WEBVTT NOTE This file was generated by Descript 00:00:00.050 --> 00:00:05.559 Lawrence: Welcome to The FED Weekly for 16-22 November 2025, your essential 00:00:05.559 --> 00:00:09.329 weekly briefing on the policies and proposals shaping your career, 00:00:09.560 --> 00:00:11.710 your benefits, and your retirement. 00:00:12.350 --> 00:00:16.959 Whether you’re a current federal employee navigating changes in the civil service 00:00:17.229 --> 00:00:21.620 or a retiree keeping a close watch on your hard-earned pension and healthcare, this 00:00:21.620 --> 00:00:27.379 is your source for the latest news from Capitol Hill and the executive branch. 00:00:28.067 --> 00:00:32.328 Each week, we cut through the noise to bring you the critical updates on budget 00:00:32.328 --> 00:00:37.977 negotiations, pay raises, workforce policies, and the legislative battles that 00:00:37.977 --> 00:00:40.057 directly impact the federal community. 00:00:40.677 --> 00:00:43.607 Let's get you up to speed on what happened this past week. 00:00:44.335 --> 00:00:47.496 Issues That Affect Current and Retired Federal Workers 00:00:48.089 --> 00:00:54.070 The period between November 16 and November 22, 2025, falls squarely 00:00:54.070 --> 00:00:58.690 within the annual Federal Benefits Open Season, a critical window running 00:00:58.690 --> 00:01:04.359 from Monday, November 10, 2025, through Monday, December 8, 2025. 00:01:05.230 --> 00:01:09.310 This open enrollment period is mandatory for all federal employees and annuitants 00:01:09.650 --> 00:01:13.959 to review their coverage for the upcoming 2026 calendar year, covering 00:01:13.959 --> 00:01:18.459 the Federal Employees Health Benefits Program (FEHB), the Federal Employees 00:01:18.459 --> 00:01:21.969 Dental and Vision Insurance Program (FEDVIP), and the Federal Flexible 00:01:21.969 --> 00:01:24.560 Spending Account Program (FSAFEDS). 00:01:25.367 --> 00:01:28.298 The Critical Federal Benefits Open Season Window 00:01:28.878 --> 00:01:33.317 While Open Season is a regular occurrence, the stakes are exceptionally high this 00:01:33.317 --> 00:01:38.498 year due to significant plan changes and terminations requiring mandatory action. 00:01:39.078 --> 00:01:43.277 The deadlines are immutable: both the Federal Employees Dental and Vision 00:01:43.277 --> 00:01:47.907 Insurance Program and the Federal Flexible Spending Account Program end 00:01:47.907 --> 00:01:50.618 their enrollment period at 11:59 p.m. 00:01:50.657 --> 00:01:56.248 Eastern Time on Monday, December 8, 2025, with the Federal Employees 00:01:56.248 --> 00:02:01.368 Health Benefits Program also concluding enrollment at 11:59 p.m. 00:02:01.368 --> 00:02:02.078 that evening. 00:02:02.823 --> 00:02:07.794 For those utilizing pre-tax flexible spending accounts, specifically FSAFEDS, 00:02:08.113 --> 00:02:12.263 the requirement is non-negotiable: participation does not roll over. 00:02:12.773 --> 00:02:16.683 Current employees must actively re-enroll during the Open Season if 00:02:16.683 --> 00:02:20.853 they wish to continue participation in the FSAFEDS program for 2026. 00:02:21.443 --> 00:02:26.034 Failure to act results in the cessation of the benefit on January 1, 2026. 00:02:26.953 --> 00:02:29.394 Crucial Alert Regarding Terminating Plans 00:02:30.018 --> 00:02:34.047 The most urgent item during this week revolves around the necessity of 00:02:34.138 --> 00:02:39.468 action for participants whose plans are terminating at the end of 2025. 00:02:40.348 --> 00:02:44.167 Information distributed throughout the week confirmed that several plans are 00:02:44.167 --> 00:02:48.638 leaving the FEHB Program, and at least one dental plan is leaving FEDVIP. 00:02:49.415 --> 00:02:53.495 For current employees and retirees enrolled in a terminating FEHB 00:02:53.495 --> 00:02:57.536 plan, enrollment in a new plan during Open Season is mandatory. 00:02:58.126 --> 00:02:58.566 The U.S. 00:02:58.566 --> 00:03:02.166 Office of Personnel Management has established a critical default provision: 00:03:02.616 --> 00:03:07.815 any participant who fails to select a new FEHB plan will be automatically enrolled 00:03:07.815 --> 00:03:10.565 in the GEHA Benefit Plan - High Option. 00:03:11.221 --> 00:03:14.612 This automatic default, while ensuring continuity of coverage, 00:03:14.761 --> 00:03:16.711 carries substantial implications. 00:03:17.202 --> 00:03:20.942 The selection of the GEHA Benefit Plan - High Option, a typically 00:03:20.942 --> 00:03:25.502 robust and high-premium plan, dictates that an unaware annuitant or current 00:03:25.502 --> 00:03:29.851 employee who previously opted for a less expensive, perhaps high-deductible 00:03:30.021 --> 00:03:34.931 or low-premium plan, may face a significant, unanticipated increase 00:03:34.931 --> 00:03:37.952 in monthly premium costs for 2026. 00:03:38.001 --> 00:03:43.071 The government’s move to designate a "High Option" plan as the default acts as a 00:03:43.071 --> 00:03:47.601 safeguard against leaving the individual without adequate coverage; however, 00:03:47.601 --> 00:03:52.002 it removes the essential element of consumer choice and mandates a substantial 00:03:52.002 --> 00:03:54.072 financial commitment upon the enrollee. 00:03:54.651 --> 00:03:58.951 This strips the individual of their customary choice and forces them into 00:03:58.951 --> 00:04:04.081 a high premium liability, requiring intense media focus during this period. 00:04:04.771 --> 00:04:09.672 For the single dental plan leaving FEDVIP at the end of 2025, the consequence 00:04:09.672 --> 00:04:14.271 is simpler but equally critical: those enrolled in that specific plan must 00:04:14.332 --> 00:04:16.591 actively enroll in a new dental plan. 00:04:17.122 --> 00:04:21.881 Unlike the FEHB program, if no action is taken, the individual will simply 00:04:21.881 --> 00:04:25.332 lose dental insurance coverage for 2026. 00:04:26.058 --> 00:04:30.118 2026 TSP Contribution Limits and Mandatory Roth Catch-Up 00:04:30.766 --> 00:04:34.356 Another crucial financial planning matter for both current and retired 00:04:34.356 --> 00:04:40.016 employees with existing Thrift Savings Plan (TSP) accounts stems from changes 00:04:40.016 --> 00:04:44.995 announced just prior to this period, regarding 2026 contribution limits. 00:04:45.575 --> 00:04:50.506 These changes, effective January 1, 2026, are part of the ongoing 00:04:50.506 --> 00:04:54.515 implementation of the Setting Every Community Up for Retirement Enhancement 00:04:54.515 --> 00:04:58.506 Act of 2022, also known as SECURE 2.0. 00:04:59.342 --> 00:05:03.071 The new regulation centers on catch-up contributions for 00:05:03.071 --> 00:05:06.282 participants age 50 or older in 2026. 00:05:06.951 --> 00:05:11.242 Specifically, if an individual earned more than the Internal Revenue Service 00:05:11.282 --> 00:05:17.372 income threshold of $150,000 in 2025—a figure adjusted annually for 00:05:17.372 --> 00:05:22.491 inflation—and their total contributions exceed the elective deferral limit, those 00:05:22.491 --> 00:05:27.282 additional catch-up contributions must be designated as Roth contributions. 00:05:27.953 --> 00:05:30.943 The change is not elective for high-income earners. 00:05:31.513 --> 00:05:34.623 The adjustment to Roth catch-up contributions will be handled 00:05:34.654 --> 00:05:38.304 automatically by the payroll office, meaning no direct action 00:05:38.304 --> 00:05:39.934 is needed to make the change. 00:05:40.354 --> 00:05:45.053 However, this automatic action mandates a specific tax strategy for 00:05:45.053 --> 00:05:48.694 retirement savings for this segment of the high-earning workforce. 00:05:49.243 --> 00:05:55.663 It compels participants to strategically forecast their 2026 tax situation based 00:05:55.663 --> 00:06:01.854 on their 2025 earnings, impacting year-end financial planning during November 2025. 00:06:02.506 --> 00:06:06.796 The only mechanism for an eligible high-earner who prefers to maintain 00:06:06.796 --> 00:06:10.916 contributions under the Traditional (pre-tax) model for their catch-up 00:06:10.916 --> 00:06:15.745 amount is to adjust their regular TSP contributions downward, ensuring 00:06:15.745 --> 00:06:19.705 their total contributions do not exceed the elective deferral limit. 00:06:20.376 --> 00:06:24.736 This mandatory application of the Roth structure for catch-up contributions above 00:06:24.736 --> 00:06:29.755 the income cap removes the traditional elective nature of this retirement 00:06:29.755 --> 00:06:35.066 decision, requiring high-earning employees to rapidly calculate their 2025 income 00:06:35.476 --> 00:06:42.005 to adjust their 2026 strategy before the January 1, 2026, change takes effect. 00:06:42.619 --> 00:06:45.169 Issues That Affect Retired Federal Workers 00:06:45.790 --> 00:06:49.939 For annuitants and those preparing for retirement, the week focused on the 00:06:49.939 --> 00:06:55.490 final administrative details of annual benefits updates and specific rules 00:06:55.490 --> 00:07:00.180 governing the transition from employee to annuitant status during Open Season. 00:07:00.755 --> 00:07:03.225 Annuity Cost-of-Living Adjustments Context 00:07:03.823 --> 00:07:08.184 While the official Cost-of-Living Adjustment (COLA) rates for 2026 were 00:07:08.184 --> 00:07:13.193 finalized earlier, the context of those adjustments remains pertinent as retirees 00:07:13.193 --> 00:07:15.273 received their November benefit payments. 00:07:15.804 --> 00:07:20.064 For the year 2026, annuitants under the Civil Service Retirement 00:07:20.064 --> 00:07:23.183 System (CSRS) received a 2.5 00:07:23.183 --> 00:07:26.993 percent increase, while those under the Federal Employees Retirement 00:07:26.993 --> 00:07:30.054 System (FERS) received a 2.0 00:07:30.054 --> 00:07:30.993 percent increase. 00:07:31.587 --> 00:07:35.337 Furthermore, annuitants who began receiving their benefits late in 00:07:35.337 --> 00:07:38.337 2024 faced prorated adjustments. 00:07:38.758 --> 00:07:42.008 These individuals receive one-twelfth of the full COLA for 00:07:42.058 --> 00:07:43.997 each month they received benefits. 00:07:44.398 --> 00:07:49.527 For example, an annuity commencing on November 30, 2024, would receive 00:07:49.607 --> 00:07:54.638 only a fraction of the full 2025 adjustment, a calculation that 00:07:54.638 --> 00:07:58.027 governed the final benefit amount received in this payment cycle. 00:07:58.808 --> 00:08:02.088 To receive the full COLA, an annuity must have commenced no 00:08:02.088 --> 00:08:05.018 later than December 31, 2023. 00:08:05.653 --> 00:08:09.133 Special Open Season Instructions for Retiring Employees 00:08:09.715 --> 00:08:13.596 A key administrative directive was issued for federal employees who are 00:08:13.626 --> 00:08:18.136 actively transitioning into retirement status during the current Open Season. 00:08:19.096 --> 00:08:24.415 Employees planning to retire prior to January 1, 2026, must adhere 00:08:24.415 --> 00:08:29.005 to a specific protocol for making their 2026 benefit elections. 00:08:29.642 --> 00:08:33.252 The directive emphasizes that these prospective retirees should not 00:08:33.252 --> 00:08:36.992 submit their Open Season changes through the typical electronic 00:08:36.992 --> 00:08:39.442 systems used by active employees. 00:08:39.991 --> 00:08:43.982 Instead, to ensure seamless coverage, they are required to include their 00:08:43.982 --> 00:08:49.842 completed benefit election forms (such as the SF-2809) directly within their 00:08:49.842 --> 00:08:54.231 retirement package submission to their servicing Human Resources office. 00:08:54.886 --> 00:08:58.695 This explicit instruction regarding the submission method reflects 00:08:58.695 --> 00:09:03.115 the complex administrative need to synchronize the end of active employee 00:09:03.115 --> 00:09:06.695 health coverage with the commencement of annuitant health benefits. 00:09:07.495 --> 00:09:10.956 The standard benefit implementation dates, such as the effective date of 00:09:10.956 --> 00:09:16.885 January 11, 2026, for FEHB changes, necessitate this manual process. 00:09:17.545 --> 00:09:21.836 Failure to follow this specific protocol risks confusion, delays, 00:09:22.096 --> 00:09:27.505 or errors in the application of 2026 health and dental benefits, especially 00:09:27.505 --> 00:09:31.946 critical if the employee is currently enrolled in a plan that is terminating. 00:09:32.545 --> 00:09:37.056 By requiring the forms to be submitted with the retirement package, OPM ensures 00:09:37.056 --> 00:09:42.266 the benefit changes are processed correctly under the new annuitant status. 00:09:42.967 --> 00:09:45.457 Issues That Affect Current Federal Workers 00:09:46.059 --> 00:09:49.500 Major Legislative Action: Defense of Federal Union Rights 00:09:50.111 --> 00:09:53.502 The most significant legislative news of the week occurred on Monday, 00:09:53.502 --> 00:09:58.981 November 17, 2025, when Congressman Jared Golden (Democrat of Maine) 00:09:59.282 --> 00:10:03.382 successfully forced floor action on a critical federal labor bill. 00:10:04.003 --> 00:10:07.404 The Protect America's Workforce Act of 2025 00:10:08.007 --> 00:10:12.478 Representative Golden announced that his bipartisan bill, the Protect America’s 00:10:12.478 --> 00:10:19.207 Workforce Act of 2025, had secured the requisite 218 signatures on a discharge 00:10:19.207 --> 00:10:23.558 petition, successfully forcing the House of Representatives to schedule a vote. 00:10:24.138 --> 00:10:27.978 This procedural milestone was achieved after Republican Congressmen Nick 00:10:27.978 --> 00:10:32.767 LaLota (New York) and Mike Lawler (New York) signed the petition, bringing 00:10:32.767 --> 00:10:36.047 the total number of sponsors to 218. 00:10:36.377 --> 00:10:40.357 The petition mechanism allows a majority of the House to force a vote on a 00:10:40.357 --> 00:10:45.067 piece of legislation, bypassing the usual control exerted by the Speaker 00:10:45.067 --> 00:10:46.958 of the House and committee chairs. 00:10:47.545 --> 00:10:52.706 The bill is designed to nullify an Executive Order issued on March 27 by the 00:10:52.706 --> 00:10:56.925 Trump administration that systematically stripped collective bargaining rights 00:10:57.165 --> 00:11:03.175 from approximately one million unionized federal employees across various agencies. 00:11:03.215 --> 00:11:07.255 Representative Golden asserted that the strong bipartisan support for the 00:11:07.565 --> 00:11:11.716 bill—which included seven Republican signatories—demonstrated that Congress 00:11:11.716 --> 00:11:16.675 would not tolerate executive overreach seeking to erode the merit-based civil 00:11:16.675 --> 00:11:18.866 service and federal labor agreements. 00:11:19.856 --> 00:11:24.556 He publicly called on Speaker Mike Johnson to schedule a clean, up-or-down vote. 00:11:25.197 --> 00:11:29.258 The success of the discharge petition itself is a rare procedural feat, 00:11:29.657 --> 00:11:34.548 demonstrating a fundamental, bipartisan legislative check on executive power. 00:11:35.338 --> 00:11:39.787 This action on November 17, 2025, immediately alters the 00:11:39.787 --> 00:11:43.547 negotiating dynamic between federal unions and agency management. 00:11:44.188 --> 00:11:47.977 It signals that legislative support for federal collective bargaining rights 00:11:48.268 --> 00:11:52.327 is robust enough to overcome high-level political resistance, potentially 00:11:52.327 --> 00:11:57.217 strengthening the position of federal unions in ongoing negotiations even before 00:11:57.217 --> 00:11:59.487 the bill is formally signed into law. 00:12:00.697 --> 00:12:04.068 The forced vote compels political leaders to take a public stance on 00:12:04.068 --> 00:12:08.807 the core principle of federal labor relations, shifting momentum decisively 00:12:08.807 --> 00:12:11.307 in favor of restoring union rights. 00:12:12.071 --> 00:12:14.591 OPM’s New Administrative Enforcement Regime 00:12:15.205 --> 00:12:15.655 The U.S. 00:12:15.655 --> 00:12:19.766 Office of Personnel Management issued a series of authoritative memoranda 00:12:19.766 --> 00:12:24.115 during the week, indicating a decisive pivot from simply issuing policy 00:12:24.115 --> 00:12:28.566 guidance to establishing a rigorous, enforceable compliance structure 00:12:28.755 --> 00:12:30.915 for key administration priorities. 00:12:31.601 --> 00:12:37.702 Governmentwide Studies on DEIA and Return to Office Compliance (November 19, 2025) 00:12:38.295 --> 00:12:43.705 On November 19, 2025, Curt Levey, Associate Director of Merit System 00:12:43.705 --> 00:12:48.085 Accountability and Compliance (MSAC), issued a memorandum titled 00:12:48.085 --> 00:12:51.445 Governmentwide Studies on the President’s Directives to End Diversity, 00:12:51.445 --> 00:12:56.456 Equity, Inclusion, and Accessibility Programs, and Return to In-Person Work. 00:12:57.035 --> 00:13:00.706 This memo initiated two formal, government-wide compliance studies 00:13:00.706 --> 00:13:04.206 to assess agency efforts in accordance with statutory authority 00:13:04.436 --> 00:13:06.096 and Administration priorities. 00:13:06.785 --> 00:13:10.506 The two studies focus on agency actions (1) to implement the 00:13:10.506 --> 00:13:14.506 requirements to end Diversity, Equity, Inclusion, and Accessibility (DEIA) 00:13:14.506 --> 00:13:19.106 programs, and (2) to have employees return to in-person work (RTO). 00:13:19.815 --> 00:13:23.815 This marks a serious administrative escalation, moving these directives from 00:13:23.815 --> 00:13:28.856 general policy objectives to measurable compliance mandates subject to formal 00:13:28.885 --> 00:13:30.766 audit and oversight by the MSAC. 00:13:31.563 --> 00:13:35.813 OPM directed agencies to nominate and submit the names and email addresses 00:13:35.813 --> 00:13:41.703 of two dedicated points-of-contact—one for DEIA compliance and one for RTO 00:13:41.703 --> 00:13:47.483 compliance—by the rapidly approaching deadline of Wednesday, November 26, 2025. 00:13:48.143 --> 00:13:51.233 The urgency of this short submission timeline indicates high 00:13:51.233 --> 00:13:55.294 administrative priority, forcing agency leadership to prioritize 00:13:55.294 --> 00:13:59.684 these directives above other Human Resources functions during this week. 00:14:00.302 --> 00:14:04.771 The immediate implication for the current workforce is that the RTO directive is now 00:14:04.771 --> 00:14:07.791 subject to formal OPM audit and oversight. 00:14:08.201 --> 00:14:12.981 This means agencies must swiftly develop specific metrics and reporting structures 00:14:13.231 --> 00:14:18.211 to demonstrate verifiable compliance with mandated in-office presence requirements. 00:14:18.922 --> 00:14:23.202 The MSAC’s involvement signals OPM’s intention to scrutinize agency 00:14:23.202 --> 00:14:27.161 implementation actively, which will profoundly affect the daily schedules 00:14:27.372 --> 00:14:32.301 and telework agreements of current federal employees as agency leadership 00:14:32.301 --> 00:14:34.832 moves to avoid negative audit findings. 00:14:35.485 --> 00:14:40.456 Clarification of Manager Personal Liability (November 21, 2025) 00:14:41.059 --> 00:14:43.829 Two days after the launch of the compliance studies, on 00:14:43.829 --> 00:14:47.280 November 21, 2025, Veronica E. 00:14:47.280 --> 00:14:51.490 Hinton, Associate Director of the Office of Workforce Policy and Innovation, 00:14:51.910 --> 00:14:56.690 issued a memorandum addressing Personal Liability for Managers and Supervisors 00:14:56.910 --> 00:14:59.329 Conducting Personnel Management Functions. 00:14:59.930 --> 00:15:04.519 This memorandum aims to reassure management officials regarding the risk of 00:15:04.519 --> 00:15:09.859 personal financial or legal liability when executing difficult personnel actions. 00:15:10.409 --> 00:15:14.419 OPM clarified that when managers and supervisors carry out performance 00:15:14.419 --> 00:15:18.959 management functions—such as issuing performance ratings, placing employees 00:15:18.959 --> 00:15:23.359 on Performance Improvement Plans (PIPs), or proposing reductions in grade or 00:15:23.359 --> 00:15:28.289 removal for unacceptable performance—they are acting under the authority and on 00:15:28.289 --> 00:15:30.679 behalf of the agency (the employer). 00:15:31.220 --> 00:15:35.449 The memo explicitly states that if an employee challenges a performance-based 00:15:35.449 --> 00:15:40.019 action, the United States or the agency is held responsible, not the 00:15:40.019 --> 00:15:42.260 manager in their individual capacity. 00:15:42.875 --> 00:15:46.975 In the unusual event a manager is sued personally for actions within 00:15:46.975 --> 00:15:50.656 the scope of their employment, the Department of Justice typically 00:15:50.656 --> 00:15:52.665 provides legal representation. 00:15:53.296 --> 00:15:58.056 Furthermore, OPM reiterated that federal agencies are required by law (Section 00:15:58.056 --> 00:16:04.936 642 of Public Law 106-58, as amended) to reimburse eligible management officials, 00:16:04.936 --> 00:16:09.565 including supervisors, for up to one-half of the cost of professional liability 00:16:09.565 --> 00:16:13.616 insurance, providing an important safeguard against liability concerns. 00:16:14.226 --> 00:16:17.185 The timing of this memo is strategically significant. 00:16:17.715 --> 00:16:21.746 By clarifying the agency’s backing and addressing managerial risk aversion 00:16:21.746 --> 00:16:26.325 just as OPM is initiating audits that will require strict enforcement 00:16:26.325 --> 00:16:31.676 of policies like RTO, the agency is actively removing a major psychological 00:16:31.676 --> 00:16:33.485 impediment to aggressive management. 00:16:34.046 --> 00:16:38.356 Managers often hesitate to implement strict adverse actions due to fear of 00:16:38.356 --> 00:16:40.735 personal cost from appeals or lawsuits. 00:16:41.286 --> 00:16:45.155 By clarifying the agency’s responsibility, OPM facilitates 00:16:45.155 --> 00:16:49.416 stricter enforcement of current federal policies, particularly regarding 00:16:49.416 --> 00:16:51.275 performance and conduct standards. 00:16:51.666 --> 00:16:56.036 It is important to note, however, that managers can still be held responsible 00:16:56.036 --> 00:17:01.205 for misuse of authority, specifically unlawful discrimination, harassment, 00:17:01.486 --> 00:17:05.565 or prohibited personnel practices related to whistleblower protections. 00:17:06.171 --> 00:17:07.722 Other Administrative Memos 00:17:08.358 --> 00:17:12.307 The week also featured two other notable administrative updates concerning the 00:17:12.307 --> 00:17:14.097 senior ranks of the federal government. 00:17:14.557 --> 00:17:18.767 On November 18, 2025, a memo from Veronica E. 00:17:18.767 --> 00:17:23.058 Hinton confirmed the Continued Pay Freeze for Certain Senior Political 00:17:23.058 --> 00:17:27.538 Officials, maintaining existing salary constraints for non-career leaders. 00:17:28.048 --> 00:17:33.997 Additionally, on November 19, 2025, OPM Director Scott Kupor issued guidance 00:17:33.997 --> 00:17:39.578 related to New Senior Executive Service, Senior Professional, GS-15 00:17:39.578 --> 00:17:44.337 and GS-14 Development Programs, signaling ongoing efforts to restructure 00:17:44.337 --> 00:17:47.918 and enhance leadership pipelines and talent development across the 00:17:47.918 --> 00:17:49.938 senior levels of the civil service. 00:17:50.611 --> 00:17:53.502 And that’s a wrap on this week’s Federal Workforce Roundup. 00:17:54.012 --> 00:17:58.521 The landscape for federal employees and retirees is constantly shifting, 00:17:58.861 --> 00:18:03.551 with major decisions being made about everything from pay and job security 00:18:03.901 --> 00:18:07.682 to retirement benefits and the very structure of the civil service. 00:18:08.211 --> 00:18:10.391 Staying informed is your best tool. 00:18:10.721 --> 00:18:15.162 Be sure to subscribe wherever you get your podcasts, so you never miss an update. 00:18:15.941 --> 00:18:17.022 Thanks for tuning in. 00:18:17.232 --> 00:18:20.172 We’ll be back next week to track the latest developments 00:18:20.221 --> 00:18:21.681 and what they mean for you. 00:18:22.181 --> 00:18:24.861 Until then, stay engaged and be well.