DECEMBER 2011
Is 2012 Your Year for Heading Back to School?
Make it Happen at Marist College, a WIFLE Partner!
Another year is fast approaching – can you believe it’ll soon be
2012??!! If you’ve been thinking about returning to school to
pursue a graduate degree, don’t let another year pass by. Marist
College’s 100% online Master of Public Administration (MPA) for
Law Enforcement and Emergency Services program will prepare you
for your next career step – and with Marist’s generous
scholarships for WIFLE members, you’ll save more than 50% off
the standard tuition rate. Classes begin in both January and
September of 2012. The Marist MPA also offers students the
choice of three distinct concentrations as part of their
graduate program. Each three-course concentration can be
completed 100% online and allows you to specialize in a
particular area of interest – Public Management, Ethical
Leadership, or Health Care Administration.
Why should WIFLE members consider the Master of Public
Administration degree? The skills and knowledge attained through
these programs typically stress three important areas:
1) understanding the political, legal, ethical and social
context of public sector administration;
2) achieving proficiency in a full range of management
techniques as well as developing an understanding of
organizational behavior;
3) developing the ability to apply quantitative and qualitative
methodologies to solve important problems, conduct policy
analysis, and program evaluations.
While these skills are important for advancement within the law
enforcement field they are also valuable for public safety
leadership positions within education, health care, government,
and many other fields.
Marist College, a WIFLE-endorsed academic partner, has offered
the MPA since 1980 and, for 20+ years, has partnered with the
New York Police Department and the New York State Police to
deliver the program to their academies. Marist also offers a
100% online MPA for law enforcement. This program is designed
exclusively for law enforcement and emergency services personnel
and students represent a diverse mix of professionals from
local, state, and federal agencies throughout the nation. This
combination of experience provides for a rich and beneficial
learning environment and allows students the opportunity to
widen their professional networks.
The online law enforcement MPA provides a special scholarship
reducing the tuition cost to $333 per credit ($999 per course)
for WIFLE members. This represents a savings of over 50% from
Marist’s standard tuition of $2,085 per course and results in a
total tuition cost of approximately $13,000. Classes start every
January and September. If you have any questions about the
online law enforcement MPA or any of Marist’s other programs,
please contact Brian Scott or Laura Zurowski at 888-877-7900 or
via email at graduate@marist.edu.
About Marist College: The Marist campus is located on the Hudson
River midway between New York City and Albany. Founded in 1929,
the College is accredited by the Middle States Association of
Colleges and recognized by the U.S. Department of Education. The
Princeton Review named Marist one of the best 368 colleges in
the country and for seventeen years, U.S. News & World Report
has consistently ranked Marist in its top tier. The College
offers over 50 undergraduate degrees and 11 graduate programs,
many of which can be completed online.
URL link:
www.marist.edu/admission/graduate/partnerships
Marist College offers special scholarships for qualified WIFLE
members for our 100% online Masters in Public Administration.
Human Trafficking Seminar
By Margaret Moore, President, WIFLE Foundation
WIFLE’s 7th annual Human Trafficking seminar focusing on forced
labor was held at the Australian Embassy, the host embassy for
this year’s event. Detective Sergeant Andrea Humphrys,
Australian Federal Police, was the chief point of contact at the
embassy. Ms. Humphrys has been assigned to the embassy for
almost four years and will be reassigned to Canberra in January,
2012. WIFLE appreciates the support of Ms. Humphrys who
presented on a panel with other police representatives from
Romania and Mexico on the labor exploitation issue in their
countries.
This year, over 115 police from federal, state, local and
international agencies as well as non-governmental agencies (NGOs)comprised
the audience. The agenda was varied and included presentations
from the Department of Justice, ICE, Department of Labor, the
International Labour Organization, Vital Voices, DOJ’s Office of
Victims of Crime, and the Fair Fund. (Please see the entire
agenda linked below article)
WIFLE’s purpose for the annual seminar is to bring together the
law enforcement and non-governmental agencies communities and
focus on the issue of human trafficking and to educate each
other on the resources available, the scope of the problem, and
the prosecutorial accomplishments. It is only through law
enforcement that this problem can be adequately addressed and
only with law enforcement working with the NGOs.
More must still be done in the area of preventing child and
forced labor in the supply chain of the many US corporations
that operate internationally. The California Transparency in
Supply Chains Act of 2010 goes into effect January 1, 2012. This
new law will require large retail sellers and manufacturing
companies making over 100 million in revenue each year to
publicly disclose the efforts they have taken to eliminate
slavery and human trafficking from their supply chains. Similar
federal legislation, H.R. 2759, has been introduced by
Representative Carolyn Maloney (New York) to combat and
eliminate slavery in the supply chain. This bill has five
sponsors.
At the conclusion of the seminar the Australian Embassy hosted a
networking reception which further encouraged the interaction
among the audience and speakers. This topic will be included in
WIFLE’s Leadership Executive Institute agenda at the next annual
leadership training.
Saundra
K. Harman is the President and founder of S. Harman & Associates, Inc.
and is involved in the development and presentation of employee benefits
and employee relations training courses and seminars.
Ms. Harman has conducted hundreds of seminars for federal personnel
specialists, managers, and employees.
Bio
FEHBP Open Season
The Federal Employees’ Health Benefits Plan (FEHBP) Open Season
runs from November 14, 2011 to December 12, 2011. During this
time, employees can make elections on the FEHBP coverage
(including participating in a High-Deductible Health Plan), the
Federal Employees’ Dental and Vision Insurance Program (FEDVIP)
and the Flexible Spending Account (FSA) Programs.
Paper brochures will not be sent out automatically to employees,
retirees, survivors, or compensationers. Enrollees must follow
the instructions provided by the health plan if they want a
paper copy of the brochure. Electronic copies are available
through each plan’s website. The Office of Personnel Management
(OPM) will mail the annual Open Season notice to all retirees
and survivors. Current employees will be provided Open Season
information through their Human Resources Office or
Administrator’s office. OPM’s website www.opm.gov/insure is
available to obtain current information. The site has an
easy-to-use menu to select and download information on the
benefits programs, changes in benefits and premiums.
Open Season Permitted Changes
During Open Season, employees, annuitants, survivors, former
spouses and compensationers may change plans, options, type of
enrollment (self-only or family) or make any combination of
these changes. Employees can enroll. Annuitants and survivors
who suspended FEHBP coverage to enroll in TRICARE, TRICARE-for-Life,
the Uniformed Service Family Health Plan, a Medicare Advantage
Health Maintenance Organization Plan, CHAMPVA, Medicaid or as
Peace Corps volunteer may re-enroll during the FEHBP Open
Season.
In addition, throughout Open Season, employees, annuitants,
survivor annuitants, and compensationers may enroll in the
FEDVIP, or if already enrolled, they may change plans, options,
type of enrollment or make any combination of these changes.
Open Season is the only time when enrollment in FEDVIP can be
cancelled. Unless FEDVIP coverage is cancelled or changed, the
coverage continues.
Also during the Open Season, Federal employees (and only Federal
employees) may enroll in the FSAs for 2012. FSAs allow employees
(not retirees) to set aside pre-tax money that can be used for
certain health and dependent care expenses. Unlike the FEHBP and
FEDVIP, enrollment in FSAFEDs does not carry-over from
year-to-year, so employees must re-enroll each year.
Effective Dates of Changes, Enrollments and/or Cancellations
FEHBP
For Annuitants and Survivors, changes become effective January
1, 2012. The new premiums will be withheld beginning with the
February annuity. For employees, changes become effective
beginning the first full pay period after January 1, 2012.
FEDVIP
For Annuitants and Survivors, changes become effective January
1, 2012, with the new FEDVIP premiums withheld from the February
1, 2012 annuity. For employees, changes begin the first pay
period on, or after, January 1, 2012.
FSAFEDS
The effective date is January 1, 2012.
Federal LEO’s Increased
Exposure to Violent Offenders
As law enforcement officers, agents and supervisors, you are
expected to rely upon your training and experiences to assess
the risk associated with dangerous circumstances and respond in
an appropriate and reasonable manner. Unfortunately, all the
training and experience in the world cannot change the fact that
every call has the potential for deadly violence. Today's
violent offenders do not appear to be avoiding or shying away
from encounters with law enforcement. Agents and officers
protecting our borders and infrastructure, fighting violent
domestic crime, and involved in the war on the terror are not
the only federal officers experiencing the ruthless acts of
these criminals - these cases just happen to be more violent or
deemed more newsworthy.
While budget cuts continue to diminish the capabilities of state
and local forces to combat violent crime, federal agencies will
be called upon to address the growing needs in local
communities. These task force assignments even further expose
federal officers to irrational violent criminals and desperate
criminal acts. While coming to terms with the new and increased
dangers associated with performing your duties, keep in mind
that the vigilant public eye is watching, and you are permitted
only a margin of error in judgment–even under hazardous
conditions that require split second decisions and actions. The
public expects agents and officers to be aggressive in the
enforcement of law against serious offenders, yet show restraint
in non-violent situations. Without the training, knowledge and
experience that law enforcement officers possess, enforcement
actions can lead to a rush of judgment or challenge of conduct
by private citizens, the media, the offender and the criminal
attorney, which can lead to an investigation of your actions.
As you rely on your training and experiences to guide you when
pursuing or apprehending a criminal, be aware that the
“reasonableness” of your actions may be judged at several levels
and by several audiences. For example, all uses of force (not
only deadly force) are subject to scrutiny to determine whether
the use of force was reasonable and justified. Ambiguity can
exist both in defining and evaluating claims of excessive force.
(Note: this ambiguity often predicates ambiguity associated with
qualified immunity). While the appropriateness of your
enforcement action may be well justified and further injury or
incident spared due to swift decisions and actions, the stress
imposed upon you in an ensuing investigation can seem
unwarranted and illogical. That said, there are systems and
processes in place that, when operated appropriately, will lead
to the correct determination about your action.
So be prepared for the scrutiny. It comes with the job. And when
it happens to you, get educated about the process being used to
scrutinize your conduct. Know your rights. Know your
obligations. The more educated you are about the process and its
potential outcomes, the more likely you will minimize the
potential risk to your career.
**For more information on your specific
exposures, how professional liability insurance can protect you,
or why the FEDS program is endorsed by WIFLE and other leading
law enforcement associations, visit us at
www.fedsprotection.com . WIFLE
members with a paid-in-full current membership enjoy a
discounted premium of $260.00 per year - only $130 after agency
reimbursement. Enter “WIFLE” when prompted for a discount code.
FEDS will confirm membership with WIFLE before issuing the
discount.**
Understanding and Enforcing Your Rights During
and After Pregnancy
By Liz Newman, Esq., Senior Associate, Mahoney & Jeffrey, PLLC,
The Federal Employee’s Law Firm®
Being pregnant or having a new baby at home should be joyous
occasions for every woman, but what about when your pregnancy or
childbirth affects your position as a federal law enforcement
officer? Under the Pregnancy Discrimination Act, 42 U.S.C. Sect.
2000e(k), Title VII’s prohibition of sex discrimination extends
to discrimination based upon pregnancy, childbirth, or related
medical conditions. Thus, you would presume that pregnancy and
childbirth should not derail your opportunities for promotion.
However, a recent decision by the U.S. District Court, District
of Columbia, demonstrates the hazards present when expecting and
new mothers attempt to climb the ranks of federal law
enforcement.
The U.S. District Court, District of Columbia recently dismissed
a GS-12 criminal investigator’s claims that her Agency
discriminated against her on the basis of sex (female, new
mother) when the Agency refused to nominate and promote her to a
GS-13 position. See Wardell v. Dep’t of Labor, 111 LRP 67331 (D.D.C.
2011). By any account, the investigator had quickly climbed the
ranks, starting in 2002 as a GS-5 student trainee and reaching a
GS-12 position by 2006. Approximately ten months after she was
promoted to a GS-12, the investigator asked her Special Agent in
Charge when she should be promoted to the GS-13 level (the top
rung of her career ladder). She was told to keep working on
domestic and internal trips and complete a protection class. In
2007, she informed her SAC that she was pregnant, and thereafter
she told her SAC that, based upon medical advice, she would not
be able to wear a weapons-and-equipment belt or carry a firearm.
She then worked light duty assignments until her maternity
leave.
So far so good, right? The investigator was climbing the ranks,
working with her SAC on her promotion timeline, and her SAC
provided her light duty work for her temporary medical condition
(i.e., her pregnancy). However, when the investigator returned
from maternity leave in 2008 and inquired into the status of her
promotion, she was never nominated for promotion and was
involuntarily transferred six months later. The Agency asserted
that the investigator needed more experience and training,
lacked “comprehensive knowledge of protection,” and, had she not
been transferred and had she taken the requisite training, she
would have been on track to be promoted the next year. The
District Court dismissed the investigator’s claim that the
Agency’s failure to promote her was unlawful, noting that had
she remained in her position more than six months, she may have
been promoted. The District Court additionally found, however,
that the Agency did not have a nondiscriminatory reason for
transferring the investigator after her return from maternity
leave.
What does this case mean for you? First, you may have the right
to request a light duty assignment, if necessary, during
pregnancy. Your agency should consider your request to the same
extent it would consider a light duty request from another
worker with similar medical restrictions. Second, if you have a
promotion plan, be sure to keep up with it even if that means
immediately following-up after return from maternity leave.
Third, if upon return from maternity leave, you have been
removed from, or not allowed to return to, your position and you
believe that you have been subjected to discrimination based
upon your sex (female, new mother), be sure to contact your
Agency’s EEO office within 45 days to initiate counseling in
regards to that discrimination.
If you have any questions or concerns regarding your rights
during or after pregnancy, contact Mahoney & Jeffrey, PLLC, at
202-312-7100 or
www.MahoneyJeffrey.com.
The information contained in this article is of a general nature
and is subject to change; it is not meant to serve as legal
advice in any particular situation. For specific legal advice,
the author recommends you consult a licensed attorney who is
knowledgeable about the area of law in question.
(As a note, WIFLE has developed a
standardized policy regarding pregnant law enforcement officers
for adoption by Agencies. WIFLE’s Pregnancy Guidelines for
Federal Law Enforcement can be found under the “Program and
Resources” tab at www.wifle.org.)
Dial H.R. or 911?
By June Werdlow Rogers, PhD
I listened to recent
allegations of so-called “sexual harassment” against a
presidential candidate with rapt attention. Although it is
shocking to think that someone who possibly tried to shove his
hand into a woman’s genitals and push her head onto his crouch
could become President, I had no trouble believing that the
incident could have occurred - even in the backdrop of a
workplace situation. It also does not surprise me that such an
act, albeit scandalous, could go unreported.
Plenty of data supports the fact that victims are hesitant to
report sexual crimes perpetrated against them. The National
Crime Victimization Survey (by the Bureau of Justice Statistics)
consistently finds forcible rape to be the most under-reported
violent crime. And research conducted with victims of sexual
assault for my Master’s thesis point to a common burden victims
seem to bear: a mistaken, but understandable notion that their
own actions or failure to predict the offender’s intentions
contributed significantly to their victimization (um, I wonder
where that comes from - but societal reaction is a subject of an
entirely different article). Perhaps this explains why many
women navigating the aftermath of sexual incidents decide to go
it alone - including women in law enforcement.
In 1992, I administered a survey at the WIFLE and NOBWLE
conferences. Among questions the over 200 women responded to
were how they would react to four sexual harassment scenarios.
Respondents were given the options of try to handle the
situation completely alone; seek advice from other officers;
seek advice from your supervisor (or one level up if scenario
involved the boss); seek counseling from a professional; or file
a sexual harassment complaint. The scenarios ranged from verbal
harassment wherein a fictional officer describes in graphic
detail what he wants to do sexually to the victim to a scenario
strikingly similar to the one alleged against the presidential
candidate:
“Officer X has just driven you back to the office after he made
a ‘detour’. During the unexpected stop, he parked the car in a
desolate area and began to kiss and fondle you. Since you’re not
interested in Officer X and he has never tried anything like
this before, you were completely caught off guard. On the way
back, Officer X makes it clear that he intends to behave in a
similar manner when he gets you alone again”
Non-consensual sexual contact would be regarded as criminal
conduct in most, if not all states. Even so, for a behavior
rising to criminality, the largest number of respondents (37%)
said they would try to handle the situation completely alone;
and only 21% would file a sexual harassment complaint. So women
in law enforcement are not exempt from attempting to avoid the
stigma associated with sexual assault by not reporting - perhaps
even more so. But here’s the thing: like offenders of many other
types of crimes you routinely enforce, investigate, and
prosecute - many rapists do not stop until detected, captured,
convicted and imprisoned. Pleading and debating with them does
not work; paying off their victims does not work; and hoping
they will stop on their own does not work. The best advice I can
offer is chronicled in Cracking the Double Standard Code (2010)
:
“Sadly, I have heard of situations where women have been
violently assaulted, such as in acquaintance rape to gain
compliance. These types of behaviors are NOT okay and should be
handled where they belong – in a criminal courtroom. Your agency
may have divisions designed to handle any such complaint, but
once a behavior escalates to physical harm or threats to do
bodily harm, I do not believe they are in the purview of HR,
except maybe for monitoring purposes – and even then it is the
victim’s call…. A workplace battle, while trying, is one thing.
But if someone touches you in anger – all bets are off! Society
has a group of people professionally trained to deal with these
types of crimes – police.”
No one knows the future. But know that how you choose to handle
a sexual incident perpetrated against you, observed by you, or
reported to you can affect subsequent offending. And as
crime-fighters, I know it matters to you. H.R. or 911? You make
the call.
Get the News you Need from FEDagent.com!
FEDagent, the free weekly E-Report, invites you to
stay up-to-date on the current news in the federal law
enforcement community. Each week, we provide up-to-date news to
federal officials engaged in law enforcement and homeland
security activities.
Featured weekly columns include:
• The Week’s Top News: Recap of the top news stories in the
federal law enforcement community.
• The Takedown: Most significant bust made by federal law
enforcement this week.
• Movers & Shakers: Significant personnel changes in law
enforcement agencies.
• Case Law Update: Comprehensive summaries of recent court
decisions that affect law enforcement.
See a recent FEDagent article below:
ICE Announces Record Removal Numbers for FY 2011, Emphasizes
Administration's Removal Priorities
On Oct. 18, the director of U.S. Immigration and Customs
Enforcement announced the agency removed nearly 400,000
individuals from the United States - the largest number in the
agency's history - in fiscal year 2011.
"These year-end totals indicate that we are making progress, with more convicted criminals, recent border crossers, egregious immigration law violators and immigration fugitives being removed from the country than ever before," said ICE Director John Morton.
Morton also emphasized
the Administration's focus on removing individuals who have
broken criminal laws or are threats to national security, recent
border crossers, repeat violators of immigration laws ,or
immigration court fugitives.
Overall, 90 percent of the 396,906 individuals removed by ICE in
FY 2011 fell into a priority category. Nearly 55 percent of all
individuals removed were convicted of felonies or misdemeanors.
To increase ICE's focus on priority cases, Secretary of Homeland
Security Janet Napolitano has directed the agency to expand the
use of programs like Secure Communities and Operation Cross
Check. Both programs target criminal aliens.
"Smart and effective immigration enforcement relies on setting
priorities for removal and executing on those priorities,"
Morton said.
Stay on top of the news that’s
important to you. Read FEDagent and subscribe for FREE today at
www.fedagent.com!
Federal Long Term Insurance Program Open Season Results: More
Than 48,000 Apply
"A complete success” is the phrase being used to describe the
2011 Open Season for the Federal Long Term Insurance Program
(FLTCIP). The FLTCIP Open Season, which ran from April 4th
through June 24th, allowed eligible Federal family members to
apply for coverage with abbreviated underwriting. While members
of the Federal family can apply with full underwriting at any
time, this was only the second Open Season opportunity since the
Program's inception in 2002.
Over 45,000 individuals were approved for enrollment during the
2011 FLTCIP Open Season— coming from more than two and a half
times the number of applications anticipated. The FLTCIP now has
more than 270,000 enrollees, a rise of 20 percent. The Program
remains the largest group long term care insurance program in
the country.
Support Was Instrumental
Many factors contributed to the FLTCIP Open Season’s success,
including the strong outreach efforts of Agency Benefit Officers
and Federal Executive Boards across the nation, as well as
numerous member organizations such as Senior Executives
Association (SEA) and Federally Employed Women (FEW). (WIFLE
also partners with Long Term Care Partners, LLC, administrator
of the FLTCIP to inform its members of the benefits of the
program.)
"The FLTCIP Open Season would not have been as successful
without their support," said Paul Forte, Chief Executive Officer
of Long Term Care Partners, LLC. "These individuals were
instrumental in getting the word out and encouraging people to
learn more and take full advantage of this special opportunity."
High-quality, easily-accessed online and personalized phone
support also drove the response. Thousands of applicants turned
to the information and tools available at LTCFEDS.com for help
in decision making, with almost 60,000 visitors to the FLTCIP’s
award-winning Online Consultant Tool. Specially-trained call
center representatives took more than 42,000 calls, answering
questions and providing personalized assistance with Program
choices. Upon request, callers received step-by-step help in
completing the FLTCIP Open Season application.
"This response reinforces the notion that members of the Federal
family understand the value of long term care insurance
protection and the quality of FLTCIP as a group benefit," Paul
Forte remarked. "The number of applicants is very gratifying."
Majority Select Solid, Affordable Coverage
After weighing their plan design options, the majority of
applicants ultimately chose balanced coverage that offered solid
protection for an affordable premium. Most (67%) gravitated to
the FLTCIP's pre-packaged plans and chose not to customize their
coverage. The most popular plans were those with a Daily Benefit
Amount of $150 or $200 per day and a Benefit Period of three
years - a good match for the average national cost and duration
of long term care services.
With respect to inflation protection, the most popular choice
was the 4% Automatic Compound Inflation option. This percentage
rate is in line with the 50-year average annual growth of the
CPI-U (Consumer Price Index for All Urban Consumers) and exceeds
the 9-year average annual increase in long term care costs.1
While people of all ages took advantage of the FLTCIP Open
Season, the average age of approved applicants was 53 - a full
four years younger than the average age for buyers of individual
policies.2 The FLTCIP premiums are lower for buyers at younger
ages.
There's Still Time to Apply
FLTCIP Open Season may be over, but members of the Federal
family can still apply for coverage with full underwriting. (New
and newly eligible employees and their spouses have 60 days to
apply with abbreviated underwriting.) Anyone applying now has
access to the same coverage options and rates as those who
applied during the FLTCIP Open Season.
Join more than a quarter million members of the Federal family
who've discovered the importance of long term care insurance and
the value the FLTCIP offers.
About the Federal Long Term Care Insurance Program
Established by an act of Congress in 2000 and overseen by the
U.S. Office of Personnel Management (OPM), the Federal Long Term
Care Insurance Program is designed to meet the specific needs of
the Federal family. Administered by Long Term Care Partners,
LLC, the FLTCIP provides industry-leading benefits and offers
flexible options that allow enrollees to tailor coverage to meet
their needs. Long Term Care Partners also administers BENEFEDS,
a secure website enabling Federal family members to enroll in
and manage their FEDVIP (Federal Employees Dental and Vision
Insurance Program) coverage, under the oversight of OPM.
Take action now and you'll have a choice of four pre-packaged
plans or a customized design. To learn more about the FLTCIP's
features and benefits, visit www.LTCFEDS.com or call us at
1-800-LTC-FEDS (1-800-582-3337) TTY 1-800-843-3557. A certified
long term care insurance consultant will speak with you about
your particular situation, your coverage options and the
application process, and of course will answer any questions you
may have.
1 John Hancock 2011 Cost of Care Survey. 2 AALTCI 2011 Long-term
Care Insurance Price Index Report.
Certain medical conditions, or combinations of conditions, will
prevent some people from being approved for coverage. You need
to apply to find out if you are eligible for this coverage.
The Federal Long Term Care Insurance Program is sponsored by the
U.S. Office of Personnel Management, offered by John Hancock
Life & Health Insurance Company, Boston, MA 02117, and
administered by Long Term Care Partners, LLC.
REF009254
WIFLE Goes International
On September 3, WIFLE Foundation President Margaret Moore
presented a speech to a conference of Caribbean women in
policing regarding the status of women in federal, state, and
local law enforcement in the United States. While in Curacao,
Margaret Moore met with the Curacao Prime Minister, Gerrit
Schotte.
WIFLE 13th Annual Leadership Training
Conference
Be sure to plan on attending WIFLE’s upcoming Annual Leadership
Training Conference in June 2012. The 2012 conference will be
held at the Buena Vista Palace Hotel, Buena Vista, FL. Stay
up-to-date on the latest information about the Orlando area
conference by visiting
www.wifle.org.
Monica Rocchio, WIFLE Foundation Vice President Resigns
Monica Rocchio, Deputy Executive Director and one of the
founding mothers of Women in Federal Law Enforcement,
Incorporated, and Vice President of the WIFLE Foundation,
resigned effective November 30, 2011. Monica contributed greatly
to WIFLE for over 12 years and helped to build WIFLE into the
active entity it is today. WIFLE is extremely thankful for her
contributions to the organization. We wish Monica all the best
for the future.
WIFLE Updates
WIFLE personnel updates of note:
• Catherine Sanz, retired Assistant Director at Immigration
and Customs Enforcement, and current board member of WIFLE
Foundation, will become Vice President of WIFLE Foundation and
Deputy Executive Director of Women in Federal Law Enforcement,
Inc. effective January 1, 2012.
• Janice Ayala, Assistant Director, Homeland Security
Investigations has been appointed Secretary of the Executive
Committee and Senior Advisor to the WIFLE Foundation.
• Kimberley Thompson, Federal Air Marshals Service, TSA, and Vice President of WIFLE Executive Committee, has been appointed as President for a one year term beginning January 1, 2012.
• Diane McCreary, U.S. Coast Guard Investigative Service and Secretary of the WIFLE Executive Committee, is appointed as Vice President of the WIFLE Executive Committee for a one-year term beginning January 1, 2012.
• Jessie Lane, U.S. Secret Service, and WIFLE’s current
President of the Executive Committee, will roll off her one year
appointment at the end of this year and become President of the
WIFLE Past President’s Council.
The WIFLE Foundation recently underwent a thorough audit and was
found financially sound. “In our opinion, the financial
statements were presented fairly, in all material respects, the
financial position of WIFLE Foundation as of December 31, 2010,
and the changes in its net assets and its cash flows for the
year then ended in conformity with accounting principles
generally accepted in the United States of America.” Drolet and
Associates, PLLC, Certified Public Accountants, 1901 L Street,
NW, Washington, DC.
Happy Holidays from WIFLE