Federal Retirement NEWS
Thank you for visiting PSRetirement.com for your Federal Retirement News and other information. We focus on what matters most to federal employees about their retirement plans and benefits along with articles that will shape the Federal Employee landscape will be available in this category.
Stay up to date with the latest happenings in the federal retirement world.
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Public Sector Retirement, LLC (‘PSR,’ ‘PSRetirement.com’ or the ‘Site’) is a news channel focusing on postal and federal retirement news and information. Although PSR publishes information believed to be accurate and from authors that have proclaimed themselves as experts in their given field of endeavor but PSR cannot guarantee the accuracy of any such information not can PSR independently verify such professional claims for accuracy. Expressly, PSR disclaims any liability for any inaccuracies written by authors on the Site, makes no claims to the validity of such information. By reading any information provided by June Kirby or other Authors you acknowledge that you have read and agree to be bound by the Terms of Use
Law Enforcement Officers (LEOs) and FERCCA
LEO and FERCCA
A Law Enforcement Official (LEO) is defined under title 5 as an employee whose chief responsibilities are to investigate, apprehend, or detain individuals suspected of or convicted of an offense against the criminal laws of the United States. It is further the LEO’s responsibility to protect officials of the United States against threats to their personal safety.
There is often confusion as to who qualifies as a Federal Law Enforcement Officer. Therefore, it is always a good idea to check with your Human Resources Office to verify and validate your official status or designation.
Because the duties and responsibilities of LEOs are sufficiently rigorous with a high risk of danger, the law stipulates that LEO employment opportunities should be at best limited to persons between the ages of 21 and 36 who have not reached their 37th birthday and be in excellent physical health. There are Law Enforcement categories whose age requirements might differ slightly. However, the upper end of the spectrum is in most cases the same, having not reached the age of 37.
For clarity, we are going to list those positions that are typically considered Law Enforcement Officers (LEOs): FBI special agents, Park Police (covered under FERS), Secret Service Agents (covered under FERS), Capitol Police, Border Patrol agents, Customs Investigators, Criminal Investigators, Deputy U.S. Marshals, Federal Probation and Parole Officers, Instructors at the Law Enforcement Training Center (FLETC) are covered as secondary LEO positions, and many other positions that fall under the Bureau of Prisons and the Federal Bureau Prison Industry.
It is important for any category of LEO, particularly in the Federal Service where a number of special provisions apply for the purpose of retirement, to check their classification status so they are certain to reap all of the LEO retirement benefits available to them. It cannot be emphasized enough that federal employees should check with their Human Resources Office to make certain they are appropriately classified and are in the correct retirement system. FERCCA (Federal Erroneous Retirement Coverage Corrections Act) attempts to correct the long-term harm employees may face who have been put in the wrong retirement system.
The Federal workforce is such a huge entity that errors are inevitable and for LEOs that is no different. However, the good news is that provisions such as FERCCA are in place in order to assure the best possible retirement planning for the Federal workforce and for LEOs alike. FERCCA could allow individuals placed in the wrong retirement plan an opportunity to make up contributions to the Thrift Savings Plan and possibly recover lost earnings on those contributions. FERCCA also may benefit impacted employees via rule changes that might make a difference in how their service computation towards retirement was handled.
There are even circumstances where LEOs might be allowed to choose another retirement plan or be reimbursed for out-of-pocket expenses you might have incurred as a result of being in the wrong retirement plan.
P. S. Always Remember to Share What You Know.
To know more about LEOs and how Phased Retirement may impact you Read This
FERS: Learn About The Federal Employees Retirement System
Learn about the Federal Employees Retirement System (FERS)
Do you have questions about the benefits and eligibility criteria of the Federal Employees Retirement System (FERS)? Below we have listed the main characteristics and details of the FERS program, which can help you determine the best course of action for your retirement planning needs.
The Federal Employees Retirement System (FERS) is the retirement system that replaced for nearly all employees employed after 1984, the former retirement system, the Civil Service Retirement System (CSRS). The main goal and purpose of FERS was to provide federal and postal employees with a retirement solution, similar to that offered by the private corporations within the industry, under the 401(k).
Components Of The FERS Plan
The Federal Employees Retirement System is a three tiered system which consists of:
1. FERS annuity
The FERS benefits includes the FERS annuity, along with eligible participation in Social Security, and a defined contribution plan, the Thrift Savings Plan (TSP) designed to be similar to the benefits offered in private market 401(k) plans.
Federal Employees Retirement System Annuity Eligibility Criteria
The eligibility criteria for FERS employees, In order to become eligible for a FERS annuity, are as follows;
1. A federal employee needs to conform to the minimum age requirements, along with
2. The required number of years of credible service, to derive benefit from the plan.
The FERS age requirements and the specified number of years of credible service, are based on a sliding scale and both are equally important. The rules provide convenience to employees in case of a voluntary or involuntary separation from the service, and an employee can qualify for early retirement based on reduced benefits. Federal and postal employees who qualify for a full retirement package under FERS will likely have either of the following two criteria;
a) 25 years of service to their credit with any age, or
b) A 20 years’ service record with the age of 50.
If any employee suffers from a physical disability and can no longer continue with their job, then a disability retirement is available for them. Employees with a medical disability need to have at least 18 months of service to their credit.
Additional Information
Employees become automatically eligible for the Federal Employees Retirement System at their first day on the job. According to the rules the employees who were hired or rehired before the introduction of FERS, were automatically provided coverage under the new retirement plan.
The rules stipulate that if a federal employee covered by FERS leaves their job before retirement, they can still easily have their Thrift Savings Plan transferred to their new job or IRA and of course continue their Social Security benefits that were earned while working within the Federal Employees Retirement System (FERS).
Viewpoint Survey: Training and Management Assistance
Training and Management Assistance Viewpoint Survey
Across the Federal Government budgets are being cut from every corner one can imagine. From changes to FERS, such as FERS-RAE or FERS-FRAE to reductions in the quantity of our federal workforce these budget constraints are very real and becoming more and more obvious almost every day. If organizations do not invest in their workforce, they lose the ability to compete in industry and across the globe and the Federal Employee Viewpoint Survey can help you share your views and thoughts with the OPM and other decision makers alike.
The Office of Personnel Management (OPM) realizes that agencies’ budgets cannot support all the training needs so critical to high job performance. OPM holds the reigns and has the responsibility for ensuring the effective recruitment, hiring and retention of the best talent the world has to offer. As such the Training and Management Assistance (TMA) program offers a way of customizing human capital and training services to all agencies and the Viewpoint Survey can help the OPM understand what you believe is important.
TMA must be a high priority for federal and postal employees. We expect superior customer service from Federal and Postal employees. I expect service that is above reproach on Monday, then again on Tuesday, Wednesday, Thursday and Friday. This cannot be achieved if strong guidelines are not a constant in bringing training programs to the Federal and Postal workforce.
We talked about the Federal Employee Viewpoint Survey in another post. The Viewpoint Survey is the opportune time for Federal and Postal employees to tell their agencies how critical training is to them. Let the 2014 Federal Employee Survey speak to what Federal and Postal employees feel they need to get the jobs done.
P. S. Always Remember to Share What You Know.
Federal Retirement: Veteran Employment Initiative
Federal Retirement and the Veteran Employment Initiative
I think most Americans carry the banner for supporting our Veterans. Veterans have made tremendous sacrifices to protect our borders and keep us safe from harm and they seek federal retirement. They volunteer to make sometimes what becomes the ultimate sacrifice – losing their lives, leaving families behind to make it without them. Our military personnel volunteer to perform a most profound service to their country, they are not drafted. They choose to put themselves often in harms way so that the rest of us won’t have to.
We have also seen an untold number of Veterans returning from war and service with tremendous injuries, often times limiting their ability to work and recapture their lives. The President has asked Secretaries Thomas E. Perez (Labor) and Erick Shinseki (VA) to co-chair an Initiative, along with OPM Director Katherine Archuleta as Vice Chair, of increasing the number of Veterans that we employ.
The Initiative will help Veterans secure jobs in the Federal Government. The initiaitive will also assist them in navigating the transition from the military to the federal service. Military personnel have impeccable leadership and time management skills, both great attributes the federal service can never run a surplus with.
The Initiative has brought about an amazing collaboration between OPM, Labor and the Veterans Administration. We applaud the respective agency heads for answering the President’s call to support Veterans in their job search, in their efforts to continuing building their careers and lives for their families.
P. S. Always Remember to Share What You Know.
Veteran Related Articles
As A Veteran – What Wartime Benefits Do You Qualify For?
To learn more about Military Time Buyback read this
How does Military service impact your Federal Retirement?
Federal Employees Health Benefits (FEHB) and the Affordable Care Act
FEHB and Affordable Care Act
Getting health care coverage has been a huge topic across the airwaves for many months. Although it is reported that a large number of Americans now have some form of health care coverage, there are still a lot of unanswered questions about what the Affordable Care Act (ObamaCare) Marketplace means for Federal and Postal employees and how it will impact their decision about the Federal Employees Health Benefits (FEHB) they are eligible for through their employer.
Federal and Postal employees are covered by the Federal Employees Health Benefits (FEHB) program. They have the opportunity to choose from a number of plans that fit their individual and family needs. Every Federal and Postal employee is eligible for health coverage via FEHB if they so choose. Employees do have the option to waive FEHB coverage because many federal employees may be covered by a spouse’s plan. There may also be a situation where both spouses are federal or postal employee and only need one spouse to carry the coverage.
The Affordable Care Act ‘Marketplace’ was designed to offer health insurance at affordable market rates to citizens who were not covered by a health plan. The Marketplace was never intended to replace FEHB for Federal and Postal employees. If you are a Federal or Postal employee, there is nothing wrong with listening to how the Marketplace is impacting the lives of many Americans who thought health care coverage would never become a reality; but that is about as far as it goes. Federal and Postal employees do not have to take any action when it comes to their health care coverage relevant to the Marketplace and in fact would likely be receiving a far inferior plan at a significantly higher cost by switching.
As a FERS or CSRS employee you have been eligible for FEHB covereage since before the Marketplace and you are still covered by FEHB after the Marketplace. As it stands, Federal and Postal employees have one of the best health care programs around – If you’re eligible for Federal Employees Health Benefits DO NOT give up your coverage without very serious consideration.
P.S. Always Remember to Share What You Know.
For more information on FEHB and Postal employees read this
For information on how your retirement election can impact your spousal FEHB coverage read this
OPM and UMUC: Partnership for America’s Greatness
OPM and UMUC Partnership
The Office of Personnel Management (OPM) has partnered with the University of Maryland, University College (UMUC) to ensure federal employees and their families acquire the skills needed to compete on the global stage.
The partnership offers current federal employees, their spouses and dependent children a 25% discount on out-of-state tuition, to help address the fact that tuition is becoming increasingly costly and unaffordable for many families. OPM’s forward thinking is certainly a plus for the federal workforce. In a time when the economy is still trying to find momentum, it is critical that resources are gathered and utilized in the most efficient manner possible.
Federal employees, in addition to all of the great employee and the federal retirement benefits afforded to them, can take advantage of the partnership advantage starting as early as the Summer of 2014. The programs provide the 25% tuition discount in most undergraduate courses and some graduate courses. Courses are available on-line making it convenient to fit the busy schedules of the federal workforce.
Federal employees can look forward to a Summer of Education for themselves and their qualifying family members. Federal employees may enroll in degree-granting programs, certificate programs or just take a few classes to enhance their professional profile or simply to learn something new.
P. S. Always Remember to Share What You Know.
Federal Retirement: Less Than One Year
Federal Retirement
1. Do I know what the best day to retire is?
2. What does my Benefit Analysis say about the best way to maximize my federal benefits?
3. When and how do I waive my military retired pay?
4. When should I complete my application?
5. Should I check on my military service deposit?
6. Should I sign up now to receive my retirement payments by direct deposit?
7. How long does it take to withdraw money from the Thrift Savings Plan (TSP) – will there be a gap between retirement and when I can access my funds if I need them?
8. Do I know how my FERS or CSRS annuity elections will impact my spouses eligibility for FEHB?
It is very important to examine and collect all the necessary information you will need to make good decisions about your retirement future. The more you know and the earlier you know it, the better time you will have preparing for your retirement future.
P. S. Always Remember to Share What You Know.
Retirement Planning – One Year Out
If you are conducting your retirement planning in ONE year think about concentrating on a few things that might help to keep you on track and make certain you don’t miss out on anything.
• Confirm when you will be eligible to receive your full retirement benefit.
CSRS Eligibility
• Have a benefit analysis run on your federal retirement – This is a MUST.
• Decide when you want to retire – make sure you are considering your best days to retire.
• Tell your manager about your proposed retirement date. It would be professional protocol to give sufficient notice to allow for planning for someone to take your place.
• Get information about other benefits to which you may also be eligible, such as TSP withdrawal options and any other entitlements based on employment such as Social Security, pensions from private industry and Individual Retirement Accounts (IRAs).
• Document all military service time.
• If you find that there is a conflict about time or missing documentation, contact your human resources officer immediately.
• Check your FEGLI – specifically any Optional coverages and make sure you have compared your FEGLI against the costs of individual policies – the savings can be fantastic.
• Document and keep a record of periods worked intermittently or when actually employed.
• Make an appointment with your human resources officer to review your personnel folder to make certain all your records are complete and accurate. Also make sure all service is verified and your insurance coverage is documented.
• Make sure that the beginning and ending dates for each period of employment is properly documented for benefit computation.
• Ensure effective dates for each promotion or within-grade increase is also properly documented during the period that will be used to compute the high-3 average salary.
• Make certain the dates of pay changes or earnings and the pay rate during employment periods when retirement deductions were not withheld from your salary are properly documented.
• Capture the tour-of-duty during any part-time employment. Also document any hours worked beyond the official tour of duty as actual hours worked.
P. S. Always Remember to Share What You Know.
For more information on what to do one-year before retirement click here
A retirement cost analysis is an important subject and should be considered.
Federal Retirement: Getting Ready
Getting ready for federal retirement means putting plans in place for perhaps one of the biggest transitions you will make in your life. Some things you should consider if you are planning to retire in 5 years.
• Have a Federal Employee Benefit Analysis performed.
• Ask your employer exactly what they can do in terms of helping you with your retirement planning. If they can’t do what you need – find a knowledgeable financial professional that can help you.
• Begin a planning process.
• Find out the process for keeping your FEHB (health benefits) after you retire. Make sure that any FERS or CSRS Annuity decisions that you might be comtemplating won’t negatively impact your spouses FEHB eligibility.
• If you have not met the 5 year requirement to take your health insurance into retirement, check with OPM to see if the requirements can be waived.
• Compare the costs of your FEGLI (life insurance) against the cost of an individual policy (you might be pleasantly surprised how much you can save).
• Review your electronic official personnel folder (eOPF) to make certain all military and civilian service is recorded.
• You should also ask for a ‘Request for Earnings and Benefit Estimate Statement (Form SSA-7004-PC) – Social Security.
• Read up on the provisions of the Government Pension Offset.
• Make certain you are well briefed on the Windfall Elimination Provision.
P. S. Always Remember to Share What You Know.
Federal Employee – What Size Is Your Coat?
When you (a federal employee) get dressed in the morning for work, do you choose clothing from your own closet or do you saunter into the neighbor’s house and find an outfit from their closet? That is what is meant by – Cut Your Coat According to Your Own Size.
Setting your goals, putting a plan in place and formulating your budget must all be based on your individual and unique circumstances. You must measure your coat (your resources) to fit your budget (your expenses) in good times, so that in bad times, it will still fit.
When it comes to federal retirement it is imperative to always be careful with spending and saving in economically difficult times. If you are careful in economically difficult times, you must be even more so in economically good times. Putting away more when times are good prepares you for staying on course when times become difficult and challenging. Such as maximizing your TSP contributions when you can – taking full advantage of any employer match, so when times get hard, you have already built up a good habit and can either live with the continued savings or reduce your savings a bit but maintain the tax-deferred investments you have squirreled away.
You are the only you that you will get in this life. Let your circumstances be the pattern by which your measurements are taken not someone else’s. You don’t know how or why your neighbors have two brand new cars and and a Recreational Vehicle. As a matter of fact, you shouldn’t care why they have those things. They did not involve you in the process to acquire those things and you should not involve yourself in the process to match their acquisitions.
Try on your coat often for a test drive to make sure it still fits. Have a federal retirement ‘benefit analysis’ performed as you get closer to retirement to ensure that your calculations are correct and that you have a good handle on your federal retirement income and benefits. The closer you get to retirement, let your fitting regiment become a routine part of your plans to retire well.
P.S. Always Remember to Share What You Know.
The Federal Employee Financial Plan
Federal Employee Financial Plan
Are you a Federal Employee? Do you realize how important a financial plan really is at every stage of your life?
Having a financial plan is probably the most important part of managing your financial life. Having a sound, flexible financial plan today is more important than it has ever been. Resources are limited and the needs of families are increasing without the financial resources to support them.
More and more Americans are unemployed or underemployed than ever before in recent times. Military service personnel have returned from two wars and unfortunately for many there are no jobs waiting to welcome them home and to thank them for their service to the nation. A student of mine told me that financial plans are like ether if you don’t have a job. He said what is the need to discuss plans if you don’t have money?
His assertion was about half and half. You don’t need money to plan, but you do need a plan if you expect to acquire anything whether it is money or building a spaceship. Neither endeavor just sort of happens for most individuals. Some individuals are born into financial stability and even with that they must have a plan to keep the financial stability that is a part of their birth. For those of use who aren’t as lucky, the planning is even more important.
Plans are needed for every aspect of our lives to be successful. Not everybody will actually put pen to paper and actualize formal plans. In order to see where you are going and where you need to go to make your plans a reality, I would suggest putting pen to paper or fingers to keyboard to chart your path, layout your plans. Plans are made to change that is why good plans have a degree of flexibility. Just as life changes, the best laid plans also change.
There are so many things we have to keep up with today and although automation makes it easier, we still need to organize our goals and objectives. We need to set goals that are specific. We need to determine exactly what it is we wish to achieve. We also need to set goals that we can both measure and manage. Don’t worry about the kind of goals someone else is setting. Your goal setting should be unique and tailor-made for you. Check to make sure you can reach the goals you set by ensuring they are realistic with sensible time horizons. Make sure your goals are SMART.
If you have to change and/or amend your goals as circumstances change, go right ahead. After all, they are your goals. They are your goals for the future. Thinking about and actualizing a financial plan or just a plan for your life that includes all aspects of your life is the best investment you can make in yourself.
To my student, I applaud him because he was thinking and he is very concerned about securing a stable financial future for himself. I know that because he is a student who has now secured a rather handsome internship with the Federal Government. He now has a job and he is discussing plans for his future because he now also has some MONEY.
P. S. Always Remember to Share What You Know.
To begin your financial plan you should consider the Thrift Savings Plan.
What does you Estate Plan look like and how early should you start?
Changing Your LiteBlue / PostalEase Password
Changing Your PostalEase Password
By now, you will almost certainly have received your new LiteBlue / PostalEase password and have thought about visiting ssp.usps.gov to make the change (ssp www.usps.gov).
The letter you have received contains a temporary password in the upper right hand corner of the letter. You may have to search for the password as it is not clearly identified, but it is there if you look.
To effect the change, you will need to visit https://ssp.usps.gov/ssp-web/login.xhtml. As you go to the website you will need to enter your LiteBlue (employee) ID and the temporary LiteBlue password.
Once you are logged in, you will need to set up and then save your new LiteBlue password. Please remember, however, that LiteBlue / PostalEase will be accepting your new (ssp www.usps.gov) passwords after April 28th, 2014.
Other LiteBlue Related Pages
What Postal Employees Should Do On LiteBlue Before Retirement
eRetire for Postal Employees – Retirement Applications on LiteBlue
Use LiteBlue to Manage your FEHB
You can use LiteBlue and PostalEase to manage your Allotments
Requesting Duplicate Postal Employee W-2 Forms Using LiteBlue
Contact us for more information
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Federal Retirement – It’s Complicated, It’s Confusing
Federal Retirement
I write articles everyday on some aspect of what federal employee retirement can do and what they should know in order to prepare for retirement. I am thoroughly familiar with the structure and language of the Federal Retirement Systems, both FERS and CSRS and all of the different components of each. But even with my extensive knowledge and background in the field, it is still scary to think about how much information is out there and how confusing and complicated it must be for most people participating in the federal retirement systems.
It is my objective as I write, engage in personal conversations and teach seminars and workshops on federal retirement, that I do it in a way that takes the complexity and confusion out of the situation. Have I found an exact science as to how to achieve that objective? Absolutely not. I keep trying to come somewhere close to it since I feel a genuine connection to what individuals must be going through as they look to their retirement years.
Therefore, I have packed as a part of my arsenal quite a few things I believe will help me be of assistance to individuals who have worked hard all of their lives, and are generally not wealthy as a result of earnings from the federal government, nor do they have huge Thrift Savings Plan balances, but they stil desire and deserve to live in comfort and security in their retirement years.
To live in comfort and security, I believe is a goal that tops the bucket list for all of us. As I have committed a great deal of my life to being an information sharer, at this writing I am even more convinced that greater partnerships need to be formed between many entities to ensure appropriate dissemination of information to our federal employees, the largest workforce in the world. Federal workers have made tremendous sacrifices to public service and they are owed a debt of gratitude.
Subject matter experts, like me, gather information from the official government source tasked with the administration of federal retirement programs such as the Office of Personnel Management (OPM) and the agencies that employ these workers. As a past federal and private sector human capital director invested in training staff to know well what our customers needed to know to be successful both on the job and in retirement, I am a huge advocate of training and education.
Training, albeit ever so important, is the first casualty on the chopping block when it comes to budget cuts. Many of us living today and anticipating retirement now or sometime in the future were not old enough to ever feel the pangs of the Great Depression. I don’t believe our economic tsunami quite reached the heights of the Great Depression, but we were not far from that bend in the road.
We have still not completely recovered from our economic sinkhole. I do, however, feel we have learned some great lessons from the economic scare of the past few years. One is that individual approaches to finding solutions do not work as well as collective strategies in most cases. Second, it is a monumental flaw to believe that simply because we post massive amounts of information on sites, that everybody understands it. Understanding the information has little to do with intellectual prowess, but more to do with the setting and presentation.
Online tools allow on-line chats and applications to explore questions and answers. However advanced our technology, nothing takes the place of looking into the face of an audience and having that audience look back at you and say with their eyes, their facial expressions, and their quiet – this stuff is complicated, it’s confusing and I am scared to death that I have not made the right decisions and my life is going to end up in a mess. That is why, at least in part, why you really need to consider using a local financial professional to help you with these decisions. I really can’t emphasize this enough.
Recently, an on-line discussion from some of the many I choose to get involved in asked – What is a good trainer? I responded – someone who knows the subject matter intricately and intimately and who can engage the audience. I left out something critically important. A good trainer is someone with a heart who can look out into an audience and feel them before they even speak. And you know what, an audience can also feel you, and what keeps them engaged is that they know intrinsically that you care about them.
P.S. Always Remember to Share What You Know.
LiteBlue program: Log On
Log On to the LiteBlue Program
What I find fascinating about the LiteBlue program is that it is not only an easy and fast way of communicating and staying connected for Postal employees but for family member as well. Sometimes what is offered to an employee as part of the benefits package can be thoroughly confusing and the LiteBlue program certainly helps the postal employee gain some clarity. So many questions and sometimes what you are looking for simply escapes your consciousness. You turn the next page and find what you thought should be right before your eyes is not there.
It might even be that you didn’t really understand what LiteBlue category the item fell under that you were looking for in the first place. LiteBlue takes all the worry away and makes it simple and easy for Postal employees to find the information they are seeking. Through LiteBlue, the information is right at their fingertips.
If you are looking to see how your money is working for you and your family and you need to know more about what is available, the LiteBlue program has a category called MY MONEY. You will be able to access programs and see how they fit into your planning process for career development and retirement planning. Using LiteBlue.usps.gov you can gain access to programs such as:
Money Management
• Commuter Program
• OPM Voluntary Contributions
• Credit Union
• Combined Federal Campaign
• Flexible Spending Account (FSA)
• Retirement Plan
Payroll
• Allotments/Payroll
• Federal W4
• eTravel Net to Bank
• Savings Bonds
Employee Resources where postal employees can help each other
• Employee Assistance Program
• Postal Employee Relief Fund
We are going to discuss other advantages LiteBlue has to offer to Postal Workers in additional posts on Log On To LiteBlue or the Self-Service Portal (ssp www.usps.gov).
P. S. Always Remember to Share What You Know.
Log On To LiteBlue – Continued 1
Log On To LiteBlue – Continued 2
Related LiteBlue Articles
How To Bid Assignments / Routes On LiteBlue
What Postal employees need to do on LiteBlue before retirement
What Postal Employees Should Do On LiteBlue Before Retirement
Changing Your LiteBlue / PostalEase Password Through ssp.USPS.gov
eRetire for Postal Employees – Retirement Applications on LiteBlue
Use LiteBlue to Manage your FEHB
You can use LiteBlue and PostalEase to manage your Allotments
Requesting Duplicate Postal Employee W-2 Forms Using LiteBlue
USPS LiteBlue: Other Benefits
Other Benefits of USPS LiteBlue
Through USPS LiteBlue, there are a number of ways the Postal Service is making access to information easy and fast for its employees and Liteblue.usps.gov is a great place to start. In the very hurried world we live in today, there is so much we need to know, but some little time to do it.
USPS LiteBlue via PostalEase is sort of like one-stop shopping for Postal employees. When you need to know something that impacts you and your family such as your FEHB (health benefits) and information about your Thrift Savings Plan (TSP) account, it is much more convenient to travel in one direction as opposed to traveling in many directions to find out what you need to know about you.
The system that the Postal Service calls the “Next Generation in Employee Communication” can get you connected to:
• Liteblue USPS Payroll
• Liteblue USPS TSP
• Liteblue USPS
• USPS Pay Stub Online
• PostalEASE Direct Deposit
• Usps Employee Human Resources
• Lite Blue Postal EASE USPS Employee
• USPS Liteblue USPS Postal Ease
These are just a few sub-topics that can keep you informed about what LiteBlue has to offer. If a specific topic is not listed, you can always go to www.LiteBlue.USPS.gov.
Stay informed for you and your family. You worked hard to build a career. Let it work for you by staying informed and being a part of the progress the Postal Service is making. Providing feedback to the Postal Service is one of the best investments you can make in your future as a Postal employee and all of these options are available to you through LiteBlue.usps.gov.
P. S. Always Remember to Share What You Know.
Related LiteBlue Articles
How To Bid Assignments / Routes On LiteBlue
What Postal employees need to do on LiteBlue before retirement
What Postal Employees Should Do On LiteBlue Before Retirement
Changing Your LiteBlue / PostalEase Password Through ssp.USPS.gov
eRetire for Postal Employees – Retirement Applications on LiteBlue
Use LiteBlue to Manage your FEHB
You can use LiteBlue and PostalEase to manage your Allotments
Requesting Duplicate Postal Employee W-2 Forms Using LiteBlue
Larger Federal Employee Participation in Benefit Expense
FERS Annuity
In an effort to reduce the overall budget deficit, House Republicans are calling for a smaller government workforce and more employee participation with regard to the FERS federal benefits federal retirees are eligible to receive.
Wisconsin Representative, Paul Ryan proposal calls for federal employees to contribute 6.35% of their paychecks to their pensions. He also proposes an elimination of the special retirement supplement for certain employees who retire before 62.
Ryan’s proposal would make federal employees, lawmakers and congressional staff responsible for 50 percent of their pension costs. Under Ryan’s proposal, FERS eligible employees would contribute 6.35% as opposed to the 0.8% – 4.4% that federal employees are currently responsible for.
The FERS Annuity Supplement is also at risk of being eliminated. The FERS Annuity Supplement, which benefits federal employees who choose to retire before the age of 62. The FERS Annuity Supplement works by bridging the gap between when the federal employees retire and when they are due to receive Social Security benefits. President Obama has also gone on the record in support of eliminating the FERS Annuity Supplement.
Ryan, Chairman of the House Budget Committee, believes that the ‘Reform’ will reduce government expenditures by over $125 billion over the next decade.
Ryan’s proposal, which is part of The GOP budget proposal, dubbed “The Path to Prosperity: Fiscal-Year 2015 Budget Resolution,” also includes proposals to reduce the size of the federal government workforce through attrition, by up to 10%. Moreover, the Republican plan overall seeks to balance the budget over the next decade through a reduction of spending of nearly $5.1 trillion along with Tax Code and entitlement reforms over that same period of time.
USPS LiteBlue: Access to More Than Just Your Earnings Statement
ePAYROLL is another www.LiteBlue.usps.gov feature available to you through USPS LiteBlue ‘MY HR.’
“Employee apps” such as “My HR” have been available for several years now through LiteBlue — your HR website on USPS LiteBlue. Among your self-service Employee apps is ePayroll, which is available to nearly all USPS employees (rural delivery employees are not included) who wish to use direct deposit.
The USPS LiteBlue ePayroll app is available to USPS employees 24 hours a day giving you immediate access to your earning statements. Employees can review their earning statements for up to 40 consecutive previous pay periods. (Don’t forget that your USPS LiteBlue access is removed once you separate from service).
Take the STAPLES® Survey – let your voice be heard.
Earnings statements on LiteBlue ePayroll is available the employee once new records are processed. The LiteBlue ePayroll statements provide more detail than traditional printed statements on processed allotments, benefit deductions, withholdings and leave balances. In addition LiteBlue ePayroll also provides the user with online guides so employees can better understand their earnings statements and all of the information contained within them.
“Go Green” with ePayroll
Employees who wish can also store their records electronically on their computers without the need to print out the statements themselves.
How to Access ePayroll (you have 3 ways):
· Go to www.LiteBlue.usps.gov
o Select the Employee Apps ‘carousel’ at the center of the home page.
· On LiteBlue;
o Select the My HR tab and then the “Find Employee Apps” section.
· On LiteBlue;
o Select the employee apps button near the bottom of the ‘My HR’ pages.
What can you do on LiteBlue?
Payroll:
Allotment and Net-to-Bank selections
e-Travel net-to-bank options
Make changes to your Federal W-4
Add, cancel or change your Savings Bond options
View up to 15 years of earnings W-2
Benefits:
Use PostalEase
Change your FEHB options
Enroll, change or cancel your Thrift Savings Plan contributions
You can only change, enroll or cancel your Thrift Savings Plan through LiteBlue. To make Thrift Savings Plan fund transfers, request a Thrift Savings Plan Loan or withdrawal and also view periodic Thrift Savings Plan statements please access your TSP.gov account directly.
Add, change or cancel your Thrift Savings Plan Catch-up contributions
Enroll in a Flexible Spending Account (FSA)
Request an Annual Leave Exchange
NOTE: These selections are typically made during Open Season – You should verify the dates for Open Season.
USPS employees will need their Employee ID and USPS PIN number in order to access LiteBlue. For further information on how to use LiteBlue click HERE.
Other LiteBlue Related Pages
What Is LiteBlue?
PostalEase / LiteBlue
What Postal Employees Should Do On LiteBlue Before Retirement
eRetire for Postal Employees – Retirement Applications on LiteBlue
Use LiteBlue to Manage your FEHB
You can use LiteBlue and PostalEase to manage your Allotments
Requesting Duplicate Postal Employee W-2 Forms Using LiteBlue
BEDB: Basic Employee Death Benefit
Basic Employee Death Benefit (BEDB)
Federal employees’ spouses may be entitled to a Basic Employee Death Benefit (BEDB) upon the death of the employee if the following conditions are met:
• You were married to the deceased employee for at least nine months. If the death occurred as a result of an accident, then the 9 month requirement does not apply.
• You were the parent of a child born out of the marriage even if the child was born after the death of the employee or retiree. You are also entitled if the child was born out of wedlock and you and the deceased federal employee later married.
Under these provisions as the spouse you may be eligible for the BEDB that is equal to 50% of the employee’s final salary or the employee’s average salary if it is higher than the final salary plus $15,000.
The $15,000 is increased by the Civil Service Retirement System’s cost-of-living adjustments.
The same benefit may be paid to a former spouse in whole or partially if there is a court order on file at the Office of Personnel Management (OPM) qualifying the ex-spouse to receive the benefit. The former spouse must have been married to the deceased federal employee for at least nine months and did not remarry prior to reaching age 55.
It is important to know the facts so that important aspects of your federal retirement benefits and provisions can become part of your planning process to retire well. If there are details about your benefits that you need more clarity on, visit your human resources office if you are an active federal employee. If you are retired use your CSA number to contact the Office of Personnel Management so that you will know everything needed to live and retire in comfort and security.
P. S. Always Remember to Share What You Know.
You May also wish to look into Federal Employees Group Life Insurance (FEGLI) benefits
For more information on benefits of CSRS employees click HERE
For more information on benefit of FERS employees click HERE
Information for Postal employees will be found at www.LiteBlue.usps.gov
LiteBlue: What Postal employees should do on LiteBlue Before Retirement
What Postal employees should do on
LiteBlue.usps.gov
Before Retirement and Separation
Your information that is currently available on LiteBlue will be gone after your separation. Once you leave service LiteBlue will no longer be available to you, so be sure to download the following list from LiteBlue so you can maintain your own records.
Before You Retire Access LiteBlue and Retain the Following Records
- Your entire eOPF,
- earnings statements in ePayroll,
- W-2s in PostalEASE and
- anything else you may want in the future
Periodically, postal employees will face challenges with OPM after retirement and will need these documents. All of this can be found through your LiteBlue Account and should be downloaded and saved before your retirement.
To download your entire eOPF;
- Click on “Access Personnel Folder Now!” and
- Choose “Print Entire eOPF.”
- On the LiteBlue account, (Once the .PDF is generated you will be able to find it in a small box at the lower left corner of your LiteBlue screen. You will want to save the .PDF to your computer and possibly save a printed copy for your records.
If eligible for an incentive payment;
Download PS Form 3077
- Give your employing office the address where you want your incentive payment to be sent.
- The incentive agreement stipulates that eligible employees will complete PS Form 3077, Request to Forward Salary Check, and submit it to their employing office.
- In the absence of a PS Form 3077, incentive payments will be mailed to the location where you last worked.
o Download the PS Form 3077 Here
Update your address through LiteBlue. In the event you have difficulty with your LiteBlue account access, as some have, this would be another reason to submit PS Form 3077.
Other LiteBlue Related Pages
