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.
Celebrating 25 Years! Page 2 1999 2024
WIFLE is pleased to release its 2024 Schedule and Program forAugust 5-8, 2024, WIFLE Leadership Training. We are excited to be celebrating our 25th year with multiple sessions and events for attendees. We developed every detail with you in mind.
If you are not registered, don't hesitate because you won't want to miss this year's event!
• Click the graphic to download the PDF file.
• The schedule and program are subject to update, of course.
Page 3 WOMEN IN FEDERALLAW ENFORCEMENT June 2024 QUARTERLY e-NEWS
MESSAGE FROM the Leadership
Catrina M. Bonus President WIFLE Foundation, Inc.
Jessie L. Lane Vice President WIFLE Foundation, Inc.
WIFLE CELEBRATES 25 YEARS OFTRANSFORMATIONALLEADERSHIP
What is so significant about this year’s WIFLE Foundation, Inc.’s Annual Leadership Training (WIFLE)?
• WIFLE will have the honor of celebrating its 25th anniversary!
This timeless question is also noteworthy because it prompted nine courageous female agents with their pro bono attorney to rightfully acknowledge that the playing field was not level for women in federal law enforcement. As a result, they banned together, invested $500 each, and successfully established our beloved organization, “WIFLE,” on June 28, 1999.
Twenty-five years later, we are pleased to offer our highest commendation to WIFLE’s legendary founders:
• Judith Braunstein
• Betty Griffin
• Mary Frances Martin
• Sheree Mixell
• Margaret Moore
• Natalie Murphy
• Monica Rocchio
• Cheryl Tyler
• Carol Paterick
• Barbara Linney – WIFLE General Counsel
Today, WIFLE’s current leadership, Executive Board, and dedicated WIFLE members are still benefiting from our founders’ wisdom, dedication, and insight as we work diligently to improve gender equity for women at all levels of law enforcement. Even though the challenge of confronting systemic barriers has only resulted in incremental growth, we remain committed to further strengthening the progressive platform for change that our founders had envisioned.
Celebrating 25 Years! Page 4 1999 2024
With our Annual Leadership Training fast approaching, we are excited to welcome more than 1,200 attendees who are expected to join us on August 5-8, 2024, at Hilton Mark Center, 5000 Seminary Road, Alexandria, Virginia.
We can certainly attest that this year’s 25th anniversary leadership training will be amazing! We have scheduled the most engaging workshops on a variety of impactful and thought-provoking topics taught by the law enforcement and private sector’s most skilled facilitators and academicians. In fact, we are hosting more than sixty plus workshops designed to inspire attendees to reach and exceed their greatest career potential.
In closing, we offer our sincere and heartfelt appreciation for your continued partnership. We look forward to seeing you at our Annual Leadership Training!
Stay safe,
Catrina Bonus Jessie Lane President Vice President WIFLE Foundation, Inc. WIFLE Foundation, Inc.
During Police Week in May, WIFLE President Catrina Bonus (l) and Vice President Jessie Lane (r) attended a reception at the Department of Justice in honor of their courageous fallen heroes who lost their lives in the line of duty. WIFLE leaders are pictured here with the Honorable Merrick Garland, Attorney General, and the Honorable Lisa Monaco, Deputy Attorney General.
Page 5 WOMEN IN FEDERALLAW ENFORCEMENT June 2024 QUARTERLY e-NEWS
WIFLEANNOUNCESAPPOINTMENT OF NEW SENIORADVISOR
It is with great pleasure that we announce the appointment of our newest WIFLE Senior Advisor – Regina Lombardo. No stranger to the WIFLE organizations, Ms. Lombardo has been a Lifetime WIFLE member for many years. She has attended, and has been featured as a speaker, at numerous WIFLE Leadership Training Programs and has participated in numerous WIFLE Awards Committees (most recently, 2024). As the newest member of WIFLE’s Board of Directors, she will serve as an advisor and facilitator for the various WIFLE programs.
Regina Lombardo currently serves as the Chief Security Officer for the Metropolitan Museum of Art, known to many as simply “The MET.” Lombardo is the former Acting Director and Chief Operating Officer for the Bureau of Alcohol, Tobacco, Firearms, and Explosives (ATF). She began her career as a Special Agent in the Miami Field Office. She held positions at the US Consulate in Toronto, Canada, as the Assistant Special Agent in Charge of the New York City Office and the Special Agent in Charge of the Tampa, Florida Field Office before taking the helm in Washington, DC. In 2018, she became the first woman to lead ATF when United States Attorney General William Barr of the U.S. Department of Justice nominated her for the top leadership role.
Ms. Lombardo will serve as an advisor and facilitator for the various WIFLE programs. Ms. Lombardo earned a Bachelor of Arts in criminal justice and criminal law with a minor in education and teaching from the University of South Florida. She is a member of numerous professional organizations, including WIFLE, the National Association of Women Law Enforcement Executives, the ATF Retired Foundation, The International Associations of Chiefs of Police, Major City Chiefs, and the Smithsonian Executive Board for Cultural Properties.
Celebrating 25 Years! Page 6 1999 2024
WOMEN IN FEDERALLAW ENFORCEMENT June 2024 QUARTERLY e-NEWS
RETIRE FEDERAL
RETIREMENT PLANNING UNDER FERS
Special Emphasis on Law Enforcement Retirement – Part 2
by Tammy Flanagan, Tammy Flanagan & Associates
In the March 2024 edition of the WIFLE Quarterly Newsletter, I described of the differences between the Civil Service Retirement System (CSRS) and the Federal Employees Retirement System (FERS), and provided guidance for New Employees. In this second part, I will provide guidance for Midcareer Employees and those employees who have less than five years to retirement.
Midcareer Employees
Once you have settled into your federal career, it is important to assess whether you are saving enough in your TSP. For 2024, employees may save up to $23,000 by making payroll allotments spread over all the pay periods throughout the year to receive full agency matching contributions. Employees who are 50 or older may make additional “catch-up” contributions of up to $7,500. Your savings may be divided between the
traditional pre-tax option or the after-tax Roth option. Government contributions to the TSP are considered pre-tax. To learn more about the TSP, you may sign up for online training at https://www.tsp.gov/online-learning/ . Be sure to also check out the NARFE library of financial and tax planning webinars that are archived at the Federal Benefits Institute https://www.narfe.org/federal-benefitsinstitute/narfe-webinars/webinar-archive/.
Sometimes midcareer brings thoughts of changing careers to work in the private sector. For employees who separate before eligibility for immediate FERS retirement, there are deferred retirement benefits payable with as little as five years of service. Prepare for a future deferred retirement by making a copy of your electronic Official Personnel Folder and reviewing Form RI 92-19, Application to Apply for a Deferred or Postponed
Celebrating 25 Years! Page 8 1999 2024
Retirement available at www.opm.gov/forms.
Former employees may keep their savings in the TSP if they maintain a balance of $200 or more, and they may change the investment mix, and transfer eligible funds into the TSP. However, they may no longer make new contributions. Remember, deferred retirement is not available under the law enforcement provisions of FERS. Leaving before meeting the age and service requirements for a law enforcement retirement leaves you with a retirement computed at 1% of your high-three average salary for all your service and not payable until at least your MRA. This is despite the fact that you have paid an extra .5% into the FERS system for your law enforcement retirement contributions.
Midcareer is a good time to be sure that all prior military and civilian federal service has been documented. Military service is subject to a three percent deposit based on the base pay received while on active duty and you may have to pay interest if you didn’t complete this payment by your third anniversary of civilian federal employment. If you ever took a refund of FERS contributions after leaving federal service, this must be repaid with interest to include the service covered by refunded contributions in the computation of your retirement. If you have any federal civilian employment not covered by FERS retirement
deductions before 1989, you may credit this service by making a civilian service credit deposit into FERS. Service not covered by FERS deductions after 1988 is generally not creditable. It may be necessary to enlist a retirement specialist from human resources to ensure your past service is creditable.
It is important to understand other “what-if” situations such as disability and survivor benefits. Did you ever consider that disability protection is sick leave and disability retirement? It is important to try to maintain a balance of sick leave, if possible, for those occasions when you are unable to work due to illness or accident. Most agencies provide a leave transfer program or a leave bank for employees who have run out of sick leave hours. Once exhausted, employees may face leave without pay. FERS provides a disability benefit at any age to employees who have at least 18 months of civilian service and can no longer perform the duties in their job description for at least one year. You must also apply for Social Security disability, although you may not meet the requirements to be approved for both benefits.
For employees who die early, there are benefits that may be payable to the surviving spouse and dependent children. A former spouse may be entitled to benefits if awarded in a court order or divorce decree. If there are
Page 9 WOMEN IN FEDERALLAW ENFORCEMENT June 2024 QUARTERLY e-NEWS
no survivors entitled to benefits, then the contributions that the employee made to FERS are returned to the beneficiary in a lump sum along with the proceeds of the TSP, FEGLI, and Unpaid Compensation.
Due to the escalating costs of FEGLI Optional coverage, it is important to reassess your life insurance needs every five years. If you can pass medical underwriting, employees may reenroll in Basic FEGLI and add Option A and Option B if they need more life insurance coverage. Option C can only be added or increased due to a life event or an open enrollment. There may be other options to purchase life insurance outside of FEGLI that may be less expensive for qualified applicants. Other options to consider are www.waepa.org or https://www.sambaplans.com/term-lifeinsurance/. Consider maintaining Basic FEGLI even if you have another life insurance policy for the following reasons:
The government contributes one-third of the premium, with the employee share fixed at $0.16 / $1,000 of coverage / biweekly, regardless of your age.
Basic FEGLI includes an accidental death and dismemberment clause.
Employees younger than age 45 have additional coverage.
Basic FEGLI* increases with salary increases.
There is a living benefit option for terminal illness.
Retirees maintain 25% of Basic FEGLI free of charge after age 65 by electing the 75 percent reduction option.
*Option B also increases as your salary increases; however, the price also increases every five years as you get older.
Less than five years to retirement
Once you reach the pre-retirement years of your career, it is time to do some serious tax and financial planning to determine if you are financially ready to retire. Remember that FEGLI and FEHB must be in effect for the five years immediately preceding retirement to continue those benefits. Hopefully, you have been increasing your TSP contributions throughout your career and have remained diversified in your investments as these two habits are key to an early and comfortable retirement.
A good exercise to do as you prepare for retirement is to compare your net income while you are working to the net income you will have from the FERS Basic Retirement Benefit, Social Security, and the income you can create from the TSP. To estimate your
Celebrating 25 Years! Page 10 1999 2024
monthly income, multiply your biweekly salary by 26 (or 27) pay periods and divide the total by 12 months. Next, estimate your FERS Basic Retirement Benefit and supplement, if payable, by requesting a retirement estimate from HR (Human Resource). Be sure that the estimate is for your planned retirement date and that any reductions to your gross retirement have been considered, such as survivor benefit elections; age reduction for MRA + 10 retirement; work schedules other than full-time; and any apportionments or survivor benefit obligations to a former spouse included in a court order. Remember that you will have withholdings from your retirement for federal income tax; state income tax, if necessary; and insurance that will follow you into retirement, including FEHB, FEGLI, FEDVIP, and FLTCIP.
After computing your net FERS benefit, you may need to estimate your Social Security retirement benefit. Be sure to set up a MySocialSecurity account at www.ssa.gov. Remember that Social Security benefits may be taxable on the federal level, however, only 11 states tax these benefits. If you are retiring over 65, you must decide whether to enroll in Medicare Part B which has a standard monthly premium of $174.70 / month in 2024 per person (more for those with incomes
higher than $103,000 for single tax filers and above $206,000 for those filing a joint tax return.
Distribution options from the TSP include installments on a monthly, quarterly, or annual basis directly from your TSP account to create a third stream of income. Be careful of how much you withdraw since too much too early may cause your account to become depleted too soon. The TSP also offers an annuity option through an outside vendor (currently MetLife). Purchasing a TSP annuity means that you pay to receive monthly payments for the rest of your life (or, if you choose a joint life annuity, for the lives of you and your joint annuitant). This annuity purchase also means that you give up the money from your TSP account and exchange the flexibility of the TSP for a guaranteed lifetime stream of payments. Once purchased, the annuity cannot be changed. You may also elect to receive partial withdrawals of your TSP balance as needed or transfer some or all your TSP balance to an IRA (Individual Retirement Accounts) where you can control how much and how often you withdraw your funds. Determine how much of your TSP withdrawals will be taxable and estimate the taxes on these distributions to determine the net payout.
If you plan to retire soon, remember that
Page 11 WOMEN IN FEDERALLAW ENFORCEMENT June 2024 QUARTERLY e-NEWS
retirement processing takes time. It is important to have enough cash on hand to cover your living expenses for three to six months. To begin the process, turn in your retirement application for FERS up to three months before your planned retirement. Human resources personnel have work to do to prepare your “case” for processing. Your payroll provider will also be sending a notice to OPM (Office of Personnel Management) along with payroll information regarding your career history. Your payroll provider will also pay out your balance of unused annual leave hours in a lump sum payment, hopefully within six to eight weeks of your separation. Once your claim arrives at OPM for processing, it must be prepared for processing, then you will receive a notice from OPM to welcome you to retirement. The specialists at OPM may need additional information from you or your agency before they can complete the final processing. Refer to a Quick Guide to Retirement Processing available at https://www.opm.gov/retirementcenter/quick-guide/.
Allow extra time for processing law enforcement retirement claims. These can take up to six months and sometimes longer to complete, especially if they have another issue that causes a delay such as a court order that must be reviewed and processed by the
Court Ordered Benefits Branch at OPM.
Once your case has been finalized, you will receive a catch-up payment for what you are owed back to your retirement date along with a retirement booklet explaining some of the details of your retirement benefit and withholdings. You may access information about your retirement using OPM’s Services Online or by calling 1-800-767-6738, TTY 711, Monday through Friday, 7:40 a.m. to 5:00 p.m. ET, and closed on federal holidays or by email at retire@opm.gov.
As you can see, planning for retirement in the 21st century does require attention throughout your career. Sometimes, you may need to enlist the help of professionals such as a benefits expert at your agency’s HR office, a trusted financial advisor, a tax expert, or an estate planning attorney. At least learn about retirement planning at an agency-sponsored training event or by participating in webinars through the NARFE Federal Benefits Institute. Retirement can be a wonderful chapter of life; however, it is important to target your goals and understand your benefits for a comfortable future. We have experienced federal benefits specialists at www.retirefederal.com who can help you when you need to make the transition from federal employment to your next chapter in your life.
Celebrating 25 Years! Page 12 1999 2024
LEAD FORWARD TO LEAVE A LEGACY
By Sunny Slaughter CEO, Sunny Slaughter Consulting, LLC
As we celebrate our 25th Anniversary, we must reflect on our history, progress, achievements, and the future of women in federal law enforcement. Women in Federal Law Enforcement (WIFLE) stands as a beacon of hope, illumination, and inspiration for women navigating the robust paths of their law enforcement careers. Within this vibrant community, the ethos of L3 Lens, Language, and Leadership in Law Enforcement embodies the mission and vision that propel women in this field forward.
Women have long faced exclusion from federal law enforcement agencies, contending with entrenched stereotypes and gender roles, and the profession's male-dominated culture is no exception. Despite comprising half the population in the United States, women represent only 12% of sworn officers in local police departments and 13% in federal agencies. The term "glass ceiling" describes one of the invisible barriers hindering women's career advancement and leadership aspirations.
Gender disparities in law enforcement manifest in numerous ways, from the underrepresentation of women to the notable gender pay gap, which undermines the financial stability of women overlooked for promotions. Isolation and exclusion further restrict access to leadership roles, underscoring the persistent biases and discrimination within these agencies. These challenges are even more pronounced for women of color, who face additional obstacles in advancing their careers.
Considerable progress has been made thanks to trailblazers like the founders and leaders of WIFLE, the collaborative visionaries behind the 30 x 30 national initiative, and numerous others who continuously reshape and redefine the profession's culture. Despite these advancements, much work remains to achieve genuine gender equality in law enforcement.
The Lens of Opportunities and Challenges
Federal law enforcement is a dynamic and ever-changing field that requires constant adaptation and innovation, with career paths marked by opportunities and challenges. The vision that women leaders in federal law enforcement carry forth is enriched by diversity and empowered by equality, not just for gender balance but to enhance the profession by prioritizing mentorship, inclusivity, and empathy qualities that resonate with and inspire both women and men in the force.
Women continue to advocate for diversity and inclusion in all aspects of law enforcement, and their perspectives and contributions are invaluable in this environment. Whether through community policing, investigative work, recruitment and hiring, promotions, building a more dynamic workforce, leadership roles, and opportunities that create an influential internal law enforcement community that delivers external excellence in the communities served.
Page 13 WOMEN IN FEDERALLAW ENFORCEMENT June 2024 QUARTERLY e-NEWS
As we move forward, it is crucial to prioritize the identification of more opportunities for women to be recruited and advance to higher ranks within their respective agencies. By doing so, we can harness women's determination to transform obstacles into stepping stones towards achieving equity and excellence.
The Language of Empowerment
WIFLE has championed effective communication within federal law enforcement by actively engaging in and leading complex conversations. Language is pivotal; the words we choose and the narratives we craft can empower or marginalize women in this field. For women in federal law enforcement, language shapes their reality and the perception of others, especially when discussing gender in law enforcement.
Instead of using potentially diminishing phrases such as "female officer," we should opt for neutral and inclusive terms like "officer" and "law enforcement professional." It is also crucial to redefine the narrative around "law enforcement professionals" to encompass non-sworn personnel who provide unwavering support, are predominantly our female colleagues, and play an indispensable role in the profession. These small yet consequential changes can significantly contribute to dismantling invisible barriers and biases while ensuring that voices once marginalized are now heard, respected, and valued.
When women seize control of their narratives and employ language that highlights their unwavering strength, resilience, and professionalism, the culture shifts from limitations to boundless potential. It wields the transformative power to challenge stereotypes, reshape perceptions, and advocate for change, paving the way for future generations of empowered women in the profession.
The Leadership That Transforms
Diversity in leadership is crucial for any organization's growth and success. In law enforcement, incorporating diverse perspectives, experiences, and skills leads to innovative decision-making and effective problem-solving. Promoting gender equality in federal law enforcement goes beyond increasing the number of women in leadership roles. It aims to create a more diverse workforce that values gender, racial, cultural, and ethnic diversity, LGBTQ+ representation, and accommodations for individuals with disabilities and those from various faiths and religions. Agencies that reflect their communities are better equipped to understand and address their needs, building trust within the community and the agency. It is imperative to acknowledge the distinct challenges and barriers faced by women in federal law enforcement, particularly women of color, such as the scarcity of female role models and workplace discrimination. Building trust and ensuring accountability are vital to addressing these issues effectively. We must champion and empower women who challenge the status quo and exemplify transformational leadership. By doing so, we can provide the necessary resources to achieve work-life balance, cultivate an inclusive culture, and swiftly address harassment or discrimination. Creating a more inclusive environment will enable agencies to offer equal opportunities for success to all employees, irrespective of their background.
Authentic leadership transcends titles and ranks; it is about leveraging empathy, emotional intelligence, and effective communication. Increasing the representation of women in law enforcement requires more than just words; it demands action through a multifaceted approach, which includes targeted recruitment efforts, retention strategies, effective training programs, supportive policies, mentorship, and opportunities for growth and advancement. Cultivating a culture where mentorship and support networks flourish is crucial in laying the foundation for the next generation of women in law enforcement.
The Call to Action: Apply ICE
As we celebrate this significant 25-year milestone, it is imperative for every WIFLE member and ally to answer the call to action: stand with WIFLE in its continuous endeavors to advocate for and empower women in federal law enforcement. Through mentorship, networking, and advocating for change, each initiative brings us closer to realizing genuine gender equality within the profession. Apply ICE – Innovation. Commitment. Empowerment.
Celebrating 25 Years! Page 14 1999 2024
Aspire to be an innovative and motivational leader who establishes and enforces policies, practices, and protocols that promote women's progress throughout the profession. Show unwaveringcommitment and bravery by guiding and supporting women in law enforcement throughout their careers- from recruitment and retention to retirement. Lead the way by empowering women in law enforcement through empathy, understanding, and advocacy for their unique challenges. Embrace the principles ofL3 - Lens, Language, and Leadership to elevate women's roles in federal law enforcement. This mission is not just feasible; it is essential.
So, let us rise to the challenge and apply ICE and L3 principles to every facet of our work. Let us be confident and authoritative leaders, propelling positive change within the profession, knowing that our efforts will benefit women and enhance federal law enforcement agencies' overall efficiency and success. Together, we can foster a culture that will inspire future generations of women to pursue careers in law enforcement and lead with excellence.
L3 - Lens, Language, Law is the flexible framework designed by Sunny Slaughter as part of her leadership training and consulting.
Sunny Slaughter was formerly with Department of Homeland Security, Federal Law Enforcement Training Center (DHS/FLETC). She is now CEO of Sunny Slaughter Consulting, LLC; a Law Enforcement & Litigation Expert and a Legal Analyst for Court TV, Law & Crime Network and Scripps News.
The Justice Clearinghouse will offer, and WIFLE members may participate in, the following sessions from June 1 – August 31, 2024
Tues, June 11 3p ET: Ask Me Anything: Building a Wellness Program for Your Agency (W Hummell)
This session is a supplement to Building a Wellness Program from the Ground Up in which the necessary components of a successful wellness program were discussed. Wendy Hummell, Health and Wellness Manager for the Sedgwick County Sheriff’s Office, will answer the many questions webinar participants have sent in related to this topic.
Tues, June 18 1p ET: The Flaws with Good Cop, Bad Cop: Why Rapport Gets Results (Part 1) (V Pierson, E Alison and L Alison)
Research has established that confession-centered interrogation techniques pose an unacceptable risk of producing a false confession. The use of psychological manipulation, deception, false evidence ploys, and pseudoscientific “truth detection,” including assessing behavioral clues of deception, have all been shown to be both ineffective and more likely to produce unreliable statements. Although there is significant evidence that the above techniques are deeply flawed, they are still part of many interview and interrogation curriculums. Despite the prevalence of these techniques, there exists scant evidence of their ability to produce verifiable and reliable evidence.
Page 15 WOMEN IN FEDERALLAW ENFORCEMENT June 2024 QUARTERLY e-NEWS
In the alternative, there is growing recognition that science-based interviewing techniques are demonstrably more effective at obtaining information without false confessions. Research funded by the US High Value Detainee Interrogation Group (HIG) has established that sciencebased interviewing techniques that employ rapport-based information-gathering approaches are effective at obtaining credible and actionable information and intelligence. This webinar will introduce you to the ORBIT model of interviewing, developed by Laurence and Emily Alison, which is based on examination of the largest dataset in the world of real interviews. The model combines Humanistic therapeutic approaches with theories of personality and interpersonal relating to form a comprehensive interview/interrogation communication model. False confessions result in the wrongful conviction of factually innocent individuals while allowing the actual perpetrator to evade justice. DA Vern Pierson will discuss this in relation to the recent exoneration of Ricky Davis and the subsequent conviction of Michael Green which highlights the terrible injustice that can result from a false confession.
Tues, July 9, 3p ET Breaking Barriers, Blazing a Path: Growing Women Law Enforcement Professionals (TMeisenholder and M McGough)
As of 2020, women make up >14% of sworn officers and 3% of police leadership in the United States. This under-representation of women in policing undermines public safety. Research shows women officers use less force and less excessive force, are named in fewer complaints and lawsuits, are perceived by communities as being more honest and compassionate, see better outcomes for crime victims, especially in sexual assault cases, and make fewer discretionary arrests.
Launched in 2021, the 30×30 Initiative is a coalition of police leaders, researchers, and professional organizations who have joined together to advance the representation and experiences of women in policing agencies across the United States. Over 350 federal, state, and local police departments have signed on to the 30×30 Initiative. Join Mo McGough, co-founder of the 30×30 Initiative and the Executive Director of the Center for Excellence in Policing and Public Safety (EPPS) at the University of South Carolina School of Law, and Dr. Meisenholder, the Director of Gender Equity at the Policing Project, in a discussion about the 30×30 Initiative, lessons learned, promising strategies, and our path forward.
Tues, July 11, 3p ET Investigative Resources for Human Trafficking Cases and Proactive Investigations (B Loucks, J Bolettieri)
Conducting proactive human trafficking investigations can be complicated at times. Knowing and understanding the various investigative technologies and resources available to assist law enforcement is crucial. Possessing a comprehensive understanding of investigative strategies, methods, and techniques will assist investigators in building a convincing case for prosecution. This compilation of insights from law enforcement experts delves into the intricacies of trafficking investigations, ranging from operational and investigative considerations to leveraging financial information, and emerging technologies available to law enforcement.
Points raised in this webinar will include:
Human trafficking as defined under the Trafficking Victims Protection Act of 2000 and associated federal statutes.
The importance of documenting and proving elements of force, fraud, or coercion in building a prosecutable case.
Specific considerations for conducting undercover operations.
Leveraging investigative tools such as electronic eavesdropping warrants, HUMINT (human intelligence), electronic exploitation, geofence warrants, OSINT (Open-Source Intelligence), collateral telemetry, social media, etc.
Money laundering methods and financial indicators.
Overcoming investigative obstacles.
Celebrating 25 Years! Page 16 1999 2024
Tues,
July 16,
1p ET Ask Me Anything about Managing the Younger Generation – Gen Z (B
Dietzman)
Have you ever been confused about what works and what doesn’t with the younger generations? Have you ever wondered what motivates them or questioned their work ethic? Every generation has good and bad attributes. Understanding differences between the generations and acknowledging each other’s strengths is essential in today’s world. If you have questions on how to do that, this webinar is for you! Ask her anything! – Brenda Dietzman has been working in recruiting and retention and studying generations in the workplace for several years. She has given workshops on the subject across the United States as well as online training for international audiences. She works with the International Association of Chiefs of Police (IACP) and the American Jail Association (AJA) as a subject matter expert. Bring your questions! Let’s learn how we can work better, together!
Tues, July 25, 1p
ET Workplace Conflict Resolution: The Power of Change (J Owens and E Sherman)
Has there been a time when you’ve experienced conflict in the workplace that could not be resolved to your satisfaction? Did you wonder if there were steps that you could have taken that might have brought about a more positive result? Might you have considered the entire situation to have been unpleasant and you wished that you didn’t have to deal with it at all? Conflict of one type or another is practically inevitable when people work together. There will always be differences of opinion and perspectives about workplace matters. Such differences need not create a situation where the disagreement becomes a highly-charged dispute that can lead to strong negative emotions and unresolved issues.
By utilizing certain communication and interaction skills, conflicts are less likely to arise, and those that do develop can be more promptly and equitably resolved. In a spirited conversation, former hostage negotiator Jeff Owens and Dr. Ed Sherman will offer ideas and suggestions that will provide you with proven effective tools and techniques that are likely to change your view of conflict and enable you to deal with it much more readily and comfortably. You will learn how to recognize when a conflict is escalating, what to do to stop and reverse the escalation, that not all conflict is bad and how some can be beneficial, and specific strategies to address conflict including when to elevate the matter within your organization and reach out for assistance.
Tues, July 30, 1p ET: The Flaws with Good Cop, Bad Cop: Why Rapport Gets Results (Part 2) (J Smyth, F Surmon Bohr, E Alison)
In the second part of this webinar series, we provide practitioners with an understanding of how to use the ORBIT model to increase engagement from interviewees and obtain more information in a range of contexts. This includes the key rapport-building principles of Honesty, Empathy, Evocation, Adaptation, Autonomy, and Reflection as well as the interpersonal behavior wheel.
The ORBIT model has been used in a range of operational contexts including law enforcement, military and intelligence agencies, border agencies, war crimes teams, humanitarian organizations, and corporate teams conducting workplace investigations. We will discuss the implications of this, along with operational case examples of using ORBIT in the field. Recently retired Superintendent Jim Smyth will provide insights from his 35-year career with the Ontario Provincial Police and his experience in a number of high-profile cases.
Tues, Aug 6, 1p ET Case Scenario: Investigating a Bank Robbery Using the FBI CJIS Division Toolbox of Investigative Services (K Naternicola)
This webinar will take attendees through a mock bank robbery case scenario from the initial report of the crime to final sentencing. The webinar will demonstrate the value of using FBI CJIS Division services and programs to support the investigation and subsequent information sharing to assist in keeping law enforcement and communities safe.
Attendees will walk away with the following knowledge: FBI CJIS Division services and programs and how they support investigations
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Value in information sharing to protect law enforcement and communities How to access and share criminal justice information with the law enforcement community
Tues, Aug 20, 3p ET Wellness Warrior Style: How to Live, Work and Retire Healthfully (K Colegrove)
Better care of your mental and emotional health begins with a plan. In this webinar, instructor Kim Colegrove will help you assess where you are on your well-being journey, decide where you want to go, and design a path to get there. She’ll discuss common mental and emotional issues that impact Justice Professionals during and after their careers and offer resources to help offset the fallout from these issues. Attendees will learn simple daily practices to enhance well-being and will leave with a plan to live, work, and retire healthfully.
Tues, Aug 27 1p ET: Understanding the Root Causes of Fatigue (S Liew)
In this webinar, we explore the multifaceted nature of fatigue experienced by police officers and first responders delving beyond conventional factors like shift work and circadian disruptions to confront the additional challenges posed by frequent exposure to traumatic events. Research has revealed that fatigue is not simply a result of long hours or irregular schedules but rather a complex interplay of stress, trauma, and cumulative experiences. During this webinar, we will address these deeper underlying issues and empower our audience with the tools and knowledge needed to effectively manage and overcome fatigue.
Thurs, Aug 29, 1p ET Don’t Press That Button! Understanding Triggers, Anger, and Emotions for Criminal Justice Professionals (T Fuss)
This webinar is designed to provide an overview of what emotional intelligence is and its components. With a better understanding of ourselves, we can better detect triggers that can cause anger or outbursts that can potentially damage relationships and careers. In the webinar, we will discuss the importance of self-discovery and identifying triggers as well as ways to manage those triggers and the stress it causes.
WALKING THE TALK: INTERVIEW WITH WIFLE PRESIDENT CATRINA BONUS
By Eric Impraim Program Director, FEDS Protection
FEDS Protection has been a proud partner of Women in Federal Law Enforcement (WIFLE) for nearly two decades. WIFLE was one of the first leading associations FEDS worked with, and we’ve been grateful to partner with the leaders, mentors, and change makers throughout the organization to better protect WIFLE members.
As we get closer to the 25th Annual Training in Alexandria, VA, we met with Catrina Bonus, WIFLE’s National President. She brings more than 26 years of federal law enforcement experience to the table and has been the organization’s leader since 2023. Prior to her role at WIFLE, Catrina served our country at the U.S. Secret Service and was instrumental in both managing relationships within governmental departments and empowering others to feel welcomed and supported to meet life’s opportunities.
Celebrating 25 Years! Page 18 1999 2024
FEDS: What’s your story on how and why you became involved in law enforcement?
Catrina: From a young age, I was drawn to a career in law enforcement. A trailblazer, my mother was one of the first women to graduate from the police academy with the Metropolitan Police Department (MPD) in Washington, D.C. in 1973. It was during this time when authorities changed allowing women to carry firearms, make arrests, and execute search warrants. This era marked the beginning of hiring women into sworn position within various departments and agencies. Witnessing my mother leave for work in full uniform, listening to fascinating police stories, observing the impact she had in the community, all had a profound impact on me. Additionally, my father was in law enforcement, beginning with MPD and serving a full career with the United States Secret Service. For me, surrounded by law enforcement every day, my path was unmistakably clear.
FEDS: It’s amazing to know you come from a family of law enforcement officers. One of my favorite quotes is from the late Chadwick Boseman that says, “the struggles along the way are only meant to shape you for your purpose.” It took me a while to find something I felt I was called to do.
Catrina: Agreed. Knowing what I wanted to do at such a young age helped shape my purpose too. After the Oklahoma City bombing, my family attended the funeral of Alan Whicher, a close friend of my father’s, and one of the Secret Service employees tragically lost in the bombing. Witnessing the bond amongst law enforcement and the immense support from the community, was deeply moving. The impact on Mr. Whicher’s wife and three children, the loss of someone who had a passion for the profession, will be something I will never forget. It was then that I realized what it meant in the profession to “make the ultimate sacrifice.” This moment was a pivotal point and became my motivation to pursue a career with the Secret Service.
FEDS: To the people who are not familiar with the organization, why is WIFLE’s voice so important to the federal law enforcement community?
Catrina: WIFLE continues to be steadfast in its commitment to advocate for and promote gender equity in federal law enforcement. We facilitate meaningful conversations with other women in the profession, federal agencies and leadership, policymakers, the community, and supporters such as you, FEDS Protection. We provide leadership training, scholarships, awards, research, mentorship, and so much more. WIFLE began in June 1999, as a nonprofit organization, continuing the work of a federal government taskforce established in 1978. WIFLE’s founders were a group of strong and courageous women who wanted to positively impact the lives and professional careers of women.As WIFLE approaches its anniversary, we honor their legacy and celebrate 25 years of commitment, to the profession and to the vision of what all women in law enforcement can, should, and deserve to achieve.
FEDS: It’s a great way of walking the talk – which was also the theme of last year’s training in Tampa, FL that I attended. Where do you see WIFLE in the next 5 years?
Catrina: I see WIFLE as a force to be reckoned with as we continue our work in promoting gender equity in law enforcement. I see WIFLE as an organization that is called upon first for engagement and support on the national and international governmental levels. I see WIFLE continuing to be a driver for change, for women, for the profession, for the community, and for our next generation of young women and girls. My role with WIFLE is driven by my desire to strengthen the profession for my daughter, and other daughters out there, who aspire to continue their family legacy in law enforcement, like I did.
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AN ICONIC ORGANIZATION FOR ICONIC PEOPLE
In honor of our 25th anniversary, WIFLE will offer reduced fee memberships for NEW MEMBERS, August 1-31, 2024. Life Membership, reduced to $400
3-Year Membership, reduced to $120
3-Year Associate Membership, reduced to $75
Share the news with your colleagues.
Celebrating 25 Years! Page 20 1999 2024
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Celebrating 25 Years! Page 22 1999 2024
SCAN to see which agencies will be at the WIFLE 2024 Federal Law Enforcement Career Fair. The Fair will be hosted by the U.S. Marshals Service, Tuesday, August 6, 2024, 1:00 5:00 PM.
SAFE PLACE LEAVE FOR FEDERAL EMPLOYEES
The Federal Government strives to create an environment where Federal employees are able to take time off to address issues related to their own or a family member’s safety and to seek safety and recover from domestic violence, dating violence, sexual assault, or stalking, or related forms of abuse or harassment, including economic abuse or other forms of technological abuse. The Biden-Harris Administration is committed to supporting employees in keeping themselves and their family members safe and to help employees maintain their work performance to safeguard their financial independence as they safely rebuild and heal.
Celebrating 25 Years! Page 24 1999 2024
The following guidance encourages departments and agencies to make maximum use of existing leave and work schedule flexibilities to the extent permitted by law to allow Federal employees time off for purposes related to seeking safety and recovering from domestic violence, dating violence, sexual assault, stalking, or related forms of abuse or harassment. It also recognizes employees’ important caregiving relationships with family members, including individuals with equivalent relationships regardless of biological or legal relationship, as outlined in the broad family member definition used for sick leave (see5 CFR 630.201).
Various types of workplace flexibilities are available to an employee when the employee or the employee’s family member(s) experience domestic violence, dating violence, sexual assault, stalking, or related forms of abuse or harassment. Agencies should work in collaboration with the employee to consider all options for taking time off and should provide time off or other workplace flexibilities to the maximum extent practicable, in accordance with the laws and regulations governing these programs and consistent with mission needs, to help the employee remain safe and maintain work performance.
Qualifying Safe Leave Purposes
Agencies should support an employee requesting time off from work for qualifying safe leave purposes related to seeking safety and recovering from domestic violence, dating violence, sexual assault, stalking, or related forms of abuse or harassment (including economic abuse or other forms of technological abuse) to the maximum extent practicable, even in situations, as described in more detail below, where the employee requests leave or other time off through a third party, such as an employee in the HR office who administers the agency’s employee assistance program. Also, a past incident may result in current needs as the employee recovers from the incident. This support should also be extended to an employee assisting a family member for qualifying safe leave purposes.
Federal employees may need time off (paid or unpaid, as appropriate) to engage in various activities for themselves or to assist a family member, such as the following:
1. Seeking medical treatment, including seeking mental health services such as counseling or therapy;
2. Securing housing or relocating;
3. Obtaining services from organizations or groups that provide services for survivors of domestic violence, sexual assault, image-based abuse, human trafficking, or stalking;
4. Participating in safety planning or taking other actions to increase safety;
5. Attending court to obtain a protective order, participate in child custody proceedings, or obtain legal or other victim services; or
6. Otherwise, dealing with the consequences of the abusive behavior (for example, arranging for childcare, enrolling a family member in a new school due to relocation).
Time off for “qualifying safe leave purposes” applies when an employee engages in the abovelisted or similar activities for themselves or to assist a family member, as appropriate.
Definition of “family member” for safe leave purposes where appropriate.
As noted above, an employee may take time off to assist a family member for safe leave
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purposes. For purposes of safe leave, agencies should use the broad“family member” definition in OPM’s sick leave regulations (See 5 CFR 630.201). The definition covers a wide range of relationships, including spouse; parents; parents-in-law; children; brothers; sisters; grandparents; grandchildren; step-parents; step-children; foster parents; foster children; guardianship relationships; same sex and opposite sex domestic partners; spouses or domestic partners of the aforementioned, as applicable; and any individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship. The list of family members may be found on our Fact Sheet:Definitions Related to Family Member and Immediate Relative.
Requesting Leave or Other Time Off for Safe Leave Purposes
There are various time-off options to address safe leave purposes. The leave options available to an employee may be different depending on the specific activities and whether employees are engaging in the activities for themselves or are assisting a family member who is engaging in those activities. Possible leave options include annual leave (including advanced annual leave), sick leave (including advanced sick leave), weather and safety leave (as discussed below), and leave without pay. Employees may also have access to other earned paid time off, such as compensatory time off.
Hours of leave and other time off are charged to cover absences during an employee’s tour of duty established for leave-charging purposes. For full-time employees, that tour of duty is an 80-hour biweekly basic (non-overtime) tour unless they have an uncommon tour of duty as described in 5 CFR 630.210. Each part-time employee has a tour of duty for leave-charging purposes based on the regularly established hours that are minimally required.
While an employee should generally request leave or time off for safe leave purposes within such time limits as the agency may require, agencies should be accommodating, to the maximum extent practicable as permitted by law, and understand employees may not be in a position to make advance time-off requests for safe leave purposes. If an employee is unable, for reasons beyond the employee’s control, to obtain advance approval for an absence for a valid safe leave purpose, the employing agency should retroactively approve an appropriate form of approved paid or unpaid leave upon the employee’s return to work.
Agency policies should allow an employee the opportunity to request leave or other time off through a third party, such as an Employee Assistance Program (EAP) coordinator or other point of contact identified by the agency, if the employee does not feel comfortable speaking with a supervisor. Although the supervisor is the only person who can approve the leave, the leave request may be made through the third party.
Employees are not required to provide personal details in their requests for leave. However, employees are required to provide enough information in their leave requests so their supervisors know which type of leave is appropriate (sick leave, annual leave, leave without pay under the Family and Medical Leave Act (FMLA), etc.). Supervisors should consider whether an employee is entitled to a certain type of leave (for example, FMLA or sick leave) or whether an employee’s request for leave other than under the FMLA should be granted. Details on the administration of leave will be provided by the agency.
---READ MORE ONLINE
Celebrating 25 Years! Page 26 1999 2024
FEDCHOICE FEDERALCREDIT UNION
The Credit Union Advantage: What’s the Difference?
Everyone has heard of traditional banks, but not everyone has heard of credit unions. They both deal with money, but they are not the same. At FedChoice Federal Credit Union, we believe in ensuring that people understand key differences in their banking options and why credit unions like ours offer benefits that can make a real difference in your financial journey. So, what sets credit unions apart from banks? Let’s break it down.
Ownership and Structure. Banks are typically owned by a corporation which consists of employees and, more importantly, shareholders and investors seeking profits. Credit unions are member-owned cooperatives, which means they put the needs and interests of their membership above all else.
Community Focus. Credit unions have deep roots in the communities they serve. For example, FedChoice was founded nearly 90 years ago by federal employees, so we understand the unique challenges they face. From offering financial education programs to participating in local initiatives, credit unions play an active role in fostering economic growth and member empowerment.
Personalized Service. One of the most significant advantages of credit unions is the personalized service they provide. Unlike banks where customers are often treated as just another account number, credit unions will take time to understand your unique financial needs and goals. Whether you’re opening a savings account, applying for a loan, or simply seeking financial advice, you’ll receive personalized attention and support every step of the way. Working Together. You’ll find that credit unions are good at working together. Shared
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branching gives you access to your accounts at locations across the nation. With shared branching, you can visit any credit union that participates in the network and access your accounts just as you would at your home branch. Plus, our network of ATMs allows you to withdraw cash, check your balance, and make deposits whenever you need to, giving your more flexibility with your money.
Competitive Rates and Fees. Credit unions are known for offering more competitive rates and lower fees as compared to banks. Because credit unions are not-for-profit organizations, any profits earned are invested back into the institution to benefit members. This allows credit unions to offer higher interest rates on savings accounts, lower interest on loans, and fewer fees for services such as checking accounts and ATM withdrawals.
Financial Education and Resources. At FedChoice Federal Credit Unions, we are passionate about providing our members with the knowledge and tools they need to make informed financial decisions. We are here to help you build your financial literacy and confidence. Our goal is to equip you with the skills to take control of your finances and achieve your dreams. Now you know that credit unions like FedChoice can offer a great alternative to traditional banking institutions. With a member-focused approach, community involvement, personalized services, competitive rates, and a commitment to financial education, we’re ready to help you achieve your financial goals and build a brighter future. Want to learn more? Visit fedchoice.org today.
Christine Wright VP Marketing
FedChoice Federal Credit Union
Tel: 301-699-6100 ext 4422 Fax: 301-699-6141
Email: cwright@fedchoice.org Fedchoice.org
Celebrating 25 Years! Page 28 1999 2024
Subjectivity Breeds Inequality Trilogy, Part 1
She smoked too much weed!
I love rubrics! Yet throughout my entire 26-year educational experience, I had no idea what a rubric was. For those still wondering, a rubric is an evaluation tool that fully identifies the performance needed to meet interval ratings. A well-crafted rubric leaves nothing to the imagination for raters to interject their individual opinions, feelings, or ideas about the ratee.
In a perfect world, subjectivity and objectivity would blend so performance would always be judged fairly. However, not only are some ratees too sensitive about receiving valid criticism, but some raters also assess based on factors other than performance (i.e., identity characteristics such as gender). Thus, my appreciation for the intentional infusion of objectivity is because subjectivity breeds inequality. Of late, I have noticed subjective-based practices detrimental to the hiring, selection and retention of people like women in federal law enforcement.
Case in point is Teena. While Teena grew up in a tumultuous environment, she always wanted to be a DEA agent. So why would she do something like smoke weed as a tween? Because she didn’t know any better. You see, Teena’s mother was so unfit she insisted that her daughter regularly smoke weed with her so they could “relax.” Eventually, her abusive parenting was exposed, and at age 13, Teena was placed in the custody of a paternal aunt. Teena discovered the dangers of drugs and never smoked another joint nor tried other narcotics. Her life changed significantly for the better with a newfound secure foundation such that Teena graduated from college with honors and a criminal justice degree. She felt her future was promising until she had to disclose her past drug use on the DEA’ s background questionnaire. Knowing she had to be honest, Teena did the best she could in computing the number of times she had smoked marijuana with her mom. Her formula of about two times per week for about 18 months resulted in approximately 156 occasions of ingesting cannabis! She knew this was probably disqualifying. Her dream of becoming a DEA agent was over unless she could get them to extend mercy because of the circumstances.
Mentors like you and me have been stuck with trying to direct the Teena’s of the world to what appears to be objective language that may provide a mechanism for their applications to advance to hire. For example, there is the ATF’s Drug Policy which insists it provides guidelines to be considered when determining suitability for employment. Teena’s contention that she was not “addicted” to marijuana in the previous five years should protect her from disqualification by ATF. Another example is the FBI’s Employment Eligibility Worksheet.
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Celebrating 25 Years!
1999 2024 which suggests that candidates ensure that there are no disqualifying factors before applying. Teena’s past drug use is not on the disqualifying list. While the quantity may be high, her usage is outside of the time restrictions. Still, there are plenty of unwritten drug history practices that are applied subjectively.
Agencies such as the DEA have a “secret number” threshold that delineates between experimentation and chronic use. The screening of Teena’s drug history questionnaire would likely result in termination in the process before she could ever explain her situation. Conversely, people enjoying privilege who are often relatives of insiders enjoy a well-plowed route through the process. Analogous to a presidential motorcade, such persons have either been already green-lighted to a job offer - or at the very least, gatekeepers at key junctures have been alerted to wave their applications through.
None of this seems fair, but there is reason to believe things are changing. The New York Times recently reported that several federal agencies had either reduced the timeframe a candidate needed to have refrained from using marijuana or removed past use as a determinate in deciding suitability. No doubt an influence was the Office of Personnel Management guidance memo which suggested federal agencies should not rule out candidates who have used marijuana in the past.
I predict, based on pending legislation and the Department of Justice’s recent announcement of the rescheduling of marijuana from Class I soon, it will be unlawful for most employers to ask prospective employees about prior marijuana usage, just like in California. While it is acknowledged that California’s House Bill 700 law exempts people seeking federal security clearances, the Cannabis Users Restoration of Eligibility (CURE) Act has no such exemptions. In fact, the intent of the CURE Act legislation is to address limitations on qualified persons being denied the opportunity to serve federally based solely on past marijuana use.
As a “Jurassic Narc,” I never thought I would be one to advocate for easing restrictions on employment for those having used marijuana beyond the confidential limit. But I realize with the change of times, there are certain times of change needed. On our current course, we will reach a point (if we are not already there) wherein there will be too few people to hire, as many have tried marijuana more times than executives are comfortable with. We must be careful not to be left with only hiring skillful liars – that is, those who intentionally underreport the number of times they have consumed marijuana and get away with it. True, there are polygraph examinations often used as a stop gap measure. I intend to discuss the frightfully subjective elements of that instrument in Part 2 of this series.
Hiring chronic liars over people who are willing to admit they’ve made mistakes really scares me, and that's why I consider this situation not just a trilogy but also a travesty of justice!
Londoño, E. (2023, April 30). Needing Younger Workers, Federal Officials Relax Rules on Past Drug Use. New York Times. https://www.nytimes.com/2023/04/30/us/marijuana-drugs-federal-jobs.html Wagner, E. (2021, February 26). Past Marijuana Use Is No Longer a Disqualifier for a Federal Job. Government Executive. https://www.govexec.com/management/2021/02/past-marijuana-use-no-longer-disqualifier-federaljob/172335/ Whitehurst, L. (2024, May 16). Justice Department formally moves to reclassify marijuana as a less dangerous drug in historic shift. Associated Press. https://apnews.com/article/marijuana-rescheduling-drug-policy-biden15b43441670757b0c2bfa36731e47d07
California Legislative Information. (2023, October 7). California Senate Bill 700. https:// leginfo.legislature.ca.gov/faces/billTextClient.xhtml?bill_id=202320240SB700 RASKIN, MACE INTRODUCE LEGISLATION TO ALLOW CANNABIS USERS ACCESS TO FEDERAL EMPLOYMENT, SECURITY CLEARANCES. (2023, July 27). https://raskin.house.gov/2023/7/raskin-mace-introduce-legislation-to-allow-cannabis-users-access-tofederal-employment-security-clearances Though the scenario is realistic, Teena is a fictional person.
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Dr. DORIS MAE ROSS MCCROSSON
February 13, 1923 – June 4, 1992
When the United States Civil Service Commission (later the Office of Personnel Management) set up the predecessor to the current-day Women in Federal Law Enforcement, Inc. (WIFLE), it was a committee under the U.S. Department of Justice (DOJ) and the U.S. Department of the Treasury (USDT) named ICWIFLE – the Interagency Committee on Women in Federal Law Enforcement. Its purpose was to examine reasons for the low numbers of women entering federal law enforcementfields that that were barred to women based solely on gender but opened to women after President Richard Nixon signed EO 11478 on August 8, 1969. EO11478 provided equal opportunity in Federal employment for all persons; prohibited discrimination in employment because of race, color, religion, sex, or national origin; and promoted equal employment opportunity through a continuing affirmative program in each executive department and agency. Dr. McCrosson was appointed the Justice Chair and, by far, was the leader of the Committee. In a sense, she was the grandmother to the WIFLE Founders.
Doris’ mother was Edith Ross Begg McCrosson, born in 1890 in Fraserburgh, Aberdeenshire, Scotland. She died of malaria at the age of 34 in Port-au-Prince, Haiti, leaving behind her husband and three children. Doris’ father was John Thomas McCrosson, born in 1856 in Glasgow, Scotland, and died in 1948 at the age of 92. An engineer by education and training, he raised the children in Hawaii, was a pioneer of the modern sugar industry in Hawaii and supervised the construction of the Kohala and Hamakua irrigation ditches. The family scattered his ashes, according to his wishes, on the water outside a reef in Waikiki, near the Sans Souci Channel. Doris had two siblings, John Thomas McCrossin the 2nd and Isabelle Begg McCrosson Luedecke, who married retired Air Force Major General Alvin R. Luedecke, head of the Atomic Energy Commission under Eisenhower and former president of Texas A&M. Isabelle had complications from brain surgery that left her disabled. Despite her impairment, in 2006 she shared first place at an Alzheimer's art auction for a watercolor portrait.
Doris was highly educated with a master’s degree and a doctorate in English literature from the University of Pennsylvania. She taught English literature at the University of Pennsylvania, the University of Missouri, and Pennsylvania State University. She also taught in the English Department at Wilson College in Chambersburg, Pennsylvania, and became an associate professor. She worked at the Government Printing Office as the Federal Women’s Program (FWP) Manager and later with the DOJ as the FWP. She authored a book about the English poet Walter de la Mare.
Throughout her Federal career, Doris was very active in programs advancing women. She was interviewed at the National Women’s Conference in Houston, Texas, in 1977. At this conference, a program and task force were established as the Federal Women’s Agenda, part of the National Plan of Action adopted at the conference. The plan specifically addressed the needs of women employed by
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the Federal Government. You can read more about the challenges in 1977, the advances, and the FWP task force through the National Women's Conference Article Digitized by Google Books, FWP Women in Action, Vol. 8, No.4 here through WIFLE, or online at Google Books.
Doris lived on Capitol Hill and was a patron of the Capitol Hill Restoration Society, established for the purposes of identifying, documenting, and fostering historical landmarks on Capitol Hill and in the Capitol Hill Historic District. She was listed as a "Tour Patron" for the Society's 22ndAnnual House and Garden Tour, 13 May 1929, last page. Doris hosted many ICWIFLE gatherings at her home, which also served as a central hub for award luncheons, training programs, strategic planning for the ICWIFLE Committee, and “stuffing parties” where a group of 10-15 women enjoyed potluck dinners and assembling material for mailing. WIFLE Founder Margaret M. Moore and WIFLE Board Members Dorene F. Erhard and Elizabeth M. Casey have fond memories of the many hours pre-Women in Federal Law Enforcement, Inc. that they spent in Doris’ company. Doris was fondly known as a smart and funny woman and for always wearing a small hat.
When Doris died in June 1992, the WIFLE Foundation, Inc. established the Doris R. McCrosson Award for Managerial Excellence, later absorbed in 1999 into the current WIFLE Award Program categories. The first recipient of the Doris R. McCrosson Award was Ruth L. Maze in 1992, a group manager with the Criminal Investigation Division of the Internal Revenue Service.
WIFLE honored Dr. Doris R. McCrosson during Women’s History Month 2023 and has this information permanently on its Trailblazer webpage. Doris left us with a legacy that reflects her bright, articulate, energetic, steadfast, and unshakable quest for the equality of women in federal law enforcement. A legacy that continues to this day through WIFLE, Women in Federal Law Enforcement, Inc. and the WIFLE Foundation, Inc.
Doris is in the middle of this photo.
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