December 2020 NARFE Magazine

DEC

’20

COVER STORY

WELLNESS PERKS INCENTIVE PROGRAMS FOR MEETING HEALTH AND FITNESS GOALS

Volume 96 • Number 11

ALSO IN THIS ISSUE

OPEN SEASON REPORT CHRONIC PAIN NEW WAYS TO TREAT IT

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Benefit is not available through all insurance plans. Please consult your plan for coverage details.

DEC

’20

SPECIAL SECTIONS

42 Open Season Report WASHINGTON WATCH

26

6

Continuing Resolution Keeps Government Open Through December 11

7

House Modernization Committee Passes Final Recommendations

8

Welcome to the United States Congress

9

Senate Committee Advances TSP Board Nominees

10

The History of Federal Holidays

11

Bill Tracker

COVER STORY ROAD TO WELLNESS PAVED WITH PERKS David Tobenkin details the incentive programs that many FEHB plans offer for meeting health and fitness goals.

COLUMNS

4

From the President

16 Benefits Brief 68

34

CHRONIC PAIN AND HOW TO TREAT IT Everett A. Chasen explores efforts to develop new and safer treatments, many by government researchers.

70 Alzheimer’s Update DEPARTMENTS

18

Questions & Answers

72 For the Record

On the Web

74 NARFE News

VISIT US ONLINE AT:

78 NARFE Perks

www.narfe.org

80 The Way We Worked

LIKE US ON FACEBOOK:

NARFE National Headquarters

Managing Money

ON THE C OVER Illustration by GRAPHEK

FOLLOW US ON TWITTER:

@narfehq

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

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DECEMBER 2020 | Volume 96 | Number 11

EDITORIAL DIRECTOR Jenn Rafael SENIOR EDITOR Mabel Yu CREATIVE SERVICES MANAGER Beth Bedard ADDITIONAL GRAPHIC DESIGN GRAPHEK EXECUTIVE EDITORS Jessica Klement Helen Mosher EDITORIAL BOARD Kenneth J. Thomas, Kathryn E. Hensley, Barbara Sido CONTACT US NARFE Magazine 606 North Washington St. Alexandria, VA 22314-1914 Phone: 703-838-7760 Fax: 703-838-7781 Editorial: communications@narfe.org Advertising Sales: Anita Nelson advertising@narfe.org NARFE FOR THE VISUALLY IMPAIRED ON THE TELEPHONE: This publication can be heard on the telephone by persons who have trouble seeing or reading the print edition. For more information, contact the National Federation of the Blind NFB-NEWSLINE® service at 866-504-7300 or go to www.nfbnewsline.org.

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

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

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

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

REGIONAL VICE PRESIDENTS

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

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

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

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

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

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

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

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

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

TO REACH A FEDERAL BENEFITS SPECIALIST:

EMAIL fedbenefits@narfe.org NARFE HEADQUARTERS

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

NARFE.org

narfe (ISSN 1948-4453) is published monthly except in July by the National Active and Retired Federal Employees Association (NARFE), 606 N. Washington St., Alexandria, VA 22314.

Periodicals postage paid at Alexandria, VA, and additional mailing offices. Members: Annual dues includes subscription. Nonmember subscription rate $40. Postmaster: Send address change to: NARFE Attn: Member Records, 606 N. Washington St., Alexandria, VA 22314. To ensure prompt delivery, members should also forward changes of address without delay.

Because of the volume involved, NARFE cannot acknowledge nor be responsible for unsolicited pictures and manuscripts, although every reasonable precaution is taken. All submissions become the property of NARFE. Copyright © 2020, NARFE. Advertisements in the magazine are not endorsements of products and/or services by NARFE, unless officially stated in the ad. We shall accept advertising on the same basis as other reputable publications: that is, we shall not knowingly permit a dishonest advertisement to appear in NARFE Magazine, but at the same time we will not undertake to guarantee the reliability of our advertisers.

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From the President

THE IMPOSSIBLE YEAR

T

he past 11 months have made it very clear that no one is coming to save us.

So, we are going to save us. We will

demand that the people who hold office put in the effort to build a future that works for everyone. Are our leaders up to it?

As I write this, COVID-19 is raging, and the No. 1 priority for many Americans is health care— its affordability, accessibility and quality. Will the virus, which is still killing hundreds of Americans every day, come roaring back? Will we ever fully go back to our pre-coronavirus ways?

Amid an economic crisis, people are losing their jobs, their homes, their health care and their lives. Of those still employed, millions are working from home, forced to juggle Zoom calls with colleagues while essentially home-schooling their children. A protest movement that began over police brutality and systemic racism is struggling to advance permanent changes, with reform efforts stalling and frustration boiling over in the streets. An executive order threatens the careers of certain dedicated civil servants for not expressing sufficient loyalty to a political party. America has just completed an election as

NARFE’s Mission Statement To support legislation and regulations beneficial to federal civilian employees and annuitants and potential annuitants under any federal civilian retirement system and to oppose those detrimental to their interests.

To promote the general welfare of federal civilian employees and annuitants and potential annuitants, to advise and assist them with respect to their rights under retirement, health and other employee and retiree benefits laws and regulations, and to represent their interests before appropriate authorities.

To cooperate with other organizations and associations in furtherance of these general objectives.

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important as any in our lifetimes and witnessed a generational battle for the Supreme Court.

Few of us have any idea what the next several months will hold. But we can take a moment to step back, pause and reflect on our blessings. This is not the first time we have faced monumental problems that defy boundaries, but this year many of those issues have exploded.

What are some positives for Feds?

Per diem rates for federal employees on official travel will change, with increases in the lodging reimbursement for many of the destinations with their own rates. New federal employees are having 5 percent of their salary, rather than 3 percent, invested in the TSP by default, a change designed to allow workers to capture the maximum possible government contribution.

Changes in federal workplace policies kicked in recently, and employees at most federal agencies are entitled to a new paid parental leave benefit.

It will allow employees to substitute paid leave for part or all of the 12 weeks of unpaid leave available under the Family and Medical Leave Act within 12 months of the birth, adoption or foster placement of a child.

As of press time, several coronavirus vaccines are in phase 3 large-scale clinical trials, and there is reason to hope that in early to mid-2021, one or more safe and effective vaccines will be available for distribution to the public.

Be thankful for all that we have in our lives.

Stay safe.

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

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Washington Watch

CONTINUING RESOLUTION KEEPS GOVERNMENT OPEN THROUGH DECEMBER 11

I

n the wee hours of October 1, President Trump signed into law a continuing resolution (CR) that keeps the government open through December 11. The bill passed

the lower chamber in a 359-57 vote and the Senate in a decisive 84-10 vote. It was originally intended to pass on September 18, but negotiations between the two chambers encountered gridlock, bogging down the process until the last minute.

Notably, the CR prevents agencies from furloughing employees due to a lack of funds until it expires. It also funds ongoing government projects that need immediate financial boosts, allotting $1.5 billion to the Census Bureau and its decennial census. The General Services Administration netted an extra $18 million to support the presidential transition team.

Like many agencies, the U.S. Citizenship and Immigration Service took a serious funding hit due to the COVID-19 pandemic; it had planned to lay off more than 13,000 employees to offset the loss.

The CR, however, fills the funding gap by allowing the

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agency to charge a premium fee for some cases, preventing the anticipated layoffs.

Congress has been slow to approve spending bills for 2021.

As of press time, the Senate had not taken up any fiscal year

ACTION ALERT!

2021 spending bills, either in committee or on the Senate floor.

The House has passed 10 of its 12 bills in two packages, mostly in partisan votes with White House veto threats hanging over them.

This delayed schedule, however, is not uncommon. CRs seem to be business as usual for the first several months of each fiscal year.

After the election on November 3, the lame-duck Congress will begin negotiations to pass a permanent spending package or another stopgap bill before the CR’s funding runs out—or face a potential shutdown in mid-December.

— BY SETH ICKES, GRASSROOTS ASSISTANT

DECEMBER

The 1.3 percent cost-of-living adjustment (COLA) for 2021 reflects an inaccurate measure of seniors’ spending habits by using the Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W). NARFE supports the Fair COLA for Seniors Act, H.R. 1553, which would replace the CPI-W with the Consumer Price Index for the Elderly (CPI-E). The CPI-E specifically measures goods and services frequently purchased by seniors. Visit NARFE’s Legislative Action Center to urge your Representative to cosponsor H.R. 1553.

HOUSE MODERNIZATION COMMITTEE PASSES FINAL RECOMMENDATIONS

I

n September, the House Select Committee on the Modernization of Congress published its final package of recommendations for improving the legislative branch. According to committee Chairman Derek Kilmer, D-WA, and Vice Chair Tom Graves, R-GA, the newest round of proposals, totaling 40 in all, is focused on making the “broken budget and appropriations process” more efficient and reclaiming lost budget authority from the executive branch. The committee’s proposals include creating an annual “Fiscal State of the Nation” program to inform policy making decisions and make it easier for taxpayers to learn how their money is spent. The committee also recommended holding Congress to a more realistic budget time line that starts earlier in the year, as well as requiring a biennial budget resolution.

Furthermore, the committee seeks to create a “Community Focused Grant Program” that harnesses congressional authority to appropriate federal funds. Other recommendations petition for increased capacity for policy staff, delinking the staff pay cap from member pay and increasing staff health insurance options. The committee also looks to improve the congressional schedule and calendar to ensure members “spend less time traveling

and more time legislating.” It recommended a block calendar system for committee scheduling, a common committee calendar to reduce conflicts, and “committee activity only” workdays where members focus strictly on committee matters. The new proposals proved timely, with Congress yet again failing to pass a spending package in time for the new fiscal year.

The select committee, originally formed in March of 2019 following a bipartisan vote at the start of the 116th Congress, seeks “to make Congress more effective, efficient and transparent on behalf of the American people.”

It is composed of 12 members, chosen by House leadership, six from each of the two major parties. Since its inception, the committee has passed 97 total recommendations focused on improving congressional and legislative procedure.

The committee’s past recommendations are broad in scope and touch upon the most important processes in Congress that keep the wheels of the legislature turning. Some affect congressional procedure, such as streamlining the billwriting process to reduce errors and improve efficiency. Others are public facing, such as a new online system that allows the public to see how amendments change a bill and how a bill would affect present law. Some

MYTH vs.

REALITY Myth: Pay raises for federal employees and cost-of-living adjustments (COLAs) for retirees are the same thing, and both are determined by Congress.

Reality: On an annual basis, Congress must appropriate, or not, a pay adjustment for federal employees, based on increases in the private-sector labor market. If Congress defers its authority, the president sets any pay adjustment. In contrast, yearly COLAs to federal annuities, veterans’ benefits and Social Security are automatically calculated using the Bureau of Labor Statistics’ Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W) to keep pace with inflation. Neither Congress nor the president plays a role in determining the COLA.

bills seek to make lobbying more transparent by identifying groups and their agendas.

Additional recommendations seek to improve the quality (Continued on p.10) W W W. N A R F E . O R G

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Washington Watch

WELCOMING NEW LAWMAKERS TO THE UNITED STATES CONGRESS

N

ARFE’s advocacy team is preparing for the arrival of newly elected lawmakers to the United States House of Representatives and Senate. The team is developing a freshman welcome packet designed to introduce new legislators to NARFE, educate them on issues that affect federal retirees and employees, and demonstrate the size and influence of the federal community within their districts and states.

Our goal is to have these documents ready for distribution soon after lawmakers are sworn in to their respective chambers; this is expected to occur the first week of January. When the welcome packet is ready, NARFE’s advocacy team will coordinate with federation legislative chairs, chapter leaders, and congressional district leaders and senatorial leaders who represent the freshman lawmakers to deliver the packet electronically.

Relationship building is among the most important tactics in NARFE’s advocacy approach for 2021. For lawmakers, relationship building helps them better understand constituent needs.

For constituents, establishing relationships with lawmakers can have an impact on the community, especially when legislators are undecided on an issue concerning locals.

Relationship building isn’t limited to lawmakers and constituents; it is critical that members get to know lawmakers’ staff. Members

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of Congress rely on their staff’s expertise on the issues, legislation and other matters.

Advocates and NARFE leaders are especially encouraged to get to know state directors and legislative assistants.

With the election behind them, new legislators, and those returning to serve another term, are anticipating the start of the 117th Congress; so, too, is NARFE. In an election year, there are ample opportunities to engage with lawmakers, but successful advocacy next year will depend on consistent outreach to keep federal issues on the table. When the House and Senate chambers publish their 2021 calendars, members are encouraged to map out district work periods for the year.

Doing so enables organizing meetings and events—and securing lawmakers as speakers at federation and chapter meetings. Chamber calendars are usually published at the beginning of the year and can be accessed at www.house.gov and www.senate.gov.

NARFE members should also visit the Townhall Project website (www.townhallproject. com) throughout the year.

Entering a ZIP code will generate a list of events that each lawmaker has scheduled in his or her district/state.

Other opportunities for engagement include using NARFE’s Legislative Action Center to write and send emails to lawmakers as well as calling their offices through NARFE’s call line at 1-800-456-8410, option 5. NARFE’s LEGcon21

legislative conference is scheduled for June 2021 and is being held in conjunction with our centennial celebration.

The conference also includes a lobby day when members visit with their lawmakers on Capitol Hill. More information will be available soon.

NARFE thanks you for your advocacy and looks forward to a successful 2021. Please contact us at advocacy@narfe.org if you have any questions or need information.

— BY MARSHA PADILLA-GOAD, GRASSROOTS PROGRAM MANAGER

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

SENATE COMMITTEE ADVANCES TSP BOARD NOMINEES

I

n a September 16 meeting, the Senate Homeland Security and Governmental Affairs Committee approved the president’s nominations for the Federal Retirement Thrift Investment Board (FRTIB), which manages the Thrift Savings Plan (TSP).

The three nominees are John M. Barger, Christopher B. Burnham and Frank Dunlevy, who all have experience as financiers and investors.

Although the committee voted unanimously to advance two nominees, Barger received an 8-3 vote. A current member of the Postal Board of Governors, Barger was scrutinized by Democratic committee members in a previous hearing due to

operational issues at the U.S. Postal Service.

Ahead of the nominees’ interview hearing on September 9, NARFE National President Ken Thomas sent a letter urging the committee to properly vet the nominees, ensuring they would be committed to acting solely on behalf of TSP participants and not make decisions based on extraneous policy considerations.

The White House nominated the candidates in conjunction with its opposition to the board’s decision to expand the TSP’s international (I) fund index to cover equities in emerging markets—controversially including China. NARFE expressed concern with any policy

that singled out federal retirement savings for greater restrictions than those imposed on the general public. Responses from the nominees during the interview hearing, however, helped assuage some of NARFE’s concerns.

Sen. James Lankford, R-OK, asked about views on allowing the I Fund to include investments in Chinese companies. All the nominees expressed opposition to I Fund expansion but framed their concerns through the lens of a fiduciary duty, rather than based on extraneous policy considerations. The board also affirmed it would make all decisions solely in the best interests of plan participants.

— BY SETH ICKES, GRASSROOTS ASSISTANT

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. Support NARFE-PAC today and help fight for the federal community. Below is our progress toward our 2019-2020 goals.

Raise $1.75 million

$ 2,108,250

Disburse $1.25 million in political contributions

$ 1,366,500 Figures as of September 30, 2020

Send NARFE members to 110 local fundraisers

111

Grow monthly giving program (sustainer program) by 20%

12% W W W. N A R F E . O R G

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Washington Watch

THE HISTORY OF FEDERAL HOLIDAYS

M

any of our federal holidays were celebrated early in our nation’s history, but you may be surprised to find out that it wasn’t until much later that these holidays became official.

Today, the federal government recognizes 11 federal holidays— days when federal workers and much of the country take off from work to observe and celebrate.

In 1870, Congress passed the first federal holiday law, formally establishing the original four federal holidays for federal workers in the District of Columbia: New Year’s Day, Independence Day, Thanksgiving Day and Christmas Day. You read that right. These holidays originally applied only to the approximately 5,300 federal workers inside the District, not to the roughly 50,600 federal workers outside of it at the time.

It wasn’t until 1885 that Congress extended some holiday coverage to federal employees outside of Washington.

Based on information gathered by the Congressional Research Service, the first holiday bill came in response to a statement drafted by businesses and bankers in the District of Columbia. It became apparent that Congress was taking cues from the states and the District about holidays. Workers were already being given these days off around the country, and the

(Continued from p.7) and speed of communications between Representatives and constituents, identify administrative issues or inefficiencies, make congressional websites more accessible to those with 10

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federal government was falling in line.

Additional federal holidays would be legislated by Congress.

In 1888, Congress made Memorial Day, previously known as Decoration Day, a federal holiday. Per Robert J. Myers’ book, Celebrations: The Complete Book of American Holidays, many states were already observing Decoration Day, a holiday commemorating those who died in the Civil War, on May 30. Congress noticed that many federal workers were veterans of the Civil War and wished to participate in Decoration Day activities, so a federal holiday was established.

You may also be wondering why so many federal holidays are observed on Mondays. In 1968, Congress passed the Uniformed Monday Holiday Act, which moved Washington’s Birthday, Memorial Day and Veterans Day to Mondays. Veterans Day would later return to November 11 after public pushback. The Uniformed Monday Holiday Act also created Columbus Day, observed on a Monday. Congress believed that moving these holidays would create greater observance, allow for families to be together and lessen work interruptions from midweek shutdowns.

Our country now has 10 federal holidays: New Year’s Day, Martin Luther King Jr.’s Birthday, George Washington’s disabilities, and improve the onboarding and training process for newly elected members of Congress.

Despite the committee’s extensive list of proposals, it does not have legislative jurisdiction, and any recommendations must

Birthday (often referred to as Presidents’ Day), Memorial Day, Independence Day, Labor Day, Columbus Day, Veterans Day, Thanksgiving Day and Christmas Day. Officially, these holidays only legally apply to federal employees and the District of Columbia, and each state must legally decide their public holidays.

In recent years, Congress has pondered creating additional holidays, or combining already established dates, to honor events such as women’s suffrage, the ending of slavery and national elections, to name a few.

— BY ROSS APTER, POLITICAL ASSOCIATE

LEGISLATIVE RESOURCES • NARFE NewsLine: A weekly newsletter that goes out to NARFE members on Tuesdays and includes weekly recaps of legislative news, compiled

by NARFE’s advocacy and communications teams.

• Legislative Action Center: A one-stop site to send a letter to Congress and more, at www.narfe.org.

go through the standard legislative process to become law.

Throughout the committee’s term, NARFE has worked with its staff to provide information on federal benefits options and make recommendations moving forward.

— BY SETH ICKES, GRASSROOTS ASSISTANT

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

THRIFT SAVINGS PLAN

BILL NUMBER / NAME / SPONSOR H.R. 6614/S. 2791: Taxpayers and Savers Protection (TSP) Act / Rep. Michael Waltz, R-FL / Sen. Marco Rubio, R-FL Cosponsors: H.R. 6614: 2 (D) 29 (R) S. 2791: 2 (D) 7 (R)

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

LATEST ACTION(S) Referred to the House Committee on Oversight and Reform (H.R. 6614) / Referred to the Senate Committee on Homeland Security and Governmental Affairs (S. 2791)

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

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

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

POSTAL REFORM

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

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

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

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

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

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

Referred to the House Committee on Oversight and Reform

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

Referred to the House Committee on Oversight and Reform

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

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

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

NARFE’s Position:

Support

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

Oppose

No position

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

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11

Washington Watch

ISSUE

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

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

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

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

Changes the WEP calculation moving forward.

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

Cosponsors: H.R. 141: 200 (D) 59 (R) S. 521: 31 (D) 5 (R) 2 (I)

GPO/WEP

H.R. 3934/S. 3401 The Equal Treatment of Public Servants Act / Rep. Kevin Brady, R-TX / Sen. Ted Cruz, R-TX Cosponsors: H.R. 3934: 4 (D) 44 (R) S. 3401: 2 (R)

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

Changes the WEP calculation Cosponsors: 144 (D) 2 (R) moving forward.

Referred to the House Committee on Ways and Means

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

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

Referred to the House Committee on Oversight and Reform

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

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

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

Referred to the House Committee on Oversight and Reform

Cosponsors: 17 (D) 2 (R)

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

Cosponsors: 37 (D) 2 (R)

H.R. 2478: The Federal Retirement Fairness Act / Rep. Derek Kilmer, D-WA Cosponsors: 47 (D) 14 (R)

DC STATEHOOD

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

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LATEST ACTION(S)

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

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

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

ISSUE

FEDERAL COMPENSATION

BILL NUMBER / NAME / SPONSOR

WHAT BILL WOULD DO

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

Rates (FAIR) Act / Rep. Gerry Connolly, D-VA / Sen. Brian Schatz, D-HI Cosponsors: H.R. 5690: 34 (D) S. 3231: 10 (D)

FEDERAL PERSONNEL POLICY

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

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

Cosponsors: H.R. 3348: 20 (R) S. 1898: 5 (R)

NARFE’s Position:

Support

LATEST ACTION(S) Referred to the House Committee on Oversight and Reform (H.R. 5690) / Referred to the Senate Committee on Homeland Security and Governmental Affairs (S. 3231) Referred to the House Committee on Oversight and Reform (H.R. 3348) / Referred to the Senate Committee on Homeland Security and Governmental Affairs (S. 1898)

Oppose

No position

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Benefits Brief

2021 COST-OF-LIVING ADJUSTMENT ANNOUNCED

S

ocial Security and federal annuity checks will increase by 1.3 percent in January 2021. This increase comes as a result of the 2021 cost-

of-living adjustment (COLA) announced in October.

COLAs are based on the Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W), which is calculated by the Bureau of Labor Statistics (BLS). Pursuant to federal law, the COLA is determined by comparing the current year’s CPI-W third-quarter average (253.412 in 2020) with the previous year’s CPI-W third-quarter average (250.200 in 2019) and calculating the percentage change between the figures.

The CPI-W is based on data collected from 75 urban areas and about 23,000 retail and service establishments.

Some of the goods tracked include food and beverage, housing, clothing, transportation, medical care, recreation, education and communication. This year, a major economic downturn caused by the COVID-19 pandemic flattened prices in the spring. Over the summer, however, many states began to reopen and resume economic activity, bouncing prices back up and driving the COLA for 2021.

Seniors, however, continue to get shortchanged by the annual COLA adjustment, as it fails to accurately account for how they spend

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2020

their limited income. Health care represents a major cost for retirees; seniors spend nearly double what the general population spends on medical care, and health care inflation consistently outpaces price increases of other consumer goods.

Notably, federal retirees will see premiums for the Federal Employees Health Benefit (FEHB) program increase nearly 5 percent, dwarfing the meager 1.3 percent COLA. The 2021 COLA is the lowest in four years; Congress must fix the broken methodology that results in insufficient COLAs. NARFE supports changes to the COLA calculation that would benefit seniors and better account for the items they

BY SETH ICKES

GRASSROOTS ASSISTANT

purchase. In particular, NARFE supports the Fair COLA for Seniors Act, H.R. 1553, which would require using the Consumer Price Index for the Elderly (CPIE) to calculate COLAs. The CPI-E measures changes in prices for goods and services purchased by seniors. Its use would result in higher COLAs by an estimated .020.3 percentage points per year. This difference would compound over the years, better allowing seniors to keep up with increases in their costs.

Please contact your members of Congress, by dialing 1-800-456-8410 and selecting option 5, and ask for their support of H.R. 1553. You can also send a message to your legislators through the Legislative Action Center on the NARFE website by visiting www. narfe.org/legislation.

NARFE tracks the change in the CPI-W each month and posts updates to our website and in NARFE Magazine so members can stay in the know. Online, just log in to www.narfe.org as a member and click the “Federal Benefits” department link to see how the CPI-W is tracking towards your next COLA.

THIS GIVING TUESDAY we ask you to invest in your future by supporting NARFE—the organization that has sworn to preserve and protect your earned pay and benefits. Giving Tuesday is December 1, but we appreciate your support any time of year.

Your generosity guarantees that NARFE has the people and power needed to fight any action that takes aim at you and the millions of federal employees, annuitants and survivors.

Please join your fellow NARFE members and Visit

DONATE NOW!

www.narfe.org/donatenow or complete donation form below.

A gift to NARFE supports our tireless efforts to lobby Congress, strengthen grassroots efforts across the country, provide benefits education and counseling for members, and so much more.

As a NARFE member you know our next fight is just around the corner. As NARFE members we must continue to be a strong voice for the entire federal community and your support will ensure NARFE is a constant presence on Capitol Hill. Congress must know that NARFE will work tirelessly to protect our earned rights and benefits.

The value of your EARNED benefits will not be eroded. We cannot allow this to happen.

Help us today so that we can protect your financial security and that of all federal employees and retirees.

I appreciate your support today—and every day.

Sincerely,

Ken Thomas National President

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Questions & Answers

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

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

EMPLOYEES FEDERAL TAXATION OF MY FUTURE ANNUITY

Q

How does the money that I put into the Civil Service Retirement and Disability Fund (CSRDF) through my employment payroll deductions (which have already been taxed) affect the federal taxation of my annuity?

A

Since you pay federal income tax on the mandatory retirement deductions withheld from your salary each year as a Civil Service Retirement System (CSRS) or Federal Employees Retirement System (FERS) employee, you are entitled to receive an amount equal to those contributions as tax-free income once you retire from federal service.

Under the IRS Simplified General Rule, a portion of each monthly payment is tax-free and represents the recovery of your previously taxed contributions.

You continue to claim this taxfree amount until the total taxfree amounts claimed equal your 18

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total retirement contributions.

At that time, all of your remaining benefit (the agency’s contributions) becomes taxable.

This amount is typically provided to you when you receive your final adjudication booklet from the Office of Personnel Management (OPM) shortly after you retire from federal service. The 1099-R form that OPM provides each January should also include information regarding the total amount of annuity that was distributed to you during the previous tax year and the total amount that was taxable.

Refer to IRS Publication 721, “Tax Guide to U.S. Civil Service Retirement Benefits,” (www.

irs.gov/forms-pubs/aboutpublication-721) for more details regarding the taxation of your federal annuity.

NAME CHANGE

Q

I got married earlier this year and changed my last name to my husband’s last name. Someone said I am supposed to contact Social Security before I file my taxes next year. Why is that important?

A

A name change can have an impact on taxes. All the names on a taxpayer’s tax return must match Social Security Administration (SSA) records. A name mismatch can delay a tax refund. This is true whether you change your last name or decide to hyphenate your name. This is also true for individuals who divorce and return to using their former last name.

It’s important to notify SSA of your name change so that the new name on IRS records will match SSA records. You can obtain a new Social Security card by filing Form SS-5—“Application for a Social Security Card.” For more details, visit the Social Security website or call the agency at 1-800-772-1213. You can also find more information at https://blog.ssa.gov/needto-change-your-name-on-yoursocial-security-card/.

CSRS EMPLOYEE AND SOCIAL SECURITY

Q

I’m an active federal employee with CSRS coverage. Although I don’t currently pay Social Security taxes from my federal salary, I did earn enough credits to qualify for Social Security based on work I performed outside of my federal career. I’ll be reaching my full retirement age for Social Security in a couple of months and will no longer be subject to an earnings test that has previously prevented me from drawing Social Security.

If I draw Social Security while I’m still federally employed, will the benefit be reduced by the Windfall Elimination Provision (WEP)?

A

No. Your benefit from Social Security won’t be affected by the WEP

until you retire from federal service under CSRS.

FEGLI COVERAGE REDUCTION

Q

I recently obtained a term life insurance policy with a private financial institution, and I would like to drop my optional Federal Employees’ Group Life Insurance (FEGLI) coverage but keep the Basic coverage. How do I do this?

A

As an active federal employee, you can use the SF 2817—“Life Insurance Election” form (www. opm.gov/forms/pdf_fill/sf2817. pdf) to reduce your FEGLI coverage at any time. If you elect Basic only with this form, that will essentially cancel any optional coverage that you currently have. Your agency human resources office can assist you with this.

When your agency human resources office receives this form from you, it will typically make the request effective the first day of the full pay period following the date it receives the form. In other words, the optional coverage that you drop will cease at the end of the last day of the pay period in which your agency receives the form.

DIVORCED CSRS EMPLOYEE

Q

Although I don’t have enough credits to qualify for Social Security based on my own work record, I was married for more than 10 years to someone who has enough credits to qualify for Social Security. Even though we’re divorced, am I able to claim a benefit from my former spouse’s Social Security work record?

A

Based on your 10-plus years of marriage to your former spouse, if you have reached the minimum retirement age to draw Social Security (age 62) and your former spouse is 62 or older, you qualify for a benefit from Social Security as a former spouse.

However, if you haven’t reached your Social Security full retirement age (FRA) yet, then it’s likely that your federal salary is too high, and an earnings test could prevent you from drawing Social Security until you reach your FRA. But if you have already reached your FRA for Social Security, you could start drawing a benefit from Social Security based on your former spouse’s work record as long as your former spouse is 62 or older. And claiming this benefit while federally employed means you won’t be affected by the W W W. N A R F E . O R G

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Questions & Answers

Government Pension Offset (GPO) until you retire from federal service.

However, once you retire from federal service under CSRS, the GPO decreases the former spouse benefit payable to you by two-thirds of the amount that you receive from your federal pension, which often reduces the amount payable to $0. Collect what you can while you can, as it won’t have a negative impact on your former spouse at all.

Everyone’s situation could be different, so readers are encouraged to contact NARFE’s Federal Benefits Institute via

email at fedbenefits@narfe.org if they have specific questions about how situations like this apply to them.

RETIREES CSRS OFFSET

Q

I’m a retired CSRS Offset employee. When I reach age 62, OPM will apply a reduction to my annuity because I’ll be eligible for Social Security at that time. Since I have less than 30 years of substantial earnings under Social Security, my Social Security benefit will

be reduced by the WEP. When OPM computes the offset to my annuity, will it use the unreduced Social Security benefit amount payable or will it use the amount payable after it’s reduced by the WEP?

A

You are correct that OPM will apply an offset (i.e., reduction) to your annuity when you become eligible for Social Security at age 62, whether you decide to draw Social Security at that time or not. It will be up to you to decide if you want to begin drawing Social Security at age 62 — your benefit would be

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Questions & Answers

reduced by both early age and the WEP. The information OPM obtains from SSA and uses to compute the offset to your annuity should be based on the amount of Social Security potentially payable after it has been reduced by the WEP. SSA is supposed to apply the WEP before it provides the information to OPM. Although OPM will apply the offset reduction to your annuity at age 62, if you decide to delay drawing Social Security in return for a larger Social Security benefit at a later age, OPM will not apply any further reduction to your annuity once you begin drawing the larger benefit from Social Security later.

TAX WITHHOLDING CHANGES

Q

I recently separated from federal service, and I’m currently in interim retirement pay status with OPM. It’s my understanding that I’ll be able to make changes to my federal and state income tax withholding once my annuity is finalized. Where can I get more information about this?

A

The following page on OPM’s website provides many details regarding your options with federal and state income tax withholding: www.opm. gov/retirement-services/ my-annuity-and-benefits/ federal-state-tax/.

As a recently retired federal employee, you should be receiving information from

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2020

OPM regarding your Retirement Services Online (RSO) account, which will allow you to perform many actions online, including starting, changing or stopping the amount of withholding for federal and state taxes.

TAXABLE AMOUNT ON 1099-R FORM IS UNKNOWN

Q A

Why does my 1099-R form show that the taxable portion of my annuity is unknown?

If your 1099-R Statement Box 2.a for the Taxable Amount is marked “Unknown,” OPM did not calculate the tax-free portion of your annuity.

Some of the most common reasons for not calculating the tax-free portion of your annuity include: • Your case is a Disability Retirement.

• You retired prior to November 19, 1996.

• You have voluntary contributions.

• Apportionment was paid to your former spouse(s).

• Your case has not been finalized, and you are in interim pay status.

• You have survivor benefits payable and/or your case is an Office of Workers’ Compensation case.

• You have Alternative Annuity elections.

You should always refer to IRS Publication 721 to obtain a better understanding of how to calculate the tax-

free portion of your annuity when you initially retire from federal service. To do so, visit www.irs.gov/forms-pubs/ about-publication-721.

OPM cannot provide tax advice. If you have questions about the information provided in the publication mentioned above, please contact the Internal Revenue Service toll free at 1-800-829-1040 to speak with an agent who can provide assistance.

DUPLICATE 1099-R FORMS

Q A

May I ask OPM to mail my 1099-R forms to my secondary residence?

1099-R forms are typically mailed by the end of January of each year to annuitants at the mailing address that OPM has on file.

If you want a duplicate 1099-R for the current year or a previous year mailed to a different address, please call OPM toll-free at 1-888-767-6738. The agency’s customer service specialists are available during their regular business hours, 7:40 a.m. until 5:00 p.m. ET. You can also send an email to retire@opm.gov. Please include the phrase “Requesting duplicate 1099-R” in the subject line and provide the details regarding your request, along with your CSA or CSF number, in the body of the email.

Annuitants who previously set up their RSO account with OPM can typically access their 1099-R forms online

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To find out what is covered under your policy, contact the customer service number on the back of your member ID card. The products and services described herein are neither offered nor guaranteed under any local Blue company’s contract with the Medicare program.

These items are not subject to the Medicare appeal process. Any disputes regarding these products and services are not subject to the Disputed Claims process. Blue Cross and Blue Shield Association (BCBSA) may receive payments from Blue365 vendors. Neither the Service Benefit Plan, nor any local Blue company recommends, endorses, warrants or guarantees any specific Blue365 vendor or item.

The Service Benefit Plan reserves the right to change, modify, or terminate any item and vendors made available through Blue365, at any time.

*

The Blue Cross® and Blue Shield® words and symbols, Federal Employee Program®, FEP® and Blue365® are all trademarks owned by Blue Cross and Blue Shield Association, an association of independent Blue Cross and Blue Shield companies.

Professional fitting fees may apply to trial period and returned product (does not apply on all products - provider service fee of up to $200 may apply.) ***All Hearing Consultations are free.

However, charges may apply and will vary by location if an audiometric exam is required. Provider office responsible for providing fee information at time of purchase. American Hearing © 2019 Starkey Hearing Technologies. All Rights Reserved. 10/19 TJAD3097-00-EE-HB Benefits is an independent national company selling hearing aids.

**

Questions & Answers

before others receive theirs in the mail. To access or set up your account, visit www. servicesonline.opm.gov/.

When should I receive a Notice of Annuity Adjustment from OPM?

1 (reflected in the annuity payment received in early January) and changes in FEHB premiums effective January 1 (reflected in the annuity payment received in early February). These notices should also be available in your RSO account, if you use that option (which is highly recommended).

According to OPM, if the net amount of your annuity ever changes, OPM will send you a Notice of Annuity Adjustment explaining the change. Annual adjustments that typically affect your net deposit include COLAs effective December

To obtain an answer to a federal benefits question, NARFE members should call 800-456-8410 and select option 2 for the Federal Benefits Institute; send the question by postal mail to NARFE Headquarters, ATTN: Federal Benefits; or submit it by email to fedbenefits@narfe.org.

NOTICE OF ANNUITY ADJUSTMENT

Q A

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

Call NARFE at:

800-456-8410, Option 2

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Road to Wellness Paved With Perks FEHB plans offer incentive programs for meeting health and fitness goals.

By David Tobenkin

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Tucked into the Federal Employees Health Benefits (FEHB) plans that many federal employees are evaluating during Open Season are wellness program components. They are designed to help participants save money and improve their health by adopting beneficial lifestyles, monitoring their health, and managing some of the largest causes of health challenges and health conditions. But many of these paid-for plan benefits go unrecognized and unused by plan participants. By helping establish a healthier insured population, these programs reduce plan costs for all concerned.

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

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“We launched our incentive programs about 10 years ago with the goal of encouraging engagement and helping our members identify health risk factors along with actions they can take to live healthier lives,” says Bill Breskin, senior vice president of government programs for the Blue Cross Blue Shield Association.

“All members who are or want to be engaged in improving and/or maintaining their health and the health of their loved ones should find these programs of value. Our incentive program has evolved over the years to address chronic conditions and health care quality issues that many of our members are facing.”

Health insurers mentioned in this story told NARFE Magazine that the details below are consistent with their 2021 plans.

Additional information on these wellness programs, many of which are specific to certain plans and may include some additional requirements to participate, are described in their respective plan brochures.

GENERAL TOOLS

While many health insurance carriers offer multiple plans, with wellness program components and coverage differing in each, many plans have a baseline of wellness program coverage.

SAMBA offers 24/7 Nurseline, a resource that offers the information needed to make smart health decisions at any time. Through Nurseline, members have access to a registered nurse available around the clock.

A health risk assessment (HRA) tool, available online from SAMBA at www.

SambaPlans.com, is designed to assess the member’s health profile, analyze the responses, and suggest how he or she could achieve or maintain better health. By providing an easy to understand wellness score, the tool assists members in achieving their personal health goals, notes SAMBA Senior Program Administrator Larry Gross. To encourage members to complete an HRA, SAMBA applies a $25 credit toward the individual’s calendar year deductible.

SAMBA also provides a Healthy Rewards Program with discounts on treatments and items not covered under the plan, including discounts at more than 10,000 fitness centers; access to an alternative medicine network of more than 32,000 chiropractors, 28

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acupuncturists, massage therapists and registered dieticians; and weight management programs.

Aetna federal wellness programs can vary by plan but generally include discounts on prescription eyewear, vision services, fitness resources, weight loss programs, chiropractic care, acupuncture and massage, says Candice Sanchez, executive director for Aetna’s Federal Employee Health Benefits Plans. Information about these can be found at www.aetnafeds. com/perks.php.

Some plans, like Aetna’s CDHP, HDHP and Value Plan, also include 100 percent coverage for biometric screenings as well as incentives to complete a health assessment, the screening or other preventive care. Biometric screenings test for cholesterol, triglycerides, glucose, blood pressure and indicators of metabolic syndrome.

The Value Plan also provides wellness credits for preventive care.

Below is information on the incentives included with each plan.

Aetna CDHP: Members can fill out a health assessment and complete one online wellness program to earn $50. They can also earn an additional $50 for completing a biometric screening Aetna HDHP: Members can earn an additional $75 for Self Only or $150 for Self Plus One or Self Plus Family (enrollee and spouse only) by completing the online health risk assessment, one online wellness program and a biometric screening. The money goes directly into an HSA. Aetna CDHP: Members can earn wellness incentive credits for completing preventive care like routine physicals, flu shots and biometric screenings. Each activity allows members to earn a $50 credit for completion with a maximum of $250 for Self Only or $500 for Self Plus One or Self Plus Family.

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BCBS’ Wellness Incentive Program allows FEP Blue Standard and FEP Blue Basic Option contract holders and covered spouses age 18 and older to earn up to $170, including $50 for completing a Blue Health Assessment and $120 for completing certain goals with an online health coach related to the areas of nutrition, weight management, exercise, stress and emotional health, as well as goals related to managing coronary artery disease, congestive heart failure, chronic obstructive pulmonary disease (COPD), asthma and hypertension.

GEHA offers two distinct wellness rewards programs: Health Rewards, included in HDHP, Standard and High options, and Wellness Pays, included in GEHA’s two Elevate plans.

While tailored to different audiences, both programs include engagement opportunities and rewards, notes Cynthia Anderson, vice president, product development at GEHA. Opportunities to engage include biometric screenings and health risks assessments, in addition to a host of less commonly rewarded activities such as telehealth visits and ageappropriate cancer screenings.

GEHA’s Health Rewards program provides incentives of up to $250 for eligible members who participate in wellness activities including completing a yearly health risk assessment, a yearly biometric screening, and online classes and activities; it is available for up to two adults per household in HDHP, High and Standard GEHA Plans.

GEHA’s Wellness Pays program, introduced to FEHB plans in 2020 in its Elevate plans, offers more than 15 different opportunities to earn rewards, putting up to $500 per member/$1000 per household back in members’ pockets to pay for qualified medical expenses.

Subscribers and dependents 18 or older are eligible to participate in all aspects of GEHA’s wellness offerings. Members as young as 13 have access to some aspects of the digital platform.

Participants who engage in the Wellness Pays program and complete certain actions can earn up to $500 per year, outside of 30

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disease management programs. “It is one of the most generous rewards program in the 2020 National FEHB,” says Anderson.

PROGRAMS TARGETING CONDITIONS

Many insurer plans offer discrete wellness programs that target certain health conditions and risks factors.

The BCBS Hypertension Management Program allows FEP Blue Standard Option, FEP Blue Basic Option and FEP Blue Focus members who are 18 or older and diagnosed with hypertension to receive a blood pressure monitor at no cost and a new monitor every two years. Having high blood pressure (also known as hypertension) significantly increases the risk of serious health conditions, such as heart attack, stroke, heart failure and kidney disease.

The BCBS Diabetes Management Incentive Program allows eligible Standard and Basic Option members, including contract holders and covered dependents age 18 and older, who are diagnosed with diabetes to earn up to $100 in MyBlue Wellness Card benefits that can be used to pay for qualified medical expenses.

That includes $25 for submitting an A1c test result by June 30, and an additional $75 when a member submits another A1c test result that is lower than 8 percent or, if the results are higher, by going to three nutritional counseling visits during the calendar year.

The BCBS Pregnancy Care Incentive Program offers eligible Standard and Basic Option contract holders and covered dependents age 18 and older who participate in a first trimester prenatal visit a $75 contribution to their MyBlue Wellness Card, a free Pregnancy Care box that includes a booklet on various topics such as how to stay healthy during pregnancy, samples and coupons for brand name products, and clothing items for the baby.

SAMBA also offers a pregnancy program, Healthy Pregnancies, Healthy Babies, which is designed to help expectant mothers stay healthy during pregnancy and in the days following birth. A nurse coach is available for support throughout the pregnancy and can

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help with everything from tips on what foods to avoid to birthing classes and maternity benefits.

The BCBS Routine Annual Physical Incentive Program offers FEP Blue Focus contract holders and covered spouses age 18 and older a choice of rewards for participating in an annual physical by a primary care doctor, including Fitness Your Way by Tivity Health, a four-month gym membership that’s valid at more than 10,000 health clubs nationwide, and a Molecular Fitness program that provides a personalized diet and nutrition plan by sending in a cheek swab.

The BCBS Tobacco Cessation Incentive Program offers Standard and Basic Option contract holders and covered dependents age 18 or older a program by which they set a goal to quit tobacco with the online health coach within the benefit year and complete all seven quit plan questions. When these steps are complete, they receive a prescription for eligible tobacco cessation drugs, including free overthe-counter (OTC) medications to help fight the urge to smoke, which must be filled at a planpreferred retail pharmacy. SAMBA also offers a Tobacco Cessation Program.

Your Health First Program from SAMBA is a chronic condition management program that seeks to help members that have ongoing conditions such as asthma, diabetes, depression, lower back pain and heart disease better manage their health. This behavioralbased program provides comprehensive health management tailored to each individual.

SAMBA also offers a personalized Weight Management Program for members that helps participants change behaviors by developing healthier eating habits and incorporating exercise into their schedule. The program includes one-on-one support and advice from a health coach by telephone or online, a personal telephone assessment that helps make sure participation in the program will be safe and successful, and tools developed by medical experts.

MEDICATION COORDINATION AND ADHERENCE

SAMBA offers two medication-related programs.

The SAMBA Personal Medication Coaching Program helps members and their doctors make sure medications are working 32

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2020

and identify and reduce possible medication problems. Services provided to those who qualify for the program include personalized, one-on-one pharmacist consultations; medication Usage Plan (appropriate use of therapy); and physician consultations, as appropriate.

The SAMBA Medication Adherence Program is focused on improving members’ medication adherence and engagement in managing conditions like diabetes, asthma or COPD. The program provides monitoring services at no charge to qualified members.

MEDICARE ADVANTAGE

The wellness programs in the Aetna Medicare Advantage plan are available to any members with Medicare Parts A and B who have taken the step to enroll in Aetna’s Medicare Advantage plan. Medicare Advantage programs replace federal Medicare coverage with a private insurance equivalent.

Aetna’s newest plan, the Aetna Medicare Advantage for Federal Retirees, includes additional wellness benefits like: SilverSneakers: An overall wellness program that gives participants access to exercise equipment, classes and fun social activities at thousands of locations nationwide, as well as virtual classes and workshops directly through the website at no additional cost.

Hearing Aid Reimbursement: Hearing aid reimbursement of $2,500 every 36 months.

Resources for Living: Aetna provides a life consultant to help participants find local resources to make life easier and support physical and mental well-being.

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Cover Story 34

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Chronic Pain & How to Treat It

By Everett A. Chasen

New and safer treatments for pain are being developed—and government researchers are at the forefront.

Pain is a signal in your nervous system

pain. Older people were more likely to report

that something may be wrong. Chronic

this type of pain. Approximately 8 percent

pain, as defined by the National Institutes

of adults (19.6 million), have high-impact

of Health (NIH), is pain that lasts for more

chronic pain—pain that limits at least one

than several months—longer than normal

major life activity. One-third of people with

healing would take. Chronic pain can stem

high-impact chronic pain have difficulty with

from injury, infection, or a disease such as

self-care activities such as getting dressed.

arthritis or cancer. It sometimes has no known cause. Environmental and psychological factors often make chronic pain worse.

In 2018, the Centers for Disease Control

People with chronic pain not only have difficulties with day-to-day activities, but the ongoing pain may also lead to low self-esteem, depression or anger. Such pain usually can’t be

and Prevention (CDC) issued a report on the

prevented but can be treated, reducing pain and

prevalence of chronic pain among American

improving function. Treatments typically cannot

adults. The CDC estimates that 20.4 percent

take away all of the discomfort but can lessen

of adults, about 50 million people, have chronic

the amount of pain and how often it occurs.

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

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CURRENT TREATMENTS

One way in which chronic pain can be alleviated is through medication, such as analgesics, antidepressants and anti-seizure medications. Over-the-counter medications such as aspirin, acetaminophen and ibuprofen are readily available, but may not adequately reduce pain or improve function for the majority of people with chronic pain.

Non-steroidal anti-inflammatory drugs (NSAIDs) both relieve pain and fight inflammation. However, taking them can slightly increase the chance of a heart attack or a stroke. Corticosteroids, muscle relaxers and topical analgesics applied through a patch or ointment are also prescribed for some forms of pain.

Opioids are potent analgesics that have gotten a lot of research and media attention in the past few years. They change the brain’s perception of a pain message. While they may be prescribed by doctors for treating pain, they also may pose serious risks and side effects, including addiction.

Physical therapy, low-impact exercises, occupational therapy and behavioral therapy all help patients develop strategies to better manage and control their pain. One psychological and behavioral pain treatment is relaxation. Recent research has found that relaxation can change the chemicals in the body that produce pain.

Research is emerging that complementary and integrative medicine treatments are also helpful in reducing pain. These therapeutics

Pathways to Relief

By Mabel Yu

Living with chronic pain can be debilitating.

In many cases, the persistence of chronic pain means it’s difficult to ever truly cure, and along with physical discomfort, those suffering from it may at times feel defeated. But a comprehensive treatment plan can lessen pain substantially and improve patients’ quality of life. While medications—including neuropathic, opioid and anti-inflammatory drugs—may reduce pain, their related side effects and financial costs can be formidable. Below is a list of various treatments, including newer high-tech methods, that could be effective components of your integrated care, whether or not you also take medication. Each person’s pain, as well as their body’s response to treatments, is unique, so make sure to consult with your doctor(s) about what may be helpful for your situation.

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Relaxation. When people are anxious or stressed, their perception of pain may be higher than the actual physical level of pain present.

Relaxation exercises can reduce stress, ease muscle tension and promote a sense of calm.

And pain sufferers can practice it on their own at whatever time and place is convenient for them. There are a number of different types of relaxation techniques, including deep breathing, mindfulness meditation, progressive muscle relaxation and guided imagery. A simple Google search of those techniques should produce a number of resources with step-bystep instructions.

Exercise. Light to moderate physical activity, such as walking, yoga, swimming and tai chi can increase mobility and coordination, keep bones and muscles strong, decrease inflammation, and improve quality of life.

Exercising with a partner or group can also reduce social isolation.

Massage. While massages are known to be a favorite means of self-pampering, therapeutic massage may help with pain by reducing muscle tension, enhancing circulation and range of motion, and lowering stress.

include the use of herbs and other natural products, meditation and mindfulness, spirituality, transcranial magnetic stimulation, acupuncture and massage therapy.

WHAT’S NEW IN PAIN MANAGEMENT RESEARCH

Health care researchers, including those employed by the federal government, are racing to find new and improved ways to treat chronic pain. Pain management is an important research concentration at the Department of Veterans Affairs (VA), because chronic pain is more prevalent and of greater intensity in the veteran population than in the general population.

In a 2017 NIH report, 65.6 percent of veterans reported having pain in the three

Acupuncture. A form of Chinese medicine that has been used for millennia, acupuncture involves placing thin needles, pressure, heat and/or mild electricity on specific points of the body.

The practice is meant to remove blockages or imbalances in the patient’s energy that may be causing illness or pain. Acupuncture may reduce pain by releasing endorphins and affecting serotonin in the brain.

months before they were surveyed, with 9.1 percent having severe pain. Severe pain was 40 percent greater in veterans than nonveterans, especially among those who served in recent conflicts.

VA’s Veterans Health Administration is the nation’s largest integrated health care system, providing care at 1,255 health care facilities, including 170 medical centers. Nine million veterans are currently enrolled to receive VA care. VA’s Office of Research and Development focuses on health issues that affect veterans at 105 research sites nationwide.

NARFE spoke to two VA researchers. Dr. Matt Bair is a staff physician and an investigator with VA’s Center for Health Information and Communication in Indianapolis. Dr. Joe Frank is a VA staff physician and director of the Chronic

Transcutaneous electrical nerve stimulation (TENS). TENS therapy is conducted with a small device that sends lowvoltage electrical pulses to electrodes placed on the skin. The pulses modify pain by interrupting pain signals and/or releasing endorphins. Doctors and physical therapists often use TENS therapy, though it’s also possible to purchase one for at-home use if you have a prescription.

Radiofrequency ablation (RFA). Radiofrequency ablation is a minimally invasive procedure that involves inserting a needle into the body and passing through a small amount of electric current to heat up a specific area, “burning” the nerve tissue and thereby disabling pain signals to the brain.

Spinal cord stimulation (SCS). When other treatments have failed to provide sufficient relief, a pain specialist might recommend SCS, which requires implanting a neurostimulator—a pacemaker-like device—in the lower back, attaching it to tiny wires that are placed in the spinal canal.

The neurostimulator sends mild pulses to the nerves, blocking pain signals from reaching the brain.

Cognitive behavioral therapy (CBT). Chronic pain is not just a physical ailment— it’s also influenced by mental, emotional and social factors. CBT helps people develop the skills to target and address negative thoughts and behaviors. In relation to chronic pain, patients learn to reframe their thinking about the pain and build better coping skills. Therapists can help patients decrease their stress, anxiety and feelings of helplessness related to chronic pain, improving their outlook and quality of life.

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

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37

We define what’s effective as treatments that help a person do more of what they want to do and live the life they want to live.”

Pain and Wellness Center at the VA Eastern Colorado Health Care System in Denver.

Bair is currently studying the relative effectiveness of two types of massage therapy on neck pain: treatment delivered by a massage therapist, and basic massage techniques that caregivers, such as spouses, can provide to patients in their homes. He and his team are also comparing both therapies to usual levels of care for neck pain.

Bair is also part of a VA study looking at the most effective therapies for veterans with chronic low back pain, including selfmanagement through internet applications, tailored exercise programs, cognitive behavioral therapy, yoga and chiropractic care.

In addition, he is participating in a study of veterans with fibromyalgia (a disorder characterized by widespread muscle pain), comparing the value of a yoga-based intervention with a more traditional exercisebased program.

Frank is working on VA’s Veterans’ Pain Care Organization Improvement Comparative Effectiveness (VOICE) study for veterans who have been receiving high doses of opioids for long periods of time and still have persistent pain. The study is comparing the benefits of care led by pharmacists to higher-intensity care provided by a pain team of several different professionals who help people manage the challenges of living with constant pain.

Frank is also part of VA’s Evaluating Prescription Opioid Changes in Veterans (EPOCH) study, which is looking at approximately 9,000 veterans who were prescribed opioid medications for chronic pain. Once a year, the participants are asked to fill out a survey on the types and amount of medication they are taking, their ability to function despite the pain and their quality of 38

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2020

life. Analyzing the responses, the research team hopes to determine the effects of reductions in opioid doses on quality of life and functioning.

A subset of the study, completed but not yet published, looks at veterans with chronic pain whose opioid dosage has been reduced without their consent, and how that reduction has affected their symptoms and experience with pain. Both the VOICE and EPOCH studies are led by Dr. Erin Krebs, a physician researcher with VA’s Minneapolis Health Care System, and her team at that facility.

Other VA researchers are looking at ways to improve pain management through telephonebased care delivery or interactive voice response. “That’s very important in this time of COVID,” Bair tells us, when people may not want to or should not visit hospitals and clinics for fear of infecting others or being infected themselves.

There is also a VA team developing an interactive internet-based program using cognitive behavioral therapy principles, one that has been found to give users clear benefits in terms of pain reduction and function improvement.

Currently, Bair says, “we have a lot of different treatments for pain—but there’s no clear winner in terms of treatment benefits.”

He believes pain researchers will be able to find more optimal combinations of treatments in the future, and their discoveries will help primary care physicians better decide which treatments to offer first, and which to hold in reserve.

In addition, Bair believes new therapeutic agents already being developed will be helpful to people with chronic pain. He cited Tumor Necrosis Factor (TNF) inhibitor drugs that suppress the activity of TNF, a substance made by the body that can cause inflammation. TNF inhibitors may especially help people who

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have osteoarthritis, the most common type of arthritis, deal with joint pain.

Frank believes new technologies will come to the forefront in pain care. He cites the expanding use of telehealth, which is already improving access to care for some patients. He also mentions a trend to expand the role of people who have lived with chronic pain for years and have found ways to maintain an acceptable quality of life. These people can provide peer counseling to others to help them live with their pain, augmenting the work of clinicians.

Some people feel stuck because they think they’ve tried everything—but there are lots of options, and there is reason for hope.”

RECOMMENDATIONS FOR THOSE WITH CHRONIC PAIN

Both researchers recommend patients’ journeys toward effective treatments should start with their primary care physician or team. “That’s the first point for them to connect with other services,” says Bair.

“Chronic pain is a personal experience,” he continues. “It can be very isolating and depressing at times, especially when you’re suffering. I’d like to offer hope, though. We have many treatments that are potentially helpful.

It does take time to find out what is the most optimal treatment program for you, though. It’s somewhat of a trial-and-error method.

“So you want to find a primary care provider who treats your pain seriously, who listens to your concerns and complaints, and tries to meet your expectations. And if they feel your issues are out of their scope of practice, they should be open to referring you to a pain specialist or a chronic pain team, which many VA medical centers now have.”

“People should be careful with opioid medications for chronic pain,” counseled Frank.

“Many of the treatments we have are at least partially effective but carry side effects with them, and that’s particularly true of opioids.

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medications and the role they have in their pain treatment plan.

“Some people feel stuck with opioid medications because they think they’ve tried everything else—but there are lots of options, and there is reason for hope that people can and do feel better with the right plan, [one that can] focus on other treatments and reduce the role of these medications in treating their pain.”

The VA has been a leader in acknowledging issues with opioids and in developing an opioid safety program for their patients. The agency began working on the program in 2013, and their approach to pain management is no longer weighted as heavily on medications.

The agency is also looking at alternative treatments for pain including acupuncture, chiropractic care, massage, Tai Chi and other techniques. “There’s no clear winner among those treatments, which different VA facilities offer veterans,” says Frank. “We desperately need more research in those areas.” Most VA facilities now offer chiropractic care, for example, which is now part of many clinical programs for chronic pain.

Exercise is another option, as is weight loss.

“Exercise helps reduce pain and can also reduce anxiety and depression symptoms and other issues that go along with chronic pain. I often emphasize the importance of being physically active to my patients and suggest they find activities they can engage in, whether it’s walking, swimming, cycling or something else,” says Bair. “Weight management is an important strategy in helping with pain, because weight can exacerbate the load on joints and is associated with osteoarthritis, a generally painful condition.”

Frank adds, “There’s a lot of communication between our research leaders and our clinical leaders, which enhances our ability to disseminate and implement effective pain management strategies and allow veterans greater access to new treatments.”

“In VA, we are attempting to connect patients with treatment strategies that are effective for them,” Frank says. “We define what’s effective as treatments that help a person do more of what they want to do and live the life they want to live.”

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

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Open Season Report

PEN SEASON REPORT

2020 OPEN SEASON: NOVEMBER 9—DECEMBER 14

FEHB PLAN CHANGES

O

n October 14, the Office of Personnel Management (OPM) announced the premium rates for the Federal Employees Health Benefits (FEHB) program’s 2021 plan year.

The enrollee share of premiums for non-postal employees and all annuitants will increase an average of 4.9 percent in 2021. (Postal employees pay a different rate because of collective bargaining agreements.)

The average increase in the government share of premiums will be 3.0 percent.

The overall average total premium in 2021 will rise 3.6 percent, lower than premium increases projected for or reported by other large private and public sector employers, which range from 4 to 10 percent.

FEHB carriers may offer up to three plan options of any plan type: Self Only, Self Plus One and Self and Family. Overall, the FEHB program will offer 276 health plan choices in 2021.

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The actual number of choices available to any given enrollee will be lower and will vary by geographic location.

Changes in FEHB coverage may be made during Federal Benefits Open Season, November 9 to December 14. Also included in Open Season are the Federal Flexible Spending Account Program (FSAFEDS) (see p.

48) and the Federal Employees Dental and Vision Program (FEDVIP) (see p. 56) .

There is no need for enrollees to re-enroll in FEHB and FEDVIP unless they want to change plans or their current plan ceases participation.

However, employees must re-enroll in FSAFEDS every year to continue to participate.

Enrollee Premiums. The tables on pages 50-53 list the six open-to-all fee for service plans, the four restricted FFS plans and the largest participating HMOs; the 2021 cost of each plan for both

employees and retirees; and the increase/decrease from 2020.

Rates listed are applicable to most non-postal federal employees as well as all retirees and survivors. For a listing of all premiums, go to www.opm. gov/healthcare-insurance/ open-season/.

Changes in FEHB enrollee premiums vary from plan to plan, but, on average, enrollees with Self Only coverage will pay $4.67 more per biweekly pay period; enrollees with Self Plus One coverage will pay $10.90 more per biweekly pay period; and enrollees with Self and Family coverage will pay $10.94 more per biweekly pay period.

(Employees pay premiums on a biweekly basis; retirees pay premiums on a monthly basis.)

Enrollees with Self Only coverage in the popular Blue Cross Blue Shield (BCBS) Standard option will pay $123.45 per biweekly pay period in 2021; those with Self Plus One coverage

will pay $280.81 per biweekly pay period; and those with Self and Family coverage will pay $300.12 per biweekly pay period.

CHANGES FOR 2021

New Plan Options. This year, there are six new plan options: • UnitedHealthcare Advantage Plan, High (new FEHB plan for 2021; all contiguous states and the District of Columbia) • Kaiser Permanente Northwest (Washington/ Oregon), Basic • Kaiser Permanente Washington (Washington/ Idaho), Basic • Geisinger Health Plan Pennsylvania, Basic • Dean Health Plan, Inc., Wisconsin, Basic • Group Health Cooperative of South Central Wisconsin, Standard New Reimbursement for Medicare Part B Premiums. In addition to the 18 current plans that provide reimbursement for all or part of an enrollee’s Medicare Part B premium, the following seven plan options will now offer some amount of reimbursement in 2021.

• Aetna Advantage, Advantage • APWU Health Plan, High • Kaiser Permanente - MidAtlantic States, High • Kaiser Permanente Southern California, Standard • Medical Mutual of Ohio Southwest, Standard

• Medical Mutual of Ohio Northeast, Standard • UnitedHealthcare Advantage Plan, High Plan Terminations. The following plans and plan options will drop out of the FEHB program at the end of 2020: • MercyCare in Illinois and Wisconsin • Aetna Open Access Tennessee service area • Blue Shield of California Trio HMO pilot program in San Diego County • Health Net of California, Standard • CDPHP Universal Benefits, Inc., High • GHI, HDHP • UPMC Health Plan, High Enrollees in these plans must select new coverage during Open Season; otherwise they are enrolled in GEHA’s Indemnity Benefit Plan Elevate, the lowest-cost nationwide plan

option for 2021, as determined

by OPM. All HMO enrollees should review their plan’s 2021 brochure to see if they still live or work in their plan’s service area. Two sources let enrollees know if the plan is terminating: • Pre-Open Season letter from OPM to all agency benefit officers.

• Mailed notice to members from terminating plans.

INFORMATION SOURCES

Employees will receive Open Season information from their agencies; most eligible annuitants, survivor annuitants and former spouse annuitants will receive information from OPM. Plans will not automatically send enrollees their 2021 brochures.

You must request a plan brochure or download it from www.opm. gov/insure.

—FEDERAL BENEFITS INSTITUTE

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

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43

2021 FEHB, FEDVIP PROGRAM PREMIUM INCREASES For plan year 2021, the average total percentage increase in FEHB program plan premiums of 3.6 is lower than other large private- and public-sector employers, whose average 2021 premium increases range from 4 percent to 10 percent.

This year, OPM has negotiated a new, seven-year contract for the Federal Employees Dental and Vision Insurance Program (FEDVIP). While the majority of current FEDVIP enrollees should not experience a significant increase in premiums, enrollees are encouraged to research the various FEDVIP plans and choose the dental and vision coverage that best fits their needs.

“Our team has worked diligently throughout the year with healthcare providers and carriers to secure top-tier health benefits for federal employees, retirees, other eligible individuals, and their families,” said OPM Acting Director Michael J. Rigas.

For a detailed listing of FEHB program premium rates and FEDVIP rates, visit www.opm.gov/ healthcare-insurance/healthcare/plan-information/premiums/.

For resources and links to help you navigate Open Season, visit www.narfe.org/open-season.

NARFE PRESIDENT’S RESPONSE TO OPEN SEASON OPM ANNOUNCEMENT In response to the OPM announcement on Open Season premiums for America’s retired and active federal workers, NARFE President Ken Thomas released the following statement: “While this rate change is lower than last year’s, when enrollees’ premiums rose 5.6 percent on average, it remains hard to swallow—particularly with the specter of a paltry 1 percent federal pay increase looming for 2021. And unfortunately, 1 percent is currently the best-case scenario for Feds, who are facing the very real prospect of lower take-home pay next year with this health insurance increase.

“Likewise, federal retirees will bear the pain of higher premiums as their purchasing power continues to ebb from stagnant cost-of-living adjustments (COLAs). For these retirees, the 1.3 percent COLA in 2021 falls far short of what’s needed to cover the increase in FEHB premiums and other health care expenses.

“One bright spot in today’s announcement was the increasing number of plans that offer enrollees partial Medicare Part B premium reimbursement, now up to 25. That’s good news for annuitants looking for coverage that meets their needs and fits their budgets.

“While higher costs for coverage may be unavoidable, federal employees and retirees should be aware that they have many options to choose from during Open Season. With roughly 55 percent of enrollees facing an increase greater than 5 percent if they reenroll in their current plans, it’s especially important to reevaluate your options. NARFE encourages all participants to thoroughly review the plans to select the one that best fits their needs. NARFE members can look to the October issue of NARFE Magazine for tips on selecting health care coverage that meets their families’ requirements.”

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Not for distribution to retirees or beneficiaries. Š 2020 United HealthCare Services, Inc. EI20140064.0 6/20 20-140069

Open Season Report

2021 FEE-FOR-SERVICE PLAN CHANGES

T

he following are the six feefor-service (FFS) providers available to all employees and annuitants, with some notable changes in plan benefits.

Please note that our summaries below do not capture all the change details for 2021. 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 2021 to ensure 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 on out-of-pocket costs.

American Postal Workers Union Health Plan (APWU) High Option Changes: The plan will cover routine mammograms for women age 65 and older every calendar year. Members are no longer required to participate in the Diabetes Management Program to receive a $0 copay for formulary generic oral medications, formulary blood glucose test strips and lancets. Members who purchase outpatient specialty drugs are now required to use Accredo or will be responsible for the full cost of the medication.

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Consumer Driven Health Plan: Members now can earn a $25 wellness incentive for undergoing a routine physical each year. The plan will offer a cancer guidance program for providers, where providers will call and receive guidance regarding care for members.

More information on APWU can be found at www.apwuhp.com.

Blue Cross Blue Shield (BCBS) Standard and Basic Option Changes: The plan now provides benefits for telemedicine (phone consultations and online medical evaluation and management services); previously, there was no benefit. Under the Basic Option, you will pay a $30 copayment for a preferred primary care provider or other health care professional and a $40 copayment for a preferred specialist. Under the Standard Option, you will pay a $25 copayment for a preferred primary care provider or other health care professional and a $35 copayment for a preferred specialist. The plan covers hearing aids for adults age 22 and older, limited to $2,500 every five calendar years; previously, the limit was every three calendar years. The plan now only provides medical benefits for chest X-rays; previously, one chest X-ray per calendar year was covered under the preventive care adult benefit, with no member cost-share.

FEP Blue Focus Changes: The plan’s catastrophic out-ofpocket maximums have increased, from $6,500 to $7,500 for Self Only contracts, and from $13,000 to $15,000 for Self Plus One and Self and Family contracts. The

plan now provides benefits for telemedicine (phone consultations and online medical evaluation and management services); you will pay a $10 copayment per visit up to a total of 10 visits per calendar year.

More information on BCBS can be found at www.fepblue.org.

Government Employees Health Association (GEHA) Planwide Changes: The plan no longer has age or hour limits on the Applied Behavioral Therapy benefit. The plan now waives the deductible for certain laboratory tests. The plan now will cover urine drug testing to 16 per person per calendar year. The plan now will provide a maximum of 12 visits per year of vision therapy with preauthorization, no specific provider specialty required.

Standard Option: The Plan is reducing cost share on preferred brand insulin to 25 percent, up to a maximum of $200 for up to a 30-day supply, when using network pharmacies or the CVS Caremark mail service pharmacy. The plan will no longer cover accidental injury within 72 hours of the accident at 100 percent; regular medical emergency benefits will apply.

Elevate and Elevate Plus: The plan has removed coverage of Depo-Provera as an injectable contraceptive drug at no cost.

The plan will add unlimited coverage for professional services of physicians for advance care planning at an in-network office visit cost of $20 copayment for Elevate Plus and $10 for Elevate for primary care providers and $35 copayment for Elevate

Proudly supporting the National Active and Retired Federal Employees Association and their mission, during Open Season November 9 - December 14. With a Preferred provider network that includes 95% of doctors and 96% of hospitals in the U.S., no one does more to keep federal employees healthy.

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Open Season Report

2021 FSAFEDS

Plus and $25 for Elevate for specialists; and at an out-ofnetwork cost of 50 percent of the plan allowance (deductible applies) and any difference between the plan allowance and the billed amount. Previously, there was no coverage.

More information for GEHA can be found at www.geha.com.

Mail Handlers Benefit Plan (MHBP) Planwide Changes: The plan now includes telemedicine (telephone and video consultations) for medical, mental health and substance use disorder services. There are no longer limits on physical, speech and occupational therapy visits for those diagnosed with autism and developmental delays.

Standard Option and Value Plan: The plan now includes up to 40 total chiropractic and other alternative care treatment visits per calendar year, an increase from 26.

More information for MHBP can be found at www.mhbp.com.

National Association of Letter Carriers (NALC) Planwide Changes: The plan now covers 25 acupuncture visits per calendar year. The plan now offers incentives for participation in the Tobacco Cessation Program and for getting an annual influenza vaccine.

High Option: The plan now allows the coinsurance for skilled nursing care visits to count towards the member’s catastrophic out of pocket maximum. The plan will now cover hospital visit charges by a non-PPO provider at the PPO benefit level when services are rendered at a PPO hospital or ambulatory surgical center; previously, these were covered at 48

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Eligible 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 a FSAFEDS account before taxes are withheld and use it to get reimbursed for outof-pocket health care and dependent care expenses. Current enrollees may carry over $550 from 2020 to the new year.

The federal government offers three types of FSAFEDS 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 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, 2021.

Current enrollees must enroll each year to continue participating in FSAFEDS. Federal retirees are not eligible for FSAFEDS.

70 percent after the deductible.

CDHP and Value Options: The plan will now cover laboratory services and emergency room visit billed by an out-of-network provider at the in-network benefit level when the services are performed at an in-network hospital or in-network ambulatory surgical center.

More information for NALC can be found at www.nalchbp.org.

Special Agents Mutual Benefit Association (SAMBA) Planwide Changes: The plan now covers hospital outpatient observation care services at the same benefit level as the plan’s hospital inpatient benefits. The Network Mail Order out of pocket per prescription maximum for nonpreferred brand name drugs has been reduced from $600 per prescription to $400 per prescription; this also applies when Medicare Part B is the primary coverage.

High Option: The catastrophic protection out-ofpocket maximum for deductibles, coinsurance, and copayments has been reduced: PPO—from $6,000 to $5,000 per person and from $12,000 to $10,000 for Self Plus One and Self and Family per calendar year; Non-PPO—from $9,500 to $6,000 per person and from $19,000 to $14,000 for Self Plus One and Self and Family per calendar year.

Standard Option: The catastrophic protection outof-pocket maximum for deductibles, coinsurance, and copayments has been reduced: PPO—from $7,000 to $6,000 per person and from $14,000 to $12,000 for Self Plus One and Self and Family per calendar year; Non-PPO—from $9,500 to $8,500 per person and from $19,000 to $14,000 for Self Plus One and Self and Family per calendar year.

More information for SAMBA can be found at www. sambaplans.com.

KEY: Employees pay biweekly Annuitants pay monthly

Open Season Report

2021 PREMIUMS — FEE FOR SERVICE Plan Option

Code

Total Premium biweekly monthly

APWU HEALTH PLAN CHDP Self 474 $278.61 $603.66 CDHP Self & Family 475 $660.58 $1431.26 CDHP Self Plus One 476 $605.53 $1311.98 High Self 471 $345.24 $748.02 High Self & Family 472 $828.55 $1795.19 High Self Plus One 473 $724.97 $1570.77 BLUE CROSS BLUE SHIELD SERVICE BENEFIT PLAN Standard Self 104 $365.03 $790.90 Standard Self & Family 105 $862.37 $1868.47 Standard Self Plus One 106 $798.27 $1729.59 Basic Self 111 $314.42 $681.24 Basic Self & Family 112 $763.52 $1654.29 Basic Self Plus One 113 $706.63 $1531.03 Blue Focus Self 131 $212.58 $460.59 Blue Focus Self & Family 132 $502.70 $1089.18 Blue Focus Self Plus One 133 $457.02 $990.21 GEHA BENEFIT PLAN High Self 311 $349.72 $757.73 High Self & Family 312 $876.38 $1898.82 High Self Plus One 313 $769.39 $1667.01 Standard Self 314 $250.66 $543.10 Standard Self & Family 315 $659.40 $1428.70 Standard Self Plus One 316 $538.94 $1167.70 HDHP Self 341 $245.47 $531.85 HDHP Self & Family 342 $636.18 $1378.39 HDHP Self Plus One 343 $527.76 $1143.48 GEHA ELEVATE INDEMNITY BENEFIT PLAN Elevate Plus Self 251 $301.44 $653.12 Elevate Plus Self & Family 252 $747.57 $1619.74 Elevate Plus Self Plus One 253 $693.27 $1502.09 Elevate Self 254 $189.29 $410.13 Elevate Self & Family 255 $530.03 $1148.40 Elevate Self Plus One 256 $435.38 $943.32 MHBP Value Self 414 $213.41 $462.39 Value Self & Family 415 $515.75 $1117.46 Value Self Plus One 416 $505.65 $1095.58 Standard Self 454 $287.19 $622.25 Standard Self & Family 455 $667.41 $1446.06 Standard Self Plus One 456 $661.06 $1432.30 HDHP Self 481 $291.04 $630.59 HDHP Self & Family 482 $676.28 $1465.27 HDHP Self Plus One 483 $644.08 $1395.51 NALC High Self 321 $336.41 $728.89 High Self & Family 322 $760.94 $1,648.70 High Self Plus One 323 $744.10 $1,612.22 CDHP Self 324 $218.55 $473.53 CDHP Self & Family 325 $507.66 $1,099.93 CDHP Self Plus One 326 $482.16 $1,044.68 Value Self KM1 $179.37 $388.64 Value Self & Family KM2 $416.82 $903.11 Value Self Plus One KM3 $395.70 $857.35 SAMBA High Self 441 $403.70 $874.68 High Self & Family 442 $968.87 $2099.22 High Self Plus One 443 $888.14 $1924.30 Standard Self 444 $323.50 $700.92 Standard Self & Family 445 $738.06 $1599.13 Standard Self Plus One 446 $696.28 $1508.61

Govt Pays biweekly monthly

Enrollee Pays biweekly monthly

Enrollee Increase/Decrease biweekly monthly $0.69 $1.49 $1.63 $3.54 $1.50 $3.24 $4.25 $9.22 $8.35 $18.09 $7.77 $16.84

$208.96 $495.44 $454.15 $241.58 $562.25 $517.46

$452.75 $1073.45 $983.99 $523.42 $1218.21 $1121.16

$69.65 $150.91 $165.14 $357.81 $151.38 $327.99 $103.66 $224.60 $266.30 $576.98 $207.51 $449.61

$241.58 $562.25 $517.46 $235.82 $562.25 $517.46 $159.44 $377.03 $342.77

$523.42 $1218.21 $1121.16 $510.93 $1218.21 $1121.16 $345.44 $816.89 $742.66

$123.45 $300.12 $280.81 $78.60 $201.27 $189.17 $53.14 $125.67 $114.25

$267.48 $650.26 $608.43 $170.31 $436.08 $409.87 $115.15 $272.29 $247.55

$6.54 $13.38 $13.66 $2.66 $10.05 $10.56 $0.00 $0.00 $0.00

$14.18 $28.99 $29.60 $5.76 $21.77 $22.88 $0.00 $0.00 $0.00

$241.58 $562.25 $517.46 $188.00 $494.55 $404.21 $184.10 $477.14 $395.82

$523.42 $1218.21 $1121.16 $407.33 $1071.53 $875.78 $398.89 $1033.79 $857.61

$108.14 $314.13 $251.93 $62.66 $164.85 $134.73 $61.37 $159.04 $131.94

$234.31 $680.61 $545.85 $135.77 $357.17 $291.92 $132.96 $344.60 $285.87

$2.72 $9.74 $5.42 $2.12 $9.33 $4.55 $2.08 $9.00 $4.46

$5.90 $21.10 $11.74 $4.59 $20.21 $9.87 $4.50 $19.51 $9.67

$226.08 $560.68 $517.46 $141.97 $397.52 $326.54

$489.84 $1214.81 $1121.16 $307.60 $861.30 $707.49

$75.36 $186.89 $175.81 $47.32 $132.51 $108.84

$163.28 $404.93 $380.93 $102.53 $287.10 $235.83

$2.69 $6.66 $5.54 $0.00 $0.00 $0.00

$5.82 $14.44 $12.01 $0.00 $0.00 $0.00

$160.06 $386.81 $379.24 $215.39 $500.56 $495.80 $218.28 $507.21 $483.06

$346.79 $838.10 $821.69 $466.69 $1084.55 $1074.23 $472.94 $1098.95 $1046.63

$53.35 $128.94 $126.41 $71.80 $166.85 $165.26 $72.76 $169.07 $161.02

$115.60 $279.36 $273.89 $155.56 $361.51 $358.07 $157.65 $366.32 $348.88

$1.05 $2.53 $2.48 $5.93 $13.78 $13.64 $6.61 $15.37 $14.64

$2.27 $5.48 $5.37 $12.85 $29.85 $29.57 $14.33 $33.30 $31.72

$241.58 $562.25 $517.46 $163.91 $380.75 $361.62 $134.53 $312.62 $296.78

$523.42 $1,218.21 $1,121.16 $355.15 $824.95 $783.51 $291.48 $677.33 $643.01

$94.83 $198.69 $226.64 $54.64 $126.91 $120.54 $44.84 $104.20 $98.92

$205.47 $430.49 $491.06 $118.38 $274.98 $261.17 $97.16 $225.78 $214.34

$3.99 $9.95 $8.33 $0.00 $1.25 $0.00 $0.00 $1.03 $0.00

$8.65 $21.55 $18.05 $0.00 $2.72 $0.00 $0.00 $2.24 $0.00

$241.58 $562.25 $517.46 $241.58 $553.55 $517.46

$523.42 $1218.21 $1121.16 $523.42 $1199.35 $1121.16

$162.12 $406.62 $370.68 $81.92 $184.51 $178.82

$351.26 $881.01 $803.14 $177.50 $399.78 $387.45

-$18.30 -$45.75 -$40.81 $3.40 $5.37 $6.94

-$39.65 -$99.12 -$88.42 $7.37 $11.64 $15.04

For selected HMOs, see page 52. For restricted fee-for-service plans, see page 53.

OPEN SEASON CHANGES for employees are effective at the beginning of the first pay period after January 1, 2021. Changes for retirees and survivor annuitants are effective January 1, 2021, and premium changes will

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be reflected in February 1, 2021, annuity payments. If verified enrollment is required, the change notice from OPM should suffice for annuitants; the notification from their agency will suffice for employees.

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Find out more:

MetLife.com/FEDVIP-Vision 1-888-865-6854

Open Season ends December 14, 2020, midnight EST. Be sure to choose the plan that’s with you wherever you are.

*Subject to frequency 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 Vision Plan Brochure, which will govern the cost of the plan and can be viewed by visiting MetLife.com/FEDVIP-Vision. Vision insurance is provided by Metropolitan Life Insurance Company, New York, NY (MetLife). Certain claim and network administration services are provided through Vision Service Plan, Rancho Cordova, CA (VSP). VSP is not affiliated with MetLife or its affiliates. L0920008037[exp0921][All States] © 2020 MetLife Services and Solutions, LLC.

Open Season Report

KEY: Employees pay biweekly Annuitants pay monthly

2021 PREMIUMS — LARGEST HMOS* State(s) Plan Option

Total Premium Govt Pays Code biweekly monthly biweekly monthly DC, MD, VA AETNA OPEN ACCESS - CAPITOL REGION $543.03 $1176.57 $241.58 $523.42 High Self JN1 $1220.79 $2645.05 $562.25 $1218.21 High Self & Family JN2 $1208.70 $2618.85 $517.46 $1121.16 High Self Plus One JN3 Basic Self JN4 $329.73 $714.42 $241.58 $523.42 $754.58 $1634.92 $562.25 $1218.21 Basic Self & Family JN5 $692.92 $1501.33 $517.46 $1121.16 Basic Self Plus One JN6 DC, MD, VA AETNA DIRECT - CAPITOL REGION $284.23 $615.83 $213.17 $461.87 CDHP Self N61 CDHP Self & Family N62 $716.80 $1553.07 $537.60 $1164.80 $623.33 $1350.55 $467.50 $1012.91 CDHP Self Plus One N63 DC, MD, VA CAREFIRST BLUECHOICE $409.76 $887.81 $241.58 $523.42 Standard Self 2G4 $973.58 $2109.42 $562.25 $1218.21 Standard Self & Family 2G5 $819.51 $1775.61 $517.46 $1121.16 Standard Self Plus One 2G6 $263.12 $570.09 $197.34 $427.57 HDHP Self B61 $625.16 $1354.51 $468.87 $1015.88 HDHP Self & Family B62 $526.23 $1140.17 $394.67 $855.13 HDHP Self Plus One B63 ID, WA KAISER HEALTH PLAN OF WASHINGTON $398.66 $863.76 $241.58 $523.42 High Self 541 $877.04 $1900.25 $562.25 $1218.21 High Self & Family 542 $877.04 $1900.25 $517.46 $1121.16 High Self Plus One 543 $285.24 $618.02 $213.93 $463.52 Standard Self 544 $656.05 $1421.44 $492.04 $1066.08 Standard Self & Family 545 $656.05 $1421.44 $492.04 $1066.08 Standard Self Plus One 546 DC, MD, VA M.D. INDIVIDUAL PRACTICE ASSOCIATION (MDIPA) $438.87 $950.89 $241.58 $523.42 High Self JP1 $1230.59 $2666.28 $562.25 $1218.21 High Self & Family JP2 $857.12 $1857.09 $517.46 $1121.16 High Self Plus One JP3 CA KAISER FOUNDATION HEALTH PLAN OF N. CALIFORNIA High Self 591 $468.25 $1014.54 $241.58 $523.42 $1117.78 $2421.86 $562.25 $1218.21 High Self & Family 592 $1117.78 $2421.86 $517.46 $1121.16 High Self Plus One 593 $379.70 $822.68 $241.58 $523.42 Standard Self 594 $888.51 $1925.11 $562.25 $1218.21 Standard Self & Family 595 $888.51 $1925.11 $517.46 $1121.16 Standard Self Plus One 596 $300.96 $652.08 $225.72 $489.06 Basic Self KC1 $704.24 $1525.85 $528.18 $1144.39 Basic Self & Family KC2 $704.24 $1525.85 $517.46 $1121.16 Basic Self Plus One KC3 CA KAISER FOUNDATION HEALTH PLAN OF S. CALIFORNIA $346.24 $750.19 $241.58 $523.42 High Self 621 $800.23 $1733.83 $562.25 $1218.21 High Self & Family 622 $800.23 $1733.83 $517.46 $1121.16 High Self Plus One 623 $218.51 $473.44 $163.88 $355.08 Standard Self 624 $505.02 $1094.21 $378.77 $820.66 Standard Self & Family 625 $505.02 $1094.21 $378.77 $820.66 Standard Self Plus One 626 DC, MD, VA KAISER FOUNDATION HEALTH PLAN MID-ATLANTIC STATES $344.42 $746.24 $241.58 $523.42 High Self E31 $792.16 $1716.35 $562.25 $1218.21 High Self & Family E32 High Self Plus One E33 $792.16 $1716.35 $517.46 $1121.16 $276.13 $598.28 $207.10 $448.71 Standard Self E34 $635.10 $1376.05 $476.33 $1032.04 Standard Self & Family E35 $635.10 $1376.05 $476.33 $1032.04 Standard Self Plus One E36 $197.41 $427.72 $148.06 $320.79 Basic Self T71 $507.47 $1099.52 $380.60 $824.64 Basic Self & Family T72 $439.31 $951.84 $329.48 $713.88 Basic Self Plus One T73 CO KAISER FOUNDATION HEALTH PLAN OF COLORADO $356.72 $772.89 $241.58 $523.42 High Self 651 $806.19 $1746.75 $562.25 $1218.21 High Self & Family 652 $806.19 $1746.75 $517.46 $1121.16 High Self Plus One 653 $305.00 $660.83 $228.75 $495.62 Standard Self 654 $689.29 $1493.46 $516.97 $1120.10 Standard Self & Family 655 $689.29 $1493.46 $516.97 $1120.10 Standard Self Plus One 656 $205.62 $445.51 $154.22 $334.13 Basic Self N41 $505.82 $1095.94 $379.37 $821.96 Basic Self & Family N42 $464.70 $1006.85 $348.53 $755.14 Basic Self Plus One N43

Enrollee Pays biweekly monthly $301.45 $658.54 $691.24 $88.15 $192.33 $175.46

$653.15 $1426.84 $1497.69 $191.00 $416.71 $380.17

$71.06 $153.96 $179.20 $388.27 $155.83 $337.64

Enrollee Increase/Decrease biweekly monthly $12.19 $24.66 $26.70 $2.18 $2.49 $3.43

$26.42 $53.43 $57.85 $4.74 $5.39 $7.44

$0.37 $0.80 $0.93 $2.02 $0.81 $1.75

$168.18 $411.33 $302.05 $65.78 $156.29 $131.56

$364.39 $891.21 $654.45 $142.52 $338.63 $285.04

$13.70 $30.59 $25.68 $0.00 $0.00 $0.00

$29.69 $66.27 $55.65 $0.00 $0.00 $0.00

$157.08 $314.79 $359.58 $71.31 $164.01 $164.01

$340.34 $682.04 $779.09 $154.50 $355.36 $355.36

$2.51 $2.50 $4.94 $1.60 $3.68 $3.68

$5.44 $5.41 $10.70 $3.47 $7.98 $7.98

$197.29 $427.47 $668.34 $1448.07 $339.66 $735.93

$28.47 $61.70 $80.33 $174.05 $53.61 $116.15

$226.67 $555.53 $600.32 $138.12 $326.26 $371.05 $75.24 $176.06 $186.78

$491.12 $1203.65 $1300.70 $299.26 $706.90 $803.95 $163.02 $381.46 $404.69

$0.69 -$0.25 $2.19 $0.10 -$1.92 $0.52 $0.00 $0.00 -$13.34

$104.66 $237.98 $282.77 $54.63 $126.25 $126.25

$226.77 $515.62 $612.67 $118.36 $273.55 $273.55

$1.01 -$0.01 $2.43 $0.83 $1.90 $1.90

$2.20 -$0.02 $5.27 $1.78 $4.13 $4.13

$102.84 $229.91 $274.70 $69.03 $158.77 $158.77 $49.35 $126.87 $109.83

$222.82 $498.14 $595.19 $149.57 $344.01 $344.01 $106.93 $274.88 $237.96

$5.00 $9.06 $11.50 $3.08 $7.10 $7.10 $0.88 $8.47 $1.96

$10.84 $19.63 $24.92 $6.68 $15.39 $15.39 $1.90 $18.34 $4.24

$115.14 $243.94 $288.73 $76.25 $172.32 $172.32 $51.40 $126.45 $116.17

$249.47 $528.54 $625.59 $165.21 $373.36 $373.36 $111.38 $273.98 $251.71

-$13.32 -$32.75 -$30.31 -$1.21 -$2.73 -$23.77 -$4.53 $0.04 -$10.24

$1.50 -$0.54 $4.75 $0.22 -$4.16 $1.13 $0.00 $0.00 -$28.90

-$28.86 -$70.95 -$65.66 -$2.61 -$5.92 -$51.50 -$9.81 $0.08 -$22.19

*Based on information provided by the Office of Personnel Management (OPM). If your plan is not listed, it simply means that your plan is not one of the largest.

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KEY: Employees pay biweekly Annuitants pay monthly

2021 PREMIUMS — RESTRICTED FEE FOR SERVICE Enrollee Increase/ Total Premium Govt Pays Enrollee Pays Decrease biweekly monthly biweekly monthly biweekly monthly biweekly monthly COMPASS ROSE HEALTH PLAN (members of the Intelligence Community, employees of Departments of Defense and State) High Self 421 $347.55 $753.03 $241.58 $523.42 $105.97 $229.61 $4.31 $9.35 High Self & Family 422 $834.13 $1807.28 $562.25 $1218.21 $271.88 $589.07 $8.51 $18.44 High Self Plus One 423 $764.62 $1656.68 $517.46 $1121.16 $247.16 $535.52 $8.93 $19.35 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 $287.02 $621.88 $215.27 $466.41 $71.75 $155.47 $2.76 $6.00 High Self & Family 402 $710.02 $1538.38 $532.52 $1153.79 $177.50 $384.59 $6.83 $14.80 High Self Plus One 403 $696.19 $1508.41 $517.46 $1121.16 $178.73 $387.25 $6.94 $15.04 PANAMA CANAL AREA BENEFIT PLAN High Self 431 $304.60 $659.97 $228.45 $494.98 $76.15 $164.99 $3.63 $7.86 High Self & Family 432 $635.81 $1377.59 $476.86 $1033.19 $158.95 $344.40 $7.57 $16.40 High Self Plus One 433 $607.94 $1317.20 $455.96 $987.90 $151.98 $329.30 $7.23 $15.68 RURAL CARRIER BENEFIT PLAN (active and retired rural letter carriers) High Self 381 $368.30 $797.98 $241.58 $523.42 $126.72 $274.56 $4.49 $9.73 High Self & Family 382 $781.71 $1693.71 $562.25 $1218.21 $219.46 $475.50 $31.93 $69.19 High Self Plus One 383 $744.21 $1612.46 $517.46 $1121.16 $226.75 $491.30 $21.87 $47.39 Plan Option

Code

106,000 ways to access care Now that’s an eye-opener

Turn to a vision plan built to go above and beyond — just like you do.

Although the prices may look about the same, no two vision plans are really alike. With extra coverage for kids and Warby Parker in network, UnitedHealthcare offers benefits designed to do more. And it’s an honor to serve them to you and your family.

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

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

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

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

Federal Employees Dental and Vision Insurance Program

All trademarks are the property of their respective owners.

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

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

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

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

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53

Open Season Report

IMPORTANT REMINDERS FOR ALL FEHB PARTICIPANTS • RESEARCH PREFERRED PROVIDERS. Fee-for-service (FFS) plans use preferred provider organizations (PPOs) and doctors to help contain program costs and keep premiums at a reasonable rate. Usually, you will save a lot on out-of-pocket costs if you use your plan’s preferred hospitals or doctors. However, PPO arrangements are business contracts that are not always renewed. PPO arrangements can be made and also can be discontinued from one year to the next. In addition, there may not be PPO arrangements in all parts of the country.

If you are enrolled in a FFS plan or thinking of enrolling in one, you should check with the hospitals and doctors you use and ask them if they are PPO providers in your plan. You also can review your plan’s PPO directory to see if your doctor or hospital is a PPO provider for your plan.

• ASK QUESTIONS. Make sure to confirm information in your plan’s brochure by speaking with a plan representative. Do not assume anything.

For example, plans may describe benefits in terms of “annual” or “annually.” This would seem to mean “each year,” when, in fact, it may mean that a year must have elapsed before it will cover you again. Also, while a hospital may be a PPO for your plan, not all departments in that hospital are PPO providers. Hospitals contract out much of their emergency room, technical and lab work to other groups that may not be PPO providers for your plan, and you will pay more for their services.

• ID CARDS. New plan identification cards showing your enrollment are issued by the health plan. If you do not change to another plan or option during Open Season, you don’t necessarily get a new ID card from the plan.

ShopNARFE

NEW ITEMS!

Great gift ideas ShopNARFE is the official online store offering NARFE-branded merchandise, including apparel, drinkware, pins, officer badges and business cards. A portion of the proceeds from all purchases support the organization. New items include car magnets, license plate holders, face masks and cooler bags.

Shop now at www.narfe.org/shopnarfe.

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2020

Wherever helping others is part of the job, MetLife Federal Dental is with you.

You’ve earned coverage that offers one of the nation’s largest dental networks.

Find out more:

MetLife.com/FEDVIP-Dental 1-888-865-6854

With a MetLife Federal Dental Plan, Federal employees and annuitants receive discounts of up to 45%* and access to over 472,000 participating dentist locations.

Open Season ends December 14, 2020, midnight EST. Be sure to choose the plan that’s with you wherever you are.

*Based on MetLife data. Savings from enrolling in the MetLife Federal Dental plan will depend on various factors, including the cost of the plan, how often you visit the dentist and the cost of services rendered. 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 the terms of the plan and can be viewed by visiting MetLife.com/FEDVIP-Dental.

L0920007634[exp0921][All States] © 2020 MetLife Services and Solutions, LLC.

Open Season Report

2021 FEDVIP PLANS

O

pen Season for the Federal Employees Dental and Vision Insurance Program (FEDVIP) coincides with the Open Season for the Federal Employees Health Benefits (FEHB) program.

Eligible individuals will be able to choose benefits that cover dental care, vision care or both. The Office of Personnel Management (OPM) sponsors the program, which offers participants a choice from 12 dental and five vision carriers.

A new, seven-year contract for FEDVIP has been secured

by OPM, and the majority of current FEDVIP enrollees shouldn’t see a significant increase in premiums. Still, it’s a good idea for enrollees to look into the available plans and find their best fit.

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.

Typically, in-network coverage is covered by the plan allowance; out-of-network benefits are covered at the same plan allowance but with the member paying the difference between what insurance pays and what the provider charges.

The coinsurance or copayment of each tier of coverage (preventive and diagnostic, intermediate services, major services, and general services) varies by carrier and plan type. For more information, including plan brochures, go to www.benefeds.com or call 877-888-3337.

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FEDVIP FAST FACTS • ELIGIBILITY. Federal and U.S. Postal Service employees eligible for the FEHB or the Health Insurance Marketplace (Exchange) are eligible to enroll in FEDVIP, unless excluded by law or regulation. Annuitants are eligible regardless of FEHB or Health Insurance Marketplace eligibility.

• ELIGIBLE FAMILY MEMBERS. Eligible family members include your spouse, unmarried dependent children under age 22, and unmarried dependent children age 22 or over incapable of selfsupport because of a mental or physical disability that existed before age 22.

The Affordable Care Act does not allow for coverage under dental and vision plans for dependents up to age 26, as it does for health insurance.

WHAT’S COVERED

Dental plans provide a comprehensive range of services, including the following: • Class A (Basic) services, which include oral examinations, prophylaxis, diagnostic evaluations, sealants and X-rays.

• Class B (Intermediate) services, which include restorative procedures such as fillings, prefabricated stainless steel crowns, periodontal scaling, tooth extractions and denture adjustments.

• Class C (Major) services, which include endodontic services such as root canals, periodontal services such as gingivectomy, major restorative services such as crowns, oral surgery, bridges and prosthodontic services such as complete dentures.

• Class D (Orthodontic) services, which include diagnostic casts, fixed and removable appliance therapy, and creation of retainers.

Some plans require a 12-month waiting period.

Vision plans provide comprehensive coverage for routine eye examinations and include allowances for lenses, frames and contact lenses (in lieu of eyeglasses) in a number of eye doctors’ offices and retail optical stores. No referral is needed. Other benefits such as discounts on LASIK surgery also may be available.

PREMIUMS

Premiums will vary by plan and by enrollment type.

Premiums for the dental plans are based on home ZIP codes. For most dental plans, there are five “rating areas” for each carrier. The rating areas for each carrier are not the same for all plans. See the specific plan brochure or call the plan’s customer service number to determine your region and premium. There is no government contribution to FEDVIP premiums.

If you are a federal employee, your premiums will be taken from your salary on a pretax basis when your salary is sufficient to make the premium withholding.

If you are an annuitant, premiums will be withheld from (Continued on p.60)

WE DON’T HAVE WAITING PERIODS. SO YOU CAN GET THE DENTAL CARE YOU NEED. As a name trusted by federal employees for 60 years, Blue Cross Blue Shield FEP Dental offer retired uniformed service members and eligible family members no waiting period for crowns, bridges, implants and orthodontic services. That’s how we can give you more reasons to smile.

Open Season is November 9 through midnight December 14, 2020, ET.

Learn more at bcbsfepdental.com

Open Season Report

2021 PREMIUMS - NATIONWIDE DENTAL PLANS Rating Region

AETNA Standard

Self Only biweekly monthly

Self and Family biweekly monthly

$8.92 $9.81 $10.44 $11.51 $12.48 $16.01 $17.63 $18.77 $20.71 $22.50

$19.33 $21.26 $22.62 $24.94 $27.04 $34.69 $38.20 $40.67 $44.87 $48.75

$17.83 $19.63 $20.88 $23.01 $24.97 $32.03 $35.29 $37.56 $41.44 $45.01

$38.63 $42.53 $45.24 $49.86 $54.10 $69.40 $76.46 $81.38 $89.79 $97.52

$26.76 $29.43 $31.31 $34.51 $37.45 $48.06 $52.93 $56.33 $62.17 $67.52

$57.98 $63.77 $67.84 $74.77 $81.14 $104.13 $114.68 $122.05 $134.70 $146.29

$9.16 $10.04 $11.42 $12.33 $13.62

$19.85 $21.75 $24.74 $26.72 $29.51

$18.32 $20.09 $22.83 $24.64 $27.25

$39.69 $43.53 $49.47 $53.39 $59.04

$27.49 $30.13 $34.22 $36.94 $40.87

$59.56 $65.28 $74.14 $80.04 $88.55

1 2 3 4 5

$17.31 $19.40 $21.12 $22.88 $25.60

$37.51 $42.03 $45.76 $49.57 $55.47

$34.63 $38.77 $42.23 $45.72 $51.17

$75.03 $84.00 $91.50 $99.06 $110.87

$51.94 $58.16 $63.35 $68.59 $76.77

$112.54 $126.01 $137.26 $148.61 $166.34

1 2 3 4 5

$9.14 $9.96 $10.75 $11.34 $12.99

$19.80 $21.58 $23.29 $24.57 $28.15

$18.28 $19.93 $21.49 $22.68 $25.98

$39.61 $43.18 $46.56 $49.14 $56.29

$27.43 $29.89 $32.24 $34.01 $38.98

$59.43 $64.76 $69.85 $73.69 $84.46

1 $17.61 2 $19.32 3 $21.20 4 $22.57 5 $26.31 GEHA CONNECTION DENTAL FEDERAL Standard 1 $9.84 2 $11.04 3 $12.09 4 $13.50 5 $14.63

$38.16 $41.86 $45.93 $48.90 $57.01

$35.23 $38.64 $42.40 $45.13 $52.61

$76.33 $83.72 $91.87 $97.78 $113.99

$52.84 $57.95 $63.61 $67.70 $78.92

$114.49 $125.56 $137.82 $146.68 $170.99

$21.32 $23.92 $26.20 $29.25 $31.70

$19.68 $22.08 $24.14 $26.98 $29.24

$42.64 $47.84 $52.30 $58.46 $63.35

$29.51 $33.11 $36.21 $40.46 $43.87

$63.94 $71.74 $78.46 $87.66 $95.05

1 2 3 4 5

$16.89 $19.00 $20.77 $23.21 $25.16

$36.60 $41.17 $45.00 $50.29 $54.51

$33.78 $37.97 $41.54 $46.41 $50.34

$73.19 $82.27 $90.00 $100.56 $109.07

$50.68 $57.00 $62.30 $69.65 $75.56

$109.81 $123.50 $134.98 $150.91 $163.71

1 2 3 4 5

$10.76 $11.61 $12.52 $13.76 $15.79

$23.31 $25.16 $27.13 $29.81 $34.21

$21.52 $23.21 $25.04 $27.51 $31.57

$46.63 $50.29 $54.25 $59.61 $68.40

$32.29 $34.82 $37.56 $41.27 $47.36

$69.96 $75.44 $81.38 $89.42 $102.61

1 2 3 4 5

$19.13 $21.03 $22.08 $23.62 $25.96

$41.45 $45.57 $47.84 $51.18 $56.25

$38.27 $42.07 $44.16 $47.23 $51.92

$82.92 $91.15 $95.68 $102.33 $112.49

$57.40 $63.10 $66.24 $70.85 $77.87

$124.37 $136.72 $143.52 $153.51 $168.72

1 2 3 4 5

$9.72 $10.34 $11.53 $12.72 $14.12

$21.06 $22.40 $24.98 $27.56 $30.59

$19.45 $20.67 $23.06 $25.44 $28.25

$42.14 $44.79 $49.96 $55.12 $61.21

$29.17 $31.01 $34.58 $38.16 $42.37

$63.20 $67.19 $74.92 $82.68 $91.80

1 2 3 4 5

High

1 2 3 4 5 BLUE CROSS BLUE SHIELD Standard 1 2 3 4 5 High

DELTA DENTAL Standard

High

High

HUMANA Standard

High

METLIFE Standard

* Rating regions for each carrier are not the same for all plans

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Self PLus One biweekly monthly

KEY: Employees pay biweekly Annuitants pay monthly

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2020

METLIFE (CONT.) High

Rating Region

1 2 3 4 5 UNITED CONCORDIA Standard 1 2 3 4 5 High

1 2 3 4 5 UNITEDHEALTHCARE Standard 1 2 3 4 5 High

1 2 3 4 5

Self Only biweekly monthly

Self PLus One biweekly monthly

Self and Family biweekly monthly

$18.76 $19.79 $22.89 $24.90 $27.74

$40.65 $42.88 $49.60 $53.95 $60.10

$37.51 $39.58 $45.77 $49.80 $55.48

$81.27 $85.76 $99.17 $107.90 $120.21

$56.27 $59.37 $68.66 $74.70 $83.22

$121.92 $128.64 $148.76 $161.85 $180.31

$10.85 $12.18 $13.51 $14.84 $16.15 $15.74 $17.66 $19.62 $21.55 $23.49

$23.51 $26.39 $29.27 $32.15 $34.99 $34.10 $38.26 $42.51 $46.69 $50.90

$21.69 $24.36 $27.02 $29.67 $32.30 $31.48 $35.33 $39.22 $43.11 $46.98

$47.00 $52.78 $58.54 $64.29 $69.98 $68.21 $76.55 $84.98 $93.41 $101.79

$32.54 $36.54 $40.53 $44.51 $48.45 $47.20 $52.99 $58.85 $64.66 $70.44

$70.50 $79.17 $87.82 $96.44 $104.98 $102.27 $114.81 $127.51 $140.10 $152.62

$9.99 $10.72 $12.21 $13.27 $14.88

$21.65 $23.23 $26.46 $28.75 $32.24

$19.99 $21.43 $24.42 $26.55 $29.75

$43.31 $46.43 $52.91 $57.53 $64.46

$29.98 $32.15 $36.63 $39.82 $44.63

$64.96 $69.66 $79.37 $86.28 $96.70

$18.50 $19.83 $22.63 $24.61 $27.62

$40.08 $42.97 $49.03 $53.32 $59.84

$36.98 $39.66 $45.25 $49.22 $55.24

$80.12 $85.93 $98.04 $106.64 $119.69

$55.47 $59.49 $67.88 $73.83 $82.85

$120.19 $128.90 $147.07 $159.97 $179.51

373,000 ways to access care Now that’s a polished plan

Turn to a dental plan built to go above and beyond — just like you do.

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

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

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

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

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

Federal Employees Dental and Vision Insurance Program

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

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

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

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Open Season Report

(Continued from p.56) your monthly annuity check when your annuity is sufficient. Based on the Internal Revenue Code, pretax premiums are not available for annuitants.

For information on each plan’s premiums, visit www. opm.gov/healthcare-insurance/ dental-vision/plan-information.

DENTAL PLANS

There are seven nationwide and five regional carriers. Premiums are based on rating areas (a group of ZIP codes). Each plan can have up to five rating areas. See the chart on page 58 for nationwide plan premiums. 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 DENTAL PLANS Aetna Two plan options • For 2021, a new standard option is available • No deductible for high option; standard option deductible for Class B and C services are $50 in-network, $100 out-of-network • Orthodontia (including Invisalign and SmileDirectClub) for children and adults is covered at 50 percent with a $2,000 per person lifetime maximum; 12-month waiting period under the standard option • Find dentists and understand costs with their online tools Delta Dental Two plan options • No deductible for in-network providers • Annual benefit maximum: High option: $30,000 yearly maximum per member in-network, $3,000 out-of60

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2020

network. Standard option: $1,500 yearly maximum per member in-network, $600 out-of-network • Orthodontia covered at 50 percent after 12 months of enrollment. High Option: 3,500 lifetime maximum for children, $2,000 for adults.

Standard Option: $2,000 lifetime maximum in-network, children only • Additional cleaning for those with Type 1 or Type 2 Diabetics FEP BlueDental (Blue Cross Blue Shield) Two plan options • Three cleanings per year are included • No deductible for in-network services • Annual benefit maximum: High option: unlimited in-network, $3,000 out-ofnetwork. Standard option: $1,500 in-network, $750 out-of-network • Orthodontia for adults and children has no waiting period.

High option covers 50 percent with a lifetime maximum of $3,500, regardless of network; standard option covers 50 percent with a lifetime maximum of $2,500 in-network and $1,250 out-of-network GEHA Two plan options • No deductible • Annual benefit maximum: Unlimited for high option, $2,500 for standard option • Orthodontia covered at 70 percent of network-allowed cost; no waiting under high option, 12-month waiting period for standard option; lifetime maximum benefit of $3,500 under high option, $2,500 under standard option • Benefits are the same for in-network and out-of-network providers (within the plan allowance)

MetLife Two plan options • Deductible: No deductible in-network for both options. Outof-network deductible: $50 high option, $100 standard option • Annual benefit maximum: Unlimited in high option; $1,500 in-network and $1,000 out-ofnetwork for standard option • Orthodontia: No waiting period. High option coverage at 70 percent of plan allowance; standard option at 50 percent.

Lifetime benefit maximum is $5,000 child/$3,000 adult for high option, $2,000/person for standard option United Concordia Two plan options • No deductible • Unlimited annual maximum in the high option for class A, B, C services (excluding implant services); $1500 annual maximum in the standard option • Orthodontia covered at 50 percent of plan allowance after 12-month waiting period; lifetime maximum: $3,000 per covered person under high option, all ages; $2,000 for standard option, children only • Smile for Health Wellness program UnitedHealthcare Dental Two plan options • No deductible for in-network providers in both options • Annual benefit maximum: unlimited under high option; $1,500 for standard option in-network, $1,000 out-of-network • Orthodontia covered at 50 percent of plan allowance with no waiting period. Lifetime maximum benefit is $4,000 per person under the high option, $2,000 for the standard option • Critical illness coverage for head, neck and oral cancer – a $2,000 financial benefit

REGIONAL DENTAL PLANS Dominion Dental Services, Inc. Two dental health maintenance organization (HMO) options Service area: Mid-Atlantic Region, including the District of Columbia, Maryland, Delaware, most of Pennsylvania, and parts of Virginia and New Jersey • For this HMO Dental Plan, enrollees are required to select a primary care dentist • No out-of-network benefits available, except for emergency services when an in-network provider is not available • No maximum dollar limits, waiting periods or deductibles • $10 office copayments plus additional fixed copayments (rather than percentage based) for major

and minor restorative services as well as orthodontia EmblemHealth Two plan options Service area: All of New York state and some counties in New Jersey, Connecticut and Pennsylvania • 100 percent coverage for in-network dental services • Deductible: none in-network; $50/person ($150/family) for intermediate, major and general services out-of-network • No annual benefit maximum for Class A, B and C services • Orthodontia has no waiting period or deductible. The participating network dentist will accept EmblemHealth’s payment as payment in full for the first 20 months of covered treatment. For

any remaining treatment time, participant pays the difference between plan allowance and provider’s charge. Lifetime maximum of $4,000 under high option, $3,000 under standard option HealthPartners Dental Two plan options Service area: Minnesota, Wisconsin, Iowa, South Dakota and North Dakota • No waiting periods • No deductible for in-network providers • Annual benefit maximum: unlimited for high option in-network, $3,000 out-of-network; $2,000 for standard option in-network, $1,000 out-of-network • Orthodontic coverage for children and adults. Lifetime

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Open Season Report

2021 PREMIUMS - NATIONWIDE VISION PLANS PLAN NAME SELF ONLY SELF PLUS ONE

biweekly | monthly biweekly | monthly AETNA VISION PREFERRED Standard $3.09 | $6.70 $6.18 | $13.39 High $5.61 | $12.16 $11.20 | $24.27

SELF AND FAMILY biweekly | monthly $9.27 | $20.09 $16.81 | $36.42

BLUE CROSS BLUE SHIELD FEP VISION Standard High

$3.50 | $7.58 $5.49 | $11.90

$6.99 | $15.15 $10.97 | $23.77

$10.49| $22.73 $16.46| $35.66

METLIFE FEDERAL VISION PLAN Standard High

$3.25 | $7.04 $5.46 | $11.83

$6.49 | $14.06 $10.91 | $23.64

$9.74 | $21.10 $16.37 | $35.47

UNITEDHEALTHCARE VISION PLAN Standard High

$3.34 | $7.24 $5.20 | $11.27

$6.50 | $14.08 $10.14 | $21.97

$9.68 | $20.97 $15.09 | $32.70

VSP VISION CARE PLAN Standard High

$3.51 | $7.61 $6.65 | $14.41

$7.01 | $15.19 $13.32 | $28.86

$10.53 | $22.82 $19.99 | $43.31

maximum benefit under the high option is $3,500 in-network, $2,000 out-of-network; under the standard option, $2,000 in-network, $1000 out-of-network Humana Two plan options Service area: All of Alabama, the majority of Arizona, Arkansas, California, Colorado, DC, Florida, Georgia, the majority of Illinois, Indiana, Kansas, Kentucky, Louisiana, Mississippi, Missouri, North Carolina, Ohio, Oklahoma, South Carolina, Tennessee, Texas, Utah, Virginia, West Virginia, and parts of Maryland • Deductible: $50 for individual under high option, in- or out-of-network; $100 for family in-network, $150 for family out-of-network under high option. No deductibles for standard option • No waiting periods • Annual benefit maximum: $5,000 under high option; unlimited under standard option • Orthodontia under the high option is covered at 50 percent of plan allowance, with a lifetime maximum benefit 62

KEY: Employees pay biweekly Annuitants pay monthly

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2020

of $2,500. Orthodontia under the standard option has fixed copayments Triple-S Salud Service area: Puerto Rico • No deductible and no annual maximum for preventive, basic and major services • No out-of-network benefits available except for orthodontia • Orthodontia benefits require a 12-month waiting period. It is covered at 50 percent of the plan allowance, with a $2,000 lifetime maximum benefit

VISION PLANS

There are five vision carriers. See the chart above for premiums.

Aetna Vision Preferred Two plan options • No deductible and $0 eye exams. In-network: prescription glasses or contact lens are covered after copayments once each calendar year • Lenses: No copayment for standard lenses in-network; copayments for premium lens coverage • Frame allowance: $300 for high option, $150 for standard option; 20 percent discount on remaining balance

• Contact lenses covered with allowances and copayments • Out-of-network benefits available as reimbursements • Extra discounts at participating providers on balances over the allowance, LASIK laser surgery, retinal imaging, and second pairs of eyeglasses and sunglasses Blue Cross Blue Shield FEP Vision Two plan options • No copayments for covered eye examinations, standard eyeglass lenses or plan frames.

Copayments for optional lens types and treatments • Annual eye exams. Frames/ lenses or contacts once every calendar year for both plan options • Breakage warranty for plan frames or lens(es) for a period of one year from date of dispensing • No out-of-network benefits under standard option. High option out-of-network benefits available as reimbursements • Discounts at participating providers on balances over the allowance, LASIK laser surgery, and second pairs of eyeglasses and sunglasses

Great savings options for federal retirees Open Season is your time to check out the Aetna plans designed for federal retirees. You can save with lower premiums, less out-of-pocket costs and help to pay a portion of your out-of-pocket expenses.

Federal Employees Health Benefits (FEHB) members, it’s worth your time to explore. You’ve worked hard and Aetna offers two FEHB plans designed specifically for federal retirees. Find out more at AetnaFeds.com/retireeplans.

Learn more about the plans that: • Can lower your out-of-pocket costs • Offer prescription copays as low as $2

• Deliver nationwide coverage • Offer telemedicine 24 hours a day

Connect with us live.

For questions about your options, costs or how to enroll, we’re here to help. Chat with us live or schedule an appointment at AetnaFedsLive.com.

Or give us a call at: 1-855-277-4356 (TTY: 711), 9 AM–6 PM in all time zones, Monday through Friday.

Don’t miss out. Open Season ends December 14.

Aetna is the brand name used for products and services provided by one or more of the Aetna group of subsidiary companies, including Aetna Life Insurance Company and its a�liates (Aetna). This is a brief description of the features of this Aetna health bene�ts plan. Before making a decision, please read the plan’s applicable federal brochure(s). All bene�ts are subject to the de�nitions, limitations and exclusions set forth in the federal brochure. Information is believed to be accurate as of the production date; however, it is subject to change. For more information about Aetna plans, refer to aetnafeds.com. ©2020 Aetna Inc. 19.38.313.1 (10/20)

Open Season Report

Metlife Federal Vision Plan Two plan options • Annual eye exams with no copayments. Frames/ lenses or contacts once every calendar year for both plan options.

Contacts instead of glasses covered in full by both plans • Out-of-network benefits available as reimbursements • Frame allowance: $120 for standard frames and $160 for featured frames under standard option; $150 for standard frames and $200 for featured frames under high option • SunCare for UV eye protection with nonprescription sunglasses • Discounts at participating providers on balances over the allowance, laser surgery,

lens treatments and additional glasses UnitedHealthcare Vision Plan Two plan options • Annual eye exam. Frames/ lenses or contacts in lieu of glasses are covered once every year • Frame allowance of $200 for both options • Contacts in lieu of glasses covered with materials copayments • Some out-of-network reimbursements available • Low-vision and vision therapy services offered • Discounts on lens enhancements and laser vision correction • Prosthetic eye replacement on a lifetime maximum basis

VSP Vison Care Two plan options • In-network annual eye exam with $10 copayment. Frames/ lenses or contacts in lieu of glasses covered once every year • Frame allowance: $150-$200 for various selection of frames under high option; $120-$160 for various selection of frames under the standard option • Contacts in lieu of glasses covered with copayments • Some out-of-network reimbursements available • Discounts on lens enhancements, laser vision correction and additional glasses • Low-vision service benefits with preauthorization • Guaranteed pricing on retinal screenings

What has NARFE done for YOU lately? A ton.

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NARFE pushed Congress to suspend required minimum distributions from retirement accounts amid the COVID-19 pandemic.

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NARFE championed the much needed and long overdue TSP Modernization Act, which gives you more flexible withdrawal options and more control over your retirement savings.

DONATE NOW and you help to ensure that YOU and all federal workers and retirees keep the benefits you’ve worked so hard for.

Go to www.narfe.org/donatenow to donate online or fill out and mail the coupon below.

Working closely with congressional allies, NARFE prevented a pay freeze in 2019 and secured a larger, market-based pay increase in 2020, the largest in a decade.

Enclosed is my NARFE donation: $ __________________ Name: _________________________________________________

q CHECK ENCLOSED (payable to NARFE) OR CREDIT CARD INFORMATION: q MasterCard q VISA q Discover q AMEX

Address:________________________________________________

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Expiration Date: ____________ (mm)/ __________(yy)

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PLEASE MAIL COUPON AND CHECK TO: NARFE DONATE NOW, Attn: Fundraising 606 N. Washington St., Alexandria, VA 22314 Donations to NARFE are not tax-deductible for federal income tax purposes.

DN204676 64

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2020

OPEN SEASON 2020 NOV 9TH 2020 - DEC 14TH 2020 www.apwuhp.com | (800) PIC-APWU

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Self Plus One 473 $449.61

Self and Family 472 $576.98

e a plan with benefits A Medicare Advantage plan designed for t your needs.

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Choose a plan with benefits • No deductible, coinsurance or To qualify for enhanced s and programs include: copays Medicare Advantage that fit your needs. • No need to coordinate primary and Choose a plan with benefits erSneakersŽ UnitedHealthcare Hearing⠴ There’s so secondary payers benefits you must be: active and have fun with Receive a hearing exam and get • Prescription drug coverage Take advantage of it. much to take that fit access your needs. e fitness• program to a wide selection of Enrolled in the APWU Health Plan High throughout the Gap stage and advantage of:— custom-programmed hearing aids Option Catastrophic coverage stage Plan advantage benefits and programs Take ofinclude: seLine• Retired available in-person at any ofit. our 5,000 • $50 Medicare Part B monthly 1

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Plan an annual in-home preventive benefits visit at no extra cost with a UnitedHealthcare Hearingor providers NurseLine provides you 24/7 access h care practitioner and providers nationwide5 through Provider Network or through home delivery nationwide UnitedHealthcareŽ Plan benefits and programs include: to a registered nurse who can help home delivery UnitedHealthcareŽ See any doctor you want and pay HouseCalls you have with sudden health concerns thcareŽ Medicare Advantage member, you’ll a team committed to understanding programs SilverSneakersŽ HouseCalls the same cost share as long as they Provider Network SilverSneakersŽ Get an annual in-home Stay active and have fun with and a free necting you to the care you need and helping you manage yourin-home health. preventive accept Medicare patients the plan Get an annual preventive care visit at no UnitedHealthcareŽ See any doctor want Stay active andyou have funand withpay include: fitness program care visit at no extra cost with a extra cost with a health care HouseCalls the same cost share as long as they a free fitness program

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#BetterTogether60+Years

Open Season Report

2021 FEHB PRESCRIPTION DRUG GUIDE

I

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 copayments 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 outof-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 copayments and/or coinsurance.

Some plans will charge lower coinsurance and copayment rates for enrollees who are covered by Medicare Part A and Part B. ​

YOUR C O STS: PRESCRIPTION DRUG BENEFITS

66

PLAN

RETAIL PHARMACY / NETWORK

APWU - High

Generic: $10 Brand name: Preferred: 25% of the cost up to a maximum of $200 coinsurance per prescription for a 30-day supply / Nonpreferred: 45% of the cost up to a maximum of $300 coinsurance per prescription for a 30-day supply

Blue Cross Blue Shield - Standard

Generic: $7.50 ($5 when Medicare Part B is primary) Brand name: Preferred: 30% of the plan allowance / Nonpreferred: 50% of the plan allowance

GEHA - Standard

Generic: $10 or the retail pharmacy’s usual and customary cost of the drug, whichever is less Brand name: Preferred: 50% of plan allowance up to a maximum of $200, for up to a 30-day supply / Nonpreferred: 50% of plan allowance up to a maximum of $300, for up to a 30-day supply

GEHA Elevate Plus

Generic: Lesser of $5 or pharmacy’s usual and customary cost Brand name: Preferred: Lesser of $80 or pharmacy’s usual and customary cost / Nonpreferred: 40% of plan allowance

NALC - High

Generic: 20% of cost; 10% for hypertension, diabetes and asthma Brand name: Formulary: 30% of cost / nonformulary: 50% of cost (If enrolled in Medicare: NALC Senior Antibiotic generic: $0; generic: 10% of cost but 5% for hypertension, diabetes and asthma; formulary brand: 20% of cost)

SAMBA - Standard

Generic: $12 Brand name: Preferred: 35% of plan allowance with a $150 maximum / nonpreferred: 50% of plan allowance with a $300 maximum

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In addition, there are some plans that charge Medicare enrollees the same coinsurance and copayments as non-Medicare-eligible enrollees in one option, while charging Medicare enrollees smaller coinsurance and/or copayment amounts than non-Medicare 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 pharmacies 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 copayment for using a mail order service.

Some plans charge the full mail service copayment 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 copayment. In other words, do not expect the mail service pharmacy to charge less than the copayment because the local pharmacy has the prescription 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’ copayments 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

SELECTED PLANS RETAIL PHARMACY / NON-NETWORK

MAIL ORDER (90-DAY SUPPLY)

50% of cost for a 30-day supply

Generic: $20 Brand name: Preferred: 25% of the cost up to a maximum of $300 coinsurance per prescription for a 90-day supply. Nonpreferred: 45% of the cost up to a maximum of $500 coinsurance per prescription for a 90-day supply

You pay all charges.

Generic: $15 ($10 when Medicare Part B is primary) Brand name: Preferred: $90 / N onpreferred: $125

Generic: $10 or the retail pharmacy’s usual and customary cost of the drug whichever is less Brand name: Preferred: 50% of plan allowance up to a maximum of $200, for up to a 30-day supply / Nonpreferred: 50% of plan allowance up to a maximum of $300, for up to a 30-day supply

Generic: $20 or the cost of the drug, whichever is less Brand name: Preferred: 50% of plan allowance up to a maximum of $500, for up to a 90-day supply / Nonpreferred: 50% of plan allowance up to a maximum of $600, for up to a 90-day supply

You pay all charges.

Generic: Lesser of $12 or the cost of the drug Brand name: Preferred: Lesser of $200 or the cost of the drug / Nonpreferred: 40% of plan allowance

50% of plan allowance

Generic: NALCSelect: $5 / NALC Preferred: $7.99 / generic: $15 Brand name: Formulary $90 / nonformulary $125 (For 60 day supply: generic: $10 / formulary brand: $60 / nonformulary brand: $84) Specialty drugs: $400 (60-day supply: $300; 30-day supply: $200)

You pay copayments/coinsurances as listed plus the difference in cost from that of a network pharmacy.

Generic: $20 Brand name: Preferred: 35% of plan allowance ($300 maximum) / nonpreferred: 50% of plan allowance ($400 maximum)

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67

Managing Money

DON’T FALL INTO THE TSP TAX TRAP

T

he Roth TSP offers the potential for tax-free withdrawals, but if TSP participants don’t understand its withdrawal rules, they may find

themselves caught in a Roth TSP tax trap, owing taxes (and possibly penalties).

Roth TSP withdrawals come proportionately from contributions and earnings, and while Roth TSP contributions (which are funded with after-tax dollars) may be distributed at any point without taxes or penalties, Roth TSP earnings are only tax free with a qualified withdrawal.

Furthermore, a 10 percent early distribution penalty may also apply to the earnings if the withdrawal occurs prior to the participant reaching age 59½.

A qualified withdrawal occurs when the withdrawal is made after the Roth TSP participant has attained age 59½ and the participant has had the Roth TSP for at least five years. Both conditions must be satisfied.

Interestingly, the five-year rule is based on tax years, and the first contribution is assumed to have occurred on January 1, regardless of the actual day it was made during the year. In theory, this means it’s possible for a TSP participant to satisfy the

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five-year rule in as little as four years.

For example, if a participant’s first Roth TSP contribution occurs on December 31, 2020, the fiveyear clock is assumed to have started on January 1, 2020.

In this case, the five-year rule will be satisfied on January 1, 2025—about four years from the date of the first contribution.

In the case of a nonqualified withdrawal from the Roth TSP, the portion of the withdrawal consisting of contributions will be tax- and penalty-free, but the earnings portion of the withdrawal will be taxable and possibly subject to the 10 percent early distribution penalty if the withdrawal occurs before the participant is 59½.

There are exceptions to the 10 percent early distribution penalty, including the age 55 exception, which applies to a TSP participant who retires the year he or she turns 55 (age 50 for certain public safety employees) or later. Federal retirees with

BY MARK A. KEEN,

CFP®

a Roth TSP account who plan on using the age 55 exception need to be careful.

The exception avoids the 10 percent early distribution penalty only. It’s not an exception to the age 59½ requirement for a qualified withdrawal.

In other words, if a TSP participant qualifies for the age 55 exception and takes a withdrawal from the Roth TSP before reaching age 59½, he or she will be exempt from the 10 percent penalty but must still pay income taxes on any earnings included in the Roth TSP withdrawal.

Fortunately, when the TSP Modernization Act took effect in September 2019, the TSP also eliminated the proportional withdrawal rule and now permits TSP participants to specify which balance (traditional or Roth) they want their withdrawal to come from. With this flexibility, TSP participants may delay taking withdrawals from the Roth TSP until they satisfy the rules for a qualified withdrawal.

It is possible to access some of the Roth TSP taxand penalty-free, even if the TSP participant doesn’t satisfy the rules for a qualified withdrawal. This, however, requires first transferring the Roth TSP to

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

Visit www.narfe.org/ FederalBenefitsInstitute.

a Roth IRA, then taking the withdrawal from the Roth IRA. Unlike TSP withdrawals, which consist of contributions and earnings, Roth IRA withdrawals come first from contributions, then from earnings. So, by transferring the Roth TSP to a Roth IRA, the TSP participant may take a withdrawal, up to the amount of contributions, tax- and penalty-free—even with a nonqualified withdrawal.

It may be possible to transfer a partial withdrawal from the Roth TSP to a Roth IRA, but be careful. The rules for how much of the withdrawal consists of contributions and earnings is different for transfers. Read publication TSP-536 for additional details.

It’s also important to point out that any holding period in the Roth TSP will not carry over to the Roth IRA. The five-year holding period for a Roth IRA must be satisfied separately.

The Roth TSP has the potential to offer taxfree withdrawals, but TSP participants must understand the nuances of the rules to ensure they can maximize that potential.

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

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

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69

Alzheimer’s Update

NEW GRANTS AWARDED FOR ALZHEIMER’S RESEARCH

E

ach year, the NARFE-Alzheimer’s National Committee determines which research projects will be awarded grants from the NARFE-Alzheimer’s

Research Fund.

NARFE has awarded a total of 83 research grants since the NARFE-Alzheimer’s partnership began in 1985. In 2020, NARFE members donated $323,390.76 to the fund. Therefore, at our September 2020 virtual NARFEAlzheimer’s national training annual meeting, the Committee awarded two new grants totaling $323,390.76. This year’s grants are awarded to: Silvia Fossati, Ph.D., Temple University (Philadelphia), $150,000.00; fully funded over three years for research on “Targeting Cerebral Smooth Muscle Cell Mitochondria in Alzheimer’s Disease.”

This study will examine ways to improve blood flow in the brain to see if that can help clear protein deposits and improve cognitive impairments in people with Alzheimer’s. One of the hallmark brain changes observed in those with Alzheimer’s disease is the accumulation of the beta-amyloid protein in the brain. Beta-amyloid can accumulate near the brain’s blood vessels, causing them to stiffen and making it difficult for surrounding muscle cells to properly pump blood. This

70

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appears to restrict the blood flow throughout the brain, a process known as cerebral amyloid angiopathy, or CAA. Prior studies show that poor blood flow can lead to brain damage and cognitive impairment.

According to recent research, damage to mitochondria— organelles in cells that generate energy—inside of muscle cells may be associated with the accumulation of beta-amyloid.

Dr. Fossati and her colleagues believe that drugs targeting mitochondria, which have been approved by the U.S. Food and Drug Administration (FDA), might help restore healthy muscle cell function and improve blood flow in the brains of those with Alzheimer’s.

Dr. Fossati’s team will study the underlying dysfunction of the mitochondria that occurs in muscle cells in CAA and Alzheimer’s. The team will first measure how betaamyloid is distributed in human brain muscle cells in the lab. In collaboration with a research group from the U.K., they will further study the characterization of betaamyloid and the dysfunction of mitochondria in the brain tissue

BY OLIVIA A. WILLIAMS

NARFE-ALZHEIMER’S CHAIR

of young adults, cognitively unimpaired older adults and people who had CAA (from the U.K. Brain Banks in Newcastle and Edinburgh). The researchers will then administer FDAapproved drugs known to affect mitochondria to determine if they can improve mitochondria function in muscle cells.

This study may lay the groundwork to determine if certain FDA-approved drugs can be repurposed as a therapy for Alzheimer’s. The findings may also provide important information related to the role of mitochondria in Alzheimer’s as well as the impact of improving the brain’s blood f low in other brain diseases.

Leonardo Rivera-Rivera, Ph.D., University of Wisconsin (Madison, WI), $173,390.76 out of $174,999.00 (with AA making up the difference); fully funded over three years for research on “Quantification of Cerebrovascular Dysfunction in Alzheimer’s.”

The study will look at how damage to the brain’s blood vessels may be associated with one’s risk for Alzheimer’s disease. Blood vessels in the brain provide nerve cells with oxygen-rich blood that is vital for the cells’ ability to function properly. Inadequate blood flow can damage and eventually kill cells anywhere

in the body, but the brain is especially vulnerable.

Studies further show that loss of brain blood vessel (or cerebrovascular) function may be an early brain change occurring in people with Alzheimer’s. These changes may lead to nerve cell damage and death. However, the biological mechanisms by which cerebrovascular dysfunction may be associated with early brain changes that occur with Alzheimer’s remains unclear.

Dr. Rivera-Rivera and his colleagues have been developing specialized magnetic resonance imaging (MRI) brain scan techniques that can more accurately visualize subtle damage to the cerebrovascular

structures and early-stage losses of blood flow in the brain’s tiniest blood vessels (microvessels).

The researchers will apply this technology to examine how small changes in cerebrovascular function may be associated with brain changes that have been observed in Alzheimer’s patients.

The researchers will leverage an ongoing long-term study at the Wisconsin Alzheimer’s Disease Research Center and administer MRI scans to participants who are late middle-aged individuals that are at risk of developing Alzheimer’s. They will then analyze the scans to measure various types of cerebrovascular damage, such as loss of blood flow and increased blood-vessel stiffness.

Further study will characterize how these factors may be associated with brain changes observed in participants—such as the accumulation of beta-amyloid and tau proteins, two emblematic brain changes observed in those with Alzheimer’s—and in the loss of brain volume.

Dr. Rivera-Rivera’s research will increase our understanding of how blood flow problems in the brain may impact the onset and progression of Alzheimer’s disease.

Additionally, the study results may indicate whether scans of blood vessels could help predict the early stages of Alzheimer’s.

OLIVIA A. WILLIAMS IS CHAIR OF THE NARFE-ALZHEIMER’S NATIONAL COMMITTEE. EMAIL: OEASHF3@GMAIL.COM. THIS COLUMN APPEARS QUARTERLY.

NARFE Magazine Statement of Ownership, Management and Circulation 1. Publication Title: NARFE

15. Extent and Nature of Circulation:

2. Publication Number: 4632-60

13. Publication Title: NARFE

Average No. Copies No. Copies of Single

Each Issue During Issue Published

Preceding 12 Months Nearest to Filing Date A. Total Number of Copies (Net Press Run) 191,215 177,155 B. Paid Circulation 1. Mailed Outside-County Paid Subscriptions Stated on PS Form 3541 181,809 171,746 2. Mailed In-County Paid Subscriptions Stated on PS Form 3541 N/A N/A 3. Paid Distribution Outside the Mails including Sales Through Dealers and Carriers, Street Vendors, Counter Sales, and Other Paid Distribution Ouside USPS 228 232 4. Paid Distribution by Other Classes of Mail Through the USPS 298 300 C. Total Paid Distribution 182,335 172,278 D. Free or Nominal Rate Distribution 1. Free or Nominal Rate Outside-County Copies included on PS Form 35410 3,728 1,800 2. Free or Nominal Rate In-County Copies included on PS Form 3541 N/A N/A 3. Free or Nominal Rate Copies Mailed at Other Classes Through the USPS 4,655 2,077 4. Free or Nominal Rate Distribution Outside the Mail N/A N/A E. Total Free or Nominal Rate Distribution 8,383 3,877 F. Total Distribution 190,715 176,655 G. Copies Not Distributed 500 500 H. TOTAL

191,215 177,155 I. Percent Paid and/or Requested Circulation 95.6% 97.5% 16. Publication of Statement of Ownership: December 2020 17. I certify that all information furnished on this form is true and complete.

14. Issue Date for Circulation Data Below: October 2020

Helen Mosher, Staff Vice President of Marketing, Communications, & Membership/

3. Filing Date: October 7, 2020 4. Issue Frequency: Monthly 5. Number of Issues Published Annually: 11 6. Annual Subscription Price: $40 7. Address of Known Office of Publication: 606 N. Washington Street, Alexandria, VA 22314-1914 8. General Business Office of the Publisher: 606 N. Washington Street, Alexandria, VA 22314-1914 9. Full Names and Complete Mailing Addresses of Publisher, Editor, and Managing Editor: Publisher: National Active and Retired Federal Employees Association, 606 N. Washington Street, Alexandria, VA 22314-1914 Editor: Helen Mosher, Staff Vice President of Marketing, Communications and Membership, 606 N. Washington Street, Alexandria, VA 22314-1914 Managing Editor: Jennifer Rafael, Director of Communications and Marketing, 606 N. Washington Street, Alexandria, VA 223141914 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

October 7, 2020 W W W. N A R F E . O R G

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71

2020

2020

2020

G FUND

F FUND

C FUND

S FUND

I FUND

OCTOBER

0.06%

-0.42%

-2.66%

0.50%

-3.97%

SEPTEMBER

0.06%

-0.03%

-3.80%

-3.04%

-2.60%

AUGUST

0.05%

-0.81%

7.19%

7.20%

5.12%

YTD

0.82%

6.30%

2.69%

3.97%

-10.53%

1 YEAR

1.13%

6.16%

9.62%

11.02%

-6.57%

3 YEAR*

2.12%

5.11%

10.37%

7.67%

-0.87%

5 YEAR*

2.09%

4.22%

11.69%

10.18%

3.36%

10 YEAR*

2.07%

3.78%

13.03%

11.78%

4.17%

L INCOME

L 2025

L 2030

L 2035

L 2040

OCTOBER

-0.58%

-1.30%

-1.61%

-1.76%

-1.91%

SEPTEMBER

-0.66%

-1.58%

-1.92%

-2.11%

-2.30%

AUGUST

1.39%

3.17%

3.81%

4.18%

4.56%

YTD

1.01%

N/A

0.12%

N/A

-0.21%

1 YEAR

2.48%

N/A

3.76%

N/A

4.07%

3 YEAR*

3.41%

N/A

5.14%

N/A

5.57%

5 YEAR*

3.76%

N/A

6.60%

N/A

7.32%

10 YEAR*

3.99%

N/A

7.67%

N/A

8.50%

L 2045

L 2050

L 2055

L 2060

L 2065

OCTOBER

-2.04%

-2.17%

-2.60%

-2.60%

-2.60%

SEPTEMBER

-2.46%

-2.63%

-3.20%

-3.20%

-3.20%

4.88%

5.21%

6.41%

6.40%

6.40%

YTD

N/A

-0.56%

N/A

N/A

N/A

1 YEAR

N/A

4.27%

N/A

N/A

N/A

3 YEAR*

N/A

5.90%

N/A

N/A

N/A

5 YEAR*

N/A

7.92%

N/A

N/A

N/A

10 YEAR*

N/A

N/A

N/A

N/A

N/A

AUGUST

*ANNUALIZED.

OPM RETIREMENT CLAIMS PROCESSING

2019

2020

For the Record

THRIFT SAVINGS PLAN FUND RETURNS

Claims Received

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

SEPTEMBER 7,456 17,376 OCTOBER 7,044 17,882 NOVEMBER 7,822 18,390 DECEMBER 5,205 16,908 JANUARY 17,134 23,983 FEBRUARY 9,273 23,629 MARCH 6,566 21,264 APRIL 6,740 19,889 MAY 6,648 18,177 JUNE 6,555 17,432 JULY 6,819 17,631 AUGUST 6,775 18,570 SEPTEMBER 6,244 18,274

57 59 62 66 58 54 61 68

83

81

95

73 73

56 59 61 62 61 59 60 61 64 65 68 68 69

FOR THE NUMBER of new retirement cases the Office of Personnel Management (OPM) receives each month by agency and the percent with errors that it returns to those agencies, go to www.opm.gov/retirement-services/. l Source: OPM 72

| D E C

2020

SURGING COVID-19 LEADS TO LOSSES Many quarterly reports of corporate earnings surpassed expectations, and U.S. gross domestic product posted a robust rebound from its historic contraction in the second quarter. Nevertheless, equity markets were weighed down by surging COVID-19 counts in the U.S. and Europe and by the continued stalemate over additional fiscal stimulus. The C and I Funds fell, but small-capitalization stocks resisted the pullback, leading to a gain for the S Fund. Higher interest rates helped push the F Fund to a loss. All of the L Funds finished lower.—BY MICHAEL JERUE, FINANCIAL ANALYST, THRIFT SAVINGS PLAN

RETURNS are net of the effect of accrued administrative expenses and investment expenses/costs. Source: TSP 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.)

1.3% COLA IN 2021

The cost-of-living adjustment (COLA) for CSRS annuities, FERS annuities and Social Security benefits will be 1.3 percent in 2021.

The COLA was determined by comparing the change in the Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W) from year to year, based on the average of the third quarter of 2020, 253.412, compared to the average CPI-W for the third quarter of 2019, 250.200.

The CPI represents purchases of food and beverages, housing, apparel, transportation, medical care, recreation, education and communication, and other goods and services.

MONTH

CPI-W

Monthly % Change

% Change from 250.200

OCTOBER 2019

250.894

0.26

0.28

NOVEMBER

250.644

-0.10

0.18

DECEMBER

250.452

-0.08

0.10

JANUARY 2020

251.361

0.36

0.46

FEBRUARY

251.935

0.23

0.69

MARCH

251.375

-0.22

0.47

APRIL

249.515

-0.74

-0.27

MAY

249.521

0.00

-0.27

JUNE

251.054

0.61

0.34

JULY

252.636

0.63

0.97

AUGUST

253.597

0.38

1.36

SEPTEMBER

254.004

0.16

1.28

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

Active and Retired Federal Employees ...

Join NARFE Today!

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

Who Should Join NARFE?

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

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

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

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

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

1Q6

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

q

q Mr. q Mrs. q Miss q Ms.

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

______________________________________________

Full Name

______________________________________________

Street Address Apt./Unit

______________________________________________

City

State

ZIP

______________________________________________

Phone

q Discover

q AMEX

___________________________________________ Card No. Expiration Date _____ /________ mm

______________________________________________

q VISA

yyyy

___________________________________________ Name on Card ___________________________________________ Signature ___________________________________________ Date

TOTAL DUES

______________________________________________

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

I am a (check all that apply)

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

Email

q Active Federal Employee q Annuitant

q Active Federal Employee Spouse

q Annuitant Spouse

q Survivor Annuitant

q Please enroll my spouse _________________________________________

Spouse’s Full Name

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

_________________________________________

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

THREE EASY WAYS TO JOIN

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

Spouse’s Email

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

2. Join online at www.NARFE.org.

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

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

(05/20)

NARFE News

NARFE MAGAZINE 2021 SCHEDULE NARFE will publish 10 issues in 2021.

NARFE SCHOLARS

W

e are proud to announce the 2020 NARFE Scholarship winners and their NARFE sponsors. Each student will receive a one-time award of $1,000 to put toward the 2020-21 school year.

In 1987, the Federal Employee Education & Assistance Fund (FEEA) established a scholarship program for children and grandchildren of federal employees.

Ten years later, NARFE joined FEEA’s Board of Directors and soon

APPLY FOR THE 2021 NARFE-FEEA SCHOLARSHIPS The 2021 NARFE-FEEA Scholarship Program is open. to high school seniors only.

Applicants must be children, grandchildren or greatgrandchildren of NARFE members.

The deadline to apply is March 25, 2021. Winners will be announced in August of 2021.

To apply, visit www.feea.org/ our-programs/scholarships/.

after that authorized creation of a scholarship program open to the children, grandchildren and greatgrandchildren of NARFE members.

The program is funded by the NARFE-FEEA Fund, supported by NARFE members and administered

by FEEA. To support the program, donations to the NARFE-FEEA Fund can be made online at www. feea.org/givenarfe or mail a check payable to NARFE-FEEA Fund to: NARFE-FEEA Fund c/o FEEA, 1641 Prince Street, Alexandria, VA 22314.

| D E C

2020

Later next year, there will be a combined June/July 2021 issue, which will be mailed in late May.

This year, a total of $11,000 was awarded to 11 high school seniors; they were chosen from 280 applicants. Winners are listed below by the region of residence.

NARFE thanks the volunteers who served on the Scholarship Selection Committee and to the staff members of FEEA who administer the program. To volunteer for the 2021 FEEA Scholarship Selection Committee, register at https://feea. org/our-programs/scholarships/ scholarship-selection-reader/.

2020 SCHOLARSHIP WINNERS REGION I

Alexandra Cahn, Sudbury, MA Wellesley College Sponsor: Catherine Murphy

REGION II

Leah Stein, Potomac, MD Hertford College Sponsor: Michael Stein

REGION III

Keylon Reynolds, Enterprise, AL Tusculum University Sponsor: Annie Reynolds

REGION IV

Madeline Klein, Dunlap, IL Baylor University Sponsor: Kimberly Klein

REGION V

Madeleine Rimmer, Overland Park, KS Kansas State University Sponsor: Etta Allen

74

Be on the lookout for a combined January/February 2021 issue in mid-January. There will not be a separate February issue mailed in late January.

REGION VI

Jared Ramirez, Dallas, TX University of Southern California Sponsor: Oscar Ramirez Jr.

REGION VII

Ethan Stark, Fountain, CO University of Colorado, Boulder Sponsor: Jennifer Stark

REGION VIII

Noah Stiegler, Oakland, CA Tufts University Sponsor: Barbara Gross

REGION IX

Cruz Strom, Bainbridge Island, WA Colorado School of Mines Sponsor: Sharon Neuswanger

REGION X

Joyce Martin, Sutherland, VA University of Virginia Sponsor: Gloria Goings

INTERNATIONAL Felicity Hein Belmont Abbey College Sponsor: Robert Hein

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

$13,615,468.38*

*Total as of September 30, 2020 100 percent of all contributed funds go to Alzheimer’s research.

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

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

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

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

q MasterCard

q VISA

AND MAIL TO:

q Discover

q AMEX

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

Card Number:______________________________________________

NARFE-Alzheimer’s Research

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

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

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

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

q YES!

I would like to help with my contribution.

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

NARFE News

FALL MEMBERSHIP DRIVE: THE FINAL PUSH

N

ARFE’s Fall Membership Drive is winding down, but there’s still time to bring in members before the end of the year.

As you know, NARFE members approved a modest dues increase that will help NARFE continue providing valuable benefits such as the award-winning NARFE Magazine, access to webinars, personalized answers to federal benefits questions from our team of experts and much more. The new dues rate ($48/year) goes into effect January 1, 2021, but you can tell prospective members that if they join now, they’ll save 20 percent and get a full year of NARFE benefits at our current low price of just $40. Active members whose memberships expire after December 31, 2020, can also save money by calling 800-456-8410 and renewing their annual membership now for one year at the current dues rate of $40, or extending to a two- or threeyear membership at the current dues rates of $72 or $102.

To help you encourage folks to join before the dues increase, we’ve developed an ad that you can post on your website, include in your newsletters and emails,

or print and distribute as a flyer.

Just visit the Membership Drive Resources page (www.NARFE.org/ MembershipDriveResources) to download the file.

We’ve also created a great tool that you can share with prospects to show them the kind of valuable information NARFE provides to members on a regular basis. Each year, we feature a full section of Open Season information in each of the fall issues of NARFE

ALZHEIMER’S SEMIPOSTAL FUNDRAISING STAMP AVAILABLE AGAIN The United States Postal Service (USPS) resumed the sale of the Alzheimer’s Semipostal fundraising stamp on October 5. Previously, a rule deemed that USPS could only offer one semipostal stamp of its choosing in a two-year period, in addition to any deemed by Congress; a recent rule change eliminates that restriction. The Alzheimer’s Semipostal was previously sold between 2017 and 2019.

Currently sold at 65 cents per stamp, the price includes the FirstClass Mail single-piece postage of the stamp plus an amount to fund Alzheimer’s research. Revenue from sales of the Alzheimer’s Semipostal stamp will go to the National Institutes of Health.

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2020

Magazine—by far one of the most popular pieces we publish.

In response to the need for digital editions of this content for recruiters, we’ve now combined the Open Season sections, which include updated health plan information and rates comparisons from OPM as well as articles with recommendations and advice, and put it into a PDF file; you can easily email the resource to prospects, or print and distribute it if you have the opportunity to drop off information at federal agency offices in your area. The link to download the Open Season file is also on the Membership Drive Resources webpage mentioned above, or you can call us at 1-800-456-8410 (press 1 for membership) and someone from our team will print it for you.

If you have questions, please email us at membership@narfe.org or call us at the number previously listed. Many thanks for your support with the Fall Membership Drive. Have a joyous and safe holiday season.

— BY DAVE BOWMAN, SENIOR DIRECTOR, MEMBERSHIP DEVELOPMENT

NARFE’s Dues Withholding Program What is dues withholding?

It is a dues-payment method available to retired NARFE members, their spouses and annuitant survivors giving them the option to have their annual NARFE membership dues deducted from their annuities each month.

Advantages • Save 15% off your annual NARFE dues • Sign up your spouse and double your savings • You’ll never get another dues reminder from us • Your monthly payment is affordable and convenient • You may cancel your dues withholding at any time

How does it work?

One-twelfth of your total dues is automatically deducted from your monthly annuity. Your monthly deduction is determined by the following formula: ($34 NARFE dues ÷ 12) + (Chapter dues - if applicable ÷ 12) = total monthly deduction How do I sign up?

It takes 60-90 days to process your application. Once the process is complete, you will receive a special membership card distinguishing you as a NARFE dues-withholding member.

To learn more about dues withholding, call 800-456-8410.

NARFE Dues Withholding Application for NARFE Members who are Retirees, Spouses of Retirees or Annuitant Survivors Complete this section ONLY if you are signing up for Dues Withholding. If so, DO NOT send payment

o YES. I want to enroll in NARFE’s Dues Withholding Program.

NARFE dues of $34 (a 15% discount off NARFE dues) and chapter dues, if applicable, to be withheld annually.

Civil Service Annuity Number

Social Security Number (9-digit number)

–

C S

–

–

–

(Include prefix, CSA or CSF) (Include any applicable suffix)

o Mr. o Mrs. o Miss o Ms. Full Name ____________________________________ Street Address ________________________________ Apt./Unit _____________________________________ City _________________________ State _____ ZIP __

NARFE MEMBERSHIP INFORMATION

NARFE Membership ID _______________________________ NARFE Chapter Number ______________________________

o YES. I also authorize my (NARFE member) spouse’s dues to be withheld from my annuity. (Additional annual dues of $34 and chapter dues, if applicable, to be withheld annually. If YES, enter spouse’s information below.)

Phone (__________) ___________________________ Email _______________________________________ Date of Birth _________ /_________ /__________________ mm

–

dd

yyyy

STOP

Complete ONLY if signing up for Dues Withholding option.

Spouse’s Name ____________________________________ _________________________________________________ Spouse’s Membership ID _____________________________ Spouse’s Email _____________________________________

AUTHORIZATION (Withholding will begin in 60-90 days). Send NO PAYMENT with Dues Withholding Application!

I authorize the United States Office of Personnel Management to make appropriate deductions from my annuity payments, not to exceed the amount certified by the National Active and Retired Federal Employees Association as the amount of dues for which I am annually obligated, in accordance with elections I made above, and to pay the deducted sum to the National Active and Retired Federal Employees Association (NARFE). This authorization shall also apply to any and all dues changes certified by NARFE membership in accordance with elections I made. Please allow 60-90 days for processing.

I understand that this authorization shall be valid until NARFE receives and processes my written notice of cancellation in accordance with its agreement with the Office of Personnel Management and that any disputes regarding this authorization shall be a matter between NARFE and myself. I hold the Office of Personnel Management harmless for any erroneous allotment deduction made pursuant to this authorization. ___________________________________________________________________________

Signature of Annuitant or Survivor-Annuitant

______________________________

Date

Dues payments and gifts or contributions to NARFE are not deductible as charitable contributions for federal income tax purposes.

MAIL THIS FORM TO: NARFE, ATTN: Member Services, 606 N. Washington St., Alexandria, VA 22314-1914 800-456-8410

memberrecords@narfe.org

Do not send money with this form

(DW-2 06/19)

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

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

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

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

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

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

Omaha Steaks www.omahasteaks.com/NARFE

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

Purchasing Power www.PurchasingPower.com/NARFE

While not a discount program, Purchasing Power is an exclusive purchase program helps members buy brand-name computers, electronics, appliances and furniture via annuity allotment when cash is not an option. No credit check or down payments.

Sam’s Club 877- 579-1201 l Use the Link Below to Sign Up Now!

NARFE Members can now take advantage of huge savings at Sam’s Club with an exclusive membership offer! Save up to 40% on a 1-year membership and receive a limited-time free gift upon purchase! To sign up please visit: www.rebrand.ly/narfe-samsclub

Ship Sunshine www.shipsunshine.com

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

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

TRAVEL & TRANSPORT

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

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

Choice Hotels International 800-258-2847 | www.choicehotels.com

With 6,400 hotels throughout the world, Choice Hotels offers something for everyone. As a member, receive 20% off your next stay at participating hotels when you use Special Rate ID 00801967.

Enterprise Rent-A-Car® Book Now! https://partners.rentalcar.com/narfe

When you’re ready to go, Enterprise Rent-A-Car makes it easy. We offer everyday low rates on a great selection of cars, trucks and vans and customers are picked up at no extra cost*. See website for exclusions.

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

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

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

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

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

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

WELLNESS

As the largest operator of senior living communities in the US, Brookdale has over 1,000 locations all across the country. Members are eligible for 7.5% discount at Brookdale Independent Living, Assisted Living and Memory Care communities and 10% discounts on Brookdale Private Duty Home Care. Discounts are for new move-ins/customers only.

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

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

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

INSURANCE

MOVING SERVICES

Life Line Screening, America’s leading provider of community-based preventive health screenings, will conduct health screenings using state-of-the-art ultrasound technology in your neighborhood. Operator code BKHN075.

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

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

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

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

Wheaton World Wide Moving 800-248-7960 | narfe@wvlcorp.com

At Wheaton, we know interstate relocation is much more than trucks and boxes. With a network of top-quality agents throughout the United States, Wheaton provides peace of mind with every relocation.

PRE-PLANNING

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

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

ADDITIONAL PERKS

SEE HOW MUCH YOU CAN SAVE AT

www.NARFE.org/memberperks

The Way We Worked

ON WATCH AT THE WHITE HOUSE

DID YOU KNOW?

Sgts. Laurie Rich, left, and Sherrine Freeman of the Uniformed Division of the Secret Service provide protection at the White House in 1987.

Washington, DC—the nation’s capital—has a number of police forces, including the U.S. Park Police, the Uniformed Secret Service, Federal Protective Service, U.S. Capitol Police, and the Metropolitan Police Department.

Each unit has a distinctive uniform, but are all easily identifiable as police. The White House Police Force, which was formed in 1922, became part of the Secret Service in 1930. It was renamed the Executive Protective Service in 1970, and in 1977 it became the Uniformed Division of the Secret Service, which it remains today.

Roughly 7,000 people work for the Secret Service, including 1,300 Uniformed Division officers.

In addition to protecting the President and Vice President, their families and other leaders, the Secret Service investigates financial crimes, including the counterfeiting of U.S. currency, credit card fraud, computer fraud and identify fraud.

PHOTO from the records of the Office of Personnel Management, National Archives, courtesy of the National Archives History Office, in collaboration with the Society for History in the Federal Government (SHFG), bringing together government professionals, academics, consultants, students and citizens interested in understanding federal history work and the historical development of the federal government. To join, visit www.shfg.org.

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| D E C

2020

Visit www.secretservice.gov

for Specia NAR l O FE R ffer ead ers

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Learn how to save on your hearing health!

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

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

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

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

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

• 10% off hearing accessories at HearingShoppe.com

• Risk-free 60-day trial

Schedule your FREE hearing appointment:

1-855-252-0025

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