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<?xml version="1.0" encoding="UTF-8"?><rss version="2.0" xmlns:content="http://purl.org/rss/1.0/modules/content/" xmlns:wfw="http://wellformedweb.org/CommentAPI/" xmlns:dc="http://purl.org/dc/elements/1.1/" xmlns:atom="http://www.w3.org/2005/Atom" xmlns:sy="http://purl.org/rss/1.0/modules/syndication/" xmlns:slash="http://purl.org/rss/1.0/modules/slash/" xmlns:media="http://search.yahoo.com/mrss/" > <channel> <title>FEBRA</title> <atom:link href="https://gofebra.com/feed/" rel="self" type="application/rss+xml" /> <link>https://gofebra.com</link> <description>Federal benefits, made simple</description> <lastBuildDate>Mon, 14 Jul 2025 14:31:20 +0000</lastBuildDate> <language>en-US</language> <sy:updatePeriod> hourly </sy:updatePeriod> <sy:updateFrequency> 1 </sy:updateFrequency> <generator>https://wordpress.org/?v=6.8.2</generator> <image> <url>https://gofebra.com/wp-content/uploads/2024/11/favicon.png</url> <title>FEBRA</title> <link>https://gofebra.com</link> <width>32</width> <height>32</height></image> <item> <title>Don’t Miss These Hidden Costs of Taking an Early Out for USPS</title> <link>https://gofebra.com/dont-miss-these-hidden-costs-of-taking-an-early-out-for-usps/</link> <comments>https://gofebra.com/dont-miss-these-hidden-costs-of-taking-an-early-out-for-usps/#respond</comments> <dc:creator><![CDATA[admin]]></dc:creator> <pubDate>Sat, 19 Jul 2025 14:15:53 +0000</pubDate> <category><![CDATA[News]]></category> <guid isPermaLink="false">https://gofebra.com/?p=4191</guid> <description><![CDATA[What is an early out for USPS and why is it offered? An early out for USPS, also known as a Voluntary Early Retirement Authority (VERA), is an option that allows eligible postal workers to retire before reaching their full retirement age. The U.S. Postal Service uses this tool during times of workforce restructuring or […]]]></description> <content:encoded><![CDATA[<h2 data-start="65" data-end="120">What is an early out for USPS and why is it offered?</h2><p data-start="122" data-end="737">An early out for USPS, also known as a Voluntary Early Retirement Authority (VERA), is an option that allows eligible postal workers to retire before reaching their full retirement age. The U.S. Postal Service uses this tool during times of workforce restructuring or budget reductions to reduce staffing levels without resorting to layoffs. While the offer may seem attractive at first—especially for those looking for a change or early exit—it comes with several hidden costs that can significantly affect long-term retirement security. Understanding the fine print is essential before making any final decisions.</p><h2 data-start="739" data-end="824">How does taking an early out for USPS affect your FERS or CSRS retirement annuity?</h2><p data-start="826" data-end="1499">One of the most significant impacts of taking an early out for USPS is how it reduces your retirement annuity under either the <a class="" href="https://gofebra.com/fers-retirement/" target="_new" rel="noopener" data-start="953" data-end="1008">FERS retirement</a> or <a class="" href="https://gofebra.com/csrs-information/" target="_new" rel="noopener" data-start="1012" data-end="1057">CSRS</a> system. For FERS employees, retiring early typically results in fewer years of service credit, which directly lowers your pension. Additionally, you may miss out on the FERS supplement if you don’t meet the minimum eligibility age. CSRS employees may also see lower benefits, as fewer years worked means a smaller annuity. These reductions may not be obvious upfront but can result in thousands of dollars lost over the course of retirement.</p><h2 data-start="1501" data-end="1573">Will your Thrift Savings Plan (TSP) be enough to fill the income gap?</h2><p data-start="1575" data-end="2190">Many employees hope their TSP will bridge the income gap caused by early retirement. However, withdrawing from your <a class="" href="https://gofebra.com/thrift-savings-plan/" target="_new" rel="noopener" data-start="1691" data-end="1754">Thrift Savings Plan</a> before age 59½ can lead to early withdrawal penalties and increased taxes, unless specific exemptions apply. Additionally, leaving early means fewer years of contributions and compound growth. This makes your nest egg smaller just when you need it most. Relying too heavily on your TSP after taking an early out for USPS could lead to premature depletion of your retirement savings, especially without a strong financial plan in place.</p><h2 data-start="2192" data-end="2265">What happens to your FEHB health insurance if you accept an early out?</h2><p data-start="2267" data-end="2931">Federal Employees Health Benefits (FEHB) coverage is one of the most valuable parts of your retirement package. If you haven’t been enrolled in FEHB for at least five consecutive years before retirement, you risk losing eligibility for this benefit entirely. Even if you do qualify to carry it into retirement, premiums remain and can become more expensive without the offset of a full retirement income. The loss or cost of FEHB is a hidden burden many overlook when evaluating an early out for USPS. Having access to <a class="" href="https://gofebra.com/insurance-and-supplimental-benefits/" target="_new" rel="noopener" data-start="2786" data-end="2881">insurance and supplemental benefits</a> is critical to managing healthcare in retirement.</p><h2 data-start="2933" data-end="2992">How does early retirement impact Social Security timing?</h2><p data-start="2994" data-end="3582">For FERS employees, the timing of your Social Security benefits is a crucial consideration. Retiring early may leave you without sufficient income until you become eligible for Social Security at age 62 or older. Starting Social Security at the minimum age results in permanently reduced monthly benefits. This creates a gap where you may be forced to draw down savings or work part-time to make ends meet. For those relying on the FERS supplement, it’s important to know that it may not be available if you take an early out too soon or don’t meet the age requirements for your position.</p><h2 data-start="3584" data-end="3650">Are there tax implications when you take an early out for USPS?</h2><p data-start="3652" data-end="4249">Yes, there are potential tax consequences to consider. Your annuity, TSP withdrawals, and any lump-sum leave payments may push you into a higher tax bracket temporarily. If you’re under 59½ and take distributions from your TSP, you could also face a 10% early withdrawal penalty on top of standard income tax unless an exception applies. Planning for taxes becomes more complicated when you’re retiring earlier than expected, and it’s important to factor this into your decision-making. Working with a financial advisor or using resources from <a class="" href="https://gofebra.com/" target="_new" rel="noopener" data-start="4196" data-end="4227">GoFebra</a> can help you prepare.</p><h2 data-start="4251" data-end="4321">What are the emotional and psychological impacts of retiring early?</h2><p data-start="4323" data-end="4949">While early retirement may sound ideal, many retirees experience unexpected emotional challenges. USPS employees often have a strong sense of identity tied to their careers. Suddenly leaving the workforce can result in a loss of structure, purpose, and daily social interaction. Some find themselves regretting the decision within months. Others struggle with boredom or isolation. It’s essential to have a plan for what comes next—whether that’s part-time work, hobbies, volunteering, or new goals. Retirement planning isn’t just about money; it’s about lifestyle, and early outs can leave you unprepared for that transition.</p><h2 data-start="4951" data-end="5015">Will you qualify for unemployment or other financial support?</h2><p data-start="5017" data-end="5615">Accepting an early out for USPS is considered a voluntary separation, meaning you won’t be eligible for unemployment benefits. This can surprise some employees who assume they’ll have a safety net after they leave. Additionally, early outs often come without the financial incentives offered in other government buyout programs. If you expect severance or additional compensation, read the fine print carefully. Unlike layoffs or reductions in force, VERA-based early outs are not designed to offer long-term financial support. Without other sources of income, you may find yourself stretched thin.</p><h2 data-start="5617" data-end="5680">What are some long-term opportunity costs of retiring early?</h2><p data-start="5682" data-end="6280">Retiring early cuts off several long-term financial opportunities. These include promotions, pay raises, higher retirement annuity calculations, and the ability to build more savings. You also lose time in service that could improve your retirement benefit formulas and post-retirement options. Furthermore, exiting the workforce early means fewer years of Social Security contributions, which could reduce your lifetime earnings average and final benefit. While the promise of immediate freedom is tempting, the long-term costs can be substantial if not accounted for in a broader retirement plan.</p><h2 data-start="6282" data-end="6352">Where can USPS employees go for help evaluating an early out offer?</h2><p data-start="6354" data-end="7010">Navigating the decision to accept an early out for USPS is complex and deeply personal. It involves understanding how your retirement benefits, healthcare coverage, and income sources interact. Resources like <a class="" href="https://gofebra.com/retirement/" target="_new" rel="noopener" data-start="6563" data-end="6625">GoFebra Retirement Services</a> offer guidance tailored to USPS and other federal employees. Whether you’re under FERS, CSRS, or still unsure about your options, these experts can walk you through your benefit calculations and financial projections to ensure you’re making a decision that supports your long-term well-being. Don’t make this choice alone—having professional support can save you from costly mistakes.</p>]]></content:encoded> <wfw:commentRss>https://gofebra.com/dont-miss-these-hidden-costs-of-taking-an-early-out-for-usps/feed/</wfw:commentRss> <slash:comments>0</slash:comments> </item> <item> <title>Is Your FEGLI Coverage Enough? How to Tell Before It’s Too Late</title> <link>https://gofebra.com/is-your-fegli-coverage-enough-how-to-tell-before-its-too-late/</link> <comments>https://gofebra.com/is-your-fegli-coverage-enough-how-to-tell-before-its-too-late/#respond</comments> <dc:creator><![CDATA[admin]]></dc:creator> <pubDate>Fri, 18 Jul 2025 13:58:37 +0000</pubDate> <category><![CDATA[News]]></category> <guid isPermaLink="false">https://gofebra.com/?p=4187</guid> <description><![CDATA[What is FEGLI coverage and why does it matter? FEGLI coverage, short for Federal Employees’ Group Life Insurance, is the largest group life insurance program in the U.S., covering millions of federal workers and retirees. It provides basic life insurance automatically for most new federal employees, with optional additions available at the employee’s cost. Understanding […]]]></description> <content:encoded><![CDATA[<h2 data-start="67" data-end="116">What is FEGLI coverage and why does it matter?</h2><p data-start="118" data-end="875">FEGLI coverage, short for Federal Employees’ Group Life Insurance, is the largest group life insurance program in the U.S., covering millions of federal workers and retirees. It provides basic life insurance automatically for most new federal employees, with optional additions available at the employee’s cost. Understanding the structure, benefits, and limits of FEGLI is crucial because this coverage is often the only life insurance plan some federal workers carry. Without evaluating whether your FEGLI coverage actually meets your family’s financial needs, you could leave loved ones underprotected in the event of your unexpected passing. This becomes even more important as you approach major life milestones like retirement or the birth of a child.</p><h2 data-start="877" data-end="943">How much coverage does the basic FEGLI option actually provide?</h2><p data-start="945" data-end="1662">The basic FEGLI option provides life insurance equal to your annual basic pay (rounded up to the nearest $1,000) plus $2,000. While this may seem like enough early in your career, it often falls short once you consider your financial obligations such as mortgages, college tuition for children, and outstanding debts. For example, if you earn $72,400 annually, your basic FEGLI coverage would be $73,000 + $2,000 = $75,000. This amount might not even cover a year’s worth of expenses for your surviving family members. That’s why many employees choose one or more of the three optional FEGLI coverage packages to increase their total benefit. But those options come with their own cost and eligibility considerations.</p><h2 data-start="1664" data-end="1715">How do the optional FEGLI coverage options work?</h2><p data-start="1717" data-end="2475">FEGLI offers three optional coverages: Option A (Standard), Option B (Multiple of Salary), and Option C (Family Coverage). Option A provides an additional $10,000 of coverage. Option B allows you to elect one to five times your salary in additional coverage. Option C provides life insurance for your spouse and eligible children. These options are not automatic and must be selected — and paid for — by the employee. Costs for Options B and C increase with age and can become significant later in your federal career. Choosing the right mix of optional coverage is critical to ensuring your family has adequate protection, especially when combined with other financial planning tools like the <a class="" href="https://gofebra.com/thrift-savings-plan/" target="_new" rel="noopener" data-start="2411" data-end="2474">Thrift Savings Plan</a>.</p><h2 data-start="2477" data-end="2528">Is FEGLI coverage enough to replace your income?</h2><p data-start="2530" data-end="3152">This is one of the most important questions to ask. In most cases, FEGLI coverage alone does not provide sufficient income replacement for your dependents. Life insurance should ideally replace at least 5 to 10 years of income to help your family maintain their current lifestyle. Basic FEGLI coverage might only cover funeral expenses and immediate debts, but it likely won’t support long-term housing, education, or daily living costs. That’s why many federal employees seek supplemental coverage or financial guidance through resources like <a class="" href="https://gofebra.com/" target="_new" rel="noopener" data-start="3074" data-end="3105">GoFebra</a> to build a more comprehensive protection plan.</p><h2 data-start="3154" data-end="3225">How does your stage of life impact how much FEGLI coverage you need?</h2><p data-start="3227" data-end="3900">Your life stage plays a major role in determining whether your current FEGLI coverage is adequate. A young, single employee with no dependents may find basic coverage sufficient. However, a married employee with children and a mortgage faces vastly different financial responsibilities. As your family grows or you near retirement, it’s essential to reevaluate your coverage. FEGLI does not automatically adjust with these life changes — it’s up to you to review and update your elections. For those under the <a class="" href="https://gofebra.com/fers-retirement/" target="_new" rel="noopener" data-start="3737" data-end="3792">FERS retirement</a> system, planning how FEGLI coverage aligns with retirement income can ensure long-term financial stability.<br /><img fetchpriority="high" decoding="async" class="size-full wp-image-4189 aligncenter" src="https://gofebra.com/wp-content/uploads/2025/07/fegli-coverage-1.jpg" alt="fegli coverage" width="1280" height="853" srcset="https://gofebra.com/wp-content/uploads/2025/07/fegli-coverage-1.jpg 1280w, https://gofebra.com/wp-content/uploads/2025/07/fegli-coverage-1-300x200.jpg 300w, https://gofebra.com/wp-content/uploads/2025/07/fegli-coverage-1-1024x682.jpg 1024w, https://gofebra.com/wp-content/uploads/2025/07/fegli-coverage-1-768x512.jpg 768w, https://gofebra.com/wp-content/uploads/2025/07/fegli-coverage-1-600x400.jpg 600w" sizes="(max-width: 1280px) 100vw, 1280px" /></p><h2 data-start="3902" data-end="3957">What happens to your FEGLI coverage when you retire?</h2><p data-start="3959" data-end="4699">FEGLI coverage doesn’t disappear when you retire, but it does change significantly. Retirees can continue basic FEGLI and, in some cases, optional coverage — but the cost structure shifts. For example, Option B and Option C become dramatically more expensive with age unless you elect a reduction option. You must meet eligibility requirements such as carrying the coverage for at least five years before retirement to maintain it afterward. Many retirees find themselves reassessing whether to keep certain options due to cost or reduce coverage to preserve pension income. This makes pre-retirement planning essential and is often addressed in sessions like those offered by <a class="" href="https://gofebra.com/retirement/" target="_new" rel="noopener" data-start="4636" data-end="4698">GoFebra Retirement Services</a>.</p><h2 data-start="4701" data-end="4776">What are the common mistakes federal employees make with FEGLI coverage?</h2><p data-start="4778" data-end="5480">Several recurring mistakes put federal employees at risk. These include assuming basic coverage is enough, not reviewing elections after major life events, ignoring the rising cost of optional coverage, and failing to align insurance with broader retirement planning. Another common error is neglecting to update beneficiaries, which can cause unnecessary legal complications. Employees should also be cautious about underestimating future health care needs, as FEGLI doesn’t include long-term care coverage. Pairing FEGLI with proper <a class="" href="https://gofebra.com/insurance-and-supplimental-benefits/" target="_new" rel="noopener" data-start="5313" data-end="5408">insurance and supplemental benefits</a> can provide more robust security for both employees and their families.</p><h2 data-start="5482" data-end="5534">How does FEGLI compare to private life insurance?</h2><p data-start="5536" data-end="6063">FEGLI is convenient and often affordable early in a federal career, but it may not offer the best long-term value compared to private life insurance. Private policies can provide fixed premiums, more flexibility, and higher death benefits. The cost of optional FEGLI coverage increases every five years, which can become prohibitive in later years. Many federal employees choose to reduce or drop FEGLI Option B in favor of a term or whole life policy from a private insurer. A comparison table helps visualize the differences:</p><div class="_tableContainer_80l1q_1"><div class="_tableWrapper_80l1q_14 group flex w-fit flex-col-reverse" tabindex="-1"><table class="w-fit min-w-(--thread-content-width)" data-start="6065" data-end="6593"><thead data-start="6065" data-end="6153"><tr data-start="6065" data-end="6153"><th data-start="6065" data-end="6094" data-col-size="sm">Feature</th><th data-start="6094" data-end="6121" data-col-size="sm">FEGLI Coverage</th><th data-start="6121" data-end="6153" data-col-size="sm">Private Life Insurance</th></tr></thead><tbody data-start="6242" data-end="6593"><tr data-start="6242" data-end="6329"><td data-start="6242" data-end="6270" data-col-size="sm">Cost over time</td><td data-col-size="sm" data-start="6270" data-end="6297">Increases with age</td><td data-col-size="sm" data-start="6297" data-end="6329">Often fixed (term policies)</td></tr><tr data-start="6330" data-end="6417"><td data-start="6330" data-end="6358" data-col-size="sm">Portability</td><td data-col-size="sm" data-start="6358" data-end="6385">Not portable</td><td data-col-size="sm" data-start="6385" data-end="6417">Fully portable</td></tr><tr data-start="6418" data-end="6505"><td data-start="6418" data-end="6446" data-col-size="sm">Underwriting required</td><td data-col-size="sm" data-start="6446" data-end="6473">No (initially)</td><td data-col-size="sm" data-start="6473" data-end="6505">Yes</td></tr><tr data-start="6506" data-end="6593"><td data-start="6506" data-end="6534" data-col-size="sm">Customization</td><td data-col-size="sm" data-start="6534" data-end="6561">Limited</td><td data-col-size="sm" data-start="6561" data-end="6593">Highly flexible</td></tr></tbody></table><div class="sticky end-(--thread-content-margin) h-0 self-end select-none"><div class="absolute end-0 flex items-end"></div></div></div></div><h2 data-start="6595" data-end="6651">How do you evaluate if your FEGLI coverage is enough?</h2><p data-start="6653" data-end="7245">To determine if your FEGLI coverage is enough, calculate your family’s ongoing needs in your absence. This includes income replacement, debt repayment, future education costs, and final expenses. Subtract your current life insurance coverage from that total. If there’s a gap, it’s time to adjust your FEGLI elections or consider supplementing with other policies. Use tools or consult with professionals to create a detailed needs analysis. If you’re under the <a class="" href="https://gofebra.com/csrs-information/" target="_new" rel="noopener" data-start="7115" data-end="7167">CSRS system</a>, also factor in how survivor benefits may affect your family’s future income.</p><h2 data-start="7247" data-end="7317">Where can federal employees get help reviewing their FEGLI options?</h2><p data-start="7319" data-end="7895">Many federal employees don’t know where to begin when reviewing their FEGLI options. Fortunately, expert resources like <a class="" href="https://gofebra.com/about-us/" target="_new" rel="noopener" data-start="7439" data-end="7479">GoFebra</a> offer support and training to help you understand your benefits and make informed choices. Whether you’re navigating open season, nearing retirement, or experiencing a major life change, you can rely on specialists to walk you through your life insurance options and how they integrate with your retirement strategy. Taking the time to evaluate your needs now could save your family from significant hardship later.</p>]]></content:encoded> <wfw:commentRss>https://gofebra.com/is-your-fegli-coverage-enough-how-to-tell-before-its-too-late/feed/</wfw:commentRss> <slash:comments>0</slash:comments> </item> <item> <title>Sick Leave for Federal Employees : Policies, Penalties, and Abuse Prevention</title> <link>https://gofebra.com/sick-leave-for-federal-employees-policies-penalties-and-abuse-prevention/</link> <comments>https://gofebra.com/sick-leave-for-federal-employees-policies-penalties-and-abuse-prevention/#respond</comments> <dc:creator><![CDATA[admin]]></dc:creator> <pubDate>Thu, 17 Jul 2025 13:46:45 +0000</pubDate> <category><![CDATA[News]]></category> <guid isPermaLink="false">https://gofebra.com/?p=4181</guid> <description><![CDATA[What is sick leave for federal employees, and how is it typically accrued? Sick leave for federal employees is a benefit provided under federal law that allows workers to take paid time off for personal medical needs, family care, and certain other health-related purposes. Most full-time federal employees accrue sick leave at the rate of […]]]></description> <content:encoded><![CDATA[<h2 data-start="77" data-end="154">What is sick leave for federal employees, and how is it typically accrued?</h2><p data-start="156" data-end="861">Sick leave for federal employees is a benefit provided under federal law that allows workers to take paid time off for personal medical needs, family care, and certain other health-related purposes. Most full-time federal employees accrue sick leave at the rate of four hours per pay period, which equals 13 days per year. Unlike annual leave, sick leave does not expire and can be carried over indefinitely. This makes it one of the most valuable long-term benefits for employees working under the <a class="" href="https://gofebra.com/fers-retirement/" target="_new" rel="noopener" data-start="655" data-end="710">FERS Retirement</a> or <a class="" href="https://gofebra.com/csrs-information/" target="_new" rel="noopener" data-start="714" data-end="759">CSRS</a> systems, especially when used responsibly and strategically as part of career or retirement planning.</p><h2 data-start="863" data-end="918">How does sick leave abuse occur in federal agencies?</h2><p data-start="920" data-end="1556">Sick leave abuse occurs when employees misuse sick leave entitlements, often by using the leave for non-medical reasons, repeatedly calling in sick without legitimate cause, or failing to provide proper documentation when required. In some federal agencies, patterns emerge—such as excessive absences on Mondays or Fridays, or sick leave immediately following denied annual leave requests—which may indicate abuse. This behavior not only undermines productivity but also places a burden on coworkers and agency operations. Agencies are tasked with monitoring these patterns closely to ensure fairness and integrity within the workforce.</p><h2 data-start="1558" data-end="1632">What are the key policies that govern sick leave for federal employees?</h2><p data-start="1634" data-end="2302">Sick leave policies are primarily governed by Title 5 of the U.S. Code and the Office of Personnel Management (OPM) guidelines. Agencies also implement internal policies outlining when medical certification is required, how much advance notice is expected for planned medical procedures, and what actions supervisors may take if abuse is suspected. Employees are typically allowed to use sick leave for personal illness, injury, pregnancy, medical appointments, and care of immediate family members. However, agency-specific HR departments often include provisions to track attendance trends and intervene when leave use appears suspicious or inconsistent with policy.</p><h2 data-start="2304" data-end="2351">What are the penalties for sick leave abuse?</h2><p data-start="2353" data-end="3053">Penalties for sick leave abuse in federal agencies vary based on severity, frequency, and whether the behavior was intentional. Disciplinary actions may range from verbal warnings to formal reprimands, suspension, and even termination in extreme cases. Managers must follow due process, document each instance of suspected abuse, and offer the employee an opportunity to explain before action is taken. Agencies rely on performance management systems and human resource protocols to ensure penalties are applied fairly and consistently. Repeated abuse can also jeopardize future promotions, raise concerns during performance reviews, and affect eligibility for telework or alternative work schedules.</p><h2 data-start="3055" data-end="3127"><img decoding="async" class="alignnone size-full wp-image-4184" src="https://gofebra.com/wp-content/uploads/2025/07/sick-leave-for-federal-employees-2.jpg" alt="sick leave for federal employees (2)" width="1280" height="853" srcset="https://gofebra.com/wp-content/uploads/2025/07/sick-leave-for-federal-employees-2.jpg 1280w, https://gofebra.com/wp-content/uploads/2025/07/sick-leave-for-federal-employees-2-300x200.jpg 300w, https://gofebra.com/wp-content/uploads/2025/07/sick-leave-for-federal-employees-2-1024x682.jpg 1024w, https://gofebra.com/wp-content/uploads/2025/07/sick-leave-for-federal-employees-2-768x512.jpg 768w, https://gofebra.com/wp-content/uploads/2025/07/sick-leave-for-federal-employees-2-600x400.jpg 600w" sizes="(max-width: 1280px) 100vw, 1280px" /><br />How can supervisors and agencies detect patterns of sick leave abuse?</h2><p data-start="3129" data-end="3816">Supervisors are trained to monitor leave records for common red flags such as frequent absences on Mondays or Fridays, excessive use of unscheduled sick leave, or patterns that align with holidays or long weekends. Agencies often use tracking tools or attendance management software to analyze leave patterns and trends. If a pattern is identified, the supervisor may request medical certification for future absences or conduct a formal discussion with the employee. In some cases, the agency may initiate a closer review through HR or even involve labor relations for union-represented employees. Transparency, documentation, and early intervention are key to detection and prevention.</p><h2 data-start="3818" data-end="3886">What documentation is required to validate legitimate sick leave?</h2><p data-start="3888" data-end="4641">Depending on the agency’s policy, a medical certificate or doctor’s note may be required when an employee is absent for more than three consecutive days or exhibits a pattern of excessive absenteeism. However, an agency can request documentation for any period of absence if there’s a reasonable belief that abuse is occurring. This certificate should include dates of incapacity, diagnosis (optional), and expected return to work. Importantly, employees are not required to disclose sensitive medical information unless requesting accommodations under laws like the <a class="" href="https://en.wikipedia.org/wiki/Americans_with_Disabilities_Act_of_1990" target="_new" rel="noopener nofollow" data-start="4455" data-end="4559">Americans with Disabilities Act</a>. HR offices guide both employees and supervisors on how to handle these requests.</p><h2 data-start="4643" data-end="4698">What prevention strategies can federal agencies use?</h2><p data-start="4700" data-end="5490">To prevent sick leave abuse, agencies must build a culture of trust, accountability, and clarity around leave policies. Strategies include educating employees about appropriate use, training managers to handle attendance issues constructively, and implementing clear consequences for abuse. Regular check-ins, return-to-work interviews, and requiring documentation for questionable absences are effective measures. Some agencies also include sick leave usage trends in performance evaluations. When employees know expectations are enforced and support is available when genuinely needed, abuse tends to decline. At <a class="" href="https://gofebra.com/about-us/" target="_new" rel="noopener" data-start="5315" data-end="5355">GoFebra</a>, we support these strategies by providing education and tools that empower both employees and supervisors to manage leave responsibly.</p><h2 data-start="5492" data-end="5559">How does sick leave abuse impact coworkers and workplace morale?</h2><p data-start="5561" data-end="6328">When one employee consistently abuses sick leave, the ripple effect can be significant. Coworkers are often forced to absorb extra work or shift schedules, which may lead to burnout, resentment, or decreased morale. Over time, this imbalance creates tension in teams and undermines workplace culture. For agencies with tight deadlines or limited resources, absenteeism can derail entire projects. That’s why it’s critical to address abuse early, not just for policy compliance, but also to maintain fairness, respect, and productivity across departments. Investing in employee wellness and offering resources like <a class="" href="https://gofebra.com/insurance-and-supplimental-benefits/" target="_new" rel="noopener" data-start="6175" data-end="6270">insurance and supplemental benefits</a> can help reduce absenteeism by supporting overall health.</p><h2 data-start="6330" data-end="6389">Can excessive sick leave use affect retirement planning?</h2><p data-start="6391" data-end="7089">Yes. While unused sick leave can be credited toward service time in federal retirement calculations, excessive use may reduce this benefit. For federal employees under CSRS, each day of unused sick leave adds directly to their annuity computation. Under FERS, sick leave is also factored in, although slightly differently. By preserving sick leave where possible, employees increase their overall service time — potentially leading to earlier retirement eligibility or larger annuity payouts. For those nearing <a class="" href="https://gofebra.com/retirement/" target="_new" rel="noopener" data-start="6902" data-end="6947">retirement</a>, managing leave wisely is essential to long-term financial planning and should be part of every strategy discussed with a retirement advisor.</p><h2 data-start="7091" data-end="7160">How can employees protect themselves against accusations of abuse?</h2><p data-start="7162" data-end="7873">The best defense against accusations of sick leave abuse is proactive and transparent communication. Employees should notify supervisors promptly when they need leave, submit required documentation, and avoid patterns that may raise concerns. When dealing with chronic illness or recurring medical conditions, it’s wise to consider options like FMLA or reasonable accommodation requests. Keeping personal records, responding to management inquiries promptly, and understanding your rights can protect your employment and reputation. Resources like <a class="" href="https://gofebra.com/" target="_new" rel="noopener" data-start="7710" data-end="7741">GoFebra</a> offer guidance on navigating federal benefits and policies, helping employees stay informed and protected throughout their careers.</p>]]></content:encoded> <wfw:commentRss>https://gofebra.com/sick-leave-for-federal-employees-policies-penalties-and-abuse-prevention/feed/</wfw:commentRss> <slash:comments>0</slash:comments> </item> <item> <title>How to Keep Your retiree FEHB Coverage —And Why You Absolutely Should</title> <link>https://gofebra.com/how-to-keep-your-retiree-fehb-coverage-and-why-you-absolutely-should/</link> <comments>https://gofebra.com/how-to-keep-your-retiree-fehb-coverage-and-why-you-absolutely-should/#respond</comments> <dc:creator><![CDATA[admin]]></dc:creator> <pubDate>Tue, 15 Jul 2025 13:27:20 +0000</pubDate> <category><![CDATA[News]]></category> <guid isPermaLink="false">https://gofebra.com/?p=4172</guid> <description><![CDATA[If you’re nearing retirement as a federal employee, keeping your retiree FEHB (Federal Employees Health Benefits) coverage should be at the top of your planning checklist. FEHB is widely regarded as one of the most valuable and flexible health insurance options available to retirees anywhere in the U.S. Losing it by mistake or misunderstanding the […]]]></description> <content:encoded><![CDATA[<p data-start="77" data-end="613">If you’re nearing retirement as a federal employee, keeping your <strong data-start="142" data-end="158">retiree FEHB</strong> (Federal Employees Health Benefits) coverage should be at the top of your planning checklist. FEHB is widely regarded as one of the most valuable and flexible health insurance options available to retirees anywhere in the U.S. Losing it by mistake or misunderstanding the rules can be a costly and irreversible error. In this article, we answer the most common questions about retaining FEHB into retirement—and why it’s such a powerful asset to protect.</p><hr data-start="615" data-end="618" /><h2 data-start="620" data-end="671">What is retiree FEHB, and why is it so valuable?</h2><p data-start="673" data-end="1374">Retiree FEHB refers to the continuation of your FEHB coverage after you separate from federal service. It allows you to keep your comprehensive health insurance as a retiree, with the federal government continuing to pay about 72% of the premiums. Unlike most private-sector plans, FEHB doesn’t significantly reduce in quality post-retirement, and you have access to the same wide selection of providers, plans, and benefits. This includes major carriers like Blue Cross Blue Shield, GEHA, and Kaiser Permanente. Additionally, there are no pre-existing condition exclusions, and retirees benefit from premium stability and national portability—making it ideal for those planning to move in retirement.</p><hr data-start="1376" data-end="1379" /><h2 data-start="1381" data-end="1448">What are the eligibility requirements to keep FEHB as a retiree?</h2><p data-start="1450" data-end="1519">To qualify for <strong data-start="1465" data-end="1481">retiree FEHB</strong>, you must meet two main conditions:</p><ol data-start="1520" data-end="1751"><li data-start="1520" data-end="1573"><p data-start="1523" data-end="1573"><strong data-start="1523" data-end="1566">You must retire on an immediate annuity</strong>, and</p></li><li data-start="1574" data-end="1751"><p data-start="1577" data-end="1751"><strong data-start="1577" data-end="1681">You must have been continuously enrolled in FEHB for the five years immediately preceding retirement</strong>, or since your first opportunity to enroll if less than five years.</p></li></ol><p data-start="1753" data-end="1786">Here’s a quick eligibility table:</p><div class="_tableContainer_80l1q_1"><div class="_tableWrapper_80l1q_14 group flex w-fit flex-col-reverse" tabindex="-1"><table class="w-fit min-w-(--thread-content-width)" data-start="1788" data-end="2378"><thead data-start="1788" data-end="1886"><tr data-start="1788" data-end="1886"><th data-start="1788" data-end="1824" data-col-size="sm">Requirement</th><th data-start="1824" data-end="1886" data-col-size="md">Condition</th></tr></thead><tbody data-start="1985" data-end="2378"><tr data-start="1985" data-end="2082"><td data-start="1985" data-end="2020" data-col-size="sm">Retirement Type</td><td data-col-size="md" data-start="2020" data-end="2082">Must be an immediate (not deferred) annuity</td></tr><tr data-start="2083" data-end="2181"><td data-start="2083" data-end="2118" data-col-size="sm">Enrollment Length</td><td data-col-size="md" data-start="2118" data-end="2181">At least 5 years of FEHB coverage before retirement</td></tr><tr data-start="2182" data-end="2280"><td data-start="2182" data-end="2217" data-col-size="sm">Employment Type</td><td data-col-size="md" data-start="2217" data-end="2280">Federal employee under FERS or CSRS</td></tr><tr data-start="2281" data-end="2378"><td data-start="2281" data-end="2316" data-col-size="sm">Break in Service</td><td data-col-size="md" data-start="2316" data-end="2378">Must not cause a lapse in FEHB eligibility</td></tr></tbody></table><div class="sticky end-(--thread-content-margin) h-0 self-end select-none"><div class="absolute end-0 flex items-end"></div></div></div></div><p data-start="2380" data-end="2616">Failing to meet either condition means losing FEHB for life—so timing and recordkeeping are crucial. To understand how this interacts with your retirement timeline, visit our <a class="" href="https://gofebra.com/fers-retirement/" target="_new" rel="noopener" data-start="2555" data-end="2610">FERS Retirement</a> page.</p><hr data-start="2618" data-end="2621" /><h2 data-start="2623" data-end="2673">What happens to my premiums under retiree FEHB?</h2><p data-start="2675" data-end="3309">As a retiree, your FEHB premiums will continue to be deducted from your annuity check (monthly pension payment) rather than your paycheck. The government still pays roughly 72% of the total premium, and you continue to pay the employee share, just as you did before retirement. Unlike active-duty employees, retirees pay premiums on a <strong data-start="3010" data-end="3022">post-tax</strong> basis, which could slightly increase your overall tax burden. However, you’ll retain full access to the same health plans and provider networks. Keeping these benefits while paying only a portion of the cost is what makes retiree FEHB a cornerstone of smart federal retirement planning.</p><hr data-start="3311" data-end="3314" /><h2 data-start="3316" data-end="3376"><img decoding="async" class="alignnone size-full wp-image-4173" src="https://gofebra.com/wp-content/uploads/2025/07/retiree-FEHB-2.jpg" alt="retiree FEHB" width="1280" height="853" srcset="https://gofebra.com/wp-content/uploads/2025/07/retiree-FEHB-2.jpg 1280w, https://gofebra.com/wp-content/uploads/2025/07/retiree-FEHB-2-300x200.jpg 300w, https://gofebra.com/wp-content/uploads/2025/07/retiree-FEHB-2-1024x682.jpg 1024w, https://gofebra.com/wp-content/uploads/2025/07/retiree-FEHB-2-768x512.jpg 768w, https://gofebra.com/wp-content/uploads/2025/07/retiree-FEHB-2-600x400.jpg 600w" sizes="(max-width: 1280px) 100vw, 1280px" /><br />Do I have to enroll in Medicare when I have retiree FEHB?</h2><p data-start="3378" data-end="4138">Once you turn 65, you become eligible for <strong data-start="3420" data-end="3432">Medicare</strong>, and the question of whether to enroll in Medicare Part B (which has a monthly premium) is common. Fortunately, retiree FEHB and Medicare coordinate well together. Most retirees opt for <strong data-start="3619" data-end="3638">Medicare Part A</strong> (free for most people) and then decide whether the added coverage of <strong data-start="3708" data-end="3718">Part B</strong> is worth the cost. If you enroll in both FEHB and Medicare, FEHB typically becomes your secondary payer, which can result in lower out-of-pocket costs. Coordinating the two plans can maximize your healthcare security, especially during long-term illness. Learn more about managing your post-retirement benefits on our <a class="" href="https://gofebra.com/insurance-and-supplimental-benefits/" target="_new" rel="noopener" data-start="4037" data-end="4132">Insurance and Supplemental Benefits</a> page.</p><hr data-start="4140" data-end="4143" /><h2 data-start="4145" data-end="4202">Can I cancel and later re-enroll in FEHB as a retiree?</h2><p data-start="4204" data-end="4815">One of the unique features of retiree FEHB is that <strong data-start="4255" data-end="4276">you can cancel it</strong>—but <strong data-start="4281" data-end="4318">you usually can’t re-enroll later</strong> unless you’re reemployed by the federal government in a benefits-eligible position. This is a crucial point: cancelling your coverage is a permanent decision in most cases. However, you can suspend your FEHB coverage if you’re enrolling in <strong data-start="4559" data-end="4570">TRICARE</strong>, <strong data-start="4572" data-end="4594">Medicare Advantage</strong>, or a similar plan—and later resume FEHB if the alternative coverage ends. Always consult with a benefits specialist before taking action. Making a mistake here could mean losing your federal healthcare benefits forever.</p><hr data-start="4817" data-end="4820" /><h2 data-start="4822" data-end="4876">How does retiree FEHB compare to private insurance?</h2><p data-start="4878" data-end="5037">When compared to private health insurance or COBRA, retiree FEHB is usually far superior in terms of cost, coverage, and flexibility. Here’s how they stack up:</p><div class="_tableContainer_80l1q_1"><div class="_tableWrapper_80l1q_14 group flex w-fit flex-col-reverse" tabindex="-1"><table class="w-fit min-w-(--thread-content-width)" data-start="5039" data-end="5710"><thead data-start="5039" data-end="5134"><tr data-start="5039" data-end="5134"><th data-start="5039" data-end="5063" data-col-size="sm">Feature</th><th data-start="5063" data-end="5098" data-col-size="sm">Retiree FEHB</th><th data-start="5098" data-end="5134" data-col-size="sm">Private Insurance</th></tr></thead><tbody data-start="5231" data-end="5710"><tr data-start="5231" data-end="5328"><td data-start="5231" data-end="5255" data-col-size="sm">Premium Cost</td><td data-col-size="sm" data-start="5255" data-end="5294">Shared with government (approx. 28%)</td><td data-col-size="sm" data-start="5294" data-end="5328">100% paid by individual</td></tr><tr data-start="5329" data-end="5423"><td data-start="5329" data-end="5353" data-col-size="sm">Provider Network</td><td data-col-size="sm" data-start="5353" data-end="5388">Nationwide</td><td data-col-size="sm" data-start="5388" data-end="5423">Varies by plan and region</td></tr><tr data-start="5424" data-end="5518"><td data-start="5424" data-end="5448" data-col-size="sm">Portability</td><td data-col-size="sm" data-start="5448" data-end="5483">Excellent</td><td data-col-size="sm" data-start="5483" data-end="5518">Often regional or limited</td></tr><tr data-start="5519" data-end="5615"><td data-start="5519" data-end="5545" data-col-size="sm">Pre-Existing Conditions</td><td data-col-size="sm" data-start="5545" data-end="5580">Always covered</td><td data-col-size="sm" data-start="5580" data-end="5615">May have restrictions</td></tr><tr data-start="5616" data-end="5710"><td data-start="5616" data-end="5640" data-col-size="sm">Prescription Coverage</td><td data-col-size="sm" data-start="5640" data-end="5675">Included</td><td data-col-size="sm" data-start="5675" data-end="5710">May cost extra</td></tr></tbody></table><div class="sticky end-(--thread-content-margin) h-0 self-end select-none"><div class="absolute end-0 flex items-end"></div></div></div></div><p data-start="5712" data-end="6000">FEHB’s stability and broad coverage make it one of the most sought-after benefits in the federal retirement system. For a broad comparison of how FEHB complements the rest of your retirement income and benefits, check out <a class="" href="https://gofebra.com/retirement/" target="_new" rel="noopener" data-start="5934" data-end="5989">GoFebra’s Retirement</a> resources.</p><hr data-start="6002" data-end="6005" /><h2 data-start="6007" data-end="6084">What if I worked part-time or took a break in service—am I still eligible?</h2><p data-start="6086" data-end="6815">Part-time service or breaks in federal employment don’t necessarily disqualify you from retiree FEHB coverage, as long as you meet the continuous five-year enrollment requirement leading up to your retirement. If you had a break in service but resumed coverage promptly upon return, you might still meet the eligibility criteria. However, temporary positions that don’t offer FEHB or long-term lapses in coverage could reset the five-year clock. It’s important to maintain documentation and work with your agency’s HR department or a retirement specialist to confirm your status. For more personalized guidance, our <a class="" href="https://gofebra.com/about-us/" target="_new" rel="noopener" data-start="6702" data-end="6743">About Us</a> page details how FEBRA supports employees navigating these transitions.</p><hr data-start="6817" data-end="6820" /><h2 data-start="6822" data-end="6884">How does retiree FEHB interact with my Thrift Savings Plan?</h2><p data-start="6886" data-end="7521">FEHB and your <strong data-start="6900" data-end="6929">Thrift Savings Plan (TSP)</strong> are both major components of your federal retirement, but they serve different roles. FEHB provides health coverage, while your TSP provides income through withdrawals or annuities. Managing the two wisely can help you cover healthcare costs that FEHB doesn’t fully address, such as dental, vision, or long-term care. For instance, some retirees use TSP withdrawals to fund out-of-pocket medical expenses or Medicare Part B premiums. Pairing these benefits gives you a powerful foundation for retirement. Learn more at our <a class="" href="https://gofebra.com/thrift-savings-plan/" target="_new" rel="noopener" data-start="7453" data-end="7516">Thrift Savings Plan</a> hub.</p><hr data-start="7523" data-end="7526" /><h2 data-start="7528" data-end="7604">Is there any difference between FEHB coverage for CSRS and FERS retirees?</h2><p data-start="7606" data-end="8178">Whether you’re retiring under CSRS or FERS, the rules for maintaining retiree FEHB are essentially the same: you need to retire on an immediate annuity and have five years of continuous enrollment. The key differences between CSRS and FERS retirees are typically related to <strong data-start="7880" data-end="7920">annuity size and additional benefits</strong> like Social Security and TSP usage. However, both groups enjoy equal access to the same FEHB plans. You can explore the distinctions between the two retirement systems by reviewing our detailed <a class="" href="https://gofebra.com/csrs-information/" target="_new" rel="noopener" data-start="8115" data-end="8172">CSRS Information</a> page.</p><hr data-start="8180" data-end="8183" /><h2 data-start="8185" data-end="8242">Where can I find trusted help to keep my retiree FEHB?</h2><p data-start="8244" data-end="8941">Managing retiree FEHB isn’t always straightforward, especially when it comes to integrating Medicare, avoiding cancellation mistakes, and understanding eligibility. That’s where professional guidance can make a difference. At <a class="" href="https://gofebra.com/" target="_new" rel="noopener" data-start="8470" data-end="8501">GoFebra</a>, we specialize in helping federal employees transition smoothly into retirement, ensuring that critical benefits like FEHB are preserved. Whether you’re just starting your planning or approaching your retirement date, our expert team can help you make informed decisions and avoid costly errors. You can also read more general background on <a class="" href="https://en.wikipedia.org/wiki/Federal_Employees_Health_Benefits_Program" target="_new" rel="noopener nofollow" data-start="8843" data-end="8922">FEHB</a> through Wikipedia.</p>]]></content:encoded> <wfw:commentRss>https://gofebra.com/how-to-keep-your-retiree-fehb-coverage-and-why-you-absolutely-should/feed/</wfw:commentRss> <slash:comments>0</slash:comments> </item> </channel></rss> If you would like to create a banner that links to this page (i.e. this validation result), do the following:
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