WIFLE Quarterly Newsletter March 2024

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.

Copyright © 2024 Women in Federal Law Enforcement, Inc. All rights reserved.

WOMEN’S HISTORY MONTH

MESSAGE FROM

Catrina M. Bonus President WIFLE Foundation, Inc.

Jessie L. Lane Vice President WIFLE Foundation, Inc.

Over the course ofAmerican history, women have played a pivotal role in shaping the cultural norms and varying perspectives that were integral in laying the foundation for transformational change. In honor of our collective strength, resilience, and determination, the month of March is designated as “National Women’s History Month.” The origin of this celebratory month dates back to February 28, 1980, when President Jimmy Carter proclaimed March 2–8 as “National Women’s History Week.” The goal was to rightfully acknowledge the significant contributions of women based on the following historical premise:

“American women of every race, creed, and ethnic background helped found and build our Nation in countless recorded and unrecorded ways…As leaders in public affairs, American women not only worked to secure their own rights of suffrage and equal opportunity but also were principal advocates in the abolitionist, temperance, mental health reform, industrial labor, and social reform movements, and the modern civil rights movement.”

As the movement for civil rights progressed, the National Women’s History Project (NWHP), a not-forprofit organization, petitioned Congress to pass Public Law 100-9, which designated March as Women’s History Month in 1987. Today, we pause to reflect on the countless trailblazing women whose achievements have contributed to the following 2024 theme by the National Women’s HistoryAlliance (NWHA): “Women WhoAdvocate for Equity, Diversity, and Inclusion.” Without question, women continue to maintain an undeniable spirit of perseverance that challenges existing barriers to our collective progress within our society and worldwide.

WIFLE is participating in several events this month featuring women in Federal law enforcement, including the events listed below.

March 1, Friday

WIFLE President Catrina Bonus and Vice President Jessie Lane will participate in a strategic planning session with Ms. Natalia Castro, Deputy Director of Government Affairs, with the distinguished law firm of Shaw, Bransford & Roth.

March 6, Wednesday

WIFLE President Bonus and Vice President Lane will attend the World Bank Group’s Women in International Security Conference in Washington, DC.

March 7, Thursday

WIFLE President Bonus will serve as a featured speaker at the Department of Housing and Urban Development’s Women’s History Month Program.

March 8, Friday

WIFLE President Bonus and Vice President Lane will attend the Naval Criminal Investigative Service (NCIS) Women’s History Month Symposium in Stafford, VA. WIFLE Senior Advisor Dr. Jean Kanokogi will deliver the Keynote Address at 10:00 a.m. and share her perspective on the theme, “Women Who Have Great Achievements.”

March 13, Wednesday

WIFLE President Bonus and Vice President Lane will participate in the “Flash Mentoring Session” for the DC Metropolitan Police Department’s (MPD) Inaugural Women’s Summit, Washington Convention Center, Washington, DC. Ms. Lane will serve as the Flash Mentoring moderator at 2:00 p.m.

March 14, Thursday

WIFLE Vice President Lane will serve as a featured speaker during the MPD’s Women’s Summit panel discussion entitled “Women Redefining Success and Resiliency in Law Enforcement” at 12:45 p.m.

March 15, Friday

WIFLE President Bonus will serve as a featured speaker during the MPD’s Women’s Summit Recognition Breakfast and panel discussion entitled, “Trailblazers and Trendsetters: The Women of Washington Changing the Game” from 9:00 a.m. – 12:00 noon.

March 18, Monday

WIFLE celebrates Women’s History Month by hosting a breakfast event at the Old Ebbitt’s Grill for WIFLE members in the Washington, DC, metropolitan area from 8:00 – 9:30 a.m.

March 21, Thursday

WIFLE celebrates Women’s History Month with the Transportation Security Administration (TSA) Federal Air Marshal Service (FAMS) on the West Coast! Pre-registration is required for this “inperson and online” breakfast event at the TSA/ FAMS Los Angeles Field Office in El Segundo, CA, from 10:00 a.m. – 12:00 noon. WIFLE Founder Margie Moore, Board Chair Sheree Mixell, President Bonus, and ASAC Alana-Paige Bell of TSA/FAMS will be featured speakers for this event. Please check the WIFLE website for more information at www.wifle.org.

March 22, Friday

WIFLE will host a dynamic hour-long dialogue on the topic of “Women Who Advocate for Diversity, Equity, and Inclusion” with SAIC Michele Starostka, U.S. Army Criminal Investigative Division and Special Agent/Chief Diversity Officer Kay Een, NCI, at 11:00 a.m.

March 25, Monday

WIFLE hosts Legal Analyst Sunny Slaughter, “The Olivia Pope of Crime,” who will keep you engaged during the captivating hour-long conversation at 11:00 a.m.

Register for this event here.

In-person or virtual.

March 21, 2024

WIFLE ENGAGEMENTAND COMMUNITY IMPACT

(WECI)

Making a Difference by Giving Back!

St. Paul’s Episcopal Church Grate Patrol

In 2023, Women in Federal Law Enforcement, Inc.’s (WIFLE) Executive Committee President Amber Jordan, U.S. Postal Inspection Service (USPIS), presented an idea to broaden our community outreach. As a result of her efforts, WIFLE Engagement and Community Impact (WECI) was created and launched two events on January 26th and February 2nd, 2024, through a partnership with St. Paul’s Episcopal Church in Washington, DC, to feed our local homeless population.

For more than 40 years, St. Paul’s Grate Patrol members have lovingly prepared and participated in food distribution twice a week. According to the team of volunteers, it is more than providing fresh meals; it is a selfless opportunity to “pay it forward” by outwardly demonstrating their compassion, care, and concern for others. WIFLE is proud to be associated with a group of volunteers whose commitment to helping others is unparalleled.

During both of our outreach events, WIFLE’s Vice President Jessie Lane and Executive Committee President Amber Jordan received a warm welcome from Grate Patrol Coordinators June Barnes, Tina Mallett, and Glenn Marsh. We want to offer our heartfelt appreciation to Christopher Stock, U.S. Department of Interior, and the following WIFLE members who willingly supported our most recent WECI initiative:

Star Hy, Special Agent, Department of State, Diplomatic Security Service, Charmaine Carr, Supervisory Special Agent, Supreme Court of the U.S. Police, Stephanie Moore, Special Agent in Charge, Food and Drug Administration, Robert MacLean, Director, Office of Law Enforcement and Security, U.S. Department of Interior

DC Tutoring and Mentoring Initiative (DCTMI)

Would you like to help kids in the DC area? The DCTMI may be for you!

WIFLE, through our WECI initiative, encourages volunteers to sign up with the DCTMI to participate as a tutor or mentor for students with difficulty with reading and other academic subjects or with non-academic needs. The DCTMI goal is to create a civic culture where we all take more responsibility for one another and the community.

Included here is a link to DCTMI for further information on its mission and its work with 40 partner tutoring and mentoring organizations in the DC area.

You can view the DCTMI website at https://www.dctutormentor.org/. View the DCTMI YouTube videos at https://www.youtube.com/channel/UCW_e6eX3mRjE5yT4YmXxsA

Read the February DCTMI Newsletter and Meet the Director, Tom Pollak.

WIFLE looks forward to hosting additional WECI events in the future. We invite all WIFLE members to check https://wifle.org/WECI for more information.

CONSIDERING FEDERALEMPLOYEE PROFESSIONALLIABILITY (FEPLI)?

HereAre Five Things You Need to Know.

As a federal employee, you know that any mistake can lead to serious consequences. Even baseless accusations can put your career and your finances at risk. But there is a solution. Federal Employee Professional Liability Insurance (FEPLI) provides the insurance protection you need. Here are five things to know about the coverage.

1. Your policy will include key coverages for federal workers.

Federal employees are subject to certain risks, and FEPLI coverage can provide protections for these risks. Different plans are available to meet the unique level of risk that comes with different positions. Depending on the plan option you select, your FEPLI policy can provide coverage for the following:

Disciplinary actions or investigations

Allegations of negligence

Failure to perform professional duties

Defense against administrative proceedings to revoke a security clearance

Baseless accusations of discrimination, harassment or retaliation

Liability arising out of acts, errors or omissions under the Law Enforcement Officers Safety Act

2. Claims can happen to anyone.

To err is human. No matter how careful you are, you can’t guarantee that you won’t make a mistake. You forget something, you misjudge something, and that’s it – you’re facing an investigation.

And even if you don’t do anything wrong, accusations are still possible. An action you believe is reasonable may result in a claim of harassment or discrimination. In some cases, false accusations may be made by disgruntled workers as a form of revenge. You may know that you’re not responsible, but proving it is a different matter.

3. Your employer might not defend you.

As a diligent federal employee, you may assume that your federal agency will have your back if anything happens. Don’t be so sure. Liability issues can get complicated, and your agency may decide to terminate or otherwise discipline you if anything goes wrong.

This is true even if you’re part of a union. Although your union has a duty to protect the rights of its members, this does not guarantee that the union will give you the representation you desire during a dispute.

4. Your insurer can organize your defense.

If someone filed a baseless discrimination claim against you, would you know how to proceed on your own? Many people wouldn’t even know where to start.

FEPLI provides more than a payout if you’re sued. After a covered complaint is filed against you, Starr Wright USA will assist you in accessing the legal resources to plan your defense. This will help you avoid negative outcomes and protect your career. FEPLI obtained through Starr Wright USA also assists with legal defense costs for covered claims.

5. You may be reimbursed for your premiums.

FEPLI coverage provides a good value. Depending on the policy you select, a FEPLI policy can cost under $300 a year - an average of only about $1 per day.

Even better, qualified federal employees are eligible for reimbursement of up to 50 percent (or up to $150) of their Starr Wright USA FEPLI premium. Talk to your HR department to see if you qualify for reimbursement.

And if you’re on the fence about whether you need FEPLI coverage, think about this – the federal government considers coverage important enough to provide reimbursement for qualified employees. Shouldn’t it be important to you as well?

As a Sponsor of WIFLE, Starr Wright USA offers all members 10% off the regular cost of FEPLI!

Get coverage today

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.

JUSTICE CLEARINGHOUSE AWIFLE Member Benefit

The Justice Clearinghouse offers a year-round “virtual conference” free for WIFLE Members to learn from leaders, innovators, researchers and experienced professionals in their fields. These webinars and content cover a wide range of topics. The following sessions are scheduled for the next calendar quarter:

Tues, March 5, 1p ET Working with Survivors’Need for Control

The need for control is often seen as a negative aspect of a person’s personality. However, having a sense of control is a vital aspect of an individual’s well-being. And, for people facing or dealing with a traumatic situation or event, the need for control is an essential part of coping.

This presentation will look at the role of control as it pertains to the individual’s sense of self, sense of hope, guilt and sense of future. It will also discuss the physical and emotional impact the lack of control may have on an individual. Interventions will be presented as how best to support the individual, including the concept of acceptance as a means of control.

Wed, March 6, 1p ET Women’s Health and the Justice Workplace: The Relationship between Rest, Stress and Hormones (W. Hummell)

At some point in our lives and careers, many of us have experienced feeling overwhelmed, fried, and exhausted. This is commonly referred to as burnout. This webinar will address the elements of burnout, how it particularly impacts women in the workplace, and tools to achieve vitality and health.

Wendy Hummell is a retired Detective and currently works as the Health and Wellness Manager for the Sedgwick County Sheriff’s Office. Wendy spent a majority of her career working on-call as a Detective in

person’s crimes, working homicide, gang, and sex crimes cases. She has experienced first-hand the impact this lifestyle had on her mental, emotional, and physical health.

This webinar will tackle issues such as the relationship between stress and women’s hormonal health, gut health, and insulin resistance and the many roles and expectations women carry that add to the experience of stress. Actionable tools will be discussed such as rest and how to make this part of your daily routine.

Thurs, March 7, 1p TheArt of Curious Leadership (B. Dietzman)

Are you in an organization that hasn’t changed the way it operates for a long time? Are new ideas shot down almost instantly? Leaders who are curious make organizations safer, more resilient, and open places to work. Naturally curious leaders understand they can’t know everything, and they are ok with that. They rely on the wisdom and collective knowledge within the organization to fulfill the mission of their organization. Curious leadership promotes the constant growth and intentional risk-taking necessary for innovative problem-solving.

We will explore ways to flex your curiosity muscles and strengthen the habit of actively looking for more knowledge, either from others or through research. Learn how to leverage your curiosity to build trust and inspire other leaders within your organization, including how to better use the collective knowledge you have at your fingertips. Finally, we will discuss ways to be that lifelong learner who models great habits for future generations.

Tues March 12, 3p ET Investigating Labor Trafficking: The Who and How (Part 1 of a Year Long, 4 Part Series)

Around 95% of the human trafficking cases prosecuted in the U.S. result from sex trafficking. Because of its clandestine nature, very few labor trafficking cases are prosecuted on both the federal and state levels. The influx of migrants into the U.S. increases the victimization within our borders.

Most people in the U.S. believe that labor trafficking only occurs in the fields with farming and agriculture operations. Labor trafficking is also occurring in restaurants, nail salons, large-scale poultry & food processing plants, within the hospitality industries, etc. There are many forms of labor trafficking in the U.S.

During this webinar, we will discuss:

Actual examples of labor trafficking from both law enforcement and Non-Governmental Organizations.

Identifying labor trafficking in its varying forms.

Pathways to victimization such as indigenous customs and language barriers.

Strapped law enforcement efforts for investigations.

Unknown resources such as federal and state departments of labor, state and local licensing agencies/ permits sections, fire marshals, arson investigators, and insurance inspectors.

What elements need to be proven in a labor trafficking case.

Tues, March 26, 1p ET: How to Manage Officer Fatigue and Improve Sleep

Officer fatigue and sleep deficits are a growing concern. There is no shortage of advice and information about how people can improve the quality of their sleep - but little in the way of actually training officers on how to take charge of their sleep health.

This webinar will describe the Washington State University police fatigue management training experiment funded by the National Institute of Justice and conducted at the Seattle Police Department and the Portland Bureau of Police.

Study methods, results, and implications will be discussed. Attendees will gain insight into how to help officers manage their fatigue and improve their sleep and leave with an understanding of how to implement training such as this in their own departments.

Tues,April 9, 3p ET: Discovering Core Valus at Every Career Stage (T. Lyn)

When your team represents diverse generations, it can be tough to find common motivators. Do you understand the core values that drive success for yourself and your team? This webinar offers insights into the common motivators for each career stage, as well as techniques to discover those core values, find common ground, and motivate your team.

Leading the conversation is Dr. Tamara Lyn. Tammy has decades of service in the corrections settings in both clinical and executive roles. She is also the Founder of High Ready Coaching and Consulting. Her experience provided her insights on leadership, crisis management, and resilience.

Tues,April 23, 1p ET: PromotingYourself in a Male Dominated Field (B. Dietzman)

Have you ever wondered how to answer questions about your strengths? Have you ever had someone else get or even worse, take credit for your work? It’s tricky and hard to promote yourself in a way that feels natural and is also accepted by those listening.

We will discuss the reasons it’s hard, especially for women, to discuss their strengths and accomplishments. Once we understand that, we will discuss tips and tricks women can use to effectively build their brand, showcase their strengths, and shine a light on their accomplishments.

Tues,April 23, 3p ET Clickbait and Conspiracy: What Public Safety Professionals Need to Know about Extremist Communication.

This webinar will provide an overview of the rhetoric, language, visualization, and terminology of domestic extremists in the US. It will enable law enforcement, practitioners, and experts to gain a deep understanding of how extremists communicate, legitimize extremism and violence, engage in recruitment, and mobilize popular support.

Since online platforms provide an abundance of opportunities for extremists to promote ideological messages, ideas, and concepts via the utilization of texts, drawings, photographs, icons, and logos, there is considerable value in studying the language of political extremism, particularly for assessing and countering the related threats. This webinar is based on multiple years of data collection and analysis of a wide variety of online communities affiliated with domestic extremism.

Tues,April 30, 1p ET Lifelong Resilience: Building a Sustainable Career in Criminal Justice (K. Manning)

“

The expectation that we can be immersed in suffering and loss daily and not be touched by it is as unrealistic as expecting to walk through water without getting wet.” Dr. Rachel Naomi Remen

The work we do in criminal justice takes a toll on us. It affects our mental and physical health, our relationships, even our life expectancy. If we want to build a life where we can continue to do this work effectively while preserving our health and relationships, we have to make some decisions about how we approach our careers and our time. In this session, we’ll discuss the life shifts we need to consider to build a sustainable career, including boundary setting, creating a community of support, and recognizing our warning signs. Building a thriving life and career doesn’t just happen; we make it happen through the choices we make every day. Let’s start today.

Thurs, May 16, 1p ET: The Organizationally Intelligent Leader: Upping Our Game with Implementation Leadership

The justice system is facing large-scale and pervasive change with both implementation and reform initiatives. It is time to think beyond the limits of traditional ‘change management’approaches that simply have not worked. These traditional approaches to change in the justice system have been weak and devoid of the complex human and organizational elements to change. Consequently, there is measured data showing ineffective and disappointing results of these methods.

This provocative and introspective presentation will focus on the 10 Essential Principles of Implementation Leadership that are necessary to build your skills as a leader of change in your organization. Participants will be introduced to each of the ten principles while learning how they directly contribute to socially significant, sustainable outcomes for organizations.

THREE ESSENTIALSTEPS FORAMORE RESILIENT LIFE

by Ret. Col. Brenda Dietzman

Your job is tough. But you’re tougher. And that can be a problem. People who are drawn to this line of work are not weak people. We already have a certain amount of resilience and toughness heading into our careers. Then over time, and through experiences, more ‘toughness’ is gained. Friends and family look to us as the ‘strong’ ones. They turn to us for direction and reassurance when chaos hits. But who do we lean on? What habits and practices do we have that support us? And do we use them when we should or do maintain that persona of strength? We need to navigate our careers and life better. To do this successfully, we need to develop resources, then cope and grow through the challenges we face.

1. Understanding and Developing Resources

Resources are those assets we have that help create our resilience. Here are some examples:

Social Physical Mental Spiritual

Family Friends Co-Workers

Social Groups

Pets

Community

Health

Diet Exercise

Hobbies/Activities

Finances

Sleep

Knowledge/Skills

Emotional Intelligence Optimism

Therapist

Self-Care Career Plan

Core Values

Purpose

Mindfulness

Meditation

Journaling Faith

Dr. Bessel Van der Kolk said that traumatization occurs when our resources are inadequate to cope with an external threat.

(1) If we do not have a solid foundation of resources (friends, health, finances, self-care practices, faith) to lean on in times of adversity, we can open ourselves up to being traumatized by the trauma we experience. We need to continuously develop these resources all throughout our lives so when we need them, we have them.

It’s also just as important to remember resources allow us to enjoy a better more satisfying life as well. Spending time with friends and family, learning more about ourselves, getting good sleep, planning and living our lives intentionally can all lead to a more fulfilling, purposeful life.

Let’s take the resource of sleep as an example. We all know that good sleep is great for our overall mental and physical health. But do we really know why? And do we know how to get better sleep thereby gaining this as a valuable resource which makes us more resilient?

The lack of good sleep affects us in a variety of ways. Lack of sleep raises our inflammation levels and prevents the complete flushing of toxins from our brain which can lead to a buildup of proteins thought to contribute to a diagnosis of dementia.

(2) Memory consolidation can suffer. This is particularly important after traumatic events when memories that are stored incorrectly can enhance the chances of developing PTSD.

(3) Lack of good sleep can also interfere with everyday activities, cause lack of focus, and adversely affect our mood.

(4) Now that we are a bit more motivated to get better sleep, how do we do that?

Limit blue light exposure (screen time) in the evening which inhibits melatonin production. Melatonin is the hormone that prepares the body for sleep.

Take a hot shower/bath right before going to bed. This causes vasodilation in extremities which lowers the core body temperature and signals the body it is time to sleep.

Limit caffeine and alcohol in the evenings.

Sleep in a cool, dark room.

Using sleep as an example, you can see the importance of building just this one resource to help us live a happier, healthier, more resilient life. Get curious about this subject and read the referenced articles. What other resources/habits are you curious about? Learning why they are important motivates us to make behavioral changes that allows us to develop our resources.

2. Using Resources to Cope with Adversity

Most of us are good at developing our resources. But do we use those resources when we should? When everyone is looking to us, what actions do we take that help us maintain our well-being? When we’ve had a hard day, do we overindulge with a bottle of wine or keep that promise to ourselves to work out or get a good night’s sleep? When we reach out to others for help, that can feel vulnerable, but it is often the best thing we can do for ourselves. Choosing those resources that are healthy are often the harder, and in the moment, may be the less desirable options. But in the long run it helps make us better and allows us to trust ourselves more.

3. Grow Through Adversity

This step is often overlooked and is akin to an after-action report or debrief. Post traumatic growth is finding or creating positive change in ourselves as a result of being involved in a difficult or traumatic experience. Tedeschi and Calhoun identified five key elements of growth arising from challenges in life. They include:

Positive changes in how we relate to other people

Recognition of new opportunities, priorities or pathways in life

Greater appreciation for the value of one’s own life, and life in general

Recognition of one’s own strength

Spiritual or existential development

When going through adversity, intentionally move through it by using your resources and trying to find growth in one or more of these five areas. Finding this growth can be done through reflection, journaling, therapy, or talking with a close confidant or mentor.

By nature, we tend to rest on our successes. We are tough, so we don’t think we need to work on developing our resilience. But because we will experience more adversity than most, it is imperative that we all work to continuously develop new and existing resources.

The next time you feel anxious, work a difficult case, or experience trauma, review your list of resources and utilize the ones that will help you in that moment. Then, once the event is behind you, look for any lessons learned and work to use those in your life.

Take time right now to think about your resources. Write down both the ones that you have and the ones you would like to develop. Then create a plan that can help you develop healthy habits and practices that build those resources. This takes time and we are all busy but doing something just ten minutes a day equals 60 hours a year.Alot of great resources can be built in 60 hours, and you are worth ten minutes a day.

https://www.cirp.org/library/psych/vanderkolk/

https://www.health.harvard.edu/sleep/how-sleep-deprivation-can-cause-inflammation

https://newsinhealth.nih.gov/2013/04/sleep-it

https://www.nhlbi.nih.gov/health/sleep-deprivation

https://www.health.harvard.edu/staying-healthy/blue-light-has-a-dark-side

https://www.ncbi.nlm.nih.gov/search/research-news/3495/

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10631622

https://healthnews.com/longevity/biohacking/sleep-science-can-sleeping-in-a-dark-room-help-you-livelonger/

https://www.psychologytoday.com/us/blog/beyond-resilience/201309/tempered-fire

Ret. Col. Brenda Dietzman spent 28 years in law enforcement and corrections, retiring as the undersheriff in charge of jail operations in Wichita, Kansas. She is an International Association of Directors of Law Enforcement Standards and Training (IADLEST) internationally certified trainer and has presented to national and international audiences on resilience and a variety of leadership topics. She can be contacted through her website at brendadietzman.com or directly at brenda@brendadietzman.com.

WELCOME TO THE ALL-NEW FEDTALK PODCAST!

We've made some exciting changes to bring you even better content. Our mission remains the same: to talk about how the government works and the people who make it happen. We'll dive into the issues facing public service and share stories from the people working to solve them. Join us as we explore the ins and outs of government and the changes happening along the way.

URL: www.shawbransford.com/fedtalk/ reintroducing-fedtalk

Season 1 - E02

Federal Government in Flux

This episode of FEDtalk explores the top federal employment cases of 2023. The conversation covers a range of topics, including religious accommodations in the workplace, the correct legal standards for discrimination claims, and the proper application of Bivens litigation. The hosts and guests discuss these cases' impact on federal employees and agencies and the broader implications for trust and accountability in the federal government. This episode of FEDtalk explores various aspects of employee removal processes, the consequences of incorrect legal standards, the importance of upholding individual rights, transparency and accountability in federal agencies, limitations on agency authority, and challenges to unconstitutional agency structures.

ReintroducingFEDtalk

Hosts introduce FEDtalk 3.0 as the next generation of the FEDtalk podcast, with a new format and approach while maintaining a focus on improving and informing the federal community. Hosts Jason Briefel and Natalia Castro discuss the history of FEDtalk, starting with its origins as a live call-in radio show for legal advice and employment matters. Next, learn about the transition to FEDtalk 2.0, a live recording in a studio. Then, the shift to remote recording during the pandemic is highlighted as a transformative experience. FEDtalk 3.0 is features co-hosts and a new season-based format. Season 1, Federal Government in Flux, airs January thru May 2024.

URL: www.shawbransford.com/fedtalk/the-topfederal-employment-cases-of-2023

URL: www.shawbransford.com/fedtalk/federalgovernment-in-flux

Season 1 - E03

Top Federal Employment Cases of 2023

In this episode, Jason Briefel and Natalia Castro of FEDtalk interview Max Stier, the President and CEO of the Partnership for Public Service. They discuss the mission of the Partnership, which is building a better government and stronger democracy. They also explore the challenges of navigating partisanship and political pressure, the importance of trust in government, and the role of the private sector versus the public sector in solving national problems. Max shares his favorite public servant and highlights the initiatives and opportunities the Partnership is focusing on in 2024.

You can stream the show online anytime on the website and listen to the FEDtalk on all major podcasting platforms. FEDtalk is a podcast show produced by Shaw Bransford & Roth P.C., a federal employment law firm.

RETIREMENT PLANNING UNDER FERS

Special Emphasis on Law Enforcement Retirement - Part 1

By Tammy Flanagan, Principal, RETIRE FEDERAL

My interest in federal employees and retirement planning began during my childhood, long before my first federal job. I remember admiring my Aunt Helen and Uncle Steve who would travel from California to visit our family in Western Pennsylvania. Uncle Steve was my dad’s brother who, after the war, decided to make a better life for his family by moving to the Mojave Desert to work at Edwards Air Force Base. My uncle worked as an air traffic controller on the base and later my aunt was hired to work in personnel. They were both very proud federal employees and felt honored to work with the likes of record-setting test pilots, Chuck Yeager, and Jackie Cochran. Hearing the stories that they told inspired me to want the kind of life where I could feel that same sense of pride. In 1979, my then-future husband applied for a job with the U.S. Government, and I couldn’t have been happier. Once he was hired, we got married, said goodbye to our life in Pennsylvania, and headed to

Northern Virginia to begin our lives as federal employees. My husband retired in 2013 after 35 years of federal service, not long after my dear Aunt and Uncle had passed away. I spent only eight years as a federal employee at the Federal Bureau of Investigation, but the remainder of my career has been providing education and assistance to federal employees to help transition to retirement.

I once asked my uncle what he did to prepare for his retirement under the Civil Service Retirement System (CSRS). He said jokingly, “I filled out a form about 30 days before I turned 55 and I have been retired ever since!” He and my Aunt Helen spent more than 30 years living out their life after retirement.

A lot has happened to federal retirement since my aunt and uncle retired in 1978. First, the CSRS system they retired from has been closed to new hires since 1984, and less than one percent of current federal employees are still covered. CSRS

was replaced by the Federal Employees Retirement System (FERS), implemented in 1986. This system promised to be more portable than the single-benefit CSRS and was expected to provide a comfortable retirement through a smaller government retirement benefit along with Social Security coverage and participation in the Thrift Savings Plan. For many of today’s retirees who have retired with a career of service under FERS, it has done just that. Instead of a CSRS benefit worth 50% of an employee’s high-three average salary after 20 years of coverage in an 1811 law enforcement officer position, FERS provides a benefit worth 1.7% for each year or 34% of the high -three for each of those same 20 years at age 50 or at any age, if you complete 25 years in an LEO position before age 50. After 20 years in a covered position earning 1.7%, the remainder of your service under FERS (including military service, noncovered FERS service, and sick leave) is computed at 1% / year or 1/12 of 1% / month. The rest of the retirement income comes from Social Security and the TSP. On average, Social Security replaces about 40% of pre-retirement earnings, however, this depends on the age at which you claim benefits in addition to the wages earned. The full retirement age for Social Security is now 67 for those born in 1960 or later. There are different service requirements to qualify for “regular” FERS retirement at the Minimum Requirement Age (MRA), age 60, and at age 62. Learn more about retirement eligibility at https://www.opm.gov/ retirement-center/fers-information/

There are differences, but both systems provide federal workers with the ability to retire

comfortably, and like CSRS, FERS provides for workers who become disabled or die prematurely. FERS law enforcement retirement benefits are adjusted for inflation in December of each year (payable on the January 1 retirement payment). If the rate of inflation is 3% or higher, FERS annuitants receive 1% less which is not so fondly referred to as the FERS “diet” COLA. However, the FERS Supplement that bridges the time from retirement to age 62 is a level payment until it ends. Early retirees may add to their FERS benefit with earnings from post-retirement wages, but the FERS Supplement will be tested for outside earnings once you reach the FERS RMA (57 for those born in 1970 or later). If your outside earnings exceed the annual earnings limit ($20,322 in 2024), the supplement will be reduced by $1 for every $2 over the limit in earned income. In 2022, 6,152, the largest number of law enforcement retirements in 10 years, were processed at the Office of Personnel Management.

New Employees

To prepare for retirement under this three-tiered retirement system, there are steps you can take at every stage of your career. To ensure you have adequate retirement savings, it is important to understand TSP’s importance from the first day on the job. New federal workers are automatically enrolled in the TSP at a deduction of five percent of salary. This is the amount required to receive the full 5% agency automatic and matching contributions. To help new hires diversify their savings between the G, C, F, S, and I Funds, they are automatically enrolled in the Lifecycle (L) Fund

most appropriate for their age. The L Funds diversify savings in a way that automatically becomes more conservative as you get closer to retirement.

In addition to saving for retirement, it is important to know the basic rules of retirement eligibility so that you can set future goals. At a minimum, five years of civilian federal service is required to qualify for a FERS Basic Retirement benefit and three years of service is all it takes for you to have ownership of 100 percent of your TSP account.

New hires need to assess their needs for life insurance. New employees are automatically enrolled in Basic FEGLI and may enroll in optional

coverage within the first 60 days of employment with no medical underwriting. In future years, qualifying life events or an open enrollment period are necessary to increase your life insurance without medical underwriting. Open enrollments are rare; the most recent one was held in 2016. New employees may file designation of beneficiary forms for FERS (SF 3102), FEGLI (SF 2823), and Unpaid Compensation (SF 1152) along with designating beneficiaries for the TSP by logging into My Account. In addition to life insurance, employees are offered enrollment in health insurance through the Federal Employees Health Benefits Program, along with a variety of supplemental dental and vision plans available through the Federal

Please look for Part 2 of this article in the June 2024 issue of the WIFLE Quarterly Newsletter. In that issue, I will provide guidance for Midcareer Employees and those employees who have less than five years to retirement.

ACLEAN RECORDAGREEMENT WILL NOT CUREAGIGLIO IMPAIRMENT

By Peter J. Jeffrey, Esq., Member and Managing Director, The Jeffrey Law Group, PLLC.

Clean record agreements are very common in settlements of federal sector employment disputes. These agreements generally require, in part, that an agency expunge any records of proposed or effectuated adverse action (e.g., termination) from the employee’s official personnel folder (OPF) and replace those records with an SF-50 reflecting the employee’s voluntary resignation or retirement for personal reasons. The agency is then further obligated to give only a neutral reference to prospective new employers.

The United States Merit Systems Protection Board (MSPB) and the Federal Circuit Court of Appeals have upheld a broad policy of nondisclosure on the part of the agency regarding these clean record agreements. Generally, an agency may not disclose anything about the rescinded adverse action to prospective employers and must only represent the information that is reflected on the official SF-50. In addition, the MSPB has held that a clean record agreement includes an implied provision requiring the agency not to disclose information to third parties even if such provision is not expressly stated. See Doe v. Dep’t of the Army, 116 MSPR 160 (2011).

However, there is an important public policy exception to the broad rule of nondisclosure. If there exists a public interest in disclosure that outweighs the employee’s interest in enforcement of the settlement agreement, then the agency may disclose that information. See Gizzarellli v. Dep’t of the Army, 90 MSPR 269 (2001).

For example, in Gizzarelli, the parties resolved a removal appeal with a settlement agreement that provided, among other things, that the Department of the Army would only provide prospective employers with the information about Ms. Gizzarelli permitted under 5 C.F.R. § 293.311(a). See id., ¶2. Thereafter, when Ms. Gizzarelli was appointed to a position with another federal agency and was subjected to an OPM background investigation, the Army's Crime Records Center provided to OPM a Military Police report which stated that Ms. Gizzarelli had acknowledged stealing government property, transporting the stolen property in a government-owned vehicle, and using agency employees to remodel her home. See id., ¶¶ 2-4. Thus the MSPB found that under the circumstances in the Gizzarelli matter, public policy overrides the terms of the settlement

agreement. See id., ¶ 15.

This public policy exception also applies to background investigations for security clearances and Giglio reviews. See Cunningham v. OPM, 110 MSPR 398 (2009); see also Davis v. Dep’t of the Treasury, 306 Fed. Appx. 596, 599 (Fed. Cir. 2009) (upholding the MSPB’s administrative judge’s finding that the MSPB does not have the authority to review the determination of the United States Attorney concerning an appellant's possible Giglio impairment). Moreover, as set forth in 5 U.S.C. 2302(b)(13):

An agreement that includes a clean record limiting the disclosure of personnel information cannot supersede, conflict with, or otherwise alter the employee obligations, rights, or liabilities created by existing statute or Executive order relating to (1) classified information, (2) communications to Congress, (3) the reporting to an Inspector General of a violation of any law, rule, or regulation, or mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific danger to public

health or safety, or (4) any other whistleblower protection.

5 U.S.C. § 2302(b)(13).

Although in many cases a clean record agreement may be the best deal for a Federal Law Enforcement Officer facing a proposed adverse action, it is important to note that such agreements may not cure a Giglio impairment. Law enforcement officers are held to a high standard of honesty and credibility because of the need for public trust and confidence attendant to their job responsibilities, including testifying at criminal trials. See Hernandez v. Department of Homeland Security, 324 F. App’x 908, 911 (Fed. Cir. 2009). Thus, if the underlying conduct that led to the clean record agreement even slightly damaged the officer’s credibility, her ability to testify at trial is damaged, and her future prospects for being re-hired into law enforcement is at risk.

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 situation. For specific legal advice, the author recommends you consult a licensed attorney who is knowledgeable about the area of law in question.

SAFETY RISKS IN FEDERALBUILDINGS LEAVE LAW ENFORCEMENT PERSONNELVULNERABLE

A recent Inspector General report found that the General Services Administration (GSA) has not set or maintained expectations for federal law enforcement agencies regarding the storage of illegal drugs, firearms, and ammunition and the transportation of detainees in buildings it owns or leases. This lack of guidance may leave federal law enforcement agency personnel vulnerable to mistakes that lead to allegations of wrongdoing, disciplinary action, and even civil lawsuits.

Auditors assessed 25 buildings, including 14 federal courthouses, based on previous reports that GSA was not “evaluating, assessing and mitigating” risks arising from activities by federal law enforcement agencies to

employees and others in buildings under its control. Nearly 90% of the assessed buildings where seized drugs were stored in evidence vaults lacked proper ventilation, and the GSA’s Public Building Service managers did not know the location of more than half of the armories storing ammunition. One secure elevator used to transport detainees had been inoperable for five years.

These types of high-risk exposures could have severe consequences for employees and others visiting law enforcement agency buildings. First responders should know where all hazardous materials are stored so they can take proper safety precautions in the event of a fire emergency. Any agency emergency or loss of life will result in calls for accountability, and agency officials may look to law enforcement personnel to place blame.

Allegations and investigations can lead to suspensions, terminations, or personal capacity lawsuits. If an allegation is made against you, it is a necessity, not luxury, to have knowledgeable and effective counsel advocating on your behalf. Your agency attorney is not your attorney. It is the job of the agency attorney to defend the agency – not you. As a federal law enforcement officer, you need to have counsel that has specific federal experience representing you, with your professional vulnerabilities. As the professional liability insurance (PLI) provider endorsed by the leading federal law enforcement employee associations, FEDS Protection can help.

FEDS Protection offers federal employee PLI policies with $1 million, $2 million, or $3 million in civil liability protection for attorney’s fees and indemnity costs in the event you are sued in your civil capacity. The FEDS policy also includes $200,000 of legal representation coverage per incident for administrative actions and $100,000 of coverage for criminal defense costs. Annual premiums for FEDS Protection PLI start at $290, which is less than it would typically cost to hire a federal employment lawyer for an hour.

Additionally, federal managers and law enforcement officers are eligible for a reimbursement of up to 50% the cost of their PLI policy through their agency. WIFLE members can use the code WIFLE for a discount on your annual premium.

To learn more about how a FEDS PLI policy can protect you and your career, visit www.fedsprotection.com or call (866) 955-FEDS, M-F 8:30am-6pm to speak directly to a representative.

*This article is provided for informational purposes only and does not constitute legal advice.

FIRST 30x30 FEDERALAGENCYWORKING GROUPMEETING

On February 21, 2024, WIFLE Inc. President Amber Jordan (immediate left in photo) and 30x30 Co-Founder Maureen McGough (immediate right in photo) attended a Federal Agency Working Group meeting at the U.S. Supreme Court Building, hosted by Special Agent Adrienne Messer, Social Security Administration, Office of Inspector General (SSA OIG). They were joined by colleagues from U.S. Marshals Service, U.S. Secret Service, Bureau of Alcohol, Tobacco and Firearms, U.S. Department of Agriculture, SSA-OIG, the U.S. Supreme Court Police Department, and Dr. Tania Meisenholder and Rita Gonzales with the 30x30 Initiative.

1-DAYVIRTUALFERS MID-CAREER SEMINAR FOR LAW ENFORCEMENT OFFICERS

June 11, 2024

Cost: $85 per link

This 1-day seminar is designed specifically for Law Enforcement Officer (LEO) and Investigator (I) members. Because you can retire earlier and possibly have a long retirement it is important to understand your benefit package well before retirement. This seminar will provide comprehensive information on all aspects of the FERS benefit package with emphasis on the TSP. You need to understand what your FERS benefit package provides but you have complete control over and responsibility for the TSP.

Who Should Attend:Any LEO/I member who wants to understand their federal benefit package.

The following questions will be answered:

What are the three parts of the FERS benefit package?

How will my benefit be calculated?

Is my benefit adjusted for cost-of-living?

Can I work after I retire and get my full benefit package.

Will my benefit be taxed?

Can I make a deposit for my military service?

Can I continue my FEHB into retirement?

What will it cost?

What options do I have to provide for my spouse if I die as an employee (not work-related) or in retirement?

What survivor spouse benefit is available if I die as a result of a work-related event?

Can I provide for anyone else?

What should I know about FEGLI?

Should I consider the Roth 401(k)?

How much should I contribute to the TSP?

How do I decide on managing my TSP?

Why do I need a Power of Attorney?

Do I need a Designated Beneficiary?

What options will I have to access my TSP in retirement?

Is there an early withdrawal penalty?

These and many more questions and issues will be covered.

Registration Deadline: June 7, 2024

*Non-LEO/I WIFLE members should call (410) 795-9296 to register for the March 21, 2024, Open Enrollment FERS Retirement Planning Seminar (Central Time Zone) or for the July 23, 2024, Open Enrollment FERS Mid-Career Planning Seminar (Eastern Time Zone).

1-Day Virtual FERS Mid-Career Seminar for Law Enforcement Officers and Investigators

When: June 11, 2024

Where: Virtual (MS TEAMS)

Time: 8:30 a.m. – 4:30 p.m. (Eastern Time Zone)

Cost: $85 per link

Federal Employees’ Retirement System

Eligibility

Computations

COLA Rules

Creditable Service

Lump Sum Annual Leave Payment and Credit for Unused Sick Leave

Deposits/Redeposits/Military Service Deposits

Survivors’ Benefits

Federal Employees’ Health Benefits

Flexible Spending Accounts

Health Savings Accounts

Federal Employees’ Dental and Vision Insurance Program

Federal Employees’ Group Life Insurance

Taxation of Benefits

Thrift Savings Plan

Tax-Deferred Investing vs Roth 401(K) TSP Investment Options

Projections of Growth

Withdrawal Options

Tax Implications

Spousal Entitlements

Access to TSP While Employed

Loans

Financial Hardship Withdrawals

Annuity Supplement

When Payable

How Computed

Earnings Limitation

Taxation of Annuity Supplement

Social Security (It’s a long way off but good to know the basics)

What benefits does Social Security pay?

How are they computed?

Actuarial reduction

Earnings limitation

Taxation of Social Security benefits

S. Harman & Associates, Inc. Seminar Registration Form

1-Day Virtual FERS Mid-Career Seminar for Law Enforcement Officers and Investigators* June 11, 2024

($85 per link)

Print or Type Participant’s Contact Information:

Name: ___________________________________________________________________

Agency: ___________________________________________________________________

Phone: ___________________________________________________________________

Email: ___________________________________________________________________

(Due to Agency Firewalls, it is best to provide a personal email address.)

Please call (410) 795-9296 to provide method of payment.

Credit cards will be charged upon completion of training (unless otherwise requested). Each enrollee will receive a digital manual.

Cancellation Policy:

Registration is not permitted on the day of the seminar. Registrants will be billed unless cancellation is received in our office 48 hours prior to the seminar. Substitutions are permitted at any time.

Registration Deadline: June 7, 2024

*Non-LEO/I WIFLE members should call (410) 795-9296 to register for the March 21, 2024, Open Enrollment FERS Retirement Planning Seminar (Central Time Zone) or for the July 23, 2024, Open Enrollment FERS Mid-Career Planning Seminar (Eastern Time Zone).

Contact: S. Harman & Associates, Inc. P.O. Box 1129 Sykesville, MD 21784

Phone (410) 795-9296 Fax (410) 549-1261

Email: helpdesk@sharmansite.com Web site: sharmansite.com

Download PDF material on the Seminar.

POWER OFATTORNEY

By Saundra Harmon, S. Harman &Associates

Frequently, we do not think about creating a Power of Attorney (POA) while working but everyone should consider having one, at least for the Thrift Savings Plan (TSP). Why specifically for the TSP; you own your TSP account alone. Think about it, there is no “co-owner.” Because of that, if you should become incapacitated even your spouse would not be able to access your TSP to cover your expenses or for any purpose. More specifically your POA must meet the Thrift Board’s specific requirements. A POA gives the “agent” (the person you have named) the power to transact your financial affairs when you are incapacitated and is an extremely powerful document.

In order for your POA to be considered enforceable it must contain the following:

Clearly identify what your agent can do on your behalf, and it must specifically cite the Thrift Savings Plan,

It must meet the specific requirements of your State of residence, and It must be properly signed.

Your POA can be general or specific:

A general POA grants your agent unlimited authority to transact all TSP related matters – making withdrawals, taking loans, or modifying beneficiaries.

A specific POA provides limited authority to your agent and states specifically the actions they can take on your behalf.

There is also the concept of a “Springing POA.” A Springing POA becomes effective only after a specific event has taken place and been documented. In a Springing POA the requirement that documentation of your incapacity must be provided. This is routinely met by a letter from your care provider clearly stating that you have become “incapacitated” or “disabled.”

So long as you, the account owner, are competent you have control over your account.

If you have a POA or planning to establish one, it should be submitted to the TSP as early as possible to ensure that your agent will have access to your TSP account when needed. The POA should be sent to the TSP review group at:

TSP Power of Attorney (POA) Center

c/o Broadridge Processing

P.O. Box 1990

Newark, NJ 07101-1990

When submitting your POA for review be sure that the following information is included:

A specific reference to the TSP.

Your first and last name.

Last four digits of your Social Security number.

Agent’s name.

Agent’s address.

Agent’s email address.

After the POA is reviewed, you will receive notice of the results of your review within two weeks.

If you should become incapacitated without a POA, the court will appoint a guardian or conservator. This will authorize the guardian or conservator to act on behalf of the incapacitated person. The guardianship or conservatorship order must be issued by a court in the U.S., District of Columbia, the Commonwealth of Puerto Rico, Guam, the Northern Mariana Islands, the U.S. Virgin Islands or by a Tribal court. The order must be signed by a judge or authorized judicial official. Additionally, all conditions stated in the order must be met.

A guardianship or conservatorship order can be general or specific just as can be a POA.

Remember that your Will and your Designation of Beneficiary has no force until you die; the POA is needed to assure that someone can transact your financial affairs if you should become incapacitated.

Contact: S. Harman & Associates, Inc. P.O. Box 1129 Sykesville, MD 21784

Phone (410) 795-9296 Fax (410) 549-1261

Email: helpdesk@sharmansite.com Web site: sharmansite.com

ABOUTWIFLE’S HIGHESTAWARD THE JULIEY. CROSSAWARD

United States Secret Service

First female federal officer to die in the line of duty

The 26-year-old was shot and killed on June 4, 1980, during a suspected counterfeit operation stakeout near Los Angeles International Airport

Article by Julie Gallant, San Diego Union-Tribune Pomerado News October 31, 2023

Special Agent Julie Cross, the first female member of the U.S. Secret Service to die in the line of duty is being honored for her time in the Secret Service and as a trailblazer in the San Diego Police Department, which at the time had few female officers.

The 26-year-old was shot and killed on June 4, 1980, during a suspected counterfeit operation stakeout near Los Angeles International Airport. Shortly after 9 p.m. that evening, two armed individuals approached the agents’ vehicle from the rear in an apparent robbery attempt, according to Secret Service officials. After Special Agent Cross left the vehicle to confront her attackers, a struggle ensued between the agents and assailants in which gunfire erupted. Cross was shot twice and died as a result of her wounds.

Cross was on duty with partner Lloyd Bulman when the two gunmen opened fire during what police believe was an attempted robbery, according to an obituary notice in the Los Angeles Herald Examiner. The robbers were not part of the counterfeit scheme, the obituary stated.

The U.S. Secret Service, which is overseen by the Department of Homeland Security, gave Cross a posthumous Valor Award.

“Special Agent Cross’s voluntary risk of personal safety in confronting the armed suspects was an extreme act of heroism,” the Valor Award certificate states. “Her

Former U.S. Secret Service Special Agent Julie Cross was killed in the line of duty on June 4, 1980.(Photo Courtesy U.S. Secret Service)

ultimate sacrifice is reflective of the highest standards of valor in the United States Secret Service.”

Cross, a member of the class of 1972 at Poway High School, is an inductee of the Poway Titan Hall of Fame. The Poway High Alumni Association that selected Cross and two others for the distinction will celebrate them at a Nov. 4 formal dinner at Poway High.

On March 5, 1996, Andre Alexander was found guilty of killing Cross, according to information provided by the Secret Service.

“The U.S Secret Service is indebted to the Los Angeles Police Department’s Robbery Homicide Division and the Los Angeles County District Attorney’s Office for their diligence over the past 16 years in bringing this case to closure,” an article states.

More than 750 people, including about 150 Secret Service agents, attended Cross’s funeral at St. James by-the-Sea Episcopal Church in La Jolla, according to an obituary

Cross was born on Feb. 17, 1954, in Radford, England. Both of her parents had died by the time she was ten years old, leaving her and her older brother, Peter Cross, orphaned. Once Peter graduated from college and obtained a job, he took his sister into his care.

Cross began developing an interest in law enforcement as she grew into adulthood, following in the footsteps of her brother who was a San Diego Police Department reserve officer. She graduated from San Diego State University, and in 1977 began working as an officer with the department.

Fred Moeller, who retired as a captain from the department 20 years ago, was Cross’s Police Academy adviser. Moeller said Cross stood out from other recruits in her class as she made efforts to improve herself and do her best, he said.

“She was very physically fit and also very competitive,” Moeller wrote in an email. “She challenged herself each day trying to better herself. Julie would challenge other recruits in some of the required physical fitness events necessary to become a police officer. She cared about others succeeding in the class while improving herself. She not only excelled in the physical fitness arena but also in the academic portion.”

Cross had a positive attitude and was able to defuse situations that could become violent during role-play activities, he said. Feedback from field training officers showed she was able to interact with the public in a variety of situations, and she wasn’t afraid to jump in and take control when it was required, said Moeller, who lives in Arizona.

This was a time when very few women were among the ranks of police officers, so she was a trailblazer in a historically male-dominated field, he added.

“Upon graduating from the academy, Julie was one of the top recruits in the class,” Moeller said. “She was humble, very caring, and very dedicated to becoming a good police officer.”

Rancho Penasquitos resident Cheryl Meyers went through the police academy with Cross. Meyers was 22 and Cross was 23.

“She was just getting started,” said Meyers, a retired assistant police chief with the San Diego Police Department. “I believe if Julie had survived, I would have seen her in a very high rank and very possibly as chief of police. That’s the quality of her character and her abilities. I say that because you could see the motivation she had for the job. ... Unfortunately, it didn’t happen for her.”

In Chief Kolender’s eulogy, he spoke of Cross’s two commendations one for saving a man’s life and the other for solving a burglary series, Meyers recalled. With help from another officer, Cross spent nearly an hour performing CPR on a man — who turned out to be her police captain’s friend — who was having a heart attack in Mission Valley. Kolender described her other commendation as exceptional investigative and interrogative abilities combined with outstanding report writing and sound police sense that resulted in the arrest of a burglar, Meyer said.

Off-duty, Meyers and Cross would walk their dogs together, dance to disco music and listen to live folk music and share lunches in downtown San Diego where they worked in separate offices.

“She really had a very long, promising career in front of her and her whole life in general,” Meyers said. “All of the three people getting recognized (in the Titan Hall of Fame) just seem so worthy and deserving of it.”

Jim Kelley, a former motorcycle sergeant for the San Diego Police Department who was Cross’s partner from about 1977 to 1979, remembers she had very good people skills. “She was energetic and a very good report writer,” said Kelley, a Fallbrook resident. “She had the ability to interview suspects and get them to cooperate much more than I could. She had a knack for getting people to cooperate.”

One incident that highlighted Cross’s bravery, Kelley said, was when they were transporting victims to the hospital in a police ambulance. An armed robbery had occurred in San Ysidro and an all-units bulletin was announced on the radio.

“We were working a police ambulance in the Serra Mesa area and a car was reported stolen,” he said. “We immediately went over to Interstate 805. As we pulled up on the ramp, the suspect vehicle drove by. Julie was driving and we followed the vehicle northbound on state Route 163 to state Route 52.

“

While we were following it we saw them throw a weapon out of the window of the car onto the freeway. We continued following the suspect to SR-52 where we initiated a stop. Several units converged on the location, and we took the three suspects into custody.” Cross received a citation commending her for her job performance, he said.

“From when I first met her, she expressed the desire to be a federal officer someday soon,” Kelley said. “She was working her way toward that goal. I think she just figured it was a career step from being a police officer to being a Secret Service agent.”

Cross’s U.S. Secret Service career began Oct. 1, 1979, when she was appointed as a special agent in the San Diego field office and was later transferred to the Los Angeles office. The duties of the Secret Service involve protecting the nation’s leaders, including the president, first lady, and family; the vice president and family; visiting foreign heads of state while in the U.S.; and major presidential/vice presidential candidates. A secondary mission of the Secret Service is to protect the financial infrastructure of the United States.

Former Secret Service agent Kevin Foley, who retired as deputy director in 2001, went through two Secret Service training programs with Cross starting in October 1979. Foley said Cross stood out from her classmates, most of whom were four or five years older than her and had significant law enforcement experience. She distinguished herself by coaching and encouraging classmates who needed an extra academic or physical boost, said Foley, who lives in North Carolina.

“She had a certain grace, composure, and quiet confidence,” he said. “She was somebody who you could see had great promise. I think about how much she could have contributed and achieved if she had a full life. She would have been a leader in my organization and law enforcement.”

A scholarship has been set up in Cross’s name. The U.S. Secret Service Association awards a competitive scholarship yearly to one young woman who plans to enter law enforcement in the U.S. The scholarship amount depends on donations, but the association awarded a $6,000 scholarship this year. The WIFLE Foundation, Inc. (Women in Federal Law Enforcement-WIFLE) issues an annual award in her name. It is WIFLE's highest honor, The Julie Y. Cross Award. WIFLE’s popular annual fundraising event for the WIFLE Scholarship Program, the Julie Y. Cross Memorial Golf Tournament®, is also named in her honor.

The Titan Hall of Fame Recognition Dinner is being hosted by the Poway High Alumni Association. The Nov. 4, 2023, event at Poway High School starts at 5 p.m. with a social, reception and tours of the Titan Museum and Hall of Fame. At 6 p.m., the event will start in Room K-1.

NEW MEMBER DRIVE

MARCH 1 31, 2024

INVITE YOUR COLLEAGUES TO JOIN

BENEFITS TO BEING AWIFLE MEMBER

• Leadership Training, Seminars and Webinars

• Mentoring and Networking

• Recruitment and Retirement Information

• Job-related Opportunities

• Health, Wellness, and Other Life-Related Information for Women in Law Enforcement

• Quarterly WIFLE Newsletter

• WIFLE Partner Benefits (Legal, Liability, Insurance and More)

• WIFLE Membership and Mentor Directories

• WIFLE Volunteer Opportunities

WIFLE FOUNDATION, INC 501(c)(3)

PRESIDENT

Catrina M. Bonus wifle@comcast.net

VICE PRESIDENT

Jessie L. Lane

wiflevp@gmail.com

TREASURER

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

Amber Jordan

VICE PRESIDENT

SECRETARY

ADMINISTRATIVE AND TECHNICAL

Carol A. Paterick

VOLUNTEERS

Linda J. Walker

Rachel Cannon

Carol Libbey