October 2020 NARFE Magazine

OCT

’20

COVER STORY

OPEN SEASON

WORTH A CLOSER LOOK

Volume 96 • Number 9

ALSO IN THIS ISSUE

2020 ELECTION PREVIEW PRESIDENTIAL CANDIDATE Q&A SCORECARD FOR THE 116TH CONGRESS

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SPECIAL SECTIONS

33 Voting Scorecard for the 116th Congress

56 Open Season Report WASHINGTON WATCH

6

NARFE Contributes to Recommendations on Federal Human Capital Management

7

Postal Service in the Public Spotlight

8

46

COVER STORY OPEN SEASON: WORTH ANOTHER LOOK Many current and retired Feds don’t bother reviewing available health plans during the federal Open Season, but doing so could be beneficial.

Time to Expand NARFE’s Congressional District and Senatorial Leader Program

9

OPM Begins Implementation of Federal Hiring Executive Order

9

New Locality Pay Area Added for 2021

12 Bill Tracker COLUMNS

24

PRESIDENTIAL CANDIDATE QUESTIONNAIRE NARFE sent both major party candidates questions to ascertain their stances on issues affecting federal employees and annuitants.

From the President

62

Managing Money

DEPARTMENTS

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On the Web

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Questions & Answers

64 For the Record

COVER STORY

OPEN SEASON

WORTH A CLOSER LOOK

66 NARFE News

VISIT US ONLINE AT:

www.narfe.org LIKE US ON FACEBOOK:

NARFE National Headquarters

70 NARFE Perks Volume 96 • Number 9

ALSO IN THIS ISSUE

2020 ELECTION PREVIEW PRESIDENTIAL CANDIDATE Q&A SCORECARD FOR THE 116TH CONGRESS

72 The Way We Worked

ON THE C OVER Illustration by GRAPHEK

FOLLOW US ON TWITTER:

@narfehq

W W W. N A R F E . O R G

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OCTOBER 2020 | Volume 96 | Number 9

EDITORIAL DIRECTORS Helen Mosher Jenn Rafael SENIOR EDITOR Mabel Yu CREATIVE SERVICES MANAGER Beth Bedard ADDITIONAL GRAPHIC DESIGN GRAPHEK EDITORIAL BOARD Kenneth J. Thomas, Kathryn E. Hensley, Barbara Sido CONTACT US NARFE Magazine 606 North Washington St. Alexandria, VA 22314-1914 Phone: 703-838-7760 Fax: 703-838-7781 Editorial: communications@narfe.org Advertising Sales: Anita Nelson advertising@narfe.org 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 NFB-NEWSLINE® service at 866-504-7300 or go to www.nfbnewsline.org.

ON DIGITAL AUDIO: Issues of NARFE Magazine are also available in audio format through the National Library Service for the Blind and Physically Handicapped (NLS).

For availability, call 202-727-2142 or your local NLS service provider.

The Association, since July 1970, has been classified by the IRS as a tax-exempt labor organization [not a union]; however, dues and gifts or contributions to the Association are not deductible as charitable contributions for income tax purposes.

NATIONAL OFFICERS KENNETH J. THOMAS President; natpres@narfe.org KATHRYN E. HENSLEY Secretary/Treasurer; natsectreas@narfe.org EXECUTIVE DIRECTOR BARBARA SIDO, execdir@narfe.org

REGIONAL VICE PRESIDENTS

REGION I James C. Risner (Connecticut, Maine, Massachusetts, New Hampshire, New York, Rhode Island and Vermont) TEL: 207-540-6233 EMAIL: rvp1@narfe.org REGION II Kathy Adams (Delaware, District of Columbia, Maryland, New Jersey and Pennsylvania) TEL: 302-697-6650. CELL: 302-561-5660 EMAIL: adamskhawaii@aol.com REGION III Clarence Robinson (Alabama, Florida, Georgia, Mississippi, South Carolina, Puerto Rico and Virgin Islands) CELL: 404-312-8028 EMAIL: crobin8145@att.net

REGION VI Marshall L. Richards (Arkansas, Louisiana, Oklahoma, Republic of Panama and Texas) TEL: 903-660-2784 EMAIL: pappysdad@cobridge.tv REGION VII Rodney L. Adelman (Arizona, Colorado, New Mexico, Utah and Wyoming) TEL: 623-505-4719 EMAIL: narfe7vp@cox.net REGION VIII Helen L. Zajac (California, Guam, Hawaii, Nevada and Republic of Philippines) TEL: 707-644-7565 EMAIL: hlzajac125@gmail.com

REGION IV Robert L. Helfrich (Illinois, Indiana, Michigan, Ohio and Wisconsin) TEL: 317-501-1700 EMAIL: rlhelfrich@yahoo.com

REGION IX Richard Wilson (Alaska, Idaho, Montana, Oregon and Washington) TEL: 253-210-5609, CELL: 425-736-6899 EMAIL: narfe1404@comcast.net

REGION V Cindy Reneé Blythe (Iowa, Kansas, Minnesota, Missouri, Nebraska, North Dakota and South Dakota) TEL: 785-256-1450 EMAIL: mrsdocbusyb@yahoo.com

REGION X William Shackelford (Kentucky, North Carolina, Tennessee, Virginia and West Virginia) TEL: 703-830-6590, CELL: 703-201-6304 EMAIL: rvp10@narfe.org

HERE’S HOW TO CONTACT US… TO JOIN NARFE, RENEW YOUR MEMBERSHIP OR FIND A LOCAL CHAPTER:

CALL (TOLL-FREE) 800-456-8410 OR GO TO www.narfe.org TO CHANGE YOUR ADDRESS, PHONE NUMBER OR EMAIL LISTING:

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

606 N. Washington St. Alexandria, VA 22314 703-838-7760 Hours of operation: Monday-Friday, 8 a.m.-5 p.m. ET

NARFE.org

narfe (ISSN 1948-4453) is published monthly by the National Active and Retired Federal Employees Association (NARFE), 606 N. Washington St., Alexandria, VA 22314. Periodicals postage paid at Alexandria, VA, and additional mailing offices. Members: Annual dues includes subscription. Nonmember subscription rate $40. Postmaster: Send address change to: NARFE Attn: Member Records, 606 N. Washington St., Alexandria, VA 22314. To ensure prompt delivery, members should also forward changes of address without delay. Because of the volume involved, NARFE cannot acknowledge nor be responsible for unsolicited pictures and manuscripts, although every reasonable precaution is taken. All submissions become the property of NARFE. Copyright © 2020, NARFE. Advertisements in the magazine are not endorsements of products and/or services by NARFE, unless officially stated in the ad. We shall accept advertising on the same basis as other reputable publications: that is, we shall not knowingly permit a dishonest advertisement to appear in NARFE Magazine, but at the same time we will not undertake to guarantee the reliability of our advertisers.

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From the President

UPCOMING LEGISLATION

W

ith the global pandemic killing close to 200,000 Americans as of this writing, more than

38 million Americans losing their jobs, and a record-setting economic decline, life in the United States has been turned upside down.

On the Hill, the House and Senate are struggling to function in this era of social distancing, with staff both in the office and working from home as an increasing number of lawmakers test positive for the virus.

While lawmakers lament lost legislative opportunities, there must be ongoing discussion on economic growth, recovery and extending unemployment benefits. As I write this, our leaders have yet to agree on the next relief package.

A recently passed House bill, H.R. 6800, would provide some $3 trillion in funding for economic assistance, including $25 billion in emergency appropriations for the U.S. Postal Service.

The bill would also furnish a “hazardous duty differential” of $13 an hour, up to $10,000 maximum for the year, plus child care subsidies for federal employees who have remained on the job in frontline positions. Employees in such positions who contract the COVID-19 virus are eligible for

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.

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Federal Employees’ Compensation Act benefits, and employees eligible for telework would remain in that status until certain standards are met.

Both chambers approved separate versions of the annual Defense Department authorization bill, setting the stage for its enactment into law before the start of the new fiscal year. The House version includes a provision to include categories of employees who were left out of the original paid parental leave provision enacted in the bill last year.

The House accepted an amendment to exempt employees involved in frontline positions from limits on how much annual leave can be carried over from one year to the next—in most cases, 240 hours. Currently, such exceptions can be made only on a case-by-case basis and only if the leave had been scheduled in advance.

The House also passed the general government appropriations bill, which, much to my dismay, was silent on the issue of a January 2021 federal pay raise, effectively endorsing the 1 percent that President Trump included in his budget proposal earlier this year. That 1 percent is far from guaranteed, however.

NARFE, as well as other federal employee organizations and some members of Congress, continues to advocate for a 3 percent raise in the name of reaching parity with the pay increase for military personnel.

While Congress must enact some type of spending measure ahead of the October 1 start of the new fiscal year, a continuing resolution most likely will be a temporary extension until after the elections, rather than enactment of appropriations bills.

Stay tuned and stay informed.

KENNETH J. THOMAS NARFE NATIONAL PRESIDENT natpres@narfe.org

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Washington Watch

NARFE CONTRIBUTES TO RECOMMENDATIONS ON FEDERAL HUMAN CAPITAL MANAGEMENT

N

ARFE joined a broad collection of experts on the federal workforce to collaborate on a report, released this summer, setting forth recommendations to Congress

and the administration on improving the capacity of the federal government to ensure its workforce has the experience and abilities necessary to fulfill its mission and to leverage those talents to best serve the American people. The goal is to have a highly effective, government-wide human capital management system.

The report, titled “Transforming the Governance of Federal Human Capital Management: Creating Capacity to Enable Effective Change,” offered a case for change across five areas to support three broad recommendations and 16 major actions. Specifically, the report recommended actions to develop a framework for the legislative and executive branches to work together on critical mission and mission support requirements; reform the Office of Personnel Management (OPM) into an efficient, effective, strategic and credible governor of government-wide human capital that supports mission delivery and meets the future

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needs of government; and make the federal government an inspirational employer that invests in people.

The recommendations come amid widespread recognition among federal workforce experts of the need for improvements in federal human ACTION ALERT!

capital management. Notably, since 2001, the Government Accountability Office (GAO) has placed strategic human capital management on its high-risk list, which identifies government operations with vulnerabilities or those in need of transformation. GAO has highlighted mission-critical skills gaps as contributing to 16 of the 34 other areas it has identified as high-risk. Those conclusions are buttressed by troubling statistics showing a lack of incoming talent, with less than 6 percent of the federal workforce under the age of 30 (compared to 24 percent in the private sector) and high turnover among new hires (with

OCTOBER

Urge your lawmakers to support the Fair COLA for Seniors Act, H.R. 1553. Please visit the Legislative Action Center on NARFE’s website to send a message to your members of Congress urging them to support the Fair COLA for Seniors Act, H.R. 1553. The bill would provide more accurate cost-of-living adjustments for federal retirees by measuring seniors’ spending habits with the Consumer Price Index for the Elderly (CPI-E). The CPI-E better accounts for the inflation of goods and services such as medicine, health care, housing and other essential living expenses that seniors most often purchase.

60 percent of new employees leaving within two years).

At the same time, federal workers have faced a contentious political environment that has led to government shutdowns, challenges to a professional and apolitical workforce, limits to federal pay raises, and threats to earned benefits. Furthermore, the administration continues to propose eliminating the Office of Personnel Management through a merger of agencies and an expansion of authority within the Executive Office of the President. Even as NARFE opposes the reorganization proposal, we recognize the need for changes in how OPM operates.

In the face of these realities, NARFE has welcomed and joined efforts to improve the effectiveness of the federal government for its own sake.

Such positive change is a better alternative to either atrophy due to inability to adapt or more drastic overhauls that could likewise weaken the workforce’s effectiveness or compromise

the apolitical nature of the professional civil service.

In that context, NARFE contributed to the report to provide recommendations on federal human capital governance. The effort was led by the Senior Executive Association (SEA) and the Center for Organizational Excellence (COE). NARFE staff joined the sevenperson study committee and contributed directly to the recommendations. In particular, NARFE’s representatives focused on ensuring a commitment to improving and maintaining quality retirement services and health care benefits, which remain a vital part of OPM’s portfolio. Even as policy looks to the future, we need to keep a foot in the past to ensure government continues to honor its commitments to those who have served long careers in the federal workforce.

The full report is available at www.center4oe.com.

— BY JOHN HATTON, SENIOR DIRECTOR OF LEGISLATIVE AND POLITICAL AFFAIRS

POSTAL SERVICE IN THE PUBLIC SPOTLIGHT

T

he U.S. Postal Service is receiving greater attention as of late, in large part because of the coronavirus pandemic but also due to the upcoming November elections.

Calls from USPS for financial assistance and operational changes are nothing new, but they have caught the attention

of many Americans who rely on the Postal Service to receive their mail, medications and ballots.

Amid the coronavirus outbreak, appeals for financial support came quickly as a drop in mail volume put the Postal Service in a financial bind. In April 2020, then-Postmaster (Continued on p.10)

MYTH vs.

REALITY Myth: The Hatch Act prevents federal employees from writing letters to their lawmakers and participating in other forms of legislative advocacy—and even from joining organizations that advocate, like NARFE.

Reality:The Hatch Act places restrictions on partisan political activity, like using an official position to influence an election.

Legislative advocacy, such as contacting your lawmakers about a bill, isn’t political activity and is not prohibited by the Hatch Act. However, as a rule of thumb, federal employees should engage in legislative advocacy only on their own time and from their own devices or accounts. While it’s not a Hatch Act violation, Feds should never advocate while on government time or using government resources. There is no law that prevents even the most restricted federal employee from being a member of NARFE, taking part in NARFE grassroots advocacy or contributing to NARFE-PAC.

W W W. N A R F E . O R G

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Washington Watch

TIME TO EXPAND NARFE’S CONGRESSIONAL DISTRICT AND SENATORIAL LEADER PROGRAM

N

ext month, Americans will vote to elect a president, a new Congress, and thousands of state and local government leaders. As members of Congress wrap up the current session, they will reflect on the successes and failures of the past two years. Likewise, NARFE will reflect on its advocacy wins and losses and the incredible people who worked tirelessly to raise the federal community’s concerns with lawmakers. Our successes are possible because NARFE members understand that grassroots advocacy is a shared responsibility. And our losses should be viewed as temporary setbacks on the way to achieving long-term goals. NARFE and its federations, local chapters and national-only members will continue working collaboratively to ensure that these issues remain on the table.

Over the years, NARFE members embraced establishing congressional district leader (CDL) and senatorial leader (SL) programs in their federations.

To date, 35 federations have established these programs, providing liaisons for more than 280 House and Senate offices.

These programs have proven time and again that having key advocates serve as liaisons between congressional offices and NARFE members is an effective strategy that advances our legislative priorities.

The people appointed to serve in these important roles ensure that congressional offices are aware of NARFE’s priorities by educating legislators and their staff in various capacities. CDLs and SLs build

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key relationships and energize NARFE members to engage in calls to action and other advocacy activities. If NARFE can achieve a number of legislative wins with 35 programs covering half of all congressional offices, imagine what we could do if the programs expand to all 50 states and 435 congressional districts.

NARFE’s vision is to develop a robust congressional district/ senatorial leader initiative.

In May, we surveyed federations to assess their advocacy needs and assist those interested in establishing these programs. Next, we will survey the individuals currently in these roles and use the results to improve advocacy communication, access to vital resources, and training to best support advocates’ work in the field.

Although it is difficult to predict the outcome of the 2020 elections, we know that some newly elected lawmakers will arrive on Capitol Hill in January.

NARFE is already planning strategies to introduce the association, our members and our legislative priorities to new legislators at the start of the next session of Congress.

NARFE’s advocacy staff is developing welcome packets that will familiarize new lawmakers with NARFE and our legislative priorities as well as demonstrate the size and influence of the federal community across the country.

Advocacy staff will contact CDLs and SLs to ensure that they receive these important materials to send along to congressional offices. Engaging early on with new members of Congress is a

great way for us to get them up to speed on the issues the federal community cares about. This is also an opportunity for advocates who met with candidates while they were on the campaign trail to build on those relationships now that the new lawmakers are in their official roles.

We thank you for your continued support and advocacy.

Please contact NARFE’s advocacy staff at advocacy@narfe.org if you need information or assistance with your advocacy needs.

— BY MARSHA PADILLA-GOAD, GRASSROOTS PROGRAM MANAGER

NARFE GRASSROOTS ADVOCACY Learn more about how you can take action to protect your earned pay and benefits by reviewing NARFE Grassroots materials at www.bitly.com/ NARFE-grassroots.

OPM BEGINS IMPLEMENTATION OF FEDERAL HIRING EXECUTIVE ORDER

I

n June, President Trump signed an executive order overhauling educational requirements for federal hiring, with the goal of expanding skills- and competency-based hiring across government while de-emphasizing educational achievement.

The Office of Personnel Management (OPM) implemented the order on July 31, outlining the specifics in a memo to executive departments and agencies.

The memo requires agencies to remove the minimum educational requirement for most job openings, except in “rare circumstances” where scientific, technical or professional positions

are necessary to fulfill job duties. Furthermore, agencies must only allow education as a substitute for required experience when the degree directly ref lects the skills needed to perform the job.

Currently, most agencies use resumes and an occupational questionnaire to screen applicants for qualifications. This process, the memo argues, only skims the surface of an applicant’s competencies, and a “deeper dive” is needed. Agencies will be required to screen for minimum qualifications but are free to choose the tests that best suit their hiring process. Some approved tests include structured interviews,

cognitive ability tests, job knowledge tests, work samples and situational judgment tests.

Agencies are required to work with OPM to implement the executive order over the coming months. Leading up to the order’s full integration, OPM will host virtual focus groups to hear insights and concerns from agency leaders. Outside experts on competency-based hiring will also be brought in to provide input during listening sessions.

According to the memo, the new hiring standards will be fully implemented by December 24, 2020.

— BY SETH ICKES, GRASSROOTS ASSISTANT

NEW LOCALITY PAY AREA ADDED FOR 2021

T

he Office of Personnel Management (OPM) published a rule in July that added Des Moines, IA to the list of federal locality pay areas nationwide in 2021. The midwestern city will join nearly 50 existing areas across the country. Iowa is home to more than 16,000 federal and postal employees working statewide, many of whom are concentrated within Des Moines, which is Iowa’s most populous city.

Locality pay is applied in areas of the country where private employees make, on

average, at least10 percent more than federal employees, based on data calculated by the Bureau of Labor Statistics.

Locality pay rates in each area are set by the president and differ based on the local job market. When the president or Congress approves a pay raise with a locality pay component, each area receives a percentage based on its locality pay rate.

Some areas may receive the full locality pay increase, while others may only receive a portion of it. The Federal Salary Council, an advisory group made up of

executive appointees and representatives of federal employee groups and unions, makes recommendations for new areas.

Furthermore, the proposed rule adds Imperial County, CA to the Los Angeles-Long Beach, CA, locality pay area.

According to the rule, Imperial County does not meet the standard necessary to become a new area; however, enough federal employees commute from the county to Los Angeles and San Diego, allowing its addition to the existing area.

— BY SETH ICKES, GRASSROOTS ASSISTANT W W W. N A R F E . O R G

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Washington Watch

(Continued from p. 7) General Megan J. Brennan went before the House Oversight and Reform Committee to discuss the worsening finances USPS faced because of the pandemic. At the time, Brennan estimated a $13 billion loss in the current fiscal year directly associated with the virus and relayed a $75 billion financial support request from the bipartisan Postal Service Board of Governors.

Fortunately, an increase in package delivery due to an uptick in e-commerce staved off imminent financial collapse for USPS, according to The Washington Post. Congress also approved a $10 billion loan from the Treasury Department in the Coronavirus Aid, Relief, and Economic Security (CARES) Act, but the parameters of the loan came with conditions that needed to be negotiated further.

Then in May of this year, the Postal Service Board of Governors confirmed Louis DeJoy as the newest Postmaster General, replacing Brennan, who was set to retire in January 2020 but stayed on until a successor could be found. DeJoy, who has more than 35 years of experience in supply-chain logistics, was unanimously approved by the Board of Governors. He took charge mid-June.

Around mid-July, internal USPS documents—now posted online via The Washington Post and confirmed by the American Postal Workers Union— described operational changes.

The documents said that USPS needed to make immediate and lasting operational changes, including departing trips on time, no longer allowing late trips and no longer allowing extra trips. According to Government Executive, this 10

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functionally meant leaving mail behind, no overtime and delaying mail delivery. The internal documents noted that the changes would come in phases, saying operations will run more efficiently and that “delayed mail volumes will significantly shrink.”

These changes and the resulting slowdown in mail delivery brought scrutiny from the public and Congress, and hearings were held in late August before the Senate Committee on Homeland Security and Governmental Affairs and the House Committee on Oversight and Reform. During the hearings, lawmakers questioned DeJoy about the operational changes and pointed to the increased demand absentee ballots will place on the Postal Service. DeJoy responded to lawmakers by saying he would work to reduce mail delays that prompted public concern.

In addition to the hearings, the House also passed the Delivering for America Act, H.R. 8015. The bill would provide $25 billion in emergency funding to USPS and would bar the Postal Service from making certain operational changes during the COVID-19 pandemic. The bill passed the House with bipartisan support, 257-150. NARFE supported the bill.

NARFE’s advocacy program

supports legislation that maintains postal service standards in place as of July 2012, including preservation of six delivery days per week nationwide and to-the-door delivery at its 2012 levels. NARFE is also in favor of keeping small post offices open throughout America.

The Postal Service plays an important role for all Americans, and NARFE’s priority is to ensure that USPS remains strong and that hardworking postal workers are safe as they carry out their duties in service to our country.

— BY ROSS APTER,POLITICAL ASSOCIATE

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.

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Washington Watch

narfe bill tracker THE NARFE BILL TRACKER IS YOUR MONTHLY GUIDE TO THE CONGRESSIONAL LEGISLATION THAT NARFE IS FOLLOWING. CHECK BACK EACH ISSUE FOR UPDATES. ISSUE

THRIFT SAVINGS PLAN

BILL NUMBER / NAME / SPONSOR H.R. 6614/S. 2791: Taxpayers and Savers Protection (TSP) Act / Rep. Mark Meadows, R-NC / Sen. Marco Rubio, R-FL

WHAT BILL WOULD DO Removes Chinese companies from the Thrift Savings Plan international fund, putting investors at a distinct disadvantage compared with private-sector retirement funds.

Cosponsors: H.R. 6614: 2 (D) 29 (R) S. 2791: 2 (D) 7 (R)

LATEST ACTION(S) Referred to the House Committee on Oversight and Reform (H.R. 5018) / Referred to the Senate Committee on Homeland Security and Governmental Affairs (S. 2791)

H.Res. 23: Rep. Susan Davis, D-CA

Expresses the sense of the Referred to the House House that the U.S. Postal Committee on OverService should take all sight and Reform Cosponsors: 209 (D) 53 (R) appropriate measures to ensure the continuation of door delivery for all business and residential customers.

H.Res. 33/S.Res. 99 Rep. Stephen Lynch, D-MA / Sen. Gary Peters, D-MI Cosponsors: H.Res. 33: 226 (D) 41 (R) S.Res. 99: 44 (D) 8 (R) 2 (I)

POSTAL REFORM

H.Res. 54: Rep. Gerald Connolly, D-VA Cosponsors: 218 (D) 75 (R)

H.Res. 60: Rep. David McKinley, R-WV Cosponsors: 181 (D) 25 (R)

H.R. 2382/S. 2965: USPS Fairness Act / Rep. Peter DeFazio, D-OR / Sen. Steve Daines, R-MT

Expresses the sense of the House that Congress should take all appropriate measures to ensure that the U.S. Postal Service remains an independent establishment of the federal government and is not subject to privatization.

Referred to the House Committee on Oversight and Reform (H.Res. 33)

Expresses the sense of the House that the U.S. Postal Service should take all appropriate measures to ensure the continuation of its six-day mail delivery service.

Referred to the House Committee on Oversight and Reform

Expresses the sense of the House that the U.S. Postal Service should take all appropriate measures to restore service standards in effect as of July 1, 2012.

Referred to the House Committee on Oversight and Reform

Repeals the U.S. Postal Service’s prefunding requirement.

Passed the House of Representatives 309-106 (H.R. 2382) on February 5, 2020 / Referred to the Senate Committee on Homeland Security and Governmental Affairs (S. 2965)

Cosponsors: H.R. 2382: 233 (D) 68 (R) S. 2965: 4 (D) 3 (R)

NARFE’s Position:

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Support

Referred to the Senate Committee on Homeland Security and Governmental Affairs (S.Res. 99)

Oppose

No position

EDITOR’S NOTE: These bills are all listed online at www.narfe.org/legislation/votervoice.cfm.

ISSUE

BILL NUMBER / NAME / SPONSOR H.R. 141/S. 521 Social Security Fairness Act of 2019 / Rep. Rodney Davis, R-IL / Sen. Sherrod Brown, D-OH

WHAT BILL WOULD DO Repeals both the Government Pension Offset (GPO) and the Windfall Elimination Provision (WEP).

Referred to the House Committee on Ways and Means (H.R. 141) / Referred to the Senate Committee on Finance (S. 521)

Reforms the Windfall Elimination Provision (WEP), to provide WEP-affected individuals who are eligible for benefits before 2022 a $100 monthly rebate and $50 for an affected spouse.

Changes the WEP calculation moving forward.

Referred to the House Committee on Ways and Means (H.R. 3934) / Referred to the Senate Committee on Finance (S. 3401)

Cosponsors: H.R. 141: 196 (D) 59 (R) S. 521: 31 (D) 5 (R) 2 (I)

GPO/WEP

H.R. 3934/S. 3401 The Equal Treatment of Public Servants Act / Rep. Kevin Brady, R-TX / Sen. Ted Cruz, R-TX Cosponsors: H.R. 3934: 4 (D) 44 (R) S. 3401: 1 (R)

H.R. 4540 Public Servants Reforms the Windfall EliminaProtection and Fairness Act tion Provision (WEP), to provide WEP-affected individuals who / Rep. Richard Neal, D-MA are eligible for benefits before 2022 a $150 monthly rebate.

Changes the WEP calculation Cosponsors: 140 (D) 2 (R) moving forward.

Referred to the House Committee on Ways and Means

H.R. 1254: The Equal COLA Act / Rep. Gerry Connolly, D-VA

Provides Federal Employees Retirement System (FERS) retirees with the same annual cost-of-living adjustment (COLA) as Civil Service Retirement System (CSRS) retirees.

Referred to the House Committee on Oversight and Reform

Requires Social Security and federal retirement programs to use the Consumer Price Index for the Elderly (CPIE) to calculate cost-of-living adjustments (COLAs) to retirement benefits.

Referred to the House Committees on Ways and Means, Veterans’ Affairs, Oversight and Reform, and Armed Services

Allows federal employees who started their careers in temporary positions before transitioning into permanent roles to retroactively contribute toward their retirement for the years they held a temporary position.

Referred to the House Committee on Oversight and Reform

Cosponsors: 17 (D) 2 (R)

H.R. 1553: Fair COLA for Seniors Act of 2019 / Rep. John Garamendi, D-CA FEDERAL ANNUITIES

Cosponsors: 37 (D) 2 (R)

H.R. 2478: The Federal Retirement Fairness Act / Rep. Derek Kilmer, D-WA Cosponsors: 45 (D) 13 (R)

DC STATEHOOD

LATEST ACTION(S)

H.R. 51/S. 631: Washington, D.C. Admission Act / Del. Eleanor Holmes Norton, D-DC / Sen. Thomas Carper, D-DE Cosponsors: H.R. 51: 227 (D) S. 631: 41 (D) 1 (I)

Provides for the admission of the Passed the House of State of Washington, D.C., into Representatives 232the Union.

180 on June 26, 2020 (H.R. 51) / Referred to the Senate Committee on Homeland Security and Governmental Affairs (S. 631)

W W W. N A R F E . O R G

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Washington Watch

EDITOR’S NOTE: These bills are all listed online at www.narfe.org/legislation/votervoice.cfm.

ISSUE

FEDERAL COMPENSATION

BILL NUMBER / NAME / SPONSOR

WHAT BILL WOULD DO

LATEST ACTION(S)

H.R. 5690/S. 3231: Federal Provides federal employees with Adjustment of Income a 3.5 percent pay raise in 2021.

Rates (FAIR) Act / Rep. Gerry Connolly, D-VA / Sen. Brian Schatz, D-HI

Referred to the House Committee on Oversight and Reform (H.R. 5690) / Referred to the Senate Committee on Homeland Security and Governmental Affairs (S. 3231)

Cosponsors: H.R. 5690: 34 (D) S. 3231: 10 (D)

FEDERAL PERSONNEL POLICY

H.R. 3348/S. 1898: Modern Employment Reform, Improvement, and Transformation (MERIT) Act of 2019 / Rep. Barry Loudermilk, R-GA / Sen. David Perdue, R-GA

Streamlines the employee removal process for agencies by weakening due process for federal employees.

Referred to the House Committee on Oversight and Reform (H.R. 3348) / Referred to the Senate Committee on Homeland Security and Governmental Affairs (S. 1898)

Cosponsors: H.R. 3348: 20 (R) S. 1898: 5 (R) NARFE’s Position:

Support

Oppose

No position

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Questions & Answers

The following Questions & Answers were compiled by NARFE’s Federal Benefits Institute staff.

NARFE does not provide legal, financial planning or tax advice or assistance.

EMPLOYEES MILITARY DEPOSIT FORMS

Q A

What forms are required to initiate the deposit into the Federal Employees Retirement System (FERS) for my prior military service?

Your agency benefits and/or retirement office should assist you with setting up your military deposit payment options with your payroll office.

If you don’t already have all of your active duty periods of military service documented properly (on a DD214 – Certificate of Release or Discharge From Active Duty, or equivalent), you can use the SF 180 – Request Pertaining to Military Records to request any missing service details: www.archives.gov/ files/research/order/standardform-180.pdf.

The SF 180 can prove especially useful for reservists who have periods of active duty for training (ADT) that might not be listed on a DD214.

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If you attended a military academy, you can obtain the necessary transcript directly from the appropriate academy, if you haven’t done so already.

Once you have all of your military service documentation (exact start dates, end dates, last rank and characterization of service for each period of active duty), you can use the RI 20-97 – Estimated Earnings During Military Service to request your estimated earnings for each period of active duty from the appropriate military finance center: www.opm.gov/forms/ pdf_fill/ri20-97.pdf.

Once you receive the estimated earnings for all of your active duty periods of service, you can file the SF 3108 – Application to Make Service

Credit Payment (along with all your supporting documentation) with your agency benefits and/or retirement office for processing.

You can also ask your agency to prepare an estimate of how the military deposit will affect your federal retirement. You can find the form here: www.opm.gov/ forms/pdf_fill/sf3108.pdf.

Keep copies of any evidence that you paid your military deposit once it’s complete, just in case you need it for future reference. The military deposit must be paid in full prior to your separation from federal service; otherwise, it won’t be credited towards your retirement under FERS.

CSRS OFFSET

Q

I’m a Civil Service Retirement System (CSRS) Offset employee planning to retire from federal service early next year at age 60. I know

I will receive a full CSRS annuity until I become eligible for Social Security at age 62, but does my pension get reduced (offset) during the month in which I reach my 62nd birthday or the month following it?

A

That’s a great question.

The answer varies depending on which day you were born. If you were born on the first or second of the month, OPM will apply the offset to the annuity earned during the month of your 62nd birthday. If you were born any other day, the offset will be applied to the annuity payment earned in the month following your 62nd birthday.

LUMP SUM ANNUAL LEAVE PAYMENT AND FERS SUPPLEMENT

Q

Will the lump sum payment for unused annual leave that I receive shortly after I separate from federal service affect my FERS retirement annuity supplement (RAS)?

A

No. OPM will not ask you to report the lump sum payment for unused annual leave on your annual survey (Form RI 92-22). You can refer to the form for more details on what they expect you to report and what they don’t want you to report: www.opm.gov/forms/ pdf_fill/ri92-022_2019_03.pdf.

ADVANCED SICK LEAVE

Q A

May I obtain an advance of sick leave hours from my agency?

Your agency has discretion to advance you up to 240 hours (30 days) of sick leave, depending on your specific situation. Please refer to the following webpage for more details: www.opm.gov/ policy-data-oversight/pay-leave/ leave-administration/fact-sheets/ advanced-sick-leave/.

TRICARE AND FEHB

Q

I have been covered under my spouse’s TRICARE health insurance ever since he retired from the military, so I’ve never maintained coverage under the Federal Employees Health Benefits (FEHB) program.

I’m planning to retire from federal service in February of next year.

If I use this year’s Open Season to sign up for FEHB coverage, would I be allowed to keep it when I retire?

A

Yes. TRICARE coverage helps you meet the five-year test that OPM typically requires for people who want to continue FEHB coverage into retirement. You will need to provide evidence of your TRICARE coverage with the retirement application package that you submit to your agency retirement office.

As long as you are actively enrolled in the FEHB on the date of your separation for retirement, and as long as you have been covered by TRICARE for the last five years of your federal career, you will be allowed to maintain access to the FEHB for the rest of your retirement.

RETIREES DELAYED RETIREMENT CREDITS

Q

I am retired CSRS, but still working and paying into Social Security from a small part-time job. I won’t have my 40 credits to qualify for Social Security until age 68. My full retirement age was 66. If I wait until age 70 to draw Social Security, will I receive four years of delayed credits or two years?

A

You are unable to start earning delayed credits between your full retirement age (FRA) and age 70 until you have your 40 credits. So, if you don’t expect to have your 40 credits until age 68, then the maximum delayed credits you could receive would be for two years.

For more information regarding Social Security delayed retirement credits, please refer to the following webpage: www.ssa. gov/benefits/retirement/planner/ delayret.html.

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Questions & Answers

SOCIAL SECURITY AT AGE 62

Q

If I decide to claim a reduced benefit from Social Security at the minimum retirement age of 62, will my benefit begin during the month of my 62nd birthday or the month after?

A

The answer to this question depends on which day of the month that you were born. You must be age 62 “throughout the month” to be allowed to claim a benefit that same month.

Social Security deems that you will reach age 62 the day before your birthday (which actually follows English common law) to determine eligibility for your minimum payment.

If you were born on the first or second day of the month, then you will be eligible to claim the minimum benefit payable during the month of your 62nd birthday.

That is because Social Security deems that you have been 62 for the entire month (the “throughout the month” rule), as described in the previous paragraph. But if you were born on any other day of the month, the minimum benefit payable would be claimed the month immediately following your 62nd birthday.

The benefit is actually paid the month following the month that you claim. For example, if you were born on December 1 or 2, you could receive payment of your minimum benefit from Social Security sometime in January for the month of December. But if you

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were born on December 3 or later in December, you could receive payment sometime in February for the month of January.

For more information regarding attainment of age for Social Security, please refer to the following webpage: http:// pomsresource.org/poms/ RS-00201.001/retirementinsurance-benefits.

FULL SOCIAL SECURITY BENEFIT

Q

I was born in 1960, so my FRA for Social Security is 67. If I decide to claim an unreduced Social Security benefit at my FRA, do I have to wait until the month following my 67th birthday to claim my full benefit?

A

No. The rule that we explained in the answer to the previous question only applies to the reduced minimum benefit payable at age 62.

The throughout-the-month rule does not apply to the attainment of your FRA. Unreduced benefits are payable beginning with the month you reach your FRA, regardless of what day of the month that is.

For example, if your birthdate was in June 1960, you could have your full benefit begin in June of 2027, which would be paid to you in July.

For more details regarding this rule, please refer to the following webpage: https:// secure.ssa.gov/apps10/poms.nsf/ lnx/0300615015.

Since everyone’s FRA varies based on their year of birth, refer to the following webpage for information applicable to you: www.ssa.gov/benefits/retirement/ planner/ageincrease.html.

Regardless of when you decide to claim Social Security, it’s recommended that you begin the application process three months prior to the month that you would like your benefit to begin.

SOCIAL SECURITY PAYDAY

Q

I typically receive my federal annuity payment from OPM around the first of each month. This payment represents the previous month’s annuity earned. For example, I typically receive the annuity payment for the month of October in early November. Does Social Security also pay benefits around the first of each month?

A

Although OPM typically makes monthly annuity payments on the first business day of the month (for the previous month earned), Social Security typically determines its monthly payment schedule based on the day of the month that you were born.

So, even though Social Security payments aren’t typically received on the first business day of the month, the benefit payable is typically for the previous month earned.

If your birthday is between the 1st and 10th of the month, you should expect to receive your Social Security monthly

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Questions & Answers

NARFE at Your Service payment on the second Wednesday of the month.

If your birthday is between the 11th and 20th of the month, you should expect to receive your Social Security monthly payment on the third Wednesday of the month.

If your birthday is between the 21st and the end of the month, you should expect to receive your Social Security monthly payment on the fourth Wednesday of the month.

If your payment date falls on a federal holiday, you should expect to receive your payment the weekday immediately prior.

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 Institute; or submit it by email to fedbenefits@narfe.org.

At NARFE headquarters, experts are available to answer questions and to assist in helping with a variety of benefit matters.

Call NARFE at:

800-456-8410, Option 2

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Questions? Members can call 800-456-8410 x2 or email NARFE’s federal benefits specialists for one-on-one help fedbenefits@narfe.org.

Not a member? Join NARFE today at NARFE.org/Join.

CONTROL WHAT YOU CAN. INSURE WHAT YOU CAN’T. You can control many things in your life — diet, exercise, even on-demand TV — but life has its own plans.

A serious accident or illness can happen at anytime.

The high cost of a hospital stay, and the expense of home recovery afterward can take a serious toll on your personal and retirement savings.

NARFE Hospital Income and Short Term Recovery Insurance Plan This plan can help you manage how life’s surprises affect what you’ve worked so hard for. It pays cash benefits to you, or anyone you choose, to use the money as you see fit. Use the cash benefits to stay more in control of your health care choices, maintain your self reliance, and receive the level of care you’ve earned and deserve.

Benefits include: Guaranteed Acceptance to NARFE Members and Spouses Age 65 and Older.*

• In-Hospital cash benefits paid to you starting the first day you’re hospitalized for a covered injury or illness.

• At-Home cash benefits paid to you as soon as Medicare approves post-hospital home recovery treatments your doctor recommends.

• Cash benefits paid in addition to any other coverage you may have.

• Coverage cannot be canceled because of your health or your age.

• Economical group rates specifically negotiated by NARFE for our members.

To learn more or enroll in the NARFE Hospital Income and Short Term Recovery Insurance Plan, call 1-800-233-5764 or visit us at www.narfeinsurance.com *This policy is guaranteed acceptance, but it does contain a Pre-Existing Conditions Limitation. All benefits are subject to the terms and conditions of the policy. Policies underwritten by Hartford Life and Accident Insurance Company detail exclusions, limitations, reduction of benefits and terms under which the policies may be continued in full or discontinued.

Plans may vary by state.

The Hartford® is The Hartford Financial Services Group, Inc., and its subsidiaries, including issuing company Hartford Life and Accident Insurance Company. Hartford, CT 06155 Hospital Indemnity Form Series includes SRP-1151, or state equivalent.

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* The Service Benefit Plan will pay a hearing aid benefit for Standard and Basic Options up to $2,500 total every 3 calendar years for adults age 22 and over, and up to $2,500 total per calendar year for members up to age 22. FEP Blue Focus does not have a hearing aid benefit. 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. The Blue365® Discount Program offers access to savings on items that you may purchase directly from independent vendors, which may be different from items covered under the Service Benefit Plan or any other applicable federal healthcare program. For hearing aids, acupuncture, chiropractic and vision services, you must exhaust your Service Benefit Plan benefit first before accessing the savings of the Blue365® Discount Program. To find out what is covered under your policy, contact the customer service number on the back of your member ID card. The products and services described herein are neither offered nor guaranteed under any local Blue company’s contract with the Medicare program. These items are not subject to the Medicare appeal process. Any disputes regarding these products and services are not subject to the Disputed Claims process. Blue Cross Blue Shield Association (BCBSA) may receive payments from Blue365 vendors. Neither the Service Benefit Plan, nor any local Blue company recommends, endorses, warrants or guarantees any specific Blue365 vendor or item. The Service Benefit Plan reserves the right to change, modify, or terminate any item and vendors made available through Blue365, at any time. † 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

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Call TruHearing today and start saving 1-877-360-2432 | For TTY, dial 711 $75 for the exam, and the member may need to submit a claim for reimbursement. Must be a Service Benefit Plan member to access TruHearing discounted pricing.

TruHearing is offered through Blue365, which provides exclusive health and wellness deals and is a program of Blue Cross Blue Shield Association, an association of independent Blue Cross and Blue Shield companies. The Blue Cross® and Blue Shield® words and symbols, Federal Employee Program®, FEP® and Blue365® are all trademarks owned by Blue Cross Blue Shield Association. ‡ Smartphone compatible hearing aids connect directly to iPhone®, iPad®, and iPod® Touch devices. Connectivity also available to many Android® phones with use of an accessory.

All content ©2020 TruHearing, Inc. All Rights Reserved. TruHearing® is a registered trademark of TruHearing, Inc. All other trademarks, product names, and company names are the property of their respective owners. Listed benefit amount may differ from customer's actual benefit. Actual customer payment will vary. Three follow-up visits must be used within one year after the date of initial purchase. Hearing aid repairs, and replacements subject to provider and manufacturer fees. For questions regarding fees, contact TruHearing customer service. FEP_NARFE_AD_0120

TruHearing is an independent company that provides discounts on hearing aids.

2020

Presidential Candidate

QUESTIONNAIRE

NARFE sent presidential candidate questionnaires to the nominees of the two major political parties—Joseph R. Biden Jr., Democratic Party, and Donald J. Trump, Republican Party—requesting they answer identical questions to get their views on key issues affecting the federal community. NARFE, nor its political action committee, does not endorse presidential candidates or contribute to presidential campaigns. The sole purpose of this questionnaire is to better inform NARFE members. When we reached out to the Trump campaign, they provided the following response: “The campaign is not participating in questionnaires this cycle.”

The questions and Biden’s unedited responses appear here.

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HONORING COMMITMENTS

In exchange for years of hard work, federal employees and retirees were promised retirement annuities and retiree health benefits. These benefits were earned fairly and are essential to federal employees’ and retirees’ financial and health security. Yet, recent proposals, such as those reducing or eliminating cost-of-living adjustments for federal annuities, take aim at already-earned benefits for those in and approaching retirement.

Q: If elected, would you honor the retirement commitments made to federal employees and retirees? If not, what changes to their earned benefits would you propose?

BIDEN: Defined benefit pensions are a pact between employer and worker that

must be honored. We must protect federal pension funds to ensure that government workers continue to receive the benefits promised and on which they rely for their retirement security. I will oppose any proposal that retroactively changes federal retirement commitments. I will reject calls to increase contributions, lower benefits, or reduce COLAs. And I will work to eliminate penalties like the Government Pension Offset and the Windfall Elimination Provision.

We must also strengthen and expand Social Security. Even with the support of Social Security, half of Americans do not have adequate savings to support their lifestyle in retirement — we must do more to help people save on their own for retirement. We know that an important way to encourage people to save is to offer them a workplace savings plan and W W W. N A R F E . O R G

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automatically enroll them in that plan. The Thrift Savings Plan fills that role for federal workers and I will strengthen it and provide the best savings opportunities possible.

FEDERAL COMPENSATION

Federal workers do not expect to make it rich through their public service, but they deserve competitive compensation. Without it, the federal government will struggle to recruit and retain the talented workforce needed to maintain a qualified and effective civil service. Based on data from the Bureau of Labor Statistics, the pay disparity between the federal government and the private sector currently shows that federal employees make 26.71 percent less than their privatesector counterparts. While federal benefits partly make up for this gap, the recent lags in pay increases have forced federal pay to fall further behind the private sector. The default annual change in federal pay rates is based on the Employment Cost Index (ECI), which measures changes in private-sector wages and salaries. But, absent congressional action, this default is subject to the president’s discretion. For 2019 and 2020, Congress approved average pay rate increases of 1.9 and 3.1 percent, respectively, despite the president proposing a pay freeze in 2019 and supporting a 2.6 percent increase for 2020.

Q: Generally, do you believe federal employees are compensated appropriately? If not, what changes would you propose? As president, would you base federal pay rate increases on the change in the ECI? If not, on what would you base federal pay rate changes?

BIDEN: I know from my experience in the Senate and as Vice President that federal employees — those in Washington and in federal offices all across the country — are dedicated public servants who do the jobs essential to keep our country running. These are some of the most talented, hard-working and inspiring 26

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people you will ever meet. Some Republican leaders use federal employees as scapegoats for any problems in the government as part of their strategy to reduce the size of the government.

As president, I will value the contributions of federal employees and make sure they are protected and rewarded for their hard work. I won’t be able to do my job without them.

I commit to consistent and regular pay increases necessary to ensure federal salaries remain competitive and that federal employees can support their families.

HEALTH CARE

Federal employees and retirees receive employer-sponsored health insurance benefits through the Federal Employees Health Benefits (FEHB) program. FEHB provides robust and cost-effective health insurance coverage to more than 8.1 million individuals – federal employees, retirees, and their spouses and dependents. Enrollees typically have a choice of at least 15 different plans offering a range of options to meet enrollees’ individual needs. Federal employee and retiree satisfaction with FEHB is high – more than 98 percent of federal annuitants and 90 percent of federal employees rate their FEHB coverage as important or extremely important.

Q: How would your health care plan for America affect the federal employees, retirees and family members enrolled in FEHB specifically, and/or employer-sponsored insurance like FEHB generally?

BIDEN: I oppose any and all efforts to reduce benefits under FEHB. Our federal employees deserve fair compensation and should not be subject to cuts in health insurance or other critical employee benefits. The federal government should lead by example and provide high quality benefits, instead of pushing anti-worker budget adjustments designed to shift the burden of health care and retirement costs onto employees. I will build

on Obamacare by creating a public health insurance option like Medicare, but employees who like their employer-sponsored insurance can continue to participate in their existing plan. It will be their choice.

RETIREMENT SECURITY

Surveys show an overwhelming portion of Americans believe that the nation faces a retirement crisis, with many worried about their own financial security in retirement.

This fear is shared by federal retirees who face increasing financial pressure while living on fixed incomes. Federal retirees receive annual cost-of-living adjustments (COLAs) to help combat rising costs. COLAs are currently based on the Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W), which is computed by the Bureau of Labor Statistics (BLS). However, BLS has another formula, the Consumer Price Index for the Elderly (CPI-E), that specifically measures the costs experienced

by Americans age 62 and older. A switch to using the CPI-E instead of the CPI-W would likely increase annual COLAs. Q: How would you ensure that retired federal workers and older Americans are able to enjoy a secure retirement? Does your strategy include switching the current index used to calculate COLAs to better reflect seniors’ spending habits?

BIDEN: Social Security is the bedrock of American retirement. Roughly 90% of retirement-age Americans receive Social Security benefits, and one-in-four rely on Social Security for all, or almost all, of their income.

The program has not only ensured that middleclass workers can enjoy the sound and secure retirement they worked so hard for, it also lifted over 17 million older Americans out of poverty in 2017 alone. My plan will protect Social Security for the millions of Americans who depend on the program. With Social Security’s Trust Fund already in deficit and expected to be

exhausted in 2035, we urgently need action to make the program solvent and prevent cuts to American retirees. In contrast, Donald Trump is engaging in a reckless war on Social Security.

He recently announced a payroll tax plan with no protections or guarantees — like the ones the Obama-Biden administration enforced a decade ago — that the Social Security Trust Fund will be made whole. Trump has stated that if re-elected, he plans to undermine the entire financial footing of Social Security, laying out a roadmap for cutting Social Security.

Our seniors and millions of Americans with disabilities are under enough stress without Trump putting their hard-earned Social Security benefits in doubt.

We must make Social Security more generous and increase its benefits so that today’s and future retirees enjoy the dignified retirement they’ve earned. That means using CPI-E to determine the cost-of-living increase.

It means increasing benefits for those most at risk in retirement, including low-wage workers, widows and widowers, and those who have enjoyed long lifespans. And, we can fund these increases and ensure Social Security’s solvency for decades to come by ensuring the ultrawealthy pay payroll taxes on all their income, not just the first $132,900.

SOCIAL SECURITY FAIRNESS

Two laws enacted in the late 1970s and early 1980s affect federal retirees who are covered by the Civil Service Retirement System (CSRS) and also receive Social Security or Social Security widow(er)’s benefits. These laws also affect state and municipal employees, such as teachers, firefighters and police officers who receive a pension based on work not covered

by Social Security. The first provision, known as the Government Pension Offset (GPO), pertains to federal retirees who apply for Social Security benefits for which they are eligible as a spouse. Under the GPO, survivor Social Security benefits are offset by twothirds of the retiree’s government annuity W W W. N A R F E . O R G

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payment. This often results in a retiree receiving no Social Security widow(er)’s benefit at all. The second provision is the Windfall Elimination Provision (WEP), which reduces the Social Security benefit a federal retiree receives based on his or her Social Security-covered employment (e.g., privatesector employment before or after federal service). The Social Security benefit is reduced simply because the federal retiree is receiving a retirement annuity through CSRS. In 2019, the WEP could reduce a retiree’s monthly Social Security benefit by as much as $463.

Q: If elected, would you support the elimination or reform of the WEP and GPO? If reform, what specifically would you support?

BIDEN: Yes. I support full repeal of the WEP and GPO offsets. Current rules penalize public sector workers who either switch jobs or who have earned retirement benefits from various sources. I will get rid of the benefit cuts for workers and surviving beneficiaries who happen to be covered by both Social Security and another pension. These workers deserve the benefits they earned.

MODERNIZING THE GOVERNMENT

For the past several decades, Congress and the administration have proposed modernizing the federal workforce in various ways. While continued updates and improvements to the civil service system are necessary to implement best practices in performance management, many politicians have used this argument in bad faith as a way to attack the merit system that stands at the center of our professional civil service. Some federal workers recently faced sudden agency relocation – a ploy to compel employees to quit – and have witnessed the threat of political influence on nonpolitical decisions.

On the other hand, strategic human capital management problems, including improving 28

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the hiring process and attracting and retaining individuals with critical skills, present challenges for the federal government.

Q: As chief executive, what is your plan as it relates to the civil service merit system and strategic human capital management; what current aspects of the system do you view as working well and not working well? How will you fix what is not working?

BIDEN: I am committed to protecting the civil service merit system and federal workers’ due process rights. Trump has gutted the ability of federal employees to collectively bargain, stripped them of their union representation, and made it easier to fire federal employees without “just cause.” He has also used relocation as a strategy for undercutting federal employee rights. On my first day in office, I will restore federal employees’ rights to organize and bargain collectively, restore their right to official time, and direct agencies to bargain with federal employee unions over nonmandatory subjects of bargaining.

I will aggressively hold the line against any effort to undermine workers’ rights and to diminish federal employees’ right to due process in the workplace, while also working to modernize hiring practices to ensure we can recruit competitively. Because of Trump and Congressional Republicans’ inaction, the Merit Systems Protection Board, the Equal Employment Opportunity Commission, and Occupational Safety and Health Administration — agencies that work on issues important to the well-being and safety of federal employees — all have vacancies in their leadership positions. I will prioritize ending these vacancies to ensure that our federal workers, and workers throughout our country, are protected. The next president will inherit a divided country and a world in disarray. We must immediately rebuild the capacity within our federal agencies to repair the damage done by this Administration and address our nation’s urgent challenges, foreign and domestic. I will encourage those who felt they had to leave the federal

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workforce during the Trump Administration to consider rejoining my Administration. I will rebuild the pipeline of workers into the federal government and incentivize more qualified workers to choose public service by forgiving $10,000 a year in student debt for each of five years in the job. I will tap into the best and brightest talent from every source by developing career pipelines from Historically Black Colleges and Universities and Minority Serving Institutions into federal agencies, and I’ll ensure the federal government serves as a model for employers to treat their workers fairly.

As president, I will value the contributions of federal employees, ensure they are protected and rewarded for their hard work, and safeguard them from government shutdowns like the one precipitated by the Trump Administration in 2018-2019.

It is unacceptable that 800,000 federal employees, including hundreds of thousands of veterans, had their work and their pay jeopardized due to political fighting.

These are some of the most talented, hardworking, and inspiring people I have ever met, worthy of the utmost dignity and respect. I personally benefited from their expertise and professionalism as Vice President, and we need more of them.

Federal employees keep us healthy, safe, informed, and accountable, and their work transcends partisan politics.

They are health care workers who care for veterans, the elderly, and the disabled.

They are law enforcement officials who protect our communities and our border.

They are expert scientists, medical doctors, and technicians who maintain world-class standards, prevent the spread of infectious diseases, and save countless lives. They are diplomats and public servants who put country before party and before self. Above all else, they are our fellow citizens, working hard every day to serve the rest of us.

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POSTAL REFORM

The United States Postal Service (USPS) plays an integral part in the lives of every American and ties our country together. This important service is an economic generator, a lifeline for rural communities, and a vital resource for housebound patients and those needing medication. However, USPS is not without its challenges, which put the financial health of the service at risk. Policy solutions are needed to ensure that USPS can be financially successful while carrying out its mission. Previous postal reform bills would reduce the liability the USPS has incurred from its obligation to prefund future retiree health benefits by requiring current and future postal retirees to enroll in Medicare Part B or forfeit their already earned Federal Employees Health Benefits program coverage. NARFE strongly opposes this policy. However, recent postal reform bills would ensure current retirees maintain choice regarding their health insurance coverage.

Q: If elected, how would you strengthen USPS’ financial integrity? Do you oppose mandatory Medicare Part B coverage for postal retirees as a condition of maintaining their earned postal retiree health benefits?

BIDEN: USPS doesn’t just perform the integral task of offering mailing and shipping services in accordance with its universal service obligation, it is also often the social and economic lifeline to rural and lower-income communities across the nation. As President, after the pre-funding mandate is repealed, I am open to diversifying USPS’ portfolio to explore any revenuegenerating services, as long as it is right for USPS’ business. And, any financial stability plan must also look at health care and pensions.

When it comes to these worker benefits, I support prospective enrollment in Medicare for future retirees as long as it does not jeopardize the benefits of those currently participating in the program and protects those enrolled in Medicare from paying more in aggregate than they do now. Any proposal must protect the benefits of those USPS workers who are already retired and vested into the system.

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 Historic Morgan Silver Dollars  Minted in New Orleans  Struck and bagged in 1882  Unopened for 138 years  26.73 grams of 90% fine silver  Hefty 38.1 mm diameter  Certified Brilliant Uncirculated

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These gorgeous 1882-O Morgans are as bright and new as the day they were struck and bagged 138 years ago. Coins are graded on a 70-point scale, with those graded at least Mint State-60 (MS60) often referred to as “Brilliant Uncirculated” or BU. Of all 1882-O Morgans struck, LESS THAN 1% have earned a Mint State grade. This makes these unopened bags of 1882-O Morgans extremely rare, certified as being in BU condition—nearly unheard of for coins 138 years old.

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In 1859, Nevada’s Comstock Lode was discovered, and soon its rich silver ore made its way across the nation, including to the fabled New Orleans Mint, the only U.S. Mint branch to have served under the U.S. government, the State of Louisiana and the Confederacy.

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HOW THEY VOTED: 116TH CONGRESS NARFE publishes this voting scorecard of the 116th Congress (2019-2020) to ensure NARFE members are as informed as possible about the how the Representatives and Senators seeking reelection to Congress have represented the concerns of federal community. The vote descriptions below refer to the votes in the scorecard on pp. 35-44.

KEY SENATE VOTES, 116TH CONGRESS 2019 Senate Vote #26, February 14, 2019 Consolidated Appropriations Act (H.J. Res 31) NARFE supported this bill because it prevented another partial government shutdown and provided full-year funding for departments and agencies that otherwise would have shut down for a second time in 2019. It also included language overriding the president’s pay freeze, instead including a 1.9 percent average federal pay raise retroactive to the first pay period of 2019. The joint resolution passed the Senate by a vote of 83-16 and later became law.

2019 Senate Vote #262, August 1, 2019 Bipartisan Budget Act of 2019 (H.R. 3877) NARFE supported this legislation because it lifted sequestration caps on spending levels for fiscal years 2020 and 2021 without using reductions in federal pay or benefits as an offset. The measure also suspended the debt ceiling until mid-2021. The bill passed the Senate by a vote of 67-28 and later became law.

2019 Senate Vote #305, September 25, 2019 National Defense Authorization Act for Fiscal Year 2020 Resolution (S. Res. 333) NARFE supported this resolution, which was a nonbinding motion to instruct Senate conferees to support providing twelve weeks of paid family leave to federal workers in S. 1790, the National Defense Authorization Act for Fiscal Year 2020. The resolution failed 47-48, but the provision was negotiated into the final compromise that became law.

2019 Senate Vote #400, December 17, 2019 National Defense Authorization Act for Fiscal Year 2020 Conference Agreement (S. 1790) NARFE supported this bill, a conference agreement between the House and Senate, which provided 12 weeks of paid parental leave for most federal employees for the birth, adoption or foster care placement of a child. It included NARFE-promoted language that prevented any OPM reorganization plan from advancing, at least until 180 days after a year-long study by the National Academy of Public Administration detailing the challenges facing OPM and recommending solutions. The bill also extended, through 2024, agency authority to rehire federal retirees on a part-time basis without an offset to their annuities and without obtaining a waiver from OPM. The bill passed the Senate by a vote of 86-8 and later became law.

2020 Senate Vote #80, March 25, 2020 CARES Act (H.R. 748) NARFE supported this legislation, which was a $2.2 trillion economic stimulus package in response to the coronavirus pandemic that included numerous federal employee and retiree provisions. The bill suspended required minimum distributions on retirement accounts in 2020, created direct cash payments for eligible individuals, and provided additional funding to OPM for electronic retirement processing.

The Senate replaced the language of H.R. 748 that passed the House in 2019 with this pandemic relief package. The new language, the CARES Act, was approved in the House by voice vote, passed the Senate by a vote of 96-0, and was signed into law by the president.

KEY HOUSE VOTES, 116TH CONGRESS 2019 House Vote #11, January 3, 2019 Consolidated Appropriations Act (H.R. 21) NARFE supported this bill, a six-bill spending package passed by the House amidst what became the longest government shutdown in history. The bill would have funded nearly all of the departments and agencies shuttered by the partial shutdown through the remainder of the fiscal year. The bill also would have provided a 1.9 percent average pay raise for federal employees in 2019, rejecting a proposed pay freeze by the administration. The bill passed the House by a vote of 241-190.

2019 House Vote #21, January 9, 2019 Financial Services and General Government Appropriations Act, 2019 (H.R. 264) NARFE supported this bill because it included a 1.9 percent

average pay increase for federal employees in 2019, again rejecting the pay freeze implemented by the administration.

It also would have provided funding for a handful of government agencies, ending a shutdown for those included.

This spending bill was one of the six included in H.R. 21.

H.R 264 passed by a vote of 240-188.

2019 House Vote #28, January 11, 2019 Government Employee Fair Treatment Act of 2019 (S. 24) NARFE supported this legislation because it guaranteed furloughed federal employees retroactive pay due to the 20182019 government shutdown. It also guarantees employees retroactive pay after all future government shutdowns.

Additionally, the bill stipulated that all employees be paid as soon as possible after a shutdown ends rather than waiting W W W. N A R F E . O R G

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for the next pay period. The bill passed the House by a vote of 411-7 and was later signed into law by the president. The Senate passed the bill by voice vote, i.e., without recording the support or opposition of individual senators.

coinsurance and deductibles) to avoid the tax. The bill passed 419-6. Final repeal of the tax would later become law through a consolidated appropriations package passed in December 2019.

2019 House Vote #64, January 30, 2019 Federal Civilian Workforce Pay Raise Fairness Act of 2019 (H.R. 790) NARFE supported this bill because it would have provided a 2.6 percent average pay increase for federal employees in 2019, the same raise that members of the military received.

It also would have annulled a pay freeze implemented by the administration. The bill passed by a vote of 259-161.

2019 House Vote #511, July 25, 2019 Bipartisan Budget Act of 2019 (H.R. 3877) NARFE supported this legislation because it lifted sequestration caps on spending levels for fiscal years 2020 and 2021 without using reductions in federal pay or benefits as an offset. The measure also suspended the debt ceiling until mid-2021. The bill passed by a vote of 284-149 and later became law.

2019 House Vote #87, February 14, 2019 Consolidated Appropriations Act (H.J. Res 31) NARFE supported this legislation because it prevented another partial government shutdown and provided fullyear funding for departments and agencies that otherwise would have shut down for a second time in 2019. It also included language overriding the president’s pay freeze and appropriating a 1.9 percent average federal pay raise retroactive to the first pay period of 2019. The joint resolution passed the House by a vote of 300-128 and later became law.

2019 House Vote #672, December 11, 2019 National Defense Authorization Act for Fiscal Year 2020 Conference Agreement (S. 1790) NARFE supported this bill, a conference agreement between the House and Senate, which provided 12 weeks of paid parental leave for most federal employees for the birth, adoption or foster care placement of a child. It included NARFE-promoted language that prevented any OPM reorganization plan from advancing, at least until 180 days after a year-long study by the National Academy of Public Administration detailing the challenges facing OPM and recommending solutions. The bill also extended, through 2024, agency authority to rehire federal retirees on a part-time basis without an offset to their annuities and without obtaining a waiver from OPM. The bill passed the House by a vote of 377-48 and later became law.

2019 House Vote #424, June 26, 2019 Financial Services and General Government Appropriations Act, 2020 (H.R. 3351) NARFE supported this bill because it would have provided federal employees with an average 3.1 percent pay increase in 2020—a provision that later became law in December 2019 through passage of a consolidated appropriations package. This bill also would have blocked funding for the administration’s Office of Personnel Management (OPM) reorganization plan, including the transfer of any agency functions to the Office of Management and Budget (OMB) or General Services Administration (GSA). Additionally, the bill included increased funding for OPM to offset the budget shortfall caused by transferring the National Background Investigations Bureau (NBIB) from OPM to the Department of Defense. The bill passed by a vote of 224-196.

2019 House Vote #443, July 11, 2019 Amendment to the National Defense Authorization Act for Fiscal Year 2020 (H. Amdt. 513 to H.R. 2500) NARFE supported this amendment to the National Defense Authorization Act for Fiscal Year 2020 because it would have blocked the White House from transferring or merging any functions, responsibilities, programs, staff or resources, among other items, from OPM to GSA or OMB. The amendment passed by a vote of 247-182.

2019 House Vote #493, July 17, 2019 Middle Class Health Benefits Tax Repeal Act of 2019 (H.R. 748) NARFE supported this legislation because it repealed the socalled “Cadillac Tax”—a 40 percent excise tax on high-cost employer-provided health insurance benefits to employees and retirees. The tax would have affected some Federal Employees Health Benefit (FEHB) program plans, leading to higher premiums or benefit cuts and increased cost-sharing (co-pays, 34

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2020 House Vote #37, February 5, 2020 USPS Fairness Act (H.R. 2382) NARFE supported this bill, which would eliminate the U.S. Postal Service’s requirement to prefund its future retiree health benefits. The prefunding requirement adds billions of dollars in liabilities to the Postal Service’s balance sheet, hindering investment and driving harmful cost-cutting initiatives. The bill passed by a vote of 309-106.

2020 House Vote #109, May 15, 2020 Heroes Act (H.R. 6800) NARFE supported this legislation because it included numerous federal employee and retiree provisions for which NARFE advocated, such as waiver of co-pays under the FEHB program for COVID-19-related doctor’s appointments, hazard pay for certain federal employees, and some financial relief for the Postal Service. The bill passed by a vote of 208-199.

2020 House Vote #122, June 26, 2020 Washington, D.C. Admission Act (H.R. 51) NARFE supported this legislation, which would extend statehood to most of the territory of the current District of Columbia and give its residents, including hundreds of thousands of federal employees and retirees living in the district, full voting representation in the House and Senate. NARFE members voted on two occasions to include support of DC statehood in NARFE’s Advocacy Program, which guides NARFE’s legislative advocacy. The bill passed by a vote of 232-180.

STATE BY STATE RECORD ON

KEY NARFE VOTES MEMBERS OF CONGRESS AL At-large representative R Retiring, not seeking reelection S Representative running for Senate D Defeated in primary O Seeking other office * Senator whose term expires in 2020 2022 Senator whose term expires in 2022 2024 Senator whose term expires in 2024

VOTE LEGEND P Voted for the NARFE position x Voted against the NARFE position NV Did not vote S Speaker of the House, rarely votes I Not yet elected when vote taken

116th Congress: SENATE 26 262 305 400 80

Vote # Year

2019 2019 2019 2019 2020

Alabama * Jones (D) 2022

Alaska * 2022

P P

P x

P P

P P

100 80

100 35

Sullivan (R) Murkowski (R)

P P

P P

x P

P P

P P

80 100

63 55

P P

P P

x P

P P

P P

80 100

64 84

x P

x P

x x

P P

P P

40 80

36 48

x

NV NV NV

P

P

P

P

P P

50 100

50 80

P P

x x

x P

P P

P P

60 80

38 81

P

P P

P P

P P

P P

100 100

91 89

Carper (D)

P P

P x

P P

P P

P P

100 80

96 85

Rubio (R) Scott (R)

x P

x x

NV

x

P P

P P

50 60

40 60

P

P

x

P I

P P

80 100

75 100

P P

P P

P P

P P

P P

100 100

95 84

Sinema (D)

Boozman (R)

California 2022 Harris (D) 2024

Feinstein (D)

Colorado Gardner (R) * 2022

Bennet (D)

Connecticut 2022 Blumenthal (D) P 2024

Murphy (D)

Delaware Coons (D) * 2024

Florida 2022 2024

Georgia Perdue (R) * Special Loeffler (R) Hawaii 2022

2024

%P

P P

Arkansas Cotton (R) * 2022

CAREER

Shelby (R)

Arizona Special McSally (R) 2024

116th %P

Schatz (D) Hirono (D)

I

I

I

Vote # Year

Idaho *

2022

Illinois *

2022

Iowa *

2022

Kansas R* 2022

Maine *

2024

CAREER

x x

P P

P P

60 80

27 24

Durbin (D) Duckworth (D)

P P

P P

P P

P P

P P

100 100

95 93

Braun (R)

P x

P x

x x

P x

P P

80 20

41 20

Ernst (R) Grassley (R)

P P

P P

x x

P P

P P

80 80

63 33

Roberts (R) Moran (R)

P P

P P

x x

P P

P P

80 80

40 52

P x

P x

x x

P x

NV

P

80 0

39 14

Kennedy (R)

P P

x x

x x

P P

P P

60 60

35 64

Collins (R) King (I)

P P

P P

P P

P P

P P

100 100

79 95

P

P P

P P

P P

P P

100 100

98 97

x x

NV NV NV

P

P

x

P P

60 50

65 75

P P

P P

P P

P P

P P

100 100

94 97

Paul (R)

Maryland 2022 Van Hollen (D) P 2024

Cardin (D)

Massachusetts Markey (D) * 2024

Warren (D)

Michigan Peters (D) * 2024

%P

x P

Louisiana Cassidy (R) * 2022

116th %P

P P

Kentucky McConnell (R) * 2022

26 262 305 400 80

Risch (R) Crapo (R)

Indiana 2022 Young (R) 2024

2019 2019 2019 2019 2020

Stabenow (D)

W W W. N A R F E . O R G

|

W W W. N A R F E . O R G

35

|

35

HOW THEY VOTED

116th Congress: SENATE 26 262 305 400 80

Vote # Year

2019 2019 2019 2019 2020

Minnesota Smith (D) *

116th %P

CAREER

%P

P P

P x

P P

NV

P

P P

100 75

89 93

P P

P P

x x

P P

P P

80 80

83 52

P x

P x

x x

P P

P P

80 40

57 40

P P

x x

x P

P P

P P

60 80

48 79

x P

x x

x x

P P

P P

40 60

31 53

P

P P

P P

P P

P P

100 100

82 100

Hassan (D)

P P

P P

P P

P P

P P

100 100

92 91

New Jersey Booker (D) *

x

NV NV NV

P

P

P

P

P P

50 100

69 92

Heinrich (D)

P P

P P

P P

P P

P P

100 100

96 95

New York 2022 Schumer (D)

P x

P P

P P

P x

P P

100 60

97 78

North Carolina Tillis (R) *

P

NV

x P

x x

P P

P P

60 75

69 31

Cramer (R)

P P

P P

x x

P P

P P

80 80

52 80

Portman (R) Brown (D)

P P

P P

P P

P P

P P

100 100

38 97

x

P x

x

P P

P P

60 60

29 31

2024

Klobuchar (D)

Mississippi Hyde-Smith (R) * 2024

Wicker (R)

Missouri 2022 Blunt (R) 2024

Hawley (R)

Montana Daines (R) * 2024

Tester (D)

Nebraska Sasse (R) * 2024

Fischer (R)

Nevada 2022 Cortez Masto (D) P 2024

Rosen (D)

New Hampshire Shaheen (D) * 2022

2024

Menendez (D)

New Mexico Udall (D) R* 2024

2024

2022

Gillibrand (D)

Burr (R)

North Dakota 2022 Hoeven (R) 2024

Ohio 2022

2024

Oklahoma Inhofe (R) * 2022

36

36

Lankford (R)

| O C T

|

OCT 2020

2020

P

x

CONTINUED

26 262 305 400 80

Vote # Year

2019 2019 2019 2019 2020

Oregon Merkley (D) * 2022 Wyden (D)

P P

x x

P P

80 80

81 84

x P

x P

x P

P P

P P

40 100

30 97

P P

P P

P P

P P

P P

100 100

95 97

P x

P x

x x

P P

P P

80 40

45 37

P P

P P

x x

P P

NV

P

80 75

75 45

Blackburn (R)

P P

P x

x x

P P

P P

80 60

52 19

Cornyn (R) Cruz (R)

P x

P x

x x

P P

P P

80 40

48 44

Lee (R) Romney (R)

x P

x x

x x

x P

NV NV

0 50

14 50

Casey (D)

Whitehouse (D)

South Carolina Graham (R) * 2022

Scott (R)

South Dakota Rounds (R) * 2022

Thune (R)

Tennessee Alexander (R) R* 2024

Texas *

2024

Utah 2022

2024

Vermont 2022 Leahy (D) 2024

Sanders (I)

Virginia Warner (D) * 2024

Kaine (D)

Washington 2022 Murray (D) 2024

Cantwell (D)

West Virginia Capito (R) * 2024

Manchin (D)

Wisconsin 2022 Johnson (R) 2024

%P

P P

Rhode Island Reed (D) * 2024

CAREER

P P

Pennsylvania 2022 Toomey (R) 2024

116th %P

Baldwin (D)

Wyoming Enzi (R) R* 2024 Barrasso (R)

P P

NV NV NV

P

P

P

P P

100 100

88 84

P P

P P

P P

P P

P P

100 100

88 95

P P

P P

P P

P P

P P

100 100

98 94

P P

P x

P P

P P

P P

100 80

71 87

P P

x P

x P

P P

P P

60 100

39 95

P P

x P

x x

x P

P P

40 80

21 48

HOW THEY VOTED

116th Congress: HOUSE Vote # Year

Alabama 1 S Byrne (R) 2 R Roby (R) Rogers (R) 3 4

5

6

7

Aderholt (R) Brooks (R) Palmer (R) Sewell (D)

Alaska Young (R) AL Arizona O'Halleran (D) 1 2

3

4

5

6

7 8 9

Kirkpatrick (D) Grijalva (D) Gosar (R) Biggs (R) Schweikert (R) Gallego (D)

Lesko (R) Stanton (D)

Arkansas Crawford (R) 1 2

3

4

Hill (R) Womack (R) Westerman (R)

California

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40

LaMalfa (R) Huffman (D) Garamendi (D) McClintock (R) Thompson (D) Matsui (D) Bera (D) O Cook (R) McNerney (D) Harder (D) DeSaulnier (D) Pelosi (D) Lee (D) Speier (D) Swalwell (D) Costa (D) Khanna (D) Eshoo (D) Lofgren (D) Panetta (D) Cox (D) Nunes (R) McCarthy (R) Carbajal (D) Garcia (R) Brownley (D) Chu (D) Schiff (D) Cardenas (D) Sherman (D) Aguilar (D) Napolitano (D) Lieu (D) Gomez (D) Torres (D) Ruiz (D) Bass (D) Sanchez (D) Cisneros (D) Roybal-Allard (D)

11 21 28 2019 2019 2019

64 2019

87 2019

424 2019

443 2019

493 2019

511 2019

672 2019

37 2020

109 122 116th CAREER 2020 2020 % P % P

x x x x x x P

x x x x x x P

P P P P P P P

x x x x P x P

x P x x x x P

x x x NV x x P

x x x x x x P

P P P P P P P

x P P P x x P

P P P P P P P

x P P x x x P

x x x x x x P

x x NV

x x x

P

42 33 31 23 100

43 26 26 16 98

x

x

P

P

P

x

P

P

P

P

P

x

x

62

51

P P P x x x P

P P P x x x P

P P P x x x P

P P x x x x P

P P P x x x P

P P P x x x P

P NV P x x x P

P P P

100 100

90 93

P

P

P

P

P

P P x P P P P P P

P NV P x x x P

P

P P P P P P P P P

P P P x x x P

P

P P P x x P P P P

P

P

x x x x

x x x x

P P P P

x x x x

x P P x

x x x x

x x x x

P P P P

x P P x

P P P P

x x x x

x x x x

x x

38 23

40 16

x P P x P P P x P P P P P P P P P P P P P x x P I P P P P P P P P P P P P P P P

x P P x P P P x P P P S P P P P P P P P P x x P I P P P P P P P P P P P P P P P

P P P P P P P P P P P P P P P P P P P P P P P P I P P P P P P P P P P P P P P P

x P P x P P P P P P P S P P P P P P P P P x x P I P P P P P P P P P P P P P P P

P P P x P P P P P P P P P P P P P P P P P P P P I P P P P P P P P x P P P P P P

x P P x P P P x P P P S P P NV P P P P P P x x P I P P P P P P P P P P P P P P P

x P P x P P P x NV P P S P P P P P P P P P x x P I P P P P P P P P P P P P P P P

P P P P P P P P P P P P P P P P P P P P P P P P I P P P P P P P P P P P P P P P

x P P x P P P P P x P P P P P P P P P P P P P P I P P P P P P P P P P P P P P P

P x P x P P P P P P x S x P P P x P P P P P P P I P x P P P P x NV x P P x P P P

P P P x P P P P P P P S P P P P P P P P P P x P I P P P P P P P P P P P P P P P

x P P x P P P x P P NV P P P P P P P NV P P x x P I P P P P P P NV NV P P P P P P NV

x P P x P P P x P P P P P P P P P P P P P x x P x P P P P P P P P P P P P P P P

38 92 100 15 100 100 100 54 100 92 92 100 92 100 100 100 92 100 100 100 100 46 38 100 0 100 92 100 100 100 100 92 100 85 100 100 92 100 100 100

25 92 92 13 96 95 85 50 91 92 87 95 95 94 92 91 81 94 90 86 100 39 35 100 0 85 91 94 92 93 87 94 86 76 90 89 91 95 100 95

x

x

x

x

x

x

x

x

x

23 46

18 34

P

85 15 15 23 100 23 100

91 9 10 21 87 23 100

x x

23 38

35 32

x x x

P

x

W W W. N A R F E . O R G

|

W W W. N A R F E . O R G

37

|

37

HOW THEY VOTED

116th Congress: HOUSE

Vote # Year

California cont.

41 Takano (D) 42 Calvert (R) 43 Waters (D) 44 Barragan (D) 45 Porter (D) 46 Correa (D) 47 Lowenthal (D) 48 Rouda (D) 49 Levin (D) 50 Vacant 51 Vargas (D) 52 Peters (D) 53 R Davis (D) Colorado DeGette (D) 1 2

3

4

5

6

7

Neguse (D) D Tipton (R) Buck (R) Lamborn (R) Crow (D) Perlmutter (D)

Connecticut Larson (D) 1 2

3

4

5

Courtney (D) DeLauro (D) Himes (D) Hayes (D)

Delaware Blunt Rochester (D) AL District of Columbia Norton (D) AL Florida 1 2 3 R 4 5 6 7 8 9 10 11 12 13 14 15 D 16 17 18 19 R 20 21 22 23 24 25 26 27 38 38

Gaetz (R) Dunn (R) Yoho (R) Rutherford (R) Lawson (D) Waltz (R) Murphy (D) Posey (R) Soto (D) Demings (D) Webster (R) Bilirakis (R) Crist (D) Castor (D) Spano (R) Buchanan (R) Steube (R) Mast (R) Rooney (R) Hastings (D) Frankel (D) Deutch (D) Wasserman Schultz (D) Wilson (D) Diaz-Balart (R) Mucarsel-Powell (D) Shalala (D) | O C T 2 0 2 0

|

OCT 2020

11 2019

21 28 2019 2019

CONTINUED 109 122 116th CAREER 2020 2020 %P %P

64 2019

87 2019

424 2019

443 2019

493 2019

511 2019

672 2019

37 2020

P

P

P P P P P P P P

P P P P P P P P P

P P P

P P

P P P P P P P P P

P

P P P P P P P

P P P P P P P P P

P

P P P P P P P

P P P P P P P P P

P P P P P P P

P P P P P P P

x

x

P P P

P P P

P P P

100 90 46 35 100 94 100 85 100 100 92 81 92 90 100 100 100 100 n/a n/a 92 89 85 77 100 96

P P

92 92

94 92

P

P

P P P P P P P

P P P P P P P

P P P P P P P P P

P P P

P P P

P P P

P P P

P P

P P P

P P P

P

P

P

P

P P P

P P x x x P P

P P x NV x P P

P P P P P P P

P P x x x P P

P P x x x P P

P P x x x P P

P P x x x P NV

P P P P P P P

P P x x x P P

x x P x P P P

P P P x x P P

P P x x x P P

x x x

P P

31 28 17 20 23 16 100 100 100 96

P P P P P

P P P P P

P P P P P

P P P P P

P P P P P

P P P P P

P P P P P

P P P P P

P P P P P

P P P P P

P P P P P

P P P P P

P P P P P

100 100

99 98

100 95 100 92 100 100

P

P

P

P

P

P

P

P

P

P

P

P

P

100

90

n/a

n/a

n/a

n/a

n/a

n/a

n/a

n/a

n/a

n/a

n/a

n/a

n/a

n/a

n/a

x x x x P x P x P P x x P P x x x x x P P P P P x P P

x x x x P x P x P P x x P P x x x NV x P NV P P P x P P

P P x P NV P P P P P P P P P P P P NV P P NV P P P P P P

x x x x P x P x P P x x P P x x x x x P P P P NV P P P

P x x P P P P x P P x x P P x P x x x P P NV P P P P P

x x x x P x P x P P x x P P x x x x NV P P P P P x P P

x x x x P x P x P P x NV P P x x x x x P P P P P x P P

P P P P P P P P P P P NV P P P P P P P P P P P P P P P

x P x P P x x x P P x P P P x x x x x P P P P P P P P

P P P P P P P P P P P P P P P P P P NV P P P P P P P P

x P NV P P P P x P P NV P P P x P x P x P P P P P P P P

x x x x P x P x P P x x P P x x x x NV P P P P NV x P P

x x x x P x P x P P x x P P NV x x x NV P P P P P x P P

31 38 17 46 100 38 92 23 100 100 25 36 100 100 25 38 23 27 22 100 100 100 100 100 54 100 100

24 38 13 52 95 38 86 19 90 86 26 35 90 96 25 41 23 42 29 95 92 94 93 93 42 100 100

x

x

x

x

x

x

NV P P

x

x

x

Vote # Year

Georgia Carter (R) 1 2

3

5

6

7 8 9 10 11 12 13 14

2

3

4

5

6

7 8 9 10 11 12 13 14 15

16 17 18

3

4

5

6

7 8 9

Iowa 1

P P x P

x P x P

x P x P

P x x x x x x P x

P x x x x x x P x

P P P P P P P P P

P x x x x x x P x

P P x x x x x P x

P x x x x x x P x

P x x x x x x P x

P P P P P P P P P

P P x P x x x P x

P P P P P P P P P

P x P P x x x P x

P x x x x x x P x

Case (D) O Gabbard (D)

P P

P P

P NV

P P

P P

P NV

P NV

P NV

P P

P x

P NV

Fulcher (R) Simpson (R)

x x

x x

P P

x x

P P

x x

x x

P P

x P

P P

P P P P P P P P P P P x x P x x P x

P P P P P P P P P P P x x P x P P x

P P P P P P P P P P P P P P P P P P

P P P P P P P P P P P NV NV P NV P P NV

P P P x NV P P P P P P P P P P NV P x

P P x P P P P P P P P x x P x x P x

P P P P P P P P P P P x x P x x P x

P P P P P P P P P P P P P P P P P P

P P x P P P P P P P P P P P x P P x

P x x x x x P x x

P x x x x x P x x

P P P P P P P NV P

P x x x x x P x x

P P x x P P P x x

P NV x x x x P x x

P x x x x x P x x

P P P P P P P P P

P P P x

P P P x

P P P P

P P P x

P P P x

P P P x

P P P x

x x P x

x x P x

P P P P

x x P x

x x P x

x x P x

x x P x x x

x x P x x x

P P P x P P

NV x P x x x

x P P x P P

x x P x x x

Kelly (D) D Lipinski (D) Garcia (D) Quigley (D) Casten (D) Davis (D)

Krishnamoorthi (D) Schakowsky (D) Schneider (D) Foster (D) Bost (R) Davis (R) Underwood (D)

R Shimkus (R)

Kinzinger (R) Bustos (D) LaHood (R)

Walorski (R) Banks (R) Baird (R) R Brooks (R) Pence (R) Carson (D)

Bucshon (R) Hollingsworth (R)

Finkenauer (D) Axne (D)

Estes (R)

Kentucky Comer (R) 1 5

6

109 122 116th CAREER 2020 2020 %P %P

P P P P

Kansas 1 S Marshall (R) 2 D Watkins (R) Davids (D) 3

3

37 2020

x P P P

D King (R)

4

672 2019

P P P P

4

2

511 2019

x P x P

R Loebsack (D)

4

493 2019

x P x P

2

3

443 2019

x P P P

Indiana 1 R Visclosky (D) 2

424 2019

x P x P

Illinois Rush (D) 1 2

87 2019

P P P P

Hawaii

Idaho 1

64 2019

x P x P

Scott (R) S Collins (R) Hice (R) Loudermilk (R) Allen (R) Scott (D) R Graves (R)

1 2

21 28 2019 2019

x P x P

Bishop (D) Ferguson (R) Johnson (D) Vacant McBath (D) R Woodall (R)

4

11 2019

Guthrie (R) Yarmuth (D) Massie (R) Rogers (R) Barr (R)

P x x x x x x P x

31 100 38 100 n/a 100 38 31 38 23 23 23 100 23

26 92 43 93 n/a 100 28 28 28 16 23 26 95 19

P P

P P

100 88

87 85

x P

x x

x x

31 46

31 39

P P P x P P x P x P P P P P P P P P

P P P P P P P P P P NV P P P P P P P

P P NV P P P P P P P P x x P NV x P x

P P P P P P P P P P P x x P x x P x

100 100 83 85 100 100 92 100 92 100 100 50 50 100 45 58 100 33

95 91 86 85 90 100 94 81 94 90 89 52 51 100 35 48 87 27

P x x x P P P x x

P P P P P P P P P

P x x x P x P P x

P x x x x x P x x

P NV x x NV x P x x

100 36 23 23 50 38 100 25 23

92 32 29 23 50 38 94 24 20

P P P P

P P P x

P P P P

P NV P P

x P x x

P P P NV

92 100 92 33

92 91 92 17

x x P x

P P P P

x x P x

P P P P

P P NV P

NV x x x

x x P x

33 31 92 31

40 31 92 33

x x P x x x

P P P P P P

x P P x P x

P P P x P P

x x P x P x

x x P x x x

x x P x x NV

25 38 100 8 46 33 | 39

25 35 96 22 43 31

W W W. N A R F E . O R G

W W W. N A R F E . O R G

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39

HOW THEY VOTED

116th Congress: HOUSE

Vote # Year

Louisiana 1 Scalise (R) 2 Richmond (D) 3 Higgins (R) 4 Johnson (R) 5 R Abraham (R) 6 Graves (R) Maine Pingree (D) 1 2

Golden (D)

Maryland 1 2 3 4 5 6 7 8

Harris (R) Ruppersberger (D) Sarbanes (D) Brown (D) Hoyer (D) Trone (D) Mfume (D) Raskin (D)

Massachusetts 1 2 3 4 5 6 7 8 9

Neal (D) McGovern (D) Trahan (D) S Kennedy (D) Clark (D) Moulton (D) Pressley (D) Lynch (D) Keating (D)

Michigan Bergman (R) 1 2

3

4

5

6

7 8 9 10 11 12 13 14

Huizenga (R) R Amash (I) Moolenaar (R) Kildee (D) Upton (R) Walberg (R)

Slotkin (D) Levin (D) R Mitchell (R) Stevens (D) Dingell (D) Tlaib (D) Lawrence (D)

Minnesota Hagedorn (R) 1 2

Craig (D) Phillips (D) McCollum (D) Omar (D) Emmer (R) Peterson (D)

3

4

5

6

7 8

Stauber (R)

Mississippi Kelly (R) 1 2

Thompson (D) Guest (R) Palazzo (R)

3

4 40

40

| O C T

|

OCT 2020

2020

11 2019

21 28 2019 2019

CONTINUED

64 2019

87 2019

424 2019

443 2019

493 2019

511 2019

672 2019

37 2020

109 122 116th CAREER 2020 2020 %P %P

x

38 100 25 23 11 23

25 91 30 24 19 19

P x

P P

100 92

94 92

x P P P P P I P

x P P P P P P P

x P P P P P P P

15 100 100 100 100 100 100 92

15 97 95 86 93 100 86 81

P x P x P P x P P

P P P P P P P P P

P P P P P P P P P

P P P P P P P P P

100 92 100 92 100 100 77 100 100

94 95 100 89 91 90 77 99 96

P x x x P P x P P x P P P P

P P x P x P P P x P P x x P

P x x P P P x P P x P P P P

x x x x P x x P P NV P P P P

x x x x P x x P P x P P P P

46 23 8 38 92 77 23 100 92 25 100 92 83 100

48 17 21 32 89 49 21 100 92 35 65 87 83 94

P P P P P P P P

x P P P x x x P

P P P P x P P P

P P P P P P P P

x P P P P x P x

x P P P P NV x x

38 100 100 100 77 42 77 62

38 100 100 97 77 27 79 62

P P P P

x P x P

P P P P

x P x x

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23 100 31 38

25 93 31 28

x P x x x x

x P x x x x

P P P P NV P

x P x x x x

P P x x x x

x P x x NV x

x P NV x x x

P P P P NV P

P P x x x x

P P P P P P

x P x x x x

x P x x x x

P P

P P

P P

P P

P P

P P

P P

P P

P P

P P

P P

x P P P P P I P

x P P P P P I P

P P P P P P I P

x P P P P P I P

x P P P P P I P

x P P P P P I P

x P P P P P I P

x P P P P P I P

x P P P P P I P

P P P P P P I x

P P P P P P P P P

P P P P P P P P P

P P P P P P P P P

P P P P P P P P P

P P P P P P x P P

P P P P P NV P P P

P P P P P P P P P

P P P P P P P P P

P P P P P P x P P

x x x x P P x P P x P P P P

x x x x P P x P P x P P P P

P P x P P P P P P P P P P P

x x x x P P x P P x P P NV P

P x x P P P x P P x P P x P

x x x x P x x P P x P P P P

x x P x P P x P P x P P P P

P P x P P P P P P P P P P P

x P P P P x P x

x P P P P x P x

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x P P P P x P P

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x P P P P x P P

x P x x

x P x x

P P P P

x P x x

x P P P

x P x x

x P x x

x P x x

NV

Vote # Year

Missouri 1 D Clay (D) 2

3

4

5

6

7 8

Wagner (R) Luetkemeyer (R) Hartzler (R) Cleaver (D) Graves (R) Long (R) Smith (R)

Montana AL

O Gianforte (R)

Nebraska Fortenberry (R) 1 2

3

Bacon (R) Smith (R)

Nevada Titus (D) 1 2

3

4

Amodei (R) Lee (D) Horsford (D)

New Hampshire Pappas (D) 1 2

Kuster (D)

New Jersey Norcross (D) 1 2

3

4

5 6 7 8 9 10 11 12

Van Drew (R) Kim (D) Smith (R) Gottheimer (D) Pallone (D) Malinowski (D) Sires (D) Pascrell (D) Payne (D) Sherrill (D) Watson Coleman (D)

New Mexico Haaland (D) 1 2

3

Torres Small (D) S Lujan (D)

New York Zeldin (R) 1 2 R King (R) Suozzi (D) 3 Rice (D) 4 Meeks (D) 5 Meng (D) 6 Velazquez (D) 7 Jeffries (D) 8 Clarke (D) 9 Nadler (D) 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27

Rose (D) Maloney (D) Espaillat (D) Ocasio-Cortez (D) R Serrano (D) D Engel (D) R Lowey (D) Maloney (D) Delgado (D) Tonko (D) Stefanik (R) Brindisi (D) Reed (R) Katko (R) Morelle (D) Higgins (D) Jacobs (R)

11 2019

21 28 2019 2019

64 2019

87 2019

424 2019

443 2019

493 2019

511 2019

672 2019

37 2020

109 122 116th CAREER 2020 2020 %P %P

P x x x P x x x

P x x x P x x x

P NV P P P P P P

P x x x P x x x

P P P x P x x x

P x x x P x x x

P x x x P x x x

P P P P P P P P

P x P P P x x x

P P P P P P P P

P P P P NV P x x

P x x x P x x x

P x NV x P x x x

100 33 50 38 100 31 23 23

96 33 35 30 95 31 15 16

x

x

P

x

P

x

x

P

x

P

P

x

x

38

43

x x x

x x x

P P P

P x x

P P x

x x x

P x x

P P P

P P x

P P P

P P P

x x x

x x x

62 46 31

46 52 21

P x P P

P x P P

P P P P

P x P P

P P P P

P x P P

P x P P

P P P P

P x P P

P P P P

P P P P

P x P P

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100 38 100 100

90 29 100 100

P P

P P

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P P

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P P

P P

P P

P P

P P

P P

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100 100

100 87

P P P x P P P P P P P P

P P P x P P P P P P P P

P P P P P P P P P NV P P

P P P P P P P P P NV P P

P P P P P P P P P P P P

P P P x P P P P P P P P

P P P P P P P P P P P P

P P P P P P P P P P P P

P P P P P P P P P P P P

P P P P P P P P P P P x

P P P P P P P P P P P P

P x P x P P P P P P P P

P x P x P P P P P P P P

100 85 100 62 100 100 100 100 100 100 100 92

90 85 100 61 95 87 100 95 97 89 100 87

P P P

P P P

P P P

P P P

P P P

P P P

P P P

NV P P

P P P

P P P

P P P

P x P

P P P

100 92 100

100 92 92

x P P P P P P NV P P P P P P P P P P P P P P x P P P I

x x P P P P P P P P P NV P P P P P P P P P P x P P P I

P P P P P P P P P P P P P P P P P P P P P P P P P P I

P P P P P P P P P P P P P P P P P P P P P P x P P P I

x P P P P P x P x P P P x x P P P P P P P P P P P P I

x x P P P P P P P P P P P P P P P P P P x P x x P P I

x P P P P P P P P P P P P P P P P P P P P P x x P P I

P P P P P P P P P P P P P P P P P P P P P P P P P P I

x P P x P P P P P P P P P P P P P P P P P x x P P P I

P P P P P x x P x x P P x x NV x P P P x P P P P P P I

P P P NV P P P P P P P P P P P P P P P P P P P P P P I

x P P P P P P P P P P P P P NV P P P P P x P x x P P I

x x P P P P P P P P P P P P P P P P P P x P x x P P I

38 77 100 92 100 92 85 100 85 92 100 100 85 85 100 92 100 100 100 92 77 92 38 69 100 100 n/a

32 54 81 90 96 90 91 92 91 93 100 94 76 85 96 93 94 83 100 94 61 92 34 65 100 95 n/a

W W W. N A R F E . O R G

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W W W. N A R F E . O R G

41

|

41

HOW THEY VOTED

116th Congress: HOUSE

Vote # Year

North Carolina 1 Butterfield (D) 2 R Holding (R) 3 Murphy (R) 4 Price (D) 5 Foxx (R) 6 R Walker (R) 7 Rouzer (R) 8 Hudson (R) 9 Bishop (R) 10 McHenry (R) 11 Vacant 12 Adams (D) 13 Budd (R) North Dakota Armstrong (R) AL Ohio 1 2 3 4 5 6 7 8

9 10 11 12 13 14 15 16

Chabot (R) Wenstrup (R) Beatty (D) Jordan (R) Latta (R) Johnson (R) Gibbs (R) Davidson (R)

Kaptur (D) Turner (R) Fudge (D) Balderson (R) Ryan (D) Joyce (R) Stivers (R) Gonzalez (R)

Oklahoma 1 2 3 4 5

Hern (R) Mullin (R) Lucas (R) Cole (R) Horn (D)

Oregon Bonamici (D) 1 2 R Walden (R) Blumenauer (D) 3 4

DeFazio (D) Schrader (D)

5

Pennsylvania Fitzpatrick (R) 1 2

Boyle (D) Evans (D) Dean (D) Scanlon (D) Houlahan (D) Wild (D)

3

4

5

6

7 8 9

Cartwright (D)

10

11

12 13 14 42

42

Meuser (R) Perry (R) Smucker (R) Keller (R) Joyce (R) Reschenthaler (R)

| O C T

|

OCT 2020

2020

11 2019

21 28 2019 2019

CONTINUED

64 2019

87 2019

424 2019

443 2019

493 2019

511 2019

672 2019

37 2020

109 122 116th CAREER 2020 2020 %P %P

P x

100 23 25 100 31 17 31 17 25 38 n/a 100 23

97 18 25 94 27 17 23 14 25 28 n/a 90 24

x

x

33

33

x x P x x P P x P P P P P P P P

x x P x x x x x P x P x P x x x

x x P x x x x x P x P x P x x x

23 31 100 23 23 54 38 17

100 62 100 38 100 54 38 46

15 23 95 11 20 39 26 19

91 48 94 38 94 50 38 46

P P P P P

x P P P P

x x NV x x

x NV x x P

23 40 55 62 92

23 32 37 39 92

P P x P x

P P x x P

P P P P P

P x P P x

P x P P P

100 69 85 92 85

93 42 92 87 83

P P P P P P P P P x x x x P

P P P P P P P P P P P P P P

P P P P P P P P NV x NV x x P

x P P P P P x P x x x x x x

x P P P P P P P x x x x x x

77 100 100 100 100 100 92 100 33 23 27 25 23 38

76 90 90 100 100 100 92 97 33 15 32 25 23 38

P x I P x x x x I x

P x I P x x x x I x

P P I P P P P P I P

P x I P x x x x I x

P x I P P x x x I P

P x I P x x x x I x

P x I P x x x x I x

P P I P P NV P NV I P

P x I P x x x x I P

P P P P P P P P P P

P x x P x x P x x x

P x x P x x x x x x

P x x P x x x x x x

P x

P x

P P

P x

P x

P x

P x

P P

P x

P P

P x

P x

x

x

P

x

P

x

x

NV

x

P

P

x x P x x x x x P x P x P x x x

x x P x x x x x P x P x P x x x

P P P P P P P NV P P P P P P P P

x x P x x P x x P P P x P P x P

x P P x x P P x P P P P P P P P

x x P x x x x x P x P x NV x x x

x x P x x x x x P P NV x P x x x

P P P P P P P P P P P P P P P P

x x P x x P x x P P P x P P x x

P P P P P P P P P P P P P P P P

x x x x P

x x x x P

P P P P P

x NV x P P

x x P P P

x NV NV x P

x x x P P

P P P P P

x x P P P

P P P P P

P P P P P

P P P P P

P P P P P

P P P P P

P x P P P

P x P P P

P P P P P

P P P P P P P P x x NV I x x

P P P P P P P P x x x I x x

P P P P P P P P P P P I P P

P P P P P P P P x x x I x x

P P P P P P P P x x x I x x

x P P P P P P P x x x x x x

P P P P P P P P x x x x x x

P P P P P P P P P P P P P P

Vote # Year

Pennsylvania cont.

15 16 17 18

Thompson (R) Kelly (R) Lamb (D) Doyle (D)

Rhode Island Cicilline (D) 1 2

Langevin (D)

South Carolina Cunningham (D) 1 2

Wilson (R) Duncan (R) Timmons (R) Norman (R) Clyburn (D) Rice (R)

3

4

5 6 7

South Dakota Johnson (R) AL Tennesee 1 R Roe (R) 2

Burchett (R) Fleischmann (R) DesJarlais (R) Cooper (D) Rose (R) Green (R) Kustoff (R) Cohen (D)

3

4

5 6 7 8 9 Texas 1 2

3 4 5 6

7 8 9 10 11 12 13 14

15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31

32 33 34 35 36

R R

R

R R R

Gohmert (R) Crenshaw (R) Taylor (R) Vacant Gooden (R) Wright (R) Fletcher (D) Brady (R) Green (D) McCaul (R) Conaway (R) Granger (R) Thornberry (R) Weber (R) Gonzalez (D) Escobar (D) Flores (R) Jackson Lee (D) Arrington (R) Castro (D) Roy (R) Olson (R) Hurd (R) Marchant (R) Williams (R) Burgess (R) Cloud (R) Cuellar (D) Garcia (D) Johnson (D) Carter (R) Allred (D) Veasey (D) Vela (D) Doggett (D) Babin (R)

11 2019

21 28 2019 2019

64 2019

87 2019

424 2019

443 2019

493 2019

511 2019

672 2019

37 2020

109 122 116th CAREER 2020 2020 %P %P

x x P P

x x P P

P P P P

x x P P

P x P P

x x P P

P x P P

P P P P

P x P P

P P P x

P P P P

x x x P

x x P P

54 31 92 92

46 30 92 96

P P

P P

P P

P P

P P

P P

P P

P P

P P

P P

P P

P P

P P

100 100

91 97

P x x x x P x

P x x x x P x

P P P P P P P

P x x x x P x

P x x x x P x

P x x x x P x

x P x x x P x

P P P P P P P

x P x x x P x

P P P P P P x

P P x x x P x

x x x x x P x

P x NV x x P x

77 46 25 23 23 100 15

77 23 15 23 24 95 20

x

x

P

x

P

x

x

P

x

P

x

x

x

31

31

x x x x P x x x P

x x x x P x x x P

P P P P P P P P P

x x x x P x x x P

P x P x P x x P P

x x x x P x x x P

x x x x P x x x P

P P P P x P P P P

x x P x x x x P P

P P P P P P P P x

P P P x P x x x P

x x x NV P x x x P

x x x x P x x x P

38 31 46 25 85 23 23 38 92

27 31 28 20 80 23 23 43 96

x x x

x x x

P P P

x x x

x x x

x x x

x x x

P P P

x x x

x P P

NV x x

x x x

x x x

x x P x P x x x x x P P x P x P x x P x x x x P P P x P P P P x

x x P x P x x x x x P P x P x P x x P x x x x P P P x P P P P x

P P P P P P P NV P P P P NV P P P x P P P P P P P P P NV P P P P P

x x P x P P x x x x P P x P x P x x P x x x x P P P x P P P P x

x x P x P P P P P x x x P P x x x P P x x x x P x P P NV P x x x

x x P x P x x x x x x P x P x NV x x x x x x x P P P x P P x P x

x x P x P x x x x x P P x P x P x x P x x x x P P P x P P P P x

P P P P P P P P P P P P P P P P x P P P P P P P P P P P P P P P

x x P P P P P P P x P P x P x P x x P x x x x P P P P P P P P P

P P P P P P P P P P P P P P P P P P P P P P P P P P P P P P P P

x x P x P P x x x x P NV x P x P x P P P x x x P P P x P P NV P x

x NV P x P x x NV x x NV P x P x P x x x NV x x x P P NV NV P P P P x

x x P x P x x x x x P P x P x P x x x NV x x x P P P NV P P P P NV

17 23 23 n/a 23 25 100 31 100 54 38 36 38 23 83 92 25 100 23 92 8 38 77 36 23 23 23 100 92 100 40

20 23 23 n/a 23 25 100 20 93 29 27 31 26 20 90 92 20 96 35 89 8 23 58 25 18 22 23 88 92 97 26

W W W. N A R F E . O R G

100 100 100 92 83 84 92 94 33 23

|

W W W. N A R F E . O R G

43

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43

HOW THEY VOTED

116th Congress: HOUSE

Vote # Year

11 2019

Utah 1 R Bishop (R)

21 28 2019 2019

CONTINUED

64 2019

87 2019

424 2019

443 2019

493 2019

511 2019

672 2019

37 2020

109 122 116th CAREER 2020 2020 %P %P

x x x P

x x x P

P P P P

P x x P

P P x P

x x x x

P x x P

P P P P

P P x x

P P P P

P x x P

x x x x

NV x NV P

67 38 25 77

38 30 31 77

Vermont Welch (D) AL

P

P

P

P

P

P

P

P

P

x

P

P

P

92

93

Virginia 1 Wittman (R) 2 Luria (D) 3 Scott (D) 4 McEachin (D) 5 D Riggleman (R) 6 Cline (R) 7 Spanberger (D) 8 Beyer (D) 9 Griffith (R) 10 Wexton (D) 11 Connolly (D)

x P P P x x P P x P P

x P P P x x P P x P P

P P P P P P P P NV P P

P P P P x x P P x P P

P P P P P x P P x P P

x P P P x x P P x P P

P P P P x x P P x P P

P P P P P P P P P P P

x P P P x x x P x P P

P P P P P P P P x P P

x P P P P x P P P P P

x x P P x x x P x P P

x P P P x x P P x P P

46 42 92 92 100 94 100 86 38 38 23 23 85 85 100 90 17 20 100 100 100 96

P P x x x P P P P P

P P P x x P P P P P

P P P P P P P P P P

P P P P x P P P P P

P P P P P P x P P P

P P x x x P P P P P

P P x x x P P P P P

P P P P P P P P P P

P P x x x P P P P P

P P P P P P x P P P

P P P P P P P P P P

P P x x x P x P P P

P P x x x P P P P P

100 100 54 46 38 100 77 100

100 100

93 97 43 39 32 97 71 100

x x x

x x x

P P P

P P x

P x P

x x x

x x x

P P P

x x P

P P P

P x P

x x x

x x x

46 31 46

53 20 46

x P P P x x I x

x P P P x x I x

P P P P NV x I P

x P P P NV x I x

P P P P x x I x

x P P P x x I x

x P P P x x I x

P P x P P P I P

x P x P x x I x

P x P P P P I P

x P P P x x I x

x P P P x x I x

x P P P NV x x NV

31 92 85 100 20 15 0 25

31 87 89 95 18 19 0 35

x

x

P

x

P

x

x

P

P

P

P

x

x

46

48

2

Stewart (R) Curtis (R) McAdams (D)

3

4

Washington 1 2 3 4 5 6 7 8

DelBene (D) Larsen (D) Herrera Beutler (R) Newhouse (R) McMorris Rodgers (R) Kilmer (D) Jayapal (D) Schrier (D)

9 10

Smith (D)

O Heck (D)

West Virginia 1 2 3

McKinley (R) Mooney (R) Miller (R)

Wisconsin Steil (R) 1 2

Pocan (D) Kind (D) Moore (D) R Sensenbrenner (R) Grothman (R) Tiffany (R)

3

4

5

6

7 8

Gallagher (R)

Wyoming Cheney (R) AL

From the Editors: On August 22, 2020, the House of Representatives voted on H.R. 8015, the Delivering for America Act, which NARFE supported. The vote was too late to capture in the scorecard, however. You can find how your representative voted in the NARFE Legislative Action Center.

44

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OCT 2020

2020

90 97

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Yours for ONLY $59!

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OPEN SEASON

WORTH A CLOSER LOOK

By Everett A. Chasen

46

Type of Plan: Regional HMO or National Fee-for-Service

Evaluate: Deductible or Premium or Copay

Coverage Options: Self or Self + One or Self + Family

Do you need a: Health Savings Plan or Flex Spending Plan

Level of Coverage: Basic or Standard or High

Other Things to Consider: Coordinating FEHB and Medicare or Vision or Dental

| O C T

2020

Why it pays for federal employees and retirees to examine their health care coverage every year The annual Federal Benefits Open Season is an opportunity for federal employees and retirees to reassess the health care coverage that they and their families receive. For many, it’s an opportunity to save money or increase coverage—yet, according to the Office of Personnel Management (OPM), only 5 to 6 percent of FEHB employees and retirees change their plan each year.

W W W. N A R F E . O R G

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47

Many who switch do so because of significant life events like marriage, divorce, retirement, reaching the age of eligibility for Medicare or becoming disabled. These life cycle events allow federal employees and retirees to switch coverage even outside of Open Season. But for those whose lives are not dramatically changing and who are eligible to participate in the Federal Employees Health Benefits (FEHB) program, what should they do at Open Season time? If they are satisfied with their current coverage, should they ignore the event or look at available alternatives?

“

People often spend more time every day deciding what television program they want to watch than the amount of time they spend each year thinking about which FEHB plan will serve them best in the upcoming year.”

“People should at least take some time each year to evaluate whether or not their current plan is the best one to have next year,” says James Marshall, owner of Federal Retirement Planning LLC (www.federalretirementinfo. com), and a consultant with NARFE’s Federal Benefits Institute. “They should at least do a few minutes of research, and if that initial research indicates they need to take more time to dig into more details, then they should take the time to do so.

“People often spend more time every day deciding what television program they want to watch than the amount of time they spend each year thinking about which FEHB plan will serve them best in the upcoming year.”

If nothing else, Marshall suggests, “employees and retirees should at least look at any upcoming changes by reviewing their plan brochures, which are updated by the carrier each year.”

These updates are usually available on individual plan websites by mid-to-late October, even though OPM typically waits until Open Season begins before publishing the information. “If you go to the carrier’s website in October to review the new brochure, you don’t

48

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2020

have to wait until Open Season begins (Nov. 9 in 2020) to get started,” Marshall tells us.

“Section Two of every brochure talks about the changes that are coming up for the plan,” he explains. “Look at new costs and benefits, and whether the plan’s service area is expanding or contracting. If you’re happy with the changes they’re making and don’t want to see what other plans might be doing, then feel free to stop there.

“If you want to continue, however, take a look at what’s on OPM’s website (www.opm. gov) or Consumer Checkbook’s annual ‘Guide to Health Plans for Federal Employees.’ ” A comparison display on OPM’s site and a comparison tool in the online version of the Checkbook guide make it easier than ever to compare plans.

“FEHB is a very valuable benefit, not only for federal employees and retirees, but also for the people who are married to them,” says Marshall. “When you leave most private companies in the United States, you’re usually not permitted to keep your health plan any more—at least not at the rates you were paying while you were fully employed. FEHB still helps retirees pay for their coverage—as much as 75 percent of their health insurance. That benefit by itself can save you thousands of dollars in retirement income compared to everyone else.

Plus, you’ve got so many plans to choose from!”

Evaluating Health Plans “Looking carefully at alternatives is very rare,” says Walt Francis, who prepares the Checkbook guide with his coauthor, Kevin Moss. “People should make sure their benefits have not gotten worse, their premiums are not out of whack, their doctors are still in their plan, and the expensive drug they are taking is still on the plan’s formulary.”

“

People should make sure their benefits have not gotten worse, their premiums are not out of whack, their doctors are still in their plan, and the expensive drug they are taking is still on the plan’s formulary.”

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“

Once you have the guide in hand, you have a great way to compare anything that’s important to you—cost, plan service, dental and vision coverage under FEHB plans, and those offered by the Federal Employees Dental and Vision Insurance Program (FEDVIP). You’re able to see those benefits in real time across plans and you’re able to sort them by fields like cost, benefits and coverage.”

“Open Season is also a time for people to reconsider their family’s health situation,” Francis continues. “If you’re going to have a baby next year, you’re going to want to check maternity coverage. Maybe you know you’ll need an operation next year. How does your plan cover surgical services compared to some other plan?”

Francis understands that most people don’t want to read 30 or 40 brochures about FEHB plans available in their area. Instead, he suggests using Checkbook’s and OPM’s plan comparison guides, comparative sources people can use to determine which plans to check out.

Checkbook’s tool asks subscribers to answer a few questions about themselves, including age, Medicare status, family size and geographic location. Once they enter the information, the tool evaluates all available plans and tells them which plans are the best choices for their family. Both Checkbook’s and OPM’s tools allow users to compare costs and benefits for three or four plans at a time.

“It’s a guide for what to look at,” Francis explains. “It doesn’t mean you should automatically switch to, or keep, the plan we rate the highest. It just means you should consider whether your current plan is among the half-dozen or so plans we’ve come up with for you. We may be able to save you money compared with your existing plan. Most people will be very surprised— some families can save as much as $2,000 a year in premiums and outof-pocket costs by changing plans.”

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OPM offers an interactive map of the United States on its website that allows you to look at all plans available in the state you live in and includes links to the plans’ brochures, changes from the previous year and links to the directory of in-network providers each plan maintains. Checkbook’s guide offers similar information.

Areas to Examine A recent OPM survey indicated that the most important thing people look at when considering a health plan is total cost. “We’ve been advocating for 40 years that people should be guided by cost—both total premium and out-of-pocket,” says Checkbook Guide coauthor Moss.

“For us, that’s the most important thing people should be considering. It should narrow down the field, and then, when you have four or five plans left, look at other benefits.

Our tool lifts those benefits out of the plan brochures and allows you to see what they really are. Then, when you need more detail, go to the plan brochure.

“Once you have the guide in hand, you have a great way to compare anything that’s important to you—cost, plan service, dental and vision coverage under FEHB plans, and those offered by the Federal Employees Dental and Vision Insurance Program (FEDVIP). You’re able to see those benefits in real time across plans and you’re able to sort them by fields like cost, benefits and coverage.”

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Francis says, “Once you’ve done that, you start diving into plans more deeply by looking at things like prescription plans and doctor networks.” He also suggests if you have a physician you want to keep, call your doctor to verify they are participating in the plan you like before selecting it.

Referencing the health plans, Francis says, “There are a lot of good choices out there. Many people think they know what’s out there, but they don’t.” He cites new plans added just last year that could save retirees who have signed up for Medicare a significant amount of money.

Francis also suggests that employees and retirees can save money by using highdeductible health plans with a health savings account (HSA) or a health reimbursement arrangement. These plans provide traditional medical coverage and a triple-tax-advantaged way to help build savings for future medical expenses while providing greater flexibility and discretion over how your health care benefits are used.

You may contribute funds to your HSA for a tax deduction, earn interest on the account tax-free, and withdrawals are not taxed for qualified medical expenses. “They’re like Roth IRAs on steroids,” says Francis, “and most federal employees don’t even know about them!”

“

There are a lot of good choices out there. Many people think they know what’s out there, but they don’t.”

Flexible Spending Accounts (FSAs) are pre-tax benefit accounts used to pay for eligible medical dental and vision care expenses not covered by your health care plan or elsewhere. With FSAs, participants 52

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“

When you buy a health plan ... you are buying insurance. And a big part of that insurance is avoiding catastrophic costs. How well does each plan protect you against that?”

use pre-tax dollars to pay for qualified out-ofpocket health care expenses. These accounts are not available to retirees.

“Everyone should have one,” says Francis.

“It will give you a tax cut on all your health expenses. It’s like having a 20 to 30 percent rebate on your costs—so why not take the rebate?” Despite this, only about 20 percent of employees sign up for FSAs. While unused money can be carried over from year to year, new accounts must be established during Open Season.

The FSAFeds website, www.fsafeds.com, provides more information on the program, including calculators to help participants estimate their contributions and potential savings.

Another issue to consider in choosing a plan is the services it offers. Some plans offer chiropractic care, acupuncture, infertility treatment support, hearing aid coverage, weight loss and other wellness programs, while others do not.

“When you buy a health plan,” says Francis, “you are buying insurance. And a big part of that insurance is avoiding catastrophic costs. How well does each plan protect you against that? We show you the worst that could happen to you in every plan, taking into account both the plan’s premium and its catastrophic guarantee. There are huge planto-plan variations.”

This year’s version of the Checkbook tool and book includes information on telehealth

SEE WELL. BE WELL.™

Taking care of your eyes is simple with VSP®. Find an eye doctor who’s right for you at a Premier Program location, including private practice doctors and over 700 Visionworks® retail locations nationwide.

This year, Open Season is from November 9 through December 14, 2020.

Visit choosevsp.com to learn more about vision benefits available through VSP Vision Care.

©2020 Vision Service Plan. All rights reserved.

VSP is a registered trademark, and “See well. Be well.” is a trademark of Vision Service Plan. 84972 VCCM

te: r o lua Eva c tible opay du or C e D ium : m d a or P re n ee Pla n n u s o g la y Do S avin ing P r: d ide a l th S p e n e H l ex ons and C F to H B E gs n h i n n g F isio e r T i n a ti e o r V l h t O o o rd i c a r n t a e d C M e or D

: lan r o f P M O o r vi ce e p Ty nal H or-Se io -f Regal Fee ns: n t io r o i t Op ne o e Na O g a lf + ly r e i v Co or Se Fam f e: S e l S e lf + ra g v o e d a rd C f n e l o St a L ev s i c o r H i g h Ba or

“

You have the option to sign up for coverage, change coverage plans and cancel FEDVIP coverage during Open Season every year.”

for the first time, an increasingly important issue given the COVID-19 pandemic. “There are huge plan-to-plan differences in terms of telehealth costs and which doctor you get to talk to—yours, the plan’s or some doctor from a third-party service. We’re going to help users understand what plans are offering,” explains Moss.

The FEDVIP program, which offers employees and retirees additional vision and dental coverage, is something else to consider during open season. “Several FEHB plans offer vision and dental coverage, but some don’t—so that’s the beauty of having access to the FEDVIP program,” Marshall tells us. “You have the option to sign up for coverage, change 54

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coverage plans and cancel FEDVIP coverage during Open Season every year.”

OPM maintains a comparison tool for dental and vision plans that’s available at opm.gov, and BENEFEDS, the enrollment webpage for FEDVIP, has one as well at www.benefeds.com.

When considering staying with your health plan or making a switch, it’s important to know how well each plan serves its customers.

OPM requires all FEHB plans to survey users every year on how well the plan treated them, and that information is included in their plan comparisons. Checkbook adds the additional factor of tracking how many people complain to OPM about a plan’s coverage or service.

Once you’ve identified two or three plans that may be right for you, Francis suggests reading just the information that’s important to you—not the entire brochure—to see if there’s a difference that matters.

“Many of these plans have more similarities than differences,” says Marshall. “They all have family coverage, they all have no preexisting condition exclusions, they all have prescription drug coverage and catastrophic limits—and you can always switch plans every year for the rest of your life.”

“If you’ve checked into everything else, if you’ve taken into account any surgeries you may be having in the next year, if you’ve looked into the cost of your medications, and you’ve made sure that your doctor will still be in the plan next year, and you want to stick to the plan you’ve got, that’s a fine choice,” Francis concludes. “But you want to be sure to make that choice after doing some homework. Keep your eyes open!”

The Checkbook Guide is available in online or print format at www.Guidetohealthplans.org or by calling 888-596-0729. The cost is $11.95 for the online version, $16.95 for print, and $21.95 for both. NARFE members receive a 20 percent discount by using the code 20NARFE. The 2021 version will be available November 9, the first day of FEHB Open Season.

Whether you decide to use its comparison tools, the ones offered by OPM and Benefeds, or a hand-drawn chart with pencil and paper, putting in a little work every year during Open Season could result in a big payoff.

—EVERETT A. (EV) CHASEN IS A WRITER AND COMMUNICATIONS CONSULTANT IN THE WASHINGTON, DC AREA. HE IS RETIRED FROM THE FEDERAL GOVERNMENT AFTER 35 YEARS OF SERVICE.

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Open Season Report

PEN SEASON REPORT

2020 OPEN SEASON: NOVEMBER 9 – DECEMBER 14

FEHB PLAN CHANGES

T

he 2020 Federal Benefits Open Season will run from Monday, November 9, through Monday, December 14.

During Open Season, federal employees may enroll or change their current enrollments in several federal insurance benefit programs: the Federal Employees Health Benefits (FEHB) program, the Federal Employees Dental and Vision Insurance Program (FEDVIP) and the Federal Flexible Spending Account Program (FSAFEDS).

Federal retirees and survivors may make changes to their current enrollment in FEHB and FEDVIP. Open Season is the only time of the year when enrollees in FEDVIP can cancel their enrollment.

In early October, the Office of Personnel Management (OPM) will release information regarding the 2021 premiums and benefit changes for the numerous insurance plans participating in these federal

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programs. This occurs well ahead of the start date of Open Season in order to give everyone enough time to study the options and decide whether to make a change.

NARFE will publish selected premium rates and information in the November and December issues of NARFE Magazine. The information will also be posted on NARFE’s website at www. narfe.org.

THIS YEAR’S FOCUS

Generally, OPM encourages carriers to consider a broad range of value- and evidencebased plan designs. In its annual call for carriers earlier this year, OPM announced its continued focus on quality and affordability for the 2021 plan year, with a particular emphasis on certain areas of concern: • Reducing Opioid Misuse The opioid epidemic continues to be a major public health issue. OPM praised FEHB carriers for

the work they’ve done so far to mitigate the problem, but issues persist with the prescription and usage rates across the country. For 2021, FEHB carriers have been asked to demonstrate a varied approach to addressing this crisis, including ensuring safe opioid usage, providing nonopioid-based pain treatments as well as treatments for opioid use disorder, and addressing the needs of those already on chronic opioid therapy.

• Improving Access to Mental Health Care OPM noted concerns about accessibility to mental health care. To address this, it requested that carriers expand mental health provider networks; integrate mental health and primary care; and develop reimbursement models that integrated health, mental health and substance use disorder care.

CHOOSE HITTING YOUR STRIDE CHOOSE POSSIBLE GEHA believes that possible is in all of us. That’s why we’ve designed five medical plans specifically for federal employees like you. GEHA has plans that coordinate with Medicare Parts A and B, for even better protection, and even one that includes a Medicare Part B reimbursement. So no matter what stage of life you’re in, you can choose possible.

View and compare our plans at geha.com/Plans MEDICAL BENEFITS for Federal Employees

geha.com /gehahealth

/company/gehahealth

© 2020 Government Employees Health Association, Inc. All rights reserved.

This is a brief description of the features of Government Employees Health Association, Inc.’s medical plans. Before making a final decision, please read the GEHA federal brochures – RI 71-006 (High and Standard Options), RI 71-014 (HDHP) and RI 71-018 (Elevate and Elevate Plus) – available at geha.com/PlanBrochure.

All benefits are subject to the definitions, limitations and exclusions set forth in the federal brochure.

Open Season Report

• Diagnosing and Treating the Novel Coronavirus All FEHB carriers must provide coverage, waive cost-sharing and waive prior authorization or other medical management requirements for the diagnosis of COVID-19.

There are no evidencebased preventive services or vaccines for the novel coronavirus at this time.

However, once such services or vaccines become available, they must be covered by carriers, without any costsharing, as soon as possible following approval or

authorization. While the CARES Act already includes a provision that expedites the coverage of preventive services and vaccines, the urgency of the pandemic has led OPM to direct FEHB carriers to cover these treatments even sooner.

• Covering Telehealth Services Related to the Coronavirus OPM is asking carriers to seriously consider waiving costsharing for telehealth or other remote care services related to the treatment of COVID19. This includes deductibles, co-pays, and coinsurance.

Under the CARES Act, carriers that offer a health-savingsplan-qualified high deductible health plan (HDHP) may provide telehealth and remote services without a deductible.

• Addressing Low-Value Care Recent studies have estimated that about 30 percent of U.S. health care spending is wasted. Lowvalue care encompasses care in which the risk of harm outweighs the benefits, care that is inefficient, care that is clinically inappropriate, and care that could be better provided by safer and more affordable alternatives. One

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example of this is unnecessary diagnostic testing. OPM’s goal is to have its members receive only high-value care.

Therefore, it is asking carriers to pinpoint examples of lowvalue care that will no longer be covered benefits and create internal mechanisms for continual benefits review to identify and eliminate lowvalue care.

• Expanding Tobacco Cessation Programs to Include E-Cigarettes E-cigarettes were originally seen as a way to help adults quit smoking, but they are now viewed as a public

health problem in their own right, particularly with regard to how they have been marketed to youth.

FEHB carriers are therefore “expected to reinvigorate the messaging about tobacco cessation” programs to include e-cigarettes as well as other forms of tobacco use.

In terms of affordability, OPM has issued guidance for carriers related to the availability of transparent price information for consumers for both prescription drugs and medical services. OPM has also requested that carriers have online tools available by plan year 2022 to better allow

plan members to accurately gauge their medical costs. OPM noted the rising costs of prescription medications and has offered guidelines for specialty drug coverage, point-of-sale rebates and generic drug incentives.

COMMON FEHB OPEN SEASON QUESTIONS

Will my current health plan continue to participate in the FEHB program?

Don’t assume that your current plan will remain in the program or have the same coverage this year.

The FEHB program adds new plans and drops others from year to year, and plans can change from year

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Although they may take about the same bite out of your budget, no two dental plans are really alike. With a wide choice of providers and tele-dentistry services, UnitedHealthcare offers benefits designed to do more. And it’s an honor to serve them to you and your family.

• Large network with 373K+ access points* for care nationwide, including pop-up clinics** right where you work.

• Extra dental services with 100% coverage for chronic conditions like diabetes.

• Expanded maternity dental care at no additional cost, with no referrals required.

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**Hosted pop-up clinics are at the discretion of each local federal agency; inquire with your respective Federal Benefit Officer for more information.

UnitedHealthcare dental coverage underwritten by UnitedHealthcare Insurance Company, located in Hartford, Connecticut, UnitedHealthcare Insurance Company of New York, located in Islandia, New York, or their affiliates. Administrative services provided by Dental Benefit Providers, Inc., Dental Benefit Administrative Services (CA only), DBP Services (NY only), United HealthCare Services, Inc. or their affiliates. Plans sold in Texas use policy form number DPOL.06.TX, DPOL.12.TX and DPOL.12.TX (Rev. 9/16) and associated COC form numbers DCOC.CER.06, DCOC.CER.IND.12.TX and DCERT.IND.12.TX. Plans sold in Virginia use policy form number DPOL.06.VA with associated COC form number DCOC.CER.06.VA and policy form number DPOL.12.VA with associated COC form number DCOC.CER.12.VA. This policy has exclusions, limitations and terms under which the policy may be continued in force or discontinued. For costs and complete details of the coverage contact UnitedHealthcare Insurance Company.

B2C EI20159064.0 8/20 © 2020 United HealthCare Services, Inc. All Rights Reserved. 20-159068-P

W W W. N A R F E . O R G

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Open Season Report

to year. For instance, you may find that your premium stays the same, but certain medical procedures are not covered the way they have been in the past.

The best way to stay on top of upcoming changes is to read the information available from your health plan and from OPM. Make sure they both have your current mailing address so that your information arrives in a timely manner.

My health plan will continue to participate in the FEHB program next year. What should I do if I want to stay with my present enrollment?

If you are satisfied with your present health insurance

coverage, don’t do anything— your plan will automatically continue unless you make a change or your plan option is terminated. But do confirm that all aspects of your plan are remaining the same before making this commitment.

My health plan will not be participating next year.

What happens if I do not change to another plan before Open Season ends?

If your current plan will not be participating in the FEHB program in the upcoming year, you may elect a new plan during Open Season. In the event of a plan termination, if you don’t proactively make an election during Open Season,

Use your NARFE Perks, and your membership will more than pay for itself!

For more information, please see the NARFE Perks Directory in this issue of your magazine or go to www.narfe.org/memberperks.

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by regulation, the employing agency (if employed) or OPM (if retired) will enroll the employee/annuitant in the lowest cost nationwide plan.

How do I get a plan brochure for Open Season?

I didn’t get the one I expected in the mail.

Health insurance carriers are no longer required to send plan brochures through the mail.

You can view the brochures online at OPM’s website (www.opm.gov/healthcareinsurance/healthcare/planinformation/plans/) or call your carrier using the contact information on your health plan ID card.

— FEDERAL BENEFITS INSTITUTE

bcbsfepvision.com

TAKING CARE OF YOUR EYES IS ESSENTIAL TO GOOD HEALTH

A name trusted for 60 years, Blue Cross Blue Shield FEP VisionSM, gives you the coverage you need to keep your eyes healthy for years to come.

Regular eye exams can serve as a preventive health measure for people of all ages. Your eye exam can detect eye diseases as well as systemic diseases such as diabetes, thyroid disease, high blood pressure, and more.

Here’s why more federal employees choose Blue Cross Blue Shield FEP VisionSM: No copays for comprehensive eye exams. Basic lenses are included for High Option members.

Standard Option members have a small copay.

Accepted by 96,000+ points of access, including Visionworks, LensCrafters, Costco, Walmart, Sam’s Club, and independent providers.

Use your benefits for eyewear online at 1800contact.com, befitting.com, glasses.com, and visionworks.com.

Increased frame allowances for 2021: $200 for High Option and $140 for Standard Option.

We cover Transitions, Varilux progressives, and Crizal anti-reflective-coated lenses at low or no out-of-pocket cost.

OPEN SEASON IS COMING Enroll during the Federal Benefits Open Season: November 9 through midnight Eastern time December 14, 2020.

To enroll, visit BENEFEDS.com or give them a call 1-877-888-FEDS (3337), TTY: 1-877-889-5680.

Questions? Visit bcbsfepvision.com or call 1-888550-BLUE (2583), TTY: 1-800-523-2847. Download our BCBS FEP Vision app on the App Store® or Google

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Managing Money

THRIFT SAVINGS PLAN ENHANCES WITHDRAWAL OPTIONS … AGAIN

I

t was around this time last year that the TSP Modernization Act took effect and provided TSP participants with greatly enhanced withdrawal options.

Now, the Federal Retirement Thrift Investment Board (FRTIB) is enhancing withdrawal options even further by allowing participants to restart life-expectancy-based installment payments, even if they had previously stopped them or switched from life-expectancy-based payments to fixed-dollar installment payments.

The TSP Modernization Act introduced overdue enhancements to the withdrawal rules, giving TSP participants the ability to take multiple partial withdrawals (up to one every 30 days) and expanding the installment payment options.

Installment payments, which come in two types—fixed-dollar amount or life-expectancybased—may be received in monthly, quarterly or annual installments. With fixed-dollar payments, TSP participants specify how much they would like to receive for each payment, but with life-expectancy-based payments, the TSP calculates the amount using one of two IRS life expectancy tables.

Prior to 2019’s Setting Every Community Up for Retirement Enhancement Act (SECURE) Act, which increased the required minimum distribution (RMD)

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age from 70½ to 72, the TSP would use the IRS’ Single Life Expectancy Table to calculate life-expectancybased payments until the year TSP participants reached age 70½, at which point the TSP switched to the Uniform Lifetime Table (the same table used to calculate RMDs).

Presumably, the switch in life expectancy tables will now occur at age 72 for those participants affected by the new RMD age.

The TSP calculates lifeexpectancy-based payments by dividing the prior year’s ending balance by the appropriate life expectancy factor using the relevant IRS table based on age. For example, the life expectancy factor according to the Uniform Lifetime Table for a 72-year-old is 25.6. Assuming a previous year-end balance of $100,000, the annual life-

BY MARK A. KEEN,

CFP®

expectancy-based payment would be $100,000 divided by 25.6, which is equal to $3,906.25. If monthly installment payments are elected, the monthly payment would be about $325.52.

Not only did the TSP Modernization Act add the quarterly and annual installment options, but it also allowed participants to change the amount of fixeddollar installment payments at any time (instead of once per year in the fourth quarter) and even stop the payments altogether, actions that were not previously authorized.

What didn’t change as a result of the TSP Modernization Act, however, was the ability restart life-expectancy-based installment payments if a participant stopped them or elected the one-time-only switch from life-expectancybased to fixed-dollar installment payments. This shortcoming became a source of frustration for many TSP participants when the CARES Act, passed in March of this year, waived RMDs for 2020 as a relief measure in response to the COVID-19 pandemic.

TSP participants who had elected life-expectancybased payments to satisfy his or her annual RMD and stopped them during 2020 to take advantage of the RMD

BENEFITS RESOURCES NARFE offers members a wide range of information on federal benefits.

Visit www.narfe.org/ FederalBenefitsInstitute.

holiday found out they couldn’t restart them again in 2021.

While these TSP participants have the option to elect fixed-dollar installment payments at any time, if the goal is to take out only the RMD amount and no more, the fixeddollar payments would have to be adjusted each year to reflect the current year’s RMD. Alternatively, participants could elect one or more partial withdrawals at any point during the year, or elect no withdrawal at all. The TSP won’t let participants miss their RMD, and if a TSP participant doesn’t elect a withdrawal or doesn’t

withdraw enough to satisfy his or her RMD, the TSP will automatically kick out a payment in December equal to the amount necessary to satisfy the RMD. Still, for those who wanted the steady income from an installment payment but didn’t want to be burdened with calculating their RMD and adjusting the installment payments each year, the inability to restart the life-expectancy-based payments was frustrating.

The new change is good news. The ability to restart life-expectancy-based installment payments will be available beginning in January 2021. Until then, TSP participants who have stopped such payments will need to utilize another withdrawal method if they need money.

MARK A. KEEN, CFP®, IS PARTNER, KEEN & POCOCK, AND AN INVESTMENT ADVISER REPRESENTATIVE AND REGISTERED PRINCIPAL OF THE STRATEGIC FINANCIAL ALLIANCE, INC. (SFA). SECURITIES AND ADVISORY SERVICES ARE OFFERED THROUGH SFA.

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• Large network with 106,000 access points* for care nationwide.

• On-trend frames and contacts from Warby Parker, GlassesUSA.com and others.

• Children’s eye exams and glasses, plus expanded maternity vision care at no additional cost.

Learn more and enroll today at uhcfeds.com/vision. *As of 2020.

Federal Employees Dental and Vision Insurance Program

All trademarks are the property of their respective owners.

UnitedHealthcare vision coverage provided by or through UnitedHealthcare Insurance Company, located in Hartford, Connecticut, UnitedHealthcare Insurance Company of New York, located in Islandia, New York, or their affiliates. Administrative services provided by Spectera, Inc., United HealthCare Services, Inc. or their affiliates. Plans sold in Texas use policy form number VPOL.06.

TX or VPOL.13.TX and associated COC form number VCOC.INT.06.TX or VCOC.CER.13.TX. Plans sold in Virginia use policy form number VPOL.06.VA or VPOL.13.VA and associated COC form number VCOC.INT.06.VA or VCOC.CER.13.VA. This policy has exclusions, limitations and terms under which the policy may be continued in force or discontinued. For costs and complete details of the coverage, contact either your broker or the company.

B2C EI20159058.0 8/20 © 2020 United HealthCare Services, Inc. All Rights Reserved. 20-159068-O

W W W. N A R F E . O R G

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2020

G FUND

F FUND

C FUND

S FUND

I FUND

AUGUST

0.05%

-0.81%

7.19%

7.20%

5.12%

JULY

0.06%

1.49%

5.64%

5.71%

2.33%

JUNE

0.06%

0.63%

1.99%

4.00%

3.44%

YTD

0.70%

6.79%

9.67%

6.70%

-4.35%

1 YEAR

1.29%

6.37%

21.83%

17.36%

6.45%

3 YEAR*

2.20%

5.13%

14.47%

10.64%

2.72%

5 YEAR*

2.14%

4.47%

14.45%

10.87%

5.11%

10 YEAR*

2.09%

3.88%

15.18%

13.79%

6.24%

2020

*ANNUALIZED

L INCOME

L 2030

L 2040

L 2050

L 2060

AUGUST

1.39%

3.81%

4.56%

5.21%

6.40%

JULY

1.11%

2.82%

3.35%

3.80%

4.13%

JUNE

0.73%

1.81%

1.81%

2.14%

N/A

YTD

2.27%

3.75%

4.13%

4.38%

N/A

1 YEAR

5.02%

10.71%

12.38%

13.75%

N/A

3 YEAR*

4.24%

7.41%

8.27%

8.98%

N/A

5 YEAR*

4.25%

7.89%

8.83%

9.62%

N/A

10 YEAR*

4.42%

9.07%

10.12%

N/A

N/A

*ANNUALIZED. PLEASE NOTE THAT ADDITIONAL FUNDS WILL APPEAR STARTING IN A FUTURE ISSUE.

RETURNS are net of the effect of accrued administrative expenses and investment expenses/costs. Source: TSP (For additional monthly returns, go to www.tsp.gov.)

G Fund: Government securities (specially issued to the TSP) F Fund: Government, corporate and mortgage-backed bonds C Fund: Stocks of large- and medium-size U.S. companies S Fund: Stocks of small- to medium-size U.S. companies (not included in the C Fund) I Fund: International stocks of 21 developed countries L Fund: (Lifecycle) Invested in the G, F, C, S and I Funds (The proportion of L Fund balance invested in each of the individual TSP funds depends on the L Fund chosen.)

OPM RETIREMENT CLAIMS PROCESSING STATUS

Claims Received

Inventory Monthly FYTD (Steady State Average Processing Average Processing is 13,000) Time in Days Time in Days

2019

JULY 8,000 18,413 55 56 AUGUST 8.878 17,576 50 56 SEPTEMBER 7,456 17,376 57 56 OCTOBER 7,044 17,882 59 59 NOVEMBER 7,822 18,390 62 61 DECEMBER 5,205 16,908 66 62 JANUARY 17,134 23,983 58 61 FEBRUARY 9,273 23,629 54 59 MARCH 6,566 21,264 61 60 APRIL 6,740 19,889 68

61 MAY 6,648 18,177 83

64 JUNE 6,555 17,432 81

65 JULY 6,819 17,631 95

68 FOR THE NUMBER of new retirement cases the Office of Personnel Management (OPM) receives each month by agency and the percent with errors that it returns to those agencies, go to www.opm.gov/retirement-services/. l Source: OPM

2020

For the Record

JOB GROWTH, EARNINGS NEWS PROPEL MARKETS

THRIFT SAVINGS PLAN FUND RETURNS

64

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2020

Despite the ongoing coronavirus pandemic, U.S. equity markets reached all-time highs, powered by better-than-expected corporate earnings and continued improvement in the jobs market. The rally also benefitted from the Federal Reserve’s announcement of a new strategy that many investors believe will prioritize full employment over price stability. The C and S Funds rose sharply. The I Fund also posted a gain, helped by developed market performance and a weaker U.S. dollar. Higher interest rates contributed to a negative return for the F Fund. All of the L Funds finished higher.

—BY MICHAEL JERUE, FINANCIAL ANALYST, THRIFT SAVINGS PLAN

COUNTDOWN TO COLA

The Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W) increased by 0.63 percent in July 2020. To calculate the 2021 cost-of-living adjustment (COLA), the 2020 third-quarter indices will be averaged and compared with the 2019 thirdquarter average of 250.200. The percentage increase determines the COLA. July’s index, 252.636 is up 0.97 percent from the base.

Benefits awarded under the Federal Employees’ Compensation Act (FECA) to individuals suffering work-related injuries or illnesses are adjusted according to each calendar year’s percentage change in the CPI-W. July’s index is 0.87 percent higher than the December 2019 base index of 250.452 The CPI represents purchases of food and beverages, housing, apparel, transportation, medical care, recreation, education and communication, and other goods and services. Included are various government fees, such as water charges, auto registration fees, and sales and excise taxes.

MONTH

CPI-W

Monthly % Change

% Change from 250.200 239.668

OCTOBER 2019 2017

240.573 250.894

-0.15 0.26

0.28 0.38

NOVEMBER

250.644 240.666

-0.10 0.04

0.18 0.42

DECEMBER

250.452 240.526

-0.08 -0.06

0.10 0.36

JANUARY 2020 2018

251.361 241.919

0.36 0.58

0.46 0.94

FEBRUARY

251.935 242.988

0.23 0.44

0.69 1.39

MARCH

251.375 243.463

-0.22 0.20

0.47 1.58

APRIL

249.515 244.607

-0.74 0.47

-0.27 2.06

MAY

249.521 245.770

0.00 0.48

-0.27 2.55

JUNE

251.054 246.196

0.61 0.17

0.34 2.72

JULY

252.636 246.155

-0.02 0.63

0.97 2.71

AUGUST

246.336

0.07

2.78

SEPTEMBER

246.565

0.09

2.88

Donate to NARFE Programs Support Alzheimer’s Research NARFE members contributed for Alzheimer’s research: $14 Million Fund

$13,594,038.17*

*Total as of July 31, 2020 100 percent of all contributed funds go to Alzheimer’s research.

Enclosed is my NARFE-Alzheimer’s contribution: $______________ Every cent that is contributed is used for research.

q Mr. q Mrs. q Miss q Ms. Name:____________________________________________________ Address:__________________________________________________

If you have any questions, write to: NATIONAL COMMITTEE CHAIR Olivia Williams 22 Garden Springs Road Columbia, SC 29209 EMAIL: oeashf3@gmail.com WRITE YOUR CHAPTER NUMBER ON CHECK; MAKE IT PAYABLE TO:

City:______________________________________________________ State:_____________________________________________________ ZIP:______________________________________________________ Chapter Number:___________________________________________ Credit Card Information:

q MasterCard

q VISA

AND MAIL TO:

q Discover

q AMEX

Alzheimer’s Association 225 N. Michigan Ave., 17th Floor Chicago, IL 60601-7633

Card Number:______________________________________________

NARFE-Alzheimer’s Research

YOUR CHARITABLE CONTRIBUTION IS TAX-DEDUCTIBLE TO THE FULLEST EXTENT ALLOWED BY LAW.

Expiration Date:_____(mm)/____ (yy) 3-Digit Security Code:______ Signature:_______________________________ Date:___ /___ /____ Name: (please print)________________________________________

Give to the NARFE-FEEA Fund MAKE CHECK PAYABLE TO: NARFE-FEEA Fund PLEASE MAIL COUPON AND CHECK TO:

FEEA 1641 Prince St. Alexandria, VA 22314 YOUR CHARITABLE CONTRIBUTION IS TAX-DEDUCTIBLE TO THE FULLEST EXTENT ALLOWED BY LAW.

q YES!

I would like to help with my contribution.

The NARFE-FEEA Fund supports NARFE members during disasters; provides scholarships to their children, grandchildren and greatgrandchildren; and funds other programs to support NARFE members at the direction of NARFE and FEEA. Enclosed is my NARFE-FEEA Fund Contribution: $______________ Name:____________________________________________________ Address:__________________________________________________ City:______________________________________________________ State:_____________________________________________________ ZIP:______________________________________________________ Email:____________________________________________________ To make credit card or e-check contributions, visit www.feea.org/ givenarfe.

NARFE News

NARFE ANNUAL MEMBERSHIP MEETING

NARFE’S FALL MEMBERSHIP DRIVE

A

s we kick off this year’s fall membership drive, communicating the value of NARFE membership clearly and concisely will be essential since much of your engagement will likely be done via phone, email and social media.

Fortunately, most NARFE programs and services have clear value propositions, and you can highlight that value in your outreach to potential members.

Read on for a few examples and resources that will help reinforce your message.

Access to the Federal Benefits Institute has real potential worth for members. Webinars and white papers provide vital information that can help active and retired federal employees get more out of their federal benefits. Many of the Institute webinars focus on helping members maximize their return on retirement fund investments and minimize tax liabilities during (and after) the retirement process.

To help you demonstrate the quality and value of the Institute’s resources, we’ve placed recordings of three recent webinars and one white paper on the following webpages: www. narfe.org/SampleResources1 and www.narfe.org/ 66

| O C T

2020

SampleResources2. These pages do not require the user to log in, so when you send the links, your prospects can easily access them. Having two separate links allows you to include different examples in multiple communications to prospective members (it often takes two or three “touches” before a prospect acts on your offer). If you need help with wording for your outreach messages, please email us at membership@narfe.org, and we’ll be glad to send you a template.

NARFE Perks member discount programs offer savings whose dollar values more than cover NARFE’s $40 annual membership fee. For example, Verizon will waive their standard setup charge ($99) for NARFE members and give

NARFE’s annual membership meeting will be held virtually on October 28, 2020, 2-5 p.m.

This meeting will allow the National President and National Secretary/Treasurer to present their annual reports to the membership. To register, visit the member home page by logging in at www.narfe.org, or check your email for a registration notice. Contact hmosher@ narfe.org if you need additional assistance.

them a $10/month discount on Fios communication bundles (total first-year savings: $219).

Members can also save $6 per month on LegalShield’s prepaid legal coverage (savings: $72 per year). Have prospects visit the “Members-only discounts” link toward the bottom of the www. narfe.org/membership website for the full list of NARFE Perks; or, they can just click the NARFE Perks ad on the left.

NARFE membership more than pays for itself—having access to these figures should help you close the deal. Look for more tips next month, and, as always, if you have questions, please call us at 800-456-8410 and press 1 for membership.

We’re here to help you succeed.

— DAVE BOWMAN, SENIOR DIRECTOR OF MEMBERSHIP DEVELOPMENT

Attention Kentucky Federation Notice of 2021 Election of Kentucky Federation Officers Interested candidates for the various Federation Officer positions, i.e. President, Vice President, Secretary, and Treasurer, must submit a candidate statement not to exceed 200 words to the Federation Secretary no later than January 1, 2021. Statements should be mailed to NARFE Kentucky Federation, P.O. Box 37, Berea, KY 40403-0037.

NARFE MEMBER BENEFITS • Access the NARFE Federal Benefits Institute for powerful resources to help you fully understand and manage your benefits.

Active and Retired Federal Employees ...

Join NARFE Today!

The only organization dedicated solely to protecting and preserving the benefits of all federal workers and retirees, NARFE informs you of any developments and proposals that affect your compensation, retirement and health benefits, AND provides clear answers to your questions.

Who Should Join NARFE?

If your future security is tied to federal retirement benefits—federal retirees, current employees, spouses and individual survivors—you should join NARFE.

• Visit the Legislative Action Center to contact your representatives about bills affecting federal benefits.

• Get monthly issues of NARFE Magazine with news and insights for the federal community.

• Visit the NARFE Perks page for a full listing of the many time-, money- and hassle-saving benefits available only to NARFE members.

• The opportunity to get involved at the local level by joining a chapter in your area.

1Q6

NARFE MEMBERSHIP APPLICATION YES. I want to join NARFE for the low annual dues of $40.

q

q Mr. q Mrs. q Miss q Ms.

PAYMENT OPTIONS q Check, Money Order or Bill Pay (Payable to NARFE) q Bill me (NARFE membership will start when payment is received.) q Charge my: q MasterCard

______________________________________________

Full Name

______________________________________________

Street Address Apt./Unit

______________________________________________

City

State

ZIP

______________________________________________

Phone

q Discover

q AMEX

___________________________________________ Card No. Expiration Date _____ /________ mm

______________________________________________

q VISA

yyyy

___________________________________________ Name on Card ___________________________________________ Signature ___________________________________________ Date

TOTAL DUES

______________________________________________

$40 Annual Dues X ___________ = ___________ Per Person # Enrolling Total Dues

I am a (check all that apply)

Dues payments are not deductible as charitable contributions for federal income tax purposes.

Email

q Active Federal Employee q Annuitant

q Active Federal Employee Spouse

q Annuitant Spouse

q Survivor Annuitant

q Please enroll my spouse _________________________________________

Spouse’s Full Name

LOOKING TO MEET OTHERS in the federal community and participate in NARFE at a local level? Call 800-456-8410 to learn about a NARFE chapter in your area.

_________________________________________

Would you like to receive a FREE one-year chapter membership? Choose one: q Chapter closest to home OR q Chapter #____________

THREE EASY WAYS TO JOIN

MAY WE THANK SOMEONE? Did someone introduce you to NARFE? Please provide their Name and Member ID.

Spouse’s Email

1. Complete this application and mail with your payment to NARFE Member Services / 606 N Washington St / Alexandria, VA 22314-1914.

2. Join online at www.NARFE.org.

3. Call 800-456-8410, Monday through Friday, 8 a.m. to 5 p.m. ET.

___________________________________________ Recruiter’s Name ___________________________________________ Recruiter’s Membership ID NARFE respects the privacy of our members. Personal information is used to provide content and relevant communications to our members, and will not be sold or rented to third parties.

(05/20)

NARFE News

NARFE NAMES NEW COMMUNICATIONS AND MARKETING DIRECTOR

J

ENN RAFAEL has joined NARFE as director of communications and marketing. In this new role, Jenn will work with NARFE staff members and leaders to publicize the association’s hard work on behalf of federal workers and retirees and deliver valuable information to all of NARFE’s stakeholders across multiple communications platforms.

As editorial director of NARFE Magazine starting with the November issue, Jenn will work to keep members and chapters informed, especially about

changes to federal benefits. She welcomes suggestions and feedback to improve coverage of what matters to readers. She will also provide oversight of digital media and steer public relations efforts of the association.

One special project Jenn is excited about is the celebration of NARFE’s centennial. As 2021

approaches, she looks forward to learning about and highlighting our many successes in support of Feds.

Jenn, a graduate of Syracuse University, comes to NARFE after more than 25 years of experience in journalism and digital media.

Most recently, she worked for Sightline Media Group, a publisher of news magazines and websites serving federal and military audiences. She lives in Fairfax Station, VA, with her husband, her son and a laid-back Persian cat. Jenn can be reached at jrafael@narfe.org.

ShopNARFE Show Your NARFE Pride ShopNARFE is the official online store offering NARFE-branded merchandise, including apparel, drinkware, pins, officer badges and business cards.

A portion of the proceeds from all purchases support the organization.

Shop now at www.narfe.org/shopnarfe.

NARFE.org/shopnarfe 68

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2020

Introducing the future of battery-powered personal transportation.

10”

The Zinger folds to a mere 10 inches.

It’s not a Wheelchair... It’s not a Power Chair...

It’s a Zinger!

Years of work by innovative engineers have resulted in a personal electric vehicle that’s truly unique. They created a battery that provides powerful energy at a fraction of the weight of most batteries. The Zinger features two steering levers, one on either side of the seat. The user pushes both levers down to go forward, pulls them both up to brake, and pushes one while pulling the other to turn to either side. This enables great mobility, the ability to turn on a dime and to pull

right up to tables or desks. The controls are right on the steering lever so it’s simple to operate, and its exclusive footrest swings out of the way when you stand up or sit down. With its rugged yet lightweight aluminum frame, the Zinger is sturdy and durable yet convenient and comfortable!

What’s more, it easily folds up for storage in a car seat or trunk. Think about it, you can take your Zinger almost anywhere, so you don’t have to let mobility issues rule your life. It folds in seconds without tools and is safe and reliable. It holds up to 275 pounds, and it goes up to 6 mph and operates for up to 8 miles on a single charge.

Why spend another day letting mobility issues hamper your independence and quality of life

Zinger Chair®

Call now and receive a utility basket absolutely FREE with your order.

1-888-828-3929

Please mention code 113712 when ordering.

The Zinger Chair is a personal electric vehicle and is not a medical device nor a wheelchair. Zinger is not intended for medical purposes to provide mobility to persons restricted to a sitting position. It is not covered by Medicare nor Medicaid. © 2020 firstSTREET for Boomers and Beyond, Inc.

85218

More and more Americans are reaching the age where mobility is an everyday concern. Whether from an injury or from the aches and pains that come from getting older– getting around isn’t as easy as it used to be. You may have tried a power chair or a scooter. The Zinger is NOT a power chair or a scooter! The Zinger is quick and nimble, yet it is not prone to tipping like many scooters. Best of all, it weighs only 47.2 pounds and folds and unfolds with ease. You can take it almost anywhere, providing you with independence and freedom.

USE YOUR NARFE PERKS AND YOUR MEMBERSHIP WILL MORE THAN PAY FOR ITSELF!

PRODUCTS

LegalShield 410-419-7130 | www.legalshield.com/info/narfe

Whether it’s big, small or somewhere in between, you have affordable legal help when you need it. Members receive the discounted rate of $16.95 for individuals and $18.95 for families of 10 (two adults and up to 8 children).

Office Depot 855-337-6811 x 2897 | www.officediscounts.org/narfe

Office Depot and OfficeMax. Members can save up to 80% on over 93,000 products. Shop online or in any Office Depot or OfficeMax store. Enjoy FREE next-day delivery on online orders over $50!

Visit www.officediscounts.org/narfe to shop online, print off a FREE Store Purchasing Card, or text NARFESPC to 555-888 to receive the card to your mobile device. Call 855-337-6811 x 2897 and mention your NARFE membership with any questions or to place your order over the phone.

Omaha Steaks www.omahasteaks.com/NARFE

ENJOY FREE SHIPPING ON EXCLUSIVE COMBOS AND AN EXTRA 10% OFF YOUR ENTIRE ORDER WITH OMAHA STEAKS! Omaha Steaks delivers the finest in gourmet steaks, seafood, poultry, sides and desserts. NARFE members can enjoy FREE SHIPPING on select combos and an additional 10% DISCOUNT off entire order.

Purchasing Power www.PurchasingPower.com/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.

Ship Sunshine www.shipsunshine.com

Ship Sunshine offers cheery gifts - at all price levels - for all occasions, and especially for no occasion at all! You can also build your own custom gift and include personalized items.

Use promo code NARFE at www.shipsunshine.com for a 5% discount!

TRAVEL & TRANSPORT

Budget Car Rental 800-218-7992 | www.budget.com

Budget Car Rental was founded in 1958 for the “budget-minded” renter. Today, with approximately 3,500 locations around the world, Budget is a leading rental car supplier. Call or book your reservation using the NARFE BCD number D871500.

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.

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.

Extra Holidays 800-428-1932 | www.Extraholidays.com

Excellent service and the finest comforts are standards you can always rely on with Extra Holidays.

With more spacious floor plans than a regular hotel, you can enjoy a One-, Two- or Three-Bedroom suite with partial or fully equipped kitchens. Advanced reservations required.

National Car Rental® 800-CAR-RENT | www.nationalcarrental.com

NAFRE members receive great rates with National Car Rental! At National, we pride ourselves on always providing you with unsurpassed convenience and choice. Book Now! https://partners.rentalcar.com/narfe

Brookdale Senior Living Communities 877-713-2762 | www.brookdale.com/narfe

WELLNESS

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.

HearUSA 855-845-2706 | www.narfe.hearusa.com

The Nation’s Most Trusted Name in Hearing Care. Choose from 250+ hearing aids with $0 co-pay for many plans. Wireless. Bluetooth. Smartphone compatible. Nearly invisible. Riskfree 60-day trial. Free follow-up care. Free 3-year warranty.

Life Line Screening 800-324-9906 | www.lifelinescreening.com/NARFE R

INSURANCE

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.

NARFE Insurance Services 800-233-5764 | www.narfeinsurance.com

Designed exclusively for NARFE members, (plans administered by Mercer) Senior Age Whole Life Insurance, Senior Term Life Insurance, Hospital Income and Short Term Recovery Insurance, Dental Insurance, Vision Insurance, AssistPlus, Discount Prescription Plan and Pet Insurance.

Nationwide 855-550-9216 | https://www.nationwide.com/narfe.jsp

For your love of discounts side. Discover how Nationwide’s suite of solutions can help protect your financial future. Protect what matters to you for less with a member-only discount when you enroll in an auto or power sports policy.

MOVING SERVICES

Coleman Allied 850-375-0917 | jack.jacobs@colemanallied.com

With over 300 agency partners and an entire team dedicated to a quality move experience, Coleman Allied provides customized discount levels for all NARFE members for Interstate moves. *The NARFE pricing only applies to moves that leave the state you currently reside in.

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.

PRE-PLANNING

Neptune Society 800-NEPTUNE (637-8863) | www.neptunesociety.com

Our prearranged plans cover all necessary expenses for one guaranteed price even if the services are not needed for 40 or 50 years. The Neptune Society offers a $100 discount to all NARFE members.

ADDITIONAL PERKS

SEE HOW MUCH YOU CAN SAVE AT

www.NARFE.org/memberperks

The Way We Worked

WORKING FOR FAIR HOUSING In this photo from the 1980s, staff at the Department of Housing and Urban Development (HUD) speak with the agency’s Inspector General. Today, the Department of Housing and Urban Development administers programs that provide housing and community development assistance, and works to ensure fair and equal housing opportunities.

PHOTO from the records of the Department of Housing and Urban Development, 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? While the HUD was established in 1965 during President Lyndon’s Johnson’s “Great Society” initiative, its history goes back to the 1934 National Housing Act. The act created the Federal Housing Administration (FHA) to provide mortgage insurance on loans made

by FHA-approved lenders.

The Federal Housing Administration is now a program office within HUD. On the web: www.hud.gov

72

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Live Life without pain Plantar Fasciitis • Arthritis • Joint Pain • Heel Spurs • Back & Knee Pain

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Learn how to save on your hearing health!

Call today to see if you qualify to receive 2 free hearing aids!* With more than 30 years in hearing care, HearUSA has helped over 1 million people experience a better quality of life through better hearing.

NARFE Member Exclusive • FREE one-year batteries and one-year follow up service visits

As a NARFE member you have access to the latest hearing aid technology. Receive the highest level of quality hearing healthcare service in the industry.

• FREE three years warranty and loss, stolen & damage coverage

HearUSA is the exclusive hearing care Affinity Partner for NARFE members. We carry all major brands including rechargeable and nearly invisible models.

• 10% off hearing accessories at HearingShoppe.com

• Risk-free 60-day trial

Schedule your FREE hearing appointment:

1-855-252-0025

*This is not insurance and insurance benefits vary. Some restrictions apply. 1 year battery supply with purchase of hearing aids. Offer valid at participating HearUSA providers only. Call for details.