Shows & Panels
- The 2014 Big Picture on Cyber Security
- AFCEA Answers
- Ask the CIO
- Building the Hybrid Cloud
- Connected Government: How to Build and Procure Network Services for the Future
- Continuing Diagnostics and Mitigation: Discussion of Progress and Next Steps
- Federal Executive Forum
- Federal Tech Talk
- The Future of Government Data Centers
- The Future of IT: How CIOs Can Enable the Service-Oriented Enterprise
- The Intersection: Where Technology Meets Transformation
- Maximizing ROI Through Data Center Consolidation
- Moving to the Cloud. What's the best approach for me
- Navigating Tough Choices in Government Cloud Computing
- The New Generation of Database
- Satellite Communications: Acquiring SATCOM in Tight Times
- Targeting Advanced Threats: Proven Methods from Detection through Remediation
- Transformative Technology: Desktop Virtualization in Government
- The Truth About IT Opex and Software Defined Networking
- Value of Health IT
- Air Traffic Management Transformation Report
- Cloud First Report
- General Dynamics IT Enterprise Center
- Gov Cloud Minute
- Government in Technology Series
- Homeland Security Cybersecurity Market Report
- National Cybersecurity Awareness Month
- Technology Insights
- The Cyber Security Report
- The Next Generation Cyber Security Experts
Shows & Panels
Federal benefits changes often follow state, private-sector plans
Friday - 3/9/2012, 7:37pm EST
State and local governments are either pulling back on pensions, or stopping them completely &mdah; and private sector employers have pretty much eliminated them.
This could be a bad omen for federal benefits, some experts say, because changes to the federal workforce often follow provisions that have been put in place by the states or private companies.
Tammy Flanagan, the senior benefits director at the National Institute of Transition Planning, joined In Depth with Francis Rose to discuss how some changes — both good and bad — to state and private-sector plans have spilled over to federal benefits.
Flanagan cited COBRA benefits as one example of a program begining in the private-sector before being expanded to federal employees. The 1986 COBRA law required most private group health plans to provide a temporary continuation of health coverage even if the employee lost his or her job, for example.That benefit wasn't expanded to the Federal Employee Health Benefits program until four years later.
That pattern has continued to this day, Flanagan added, with the launch of the Roth TSP. Roth options for private-sector 401(K) plans have been available for some time. The federal option is slated to launch in the next few months.