WIFLE Newsletter

September 2014

Email: wifle@comcast.net
Phone: 301-805-2180
2200 Wilson Boulevard
Suite 102 PMB 204
Arlington, VA 22201-3324

To discuss an article for publication,
contact Editors:
Dorene Erhard or Betsy Casey

15th Annual 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 Scholarship Fund.

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 positive.

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 Service
Michelle M. Leonhart, Administrator, Drug Enforcement Administration
Catherine W. Sanz, President, WIFLE Foundation, Inc.

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Presentation of First WIFLE Elizebeth Smith Friedman Intelligence Award of Excellence

Picture courtesy of CBP Twitter

Catherine W. Sanz, President, WIFLE Foundation, Inc.
Melissa Y. Ruiz Bozoki, Dirctor, South Texas Border Intelligence Center USCBP, USBP
B. Todd Jones, Director, Alcohol, Tobacco, Firearms and Explosives
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 honorees.

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THINK BEFORE YOU DELETE - The Federal Records Act and You

by Peter J. Jeffrey, Esq., Member, The Jeffrey Law Group, PLLC.
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)), http://www.huffingtonpost.com/2014/06/23/john-koskinen-irs-emails_n_5522814.html. 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)), http://oversight.house.gov/release/testimony-irs-needed-two-days-confirm-lerner-hard-drive-crash/. 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 records. http://oversight.house.gov/wp-content/uploads/2014/07/H.R.-___-Meadows-Federal-Records-Accountability-Act-of-2014.pdf

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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.

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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.

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Current Marist Flyer

Application deadline for the MPA  is December 1 to start in January 2015.


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By June Werdlow Rogers, Retired DEA SAC

What does an Admiral have in common with an NBA coach? Answer: Breaking barriers.

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.


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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 differences:

• 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 payment.

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.


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 named beneficiary.
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: http://www.irs.gov/taxpros/lists/0,,id=98042.00.html.

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 is: http://72t.net/.

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 option.

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Excelsior College, a WIFLE Partner

By Gretchen Fleming, JD, MS
         Program Director, MSCJ


“Introduction to 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 cybersecurity.

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 cybersecurity. 

To complete the course, participants will navigate through eight modules consisting of video lectures, assignments, interactive exercises, and peer-to-peer and instructor discussion.

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:



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Shaw Bransford & Roth
by Michael S. Causey, Associate Attorney


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 lawful arrest.

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).
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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 savings.

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 protection.

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 plans, visit www.LTCFEDS.com/rate.

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 www.LTCFEDS.com/webinar.

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 FLTCIP.

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 2013.
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.

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