Preparing for a Revived Schedule F: Replacing Angst With Action P. 22 The Federal Service Is Under Attack, and NARFE-PAC Is Our Best Defense
MARCH 2025
EDITORIAL DIRECTOR
Jenn Rafael
CREATIVE SERVICES MANAGER
Beth Bedard
CONTENT MANAGER
Matt Sanderson
ADDITIONAL GRAPHIC DESIGN TGD
EDITORIAL BOARD
William Shackelford, Cindy Reneé Blythe
CONTACT US
NARFE Magazine
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NARFE FOR THE VISUALLY IMPAIRED
ON THE TELEPHONE: This publication can be heard on the telephone by persons who have trouble seeing or reading the print edition. For more information, contact the National Federation of the Blind NFBNEWSLINE® service at 866-504-7300 or go to www.nfbnewsline.org.
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NATIONAL OFFICERS
WILLIAM SHACKELFORD
President; natpres@narfe.org
CINDY RENEÉ BLYTHE
Secretary/Treasurer; natsectreas@narfe.org
TO JOIN NARFE, RENEW YOUR MEMBERSHIP OR FIND
A LOCAL CHAPTER:
CALL (TOLL-FREE) 800-456-8410 OR GO TO www.narfe.org
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CALL (TOLL-FREE) 800-456-8410 EMAIL memberrecords@narfe.org OR GO TO www.narfe.org, log in and click on “My Account”
TO REACH A FEDERAL BENEFITS SPECIALIST: EMAIL fedbenefits@narfe.org
NARFE HEADQUARTERS
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Hours of operation: Monday-Friday, 8 a.m.-5 p.m. ET
REGIONAL VICE PRESIDENTS
REGION I Jeff Anliker (Connecticut, Maine, Massachusetts, New Hampshire, New York, Rhode Island and Vermont)
Tel: 413-813-8136
Email: jeff.anliker@outlook.com
REGION II Paul Schwartz (Delaware, District of Columbia, Maryland, New Jersey and Pennsylvania) Tel: 240-838-2200
Email: schwartzpaul02@gmail.com
REGION III Lynn Harper (Alabama, Florida, Georgia, Mississippi, South Carolina and Puerto Rico) Tel: 478-951-3260
Email: Lynn_harper@msn.com
REGION IV Ed Konys (Illinois, Indiana, Michigan, Ohio and Wisconsin) Tel: 937-207-6087
Email: rvpkonys@outlook.com
REGION V Linda Sawvell (Iowa, Kansas, Minnesota, Missouri, Nebraska, North Dakota and South Dakota) Tel: 563-340-4823
Email: Lsawvell262@gmail.com
REGION VI Patsy Ashton (Arkansas, Louisiana, Oklahoma, Republic of Panama and Texas) Tel: 504-452-3870
Email: rvp6@narfe.org
REGION VII Sharon Reese (Arizona, Colorado, New Mexico, Utah and Wyoming) Tel: 575-649-6035
Email: sreese346@gmail.com
REGION VIII John Almquist (California, Hawaii, Nevada and Republic of Philippines) Tel: 949-246-4378 Email: almquistjw@yahoo.com
REGION IX Steven Roy (Alaska, Idaho, Montana, Oregon and Washington) Tel: 425-344-3926
Email: stevenroy1@yahoo.com
REGION X Robert Allen (Kentucky, North Carolina, Tennessee, Virginia and West Virginia) Tel: 757-404-3880
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NARFE’S MISSION STATEMENT
To support legislation and regulations beneficial to federal civilian employees and annuitants and potential annuitants under any federal civilian retirement system and to oppose those detrimental to their interests.
To promote the general welfare of federal civilian employees and annuitants and potential annuitants, to advise and assist them with respect to their rights under retirement, health and other employee and retiree benefits laws and regulations, and to represent their interests before appropriate authorities.
To cooperate with other organizations and associations in furtherance of these general objectives.
NARFE Has So Much to Celebrate!
On Sunday, January 5, President Joseph Biden signed the Social Security Fairness Act, H.R. 82 into law in the East Room of the White House at approximately 4:45 p.m. It was an exciting event and a real pleasure to be in attendance and proudly representative all members of NARFE.
With the deadline for my NARFE Magazine column being a couple of months before the actual publication, this is my first opportunity to thank NARFE members for supporting my re-election as your National President.
Serving in this position has been a profound honor, and I am eager to continue to advance the interests and well-being of all federal employees and retirees. I will continue to listen to your concerns and take appropriate action. There were several successes during my first term but there is much left to do, so we must continue to work together to address the challenges our organization faces.
NARFE-PAC
Since 1982, NARFE-PAC has served as the vehicle to protect our earned benefits through the support of our friends in Congress and the party committees; March was designated as NARFE-PAC Month in 2002. The polarizing start of the 119th Congress and the beginning of a new administration make it clear that NARFE-PAC has a lot of work to do, as we learn of the intentions of the administration pertaining to the future of all active federal employees, retirees and spousal annuitants. Rest assured that the advocacy department at NARFE headquarters will remain diligent about any changes and continue to work to solidify our relationship. You will soon receive a request from me asking you to support NARFE-PAC and strengthen your voice on Capitol Hill. Please give generously. Remember, your contributions support the advocacy mission of NARFE, complement our grassroots efforts, and allow NARFE’s lobbyists to continue their great work on Capitol Hill.
FEDCON26
It is time to begin planning for the next NARFE biennial national conference, FEDcon26. After reviewing submissions by 14 sites in five cities that had potential for hosting FEDcon26, the National Executive Board selected the Hyatt Regency in Indianapolis, IN, as the location for the conference. The dates for FEDcon26 are August 19-26, 2026. Additionally, the joint Federation Presidents/ National Executive Board Meeting will be held August 11-15, 2025, at the same location.
LEGCON25
As congressional action gets underway, John Hatton, NARFE staff vice president for policy and programs, and the headquarters advocacy staff are preparing for robust advocacy engagement in 2025. To prepare for engagement at the local level, federations and chapters will be able to participate in LEGcon25, our legislative training conference, which will be held virtually in June. During the conference, you will receive training over two days that will assist you in preparing for future face-to-face meetings with your members of Congress or their staff. Many of you have participated and know the benefits.
FEDHUB CHAPTER COMMUNITIES
At the December NEB meeting, NARFE headquarters staff outlined plans to explore the use of FEDHub, our online community platform, to enhance chapter communications. By the end of 2024, an initial group of 39 FEDHub chapter communities had been created, representing 7,600 members. More will follow—officers have received instructions by email on requesting chapter communities. This effort is going to be key to chapter communications in 2025, allowing each chapter to send emails to members at no additional expense to NARFE.
Thank you for your support. REMEMBER—an interested member is an involved member!
WILLIAM SHACKELFORD NARFE NATIONAL PRESIDENT natpres@narfe.org
SAVE MONEY WITH NARFE PERKS
WHETHER you are planning your next vacation or move, buying a gift or planning for retirement, members can save money on everyday purchases with special discounts from our affinity partners. Visit www.narfe.org/perks or see p. 50.
Apply for the 2025 NARFE-FEEA Scholarship Program
The deadline to apply for the 2025 NARFE-FEEA Fund Scholarship Awards Program is March 13.
Recipients will receive a one-time award of $1,000 to put toward the 2025-2026 school year.
Applicants must be seniors in high school; children,
grandchildren or greatgrandchildren of NARFE members are eligible.
For more information and access the application, visit www.feea.org/our-programs/ scholarships.
The scholarship program is funded by the NARFE-FEEA Fund, supported by NARFE
READ NARFE MAGAZINE ONLINE
Login and read current and previous issues of NARFE Magazine on your computer, phone or tablet. You can also download it to read later. Visit www.narfe.org/magazine-issues.
MISS A WEBINAR?
Members can catch up on NARFE’s Webinars On Demand for free at any time and browse a vast collection of Federal Benefits Institute presentations, where you will find videos, slides and transcripts of question-and-answer sessions for webinars dating back to 2019. Find them at www. narfe.org/webinar-archive.
member and administered by FEEA.
To support the program, donations to the NARFE-FEEA Fund can be made online at www. feea.org/givenarfe or by check payable to NARFE-FEEA Fund, mailed to NARFE-FEEA Fund c/o FEEA, 1641 Prince Street, Alexandria, VA 22314.
TSP UPDATE ONLINE
Get the most recent monthly and annual Thrift Savings Plan returns (G, F, C, S, I and L Funds) online at www.narfe.org/ tsp-funds.
TRACKING RETIREMENT CLAIMS
Find out how many retirement claims OPM Retirement Services receives and processes each month, with average processing times and total inventory, at www.narfe.org/opm-processing.
WEP & GPO Repealed!
On January 5, 2025, President Joseph Biden signed the Social Security Fairness Act, H.R. 82, into law, repealing the Windfall Elimination Provision (WEP) and the Government Pension Offset (GPO). No longer will these two provisions penalize millions simply because they earned a pension through their public service. They will now receive the full Social Security benefits they earned and paid for through their private sector work.
Enactment of the bill represents a historic victory for NARFE; this organization and our members have been advocating for repeal of WEP and GPO for more than 40 years, since the provisions came into effect. The win was the culmination of decades of effort and advocacy, coordination with a coalition of allies both within and outside of Congress, and harnessing momentum from progress achieved at several stages of the process in recent years.
In the previous Congress, the advocacy of NARFE, its allies and the grassroots, citizen advocacy of our members persuaded 305 members of the House to cosponsor the bill. At the 290 mark, the bill qualified for placement on the House Consensus Calendar. But just before it was slated to
be added to that calendar to allow a floor vote, in September 2022, the House Committee on Ways and Means considered and reported the bill, but without recommendation. That removed the bill from the House Consensus Calendar, and it did not receive a vote that year.
In the 118th Congress, the bill garnered 330 cosponsors in the House, the most for any bill, and 62 in the Senate.
The House Subcommittee on Social Security held two hearings on the issue, and the Senate Subcommittee on Social Security, Pensions and Family Policy held one of its own. While the House sponsor of H.R. 82, Rep. Garret Graves, R-LA, pushed for the House Ways and Means Committee to advance H.R. 82 or a compromise bill with offsets, the committee provided only an offer of partial relief, limited in time and length, from WEP and GPO, and only for those below a certain income threshold for GPO. With the offer unacceptable, Graves filed a discharge petition with the support of the lead Democratic cosponsor, Rep. Abigail Spanberger, D-VA, to force a floor vote. Unlike the
MARCH ACTION ALERT: NARFE GRASSROOTS
ADVOCACY NARFE’s Legislative Action Center is an easy way to send letters to your members of Congress, search for your legislators, report your congressional meetings, and much more. It helps you take action on the pressing issues NARFE has identified for the 119th Congress. LEARN MORE about how you can take action to protect your earned pay and benefits by visiting NARFE’s Advocacy homepage at www.narfe.org/advocacy.
Consensus Calendar rule, the discharge petition rules do not provide an exception based on committee action. It did require 218 new signatures on the petition, though. Through an intense, coordinated advocacy push, the discharge petition earned its 218th supporter on September 19, just nine days after it was filed.
That set the stage for a House floor vote, which occurred after the House recessed to campaign prior to and through the elections. When it was brought up, on November 12, the chamber passed the bill with overwhelming bipartisan support via a 327-75 vote.
Attention then turned to the Senate to bring the bill to the floor. With more than 60
MYTH VS. REALITY
MYTH: The 2025 cost-of-living adjustment (COLA) took effect immediately after its announcement.
REALITY: While the 2025 COLA was released in October using the Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W), adjustments to federal annuities and Social Security benefits will not adjust payments until January 2025.
senators on the bill, it appeared to have the support necessary to end a filibuster and pass the upper chamber. But NARFE and our allies still needed to convince Senate Majority Leader Chuck Schumer to bring the bill to the floor for a vote, prioritizing floor time on the issue. In addition to direct and coordinated grassroots advocacy, NARFE and its allies, including the International Association of Firefighter and the Fraternal Order of Police, hosted a rally amid heavy rains at the U.S. Capitol on December 11 to push for a vote. Schumer confirmed attendance the night before, and, while on stage with NARFE National President William “Bill” Shackelford and members of
NARFE’s board, he committed the Senate to vote on the Social Security Fairness Act.
That set up a series of actions and votes that led to final passage, just past midnight in the early hours of Saturday, December 21. The final tally was 76-20 in favor, after a critical 73-27 vote to end debate on the motion to proceed occurring Wednesday prior. The Senate also voted against several amendments that would have prevented the bill from becoming law.
Finally, on January 5, 2025, President Joseph Biden signed the bill into law. The repeal affects benefits payable after December 2023.
—BY JOHN HATTON, STAFF VICE PRESIDENT, POLICY AND PROGRAMS
Bill Passed, Signed Into Law to Improve Federal Hiring Practices
President Joe Biden signed the Chance to Compete Act, S. 59, on December 23, 2024, after the Senate passed via unanimous consent on December 12, followed by House passage on December 16 via voice vote. The bill would improve the federal employment hiring process by focusing on an individual’s relevant experience and skill set, using subject matter experts in the hiring process,
and allowing agencies to share assessments.
The bill’s changes would improve the efficiency and transparency of the federal hiring process by utilizing tenets central to merit-based hiring. Current federal hiring practices hinder the federal government’s ability to recruit talent to serve the American people effectively.
Federal agencies are currently facing significant
gaps in mission-critical skills. The changes outlined in the Chance to Compete Act will help improve the hiring processes necessary to meet those needs by expanding the talent pool and ensuring that individuals with the required skills are brought into the federal workforce in a transparent and efficient way.
—BY MISSY LOVE, POLICY AND PROGRAMS ASSISTANT
NARFE GRASSROOTS ADVOCACY
LEARN MORE about how you can take action to protect your earned pay and benefits by visiting NARFE’s Advocacy homepage at www.narfe.org/advocacy
Mark Your Calendars: LEGcon25 is Coming This June!
NARFE’s premier legislative training event, LEGcon25, is just around the corner! This year, the conference will be held virtually from June 9-11, making it more accessible than ever for members nationwide. LEGcon25 offers a unique opportunity for NARFE members to hone their advocacy skills, engage with lawmakers and their staff, and help shape the legislative priorities that impact the federal community.
This year’s conference will span two days of intensive training, featuring sessions designed to build bold advocacy skills and effective grassroots tactics. Participants will hear directly from legislators, legislative staff, and issue experts, gaining insight into the inner workings of Congress and policymaking. The event will culminate in an Advocacy Day, where members put their training into action by engaging with lawmakers to discuss NARFE’s top legislative priorities. These meetings provide members with a platform to make their voices heard and advocate on behalf of federal employees, retirees, and their families.
LEGcon25 is more than just a conference; it’s a training ground for members who
want to make a real impact. The skills you’ll gain during LEGcon25 will prepare you for Lobby Day and set you up for success whenever you
THIS YEAR’S CONFERENCE WILL SPAN TWO DAYS OF INTENSIVE TRAINING, FEATURING SESSIONS DESIGNED TO BUILD BOLD ADVOCACY SKILLS AND EFFECTIVE GRASSROOTS TACTICS.
can engage with lawmakers in Washington, D.C., or at a local district event. It’s a great reminder especially as we enter NARFE-PAC month, when members often attend local fundraising events for legislators. These events are invaluable opportunities to meet with representatives and senators face-to-face, discuss the issues affecting the federal community, and foster relationships that will benefit NARFE’s advocacy efforts.
With the skills you’ll gain at LEGcon25, you’ll feel confident and ready to make these interactions impactful.
LEGcon25 aims to set you up for the utmost success, as advocating for NARFE’s issues requires preparation, confidence, and a clear understanding of communicating effectively with legislators and their staff. During LEGcon25, you’ll learn how to make a compelling case against cuts to federal benefits or policies to undermine the merit-based civil service, among other highpriority advocacy topics. These skills are vital whether you’re attending a formal meeting during the Advocacy Day or connecting with a lawmaker at a NARFE-PAC event in your community!
Don’t miss LEGcon25 this June—it’s your chance to take your advocacy to the next level, connect with likeminded members, and make a difference for the federal community. Stay tuned for registration details. Together, we can continue to build on NARFE’s legacy of effective advocacy, one conversation at a time.
—BY IVANA SARA, MANAGER, GRASSROOTS ADVOCACY AND LEGISLATIVE AFFAIRS
OPM Strengthens Civil Service Protections
The U.S. Office of Personnel Management (OPM) issued updated guidance in October 2024 to reinforce the merit-based and nonpartisan nature of the federal workforce. Building on the final rule released in April, titled “Upholding Civil Service Protections and Merit System Principles,” this directive further clarifies protections for career civil servants. It aligns with Executive Order 14003, which emphasizes the importance of shielding federal employees from undue political influence and ensuring that the civil service remains rooted in merit and integrity.
A key focus of the guidance is safeguarding career employees’
civil service status. It explicitly states that career employees cannot lose their protections due to involuntary reassignments between the competitive and excepted service. This ensures that agencies cannot undermine these protections by moving employees into roles with fewer safeguards.
The guidance also addresses properly using terms like “policy-making” and “confidential.” It clarifies that these classifications are intended for political appointees, not career employees. This prevents the misuse of these terms to blur the lines between nonpartisan civil servants and politically motivated positions, protecting
the federal workforce’s impartiality.
The directive also discusses transparency, mandating that agencies provide advance notice and implement clear procedures for involuntary reassignments. It also guarantees employees the right to appeal such decisions, ensuring their rights are upheld and that any potentially improper moves can be challenged effectively.
At press time, the Trump administration had not taken office, and any efforts to erode the merit-based civil service protections and guidance outlined above have not yet been issued.
—BY IVANA SARA, MANAGER, GRASSROOTS ADVOCACY AND LEGISLATIVE AFFAIRS
Biden Finalizes Federal Pay Increases for 2025
In the last week of 2024, President Joe Biden signed an executive order providing an average 2% federal civilian employee pay raise applicable to statutory pay rates, including the General Schedule. The pay increase includes a 1.7% across-the-board increase, plus an average 0.3 percentage point increase in locality pay rates. This aligns with his alternative pay plan, issued in August, and the proposed pay increase included in his fiscal year 2026 budget.
This 2% average is down from 2024, where federal employees saw an average pay increase of 5.2%, and lower than the 4.5% military pay raise. NARFE advocated for a 4.5% increase to provide parity with the military pay raise.
The Office of Management and Budget’s justification for the 2% raise indicated it “recognizes the federal workforce’s dedication and service to the American people and positions the federal government to better compete in the labor market to attract and retain a wellqualified federal workforce while accounting for the fiscal
constraints federal agencies face in fiscal [year] 2025.”
This raise also takes another step to closing the increasing wage gap between the compensation of private sector employees and the federal workforce. The most recent Federal Salary Council report shows that over this past year, private sector employees made 24.72% more in salary than their federal counterparts.
To see the complete 2025 pay table, including the exact amount of pay increase based on locality pay region, the Office of Personnel Management has posted them on their website at https://www. opm.gov/policy-data-oversight/ pay-leave/salaries-wages/2025/ general-schedule
—BY NICOLE BLACKSTONE, FEDERAL BENEFITS INSTITUTE PROGRAM MANAGER
LEGISLATIVE RESOURCES
NARFE NewsLine – A weekly newsletter that goes out to NARFE members on Tuesdays and includes weekly recaps of legislative news, compiled by NARFE’s advocacy and communications teams.
LEGISLATIVE ACTION CENTER – A one-stop site to send a letter to Congress, and more, at www.narfe.org
NARFE Advocacy Priorities for 2025-26 Aim to Protect Benefits, Merit-Based Civil Service
NARFE develops a set of advocacy priorities every two years, aligning with each Congress, but applicable to both legislative and executive actions. The priorities are available at www.narfe.org/119th-advocacy-priorities
Prior to the adoption of the priorities, the NARFE National Executive Board (NEB) adopts NARFE’s Advocacy Positions, available at www.narfe. org/119th-advocacy-positions , which provides an extensive and specific enumeration of public policies NARFE supports and opposes. The NEB adopts the positions upon the recommendation of NARFE’s Advocacy Committee. The committee reviews the prior years’ positions, assesses staff recommendations, and considers proposals from NARFE members (with the support of at least five members), chapters and federation boards. The process empowers NARFE’s membership, through an inclusive process, and represented via elected leadership, to determine what policies to support or oppose.
The positions guide NARFE leadership and staff when deciding whether to endorse or oppose bills or executive actions, and what stance to take in public statements. However, they do not dictate how to spend our limited time
and resources on proactive advocacy efforts. For that, we develop the advocacy priorities. The priorities are informed by the positions, but also by: replies to membership surveys; the views of national, regional, federation and chapter officers; and feedback directly to the advocacy team from NARFE members. They also account for expectations regarding the future political environment—what threats and opportunities may exist in the next two years. The priorities are recommended by advocacy staff to the National President for adoption. Once adopted, we develop a strategy and tactics to advance the priorities.
For 2025-26, NARFE has adopted the following priorities:
1. OPPOSE ANY CUTS TO EARNED FEDERAL RETIREMENT AND HEALTH BENEFITS
Past proposals from some lawmakers and the first Trump administration have sought to reduce or eliminate cost-of-living adjustments (COLA), decrease the
government share of health insurance premiums, increase employee contributions toward retirement without any added benefit, reduce the initial retirement benefit for those approaching retirement, and/or reduce the rate of return on federal civilian and military retiree savings in the Thrift Savings Plan G Fund. NARFE strongly opposes these proposals and urges that they be non-starters in budget negotiations and/or reconciliation legislation.
2. PROTECT THE INTEGRITY OF GOVERNMENT OPERATIONS AND THE MERIT-BASED CIVIL SERVICE
a. Oppose Efforts to Eliminate or Undermine the Merit-Based Civil Service The incoming Trump administration has indicated support for converting a substantial number of civil service positions into a new excepted service schedule (Schedule F), which would not be subject to competitive service rules that ensure merit-based hiring and firing, and potentially other changes to civil service rules to achieve similar ends. NARFE opposes these policies, and
supports passage of the Saving the Civil Service Act (H.R. 1002/S.399 in the 118th Congress) to prevent a return of Schedule F.
b. Oppose Across-theBoard Reductions in the Size of the Federal Workforce (and Policies Intended to Facilitate Such) The incoming Trump administration is planning an initiative via a so-called Department of Government Efficiency (DOGE) that aims, in part, to achieve large-scale reductions in the federal workforce in the name of efficiency, but potentially in the service of undermining government operations. NARFE opposes large-scale reductions in the federal workforce that would undermine critical government operations on behalf of the American people. NARFE supports efforts to rein in waste, fraud and abuse, but encourages the Trump administration to work with public servants to achieve such goals.
c. Support Market Rate Increases to Federal Pay Rates/Oppose Federal Compensation Cuts Federal pay rates must be competitive to recruit and retain a well-qualified and high-performing workforce. To maintain competitive pay rates, NARFE supports an increase of at least 3.8 percent, on average, for calendar year 2026 through the appropriations process. Furthermore, NARFE opposes policies that would undermine the competitiveness of federal
compensation via benefits cuts for current or future federal employees.
3. SUPPORT FULL COLAS FOR FEDERAL RETIREES
After learning of lengthy delays affecting survivor benefits processing, health insurance benefit updates and numerous other changes, NARFE requested congressional report language providing additional oversight of the Office of Personnel Management’s (OPM) Retirement Services division. House congressional appropriators included NARFE’s suggested language in a Housepassed appropriations minibus, pressuring OPM to report claim processing and call center statistics and improve service to federal annuitants. NARFE also supported the creation of an OPM Information Technology Working Capital Fund, which was included in an omnibus appropriations package and signed into law, granting the agency the opportunity to address longstanding IT challenges and undertake modernization efforts.
4. SUPPORT POLICIES TO PROVIDE ENHANCED CHOICE AND LOWER COSTS FOR THE FEDERAL/ POSTAL HEALTH BENEFITS PROGRAMS
NARFE supports efforts by federal agencies and the Office of Personnel Management (OPM) to empower federal employees and retirees to take advantage of the choices provided via improved educational and training resources. Additionally, NARFE supports choice
regarding Medicare enrollment (notably for Part B and Part D) for federal and postal retirees, including the reversal or annulment of an OPM regulation preventing postal retirees from maintaining prescription drug coverage via their Postal Service Health Benefits (PSHB) plan. NARFE also supports Federal Employees Health Benefits and PSHB plans expanding reimbursement for Part B premiums, as some plans currently do, and enacting legislation that would treat FEHB/PSHB coverage as creditable coverage for Part B, permitting waiver of Part B late enrollment fees for individuals covered by these programs.
5. STRENGTHEN THE OFFICE OF PERSONNEL MANAGEMENT’S (OPM) RETIREMENT SERVICES (RS) DIVISION
NARFE supports continued congressional oversight to push OPM to modernize processes and technology to improve customer service levels. NARFE also supports funding for OPM RS to meet its goals, including for the widespread adoption of an online retirement application and a digital case management system.
Please visit www.narfe. org/119th-advocacy-priorities for fuller explanations of the priorities. You can also view issue briefs and talking points on the Issue Briefs and Fact Sheets page in the Advocacy section of the NARFE website for more details on these issues.
—BY JOHN HATTON, STAFF VICE PRESIDENT, POLICY AND PROGRAMS
NARFE’S ADVOCACY POSITIONS FOR 2025-2026
NARFE’s Advocacy Positions for 2025-26 provides an extensive and specific enumeration of NARFE’s member-endorsed positions on legislative and administrative policies. In pursuing these, NARFE will defend the earned pay and benefits of federal and postal civilian employees and retirees. NARFE advocacy primarily focuses on the following priorities:
• Defend and advance the earned pay and benefits of America’s current and retired civil servants.
• Protect the viability, stability and standards of service of established federal government functions.
• Promote understanding of, and trust in, the government.
Positions followed by a star H require legislation. New language appears in italics
RETIREMENT
FEDERAL RETIREMENT BENEFITS
NARFE SUPPORTS:
✔ Cost-of-living adjustments (COLAs) for all federally administered retirement programs on a regular annual schedule, computed on the same basis and paid at the same time, regardless of age and/or income level.
✔ COLAs determined by a Consumer Price Index (CPI) based on the objective analyses of Bureau of Labor Statistics (BLS) professionals.
✔ Changing the CPI-W (Consumer Price Index for Urban Wage Earners and Clerical Workers) to the CPI-E (Consumer Price Index for the Elderly) as the standard for determining the annual COLA. H
✔ Providing Federal Employees Retirement System (FERS) annuitants with an annual COLA equal to the relevant CPI increase. H
✔ Extending equitable treatment to federal retirement annuities in legislation increasing Social Security benefits. H
✔ Legislation to provide equitable tax treatment of federal government retirement benefits comparable with Social Security. H
✔ Equitable relief for federal employees and retirees in any legislation providing widespread emergency relief or economic stimulus. H
✔ Legislation to repeal the increase in pension contributions of new federal employees, enacted in February 2012 and December 2013. H
✔ Legislation to temporarily suspend required minimum distributions (RMDs) from qualified retirement plans, such as the Thrift Savings Plan (TSP), during significant national economic downturns. H
✔ Ensuring the Federal Retirement Thrift Investment Board (FRTIB) discharges its responsibilities solely in the best interests of participants and beneficiaries of the TSP.
✔ Legislation to conform the TSP regulations to Internal Revenue Service (IRS) regulations on other qualified retirement savings plans, such as 401(k) plans. H
✔ Legislation to eliminate required minimum distributions (RMDs) from Roth 401(k)-type accounts, such as Roth TSP accounts. H
✔ Legislation to permit tax-free, qualified charitable distributions (QCDs) from employer-sponsored retirement accounts, including TSP accounts, and to allow those QCDs to satisfy RMD requirements. H
✔ NARFE supports legislation or regulations to require the TSP to offer participants the option of converting traditional TSP contributions into Roth TSP contributions.
✔ Legislation or regulations that require financial advisors to provide advice regarding retirement investments that is in their clients’ best interests, not their own.
✔ Legislation to provide retiring federal employees the option of electing and paying the actuarial cost of additional survivor annuity amounts in 5% increments, up to 75% of an unreduced annuity. H
✔ Legislation that would allow the recalculation of retirement annuities for federal employees
who have retired since 1994 and who worked in Hawaii, Alaska or the U.S. Territories and who pay the contributions to the Civil Service Retirement and Disability Fund (CSRDF), and income taxes that they would have paid had locality pay been available to them prior to their retirement. H
✔ Full public disclosure of the fiscal stability and financial obligations of the CSRDF.
✔ Measures to ensure accurate, reliable, and timely customer service from the Retirement Services division of the Office of Personnel Management (OPM), including congressional oversight to ensure transparency, funding to ensure adequate resources, and efforts to modernize technology and improve processes.
NARFE OPPOSES:
✘ Across-the-board reductions in COLAs not required in all federally administered retirement programs.
✘ Using the Chained CPI to determine annual COLAs.
✘ Any action that erodes the solvency of the CSRDF.
✘ Increasing federal employee contributions towards retirement without any corresponding benefit increase.
✘ NARFE opposes the authorization of expedited procedures for legislation that could include reductions to earned federal benefits, including legislation proposed by congressionally established fiscal commissions.
SOCIAL SECURITY
NARFE is guided by the following six Social Security principles to provide:
1. A benefit people can depend on;
2. Financial security for the disabled, survivors and dependents (i.e., social insurance);
3. Universal and fair coverage;
4. Deliberate redistribution of benefits to lower income beneficiaries;
5. Efficient administration of the program (less than 1% overhead costs); and
6. Full cost-of-living adjustments (COLAs).
NARFE SUPPORTS:
✔ Repeal or reform of the Social Security Government Pension Offset (GPO) and the Windfall Elimination Provision (WEP). H
✔ Legislation that would require the Social Security Administration to report annually the amount of WEP penalty to affected individuals. H
✔ Legislation regarding Social Security that improves the solvency of the trust fund and increases benefits for all beneficiaries. H
✔ Raising the cap on Social Security payroll taxes to improve the solvency of the Trust Fund. H
✔ Indexing the income threshold for taxation of Social Security benefits. H
✔ Eliminating income taxation of Social Security benefits. H
NARFE OPPOSES:
✘ Investment of the Social Security reserves in investments other than Treasury securities.
✘ Replacing any portion of Social Security benefits with private individual accounts.
FEDERAL PAY AND WORKFORCE POLICIES
NARFE SUPPORTS:
✔ A merit-based civil service secured through competitive hiring processes and due process protections.
✔ Implementation of federal employee pay parity as reflected in the Federal Employees Pay Comparability Act of 1990 (P.L. 101-509).
✔ Sufficient pay levels to attract and retain a federal workforce with the necessary knowledge, skills and abilities to carry out their jobs and fulfill agency missions.
✔ Legislation that would afford federal employees serving in combat zones the same tax treatment as their military counterparts. H
✔ Legislation to provide reasonable and equitable compensation to federal employees, retirees or their families who face significant risks to life and limb and/or suffer adverse consequences due to a servicerelated illness, injury, or death. H
✔ Providing all federal employees with paid family and medical leave, in addition to paid parental leave. H
✔ Timely passage of annual government funding bills.
✔ Permanent delegation of authority to agencies to waive the requirement that salaries of reemployed annuitants be offset by the amount of their federal annuity when hiring reemployed annuitants is necessary to fulfill agency functions.
NARFE OPPOSES:
✘ Proposals that would privatize inherently governmental functions.
✘ Legislation to arbitrarily decrease Federal Employees’ Compensation Act (FECA) benefits.
✘ Policies on contracting out of federal jobs that put employees at a disadvantage in the competitive process.
✘ Contracting out the processing and maintenance of federal personnel records.
HEALTH CARE
FEDERAL EMPLOYEES HEALTH BENEFITS PROGRAM
The Federal Employees Health Benefits (FEHB) Program is the nation’s most efficiently administered and cost-effective employer-sponsored health insurance plan, providing coverage to employees, retirees and their spouses and dependents. As such, NARFE will continue to actively participate in discussions with the OPM regarding premiums, coverage, terms, conditions and marketing of FEHB and Postal Service Health Benefit (PSHB) program plans. The following positions regarding FEHB also apply to the PSHB.
TO MAINTAIN AFFORDABILITY AND THE INTEGRITY OF THE PROGRAM, NARFE SUPPORTS:
✔ Administrative policies or legislation to encourage FEHB plans to provide incentives for enrollment in Medicare Parts A and B for those eligible, including improved coordination of benefits that would reduce out-of-pocket health care costs, and reimbursement for Part B premiums, providing premium relief for those enrolled in Part B.
✔ Legislation to amend Section 125 of the tax code to allow federal retirees and survivors to pay:
1. Their share of FEHB and other employer-sponsored health insurance premiums with pretax annuities; H and
2. Health care costs not covered by traditional health insurance and child and adult dependent care with pretax annuities deposited by annuitants in Flexible Spending Accounts (FSAs). H
✔ Legislation and efforts by OPM and FEHB plans to contain FEHB costs, including initiatives to rein in prescription drug expenses, such as ensuring access by FEHB plans to any prescription drug pricing negotiated by the Department of Health and Human Services for the Medicare program. H
✔ Permitting Medicare-eligible postal annuitants to opt out of their PSHB plan’s Medicare Part D prescription
drug benefit and retain coverage of prescription drug benefits under the PSHB plan.
✔ Requiring FEHB plans to cover assisted reproductive technology services, such as in vitro fertilization, for federal employees who are struggling with infertility.
TO PROTECT THE PROGRAM, NARFE OPPOSES:
✘ Reductions in government contributions toward FEHB premiums.
✘ Adding conditions, such as a requirement to enroll in Medicare Part B, to the continued receipt of FEHB benefits for current retirees and their spouses.
✘ Forcing participants into Health Savings Accounts, Medicare Savings Accounts, Medical Savings Accounts, “customer-driven,” “consumer-driven” or “patient-directed” plans in the FEHB.
✘ Broadening participation in FEHB, unless separate risk pools are created.
✘ Requiring federal agencies to prefund the government/employer’s share of post-retirement FEHB premiums for their current employees.
✘ Risk segmentation of FEHB participants based on age or Medicare enrollment.
MEDICARE
NARFE SUPPORTS:
✔ Protecting Medicare’s guarantee of basic health security for older Americans at affordable and predictable prices.
✔ Applying the effect of the hold harmless provision to all Medicare beneficiaries permanently. H
✔ Preserving the current Medicare fee-for-service program, including the ability to select the physician of your choice.
✔ Repeal of means-testing of Medicare premiums. H
✔ Eliminating or reducing the penalty imposed on those who do not enroll in Medicare Part B at the time they become eligible. H
✔ Enhancing Medicare prescription drug coverage, including authority for the federal government to negotiate drug prices for the entire program; simplify and stabilize coverage; and provide equal coverage throughout the United States and its territories. H
NARFE OPPOSES:
✘ Means-testing cost-sharing requirements.
✘ Increasing the Medicare eligibility age.
✘ Proposals that would give private Medicare plans an unfair competitive advantage over the current Medicare fee-for-service program and undermine
the present program’s ability to share health care costs over a wide community of coverage.
✘ Proposals that limit the government’s share of Medicare premiums through a formula that does not accurately reflect the costs of providing health care to beneficiaries.
✘ Changes to Medicare’s fee-for-service model that undermine patient outcomes and threaten the solvency of the program.
LONG-TERM CARE
NARFE SUPPORTS:
✔ The integrity and affordability of the Federal Long Term Care Insurance Program (FLTCIP).
✔ Legislation or administrative action by the Office of Personnel Management (OPM) that would provide FLTCIP enrollees with the option to receive a partial refund of their premiums as an alternative to accepting a premium increase.
✔ Proposals to develop and coordinate a comprehensive long-term care policy that would include public and private initiatives that address financing, choice, and quality service. H
✔ Tax relief for the purchase of long-term care insurance, family caregiving and other long-term care expenses. H
✔ Proposals that would help individuals who cannot afford long-term care insurance or have a need for long-term care to receive such services without impoverishing themselves or their spouses. H
✔ Nursing home reform, including efforts to ensure that long-term care facilities are adequately staffed with experienced professionals in the medical disciplines of gerontology and nursing, and that such individuals continue to receive training and are adequately compensated. H
✔ The guarantee of long-term care benefits for individuals presently eligible for Medicaid, adequate state and federal contributions to Medicaid to finance program needs, and standards of care and safety that all providers must follow in order to receive reimbursement.
NARFE OPPOSES:
✘ Further limitations on, and supports easing of, asset rules which prevent severely disabled persons from qualifying and receiving Medicaid long-term care benefits. H
U.S. POSTAL SERVICE REFORM
NARFE SUPPORTS:
✔ Legislation to maintain quality postal service standards, including to-the-door delivery at traditional levels. H
✔ Legislation to keep small post offices open throughout the United States. H
✔ Legislation to allow the Office of Personnel Management to make payments for any refund due to the USPS from the CSRDF, on the condition that such payments would not result in the reduction of federal annuities paid to retirees and survivors. H
OTHER PROVISIONS
NARFE SUPPORTS:
✔ Legislation permitting drugs made in the United States or other industrialized countries, and exported to third-party industrialized countries, to be reimported, or imported, to the United States, and preventing pharmaceutical manufacturers from limiting the sale of drugs to other countries for the purpose of discouraging reimportation. H
✔ Legislation that would provide comprehensive patient protections to consumers enrolled in health plans regulated by federal and state law, and would also allow such individuals to sue their plans for wrongful denials of care. H
✔ The reauthorization of, and adequate annual appropriations for, the Older Americans Act to ensure the continuation and enhancement of community services for senior citizens of all income levels. H
✔ Providing residents of the District of Columbia voting representation in Congress. H
✔ Campaign finance reform legislation that would increase the effect of small-dollar individual contributions on political campaigns and grassrootsbased political action committees relative to highdollar individual contributions. H
✔ Legislation to provide lifetime identity protection coverage to federal employees and annuitants impacted by OPM’s data breaches.
INVOLUNTARY SEPARATION
AQTHE FOLLOWING QUESTIONS & ANSWERS were compiled by NARFE’s Federal Benefits Institute experts. NARFE does not provide legal, financial planning or tax advice or assistance.
I am very worried about losing my job under the proposals I’ve heard about in the new administration. Will I be eligible to retire if my position is eliminated or if I am let go?
Discontinued Service Retirement (DSR) is a valuable tool to lessen the impact of an involuntary separation on a long-service employee who is covered under the Civil Service Retirement System (CSRS) or the Federal Employees’ Retirement System (FERS). The term “involuntary separation” means any separation against the will of and without the consent of the employee, other than “for cause” separation for misconduct or delinquency. To qualify for DSR, an employee must receive specific written notice of a proposed involuntary separation from the agency. That notice will be attached to your retirement application when it is sent to the Office of Personnel Management (OPM). Examples of involuntary separations include job abolishment, directed reassignment to a position outside the commuting area, and reduction in force.
An employee who is involuntarily separated is eligible for a discontinued service retirement with an immediate annuity if all of the following conditions are met:
• Minimum age and service requirements:
◊ At least age 50 with at least 20 years of creditable federal service; OR
◊ Any age with at least 25 years of creditable federal service.
• Minimum of five years of civilian service.
• Separation from a position subject to CSRS or FERS coverage.
• If subject to CSRS, you must be covered under CSRS for at least one out of the last two years prior to retirement. Does not apply to FERS employees.
• No decline of a reasonable job offers.
Discontinued Service Retirement provides for a 2% per year (1/6 of 1% per month) reduction in a CSRS retiree’s pension for each year (month) they are under the age of 55. A FERS DSR retiree will face no age-based reduction in their pension but will not be eligible to earn a cost-of-living increase until they have reached the age of 62.
Of course, if you are considering a DSR, you will want to discuss the impact of a DSR on your retirement and benefits before you retire from your agency.
ALTERNATIVE FORM OF ANNUITY
QI have a serious health issue, and I have questions about the Alternative Form of Annuity (AFA) that allows me to apply for a refund of my retirement contributions in exchange for a reduced retirement. I have searched the internet and asked my human resources department. I would appreciate any information that NARFE could provide.
AThank you for reaching out for help. You can elect AFA if you retire on a non-disability retirement with a life-threatening medical condition. You may request that your HR specialist estimate
your retirement benefit with and without the reduction that would be the result of this election. To expedite the AFA process for those employees in a position to make AFA and rollover decisions at the time they apply for retirement, elections may be made before retirement based on the information provided by the employing agency. This permits OPM to authorize payment of the lump sum sooner. Here is the information you will need when making this election:
• Alternative Annuity and Rollover Election Form (RI 38-122): https://www.opm.gov/forms/pdf_ fill/ri38-122.pdf.
• Alternative Annuity Election Information for Employees (Form RI 38-123): https://www.opm. gov/retirement-center/publications-forms/ pamphlets/ri38-123.pdf
• Special Tax Information for Employees (Form RI 37-22): https://www.opm.gov/forms/pdfimage/ ri37-22.pdf
Attach your doctor’s certification of your medical condition to the alternative annuity election form. OPM will determine your eligibility for the AFA when they process your retirement.
SOCIAL SECURITY
QMy wife and I are both 65. I am still employed and my wife stopped working a few years ago. I plan to work until age 70, and then I will apply for my Social Security retirement benefit. My benefit at that time is estimated to be around $4,305 per month. My Full Retirement Age (FRA) for Social Security retirement is 66 and 10 months, and if I file for benefits at that time, the amount is estimated to be around $3,145/month. My wife is projected to receive $1,745 at age 70 and around $1,400 at her FRA (age 66 and 10 months). Can she file for her own benefit now and later switch to the spousal benefit based on my work record when I start receiving my benefit at age 70?
AIndividuals who were born on or after January 2, 1954, and are eligible for both retirement and spouse’s (or divorced spouse’s) benefits must apply for both benefits. This is called “deemed filing.” If you file for one benefit, you are “deemed” to file for the other one, too, even if you don’t become eligible for it until later. Because your spouse is ineligible to receive a spousal benefit until you file for your benefit, she may receive her own earned benefit if she isn’t working and earning above the annual limit. Since she is currently younger than her FRA,
she will be subject to an annual earnings limit that may reduce her amount of benefit. If she is under full retirement age for the entire year, her benefit will be reduced by $1 for every $2 she earns above the annual limit. For 2024, that limit is $22,320 and for 2025, the amount increases to $23,400. Your earnings will not affect her entitlement to receive the benefit she earned for herself. Later, when you apply for your benefit, she will switch to the spousal benefit if it is larger than her own. If she files for her benefit before her FRA, then her spousal payment will be less than half of your primary insurance amount, reflecting the fact that she filed her claim for benefits before her FRA. If your wife is at or beyond her FRA when she files for her benefit, she will later be entitled to the full spousal benefit of 50% of your Primary Insurance Amount (PIA); the benefit that is payable at your FRA. Delayed
COUNTDOWN TO COLA
The Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W) increased 0.1% in December 2024. To calculate the 2026 cost-of-living adjustment (COLA), the 2025 third-quarter indices will be averaged and compared with the 2024 third-quarter average of 308.729. The percentage increase determines the next COLA. December’s index, 309.067, is up 0.11% from the base. As a reminder, CSRS annuities received a 2.5% COLA for 2025, while FERS annuities received a 2.0% COLA.
The CPI represents purchases of food and beverages, housing, apparel, transportation, medical care, recreation, education and communication, and other goods and services.
For FECA COLA updates, visit narfe.org and search for FECA.
CORRECTION The January/February 2025 NARFE Magazine included an incorrect date and CPI-W for the October 2024 index. NARFE regrets this error. Members can visit https://www.narfe.org/federal-benefits-institute/ cola/ for all latest and revised COLA updates.
Retirement Credits (DRC) that you earn for claiming past your FRA are not included with a spousal benefit; however, they are included in the widow’s amount should you pass away before your wife.
QI plan to retire at age 63 and file for my Social Security right after retirement. If my lump sum annual leave and my final salary payment are deposited in my bank account January or February, how does this impact my Social Security benefit? Does my salary and lump sum payment for my unused annual leave count towards the Social Security earnings test? Does military retirement, FERS retirement or Thrift Savings Plan withdrawals count toward the earnings test?
AIf you have earned income in one year, but the payment is made in the following year, it isn’t counted towards the earnings limit for the year you receive it. Some examples are accumulated annual leave payments and bonuses. Social Security doesn’t count income such as investment earnings, interest, pensions, annuities, and capital gains towards the annual earnings limit. However, if you work for someone else, your wages count toward Social Security’s earnings limits. If you’re self-employed, Social Security counts only your net earnings from self-employment. If you work for wages, income counts when it’s earned, not when it’s paid. Social Security will adjust the amount of your Social Security benefits in 2025 based on what you told them you would earn in 2025. If you think your earnings for 2025 will be different from what you originally told them, contact Social Security to let them know right away. If other family members get benefits based on your work, your earnings from work you do after you start getting retirement benefits could reduce their benefits, too. If your spouse and children get benefits as family members, however, earnings from their own work affect only their own benefits. If you need help in figuring out your earnings, contact Social Security and have your Social Security number handy. For more information, see the Social Security pamphlet “How Work Affects Your Benefits,” https://www. ssa.gov/pubs/EN-05-10069.pdf
FEDERAL EMPLOYEES DENTAL VISION INSURANCE PROGRAM
QI just found out that I can enroll in the Federal Employees Dental Vision Insurance Program (FEDVIP) as a federal employee or a retired uniformed services member. What is the difference? Is one better than the other?
AThe Federal Employees Dental and Vision Insurance Program (FEDVIP) is a voluntary dental and vision insurance program available to federal employees and annuitants, certain retired uniformed service members, and active-duty family members. Premiums are paid entirely by the enrollee; there is no government contribution. If you’re trying to decide how you should enroll in FEDVIP, here are a few differences based on laws and regulations between the two eligibility groups:
Federal (including U.S. Postal Service)
• Most employees are eligible for dental and vision coverage if they’re eligible for the FEHB or PSHB Program (they do not have to be enrolled).
• Annuitants are eligible for dental and vision coverage.
• Premiums are paid with pre-tax dollars for most employees.
• Premiums are paid post-tax for annuitants and certain seasonal, intermittent, and temporary USPS employees who are not eligible for the FEHB or PSHB program.
• Children and dependents are covered until age 22.
• For more information, see https://www.benefeds. gov/learn/fedvip/fedvip-eligibility-civilians
Uniformed services
• Most retirees are eligible for dental coverage.
• Most retirees, active-duty family members, and National Guard, Reserve Component, and their family members are eligible for vision coverage if they’re enrolled in a TRICARE health plan.
• Premiums are paid post-tax. Children and dependents are covered until age 21 (nonstudents) or 23 (full-time students).
• Full-time students must be enrolled in the Defense Enrollment Eligibility Reporting System (DEERS).
• To learn more, visit https://www. benefeds.gov/learn/fedvip/ fedvip-eligibility-uniformed-services
It’s important to note that, even with these differences, the plans, coverage and premiums are the same under both programs. They may only vary based on the region where you live or plan you select, not your eligibility.
RETIREMENT
FERS DISABILITY
QI was approved for a FERS Disability by OPM, and I am currently receiving monthly disability annuity payments. It is my understanding that if I am
found medically recovered later, my annuity will stop. How does this work?
AIf you are a disability retiree under age 60, OPM may require periodic reevaluations of your medical condition to determine if you have recovered from your disability. You must pay the cost of providing any medical information OPM needs to review your medical condition. If OPM finds you have recovered, your disability payments will stop one year from the date of the medical examination showing your recovery or on the date you are reemployed in the federal service, whichever occurs first.
There is a limit on how much you can earn from wages and self-employment and still be entitled to your disability. Each year, OPM will send you a questionnaire to determine your earnings for the previous calendar year. If your earnings in any calendar year equal or exceed 80 percent of the current salary rate of the position from which you retired, your earning capacity will be considered restored. Even if there is no change in your medical condition, your disability payments will stop six months from the end of
the calendar year in which your earning capacity is restored or on the date you are reemployed in the federal service, whichever occurs first. After you turn 60, there is no restriction on the amount of wages or earnings from selfemployment you may receive. If OPM determines that you are restored to earning capacity, your disability annuity payments will stop six months from the end of the calendar year in which your earning capacity is restored or on the date you are reemployed in the federal service, whichever occurs first.
It is important to note that federal law does not require that a federal agency automatically offer you a position if OPM finds that you are medically recovered or restored to earning capacity. You may be eligible for selection priority for jobs in other agencies under Interagency Career Transition Assistance Plan (ICTAP).
To obtain an answer to a federal benefits question, NARFE members should call 800-456-8410 and select option 2 for the Federal Benefits Institute; send the question by postal mail to NARFE Headquarters, ATTN: Federal Benefits; or submit it by email to fedbenefits@narfe.org.
LWho Are You Going to Call (or Click or Write)?
ooking for the path of least resistance to access your federal benefits to make or confirm changes or to find out the status? A secure website is the most efficient and convenient way to find answers to questions, change an address, view a statement, etc. If that doesn’t work, calling or writing may be the best way to do the job.
THE INFORMATION YOU NEED MAY BE ONE CLICK AWAY:
Before the internet, finding reliable and current information was much more complicated. Some publications were often outdated, or you could contact your human resources office if you were employed at a federal agency or the Office of Personnel Management (OPM) once you retired. These options took time and were sometimes less than reliable. Today, userfriendly websites created by the agencies that administer federal retirement and insurance benefits are always available and generally updated. You may use websites to view your personal accounts or update your address or banking information. You might even find an application to download to your cell phone to access your Thrift Savings Plan (TSP) and Flexible Spending Accounts (FSA). Many agencies now require login.gov, found at https://login.gov/, to access these sites and view personal information. Here is a list of commonly used websites: OPM: https://www. servicesonline.opm.gov/
TSP: https://www.tsp.gov/ access-your-account/ Federal Flexible Spending
• Federal Long-Term Care Insurance Program (FLTCIP): https://www.ltcfeds.gov/ Social Security Administration (SSA): https://www.ssa.gov/ myaccount/ Medicare: https://www. medicare.gov/account/login Federal Long-Term Care Insurance Program (FLTCIP): https://www.ltcfeds.gov/ Veterans Administration (VA): https://www.va.gov/
SOMETIMES, IT MAKES SENSE TO SEND AN EMAIL:
TODAY, USERFRIENDLY WEBSITES CREATED BY THE AGENCIES THAT ADMINISTER FEDERAL RETIREMENT AND INSURANCE BENEFITS ARE ALWAYS AVAILABLE AND UPDATED.
Sending an email is a convenient way to make a general inquiry about your benefits that you can’t find on the website. When emailing sensitive personally identifiable information (PII), save it in a separate document and password-protect or encrypt it. Send the encrypted document as an email attachment and provide the password to the recipient in a separate email or by phone. Here are the email addresses that you may need to use:
• OPM: retire@opm.gov, provide your Civil Service Active (CSA) number
Account Program (FSAFEDS): https://www.fsafeds.gov/ BENEFEDS: https://www. benefeds.gov/ is used to access your account information for:
• Federal Flexible Spending Account Program (FSAFEDS): https://www.fsafeds.gov/
• Federal Employees Dental & Vision Program (FEDVIP): https://www.benefeds.gov/ learn/fedvip/fedvip-plans
• TSP: thriftline@tsp.gov
• FSAFEDS: https://www. fsafeds.gov/contact, log into your online account and select “Contact Us,” then “Secure Message Center.”
• BENEFEDS: https://www. benefeds.gov/contact
• SSA: https://secure.ssa.gov/ emailus/
• FLTCIP: https://www.ltcfeds. gov/contact
BENEFITS RESOURCES
NARFE OFFERS MEMBERS a wide range of information on federal benefits. Visit www.narfe.org/federal-benefits-institute.
Some of us like to speak with a representative if we cannot access the information needed online. However, as we all know, a phone call may not provide immediate access to a “real person,” so this option may require patience and perseverance. Customer service representatives are available Monday through Friday during regular business hours.
OPM 888-767-6738
TSP 877-968-3778
FSA 877-372–3337
BENEFEDS 877-888-3337
SSA 800-772-1213
Medicare 800-633-4227
FLTCIP 800-582-3337
USEFUL TIPS:
• Try calling OPM at 7:40 a.m. EST for the least amount of time “on hold.”
• Wednesday through Friday tends to be less busy.
• Use an earpiece or speaker, as you can be on hold for a while.
• Have your CSA number handy.
WHEN TO WRITE
OPM has an online system designed to report a death at https://www.opm.gov/ retirement-center/my-annuity-and-benefits/ life-events/death/report-of-death/. However, this also involves completing a form as well as providing a copy of a death certificate, so this will eventually need to be done by mailing documents to OPM and the Office of Federal Employee Group Life Insurance (FEGLI) at https://www.opm.gov/healthcare-insurance/ life-insurance/death-claims/#url=Overview.
If your spouse predeceases you, you may need to report the death, request to increase your annuity back to the unreduced amount to eliminate the survivor benefit reduction and change your health insurance to self-
only coverage. Survivors, family, or estate representatives are required to notify OPM as soon as possible following the death of an annuitant. Life events, such as marriage/ divorce, death of spouse, or reemployment, can affect benefits and must be reported to OPM immediately.
OPM can be contacted by email at retire@ opm.gov or by phone at (888) 767-6738 — TTY: 1 (855) 887-4957. Hours of operation are 7:40 a.m. until 5 p.m. EST.
All payments received from OPM after the annuitant’s date of death must be returned to the Treasury Department. If payments are made by check (write the beneficiary’s date of death on the check and return the check to the Treasury Department address on the envelope). If payments are made by electronic deposit, inform the financial institution of the death. Also, mailing a form can reduce or change your life insurance or Civil Service Retirement System (CSRS), Federal Employee Retirement System (FERS), or FEGLI beneficiary designation.
The TSP beneficiary is now changed online by accessing your account at www.tsp.gov. Be sure to seal sensitive PII in an opaque envelope or container and mail using first class, priority mail, or a traceable commercial delivery service (e.g., UPS or FedEx).
Depending on the situation, you may need to use a specific address for the TSP, such as divorce decrees, court orders, guardianship, etc. See https://www.tsp.gov/contact/ for more information.
WHEN TO VISIT
It is generally not feasible to make an in-person visit to the agency that you need to do business with. If you need in-person help with Social Security, you must make an appointment at your local office. You can do this by calling the national number at 800772-1213 or locating your closest office at https:// www.ssa.gov/locator/
—MICHELE BOLLIER IS A RETIREMENT AND BENEFITS SPECIALIST WITH RETIRE FEDERAL.
UNDER The Federal Service Is ATTACK
UNDER NARFEPAC
&
NARFE advocates relentlessly for the interests of federal employees and retirees, pushing to restore, enhance and protect benefits and the integrity of the nonpartisan, merit-based civil service.
The challenges we face in advocating for federal employees and retirees are often significant, with threats to eliminate or erode earned benefits and civil service protections. But through our dedication and collective action we have accomplished remarkable successes. Most recently, through our unwavering efforts, we have
successfully advocated for the long-awaited repeal of the Windfall Elimination Provision (WEP) and the Government Pension Offset (GPO), which for too long robbed retired civil servants of the full Social Security benefits they earned through work and paid for via taxes. Their repeal ensures that those who have devoted their careers to public
service are no longer unfairly punished in their retirement years.
In addition to this historic success, our efforts have been critical in defending against recent proposals to cut earned federal benefits through reducing or eliminating cost-of-living adjustments for retirees, changing retirement annuity calculations or eliminating the Federal Employee Retirement System (FERS) annuity entirely for new hires. We expect these threats to return. Our efforts have also been instrumental in securing pay rate increases for federal workers and pushing back against attempts to eliminate competitive service rules. Pay raises, while modest, send a strong message that public service should be
recognized and rewarded. These victories are a testament to the tireless work of our members, who continue to push for progress on all fronts.
None of these victories would have been possible without the steadfast support of our allies in Congress. Over the years, we have built a coalition of lawmakers who understand the importance of preserving the benefits that federal employees and retirees have earned throughout their careers. Their commitment to our cause has been crucial in advancing these changes. These lawmakers, who come from both sides of the aisle, have stood with us in the face of intense opposition from those who seek to undermine the federal workforce. The role of NARFE-PAC, Do you have the NARFE
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NARFE’s political action committee, in this process cannot be overstated. NARFEPAC plays an essential role in safeguarding lawmakers nationwide who are dedicated to protecting the benefits you have rightfully earned—benefits that some would seek to strip away in favor of funding their own personal or political agendas.
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federal employees and retirees, urging them to reconsider their damaging stances on issues like so-called “government efficiency” and their misguided approaches to budget balancing. These lawmakers often attempt to justify cuts to federal benefits by arguing that the government needs to be more “efficient” or that public employees are overcompensated. However, we know the truth: Federal workers are dedicated professionals who provide essential services to the public. They deserve fair compensation, substantial benefits, and the respect they have earned through years of service. NARFE-PAC helps to ensure that those who seek to undermine these values face political consequences for their actions.
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Current federal employees would be wise to prepare for to find a new job and may need a backup plan for retirement.
BY DAVID TOBENKIN
During his presidential campaign, President Donald Trump’s Agenda47 policy document proposed immediate revival of Schedule F upon his inauguration. This controversial policy from his first administration proposed reclassifying federal civilian employees in policy-related positions; their jobs were to be converted to at-will positions, meaning they would lose civil service protections and could be fired without cause and with little notice.
For many federal employees, the idea that they could be fired at will without cause after a long career that extended good job security for reasonable performance is understandably worrisome. Other Trump proposals could adversely impact many federal employees, such as proposals to relocate a substantial portion of the federal workforce from the Washington, D.C., area to elsewhere; to eliminate whole federal agencies, such as the U.S. Department of Education; to reduce the size of the federal workforce more generally; and characterization of the federal workforce as “deep state” and “the swamp,” with a pledge to more aggressively police it.
However, many federal employee experts said that employees feeling angst might be better served by channeling that nervous energy into action by developing one or more Plan B’s for possible alternate employment and retirement options.
First may come the need for federal employees to move past denial and realize the clock may be ticking. As noted in an October 2024 NARFE Magazine story on Schedule F, employee advocates, legal counsel, and union leaders say that even though a new administration will need to repeal certain anti-Schedule F Office of Personnel Management (OPM) rules and overcome legal challenges, Trump will likely be able to eventually convert large swaths of civil service protected employees into at-will employees, possibly as soon as a few months after he takes office.
That does not mean they necessarily will be fired. But even if not, their agencies’ work atmosphere or policy preferences may change to the point of wanting to leave. Finding a suitable replacement job may require significant time and effort. The time to start on “Plan B” for possible employment outside their agency is now, says Nancy Segal, a former human resources executive at the Office of Thrift Supervision. She founded Solutions for the Workplace, a consultancy for those making career transitions. More than 80% of its clients are federal employees.
“So, I think we’re going to have a pretty good feel for how Schedule F and other proposals will affect federal employees by mid-March or so,” said Segal. “So, between now and then, federal employees should be doing the prep work of preparing options for alternate employment. They should be standing up their LinkedIn profile and updating their résumé, networking and reaching out to their contacts,
“I think we’re going to have a pretty good feel for how Schedule F and other proposals will affect federal employees by mid-March or so. Between now and then, federal employees should be preparing options for alternate employment. They should be standing up their LinkedIn profile and updating their résumé, networking and reaching out to their contacts, thinking about their accomplishments, doing personal self-assessments, and doing some financial planning.”
—Nancy Segal, founder and consultant at Solutions for the Workplace
thinking about their accomplishments, doing personal self-assessments, and doing some financial planning. That’s what people should be doing right now, because that upfront work is huge in making good decisions and taking the right actions swiftly when the time comes.”
Demeanor in the Office
As an immediate matter, federal employees should accept the uncontested national election results, act professionally, and perform their assigned duties on behalf of the American people, says NARFE Staff Vice President of Policy and Programs John Hatton. Failure to do so could land reclassified Schedule F employees on a dismissal list. It could also lead to adverse actions, such as termination for cause against non-Schedule F employees, even for conduct that might not have been as punishable in the past, says John P. Mahoney, founding and managing partner of the Washington, D.C. Law Firm of John Mahoney, Attorneys at Law. The firm specializes in representing federal employees. He says the agency environment could become more politicized, and federal employees who did not like the election results would benefit from keeping a low profile.
Admittedly, that may not be easy to do.
“So, when you put fear in employees, they may not work as productively,” said Tammy Flanagan, principal of Retire Federal, who manages a team of retirement benefits experts providing federal benefits counseling. “‘I might be losing my job, so I’ve got to start thinking about the future, rather than performing as a dedicated federal employee.’ Some are not sure if they want to stay.”
Union membership also presents interesting issues. Federal unions and union member activities were targeted in the previous Trump administration and could be again. However, union membership could lead to greater protection for federal employees in adverse actions and coverage in collective legal challenges to Schedule F, Mahoney says. On balance, Mahoney thinks federal employees who do not belong should join unions to gain protection, even if it could also lead to a greater chance of being targeted for adverse actions.
“You better join the union and pay the dues so that you, in theory, have representation when an agency and the administration attempt to remove your due process rights,” Mahoney says. “For non-Schedule F employees, if you can buy professional liability insurance that provides coverage, it might provide compensation for termination for cause.”
Determining Financial Needs
Knowing where you are in your career and finances is a serious consideration if you voluntarily or involuntarily depart from civil service. A sudden departure will impact middle and late-career federal employees, those with dependents, and those with other significant financial obligations more than junior employees with fewer financial obligations.
For federal employees who have not done any planning that factors in long-term costs and obligations, now would be the time, notes Wes Battle, a certified financial planner who works with federal employees, including through NARFE.
“When we work with our feds, we try to build them a roadmap with flexibility, so they are prepared when a curveball comes,” Battle says. “This planning starts with taking inventory of where you stand in your current expenses. Part of this exercise would be distinguishing between the want and need, identifying places to cut down on non-essential expenses like eating out, travel, unnecessary home or household expenditures, and other purchases to help buy jobseeking time and reduce financial anxiety.”
If unemployed, this will help determine how long they can afford to look for an equivalent or better job before they may have to compromise and accept what they can get to pay the rent or mortgage, he adds. Likewise, federal employees considering full retirement must determine whether they can afford it, including developing a retirement budget. Another goal should be to expand a rainy-day cash and cash equivalents fund.
Flanagan says that employees also need to determine what benefits they may lose or compromise by departing before hitting key milestones. That analysis is particularly important for those approaching but not quite at full age/length-of-service combinations
benefits after separation under the Federal Employees Retirement System (FERS). This includes reaching their minimum retirement age (MRA) with 30 years of service or age 60 with 20 years of service, and what they will sacrifice if they leave before then. Employees separating early may qualify for a deferred retirement if they have at least five years of creditable civilian service but have not met the requirements for an “immediate” retirement. Unfortunately, a deferred retirement does not include federal health and life insurance benefits. Flanagan notes that only three years of service is required to be 100% vested in the Thrift Savings Plan, and there are options for early retirement should your position or agency be eliminated. There are many other relevant milestones.
It is possible that Schedule F employees separated involuntarily (but not for cause) could be eligible for full retirement and insurance benefits under statutory provisions for Discontinued Service Retirement (DSR) under federal law if that can be applied to Schedule F involuntary separations, Flanagan adds.
“DSR retirements are available under federal statute when political appointees lose their positions when the new administration takes over,” she said. “And those employees who are 50 years old with 20 years who separate can collect immediate benefits with insurance and all the benefits, or even at any age if they have 25 years of service. So, we’d have a lot of employees who would be eligible for early retirement under those involuntary separation rules.”
Flanagan notes that this could be a reason not to leave early without waiting to see what the future brings. Current federal law also provides severance pay for authorized full-time and part-time employees who are involuntarily separated from federal service and meet other eligibility conditions, OPM notes on its website.
If they left their agency without a new job, federal employees might also consider whether they would obtain medical insurance through a spouse and pay for it for up to 18 months through Temporary Continuation of Coverage (TCC), an expensive option, or through a health insurance exchange. Unfortunately, Flanagan notes that this can be more expensive than one
procedures sooner rather than later under existing coverage is advised.
What federal employees should not do is impulsively resign, Flanagan says.
“Some people just make that knee-jerk reaction that, ‘I’m leaving, you know, I can’t stand it,’ without considering the downside to what they’re doing, such as the fact that, ‘I might not be eligible for a pension; I might be too young to touch my TSP; I might not have another job that pays the same in the private sector,’ ” she said.
Assessing Alternate Employment Options
Many federal employees have spent years, sometimes decades, out of the job market. They will need to become attuned to the current job force and its demands, and look for opportunities to be competitive in the job market, Segal notes. Mapping their current job and the skills they possess to private sector equivalents is a good move.
“What is it that you’re offering, how niche is your area of expertise, and what is likely to be the interest of other employers, given the larger climate economically and politically?” Segal asks.
“Federal employees should accept the uncontested national election results, act professionally, and perform their assigned duties on behalf of the American people.”
John Hatton, NARFE staff vice president of policy and programs
She notes diversity, equity and inclusion officers and climate specialists, for example, may have a more challenging decision to stay at their agencies or find new employment with the looming control of the federal legislature and executive branch by opponents of these policies—as well as the larger business communities’ goals to be potentially in sync with the administration.
How long it may take to find an alternate job may depend partly on the transferability of skills. Employees in red-hot professions like many health care positions or cybersecurity may find a private sector eager for their skills, meaning a transition will require less effort. Employees in more opaque positions, in functions specific to the federal government, or in industries currently shedding labor, like information technology, may have a tougher time, Segal adds. For middle- and senior-level employees, finding equivalent employment could take longer, ranging from four to 18 months, demonstrating the importance of starting to prepare now.
“Much depends on how hard you are looking, whether your salary expectations are realistic, and whether they are willing to compromise on employment and benefits specifics, such as more in-office duty expectations or less allowable leave,” Segal adds.
Employees without an updated résumé should prepare one. Segal says this should not be the lengthy USAJOBS version but rather a more streamlined résumé of no more than two pages. It should ideally have customized links to an employee’s LinkedIn account and, for older employees, omit dates and early employment that are likely irrelevant and increase the odds of potential age discrimination. Résumés should be compatible with applicant tracking software (ATS)
“ When we work with our feds, we try to build them a roadmap with flexibility, so they are prepared when a curveball comes. This planning starts with taking inventory of where you stand in your current expenses. Part of this exercise would be distinguishing between the want and need, identifying places to cut down on nonessential expenses like eating out, travel, unnecessary home or household expenditures, and other purchases to help buy job-seeking time and reduce financial anxiety.”
—Wes Battle, certified financial planner
Help at the Press of a Button
“You better join the union and pay the dues so that you, in theory, have representation when an agency and the administration attempt to remove your due process rights.”
John P. Mahoney, federal employment attorney
and should describe position achievements, quantified if possible, rather than duties. Unnecessary information, like a residential address, should not be included due to fraud and identity theft concerns, and include a personal, rather than government, email address and phone number.
As for finding job openings, setting up key search terms on job sites such as Indeed and LinkedIn that search for positions (e.g., procurement attorney; safety evaluator) can reduce work by feeding job openings to job searchers automatically as they become available. But search engines are not enough. People often find jobs through other people, Segal notes.
You should network and, if possible, participate in events attended by potential employers, such as industry conferences, and schedule informational interviews with those in a targeted industry. Contractors providing services to federal agencies and state and local employers could provide some employment options. Positions with the largest employers can be the hardest to land and often have heavy turnover.
In contrast, small- and medium-sized employers’ positions may be easier to land, keep, and treat newly hired employees better. Employees seeking new employment must ensure adherence to applicable federal ethics requirements, such as recusals or
certain absolute bars related to approaching potential employers that their agencies regulate.
Moving to a less policy-focused position at their agency or another federal agency could be one strategy. However, employees may want to keep in mind that during the previous interrupted implementation of Schedule F in 2020, two small federal agencies designated 50% or more of their employees as policyrelated employees subject to Schedule F. Whether larger agencies will skew more or less expansively in designating policy-related employees remains to be seen.
If a departing employee must leave without a job, contract and freelance work can offer some income while unemployed. It may also help to organize a legal entity, such as Joe or Jane Smith Consulting, in a state and become its president to avoid an employment gap on their résumé, an inexpensive option.
Pulling the Trigger
Employees also need to do everything possible to become more situationally aware to stay on the pulse of Schedule F implementation news personally and at their agency, such as through notices provided by NARFE and, as applicable, union leaders. Information such as how soon Schedule F will be implemented and how broadly policy employees will be determined at a
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“I would not voluntarily quit my federal career until I’ve located alternate employment, or I’ve got no more options. The longer you stay, the more days you get paid for, right? So, you might as well hunker down, lay low, comply as much as you can, and try to avoid being separated for partisan political reasons, which we think is currently prohibited personnel practice. If this can’t be stopped, when you’re subject to the firing squad, you want to hit the eject button at the last possible moment before they start shooting and you’re fired.”
—John P. Mahoney
particular agency could determine whether and when it is advisable to leave their federal job.
If large terminations materialize, employees waiting to leave could find themselves with a large amount of competition for limited private-sector positions, Segal notes. Employees should see whether federal buyouts and early outs will be offered to those willing to depart positions. Those whose jobs are relocated may be eligible for severance pay. Flanagan states federal employees ready to pull the trigger can file for retirement and have it acted upon by their agency within weeks and sometimes days.
Those considering departing voluntarily should be aware that as new employees, their job security at a new employer could be lower than staying in their current position, where their job knowledge and experience, human connections, and other factors make them more valuable.
Flanagan also notes that when the value of annuities is factored in the total value of federal employment may significantly exceed that in the private sector. Flanagan says after recently comparing a position with a GS-15’s annual salary of $191,900 to a client’s $220,000 per year offer to work in the private sector, the client was surprised by Flanagan’s analysis that the private sector employer would have to offer her a much higher salary (of approximately $300,000) to equal the value of the federal annuity and insurance benefits that would be lost in a pension-free private sector job; that position most likely would not have provided lifetime health insurance coverage. For many federal employees, staying put even with the risks of at-will employment may be the best option, Flanagan says.
Segal and others say that finding employment while unemployed is much harder; no one seeking another job should depart federal service before securing a new job, if possible.
“I would not voluntarily quit my federal career until I’ve located alternate employment, or I’ve got no more options,” Mahoney said. “The longer you stay, the more days you get paid for, right? So, you might as well hunker down, lay low, comply as much as you can, and try to avoid being separated for partisan political reasons, which we think is currently prohibited personnel practice. If this can’t be stopped, when you’re subject to the firing squad, you want to hit the eject button at the last possible moment before they start shooting and you’re fired.”
Even if Schedule F is revived, specific termination actions against Schedule F-classified employees by agencies could violate federal law and provide viable ground for a legal challenge, such as discrimination in termination based upon a statutorily protected class membership, such as race or gender, Mahoney notes.
For more information on Agenda47, visit https:// www.donaldjtrump.com/agenda47/agenda47president-trumps-plan-to-dismantle-the-deep-stateand-return-power-to-the-american-people.
NARFE is covering more topics and resources about Schedule F at www.narfe.org/schedule-f-emergingthreats, including the Department of Government Efficiency formation and how it will play a role in policy implementation.
—DAVID TOBENKIN IS A FREELANCE WRITER BASED IN THE GREATER WASHINGTON, D.C. AREA.
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LNew Option For Spousal Beneficiaries
ast month’s column discussed two options a spouse has when inheriting an individual retirement account (IRA) from their spouse: Maintaining the inherited IRA or rolling it over into an IRA of their own. Until recently, the rollover was almost always the better choice. However, the SECURE Act 2.0 (signed into law in December 2022) introduced a new option available to certain spouses maintaining an inherited IRA that levels the playing field.
In general, it’s best to push back the start date of required minimum distributions (RMDs) for as long as possible and when RMDs must start to minimize their size. Recall from last month’s column that a spousal beneficiary maintaining an inherited IRA must start RMDs based on the deceased’s age, not their own. Specifically, a spousal beneficiary must start RMDs the later of the year the deceased spouse would have reached the required age for starting RMDs or December 31 of the year following the year of death.
Taking this into consideration, one instance a surviving spouse may want to maintain an inherited IRA instead of rolling over to their own is when the surviving spouse is older than the deceased spouse. In this case, the surviving spouse may maintain an inherited IRA and delay RMDs until the deceased spouse would have been required to start RMDs.
For example, consider Francis, who turns 73 this year and inherits an IRA from his wife, Tina, who would have turned 66 this year. If Francis rolls over Tina’s IRA into his own, he must
... ONE INSTANCE A SURVIVING SPOUSE MAY WANT TO MAINTAIN AN INHERITED IRA INSTEAD OF ROLLING OVER TO THEIR OWN IS WHEN THE SURVIVING SPOUSE IS OLDER THAN THE DECEASED SPOUSE.
take an RMD this year. However, if he maintains Tina’s IRA as an inherited IRA, he can delay RMDs until 2032, when Tina would have turned 73.
Furthermore, a surviving spouse choosing to maintain a deceased spouse’s IRA as an inherited IRA is not stuck with that choice forever. The surviving spouse still retains the option to roll it over into their own IRA at any time, which allows a surviving spouse to strategically maintain the deceased spouse’s
retirement account as an inherited account initially and transfer it to their own IRA later.
Before the SECURE Act 2.0, once a surviving spouse reaches the point when they must start taking RMDs from the inherited IRA, it was almost always better to roll over the inherited account to an IRA of their own. The reason is that beneficiaries –including spousal beneficiaries – maintaining an inherited IRA must use the Single Life table when calculating RMDs versus the Uniform Table most IRA owners use.
The Uniform Lifetime table is a joint life expectancy table based on the IRA owner’s age and a beneficiary ten years younger, which results in a much smaller required minimum distribution than the Single Life table. For instance, if using the Uniform Lifetime table, a 75-year-old with a $500,000 IRA will have an RMD of $20,325. In contrast, that same individual would have an RMD of $33,784 if using the Single Life table. Remember that an RMD is the minimum amount required to be distributed, but an individual subject to RMDs may always take out more if desired.
The SECURE Act 2.0 introduced a new option for spousal beneficiaries, which was recently clarified in the IRS proposed regulations released on July 19, 2024. The new rule allows a spousal beneficiary to use the Uniform Lifetime table instead of the Single Life table to calculate the RMDs on an inherited IRA.
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Interestingly, the election to use the Uniform Lifetime table is automatically deemed to have been made if the original owner dies before their required beginning date (RBD), which is April 1 following the year of their first RMD year.
While the new rule applies to IRAs and employer-sponsored retirement plans, not all surviving spouses can use this option. The new rule applies only to spousal beneficiaries who were required to begin taking beneficiary RMDs in 2024 or later.
The new spousal election rule eliminates the need for a surviving spouse to transfer an inherited account into their own IRA to reduce RMDs. However, it’s important to point out that
beneficiaries of the surviving spouse will face different distribution rules based on whether they inherit an inherited IRA or an IRA from the surviving spouse. Perhaps another article for another time.
MARK A. KEEN, CFP®, PARTNER, KEEN & POCOCK. SECURITIES OFFERED THROUGH THE STRATEGIC FINANCIAL ALLIANCE, INC. (SFA), MEMBER FINRA/ SIPC. ADVISORY SERVICES OFFERED THROUGH STRATEGIC BLUEPRINT, LLC AND THE STRATEGIC FINANCIAL ALLIANCE, INC. MARK KEEN IS A REGISTERED PRINCIPAL OF SFA AND AN INVESTMENT ADVISOR REPRESENTATIVE OF SFA AND STRATEGIC BLUEPRINT, LLC. SFA AND STRATEGIC BLUEPRINT ARE AFFILIATED THROUGH COMMON OWNERSHIP BUT OTHERWISE UNAFFILIATED WITH KEEN & POCOCK. NEITHER STRATEGIC BLUEPRINT NOR SFA PROVIDE TAX OR LEGAL ADVICE.
Experience the pinnacle of senior living at Lakeside Duplexes at the ARC in San Antonio. These thoughtfully designed duplexes offer a blend of modern style and comfort, featuring stylish kitchens, spacious living areas, and high-end finishes. Enjoy the convenience of a 2-car garage, private parking, and 24-hour security. Lakeside Duplexes provide the perfect setting for a fulfilling and independent retirement.
ADon’t Forget: Caregivers Need Care, Too
ccording to the action guide from the Mayo Clinic on Alzheimer’s Disease and Dementia related conditions, a caregiver is anyone who takes on the responsibility for the basic needs of another person, whether it be either temporarily or permanently.
The care could be physical care, or it may be guidance as well as companionship, along with maybe some emotional support as well. The caregiver, in addition to providing companionship, may be required to make very important decisions regarding various treatment, enlist medical services, and representing a loved one’s interests both legally and financially.
There may also be many mundane chores, such as housecleaning, doing the laundry, the yard work, running the errands, as well as doing all the necessary driving.
The caregiver may not always be the spouse, child, sibling or other family member. Many family members are not willing to give up all their time, their lives, their peace and everything else to take care of a family member with Alzheimer’s disease or dementia.
Perhaps family members who have taken care of relatives through other illnesses may not be willing to make the same sacrifices for them when faced with a diagnosis of dementia or Alzheimer’s. This is why a caregiver needs care as well.
Caregivers can’t control patient’s memory loss and or other symptoms, but they can be educated on how they can best support their loved ones through
AS A CAREGIVER, PLEASE LEARN ALL YOU CAN ABOUT ALZHEIMER’S DISEASE, BECAUSE THE MORE YOU KNOW ABOUT ALZHEIMER’S, THE BETTER YOU’LL BE ABLE TO GUIDE YOUR LOVED ONE THROUGH THE DISEASE
PROCESS, MAKING A POSITIVE IMPACT ON THEM AND THEIR CONDITION.
those challenges. Caregivers may also be able to strengthen their coping skills or abilities to better deal with the unrelenting, all-consuming responsibilities that they’re going to be assuming. Caregivers will be expected to play a very active role in a loved one’s life in the months and in the years ahead.
As a caregiver, please learn all you can about Alzheimer’s disease, because the more you know about Alzheimer’s, the
better you’ll be able to guide your loved one through the disease process, making a positive impact on them and their condition. The more informed you are as a caregiver, the easier it might be to adapt to some of the caregiving responsibilities.
Please make sure that you have realistic expectations of the care that you may or may not be able to provide for your loved one. Underestimating what is required could possibly cause undue stress for you as the caregiver and the person you are caring for. Since you as the caregiver might end up being the center of your loved one’s life, look for ways you can reduce other daily pressures. It is also important that the caregiver finds some “me” time. You can arrange for another family member or friend to care for them periodically, giving you as the caregiver a much-needed break to recharge.
As the primary caregiver, you will be at the center of your loved one’s life. Therefore, the caregiver must also strive to provide the highest quality care, while recognizing your ability to adjust and acknowledging your limitations.
There may still be some duties that your loved one is still able to perform, possibly with your assistance. However, there may be times when they will not want the assistance, as it may make them feel that they are not able to take care of themselves. While this may be true, you can uphold their dignity if you avoid creating the
impression that they are incapable of doing for themselves.
You may meet confusion or rebellion sometimes; your loved one may get angry. Know that you are doing your best.
Having been a past caregiver for two at the time, while still working full-time, there were many times when I as the caregiver could not get any rest; one was a “walker” and would never sit down! Believe me when I say the caregiver needs rest as well.
If you know a caregiver, consider giving them a break by volunteering to help or keep them company: pick up groceries or join them for a walk in the park.
Caregivers, it might be worth it to pay someone to sit with your loved one while you get some “me” time; family can’t always do it all. Paying someone you can trust to watch your loved one for a few hours can help you recharge. As your loved one’s condition gets worse, you will need more help. Remember, caregivers need help, too.
THANK YOU FOR YOUR SUPPORT
I’d like to say a special thanks to NARFE members for your continued support of Alzheimer’s disease. One day a cure will be found, and the first survivor is out there!
With the U.S. Food and Drug Administration’s (FDA) accelerated approval of the new drug Lecanemab (Leqembi) for the treatment of patients in mild cognitive impairment, we are even more hopeful.
Members of NARFE are encouraged share Alzheimer’s information with friends and family members, as well as encouraging others to do same.
Thank you for your continued financial support of the NARFE Alzheimer’s Research Program. For more information about Alzheimer’s disease and Dementia, please contact the Alzheimer’s Association at www.alz.org or call the 24-hour helpline at 800-272-3900.
OLIVIA A. WILLIAMS IS CHAIR OF THE NARFE-ALZHEIMER’S NATIONAL COMMITTEE. EMAIL: OEASHF3@GMAIL.COM. THIS COLUMN APPEARS QUARTERLY.
Blue Cross and Blue Shield Service Benefit Plan members may be eligible for two fully covered hearing aids with zero out-of-pocket cost*. Call 1-855-252-0025 to discover more or visit www.blue365deals.com/fep.
Members have access to the latest hearing aid models, styles and technology, including the New Signia Silk Charge&Go IX.
Make the Most of Your Membership
Congratulations! You’ve made a smart decision by joining or renewing your membership with NARFE. NARFE, the association for ALL feds, provides valuable resources, advocacy, and support to federal employees, retirees and their families. But now that you’re a member—what’s next? Leverage your membership to protect your benefits and get more involved.
CHAPTER MEMBERSHIP
Looking to get to know feds in your area? Want to get more involved as a leader or volunteer? NARFE has you covered! Join a local chapter, where you can take part in local advocacy activities, informative meetings and chances to connect with likeminded civil servants. Action: Visit www.narfe.org/chapters to find the chapters in your area, then call 800-456-8410 to join today! Plus, if you’re a new member, your chapter dues are free for the first year.
BENEFITS EXPERTISE
Navigating federal benefits can be confusing, but NARFE provides expert resources to guide you. With access to webinars, NARFE Magazine, and personalized advice from the Federal Benefits Institute, you can feel confident in making decisions about retirement, health insurance, and more. Action: Learn about 2025 webinars announced for 2025 at www.narfe.org/webinars or email fedbenefits@narfe.org
to get answers to your burning questions right away!
ADVOCATING FOR YOU
NARFE advocates on your behalf, working to protect your pay, health care and earned benefits. As a member, you have the power to add your voice to these efforts. Grassroots advocacy is a pillar of NARFE’s mission. Start by educating yourself about the issues that impact the federal community. Action: Take action on the issues that matter most to you at www. narfe.org/action.
NETWORKING OPPORTUNITIES
NARFE provides additional means of networking with fellow federal employees and retirees through national events, and FEDHub, our online community. These connections allow you to exchange ideas, crowdsource answers to your questions, learn about federal employment trends, and build professional relationships. Action: Login to your account at https://
NARFE-FEEA SCHOLARSHIP
The deadline to apply for the 2025 NARFE-FEEA Fund Scholarship Awards Program is 3 p.m. ET Thursday, March 13, 2025. For more information and to access the application, visit www.feea.org/ our-programs/scholarships/.
fedhub.narfe.org and start a conversation today!
PLANNING GUIDANCE
Whether you’re just starting your career or planning for retirement, NARFE offers comprehensive resources to help you stay on track. Action: Check out our robust webinar archives for free today at www.narfe.org/ webinar-archive.
TIMELY UPDATES
NARFE keeps you informed on the latest developments affecting federal employees and retirees through its publications and alerts. NARFE Magazine, the NARFE NewsLine weekly newsletter, and NARFE Daily News Clips email updates ensure you stay ahead of any changes that might impact your benefits or retirement. Action: Make sure NARFE.org emails are marked as a safe sender within your email provider and sign up for Daily Clips by visiting www. narfe.org/communications.
HOW TO LEARN MORE
If you have questions about your membership or want to learn more, reach our membership team by sending an email to membership@narfe. org or calling 800-456-8410 ext. 1 between 8 a.m. and 5 p.m. Monday through Friday.
—BY NORA MACDONALD, DIRECTOR, MEMBER ENGAGEMENT
CONFERENCES AND MEETINGS
REGION X: conference October 20-23, Staybridge Suites, Pigeon Forge, TN. Please contact Region X Vice President Robert Allen, rvp10@narfe.org, for more information.
ALASKA: annual meeting Sept. 27 (virtual). Please contact Federation Secretary David Epstein, dave1013@gmail.com, for more information.
CALIFORNIA: conference June 23-25, Silver Legacy, Reno NV. Please contact Federation President Ronald Griffin, rsdgriffin@sbcglobal.net, for more information.
GEORGIA: biennial conference June 9, Hilton Garden Inn, Columbus, GA. Please contact Conference Chair C. Jacquie Beatty-Sammons, 404-290-0815 or jacquie3613@comcast.net, for more information.
HAWAII: 38th biennial state conference May 14. Japanese Cultural Center of Hawaii, 2454 South Beretania Street, Honolulu, HI. Please visit http:// tinyurl.com/narfehi or contact Federation President Joyce Matsuo, jmatsuo368@gmail.com, for more information.
ILLINOIS: conference and election Sept. 16-17, Thelma Keller Convention Center, Holiday Inn, Effingham, IL 62401. Please contact Corresponding Secretary Linda Glasgow, glasgowljg43@aol.com, or visit www.narfe. org/il/ for more information.
KANSAS: Conference April 28-29, Hilton Garden Inn, 3320 S. 9th Street, Salina, Kansas 67401. Election of officers March 1 to April 10. Please contact Federation President John Ourada, ljourada@outlook.com, or visit www.narfe.org/ks/ for more information.
KENTUCKY: conference March 18-19, Boone Tavern Hotel, Berea College, Berea, KY. Please contact Federation President Steve Saylor, ssaylor8@gmail. com, for more information.
LOUISIANA: conference April 9-11, Jackson Barracks, 1-209 Jackson Barracks, New Orleans LA 70117. Please visit www.narfe.org/la or contact Federation President Sabrina Martin-Watley, sab53055@cs.com, for more information.
MARYLAND: biennial conference May 5-7, Aloft Hotel, 4501 Coastal Highway, Ocean City, MD. Please contact conference chair Larry Walton, lrwalto@yahoo.com, for more information. Voting for federation officers April 7-29. Please contact P.A. Jeffries, pjeffries2010@ comcast.net, for more information.
MICHIGAN: conference, election and board meeting May 20-22, Doherty Hotel, Clare, MI. Please contact Federation Secretary Sallye McGill, mcgill-s@ sbcglobal.net or 248 561-4385, or visit www.narfe.org/ mi/ for more information.
MINNESOTA: conference May 20-21, Holiday Inn Alexandria, 5637 MN-29 S., Alexandria, MN 56308. Election of officers online/by mail March 1 to May 10. Please contact Federation President Jim Ryan, ryangv@msn.com, or visit www.narfe.org/mn/ for more information.
MISSISSIPPI: virtual conference April 12. Please contact Federation Secretary Rhett Hamiter, katrdh90@currently.com, for more information.
NEW YORK: annual conference May 7, Century House, 997 Loudon Rd, Latham, NY. Please visit www. narfe.org/ny or contact Federation Secretary Linda Suchocki, narfenyfederation@gmail.com, for more information.
NORTH CAROLINA: 69th annual conference/meeting April 15-17, Hyatt Place at Streets of Southpoint, Durham, NC. Please visit https://sites.google.com/ view/ncnarfefederation/ or contact Federation President Thomas Link, link.thom@gmail.com, for more information.
OHIO: conference and election May 2-3, Der Dutchman, 720 St Rt 97 W., Bellville, Oh 44813. Please contact Federation President Tim Gartner, narfetim48@gmail.com, or visit www.narfe.net/site/OH for more information.
OKLAHOMA: conference May 2-3, St, Luke’s Methodist Church, 900 N Sooner Rd, Edmond, OK. Please visit www.narfe.org/ok or contact Federation President Pamela Burnett, lwb1940@fidnet.com, for more information.
OREGON: conference/annual meeting & election, May 18-20, Agate Beach Inn Newport, OR. Voting via mail, email or in-person at conference; ballots will be available no later than April 1 for download in the Oregon Federation FEDHub community. Please contact Federation Secretary Colleen Hewes, hewcol@gmail.com, for more information.
SOUTH CAROLINA: conference March 17-19, Hilton Garden Inn, Summerville, SC. Federation election March 1-15, via ballot in federation newsletter mailed in February. Please contact Federation Secretary Debbie Hill, debbie.hill61@yahoo.com, or visit http://scnarfe. org for more information.
SOUTHWEST (formerly ARIZONA and NEW MEXICO): conference May 16-17, The Las Cruces Village, Las Cruces, NM. Please contact Federation President Mark Mickelsen, mmickelsen@aol.com, for more information.
TENNESSEE: annual meeting April 15-16, Holiday Inn Express & Suites Lebanon-Nashville Area ,826 S. Cumberland St., Lebanon, TN 37087. Please contact Federation President Linda Heaton, lmheaton83@ gmail.com, for more information.
TEXAS: conference/meeting April 26-30, 2025, Hilton Houston NASA Clear Lake, 3000 NASA Pkwy, Houston, TX 77058-4322. Please visit www.narfe.org/ tx or contact Federation Secretary Steven Johnson, steven27232@gmail.com, for more information.
VIRGINIA: annual meeting and election, April 6-9, 2025, Hotel Madison/Shenandoah Conference Center, 710 S. Main St., Harrisonburg, VA 22801. Details about the conference can be found at https://vanarfe. org/conf2025. Paper registration forms and ballot available upon request. Please contact Jim Little, jlittle@vanarfe.org, for more information.
NEW NATIONAL EXECUTIVE BOARD OFFICERS SWORN IN
The NARFE National Executive Board met December 10-12 in Alexandria, VA, to set the course for 2025, which included the swearing-in of NARFE’s new officers for 2025-26! From left to right, top row: Region IX: Steven R. Roy; Region VI: Patricia Abadie Ashton; Region I: Jeff Anliker; Region II: Paul K. Schwartz; Region V: Linda M. Sawvell; Region X: Robert Allen; Region VII: Sharon Reese; Region IV: Edward J. Konys and Region VIII: John William Almquist. Bottom row: National Secretary/Treasurer Cindy Renee’ Blythe; National President William “Bill” Shackelford; and Region III: Huelyn “Lynn” Harper.
What is dues withholding?
NARFE’s Dues Withholding Program
It is a dues-payment method available to retired NARFE members, their spouses and annuitant survivors giving them the option to have their annual NARFE membership dues deducted from their annuities each month.
Advantages
• Save more than 10% off your annual NARFE dues
• Sign up your spouse and double your savings
• You’ll never get another dues reminder from us
• Your monthly payment is affordable and convenient
• You may cancel your dues withholding at any time
How does it work?
One-twelfth of your total dues is automatically deducted from your monthly annuity. Your monthly deduction is determined by the following formula: ($42 NARFE dues ÷ 12) + (Chapter dues - if applicable ÷ 12) = total monthly deduction
How do I sign up?
Complete the Dues Withholding Application below. Send no payment. It may take 60 to 90 days before auto-deduction starts. Your membership starts as soon as your application is received. To learn more about dues withholding, call 800-456-8410
NARFE Dues Withholding Application for NARFE Members
who are
Retirees, Spouses of Retirees or Annuitant Survivors
STOP! Complete this section ONLY if you are signing up for Dues Withholding. If so, DO NOT send payment
o YES. I want to enroll in NARFE’s Dues Withholding Program. NARFE dues of $42* and chapter dues, if applicable, to be withheld annually. (*Dues-withholding members save more than 10% off the regular NARFE dues rate.)
Social Security Number (9-digit number)
–
o Mr. o Mrs. o Miss o Ms.
Full Name
Street Address
Apt./Unit City State ___________ ZIP
Phone (__________)
Email
Date of Birth _________ /_________ /
Civil Service Annuity Number
S
– –
(Include prefix, CSA or CSF) (Include any applicable suffix)
NARFE MEMBERSHIP INFORMATION
NARFE Membership ID
NARFE Chapter Number
o YES. I also authorize my (NARFE member) spouse’s dues to be withheld from my annuity. (Additional annual dues of $42 and chapter dues, if applicable, to be withheld annually. If YES, enter spouse’s information below.)
Spouse’s Name
Spouse’s Membership ID
Spouse’s Email
AUTHORIZATION (Withholding will begin in 60-90 days). Send NO PAYMENT with Dues Withholding Application!
I authorize the United States Office of Personnel Management to make appropriate deductions from my annuity payments, not to exceed the amount certified by the National Active and Retired Federal Employees Association as the amount of dues for which I am annually obligated, in accordance with elections I made above, and to pay the deducted sum to the National Active and Retired Federal Employees Association (NARFE). This authorization shall also apply to any and all dues changes certified by NARFE membership in accordance with elections I made. Please allow 60-90 days for processing.
I understand that this authorization shall be valid until NARFE receives and processes my written notice of cancellation in accordance with its agreement with the Office of Personnel Management and that any disputes regarding this authorization shall be a matter between NARFE and myself. I hold the Office of Personnel Management harmless for any erroneous allotment deduction made pursuant to this authorization.
Signature of Annuitant or Survivor-Annuitant
Date
Dues payments and gifts or contributions to NARFE are not deductible as charitable contributions for federal income tax purposes.
(Previously Office Depot/Office Max)
Use your NARFE Perks and your membership will more than pay for itself!
See how much you can save at www.NARFE.org/memberperks
Exclusive Offer for NARFE Members: NARFE members can enjoy discounted monthly monitoring rates, $0 installation fees, reduced activation fees, and a $500 equipment voucher for customizing their security and smart home systems with ADT monitoring. Enhance your home security with these exclusive benefits tailored just for you. Select the link for more details and fill out the contact page to speak to a security expert and place your order.
BMG Money is the better loan solution for federal government employees and retirees who are working on improving their credit scores. Apply in minutes regardless of credit score with instant funding available. All credit scores are encouraged to apply with higher acceptance rates.
GE Appliances Store | Use the link below to start shopping!
Save with NARFE members-only access to the GE Appliances Store! You will enjoy up to 25% off MSRP every day on the latest in high-quality appliances. *Orders can not be shipped to P.O. boxes, APOS, Canada, Puerto Rico, HI, AK or U.S. Territories. https://www.myapstore.com/GEStore/Appliances/Registration?AuthCode=MONARFE21
HP – The Association Member Store | 1-888-678-9620 | www.narfe.org/hp-perk-2024E
NARFE members enjoy exclusive discounts via a private store environment. Save up to an additional 10% on Desktops, Laptops, Printers, and Accessories; and save an additional 5% on Care Packs and Services. Access to exclusive member-only promotions. Simply log on and purchase your options with a dedicated US Sales Support team to assist you. HP has Business Account Managers based in Boise, ID, and Rio Rancho, New Mexico. Call 1-888-678-9620, Monday - Friday 7:00am -7:30pm CST.
ODP Business Solutions | 1-800-650-1222 | www.officediscounts.org/narfe
Because you’re a member of NARFE, you now have access to exclusive members only discounts at ODP Business Solutions (previously Office Depot/Office Max). Members save up to 75% off on ODP Business Solutions Best Value list of preferred products and can take advantage of products discounted off the officedepot.com regular prices. Restrictions may apply so visit officediscounts.org/narfe for details. Product and service discounts may no longer be available for in-store purchases.
Purchasing Power | https://www.purchasingpower.com/?domain=narfe
While not a discount program, Purchasing Power is an exclusive purchase program helps members buy brand-name computers, electronics, appliances and furniture via annuity allotment when cash is not an option. No credit check or down payments.
Signature FCU Visa Platinum Card | www.SignatureFCU.org/NARFE
Signature FCU is a full-service, nationwide federal credit union operating since 1970. Membership starts with just a $5 deposit into a standard savings account—no membership fees and no minimum balance requirements to enjoy all the products and services we have to offer, including the NARFE Visa® Platinum Credit Card. This special card gives back to your organization and gives you one point for every $1 you spend to redeem for cash, travel, and merchandise.
WELLNESS
Active&Fit Direct | https://www.narfe.org/narfe-perks-for-members/activefit-direct/ Stay active from anywhere for $28/mo. Active&Fit Direct includes 12,200+ Gyms, 9,300+ On-Demand Videos and 1:1 Well-Being Coaching. A fitness program with no annual fees and no long-term contracts. Switch gyms anytime. Membership options for your spouse. No Enrollment Fee With Promo Code: STAYSTRONG Brookdale Senior Living Communities | 877-713-2762 | www.brookdale.com/narfe
As the largest operator of senior living communities in the US, Brookdale has over 1,000 locations all across the country. Members are eligible for 7.5% discount at Brookdale Independent Living, Assisted Living and Memory Care communities and 10% discounts on Brookdale Private Duty Home Care. Discounts are for new move-ins/ customers only.
Life Line Screening | 800-324-9906 | www.lifelinescreening.com/NARFE
Life Line Screening, America’s leading provider of community-based preventive health screenings, will conduct health screenings using state-of-the-art ultrasound technology in your neighborhood. Operator code BKHN075
1-800-GOT-JUNK? | 800-468-5865 | www.narfe.org/1-800-got-junk NARFE Members Save 10% with 1-800-GOT-JUNK? Do you have old furniture, appliances, electronics, construction debris, yard waste or other junk you need to make disappear? 1-800-GOT-JUNK? can take away almost any material we can fit in our trucks, without you ever lifting a finger—all you have to do is point! Use code NARFE10 when you book. To get started, give us a call or book online.
Wheaton World Wide Moving | 800-248-7960 | narfe@wvlcorp.com
At Wheaton, we know interstate relocation is much more than trucks and boxes. With a network of top-quality agents throughout the United States, Wheaton provides peace of mind with every relocation.
TRAVEL, TRANSPORT & ENTERTAINMENT
Choice Hotels International | 800-258-2847 | www.choicehotels.com
With 6,400 hotels throughout the world, Choice Hotels offers something for everyone. As a member, receive 20% off your next stay at participating hotels when you use Special Rate ID 00801967.
With over 160 tours to all 7 continents and travel styles varying from small group to river cruising, Collette offers something for everyone. As a NARFE member, you receive an additional $50-$100 off all tours including sales and offers! Just use your member benefit code NARFESAVE or let our reservation agent know you are a NARFE Member when booking.
Enterprise Rent-A-Car® | Book Now! | https://partners.rentalcar.com/narfe
When you’re ready to go, Enterprise Rent-A-Car makes it easy. We offer everyday low rates on a great selection of cars, trucks and vans and customers are picked up at no extra cost*. See website for exclusions.
Heroes Vacation Club | www.HeroesVacationClub.com
Heroes Vacation Club is your NARFE member-exclusive travel club with discounts on hotels, resorts, cruises, car rentals, airfare, and more.
Hotel Engine | www.hotelengine.com/join/24530f9
NEW!
Hotel Engine, a private booking platform, connects organizations and their members to deeply discounted hotel rates.
Member Deals | https://memberdeals.com/narfe/?login=1
MemberDeals is your one stop for great discounts on nationwide travel and entertainment! Find exclusive discounts, special offers, preferred seating, and tickets to top attractions, theme parks, shows, sporting events, hotels, and much more. Visit MemberDeals and find savings such as up to 40% on top theme parks nationwide and preferred access tickets to your favorite concerts, sports & more!
National Car Rental® | 800-CAR-RENT | https://partners.rentalcar.com/narfe/
NARFE members receive great rates with National Car Rental! At National, we pride ourselves on always providing you with unsurpassed convenience and choices. To make a reservation, call National Car Rental and reference Contract 5282909
Designed exclusively for NARFE members, (plans administered by AMBA Administrators, Inc.) Senior Age Whole Life Insurance, Senior Term Life Insurance, Hospital Indemnity and Short Term Recovery Insurance, Dental Insurance, Vision Insurance, AssistPlus, Discount Prescription Plan and Pet Insurance.
Member Options | 833-378-8224 | https://www.member-options.com/narfe
Member Options Auto and Home Insurance Program - Save Money with Multiple Quotes! Get quotes from top-rated insurance carriers on Auto, Home, Renters, Pet insurance and more in a matter of minutes. Answer a few simple questions online or over the phone with our licensed insurance experts to compare multiple options that meet your specific needs. To review and choose what’s best for you, go to the link above or call 833-378-8224.
ADDITIONAL PERKS
Assisting During a Disaster
This 2005 photo shows Federal Emergency Management Agency (FEMA) workers setting up a repeater to be used for communications in areas impacted by Hurricane Katrina. President Jimmy Carter created FEMA in 1979 to coordinate disaster response in the U.S. that overwhelms local and state resources. When a disaster strikes, local government officials review the damage to determine whether they need federal assistance, then submit a request for a federal disaster declaration. The President of the United States has sole discretion to declare a disaster. Initially created as an independent agency, FEMA was moved into the newly-established Department of Homeland Security (DHS) in 2003.
PHOTO from the Records of the National Archives, courtesy of the National Archives History Office, in collaboration with the Society for History in the Federal Government (SHFG), bringing together government professionals, academics, consultants, students and citizens interested in understanding federal history work and the historical development of the federal government. To join, visit www.shfg.org.
DID YOU KNOW?
Congress passed the Post-Katrina Emergency Management Reform Act of 2006, which established FEMA as a distinct agency within DHS, defined FEMA’s primary mission, and designated the FEMA administrator as the principal advisor to the president, the Homeland Security Council, and the secretary of homeland security for all matters relating to emergency management in the United States.
Following the devastation of Hurricane Sandy on the East Coast in 2012, Congress passed the Sandy Recovery Improvement Act of 2013 to streamline public infrastructure recovery and allow recognized tribes to directly request a presidential declaration.
The best walk-in tub just got better with breakthrough technology! Presenting the all new Safe Step Walk-In Tub featuring MicroSoothe. ® An air system so revolutionary, it oxygenates, softens and exfoliates skin, turning your bath into a spa-like experience. Constructed and built right here in America for safety and durability from the ground up, and with more standard features than any other tub.
✓ Heated seat providing warmth from beginning to end
✓ Carefully engineered hydro-massage jets strategically placed to target sore muscles and joints
✓ High-quality tub complete with a comprehensive lifetime warranty on the entire tub
✓ Top-of-the-line installation and service, all included at one low, affordable price
You’ll agree – there just isn’t a better, more affordable walk-in tub on the market.
1 The Service Benefit Plan may pay a hearing aid benefit for Basic and Standard Option of up to $2,500 total, with prior approval, every 5 calendar years for adults age 22 and up to $2,500 total per calendar year for members up to age 22.
2 Price shown does not include cost of comprehensive hearing exam. Examination and testing for prescribing of hearing aids is covered under the Service Benefit Plan. The member should confirm that the provider rendering the hearing exam is a Preferred provider. If the provider is Non-preferred, the member may be charged a maximum fee of $75 for the exam, and the member may need to submit a claim for reimbursement.
3 Smartphone-compatible hearing aids connect directly to iPhone®, iPad®, and iPod® Touch devices. Some TruHearing models connect to Android® phones directly. Connectivity also available to many Android phones with use of an accessory.
Do not rely on this communication piece alone for complete benefit information. All benefits are subject to the definitions, limitations, and exclusions in the Blue Cross and Blue Shield Service Benefit Plan brochure. Blue365 offers access to savings on health and wellness products and services that members may purchase from independent vendors, which are not covered benefits under the Blue Cross and Blue Shield Federal Employee Program, Blue Cross Blue Shield FEP Dental® and/or Blue Cross Blue Shield FEP Vision®. These products and services will be offered to you through the entire benefit year.
During the year, the independent vendors may offer additional discounts on these products and services. To find out what is covered under your policy, contact the customer service number on your member ID card. Any disputes regarding your health insurance products and services may be subject to your plan’s grievance process. BCBSA may receive payments from vendors
any Blue Company recommends, endorses, warrants, or guarantees any specific vendor,
