![[Valid RSS]](images/valid-rss-rogers.png "Valid RSS")
This is a valid RSS feed.
This feed is valid, but interoperability with the widest range of feed readers could be improved by implementing the following recommendations.
line 41, column 0: (153 occurrences) [help]
<content:encoded><![CDATA[<h2 data-start="81" data-end="153">What ...
line 41, column 0: (153 occurrences) [help]
<content:encoded><![CDATA[<h2 data-start="81" data-end="153">What ...
line 54, column 0: (30 occurrences) [help]
<th data-start="2539" data-end="2566" data-col-size="sm">Cost Factor</th>
<p data-start="3001" data-end="3152"><img fetchpriority="high" decoding="asy ...
line 88, column 0: (3 occurrences) [help]
<p data-start="3001" data-end="3152"><img fetchpriority="high" decoding="asy ...
line 88, column 0: (3 occurrences) [help]
<p data-start="3001" data-end="3152"><img fetchpriority="high" decoding="asy ...
<?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 14:45:18 +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>Open Season Federal Health Benefits: Questions to Ask Before You Switch Plans</title> <link>https://gofebra.com/open-season-federal-health-benefits-questions-to-ask-before-you-switch-plans/</link> <comments>https://gofebra.com/open-season-federal-health-benefits-questions-to-ask-before-you-switch-plans/#respond</comments> <dc:creator><![CDATA[admin]]></dc:creator> <pubDate>Sun, 20 Jul 2025 14:35:02 +0000</pubDate> <category><![CDATA[News]]></category> <guid isPermaLink="false">https://gofebra.com/?p=4194</guid> <description><![CDATA[What are open season federal health benefits, and why do they matter? Open Season federal health benefits refer to the annual period when eligible federal employees and retirees can enroll in, change, or cancel their participation in health, dental, vision, and flexible spending account programs. Taking place every fall—typically mid-November to mid-December—Open Season allows individuals […]]]></description> <content:encoded><![CDATA[<h2 data-start="81" data-end="153">What are open season federal health benefits, and why do they matter?</h2><p data-start="155" data-end="794">Open Season federal health benefits refer to the annual period when eligible federal employees and retirees can enroll in, change, or cancel their participation in health, dental, vision, and flexible spending account programs. Taking place every fall—typically mid-November to mid-December—Open Season allows individuals to adjust their coverage to meet evolving medical, financial, or family needs. This window is critical because, outside of qualifying life events, it is the only time to make changes. Failing to review your options during Open Season can lead to increased costs or insufficient coverage throughout the following year.</p><h2 data-start="796" data-end="852">Have your health care needs changed in the past year?</h2><p data-start="854" data-end="1501">Before switching plans during Open Season federal health benefits, take an honest look at how your health situation has evolved. Did you or a family member develop a chronic condition, require surgery, or start new medications? Are you expecting a baby or planning a major procedure? These changes can drastically affect which plan provides the best coverage. Switching to a high-deductible plan might have saved money in previous years, but if you’re expecting increased usage, a standard or comprehensive plan could provide better value in the long run. Understanding your medical usage patterns is the first step to making an informed decision.</p><h2 data-start="1503" data-end="1563">Are your current providers in-network under the new plan?</h2><p data-start="1565" data-end="2176">One of the most overlooked factors when switching plans is provider access. Not all doctors, hospitals, or specialists are part of every health insurance network. If you have built strong relationships with certain providers or are receiving ongoing care, you’ll want to verify whether those professionals are included in the plan’s network. Out-of-network services are often more expensive or not covered at all. Before enrolling in a new FEHB plan during Open Season federal health benefits, request a provider directory or use the plan’s online search tool to confirm access to your preferred care providers.</p><h2 data-start="2178" data-end="2241">How do your plan’s premiums and out-of-pocket costs compare?</h2><p data-start="2243" data-end="2537">It’s easy to focus only on the monthly premium, but total costs include co-pays, deductibles, coinsurance, and out-of-pocket maximums. A plan with lower premiums might cost more in the long run if it has high deductibles or limited coverage. Use the following table to compare key cost factors:</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="2539" data-end="2999"><thead data-start="2539" data-end="2614"><tr data-start="2539" data-end="2614"><th data-start="2539" data-end="2566" data-col-size="sm">Cost Factor</th><th data-start="2566" data-end="2589" data-col-size="sm">Plan A (Low Premium)</th><th data-start="2589" data-end="2614" data-col-size="sm">Plan B (High Premium)</th></tr></thead><tbody data-start="2692" data-end="2999"><tr data-start="2692" data-end="2768"><td data-start="2692" data-end="2719" data-col-size="sm">Monthly Premium</td><td data-col-size="sm" data-start="2719" data-end="2742">$110</td><td data-col-size="sm" data-start="2742" data-end="2768">$210</td></tr><tr data-start="2769" data-end="2845"><td data-start="2769" data-end="2796" data-col-size="sm">Deductible</td><td data-col-size="sm" data-start="2796" data-end="2819">$2,000</td><td data-col-size="sm" data-start="2819" data-end="2845">$500</td></tr><tr data-start="2846" data-end="2922"><td data-start="2846" data-end="2873" data-col-size="sm">Out-of-Pocket Max</td><td data-col-size="sm" data-start="2873" data-end="2896">$7,500</td><td data-col-size="sm" data-start="2896" data-end="2922">$3,000</td></tr><tr data-start="2923" data-end="2999"><td data-start="2923" data-end="2950" data-col-size="sm">Specialist Co-Pay</td><td data-col-size="sm" data-start="2950" data-end="2973">$50</td><td data-col-size="sm" data-start="2973" data-end="2999">$25</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="3001" data-end="3152">When evaluating Open Season federal health benefits, it’s wise to calculate projected costs based on expected medical usage, not just monthly premiums.</p><p data-start="3001" data-end="3152"><img fetchpriority="high" decoding="async" class="size-full wp-image-4196 aligncenter" src="https://gofebra.com/wp-content/uploads/2025/07/Open-Season-Federal-Health-Benefits-1.jpg" alt="Open Season Federal Health Benefits" width="1280" height="853" srcset="https://gofebra.com/wp-content/uploads/2025/07/Open-Season-Federal-Health-Benefits-1.jpg 1280w, https://gofebra.com/wp-content/uploads/2025/07/Open-Season-Federal-Health-Benefits-1-300x200.jpg 300w, https://gofebra.com/wp-content/uploads/2025/07/Open-Season-Federal-Health-Benefits-1-1024x682.jpg 1024w, https://gofebra.com/wp-content/uploads/2025/07/Open-Season-Federal-Health-Benefits-1-768x512.jpg 768w, https://gofebra.com/wp-content/uploads/2025/07/Open-Season-Federal-Health-Benefits-1-600x400.jpg 600w" sizes="(max-width: 1280px) 100vw, 1280px" /></p><h2 data-start="3154" data-end="3217">What kind of coverage does the plan offer for prescriptions?</h2><p data-start="3219" data-end="3860">Prescription drug coverage can vary widely between FEHB plans. Some offer generous drug tiers and lower co-pays, while others may have strict formularies, high out-of-pocket costs, or limited pharmacy options. If you or your dependents take regular medications, it’s critical to review the plan’s formulary and understand how your prescriptions will be covered. You should also compare mail-order options and consider generic vs. brand-name availability. For retirees or employees with ongoing prescriptions, this factor can dramatically impact yearly healthcare costs and should not be overlooked during Open Season federal health benefits.</p><h2 data-start="3862" data-end="3938">Does your plan include dental and vision, or should you enroll in FEDVIP?</h2><p data-start="3940" data-end="4635">Most FEHB plans offer basic dental and vision coverage, but it may not be enough for those with more extensive needs. During Open Season, you can also enroll in FEDVIP (Federal Employees Dental and Vision Insurance Program), which provides more comprehensive coverage options. If you’re considering orthodontics, annual eye exams, or expensive dental work, separate FEDVIP enrollment may be necessary. Coordinating your FEHB and FEDVIP selections ensures your entire family is adequately covered. For help reviewing available plans, including <a class="" href="https://gofebra.com/insurance-and-supplimental-benefits/" target="_new" rel="noopener" data-start="4483" data-end="4578">insurance and supplemental benefits</a>, a benefits counselor can provide personalized guidance.</p><h2 data-start="4637" data-end="4703">How does your plan fit into your long-term retirement planning?</h2><p data-start="4705" data-end="5291">Your choices during Open Season don’t just affect the upcoming year—they can impact your future in retirement. To carry FEHB into retirement, you must be enrolled for the five years immediately before you retire. That means the plan you select now could determine your coverage later. If you’re nearing retirement under the <a class="" href="https://gofebra.com/fers-retirement/" target="_new" rel="noopener" data-start="5029" data-end="5091">FERS retirement system</a>, stability, provider access, and cost structure should all factor into your plan decision. Ensuring long-term compatibility with Medicare and coordinating with other retirement benefits is essential.</p><h2 data-start="5293" data-end="5355">Will your family members need different coverage this year?</h2><p data-start="5357" data-end="5937">If you’re covering dependents, consider whether your current plan still meets their needs. Have your children aged out of coverage? Is a spouse facing new medical challenges or planning a procedure? Open Season federal health benefits allow you to move between self-only, self-plus-one, and family coverage options. Make sure you assess each family member’s current and future needs, as switching tiers can significantly affect your premiums and overall costs. Review eligibility rules carefully to avoid unexpected gaps in coverage, especially for dependent children over age 22.</p><h2 data-start="5939" data-end="5997">Are you taking advantage of flexible spending accounts?</h2><p data-start="5999" data-end="6657">Open Season is also the time to enroll in or renew your FSAFEDS (Flexible Spending Account for Federal Employees). FSAs allow you to set aside pre-tax dollars for healthcare and dependent care expenses, reducing your taxable income. These funds can be used for co-pays, deductibles, prescription costs, and even some over-the-counter medications. However, FSAs are “use it or lose it” accounts, so careful planning is required. If you’re optimizing your budget during Open Season federal health benefits, combining the right FEHB plan with an FSA can lead to significant annual savings. Learn how to make this work for you at <a class="" href="https://gofebra.com/" target="_new" rel="noopener" data-start="6625" data-end="6656">GoFebra</a>.</p><h2 data-start="6659" data-end="6724">Where can you get help understanding your Open Season choices?</h2><p data-start="6726" data-end="7340">The federal benefits landscape is complex, and making uninformed decisions can be costly. During Open Season federal health benefits, it’s essential to consult with experts who understand how FEHB integrates with TSP, retirement systems, and other federal benefits. Resources like <a class="" href="https://gofebra.com/retirement/" target="_new" rel="noopener" data-start="7007" data-end="7071">GoFebra’s Retirement Services</a> offer personalized support to help you evaluate your options and plan holistically. You can also visit <a class="" href="https://gofebra.com/about-us/" target="_new" rel="noopener" data-start="7175" data-end="7231">GoFebra’s About Us page</a> to learn how they’ve helped thousands of federal employees make confident, well-informed benefits decisions.</p>]]></content:encoded> <wfw:commentRss>https://gofebra.com/open-season-federal-health-benefits-questions-to-ask-before-you-switch-plans/feed/</wfw:commentRss> <slash:comments>0</slash:comments> </item> <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 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> </channel></rss> If you would like to create a banner that links to this page (i.e. this validation result), do the following:
Download the "valid RSS" banner.
Upload the image to your own server. (This step is important. Please do not link directly to the image on this server.)
Add this HTML to your page (change the image src attribute if necessary):
If you would like to create a text link instead, here is the URL you can use:
http://www.feedvalidator.org/check.cgi?url=https%3A//gofebra.com/feed/
