Your Federal Insurance Benefits 2016 for Active Employees

Welcome to Your Federal Insurance Benefitsfor active employees.

I'm Dave Johnston with OPM.

In this presentation you will learn aboutthe five insurance benefits available to qualifying Federal employees.

This information is current as of June 2016.

The first insurance benefit is the FederalEmployees Health Benefits Program, FEHB.

FEHB offers health insurance for you, yourspouse, and your children under age 26.

All benefits are available the moment yourenrollment is effective; there are no waiting periods.

No matter where you live, you have at least15 health plans to choose from, and some areas have even more plans.

Each plan provides comprehensive health coverage.

Most employees are eligible for FEHB healthinsurance.

Check with your human resources office ifyou're unsure about your eligibility.

FEHB is competitive because you only pay about30% of the premium.

Your agency pays the rest.

Generally you also pay part of the cost forany service you receive, except for preventive care, which is covered 100% if you use anin-network doctor.

You can continue your FEHB coverage into retirementif you meet certain requirements.

You can find more information about availableplans, premiums, and benefits at opm.

Gov/health.

Beginning in 2016, FEHB allows a Self PlusOne enrollment which covers you and one eligible family member that you designate.

FEHB-eligible family members include yourspouse and children under age 26.

Couples now enrolled in Self and Family arenot required to switch to Self Plus One, but you may save on your premiums if you do.

For more information on Self Plus One andpremiums, visit opm.

Gov/health.

It's important to make sure you have the righthealth plan for you and your family.

You should consider each available plan'sbenefits, premiums, and out-of-pocket costs.

You may be able to get the benefits you needat a lower cost than you pay now.

You can see a complete list of plans availablein your state at opm.

Gov/FEHBbrochures.

For help choosing a plan, watch our Do I HaveThe Right Health Plan presentation at opm.

Gov/openseason.

In the presentation we explain the differencesbetween the four kinds of health plan offered by FEHB, describe what you should considerwhen selecting a plan, and show you several online tools you can use to easily comparethe plans available to you.

As an employee, you have two opportunitiesto make changes to your FEHB enrollment.

During the annual Federal Benefits Open Season,mid-November through mid-December each year, you may change plans; change plan optionssuch as high option, standard option, or basic option; change your type of enrollment suchas Self Only, Self Plus One, or Self and Family; or cancel your enrollment.

You may also make a change when you experiencea Qualifying Life Event such as marriage, birth, or being a newly eligible employee.

The life event determines what type of enrollmentchange is permitted.

The enrollment change must be consistent withthe life event.

For more information about life events, visitopm.

Gov/healthcare-insurance/life-events.

For more information about FEHB plans, premiums,and benefits, visit opm.

Gov/health.

To make an Open Season change or life eventchange, use your agency's electronic enrollment system or contact your human resources office.

The second insurance benefit available toemployees is FEDVIP dental and vision insurance.

FEHB plans provide comprehensive health coverage,but most of them offer little or no dental and vision coverage.

This is where the Federal Employees Dentaland Vision Insurance Program, FEDVIP, comes in.

FEDVIP offers comprehensive dental or visionor both for you, your spouse, and your unmarried dependent children under age 22.

Children are not eligible for FEDVIP up toage 26 like they are with FEHB; changes in dependent eligibility under the AffordableCare Act do not affect eligibility for children under FEDVIP.

Most employees are eligible for FEDVIP; checkwith your human resources office if you are unsure of your eligibility.

You can enroll as Self Only, as Self PlusOne specified eligible family member, or as Self and Family, which covers you and alleligible family members listed on your plan.

There are 10 dental plans to choose from.

Six of these are available nationwide.

There is no government contribution with FEDVIP;you pay the entire premium.

With dental insurance, some areas premiumsare higher than others, so check your rating region to find out how much your premiumswill be.

Routine basic services like exams and cleaningstwice a year are covered 100% when you use an in-network dentist.

In addition to routine cleanings and exams,FEDVIP dental plans also cover a wide range of dental services including x-rays, fillings,crowns, root canals, dentures, and orthodontia for eligible children as well as adults inmost plans.

Waiting periods and other restrictions mayapply to orthodontia benefits.

To see the dental plans available in yourarea and each plan's complete coverage information, visit opm.

Gov/FEDVIPbrochures.

Like its dental insurance, FEDVIP's visioninsurance has three enrollment types: Self Only, Self Plus One, and Self and Family.

Vision premiums are the same nationwide; thereare no rating regions.

Vision premiums are competitive, startingaround $3 biweekly for Self Only.

Your vision plan will provide benefits forglasses or contact lenses your choice.

There are 4 vision plans to choose from, allof them nationwide.

FEDVIP vision plans cover a wide range ofeye care products and services including routine eye exams; eyeglass lenses and frames; lensoptions such as polycarbonate, coatings that protect against scratching, reflecting, andUV rays, and tinted and progressive lenses; contact lenses in lieu of glasses; and discountson corrective eye surgery.

To see each vision plan's complete coverageinformation, visit opm.

Gov/FEDVIPbrochures.

As an employee, you have two opportunitiesto make changes to your FEDVIP enrollment.

During the annual Federal Benefits Open Season,mid-November through mid-December each year, you may enroll in a dental plan, a visionplan, or both; change plans; change plan options; change type of enrollment such as Self PlusOne or Self and Family; or cancel your enrollment.

You may also make a change when you experiencea FEDVIP-specific Qualifying Life Event, such as marriage or becoming a newly eligible employee.

The life event determines what type of enrollmentchange is permitted.

The enrollment change must be consistent withthe life event.

To make any FEDVIP changes, logon to www.

Benefeds.

Comor call 1-877-888-3337.

FEDVIP eligibility for children ends at age22, which is earlier than it ends for FEHB at age 26.

You can continue covering your child withFEDVIP during and after age 22 if they are certified as incapable of self-support dueto a mental or physical disability which existed before age 22.

Similarly, you can continue covering yourchild with FEHB during and after age 26 if they are certified as incapable of self-supportdue to a mental or physical disability which existed before age 26.

For employees, this certification is doneby your human resources office.

It's important to get your child certifiedearly.

For FEDVIP, if your child loses coverage becausethey turn 22 and if certification takes more than 60 days, you will need to wait untilthe next Open Season to enroll them.

For more information about certifying yourchild as incapable of self-support, contact your human resources office.

The third insurance benefit available to employeesis FEGLI life insurance.

The Federal Employees Group Life InsuranceProgram, FEGLI, offers life insurance you can use to protect your family from the unexpected.

Burdensome funeral costs and the loss of yourincome could be devastating to your family's financial security.

With FEGLI, you can get life insurance coveragestarting at one year's salary to as much as six times your salary and many options inbetween.

You can even bring your FEGLI coverage intoretirement if you meet certain requirements.

There are two categories of FEGLI coverage:Basic and Optional.

Basic covers the life of the employee or annuitant.

For an employee, Basic coverage is based onyour annual rate of pay, rounded up to the nearest whole thousand dollars, plus two thousanddollars.

So if you have an annual rate of pay of 57,100dollars, enrolling in Basic would cover your life for 60,000 dollars.

Eligible new employees are automatically enrolledin Basic unless they waive it.

To see current Basic premiums, visit opm.

Gov/lifeand click Employee on the right side of the screen.

The other kind of FEGLI coverage is Optionalcoverage.

You must have Basic to be eligible for anytype of Optional coverage.

There are three types of Optional coverage.

The first type is Option A.

Option A coversthe life of the employee or annuitant.

Option A provides $10,000 of coverage.

To see current Option A premiums, visit opm.

Gov/lifeand click Employee on the right side of the screen.

The second type of Optional coverage is OptionB.

Option B covers the life of the employee or annuitant.

Take your annual rate of pay and round itup to the nearest whole thousand dollars.

This is the amount of coverage you would havewith one multiple of Option B.

Employees can elect up to five multiples of this amountunder Option B.

To see current Option B premiums, visit opm.

Gov/lifeand click Employee on the right side of the screen.

The third type of Optional coverage is OptionC.

Option C does NOT cover the life of the employee or annuitant; it covers the livesof your spouse and unmarried dependent children under age 22.

One multiple of Option C covers the life ofyour spouse for 5,000 dollars and the lives of each eligible child for 2,500 dollars.

Employees can elect up to five multiples ofOption C coverage.

To see current Option C premiums, visit opm.

Gov/lifeand click Employee on the right side of the screen.

New employees who are eligible for FEGLI lifeinsurance are automatically enrolled in Basic.

Most new employees are eligible for Basic;check with your human resources office if you're unsure of your eligibility.

If you want to elect any of the Optional insurancewe just covered, submit standard form SF 2817 to your human resources office within 60 daysof your appointment date.

This is also a good opportunity for you todesignate beneficiaries for the FEGLI coverage on your life, if you wish to do so.

More on designations in a moment.

If you do not want any FEGLI coverage, submitform SF 2817 to your human resources office waiving Basic.

You can reduce or cancel FEGLI coverage atany time, but if you submit the form waiving Basic before the end of your first pay period,you won't pay any premiums.

You may also be able to take some of theseactions using your agency's online human resources system.

Check with your human resources office tosee if your agency does this.

For the FEGLI coverage on your life, you canname any beneficiary or beneficiaries you want, including a trust.

You can also change beneficiaries at any time.

To change beneficiaries as an employee, submitStandard Form 2823 to your human resources office.

The form is available at opm.

Gov/forms oryou can do a web search for SF 2823.

Remember to keep your designation current.

If your family experiences any major lifeevent like marriage, divorce, birth, or death, consider whether you need to update your FEGLIdesignation.

If one of your beneficiaries has a changeof address, submitting an updated designation that shows the new address will help FEGLIcontact them after your death.

FEGLI has no annual open season; life insuranceopen seasons are infrequent.

More on that in a moment.

However, as an employee there are many FEGLIactions you can take at any time.

You can enroll or increase coverage at anytime by providing satisfactory evidence of medical insurability, which basically meanspassing a physical exam.

Using this method you can add any FEGLI coverageexcept Option C.

At least one year must have passed since you last declined or waived FEGLIcoverage.

You can also cancel or reduce life insuranceat any time.

You can change beneficiaries at any time.

To take any of these actions, contact yourhuman resources office.

While FEGLI open seasons are infrequent, forthe first time in 12 years, there is a FEGLI Open Season.

From September 1, 2016 through September 30,2016, FEGLI-eligible employees can elect any types and multiples of coverage that FEGLIoffers, including Option C family coverage.

There is no medical exam and there are nohealth questions to answer with your Open Season election.

Please note that the FEGLI Open Season isonly for employees.

Annuitants are never allowed to elect or increasetheir FEGLI coverage.

FEGLI Open Season elections have a one yeardelay before the new coverage becomes effective.

Your Open Season coverage will be effectivethe first day of the first full pay period beginning on or after October 1, 2017.

For most employees on a biweekly pay schedule,this will be an effective date of October 1, 2017.

For postal employees this will be an effectivedate of October 14, 2017.

The one year delay reduces the risk of adverseselection.

FEGLI maintains stable premiums because electionsare only allowed at limited times, like during life events, or with medical underwritingby passing a physical exam.

Because this Open Season has no medical examand no health questions, a delayed effective date is needed to protect the programs stability.

You will not pay premiums for the new coverageuntil the coverage is effective.

To make your Open Season election, submitStandard form SF 2817 to your human resources office, or use its electronic equivalent ifyour agency offers one.

Contact your human resources office to findout if they offer an electronic enrollment option.

You can find SF 2817 at opm.

Gov/forms or bydoing a web search for SF 2817.

You can submit your election starting September1, 2016 and must submit it by September 30, 2016.

If you take no action during the FEGLI OpenSeason, youll keep your existing FEGLI coverage.

You are not required to make an election tokeep your current coverage.

You can find more information about the FEGLIOpen Season at opm.

Gov/life The fourth insurance benefit available toemployees is long term care insurance with the Federal Long Term Care Insurance Program,FLTCIP.

When you can no longer perform everyday tasksfor yourself like eating, dressing, and bathing because of a chronic illness, injury, disability,or aging, long term care insurance can help you pay for the help you need.

It's not something most of us want to thinkabout, but most people will need this kind of care at some point in our lives, and healthinsurance and Medicare usually provide little or no coverage.

Long term care is needed by people young andold for a variety of reasons.

Car accident, sports accident, disabling injury,Alzheimer's, stroke, multiple sclerosis, Parkinson's, some other disabling condition, or simplyaging.

Without insurance, long term care costs anaverage of 30,000 to 83,000 dollars a year depending on whether the care is receivedat your home, at an assisted living facility, or at a nursing home.

Some parts of the country pay more for longterm care than others.

And as the name implies, most people who needthis kind of care need it long-term, for several months or years.

When you have limited income, this kind ofexpense can be overwhelming.

But long term care insurance can help youpay these expenses.

As an employee, you can apply for FLTCIP longterm care insurance as long as you are eligible to enroll in FEHB health insurance, even ifyou are not actually enrolled in an FEHB plan.

Your spouse, parents, parents-in-law, stepparents,adult children, and same-sex or opposite-sex domestic partner are also eligible to apply.

They can apply even if you don't.

This is different from OPM's other benefitprograms.

Each applicant applies on their own, mustanswer health questions, and must be approved before they can enroll.

If you are a new or newly eligible employee,you and your spouse should consider applying for FLTCIP long term care insurance within60 days of your hire or eligibility date.

During this window, you and your spouse canapply for FLTCIP with abbreviated underwriting.

That means fewer medical questions on yourapplication.

Eligible employees, annuitants, and qualifyingfamily members can apply after the 60-day window, but they must use the full underwritingapplication that asks more questions.

Your FLTCIP long term care insurance premiumswill be based on several factors, including the amount of coverage you elect, the benefitperiod you elect, your age when you apply, and the Inflation Protection Option you chooseto protect you from inflation and the rising costs of long term care.

Older applicants pay higher premiums thanyounger applicants, so we encourage you to consider FLTCIP as early as possible.

Premiums are not guaranteed and may changein the future.

For assistance, use the Premium Calculatortool at LTCfeds.

Com Like FEGLI life insurance, FLTCIP long termcare insurance has no annual open season.

But you and your eligible family members canapply at any time with full underwriting.

Visit ltcfeds.

Com for information on the basics,including what long term care insurance is, how to know when you may need it, and thespecifics of the FTLCIP program.

There you can find educational videos thatexplain different aspects of long term care insurance.

You can see the cost of care in your areaand even project costs to a future date when you might need the care.

You can read the real-life stories of peoplewho've used long term care.

You can even create a personalized rate quoteand submit an online application.

All of this is at ltcfeds.

Com.

Some people prefer to talk one-on-one ratherthan using a computer to find answers to their questions.

You can call Long Term Care Partners at 1-800-582-3337to speak to a Certified Long Term Care Consultant about the program.

These consultants do not work on commissionand are there to help guide decision-making.

They can review benefit options in detail;compare plans, including inflation protection options; give a personalized rate quote; andassist in completing an application.

The fifth benefit we will discuss is the FederalFlexible Spending Account Program, FSAFEDS.

FSAFEDS is the benefit that's all about savingyou money.

To show you how, here's an example.

This is Sam.

Sam is a Federal employee.

Sam figures that next year he'll spend about$1,000 on three things: a prescription that he gets every month, office visits with hisdoctor, and a new pair of trendy eyeglasses.

His health plan will pay part of the costof the prescriptions and the doctor visits, and his vision plan will pay part of the costof the glasses, but altogether Sam will still have to pay $1,000 out of his own pocket forthese things.

It's the part of the cost insurance doesn'tpay for.

How will Sam pay that $1,000? He has two choices.

He could pay for them without a flexible spendingaccount, FSA, using just the take-home pay he gets in his paycheck.

But his take-home pay is his gross incomeminus several deductions, including tax deductions.

Federal income tax is 15-28% for most people,Social Security tax is another 6.

2%, Medicare tax another 1.

45%, and state and local taxesup to 9%.

Because of these taxes, it could take $1,400of Sam's gross income to get the $1,000 of take-home pay he will spend on his prescriptions,doctor visits, and glasses.

But there is another way.

Sam could pay for these things using a flexiblespending account.

He could set aside $1,000 from his gross incomebefore it gets taxed.

That $1,000 would not be subject to Federalincome tax, Social Security tax, Medicare tax, and most state income tax.

By using a flexible spending account, Samcould save $300 next year by not paying taxes on that $1,000 of income he uses for thesehealth expenses.

Another example.

Liberty is a Federal employee with three youngchildren, and she plans to spend $2,000 next year on day care and summer day camp for them.

How will she pay for it? Like Sam, she has two choices.

She could use the take-home pay in her paycheck,but after taxes, it could take as much as $3,000 of gross income to get the $2,000 inher paycheck that she's going to give to her day care providers.

But if she uses a flexible spending account,she could set aside $2,000 from her gross income before it gets taxed.

Liberty could save $600 next year by not payingtaxes on that $2,000 of income she uses for her day care expenses.

As you can see, with FSAFEDS you sign up fora tax-free flexible spending account.

You put a certain amount of money into iteach pay period.

You incur eligible health care or day careexpenses.

Your flexible spending account then reimbursesyou with those pretax dollars you set aside.

Over 360,000 Federal employees are currentlyenrolled and they save an average of 30% on these kinds of expenses.

The more eligible expenses you have, the moreyou'll save.

There are three types of flexible spendingaccounts.

The most popular is the health care flexiblespending account.

It covers what you, your spouse, and yourchildren spend on eligible health care expenses.

Your children's eligible expenses are coveredthrough the calendar year of their 26th birthday.

Insurance helps you pay for many of theseexpenses, but for the part of the cost that insurance does not cover, a health care flexiblespending account can be like a 30% discount.

Here are some of the eligible expenses witha health care flexible spending account.

It's what you and your spouse and your childrenunder age 26 pay for: Prescriptions, doctor's office visits, hospitalcoinsurance, immunizations, lab tests, ambulance services, physical therapy.

Eye exams, prescription glasses, prescriptionsunglasses, contact lenses, laser eye surgery, dental exams and cleanings, orthodontia andbraces.

Massage therapy, diabetes testing supplies,first aid supplies, shipping and handling for any eligible expense, hand sanitizer,sunblock, aloe vera gel (if you forget to apply your sunblock), orthotics, wheelchairs,and walkers.

These are just some of the eligible expenses.

You can find more eligible expenses at www.

Fsafeds.

ComThe second type of account is a limited expense flexible spending account.

It's designed for people enrolled in or coveredby a High Deductible Health Plan with a Health Savings Account.

If this is you, you already get a tax advantageon your health expenses, so this type of FSA only covers your eligible dental and visionexpenses not paid by other insurance.

These are the same dental and vision expenseswe discussed earlier under the health care FSA.

The third kind of flexible spending accountis the dependent care flexible spending account.

It covers what you spend on day care for yourchildren under age 13, and what you spend on day care for any adult who is incapableof self-support, claimed as a dependent on your tax return, and lives with you for morethan half of the year.

This could mean an adult child, parent, parent-in-law,spouse, sibling, or any adult who meets those three criteria.

If you wish to enroll in a dependent careaccount, you and your spouse must be working, looking for work, or attending school fulltime.

You and your spouse must each earn incomeduring the year, even if looking for job, but not if going to school full-time.

The work and income requirements do not applyto your spouse if your spouse is physically or mentally incapable of self-care.

Most eligible expenses can be found at FSAFEDS.

Com,but here are some examples.

For your children under age 13, eligible expensesinclude day care, before and after school care, summer day camp, babysitters, and ahousekeeper whose duties include childcare.

For your adult dependents, eligible expensesinclude any sort of non-medical day care provider like someone who helps them with everydaytasks such as eating, dressing, going for a walk outside, etc.

To be eligible to enroll, you must be employedby an agency that participates in FSAFEDS.

Check with your human resources office ifyou are unsure whether your agency participates.

Retirees are not eligible for FSAFEDS.

FSAFEDS is a pretax salary benefit authorizedby IRS law for employees only.

There is an additional eligibility requirementif you want to enroll in a health care flexible spending account.

You must be eligible to enroll in an FEHBhealth plan in accordance with law and regulations, but you do not need to actually be enrolledin FEHB.

Members of Congress and congressional staffmembers may enroll in FSAFEDS.

Dependent care flexible spending accountsare even more widely available.

To enroll in a dependent care FSA, you mustbe employed by a participating agency, but you do not need to be FEHB-eligible.

Please note that intermittent employees withno fixed work schedule whose tour of duty is expected to be 180 days or less are noteligible for a dependent care account.

To figure out what's the best amount to putinto a flexible spending account, try using the online savings calculator at FSAFEDS.

Comunder the Quick Links button.

When you enter your salary, some basic taxinformation, and your estimated expenses, the calculator will show you how much youshould put into a flexible spending account and how much money you could save.

The minimum annual election is just $100.

For a health care or limited expense account,each participant must contribute a minimum of $100 to a maximum of $2,550.

For a dependent care account, each householdmust contribute a minimum of $100 to a maximum of $5,000.

When you're ready, you enroll online at FSAFEDS.

Comor by calling 1-877-FSAFEDS.

You can enroll during the annual Federal BenefitsOpen Season, or when you have an eligible Qualifying Life Event, or during your first60 days as a new employee.

FSAFEDS reenrollment is NOT automatic youmust actively reenroll each Open Season if you want to have a flexible spending accountthe next year.

After your enrollment becomes effective, youbegin to incur eligible expenses and you file claims for reimbursement of what you paidon them.

You can submit your receipts online, by fax,or by mail.

But there's an even easier way and its calledPaperless Reimbursement.

With Paperless Reimbursement, you don't haveto submit claims because your insurance plan submits them for you.

Several FEHB health plans and most FEDVIPdental and vision plans participate in Paperless Reimbursement.

Suppose you have a doctor's office visit witha $25 copay.

You pay the receptionist $25 while you'reat the doctor's office.

Your doctor tells your health plan that youpaid $25 for an office visit.

Your health plan tells FSAFEDS that you paid$25 on an eligible expense.

FSAFEDS takes $25 from your flexible spendingaccount and transfers it electronically into your checking or savings account.

You get an email saying you've been reimbursed.

It's paperless, it's effortless, and it'syour $25 tax-free.

It's not just doctors.

Dentists, optometrists, hospitals, even pharmacieswork with participating plans on Paperless Reimbursement.

It saves you time and money.

You can find a complete list of participatinghealth, dental, and vision plans in the Paperless Reimbursement Quick Reference Guide at FSAFEDS.

ComIf you enroll in a health care or limited expense flexible spending account during the2016 Open Season, eligible expenses can be incurred January 1, 2017 through December31, 2017.

You must submit your claims for reimbursementof these 2017 expenses by April 30, 2018.

Any expense incurred outside that twelve monthwindow, and any claim received outside that sixteen month window, will be ineligible forreimbursement.

If you haven't exhausted your health careor limited expense account by December 31st, FSAFEDS will automatically carry over up to$500 of unspent funds into another health care or limited expense account in 2018.

You must be employed by an agency that participatesin FSAFEDS and actively making allotments from your pay through December 31 to use carryover.

You must also actively reenroll in a healthcare or limited expense account during the 2017 Open Season to use carryover.

Your reenrollment must be for at least theminimum of $100.

If you do not reenroll, or if you are notemployed by an agency that participates in FSAFEDS and actively making allotments fromyour pay through December 31st, your funds will not be carried over.

If you enroll in a dependent care FSA duringthe 2016 Open Season, eligible expenses can be incurred January 1, 2017 to March 15, 2018.

You must submit your claims for reimbursementby April 30, 2018.

Any expense incurred outside that fourteen-and-a-halfmonth window, and any claim received outside that sixteen month window, will be ineligiblefor reimbursement.

Note how dependent care FSAs have a graceperiod allowing you to continue incurring eligible expenses through March 15th of thenext benefit year.

By law, dependent care FSAs cannot have carryover.

A word of caution.

Once the deadlines have passed for incurringexpenses and filing claims, IRS law says that you forfeit any money left unclaimed in yourflexible spending account.

You do not get it back.

But there are things you can do to minimizethis risk of forfeiture and take full advantage of the benefits of a flexible spending account.

First, calculate your estimated expenses carefully.

Use the online calculator at FSAFEDS.

Com.

Second, contribute conservatively.

If you think you'll have $500 of eligibleexpenses next year and you're worried about forfeiture, you can create a $400 accountor a $300 account just to be sure you spend it all.

Third, remember carryover and the grace period.

They're there to protect you just in caseyou overestimated your expenses for the year.

Finally, have a backup plan.

If you have more than $500 in your healthcare account in December, stock up on eligible expenses.

Buy a first aid kit for your home, your office,and your car.

Buy a gallon of hand sanitizer.

Get an extra pair of glasses in case you stepon the pair you've got.

By using all of these strategies, you canminimize your risk of forfeiture and get the benefits of FSAFEDS worry-free.

One last point on flexible spending accounts.

These are the agencies with the highest enrollmentrates in FSAFEDS as of 2016.

73% of International Trade Commission employeesare enrolled in FSAFEDS.

It's 65% at the Retirement Thrift InvestmentBoard, 61% at the Securities and Exchange Commission, 54% at the Commodity Futures TradingCommission, 51% at the Overseas Private Investment Corporation, and 48% at the Federal TradeCommission.

Look at these agencies.

What do they have in common? These are financial, trade, and investmentagencies that employ accountants, tax lawyers, and number crunchers.

These employees know money and these employeesare enrolled in FSAFEDS.

Yet the enrollment rate government-wide isonly 18%.

So what do these financial employees knowabout FSAFEDS that you don't? Nothing anymore, because you now understandhow FSAFEDS.

is about saving you money.

For more information about all of these Federalemployee insurance benefits, visit opm.

Gov/insure.

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