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TIME FOR MEDICARE? TIME FOR THE BIG PART B DECISION!
Volume 93 • Number 11
COVER STORY
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Call Beltone at 1-866-376-1445 to schedule your complimentary hearing screening today! *The insured may need to submit for reimbursement. State and/or local taxes may apply. Prices and products subject to *The insured may need to submit for reimbursement. State and/or local taxes may apply. Prices and products subject to change. Blue Cross and Blue Shield Service Benefit Plan will pay a hearing aid benefit up to $2,500 every 3 calendar years for change. Blue Cross and Blue Shield Service Benefi t Plan will pay a hearing aid benefi t up to $2,500 every 3 calendar years adults age 22 and over, and up to a $2,500 total per calendar year for members up to age 22. Do not rely on this communication for adults age 22 and over, and up to a $2,500 total per calendar year for members up to age 22. Do not rely on this piece alone for complete benefit information. All benefits are subject to the definitions, limitations, and exclusions in your communication piece alone for complete benefi t information. All benefits are subject to the definitions, limitations, and Service Benefit Plan brochure. The Blue365® Discount Program offers access to savings on items that you may purchase exclusions in your Service Benefi t Plan brochure. The Blue365® Discount Program offers access to savings on items that you directly from independent vendors, which may be different from items covered under your Service Benefit Plan or any other may purchase directly from independent vendors, which may be different from items covered under your Service Benefi t Plan applicable federal healthcare program. For hearing aids, acupuncture, chiropractic and vision services, you must exhaust your or any other applicable federal healthcare program. For hearing aids, acupuncture, chiropractic and vision services, you must Service Benefit Plan benefits first. To find out what is covered under your policy, contact the Service Benefit Plan. The products exhaust your Service Benefi t Plan benefi ts first. To find out what is covered under your policy, contact the Service Benefi t and services described herein are neither offered not guaranteed under any local Blue company’s contract with the Medicare Plan. The products and services described herein are neither offered not guaranteed under any local Blue company’s contract program. In addition, these items are not subject to the Medicare appeals process. Any disputes regarding these products with the Medicare program. In addition, these items are not subject to the Medicare appeals process. Any disputes regarding and services are not subject to the Service Benefit Plan’s Disputed Claims process. Blue Cross and Blue Shield Association these products and services are not subject to the Service Benefi t Plan’s Disputed Claims process. Blue Cross and Blue (BCBSA) may receive payments from Blue365 vendors. Neither the Service Benefit Plan, BCBSA, nor any local Blue company Shield Association (BCBSA) may receive payments from Blue365 vendors. Neither the Service Benefi t Plan, BCBSA, nor any recommends, endorses, warrants or guarantees any specific Blue365 vendor or item. The Service Benefit Plan reserves the local Blue company recommends, endorses, warrants or guarantees any specifi c Blue365 vendor or item. The Service Benefi right to change, modify, or terminate any item and vendors made available through Blue365, at any time. Blue Cross and Blue t Plan reserves the right to change, modify, or terminate any item and vendors made available through Blue365, at any time. Shield Association is an association of independent, locally operated Blue Cross and Blue Shield Companies. State and local Blue Cross Shield Available Association is an association of until independent, taxes and/orand feesBlue may apply. at participating locations 12/31/17. locally operated Blue Cross and Blue Shield
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WASHINGTON WATCH
6
CBO Reviews Potential Changes to Retirement Benefits
7
Hurricane and ShortTerm Government Funding Becomes Law
8
President Trump Announces Federal Pay Raise for 2018
10
Follow Up with Legislators
11
Combined Federal Campaign Now Open
12
NARFE Bill Tracker
COVER STORY
COLUMNS
FEDERAL CYBERSECURITY SHORTAGE. The federal government is in a footrace to recruit, train and retain these professionals to meet the ever-growing cybersecurity challenge.
4
From the President
58 Managing Money DEPARTMENTS
16 Questions & Answers 60 For the Record:
32
MEDICARE PART B: Does it make sense to add Medicare Part B to the Federal Employees Health Benefit (FEHB) plan? That’s the big question!
TSP Returns, Retirement Claims Status, Countdown to COLA
62 NARFE News 72 The Way We Worked
On the Web SPECIAL SECTIONS
VISIT US ONLINE AT:
www.narfe.org
42 Open Season:
2018 Premiums
LIKE US ON FACEBOOK:
NARFE National Headquarters FOLLOW US ON TWITTER:
@narfehq
ON THE COVER
Illustration by GRAPHEK W W W. N A R F E . O R G
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NOVEMBER 2017 | Volume 93 | Number 11
National Active and Retired Federal Employees Association EDITOR Susan Boswell ASSISTANT EDITOR Christopher Johnson GRAPHIC DESIGN GRAPHEK EDITORIAL BOARD Richard G. Thissen, Jon Dowie Barbara Sido EDITORIAL OFFICE: narfe magazine 606 North Washington St. Alexandria, VA 22314-1914 Phone: 703-838-7760 Fax: 703-838-7781 Email: communications@narfe.org ADVERTISING SALES: Warren Berger Media People Inc. 122 East 42nd St., Suite 1622 New York, NY 10168 Phone: 212-779-7172, ext. 223 Email: wberger@mediapeople.com
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 866-5047300 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 RICHARD G. THISSEN, President; natpres@narfe.org JON DOWIE, Secretary/Treasurer; natsectreas@narfe.org EXECUTIVE DIRECTOR BARBARA SIDO, execdir@narfe.org
REGIONAL VICE PRESIDENTS
REGION I James P. Crawford (Connecticut, Maine, Massachusetts, New Hampshire, New York, Rhode Island and Vermont) TEL: 603-630-5191 EMAIL: crawfordjim62@gmail.com REGION II Evelyn Kirby (Delaware, District of Columbia, Maryland, New Jersey and Pennsylvania) TEL: 410-604-1141 EMAIL: ekirby@atlanticbb.net 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 Edward J. Konys (Illinois, Indiana, Michigan, Ohio and Wisconsin) TEL: 937-470-0566 EMAIL: region4vp@gmail.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 Carol R. Ek (Iowa, Kansas, Minnesota, Missouri, Nebraska, North Dakota and South Dakota) TEL: 620-241-1131, CELL: 620-504-2202 EMAIL: ek617@att.net
REGION X William Shackelford (Kentucky, North Carolina, Tennessee, Virginia and West Virginia) TEL: 703-830-6590, CELL: 703-201-6304 EMAIL: wshack1951@aol.com
HERE’S HOW TO CONTACT US…
TO JOIN NARFE, RENEW YOUR MEMBERSHIP OR FIND A LOCAL CHAPTER:
CALL (TOLL-FREE) 800-627-3394 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 “Update My Record”
TO REACH A FEDERAL BENEFITS SPECIALIST:
EMAIL fedbenefits@narfe.org NARFE HEADQUARTERS
606 N. Washington St. Alexandria, VA 22314 703-838-7760
www.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 © 2017, 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, but at the same time we will not undertake to guarantee the reliability of our advertisers.
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From the President
A SAFE AND SECURE FUTURE
T
his has been a very terrible year with a spate of catastrophic natural disasters in America,
from flooding to tornadoes to hurricanes to forest fires, with no part of the country spared. While big events, such as Hurricanes Harvey, Irma and Maria remind all of us to contribute to the NARFE-Federal Employee Education and Assistance Fund (FEEA) Disaster Fund, Red Cross, Combined Federal Campaign (CFC) and other organizations to help those affected, your contributions to these activities are needed year-round to help them stockpile supplies and have a ready reserve to respond. FEEA is especially critical to federal employees and retirees as this organization is devoted solely to “Feds helping Feds.�
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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These big events also remind us that we should ensure our own emergency preparedness. During events like hurricanes, tornadoes and fires, we often note to ourselves we should have water and other essentials stashed away, but how many of us really heed this advice until we are affected personally? I encourage you take this potentially life-saving advice. We also should take action to secure our financial future in the face of uncertainty. This becomes more important as the pay, benefits and annuities of federal employees and retirees have come under constant attack. The buying power of federal employees and retirees has decreased over the past several years due to pay freezes and low or nonexistent cost-of-living adjustments that have not kept pace with the skyrocketing cost of medical care and insurance. The NARFE Legislative Department is constantly discussing this situation with legislators. I would ask that each of you contact your representative and senators and present them with information about how your financial situation is affected by your diminished buying power. At the same time, share with them the great contributions you personally made in support of our country and the positive impact of the federal community, and highlight the role of the federal community at the forefront in responding to these tragic events. Stay safe and prepared.
RICHARD G. THISSEN NARFE NATIONAL PRESIDENT natpres@narfe.org
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Washington Watch
CBO REVIEWS POTENTIAL CHANGES TO FEDERAL RETIREMENT BENEFITS
T
he Congressional Budget Office (CBO) recently published a report on potential changes to the federal retirement system, as requested by House Oversight
and Government Reform Committee Chairman Trey Gowdy, R-SC. The report examined potential changes to federal retirement benefits and provided insight on possible future attempts to enact federal retirement reform. “Lawmakers have expressed interest in examining the current structure of retirement benefits to ensure that the government provides adequate compensation to attract and retain skilled employees while not paying more than needed to accomplish that goal,” according to CBO. Three out of the five potential changes focused on existing federal employee pension plans. The remaining two eliminated the defined pension plan and replaced it with larger contributions to the Thrift Savings Plan (TSP). The report examined an increase in the employee contribution rate for all current Federal Employees Retirement System (FERS) participants to 4.4 per6
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cent. Currently, federal employees hired before 2013 contribute 0.8 percent toward their pension. Those hired in 2013 contribute 3.1 percent, with all those hired in 2014 and beyond contributing 4.4 percent. CBO found this option would cost federal workers nearly $47 billion over 10 years, with federal retirees seeing slightly lower retirement income, as it assumed the increase in contribuACTION ALERT!
tions would impact retention. CBO also noted that this option could impact the government’s ability to retain talented workers. Another option reviewed lowering current pension contributions for employees hired in 2013 and beyond down to 0.8 percent. This would bring all employees to the 0.8 percent contribution rate. This move increases take-home pay for federal employees hired during and after 2013, and CBO estimated it would modestly increase retirement income, as it would improve retention. In addition, CBO found that this change would help agencies recruit and retain talented workers. The third option, basing federal pensions on the average of the highest five years of salary instead
N OV E M B E R
The fiscal year 2018 budget process poses the greatest threat to your earned pay and benefits. Use NARFE’s Legislative Action Center to urge your legislators to oppose proposals that would harm the financial well-being of the federal family! Federal employees and retirees should not be singled out to pay for other congressional priorities.
of the current highest three, is one that NARFE members have seen in recent budget proposals. CBO determined that such a move would have modest reductions on retirees’ income and save just $3 billion over the next 10 years. CBO also looked into eliminating the pension plan altogether for new hires and offsetting it with increased agency TSP contributions. The fourth option analyzed increasing the government’s automatic TSP contribution to 8 percent of a new employee’s salary, while also requiring the government to match up to 7 percent of an
employee’s additional contribution. The fifth option also eliminated the pension plan and increased the government’s automatic TSP contribution to 10 percent of a new employee’s annual salary, but this option does not provide any government matching funds for additional employee contributions. Both of these options would lead the government to spend more on retirement over the next 10 years, with savings occurring long after implementation. CBO also noted mixed reviews on how such moves would impact recruitment and retention, noting the decrease in
retirement security but increase in retirement saving flexibility. Talk of overall civil service reform, including changes to health and retirement benefits, has increased with the onset of the 115th Congress, and the House Oversight and Government Reform Committee, which requested the CBO report, has jurisdiction over these issues. This CBO report (www.cbo. gov/publication/53003) sheds light on potential changes to the federal retirement system. NARFE stands against cuts to the earned pay and benefits of the federal community. —BY ROSS APTER, LEGISLATIVE ASSOCIATE
HURRICANE AID AND SHORT-TERM GOVERNMENT FUNDING BECOMES LAW
A
fter a bipartisan meeting between the White House and congressional democratic leaders, a short-term measure to fund the government, raise the debt ceiling and provide disaster aid in response to Hurricane Harvey was passed and signed into law. The agreement funds the government and extends the debt ceiling deadline through December 8, allowing lawmakers more time to pass a budget and raise the debt ceiling. The Senate first passed the $15.25 billion Harvey aid package, with a three-month continuing resolution and debt ceiling extension added to the bill, by a vote of 80-17. The legislation was quickly
taken up by the House, which passed the legislation 316-90. Shortly thereafter, the president signed the bill into law. The legislation provides roughly $7.4 billion for the Federal Emergency Management Agency (FEMA) Disaster Relief Fund, $7.4 billion in Community Development Block Grant funding and $450 million for the Small Business Administration’s Disaster Loan Program. This total also was reportedly made with the arrival of Hurricane Irma in mind. As of press time, no additional aid had been approved by Congress. The added continuing resolution extends the budget process and keeps the government operating
at current spending levels through December 8. This move delays any decisions regarding budget proposals affecting the federal community, such as eliminating the Federal Employees Retirement System (FERS) Annuity Supplement and decreasing or eliminating cost-of-living adjustments (COLAs). NARFE is closely following the latest budget developments and is working with lawmakers to prevent proposals that would negatively impact the federal community. NARFE members are strongly encouraged to write and call their legislators about attempts to reduce their earned pay and benefits. —BY ROSS APTER, LEGISLATIVE ASSOCIATE W W W. N A R F E . O R G
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Washington Watch
PRESIDENT TRUMP ANNOUNCES FEDERAL PAY RAISE FOR 2018
O
n August 31, President Trump announced his intention to provide a 1.4 percent across-the-board pay raise for federal employees, with an additional 0.5 percent average increase in locality pay in 2018. The 1.9 percent average increase is consistent with the pay increase proposed in President Trump’s budget. In response to the announcement, NARFE President Richard G. Thissen said, “NARFE welcomes the administration’s proposed federal pay raise, which prevents the pay for our
“NARFE welcomes the administration’s proposed federal pay raise, which prevents the pay for our nation’s public servants from falling farther behind private-sector wage growth.” — Richard G. Thissen nation’s public servants from falling farther behind privatesector wage growth.” The pay raise would be effective the first pay period in 2018. Congress may either confirm the raise or specify a different pay
raise through the appropriations process. If Congress is silent, the decision remains with President Trump. The president may still revise the pay raise plan, as President Obama did last year when he changed his originally
Order your copy of NARFE’s CONGRESSIONAL DIRECTORY for the 115th CONGRESS (2017-2018) today! Clip and mail to: NARFE Congressional Directory / 606 N. Washington Street / Alexandria, VA 22314-1914 Name___________________________________________________________________ Address _________________________________________________________________
Only $20
City _________________________________________ State ______ ZIP ___________ Member ID# (as it appears on narfe magazine label) ________________________________________________________________________
o Check (payble to NARFE) or cash enclosed o Charge to my credit card o MasterCard
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Please allow 2-3 weeks for delivery. Call NARFE’s Legislative Department at 703-838-7760 to order by phone. 8
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Legislative Resources
proposed 1.6 percent increase to 2.1 percent. But that was a rare exception to common practice. Long-standing statutory policy calls for federal pay to increase at the rate of the Employment Cost Index for private-sector wages and salaries (most recently increased by 2.4 percent), minus 0.5 percent. Additional locality pay increases are intended to close the gap between public- and privatesector pay. “Unfortunately,” Thissen noted, “instead of granting an acrossthe-board 1.9 percent increase, with additional locality pay increases, the administration
combined the two to limit the pay raise to an average of 1.9 percent. While federal employees will appreciate the raise, an average increase of 1.9 percent is the minimum required to prevent federal pay from declining further, and more rapidly, below market than the current 35 percent wage disparity between public- and private-sector wages. Both Congress and the president should work together to pursue a more robust pay increase to maintain the highly qualified workforce needed to run an efficient federal government.”
• Legislative Hotline: A weekly update of legislative news, compiled by the NARFE Legislative Department staff, distributed via email and available by phone (toll-free) at 877-217-8234 and online at www.narfe.org. • Legislative Action Center: A one-stop site to send a letter to Congress, and more, at www.narfe.org.
—BY JOHN HATTON, DEPUTY LEGISLATIVE DIRECTOR
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Washington Watch
‘TIS THE SEASON… TO FOLLOW UP WITH LEGISLATORS!
D
uring NARFE’s Grassroots Advocacy Month in August, members participated in congressional meetings, town halls and community events to urge legislators to protect the earned pay and benefits of the federal community. During Grassroots Advocacy Month, more than 120 advocacy activities were reported and more than 13,000 messages were sent to Congress using NARFE’s Legislative Action Center. Thank you to all NARFE members who engaged with legislators in August. REACH OUT AND RECONNECT Have you reconnected with your legislator and staff since taking action in August? With the end of 2017 drawing near, it’s time to follow up as issues arise regarding proposals affecting the federal community. Whether you send a letter using the Action Center, schedule a meeting or attend a town hall, any advocacy helps emphasize NARFE’s commitment to protecting the federal family. When you address NARFE’s legislative priorities with legislators and staff, explain how specific legislation would affect you personally and encourage fellow NARFE members to do the same. We need to stand united against threats to the earned pay and benefits of the federal family. Remember: silence equals acceptance. With the holidays fast approaching, congressional calendars will fill up quickly before the Thanksgiving congressional recess and again in December. To get on the legislator’s calendar for a face-to-
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face meeting before the end of the year, reach out to the legislator’s scheduler ASAP. To learn which community events your legislator will be attending over the next few weeks, find the schedule online or call the local office. FOLLOW UP Following up with staff doesn’t have to be formal. Say hello at a community event, town hall or start a casual conversation at the grocery store. If there is a vote coming up that affects NARFE members, revisit the issues via an email or phone call and follow up on action items discussed at your last meeting or event. Following up with new information in a timely manner reflects well because it shows that you are aware of the legislative process. Congressional staff appreciates being kept informed of any updates to the issues. Meanwhile, checkingin demonstrates that NARFE is dedicated to the mission of protecting and preserving earned federal benefits while watching how Congress votes. SAY THANK YOU In the spirit of the season, those who live in districts or states represented by legislators who are champions for our issues should take the opportunity to say “thank you” for supporting NARFE’s position on our legislative priorities. Taking the time to express gratitude is appreciated by legislators and congressional staff, as most correspondence with constituents involves the legislator being asked to vote a certain way and gratitude is rarely expressed.
MYTH vs. REALITY MYTH: Members of Congress continue to vote themselves large pay raises, while federal retirees receive small or nonexistent cost-of-living adjustments (COLAs) and federal employees receive small raises. REALITY: Members of Congress have not received a pay raise since 2009, repeatedly voting to freeze their pay. The Ethics Reform Act of 1989 established an automatic annual adjustment formula for congressional raises based on the Employment Cost Index, which measures changes in private-sector wages. Any increase may not exceed the percentage base pay increase for General Schedule (GS) employees. However, Congress can choose to vote to freeze its pay, separate from the raises for other federal employees, which it has done since 2010.
Receiving a thank you from NARFE members would be refreshing and can go a long way. Let’s build upon the success of Grassroots Advocacy Month and close out the first session of the 115th Congress by communicating and interacting with legislators. For any questions on how to take action, contact leg@narfe.org. —MOLLY CHECKSFIELD, GRASSROOTS PROGRAM MANAGER
COMBINED FEDERAL CAMPAIGN SEASON BRINGS EXCITING CHANGES
T
he Combined Federal Campaign (CFC), the world’s largest workplace charity campaign, is running its 2017 campaign season through January 12, 2018. The new campaign season brings exciting changes, such as allowing federal retirees to continue their charitable giving through donations from their annuities. Retirees can sign up for this option through the CFC online donation portal or by mailing in a pledge form, both available online. Last year, the CFC raised over $167 million in support of eligible
non-profit organizations that provide human services and health benefits across the globe. This year, the CFC wants to do more and will allow federal employees to pledge time to volunteer with listed CFC charities. Those who wish to make a donation can do so through an online giving portal, which will assist the CFC in phasing out pledge forms over the course of the next five years. Donors will be able to contribute through payroll reductions and other electronic transaction methods. Cash donations will not be accepted. These changes were
made to help reduce costs. The CFC will also have four promotional days during the campaign to foster engagement within the federal community. These days will grow awareness of the campaign, allow participants to talk about their favorite charities and encourage people to volunteer. This important program unites the federal community and shows the kindness of federal workers and retirees. Check out the CFC website (www.opm.gov/combinedfederal-campaign) to learn more. —BY ROSS APTER, LEGISLATIVE ASSOCIATE
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I want to make a one-time contribution: q $250 – Gold lapel pin and blanket q $100 – Silver lapel pin
q $10/month q Other: ______/month ($10 minimum) Sustainers receive a Sustainer lapel pin and cozy fleece NARFE blanket.
q $50 – Bronze lapel pin q $25 – Basic lapel pin q Other: _________
q Please do not send any gifts for my contribution (This saves NARFE-PAC money!) NARFE Member #: _________________________________________ Name: __________________________________________________ Address: ________________________________________________ City: _________________________________________________ State: ___________
ZIP: _______________
Only members of the National Active and Retired Federal Employees Association may contribute to NARFE-PAC. NARFE will neither favor nor disadvantage anyone based on the amount of a contribution or the failure to make a voluntary contribution to this political action fund. NARFE-PAC contributions are not deductible for federal income tax purposes.
q Charge my credit card (required for monthly contribution) q MasterCard
q VISA
q Discover
q AMEX
Card #: ________________________________________________ Exp. Date: _____ /_________ mm
yyyy
Name on Card: _________________________________________ Signature: _____________________________________________ Date: _________________________
Or mail check payable to NARFE-PAC to: NARFE Attn. Budget & Finance 606 North Washington St. | Alexandria, VA 22314 W W W. N A R F E . O R G
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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
BILL NUMBER / NAME / SPONSOR
WHAT BILL WOULD DO
H.R. 756: Postal Service Reform Act of 2017 / Rep. Jason Chaffetz, R-UT Cosponsors: 9 (D), 7 (R)
Requires postal retirees to enroll in Medicare in order to continue receiving their current federal health insurance coverage. Enrollment would be automatic.
Approved by the House Committee on Oversight and Government Reform; pending in two other committees narfe, June 2017
H.Res. 15: As a resolution, it will not be sent to the president and, therefore, cannot become law/ Rep. Sam Graves, R-MO Cosponsors: 174 (D), 58 (R)
Expresses the sense of the House that the U.S. Postal Service should take all appropriate measures to ensure the continuation of six-day delivery.
Referred to the House Committee on Oversight and Government Reform
Expresses the sense of the House that the U.S. Postal Service should take all measures to restore service standards in effect on July 1, 2012.
Referred to the House Committee on Oversight and Government Reform
Referred to the House Committee on Oversight and Government Reform
Cosponsors: 184 (D), 56 (R)
Expresses the sense of the House that the U.S. Postal Service should take all measures to ensure the continuation of door-to-door delivery for all businesses and residential customers.
H.R. 757: The Federal Adjustment of Income Rates (FAIR) Act / Rep. Gerald E. Connolly, D-VA
Provides for a 2 percent pay raise for federal employees and 1.2 percent increase in locality pay in 2018.
Referred to the House Committee on Oversight and Government Reform
POSTAL REFORM H.Res. 31: As a resolution, it will not be sent to the president and, therefore, cannot become law / Rep. Dave McKinley, R-WV Cosponsors: 159 (D), 42 (R) H.Res. 28: As a resolution, it will not be sent to the president and, therefore, cannot become law / Rep. Susan Davis, D-CA
LATEST ACTION(S)
Cosponsors: 67 (D), 1 (R)
FEDERAL COMPENSATION
S. 255: The Federal Adjustment of Income Rates (FAIR) Act / Sen. Brian Schatz, D-HI
Referred to the Senate Committee on Homeland Security and Governmental Affairs
Cosponsors: 7 (D), 0 (R)
narfe, April 2017
H.R. 3269: Federal Employee Pension Fairness Act of 2017 / Rep. Anthony G. Brown, D-MD Cosponsors: 25 (D), 0 (R)
TAXES
H.R. 2929: Federal Employee Combat Zone Tax Parity Act / Rep. Rob Wittman, R-VA Cosponsors: 6 (D), 2 (R)
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Repeals laws passed in 2012 and 2013 that increased the Federal Employees Retirement System (FERS) contributions for newly hired federal employees.
Referred to the House Committees on Oversight and Government Reform and Foreign Affairs narfe, October 2017
Extends the tax credit Referred to the available to military personnel House Committee on who serve in combat zones Ways and Means to civilian federal employees. narfe, September 2017
NARFE’s Position:
Support
Oppose
No position
EDITOR’S NOTE: These bills are all listed online at www.narfe.org/legislation/votervoice.cfm.
ISSUE
TAXES
BILL NUMBER / NAME / SPONSOR H.R. 3200: The TaxpayerFunded Pension Disclosure Act / Rep. Ron DeSantis, R-FL Cosponsors: 6 (R) H.R. 1251: CPI-E Act of 2017 / Rep. John Garamendi, D-CA
COLA
Cosponsors: 42 (D), 1 (R)
S. 873: TSP Modernization Act of 2017 / Sen. Rob Portman, R-OH Cosponsors: 2 (D), 1 (R) FEDERAL RETIREMENT
H.R. 3031: TSP Modernization Act of 2017 / Rep. Elijah E. Cummings, D-MD
WHAT BILL WOULD DO
LATEST ACTION(S)
The legislation would allow for public disclosure of federal pension data, including: name of annuitant, last agency of employment, grade, monthly annuity and total annuity contributions.
Referred to the House Committee on Oversight and Government Reform
Requires Social Security and many federal retirement programs to use the Consumer Price Index for the elderly (CPI-E) to calculate cost-ofliving adjustments (COLAs) to retirement benefits.
Referred to the House Committees on Ways and Means, Veterans’ Affairs, Oversight and Government Reform, and Armed Services
Updates age-based and post-separation withdrawal options, creates new withdrawal intervals, grants flexibility in payment amounts and eliminates the Thrift Savings Plan (TSP) withdrawal election deadline.
Approved by the Senate Committee on Homeland Security and Governmental Affairs
narfe, October 2017
narfe, May 2017
Approved by the House Committee on Oversight and Government Reform narfe, September 2017
Cosponsors: 5 (D), 2 (R)
DC STATEHOOD
H.R. 1291: Washington, DC Admission Act / Del. Eleanor Holmes Norton, D-DC Cosponsors: 138 (D) H.R. 1205: Social Security Fairness Act of 2017 / Rep. Rodney Davis, R-IL
GPO/WEP
Cosponsors: 111 (D), 37 (R) S. 915: Social Security Fairness Act of 2017 / Sen. Sherrod Brown, D-OH
Sets forth procedures that would allow the District of Columbia to become a state known as the State of Washington, D.C.
Referred to the House Committee on Oversight and Government Reform, and Committee on Rules
Repeals both the Government Referred to the House Pension Offset (GPO) and the Committee on Ways and Windfall Elimination Provision Means (WEP). narfe, May 2017 Referred to the Senate Committee on Finance
Cosponsors: 4 (D), 4 (R), 1 (I)
BUDGET
H.Con.Res. 71: House Concurrent Budget Resolution for Fiscal Year 2018/ Rep. Diane Black, R-TN Cosponsors: 0
Establishes the congressional Approved by the House budget for fiscal year 2018 Budget Committee and sets forth the budgetary levels for fiscal years 2019 through 2027. Instructs the House Committee on Oversight and Government Reform to find at least $32 billion in savings.
The Access to Insurance for All Americans Act, H.R. 1408, has been removed from the tracker. The legislation has failed to garner any cosponsors and is unlikely to be considered by the House of Representatives. W W W. N A R F E . O R G
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Questions & Answers
The following Questions & Answers were compiled by NARFE’s Federal Benefits Service Department staff. NARFE does not provide legal, financial planning or tax advice or assistance.
EMPLOYEES FERS ANNUITY SUPPLEMENT
Q
As an employee under the Federal Employees Retirement System (FERS), I will reach my minimum retirement age (MRA) at age 57. Will the FERS Annuity Supplement continue until age 62?
A
The FERS Annuity Supplement is also known as the special retirement supplement. Many FERS employees find themselves eligible to retire from federal service prior to age 62, when they’re eligible for Social Security. The special retirement supplement balances things out for these employees. If you qualify for the special retirement supplement, you do not have to make an election for it.
CREDITABLE SERVICE IN THE MILITARY RESERVES
Q
I was in active duty for training “summer camps” in the military reserve force. Is this service creditable
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to the civilian retirement fund? If a military service deposit is required, when must I make the deposit?
A
A military service deposit is a payment made to the civilian retirement fund to allow creditable military service to be used toward retirement eligibility and in annuity computations. Please keep in mind that all active duty military service is potentially creditable for retirement purposes. You may need to pay a deposit in order to receive retirement credit for it. There is a twoyear grace period from the date of your first retirement coverage to pay a military deposit in full and not be charged any interest.
On the third-year anniversary of retirement coverage, interest will accrue annually until the deposit is paid. If you have any questions about whether your particular military service is creditable, check with your human resources (HR) benefits specialist. Creditable service can include active duty for training “summer camps” in the reserves, military academy service and retired military and National Guard service under certain circumstances. If you decide to pay the military deposit, it must be paid in full before you retire. The process to pay the deposit can take time.
VCP ROLLOVERS
Q
I have attended several pre-retirement seminars that mention the Civil Service Retirement System Voluntary
Contribution Program (CSRS VCP). After retirement, may I roll the VCP money into an traditional IRA?
A
You can roll over your CSRS VCP to a traditional IRA, but it may not be the most advantageous thing to do – at least not with all of it. Because VCP contributions are made with after-tax dollars, the contributions may be converted to a Roth IRA, with no tax liability, and then the earnings, which have not yet been taxed, may be transferred to the Thrift Savings Plan (TSP) or a traditional IRA to continue the tax deferral on the earnings. Transferring the VCP to a traditional IRA first before converting to a Roth IRA will bring into play the pro-rata rule, which is the formula used to determine how much of a distribution is taxable when you hold both after-tax and pre-tax dollars in your IRA. This is why you want to send the after-tax contributions directly to a Roth IRA from the VCP.
WORKING WHILE GETTING SOCIAL SECURITY
Q
My wife is a Civil Service Retirement System (CSRS) Offset employee who is age 64. She plans to continue as a federal employee for one more year. Could she receive her Social Security while she continues working for the federal government?
A
If she is still working, her Social Security benefits will be offset by $1 for
every $2 earned if her earnings exceed the annual earnings limit of $16,920 in 2017. Once she reaches her full retirement age, which is age 66 in her case, she will no longer be subject to the annual exempt amount of $16,920. Social Security benefits can start as early as age 62; however, if benefits are started early, they will be reduced based on the number of months that benefits are received before reaching full retirement age. If her full retirement age is 66, the reduction in benefits at age 64 is about 13.3 percent. Filing for Social Security earlier would result in a reduction based on her age, and Social Security would reclaim all of her benefits due to the earnings limit. In this situation, it is advisable to wait until reaching full retirement age to apply for Social Security to avoid the reduction for age.
MARRIAGE AND FAMILY FEHB COVERAGE
Q
I am engaged and plan on getting married before I retire. I am enrolled in Blue Cross Blue Shield (BCBS) Standard as Self Only. What are the requirements for changing to family coverage for my new spouse?
A
Congratulations! If you have Self Only coverage and you marry, you may change to Self Plus One immediately or change from one plan or option to another. You must submit your enrollment change
from 31 days before to 60 days after the change in family status. Marriage is a “qualifying life event (QLE) and you do not need to wait until Open Season to make a change. You should contact your health plan to inform them of the new family member(s). If your health plan questions whether someone is an eligible family member, the health plan may ask you or your agency human resources (HR) office for more information. The FEHB Program Handbook provides detailed information on who is an eligible family member. Your HR office can give you additional details about family member eligibility, including any certification or documentation that may be required for coverage.
RETIREES CHANGING BANKS FOR ANNUITY DEPOSIT
Q
I have moved from one state to another and would like to change the bank where my annuity check is directly deposited. What is the process to have the direct deposit of my federal pension switched from one bank to another?
A
You can obtain Standard Form 1199A, “Direct Deposit Sign-Up Form” at your new bank or financial institution. You will need to know your CSA retirement claim number. Send the form to the Office of Personnel Management,
W W W. N A R F E . O R G
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Questions & Answers
P.O. Box 440, Boyers, PA 160170440. The change also can be made by calling 1-888-767-6738. The SF 1199A also can be faxed to OPM by your financial institution at 724-794-6633. You will have to have your the CSA retirement claim number, new bank routing number and new account number on the form.
GPO AFFECTS SURVIVOR’S SOCIAL SECURITY
Q
I am a Civil Service Retirement System (CSRS) annuitant who also is receiving Social Security and subject to the Government Pension Offset (GPO). If my spouse dies
will the Social Security survivor benefit also be reduced?
A
The GPO reduces Social Security benefits paid to spouses or survivors when the spouse or survivor earned a pension from a government job that was not covered by Social Security. Your Social Security widow’s or widower’s benefits will be reduced by two-thirds of the amount of your government pension.
PREMIUM CONVERSION ENDS WITH EMPLOYMENT
Q
As a federal employee, I had been paying my portion of the Federal
Employees Health Benefits (FEHB) Program premiums using pretax dollars. Now that I have retired can I do the same?
A
Pretax premium conversion lets you exclude your medical, dental and vision premiums from your taxable income. However, annuitants cannot participate in premium conversion because of the tax code. Annuitants must always have their FEHB premiums deducted from their Civil Service Retirement System Federal Employees Retirement System annuities on an aftertax basis.
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Questions & Answers
LATE ENROLLMENT IN MEDICARE PART D
Q
Is there a penalty for late enrollment for the Medicare Part D prescription drug plan and is enrollment required if you have coverage through the Federal Employees Health Benefits (FEHB) Program?
A
FEHB plans cover at least as much as a Medicare prescription drug plan. Those who have FEHB coverage won’t be subject to the 1 percent monthly penalty for not enrolling in the Medicare drug plan (888) if they enroll within www.FreedomPlaza.com 467-5202 63 days of the initial enrollment period. There is a notice in Retired Officers’
FEHB plan brochures explaining that FEHB plans are creditable plans for purposes of Part D, and individuals covered by a FEHB plan are not subject to the Medicare Part D late enrollment penalty.
DOES GPO AFFECT FEDERAL SPOUSES?
Q
If I have never worked for the federal government and file for Social Security spousal benefit based on the work history of my husband, who was a federal employee. Am I impacted by the Government Pension Offset (GPO)?
A
Social Security spousal benefits provide income to wives and husbands who have little or no Social Security benefits of their own. These benefits were intended for spouses who were financially dependent on their husbands or wives who worked at jobs covered by Social Security. The GPO affects only individuals who received their own government pensions based on their own government employment not covered by Social Security.
RETIRING ABROAD
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Questions & Answers
NARFE at Your Service considering living abroad for an extended period of time. What action is required, other than a change of address, to continue receiving my annuity?
A
As far as your retirement benefit is concerned, you may receive your annuity regardless of where you live. Your checks may be sent to another country or deposited, if the country permits direct deposit. The August 2013 issue of narfe magazine covers retirement abroad in-depth and is archived online.
CORRECTION
In the October 2017 narfe magazine, the Q&A section incorrectly referred to a requirement that a surviving spouse is only eligible to continue FEHBP if he or she is covered under the annuitant’s Self and Family plan. It should have said Self and Family or Self Plus One plan. To obtain an answer to a federal benefits question, NARFE members should call 703-838-7760 and ask for the Federal Benefits Service Department; send the question by postal mail to NARFE Headquarters, ATTN: Federal Benefits; 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:
703-838-7760, ext. 202
Retirement: What’s Your Plan? You’ve reached retirement, and now it’s time to enjoy the next chapter of your life. But should unforeseen circumstances arise— such as the possible need for long term care—do you have a plan to help ensure your hard-earned savings are protected? Including the Federal Long Term Care Insurance Program (FLTCIP)— designed specifically for the federal family—as part of your retirement plan can help safeguard your savings and assets should you ever need long term care. Note: Certain medical conditions, or combinations of conditions, will prevent some people from being approved for coverage. You need to apply to find out if you qualify for coverage under the FLTCIP.
Start Planning Today 1-800-LTC-FEDS (1-800-582-3337) TTY 1-800-843-3557 LTCFEDS.com/startmyplan
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Cover Story 24
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FEDERAL CYBERSECURITY SHORTAGE: MANY THREATS, FEW PROFESSIONALS By David Tobenkin
Scarcely a month goes by when Thierry Wandji, a civilian senior software reliability and security lead engineer at the Department of Defense’s (DOD) Naval Air Systems Command (NAVAIR), does not field a headhunter call asking him if he would like to leave NAVAIR and join the private sector. So far he has resisted, but that is not the case for many colleagues.
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FEDERAL CYBERSECURITY SHORTAGE: MANY THREATS, FEW PROFESSIONALS
“A lot of my colleagues have ended up working in the private sector, in part because employment offers run 40 to 50 percent more in compensation than comparable positions in federal government,” Wandji says. “But I am working in the Department of Defense for a reason – for me it is more about the mission than the money. And I do earn some additional money by teaching in academia.” Cybersecurity experts, like Wandji, are key to the federal government’s efforts to staunch cyberattacks on the federal government that have exposed millions to identity theft and provided a path for malevolent actors to compromise organizational missions. The federal government, like the private sector, is in a footrace to recruit, train and retain these professionals. While strides have been made, experts say that much remains to be done. It’s the Wild West out there for cybersecurity professionals, with missions and position descriptions still being defined, fierce competition to hire key talent and fiercer competition to retain them. “ Statistics show that cybersecurity professionals are getting as many as a dozen calls a month by recruiters for other positions.” —Joyce Brocaglia “Statistics show that cybersecurity professionals are getting as many as a dozen calls a month by recruiters for other positions,” says Joyce Brocaglia, chief executive officer of Alta Associates, a Flemington, NJ-based information technology (IT) and cybersecurity executive search firm. “On average, the industry standard for filling these positions, which account for 10 percent of IT jobs, takes 24 percent longer than other IT jobs and 36 percent longer than all jobs. Demand for cybersecurity professionals is great and will increase – there are predictions that there will be more than 1.5 million unfilled cybersecurity positions globally by 2020.”
THE CYBERSECURITY CHALLENGE
Cybersecurity has become the Achilles’ heel of an information age economy. Data breaches have devastated many leading corporations and federal agencies, including two breaches at the Office of 26
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Personnel Management (OPM) disclosed in 2015 that led to the compromise of the personal information of 22.1 million federal employees, retirees, contractors and federal job applicants. The National Security Agency (NSA) and the Department of Homeland Security (DHS) play key roles in the nation’s cybersecurity efforts by leading national prevention and response efforts, and many other federal agencies have their own key cybersecurity roles and challenges.
THE GOOD NEWS AND THE BAD NEWS
How is the federal government doing as a whole? The track record is mixed, according to experts. “I would say that federal agencies are making progress on cybersecurity human capital challenges in a number of areas, but recruiting, hiring and retaining cybersecurity staff is still a major challenge for agencies,” says Greg Wilshusen, director of information security issues at the Government Accountability Office (GAO). Wilshusen notes that GAO is performing two audits on the topic that may help measure the level of progress of federal agencies. One report will examine DHS efforts to identify cybersecurity personnel positions and critical needs, which is expected to be released in December 2017, and a similar report will examine comparable efforts throughout the entire federal government, which is expected to be released in December 2018. General progress has been made in understanding the threats and the necessary jobs and skills, Wilshusen notes, but in many ways, achieving federal agency cybersecurity remains a tale of two cities. A few key agencies, such as NSA, DOD and DHS, with critical national cybersecurity missions have more experience dealing with cybersecurity recruiting and retention challenges and are relatively advanced in their approach, while much of the rest of the federal government continues in a crash effort to catch up, says Ron Sanders, who until recently served as a vice president at Booz Allen Hamilton, where he consulted with federal agencies on cybersecurity issues. Sanders coauthored several landmark reports expressing concern regarding federal cybersecurity preparedness, including a 2015 report of Booz Allen Hamilton and the Partnership for Public Service, “Cyber InSecurity II: Closing the Federal Talent Gap.”
IS CYBERSECURITY A CAREER FOR YOU? Given tremendous staffing demand, many federal employees may wonder whether cybersecurity is a career for them. It is a field open to more backgrounds than one might think, notes Emma GarrisonAlexander, D.M., former chief information officer at the Transportation Security Administration and a longtime National Security Agency senior executive, who now serves as vice dean of Cybersecurity and Information Assurance at University of Maryland University College (UMUC). While computer coding and general information technology (IT) knowledge are important skill sets, other desired skill sets include communications skills, management skills, analytical skills and investigative skills. Thus, for example, an applicant with criminal justice experience but little IT expertise could offer a good skill set to an employer for some cybersecurity roles, particularly if supplemented with cybersecurity education, Garrison-Alexander notes. In 2010, UMUC began offering cybersecurity degrees and now has several degree programs at the bachelor’s and master’s level as well as certificate programs, including programs with classes at night and online. Most UMUC cybersecurity students are midcareer, in their early 30s, including many who are military or ex-military staff using the GI Bill to further their career efforts, GarrisonAlexander notes. The NICE Framework (NIST Special Publication 800-181) may help prospective applicants determine their suitability for positions as well as agencies that may hire them. This framework establishes a taxonomy and common lexicon that is to be used to describe all cybersecurity work and workers. It is intended to enable agencies to examine specific IT,
cybersecurity and cyber-related work roles, and identify personnel skills gaps, rather than merely examining the number of vacancies. Beyond education and skills, a successful cybersecurity career requires a commitment to a demanding, stressful field where ongoing learning and out-of-the-box thinking are expected. “Cybersecurity can be a truly rewarding career choice for anyone who is naturally intellectually curious, ambitious and a continuous learner,” says Devon Bryan, executive vice president and chief information security officer (CISO) at the Federal Reserve System and formerly deputy CISO at the Internal Revenue Service. “It is certainly a realistic possibility for military veterans and federal employees to retrain into cybersecurity. Some of the biggest impediments I’ve seen so far for mid-career professionals looking to transition into cybersecurity center around having to relocate to where the opportunities might be and accepting a lower starting salary commensurate with their lack of actual cyber experience.” What positions are most in demand? “There is an ongoing need for frontline experience within the federal cybersecurity workforce, with the greatest demand being at the nonmanagerial staff level,” notes a survey released in May by the Center for Cyber Safety and Education, the “Global Information Security Workforce Study” (GISWS). Nonmanagerial roles include positions such as security analyst, security auditor, security systems administrator and security engineer, notes Wesley Simpson, chief operating officer of (ISC)2, a nonprofit organization that specializes in information security education and certifications, which sponsored the survey.
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THE GREAT PAY DEBATE FEDERAL CYBERSECURITY SHORTAGE: Are Federal MANY Employees Paid Too Much, Too Little or Just Right? THREATS, FEW PROFESSIONALS
“The good news is that agencies at the tip of spear in cybersecurity, the DOD and the DHS, are well on their way toward implementing many, if not most, of our recommendations in ‘Cyber In-Security II,’” says Sanders, who now directs the University of South Florida’s School of Public Affairs and is an advisor to the Florida Center for Cybersecurity. “While those few agencies are the tip of the spear, every agency has its own crown jewels when it comes to data, and they have widely varying degrees of cybersecurity vulnerability. Unfortunately, some agencies have not made as much progress when it comes to recruitment and retention, and it may take a crisis like another cybersecurity breach incident to create the willpower to accomplish that.” In May, the Trump administration issued an executive order on cybersecurity that, among other things, held agency heads responsible for implementing risk management measures and required a variety of workforce development efforts, including a report by early September on how to support the growth and sustainment of the nation’s cybersecurity workforce in both the public and private sectors.
UNDERSTANDING THE NEED
Considerable progress has been made in better understanding the cybersecurity skills and positions that agencies need. In 2010, the National Initiative for Cybersecurity Education (NICE) was formed to provide a robust network for cybersecurity education, training and workforce development. The initiative, which is led by the National Institute of Standards and Technology (NIST), published a 2013 National Cybersecurity Workforce Framework (aka the NICE Framework) that, for the first time, provided a consistent way to define and describe cybersecurity work at any public or private organization, including federal agencies. “This document helps agencies know what skills their cybersecurity workforce needs and helps employees examine the skills connected to the work roles they perform. Employees can then identify training courses to improve their skills, enabling them to do more within their roles,” says Bill Newhouse, deputy director of NICE and a NIST senior security engineer. 28
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“This document glues educator, agencies and individuals together.” A GAO report released in April, “Cybersecurity: Federal Efforts Are Under Way That May Address Workforce Challenges” (the April GAO Cybersecurity Report), noted that while agencies audited by the GAO over the past six years had already adopted some of the GAO’s recommendations to improve agency workforce planning activities, not all recommendations have been implemented.
ATTRACTING AND RETAINING STAFF
Hiring and retaining cybersecurity experts remain a challenge at many federal agencies because the salaries offered to well-qualified candidates pale in comparison to private-sector salaries, according to a January 2017 report from the federal CIO Council. Sanders notes that the federal government’s salary is relatively competitive at the middle levels of the General Schedule (GS) scale, but it is not as competitive for younger employees, who can often command higher starting salaries in the private sector, as well as for senior-level talent, where annual private-sector compensation of $300,000 to $500,000 for top cybersecurity talent is not unheard of. “ What agencies like the IRS and the Federal Reserve provide that very few private-sector companies can offer is a mission of service to an organization that is critical to our great democracy and the global economy.” —Devon Bryan “It is indeed impossible for public-sector organizations like the Internal Revenue Service (IRS) or even my current employer, the Federal Reserve, to compete for cyber or IT talent if compensation is the only motivation of the job seekers,” says Devon Bryan, executive vice president and chief information security officer (CISO) at the Federal Reserve System and formerly deputy CISO at the IRS. “What agencies like the IRS and the Federal Reserve provide that very few private-sector companies can offer is a mission of service to an organization that is critical to our great democracy and the global economy.”
CYBERSECURITY ORGANIZATIONAL STRUCTURE While every agency or company chooses a different organizational structure for their cybersecurity function, Nader Mehravari, chief scientist at New York City cyber resilience optimization company Axio, says that there are four fundamental and overarching organizational elements that should be present in any cybersecurity function. PROTECTION FUNCTION: To protect, shield, and defend the enterprise from cyber threats and prevent disruptive cyber incidents. Traditionally, this has been the primary objective of typical cybersecurity organizations. The intent is to ensure that the cybersecurity organization proactively prevents the occurrence of cyber security incidents commensurate with its risk tolerance. Typical teams and activities are as follows: Perimeter protection team
maintains firewalls and take other actions to protect against intrusions.
Email monitoring team
detects harmful or potentially compromising emails from outsiders and employees.
Secure remote access team
ensures external environments are secure, such as two-factor authentication.
Other examples for protection function include: Host and network security, Application security, Identify and access management, Security engineering
MONITORING FUNCTION: To monitor the internal and external environments, detect attacks and hunt for threats. Given that no organization or system is immune to attacks and breaches, it is critical to ensure that the cybersecurity organization monitors ongoing operations and actively seeks to detect and report instances of suspicious and unauthorized events as expeditiously as possible. Typical teams and activities are as follows: Security operations center team
runs a security operations sector, monitoring centers that have been put out in the field to monitor the network, including computers and servers, and who logs on, to maintain situational awareness.
Vulnerability analysis team
performs analyses of flaws and weaknesses on the system.
Penetration testing team
performs penetration testing of the network to detect system weaknesses.
Other examples for this area include: Monitoring team
SUSTAINMENT FUNCTION: To respond to and lead recovery from incidents and sustain operations when incidents occur. Given that today’s technologies do not guarantee immediate detection of suspicious events, when a cybersecurity incident occurs, it is important to minimize its impact and ensure that contingencies are rapidly deployed to return assets to normal operations as soon as possible. (Assets include technologies, information, people, facilities, supply chains.) Typical teams and activities are as follows: Incidence response team
performs a command and control function, responding like firefighters to intrusion incidents.
Disaster recovery team
fixes the damaged IT environment, such as hardware or software damaged after a cyber intrusion, by replacing the hardware, fixing the software and retrieving backed up data.
Business continuity team
makes and assists execution of contingency plans to enable functioning of day-to-day organization operations while components of the network are not functioning.
MANAGEMENT and GOVERNANCE FUNCTION: To improve management, governance, compliance, education and risk management. Strategic investment in people and processes is as critical as investment in technology; thus, it is important to ensure that the cybersecurity organization provides ongoing oversight, management, performance measurement and course correction of all cybersecurity activities. This includes a strong cyber risk management capability and associated risk mitigation strategies as well as risk transfer strategies such as cyber insurance. Typical teams and activities are as follows: Cyber risk management team
identifies cyber risks faced by the organization, prioritizes them and examines how these risks can be addressed.
Cybersecurity awareness and training team
teaches employees about cyber risk in day-to-day work, such as identifying and avoiding bad emails or potentially harmful links.
Policies and procedures team
set rules and regulations regarding what employees are and are not allowed to do on the network and ensures compliance.
performs program management, financial management, HR and administration functions. They also perform and analyze metrics and reporting functions for the cybersecurity division. These General administration team functions may differ for the cybersecurity operation as compared to the organization as a whole because of the specialized nature of, and greater security needed for, the cybersecurity function.
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FEDERAL CYBERSECURITY SHORTAGE: MANY THREATS, FEW PROFESSIONALS
Solutions to address the compensation challenge may lie in special authorities that allow federal agencies to pay more than the GS or Senior Executive Service (SES) schedules would otherwise allow. The CIO Council report also noted that the hiring process for federal agencies often takes significantly longer than in the private sector and that selection officials with limited cybersecurity expertise may misevaluate candidates’ capabilities, leading to under-qualified candidates advancing ahead of well-qualified ones. The April GAO cybersecurity report found that although competitive hiring has been the traditional method of hiring, agencies can use additional hiring authorities to expedite the hiring process or achieve certain public policy goals. More flexible authorities include excepted service and direct hire authorities. The Office of Management and Budget (OMB) issued guidance on cybersecurity in its 2015 Cybersecurity Strategy and Implementation Plan and tasked OPM with providing agencies with information about a number of hiring, pay and leave flexibilities to help recruit and retain individuals in cybersecurity positions. As a result of this plan, OMB and OPM published a cybersecurity human resources strategy with goals, action and timelines for improving the cybersecurity workforce. In 2016, OMB reported that agencies had made progress in implementing strategies to address workforce shortages. Agencies hired more than 7,500 cybersecurity and IT professionals in 2016, an increase over the 5,100 cybersecurity and IT employees hired in 2015, according to the OMB report. “ ...it is hard to say whether agencies are hiring staff with the skills needed to fill cybersecurity gaps.” —Greg Wilshusen Yet the number of new hires may not be the best metric of overall cybersecurity staffing progress, Wilshusen notes. “It’s not just a matter of numbers,” he says. “The last several laws, including the Homeland Security Workforce Assessment Act, require agencies to start identifying who their cybersecurity personnel are, what the agencies’ cyber needs are and their positions of critical need. Until they do that, it is 30
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hard to say whether agencies are hiring staff with the skills needed to fill cybersecurity gaps.” Sanders says it may be difficult to raise the rest of the government to the cybersecurity staffing level of DHS and NSA. One alternate approach to the staffing challenge would be to establish a special cybersecurity corps, perhaps under DHS, with “cyber ninjas” who would be employed by DHS but deployed at other agencies where there is need. This interconnection would leverage DHS’s cybersecurity strengths and branding, potentially increasing the appeal of federal service to many in the cybersecurity field. Yet there may be limits to the ability to retain cybersecurity professionals, according to Wilshusen and other experts. They believe that most cybersecurity employees will not want a 25- to 30-year career in federal government, given the demand for their skills in the private sector where there are opportunities for higher salaries, greater advancement and ability to broaden their knowledge base. This challenge is compounded by the fact that many agencies lack a career path that would allow cybersecurity professionals to steadily advance in federal careers, Wilshusen says. One competitive edge that the federal government may hold relates to the fact that the cybersecurity field, as a whole, has employed disproportionately few women and minorities. Federal government has a long-standing reputation for employing a more diverse workforce than the private sector, including more women and minorities in senior positions, notes Bryan. In response to the under-representation of women and minorities in the cybersecurity field, several nonprofits were formed to address the issue. In 2014, Bryan cofounded the International Consortium of Minority Cybersecurity Professionals (ICMCP), a nonprofit organization which helps create opportunities to attract and develop minority cybersecurity talent through scholarships, mentoring and internships. In 2002, Brocaglia founded the Executive Women’s Forum on Information Security, Risk Management and Privacy, a member organization dedicated to engaging, developing and advancing women in cybersecurity. —DAVID TOBENKIN IS A FREELANCE WRITER BASED IN THE GREATER WASHINGTON, D.C., AREA.
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BY TAMMY FLANAGAN
The #1 question asked by Feds who are approaching age 65: Does it make sense to add Medicare Part B coverage to the Federal Employees Health Benefit (FEHB) plan? There are pros and cons to the Medicare Part B enrollment decision. There are reasons that you may want to avoid Medicare: The high cost of paying additional premiums to carry Medicare Part B, the perceived bias against Medicare patients and the fact that FEHB coverage has served you well so far. Yet, there is also the concern that, as you age, good health may decline and chronic illnesses may develop, which may make dual FEHB/Medicare coverage worth the price. W W W. N A R F E . O R G
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This article will focus on Medicare Part B, which covers outpatient care and is sometimes referred to as “doctor’s” coverage. The October issue of narfe magazine addressed the other three parts of Medicare – Parts A, C and D. To be clear, this article is not about replacing FEHB coverage. There is no requirement to add Medicare A and B coverage in order to maintain FEHB past age 65. For most federal retirees, there is a choice to continue FEHB without the additional benefit of Medicare, and FEHB will continue to provide coverage even if you decide not to enroll. There are some health plans, such as TRICARE For Life, Medigap plans and Medicare Advantage plans (Part C), that require enrollment in the original Medicare Parts A and B. If you need certain services Medicare doesn’t cover, you’ll have to pay for them yourself unless you have other insurance. Since 2000, the participation rate in Medicare Part B for newly eligible annuitants has declined 20 percent among fee-for-service plans and by 10 percent for HMOs, according to the Office of Personnel Management (OPM) 2015 FEHB Program Carrier Letter. The following year, the 2016 FEHB Program Carrier Letter noted that an increasing number of plans have adopted changes to promote increased enrollment in Medicare Part B. These incentives can be a significant factor in your decision to add Medicare coverage. Section 9 of every FEHB plan brochure will outline the coordination of coverage once Medicare A and/or B become the primary payer for your healthcare expenses.
DELAYED ENROLLMENT COSTS
If you are employed and carry FEHB through current employment, in which premiums are deducted from your salary rather than from a retirement benefit through the Civil Service Retirement System (CSRS) or Federal Employees Retirement System (FERS), you should delay Part B enrollment until retirement. You may qualify for a Special Enrollment Period (SEP) that will allow you to sign up for Medicare Part B during the following: • Any month you remain covered under the group health plan and your employment continues, or your spouse’s employment continues; or • The eight-month period that begins with the month after your group health plan coverage – or the employment it is based on – ends, whichever comes first. 34
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Keep in mind that for every 12-month period that Part B enrollment is delayed past your initial enrollment period (the seven months around your 65th birthday) or the SEP, if later, there is a 10 percent permanent surcharge on the premium. For example, if you retire with FEHB coverage at age 68 and wait another five years until age 73 to enroll in Medicare Part B, you will incur a surcharge that will increase your premiums by 50 percent (the five-year delay x 10 percent) of the current premium. If you wish to sign up during the SEP, you will need form CMS-40B, “Application for Enrollment in Medicare Part B.” Prior to your retirement, you also will need to complete CMS-L564, “Request for Employment Information,” to show that you have been covered by health insurance from current employment. These forms are available at www.medicare.gov.
JUSTIFY THE MEDICARE PREMIUM
In many cases, some – or all – of the Medicare premium cost may be offset by the savings offered by your FEHB plan. First, add up your current out-of-pocket health care costs and then determine if those costs would be lower by adding Medicare coverage. For example, here is what one federal retiree reported about their experience as a federal couple with Medicare Part B: “I have had six doctor’s visits during the past year, which were for diagnostic and routine healthcare. Without Medicare, I would have paid $1,790 out of pocket under my current insurance plan. Because I had Medicare Part B, I paid almost nothing, as my FEHB plan waives out-of-pocket expenses. Since both my spouse and I have good retirement incomes, we pay a bit more for Medicare Part B premiums. At this point, I have saved as much as I paid for Medicare. My spouse has saved several times the cost
of his Medicare premium because he has some ongoing medical issues that require frequent doctor visits.” Although Medicare Part B has a premium of $134 per month in 2017 (or more depending on your income), it can provide you with almost 100 percent coverage for most outpatient medical expenses. Many FEHB plans will waive their own deductibles, co-payments and coinsurance when Medicare Part B pays first and also cover the Medicare deductible and coinsurance, leaving you with $0 to pay out of pocket. Section 9 of every FEHB plan brochure will explain the plan’s coordination with Medicare. Medicare pays in full for many preventative and screening services, which leaves nothing for your FEHB plan to pay. For other outpatient services, Medicare Part B has a deductible of $183 per year in 2017 and then a 20 percent coinsurance for the Medicare-approved amount W W W. N A R F E . O R G
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for most doctor services (including most doctor services while you’re a hospital inpatient), outpatient therapy and durable medical equipment.
CHANGE FEHB PLANS
Another option is to consider switching FEHB plans. There is a wide range of premiums for the various FEHB plans and plan options that range from less than $100 per month for some Self Only plans to more than $2,000 per month for Self and Family or Self Plus One enrollment. Changing FEHB plans is not an easy decision for most people as many have had the same coverage during their entire federal career and into retirement. Thinking about this change can trigger feelings of anxiety and fear: • What if my costs go up instead of down? • What if there is a snag in the paperwork? • What if my providers drop me? It might seem easier to not to rock the boat! Here’s the dilemma that a recent retiree faced: “Switch to what? No matter where you live, you have many FEHB plan options to choose from, each covering routine physical exams, doctor’s office visits, specialist visits, lab tests, prescriptions, ambulance service and more! The problem is that most of us don’t have the time or expertise to read and comprehend all of the plan brochures. As I see it, I have four choices!” For most retirees, it does boil down to these four choices in the chart below. OPM has expanded the resources for navigating the FEHB selection process on their website at www.opm.gov/healthcare-insurance. You will find plan comparison tools and links to plan websites and plan brochures. When you click on “Plan Information,” you also will find the “Consumer’s Checkbook Guide to Health Plans
for Federal Employees and Annuitants.” If you can narrow your selection, then it is easier to compare benefits by specifically focusing on Medicare coordination. In addition to premiums and coordination between Medicare/FEHB, the following should be considered before changing plans: • Dental and vision care • Coverage for hearing aids • Routine foot care • Maximum out-of-pocket costs (catastrophic cap) • Consumer-driven health plans (CDHPs) may offer a health fund to help pay for out-of-pocket expenses or funds can be used to pay Medicare Part B premiums • Prescription benefits (some plans may lower prescription costs when Medicare Part B is primary)
SPOUSAL CONSIDERATIONS
Another issue you may face is the needs of your spouse who may not be eligible for Medicare until later (or earlier) than your eligibility. If your spouse also is a federal employee or retiree, you may be able to enroll in two individual FEHB plans. However, if you are covered under one enrollment or if you have dependent children, then you must consider the needs of all family members when selecting your FEHB plan.
MEDICARE FACT OR FICTION?
Is it fact or fiction that doctors refuse to see Medicare patients? The vast majority of nonpediatric primary care physicians (93 percent) say they accept Medicare – comparable to the share accepting private insurance (94 percent), according to research from the Kaiser Family
FOUR CHOICES FOR MEDICARE AND FEHB
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Add Part B?
Change FEHB?
Yes
Stay with current plan
Yes
Switch
No
Stay with current plan
No
Switch
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Foundation (KFF), a nonprofit, nonpartisan organization focused on national healthcare issues. A majority of primary care physicians also say they are also taking new Medicare patients (72 percent), but this share is somewhat lower than the share of primary care physicians accepting new privately insured patients (80 percent). The KFF research also notes that primary care is especially important for people with Medicare (55 million seniors and adults with permanent disabilities) because they are significantly more likely than others to have multiple chronic conditions. Will the experiences of others who have Medicare be the same as yours? The fear of the unknown is “the oldest and strongest kind of fear,” according to author Howard Phillips Lovecraft. This fear was expressed by one retiree as follows: “I’m not yet 65 myself, but I’ve assisted my own parents living in a Medicare world, and it’s scary. What I’ve run into repeatedly is that it seems that the focus of the medical industry is not on the best care for the patient, but rather what Medicare will pay for. I’d prefer to avoid relying on Medicare.”
This fear is shared by many who have not yet qualified for Medicare but have based their opinions on the experience of others. Beware of the differences for Medicare enrollees who do not have secondary coverage under FEHB but instead are enrolled in a Medicare Advantage plan, otherwise known as Medicare Part C. Be sure to let your providers know that you’re covered under “original Medicare” (Parts A and B) along with FEHB as secondary payer. A KFF report states that Medicare Advantage enrollment has more than tripled since 2004, reaching 19 million, or 33 percent of all Medicare enrollees. In 2017, one in three people with Medicare is enrolled in a Medicare Advantage plan, according to the KFF. Is there anything wrong with Medicare Advantage? Like anything else, there are pluses and minuses. The big plus is that Medicare Advantage plans have lower premiums than FEHB plans combined with Medicare A and B. That does not mean lower overall cost … just premiums. The table below provides a comparison.
MEDICARE ADVANTAGE AND FEHB COMPARISON Medicare Advantage
Medicare A and B with FEHB
Coinsurance*
20% - 40% more
Often waived when A and B are primary
Medicare A and B
May be included
Must pay additional premium for Medicare Part B
Network
Out-of-network providers may not be covered; applies to HMO and preferred provider organization (PPO) plans
When A and B are primary, may not require network providers
Medically Necessary
You may be responsible for all costs if not covered
If not covered by Medicare, FEHB may cover
Maximum Out-of-pocket
May change/different limits for different plans
Rarely applies if Medicare A and B are the primary payer
*Difference between the charge and the insurance payment 38
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CHANGING OR SUSPENDING FEHB
If you would like to try a Medicare Advantage plan instead of FEHB, you may suspend (not cancel) your FEHB coverage by using OPM Form 2809. Only retirees, not employees, may suspend coverage to use Medicare Advantage, Tricare (or other military health plan) or Peace Corps health plans. Once your FEHB is suspended, you don’t pay premiums or have FEHB coverage. You will be able to cancel the suspension and re-enroll during a subsequent Open Season. You also may use OPM Form 2809 to elect qualifying life event (QLE) code 2L, to change FEHB plans outside of the annual Open Season once you are within 30 days of qualifying for Medicare – this QLE can be used only once in your lifetime. Here’s a story from a retiree who decided to enroll in Medicare and change FEHB plans when he turned age 65: “It was very easy applying online for Medicare (www.ssa.gov) and having the monthly premium deducted from my CSRS annuity.” Medicare premiums are typically withheld from a Social Security payment, but if not eligible for Social Security Administration benefits, you can elect to have withholding from your CSRS retirement. To do this, send an email to opmmailbox@cms.hhs.gov and be sure to include your Civil Service Annuitant (CSA) number as identification. However, the retiree in our story above found that it was not so easy to change his FEHB coverage. He faxed OPM Form 2809 to the agency on June 1 and also mailed the original. After numerous phone calls to both OPM and his new FEHB plan, he finally received a “Health Benefits Enrollment Change” letter from OPM, but it had the wrong plan name. Everything was resolved by July 10, so it all ended well. You may contact OPM by calling toll-free 888-767-6738 or by writing to: Office of Personnel Management, P.O. Box 45, Boyers, PA, 16017. Please remember to include your current mailing address and your CSA number on all communications. You also can manage your retirement online at www.servicesonline.opm.gov. 40
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WHEN IS IT TOO LATE?
Some retirees have second thoughts about past decisions. Consider the experience of this 69-year-old retiree: “I have a specific concern about my decision to keep Self Plus One FEHB coverage and only take Medicare Part A. Our out-of-pocket costs have been significant. I’ve had several procedures performed in a hospital, one of which included an overnight stay, but none were considered a ‘hospitalization’ under the Medicare Part A definition because you must be “admitted.” Another 74-year-old retiree wrote about a lack of research in making the initial decision: “I would like to know whether I should revisit my prior decision to waive Medicare Part B. I didn’t do any research at the time and I am now regretting that choice.” In this scenario, if you are going to pay twice as much for Medicare Part B premiums (or more), would it be possible to save that much by switching to a lower-cost health plan that waived out-of-pocket expenses? It is possible, but remember that Medicare Part B is not going to help much with prescription drug costs. This option is definitely worth evaluating before the next open enrollment for original Medicare from January 1 to March 31. Enrollments during this period are effective on July 1. Hopefully, you can see that there are valid reasons to dispel the myth that Medicare Part B is not worth the cost. This is a Catch-22 decision because when you are eligible for Medicare, you probably don’t really need it, but if the day comes when you have developed chronic health problems and wish you had Medicare Part B coverage, it could be too expensive. The risk of changing FEHB plans or adding Medicare Part B coverage may provide a financial reward in the long run for many federal retirees. This decision is worth the time it takes to look before you leap. —TAMMY FLANAGAN IS A NARFE FEDERAL BENEFITS INSTITUTE WEBINAR PRESENTER; MANAGER OF TAMMY FLANAGAN, LLC, AND SENIOR BENEFITS DIRECTOR AT THE NATIONAL INSTITUTE OF TRANSITION PLANNING, INC. SHE CONDUCTS RETIREMENT TRAINING AT FEDERAL AGENCIES, WRITES A WEEKLY COLUMN CALLED “RETIREMENT PLANNING” FOR WWW.GOVEXEC.COM AND IS A FREQUENT GUEST ON FEDERAL NEWS RADIO.
Embrace retirement with confidence. GEHA’s Standard and High Option health plans work hand in hand with Medicare A & B. Most copays and deductibles are waived Comprehensive coverage, including prescription drugs Choose in- or out-of-network providers Vision coverage included $2,500 toward hearing aids every three years Coverage travels with you, even internationally Choose the right health plan for you at geha.com/medicare.
OPEN SEASON NOV 13 – DEC 11
800.262.GEHA geha.com/medicare © 2017 Government Employees Health Association, Inc. All rights reserved. This is a brief description of the features of Government Employees Health Association, Inc. Before making a final decision, please read the GEHA federal brochure, RI 71-006. All benefits are subject to the definitions, limitations and exclusions set forth in the federal brochure.
Open Season Report
O
PEN SEASON REPORT
2017 OPEN SEASON: NOVEMBER 13-DECEMBER 11
FEHB PREMIUMS
T
he Office of Personnel Management (OPM) announced October 4 the 2018 premium rates for the Federal Employees Health Benefits (FEHB) Program. The enrollee share of premiums for non-postal employees and all annuitants will increase an average of 6.1 percent in 2018. (Postal employees pay a different rate because of collective bargaining agreements.) The average increase in the government share of premiums will be 3.2 percent. The overall average total premium will be 4.0 percent in 2018. Health maintenance organization (HMO) premiums will go up an average of 5.5 percent, while fee-for-service (FFS) plan rates will rise an average of 3.8 percent. Changes in FEHB coverage may be made during Federal Benefits Open Season, November 13-December 11. Also included in Open Season are the Federal Employees Dental and Vision Program (FEDVIP) (see p. 56) and the Federal Flexible Spending Account Program (FSAFEDS). There is no need for enrollees to re-enroll in FEHB and FED-
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VIP unless they want to change plans or their current plan ceases participation. However, employees must re-enroll in FSAFEDS every year to continue to participate. Enrollee Premiums. The tables on pages 43 and 44 list the six open-to-all, FFS plans, the four restricted FFS plans and the largest participating HMOs; the 2018 cost of each plan for both employees and retirees; and the increase/decrease from 2017.
Rates listed are applicable to most non-postal federal employees as well as all retirees and survivors. For a listing of all premiums, go to www.opm. gov/healthcare-insurance/ open-season/. Changes in FEHB enrollee premiums vary from plan to plan, but, on average, enrollees with Self Only coverage will pay $5.57 more per biweekly pay period; (Continued on p. 46)
INCREASES CREATE FINANCIAL BURDEN FOR FEDS, NEW COLA CALCULATION NEEDED
NARFE President Richard G. Thissen said that the 6.1 percent average premium increase is a reminder of the “all-too-familiar cycle of low or no pay raises, small or nonexistent cost-of-living adjustments (COLAs) and rising medical bills. “Like most Americans, federal employees and retirees are middleclass taxpayers, continuing to feel the pinch on their wallets every day. Years of no or low COLAs and pay raises that lag behind the private sector have created a financial burden on the federal community, increasing the need for meaningful reform. “As a solution, Congress should pursue a new formula to calculate COLAs that accurately reflects the health care costs of our nation’s seniors, such as the CPI-E (Consumer Price Index for the elderly),” Thissen said. “This is just one step in the right direction to help account for the rising cost of FEHB and all health care premiums.”
KEY: Employees pay biweekly Annuitants pay monthly
2018 PREMIUMS — FEE FOR SERVICE Plan Option
Code
Total Premium biweekly monthly
Gov’t Pays biweekly monthly
Enrollee Pays biweekly monthly
Enrollee Increase/ Decrease biweekly monthly
OPEN TO ALL
APWU HEALTH PLAN High Self 471 $322.29 $698.30 High Self & Family 472 $773.48 $1,675.87 High Self Plus One 473 $676.79 $1,466.38 CDHP Self 474 $255.89 $554.43 CDHP Self & Family 475 $614.12 $1,330.59 CDHP Self Plus One 476 $562.95 $1,219.73 BLUE CROSS BLUE SHIELD SERVICE BENEFIT PLAN Standard Self 104 $342.41 $741.89 Standard Self & Family 105 $793.53 $1,719.32 Standard Self Plus One 106 $748.81 $1,622.42 Basic Self 111 $294.90 $638.95 Basic Self & Family 112 $702.56 $1,522.21 Basic Self Plus One 113 $662.84 $1,436.15 GEHA BENEFIT PLAN High Self 311 $332.82 $721.11 High Self & Family 312 $790.83 $1,713.47 High Self Plus One 313 $732.21 $1,586.46 Standard Self 314 $219.75 $476.13 Standard Self & Family 315 $519.70 $1,126.02 Standard Self Plus One 316 $472.47 $1,023.69 HDHP Self 341 $231.35 $501.26 HDHP Self & Family 342 $547.12 $1,185.43 HDHP Self Plus One 343 $497.40 $1,077.70 MHBP Value Self 414 $229.41 $497.06 Value Self & Family 415 $554.42 $1,201.24 Value Self Plus One 416 $543.56 $1,177.71 Standard Self 454 $268.82 $582.44 Standard Self & Family 455 $624.72 $1,353.56 Standard Self Plus One 456 $618.78 $1,340.69 HDHP Self 481 $262.02 $567.71 HDHP Self & Family 482 $608.83 $1,319.13 HDHP Self Plus One 483 $579.85 $1,256.34 NALC High Self 321 $308.04 $667.42 High Self & Family 322 $691.71 $1,498.71 High Self Plus One 323 $678.06 $1,469.13 CDHP Self 324 $214.26 $464.23 CDHP Self & Family 325 $473.82 $1,026.61 CDHP Self Plus One 326 $463.49 $1,004.23 Value Self KM1 $175.85 $381.01 Value Self & Family KM2 $389.03 $842.90 Value Self Plus One KM3 $380.37 $824.14 SAMBA High Self 441 $421.24 $912.69 High Self & Family 442 $1,010.97 $2,190.44 High Self Plus One 443 $926.72 $2,007.89 Standard Self 444 $326.84 $708.15 Standard Self & Family 445 $751.74 $1,628.77 Standard Self Plus One 446 $719.06 $1,557.96
$229.25 $521.58 $491.00 $191.92 $460.59 $422.21
$496.71 $1,130.09 $1,063.83 $415.82 $997.94 $914.80
$93.04 $251.90 $185.79 $63.97 $153.53 $140.74
$201.59 $545.78 $402.55 $138.61 $332.65 $304.93
$-1.25 $-1.20 $-1.94 $2.16 $5.19 $4.76
$-2.70 $-2.61 $-4.20 $4.69 $11.25 $10.31
$229.25 $521.58 $491.00 $221.18 $521.58 $491.00
$496.71 $1,130.09 $1,063.83 $479.21 $1,130.09 $1,063.83
$113.16 $271.95 $257.81 $73.72 $180.98 $171.84
$245.18 $589.23 $558.59 $159.74 $392.12 $372.32
$7.17 $17.72 $17.04 $2.50 $7.39 $7.20
$15.54 $38.39 $36.92 $5.42 $16.00 $15.60
$229.25 $521.58 $491.00 $164.81 $389.78 $354.35 $173.51 $410.34 $373.05
$496.71 $1,130.09 $1.063.83 $357.10 $844.52 $767.77 $375.95 $889.07 $808.28
$103.57 $269.25 $241.21 $54.94 $129.92 $118.12 $57.84 $136.78 $124.35
$224.40 $583.38 $522.63 $119.03 $281.50 $255.92 $125.31 $296.36 $269.42
$2.11 $6.68 $6.12 $1.08 $2.54 $2.32 $1.14 $2.68 $2.44
$4.57 $14.47 $13.27 $2.33 $5.52 $5.02 $2.46 $5.82 $5.28
$172.06 $415.82 $407.67 $201.62 $468.54 $464.09 $196.52 $456.62 $434.89
$372.80 $900.93 $883.28 $436.83 $1,015.17 $1,005.52 $425.78 $989.35 $942.26
$57.35 $138.60 $135.89 $67.20 $156.18 $154.69 $65.50 $152.21 $144.96
$124.26 $300.31 $294.43 $145.61 $338.39 $335.17 $141.93 $329.78 $314.08
$-2.39 $-5.78 $-5.66 $-0.68 $-1.58 $-1.57 $-0.66 $-1.53 $-1.47
$-5.18 $-12.51 $-12.26 $-1.47 $-3.42 $-3.39 $-1.43 $-3.33 $-3.18
$229.25 $518.78 $491.00 $160.70 $355.37 $347.62 $131.89 $291.77 $285.28
$496.71 $1,124.03 $1,063.83 $348.17 $769.96 $753.17 $285.76 $632.18 $618.11
$78.79 $172.93 $187.06 $53.56 $118.45 $115.87 $43.96 $97.26 $95.09
$170.71 $374.68 $405.30 $116.06 $256.65 $251.06 $95.25 $210.72 $206.03
$1.39 $5.04 $10.87 $0.00 $2.32 $0.00 $0.00 $1.91 $0.00
$3.01 $10.92 $23.56 $0.00 $5.03 $0.00 $0.00 $4.12 $0.00
$229.25 $521.58 $491.00 $229.25 $521.58 $491.00
$496.71 $1,130.09 $1,063.83 $496.71 $1,130.09 $1,063.83
RESTRICTED
$191.99 $415.98 $489.39 $1,060.35 $435.72 $944.06 $97.59 $211.44 $230.16 $498.68 $228.06 $494.13
$19.98 $43.30 $49.78 $107.86 $45.41 $98.39 $24.64 $53.37 $62.36 $135.11 $61.84 $133.99
COMPASS ROSE HEALTH PLAN (members of the Intelligence Community, employees of Departments of Defense and State) High Self 421 $321.36 $696.28 $229.25 $461.71 $92.11 $199.57 $7.72 $16.73 High Self & Family 422 $771.27 $1,671.09 $521.58 $1,130.09 $249.69 $541.00 $20.36 $44.11 High Self Plus One 423 $707.00 $1,531.83 $491.00 $1,063.83 $216.00 $468.00 $18.45 $39.98 FOREIGN SERVICE BENEFIT PLAN (American Foreign Service personnel, Departments of State and Defense, USAID, Foreign Agricultural and Commercial services, other executive branch employees assigned overseas; Foreign Service retirees) High Self 401 $264.22 $572.48 $198.17 $429.36 $66.05 $143.12 $1.61 $3.50 High Self & Family 402 $653.62 $1,416.18 $490.22 $1,062.14 $163.40 $354.04 $3.99 $8.64 High Self Plus One 403 $647.14 $1,402.14 $485.36 $1,051.61 $161.78 $350.53 $3.94 $8.54 RURAL CARRIER BENEFIT PLAN (active and retired rural letter carriers) High Self 381 $316.47 $685.69 $229.25 $496.71 $87.22 $188.98 $4.59 $9.95 High Self & Family 382 $612.83 $1,327.80 $459.62 $995.85 $153.21 $331.95 $5.90 $12.77 High Self Plus One 383 $600.81 $1,301.76 $450.61 $976.32 $150.20 $325.44 $5.78 $12.52 PANAMA CANAL AREA BENEFIT PLAN High Self 431 $264.38 $572.82 $198.29 $429.62 $66.09 $143.20 $4.32 $9.37 High Self & Family 432 $551.88 $1,195.74 $413.91 $896.81 $137.97 $298.93 $9.03 $19.56 High Self Plus One 433 $527.68 $1,143.31 $395.76 $857.48 $131.92 $285.83 $8.63 $18.70
Open Season Report
KEY: Employees pay biweekly Annuitants pay monthly
2018 PREMIUMS — LARGEST HMOS* Total Premium Gov’t Pays State(s) Plan Option Code biweekly monthly biweekly monthly DC, MD, VA AETNA OPEN ACCESS - CAPITOL REGION High Self JN1 $509.12 $1,103.09 $229.25 $496.71 High Self & Family JN2 $1,144.59 $2,479.95 $521.58 $1,130.09 High Self Plus One JN3 $1,133.25 $2,455.38 $491.00 $1,063.83 Basic Self JN4 $305.93 $662.85 $229.25 $496.71 Basic Self & Family JN5 $700.13 $1,516.95 $521.58 $1,130.09 Basic Self Plus One JN6 $642.92 $1,392.99 $482.19 $1,044.74 ID, WA KAISER HEALTH PLAN OF WASHINGTON High Self 541 $381.04 $825.59 $229.25 $496.71 High Self & Family 542 $838.30 $1,816.32 $521.58 $1,130.09 High Self Plus One 543 $838.30 $1,816.32 $491.00 $1,063.83 Standard Self 544 $281.07 $608.99 $210.80 $456.74 Standard Self & Family 545 $646.46 $1,400.66 $484.85 $1,050.50 Standard Self Plus One 546 $646.46 $1,400.66 $484.85 $1,050.50 HDHP Self PT1 $234.17 $507.37 $175.63 $380.53 HDHP Self & Family PT2 $538.58 $1,166.92 $403.94 $875.19 HDHP Self Plus One PT3 $538.58 $1,166.92 $403.94 $875.19 DC, MD, VA M.D. INDIVIDUAL PRACTICE ASSOCIATION (MDIPA) High Self JP1 $331.28 $717.77 $229.25 $496.71 High Self & Family JP2 $928.92 $2,012.66 $521.58 $1,130.09 High Self Plus One JP3 $646.99 $1,401.81 $485.24 $1,051.36 CA KAISER FOUNDATION HEALTH PLAN OF N. CALIFORNIA High Self 591 $424.84 $920.49 $229.25 $496.71 High Self & Family 592 $1,014.15 $2,197.33 $521.58 $1,130.09 High Self Plus One 593 $1,014.15 $2,197.33 $491.00 $1,063.83 Standard Self 594 $350.45 $759.31 $229.25 $496.71 Standard Self & Family 595 $820.06 $1,776.80 $521.58 $1,130.09 Standard Self Plus One 596 $820.06 $1,776.80 $491.00 $1,063.83 Basic Self KC1 $297.87 $645.39 $223.40 $484.04 Basic Self & Family KC2 $697.02 $1,510.21 $521.58 $1,130.09 Basic Self Plus One KC3 $697.02 $1,510.21 $491.00 $1,063.83 CA KAISER FOUNDATION HEALTH PLAN OF S. CALIFORNIA High Self 621 $303.76 $658.15 $227.82 $493.61 High Self & Family 622 $702.07 $1,521.15 $521.58 $1,130.09 High Self Plus One 623 $702.07 $1,521.15 $491.00 $1,063.83 Standard Self 624 $191.90 $415.78 $143.93 $311.84 Standard Self & Family 625 $443.55 $961.03 $332.66 $720.77 Standard Self Plus One 626 $443.55 $961.03 $332.66 $720.77 DC, MD, VA KAISER FOUNDATION HEALTH PLAN MID-ATLANTIC STATES High Self E31 $304.78 $660.36 $228.59 $495.27 High Self & Family E32 $701.00 $1,518.83 $521.58 $1,130.09 High Self Plus One E33 $701.00 $1,518.83 $491.00 $1,063.83 Standard Self E34 $233.06 $504.96 $174.80 $378.72 Standard Self & Family E35 $536.07 $1,161.49 $402.05 $871.12 Standard Self Plus One E36 $536.07 $1,161.49 $402.05 $871.12 Basic Self T71 $212.32 $460.03 $159.24 $345.02 Basic Self & Family T72 $509.77 $1,104.50 $382.33 $828.38 Basic Self Plus One T73 $464.41 $1,006.22 $348.31 $754.67 CO KAISER FOUNDATION HEALTH PLAN OF COLORADO High Self 651 $325.03 $704.23 $229.25 $496.71 High Self & Family 652 $734.56 $1,591.55 $521.58 $1,130.09 High Self Plus One 653 $734.56 $1,591.55 $491.00 $1,063.83 Standard Self 654 $235.89 $511.10 $176.92 $383.33 Standard Self & Family 655 $533.12 $1,155.09 $399.84 $866.32 Standard Self Plus One 656 $533.12 $1,155.09 $399.84 $866.32 Basic Self N41 $185.30 $401.78 $138.98 $301.11 Basic Self & Family N42 $418.78 $907.36 $314.09 $680.52 Basic Self Plus One N43 $418.78 $907.36 $314.09 $680.52
Enrollee Pays biweekly monthly $279.87 $623.01 $642.25 $76.68 $178.55 $160.73
$606.38 $1,349.86 $1,391.55 $166.14 $386.86 $348.25
$151.79 $316.72 $347.30 $70.27 $161.61 $161.61 $58.54 $134.64 $134.64
$328.88 $686.23 $752.49 $152.25 $350.16 $350.16 $126.84 $291.73 $291.73
$102.03 $221.06 $407.34 $882.47 $161.75 $350.45 $195.59 $492.57 $523.15 $121.20 $298.48 $329.06 $74.47 $175.44 $206.02
$423.78 $1,067.24 $1,133.50 $262.60 $646.71 $712.97 $161.35 $380.12 $446.38
Enrollee Increase/Decrease biweekly monthly $32.46 $73.65 $73.90 $3.14 $12.41 $2.19
$70.33 $159.58 $160.13 $6.80 $26.90 $4.75
$24.00 $-86.65 $106.71 $4.64 $-15.76 $27.06 $0.16 $-17.16 $14.95
$52.01 $-187.74 $231.21 $10.04 $-34.15 $58.64 $0.34 $-37.18 $32.40
$4.90 $10.62 $18.65 $40.40 $6.10 $13.20 $20.81 $51.43 $52.58 $11.10 $27.34 $28.49 $0.41 $-11.35 $-10.20
$45.09 $111.43 $113.93 $24.05 $59.24 $61.74 $0.89 $-24.60 $-22.10
$75.94 $164.54 $180.49 $391.06 $211.07 $457.32 $47.97 $103.94 $110.89 $240.26 $110.89 $240.26
$3.10 $12.15 $13.48 $1.13 $2.63 $2.63
$6.73 $26.31 $29.21 $2.45 $5.70 $5.70
$76.19 $179.42 $210.00 $58.26 $134.02 $134.02 $53.08 $127.44 $116.10
$165.09 $388.74 $455.00 $126.24 $290.37 $290.37 $115.01 $276.12 $251.55
$1.69 $-8.42 $16.43 $2.41 $3.33 $7.80 New New New
$3.68 $-18.25 $35.60 $5.23 $7.21 $16.90 New New New
$95.78 $212.98 $243.56 $58.97 $133.28 $133.28 $46.32 $104.69 $104.69
$207.52 $461.46 $527.72 $127.77 $288.77 $288.77 $100.37 $226.84 $226.84
$-0.02 $0.69 $1.84 $4.39 $9.94 $9.94 $3.96 $8.95 $8.95
$-0.04 $1.49 $3.99 $9.52 $21.52 $21.52 $8.59 $19.41 $19.41
*Based on information provided by the Office of Personnel Management (OPM). If your plan is not listed, it simply means that your plan is not one of the largest. OPEN SEASON CHANGES for employees are effective at the beginning of the first pay period after January 1, 2018. Changes for retirees and survivor annuitants are effective January 1, 2018, and premium changes will
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be reflected in February 1, 2018, annuity payments. If verified enrollment is required, the change notice from OPM should suffice for annuitants; the notification from their agency will suffice for employees.
MetLife Federal Dental Plan
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Open Season Report
(Continued from p. 42) enrollees with Self Plus One coverage will pay $12.55 more per biweekly pay period; and enrollees with Self and Family coverage will pay $12.17 more per biweekly pay period. (Employees pay premiums on a biweekly basis; retirees pay premiums on a monthly basis.) Enrollees with Self Only coverage in the popular Blue Cross Blue Shield (BCBS) Standard option will pay $7.17 more per
biweekly pay period in 2018; those with Self Plus One coverage will pay $17.04 more per biweekly pay period; and those with Self and Family coverage will pay $17.72 more per biweekly pay period.
CHANGES FOR 2018
New Plans. The following health plan has been added: Blue Open Access POS High option (codes QM1, QM3, QM2) in the following Atlanta, GA, metro area counties: Barrow, Bartow, Butts, Carroll,
IMPORTANT OPEN SEASON INFORMATION
Open Season doesn’t start until November 13. The 2018 premium rates are available, but many of the materials you will need to access to make your decision for 2018 will not be available until shortly before the start date. The following are ways to get information about Open Season: • THE WEB: 2018 premium charts for all Federal Employees Health Benefits (FEHB) Program plans are available at: www.opm.gov/ healthcare-insurance/healthcare/plan-information/premiums. General information about Open Season can be found at: www.opm.gov/ healthcare-insurance/open-season. • FACEBOOK: Updates on Open Season are available by Facebook at: www.facebook.com/USOPM.
PROVIDING DEPENDENT INFORMATION
If you are changing your health plan this Open Season and have either a Self and Family or Self Plus One enrollment, you will need to provide information about the dependents covered under your enrollment.
ADDITIONAL INFORMATION
Thinking About Retirement? Information about retirement and FEHB can be found at: www.opm.gov/healthcare-insurance/fastfacts/thinkfehb. pdf. • For the Federal Employees Dental and Vision Insurance Program (FEDVIP) and retirement, go to www.opm.gov/healthcare-insurance/ fastfacts/thinkfedvip.pdf. OPM also has a guide for retirees and employees near retirement that gives an overview of FEHB, FEDVIP, the Federal Employees’ Group Life Insurance Program (FEGLI) and the Federal Long Term Care Insurance Program (FLTCIP). Go to www.opm.gov/healthcare-insurance/ Guide-Me/Retirees-Survivors/.
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Cherokee, Clayton, Cobb, Coweta, Dawson, DeKalb, Douglas, Fayette, Forsyth, Fulton, Gwinnett, Hall, Haralson, Heard, Henry, Lamar, Meriwether, Newton, Paulding, Pickens, Pike, Rockdale, Spalding, and Walton; and the following Athens, GA, area counties: Clarke, Madison, Oconee and Oglethorpe. New Plan Options. The following plans have new options: • Health Net of California is adding a Basic option (codes T41, T43, T42) in Northern California. • Humana Health Plan, Inc. is adding a Basic option in Denver, CO (codes RZ1, RZ3, RZ2); Colorado Springs, CO (codes R21, R23, R22); Chicago, IL (codes RWl, RW3, RW2); and North Western Illinois (codes ABl, AB3, AB2). • Humana Employers Health Plan of Georgia, Inc. is adding a Basic option in Atlanta, GA (codes Q71, Q73, Q72); Macon, GA (code RJl, RJ3, RJ2); and Columbus, GA (codes RM1, RM3, RM2). • Kaiser Foundation Health Plan of the Mid-Atlantic States is adding a Basic option (codes T71, T73, T72) in the Northern Virginia, D.C., and Baltimore, MD, areas. • Medical Mutual of Ohio (formerly Health Span Integrated Care) is adding a Basic option (codes UXl, UX3, UX2) in Northeast Ohio. • Humana Health Plan of Texas, Inc. is adding a Basic option in San Antonio, TX (codes QXl, QX3, QX2); Austin, TX (codes QYl, QY3, QY2); Corpus Christi, TX (codes Q21, Q23, Q22); and Houston, TX (codes Q61, Q63, Q62). • Scott & White is adding a Basic option in Central and West Texas (codes A81, A83, A82); and North Texas (codes P81, P83, P82).
Open Season 2017 November 13th to December 11th (800) 222-2798 | www.apwuhp.com
Together. Better Health.®
We’re working hard to keep your premiums low.
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employees with focus and attention. As an APWU Health Plan member, you can rely on:
Comprehensive Choose any physician Two solid plans Affordable Affordable TheThe personal touch Comprehensive nationwide personal Comprehensive A nationwide Two solidTwo plans Affordable Comprehensive AA nationwide solid plans Affordable The personal The personal coverage or facility that accepts premiums from people who coverage network more to choose between premiumstouch from touch from coveragecoverage network of more ofof to choose premiums network more tobetween choose between premiums touch from Medicare, care than 1 million with no need people who care than 1 million people who carewho than 1 million people care for referrals* providers, with no providers, with no with no providers, need referrals need for need referrals forfor referrals
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To maximize your coverage, select APWU Health Plan’s High Option along with Medicare A and B.
No deductible You payor nothing for these services Stronger prescription drug You pay nothing for these services You pay nothing for these services coinsurance on coverage than Medicare when youchoose choose anetwork network doctor: whencovered you choose a network doctor: when you aPart doctor: expenses* D alone
Telehealth and 24 hour Nurse line
HIGH OPTION HIGH OPTION HIGH OPTION
CONSUMER DRIVEN OPTION CONSUMER DRIVENDRIVEN OPTION CONSUMER OPTION
100% covered services 100% covered services 100% covered services • Preventive care and screenings • Preventive care and screenings • Preventive care and screenings
100% covered services 100% covered services 100% covered services • Preventive care and screenings • Preventive care and screenings • Preventive care and screenings
2018 Monthly Premiums
•injury Accidental injury within hours • Accidental within 24 hours • Accidental injury within 2424 hours • Lab tests (when you use LabCorp • Lab tests• (when you(when use LabCorp Lab tests you use LabCorp and Quest Diagnostics) and Questand Diagnostics) Quest Diagnostics)
Shingles and Flu shots covered at 100%
the smartest $35 It’s the smartest $35 It’sIt’s the smartest $35 you’ll ever spend. you’ll ever spend. you’ll ever spend.
• Personal Care Account provides 100% coverage All federal employees • Personal•Care Account provides 100% coverage Personal Care Account provides 100% coverage All federalAll employees federal employees for first $1,200 your annual medical and retirees and retirees who are for the firstfor $1,200 of your annual medical thethe first $1,200 of of your annual medical who are who and retirees are Self Only $2,400 Self Plus eligible to enroll expenses expenses forexpenses Self Only or $2,400 foror Self Plus forfor Self Only or $2,400 forfor Self Plus eligible to eligible enroll intothe enroll in in thethe Self Only: $201.59 | SelfOnePlus One: $402.55 | Self and Family: $545.78 One and Self and Family FEHB program may and Self and Family One and Self and Family FEHB program may FEHB program may • Maternity care • Maternity• care become APWU Health Maternity care become APWU Health become APWU Health • Maternity care • Maternity • care Maternity carePart A and B pay as primary *High Option members when Medicare Plan members. As part • Diabetes Management Program Plan members. As part As part Plan members. • Diabetes•Management Program Program Diabetes Management • Tobacco Cessation Program • Tobacco •Cessation Program of enrollment, you will Tobacco Cessation Program
Open Season Report
Plan Terminations. Six health plans will drop out of the FEHB after December 31, 2017: Blue Cross and Blue Shield of Illinois (codes A21, A23, A22) in the Chicago, IL, area; New Mexico Blue HMO Preferred (codes Qll, Ql3, Q12, Q14, Q16, Q15) in New Mexico; Paramount Health Care (codes N81, N83, N82) in Northwest Ohio; Aetna Whole Health in the Houston, TX, area (codes ES1, ES3, ES2), in the Newport News, VA, area (codes J91, 193, 192), and the Milwaukee, WI, area (codes F71, F73, F72); United Healthcare Benefits of Texas, Inc. (codes GFl , GF3, GF2) in the San Antonio, TX, area; and Innovation Health Plan (codes LQI, LQ3, LQ2) in Northern Virginia.
Enrollees in these plans must select new coverage during Open Season. All HMO enrollees should review their plan’s 2018 brochure to see if they still live or work in their plan’s service area.
INFORMATION SOURCES
Employees will receive Open Season information from their
Make sure you do not pay more than you have to! In most cases, Self Plus One premiums are lower, but hundreds of thousands of enrollees have not switched from Self Plus Family. However, there are plans in which the enrollee premium for Self Plus One coverage is higher than the enrollee premium for Self and Family. Check your plan’s premiums for 2018 to make sure the Self Plus One premium is again lower than Self and Family.
It could help uncover health issues.
Sign up at BENEFEDS.com. Open Season dates: November 13 through December 11, 2017 EST
1061649.1 17-5088 48
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—FEDERAL BENEFITS INSTITUTE
SELF PLUS ONE CAUTION!
Cover your eyes. • Budget-friendly plans. • A large network. • Membership satisfaction.
agencies, and most eligible annuitants, survivor annuitants and former spouse annuitants will receive information from OPM. Plans will not automatically send enrollees their 2018 brochures. You must request a plan brochure or download it from www.opm.gov/insure.
The Aetna DirectSM plan Federal retirees: Put money back into your pocket. • Low monthly plan premiums — below the federal average1 • A fund of up to $1,800 to help you pay for prescriptions or Medicare Part B premiums • Waived deductibles and coinsurance for medical services if Medicare Parts A and B are primary and your provider accepts Medicare assignment
Open Season starts November 13. To find out more, visit aetnafeds.com/aetnadirect or call 1-855-277-4356.
aetnafeds.com/aetnadirect Assumes a single annual income up to $85,000 or a joint annual income up to $170,000. This premium increases as income increases. Rates are as of February 1, 2016, and are subject to change.
1
Health insurance plans are offered and/or underwritten by Aetna Life Insurance Company (Aetna). This is a brief description of the features of this Aetna health insurance plan. Before making a decision, please read the plan’s applicable federal brochure(s). All benefits are subject to the definitions, limitations and exclusions set forth in the federal brochure. Plan features and availability may vary by location and are subject to change. Aetna does not provide care or guarantee access to health services. For more information about Aetna plans, refer to aetnafeds.com/aetnadirect. ©2017 Aetna Inc. 19.12.310.1-FED (9/17)
Open Season Report
FEHB FAQS FOR OPEN SEASON
W
hy are the enrollee shares for some Self Plus One enrollments the same or higher than Self and Family enrollee shares for the same plan?
The Office of Personnel Management (OPM) has provided the following answer to that question: “For most enrollees, the enrollee share for Self Plus One will be lower than the enrollee share for Self and Family. However, it is possible that some plans will have higher enrollee shares for Self Plus One enrollments than for Self and Family enrollments. The statutory formula that is used to calculate the government contribution is based on the average of all plan premiums and requires that OPM calculate a maximum contribution for each enrollment type. In other words, there is a limit to how much the government will contribute toward the cost of a Self Only, Self Plus One or Self and Family enrollment. The government contributes the lesser of the maximum contribution or 75 percent of the total premium. The remaining amount is the enrollee share (how much the enrollee must pay). In some cases, such as plans with a premium cost that is above the program average, this calculation may re-
sult in a higher enrollee share for a Self Plus One enrollment than a Self and Family enrollment.” See example below.
W
hich benefit is the most important to consider?
For those not enrolled in Medicare Part B, the catastrophic protection benefit is very important. It puts a dollar limit on what you have to pay out of pocket in terms of co-payments and coinsurance for the expenses that the plan covers. Considering the catastrophic protection benefits for a two-option plan, it is not possible, generally, to recover enough in additional high-option benefits to offset the much higher premiums. However, you should carefully compare the options, especially prescription drug coverage.
I
f I make an Open Season enrollment change and I have to go to the doctor after January 1, which plan do I contact to provide the insurance coverage based on my visit?
Your new plan is not responsible for providing coverage until the effective date of your enrollment change, which for most employees is the first day of the first full pay period in January. If you need SELF PLUS ONE SELF & FAMILY
A B C D E 50
Total premium Lesser of
$400 Max Gov’t. Contrib. $291 A x 75 $300 Lesser of B $291 Gov’t. Contrib. and C Enrollee Contrib. A-D $109
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$420 $320 $315 $315 $105
medical services before the effective date of your Open Season enrollment, you should contact your old plan. Please remember, while the new enrollments are not effective until the first full pay period in January, the new plan benefits are effective January 1. Your old plan, therefore, will provide coverage according to the new contract. These expenses will count toward your prior year’s deductible. If you are an annuitant, you should contact your new plan. Your Open Season enrollment is effective January 1.
M
y health maintenance organization (HMO) sent a notice that it will stop participating in the FEHB Program during the new Open Season and now I have no plans where I live. What can I do?
You may not be eligible to enroll in an HMO plan, but there are several fee-for-service plans available nationwide to all federal employees and annuitants. These plans are: APWU Health Plan, Blue Cross Blue Shield Federal Employee Program - Standard Option, Blue Cross Blue Shield Federal Employee Program - Basic Option, GEHA Health Savings Advantage high-deductible health plan (HDHP), Mail Handlers Benefit Plan (MHBP), MHBP - HDHP, National Association of Letter Carriers Health Benefit Plan, SAMBA – High Option, and SAMBA – Standard Option. Please review the brochures of these plans to determine which plan best meets your medical needs.
WE DO. Keep your smile healthy with GEHA Connection Dental Federal. See any dentist, no deductible Free preventive care, in-network Orthodontia paid at 70% No waiting period for most services and procedures (including orthodontic services for High Option) $35,000 High Option annual maximum benefit More than 340,000 in-network provider locations nationwide Estimate the cost of common dental procedures at gehadental.com/2018.
OPEN SEASON NOV 13 – DEC 11, 2017* Enroll with GEHA at BENEFEDS.com. *
FEDVIP Open Season enrollment closes Dec. 11, 2017, at midnight EST.
877.590.GEHA gehadental.com/2018 Š 2017 Government Employees Health Association, Inc. All rights reserved.
Open Season Report
Got questions about Medicare and the FEHB? Get answers at “Medicare and the FEHB” and in the NARFE Federal Benefits Institute, www.narfe.org.
If federal enrollees have HMOs in their local areas that do not currently participate in the FEHB Program, we encourage them to ask their HMOs to consider the FEHB market for their area.
C
an I enroll online in the Federal Employees Dental and Vision Insurance Program (FEDVIP) without contacting the Office of Personnel Management (OPM), if I keep the
same health plan and do I need to do anything?
BENEFEDS is an enrollment and premium processing system sponsored by OPM that you must use to enroll in the Federal Employees
IMPORTANT REMINDERS FOR ALL FEHB PARTICIPANTS • RESEARCH PREFERRED PROVIDERS. Feefor-service (FFS) plans use preferred provider organizations (PPOs) and doctors to help contain program costs and keep premiums at a reasonable rate. Usually, you will save a lot on out-of-pocket costs if you use your plan’s preferred hospitals or doctors. However, PPO arrangements are business contracts that are not always renewed. PPO arrangements can be made and also can be discontinued from one year to the next. In addition, there may not be PPO arrangements in all parts of the country. If you are enrolled in a FFS plan or thinking of enrolling in one, you should check with the hospitals and doctors you use and ask them if they are PPO providers in your plan. You also can review your plan’s PPO directory to see if your doctor or hospital is a PPO provider for your plan.
• ASK QUESTIONS. Be careful to confirm information in your plan’s brochure by speaking with a plan representative. Do not assume anything. For example, plans may describe benefits in terms of “annual” or “annually.” This would seem to mean “each year,” when, in fact, it may mean that a year must have elapsed before it will cover you again. Also, while a hospital may be a PPO for your plan, not all departments in that hospital are PPO providers. Hospitals contract out much of their emergency room, technical and lab work to other groups that may not be PPO providers for your plan, and you will pay more for their services. • ID CARDS. New plan identification cards showing your enrollment are issued by the health plan. If you do not change to another plan or option during Open Season, you don’t necessarily get a new ID card from the plan.
IMPORTANT REMINDERS FOR ANNUITANTS AND SURVIVORS • OPEN SEASON NOTIFICATION. The Office of Personnel Management (OPM) will send you notification by mail or electronically if you have provided OPM with your email address. Both notices will provide details on Open Season and guidance on how to obtain information and materials. • PLAN PARTICIPATION. Make sure your current plan will participate in the Federal Employees Health Benefits (FEHB) Program for 2018. This is especially important if you are currently enrolled in a health maintenance organization (HMO) plan. • STAYING PUT. If, after reading your current plan’s brochure – particularly about changes and premiums for 2018 – you decide to continue your current coverage, you do not have to do anything. Your enrollment in your current plan will continue into 2018, and the new premiums will be deducted from your February 1, 2018, monthly annuity payment. • MAKING A CHANGE. For Open Season changes, call the Open Season Express number provided in your FEHB Open Season notice, log on to Open
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Season Online at the internet address provided in your Open Season notice, or contact the Open Season Processing Center provided in your Open Season notice. • LOW ANNUITY. If your monthly annuity is not enough to cover your plan’s 2018 premiums, you must change to a plan that you can afford. You also may pay your monthly premiums directly to OPM if you want to stay with your current plan but your monthly annuity is not sufficient to withhold the premium amount. • MEDICARE ENROLLEES. Make sure you read your plan brochure’s sections titled “When You Have Medicare” and “Coordinating Benefits With Other Coverage.” • AGE 65 AND NOT ENROLLED IN MEDICARE. Fee-for-service (FFS) plans include a section in their brochures titled “When You Are Age 65 or Over and Do Not Have Medicare.” This section details how, by law, the plan must use Medicare’s approved amounts on which to base its payments.
Open Season Report
Dental and Vision Insurance Program (FEDVIP). BENEFEDS includes a secure website and a call center. BENEFEDS also handles billing and premium administration. It’s the only place to enroll in a FEDVIP plan. You enroll securely online at www.BENEFEDS. com or by telephone at 1-877-8883337, TTY 1-877-889-5680. Your personal information is safe in the BENEFEDS system. The BENEFEDS.com website employs a number of security features such as password lockouts after three consecutive incorrect attempts, session time-outs to protect unattended machines and encryption to ensure your information is kept private.
I
s it possible to make a serious mistake in choosing an FEHB plan?
All FEHB plans are good. All cover hospital and physician care, prescriptions, outpatient diagnostic lab tests, treatment of mental illness, home health care, routine mammograms for women over age 35, routine prostate cancer tests for men over age 40 and smoking cessation programs. Some also cover special benefits such as acupuncture and dental care. In addition, many health maintenance organizations (HMOs) provide more comprehensive preventive care. Generally, you can make a serious mistake only if you enroll in:
HAPPY TEETH. HAPPY LIFE.
a costly plan or option when you don’t need one; a plan that doesn’t cover a specific benefit that you need; Self Only coverage when you need additional coverage or vice versa; or you enroll in a plan that requires you to use preferred providers and there are none in your area. Or, if you live outside the United States and Puerto Rico, and do not enroll in a plan that offers “overseas” benefits. —FEDERAL BENEFITS INSTITUTE
DON’T MISS THE DECEMBER ISSUE!
• Specific Plan Changes * Prescription Drug Guide • Dental & Vision Plan Premiums
For 60 years, GEBA (Government Employees’ Benefit Association) has offered affordable, high-quality insurance from financially strong companies. Although we are not participants of the Federal Employees Dental and Vision Insurance Program, our plans are open to ALL federal employees, retirees and their families. Visit GEBA.com to learn more about what we can do for you.
Affordable GEBA Dental Plans OPEN ENROLLMENT:
NOV 13-DEC 18
GEBADentalAd_HalfPgNonBld_NARFE9_25.indd 1 N O V 2 0 17
54
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NOW AVAILABLE to all federal employees, retirees and their families.
G OV E R N M E N T E M P LOY E E S ’ B E N E F I T A S S O C IATI O N
GEBA.com | 800-826-1126
9/25/17 2:28 PM
24/7 online access to a doctor can help ease the pain. Switch to a health plan that provides access to care anywhere. UnitedHealthcare health plans for federal employees include benefits that help you stay healthier. Like our Real AppealÂŽ personalized weight loss program. And Virtual Visits, which provides 24/7 online access to a doctor.
Good health happens together.
Visit uhcfeds.com to learn more. Real Appeal is a voluntary weight loss program that is offered to eligible participants as part of their benefit plan. The information provided under this program is for general informational purposes only and is not intended to be nor should be construed as medical and/or nutritional advice. Participants should consult an appropriate health care professional to determine what may be right for them. Any items/tools that are provided may be taxable and participants should consult an appropriate tax professional to determine any tax obligations they may have from receiving items/tools under the program. Virtual visits are not an insurance product, health care provider or a health plan. Unless otherwise required, benefits are available only when services are delivered through a Designated Virtual Network Provider. Virtual visits are not intended to address emergency or life-threatening medical conditions and should not be used in those circumstances. Services may not be available at all times or in all locations. Insurance coverage provided by or through UnitedHealthcare Insurance Company or its affiliates. Administrative services provided by United HealthCare Services, Inc. or their affiliates. Health Plan coverage provided by or through a UnitedHealthcare company. 17-5783 MT-1070327.1 9/17 Š2017 United HealthCare Services, Inc.
Open Season Report
FEDVIP PREMIUMS
T
he average premium increase for the Federal Employees Dental and Vision Insurance Program (FEDVIP) will be 1.20 percent for dental and 0.48 percent for vision in 2017, the Office of Personnel Management (OPM) announced October 4. FEDVIP is separate and different from the Federal Employees Health Benefits (FEHB) Program. OPM has contracted with 12 insurance carriers to provide comprehensive coverage under 14 different plans.
DENTAL INSURANCE
There are 10 dental plans: • Aetna Life Insurance Company • Delta Dental Services • Dominion Dental • FEP BlueDental (Blue Cross Blue Shield) • Humana • Government Employees Health Association, Inc. (GEHA) • EmblemHealth, Inc. • MetLife, Inc. • Triple-S Salud • United Concordia Companies, Inc. Dental plans will provide a comprehensive range of services, including the following: • Class A (Basic) services, which include oral examinations, prophylaxis, diagnostic evaluations, sealants and X-rays. • Class B (Intermediate) services, which include restorative procedures such as fillings, prefabricated stainless steel crowns, periodontal scaling, tooth extractions and denture adjustments. • Class C (Major) services, which include endodontic services such as root canals, periodontal services such as gingivectomy, 56
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major restorative services such as crowns, oral surgery, bridges and prosthodontic services such as complete dentures. • Class D (Orthodontic) services with a 12-month waiting period. Please review the dental plans’ benefits material for detailed information on the benefits covered, cost-sharing requirements and provider directories.
VISION INSURANCE
There are four vision plans: • Aetna Life Insurance Company • FEP BlueVision (Blue Cross Blue Shield) • United Healthcare Vision Plan • Vision Service Plan (VSP) Vision plans will provide comprehensive eye examinations and coverage for lenses, frames and contact lenses (in lieu of eyeglasses). There are no deductibles or waiting periods. Other benefits such as discounts on LASIK surgery also may be available. You must review the vision plans’ benefits material for detailed information on the benefits covered, cost-sharing requirements and provider directories.
PREMIUMS
Premiums will vary by plan and by enrollment type. Premiums for the dental plans are based on home ZIP codes. (For most dental plans, there are five “rating areas” for each carrier. The rating areas for each carrier are not the same for all plans. See the specific plan brochure or call the plan’s customer service number to determine your region and premium.) There is no government contribution to FEDVIP premiums. If you are a federal employee, your premiums will be taken from
your salary on a pretax basis when your salary is sufficient to make the premium withholding. If you are an annuitant, premiums will be withheld from your monthly annuity check when your annuity is sufficient. Based on the Internal Revenue Code, pretax premiums are not available for annuitants. For information on each plan’s premiums, visit www.opm.gov/ healthcare-insurance/dentalvision/plan-information.
FEDVIP FAST FACTS
Eligibility. Federal and U.S. Postal Service employees eligible for the FEHB or the Health Insurance Marketplace (Exchange), unless excluded by law or regulation, are eligible to enroll in FEDVIP. Annuitants are eligible regardless of FEHB or Health Insurance Marketplace eligibility. Enrollment options. The following options are available: • Self Only. Covers only the enrolled employee or annuitant; • Self Plus One. Covers the enrolled employee or annuitant plus one eligible family member specified by the enrollee; and • Self and Family. Covers the enrolled employee or annuitant and all eligible family members. Eligible family members. Eligible family members include your spouse, unmarried dependent children under age 22, and unmarried dependent children age 22 or over incapable of selfsupport because of a mental or physical disability that existed before age 22. The Affordable Care Act does not mandate coverage under dental and vision plans for dependents up to age 26, as it does for health insurance.
This Open Season, protect your smile with Delta Dental’s Federal Employees Dental Program. Enjoy the flexibility of two plans to meet your needs. With both plan choices, 100% of your costs are covered for routine services like exams and cleanings when you see one of our FEDVIP network dentists. We make it easy to take care of your oral health with great benefits, affordable rates, and a large network of dentists nationwide.
Discover what’s new for 2018 in Delta Dental’s Federal Employees Dental Program. Visit deltadentalins.com/fedvip.
Copyright © 2017 Delta Dental. All rights reserved. FEDP #106793 (rev. 7/17)
Managing Money
MINIMIZING THE ROTH TSP DRAWBACKS
I
received many emails from NARFE members expressing surprise, worry and even disappointment in response to learning about the differences between
Roth individual retirement accounts (IRAs) and the Roth Thrift Savings Plan (TSP) in my August column. While the Roth TSP does have a few shortcomings compared to the Roth IRA, it’s still a great savings vehicle, and with a little creativity, these shortcomings may be minimized or eliminated altogether. There are many reasons why you may want to contribute to a Roth IRA. Taxfree growth of earnings is the obvious one, but many want to put money in a Roth IRA because unlike a traditional IRA and other taxdeferred retirement plans, Roth IRAs are not subject to required minimum distributions (RMDs). This allows parents and grandparents to pass the taxfree account down to children and grandchildren. As we learned in August, however, one key difference is that the Roth TSP is subject to RMDs, so leaving the money in the Roth TSP untouched forever is not a possibility. Furthermore, anytime you take a withdrawal from the TSP, the distribution will come proportionately from
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the traditional TSP balance and the Roth TSP balance. In some cases, even the tax-free growth of earnings may be in jeopardy. In order for the earnings to be distributed tax-free, two hurdles must be met. First, you must be older than 59-½, and second, the Roth TSP account must have been in existence for 5 years. The fact that all TSP withdrawals come proportionately from the traditional and Roth balances, and that any distribution of Roth TSP money consists of both contributions and earnings, will create issues for anyone who fails to meet these two tests when a TSP withdrawal is made. Not only will the earnings be taxed, but a 10 percent early distribution penalty will apply to the earnings if the withdrawal was made prior to reaching age 59-½. Fortunately, it’s possible to take a full withdrawal and transfer the traditional TSP balance to a traditional IRA and the Roth TSP balance to a Roth IRA.
BY MARK A. KEEN,
CFP®
Transferring and splitting your TSP to the appropriate IRA is a non-taxable event and preserves the tax-advantages of each retirement account, including the freedom to choose which account to take withdrawals from when the time comes or leaving the money in the Roth IRA, if you wish to do so. The downside to a full withdrawal is you have just closed your TSP account forever (assuming you have separated from service). If you don’t want to lose your TSP account, all hope is not lost. One of the nice features of the TSP is you are permitted to transfer eligible retirement plans into the TSP – even after you have separated from service. Therefore, rather than taking a full withdrawal, it’s possible to use the partial withdrawal option to transfer out all but $200, the minimum to keep a TSP account open. It’s important to note you are allowed only one lifetime partial withdrawal. You may still direct the traditional TSP balance to go to a traditional IRA and the Roth TSP balance to go to a Roth IRA. But with the TSP account still open, you now have the option to transfer back any money from the traditional IRA to the TSP if you wish.
BENEFITS RESOURCES NARFE offers members a wide range of information on federal benefits. Visit www. narfe.org/federalbenefits and www.narfe.org/ FederalBenefitsInstitute.
Since all payments from the TSP will be split proportionately between the traditional TSP and Roth TSP balances, you won’t be able to transfer out 100 percent of the Roth balance using the partial withdrawal strategy, but you can get darn close. For example, let’s assume you had a TSP account worth $100,000 and 75 percent of it is traditional and 25 percent is Roth. If you take
a $99,800 partial withdrawal, $74,850 will come out of the traditional TSP balance and go to a traditional IRA and $24,950 will come out of the Roth TSP balance and go to a Roth IRA. The $200 remaining in the TSP will consist of $150 traditional TSP and $50 Roth TSP. At this point, you may transfer the $74,850 traditional IRA back to the TSP. Assuming no growth, your TSP value will be $75,050, of which, only $50 will be in the Roth TSP. Despite its quirks, the Roth TSP may still be a great option for federal employees. With a little creativity, the quirks are a nonfactor. MARK A. KEEN, CFP®, IS PARTNER, KEEN & POCOCK, 10300 EATON PLACE, FAIRFAX, VA, 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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W W W. N A R F E . O R G
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2017
G FUND
F FUND
C FUND
S FUND
I FUND
SEPTEMBER
0.17%
-0.48%
2.06%
4.26%
2.52%
AUGUST
0.19%
0.91%
0.30%
-0.41%
-0.03%
JULY
0.19%
0.43%
2.05%
1.11%
2.88%
YTD
1.73%
3.36%
14.24%
12.76%
20.30%
1 YEAR
2.23%
0.34%
18.62%
19.15%
19.49%
3 YEAR*
2.05%
3.04%
10.86%
10.71%
5.38%
5 YEAR*
2.03%
2.46%
14.28%
14.34%
8.72%
10 YEAR*
2.44%
4.53%
7.49%
8.48%
1.63%
L INCOME
L 2020
L 2030
L 2040
L 2050
SEPTEMBER
0.60%
1.02%
1.60%
1.87%
2.14%
AUGUST
0.22%
0.21%
0.19%
0.17%
0.15%
JULY
0.60%
0.96%
1.42%
1.63%
1.82%
YTD
4.54%
7.26%
10.47%
12.03%
13.44%
1 YEAR
5.32%
8.62%
12.40%
14.27%
16.05%
3 YEAR*
3.71%
5.23%
6.81%
7.58%
8.20%
5 YEAR*
4.28%
7.25%
9.10%
10.21%
11.20%
10 YEAR*
3.68%
4.55%
5.30%
5.62%
N/A
2017
*ANNUALIZED
*ANNUALIZED
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
2016
2017
For the Record
TSP FUNDS GAIN IN SEPTEMBER AMID WAVE OF OPTIMISM
THRIFT SAVINGS PLAN FUND RETURNS
Claims Received
Inventory Avg # of Days (Steady State % Processed in to Process Case in is 13,000) 60 Days or Less (FYTD) More Than 60 Days
AUGUST 6,818 16,334 SEPTEMBER 6,946 15,146 OCTOBER 7,326 16,677 NOVEMBER 5,065 16,019 DECEMBER 5,483 15,097 JANUARY 15,317 23,087 FEBRUARY 9,114 23,916 MARCH 7,216 20,530 APRIL 6,581 18,932 MAY 5,548 16,140 JUNE 6,141 14,530 JULY 10,070 17,091 AUGUST 7,136 17,125
78% 77% 58% 60% 56% 51% 56% 61% 56% 54% 55% 55% 57%
112 100 91 94 95 89 104 105 80 89 99 98 105
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/. Source: OPM 60
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Equity markets rose in September as optimism about the economy, corporate earnings and the possibility for fiscal action helped overcome geopolitical concerns. As a result, the C Fund and the S Fund achieved gains. The I Fund also rose, although returns were reduced by the dollar’s appreciation. Expectations for future inflation and changes in Federal Reserve policy caused yields to drift higher and the F Fund to have a small loss. All of the L Funds ended the month in positive territory. —BY SEAN MCCAFFREY, DEPUTY CHIEF INVESTMENT OFFICER, THRIFT SAVINGS PLAN
COUNTDOWN TO COLA
T
he Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W) increased 0.35 percent in August 2017. To calculate the 2018 cost-of-living adjustment (COLA), the indices of July, August and September 2017 will be averaged and compared with the 2016 third-quarter average of 235.057. The percentage increase, if any, determines the COLA. The August index, 239.448, is up 1.87 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. The August index is 1.72 percent higher than the December 2016 base index of 235.390.
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
OCTOBER 2016
235.732
NOVEMBER DECEMBER
Monthly % Change
% Change from 235.057
+0.10
+0.29
235.215
-0.20
+0.06
235.390
+0.07
+0.14
JANUARY 2017
236.854
+0.62
+0.76
FEBRUARY
237.477
+0.26
+1.03
MARCH
237.656
+0.08
+1.11
APRIL
238.432
+0.33
+1.44
MAY
238.609
+0.07
+1.51
JUNE
238.813
+0.09
+1.60
JULY
238.617
-0.08
+1.52
AUGUST
239.448
0.35
+1.87
SEPTEMBER
Donate to NARFE Programs Support Alzheimer’s Research
YOUR CHARITABLE CONTRIBUTION IS TAX-DEDUCTIBLE TO THE FULLEST EXTENT ALLOWED BY LAW.
WRITE YOUR CHAPTER NUMBER ON CHECK; MAKE IT PAYABLE TO: NARFE-Alzheimer’s Research
Enclosed is my NARFE-Alzheimer’s contribution: $ Every cent that is contributed is used for research. Please circle: Mr. Mrs. Miss Ms. AND MAIL TO: Name: Alzheimer’s Association Address: 225 N. Michigan Ave., 17th Floor City: State: ZIP: Chicago, IL 60601-7633 Chapter Number: Credit Card Information: MasterCard VISA NARFE MEMBERS CONTRIBUTED FOR If you have any questions, write to: Discover AMEX ALZHEIMER’S RESEARCH: $13 Million Fund NATIONAL COMMITTEE CHAIR Card Number: Olivia Williams, 22 Garden Springs Road Expiration Date: (mm)/ (yy) Columbia, SC 29209 *Total as of August 31, 2017 3-Digit Security Code: 100% of all contributed funds go to Name: (please print) EMAIL: oeashf3@bellsouth.net
$12,406,866* Alzheimer’s research.
Signature
Join the Silver CIrcle CLIP THIS CONTRIBUTION FORM AND MAIL TO: NARFE Silver Circle 606 N. Washington St. Alexandria, VA 22314
•For a contribution of $25 or more, you will receive a Silver Circle pin, and your name will be listed in narfe magazine with other contributors. •For a contribution of $1,000 or more, your name will be placed on the “Wall of Fame” at NARFE Headquarters.
YOUR CHARITABLE CONTRIBUTION IS TAX-DEDUCTIBLE TO THE FULLEST EXTENT ALLOWED BY LAW.
/
Enclosed is my Silver Circle contribution: $ ID # (ID # may be found on your narfe magazine label or your NARFE membership card)
Name: Address: City: State: ZIP: Silver Circle contributions are NOT deductible for federal income tax purposes.
INSTALLMENT PLAN Wall of Fame 12-month installment plan
Give to the Scholarship and Disaster Funds
PLEASE MAIL COUPON AND CHECK TO: FEEA 1641 Prince St. Alexandria, VA 22314
/
All donations go to the NARFE General Fund to support NARFE programs and operations.
My check is enclosed
(Please make check payable to NARFE Silver Circle.)
Please charge my credit card Card type MasterCard VISA Discover AMEX Card Number: Expiration Date: (mm)/ (yy) Name: (please print)
Signature
MAKE CHECK PAYABLE TO: NARFE-FEEA Disaster Fund or NARFE-FEEA Scholarship Fund.
Date
YES!
Date
/
I would like to help with my contribution.
Scholarships are available to children, grandchildren and great-grandchildren of federal civilian retirees and current federal employees who are NARFE members. NARFE-FEEA Disaster Fund NARFE-FEEA Scholarship Fund
Amount: $ Amount: $
Name: Address: City: State: ZIP: To make credit card contributions, visit NARFE Scholarships at www.feea.org/givenarfeschol or NARFE Disaster Relief at www.feea.org/givenarferelief.
/
NARFE News
FEHB BECOMES NEW ACRONYM
NEW STAFF JOIN NARFE
N
ARFE announces the addition of three talented professionals to our staff in August and September. Please join us in welcoming them to our organization.
DIANE COLLINS joined
NARFE as Member Services Representative. She has worked with other nonprofit organizations, most recently for Cruise Lines International Association (CLIA) in Washington, D.C. Collins also worked for National Retail Federation and the National Congress for Community: Economic Development in various membership-related functions. She holds a bachelor’s degree in business administration from Morgan State University.
MAXWELL GOLDMAN
joined NARFE as the Political Associate. In this capacity, Goldman will serve as the legislative staffer for all issues relating to NARFE’s Political Action Committee, including working with congressional campaigns and NARFE members. He will be responsible for meeting the NARFEPAC goals set at the beginning of the 2017-2018 election cycle, including raising $1.5 million for the cycle and sending NARFE members to at least 100 in-district fundraisers. Goldman has been involved in politics in his home state of Connecticut since high school, interning on his first campaign in 2004, and has been working in the field ever since. Prior to joining NARFE,
2018 ELECTION KEY DATES
62
November 15, 2017
Standing Committees and Ad Hoc Committee Named by President
December 15, 2017
National Officer and Regional Vice President Candidate Statements Due
December 15, 2017
Proposed Bylaw and Standing Rule Amendments and Proposed Resolutions Due
January 2018
Standing Committees Meet
February 1, 2018
Bylaws and Resolutions Committee Final Report Due
March 2018 Issue
Candidate Statements Published in narfe Magazine
April 2018 Issue
Bylaws and Resolutions Committee Report Published in narfe Magazine
May 10, 2018
Internet Voting Site Live
June 2018 Issue
Ballot Published in narfe Magazine
June 30, 2018
Voting Cutoff
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Following the lead of the Office of Personnel Management (OPM), narfe magazine and other association communication channels will use the term Federal Employees Health Benefits (FEHB) Program to describe the system of managed competition through which health benefits are provided to federal employees and retirees. “Although there has been no official change,” an OPM spokesperson noted, “FEHB Program is the official term (with FEHB as the official acronym), but the acronyms FEHB and FEHBP get used interchangeably from time to time.”
Goldman was the Field Director for Congresswoman Elizabeth Esty, D-CT, in her 2016 re-election campaign, and was the Senior Outreach Assistant in the office of Senator Christopher S. Murphy, D-CT. Goldman holds a bachelor’s degree in philosophy from Tufts University and is currently enrolled in a master’s program in political communications at American University.
CHRISTOPHER JOHNSON
joined NARFE as Assistant Editor of narfe magazine. He has more than 10 years of experience in journalism through associations, magazines and newspapers. His experience in writing includes technology, county government and local news. He holds a bachelor’s degree in journalism from the school of communications at George Mason University. He will be responsible for assisting in the editing stories for the magazine as well as other NARFE publications, such as the NARFE Insider, and will be integral to the content development for the NARFE website.
Silver Circle Donors As of September 15, 2017, NARFE’s Silver Circle donation program stood at $6,306. The program gives members a vehicle to donate to the association beyond the norm. Donors of $25 or more are listed in narfe magazine and receive a Silver Circle pin. Donors of a total of $1,000 or more have their names engraved on the Wall of Fame at NARFE Headquarters. Donors from December 16, 2016, to September 15, 2017, are listed here with their chapter numbers, if applicable. Alabama: Ann C. McGuire, 270. California: Jack R. Gunter, 4; Carol E. Hartman, 73; Dietrich Eugene Wagner, 65. Colorado: Dennis Jones, 821. District of Columbia: Stanley L. Newman, 1795. Florida: Anthony J. Copperill, 1683. Georgia: Jay Friedman, 1419; Betty L. Godwin, 316; Lynda Roth, 1419; Douglas Stewart, 1033; Juanita Stewart, 1033. Hawaii: Sharon Anderson, 1657; Faith D. Naputi-Perez, 1657. Illinois: Donald Alsip, 1771; Edward Watters, 2181. Kansas: Phillip L. Whitaker, 1162. Louisiana: Frederick C. Jung, 41. Maryland: Barry J. Fink, 1972; Betteanne M. Priest, 1734; Edward E. Priest, 1734. Maine: Roland A. Metayer, 1796. Michigan: William C. Rossow, 1163; Barry P. Ward, 1215. New Jersey: Margaret Z. Nulk, 424. New Mexico: James W. Culpepper, 80; Gary Montoya, 1341; George M. Thomas, 1381. New York: Robert L. Acerno, 23; Daniel Forger, 500; Thomas J. Keating, 439; Kevin C. Nelson, 444; Reva H. Potter, 1203. Nevada: Donald N. Babb, 2167. Pennsylvania: Thomas Dilger, 458. Texas: Lois Marez, 122. Virginia: John Bankson, 1159; Daniel Celin, 111; Walter Derieux, 7; Donald L. Phillips, 737; Harriett Vandegrift, 180. Washington: Lawrence D. Greene, 1404; Anthony R. Jacobs, 1070; Karol Kusunose, 163; Terry D. Lesmeister, 239; Larry G. Ludwig, 1247; Lanny G. Ross, 181. Wisconsin: Thomas A. Boyd, 403. W W W. N A R F E . O R G
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63
NARFE Strategic Plan highlights risks and opportunities for growth
W
hile NARFE’s mission and vision remain the same, strategic planning helps NARFE set priorities, focus energy and resources, identify methods to measure progress and achievement, provide alignment among stakeholders and enable the organization to adjust to a continually changing environment. The best way to stay on mission is through purposeful action. BEST PRACTICES NARFE has aligned with nonprofit sector best practices for strategic planning through the following principles: • Present a clear assessment of the external challenges and opportunities • Conduct a realistic assessment of NARFE’s strengths and limitations • Utilize an inclusive approach • Appoint an empowered planning committee • Involve senior leadership • Shared responsibility with the National Executive Board and staff members • Set clear priorities • Demonstrate a commitment to change STRATEGIC PLAN FACTORS NARFE’s strategic risks and opportunities, influencing factors for the 2017 strategic plan, are summarized as follows: • Active and retired federal employees face unprecedented threats with potential for catastrophic outcomes. - NARFE’s legislative program needs increased support,
64
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especially from the grassroots level. • Recruitment and retention strategies reduce pace of membership decline, but tough challenges remain for membership growth. - Additional resources and growing product and services needed.
• NARFE financial outlook demands change. - A more strategic approach to revenue generation and resource allocation is needed.
S T R AT E G I C PL ANNING SECURE THE FUTURE
• Further growth of non-dues revenue is essential. - Additional partners and re-evaluation of existing partnerships needed to rightsize dues tied to non-dues ratio. • Partnerships and coalitions hold opportunity for NARFE. - NARFE brand must be leveraged. • Time has come to rethink the goals and activities of federations. - Maximum fulfillment of member needs at a reasonable cost within minimum bureaucracy is essential. • Leadership challenges have led to accelerated chapter closings and vulnerability among federations. - Minimum roles for federations need to be established to address serious risk.
• Increased membership and continued legislative success require NARFE to be strongly positioned as the go-to resource. - NARFE must be the first/best resource for information and guidance about federal benefits and increased risk to those benefits. • Simplification and memberfocused operations are critical. - A more streamlined, effective and accountable business model focused on the delivery of value to members must be our goal.
These issues will be addressed in the strategic plan. Upon board approval, the executive director will produce an annual operating plan and budget that will allocate resources (people, money, time and the value of the NARFE brand) consistent with the 2017 strategic plan. The 2017 strategic plan is the result of the commitment and dedication of our Strategic Planning Committee, Team and the board. Thank you all for your hard work. Collaboration is critical to the success of NARFE as we continue to look at opportunities for our capabilities to meet future needs.
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ALL NEW! NARFE’S PREMIER CONFERENCE AUGUST 26-28, 2018 • JACKSONVILLE, FLORIDA HYATT REGENCY JACKSONVILLE RIVERFRONT
LEARN FROM THE BEST AT FEDcon18 – the premier training conference for the federal community where NARFE experts deliver: •
Practical, easy-to-understand knowledge to ensure that you capitalize on your federal benefits and leave nothing on the table at retirement and beyond
•
A close inspection of legislation and policies threatening the security of current and retired Feds – and what you can do
•
Best practices and leadership development to enhance the federal community’s contribution at the local level
FEDcon18 in Jacksonville, Florida, sets the stage for a one-of-a-kind forum celebrating the dedication of America’s civil servants. Get ready for a fast-paced, two and one-half days of thought-provoking speakers, leadership training, intensive benefit education and the opportunity to engage and connect with your federal colleagues.
WHO SHOULD ATTEND? • All Feds who want to maximize the value of their benefits and annuity and avoid post-retirement financial pitfalls • Any Fed anxious about legislation and policies that will derail their retirement • All Feds, spouses and survivors who want to safeguard their financial future • NARFE leaders engaged in chapter development and governance • Federal HR and benefits specialists who want to advance their expertise to better serve their colleagues
SIGN UP for updates at www.narfe.org/FEDcon18
NARFE, the National Active and Retired Federal Employees Association, provides legislative advocacy to protect and preserve the earned pay, retirement and benefits of federal employees, retirees and their survivors. NARFE provides expert education on and assistance with benefits for all members of the organization.
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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 the National Active and Retired Federal Employees Association? If your future security is tied to federal retirement benefits – federal retirees, current employees, spouses and individual survivors – you should join NARFE.
NARFE MEMBER BENEFITS
• • • • •
Get monthly issues of narfe magazine with news and insights for the federal community. Access the NARFE Federal Benefits Institute for powerful resources to help you fully understand and manage your benefits. Visit the Legislative Action Center to contact your representatives about bills affecting federal benefits. Visit the Member 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 APPLIC ATION q YES. I want to join NARFE for the low annual dues of $40. q Mr. q Mrs. q Miss q Ms.
____________________________________________________
Full Name
____________________________________________________
Street Address
____________________________________________________
Apt./Unit
____________________________________________________
City
State
ZIP
____________________________________________________
Phone
____________________________________________________
I am a (check all that apply) q Active Federal Employee q Active Federal Employee Spouse q Annuitant
q Annuitant Spouse q Survivor Annuitant
q Please enroll my spouse _______________________________________________
Spouse’s Full Name
_______________________________________________ Spouse’s Email
THREE EASY WAYS TO JOIN 1. Complete this application and mail with your payment to NARFE / Member Records / 606 N. Washington St. / Alexandria, VA 22314-1914
2. Join online at www.narfe.org. 3. Call 800-627-3394, Monday through Friday, 8 a.m. to 5 p.m. ET.
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
q VISA q Discover
q AMEX
_________________________________________________ Card No. Expiration Date _____ /________ mm
yyyy
_________________________________________________ Name on Card _________________________________________________ Signature _________________________________________________ Date
TOTAL DUES $40 Annual Dues X ___________ = ___________ Per Person # Enrolling Total Dues Dues payments are not deductible as charitable contributions for federal income tax purposes. Looking to meet others in the federal community and participate in NARFE at a local level? Call 800-627-3394 to learn about a NARFE chapter in your area. Or, if known, add Chapter # to join now ________________
MAY WE THANK SOMEONE? If applicable, please provide the name, membership and chapter number of the member who introduced you to NARFE: _________________________________________________ Recruiter’s Name _________________________________________________ Recruiter’s Membership ID _________________________________________________ Recruiter’s Chapter Number
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 without your express permission.
NARFE’s Dues Withholding Program What is dues withholding? It is a dues-payment method that gives NARFE members (retirees) the option of having their annual NARFE membership dues deducted from their annuities on a monthly basis. Advantages • Save 15% off your annual NARFE dues! • Sign up your spouse and double your savings! • You’ll never get another dues reminder from us! • Your monthly payment is affordable and convenient! • You may cancel your dues withholding at any time!
How does it work? One-twelfth of your total dues is automatically deducted from your monthly annuity. Your monthly deduction is determined by the following formula: (NARFE dues ÷ 12) + (Chapter dues - if applicable ÷ 12) = Total Monthly Deduction How do I sign up? It takes 60-90 days to process your application. Once the process is complete, you will receive a special membership card distinguishing you as a NARFE dues-withholding member.
To learn more about dues withholding, call 800-627-3394. Retirees, spouses of retirees and annuitant survivors are eligible for dues withholding.
NARFE Dues Withholding Application for Retirees YES. I want to enroll in NARFE’s Dues Withholding Program (Annual NARFE dues of $34 and, if applicable, Chapter dues of record to be withheld annually.) Social Security Number (9-digit number)
– Mr.
Mrs.
Civil Service Annuity Number
– Miss
C S
Ms.
–
–
–
(Include prefix, CSA or CSF) (Include any applicable suffix)
Full Name ______________________________________
NARFE MEMBERSHIP INFORMATION
Street Address __________________________________
NARFE Membership ID ____________________________________
Apt./Unit _______________________________________
NARFE Chapter # (If applicable) _______________________________
City _________________________ State _____ ZIP _____ Phone (__________) ______________________________ Email __________________________________________ Date of Birth _________ /_________ / ____________________ dd
mm
yyyy
YES. I Also Authorize My (NARFE Member) Spouse’s Dues To Be Withheld From My Annuity. (Additional annual dues of $34 and, if applicable, chapter dues to be withheld annually.) If YES, enter spouse’s information below. Spouse’s Name ___________________________________________ ________________________________________________________ Spouse’s Membership ID ___________________________________
AUTHORIZATION (Withholding will begin in 60-90 days). No payment should be forwarded with application. I authorize the United States Office of Personnel Management to make appropriate deductions from my annuity payments, not to exceed the amount certified by the National Active and Retired Federal Employees Association as the amount of dues for which I am annually obligated, in accordance with elections I made above, and to pay the deducted sum to the National Active and Retired Federal Employees Association (NARFE). This authorization shall also apply to any and all dues changes certified by NARFE membership in accordance with elections I made above: Please allow 60-90 days for processing. I understand that this authorization shall be valid until NARFE receives and processes my written notice of cancellation in accordance with its agreement with the Office of Personnel Management and that any disputes regarding this authorization shall be a matter between NARFE and myself. I hold the Office of Personnel Management harmless for any erroneous allotment deduction made pursuant to this authorization. ___________________________________________________________________________
______________________________
Signature of Annuitant or Survivor-Annuitant
Date
Dues payments and gifts or contributions to NARFE are not deductible as charitable contributions for federal income tax purposes. MAIL THIS FORM TO: NARFE, ATTN: Member Records, 606 N. Washington St., Alexandria, VA 22314-1914 www.narfe.org 800-627-3394 rr@narfe.org Do not send money with this form
DW-2 (11/16)
Member Perks
SAVE MONEY WITH NARFE PERKS NARFE appreciates your service, and so do businesses across the country. Whether you are planning your next vacation or planning for retirement, members can save money on everyday purchases, thanks to our Affinity Partners. It’s just one more way we’re able to say “thank you” for being a NARFE member. INSURANCE
MiniMoves 800-300-6683 GEICO 800-368-2734 www.geico.com/fed/narfe GEICO offers a special discount opportunity for NARFE members. To find out how much you could save, visit our website or call today and mention that you are a NARFE member. Have your current coverage information available in order to secure a comparable quote. Your completed quote will help benefit NARFE! For complete terms and conditions, visit www.narfe.org/memberperks.
NARFE Insurance Services 800-233-5764 www.narfeinsurance.com Designed and administered by Mercer Consumer, exclusively for NARFE members: senior age whole life, term life, Medicare supplements, hospital income plan, short-term recovery insurance, pet insurance, accidental death and dismemberment, cancer care, enhanced dental insurance and longterm care.
MOVING SERVICES
Bekins Van Lines 800-456-6832 narfe@bekins.com All NARFE members will receive contracted pricing for all interstate shipments. This will apply to packing, transportation and full-value coverage against damages. Please mention you are a NARFE member. 70
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NEW
MiniMoves is America’s only national mover exclusively focused on small shipments; a piece, a room or a full condo. There’s no minimum weight charge. Our binding quote helps you plan your move with confidence. Member discount - $25 off 500 pounds; $50 off larger moves. Use code 1292.
Wheaton World Wide Moving 800-248-7960 narfe@wvlcorp.com At Wheaton, we know interstate relocating is much more than trucks and boxes. Moving is not simply an address change. It’s a life change. With a network of top-quality agents throughout the United States, Wheaton provides peace of mind with every relocation. We offer you, as a NARFE member, benefits to help you have a positive interstate relocation experience. Call today and mention you are a NARFE member to start the moving process.
PRODUCTS
Omaha Steaks 800-228-9055 www.omahasteaks.com/ NARFE Since 1917, Omaha Steaks has been delivering customers the finest gourmet steaks, seafood, poultry, pork, sides and desserts. Omaha Steaks make memo-
rable gifts for any holiday, or you can enjoy a gourmet meal right at home. NARFE members can enjoy FREE SHIPPING on select combos and an additional 10% DISCOUNT at checkout! If calling, use promo code YTZ.
NEW
Purchasing Power 866-670-3479 purchasingpower.com/NARFE With Purchasing Power, thousands of brand-name products are within reach. As members of NARFE, you can buy today and pay over time through payroll or annuity allotment. Choose from the latest computers, appliances, vacation packages and more. Never worry about hidden fees, credit checks or interest. Pay over 6 or 12 months, and you’re done. Save 5% with code NARFEVIP.
TELECOMMUNICATIONS
Verizon FiOS www.narfe.org/memberperks NARFE members can save up to $10 a month on a new qualifying Triple Play bundle with Verizon Fios Internet, TV and home phone service – savings of up to $120 per year. This exclusive onlineonly savings is only available to new Verizon customers or those upgrading to the Triple Play Package.
TRAVEL
Alamo 800-462-5266 www.alamo.com Drive Happy® with Alamo® where
NARFE members receive year-round discounts. Call or visit our website today and reference Contract ID 262544.
Avis Car Rental 800-633-3469 www.avis.com Avis Car Rental is one of the world’s best-known car rental brands with approximately 5,500 locations in more than 165 countries. Avis has a long history of innovation in the car rental industry and is one of the world’s top brands for customer loyalty. Call or book your reservation now at Avis.com using the NARFE AWD number A701900.
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 now offering discounts to members of NARFE. Call or book your reservation now at Budget. com using the NARFE BCD number D871500.
Choice Hotels International 800-258-2847 www.choicehotels.com With 6,200 hotels in the United States and throughout the world, Choice Hotels® offers something for everyone. As a NARFE member, receive 20% off your next stay at participating hotels when you use Special Rate ID 00801967. This offer is subject to availability and cannot be combined with any other offer. Advance reservations required through phone number or website above; cannot be redeemed at individual hotels. Choice Hotels brands are: Comfort Inn, Comfort Suites, Sleep Inn, MainStay Suites and more.
WELLNESS
National 800-CAR-RENT www.nationalcarrental.com You Drive A Hard Bargain. Receive up to 20% off rentals at National Car Rental. To make a reservation, call National Car Rental at 1-800-CARRENT® and reference Contract ID 5282909. For complete terms and conditions, visit www.narfe.org/ memberperks.
Wyndham Hotel Group 877-670-7088 NARFE members receive up to 20% off the “Best Available Rate” at participating locations. Call and give the agent your special discount ID number, 8000002694, at time of booking to receive discount. Call to reserve your room today at one of these fine hotels: Wyndham Hotels and Resorts, Days Inn, Ramada Inn, Microtel Inns and Suites and more. Advance reservations required through phone number above; cannot be redeemed at individual hotels.
NEW HearUSA www.hearusa.com/narfe The Nation’s Most Trusted Name in Hearing Care. Choose from 250+ hearing aids from 11 manufacturers with $0 co-pay for many plans. Wireless. Bluetooth. Smartphone compatible. Nearly invisible. Risk-free 60-Day trial. Free follow-up care. Free 3-Year warranty. Call 1-855-845-2706 to see if you qualify for 2 FREE hearing aids.
Life Line Screening 800-324-9906 www.lifelinescreening.com/ NARFE Life Line Screening, America’s leading provider of community-based preventive health screenings, will conduct health screenings using state-ofthe-art ultrasound technology in your neighborhood. To schedule an appointment, please call the number above and give the operator code number BKHN075 or visit the website.
NEW
Wyndham NEW Extra Holidays 800-428-1932 www.extraholidays.com Excellent service and the finest comforts are standards you can always rely on with Wyndham Extra Holidays. With more spacious floor plans than a regular hotel, you can enjoy a One-, Two- or Three-Bedroom suite with separate living areas and partial or fully equipped kitchens. Please use promo code 8000002694 when calling or booking online.
Sunrise Senior Living www.SunriseSeniorLiving.com Sunrise Senior Living, a leading provider of high-quality, individualized, senior living services, offers NARFE members a special, discounted rate. Mention code: NARFE-discount during your visit and receive a one-time 5% off of suite/room rates at any of Sunrise’s U.S. communities for one year. For a complete list of Sunrise locations, visit www.SunriseSeniorLiving.com. For a complete list of any restrictions, visit www.narfe.org/ memberperks. For new move-ins only.
NARFE Member Perks are designed to provide NARFE members with a quality option in their search for commonly used products and services. NARFE makes no guarantee on any products and services listed and encourages its members to shop and compare before making a decision on any financial matter. Check out these additional Member Perks on the NARFE website for more details!
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The Way We Worked
A NEW DISCOVERY In this photo from 1938, four surveyors are shown after their discovery of a new section of Mammoth Cave in central Kentucky. A U.S. national park, Mammoth Cave is considered the longest cave system known to exist in the world. Under National Park Service oversight, the cave complex became more accessible for public viewing, but also became subject to restrictions designed to protect its unique ecosystem. The cave system was the result of erosion of huge limestone beds caused by the Green River and other waterways in central Kentucky. Sites include the Frozen Niagara section, known for its waterfall-like flowstone formations. PHOTO from the Records Department of the Interior, 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 http://shfg.org. 72
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DID YOU KNOW? Mammoth Cave was authorized as a National Park in 1926 and fully incorporated into the National Park System (NPS) in 1941. At that time, just 40 miles of passageway had been mapped. As surveying technology improved, NPS surveyed and described a massive extent of the cave system, and today there are over 400 miles of surveyed passageways extending beyond the park’s boundary. Visit www.nps.gov/maca/index.htm.
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“My friends all hate their cell phones… I love mine!” FREE Car Charg er Here’s why.
Say good-bye to everything you hate about cell phones. Say hello to the Jitterbug Flip. “Cell phones have gotten so small, I can barely dial mine.” Not the Jitterbug® Flip. It features a large keypad for easier dialing. It even has a larger display and a powerful, hearing aid compatible speaker, so it’s easy to see and conversations are clear. “I had to get my son to program it.” Your Jitterbug Flip setup process is simple. We’ll even program it with your favorite numbers. “What if I don’t remember a number?” Friendly, helpful Personal Operators are available 24 hours a day and will even greet you by name when you call. “I’d like a cell phone to use in an emergency.” Now you can turn your phone into a personal safety device with 5Star® Service. In any uncertain or unsafe situation, simply press the 5Star button to speak immediately with a highly-trained Urgent Response Agent who will confirm your location, evaluate your situation and get you the help you need, 24/7. “My cell phone company wants to lock me in a two-year contract!” Not with the Jitterbug Flip. There are no contracts to sign and no cancellation fees.
Order now and receive a FREE Car Charger – a $25 value for your Jitterbug Flip. Call now!
Monthly Plan Monthly Minutes
$14.99/mo1
$19.99/mo1
200
600
24/7
24/7
No add’l charge
No add’l charge
FREE
FREE
Nationwide Coverage
YES
YES
30-Day Return Policy2
YES
YES
Personal Operator Assistance Long Distance Calls Voice Dial
More minute plans and Health & Safety Packages available. Ask your Jitterbug expert for details.
“My phone’s battery only lasts a short time.” Unlike most cell phones that need to be recharged every day, the Jitterbug Flip was designed with a long-lasting battery, so you won’t have to worry about running out of power.
tar Enabled
12:45P Mon Oct 23
Available in Red and Graphite.
“Many phones have features that are rarely needed and hard to use!” The Jitterbug Flip contains easy-to-use features that are meaningful to you. A built-in camera makes it easy and fun for you to capture and share your favorite memories. And a flashlight with a built-in magnifier helps you see in dimly lit areas. The Jitterbug Flip has all the features you need. Enough talk. Isn’t it time you found out more about the cell phone that’s changing all the rules? Call now! Jitterbug product experts are standing by.
Call toll-free to get your
Jitterbug Flip Cell Phone
Please mention promotional code 107351.
1-888-808-6241
www.JitterbugDirect.com 47669
We proudly accept the following credit cards:
IMPORTANT CONSUMER INFORMATION: Jitterbug is owned by GreatCall, Inc. Your invoices will come from GreatCall. 1Monthly fees do not include government taxes or assessment surcharges and are subject to change. Plans and services may require purchase of a Jitterbug Flip and a one-time setup fee of $35. Coverage is not available everywhere. 5Star or 9-1-1 calls can only be made when cellular service is available. 5Star Service will be able to track an approximate location when your device is turned on, but we cannot guarantee an exact location. 2We will refund the full price of the Jitterbug phone and the activation fee (or setup fee) if it is returned within 30 days of purchase in like-new condition. We will also refund your first monthly service charge if you have less than 30 minutes of usage. If you have more than 30 minutes of usage, a per minute charge of 35 cents will be deducted from your refund for each minute over 30 minutes.You will be charged a $10 restocking fee. The shipping charges are not refundable. There are no additional fees to call GreatCall’s U.S.-based customer service. However, for calls to a Personal Operator in which a service is completed, you will be charged 99 cents per call, and minutes will be deducted from your monthly rate plan balance equal to the length of the call and any call connected by the Personal Operator. Jitterbug, GreatCall and 5Star are registered trademarks of GreatCall, Inc. Copyright ©2017 GreatCall, Inc. ©2017 firstSTREET for Boomers and Beyond, Inc.
Black
*Similar at Bass Pro Shops, 06/2017.
Wine Rugged, Manly Style! Warm plush polyester sherpa lining extends into the drawstring hood, full zip front, banded bottom & cuffs. Plenty of pockets! Sleeves are lined in a smooth polyester for easy on and off. Machine wash and dry. Order now!
Navy
®
® Haband
®
PO Box 8, Warren, PA 16366-0008
Card # __________________________Exp.:____/____ Mr. Mrs. Ms. _________________________________ Address _______________________Apt. # ________ City & State ______________________Zip_________ Phone ______________________________________ Email _______________________________________A
I enclose $________ purchase price, and only $6.99 shipping & handling for my entire order. Please add applicable state & local sales tax for the following states: AZ, CO, FL, GA, MA, MN, NE, NJ, PA, WI, & WV. *Big Men (just $5 more each):
WHAT HOW
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NEW! Rust
Charcoal
NEW! Brown
Expedites replacement of items lost in transit. Add $2.99 to protect your entire order.
Imported
2XL(50-52) 3XL(54-56) 4XL(58-60) Ø1 Ø3 5XL(62-64) 6XL(66-68) Check for Protection Plus! (X46)
7NL –37Ø74 SIZE? MANY?
KD Ø7 Ø4
WINE BLACK NAVY RUST CHARCOAL BROWN
When you pay by check, you authorize us to use information from your check to clear it electronically. Funds may be withdrawn from your account as soon as the same day we receive your payment, and you will not receive your check back from your financial institution.
Satisfaction Guaranteed or Full Refund of merchandise purchase price up to 90 days after receipt.
For Faster Service Call: 1-800-543-4810 or Visit www.Haband.com/bestdeals
17647906
Regular Sizes: S(34-36) M(38-40) L(42-44) XL(46-48)