FM 7-21.13 THE SOLDIER’S GUIDE (FEBRUARY 2004) - page 7

 

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FM 7-21.13 THE SOLDIER’S GUIDE (FEBRUARY 2004) - page 7

 

 

FM 7-21.13 ____________________________________________________________
College Courses.
Testing.
Language Training.
Correspondence Courses.
Army Learning Centers.
PROMOTIONS
6-53. Promotions are one of the most visible means of recognizing the
performance and potential of soldiers. With promotion to higher rank
usually comes greater responsibility and more complex duties. In the next
few pages are brief descriptions of the promotion systems of the active
component, Army National Guard and US Army Reserve. Since promotion
eligibility periodically changes, you should refer to the governing regulation
to find out the most current criteria.
6-54. In general terms, promotions are accomplished in a decentralized,
semi-centralized or centralized manner. Decentralized promotions are
controlled and executed at the unit level. For example, active component
commanders may promote an eligible PV2 to PFC in a decentralized
system. In semi-centralized promotions, part of the process is at unit level
(boards). For promotions to SSG, for example, units convene boards to
recommend SGTs for promotion to SSG. Those SGTs the board recommends
then receive promotion when they attain the number of promotion points
required by centralized cut-off score lists. The Army convenes centralized
promotion boards to consider soldiers for promotion to LTC, for example.
ENLISTED PROMOTION OVERVIEW (ACTIVE COMPONENT)
6-55. The regulation that governs active component enlisted promotions
and reductions is Army Regulation 600-8-19, Enlisted Promotions and
Reductions. It provides the objectives of the Army’s enlisted promotion
system, which include filling authorized enlisted spaces with the best-
qualified soldiers. The promotion system provides for career progression
and rank that is in line with potential, recognizing the best qualified soldier
to attract and retain the highest caliber soldier for a career in the Army.
Additionally, it precludes promoting the soldier who is not productive or not
best qualified, providing an equitable system for all soldiers.
6-56. Promotions for enlisted soldiers to PV2, PFC and SPC are
decentralized. Soldiers receive automatic promotion to PV2 after 6 months
time in service (TIS). Soldiers are automatically promoted to PFC after 12
months TIS and 4 months time in grade (TIG). Soldiers are automatically
promoted to SPC after 26 months TIS and 6 months TIG. In all cases,
promotions occur unless the commander takes action to prevent the
promotion. Based on strength computations at the battalion level, there
may be allocations available to promote soldiers earlier than the automatic
TIG/TIS requirements. Table
6-1 shows TIG/TIS requirements for
promotions PV2-SSG.
6-14
_____________________________________________________________ Chapter 6
Table 6-1. Promotion Criteria-Active Duty
Waivable
Waivable
Rank
TIS
TIG
Authority
TIS
TIG
PV2
6
4
Co Cdr
PFC
12
4
6
2
Co Cdr
SPC
24
6
18
3
Co Cdr
SGT
36
8
33
4
LTC
SSG
84
10
48
5
LTC
Selection
SFC-SGM
Announced by CDR, PERSCOM
Board
Note: TIS/TIG in months
6-57. Precedence of relative rank. Among enlisted soldiers of the same
grade or rank in active military service (to include retired enlisted soldiers
on active duty) precedence of relative rank is determined as follows:
Date of rank (DOR).
Length of active Federal service in the Army when DORs are the
same.
By length of total active federal service when a and b above are the
same.
Date of birth when a, b, and c are the same. Older is more senior.
6-58. Date of rank and effective date:
The DOR for promotion to a higher grade is the date specified in the
promotion instrument or when no date is specified is the date of the
instrument of promotion.
The DOR in all other cases will be established as governed by
appropriate regulation.
The DOR in a grade to which reduced for inefficiency or failure to
complete a school course is the same as that previously held in that
grade. If reduction is a grade higher than that previously held, it is
the date the soldier was eligible for promotion under the promotion
criteria set forth for that grade under this regulation.
The DOR on reduction for all other reasons is the effective date of
reduction.
The DOR and the effective date will be the same unless otherwise
directed by the regulation.
6-59. Soldiers receive conditional promotion to SSG, SFC, and SGM. The
Army is reemphasizing the requirement for soldiers to attend and graduate
scheduled NCOES courses to retain conditional promotions. For SSGs,
SFCs or SGMs to retain conditional promotions, they must complete
BNCOC, ANCOC or the US Army Sergeants Major Course (respectively).
6-15
FM 7-21.13 ____________________________________________________________
6-60. The conditional promotion is for a 12 month period. If conditionally
promoted soldiers are enrolled in the appropriate NCOES course at the end
of the 12 month period, they may complete the training and retain their
promoted rank upon graduation. Soldiers who do not complete the training
for justifiable reasons
(as described in AR
600-8-19) will lose their
conditional promotion and be reduced to the previous rank. Conditionally
promoted soldiers who fail to complete the course for any of the following
reasons will be reduced to the previous rank and removed from the
promotion selection list:
Soldiers who fail to attend their scheduled class (unjustified reason).
Soldiers who are denied enrollment for failure to meet weight
standard in AR 600-9, The Army Weight Control Program.
Soldiers released from the course for failure to meet course
standards.
6-61. Soldiers may receive conditional promotion to SGT. If a soldier meets
the appropriate cutoff score and is otherwise qualified, but has not yet
completed PLDC, the soldier receives conditional promotion under the
following conditions:
Soldier is on the unit order of merit list (OML) for attendance to
PLDC.
Soldier is operationally deployed (not including National Training
Center or Joint Readiness Training Center).
Soldier is on temproary profile that prohibits attendance at PLDC.
ENLISTED PROMOTIONS OVERVIEW (ARMY NATIONAL GUARD)
6-62. Like its active counterpart the Army National Guard promotion
system is designed to help fill authorized enlisted vacancies with the best
qualified enlisted soldiers who have demonstrated the potential to serve at
the next higher grade in line with each soldier’s potential. For the NCO
grades, it prescribes the NCOES requirement for promotion: the soldier on
the list will attend the course required for promotion to that grade.
6-16
_____________________________________________________________ Chapter 6
6-63. Table 6-2 shows the TIS/TIG requirements for enlisted promotions in
the Army National Guard.
Table 6-2. Promotion Criteria-Army National Guard
Waivable
Waivable
Rank
TIS
TIG
Authority
TIS
TIG
PV2
6
4
Commander
PFC
12
4
6
2
Commander
SPC
26
4
14
3
Commander
SGT
N/A
6
N/A*
LTC
SSG
N/A
8
N/A*
LTC
Selection
SFC
9 Years
11
6 Years*
Board
Selection
MSG
13 Years
12
8 Years*
Board
Selection
SGM
16 Years
14
10 Years*
Board
Note: TIS/TIG in months unless otherwise noted. * Cumulative Enlisted Service
6-64. The Chief, National Guard Bureau, is the convening and promotion
authority for active guard and reserve (AGR) Title 10 enlisted soldier
attached to NGB and active duty installations. State Adjutants General
(AG) are convening and promotion authority for all promotion boards to
SGT through and SGM. They may delegate their authority to their
Assistant AG (Army) or Deputy State Area Reserve Command (STARC)
commander. They also may delegate promotion authority to subordinate
commanders as follows:
Commanders in MG positions may promote soldiers to SGM.
Commanders in COL or higher positions may promote soldiers to
SFC and MSG.
Commanders in LTC or higher positions may promote soldiers to
SGT and SSG.
All other commanders may promote soldiers to PV2 and SPC.
6-17
FM 7-21.13 ____________________________________________________________
ENLISTED PROMOTIONS OVERVIEW RESERVE (TROOP PROGRAM
UNITS)
6-65. The promotion criteria for soldiers
(PV2-SSG) in reserve troop
program units (TPU) are shown in Table 6-3.
Table 6-3. Promotion Criteria-Reserve TPU, PV2-SSG
Waivable
Waivable
Rank
TIS
TIG
Authority
TIS
TIG
PV2
6
Commander
PFC
12
4
6
2
Commander
SPC/CPL
24
6
12
3
Commander
SGT
36
12
18
6
LTC
SSG
84
15
48
8
LTC
Note: TIS/TIG in months.
6-66. For promotion to SFC and higher rank, soldiers in reserve TPU
undergo a centralized selection process. The promotion criteria for these
soldiers are shown in Table 6-4.
Table 6-4. Promotion Criteria-Reserve TPU, SFC-SGM
Rank
TIS (PZ)
TIG (PZ)
TIS (SZ)
SFC
11 Years
21 Months
9 Years
MSG*
15 Years
24 Months
11 Years
SGM**
18 Years
28 Months
13 Years
Note: Promotion selection centralized at ARCOM/GOCOM/RSC headquarters and
general officer commands OCONUS. * Must have 8 years CES. ** Must have 10
years CES
6-67. Active Guard and Reserve (AGR) soldiers promotion criteria are
shown in Table 6-5.
Table 6-5. Promotion Criteria-Active Guard and Reserve
Waivable
Waivable
Rank
TIS
TIG
Authority
TIS
TIG
PV2
6
4
Commander
PFC
12
4
6
2
Commander
SPC/CPL*
15
9
No Waivers
4.5
Commander
SGT**
24
8
12
4
LTC
Centralized Process Against Existing
Selection
SSG-SGM
Vacancies
Board
Note: TIS/TIG in months. * Must have completed a minimum of three continuous
months on AGR status. ** Must have completed a minimum of 6 months on AGR
status.
6-18
_____________________________________________________________ Chapter 6
6-68. The promotion criteria for individual ready reserve (IRR), individual
mobilization augmentee (IMA), and standby reserve (active list) soldiers are
shown in table 6-6.
Table 6-6. Promotion Criteria-IRR, IMA, and Standby Reserve (Active List)
Rank
TIG (in months)
PFC
12
CPL/SPC
12
SGT
24
SSG
36
SFC
36
MSG
24
SGM
28
Commander, PERSCOM is the promotion authority for all IRR, IMA and
Standby Reserve (Active List) soldiers.
All soldiers must be in the IRR or Standby Reserve (Active List) for a 1-year
period to be considered for promotion.
The advancement and promotion of soldiers assigned to the IRR are limited to
PV2 through SFC.
The advancement and promotion of soldiers assigned to IMA positions or
Standby Reserve (Active List) are limited to PFC through SGM.
Soldier must have earned 27 retirement points in either of the two years
preceding selection for promotion.
OFFICERS PROMOTION OVERVIEW
6-69. All AC officer promotions are done through the centralized promotion
system and are governed by procedures based on Title 10, United States
code, Army Regulation
(AR 600-8-29, Officer Promotions), and policy
established by the Secretary of the Army and the Deputy Chief of Staff for
personnel.
6-70. The basic concept of the promotion selection system is to select for
promotion those officers who have demonstrated that they possess the
professional and moral qualifications, integrity, physical fitness, and ability
required to successfully perform the duties expected of an officer at the next
higher grade. Promotion is not intended to be a reward for long and
honorable service in the present grade but is based on overall demonstrated
performance and potential abilities.
6-71. Promotion selection is conducted fairly and equitably by boards
composed of mature, experienced senior officers. Each board consists of
different members, and women and minority members are routinely
appointed. Selection boards recommend those officers who, in the collective
judgment of the board, are the best qualified for promotion.
6-72. The Army has established procedures to counsel, upon request,
officers not selected for promotion. An officer may request reconsideration
for promotion when an action, by a regularly scheduled selection board
6-19
FM 7-21.13 ____________________________________________________________
which considered him or her for promotion, was contrary to law or involved
material error.
SECTION III - RETENTION AND REENLISTMENT
The Oath of Enlistment
I, (name of enlistee) do solemnly swear (or affirm) that I will support
and defend the Constitution of the United States against all enemies,
foreign and domestic; that I will bear true faith and allegiance to the
same; that I will obey the orders of the President of the United States
and the orders of the officers appointed over me, according to
regulations and the Uniform code of Military Justice. So help me God!
6-73. All commanders are retention officers. Commanders and NCOs at all
levels have the responsibilities to sustain Army personnel readiness by
developing and implementing and maintaining aggressive local Army
retention programs designed to accomplish specific goals and missions
consistent with governing laws, policies, and directives.
This country has done a lot for my family. This is a way to give
back.
SPC Luis Feliciano
6-74. The goals of the Army Retention Program are to—
Reenlist on a long-term basis, sufficient numbers of highly qualified
active Army soldiers.
Enlist or transfer and assign sufficient numbers of highly qualified
soldiers who are separating from the active Army into RC units,
consistent with geographic constraints.
Achieve and maintain Army force alignment through the retention,
transfer, or enlistment of highly qualified soldiers in critical skills
and locations.
Adequately support special programs such as the US Military
Academy Preparatory School (USMAPS) and ROTC “Green to Gold”
programs.
6-75. Commanders are issued retention missions based upon their “fair
share” ratio of enlistment eligible soldiers. Commanders receive missions in
the following categories:
Regular Army Initial Term mission.
Regular Army Mid-Career mission. Soldiers serving on their second
or subsequent term of service, having 10 or less years of Active
Federal Service at ETS.
6-20
_____________________________________________________________ Chapter 6
RC enlistment/transfer mission. This mission is based upon the
number of eligible in the ranks of CPL/SPC and SGT scheduled for
ETS and may be assigned as required by HQDA.
Missions as otherwise required by DA. Missions are to include the
USMAPS and ROTC Green to Gold programs.
Reenlisting in Kandahar, Afghanistan.
6-76. DA policy states that only those soldiers who have maintained a
record of acceptable performance will be offered the privilege of reenlisting
within the active Army or transferring or enlisting into the RC. Other
soldiers will be separated under appropriate administrative procedures or
barred from reenlistment under Chapter 8, AR 635-200.
The end for which a soldier is recruited, clothed, armed, and
trained, the whole object of his sleeping, eating, drinking, and
marching is simply that he should fight at the right place and
the right time.
Carl von Clausewitz
BONUS EXTENSION AND RETRAINING (BEAR) PROGRAM
6-77. BEAR is a program designed to assist in force alignment. It allows
eligible soldiers an opportunity to extend their enlistment for formal
retraining into a shortage MOS that is presently in the Selective
Reenlistment Bonus (SRB) program. Upon completion of retraining, the
soldier is awarded the new primary military occupational specialty (PMOS),
reenlists, and receives an SRB in the newly awarded MOS.
6-21
FM 7-21.13 ____________________________________________________________
TYPES OF DISCHARGES
6-78. The type of discharge that you will receive from the Army is based on
your military record; for example, if you are separated for administrative
reasons other than completion of term in service, you may receive the
following types of discharge. For more information on the effects of
discharges see Chapter 7.
Honorable. This type of discharge depends on your behavior and
performance of duty. Isolated incidents of minor misconduct may be
disregarded if your overall record of service is good.
General Discharge under Honorable Conditions. This discharge is
appropriate for those whose military records are satisfactory but are
not good enough to warrant an honorable discharge.
Discharge under Other Than Honorable Conditions. This is the most
severe of the administrative discharges. It may result in the loss of
veteran’s benefits. Such a discharge usually is given to those who
have shown one or more incidents of serious misconduct.
Entry-Level Separation. This discharge applies if you are within 180
days of continuous active duty and your records do not warrant a
discharge under other than honorable conditions.
BARS TO REENLISTMENT
6-79. The bar is a procedure to deny reenlistment to soldiers whose
immediate separation under administrative procedures is not warranted,
but whose reentry into or service beyond end of time in service (ETS) with
the active Army is not in the best interest of the Army. Soldiers may not
reenlist without the recommendation of the commander. However, if a
commander wishes to disapprove a request for reenlistment of extension
when submitted by a soldier who is fully qualified for reenlistment without
waiver, he or she must concurrently submit a Bar to Reenlistment.
6-80. The Bar to reenlistment is not a punitive action but is designed for
use as a rehabilitative tool. Imposition of a bar does not preclude
administrative separation at a later date. The Bar to Reenlistment puts a
soldier on notice that he is not a candidate for reenlistment. A soldier who
is barred from reenlistment realizes he may be subject to separation if the
circumstances that led to the Bar to Reenlistment are not overcome. The
commander who imposes the bar will advise the soldier exactly what is
expected in order to overcome the Bar to Reenlistment. Commanders must
review the circumstances for imposing the bar every three months and
either remove or continue the bar to reenlistment.
6-81. Commanders must initiate separation proceedings under AR 600-200
upon completion of the second 3-month review if the commander decides
not to remove the bar. Initiation of separation action is not required for
soldiers who, at the time of the second 3-month review, have more than 18
years of active federal service but less than 20 years. These soldiers will be
required to retire on the last day of the month when eligibility is attained.
6-22
Chapter 7
Benefits of Service
We serve the Nation in the Army for a number of reasons.
Duty, honor, discipline, and the love of country are just a
few of them. Many soldiers initially join the Army so they
can afford college or to gain job skills for later in life.
Considering the pay, allowances, and other benefits,
American soldiers are among the best paid in the world.
This chapter highlights some of the excellent benefits of
serving in the US Army.
Army Well-Being
7-3
Section I - Pay and Allowances
7-4
Pay
7-4
Allowances
7-5
Leave
7-6
Section II - Housing
7-7
Government Housing
7-7
Basic Allowance for Housing (BAH)
7-8
Section III - Health
7-9
TRICARE
7-9
Dental
7-13
Section IV - Financial Readiness and Planning
7-16
Readiness
7-16
Planning
7-17
Section V - Education
7-23
Tuition Assistance Program
7-23
eArmyU
7-23
Army/American Council on Education Registry Transcript
System (AARTS)
7-24
Section VI - Relocation Assistance
7-24
The Lending Closet
7-25
Guidance Counseling
7-25
Sponsor Training
7-25
Financial Assistance
7-26
Transportation
7-26
Section VII - Legal Issues
7-27
Readiness
7-27
Assistance
7-28
Trial Defense
7-29
Section VIII - After the Army
7-29
Your Discharge
7-30
Veteran’s Benefits
7-35
7-1
FM 7-21.13 ____________________________________________________________
For more information on pay and allowances, see the Defense Finance and Accounting
Service (DFAS) website at www.dfas.mil, and AR 37-104-4, Military Pay and Allowances
Policies and Procedures - Active Component, 31 Oct 94.
For more information on financial readiness see TC 21-7, Personal Financial Readiness
and Deployability Handbook, 17 November 1997.
For more information on Army housing, see the Army Housing website at
www.housing.army.mil and AR 210-50, Housing Management, 26 Feb 99.
For more information on military retirement see AR 680-300, Army Reserve Retirement
Point Credit System, 8 Jun 73, and AR 600-8-7, Retirement Services Program, 1 Jun 00.
7-2
_____________________________________________________________ Chapter 7
ARMY WELL-BEING
7-1.
The benefits of serving in the Army go beyond the paycheck you
receive. Not only do you grow as a person, but you develop friendships that
will last a lifetime. You also gain the satisfaction of having served your
country and the pride that goes with it. Army well-being is the total
package of programs and benefits with the ultimate purpose of maintaining
combat readiness by caring for the needs of soldiers and their families.
7-2.
Well-being is
“the personal—physical, material, mental, and
spiritual—state of soldiers, civilians, and their families that contributes to
their preparedness to perform the Army’s mission.” Soldiers have a
responsibility to ensure that personal issues do not impair their ability to
deploy and conduct the mission. Army well-being helps them fulfill this
responsibility.
Army readiness is inextricably linked to the well being of our
people. Our success depends on the whole team—soldiers,
civilians, families—All of whom serve the Nation. Strategic
responsiveness requires that our support structures provide
soldiers and families the resources to be self-reliant both when
the force is deployed and when it is at home. When we deploy,
soldiers will know that their families are safe, housed, and
have access to medical care, community services, and
educational opportunities. We have a covenant with our
soldiers and families, and we will keep faith with them.
General Eric K. Shinseki
7-3.
The goal of Army well-being is to improve and sustain the
institutional strength of the Army. Institutional strength is the force behind
the Army that distinguishes it from occupations and other professions. It is
the force that binds us together as the Army Team.
7-4.
Well-being is the human dimension of Army Transformation. As the
Army changes, well-being represents our resolute commitment to prepare
now to meet future needs, as well as today’s needs. Army well-being is
closely linked to four key outcomes—performance, readiness, retention, and
recruiting.
Army well-being enhances performance by strengthening command
climate and the bond between the leader and the led.
Army well-being enhances readiness by producing self-reliant
soldiers who are able to focus on their mission, confident in the
preparedness and self-reliance of their families.
Army well-being enhances retention and recruiting by creating the
environment for positive decisions by the right men and women to
join and stay in the Army.
7-3
FM 7-21.13 ____________________________________________________________
SECTION I - PAY AND ALLOWANCES
7-5.
You are among the best-paid soldiers in the world. With the other
benefits of military service, the compensation provided members of the US
Armed Forces compares very favorably with similar jobs in civilian life. Our
country’s leaders and our fellow citizens have decided that to maintain a
professional, capable, and ready Army requires good compensation in pay,
allowances, and benefits. You can find detailed information on pay and
allowances at the Defense Finance and Accounting (DFAS) website at
www.dfas.mil and in TC
21-7, Personal Financial Readiness and
Deployability Handbook.
PAY
7-6.
Soldiers receive a salary, that is, pay for duties performed under a
contract of service. Soldiers do not receive a wage, which is a price for a set
amount of labor, usually measured in hours. The distinction is made clear
in the phrase “I’m a soldier everyday, all day—24/7.” This distinction is
important because the soldier has a duty to obey orders and to go where
needed, regardless of when or where.
7-7.
There are various types of pay. Basic pay is received by all soldiers
and is the main component of an individual's salary. Other types of
payments, often referred to as special pay, are for specific qualifications or
events. For example, there are special pays for aviators and parachutists.
There is also special pay for dangerous or hardship duties.
BASIC PAY
7-8.
Soldiers receive pay on a monthly basis (though active duty soldiers
can elect to split their pay and receive a portion in the middle of the
month). It is likely the largest part of your paycheck and is the amount you
see on military pay charts. Nearly every year congress authorizes an
increase to military pay and allowances. The DFAS website has the current
basic pay charts for active duty and reserve soldiers. Basic pay generally
increases every two years for soldiers in a given grade.
SPECIAL PAY
7-9.
Soldiers may receive special pay for having certain skills (such as
helicopter pilots) or for being in specified areas (such as in a combat zone).
Table 7-1 shows some of these types of pay and why a soldier receives them.
The DFAS website shows the most up-to-date amounts for these and other
special pay categories. The source for this information is the Department of
Defense Financial Management Regulation
(DODFMR), Volume
7A:
Military Pay Policy and Procedures - Active Duty and Reserve Pay (Military
Pay Manual for short).
7-4
_____________________________________________________________ Chapter 7
Table 7-1. Other Pay
Pay Type
Who gets it
How much
Up to
Diving Duty
Qualified divers in designated diving slots
$340/month
Soldiers assigned to a vessel at sea or in
Up to
Sea Duty
port 50 miles from home port. Varies with
$400/month
rank and time in service.
For assignment to specific area (e.g., Kuwait
Hardship Duty
outside Kuwait City) or to specific units (e.g.,
$8-150/month
Joint Task Force—Full Accounting).
Up to
Special Duty
Recruiters, drill sergeants, nominative CSMs
$375/month
Enlistment
Enlisted soldiers for specified MOSs
Varies
Bonuses
Reenlistment
Enlisted soldiers for specified MOSs
Varies
Bonuses
Hostile Fire/
Soldiers in combat or designated imminent
$150-
Imminent
danger area *
225/month
Danger
Overseas
Soldiers in certain locations and MOSs, who
Extension
Varies
extending their overseas tour.
Incentive
Qualified linguists in critical language MOS.
Foreign
$100/month for
May not receive pay for more than three
Language
each language
language specialties
Soldiers on flight status. Pay is prorated
$150 -
Flight
depending on flying hours.
250/month
Parachute
Soldiers on jump status. HALO status is
$150/month
(Jump) **
$225/month.
Explosive ordnance disposal (EOD)
Demolition **
$150/month
specialists assigned to EOD units
Experimental
Test subjects during testing
$150/month
Stress **
Health professionals (physicians, dentists,
Up to
Special Pay
nurses).
$1000/month
* In a combat zone/hazardous duty area enlisted pay is nontaxable. A portion of
officer pay is nontaxable.
** Only two hazardous duty payments per month are authorized.
ALLOWANCES
7-10. Allowances are other payments to the soldier, usually nontaxable,
that are in lieu of services the government does not provide. For example, if
government quarters are not available, the Army pays a basic allowance for
housing (BAH) to the soldier to allow him to find adequate housing off post
in the civilian community. Soldiers who reside in government quarters
receive reduced or no BAH. Soldiers have many different allowances
available to them. Table 7-2 shows some of these. As with the different
types of pay, you can find up-to-date eligibility requirements and amounts
on the DFAS website and in the Military Pay Manual.
7-5
FM 7-21.13 ____________________________________________________________
Table 7-2. Allowances
Allowance
Who gets it
Active duty soldiers who have not been furnished adequate
Basic Allowance
government quarters for themselves or their dependents or
for Housing
who have been furnished inadequate quarters. BAH is
(BAH)
intended to pay only a portion of the soldier’s housing costs.
Basic Allowance
All Active duty officers and active duty enlisted soldiers who
for Subsistence
are authorized to mess separately (separate rations) or
(BAS)
soldiers who do not have a dining facility available.
Active duty soldiers on permanent or temporary duty for 30
Family Separation
consecutive days at a location where dependents may not go
Allowance (FSA)
to at government expense and where government quarters
are unavailable for the dependents. Up to $250 per month.
Clothing
Active duty enlisted soldiers on the anniversary of enlistment.
Maintenance
Intended to pay for replacement of military unique items
Allowance
required for wear. Increases after the first three years.
Active duty soldiers who make a permanent change of
Dislocation
station. Intended to defray costs associated with moving that
Allowance
are not reimbursed through other means. Equal to two
months of BAH.
Active duty soldiers assigned and residing in specified high-
Cost of Living
cost areas. Intended to compensate for a portion of non-
Allowance
housing costs that exceed the US average by 8% or more.
Additional Active
Reserve component officers ordered to active duty or active
Duty Uniform
duty for training (ADT) for 90 days or more. Payable after
Allowance
serving 90 consecutive days of active duty.
Soldiers on temporary duty (TDY) when government quarters
Per Diem
and mess are unavailable. Per diem is a tax-free daily
Allowance
allowance for the added expenses of buying meals and/or
living in hotels while on official business.
LEAVE
7-11. Every active duty soldier may accrue (earn and build up) 30 days of
leave each year. That comes out to 2.5 days per month. Reserve component
soldiers on active duty earn leave, also, although not while on active duty
for training unless the period exceeds 30 days. This benefit surpasses
nearly any vacation plan available in the civilian labor world. When
authorized to take leave, soldiers continue receiving full pay and allowances
as while on duty—and accruing more leave. Soldiers who have more than
60 days of accrued leave on 1 October lose the portion in excess of 60 days.
This is often referred to as “use or lose.” Soldiers can request exceptions in
cases of extended deployments or other extraordinary reasons.
7-12. Soldiers may also cash in leave, that is, trade it for an equivalent
amount of basic pay. Enlisted soldiers may do so when they reenlist while
any soldier may do so upon departing the service. Soldiers may cash in no
more than 60 days of leave in a career.
7-13. At the end of your time in the Army, you may also choose to use
your accrued leave as Terminal Leave. This is when you go on leave prior to
7-6
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the end of your service after outprocessing the Army, but continue to
receive full pay and allowances up to your actual end of service date. Many
soldiers find this option very helpful when leaving the Army to go to college
or when starting a new career. You may also cash in a portion of your
accrued leave while taking terminal leave. It all depends on your
circumstances.
SECTION II - HOUSING
7-14. Active duty soldiers and their families are entitled to healthy, safe
housing to live in. An entitlement in the Army is something that must be
provided and may not be taken away without due process. In the case of
housing, soldiers live in government furnished quarters in exchange for
their BAH, or they keep their BAH to pay rent for civilian (off-post)
housing. Government housing and BAH directly result from the
Constitution. The third amendment of the Constitution forbids the
government from quartering soldiers in housing without the owner’s
consent, so the government provides quarters or a housing allowance (BAH)
to all active duty soldiers.
GOVERNMENT HOUSING
7-15. Government quarters are safe, maintained, and adequate for
soldiers’ needs. In some cases, because of great need, some government
housing remains in use past its expected useful life. Installations continue
to maintain these quarters and they are still safe to live in. In those
unusual cases where soldiers reside in inadequate government furnished
quarters, they receive a portion of BAH to compensate for the
inconvenience. The standard of what is considered adequate quarters is in
Chapter
4 of AR
210-50, Housing Management. Many commands or
installations have supplements to AR 210-50 that further define adequate
and inadequate quarters. The standards of adequacy generally are
qualitative in nature and assess the size, configuration, and safety of the
housing as well as its condition, services, and amenities.
7-16. The Army owes decent housing to every active duty soldier and
family. But living in government quarters come with responsibilities, such
as following rules on appearance and use. For example, you may have to
keep your grass cut to a certain length, or there may be limitations on when
and how many lights you can put up for Christmas. These rules aren’t
intended to be a nuisance or a restriction of freedom. They are intended to
help maintain a safe and pleasant environment for all soldiers and their
families. Such rules are similar to those in civilian homeowners’
associations, for example.
7-17. Army installations have a system in place to assign soldiers and
their families housing, maintain that housing, and to help soldiers leave
those quarters upon reassignment. In cases where quarters are not
available or the soldier
(SFC and above) elects to live off-post, Army
7-7
FM 7-21.13 ____________________________________________________________
installations provide assistance in finding good housing in the civilian
community. Living in government housing is an excellent value. In most
locations, the BAH a soldier receives to pay for civilian housing does not
cover the full cost of that housing—rent or mortgage, electricity, water and
sewer, maintenance, etc. On the other hand, living in government housing
prevents you from receiving BAH, but you won’t have any of those bills
(although telephone, internet access, and cable TV services are your
responsibility to pay). You can often obtain supplies and hardware for the
maintenance of your quarters at no cost to you from self-help stores on the
installation.
7-18. Few installations have enough housing units to accommodate every
soldier and family assigned there. That is why you will often have to wait to
get into government-furnished quarters. Installations have waiting lists
that show every soldier and family who have requested government
quarters. Your name is put on the list as of the day you sign in at your new
unit. However, an interesting exception is when you return from a
dependent-restricted (unaccompanied) overseas tour. At that time, you may
be put on the list as of the day you departed your previous duty station for
the unaccompanied tour, for a maximum 14-month credit. Watch out
though: any voluntary extensions negate this credit.
BASIC ALLOWANCE FOR HOUSING (BAH)
7-19. Some soldiers receive Basic Allowance for Housing (BAH). This tax-
free monthly allowance goes to stateside servicemembers who cannot get
into government quarters or who choose to live off base. For most soldiers,
BAH is the second-largest part of their compensation. Allowances are based
on rank, dependent status, and location.
7-20. The rates are calculated by surveying the civilian housing market in
370 locations across the United States. For example, BAH with dependents
rates for senior enlisted members and officers are set by canvassing the
rental costs of three and four-bedroom single-family homes in
neighborhoods where the typical civilian income is $60,000 to $100,000 per
year. For the BAH without dependents rate for junior enlisted personnel
the survey focuses on one-bedroom apartments in neighborhoods where the
typical civilian earns $20,000 to $30,000 per year.
7-21. Different types of BAH are available. There is an allowance for
soldiers on active duty (BAH-I) including RC soldiers on active duty, a BAH
for RC soldiers on active duty for less than 140 days (BAH-II), and a partial
rate BAH. As with all pay and allowances, you can find current rates on the
DFAS website. With BAH-I, you may receive a “with-dependents” rate or
“without-dependents” rate.
The “with-dependents” rate goes to soldiers with at least one family
member who meets the official definition of a dependent. The
allowance does not increase with additional family members.
7-8
_____________________________________________________________ Chapter 7
If a husband and wife both are on active duty and have a child, the
higher-ranking spouse receives BAH at the “with-dependents” rate.
The other spouse receives BAH at the “without-dependents” rate.
The “without-dependents” rate is for single people with no family
members living with them. Dual military couples without children
both receive BAH at the without-dependents rate.
BAH-Differential (BAH-DIFF) is for soldiers paying child support
and not receiving BAH at the "with dependent rate." To receive BAH-
DIFF, the soldier’s child support payment must equal or exceed the
amount of the BAH-DIFF.
Reserve component soldiers on active duty for fewer than 140 days
are entitled to the monthly BAH-II. For BAH-II there is a married
rate and a single rate.
A soldier without dependents is authorized partial BAH (Rebate)
when assigned to single-type government quarters (barracks, BOQ,
BEQ) or when residing off post without a statement of
nonavailability.
7-22. The actual amount a soldier pays “out-of-pocket” depends on the
housing choices he makes. Thrifty soldiers can keep all the BAH due them
even if their housing costs are less than their allowance. Those who choose
a bigger or more expensive residence than the typical soldier in their pay
grade will find that their out-of-pocket costs are higher.
7-23. Most soldiers stationed overseas who live off base receive an
overseas housing allowance (OHA). While OCONUS soldiers receive OHA
for the same pupose that CONUS soldiers receive BAH, OHA varies each
month with currency exchange rates. Personnel assigned to unaccompanied
tours overseas can collect BAH if their families live off base in the United
States. In unusual cases, service secretaries can declare a tour within the
United States as unaccompanied. For example, if a child is seriously ill and
needs to remain near a medical center, the family can continue to receive a
housing allowance in that location after the soldier has moved to another
assignment.
SECTION III - HEALTH
7-24. The Department of Defense (DOD) has developed a world class
health care system for servicemembers and their families. It encourages
total health fitness, delivers top quality health care, and focuses on medical
readiness.
TRICARE
7-25. In response to the challenge of maintaining medical combat
readiness while providing the best health care for all eligible personnel, the
Department of Defense introduced TRICARE (TRI—Army, Navy and Air
Force and CARE—health care). TRICARE is a regionally managed health
7-9
FM 7-21.13 ____________________________________________________________
care program. TRICARE brings together the health care resources of the
Army, Navy, and Air Force and supplements them with networks of civilian
health care professionals to provide better access and high quality service
while maintaining the capability to support military operations. TRICARE
offers soldiers and their families affordable health care when they need it
the most. Registration is important—be sure to enroll your family members
in the Defense Enrollment Eligibility Reporting System (DEERS).
7-26. TRICARE affects soldiers and retirees in the US, Europe, Latin
America, and the Pacific. Those eligible for TRICARE are—
Active duty soldiers (including reserve component soldiers on active
duty under Title 10) and their families.
Retirees and their families (see Section VIII).
Survivors of all uniformed services who are not eligible for Medicare.
7-27. TRICARE offers eligible beneficiaries three choices for their health
care:
TRICARE Prime—where military treatment facilities (MTFs) are the
principal source of health care.
TRICARE Extra—a preferred provider option that saves money.
TRICARE Standard—a fee-for-service option (the old CHAMPUS
program).
7-28. The main challenge for most eligible beneficiaries is deciding which
TRICARE option; Prime, Extra or Standard is best for them. Active duty
soldiers are enrolled in TRICARE Prime and pay no fees. Active duty family
members pay no enrollment fees, but they must choose a TRICARE option
and apply for enrollment in TRICARE Prime. There are no enrollment fees
for active duty families in TRICARE Prime.
TRICARE PRIME
7-29. With TRICARE Prime, most of your health care will come from an
MTF, augmented by the TRICARE contractor’s Preferred Provider Network
(PPN). All active duty personnel are enrolled in TRICARE Prime. Soldiers
receive most of their care from military medical personnel. Family members
and survivors of active duty personnel may enroll. For active duty families,
there is no enrollment fee for TRICARE Prime, but they must complete an
enrollment form. Reserve component soldiers (and their family members)
called to active duty for 30 days or more may enroll in TRICARE Prime or
may be eligible for TRICARE Prime Remote.
7-30. Your primary care manager or team of providers will see you first
for your health care needs. The primary care manager—
Provides and/or coordinates your care.
Maintains your health records.
Refers you to specialists, if necessary. To be covered, specialty care
must be arranged and approved by your primary care manager.
7-10
_____________________________________________________________ Chapter 7
7-31. Advantages of TRICARE Prime:
No enrollment fee for active duty and families.
Small fee per visit to civilian providers and no fee for active duty
members.
Guaranteed appointments.
Primary care manager supervises and coordinates care.
Away-from-home emergency coverage.
7-32. Disadvantages of TRICARE Prime:
Enrollment fee for retirees and their families.
Provider choice limited.
Specialty care by referral only.
Not universally available.
TRICARE STANDARD
7-33. TRICARE Standard is the new name for CHAMPUS. Under this
plan, you can see the authorized provider of your choice. Those who are
happy with coverage from a current civilian provider often opt for this plan.
However, this flexibility generally means that care costs more. Treatment
may also be available at an MTF if space allows and after TRICARE Prime
patients have been served. Furthermore, TRICARE Standard may be the
only coverage available in some areas.
7-34. Active duty family members, family members of reserve component
soldiers ordered to active duty for more than 30 days, and retirees drawing
retired pay are eligible for TRICARE Standard. Active duty soldiers are
enrolled in TRICARE Prime and not eligible for TRICARE Standard. The
RC soldier ordered to active duty for more than 30 days is entitled to the
TRICARE Prime benefit as soon as he is activated.
7-35. Advantages of TRICARE Standard:
Broadest choice of providers.
Widely available.
No enrollment fee.
TRICARE Extra is an available option.
7-36. Disadvantages of TRICARE Standard:
No Primary Care Manager.
Patient pays a deductible, co-payment and the balance of the medical
bill if the provider does not participate in TRICARE Standard.
Nonavailability statement may be required for civilian inpatient care
for areas surrounding MTFs.
Beneficiaries may have to do their own paperwork and file their own
claims.
7-11
FM 7-21.13 ____________________________________________________________
TRICARE EXTRA
7-37. With TRICARE Extra, you will choose a doctor, hospital, or other
medical provider listed in the TRICARE Provider Directory. If you need
assistance, call the health care finder at your nearest TRICARE service
center (TSC). Anyone who is eligible for TRICARE Standard may use
TRICARE Extra.
7-38. Advantages of TRICARE Extra:
Co-payment 5% less than TRICARE Standard.
No balance billing.
No enrollment fee.
No deductible when using retail pharmacy network.
No forms to file.
You may use also TRICARE Standard.
7-39. Disadvantages of TRICARE Extra:
No primary care manager.
Provider choice is limited.
Patient pays a deductible and co-payment.
Nonavailability statement may be required for civilian inpatient care
for areas surrounding MTFs.
Not universally available.
TRICARE OVERSEAS
7-40. The TRICARE Overseas programs are designed to provide health
care to eligible beneficiaries who reside overseas, not in the 50 United
States. TRICARE has three overseas regions: Europe, Pacific and Latin
America & Canada.
7-41. The main difference for overseas prime enrollees is that the co-
payment for civilian care is waived and no pre-authorization is required for
TRICARE covered benefits received outside of Puerto Rico, even when
traveling in CONUS. TRICARE Prime enrollees in Puerto Rico who are
enrolled to an MTF must have authorization from their primary care
manager to see a civilian provider for other than emergency care.
7-42. Other TRICARE options:
TRICARE Prime Remote—designed for active duty family members
in remote locations. This is similar to TRICARE Prime.
TRICARE for Life—for Medicare-eligible beneficiaries age 65 and
over.
TRICARE Plus. Enrolled beneficiaries have priority access to care at
military treatment facilities; however, beneficiaries who choose to
use TRICARE Extra, TRICARE Standard or TRICARE for Life may
also continue to receive care in an MTF as capacity exists.
7-12
_____________________________________________________________ Chapter 7
7-43. The best source of information on current health care benefits is
your health benefits advisor available at your local TSC or MTF. Look for
additional information on the TRICARE website, www.tricare.osd.mil.
DENTAL
7-44. The Tricare Dental Program (TDP) is a voluntary, comprehensive
dental program offered worldwide for family members of all active duty
soldiers. It may also be available to selected reserve and individual ready
reserve (IRR) soldiers and/or their family members. Active duty soldiers get
dental care through their servicing dental activity.
ENROLLMENT BASICS
7-45. The TDP offers two plans: a single plan and a family plan. New
enrollees must continue in the TDP for at least 12 months. Anyone failing
to pay premiums or who disenrolls for other than a valid disenrollment
reason may not re-enroll in the program for 12 months.
7-46. Under the single plan, one eligible member is covered. This can be
one active duty family member, a selected reserve or IRR member, or one
selected reserve or IRR family member. A family enrollment consists of two
or more covered family members, either active duty, selected reserve or
IRR. Under the TDP, however, all eligible family members of a sponsor
must be enrolled if any are enrolled, except for the following:
Sponsors may voluntarily enroll children under four years old. Upon
their 4th birthday, they are automatically enrolled.
If a sponsor has family members living in geographically separated
locations, he may enroll only those family members residing in one
location (e.g., children living with a divorced spouse).
Selected reserve and IRR sponsors can enroll independently of their
family members and family members can enroll independently of the
sponsor.
Two soldiers cannot enroll the same family members. If both
husband and wife are soldiers, they cannot enroll each other in the
plan.
ELIGIBILITY
7-47. Active duty family members, selected reserve, and IRR members
and/or their family members are eligible for the TDP if the sponsor has at
least 12 months remaining on his or her service commitment at the time of
enrollment. Family members of active duty, selected reserve and IRR
soldiers, including spouses and unmarried children (natural, step, adopted
and wards) under the age of 21, are eligible.
7-48. Child eligibility may be available after age 21 if—
The dependent is a full time student at an accredited college or
university and is more than 50% dependent on the sponsor for
financial support.
7-13
FM 7-21.13 ____________________________________________________________
The dependent has a disabling illness or injury that occurred before
his or her 21st birthday, or between the ages of 21 and 23 while
enrolled as a full time student, and was more than 50% dependent on
the sponsor for financial support.
7-49. Upon mobilization, RC soldiers become eligible for the same health
care benefits as active duty soldiers, including dental benefits. As a result,
RC soldiers enrolled in the TDP who are activated for more than 30 days
automatically are removed from the program and become eligible for dental
care from military dental providers. Family members of mobilized
reservists become eligible for the same lower premiums that active duty
family members enjoy.
REMOTELY STATIONED ACTIVE DUTY SOLDIERS
7-50. The Tri-Service Remote Dental Program
(RDP) is for military
personnel serving on active duty in remote CONUS locations (50 miles or
more from a military base). Soldiers enrolled in TRICARE Prime Remote
(medical) are automatically eligible for the RDP. RDP eligible active duty
soldiers can receive emergency dental care any time they are in an active
duty status. RDP is not for family members.
7-51. Soldiers that leave the Army with transitional assistance health
care benefits may receive dental coverage for emergency care only. Soldiers
that have served 180 days of continuous active duty or more may be eligible
for dental care as a veteran’s benefit following separation from active duty.
The laws governing veteran’s benefits change frequently. See current
information on the Department of Veterans Affairs website at www.va.gov
or visit your local VA office.
SURVIVOR BENEFITS
7-52. When an enrolled soldier dies while on active duty for a period of
more than 30 days, the enrolled family members will continue to receive
benefits for 3 years from the month following the month of the soldier's
death. This applies only to family members enrolled at the time of death.
7-53. This benefit also applies to enrolled family members of selected
reserve and IRR—special mobilization category (IRR—SMC) sponsors who
die while in selected reserve and IRR—SMC status regardless if the
sponsor was enrolled at the time of death. Family members must be
enrolled at time of death to receive these benefits. In these cases the
government pays the entire TDP premium. The family members will be
notified of coverage termination prior to disenrollment.
7-54. For additional information regarding the Tricare Dental Program,
visit your local TRICARE office or the website through the Army homepage.
SUPPLEMENTAL INSURANCE
7-55. If you receive medical care outside the military system, and you
don't have any other health insurance (or a supplemental policy) to help
pay your cost-shares or co-payments, you'll face out-of-pocket expenses.
7-14
_____________________________________________________________ Chapter 7
Even though TRICARE pays a generous share of the cost of civilian medical
bills, your share of the cost might be substantial.
7-56. Many associations, organizations, and insurance companies provide
supplemental insurance. Supplemental insurance may cover co-payments
and costs TRICARE does not pay. The TRICARE website has a list of some
of the associations and organizations that offer supplemental insurance.
Neither TRICARE nor the Department of Defense endorses any specific
company, organization, or plan. Likewise, neither DOD nor the TRICARE
Management Activity promotes any specific policy for purchase, nor
recommends retention or cancellation of any coverage you may have. The
decision to purchase supplemental insurance is yours and yours alone.
Medical Bills
SFC Willer is married and has one daughter, Linda. While on leave
recently, the family was involved in an auto accident and unfortunately
Linda was seriously injured. There wasn’t a military hospital located
nearby and she required urgent medical attention.
Linda received proper and immediate medical care at a civilian hospital
and recovered completely from the accident. But SFC Willer is now
faced with substantial medical bills that he can’t afford and TRICARE
will not pay completely.
SFC Willer is enrolled in TRICARE Prime and his family is in TRICARE
Standard. TRICARE paid about half of the bill for Linda’s care. For care
providers that are part of the TRICARE system that would be the end of
the story because those providers agree to accept what TRICARE pays
(along with any co-payment required). But the civilian hospital where
Linda was treated is not part of the TRICARE system. It expects SFC
Willer to pay what the hospital billed, above and beyond the amount
TRICARE paid.
7-57. Most TRICARE supplemental insurance policies are designed to
reimburse patients for the civilian medical care bills they must pay after
TRICARE pays the government's share of the cost. Before you buy any
supplement, carefully consider which plan is best suited to your individual
needs. Each TRICARE supplemental policy has its own rules concerning
acceptance for pre-existing conditions, eligibility requirements for the
family, deductibles, mental health limitations, long-term illness, well-baby
care, care provided to persons with disabilities, claims under the diagnosis-
related group payment system for inpatient hospital charges, and rules
concerning allowable charges. In some soldiers’ situations, supplemental
insurance may be appropriate while others may not need or want it. Look at
your own circumstances and decide if the additional cost of supplemental
insurance is something you think necessary. Either way, it is your decision.
7-15
FM 7-21.13 ____________________________________________________________
SECTION IV - FINANCIAL READINESS AND PLANNING
7-58. First term soldiers get financial readiness training at their first
duty station. Most installations also offer financial readiness training to
other soldiers upon request, usually through the Army Community Service
(ACS) or Community Service Center (CSC). Many units also have appointed
a command financial NCO (CFNCO) who conducts training and financial
counseling for assigned soldiers. The training you receive helps you manage
your finances while in the service and can help you plan for the future as
well. Training Circular
21-7, Personal Financial Readiness and
Deployability Handbook, is a good reference for more details.
READINESS
7-59. Financial readiness for AC and RC soldiers means ensuring you and
your family are provided for within the limits of your income. The reason it
is a readiness issue is that soldiers with money problems may be unable to
focus on their mission, especially if deployed. Training in financial matters
can help you gain control over your finances and manage your money more
effectively. The goal of the training is to provide you with the tools to
handle your money wisely and to make informed purchasing decisions so
you are better able to concentrate on your duties.
7-60. The Consumer Affairs and Financial Assistance Program (CAFAP),
offered through ACS, can train soldiers and spouses in money management,
proper use of credit, basic financial planning, deployment, transition and
relocation, insurance options, and check writing principles. If you don’t
already know how, CAFAP counselors and the CFNCO can teach you about
budgeting. Budgeting can prevent financial difficulties before they arise.
7-61. Service in the Army helps to save money. For example, shopping at
the Commissary is usually less expensive than off-post. The MWR facilities
on base are nearly always a better value than similar businesses in the
civilian community. You also have access to free legal assistance that in the
civilian world could cost hundreds or even thousands of dollars. Your health
care costs very little in comparison to that of civilian workers. But you
should take positive steps to ensure expenses don’t exceed your income. One
of the best tools is to create a budget. A budget is a list that shows your
expected income and expenses on a periodic basis, usually monthly. The
goal is to track your expenses and learn the discipline to spend money when
you planned to.
7-62. The key is discipline. Eating out less saves money immediately. If
you are considering the purchase of a vehicle, make sure beforehand that
the payments fit in your budget—and don’t forget the insurance and
operating costs. Save ahead of time for big purchases like TVs or appliances
so you don’t have to pay interest on credit cards or loans. These few little
tips can help keep you on budget. Set financial goals that are reasonable
and then make a plan for reaching them. Stay on budget by avoiding
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_____________________________________________________________ Chapter 7
unnecessary expenses and smart purchases. It isn’t easy, but soldiers have
performed much more difficult tasks.
PLANNING
7-63. Soldiers, through training and discipline, are planners by nature. So
it shouldn’t be any surprise that it’s important to plan for the future
financially. The trouble is soldiers often don’t think of it until late in their
careers. Our commitment to the Army, our fellow soldiers, and to our
families occasionally leave little time for thinking about financial goals.
However, someday you will leave the service and start a new career and
someday you will also leave the civilian work force. The sooner you plan for
that day, the more likely you will attain the goals you set.
7-64. In basic terms, there are three areas to consider: retirement
planning, emergency savings, and insurance. Retirement planning is a
long-term savings process to prepare for the day you are no longer in the
work force or earning a regular paycheck. You should also try to save
enough now to cover emergencies or unforeseen opportunities. That means
having enough money in the bank, for example, to pay the deductible on
your car insurance in case of an accident or to get home on emergency
leave. Finally, life insurance is money that, in the event of your death,
helps your family or beneficiaries get back on their feet.
SERVICEMEMBERS’ GROUP LIFE INSURANCE (SGLI)
7-65. Soldiers are involved in a dangerous profession in a dangerous
world. As in civilian life, soldiers often purchase life insurance to protect
their families in the case of the soldier’s death. Since World War I the
government has provided insurance of some type to all members of the
Armed Forces. The origins of SGLI date back to the Vietnam War. As the
Armed Forces began to suffer significant casualties, the private life
insurance companies were unwilling to underwrite the coverage for
members of the service. This created the need for a government sponsored
life insurance program to cover soldiers placed in harms way. Servicemens'
Group Life Insurance (SGLI) was instituted in 1965 to meet this need. The
name changed in 1997 in recognition of the increasing numbers of women
who serve in the Armed Forces.
7-66. SGLI initially covered only active duty personnel, but it has
expanded over the years to cover certain reserve component soldiers. The
maximum amount of protection has increased significantly since the
program started. Originally, the coverage was limited to $10,000, but it has
gradually increased over the years through legislation to its current
maximum coverage level of $250,000. All eligible soldiers are automatically
covered by SGLI for the maximum amount unless they decline or reduce
the coverage in writing. The very low cost of SGLI makes it a wise choice
while on active duty or in the reserve component.
7-67. The coverage expires 120 days after separation from the Army.
Soldiers may continue the coverage for two reasons. First, if, upon
separation, a soldier is not able to work due to disability, a disability
7-17
FM 7-21.13 ____________________________________________________________
extension of up to one year of free coverage is available. Second, any soldier
can convert their SGLI coverage to either Veterans’ Group Life Insurance
(VGLI) or to a commercial life insurance policy. Both the disability
extension and the VGLI conversion options require an application to the
Office of Servicemembers’ Group Life Insurance
(OSGLI). Find more
information on the VA Insurance website at www.insurance.va.gov.
7-68. Family coverage, which took effect on 1 November 2001, provides
automatic coverage of $100,000 (or the SGLI coverage level of the soldier,
whichever is less) on SGLI-insured soldiers’ spouses. As with the basic
SGLI, soldiers may in writing decline or reduce spousal coverage.
Dependent children are also automatically insured, at no cost to the soldier,
for $10,000 per child.
7-69. If you wish to increase your total life insurance coverage to more
than that provided by SGLI, commercial life insurance in various forms is
available. Some insurance products cover you for a specified period or term
and are usually the least expensive initially. Permanent insurance (for
example, Whole Life) is designed to last a lifetime and may provide a cash
value after a few years but is generally the more expensive option at the
time of purchase. There are a number of variations of each as well. But look
before you leap—make sure you really need it, can afford it, and
understand what you’re paying for! For example, any insurance you
purchase should have no restrictions as to occupation, aviation status, or
military status (active or reserve) in peacetime or war. Read the fine print
and ask questions.
7-70. As you progress in your career or even after you leave the Army, you
should reevaluate both the amount and type of insurance you carry. Events
such as the birth of children or buying a house may change the amount of
insurance with which you want to protect your beneficiaries. It depends on
what your beneficiary will need. For example, let’s say a soldier wants her
spouse to be able to pay off the house and still have money available to pay
for four years of college for their three children. They would add the balance
of the home loan to the expected cost of the tuition, then subtract any
amount the government pays in the event of the soldier’s death (so they
don’t pay for more insurance than they need). A single soldier paying child
support or a soldier who designates his parents as the beneficiaries each
would similarly calculate how much money would be needed in the event of
the soldiers’ death and insure for the amount they desire.
RETIREMENT BENEFITS
7-71. Soldiers who complete at least 20 years of military service can
receive outstanding retirement benefits, including retired pay. Military
retired pay has a long history that is often misunderstood. It is not a
pension. Pensions are primarily the result of financial need. Military
retired pay is not based on financial need, but is regarded as delayed
compensation for completing 20 or more years of active military service.
The authority for nondisability retired pay, commonly known as “length-of-
service” retired pay, is contained in Title 10 of the US Code.
7-18
_____________________________________________________________ Chapter 7
7-72. The military retirement system has four basic purposes:
To provide the people of this nation a choice of career service in the
armed forces that is competitive with reasonably available
alternatives.
To provide promotion opportunities for young and able-bodied
members.
To provide some measure of economic security to retired members.
To provide a backup pool of experienced personnel in case of national
emergency.
7-73. If you decide to make the Army a career, you will retire at a
relatively young age so you will probably begin another career. In fact, the
leadership abilities and experience gained in the Army often make former
soldiers highly valued employees. Even former soldiers who start their own
businesses have a unique edge—they are confident, smart, and have
outstanding initiative.
Active Component Retirement
7-74. For soldiers who retire from active duty, your retirement system is
determined by your DIEMS, or date-initially-entered-military-service.
Soldiers with DIEMS before 8 September 1980, receive a percentage of their
final basic pay, calculated by multiplying 2.5% by the number of years of
service. Those with DIEMS on or after
8 September 1980, receive a
percentage of the average of their highest 36 months of basic pay, referred
to as the high-three formula. Soldiers with DIEMS after 31 July 1986 may
choose between the high-three formula and the Military Retirement Reform
Act of 1986 (commonly called REDUX) formula.
7-75. Under the high-three formula, monthly retirement pay is the
average of the highest 36 months of basic pay, multiplied by 2.5 percent per
year of service, up to a maximum of 75%. For example, a soldier who serves
24 years would receive monthly retirement pay of 60% of the average of his
highest 36 months of basic pay.
7-76. Soldiers who choose the REDUX option receive a $30,000 career-
status bonus (CSB) during their 15th year of service and agree to serve five
more years. Retired pay then equals the number of years of creditable
service multiplied by 2.5 percent, minus 1 percent for each year of service
under 30, multiplied by the average of the soldier's highest 36 months of
basic pay. If you stay in for 30 years, the retirement pay will be the same as
the high-three formula. The $30,000 CSB is taxable. At age 62, retired pay
is recomputed under the high-three formula but will not be retroactive.
Under REDUX, the longer one stays on active duty, the closer the
percentage multiplier is to what it would have been under the high-three
formula, up to the 30-year point at which the percentage multipliers are
equal. Look for more details on active component retirement on the Army
G1 website at www.armyg1.army.mil.
7-77. In addition to retirement pay, soldiers may also participate in the
TriCare for Retirees health care plan and the Delta Dental for Retirees
7-19
FM 7-21.13 ____________________________________________________________
plan. For low premium rates, Army retirees can continue to receive the
same level of care they and their families enjoyed while on active duty. See
Section VIII for more on these programs.
Reserve Component Retirement
7-78. Reserve component soldiers may also retire after 20 years of service.
Reserve soldiers earn “retirement points” that are used to calculate the
amount of retired pay in the following ways:
Inactive duty for training (IDT) points earned as a troop program
unit (TPU) member or as an IRR/IMA soldier attached to a TPU.
Active duty (AD).
Active duty for training (ADT).
Annual training (AT).
Active duty for special work (ADSW).
Correspondence course points.
Funeral honors duty.
Points-only (non-paid) status (reinforcement training unit soldiers).
7-79. As an RC soldier, you must earn at least 50 retirement points in a
year for that year to count toward retirement. You may request retirement
after you have 20 of these “good” years toward retirement. You will be
eligible for a number of benefits but a monthly retirement check won’t be
one of them until you turn age 60. At that time you will receive retirement
pay based on the highest rank you held, the number of qualifying years of
service, the pay scale in effect at age 60, and the number of retirement
points you earned. More detailed information is available on the Army
Reserve Personnel Command website at www.2xcitizen.usar.army.mil.
7-80. Section 3991, Title 10 United States Code provides that enlisted
retirees may receive an additional 10% in retired pay (not to exceed 75% of
active duty basic pay) if they are recipients of the Medal of Honor,
Distinguished Service Cross, or the Navy Cross. In the case of retired Medal
of Honor (MOH) recipients, this is in addition to the special pension of
$1000 per month paid to all MOH recipients.
RETIREMENT PLANNING
7-81. Whether you stay in the Army or not, you should think now about
that inevitable day in the future when you are out of the workforce. If you
stay in the Army long enough to retire, that is part of the answer. Social
Security payments won’t start until you are about age 67. But even then,
these together may not be enough to live on. Either way you should
consider a strategy that will provide an income.
7-82. Your installation’s Consumer Affairs and Financial Assistance
Program (CAFAP) counselor or your unit’s CFNCO can describe some of the
tools available to accomplish this. Some of those tools are traditional
individual retirement accounts (IRA), Roth IRAs, 401(k), savings incentive
7-20
_____________________________________________________________ Chapter 7
match plan for employees (SIMPLE) IRAs, annuities, US savings bonds,
Thrift Savings Plan (TSP), stocks, bonds, and mutual funds. The CAFAP
counselor and your unit’s CFNCO are not professional investment advisors,
but they are able to give generic information on investing. They are not able
to advise you on a particular investment or course of action. Those decisions
are yours to make. Learn as much as you can and if you want professional
investment advice, seek it from licensed professionals.
7-83. An investment program is not necessarily a luxury or even
expensive. The key to investing is to start early and then stick with it. For
example, let’s assume you can afford to invest $25 per month and you
invest in a long term tool like an IRA. Let’s further assume that IRA
averages a 10% rate of return per year. If you were to start this at the age
of
20, by the time you were
65 you would have $227,000. Different
investments have historically provided different returns so do a little
homework before choosing one.
7-84. There is risk involved. Just because a particular mutual fund, for
example, had a high rate of return for the last ten years does not mean it
will for the next ten. Less risky investments may not keep up with inflation.
Professional investment advisors can help if you need more details. But it’s
your future, your money, and your decision.
Thrift Savings Plan (TSP)
7-85. The Thrift Savings Plan
(TSP) is a retirement savings and
investment plan created by Congress in 1986. Participation in the TSP is
optional and is offered as a supplement to the traditional military pension
benefit plan. TSP offers the same savings and tax advantages that 401(k)
plans provide employees of private sector companies.
7-86. Some of the benefits of contributing to the TSP are the following:
Immediate tax savings that reduce your taxable income by the
amount contributed to the plan.
Easy to start retirement savings plan for all members of the Army
regardless of number of years of service.
Ability to transfer or rollover IRAs, 401(k), or other eligible employer
plans into TSP.
7-87. All soldiers, both active and reserve component while in a paid
status may contribute to the TSP. An initial opportunity occurs within the
first
60 days of becoming a member of the Army. After the initial
opportunity ends, you may elect to start or change contribution amounts
during designated TSP “open seasons.” Also, members of the ready reserve
can change or start their contributions when changes in military status
occur such as transferring from the IRR to active duty, into a troop program
unit (TPU), or becoming an individual mobilization augmentee (IMA).
7-88. The TSP is a defined contribution plan governed by Internal
Revenue Service (IRS) codes that prohibit withdrawals of TSP money while
still in the Army. The only exception to this rule is when certain types of
financial hardships occur in a soldier’s life or after a soldier reaches the age
7-21
FM 7-21.13 ____________________________________________________________
of 59½. A soldier may borrow money from his TSP account after obtaining a
balance of a $1,000. Loans must be paid back with interest by allotment.
Both the principal and interest are returned to the soldier’s account.
7-89. After leaving the Army you have several options for withdrawing
money from your TSP account. You can leave your balance in the TSP
where it will continue to grow. You might decide to receive a single
payment or transfer all or part of the account to other eligible employer
plans or traditional IRAs. You might also decide to receive monthly
payments in the amount you request or by the IRS life expectancy tables. In
any case, the IRS requires that withdrawals from the account must start no
later than age 70½.
7-90. Your personnel office and Army Community Service
(ACS)
representative can provide basic information regarding this program.
However, soldiers should read the Summary of the Thrift Savings Plan for
the Uniformed Services before deciding whether or not to enroll. The TSP
also provides booklets on specific program features including the
investment funds and loan and withdrawal programs. These booklets, along
with informational fact sheets, can be viewed and downloaded on the TSP
website at www.tsp.gov. The TSP website also has forms, calculators,
current information on changes to the program, updates on rates of return,
and access to options in your TSP account.
Survivor Benefit Plan (SBP)
7-91. Congress established the Survivor Benefit Plan (SBP) to provide a
monthly income to survivors of retired soldiers when retirement pay stops.
The plan also protects survivors of soldiers on ac tive duty who die in the
line of duty. Soldiers on active duty pay nothing for this benefit. The benefit
is paid to the beneficiary of a soldier who dies in line-of-duty (LOD) and is
not yet retirement eligible (has not accrued 20 years of service) on the date
of death. The beneficiariy receives 55 percent of the retirement pay the
soldier would receive if retired with a total disability rating on the date of
death. This means that if you died while on active duty and in the line of
duty, your spouse will receive a monthly check of 41.25% (55% X 75%) of
your pay at the time of your death. But Dependency and Indemnity
Compensation (DIC) payable by the Department of Veterans Affairs (VA),
reduces a spouse's SBP annuity dollar-per-dollar.
7-92. Retirees pay for their survivor benefits in SBP. The cost varies with
the amount the retiree elects to provide the spouse. The retiree may elect to
provide up to 55% of his retired pay to his spouse. For those about to retire,
this is an important decision because without SBP, the surviving spouse of
a retiree no longer receives the monthly retirement check. Find out more at
the website of the Army G1, Retirement Services Directorate.
7-22
_____________________________________________________________ Chapter 7
SECTION V - EDUCATION
7-93. The Army Continuing Education System (ACES) through its many
programs promotes lifelong learning opportunities and sharpens the
competitive edge of the Army. ACES is committed to excellence in service,
innovation, and deployability. For more information about Army education
see Appendix B or the ACES website, www.armyeducation.army.mil.
TUITION ASSISTANCE PROGRAM
7-94. The Tuition Assistance (TA) Program provides financial assistance
for voluntary off-duty education programs in support of a soldier's
professional and personal self-development goals. All soldiers
(officers,
warrant officers, enlisted) on active duty (including RC soldiers on active
duty pursuant to Title 10 or Title 32, USC) may participate in the TA
program. Before obtaining TA, soldiers must visit an education counselor to
declare an educational goal and create an educational plan. The counselor
will help explain TA procedures, requirement for TA reimbursements, and,
if necessary, officer active duty service obligation (ADSO). Find out more at
your installation education center or in AR
621-5, Army Continuing
Education System.
MONTGOMERY GI BILL
7-95. In some cases TA won’t cover all the approved charges for a course.
Soldiers eligible for MGIB can use MGIB as Top-Up to Tuition Assistance to
cover the remaining charges. Top-Up pays the remaining TA costs up to the
maximum of the MGIB rate payable to eligible individuals who have been
discharged from active duty. Top-Up covers only the tuition and fees
approved for TA.
7-96. Soldiers eligible for the Montgomery GI Bill-Active Duty (MGIB-
AD), can use these benefits while in service after two continuous years of
active duty. However, using “regular” MGIB in service may not be to every
individual’s advantage. In most cases the amount eligible individuals can
receive after discharge from active duty will be higher, even though the
charge to their MGIB entitlement will be at the same rate. Using MGIB as
Top-Up to Tuition Assistance may be more advantageous than using
regular MGIB while in service. Soldiers should consult with an education
counselor or with VA to make the best use of their MGIB benefits.
7-97. Regular MGIB pays tuition and approved fees for approved courses.
This payment can’t exceed the amount that would be payable to individuals
discharged from service, so it may not cover full tuition and fees for very
expensive courses.
EARMYU
7-98. In July
2000, the Army announced a new education recruiting
initiative entitled Army University Access Online (AUAO), now referred to
as eArmyU. This program is entirely online, offering soldiers a streamlined
7-23
FM 7-21.13 ____________________________________________________________
portal approach to a wide variety of postsecondary degrees and technical
certificates. All courses allow soldiers to study on their own schedule.
Highly motivated soldiers can complete degree and certification
requirements regardless of work schedules, family responsibilities, and
deployments. eArmyU enables enlisted soldiers to complete degree
requirements
“anytime, anyplace they can take their laptop.” More
information on eArmyU can be found at www.eArmyU.com.
7-99. EArmyU provides soldiers 100 % tuition assistance (TA), books, fees
for online courses, and, at certain installations, a technology package that
may include a laptop computer and other equipment. After completing 12
semester hours of continuous enrollment, the technology package becomes
the property of the soldier. Added to the existing education programs and
services available, this online program helps to ensure all soldiers have the
opportunity to fulfill their personal and professional educational goals while
also building the critical thinking and decision-making skills required to
fully transform the Army. To be eligible for participation in the eArmyU
program, soldiers must be regular active duty or active guard and reserve
(AGR) enlisted soldiers with at least three years remaining on their
enlistment. Soldiers may extend or reenlist to meet this requirement.
ARMY/AMERICAN COUNCIL ON EDUCATION REGISTRY
TRANSCRIPT SYSTEM (AARTS)
7-100. The Army can provide official transcripts for eligible soldiers upon
request by combining a soldier's military education and job experience with
descriptions and college credit recommendations developed by the American
Council on Education (ACE). In addition to name and SSN, the transcript
contains the following information:
Current or highest enlisted rank.
Military status (active or inactive).
Additional skill identifiers (ASI) and skill qualification identifiers
(SQI).
Formal military courses.
Military occupational specialties (MOS) held.
Standardized test scores.
Descriptions and credit recommendations developed by ACE.
The website for AARTS is aarts.army.mil.
SECTION VI - RELOCATION ASSISTANCE
7-101. The Army's Relocation Assistance Program
(RAP), available
through ACS, helps you settle into your new home as quickly and easily as
possible. Many programs and services are available. One of the first
services offered was the lending closet program, which provided for the
temporary loan of basic household equipment for families to use until their
7-24
_____________________________________________________________ Chapter 7
own furnishings arrived. Other services include relocation guidance or
counseling, education, and outreach services.
THE LENDING CLOSET
7-102. The lending closet program provides basic items you need upon
arrival or before departure. Dishes, pots, pans, silverware, toasters, irons,
and ironing boards are just a few of the items available on loan at most
installations. This important service helps you and your family adjust more
quickly by providing basic household needs.
7-103. The lending closet program provides basic housekeeping items on
temporary loan for a varied period of time (usually thirty to sixty days) to
all incoming personnel. An extension may be available if the household
shipment has not arrived within the designated time period. For outgoing
families, items may be borrowed after the household shipment has been
picked up. However, all items need to be returned prior to departure from
the installation. The following list is a sample of the items that may be
available through the lending closet:
Coffee makers.
Highchairs.
Irons and ironing boards.
Miscellaneous kitchen items.
Plates.
Playpens.
Pots and pans.
Strollers.
Utensils.
GUIDANCE COUNSELING
7-104. Guidance counseling (through RAP) helps to ensure that soldiers
and families are prepared to cope with stressors and problems they may
encounter throughout all of their permanent change of station (PCS) moves.
RAP tries to accomplish this by providing you with the right information at
the right time, counseling people on the emotional impact of moves, and
educating the public to manage and plan for military relocation.
SPONSOR TRAINING
7-105. The US Army established the Total Army Sponsorship Program to
assist soldiers, civilian employees, and family members during the
relocation process. Program participants are provided with accurate and
timely information and other support needed to minimize problems
associated with relocating to a new duty station. The program is available
to the active Army, the Army National Guard, the United States Army
7-25
FM 7-21.13 ____________________________________________________________
Reserve, and to civilian employees whose assignment to a position within
the Department of the Army requires a PCS.
FINANCIAL ASSISTANCE
7-106. You can never be too financially ready for your move. The
government ships your household goods and gives you travel funds and
even a dislocation allowance, but it may not be enough to cover all your
expenses. While advance pay may seem like a great solution, remember
that you must pay back this advance within 12 months, and the temporary
hardship of relocating may impact your family for a long time. Moving
expenses you can expect include rent, advance rent, deposits, vehicle
licenses and registration, car rental, transportation from the car shipping
port (stateside), temporary lodging, and meals. Plan ahead!
7-107. You can find additional information at your local ACS office, the
Army Community Services website at www.armycommunityservice.org, or
the website of your installation or the one you are moving to. You can also
find detailed information about your next duty station through the
Standard Installation Topic Exchange Service
(SITES) website at
TRANSPORTATION
7-108. The Army, through your local transportation office, arranges to
move your household goods and other property when you transfer to a new
duty station or upon leaving the service. In some situations, you may also
choose to move your property yourself in a do-it-yourself (DITY) move. But
you must be proactive and plan your move with your local transportation
office in a timely manner. If not, you could be paying out-of-pocket for
unforeseen costs or shipment problems.
7-109. Find detailed information about transportation requirements in the
Joint Federal Travel Regulations
(JFTR) on the Military Traffic
Management Command website at mtmc.army.mil. There you will find
information dealing with any situation that you may have regarding
transportation. However, the regulation is very detailed and may require
you to contact your local transportation office for clarification.
7-110. Your installation transportation office (ITO) is very important to
you and your family after receiving orders to move. The ITO coordinates
transportation, reimbursement, or a payment in lieu of transportation. This
affects members and families located in the Continental United States
(CONUS) and Outside the Continental United States (OCONUS). But your
active and early involvement with the assistance from your ITO is
necessary to have a smooth move. Don’t arrange any travel or shipment of
your property before you have proper authorization—orders—or it could be
costly for you.
7-26
_____________________________________________________________ Chapter 7
SECTION VII - LEGAL ISSUES
7-111. You read in Chapter 3 about the military justice system and the
Uniform Code of Military Justice. In this section you’ll read about legal
services the Army provides to soldiers. Army Legal Assistance providers
worldwide advise soldiers, family members, and other eligible clients on
their legal affairs in a timely and professional manner by delivering
preventive law information and resolving personal legal problems.
READINESS
7-112. Active component soldiers ordered to deploy, or reserve and
National Guard soldiers being mobilized know that the time to put personal
and legal affairs in order may be relatively short. Most soldiers realize that
problems may arise when you are suddenly separated from your family and,
for reserve component members, your business and civilian job. Advance
planning will help avoid many legal problems upon mobilization or
deployment. In addition, taking care of personal legal affairs now will give
you and your family peace of mind.
7-113. Begin planning by anticipating what would happen if you were
required to be apart from your family at a distant location for an indefinite
period of time, unable to remain in continuous communications with them.
Anticipate and prevent legal problems that might arise by putting your
personal, property, and financial affairs in order now so that there will be
no confusion or uncertainty later. Issues such as wills, medical planning,
living wills, general and special powers of attorney; property and financial
affairs management; and the Soldiers' and Sailors' Civil Relief Act are very
complex and difficult to deal with while deployed. Some things to do before
deploying are the following:
Check your service record to make sure the information is correct.
Make the correct beneficiary is on your SGLI election and certificate.
Decide whether you and your spouse need to have wills drawn up.
Decide whether or not you want a "living will," advance medical
directive, or durable medical power of attorney. These documents can
authorize a person to make decisions regarding your medical care in
the event you cannot make those decisions yourself.
Decide whether or not you need to give someone a general or special
power of attorney. This is a legal designation for a person to execute
certain duties on your behalf while you are absent.
Decide if you need to give someone a medical power of attorney to
take action in the event your minor children (if you have any) have a
medical emergency.
Before deployment, make sure that your family members know the
location of important documents such as wills, marriage and birth
certificates, and insurance policies.
7-27
FM 7-21.13 ____________________________________________________________
Verify DEERS enrollment so family members can receive needed
medical care in your absence by calling 1-800-538-9552.
Ensure your spouse knows the location of the nearest military legal
assistance office for help with any legal problems in your absence.
Soldiers of the 115th Military Police Company, Rhode Island Army
National Guard, prepare to enter a building in Fallujah, Iraq, while
mobilized for Operation Iraqi Freedom.
ASSISTANCE
7-114. Your installation legal assistance center can provide a great number
of services that would cost hundreds, even thousands of dollars using
civilian legal offices. Army legal assistance centers provide answers and
advice to even the most complex problems. Such legal assistance usually
does not include in-court representation.
7-115. Some of the issues that your installation’s legal assistance center
may be able to help with are as follows:
Soldiers/Sailors Civil Relief Act (SSCRA).
Marriage/divorce issues.
Child custody/visitation.
Adoption or other family (as expertise is available).
Wills.
Advice for designating SGLI beneficiaries.
7-28
_____________________________________________________________ Chapter 7
Landlord-tenant issues.
Consumer affairs (mortgages, warranties, etc.).
Bankruptcy.
Garnishment/indebtedness.
Reemployment issues under the Uniformed Services Employment
and Reemployment Act (USERRA) of 1994.
Notarization.
Name change (as expertise is available).
Line of duty investigations.
Reports of survey.
Evaluation report disputes, including relief for cause.
Bars to reenlistment (as available).
Inspector General investigations.
Hardship discharge.
Taxes.
7-116. For more information on what your legal assistance center can do
for you, contact your installation center or see the Army’s legal assistance
website at www.jagcnet.army.mil/legal. You can also refer to AR 27-3, The
Army Legal Assistance Program.
TRIAL DEFENSE
7-117. Trial Defense Services (TDS) are a separate part of the Judge
Advocate General Corps (Army lawyers). They are independent of local
commands and local staff judge advocate offices so they are not exposed to
any possible influence on their services. The TDS provide soldiers facing
court martial, Article
15, or civilian criminal charges with advice and
representation in courts martial. TDS also helps soldiers facing involuntary
separation proceedings under Chapters 5-13, 15 and 18 of AR 635-200,
Enlisted Personnel. TDS may also help officers under elimination actions or
who are resigning in lieu of elimination (AR 600-8-24, Officer Transfers and
Discharges).
SECTION VIII - AFTER THE ARMY
7-118. Some day you will leave the Army. That day may be relatively soon,
at the end of your current commitment, or it may be at the completion of a
long and successful career. This section describes your discharge and some
of the benefits all veterans may receive as recognition of their service.
7-29
FM 7-21.13 ____________________________________________________________
YOUR DISCHARGE
7-119. The character of your discharge, honorable, general, other than
honorable, bad conduct, or dishonorable has an affect on opportunities after
your service. Don’t worry—nearly every soldier who leaves the Army does
so with an honorable discharge. In fact, unless a soldier has been convicted
in a court martial or administratively discharged for some misconduct or a
few other limited reasons, that soldier will receive an honorable discharge.
7-120. Whether you serve for 180 days or 35 years, you are a veteran.
Veterans have earned every benefit the Nation and the states offer. Take
advantage of them. More information is available in DA PAM 350-526,
Once A Veteran, or on the Department of Veterans Affairs website at
There is something different in the way [a veteran] carries
himself, a sparkle to his eye, a spring to his step...which
another soldier will instantly recognize.
SGT Herbert E. Smith
7-121. In the following tables you will find the eligibility of veterans with
various types of discharges for various benefits from the Army or the
federal government. Many states also offer benefits to veterans or retirees
who reside within their state. You can find those at state veterans’
department websites.
7-122. The eligibility of benefits shown here are not the sole determining
factors, but only list the various types of discharge. Many states also
provide various benefits influenced by the type of discharge, but look for
that information on state benefits from state agencies.The legend for these
tables is as follows:
HON—Honorable Discharge
GD—General Discharge
OTH—Other Than Honorable Discharge
BCD—Bad Conduct Discharge
DD—Dishonorable Discharge
E—Eligible.
NE—Not Eligible.
TBD—To be determined by Administrating Agency.
DV—Disabled Veteran. Eligibility for these benefits depend upon
specific disabilities of the veteran.
Notes—(#)—following Table 7-6
7-30
_____________________________________________________________ Chapter 7
7-123. Table 7-3 shows some of the administrative effects of the types of
different discharges.
Table 7-3. Administrative Effect of Discharge
Army Administration
HON
GD (4)
OTH (5)
BCD
DD (6)
Payment for Accrued Leave.
E
E
NE
NE
NE
Death Gratuity (6 months
E
E
E
NE
NE
pay).
Wearing of Military Uniform.
E
E
NE
NE
NE
Admission to Soldiers’
E
E
NE
NE
NE
Home (1)
Burial in National
E
E
NE
NE
NE
Cemeteries
Burial in Post Cemeteries
E
E
NE
NE
NE
(2)
Army Board for Correction of
E
E
E
E
E
Military Records
Army Discharge Review
NE
E
E
E
NE
Board
(9)
Transportation to Home (3)
E
E
E
E
E
Transportation of
TBD
TBD
Dependents & Household
E
E
TBD (8)
(8)
(8)
Goods to Home
7-124. Table
7-4 shows some of the transitional benefits available
to
soldiers based on the character of their discharge.
Table 7-4. Transitional Benefits and Discharge
Transitional
Benefits &
HON
GD (4)
OTH (5)
BCD
DD (6)
Services (14)
Pre-separation
E
E
E
E
E
Counseling
Employment Assistance
E
E
E
E
NE
Health Benefits
E
E
NE
NE
NE
Commissary &
E
E
NE
NE
NE
Exchange Privileges
Military Family Housing
E
E
NE
NE
NE
Overseas Relocation
E
E
NE
NE
NE
Assistance
Excess Leave or
E
E
NE
NE
NE
Permissive TDY
Preference for
E
E
NE
NE
NE
USAR/ARNG
Montgomery GI Bill
E
NE
NE
NE
NE
(additional opportunity)
7-31

 

 

 

 

 

 

 

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