December 2017 NARFE Magazine by NARFE

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ALL IN THE FEDERAL FAMILY

COVER STORY

TAKE YOUR FEDERAL CAREER

UP AND AWAY WITH THESE TIPS

P.24 Volume 93 • Number 12

Federal Employee Program

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* The insured may need to submit for reimbursement. State and/or local taxes may apply. Prices and product subject to change. Price shown includes the cost of comprehensive hearing exam. Examination and testing for prescribing of hearing aids is covered under the Blue Cross Blue Shield Association’s Service Benefit Plan (also known as the Federal Employee Program or FEP). The member should confirm that the provider rendering the hearing exam participates with their local Blue Cross Blue Shield plan. The Service Benefit Plan will pay a hearing aid benefit up to $2,500 total every 3 calendar years for adults age 22 and over, and up to $2,500 total per calendar year for members up to age 22. Do not rely on this communication piece alone for complete benefit information. All benefits are subject to the definitions, limitations, and exclusions in your Service Benefit Plan brochure. The Blue365® Discount Program offers access to savings on items that you may purchase directly from independent vendors, which may be different from items covered under the Service Benefit Plan or any other applicable federal healthcare program. For hearing aids, acupuncture, chiropractic and vision services, you must exhaust your Service Benefit Plan benefits first before accessing the savings of the Blue 365® Discount Program. To find out what is covered under your policy, contact Service Benefit Plan. The products and services described herein are neither offered nor guaranteed under any local Blue company’s contract with the Medicare program. These items are not subject to the Medicare appeal process. Any disputes regarding these products and services are not subject to the Service Benefit Plan’s Disputed Claims process. Blue Cross and Blue Shield Association (BCBSA) may receive payments from Blue365 vendors. Neither the the Service Benefit Plan, BCBSA, nor any local Blue company recommends, endorses, warrants or guarantees any specific Blue365 vendor or item. The Service Benefit Plan reserves the right to change, modify, or terminate any item and vendors made available through Blue365, at any time. Available at participating locations until 12/31/2018. Beltone is made available through Blue365, which provides exclusive health and wellness deals and is a program of Blue Cross Blue Shield Association, an association of independent Blue Cross and Blue Shield Companies. Beltone is an independent company providing discounts on hearing aids. © 2017 GN Hearing Care corporation. All rights reserved. Beltone is a trademark of GN Hearing Care Corporation. Apple, the Apple logo, iPhone, iPad, iPod touch and Apple Watch are tradmarks of Apple Inc., registered in the U.S. and other countries.

DEC

’17

WASHINGTON WATCH

Annuities, Social Security Benefits Get a 2% COLA in 2018

House Bill Passes to Increase TSP Flexibility

No Cuts to Federal Pay and Benefits in Joint Budget Resolution

NARFE-PAC: Meeting Our Goals

Reflecting on Our Advocacy Success, Challenges

NARFE Bill Tracker

COVER STORY

COLUMNS

TAKE YOUR FEDERAL CAREER UP AND AWAY! There are many pathways to success in the federal government. Put these 15 tips to work to get the most out of your career.

From the President

60 Managing Money 62 Alzheimer’s Update DEPARTMENTS

16 Questions & Answers

ALL IN THE FEDERAL FAMILY: For some families, federal service is a legacy that’s passed from one generation to the next.

64 For the Record:

TSP Returns, Retirement Claims Status, Countdown to COLA

66 NARFE News 76 The Way We Worked

On the Web VISIT US ONLINE AT:

www.narfe.org

SPECIAL SECTIONS

42 Open Season:

LIKE US ON FACEBOOK:

NARFE National Headquarters FOLLOW US ON TWITTER:

@narfehq

Plan Changes

ON THE COVER

Illustration by GRAPHEK W W W. N A R F E . O R G

DECEMBER 2017 | Volume 93 | Number 12

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

CALL (TOLL-FREE) 800-456-8410 EMAIL memberrecords@narfe.org OR GO TO www.narfe.org, log in and click on “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 Executive Director

NARFE NEXT

have been the Executive Director of NARFE for six months. It has been an amazing experience so far.

My favorite part has been listening to and speaking with members at chapter meetings, federation conventions and regional conferences. Hearing directly from all of you about the challenges you are facing, not only as members of NARFE but also as members of the federal community, is so important to my work. With the insights I have gained from members across NARFE, and with the aid of our talented staff, I am now focused on what is truly a pivotal juncture. As NARFE approaches its 100th year in 2021, efforts are already underway to ensure that the association enters its second century strong, relevant and best able to deliver value to the federal community. We will examine our current way of doing business, develop new products and services and establish NARFE as the go-to resource for our members, the federal community, policy makers, the media and the public. We call

this important initiative NARFE Next. Excellence in service to the federal community requires that NARFE move from a complex organization with a cumbersome business structure to an organization that is focused on best utilizing our resources to provide what’s most important — the products, services and programs federal employees and retirees need. Here at headquarters, working with a diverse cross-section of both members and prospective members, we have launched the NARFE Next initiative with a three-part project scheduled for completion in September 2018. We’ll assess how we do business; engage with members and prospective members to understand their challenges and needs; and test new products, services and programs that offer the greatest value to the federal community. Changes resulting from this project will be implemented on an ongoing basis and the NARFE Next initiative will continue with the implementation of association best practices, branding projects, chapter and federation development programs and more. There is much work ahead but we are thrilled to work towards our best future. I am eager to hear your comments as NARFE prepares to meet our second century equipped to deliver greater value to the federal community. I welcome your thoughts by email at NARFE2021@narfe.org.

BARBARA SIDO NARFE EXECUTIVE DIRECTOR execdir@narfe.org 4

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Washington Watch

ANNUITIES, SOCIAL SECURITY BENEFITS GET A 2% COLA IN 2018

he cost-of-living adjustment (COLA) to federal civilian retirement annuities and Social Security benefits will be 2.0 percent in 2018, based on data

released by the Bureau of Labor Statistics (BLS). This increase follows two years of 0.3 and 0.0 percent COLAs, but will still fall short for many seniors. As NARFE President Richard G. Thissen commented, “The 2.0 percent COLA provides only partial relief for rising prices and serves as a reminder that our method for calculating the increasing cost of goods and services is out of sync with the reality faced by federal annuitants, Social Security recipients and military retirees.” Under current law, the COLAs are determined by the CPI-W, which measures the consumer prices experienced by urban wage earners and clerical workers. They are not based on the CPI-E (experimental Consumer Price Index for the elderly), which measures prices experienced by those 62 years of age or older — in other words, those receiving the COLA. NARFE supports the 6

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CPI-E Act of 2017, H.R. 1251, which would rectify this. Since 1982, when it was first tabulated, the CPI-E has shown prices increase by 0.2 percentage points more, on average, than the CPI-W does. That’s mostly because seniors rely more on medical care, and medical care pricing has far outpaced the price increases for other consumer goods. Federal employees and retirees will notice this, as Federal Employees Health Benefit (FEHB) Program premiums will rise an average of 6.1 percent in 2018. ACTION ALERT!

While Medicare Part B premiums have not yet been announced, they are expected to rise significantly for some, while staying flat for many federal retirees who were not “held harmless” from increases the past two years. With no or low COLAs to Social Security benefits, hold harmless provisions prevent those benefits from decreasing from one year to the next. Those provisions limit Part B premium increases for most individuals who pay this premium from a Social Security benefit. In 2017, the average premium was about $109 per month. But those not held harmless – and not subject to higher premiums based on higher incomes – paid $134 per month in 2017. This included many federal retirees

DECEMBER

Do you want greater flexibility of withdrawal options for your Thrift Savings Plan (TSP) account? The TSP Modernization Act passed the House – but we need your help to get the Senate bill passed. Use NARFE’s Legislative Action Center to urge your senators to support passage of S. 873.

covered by the Civil Service Retirement System (CSRS) who do not pay Part B premiums from a Social Security check, as well as many other federal retirees who delayed receipt of their Social Security benefits. With the 2018 COLA, the hold harmless provision will not apply, except to a small fraction of beneficiaries. That means the COLA will bring those paying less in 2017 even with those who paid more last year.

“Our method for calculating the increasing cost of goods and services is out of sync with the reality faced by federal annuitants, Social Security recipients and military retirees.” —Richard G. Thissen Another change in law, which was passed in 2015 but will take effect next year, will force some individuals with incomes higher

than $100,000 per year to pay a higher Medicare premium surcharge than they have in the past. —BY JOHN HATTON, DEPUTY LEGISLATIVE DIRECTOR

HOUSE PASSES BILL TO INCREASE TSP FLEXIBILITY, WITHDRAWAL OPTIONS

he House of Representatives passed, on October 11, the TSP Modernization Act of 2017, H.R. 3031, which would provide more flexible withdrawal options for Thrift Savings Plan (TSP) participants. NARFE previously endorsed the bill and President Richard G. Thissen applauded the action, saying, “This bill will provide the proud men and women who serve this nation greater control over their own retirement savings and the ability to plan responsibly for their futures.” The bipartisan bill was introduced by Reps. Elijah E. Cummings, D-MD, and Mark Meadows, R-NC, and passed the House by voice vote. The legislation would allow multiple, partial post-separation

withdrawals, which participants can time to their individual needs, and would provide multiple, age-based withdrawals for participants who are still working and are older than age 59-1/2. The TSP Modernization Act also would provide greater flexibility by allowing the election of quarterly or annual payments and permitting periodic withdrawals that can be changed at any point during the year. Payments could be stopped while leaving the account balance in the TSP. Finally, the bill would eliminate the withdrawal election deadline. “The current restrictive TSP withdrawal options are one of the leading reasons why participants transfer their money out of the TSP, despite the fact

that the TSP provides sound investment options at a low cost,” Thissen said. “The withdrawal options provided in this bill will create opportunities for participants before and during retirement, provide greater financial independence and encourage participants to keep their money in the TSP.” The bill will now be sent to the Senate for consideration. The Senate Homeland Security and Governmental Affairs Committee already approved a virtually identical bill, S. 873, so the prospect of passage by the full Senate appears good, although the timing is uncertain. NARFE will continue to advocate for swift passage into law of this commonsense, bipartisan legislation. —BY JOHN HATTON, DEPUTY LEGISLATIVE DIRECTOR W W W. N A R F E . O R G

Washington Watch

NO CUTS TO FEDERAL PAY AND BENEFITS IN JOINT BUDGET RESOLUTION

t the start of October, federal employees and retirees faced a Housepassed budget resolution that called for $32 billion in cuts from their retirement and health benefit programs. By the end of the month, the House and the Senate had agreed to an amended version of the resolution without the House-passed provisions targeting federal retirement and health benefits. “This was a big win for NARFE — no doubt about it,” said NARFE President Richard G. Thissen. “But it was a bigger win for the value of public service in this country.” Congressional Republican leaders are using the budget process to lay the groundwork for major tax policy changes. The budget resolution is the first step toward a reconciliation bill, with tax changes as the next step. The House started that process on October 5 with passage of its fiscal year 2018 budget resolution, H.Con.Res. 71, by a vote of 219-206. That resolution required $203 billion in spending cuts, including $32 billion from federal retirement and health benefit programs, to help offset the cost of planned tax changes. “The House budget resolution was touted as setting the stage for tax changes that will provide a break to hard-working, middle class Americans,” said Thissen. “In reality, it would have set the stage for broken promises, lower paychecks, and less retirement and health security for hard-working, middle class public servants.” The resolution instructed the House Committee on Oversight 8

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and Government Reform (OGR) to find at least $32 billion in savings over 10 years from mandatory spending under the committee’s jurisdiction. As the only substantial mandatory spending under OGR’s jurisdiction comes from federal retirement and health benefit programs, such instructions would target those programs. The Senate budget resolution did not contain any requirement to find savings from federal retirement and health benefit programs. Instead, it focused solely on tax policy changes. On October 19, the full Senate considered its version. On the floor, the Senate voted down two different amendments that would have included provisions– similar to the House provisions– requiring billions of dollars in cuts to federal retirement and health benefit programs. Then the Senate passed a budget resolution, by a vote of 51-49, which included some compromises with the House, but none that targeted federal retirement and health benefits for cuts. Within several days, the leadership of various House Republican factions announced their support for the Senate-passed resolution. The House then passed the resolution on October 26, by a vote of 216-212. While federal employees and retirees are yet not out of the woods as it relates to these proposals and their inclusion in other bills, passage of the final budget resolution without targeting Feds is a big victory for NARFE and ensures that

the federal community won’t be paying for tax reform. Thank you to the tens of thousands of NARFE members who wrote their members of Congress in opposition to these proposals. —BY JOHN HATTON, DEPUTY LEGISLATIVE DIRECTOR

MYTH vs. REALITY MYTH: Federal Employees Health Benefits (FEHB) Program premiums are rising faster than privatesector health insurance premiums. REALITY: On average, FEHB premiums will rise at a smaller, but similar, amount than private-sector health insurance premiums in 2018. The average total FEHB premium will increase 4.0 percent in 2018. The National Business Group on Health expects the overall health care benefit cost increases at large employers to be 5 percent. Typically, the FEHB is able to keep premiums low due to the size of the program and the competition among plans. The FEHB is the largest employersponsored health benefits program in the country, with about 8.3 million federal employees, retirees and dependents enrolled. There are 262 health plan choices government-wide, allowing the FEHBP to negotiate with health carriers to keep increases as reasonable as possible.

NARFE-PAC:

MEETING OUR GOALS

NARFE-PAC, the political arm of NARFE, works to defend your earned pay and benefits by building strong relationships between NARFE and members of Congress. Help us reach these important goals by November 6, 2018! Contribute to NARFE-PAC today!

Raise $1.5 million

$818,430

Disburse $1 million in political contributions

Grow monthly giving program (sustainer program) by 50%

Send NARFE members to 100 local fundraisers

$301,000

22%

Figures as of 9/30/2017

Contribute To NARFE-PAC I want to make a monthly sustainer credit card contribution:

q $25/month

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

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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

Washington Watch

REFLECTING ON OUR ADVOCACY SUCCESSES, CHALLENGES IN 2017

ecember is a month to reflect on the accomplishments, challenges and lessons learned during the year, and make a resolution to take action in the year ahead. NARFE’s Legislative Department wants to thank the thousands of NARFE members who answered NARFE’s calls to action in 2017. Whether you sent a message via NARFE’s Legislative Action Center, attended a town hall or participated in a congressional meeting, your actions made a difference. All forms of advocacy brought NARFE’s legislative priorities to the attention of legislators and staff in 2017. This year saw unprecedented threats to the earned pay and benefits of federal employees

Legislative Resources • 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 800456-8410, option 4, 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.

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and retirees. During NARFE’s Legislative Training Conference in March, NARFE members maintained prior relationships with legislators and educated incoming freshmen in Con-

uled congressional meetings to urge their legislators to oppose these proposals. Now, NARFE’s Legislative Department wants to hear from you–what worked this year when

NARFE’s Legislative Department wants to thank the thousands of NARFE members who answered NARFE’s calls to action in 2017. gress about NARFE’s legislative priorities. Throughout the year, as legislation and budgets were introduced, debated and voted on, NARFE was persistent in connecting with legislators. Initial interactions were followed up by strategic communication at meetings, town halls and community events to aid in relationship building and further recognition of NARFE’s positions. NARFE’s Legislative Training Conference drew a record number of participants (over 300) – even in the midst of a snowstorm. We appreciate attendees’ participation and enthusiasm in bringing NARFE’s message to legislators, and we look forward to hosting seasoned veterans and new attendees at the next NARFE Legislative Training Conference in 2019. In the spring, President Donald Trump released his fiscal year 2018 budget, which included harmful proposals that cut the earned pay and benefits of the federal community. NARFE members across the nation made calls, sent messages and sched-

engaging your legislators? Were some strategies unsuccessful? Learning from failure is just as important, if not more, than learning from success. We want to hear about the lessons you learned that you’ll carry into your advocacy activities in 2018. Simply fill out the “2017: NARFE Advocacy in Review” form in the Action Center on NARFE’s website (www.narfe.org/legislation) to tell us about what you’ve learned. We challenge all NARFE members to take the momentum from 2017 and amplify it across the nation in 2018. Show fellow NARFE members how easy it is to take action so all members of Congress are aware of NARFE’s positions. Strive to convince your legislators that the federal community should not be targeted to pay for other priorities. Let's move into 2018 together and show Congress that Feds are watching. If you have any questions about how you can get involved in protecting your earned pay and benefits, please contact leg@narfe.org. —MOLLY CHECKSFIELD, GRASSROOTS PROGRAM MANAGER

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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

POSTAL REFORM

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

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)

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

H.Res. 28: As a resolution, it will not be sent to the president and, therefore, cannot become law / Rep. Susan Davis, D-CA

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.

Referred to the House Committee on Oversight and Government Reform

H.R. 757 / S. 255: The Federal Adjustment of Income Rates (FAIR) Act / Rep. Gerald E. Connolly, D-VA Cosponsors (H.R. 757): 67 (D), 1 (R) Cosponsors (S. 255): 7 (D), 0 (R)

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 (H.R. 757) and the Senate Committee on Homeland Security and Governmental Affairs narfe, April 2017

H.R. 3269: Federal Employee Pension Fairness Act of 2017 / Rep. Anthony G. Brown, D-MD Cosponsors: 25 (D), 0 (R)

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

H.R. 1022: Federal Employees Paid Parental Leave Act of 2017 / Rep. Carolyn Maloney, D-NY Cosponsors: 74 (D), 1 (R)

Provides federal employees with 6 weeks of paid leave in connection with the birth or adoption of a child

Referred to the House Committees on Oversight and Government Reform and House Administration

H.R. 1291: Washington, D.C. Admission Act / Del. Eleanor Holmes Norton, D-DC

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

Cosponsors: 184 (D), 56 (R)

FEDERAL COMPENSATION

DC STATEHOOD

Cosponsors: 140 (D), 0 (R) 12

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NARFEâ&#x20AC;&#x2122;s Position:

Support

LATEST ACTION(S)

Oppose

No position

EDITORâ&#x20AC;&#x2122;S NOTE: These bills are all listed online at www.narfe.org/legislation/votervoice.cfm.

ISSUE

TAXES

BUDGET

COLA

FEDERAL RETIREMENT

GPO/WEP

CAMPAIGN FINANCE

BILL NUMBER / NAME / SPONSOR

WHAT BILL WOULD DO

LATEST ACTION(S)

H.R. 2929: Federal Employee Combat Zone Tax Parity Act / Rep. Rob Wittman, R-VA Cosponsors: 6 (D), 2 (R)

Extends the tax credit available Referred to the to military personnel who serve House Committee on in combat zones to civilian Ways and Means federal employees. narfe, September 2017

H.R. 3200: The TaxpayerFunded Pension Disclosure Act / Rep. Ron DeSantis, R-FL Cosponsors: 0 (D), 6 (R)

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 narfe, October 2017

H.Con.Res. 71: House Concurrent Budget Resolution for Fiscal Year 2018/ Rep. Diane Black, R-TN Cosponsors: 0

Establishes the congressional budget for fiscal year 2018 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.

Approved by the House Budget Committee

H.R. 1251: CPI-E Act of 2017 / Rep. John Garamendi, D-CA Cosponsors: 42 (D), 1 (R)

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, Veteransâ&#x20AC;&#x2122; Affairs, Oversight and Government Reform, and Armed Services narfe, May 2017

S. 873 / H.R. 3031: TSP Modernization Act of 2017 / Sen. Rob Portman, R-OH Cosponsors (S. 873): 2 (D), 1 (R) Cosponsors (H.R. 3031): 5 (D), 2 (R)

Updates age-based and postseparation 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 (S. 873), and passed by the House of Representatives (H.R. 3031). See story, p. 7

H.R. 1205 / S. 915: Social Security Fairness Act of 2017 / Rep. Rodney Davis, R-IL Cosponsors (H.R. 1205): 111 (D), 37 (R) Cosponsors (S. 915): 4 (D), 4 (R), 1 (I)

Repeals both the Government Pension Offset (GPO) and the Windfall Elimination Provision (WEP).

Referred to the House Committee on Ways and Means (H.R. 1205), and the Senate Committee on Finance (S. 915) narfe, May 2017

H.R. 20: The Government By the People Act of 2017 / Rep. John Sarbanes, D-MD

Reforms campaign finance Referred to three laws to put small donors on par House committees with wealthier donors. Provides a tax credit or contributions and government matching contributions.

Cosponsors: 155 (D), 1 (R)

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 NARFEâ&#x20AC;&#x2122;s Federal Benefits Service Department staff. NARFE does not provide legal, financial planning or tax advice or assistance.

EMPLOYEES SURVIVOR BENEFIT PERCENTAGE

As an employee under the Civil Service Retirement System (CSRS), I am in the process of planning my retirement and need clarification on the percentage amount of the survivor benefits for my spouse.

The survivor benefit is 55 percent of the your annuity (before it is reduced by the cost of the survivor benefit). This will generally be about 60 percent of your current gross annuity. Every cost-of-living adjustment (COLA) you receive increases the survivor annuity by the same percentage. Upon your death, the initial annuity paid to your surviving spouse will include all previous COLAs that had been given to you. The survivor annuity also will be increased by all future COLAs. Check the annual annuity adjustment notice you receive in December each year for the current survivor annuity rate.

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DROPPED FROM HEALTH PLAN AFTER A MOVE

I plan on moving from New York to Florida when I retire. I have Emblem Health as my Federal Employee Health Benefit (FEHB) plan and was informed that in moving I would be dropped because I no longer live in New York. Is this true?

To be enrolled in Emblem Health, one of the requirements is that you live or work in the basic coverage area. In your case, Emblem Health covers people who work or live in New York or New Jersey and who use the preferred providers in that area. Previously, plan participants had the option of

receiving coverage under the plan for out-of-network providers, which allowed the use of non-preferred providers in Florida. This liberalization of the requirements was made without approval by the Office of Personnel Management (OPM). The plan now adheres to the residency requirement. Thus, if you live in Florida, you may not be enrolled in a plan that requires that you reside in its New York or New Jersey service areas.

RETIREMENT FORMS AFTER DIVORCE

As an employee under the Federal Employees Retirement System (FERS) who is planning to retire in 2018, what forms should I complete prior to retirement if I am now divorced?

The following beneficiary designation forms should be updated if you are

now divorced: • SF 1152, “Designation of Beneficiary–Unpaid Compensation of Deceased Civilian Employee” • SF-2823, “Designation of Beneficiary, Federal Group Life Insurance (FEGLI) Program” • Form TSP-3, “Designation of Beneficiary” • SF-3102, “Designation of Beneficiary, Federal Employees Retirement System”

FEDERAL LIFE INSURANCE FOR DEFERRED ANNUITY

Q A

What is the provision for federal life insurance if I elect a deferred annuity when I retire at age 62 instead of an immediate annuity?

According to the Office of Personnel Management (OPM), if you receive a deferred annuity, you are not eligible to continue any health benefits or life insurance coverage you had while employed.

IRS WITHHOLDING FOR ANNUITY

Q A

To avoid being caught off guard when I retire, could you please explain the IRS withholding for my annuity?

Payments from government annuities are usually taxable at your ordinary income rate. It is suggested that you contact the IRS at 800-829-1040 prior to retiring for the IRS tax withhold-

ing amounts and refer to IRS publication 721.

PROOF OF ELIGIBILITY FOR SURVIVORS

RETIREES

I retired from federal service under the Civil Service Retirement System (CSRS) several years ago and, at that time, I chose the full (55 percent) survivor annuity for my wife. Recently, I was told a rather frightening story about a surviving wife who applied for benefits but was told she must produce written proof that she was eligible for the benefits. Apparently, she could not produce any document and was subsequently denied the benefits. Upon hearing this, I perused my retirement file and could not find documentation for proof of benefits. When I contacted the Office of Personnel Management (OPM) and navigated through the automated phone system menu to the survivor benefit information, I was surprised to learn of the amount ($2,900 per month), which is incorrect. Could you advise me of the proper way to request this survivor benefit information?

Under the CSRS, the survivor annuity reduction is 2-1/2 percent of the first $3,600 used as the survivor’s “base” and 10 percent of

the remainder. In other words, the reduction is a little less than 10 percent of your gross annuity to elect the maximum survivor annuity benefit. The maximum possible survivor annuity is 55 percent of the annuitant’s annuity before it is reduced by the cost of the survivor benefits. This will generally be about 60 percent of the annuitant’s gross annuity. Your annuity apparently reflects the above reduction, and your wife’s survivor benefit should be approximately 60 percent of your gross annuity. You may want to compare the rates when you receive your cost-of-living adjustment (COLA) notice in December to see if the survivor rate is approximately 60 percent of your gross rate. Your original survivor election is on file with OPM in your retirement record and the survivor benefit information is included in the computer record of your annuity. Usually, there is no issue with the named survivor’s entitlement to a survivor annuity. The rare occasions when OPM asks for documentation for benefits are almost always related to multiple marriages by the retired employee or the person claiming survivor benefits. Sometimes a marriage occurs without a divorce from a current spouse. This can be an administrative nightmare for OPM to sort out the person who is legally entitled to survivor annuity benefits.

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

Questions & Answers

any identity theft or damages.

DOES THE EQUIFAX BREACH AFFECT ME?

The Office of Personnel Management (OPM) provided identity monitoring, credit monitoring, identity restoration services and identity theft insurance when my personal information was comprised as a result of the data breach into OPM’s personnel records. I am concerned I will be impacted by the Equifax data breach as well. Will the services provided to me by OPM protect me from theft or other damages arising from the Equifax breach?

Yes, the services and insurance provided by OPM will cover you for

CONTINUING FEHB AS A SURVIVOR

My wife, who passed away a few months ago, was a federal retiree. I requested the forms to fill out for Federal Employees Health Benefits (FEHB) insurance and waited for weeks. I placed a call asking where the forms were and was told not to even call about them until at least six weeks had passed. After two months, I received the forms, completed and sent them in to the proper department. Later, I called to ask about continued health insur-

ance and was told that I had two months to convert it. Since that time had passed, I am now no longer eligible for health benefits. What has happened?

According to OPM, you were not eligible for survivor annuity benefits because your wife elected to receive federal retirement only during her lifetime and you consented to this election. The requirements to continue the Federal Employees Health Benefits (FEHB) as a survivor are that the retired federal employee elected federal survivor benefits for the spouse and the spouse was covered under the retiree’s FEHB family

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Questions & Answers

enrollment at the time of the retiree’s death. Since your spouse did not elect to provide a survivor annuity, you did not meet the requirements for continuing FEHB coverage.

BENEFITS FOR SPOUSE AFTER REMARRIAGE

I am a widowed retiree, now remarried. May I add my wife to my Medicare/ Federal Employees Health Benefits (FEHB) plans? How do I find out? What will be the cost?

If you just remarried in the last 60 days, you can add your new spouse to your FEHB at this time by con-

tacting the Office of Personnel Management (OPM) directly. They will need your new wife’s name, date of birth, Social Security number and the date of your marriage. If it has been more than 60 days, you will have to wait for the next Open Season. You cannot “add” a spouse to Medicare. If she is 65, she can apply to Social Security for Medicare under your eligibility (if she is not already enrolled in her own right or based on a former spouse’s eligibility). If she is already enrolled, she does not need to do anything except notify Social Security of her name change.

ELIGIBILITY FOR MEDICARE PART A COVERAGE

I was told to contact NARFE in hopes that you could help me obtain Medicare Part A. I worked for the federal government from November 1948 until April 1976 and left government service with a permanent disability, after the loss of my right arm. If I worked for the private industry during that time, I would have been eligible for Medicare Part A. Is it possible for me to be covered?

At the time you retired from federal government in 1976, federal employees were not subject to Medicare taxes and, therefore,

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Questions & Answers

were not covered by Medicare. In 1983, all federal employees became subject to Medicare taxes, and anyone who was working at that time gained eligibility for Medicare coverage. Because you never paid Medicare taxes, you are ineligible for Medicare Part A based on your own employment history. If you are/were married and your spouse is eligible for Medicare, you may be able to qualify based on the spouse’s work history. You also may qualify for Medicare on the basis of your disability, if your disabling condition meets the (888) strict467-5202 standards for www.FreedomPlaza.com disability under Social Security.

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To obtain an answer to a federal benefits question, NARFE members should call 800-456-8410 and select option 2 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.

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TAKE YOUR FEDERAL CAREER

UP AND AWAY WITH THESE TIPS There are many pathways to a successful career with the federal government. Put these tips to work to get the most out of your career. By Everett A. Chasen

More than 2.8 million people work for the federal government today. Some are nearing retirement age, while others are at the beginning of what they hope will be fruitful and productive government careers. “There is probably no employer in the world that has greater opportunities for interesting and meaningful work, with occupations from astronaut to zoologist, and almost everything in between,” says Mark Reinhold, associate director for employee management for the Office of Personnel Management (OPM). Especially in these times of budget cuts and mission retrenchments, it is no small accomplishment to have – and keep – a government job. Getting the job, however, doesn’t automatically assure you a successful career path. Here are 15 strategies to help you manage your government career. Used wisely, they can help you plot a path to success at whatever stage in your career you currently are.

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

HAVE A MENTOR, A CAREER COACH OR BOTH: “Mentoring is the transfer of knowledge,” explains Seth Sinclair, a leadership coach and trainer of government employees. “A mentor helps others to have their best chance for success.” Many successful government employees have gotten help from those who have “been there” before them. Mentors help mentees improve their performance, work through difficult problems and understand the complexities of their work. They introduce mentees to others who can help them get ahead and provide specific advice about government agencies and federal service. By contrast, executive coaching is a professional field in which coaches help individuals improve specific skills. OPM encourages federal agencies to develop mentoring and coaching programs to enhance developmental opportunities, transfer knowledge between employees, and motivate and challenge younger employees. Many agencies offer new managers and executives the opportunity to devote time to working with coaches and mentors. If you are offered such an opportunity, take it!

DEVELOP A NETWORK: Everyone who works for a living needs a network of people with whom they can talk about work-related and other issues. Build your network with people you know from inside and outside of government: your friends, family, colleagues and others. Make sure your network is diverse and widespread, to hear different viewpoints. Don’t limit it to people in your agency or your professional field.

Build your network with people you know from inside and outside of government: your friends, family, colleagues and others. 26

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Many federal employees and retirees have found LinkedIn (www.linkedin.com) useful to keep in touch with old colleagues and supervisors, to meet new people in other federal agencies with similar goals and backgrounds, to follow and participate in discussions in forums, and to share what is happening in their professional and personal lives. GovLoop (www.govloop.com) provides similar services as well as training and career counseling for federal employees.

THINK AHEAD: Federal employees looking to advance their careers should think not only about the job they currently hold, but also the position they would like in five years – or even a decade – from now. What skills and qualifications will you need to be successful in that job? Who makes the hiring decisions? Who needs to notice you so you can be considered a viable candidate? Then go about getting whatever you need. When you consider asking for training, look for courses that help you get the knowledge you need to fulfill your goals. If you don’t work in the area you want to be in, see if you can get a detail so people there will know you, and you can improve your resume. If there’s an interim position you need, or if the job you want is a GS-14 and you are only a GS-12, do what you can to position yourself properly.

BUILD A GOOD RESUME: A resume is the primary way for you to demonstrate your education, skills and experience for the next job you want in federal government. Make sure you’ve got the experience called for in the announcement you’re replying to. USA Jobs (www.usajobs.gov) suggests you use numbers, percentages or dollars to highlight your accom-

plishments. Include examples that show how you saved, earned or managed money or time for your previous organization and that demonstrate in concrete terms what you’ve accomplished in your career thus far.

Use numbers, percentages or dollars to highlight your accomplishments. Customize your resume to match your competencies, knowledge, skills, abilities and experience to the requirements for the job you are applying to. Make sure everything you’ve listed relates to the job you’re seeking, and leave out experience that isn’t relevant. Finally, be concise. Sell yourself quickly – on the top quarter of the first page. Finally, make sure your resume has been proofread, preferably professionally.

LOOK FOR DETAILS AND ACTING POSITIONS: One of the best ways to develop the skills you’ll need for the job you want is to accept temporary details to other positions and acting positions, in which you serve as a temporary supervisor or manager while a permanent manager is recruited. Details and acting position opportunities, plentiful in many agencies, give you a chance to show off different aspects of your personality and skills to others in your agency. They allow you to fill in holes in your resume, such as a lack of supervisory experience, for your use in future applications. And they allow you to see if you are cut out to be a manager, to get out of your comfort zone, to determine if a change of scenery would be helpful to you and to assess if there are areas in which you need training to become a more well-rounded employee.

BE WILLING TO RELOCATE: Federal employees often have to move out to move up. Many go to headquarters offices in Washington, D.C., where grades are usually higher than in the field – but going elsewhere in the country to gain needed experience can be very worthwhile. In the Department of Veterans Affairs hospital system, for example, field experience at a number of VA hospitals is highly valued for senior leadership positions. The General Services Administration’s website (www.gsa.gov) has a brochure to help federal employees understand the relocation process and provides information on specific relocation benefits for which those who permanently change duty stations may be eligible. Keep in mind, however, that many of these benefits are discretionary and may not be available for the position you are considering. In fact, agencies may not authorize any relocation benefits at all for a particular position, although that should be clearly stated on the job announcement. Make sure you’ve checked with your human resources office before agreeing to move. Also, see if there are cost-of-living adjustments that may affect your decision.

CONTINUALLY ASSESS YOUR CAREER INTERESTS: Many government employees are always on the hunt for higher grades, a more impressive job title and more employees to supervise. They think that doing so will make them more “successful” because their family, friends and colleagues tell them that they are. But be careful – trying to impress others and reach specific career milestones may keep you from enjoying your work. On a regular basis, reassess who you are, and what you want out of your career and life. As a federal employee, you have a unique W W W. N A R F E . O R G

amount of control over your career path, with so many vacancies to apply for. Know who you are; honestly assess your strengths and weaknesses (a professional coach can help you do that), and figure out what you really enjoy doing. What’s your dream job – and how close does your current job come to that? Then figure out what you need to do to get even closer. It may mean leaving the government in some cases – but if that’s what you need to do to be happy, do it!

UNDERSTAND THAT MANAGEMENT IS NOT FOR EVERYONE: Most people, including most federal employees, see themselves rising to the top of their job field, with a corner office and a fancy job title. With very few exceptions, to get that big office you have to be a manager – and management isn’t something everyone can do. Federal managers don’t do things themselves: They help their staff succeed. While they no longer accomplish tasks they may be better at than their subordinates, they are still accountable for their staff’s performance. They need to set a good example: always showing up on time, not leaving early, not missing deadlines and not taking shortcuts.

Federal managers don’t do things themselves: They help their staff succeed. They need the ability to successfully communicate with, and motivate, others. Motivation is especially difficult for government managers since their ability to use the primary motivator private industry managers use – money – is limited. They need to make the tough decisions they previously relied on their own supervisors to make. You don’t need all those skills to become a federal manager, as all good managers learn 28

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them along the way. But you do have to want to learn them, and if you don’t, becoming a manager may be a poor career decision despite the additional salary and perks.

LEARN HOW TO GIVE GOOD PRESENTATIONS: Many people are afraid to speak in public. However, those who possess this skill, whether in full-scale speeches to large groups or in briefings, have a significant advantage over those who don’t. It’s impossible to provide enough useful tips on how to be a good public speaker in a few paragraphs, but knowing your subject, dressing appropriately, preparing properly and finding a way to relax yourself before speaking is a good start. Whether or not you use PowerPoint, the heart of any good presentation is what you say, not your visuals. Many federal agencies and installations have local Toastmaster’s chapters. Toastmasters (www.toastmasters.org) provides training on public speaking. Meetings are usually held at lunchtime. Their program provides a learn-bydoing environment that has helped thousands of Feds become confident public speakers. If there isn’t a Toastmasters at your agency, there certainly will be a chapter in your community. IMPROVE YOUR WRITING SKILLS: Most federal jobs require good writing skills. The ability to write effective letters, reports, emails and memorandums is prized throughout the government. Good letters address all of the correspondent’s concerns without dancing around the issues and are consistent with other correspondence you’ve written. Good memorandums are brief and to the point and are more informal than letters but more formal than emails. Good reports are easy to understand,

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have supporting data and don’t make too many recommendations. Finally, good emails have subjects that explain what they’re about, are brief, use proper spelling and grammar and stick to the facts.

READ WIDELY, QUICKLY AND EFFICIENTLY: Reading is vital to developing your mind. Without good reading skills, you won’t be able to absorb all the information you’ll need to know to succeed in your work. Reading is a great source of new ideas. It’s a way to understand people and their points of view and the best path to developing a strong vocabulary. Being well-read demonstrates you are both educated and thoughtful – a great way to become well-regarded by your peers and supervisors.

Reading is a great source of new ideas. It’s a way to understand people and their points of view and the best path to developing a strong vocabulary. Books on leadership (even if you don’t aspire to be a manager); magazines such as Government Executive, the Harvard Business Review, and narfe; websites like Federal Soup (www. federalsoup.com) and Government Executive (www.govexec.com); newsletters like The Hill; and webinars like those NARFE offers are all extremely valuable uses of your time. BECOME AN ACTIVE LISTENER: Most people simply don’t listen very well, although listening is a critically important part of being able to communicate well. A few years ago, 30

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researchers estimated that employees, on average, spend about a third of each working day listening to others talk. Immediately after listening, they understand and retain only about half of what they hear, and after 48 hours, only about a quarter.

Researchers estimated that employees, on average, spend about a third of each working day listening to others talk. When you listen to others, ignore your phone and put away unrelated papers. Don’t be distracted by the speaker’s appearance or accent. Watch for gestures and facial expressions that will help you interpret what the speaker is saying. Don’t let your thoughts wander; stay in touch by paraphrasing for yourself what the speaker is saying. Keep eye contact, don’t think about what you’re going to say next and ask questions to summarize what you’ve heard. Those who work for the Department of the Army, and those who have served in uniform, know the military slang word “hooah.” It’s used by soldiers in a variety of situations and can mean, as the Army itself has explained, “anything except no.” But its origin is a World War II radio operators’ term, HUA, which meant “Heard, Understood and Acknowledged” — the essence of effective listening. MAINTAIN A HEALTHY LIFESTYLE: Many federal employees spend eight or more hours a day in front of a computer, five days a week. They snack on their co-workers’ candy, eat lunch quickly at their desks or at fast-food restaurants, stare at their computers until they get eyestrain, and they fail to disinfect their mouse, their phone and other surfaces that harbor germs.

BETTER HEARING BEGINS HERE.

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“Know yourself and know your limits and do the best you can to stay within those limits ... Know when to take breaks and when to take a vacation.” -Jonathan Kramer All these things have implications for employees’ short- and long-term health. Clinical psychologist Jonathan Kramer told WebMD (www.webmd. com), “the most important way to stay healthy at work starts with self-awareness. Know yourself and know your limits and do the best you can to stay within those limits given your job. Know when to take breaks and when to take a vacation. And get plenty of exercise, which helps you both physically and mentally, both at work and at home.” USE THE TOOLS OPM PROVIDES: “The federal government invests in its most precious asset—its employees,” says OPM’s Reinhold. He suggests employees take time to develop their Individual Development Plans to map their career paths and delineate the steps they will take for career development.

“The federal government invests in its most precious asset — its employees.” –Mark Reinhold He also advises employees to get out of their comfort zones and try new training and development programs that will help them reach their goals. He cites the President’s Management Council Interagency Rotation Program, which enables emerging federal leaders to expand their leadership competencies, broaden their organizational 32

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experiences and foster networks they can leverage in the future. OPM has created relationships with colleges and universities through its Federal Academic Alliance as part of the agency’s continuing efforts to provide higher education opportunities to the federal workforce by offering current federal employees with opportunity to pursue postsecondary education at reduced tuition rates. OPM’s Center for Leadership Development (leadership.opm.gov) is dedicated to transforming leaders to better serve the federal government. OPM’s wiki, on the department’s website, provides information on several topics related to learning and development. Both www.opm.gov and HR University (www. hru.gov) contain information and training courses for those interested in learning more. JOIN NARFE: Members are immediately informed of changes, and potential changes, to benefits for federal employees and retirees and receive dependable guidance on what to do when changes occur. NARFE is also the only membership organization solely dedicated to protecting and preserving federal employee and retiree benefits. The organization’s Legislative Department features a team of registered lobbyists backed by grassroots activists in every state and congressional district, as well as a member-supported political action committee. And if that’s not enough, NARFE members are eligible for special offers and discounts that help save money on travel, hotel stays, car rentals and more. Credit union membership, mortgage discounts and additional financial, insurance and health services are available to members as are college scholarship and disaster relief grants. —EVERETT A. (EV) CHASEN IS A WRITER AND COMMUNICATIONS CONSULTANT IN THE WASHINGTON, D.C., AREA. HE RETIRED FROM THE FEDERAL GOVERNMENT AFTER 35 YEARS OF SERVICE.

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ALL IN THE FEDERAL

FAMILY For some families, federal service is a legacy thatâ&#x20AC;&#x2122;s passed down from one generation to the next. BY EVERETT A. CHASEN

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

To be successful, federal agencies must always seek out and attract the best and brightest of our nation’s young people— and where better to find these talented individuals than among the children, grandchildren and other relatives of those who have dedicated their careers to serving the American people? Every day, federal employees perform work and provide vital services that affect the lives of millions of Americans — from maintaining a strong military and protecting the homeland; to caring for veterans and protecting the food supply; to conducting scientific research to prevent and cure diseases, and pushing the boundaries of human spaceflight farther from Earth than ever before. With such varied and purpose-driven work available and with a benefits and compensation package that compares favorably with many private employers, it’s no wonder many citizens seek out government jobs. Nor is it surprising that parents who have had successful federal careers often recommend their children and other relatives find a federal position that will take full advantage of their talents and interests.

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American families typically gather together during the holiday season. For this holiday issue of narfe magazine, we’ve gathered the stories of three multigenerational federal families: a daughter who has inherited the leadership role her father once filled at the Department of Veterans Affairs; another daughter whose willingness to follow her dad’s advice enabled her to leave her rural upbringing and travel the world as part of her job; and a family that has worked in government service for an entire century, spanning four generations of family members — in the same agency. We hope you’ll enjoy these inspirational stories. We also hope that during this holiday season many NARFE members will proudly share their own stories of service with younger members of their families. Perhaps some of them will be inspired to undertake their own careers of service to our nation and its citizens.

A Shared Mission of Service

Dr. David H. (Dave) Law IV was a member of the leadership team of the Veterans Health Administration (VHA) of the Department of Veterans Affairs (VA) during the 1980s and 1990s, serving in high-level positions including that of acting chief medical director for clinical affairs. Today, his daughter Cassandra (Cassie) Law has taken her own place among VHA’s senior leaders.

Cassie, VHA acting chief officer for policy and services, was very young when her father became chief of medicine at the Albuquerque VA hospital in 1969. “All of my memories of him working were with VA. That certainly influenced my own thinking about working with the federal government.” When Dave Law came to Washington, D.C., in 1985, “he and I would spend a lot of time talking about his work. I was in college and fascinated with organizations and how they function, and we would talk about what was really going on. I got to see a lot of the department and to meet its leadership.” Cassie always had a close connection with her father and started working with VA herself in 1988, right out of college. “My dad had an incredible appreciation of and pride in VA, the work that he did, and his service to veterans – he was truly driven by the mission. I got that from him at a very early age, and I still have it today.” Her college degree is in human development and performance with a focus on recreation therapy and gerontology. Her father encouraged her in this pursuit, telling her it would serve her well if she chose to make VA a career. “When I first joined the VA, in Palo Alto, California, it bothered me a little that I was known as ‘Dr. Law’s daughter,’ because a lot of people knew him. I struggled with that because I wanted to make my own path. As I got further into my career, and wiser, I realized what an incredible mentor he had become to me. His perspective, insight and approach to life were unique. For him, integrity was paramount and compassion, kindness and respect for all was the hallmark of his leadership style. After he died [in 2009], I’ve tried to keep those as motivating parts of my life and work.” Emulating her father, Cassie has always taken time to explain VA’s mission and functions to new department employees in the field. “He felt – and I feel – very strongly about VA care, its place in U.S. health care and its service to veterans. Having grown up with this respect for and knowledge of the department, interacting with senior leaders gave me a strong sense of VA’s mission, direction and importance. That’s always driven my thinking about the organization.”

“My dad taught me to take risks, to lean forward and accept opportunities, and not to become complacent. I’ve really done that in my career. His advice has really shaped me and my career — both on a fatherly level and on a mentor level.” Cassie’s sister, Wendy Law, Ph.D., also works for the federal government as a clinical neuropsychologist with the National Intrepid Center of Excellence at Walter Reed in Bethesda, Maryland.

“My dad had an incredible appreciation of and pride in VA ... he was truly driven by the mission. I got that from him at a very early age, and I still have it today.” –Cassandra Law

“My dad was a great guy,” Cassie remembers. “He was very charismatic, and his compassion and integrity drove everything he did, but not in a ‘sticky’ kind of way. He was just wonderful to be around, and I am very grateful and thankful.” While Cassie and her father never worked in the same place at the same time, she recalled that in 1999 she participated in a young leaders’ panel for VHA’s then-current leadership, which her father attended, and she impressed all in attendance with her knowledge and enthusiasm. “Before that conference, I was always ‘Dr. Law’s daughter,’” she remembers. “Afterward, some people started referring to him as ‘Cassie Law’s dad.’ He really, genuinely loved that.” W W W. N A R F E . O R G

Join the Navy — See the World

Kathleen (Kathy) Hoyt’s father, Clarence Allen Morrison, left the family farm in Missouri and went to work for a county office of the U.S. Department of Agriculture (USDA) in that state in 1954. He was promoted to the state office in Columbia, and moved to USDA headquarters in Washington, D.C., in 1962, where he worked until he died in 1975. “My father was a staunch believer in working for the federal government,” Kathy says. “He encouraged me to take the government entrance exam, and I was hired in 1964 by the Department of the Interior to work for the National Park Service.” Kathy’s degree was in accounting, and she initially worked as a budget analyst. After three years, she transferred to the Department of the Navy, serving as a local representative on the Fairfax Area Com-

“I feel extremely fortunate to have had the career that I had. It certainly gave this little farm girl a great outlook on the world!” –Kathy Hoyt

mission on Aging in Virginia. In 1987, she was “fortunate enough” to transfer to the Naval Inspector General’s office. “What a wonderful job I had there,” she recalls. “It gave me the opportunity to travel all over the world and to talk to many of our finest young people, who are in the Navy. It gave me faith in the future.” When she retired in 1998, she was the Navy’s deputy director for inspections. She remains active in government today, serving as the representative of Fairfax Area Commission on Aging in Virginia. Kathy’s brother, Chris Morrison, also worked for the government as a letter carrier with the U.S. Postal Service; her other brother Steve is a Navy veteran like his dad; and her sister-in-law Sandra worked for 38

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the Navy’s Office of Information and for the Surgeon General of the Air Force. Sandra died tragically in 1984 in an automobile accident while on duty. Kathy’s niece, Stephanie Morrison, is currently represented on the government’s rolls. A Phi Beta Kappa graduate of the College of William and Mary with a bachelor’s degree in biology, and a graduate of the University of Maryland with a master’s in public health, Stephanie heads one of the National Institute of Health’s consumer health websites. “I encouraged her to go to work for the government,” says Kathy. “She likes her job very much, has a lot of latitude in what she does and meets a lot of interesting people.” Another niece, Alicia Morrison, is a business analyst at Marine Corps Base Quantico. “You might say we’re a public service family.” “I would continue to encourage members of my family to work for the federal government,” she continues. “There’s very important work that needs to be done.” She believes our public schools have stopped teaching students what the federal government does, and that people today have “no idea.” “The things the federal government does for them, like road building and hurricane relief, they’ve always had – and they don’t stop to think about why they have them. They just don’t know.” “I feel extremely fortunate to have had the career that I had,” she concludes. “It certainly gave this little farm girl a great outlook on the world!”

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A Hundred Years of Service to America

For Rose Crowley, federal service is truly a family affair. Her grandfather, Daniel Corbitt, began the family tradition in Butte, Montana, sometime around 1918, Rose says – a century ago. Her uncle John and her father, also named Daniel, followed suit. Rose, now retired, had a 32-year government career, and her brothers Joseph and Daniel also worked for Uncle Sam. Today, Rose’s daughter and son-in-law continue the tradition. What’s remarkable about this family, however, is not the number of its members who chose to make government service a career, but the fact that all of them spent nearly their entire working lives in one federal agency – the United States Postal Service! “We were all post office people,” Rose explains. “My dad was an assistant postmaster. My brother Joseph was a postal supervisor, and my brother Dan was a postal inspector.” Another aunt and uncle were postmasters in two tiny Montana towns.

“It was a good job. My dad may have tried to convince my brothers to work for the post office, but not me. I liked working outdoors.” –Rose Crowley

Rose’s grandfather died while her father was still in high school. When her dad graduated, he began his own Postal Service career, interrupted only by Naval service during World War II, during which he participated in the Battle of Iwo Jima. Rose herself was a rural letter carrier in the Billings, Montana, area throughout her career. Her daughter Timmye and her son-in-law Jeff are also letter carriers. Another daughter, Lisa, was a mail clerk for a while, but now works in an orthodontist’s office. Timmye delivers mail to Billings residents, as Rose once did. While Rose and Timmye worked in Billings at the same time for a while, they never worked at the same station together. “We’d say ‘Hi’ occasionally, but that was about it,” Rose recalls. Why did so many members of her family choose to work for USPS? “It was a good job,” Rose says simply. “My dad may have tried to convince my brothers to work for the post office, but not me. I liked working outdoors. That was my thing. I was the first mailman in the family.” “I did encourage my daughters to work for the government,” Rose concludes. “I just said, ‘Take the test.’ They’d heard about the post office their whole lives—and I think they liked being outside, too. They’ve got a lot of energy, and you need to have a lot of energy to be a mailman. It’s not an easy job!” —EVERETT A. (EV) CHASEN IS A WRITER AND COMMUNICATIONS CONSULTANT IN THE WASHINGTON, D.C., AREA. HE RETIRED FROM THE FEDERAL GOVERNMENT AFTER 35 YEARS OF SERVICE.

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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 ÂŠ2017 United HealthCare Services, Inc.

Open Season Report

PEN SEASON REPORT

2017 OPEN SEASON: NOVEMBER 13-DECEMBER 11

FEHB PLAN CHANGES

he 2017 Federal Benefits Open Season for Federal Employees Health Benefits (FEHB) Program enrollment changes ends Monday, December 11. You should receive this issue of narfe magazine in late November, so there is still time to review health plans and make an informed decision. FEHB participants will be able to choose from 262 health plan choices during this Open Season. If you are a federal employee and not presently enrolled in the FEHB, you may enroll during Open Season if you are not otherwise excluded from coverage because of the nature of your appointment. If you are a federal annuitant and are not presently covered by the FEHB as an enrollee or a family member, you cannot enroll in the FEHB during Open Season, except if you previously suspended your FEHB enrollment in favor of coverage under TRICARE, TRICARE For Life, a Medicare Advantage HMO plan, CHAMPVA, Medicaid or as a Peace Corps volunteer. Open Season changes for em42

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ployees are effective at the beginning of the first pay period after January 1, 2018. Open Season changes made by annuitants and survivor annuitants are effective on January 1, 2018, and the premium changes will be effective in the February 1, 2018, annuity payments.

PLAN BROCHURES

When deciding which plan is best for you, be sure to review your current plan’s 2018 brochure, as well as the brochures for other plans you are considering. The 2018 plan brochures for all of the FEHB plans can be viewed online and downloaded at www.opm. gov/healthcare-insurance. Each brochure is formatted the same way, with sections on specific topics, such as “How Our Plan Has Changed,” “Your Costs for Covered Services” and “Coordinating Benefits With Other Coverage.” And all plan brochures have a box on the cover that provides the page numbers to find the new premium rates and the plan’s changes for the new year. Since the implementation of the 2010 Affordable Care Act,

all plans provide a Summary of Benefits and Coverage with easyto-understand information about out-of-pocket costs, coverage and rights of enrollees.

PREMIUM CHANGES

The average total premium increase in the FEHB for 2018, based on all of the enrollees in all of the plans, is 4.0 percent. The average premium increase for enrollees is 6.1 percent. The 4.0 percent figure is not an across-the-board increase per plan. It is the weighted average increase for the total premium (government and employee share) for all of the plans in the FEHB. This means that some plans’ premiums decreased, some did not change at all and some increased. Fee-for-service (FFS) plans’ total premiums will rise an average of 3.8 percent, while local health maintenance organization (HMO) plans’ premiums will increase an average of 5.5 percent. Federal employees with Self Only coverage will pay, on average, $5.57 more per two-week pay period; those with Self Plus One coverage will pay an average

of $12.55 more per pay period, and those with Self and Family coverage will see an average increase of $12.17. Employees in the Blue Cross Blue Shield Standard option, the most popular enrollment, will see biweekly premiums rise $7.17 for Self Only coverage, $17.04 for Self Plus One, and $17.72 for Self and Family. There are HMO enrollees who will see very large increases in premiums and some whose premiums have dropped consider-

ably. For example, the enrollee’s share of the monthly premium for Self and Family coverage for Illinois Humana Health Plan, Inc. (enrollment code AB4) will increase by $59.11 a month for the Standard Self Only option. On the other end of the spectrum, monthly premiums for KC2 California Kaiser Foundation Health Plan will decrease $24.60 a month for the Basic Self and Family option. But even if your particular

plan’s premiums are not rising by much, make sure you read the plan brochure – particularly Section 2, “How We Changed for 2018.” This section will reveal which, if any, out-of-pocket expenses, such as co-payments and coinsurance, will increase in 2018. When reading each plan’s brochure, note which costs are not included in meeting the plan’s yearly deductible. These out-ofpocket expenses can really add up. —FEDERAL BENEFITS INSTITUTE

MEDICARE PREMIUMS: PART B AND PART D Medicare Open Season began October 15 and ends December 7.

PART B

The monthly Medicare Part B base premium for 2018 had not been announced by the time this issue went to press. NARFE will post the rate at www.narfe.org when it is available.

PART D

The Medicare Part D prescription drug benefit is generally geared to people who do not have any employer-provided or union-provided prescription drug coverage. Under your FEHB coverage, you simply pay co-payments and/ or coinsurance for your prescription drugs, so the vast majority of FEHB enrollees will not need Medicare Part D prescription drug coverage. Anyone covered under the FEHB has what is known as “creditable prescription drug coverage.” This means that the FEHB prescription drug coverage is at least as good as, if not better than, the Part D coverage. This also means if a person with FEHB coverage turns

down Part D when he or she is first eligible to enroll but signs up at some point in the future, he or she will not be required to pay a penalty for late enrollment in Part D. FEHB plan brochures for 2018 contain statements certifying the creditability of each plan’s drug coverage for Part D late-enrollment purposes. These statements will be found at the beginning of each plan’s brochure, immediately before the table of contents, and will be headlined “Important Notice From (Plan’s Name) About Our Prescription Drug Coverage and Medicare.” Part D requires a monthly premium in addition to the Medicare Part B premium. The estimated average monthly basic premium for 2018 will be about $43. Some may pay a higher monthly premium based on their income. In 2018, enrollees in Part D may have to pay a deductible before the plan’s prescription drug coverage starts. The deductible amount varies among plans, and some

plans don’t have a deductible at all. In 2018, no plan will have a deductible higher than $405. In addition, most Medicare Part D plans have a coverage gap often referred to as a “donut hole.” The gap begins after the enrollee and the Part D plan have paid a certain amount for prescription drugs; that amount varies by plan. Once an enrollee has reached the end of the gap, he/she will pay only the coinsurance or co-payment amount for covered drugs for the rest of the year. When Medicare is a person’s primary insurer, FEHB plans will coordinate prescription drug payments with the Medicare Part D carrier. The Affordable Care Act contains a provision that phases out the coverage gap through a series of escalating discounts. By 2020, Part D enrollees will be responsible for the same level of cost sharing from the time they meet their deductible until they enter catastrophic coverage, effetively closing the doughnut hole.

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

Open Season Report

FEE-FOR-SERVICE PLAN CHANGES

ollowing are the six fee-forservice (FFS) plans available to all employees and annuitants and the changes in benefits, taken from their brochures (Section 2, Changes for 2018). In addition to the six opento-all plans, there are four FFS plans open to specific groups of federal employees and annuitants. For space reasons, they are not listed here. And because there are so many FEHB health maintenance organizations (HMOs), it also is not possible to list their changes. Premium rates for all 10 FFS plans are shown in the chart on p. 45. The major benefit addition for 2018 in all of the plans participating in the FEHB is coverage for applied behavior analysis for children with autism spectrum disorders. While we have included here what we believe are the major changes, you should review the brochures, available either on the plans’ websites or at www.opm. gov/healthcare-insurance. Many plans will include clarifications of existing benefits that could be beneficial when choosing a plan.

When reviewing each plan’s changes, take note of announced changes in preferred provider organizations (PPOs). If you live in a state where your plan is changing its PPO network, you need to contact the plan and ask for a new PPO directory for 2018 to assure that your doctors, hospitals, etc., will be in the new network. Otherwise, you may wish to change plans during Open Season. Using your plan’s PPOs is a major way to save outof-pocket costs. American Postal Workers Union Health Plan (APWU) High Option Changes The plan’s catastrophic out-ofpocket maximum is $5,500 for Self Only and $9,000 for both Self Plus One and Self and Family if the plan’s network providers are used. The in-network deductible is $350 for Self Only and $700 for Self Plus One and Self and Family coverage. The hospice benefit has increased to $15,000 lifetime coverage, which includes advance care planning. The innetwork office visit co-payment in 2018 is $25. The plan will provide virtual office visits.

Consumer Driven Health Plan Changes The plan’s in-network catastrophic out-of-pocket maximum is $5,000 for Self Only and $10,000 for Self Plus One and Self and Family coverage; the out-of-network catastrophic maximum is $13,700 for Self Plus One and Self and Family (Self Only remains $10,200). The deductible is $800 for Self Only and $1,600 for Self Plus One and Self and Family. The plan has increased the hospice benefit to $15,000 lifetime coverage, which includes advance care planning. The plan will include virtual office visits. Blue Cross Blue Shield (BCBS) Planwide Changes The plan will provide annual preventive care benefits for screening mammography using digital technology. Nonsurgical treatment of amblyopia and strabismus for children up to age 21 will be provided. Prior approval for sleep studies performed outside the home will be required. The WalkingWorks wellness program no longer will be available.

FEHB PLANS MAY OFFER HEALTH REIMBURSEMENT ACCOUNTS FOR MEDICARE B Some FEHB plans offer Health Reimbursement Accounts (HRAs) that may be used to pay for Medicare Part B premiums. An HRA provides reimbursements to employees for out-of-pocket medical expenses or additional health insurance premiums, such as those paid for Medicare Part B. The FEHB plan credits the account at a set, tax-free dollar amount each year, and any unused credits may be carried over from year to year. In 2018, the following plans will

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allow Medicare premiums to be reimbursed (partially, or fully) through an HRA: Aetna Direct, Aetna Health Fund HDHP, Aetna Health of Utah HDHP, Blue Cross Blue Shield PPO Basic Option, CareFirst HDHP, GEHA HDHP, Independent Health HDHP, Kaiser Northern California-High Option, Kaiser NorthwestHigh Option, Kaiser Health Plan of Washington HDHP, MHBP Consumer Option, TakeCare HDHP and United Healthcare Insurance ChoicePlus HDHP.

KEY: E mployees 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

The maximum incentive has been increased up to $170 in a health account when you qualify for the Diabetes Management Incentive Program. Certain Food and Drug Administration-approved drugs that have multiple generic equivalent/alternative medications may be excluded from the formulary. If you purchase a drug excluded from the formulary, you will be responsible for the full cost of that drug. Benefits will be limited for certain selfinjectable drugs obtained from a source other than a pharmacy. Standard Option Changes Preventive dental care for the topical application of fluoride or fluoride varnish will be limited to two services per person per calendar year. The plan revised its dental benefits to provide a fee schedule for each extraoral diagnostic image. Basic Option Changes Next year, the member responsibility has been reduced for sleep studies performed in the home and billed by preferred professional providers. Government Employees Health Association (GEHA) Overall Plan Changes Enrollees living in Georgia and Pennsylvania: Your PPO network will be Aetna Signature Administrators. Enrollees living in North or South Carolina: Your PPO network will be UnitedHealthCare. The preventive services benefit for diabetic screening will now include adults ages 40-70 who are overweight, obese or have high blood pressure. Iron supplements have been removed from the planâ&#x20AC;&#x2122;s preventive benefit. Kidney/pancreas transplant has been added to the list 46

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of solid organ transplants that are subject to medical necessity and experimental/investigative review by the plan. High Option Changes External hearing aid benefits will increase to $2,500 every three years for adults and to $2,500 each year for children under age 22. When admitted to a hospital or residential treatment center for an inpatient confinement, your cost will be: $100 co-payment per admission plus 10 percent coinsurance for a PPO facility; $300 per admission co-payment plus 25 percent coinsurance to a non-PPO facility. If specialty medications are dispensed by sources other than CVS/caremark Specialty Pharmacy and GEHA is your primary or your other coverage denies the charges, the $300 generic and preferred co-payment per prescription fill and 25 percent of the plan allowance applies; or for non-preferred, the $300 co-payment and 40 percent of the plan allowance applies per prescription fill for up to a 30-day supply. When Medicare is primary and specialty medications are dispensed by sources other than CVS/caremark Specialty Pharmacy and Medicare denies the charges, the $300 generic and preferred co-payment plus 15 percent of the plan allowance applies; or for non-preferred, the $300 co-payment plus 30 percent of the plan allowance applies per prescription fill for up to a 30day supply. Standard Option Changes External hearing aid benefits will increase to $2,000 every three years for adults and $2,000 annually for children up to age

22. If specialty medications are dispensed by sources other than CVS/caremark Specialty Pharmacy and Medicare is primary and denies the charges, the $500 generic and preferred co-payment or $500 non-preferred co-payment and 50 percent of the plan allowance applies per prescription fill for up to a 30-day supply. Mail Handlers Benefit Plan (MHBP) Overall Plan Changes How expenses are applied to the deductible will change. Expenses that accumulate to the deductible for network providers will be separate from the expenses that accumulate for non-network providers. Prescription drugs purchased at a network pharmacy will be covered at the same benefit level whether the claims are filed electronically by the pharmacy or submitted manually on paper. Hospice care annual day limits will increase. Services at a network facility by a non-network hospital or neonatologist will be considered at the network benefit level. The plan allowance for an assistant surgeon will be based upon the professional qualifications of the individual providing the service. The plan allowance will be reduced for tertiary and subsequent surgical procedures performed during the same operative session. Coverage for reduced intensity condition bone marrow transplants has been added. Coverage for compression/support garments has been reclassified and expanded to include the treatment of varicose veins. The benefit structure for hear-

MetLife Federal Dental Plan

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Choose from over 360,000 dentists — one of the largest networks nationwide

•

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Enrollment dates: Nov. 13–Dec. 11, 2017

1. Subject to frequency limitations. 2. Savings from enrolling in the MetLife Federal Dental Plan will depend on various factors, including the cost of the plan, how often participants visit the dentist and the cost of services rendered. 3. Subject to plan limitations. Like most group benefits programs, benefit programs offered by MetLife contain certain exclusions, exceptions, waiting periods, reductions, limitations and terms for keeping them in force. For more information please view the Federal Dental Plan Brochure, which will govern these plan options and can be viewed by visiting federaldental.metlife.com.

Open Season Report

ing aids has been changed by removing the planâ&#x20AC;&#x2122;s allowance as a consideration for determining benefits. Routine foot care will be available to members with peripheral vascular disease. A wellness program has been added that rewards members who obtain a biometric screening and/or complete a health risk assessment, and the reward for participating in the diabetes management incentive program has been increased. Standard Option Changes Coverage for cardiac rehabilitation has been added. Cost-sharing will increase for orthopedic and prosthetic devices received from non-network providers. Home health services annual day limits will increase next year. Benefits for prescription drugs purchased at a non-network pharmacy will increase to the same level as prescription drugs purchased at a network pharmacy. The enrollee will continue to be responsible for the difference between the plan allowance and the billed amount. Value Plan Changes Cost-sharing will increase for outpatient lab, X-ray and other diagnostic testing related to diagnosis and treatment of mental health and substance abuse when services are received from a network provider. National Association of Letter Carriers (NALC) Overall Plan Changes The plan will cover depression screening for adults ages 18 and older and for children age 12 through 17. Diabetes and high blood pres48

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IMPORTANT SAVINGS TIPS SELF PLUS ONE

If you are enrolled in Self and Family coverage but have only one dependent, consider changing to Self Plus One coverage. Even if the difference in premiums is small, every dollar you save is important. Changing to Self Plus One will provide exactly the same level of benefits you have with Self and Family coverage, and if your spouse is the dependent, he/ she still will be able to continue FEHBP coverage as a survivor annuitant at your death.

PREFERRED PROVIDERS Health plans contract with preferred doctors and facilities to accept the planâ&#x20AC;&#x2122;s allowance for

sure screenings for adults will be covered. The plan will cover the initial office visit or consultation for each new chiropractor seen. Kidney and pancreas transplants will be covered in 2018. High Option Changes The plan increased to 24 per year chiropractic spinal or extraspinal manipulations and office visits. There will be a $20 co-payment for an acupuncture visit rendered by a PPO provider. The plan will cover up to 30 days of inpatient/outpatient hospice services per calendar year. Outpatient telemental health professional services rendered by providers such as psychia-

services. This affects not only your part of the bill but, in most cases, it will reduce the dollar amount you must meet before catastrophic coverage kicks in.

LOWER-COST PLANS

Do the work to find a plan that suits your medical needs and budget, especially if you are enrolled in Medicare Parts A and B and your FEHBP coverage is secondary. Look at Consumer Driven Health Plans that provide an account with funds to be used for out-of-pocket expenses. Many plans waive deductibles and co-payments if Medicare is your primary coverage. Use the new plan comparison tool at www.opm.gov.

trists, psychologists or clinical social workers will be covered. The plan will waive two $20 PPO medical office visit copayments when you complete a health assessment for Self Only enrollees, four $20 PPO medical office visit co-payments for Self Plus One and Self and Family. The plan will waive the prescription drug co-pays and coinsurances when Medicare Part D is the primary payer and covers the prescription drug. Value Plan and Consumer Driven Plan Changes There will be no cost next year for outpatient services and supplies for a voluntary female sterilization when rendered by an in-network hospital or ambulatory surgical center.

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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CONSUMER DRIVEN OPTION CONSUMER DRIVENDRIVEN OPTION CONSUMER OPTION

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2018 Monthly Premiums

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• 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 Plan members. As part Diabetes•Management Program Program Diabetes Management • Tobacco Cessation Program • Tobacco •Cessation Program of enrollment, you will Tobacco Cessation Program

Open Season Report

Prior authorization is no longer required for partial hospitalization for mental health and substance abuse and other related services and tests. Special Agents Mutual Benefit Association (SAMBA) Overall Plan Changes Benefits for external hearing aids will be available every three calendar years for children up to age 18 and adults. There no longer will be a separate prescription drug outof-pocket maximum of $2,000 per person ($4,000 per family) under High option and $1,500 per person ($3,000 per family) under Standard option. There will be only one out-ofpocket maximum limit that will include covered expenses

for both medical care and prescription drugs. Benefits for Preventive Care, Children are now limited to covered dependents up to age 18. Standard Option Changes The catastrophic protection out-of-pocket maximum for deductibles, coinsurance and co-payments has increased from $5,000 per person ($10,000 for Self Plus One and for Self and Family) per calendar year to $7,000 ($14,000 for Self Plus One and for Self and Family) for combined medical and prescription PPO expenses, and from $7,000 per person ($14,000 for Self Plus One and for Self and Family) per calendar year to $9,500 for Self Only ($19,000 for Self Plus One and for Self and Family) for combined medical and prescription

non-PPO expenses. High Option Changes The catastrophic protection out-of-pocket maximum for deductibles, coinsurance and co-payments has increased from $3,500 per person ($7,000 for Self Plus One and for Self and Family) per calendar year to $6,000 per person ($12,000 for Self Plus One and for Self and Family) per calendar year for combined medical and prescription PPO expenses, and from $6,500 per person ($13,000 for Self Plus One and for Self and Family) per calendar year to $9,500 per person ($19,000 for Self Plus One and for Self and Family) per calendar year for combined medical and prescription non-PPO expenses.

plan or any other insurance. • Limited Expense Health Care Flexible Spending Account, only available to employees who enroll in an FEHB High Deductible Health Plan with a Health Savings Account, and limited to dental and vision care services/ products. • Dependent Care (Day Care) Flexible Spending Account, used to pay for eligible dependent care expenses such as child care. Open Season FSAFEDS enrollments are effective January 1, 2018. Current enrollees must enroll each year to continue participating in FSAFEDS. Federal retirees are not eligible for FSAFEDS.

For participants enrolled in a health care or limited expense health care account in or after 2016: • The minimum election for all accounts is $100. • The ability to carry over funds has been adopted for health care and limited expense health care FSAs. If employees are enrolled in one of these FSAs, they will be able to bring up to $500 of unspent funds from 2017 into 2018. These funds can be used to reimburse eligible expenses incurred in 2017. Employees must re-enroll for the 2017 benefit period to be eligible for the carry-over. (This carry-over ability does not affect dependent care FSAs.)

—FEDERAL BENEFITS INSTITUTE

2018 FSAFEDS

ligible federal employees can enroll in FSAFEDS, the federal government’s flexible spending program, each year during the Federal Benefits Open Season. Under the program, employees contribute money from their salary into an FSAFEDS account before taxes are withheld and use it to get reimbursed for out-of-pocket health care and dependent care expenses. The federal government offers three types of FSAFED accounts: • Health Care Flexible Spending Account, used to pay for qualified medical costs and health care expenses that are not paid by an employee’s Federal Employees Health Benefits (FEHB) Program

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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 â&#x20AC;&#x201C; DEC 11, 2017* Enroll with GEHA at BENEFEDS.com. *

FEDVIP Open Season enrollment closes Dec. 11, 2017, at midnight EST.

Open Season Report

2018 FEHB PRESCRIPTION DRUG GUIDE

n the Federal Employees Health Benefits (FEHB) Program, prescriptions can be filled by health plans through the plan’s preferred retail pharmacies, non-preferred retail pharmacies and the plan’s mail order service. The plans charge coinsurance and/or co-payments for prescription drugs when they are purchased through any of these sources. Some plans provide prescription drug plan benefits even if the plan’s annual deductible is not met. Other plans may have a specific annual deductible that must be met before the plan begins to pay prescription drug benefits.

Health plans will substitute available generic equivalent drugs for brand name drugs for prescriptions submitted to local pharmacies and mail order services, unless the prescribing physician indicates that the patient is to receive only the brand name medication. To keep prescription drug benefit costs down for the plans, some are reducing out-of-pocket costs for generic drugs and raising them for brand name drugs. This will make prescription drugs more costly for enrollees needing life-saving and life-extending medications, which are usually brand name specialty drugs. You also will see that some plans have capped the yearly

amount of out-of-pocket expenses for prescription drugs to keep enrollees who need the expensive brand name drugs–sometimes called specialty drugs–from possible financial hardship. Enrollees covered by Medicare Part A and Part B may note that some plans waive their own deductibles, coinsurance and copayments for hospital and medical services. These waivers do not apply to the prescription drug co-payments and/or coinsurance. Some plans will charge lower coinsurance and co-payment rates for enrollees who are covered by Medicare Part A and Part B. In addition, there are some plans

YOUR COSTS: PRESCRIPTION DRUG BENEFITS, SELECTED PLANS

PLAN

RETAIL PHARMACY / NETWORK

Blue Cross Blue Shield - Standard

Generic: 20% of plan allowance (15% if you have Medicare) Brand name: Preferred: 30% of plan allowance / Nonpreferred: 45% of plan allowance

GEHA - Standard

Generic: Lesser of $10 or pharmacy’s usual and customary cost Brand name: 50% up to a max of $200

MHBP - Standard

Generic: $5 co-pay per presc. Brand name: Preferred: 30% of plan allowance ( 25% if enrolled in Medicare B) + any difference between plan allowance and cost of generic unless exception obtained, limited to $200 per presc. / Nonpreferred: 50% of plan allowance + any difference between plan allowance and cost of generic unless exception obtained, limited to $200 per presc.

NALC - High

Generic: 20% of cost Brand name: Formulary: 30% of cost / nonformulary: 45% of cost (If enrolled in Medicare: NALC Senior Antibiotic generic: $0; generic: 10% of cost; formulary brand: 20% of cost)

SAMBA - Standard

Generic: $8 Brand name: Preferred: 30% of plan allowance / nonpreferred: 50% of plan allowance

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that charge Medicare enrollees the same coinsurance and co-payments as non-Medicareeligible enrollees in one option, while charging Medicare enrollees smaller coinsurance and/or copayment amounts than nonMedicare enrollees in the plan’s other option. Usually, patients will fill orders for short-term prescription drugs, such as antibiotics, at a local pharmacy. They will use mail order services for maintenance drugs, such as medications used to treat high blood pressure, high cholesterol or heart disease, etc. It is wise to compare the prices of medications at local pharma-

cies with the cost of obtaining the medications through mail order services. Many times, the cost of filling a prescription at a local pharmacy is less than the co-payment for using a mail order service. Some plans charge the full mail service c0-payment even though the actual cost of the prescription drug is less than the copayment; other plans charge only the cost of the prescription drug if the actual cost of the drug is less for the mail service pharmacy than the co-payment. In other words, do not expect the mail service pharmacy to charge less than the co-payment because the local pharmacy has the prescrip-

tion drug at a lower price. Some plans have limitations on the amount and frequency of dispensing prescription drugs. Plan members should be aware of those limitations and also should be aware that more plans have prior-approval requirements before certain prescriptions can be filled. The general rule for most plans is that refills can be obtained when 75 percent of the current supply is used up. With some plans’ co-payments for brand name drugs increasing January 1, check your current prescription level to see if you can order a refill before the end of the year and avoid any increase. —FEDERAL BENEFITS INSTITUTE

RETAIL PHARMACY / NON-NETWORK

MAIL ORDER (90-DAY SUPPLY)

45% of plan allowance

Generic: $15 ($10 if you have Medicare) Brand name: Preferred: $80 per presc. / N onpreferred: $105 per presc.

Generic: Lesser of $10 or pharmacy’s usual and customary cost Brand name: 50% up to a max of $200 + any difference between plan allowance and cost of the drug

Generic: Lesser of $20 or the cost of the drug Brand name: 50% up to a max of $500

50% of the plan allowance + any difference between plan allowance and billed amount

Generic: $10 co-pay per presc. Brand name: Preferred: $80 co-pay ($60 co-pay if enrolled in Medicare B) + any difference between plan allowance and generic unless exception obtained / Nonpreferred: $120 co-pay + any difference between plan allowance and generic unless exception obtained Specialty drugs: 15% of plan allowance, limited to $425 per presc. (For 30-day supply: 15%, limited to $200 per presc.)

45% of plan allowance

Generic: NALCSelect: $5 / NALC Preferred: $7.99 / generic: $12 Brand name: Formulary $65 / nonformulary $80 (For 60 day supply: generic: $8 / formulary brand: $43 / nonformulary brand: $58) Specialty drugs: $350 (60-day supply: $250; 30-day supply: $150)

Generic: $15 Brand name: Preferred: 30% of plan allowance / nonpreferred: 40% of plan allowance

Generic: $20 Brand name: Preferred: 35% of plan allowance / nonpreferred: 50% of plan allowance

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

Open Season Report

2018 FEDVIP PLANS

pen Season for the Federal Employees Dental and Vision Insurance Program (FEDVIP) coincides with the Open Season for the Federal Employees Health Benefits Program. Eligible individuals will be able to choose benefits that cover dental care, vision care or both. The Office of Personnel Management (OPM) contracts with 12 insurance carriers to provide comprehensive coverage under 15 different plans. Three types of enrollment are available: Self Only, for the enrolled employee or annuitant; Self Plus One, for the enrolled employee or annuitant and one eligible family member; and Self and Family, for the enrolled employee or annuitant and all eligible family members. For more information, go to www. benefeds.com or call 877-8883337.

DENTAL PLANS

There are six nationwide and four regional plans. Premiums are based on rating areas (a group of ZIP codes). Each plan can have up to five rating areas. See the chart, p. 57, for premiums for nationwide plans. To find out your rating area, go to www.opm.gov and put “dental rating areas” in the FAQ Search window. For regional plan rates, go to www.benefeds.com.

NATIONWIDE PLANS

(Includes international coverage) Aetna Single High option plan • Offers in-network benefits and out-of-network benefits; • $25,000 yearly maximum per member for in-network 54

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services; • No annual deductible; • Orthodontia covered after a 12-month waiting period for adults and dependent children with no age limit ($2,000 per person lifetime maximum on covered orthodontia services); • Free add-on discounts such as fitness, vision, weight-loss programs and natural products; Delta Dental Two plan options • No waiting periods outside of orthodontia; • Expansive network of Delta Dental PPO dentists; • No ID card required to receive services and no claim forms to file – PPO dentists file the claim; • No deductible charged when using in-network; FEP BlueDental (Blue Cross Blue Shield) Two plan options • No deductible for preventive, diagnostic, intermediate or major services under either option in-network; • Out-of-network – High option has a $50 deductible; Standard option has a $75 deductible; • Under both options, preventive and diagnostic services are paid in full when services are provided by in-network dentists; • Annual maximum – High option, unlimited in-network; $3,000 out-of-network; Standard option, $1,500 in-network; $750 out-of-network; • Orthodontia – Standard option has a 12-month waiting period; High option has no waiting period; adult orthodontia is offered.

GEHA Two plan options • Under Standard option, orthodontia covered after 12-month waiting period with no age limitation; no waiting under High option. • Under Standard option, the per person calendar-year maximum is $2,500; under High option, it is $35,000. • Members enrolled in GEHA’s dental plan options will receive the same association benefits as other GEHA plan members, including hearing and vision discounts, Life Alert and teeth whiting, at no additional cost; • Benefit provided for medically necessary/noncosmetic implants. MetLife Two plan options • In 2018, the High option maximum for nonorthodontic services is $35,000 per year; • No waiting period for orthodontia ($2,000 in-network per person lifetime maximum on covered orthodontia services under Standard option; $3,500 per person lifetime maximum under High option); • Adult orthodontia is available for the High option only with a lifetime maximum of $1,500; • Out-of-network benefit (there is a deductible for both the Standard and the High options’ out-of-network services); • Benefit provided for medically necessary/noncosmetic implants. United Concordia Single High option plan • No deductible; • For 2018, the annual maximum will increase to $15,000

The Aetna DirectSM plan Federal retirees: Put money back into your pocket. • Low monthly plan premiums — below the federal average • 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 ends December 11. To find out more, visit aetnafeds.com/aetnadirect or call 1-855-277-4356.

aetnafeds.com/aetnadirect 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

per covered person. • Orthodontia covered after 12-month waiting period for all members ($3,000 per person lifetime maximum on covered orthodontia services); • Coverage for certain implant prosthetics and resin crowns and an annual maximum of $10,000; • Out-of-network benefit at a lower percentage rate.

DENTAL PLANS / REGIONAL PLANS

Dominion Dental Services, Inc. Service Area: Mid-Atlantic Region, including the District of Columbia, Maryland, Pennsylvania, Delaware, most of Virginia and southern New Jersey.

Two dental health maintenance organization (HMO) options, Select Standard and Select High • The only dental HMO plan offered in the FEDVIP program; • No maximum dollar limits, waiting periods or deductibles; • Covered benefits include cleanings, fillings, endodontics, periodontics, crowns and bridges, implants and orthodontics for adults and children; • Predetermined fees (fixed co-payments); • Access to one of the largest dental HMO networks in the Mid-Atlantic. EmblemHealth Service Area: All of New York

Cover your eyes. It could help uncover health issues. • Budget-friendly plans. • A large network. • Membership satisfaction. Sign up at BENEFEDS.com. Open Season dates: November 13 through December 11, 2017 EST

1061649.1 17-5088 56

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state and some ZIP codes in Pennsylvania, Connecticut and New Jersey. • 100 percent coverage for all in-network dental services; • Out-of-network benefit, even in areas that meet access, that pays benefits up to a scheduled maximum; • Orthodontia covered with no waiting period for adults and dependent children ($3,000 per person lifetime maximum on covered orthodontia services). Humana Service Area: All of Alabama, Arizona, Arkansas, California, Colorado, DC, Florida, Georgia, Illinois, Indiana, Kansas, Kentucky, Louisiana, Missouri,

2018 PREMIUMS - NATIONWIDE DENTAL PLANS PLAN NAME

KEY: Employees pay biweekly Annuitants pay monthly

RATING Region*

SELF ONLY biweekly | monthly

SELF PLUS ONE biweekly | monthly

SELF AND FAMILY biweekly | monthly

1 2 3 4 5

$14.89 | $32.26 $16.40 | $35.53 $17.45 | $37.81 $19.26 | $41.73 $20.90 | $45.28

$29.78 | $64.52 $32.79 | $71.05 $34.91 | $75.64 $38.50 | $83.42 $41.81 | $90.59

$44.67 | $96.79 $49.19 | $106.58 $52.35 | $113.43 $57.76 | $125.15 $62.71 | $135.87

$8.68 | $18.81 $9.45 | $20.48 $10.18 | $22.06 $10.74 | $23.27 $12.27 | $26.59

$17.35 | $37.59 $18.91 | $40.97 $20.37 | $44.17 $21.47 | $46.52 $24.54 | $53.17

$26.03 | $56.40 $28.35 | $61.43 $30.56 | $66.21 $32.21 | $69.79 $36.81 | $79.76

1 $16.74 | $36.27 $33.48| $72.54 2 $18.36 | $39.78 $36.71 | $79.54 3 $20.13| $43.62 $40.26 | $87.23 4 $21.41 | $46.39 $42.83 | $92.80 5 $24.90 | $53.95 $49.81 | $107.92

$50.22 | $108.81 $55.07 | $119.32 $60.39 | $130.85 $64.25 | $139.21 $74.71 | $161.87

AETNA PPO

High

DELTA DENTAL PPO

Standard

High

1 2 3 4 5

FEP BLUEDENTAL PPO

Standard

1 2 3 4 5

$9.91 | $21.47 $11.27 | $24.42 $12.48 | $27.04 $13.16 | $28.51 $14.56 | $31.55

$19.83 | $42.97 $22.54 | $48.84 $24.96 | $54.08 $26.32 | $57.03 $29.11 | $63.07

$29.74 | $64.44 $33.50 | $73.23 $37.44 | $81.12 $39.49 | $85.56 $43.67 | $94.62

High

1 2 3 4 5

$18.40 | $39.87 $20.92 | $45.33 $23.20 | $50.27 $24.50 | $53.08 $27.10 | $58.72

$36.79 | $79.71 $41.84 | $90.65 $46.39 | $100.51 $49.00 | $106.17 $54.19 | $117.41

$55.19 | $119.58 $62.76 | $135.98 $69.59 | $150.78 $73.50 | $159.25 $81.29 | $176.13

Standard

1 2 3 4 5

$9.24 | $20.02 $10.14 | $21.97 $11.52 | $24.96 $12.43 | $26.93 $13.78 | $29.86

$18.48 | $40.04 $20.28 | $43.94 $23.01 | $49.86 $24.84 | $53.82 $27.56 | $59.71

$27.72 | $60.06 $30.41 | $65.89 $34.51 | $74.77 $37.25 | $80.71 $41.34 | $89.57

High

1 2 3 4 5

$16.23 | $35.17 $17.84 | $38.65 $20.25 | $43.88 $21.86 | $47.36 $24.26 | $52.56

$32.47 | $70.35 $35.68 | $77.31 $40.51 | $87.77 $43.73 | $94.75 $48.55 | $105.19

$48.70 | $105.52 $53.55 | $116.03 $60.75 | $131.63 $65.61 | $142.16 $72.87 | $157.89

Standard

1 2 3 4 5

$9.87 | $21.39 $10.70 | $23.18 $11.88 | $25.74 $13.17 | $28.54 $14.48 | $31.37

$19.75 | $42.79 $21.39 | $46.35 $23.76 | $51.48 $26.34 | $57.07 $28.95 | $62.73

$29.62 | $64.18 $32.09 | $69.53 $35.64 | $77.22 $39.52 | $85.63 $43.43 | $94.10

High

1 2 3 4 5

$18.02 | $39.04 $20.18 | $43.72 $21.98 | $47.62 $23.80 | $51.57 $26.64 | $57.72

$36.05 | $78.11 $40.36 | $87.45 $43.97 | $95.27 $47.60 | $103.13 $53.27 | $115.42

$54.07 | $117.15 $60.54 | $131.17 $65.95 | $142.89 $71.40 | $154.70 $79.91 | $173.14

$12.90 | $27.95 $14.47 | $31.35 $16.06 | $34.80 $17.64 | $38.22 $19.23 | $41.67

$25.79 | $55.88 $28.96 | $62.75 $32.11 | $69.57 $35.29 | $76.46 $38.44 | $83.29

$38.67 | $83.79 $43.43 | $94.10 $48.18 | $104.39 $52.93 | $114.68 $57.65 | $124.91

GEHA PPO

METLIFE PPO

UNITED CONCORDIA PPO

High

1 2 3 4 5

* Rating regions for each carrier are not the same for all plans W W W. N A R F E . O R G

Open Season Report

Mississippi, North Carolina, Ohio, Oklahoma, South Carolina, Tennessee, Texas, Utah, Virginia, West Virginia, and most of Maryland • No annual deductible; • Coverage for dental implants; • No waiting period for orthodontia; • Per person annual maximum benefit, $15,000. Triple-S Salud Service Area: Puerto Rico • Orthodontia covered with a 50 percent coinsurance after a 12-month waiting period ($2,000 per person lifetime maximum on covered orthodontia services); • No out-of-network benefit in areas that meet access standards.

VISION PLANS

There are four vision plans. See the chart below for premiums. Aetna Vision • Maximum in-network annual benefit is $10,000; • Lower co-pays for in-network services, including none

for lens, $20 for standard progressive lens, $40-65 per tier for premium progressive lens in high option; • Frame allowance increased to $230 high, $140 standard; • In- and out-of-network benefits; • No deductible in the voluntary plan; • Extra discounts at participating providers on balances over the allowance, LASIK laser surgery, retinal imaging and second pairs of eyeglasses and sunglasses. FEP BlueVision (Blue Cross Blue Shield) • Flat-rate reimbursement in areas without adequate access; • Low-vision services offered; • Discounts on laser vision correction; • Unconditional breakage warranty to repair or replace any plan frame or lens(es) for a period of one year from date of delivery; • Coverage for elective contact lenses and medically necessary contact lenses;

• High option provides an out-of-network benefit based on a fee schedule; • No out-of-network benefits under Standard option. UnitedHealthcare Vision Plan • Will pay out-of-network, limited access and international benefits based on a published fee schedule; • Low-vision services offered; • Discounts on laser vision correction; • Prosthetic eye replacement on a lifetime maximum basis; • Coverage for elective contact lenses and medically necessary contact lenses. VSP (Vision Service Plan) • Will pay out-of-network international benefits based on a published fee schedule; • Offers a WellVision Exam designed to detect conditions such as diabetes, high blood pressure, glaucoma and diabetes; • Guaranteed pricing on retinal screening; • Discounts on laser vision correction.

2018 PREMIUMS - NATIONWIDE VISION PLANS PLAN NAME SELF ONLY biweekly | monthly AETNA VISION Standard $3.21 | $6.96 High $5.82| $12.61

KEY: Employees pay biweekly Annuitants pay monthly

SELF PLUS ONE biweekly | monthly

SELF AND FAMILY biweekly | monthly

$6.42 | $13.91 $11.63 | $25.20

$9.63 | $20.87 $17.44 | $37.79

FEP BLUEVISION Standard High

$3.95 | $8.56 $5.67 | $12.29

$7.90 | $17.12 $11.33 | $24.55

$11.85 | $25.68 $17.00 | $36.83

UNITEDHEALTHCARE VISION PLAN Standard High

$3.01 | $6.52 $4.48 | $9.71

$5.89 | $12.76 $8.73 | $18.92

$8.76 | $18.98 $13.00 | $28.17

VSP (VISION SERVICE PLAN ) Standard High

$3.52 | $7.63 $6.66 | $14.43

$7.03 | $15.23 $13.34 | $28.90

$10.56 | $22.88 $20.02 | $43.38

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Managing Money

VOLUNTARY CONTRIBUTION PROGRAM

he Voluntary Contribution Program (VCP) is perhaps the Civil Service Retirement System’s (CSRS) best kept secret. Although it’s original

intent was to provide an additional annuity to supplement the CSRS annuity, its best use may be as a conduit to fund a super-sized Roth IRA. While Roth IRA contributions are capped at $5,500 per year (or $6,500 if you’re over age 50), CSRS participants can stash tens of thousands of dollars— even hundreds of thousands of dollars—into a Roth IRA in a single lump sum without having to pay additional taxes. It’s a Roth IRA funding opportunity that has no rivals. Using the VCP to fund a Roth IRA involves converting money from the VCP to a Roth IRA, but because the VCP is funded with after-tax contributions, it’s possible to pull off a tax-free conversion. This opportunity wasn’t always widely available, but two key pieces of legislation opened the door to every CSRS participant. The first was the Pension Protection Act of 2006 which, beginning in 2008, permitted the direct conversion of eligible rollover distributions from an employer retirement plan to a Roth IRA. Prior to this, eligible rollover distributions would have to go to a traditional IRA first before being converted to a

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Roth IRA. Doesn’t sound like a big deal, but direct conversions from an employer retirement plan to a Roth IRA are not subject to the IRS’s pro-rata rule, which could force you to pay taxes on some of the VCP money you convert to a Roth IRA. When you convert money to a Roth IRA, the pro-rata rule requires you to look at the value of all your traditional IRAs (including SEP IRAs and SIMPLE IRAs) and determine what percentage of your IRAs is pretax dollars and what is aftertax dollars. The percentage that represents pretax dollars is the percent of the Roth conversion that you will pay tax on. The second piece of legislation, and the one that allows any CSRS participant to use the VCP to Roth IRA strategy, was the Tax Increase Prevention and Reconciliation Act (TIPRA) signed by former President George W. Bush in 2006. Prior to TIPRA, anyone with income over $100,000 was prohibited from doing a Roth IRA conversion. This act removed the

BY MARK A. KEEN,

CFP®

$100,000 income limit beginning in 2010. CSRS participants and CSRS Offset participants are permitted to contribute up to 10 percent of their lifetime federal earnings to the VCP. Contributions may be made in regular intervals, or may be made in a single, lump-sum contribution. Voluntary contributions earn interest based on a rate determined by the Treasury Department each year and will accrue until you elect a withdrawal, separate from service, or transfer to a non-covered position. If you separate from service with entitlement to a deferred annuity at age 62, interest will continue to accrue until your annuity starts. You may withdraw all voluntary contributions with interest at any time prior to receiving an annuity based on those contributions. Contributions are made with after-tax funds, so they will be distributed tax-free. The interest portion represents pretax money and will be taxable when distributed from the VCP. You may, however, continue to defer tax on the interest by rolling over the interest portion to an IRA or other qualified retirement plan, such as the Thrift Savings Plan. To create the super-sized Roth IRA, you simply elect a refund of your voluntary contribu-

BENEFITS RESOURCES NARFE offers members a wide range of information on federal benefits. Visit www. narfe.org/federalbenefits and www.narfe.org/ FederalBenefitsInstitute.

tions and ask the Office of Personnel Management (OPM) to send your contributions directly to a Roth IRA and any interest to either your TSP or traditional IRA. If you are a CSRS or CSRS Offset participant, I recommend reading the OPM “Retirement Facts 10 —Voluntary Contributions” brochure. You may also find it helpful to review the following forms, which may be found on OPM’s website:

• SF 2804, “Application To Make Voluntary Contributions,” which is used to open a VC account with OPM • Form RI 38-124, “Voluntary Contributions Election,” which is used to elect distribution option •Form RI 38-125, “Voluntary Contributions Notice,” which explains the VCP distribution options • Form RI 37-122, “Special Tax Notice Regarding Rollovers,” which explains tax implications of the various distribution options Available only to CSRS and CSRS Offset participants, the VCP is a powerful tool to creating a super-sized, tax-free Roth IRA. 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.

Give the GIFT of NARFE Membership

Share NARFE this Holiday Season! What does a Gift Membership include? ALL the benefits of NARFE!

q Please start a 1-year gift membership for the recipient listed. Dues are $40. FROM: Sponsor Name. _________________________________________

PAYMENT OPTIONS

Membership ID No. _____________________________________

q Check, Money Order or Bill Pay (Payable to NARFE) q Charge my: q MasterCard q VISA q Discover q AMEX

TO: Recipient Name ________________________________________ Address _______________________________________________

Card No. ________________________________________

Apt./Unit ______________________________________________

Expiration Date _____ /_________ mm yyyy

City ____________________________ State ___ ZIP __________

Name on Card ____________________________________

Phone ( ______) ________________________________________ Email _________________________________________________ q Active Federal Employee q Active Federal Employee Spouse q Annuitant q Annuitant Spouse q Survivor Annuitant Would you like to include a local Chapter? Chapter # ____________________________

Signature ________________________________________ Date _________________ MAIL THIS APPLICATION TO: NARFE / Recruitment and Retention 606 N. Washington St. / Alexandria, VA 22314-1914

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

Alzheimer’s Update

NEW GRANTS AWARDED FOR ALZHEIMER’S RESEARCH

ach year, the NARFE-Alzheimer’s National Committee chooses which research projects will be awarded grants from the NARFE-Alzheimer’s Research Fund. In fiscal

year 2017, NARFE members donated $466,450 to the fund. At its August 2017 meeting, the Committee awarded four new grants totaling $466,450. NARFE has awarded 75 research grants since the program began in 1985. This year’s grants go to: Xinglong Wang, Ph.D., Case Western Reserve University School of Medicine (Cleveland, OH), $150,000 over three years for research on “Pathomechanisms of TDP-43 in Alzheimer’s Disease.” The abnormal accumulation of the protein TAR DNA-binding protein 43 (TDP-43) in the brain appears to be a hallmark of amyotrophic lateral sclerosis (ALS, Lou Gehrig’s disease). About half of individuals with Alzheimer’s disease also have clumps of TDP-43 in the brain. Wang and colleagues plan a series of studies to better understand the role of TDP-43 in Alzheimer’s disease. These findings could provide the first steps in testing a novel molecule that specifically inhibits TDP-43 build-up in mitochondria as a potential therapy to prevent nerve cell loss in Alzheimer’s and other neurodegenerative diseases. Hyun-Sik Yang, M.D., The Brigham and Women’s

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Hospital, Inc., (Boston, MA), $139,059 over two years for research on “Pathophysiologic Link between TDP-43 Pathology and Alzheimer’s Disease.” The research is looking at whether TDP-43 is associated with brain shrinkage and cognitive decline in people with Alzheimer’s disease. Yang and his associates will research how the abnormal accumulation of TDP-43 affects brain structure and function in older people with and without Alzheimer’s disease. This study could help determine if TDP-43 could be targeted for the development of new diagnostic and therapeutic strategies for Alzheimer’s and other neurodegenerative diseases. Emily Edmonds, Ph.D., University of California, San Diego (San Diego, California), $149,995 over three years for research on “Longitudinal Cognitive and Biomarker Trajectories of MCI Subtypes.” This may improve diagnosis of different types of Mild

BY OLIVIA A. WILLIAMS NARFE-ALZHEIMER’S CHAIR

Cognitive Impairment (MCI) in order to maybe predict who is at risk for Alzheimer’s disease. Edmonds is interested in the early stage of memory problems or language problems, since some have both. Edmonds and her associates will examine data from over 1,000 older adults who have been diagnosed with MCI. Jole Fiorito, Ph.D., Columbia, University Medical Center (New York, New York), $27,396 for research on “Drug Development of a Novel PDE5 Inhibitor for Alzheimer’s Diseases.” In Alzheimer’s disease, synapses become damaged which may contribute to impaired nerve cell communication and cognitive decline. Fiorito’s recent studies, along with others, have found that inhibiting a molecule called phosphodiesterase type 5 (PDE5) can help prevent synaptic damage and maybe restore memory function in Alzheimer’s-like mice. If successful, the results of this effort could lay the foundation for future human clinical trials to determine if PDE5 is an avenue for slowing or stopping the progression of Alzheimer’s disease. OLIVIA A. WILLIAMS IS CHAIR OF THE NARFEALZHEIMER’S NATIONAL COMMITTEE. EMAIL: OEASHF3@BELLSOUTH.NET THIS COLUMN APPEARS QUARTERLY.

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Name Address City

Daytime Phone #

Dept. 74952

Zip

2017

G FUND

F FUND

C FUND

S FUND

I FUND

OCTOBER

0.19%

0.07%

2.33%

1.41%

1.54%

SEPTEMBER

0.17%

-0.48%

2.06%

4.26%

2.52%

AUGUST

0.19%

0.91%

0.30%

-0.41%

-0.03%

YTD

1.92%

3.44%

16.90%

14.35%

22.15%

1 YEAR

2.29%

1.17%

23.64%

25.68%

23.84%

3 YEAR*

2.05%

2.74%

10.82%

9.74%

6.14%

5 YEAR*

2.04%

2.43%

15.23%

14.96%

8.87%

10 YEAR*

2.42%

4.45%

7.57%

8.33%

1.34%

L INCOME

L 2020

L 2030

L 2040

L 2050

OCTOBER

0.54%

0.83%

1.27%

1.46%

1.63%

SEPTEMBER

0.60%

1.02%

1.60%

1.87%

2.14%

AUGUST

0.22%

0.21%

0.19%

0.17%

0.15%

YTD

5.10%

8.16%

11.87%

13.66%

15.29%

2017

*ANNUALIZED

1 YEAR

6.29%

10.53%

15.44%

17.89%

20.22%

3 YEAR*

3.68%

5.14%

6.78%

7.53%

8.17%

5 YEAR*

4.41%

7.52%

9.51%

10.69%

11.74%

10 YEAR*

3.65%

4.44%

5.22%

5.53%

N/A

*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

STRONGER GLOBAL ECONOMIES DRIVE TSP GAINS IN OCTOBER

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

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 SEPTEMBER 8,810 16,828

77% 58% 60% 56% 51% 56% 61% 56% 54% 55% 55% 57% 57%

100 91 94 95 89 104 105 80 89 99 98 105 93

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 64

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Stronger economies worldwide and solid corporate earnings growth were likely the primary drivers of higher equity prices in the U.S. and in other developed nations. Hope for tax reform also contributed. The C Fund and the S Fund achieved gains. The I Fund also benefitted from additional interest, although dollar appreciation subtracted from the still positive returns. The F Fund profited in spite of slightly higher interest rates as debate continued about changes in Federal Reserve monetary policy. Once again, the L Funds gained. —BY SEAN MCCAFFREY, DEPUTY CHIEF INVESTMENT OFFICER, THRIFT SAVINGS PLAN

2018 COLA: 2.0%

etirees under the Civil Service Retirement System (CSRS) and the Federal Employees Retirement System (FERS) will receive a 2.0 percent increase in their annuities in 2018. The cost-of-living adjustment (COLA) was determined by comparing the average Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W) for the third quarter of 2017 (July, August, September), 239.668, with the 2016 third-quarter average of 235.057. (See also, story on p. 6.) 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. September’s index is 2.36 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

240.939

+0.62

+0.5

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 September 30, 2017 3-Digit Security Code: 100% of all contributed funds go to Name: (please print) EMAIL: oeashf3@bellsouth.net

$12,418,348* 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.)

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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

DIAL 1-800-456-8410 FOR NARFE

NARFE SCHOLARS

ARFE is proud to announce the 2017 NARFE Scholarship winners and their NARFE sponsors. NARFE awarded a total of $60,000 in scholarships this year to the 60 winners who were selected from 417 entries submitted. Each student received a certificate and a $1,000 check for the 2017-2018

school year. Winners, who appear on pp. 67-68, are listed by their region of residence. NARFE extends special thanks to the members from NARFE’s 10 regions who served on the judging teams and to the staff of the Federal Employee Education & Assistance Fund, which administers this program for NARFE.

Good news! You can now reach all NARFE departments via a single 800 phone number: 1-800-4568410. The new system includes a simple options menu to best route your important calls to staff members ready to assist and to eliminate confusion. As materials are reprinted over time, 1-800456-8410 will become the sole 800 number published. Not to worry. For those who may inadvertently dial an old 800 number, your call will automatically be transferred.

In the photo above, Mikayla Moore of Lewisville, TX, daughter of Cheryl McDay-Moore, poses with her NARFE Scholarship Award of Excellence. She will attend the University of Texas.

NEW STAFF JOIN NARFE

ARFE announces the addition of key staff members in the marketing department. Please join us in welcoming them to our organization.

JAMES MARSHALL

joined NARFE as the Deputy Director, Federal Benefits Institute. In this role, Marshall will serve as the association’s senior federal benefits expert, primary liaison with the Office of Personnel Management (OPM) and other federal agencies, and as NARFE spokesperson on federal benefits. In addition, he will lead the content development of NARFE’s Federal Benefits Institute webinars and future products, services and programs designed to meet the benefits needs of the federal community. 66

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After spending over a decade jumping out of airplanes and flying helicopters, James served as a Federal Benefits Specialist providing Civil Service Retirement System (CSRS) and Federal Employees Retirement System (FERS) benefits counselling. He has since held positions with Government Retirement & Benefits, Inc. and the National Institute of Transitional Planning, and he founded his own business, Federal Retirement Planning, LLC. In these roles he has vast experience with one-on-one counsel as well as onsite and electronic seminars, radio show guest appearances and the authoring of articles related to benefits. Marshall is a subject matter expert in CSRS and FERS retirement benefits, the Federal Employees Health Benefits Program, Federal Employees’ Group

Life Insurance, Medicare, longterm care and Social Security.

STEPHANIE SATTERFIELD joined

NARFE as Manager, Business Development and Events. In this role, Satterfield will support the planning and manage the execution of NARFE’s affinity partner and sponsorship programs, administer conference planning and registration systems and support event logistics. Stephanie most recently served as the Senior Manager, Marketing, Business Development and Sales at the Society of American Military Engineers. She brings a wealth of knowledge and experience in event management, sponsorship development and affinity partnership programs.

2017 NARFE SCHOLARSHIP WINNERS REGION I

Kathryn Feehan Glen Head, NY University of Notre Dame Grandson of John Feehan, NY Marni Heitin Sheitan, MA University of Massachusetts at Amherst Granddaughter of Abraham Heitin, MA Kaleigh MacDonald Moultonborough, NH St. Lawrence University Granddaughter of William Daly, Ch. 430 – NH Ryan Moreau Vernon, CT University of Connecticut Grandson of Dorothy Kaminski, Ch. 154 - CT Jack Rubins Williamsville, NY University of Tampa Grandson of Donald Crawford, Ch. 439 - NY Klara Wichterle New York City, NY Brown University Granddaughter of Paul Ort, NY

REGION II

Sarah Canfield Stanhope, NJ American University Granddaughter of Frank Cautero, Ch. 424 – NJ Grace Collins Camden-Wyoming, DE Undecided Daughter of Daniel Collins, DE Kyle Kleinberg Emmaus, PA Undecided Grandson of Norman Kleinberg, Ch. 404 - PA Andrew Kowalewski Forest Hill, MD University of MarylandBaltimore County Grandson of John Schanberger, Ch. 1770 - MD

Hannah Maute Dover, PA Temple University Granddaughter of Alphonso Ventrice, PA

Piper Obert Mendon, IL Baylor University Granddaughter of Susan Koch, Ch. 361 - IL

Spencer Hurst Shreveport, LA Louisiana Tech University Grandson of Frederick Hess, LA

Danielle Pergola Blairstown, NJ Wellesley College Granddaughter of Kenneth Stoller, NJ

Megan Ramer Terre Haute, IN College of Coastal Georgia Granddaughter of John Ramer, Ch. 327 – IN

Payton McAlister Decatur, TX Florida Tech University Grandson of Cindi McAlister, TX

REGION III

Anirudh Rangaswamy Dayton, OH Undecided Grandson of Muralidhar Rangaswamy, OH

Mikayla Moore Lewisville, TX University of Texas Daughter of Cheryl McDayMoore, TX

REGION V

Kaitlyn Ramirez The Woodlands, Texas Stanford University Granddaughter of Oscar Ramirez Jr., TX

Matthew Adams Lake City, FL University of Florida Grandson of Pauline Chorley, Ch. 86 – FL Leah Ash Gulfport, MS Baylor University Granddaughter of Henry Ash, Ch. 2339 - MS Jonathan Dyer Hernando, MS University of Mississippi Grandson of Rebecca Dyer, Ch. 1659 - MS

Mason Hayes Butler, MO Missouri University of Science and Technology Son of Alan Hayes, Ch. 112 – MO Emily Lewandowski St. Louis, MO Missouri State University Granddaughter of George Gielow, Ch. 1162 - MO

Ryan Miles Darcula, GA Georgia Institute of Technology Grandson of Richard Miles, Ch. 1279 - GA

Bailey Pyle Westmoreland, KS Kansas State University Granddaughter of Lois Meeth, Ch. 1162 - KS

Katherine Rogers Hampton, GA Agnes Scott College Granddaughter of Bette Jensen, Ch. 1419 - GA

Mary Schreffler Papillion, NE Benedictine College Granddaughter of Robert Schreffler, Ch. 2339 - NE

Sydney Stepney Atlanta, GA Queens University of Charlotte Granddaughter of Walter Holt, Ch. 380 - GA

Rachel Stepanek St. Peters, MO Missouri University of Science and Technology Granddaughter of Earl Stepanek, Ch. 1229 – MO

REGION IV

Allison Tieman Brooklyn Park, MN Carthage College Granddaughter of Alberta Kierstead, Ch. 738 - MN

Mackenzie Berschel Bensenville, IL University of Iowa Granddaughter of John Byrne, Ch. 1771 - IL Alexandra Herold Grand Rapids, MI Michigan State University Granddaughter of Patricia Rose, Ch. 234 - MI Thomas Krob Barnes, WI Viterbo University Son of Thomas Krob, Ch. 2119 - WI

REGION VI

Alex Britt Haltom City, TX Texas A&M University Grandson of Sandra Britt, Ch. 1201 – TX Samantha Coats Bartlesville, OK Oklahoma State University Granddaughter of Barbara Miller, Ch. 0287 - OK

REGION VII

Nathaniel Allen Longmort, CO Tulane University Grandson of Kenneth Miller, Ch. 820 – CO Samuel Goldrup North Salt Lake, UT Undecided Son of Nicole Price, UT Claire Hayhow LaPorte, CO Wellesley College Granddaughter of Mary Dodd, CO Alexus Hurtado Gilbert, AZ University of Arizona Granddaughter of Beverly Overson, Ch. 1905 - AZ Robert Michaud Sheridan, WY University of Wyoming Grandson of James Mecham, Ch. 833 - WY Collin Schlager Superior, CO Stanford University Grandson of Kristine Schlager, Ch. 293 - CO

REGION VIII

Brianna Gilman Goleta, CA Westmont College Granddaughter of Gordon Gilman, Ch. 190 – CA

(Continued on p. 68) W W W. N A R F E . O R G

NARFE News

2017 NARFE SCHOLARSHIP WINNERS

(Continued from p. 67)

Tyler Klein Oxnard, CA University of Utah Grandson of Beatrice Loesch, Ch. 10 - CA Danielle Lewis Los Angeles, CA University of Oregon – Robert D. Clark Honors College Daughter of Cherie Lewis, CA Jeffrey Martin Henderson, NV Undecided Son of Tim Martin, NV Helen Nguyen Palo Alto, CA University of California – San Diego Daughter of Thomas Nguyen, CA Alexander Sigmon Henderson, NV Johns Hopkins University

Grandson of Arthur Zeitelhack, Ch. 20 - NV

REGION IX

Luke Arnold Silverdale, WA George Fox University Grandson of Charles Walters, Ch. 1404 – WA Kleya Dhenin Talent, OR California Lutheran University Grandson of Linda Doran, Ch. 234 – OR Kaylene Kuykendall Reardan, WA Washington State University Granddaughter of Joan Kuykendall, Ch. 32 - WA Gavin Macpherson Portland, OR Vanderbilt University Grandson of David Hillman, Ch. 29 - OR

Ethan Morris Cherlan, WA University of Idaho Grandson of Carolyn Morris, ID Karen Phillips Bozeman, MT College of Saint Benedict Daughter of Mary Beth Marks, MT

Grandson of Patricia Hawkins, VA Gabriela McDonald McLean, VA Duke University Granddaughter of Patrick McDonald, Ch. 888 - VA Elizabeth Minor Fairfax, VA University of Virginia Daughter of James Minor, VA

REGION X

Mikayla Cox Draper, VA James Madison University Granddaughter of Michael Cox, VA

Haicheng Zhao Fairfax Station, VA Princeton University Granddaughter of Wei Zhao, VA

Erin Ferry Huntington, WV Marshall University Granddaughter of Julie Ferry, Ch. 166 - WV Joshua Hawkins Mechanicsville, VA Virginia Commonwealth University

narfe Statement of Ownership, Management and Circulation 1. Publication Title: narfe 2. Publication Number: 4632-60 3. Filing Date: Sept. 25, 2017 4. Issue Frequency: Monthly 5. Number of Issues Published Annually: 12 6. Annual Subscription Price: $40 7. Address of Known Office of Publication: National Active and Retired Federal Employees Association, 606 N. Washington Street, Alexandria, VA 22314-1914 8. General Business Office of the Publisher: National Active and Retired Federal Employees Association, 606 N. Washington Street, Alexandria, VA 22314-1914 9. Names and Addresses of Publisher, Editor, and Managing Editor: Publisher: National Active and Retired Federal Employees Association, 606 N. Washington Street, Alexandria, VA 22314-1914 Editor: Susan Boswell, 606 N. Washington Street, Alexandria, VA 223141914 Managing Editor: Not Applicable 10. Owner: National Active and Retired Federal Employees Association, 606 N. Washington Street, Alexandria, VA 22314-1914 11. Known Bondholders, Mortgagees, and Other Security Holders Owning or Holding 1 Percent or More of Total Amount of Bonds, Mortgages or Other Securities: None 12. Tax Status: Has Not Changed During Preceding 12 Months 13. Publication Title: narfe 14. Issue Date for Circulation Data Below: October 2017 15. Extent and Nature of Circulation:

Average No. Copies Each Issue During Preceding 12 Months

No. Copies of Single Issue Published Nearest to Filing Date

A. Total Number of Copies (Net Press Run) 217,039 211,647 B. Paid Circulation 1. Mailed Outside-County Paid Subscriptions Stated on PS Form 3541 207,071 201,835 2. Mailed In-County Paid Subscriptions Stated on PS Form 3541 3. Paid Distribution Outside the Mails including Sales Through Dealers and Carriers, Street Vendors, Counter Sales, and Other Paid Distribution Ouside USPS 264 252 4. Paid Distribution by Other Classes of Mail Through the USPS 300 300 C. Total Paid Distribution 207,635 202,387 D. Free or Nominal Rate Distribution 1. Free or Nominal Rate Outside-County Copies included on PS Form 35410 1,945 2,607 2. Free or Nominal Rate In-County Copies included on PS Form 3541 3. Free or Nominal Rate Copies Mailed at Other Classes Through the USPS 6,959 6,153 4. Free or Nominal Rate Distribution Outside the Mail E. Total Free or Nominal Rate Distribution 8,904 8,760 F. Total Distribution 216,539 211,147 G. Copies Not Distributed 500 500 H. TOTAL 217,039 211,647 I. Percent Paid and/or Requested Circulation 95.9% 95.9% 16. Publication of Statement of Ownership: December 2017 17. I certify that all information furnished on this form is true and complete. Susan Boswell, Editor/Sept. 25, 2017

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NARFE Approves Strategic Plan, Sets Organizational Priorities “Give me six hours to chop down a tree and I will spend the first four sharpening the axe.”

—Abraham Lincoln

s NARFE moves forward in the ninth decade of its existence, it must continually re-examine the service it has provided to its members in the past and how this may be enhanced in the future. Strategic planning is one method used to examine the organization. NARFE has recently completed a second cycle of strategic planning. Secretary/Treasurer Jon Dowie, who has served as chair of the Strategic Planning Committee and Team said, “We took great care throughout the process to move in a disciplined, inclusive and transparent fashion.” The plan was written by the Strategic Planning Team based on the recommendations of the Strategic Planning Committee. The committee met several times in early 2017 and made recommendations to the Team in late May. Following the committee’s recommendations, the Team wrote the strategic plan and presented it to the National Executive Board (NEB) prior to its October meeting, at which it was approved.

consistent and accountable.

S T R AT E G I C PL ANNING

• Marketing - Branding increase membership by establishing NARFE as the go-to resource for the federal community, policymakers, the media and the public.

• Advocacy - effectively advocate on behalf of members by positioning NARFE as the go-to source for policymakers, the media, current members, prospective members and the general public on issues that impact the federal community.

STRATEGIC PLAN OBJECTIVES The current plan incorporates the following objectives:

• Communications - employ an integrated communication, media relations and content dissemination strategy across print and digital channels to communicate NARFE’s mission, message and unique value to members, prospects, policymakers, the general public and media.

• Governance - transform governance to be more efficient, agile,

• Business model - operate consistent with an innovative,

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POSITIONING NARFE FOR THE FUTURE As President Richard G. Thissen shared with the NEB at the October meeting, “The strategic plan sets achievable objectives that were developed with the intention of positioning NARFE to continue its mission into the future.” To the greatest extent possible the strategic plan will be translated into work plans and budgets. Organizations can create a great strategy, but the challenge is how to execute it. As is stated in the strategic plan, NARFE’s future strategy mandates a memberfocused annual operating plan beginning in 2018 that will result in effective, efficient and accountable management of NARFE. The plan will provide the basis for the operating budget and annual headquarters staff performance and measures. NARFE’s Executive Director Barbara Sido served as a member of the Strategic Planning Team and is tasked with writing the operating plan for NARFE that builds on the vision and recommendations outlined in the strategic plan and that can be executed as a team.

SECURE THE FUTURE

• Marketing - Revenue Growth and Diversification - reverse the membership decline and increase the ratio of non-dues revenue to dues revenue.

effective and accountable business model focused on creating and delivering value.

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

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.

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.

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

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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 800-456-8410 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.

Tired of struggling on the stairs? Introducing the Affordable Easy Climber® Elevator

Can be placed virtually anywhere in your home.

Home Improvement that actually improves your LIFE! SAFE  Equipped with weight, balance and obstruction sensors  Works even in a power outage

VERSATILE  Can be placed almost anywhere in your home  Quick professional installation

CONVENIENT  Footprint is slightly larger than a refrigerator  Compact and Quiet

Revolutionary elevator can give you– and your home’s value– a lift

“We are tickled about our new elevator. This is the first time I’ve seen the second floor of my home! It’s like an early Christmas present.” Stan W. US war veteran and retired professor

• • • • •

Its small “footprint” and selfcontained lift mechanism adds convenience and value to your home and quality to your life. It’s called the Easy Climber® Elevator. Call us now and we can tell you just how simple it is to own. For many people, particularly seniors, climbing stairs can be a struggle and a health threat. Some have installed motorized stair lifts, but they block access to the stairs and are hardly an enhancement

No more climbing up stairs No more falling down stairs Plenty of room for groceries or laundry Perfect for people with older pets Ideal for Ranch houses with basements

to your home’s décor. By contrast, the Easy Climber® Elevator can be installed almost anywhere in your home. That way you can move easily and safely from floor to floor without struggling or worse yet… falling. Why spend another day without this remarkable convenience? Knowledgeable product experts are standing by to answer any questions you may have. Call Now!

Call now to find out how you can get your own Easy Climber Elevator. Please mention promotional code 107503. For fastest service, call toll-free.

1-888-328-5233

82837

Elevators have been around since the mid 19th century, and you can find them in almost every multistory structure around… except homes. That’s because installing an elevator in a home has always been a complicated and expensive home renovation project… until now. Innovative designers have created a home elevator that can be easily installed almost anywhere in your home by our professional team without an expensive shaft-way.

Imagine the possibilities

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. 74

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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!

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

The Way We Worked

STUDYING GAS IN THE MINES In 1921, staff from the U.S. Public Health Service and the U.S. Bureau of Mines joined forces to study the physiological effects of exposure to low concentrations of carbon monoxide. The subsequent report detailed the observations of any changes taking place in the bodies of the men they studied. In this photo, staff is taking a blood sample from a mine worker at what was then-named the â&#x20AC;&#x153;Pittsburgh Experiment Stationâ&#x20AC;? to determine the amount of carbon monoxide absorption. Congress abolished the Bureau of Mines in 1996 and later transferred the Health and Safety Research Program at the Pittsburgh Research Center to the National Institute for Occupational Safety and Health. PHOTO from the Records of the Bureau of Mines, National Archives, courtesy of the National Archives History Office; in collaboration with the Society for History in the Federal Government (SHFG), bringing together government professionals, academics, consultants, students and citizens interested in understanding federal history work and the historical development of the federal government. To join, visit http://shfg.org. 76

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DID YOU KNOW? Carbon monoxide (CO) is a tasteless, odorless, and colorless gaseous substance. The main source of CO production is the combustion of fuels. Exposure at the workplace occurs in blastfurnace operations and when gasoline- or propane-powered forklifts, chain-saws, or other machines are used in confined spaces, such as tunnels and mines. This 1921 study helped make recommendations that included tunnels be well ventilated for workers. Visit www.cdc.gov/niosh.

B Bu igg tt er on s

ts o N rac

“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

No add’l charge

FREE

Nationwide Coverage

YES

30-Day Return Policy2

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 Nov 20

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 107504.

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.

Brown Zip

These boots can handle any wet, wintery weather! Glove-soft, all-leather shaft atop a strong, waterproof rubber base. Features a warm, comfy fleece lining with ® Thermolite , padded collar, and thick foam backing. Easy on/off zipper with full gusset keeps cold air out (Black Strap has 2 MagicCling straps). Anti-slip traction tread soles flex with ease. Order Now! TM

Tan Lace Tan Zip Black Lace Black Strap

Black Zip

Haband® PO Box 8, Warren, PA 16366-0008 Card # _________________________________ Exp.:____/____ Mr. Mrs. Ms. ________________________________________ Address _____________________________ Apt. # __________ City & State __________________________ Zip_____________ Phone _______________________________________________ Email ________________________________________________P

I enclose $________ purchase price, & only $9.99 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. D Widths: 7 71⁄2 8 81⁄2 9 91⁄2 10 101⁄2 11 12 13 *EEE Widths (just $6 more per pair):

Satisfaction Guaranteed or Full Refund of merchandise purchase price up to 90 days after receipt.

8 81⁄2 9 91⁄2 10 101⁄2 11 12 13

Imported

here for Protection Plus! (X96)

Expedites replacement of items lost in transit. Add $2.95 to protect your entire order.

7TX–47961 SIZE? WIDTH? MANY? WHAT WHAT

HOW

Ø4 BROWN ZIP 2F TAN LACE Ø2 TAN ZIP AN BLACK LACE 1B BLACK STRAP Ø1 BLACK ZIP

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.

For Faster Service Call: 1-800-543-4810 or Visit www.Haband.com

45600002

FREE SHIPPING! Check