest payment, it may
be the best distribution method if you expect wide fluctuations
in the value of your account.
IN ORDER TO HAVE YOUR ACCOUNT DISTRIBUTED WITHOUT PENALTY
UNDER EITHER OF THE FOLLOWING TWO (2) METHODS YOU WOULD MOVE IT
FROM THE TSP INTO AN IRA.
• Fixed amortization method: With this method, the amount
to be distributed annually is determined by amortizing your
account balance over your single life expectancy, the uniform
life expectancy table or joint life expectancy with your oldest
• Fixed annuitization method: This method uses an annuity
factor to calculate your SEPP. This is one of the most complex
methods. The IRS explains it as taking the taxpayer’s account
balance divided by an annuity factor equal to the present value
of an annuity of $1 per month beginning at the taxpayer’s age
attained in the first distribution year and continuing for the
life of the taxpayer. For example, if the annuity factor for a
$1 per year annuity for an individual who is 50 years old is
19.087 (assuming an interest rate of 3.8%), an individual with a
$100,000 account balance would receive an annual distribution of
$5,239 ($100,000/19.097 - $5,239). This calculator uses the
mortality table published in IRS Revenue Ruling 2002-62, which
is a non-sex-based mortality table. Please note that your
annuitized SEPP is based on your life expectancy only, and is
not based on the age of your beneficiary.
The revenue rulings that contain the Federal med-term rates may
be found at:
This method may at times provide the largest payments, depending
on the size of the account and interest rates used. And like the
amortization method, the payments are fixed.
It is, however, the most complicated method to use. The IRS’s
Annuity Factor Table is not as easy to use as the life
expectancy factors from IRS Publication 590. However, there are
computer programs available that contain the actuarial table
used for the Annuity Factor Method.
Brentmark’s Software Pension & Roth IRA Analyzer is one program
that will do the calculations for you. Another helpful source
If payments are changed for any reason other than death or
disability before the required distribution period ends, the
distributions will be subject to a retroactive application of
the Premature Distribution Penalty. It is 10% (plus interest)
for all years beginning the year such payments commenced and
ending the year of the modification. It is important to remember
that while 72(t) distributions are not subject to the 10%
penalty for early withdrawal, all applicable taxes on the
distributions must still be paid. Further, taking any early
distributions from a retirement account reduces the amount of
money available later during your retirement. Please contact
your tax advisor for information.
Single Life Annuity guarantees an annuity payable to your during
your lifetime. You can elect the Single Life Annuity with or
without Cost of Living Adjustment (COLA), with or without the
cash refund option, and with or without a 10-year certain
payout. The COLA is capped at 3% but is an important
consideration – the longer you live if your annuity is not
adjusted for COLA, the less buying power it will have. (For
example, assume a $50 bill in 1957 bought $50 worth of goods and
services, in 2014, due to inflation, it would by $4.66 worth of
goods and services.)
The cash back option is important because it assures that you or
your beneficiary will receive at least the amount you had in the
TSP when you purchased the annuity. This is an expensive option
but guarantees that the value of your account will be paid to
you or your beneficiary. Ten-year certain payout is a short-term
guarantee. It guarantees that if you die within the first 10
years of the annuity, your payments will be continued for the
balance of the 1- years to whoever you have named. If you
receive payments for 10 or more years there will be no payments
after your death. However, if you live to be 110, you would
continue to receive payments.
Joint and Survivor Spouse – requires that you elect either 50%
or 100%. The key is that the 50% or 100% survivor’s annuity
would be paid to whoever outlived the other (i.e., it is your
TSP account, you elect joint and survivor spouse 50%, your
spouse predeceases you, your TSP annuity will be 50% of what you
were jointly receiving). You have the same COLA option on either
joint and survivor spouse annuity as in the single life annuity.
For joint and survivor spouse annuity, you do not have the
10-year certain payout; however, you do have the cash back
Excelsior College, a WIFLE Partner
By Gretchen Fleming, JD, MS
Program Director, MSCJ
Cybersecurity” from the National Cybersecurity Institute at
Excelsior College Is Free to WIFLE Members
This fall, the National Cybersecurity (NCI) at
Excelsior College will once again offer “Introduction to
Cybersecurity,” a Massive Open Online Course (MOOC).
Registration for the course runs from September 22 through
November 23, 2014.
“If there is a silver lining in the spate of
recent high-profile cyber-attacks on our digital infrastructure
here in the United States as well as across Europe, it’s that
the public may finally be waking up to the need for greater
information and cybersecurity,” says Dr. Jane LeClair, COO,
NCI. “With each and every person, organization, company and
government potentially vulnerable to attacks, it’s critical that
we not only boost investment in professional cyber training, but
educate business leaders and key decision makers.” The MOOC
aims to provide security educators, cyber professionals and
business leaders with an introduction to the evolving field of
The intention of the course is to provide
participants with an overview of the dynamic field of
cybersecurity. Participants will learn about the common
cyber-attacks and the techniques for identifying, detecting and
defending against cybersecurity threats. The course also will
focus on providing a basic understanding of personal, physical,
network, web and wireless security. Further, participants will
be introduced to cybersecurity standards and law. The knowledge
gained in this course will provide those participating with a
concrete foundation to further master the concepts of
To complete the course, participants will
navigate through eight modules consisting of video lectures,
assignments, interactive exercises, and peer-to-peer and
If you wish to register for “Introduction to
Cybersecurity” or to learn more about our partner tuition
discounts and full course offerings at Excelsior College, please
visit our partner site at:
Shaw Bransford & Roth
by Michael S. Causey, Associate Attorney
SUPREME COURT: LAW ENFORCEMENT OFFICERS
MUST ACQUIRE WARRANT TO SEARCH CELLULAR TELEPHONES AFTER AN
The Supreme Court has issued a ruling which holds that law
enforcement officers generally cannot search cellular telephones
without a warrant. The ruling simultaneously resolved two cases.
In the first case, David Riley was pulled over by San Diego
Police Department Officer Charles Dunnigan for driving with
expired tags and a suspended license. Two guns firearms were
found in the car, prompting an arrest on firearms charges.
Officer Dunnigan then seized Mr. Riley’s phone and began to
examine it and found that videos and the list of phone contacts
contained on the phone indicated that Mr. Riley was affiliated
with the Bloods gang. There were also photos of Mr. Riley
standing near a car, which police suspected had been involved in
a recent shooting.
Based on this and other evidence obtained later, Mr. Riley was
convicted of firing at an occupied vehicle, assault with a
semiautomatic firearm, and attempted murder. Mr. Riley was
sentenced to a prison term of fifteen years to life, despite
claims that his Fourth Amendment rights had been violated. Mr.
Riley appealed his conviction to the California Court of Appeals
which affirmed the decision. Mr. Riley appealed to the
California Supreme Court, which declined to review the decision.
Mr. Riley then appealed to the United States Supreme Court,
which agreed to review.
In the second case, Brima Wurie was arrested by Sergeant
Detective Paul Murphy and other officers of the Boston Police
Department on suspicion of distributing crack cocaine. Officers
were not aware of Mr. Wurie’s address, but used his cell phone
to learn his home phone number. With that information, they were
able to learn his home address. Officers also observed a photo
of a woman and a child on Mr. Wurie’s phone, and then proceeded
to look through the window of Mr. Wurie’s home and observed a
woman and child of similar appearance. The officers used the
apparently matching identities of the woman and child to help
verify that the home was Mr. Wurie’s.
Officers then acquired a warrant to search the home and seized
215 grams of crack cocaine, a firearm, ammunition, four bags of
marijuana, drug paraphernalia, and $250 in cash. Mr. Wurie moved
to suppress the evidence obtained from his home, but the United
States District Court for the District of Massachusetts denied
his suppression motion and sentenced Mr. Wurie to a prison term
of twenty-one years and ten months. Mr. Wurie appealed to the
United States Court of Appeals for the First Circuit, which
found that the officers had violated the Constitution by
searching Mr. Wurie’s phone. The government then appealed to the
Supreme Court, which agreed to review.
The Supreme Court combined the two cases and found that warrants
are generally required to search cell phones incident to a
The Supreme Court began by noting that it has previously
established that a limited search incident to a lawful arrest is
permissible under the Constitution. Specifically, officers may
search an area under the arrestee’s immediate control without
warrant for two reasons: 1) to search for weapons which the
arrestee might use, and 2) to discover evidence which might be
destroyed. Chimel v. California, 395 U.S. 752 (1969). The
Supreme Court has held that officers are permitted to search the
arrestee’s person to this end. United States v. Robinson, 414
U.S. 218 (1973) (officers did not violate the Fourth Amendment
when they searched a cigarette package in an arrestee’s pocket
and discovered fourteen capsules of heroine).
Long Term Care Issues That Every
Woman Should Consider
Planning ahead for potential long term care needs can be
important for all pre-retirees, but it may be especially
critical for women because of their longer life expectancy.
While longevity can mean more time to enjoy retirement,
traveling, and family, there is a downside to consider. It can
also mean an increased risk for health problems that may leave a
woman unable to care for herself at a time when she may also be
widowed and living alone. It is not surprising that seven in 10
residents in nursing homes are women, and that they represent
76% of the residents in assisted living facilities and
two-thirds of all home care recipients.1
The Federal Long Term Care Insurance Program (FLTCIP) offers
women in the Federal family the opportunity to plan for their
future care needs. The program’s daily benefit amount reimburses
for personal care and supervision at home, in a nursing home, or
in an assisted living facility, thereby helping to safeguard
retirement income and personal savings. Coverage under the
FLTCIP can also help women maintain their independence and avoid
reliance on their adult children for care.
If you’re a woman and haven’t yet applied to the FLTCIP, take a
few minutes now to read this article, assess your situation, and
consider how the program can make a difference in your future.
Consider the following:
• Think about your health and your family history. Could you
live a long life with conditions that may make it hard for you
to care for yourself if needed?
• Are family members who could provide the daily assistance you
may need likely to be living with you?
o If so, how might caring for you disrupt their
professional and personal lives? And how might you feel about
being dependent on them?
o If not, will you have the financial resources to pay
care costs and maintain a comfortable lifestyle?
• How could participating in the FLTCIP make a difference in
your life if you need long term care?
Who will pay your long term care bills?
Like other forms of health care, long term care is expensive and
the cost is continually increasing. The national average cost of
a licensed home health aide is currently $19 per hour while the
daily cost of a private or semiprivate room in a nursing home is
$258 and $227, respectively.2
These costs aren’t generally covered by health plans, such as
FEHB and Medicare, or TRICARE and TRICARE for Life. Medicaid
does cover long term care, but only for those with very low
income and assets. This means the responsibility may fall on
you, requiring the use of your monthly income and/or accumulated
Many members of the Federal family find the best alternative to
cover these costs is long term care insurance. And with the
FLTCIP, it’s easy and convenient to apply for this important
Turn to the FLTCIP
The FLTCIP was designed exclusively for the Federal family, with
member needs and budgets in mind. It’s consumer-friendly and
offers a choice of four prepackaged plans, which combine the
most popular program features and accommodate a range of
budgets. Customized plans are also available.
If you’ve hesitated to look into coverage because you thought
long term care insurance was too expensive, you may be surprised
by the FLTCIP’s affordability. For example, a 45-year-old woman
who chooses the FLTCIP’s most popular prepackaged plan—Plan B
with the 4% inflation rider—will pay a biweekly premium of
$33.90.3 That’s less than $68 per month, or a little more than
$2 a day, for protection that can save you thousands in future
care costs, should you ever need care.
To calculate the FLTCIP premium rate for your age and choice of
Take the Next Step Today
To learn more about the FLTCIP’s comprehensive benefits and
features, register for one of our upcoming webinars or view our
existing library of webinar recordings at
For personalized assistance, call 1-800-LTC-FEDS
(1-800-582-3337) TTY 1-800-843-3557 to speak with a
program consultant. They are available to answer any questions
you may have and can walk you step-by-step through the plan
design and application process.
More about the FLTCIP
Established by an act of Congress in 2000 and overseen by the
U.S. Office of Personnel Management, the FLTCIP is designed to
meet the specific needs of the Federal family. The FLTCIP
provides industry-leading benefits and offers flexible options
that allow enrollees to tailor coverage to meet their needs.
Certain medical conditions, or combinations of conditions, will
prevent some people from being approved for coverage. You need
to apply to find out if you qualify for coverage under the
1 New York Times. “The New Old Age: Coping and Caring,”
February 6, 2013.
2 John Hancock Life & Health Insurance Company. "John Hancock
2013 Cost of Care Survey," conducted by LifePlans, Inc., April
3 Premiums are set with the expectation that they will be
sufficient, but are not guaranteed. The premium for your group
(for example, those with the same plan design or set of
benefits) may only increase if it is determined to be
inadequate. While the group policy is in effect, OPM must
approve an increase in premium.
The Federal Long Term Care Insurance Program is sponsored by
the U.S. Office of Personnel Management, offered by John Hancock
Life & Health Insurance Company, and administered by Long Term
Care Partners, LLC.