As a result of recent news articles including Newsweek’s U.S. Probes Chinese Ownership of CIA-Linked Insurance Company article, FEDS has received numerous inquiries over the last month regarding ownership, coverage and the process of changing providers.

Debate season is in full swing as the races for the Republican and Democratic nominees for the 2016 presidential election begin to kick into high gear.

As we approach the presidential election in November, it is important for all federal employees to review the guidelines governing their expression of political support. The governing law, as all federal employees should know, is the Hatch Act. First passed in 1939, the Hatch Act regulates what federal employees can share or promote regarding political campaigns. The act is frequently updated, and the latest revisions in 2014 outlined how federal employees can display their political preferences on social media. While most federal employees are familiar with Hatch Act provisions in their everyday interactions, the explosion in social media over the last decade and its removed quality leads some employees to forget that the Hatch Act applies on social media as well.

Managers in today’s federal government perform an increasingly difficult job. With the strides that the government has made in recent years reducing inequality and discrimination in the workplace, the occurrence of Equal Employment Opportunity (EEO) complaints has steadily risen.

Last month, the Office of Personnel Management (OPM) issued a report that announced the level of disabled workers in the federal government is higher than it has been in the 34 years that the statistic has been tracked.

I was the lucky one – I had professionally liability insurance from FEDS. Here’s my story. I was accused of wrongdoing as part of the GSA "scandal.” At the time I had nearly forty years with the federal government and was the longest serving senior executive in the agency.

One of the federal government’s most criticized methods of dealing with employee discipline issues—paid administrative leave--has become the recent focus of a push by Republicans on Capitol Hill as well as the Office of Personnel Management (OPM).

A June report by the Environmental Protection Agency (EPA)’s Office of Inspector General criticized the actions of agency management regarding disciplinary actions against employees. The Office of Inspector General (OIG) report alleged a “culture of complacency” at the EPA that led to lax time and attendance controls, as well as lengthy delays in issuing discipline to offending employees.

Being a manager or supervisor has long been one of the most difficult jobs in the federal workforce, given the myriad challenges inherent in running an efficient office, in addition to following all government-wide regulations.

With the ushering in of a new law legalizing the possession of marijuana in the District of Columbia, there is bound to be some amount of confusion among the roughly 500,000 federal employees who live in the area surrounding the nation’s capital.

A recent survey of senior federal employees has revealed that federal managers largely approve of the use of digital technology and wish their agencies would increase such usage, while simultaneously fretting that the federal government is not adapting to today’s technology as quickly as the private sector.