WIFLE eNews March 2023

WOMEN IN FEDERALLAW ENFORCEMENT

MISSION

Our mission is to promote gender equity through education, training, research, scholarships, awards, and networking opportunities in partnership with federal law enforcement agencies, WIFLE members and WIFLE sponsors.

VALUES

WIFLE values communication, collaboration and credibility as an effective leadership style while maintaining a commitment to high ethical standards.

GOALS

• To assist federal agencies to recruit, retain, and train women in federal law enforcement.

• To identify federal agency barriers to hiring, promoting, and retaining women in the law enforcement professions.

• To monitor progress and recommend methods to hire, promote and retain women in federal law enforcement.

• To enhance the image of women in federal law enforcement in the communities we serve.

• To promote the value of communication, collaboration and credibility in leadership styles.

• To research issues affecting women in federal law enforcement and establish and maintain an information-sharing network.

EDITORS

Dorene F. Erhard, WIFLE doreneerhard07@comcast.net

Elizabeth M. Casey, WIFLE betsycasey53@aol.com

ONLINE

www.wifle.org

www.wiflefoundation.org

Twitter.com/WIFLE

Facebook.com/wifleinc

CONTACT

wifle@comcast.net

301-805-2180

Layout and Design

Carol A. Paterick, WIFLE carolpaterick@gmail.com

ISSN 2835-3331

The WIFLE Newsletter is the official quarterly publication of Women in Federal Law Enforcement, Inc. and the WIFLE Foundation, Inc. It is distributed free of charge to WIFLE Members and supporters. Research institutes, learned societies and allied organizations may arrange to receive WIFLE-eNews by making a request to WIFLE. All correspondence should be addressed to WIFLE, 2200 Wilson Blvd., Suite 102-PMB-204, Arlington, Virginia USA 22201.

©Women in Federal Law Enforcement. All rights reserved.

TO THE MEMBERS, SUPPORTERS, AND PARTNERS OF WOMEN IN FEDERALLAW ENFORCEMENT

Catrina M. Bonus, President, WIFLE Foundation.org and Executive Director, Women in Federal Law Enforcement, Inc.

I am honored to be appointed by the Women in Federal Law Enforcement (WIFLE) Board of Directors to serve as the President of WIFLE Foundation, Inc. and Executive Director for WIFLE, Inc.

I am proud to serve in this capacity and am very excited at what we can achieve “together” to champion and promote women in federal law enforcement.

I would first like to thank WIFLE Founder and Board Chair Margaret (Margie) M. Moore and the WIFLE Foundation Board of Directors for entrusting me with this awesome opportunity. Since WIFLE’s inception, Margie and the Executive Board have been unwavering in their commitment to advancing the goals and mission of WIFLE. They have remained committed to recruiting, retaining, and promoting women at all levels of federal law enforcement while embracing and serving as advocates for gender equity in our profession.

Also, I would like to recognize Interim President Sheree L. Mixell and former President Catherine W. Sanz for their excellent support, time, energy, and effort in bringing me up to speed on all things WIFLE. Both Sheree and Cathy have been a part of this noble organization for decades, and it is a privilege to follow them in this role. These trailblazers have paved the way for women like me, not only in their work and impact on behalf of WIFLE, but in their experience and leadership as law enforcement professionals. I know I will continue to consult with both of them as I embrace the challenges and triumphs of my new position. A little bit about me I followed in the family footsteps of this profession and knew at a young age that I wanted to be a police officer. In fact, my mother was one of the first females in 1973 to join the police academy for the Metropolitan Police Department in Washington, D.C. and, after a 20-year career, she retired as a faithful public servant. In 1996, I began my career with the United States Secret Service Uniformed Division and progressed steadily through the ranks, assuming leadership positions of greater responsibility throughout the Secret Service. In January 2023, I retired after over 26 years of distinguished federal law enforcement service as the Deputy Chief at the James J. Rowley Training Center in Laurel, Maryland.

I am fully committed to leading WIFLE, and I recognize the important work that is done daily to promote and retain women in law enforcement; to train and support the professional development of our female leaders; to provide mentors and a network for our current and future generations of women, and to navigate and work towards eliminating the many challenges we experience in this critical profession. I will communicate frequently and work diligently to increase our base, build on WIFLE’s strong reputation, foster our partnerships at the federal, state, and local level, and continually look for opportunities to increase our sponsors in order to expand the global impact of WIFLE’s Annual Leadership Training and our Scholarship and Award Programs.

I am enthusiastic to engage and work with each one of you as we continue to uphold WIFLE’s core values of communication, collaboration, and credibility. The work of WIFLE is focused on enriching your experience, so we are always open to feedback on how we can better serve you. Feel free to reach out to me or Vice President Jessie L. Lane (wiflevp@comcast.net) if you have any ideas, need our support, or would like to get more involved in WIFLE. Together, we will capitalize on the strengths of our collective partnerships to enhance the image of women in federal law enforcement as we continually strive to represent the communities we serve.

Best regards,

Catrina M. Bonus President, WIFLE Foundation, Inc. WIFLE@comcast.net

WIFLE WELCOMES NEW SENIORADVISOR (RESEARCH)

DR. HELEN H. YU Associate Professor

University of Hawai‘i at Mānoa SeniorAdvisor

WIFLE® Foundation, Inc. and WIFLE®, Inc.

Dr. Yu received her Ph.D. in Public Administration and Public Policy from Auburn University and is currently an Associate Professor and the Graduate Chair of the Public Administration Program at the University of Hawai‘i at Mānoa. Her research interests include the recruitment, retention, and promotion of women in federal law enforcement and policy decision-making in policing. She has over 30 peer-reviewed publications (Google Scholar) and has conducted important research with various federal law enforcement agencies in the Department of Defense, Department of Homeland Security, and Department of Justice. In addition, Dr. Yu is an Associate Editor for two academic journals and serves on several academic boards.

In 2014, Dr. Yu retired from the United States Air Force as a Lieutenant Colonel after 20 years of service and is a retired Special Agent with the Air Force Office of Special Investigations (AFOSI). She began her law enforcement career in 1996 and held numerous positions to include Supervisory Special Agent, Special Agent in Charge, AFOSI Liaison Officer to HQ Air Force and the Office of the Secretary of Defense, and Deputy Counterintelligence Coordinating Authority at United States Indo-Pacific Command. She also served on three deployments in support of Operations JOINT FORGE, ENDURING FREEDOM, and IRAQI FREEDOM.

Dr. Yu was previously appointed as a WIFLE® Board Member from 2015-2021 and currently serves as a Senior Advisor. In this capacity, she provides consultation to the Foundation on the recruitment, retention and promotion of women in federal law enforcement and education to the criminal justice system and the media of the value that women bring to law enforcement.

• Register for the annual WIFLE Foundation Training,August 14-17, 2023, Tampa, Florida, https://wiflefoundation.org/wifle2023

• Submit Workshop Proposal for WIFLE 2023, https://wiflefoundation.org/proposals2023

• Submit an application for WIFLE Scholarship or WIFLE Members-Only Scholarship, https://wiflefoundation.org/scholarships

• SubmitAgency nominations for the annual WIFLE Awards, https://wiflefoundation.org/ awards

EIGHT FACTSABOUT FEDERAL EMPLOYEE PROFESSIONAL LIABILITYINSURANCE (FEPLI)

The federal workforce has a lot to navigate, to say the least. The experience of difficult coworkers is not limited to any sector or industry. The potential for politics to affect office life so directly is a more unique experience. it’s not as simple as it can look from the outside.

Disagreements and mistakes in the workplace happen. And at times, these complications can threaten your federal career. When they do? It's likely time to turn to your Federal Employee Professional Liability Insurance (FEPLI).

So what should everyone know about FEPLI?

1. It covers you when someone makes an allegation against you, in relation to your federal job

Let’s start with the basics. FEPLI covers your federal career. It works when someone makes an allegation of wrongdoing or misconduct against you. This allegation must be in relation to your federal job.

Some general examples?

Investigations arising out of EEOC complaints against you. Allegations of misuse of government property or conduct unbecoming. Challenges against gaining or renewing your security clearance. Civil lawsuits (yes, feds can be personally sued). And more.

FEPLI does not cover allegations you wish to make against someone else.

2. It began in 1965, invented for employees of the U.S. Federal government

In the tumultuous sixties, Frank Wright was an insurance professional in Washington, DC. He noticed that the federal government employees around him faced a lot of risks - often. He saw them exposed to situations that could endanger their careers.

If anything happened against them, the employee had to pay out of pocket for a private lawyer. Seeing the need, Wright established Wright & Co. With it, he invented professional liability insurance for U.S. federal employees. The insurance, now known as FEPLI, was born with the unique needs of the federal sector in mind. The company, today known as Starr Wright USA, began with federal workers as the sole focus. They remain the sole focus today.

3. It is for ANY civilian federal employee

All U.S. federal sector employees are eligible to enroll in FEPLI. There is no waiting period or other limitation: you could enroll on your first day on the job if you chose. You can enroll no matter what agency you work for.

Anyone can accuse a fed of some wrongdoing or another, at any time. And unfortunately, allegations don’t have to be true to be harmful.

If you face an allegation at work, you must prove yourself innocent, or seek fair and reasonable repercussions. This can be difficult and confusing. That’s why FEPLI is available to any fed who wants it.

4. Managers, supervisors, LEOs, and others with similar jobs may need it more

Any fed can benefit from having FEPLI. However, it’s true that some are statistically more likely to file a claim than others. The more exposure you have on the job, the greater your chances of needing to file an FEPLI claim. Hiring, firing, and disciplining employees. Working in close contact with the public. Jobs with high-stakes or extra security or secrecy. All these and more mean an increased risk.

5. You can get reimbursed – it’s that important

Federal agencies are required by law to reimburse qualified federal employees for a part of their annual FEPLI cost.

The law names Law Enforcement Officers, Managers, and Supervisors as qualified. But across the government, exact qualification requirements vary. Many things come into consideration, including on your responsibilities, agency, and exposure. In some cases, you may qualify even if you are not a manager or LEO.

The dollar amount or percentage reimbursed also varies: the law calls for up to 50% or up to $150. However, some agencies or positions reimburse more.

FEPLI reimbursement is on the federal level. It is not offered or determined by the insurance companies. Your agency's HR department can provide specifics as they pertain to your role.

6. It is private insurance, and individuals must enroll themselves

FEPLI is a great benefit to federal employees. But, getting it works a little differently from other employee benefits. FEPLI is not part of the standard employee benefits package. It is not automatically provided, and you cannot enroll through your employer.

To have FEPLI coverage, each employee must select and enroll in a policy themselves.

The same also goes for payment and reimbursement. It is up to you to pay for your own FEPLI policy, and to request reimbursement from your agency.

7. You must have an active policy before an incident occurs to file a claim

Like health or auto insurance, FEPLI won’t cover a claim for a situation that started before you were covered.

Of course, you never plan to get into a fender-bender, or become ill. You also rarely expect to be in a scenario where your career is in jeopardy. Unfortunately, unexpected things happen.

Some feds assume that FEPLI is not worth having – until they are facing down an allegation at work. The annual price of carrying coverage - and knowing you have that protection available - is low. The price of an unforeseen allegation against you can be high.

8. It could help you even if you don’t have a claim

Most FEPLI policies include access to a legal counsel line for some set amount of time. You can use that resource to speak to a legal advisor when you have an issue that wouldn’t be a covered insurance claim. Or, when you don’t have a claim yet - but you’re concerned it could happen.

Starr Wright USA offers the best option for this. All our FEPLI policies include 4 full hours of access to the Pre-Claim Counsel line. This hotline connects you with a legal expert dedicated to federal employment matters. Use this whenever and however you need during your active policy period.

Article authored by and containing the opinions of Starr Wright USA. This article is offered solely for informational purposes. Starr Wright USA is a marketing name for Starr Wright Insurance Agency, Inc. and its affiliate(s). Starr Wright USA is an insurance agency specializing in insurance solutions for federal employees and federal contractors. For more information, visit WrightUSA.com. Starr Wright USA is a division of Starr Insurance Companies, which is a marketing name for the operating insurance and travel assistance companies and subsidiaries of Starr International Company, Inc. and for the investment business of C.V. Starr & Co., Inc.

CHANGES TO TSPIN THE OMNIBUS

By Sandra Harman, S. Harman & Associates, Inc.

As part of the Omnibus which the President signed into law on Dec 29, 2022, there are several provisions that will affect the TSP. Some of these are effective immediately others will take some time to implement. Many of the changes were part of the “Setting Every Community Up for Retirement Enhancement” (SECURE) 2.0 Act of 2022, which was incorporated into the Omnibus. One change of specific interest to Law Enforcement Officers was not part of Secure 2.0.

The provision which is of importance to any employee covered by the special retirement provisions (LEO/I, FFs, ATCs, etc.) is section 329

MODIFICATION OF ELIGIBLE AGE FOR EXEMPTION FROM EARLY WITHDRAWAL PENALTY

(a) In General Subparagraph (A) of section 72(t)(10) as amended by this Act, is further amended by striking "age 50" and inserting "age 50 or 25 years of service under the plan, whichever is earlier."

(b) Effective Date The amendment made by this section shall apply to distributions made after date of enactment of this Act.

(This is on page 902 bottom and 903 top.)

This corrects an anomaly that was created when 72(t)(10) was amended by adding age 50, but not acknowledging that special retirement covered individuals can retire at any age with 25 years of special retirement covered service.

The changes that were part of the Secure 2.0 Act, of most immediate impact is raising the age at which

MARCH 2023

QUARTERLY e -NEWS

"required minimum distributions" must begin from such accounts to 73, effective with those turning 73 this year. Further the age will increase to age 75 effective with those turning that age in 2033.

Other provisions which will need additional guidance include: ending the requirement for required minimum distributions of ROTH balances effective in 2024; allowing a withdrawal of up to $1,000 per year for certain emergency needs without the standard 10 percent tax penalty applying to in-service withdrawals taken before age 59 1/2 effective in 2024; and raising the limit on the "catch-up contributions" to $10,000 for those age 60 thru 63 effective in 2025.

There are other provisions which could require policy decisions within the Thrift Board including: requiring catch-up contributions be made as ROTH contributions for those above certain income thresholds, and requiring that the allowable amounts be indexed to inflation

There is another provision that would allow employers to make matching contributions for their employees who are paying off student loan debt, as if those payments had been invested in the TSP. This provision is at the discretion of the employer, and in the federal government context it is not defined whether such payments would be set by government-wide policy or whether individual agencies would decide whether to participate.

DIGITAL TSP FORMS

Unrelated to the Secure 2.0 and Omnibus changes, the Thrift Board has announced that several TSP forms are now available digitally only. Among the most commonly used forms which are now handled on My Account are:

TSP-3 Designation of Beneficiary

TSP-20 Loan Application

TSP-21-G Loan Agreement (General)

TSP-21-R Loan Agreement (Residential)

TSP-60 Request for a Transfer into the TSP

TSP-65 Request to Combine Civilian and Uniformed Services TSP Accounts

TSP-75 Age Based Service 59 1/2 Withdrawal Request

TSP-76 Financial Hardship In-Service Withdrawal Request

TSP-95 Changes to Installment Payments

TSP-99 Withdrawal Request for Separated and Beneficiary Participants

New forms are not generic and are now barcoded for individual participants. The above transactions must be made through the My Account section of tsp.gov. Transactions using current paper forms will not be processed. Further, Agencies are being asked to destroy any stockpile of paper forms

DOMESTIC TERRORISM REMAINS PERSISTENT THREAT TO U.S.

By James A. Dinkins, President of Thomson Reuters Special Services Former Head of Homeland Security Investigations, Department of Homeland Security

The threats that law enforcement face today are increasingly complex and diverse. From the fentanyl and opioid crises to terrorism, our communities and nation are depending on law enforcement professionals in ways they haven’t in the past. The recent attacks on electrical substations across several states has underscored the vulnerability of the nation’s electrical grid and emphasized the persistent threat that domestic terrorism poses to the United States (U.S.). According to a joint report from the Federal Bureau of Investigation (FBI) and the Department of Homeland Security (DHS), one of the most significant threats to the Homeland is posed by lone offenders and small groups of individuals, both domestic and foreign, who commit acts of violence motivated by a range of ideological beliefs or personal grievances. Of those actors, domestic violent terrorists (DVEs) represent the most persistent threat to the U.S. While the motives for the substation attacks are often unknown, the great world of federal law enforcement has foiled several plans that have connections to extremist groups or ideologies. Within the last year, two separate attacks were thwarted by law enforcement where individuals conspired to attack power grids in furtherance of white supremacist ideology. Three men were arrested in February 2022 for planning to attack

assigned substations throughout the U.S. in hopes that the loss of power would invoke a depression and cause a war, more specifically a race war. On February 6, 2023, federal law enforcement announced charges against a Maryland woman that conspired with a neo-Nazi leader to attack Baltimore’s power grid in hopes of furthering their racist mission and ideologies. The FBI and DHS categorize domestic terrorism into five categories to better inform their intelligence and prevention efforts. While the categories may evolve as motivations vary over time, cases of Racially or Ethnically Motivated Violent Extremism (RMVE), primarily those advocating the superiority of the white race, are likely to remain the most lethal category of domestic terrorism.

Some law enforcement officials, and those in academia, have long warned that attempts would be made to disrupt or destroy the nation’s critical infrastructures, including the national power grid, by groups that believe attacking such a critical infrastructure would create civil disorder and start a race war. In a November 2022 alert from the FBIs Newark field office, the agency warned of an increase of threats to electrical infrastructures from RMVEs, primarily from neoNazi and white supremacist groups. Attacks like these are seeing a decades-long high and lawmakers and law enforcement alike are trying to find ways to stop future attacks and develop harsher consequences for those that attempt to tamper with critical infrastructures. Electrical substations transform high-voltage electricity to lower levels to keep energy flowing through homes and businesses. Damaging even one can shut off access to critical services – something that some extremist groups are betting on. A

review of the physical security of electrical facilities has been ordered by federal regulators and law enforcement is working hard to stay one step ahead of potential attacks.

To our partners in law enforcement, I want to say thank you for all you do to keep our communities safe by investigating and identifying threats to our great nation.

About Thomson Reuters Special Services

Based in McLean, Virginia, Thomson Reuters Special Services (TRSS) delivers creative, data-driven solutions for U.S. federal government, commercial, and international

DHS Updates Use of Force PolicyAfter President Biden’s Executive Order

This article was originally published in the FEDagent newsletter: a free weekly newsletter for the federal law enforcement community.

The Department of Homeland Security (DHS) updated its department wide Use of Force Policy for the first time since 2018. It will impact the 80,000 law enforcement officers that serve in DHS’s nine operational law enforcement agencies. The update was required under President Biden’s May 2022 Executive Order to Advance Effective, Accountable Policing and Strengthen Public Safety.

The updated policy meets or exceeds the Department of Justice (DOJ) guidelines on use of force. It was drafted after discussions with stakeholders in DHS and national labor organizations.

“Our ability to secure the homeland rests on public trust, which is built by accountability, transparency, and effectiveness in our law enforcement practices,” said Department of Homeland Security Secretary Alejandro Mayorkas.

clients. Our clients operate in rapidly changing, high-stakes environments and rely on TRSS to support missions that have significant impact to national security, public safety, and corporations. We partner with clients to mitigate supply chain risk, combat human rights crimes, perform deep due diligence, uncover large-scale financial crimes, address security threats, support criminal investigations, and more. Together, we empower data for good.

https://www.dhs.gov/sites/default/files/202210/22_1025_strategic -intelligence -assessment -datadomestic-terrorism.pdf

https://www.justice.gov/opa/pr/three -men-plead -guiltyconspiring -provide -material-support-plot -attack -powergrids-united

https://www.justice.gov/usao-md/pr/maryland-woman-and-florida-manface-federal-charges-conspiring-destroy-energy-facilities

The policy states that law enforcement officers can use force “only when no reasonably effective, safe, and feasible alternative appears to exist” and must use a level of force that is “objectively reasonable in light of the facts and circumstances.”

Among the updated policy changes:

The use of deadly force is prohibited on a person whose actions are only a threat to themselves or property.

Chokeholds and carotid restraints are prohibited unless deadly force is authorized.

No-knock warrants are limited to situations where “knocking would create an imminent threat of physical violence to the LEO (law enforcement officer) or another person or only for evidence perseveration in national security matters."

Wellness resources will be provided for law enforcement officers involved in use of force incidents.

New requirements on collecting and reporting use of force data.

Changes to law enforcement training involving the use of deadly force, the duty to intervene, less than lethal force, implicit bias, and de-escalation techniques.

DHS offices and agencies can draft and issue their own individual Use of Force Policies if they meet or

exceed requirements set in the updated departmentwide policy.

Some organizations that advocate for migrants said the policy does not go far enough, particularly because it does not entirely ban the use of chokeholds.

“Chokeholds put lives at risk, and this policy still allows that wiggle room,” said Lilian Serrano, director of the Southern Border Communities Coalition, a human rights group. “They should have been (completely) prohibited.”

But union representatives in the San Diego area said the change will not have a major impact because many of the policies are already in place.

“Trainers have been telling us that carotid chokes are not a part of our use-of-force policy for quite a while,” said CBP officer and vice president of National Treasury Employees Union (NTEU) Chapter 105 Derrick Arnold.

FEDagent provides is a free weekly E-Report providing up-to-date news for 1811 Special Agents and other federal employees engaged in the mission of federal law enforcement and homeland security. From top news stories in the federal law enforcement and homeland security arena, to understandable reporting on key court decisions, we deliver unfiltered, unbiased news in an easy-to-read, straightforward format, designed to keep our readers informed about their work force.

Subscribe today at no cost at FEDagent.com.

PREPARING FOR AN EEO INTERVIEW: AGENERALGUIDE FOR RESPONSIBLE MANAGEMENT OFFICIALS

By Peter J. Jeffrey, Esq., & Elizabeth K. Newman, Esq., Members, The Jeffrey Law Group, PLLC

Being a supervisor or manager in a federal agency carries the risk that you may be identified as a responsible management official (RMO) in a subordinate employee’s Equal Employment Opportunity (EEO) complaint. If you make it through your career without once being identified as a RMO, count yourself lucky and a rarity. Therefore, it is important for you to understand how to defend yourself during the investigation of an EEO complaint.

Federal agency employees are obligated to produce documentary and testimonial evidence in the investigation of an EEO complaint. 29 CFR §1614.108(c)(1). Even if you are now working at another

federal agency, you cannot refuse to be interviewed. Typically, your testimony will be obtained by Declarations Under Penalty of Perjury as authorized by 28 U.S.C. §1746. Although a complaint is filed against your agency, and not you as an individual, if you are found to have engaged in discriminatory practices your agency may take disciplinary action against you. See 29 CFR §1614.102(a)(6). To minimize your liability, you should prepare in advance of your interview and potentially seek your own legal counsel. What follows is a general guide for RMOs to prepare for an EEO interview.

First, prior to your interview you should review:

All prior statements you may have made in connection with the allegations at issue in the EEO complaint. Consistency is key.

Prior case strategy memoranda, if applicable. Prior case strategy memoranda tend to highlight the helpful information already part of the record in your defense.

Second, unless otherwise instructed by the EEO investigator: Do not bring any documents, items, materials, etc. into your interview, even if the documents are unrelated to your interview.

For virtual interviews, do not have any documents on-screen or otherwise review documents off-screen. Failure to adhere to this instruction may result in the Agency’s ability to review documentation and materials that would have not otherwise been discoverable. However, if you are instructed to bring documents, be sure to bring them.

Third, during your interview:

Listen and respond only to the question posed. A subject’s biggest mistake is providing long dialogues that go beyond and outside the scope of the question posed.

Pause before providing an answer to a question posed. Pausing before providing an answer to a question allows you the necessary time to ensure that you understand the question asked of you, and, even more importantly, allows your attorney the opportunity to make a relevant objection to the question, if applicable.

Do not guess or speculate/Do not be afraid to say “I do not know,” or “I do not understand.” If you do not understand the question or know the information requested say so. If you are asked why you “think someone did something” or otherwise asked to guess, state you are unable to speculate.

Tell the truth. Many matters can come down to a battle of credibility; thus, any documented falsifications or inconsistencies will be used against you and can jeopardize your continued federal employment.

Stay calm and do not argue. Staying calm even in the face of adversity bolsters your credibility, allows you to think clearly and provide accurate testimony, and makes the opposing party appear less credible.

At the end of your interview, while you are still on the record, reserve your right to review and sign your transcript.

The attorneys of The Jeffrey Law Group, PLLC, are experienced in defending RMOs during EEO investigations. Often having a lawyer available to assist in preparation for and to be present at such an investigation is the best way to avoid a future disciplinary action. In many cases, your professional liability insurance, such as FEDS Protection, will provide you with legal services to defend against such allegations.

The information contained in this article is of a general nature and is subject to change; it is not meant to serve as legal advice in any particular situation. For specific legal advice, the authors recommend you consult a licensed attorney who is knowledgeable about the area of law in question..

CONQUER YOUR THRIFT SAVINGS PROGRAM FEARS NOW

By Tammy Flanagan, Principal - Retire Federal

As we all know, the TSP is an important piece of your FERS retirement trio. While the FERS basic benefit and your Social Security retirement benefit are defined by a specific formula using salary rates and length of service, the income produced by your retirement savings is based on how much you can save and the performance of those investments. You are in control of the decisions you make regarding how much you save each pay period; whether you invest for tax-deferred or tax-free growth; whether to borrow from your balance when you have a large expense; and how you invest between the five core funds (G, F, C, S, or I) or one of the target date lifecycle funds or whether you transfer some of your balance to the mutual fund window. Keep in mind that after you leave federal service, you are still in control of:

Whether you leave all of it in the TSP or move some or all of it to an IRA.

How to manage this investment in retirement.

How much will you withdraw from your savings each month, quarter, or year.

Whether to elect a regular scheduled payment or peck at it as needed or purchase a life annuity.

If you are not sure you are making the best choices, there are options for education, such as:

TSP online training courses https://www.tsp.gov/online-learning/

Hire a financial professional (CFP, RIA, CPA, etc.) that can help you.

If you decide to hire a financial professional, do your due diligence by checking out their experience, qualifications and record of disclosures at https://brokercheck.finra.org/ (Jordan Belfort, German Nino or Kenneth Wayne McLeod are examples of who not to hire)

Attending financial planning training if offered at your agency or at your local community college or other events.

Online learning at websites such as www.investor.gov (managed by the Securities and Exchange Commission)

That “person” in the office who seems to know what to do with their money and shares his/her secrets with coworkers.

Each one of these options has merit, however, ultimately, it will be up to you to change your payroll allotment or your allocation of your TSP balance. If you sense that you may have fallen short of properly managing your TSP or saving enough for retirement, remember that there is no shame in asking for help. Try to avoid putting your head in the sand rather than trying to improve your situation so you can move forward. All investments involve some degree of risk, even the G Fund. Fear of your investment falling in value is another reason why education is so important. You can learn how to manage risk in investing as you have learned how to manage risk in your life and on the job. Even the“safe” G Fund runs the risk that inflation will outpace the returns of this fund. For example, last year inflation was 8.7 percent while the G Fund grew by 3.19 percent, so if all your money was invested in the G Fund, it didn’t grow in real dollars as purchasing power was lost. For example, your lunch that cost $10 last year, now will set you back $10.87. Risk is unavoidable; however, you can learn to manage it and not allow your fears to cause you to miss opportunities for growth.

Planning for retirement also involves keeping up with changes, one of which is that the maximum you can contribute to the TSP for 2023 is $22,500. A few suggestions for planning include:

Be sure to contribute a minimum of 5 percent every pay period to be sure that you get the maximum agency matching!

If you turn 50 in 2023 or are over age 50, you may increase your contributions by an additional $7,500 in “catch-up” contributions. Once you exceed the elective deferral limit, your contributions will spill over and automatically start counting toward the catch-up limit.

If you are not saving the maximum in the TSP, remember that you just got a pay increase in January - try to increase your TSP savings allotment by an additional one percent (or more!).

If you are saving the maximum and would like to do more, consider allocating some of your TSP contributions to the Roth (after-tax) TSP rather than the traditional (pre-tax). Although you will lose the immediate tax benefit of traditional contributions, doing this will provide a source of tax-free money for the future. Having a tax-free account to draw from in retirement can serve as an emergency fund that won’t cause you to pay higher income taxes by causing your income to be taxed at a higher marginal tax bracket. Retirees with higher income also pay higher rates for Medicare Part B.

“Both in my time as an attorney for a federal law enforcement agency and as the President and Founder of FEDS Protection, I have been working with WIFLE in some capacity for over 20 years. In that time, I have personally seen the tremendous good that the organization does for its members and the entire law enforcement community. The commitment and passion that WIFLE’s leadership, both past and present, have for their organization’s purpose made me want to support it by becoming a lifetime member.”

Anthony Vergnetti, President and Founder FEDS Protection

For WIFLE Members

JCH Original Articles are more than just "articles." There you'll find:

* Q&Aarticles (these are transcripted from the Q&Asessions during webinars and turned into articles)

* Image quotes (quotes come from what the speakers have said)

* Video Interviews

* and interviews with speakers before their webinars.

Link=> https://www.justiceclearinghouse.com/jch-original-articles/

Access to the Justice Clearinghouse is a benefit of being a WIFLE Member.

WIFLE FOUNDATION, INC

501(c)(3)

PRESIDENT

Catrina M. Bonus wifle@comcast.net

VICE PRESIDENT

Jessie L. Lane wiflevp@gmail.com

TREASURER

Catherine W. Sanz

SECRETARY

Melissa A. Lucio

WIFLE FOUNDATION, INC. DIRECTORS

CHAIR, BOARD OF DIRECTORS

Margaret (Margie) M. Moore

BOARD MEMBERS

Elizabeth M. Casey

Dorene F. Erhard

Amy Jo Lyons

Lynda R. Williams

WIFLE FOUNDATION, INC., SENIOR ADVISORS

Janice Ayala

Heather C. Fischer

Jean Kanokogi, Ph.D.

Carolyn J. McMillon

Helen H. Yu

GENERAL COUNSEL

Barbara D. Linney, Esquire

WOMEN IN FEDERAL LAW ENFORCEMENT, INC..

501(c)(6)

CHAIR, BOARD OF DIRECTORS

Sheree L. Mixell wifle@comcast.net

EXECUTIVE COMMITTEE MEMBERS

EXECUTIVE DIRECTOR

Catrina Bonus wifle@comcast.net

DEPUTY EXECUTIVE DIRECTOR

Jessie L. Lane wiflevp@gmail.com

COMMITTEE MEMBERS

PRESIDENT

Melissa R. Stormer

VICE PRESIDENT

Jessica (Jess) J. McTigue

SECRETARY

Amber Jordan

ADMINISTRATIVE AND TECHNICAL

Carol A. Paterick

VOLUNTEERS

Linda J. Walker

Rachel Cannon

Rick Lucio

Carol Libbey