WIFLE members will receive a 20% discount when registering for any Street Survival Seminar. The code for members to use is WIFLE20. Seminars are conducted in various cities throughout the year, so check the PoliceOne.com website for details. The Calibre Press Street Survival Seminar is one of the premier brands in law enforcement training and trains nearly 10,000 officers per year. 

In addition, the agreement incorporates a regular WIFLE column for the PoliceOne.com online law enforcement resource. Dr. June Werdlow Rogers has signed on as the WIFLE columnist. For more on Dr. Rogers, see the following article.

As announced above in the PoliceOne.com article, Dr. June Werdlow Rogers will be the WIFLE regular columnist for the PoliceOne.com online law enforcement resource. Dr. Werdlow Rogers is a retired Drug Enforcement Administration Special Agent in Charge who holds a Ph.D in Criminal Justice and Criminology from the University of Maryland. In addition to DEA, her 28 years of law experience include service with the Detroit Police Department and the Central Michigan University’s Department of Public Safety. 

We are fortunate to have an established author such as Dr. Werdlow Rogers signing on as a WIFLE columnist. She is the author of “Becoming Marketable: A Guide for Criminal Justice Majors and Recruits” (available from www.staffspublishing.com) and also contributed the chapter on “Counseling and Diversity Issues” to the book, “Police Psychology into the 21st Century” (Kurke and Scrivner) (available from www.amazon.com). Dr. Werdlow Rogers’ newest book, “CRACKING THE CODE: Surviving & Thriving in the Man’s Double Standard World” is pending publication by Cable Publishing (www.cablepublishing.com). Numerous articles written by Dr. Werdlow Rogers may be accessed at www.opednews.com. At the attached link, see her recent article entitled “Lead, Follow or Get out of the Way? Smart Women Lead.” 

Dr. Werdlow Rogers often has been a speaker at national professional conferences, colleges and universities, and various training seminars. She has made public appearances on television and radio, and is heavily quoted in printed media accessible on the internet.

WIFLE Executive Director Margaret Moore signed a Memorandum of Agreement (MOU) with Director John E. Clark of the US Marshal Service (USMS) on December 16, 2009. Executive Director Moore states the MOU with USMS solidifies an understanding that “the USMS affirmative employment program is a vehicle to provide for the development and implementation of an open dialogue between USMS and WIFLE. The one important goal of the affirmative employment program is to ensure that USMS reflects the demographic make-up of the applicable civilian labor force for the population of women.” 

USMS will coordinate WIFLE’s “Recruitment Fair” to be held in conjunction with the eleventh annual leadership training in June in Nashville, Tennessee. The Recruitment Fair Day is scheduled for Tuesday, June 22, from 1:00 pm to 5:00 pm and will be open to the public. For more information on the Recruitment Fair Day, please contact Katrina Queen, USMS, at Katrina.queen@usdoj.gov. 

Celebrate International Women’s Day (IWD), commemorating women and their achievements, on March 8, 2010. IWD is a major day of global celebration for the economic, political, and social accomplishments of women past, present, and future. 
The first IWD was in 1911, which makes next year the Global Centenary of the event. In some countries, such as Russia, China, Vietnam, and Bulgaria, IWD is a national holiday. To read more about IWD and the many events planned worldwide to celebrate the day, go to www.internationalwomensday.com.

The L Funds are intended to meet the investment needs of Thrift Savings Plan (TSP) participants with time horizons that fall into five different date ranges. The five L Funds were designed for the TSP by Mercer Investment Consulting, Inc. The asset allocations are based on Mercer assumptions regarding future investment returns, inflation, economic growth, and interest rates. The TSP will review these assumptions at least annually and determine whether changes to the allocations are warranted.

L2040, L2030, L2020, and L2010 are for participants with time horizons that fall within the defined date ranges. The asset allocations of these funds are adjusted quarterly, moving to a more conservative mix, gradually approaching that of the L Income Fund. Between quarterly adjustments, the asset allocation of each fund is maintained through daily rebalancing to that fund’s target allocation. When a fund reaches its horizon, it will roll into the L Income Fund, and a new fund will be added with a more distant time horizon.  Full Article here.

On December 21, 2009, the EEOC published proposed changes to 29 CFR Part 1614 Administrative practice and procedure, Age discrimination, Equal employment opportunity, Government employees, Individuals with disabilities, Race discrimination, Religious discrimination, Sex discrimination.  The EEOC sent a draft Notice of Proposed Rule Making to 170 Federal agencies for coordination and comment: Thirty-three agencies or agency components submitted comments; three agencies noted that they had no comments, or that they believed the proposed changes were improvements; and, of the remaining thirty comments, nearly one-third were from various components of the Department of Justice. The inter-agency comments are summarized in the discussion of the proposed changes in the Federal Register Notice attached in PDF Format.  

Among the changes, the Commission proposed to add two new paragraphs- One requiring review of Agency programs for compliance and issuing notices to agencies when non-compliance is found.  The second to permit EEOC to grant agencies variances to conduct pilot projects in alternative ways to process complaints. Pilots would be subject to EEOC approval by vote of the Commissioners and would usually not be granted for more than 12 months.

The EEOC proposed two clarifying changes to apply the regulations to complaints against the Government Printing Office; and, to clarify that complaints alleging discrimination in proposals to take personnel actions or other preliminary steps to taking personnel actions should be dismissed unless the complaint alleges that a proposal or preliminary step is retaliatory.

EEOC proposed clarifying changes in various other sections including extending the time frame when agencies must provide relief ordered from 60 days up to 120 days. Since the complainant has 90 days to file suit in United States district court, requiring agency relief earlier is premature since it is unknown whether the relief ordered is final until the expiration of time allowed to file in court.

For additional information, read the complete Notice of Proposed Rulemaking, attached, and read the article below by By Mahoney and Jeffrey, PLLC.

Currently, Executive Branch agencies process federal employees’ EEO complaints under the U.S. Equal Employment Opportunity Commission’s (EEOC) regulations at 29 C.F.R. Part 1614. Employees unable to informally resolve their complaints during the counseling phase may file a formal complaint with their agency. The agency will then either dismiss or accept the complaint for investigation. Thereafter, if the complaint is accepted, the agency typically has 180 days from the date the complaint was filed in which to issue an investigative report. After the employee receives the report, or 180 days have passed since she filed the complaint, she may (1) request a hearing before an EEOC administrative judge; or (2) forgo a hearing and request a final agency decision.

Read the Full Article Here.

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