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Jun 12 Soldier Service Center, Building 5700, Room 185, Phone: 334-255-2558/2546

Office Hours: Mon-Fri 0800-1600 – Also open on DONSA days

WEBSITES: http://www.rucker.army.mil/fort%20rucker/acap.html and ACAP ON-LINE at

www.acap.army.mil and https://intranet.rucker.army.mil.

24/7 ACCESS TO JOB LEADS

Look for a Job at “Fort Rucker ACAP” on FACEBOOK We now rely on Facebook.com to keep you up-to-date with the latest events and information. Search for

“Fort Rucker ACAP”, or else click on (http://www.facebook.com/#!/FortRuckerACAP). Click on

“Like” and check it often. Get real time updates and information quickly. Employers post their links

and job vacancy announcements on our facebook page or else we post it for them. Check it daily!

____________________________________________________________________________________

VA Window of Opportunity

Ensure You File Your VA Disability Claim

180-60 Days Prior to ETS/Retirement Date

VERY IMPORTANT TO GET YOUR VA CLAIM IN ON TIME!

_______________________________________________________________

Bryan Tharpe, ACAP Transition Services Manager, Email: bryan.tharpe@us.army.mil

Alfred Alexander, ACAP Center Contract Manager/Counselor, Email: alfred.alexander@us.army.mil

Rebecca Chandler, ACAP Counselor, Email: rebecca.chandler@us.army.mil

Brent Boozer, AL Veterans Outreach Rep (Wed 1000-1500), Email: Brent.boozer@alcc.alabama.gov

Britt Redmond, AL Veterans Outreach Rep (Wed 1000-1500), Email: Britt.redmond@alcc.alabama.gov

__________________________________________________________________________________

VIEW THE AIR JOBS DIGEST: Find dozens of aviation jobs. https://www.airjobsdigest.com/

______________________________________________________________________________ TECHNICAL CERTIFICATIONS/ARMY e-LEARNING PROGRAM

The Army e-Learning Program is a resource that provides courses to help prepare Soldiers for various

technical certifications. The courses are free to the Soldier and their organization. The program does not

provide the certification exam, however it does provide courses, practice tests, and on-line books to help

prepare for the actual certification exam. Visit the following link for more information.

https://forums.army.mil/SECURE/CommunityBrowser.aspx?id=1738883.

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NEW!! Hero to Hired Website

THE ARMY’S PREMIERE WEBSITE FOR SOLDIERS AND EMPLOYERS

The Army has implemented www.H2H.jobs as an interim solution to connecting

Soldiers/Veterans/Family members interested in seeking employment opportunities with private

industry. Check it out! This Army website helps transitioning Soldiers and vets connect with

50,000 employers who have vowed to employ them!

ATTENTION ALL ACTIVE DUTY SOLDIERS WHO ARE RETIRING

VA PHYSICALS

Prior TRICARE authorization is required for ALL ADSM appointments which happen outside of the

MTF.

It has been brought to our attention that all Soldiers who are still on AD status and retiring must have a

referral entered by their PCM specifically requesting the VA Physical before the Soldiers go to their VA

physical exam or doctor appointment. After the PCM enters the referral the TRICARE authorization

process takes 7-10 business days to complete. The SM will get authorization letters in the mail from

TRICARE with approval for the VA visit(s).

Failure to contact your PCM for the referral before going to the appointment will result in the Soldier

being billed for all costs associated with the appointment(s). Currently soldiers who have failed to get

preauthorization are billed $525.00 per VA visit. Most often the bill comes by mail after the Service

Member has retired.

_____________________________________________________________________________

TRI-STATE NEWSPAPERS

ON-LINE

(AL – FL – GA)

NEWSPAPERS

Alabama Newspapers

Florida Newspapers

Georgia Newspapers

_________________________________________________________

*** (MARK YOUR CALENDAR)

(Please support these monthly employer visits. Many

company representatives travel a long distance just to meet with you. If these

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events aren’t well attended, in the future, these employers may choose not to come

to Ft Rucker any more.) Most are Fortune 200-500 Companies.

We will try to host multiple employers instead of just one at a time in 2012.

EMPLOYER VISITS SCHEDULED THIS MONTH

Waffle House

CSX Railroad

U.S. Navy Reserve

Meet and Greet

The Ft Rucker ACAP Center is proud to host Waffle House, CSX Railroad, and US Navy Reserves

for an Employer Day on 20 Jun 12 in Building 5700, 2nd

Floor Break Room, from 1000 – 1400.

Please come and network with these great military friendly employers. Even if it’s a while before

you transition, it’s never too early to network.

___________________________________________________________________________

FEDS HIRE VETS

A Federal job web site (http://www.fedshirevets.gov/) launched by the OPM will help veterans and

their families find employment in Federal Civil Service. This website will be the main source for

veteran’s employment information and resources for veterans as well as hiring officials.

_________________________________________________________________________________

As the Fort Rucker, Garrison Army Alumni Career Program (ACAP), Transition Services Manager, I

would like to cordially invite you to become an ACAP client. As the spouse of a transitioning Soldier,

this is an entitlement provided to you by Congress. Your participation in the program will add synergy to

your spouse’s endeavor to make a smooth transition into the civilian work force.

Even if you are not actively seeking employment at this time, you can still become an ACAP client. You

and your spouse can effectively work as a team to support each other in this life changing event. The

more you understand about the job search process and your spouse’s benefits and entitlements, the less

stressful the transition will be for you and your family.

Whether you will be seeking employment, or just trying to find more information, our 3.5-Day TAP

Employment Workshop will teach you the job search process, including how to prepare an effective

resume and interviewing skills. The VA will also brief on veterans benefits. Additionally, after attending

a workshop, we have numerous resources in the ACAP Center, including one-on-one assistance with an

ACAP Counselor, to help you produce an effective resume and provide any advice you may need.

Unfortunately, we do not provide child care. If applicable, please make arrangement for child care before

coming to your appointment. Since the information and assistance that we provide is critical to your

success, we discourage bringing your children with you to an ACAP appointment or event.

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Please call the ACAP Center at (334) 255-2558 or go to the ACAP Express web site:

https://www.acapexpress.army.mil to enroll in ACAP and make an appointment to get started. I look

forward to your first visit at the ACAP Center.

Spouses of retiring Soldiers are highly encouraged to attend the VA Benefits

briefing along with their sponsor. They may still have benefits even after their

sponsor dies. Spouses are cordially invited to attend all events with the sponsor. ____________________________________________________________________________________

DOD Resumes Military Career Spouse Program

The Department of Defense recently announced the resumption of the Military Spouse Career

Advancement Account - MyCAA - program. Beginning March 13 at 12 p.m. EST, the 136,583 military

spouses who are currently enrolled in the program will once again be able to receive tuition assistance.

“We made a commitment to our military spouses when they established a career advancement

account and we will be true to our promises,” said Tommy Thomas, deputy under secretary of defense,

military community and family policy.

The first phase of the reinstated program will enable the department to continue to pay up to

$6,000 in tuition assistance for spouses currently enrolled. The department is working hard to adjust and

meet the demands of the program and develop a long-term solution for spouses not yet enrolled who

would like to establish an account.

The program was launched March 2, 2009, to assist military spouses in attaining portable

careers in high-demand, high-growth occupations. An unexpected spike in enrollment prompted the

Defense Department to pause the program on Feb. 16. A thorough review began immediately to assure

the program was accomplishing its intended goals.

“When we determined that an operational pause in the program was critically needed, we failed

to notify our spouses in a timely and appropriate manner,” said Thomas. “As a result of our failure, we

know we will have to work hard to restore their faith in us. We are committed to earning that trust

through improved communication and by delivering services.”

The Defense Department is currently developing options for the long-term management of the

program and expect to be able to announce the details soon. Until new accounts can be created, Military

OneSource Spouse Education and Career Consultants will continue to be available to provide education

and training, career exploration, assessment, employment readiness and career search assistance.

ACAP CENTER RESOURCES AVAILABLE TO YOU:

3.5-day TAP Job Assistance Workshops Automated writing tools

One-on-one counseling assistance Internet/selected websites

Practice interviewing skill/tools Fax machines

Employer visits Copier & Digital Sender

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Salary tools Telephone lines

Department of Labor Rep Resource library

___________________________________________________________________________________

NOTE: The VA Military Service Coordinator is now working out of the Wiregrass VA Clinic

located on the 2nd

floor of Lyster Army Health Clinic. Office hours are 9:15 to 1:30 Tuesdays and

Wednesdays.

GET YOUR VA RATING SHORTLY AFTER YOU GET OUT!

Benefits Delivery at time of Discharge (BDD); We have the Military Service Coordinator – Southern

Area, from the VA Regional Office in Montgomery, in the Wiregrass VA Clinic, room 262A, located on

the 2nd

floor of Lyster Army Health Clinic to help transitioning Soldiers apply for their VA Disability

Rating, before they separate or retire. The goal is to get the VA rating either by, or shortly after, a Soldier

separates or retires. The current process takes approximately one year after separation/retirement to

receive a rating. You can only apply for this program NLT 2 months and NET 6 months prior to

separation or retirement date. Otherwise, you will need to make an appointment with your county VA

Representative. You must bring a copy of your medical records to the appointment (DO NOT make an

appointment without having a copy of your medical records). You should go to Lyster Community

Health Clinic, Administrative Section, to request copies of your medical records. Please be aware that it

can take 45 days or longer for your medical records to be copied. Please give Medical Records as much

advance notice as possible. Thank you.

MESSAGE FROM THE VA REPRESENTATIVE

“It is critical that Soldiers apply for their VA disability rating in the window of NET 6 month from their

separation or retirement date, and NLT 2 months from their separation or retirement date. If you wait, and

have less than 2 months remaining on active duty to turn in your paper work, then, your VA disability

documentation stays in Montgomery, AL and is processed there. The VA Regional Office in Montgomery

is not staffed to expedite your claim. If you apply within the 6-2 month window, then your claim is sent to

a VA Regional Office in another state that is staffed to expedite your claim. Help me help you; turn your

claim in to me before you get within 60 days of your separation or retirement date. Waiting just one day

past the 60-day cut-off could make a lot of difference in when you begin receiving your disability

compensation.”

Veteran Services Coordinator

_________________________________________________________________________________

VA Schedule for Rating Disabilities: If filing a VA Disability claim, you may want to review

this website. http://www.warms.vba.va.gov/bookc.html#b

__________________________________________________________________________________

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VA Benefits Website - eBenefits: All military personnel and veterans with DoD CAC

credentials can register quickly and have immediate access to a wide variety of information to assist them

in understanding their benefits and tracking their VA Disability Claims. Visit

http://www.ebenefits.va.gov/. Check it out!

_____________________________________________________________________________

If you are within 6 months of your approved retirement

date and have not yet submitted your retirement biography or your supervisor has not submitted you for a

service award, please call MPD/AG, (334) 255-3525. We want to ensure that you get properly

recognized upon your retirement. Help the AG help you!

ALSO: Although you have already had your pre-separation briefing with ACAP, retiring Soldiers must

also attend a mandatory pre-retirement briefing with the Retirement Services Officer (RSO), Mr. Chris

Moore, (334) 255-9124, before your retirement date.

___________________________________________________________________________________

COMBAT-RELATED SPECIAL COMPENSATION (CSRC)

Are you a retired veteran (or know of a retired veteran) with combat-related injuries? Combat related

injuries may have occurred while training for combat. You may be eligible for additional compensation

with CSRC.

Eligibility: (Must meet all 4)

1. 20 years of military service

2. Have 10% or greater VA rated injury

3. Receive military retired pay

4. Military retired pay is reduced by VA disability payments (VA Waiver)

__________________________________________________________________________________

Have you considered staying in? It’s not too late.

An active duty Army Career Counselor can help you reenlist today; just call 334-255-6512. Also, a

Reserve Component Career Counselor is always on duty to assist you in transitioning to the Guard or

Reserve. Please call 334-255-9120 for further information.

“Yet despite the questions we all are asking, regardless of the fears we may be experiencing, one fact is

clear: We will pull together as a nation during this time of crisis.”

- Jimmy Carter

________________________________________________________________________

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Change to Army Regulation could affect Aviators on Transition Leave.

AR 95-1, Flight Regulations, paragraph 2-3d & e, states in part,… Crewmembers are prohibited from

performing aircrew duties:

d. Military aviators in an authorized leave status when employed by a contractor to serve as a

crewmember.

e. Officers of other government agencies while on terminal leave from that agency and employed by a

contractor to serve as a crewmember.

Ensure that you check with JAG before you take an aircrew job from a contractor to see how it affects

you.

____________________________________________________________________________________

American Corporate Partners (ACP) program

ACAP has become aware of a civilian sponsored program which may be of interest to many Soldiers who

have served since 11 September 2001. It is the American Corporate Partners (ACP) program and

designed to offer networking and career planning opportunities for America's finest enlisted personnel

and officers as they transition from military to civilian lives. It is open to Soldiers of all grades in the

cities with corporate mentors - Atlanta, Chicago, Cincinnati, Dallas, Denver, Houston, Los Angeles,

New York, Norwalk, CT, Oklahoma City, Philadelphia, Raleigh/Durham, San Antonio, the San Francisco

Bay area, Tulsa, and Washington, DC. Corporate members are follows:

Campbell Soup Company, Energy Future Holdings, General Electric Company, The Home Depot, Inc.,

IBM Corporation, MacAndrews & Forbes Holdings, Inc., Morgan Stanley, News Corporation, PepsiCo,

Inc., URS Corporation, Verizon Communications Inc., The University of Oklahoma and The University

of Texas System.

Spouses of deceased or wounded Soldiers are also encouraged to participate.

This is not a jobs program, but a way to help veterans develop key relationships and skills critical to

advancement in the business sector. Protégés will be matched one for one with mentors by city, with

consideration given to mentoring preferences. ACP will make all decisions concerning the final selection

of all protégés, based on their own criteria.

Protégés and mentors participate in the program for a period of one year and meet for about four hours

each month. Both have the opportunity to extend for a second year. Anyone interested in being

considered for the initial ACP protégé group should apply on line as soon as possible, and be prepared to

submit supporting documents, as requested by ACP, on a timely basis. To find out more, go to

http://www.acp-usa.org/ .

_____________________________________________________________________________________

UPCOMING ACAP SPONSORED DEPARTMENT OF LABOR WORKSHOPS

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SCHEDULE FOR 2012

FORT RUCKER, AL

Call (334) 255-2558 for more details

19 – 22 JUN 10 – 13 JUL 7 – 10 AUG

4 – 7 SEP 2 – 5 OCT 7 – 9 NOV 4 – 7 DEC

***Class dates may change in the near future

CAMP SHELBY, MS SCHEDULE

26 – 29 JUN 28 - 31 AUG 27 – 30 NOV

Call (601) 558-2298 for more details

_____________________________________________________________________________________

ATTENTION: EXISTING AND POTENTIAL SMALL BUSINESS OWNERS!

2012

ONE-ON-ONE FREE COUNSELING IS AVAILABLE

Areas of counseling may include, but are not limited to:

Advertising

Organizational Structures

Financial Planning

Inventory Controls

Management

Marketing

Personnel Planning

Pre-business Planning

Sales Techniques

14 June, 13 Sept, 6 Dec

TIME: Session begins at 9:30AM, Room 390, Bldg 5700

Call 255-3949 to schedule an appointment.

____________________________________________________________________________________

CAREER ADVICE SECTION (Reprint from CareerPotential.com)

Are You a Commodity in the Employment Marketplace?

Competition is Fierce, So It's Essential to Distinguish Yourself

By Eric P. Kramer

Career Coach and Author

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In a competitive and crowded marketplace, every product and service must differentiate itself. It is not

enough to be simply “as good” as all the rest. In addition, with easy access to cheap (or even free) Internet marketing, there is a great deal of advertising that makes it difficult to differentiate services and

make buying decisions. As an example, just think of all the “pop-up ads” you see online. In the employment marketplace, this is exemplified by the thousands of job web sites and hundreds of resumes

submitted over the Internet in response to advertised jobs.

To rise above the flood of advertising, successful companies establish powerful branding and distinct

“value-adds.” You can adopt the same strategy to rise above the flood of your competition in the

employment marketplace.

“Value-add” refers to an extra feature or benefit that goes beyond the standard expectations and provides a more compelling reason to purchase. A value-add makes the service or product more desirable

and positively influences the buying decision. However, a value-add has no impact if it is not provided in

addition to good service. Always having on-time delivery, for instance, does not make a difference if the pizza tastes lousy.

The worst characterization of a service is to be “a commodity.” A service is a commodity when it is equivalent to what all the competitors offer. A provider of a commodity service can easily be exchanged

for another provider of the same service who offers a lower price. For example, many dry cleaners provide a commodity service. Customers will change to another dry cleaner if they can find one that costs

even slightly less. In the employment marketplace, many employees (even mid- and senior-level employees) are commodities in that they provide a service that can be replaced easily. In bad economies,

companies replace more expensive “commodity” employees with cheaper employees. So, the big

question is: are YOU a commodity in the employment marketplace?

If you are a commodity, it will be difficult to differentiate yourself in interviews. However, most of us are

not commodities – we just haven’t defined our value-adds, or learned how to articulate them. Here are some tips to determine your value-adds:

Know Yourself

Take an inventory of your skills. Do not limit the inventory to skills applicable to the job for which you are interviewing; do a full inventory. This inventory should include skills connected to your job, interests,

hobbies, and leisure activities. When you have a full inventory, you can choose which skills serve as

value-adds for the type of jobs you are seeking.

Know Your Profession

Every profession has areas of concentration and a large skill base. For example, within human resources,

you might be applying to be a Compensation Manager. But the human resources field has a number of other specialty areas and required skills, such as diversity management, employee retention, benefits,

training, and international employment. So, even though you’re applying to be a Compensation Manager,

having international employment experience could be a differentiating value-add for a multinational company, or a company that is expanding internationally.

Once you have determined your value-adds, be sure to clearly communicate them in your interviews. This could make all the difference, and ultimately lead to more job offers! To learn more about value-ads

in interviews go to http://www.activeinterviewing.com. Please visit my Blog and share your comments! Copyright © 2012, Career Potential, LLC. All Rights Reserved.

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Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution:

Copyright © 2012, Career Potential, LLC. Reprinted by permission of Ford R. Myers, a nationally-known Career Expert and

author of "Get The Job You Want, Even When No One's Hiring." To explore working with a professional Career Coach,

register now for your Complimentary Initial Consultation by clicking here

____________________________________________________________________________________

ACAP ARTICLE

By: Bryan Tharpe, ACAP Transition Services Manager

BEGINNING THE TRANSITION PROCESS

So, you just looked at your countdown calendar, and, in about a year, you're going to be parting company

with the Army. "Wow," you think, "that time will pass fast!" You're suddenly overcome with a gnawing

feeling that you ought to be doing something to get ready for this major change in your life. Then you

remember one of your friends talking about how valuable ACAP services had been when she completed

her military service, so you grab the phone and call ACAP. The voice on the other end of the line is

friendly and gives you the answer you want to hear. The ACAP staff member explains that transitioning

soldiers normally begin working with the Center 18 months to one year from ETS or two years from

retirement. "Hey," you think, "that's still a long way out to get started." Your first impulse is to voice

that fact in no uncertain terms to the person on the other end of the line. Fortunately, some of your human

relations training kicks in, and you simply say, "well, I guess by starting earlier I can better prepare

myself for the transition."

If you see yourself in this scenario, read on--indeed, it may be too far out to start sending out resumes, but

there are some things you can do while you're waiting for that separation or retirement date to draw

closer. Furthermore, the earlier you start using ACAP services, the more latitude you have to schedule

appointments around your unit mission requirement. Start networking. You can get started networking

(talking) with relatives, friends, and acquaintances to let them know you'll be looking for a job in about a

year. You'll probably be pleasantly surprised at just how helpful network contacts can be. Most people

you talk to will be more than willing to help. Of course, the more specific you can be in terms of what

you want to do and where you want to live, the more valuable your network contacts can be. The value of

networking in job search is illustrated by the fact that almost 80% of job seekers find their jobs through

some form of networking.

Attend an ACAP Job Assistance Workshop. Knowing how and where to look for a job is half the battle.

You can never begin too soon to start learning all you can about the job search process, how to produce

great resumes and cover letters, and acquiring excellent interviewing skills that make you look and

sound polished while you are trying to market your abilities. Take advantage of all the services the

Education Center offers. Of course, the obvious thing here is to further your education and training to

make you more marketable. You may wish to work on a degree or brush up on your computer skills

(computer classes and skills are especially good for your resume). Either way, the Education Center can

help you. Additional training and education will usually increase your options for employment. And, if

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you aren't sure what you want to do when you finish your military service, the Education Center can help

you complete an interest inventory that will indicate what types of occupations you appear be best suited

for.

Gather information. Once you start your job search, you'll need a great deal of information to accurately

complete job applications and to develop an effective resume. You can start gathering that information

now. This will include such things as the names, addresses, and telephone numbers of previous

supervisors and where you worked and the inclusive dates you worked there for at least the last 10 years.

Additionally, gathering other documents, such as personnel records, training certificates, diplomas, etc.

will make it much easier to write an effective resume and to answer interview questions. If you wait until

you're out of the military to start gathering this information, the task will be much more difficult.

Research. You can start researching companies, salaries, and cost of living in particular areas of the

country. Researching companies can help you decide if you really want to send a resume to a particular

company and can help you shine when you go for an interview with the company. Additionally, you can

get started researching the salaries for the kinds of jobs you're interested in as well as the cost of living in

areas where you might relocate. This research can pay big dividends for you. One major benefit is that it

will help you decide if salaries in the industry and area you're considering are adequate. Of course, to

make a good decision on salary, you'll need to know how the cost of living in one area compares with

other areas. The information regarding salaries and cost of living will also be very valuable if you have

the opportunity to negotiate salary.

Develop a positive "I won't procrastinate" attitude. Perhaps the best thing you can do between now and

the time you start working with ACAP is to develop a positive attitude that includes a determination not

to procrastinate. Get started on all the things mentioned above. Allow yourself to be positive about your

worth in the marketplace--it's a fact that employers are looking for people like you who have a good work

ethic, who are motivated, and who know how to work as a team member. Resolve that the first day you're

eligible to work with ACAP, you'll stop by the Center and sign up for ACAP services. Additionally,

resolve that you'll take advantage of all the services ACAP offers with the knowledge that individuals

who work with ACAP generally get jobs sooner and get higher starting salaries than soldiers who do not

use the full range of services. As you can see, there are a number of things you can do to be more

proactive in your transition process while waiting for your separation or retirement date.

For more suggestions, contact the Ft Rucker ACAP Center at (334) 255-2546, or drop by the ACAP

Center located in the Soldier Service Center, Bldg 5700, Room 185. Soldiers assigned to Camp Shelby

and surrounding area may contact the Camp Shelby ACAP Counselor at (601) 558-2298. Additionally,

you can register for ACAP services by going to https://www.acap.army.mil .

_____________

Civilian Job Postings: www.acap.army.mil; Click on “Active Component Soldiers;” then, “Jobs.”

GOVERNMENT JOBS: There are several jobs listed for Alabama on http://www.usjobs.gov .

___________________________________________________________________________________

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Mr. Britt Redmond, Department of Labor Representative from the Dothan Career Center, is available in

the ACAP Center on every other Wednesday from 1000 – 1530 (first- come-first-serve) for your

convenience. He is here to help veterans find employment. Why go to the Alabama Career Center

(Employment Office) when you can get the same service at the ACAP Center, usually without any waiting.

Usually, there are approximately 500 jobs listed in their network at any particular time. They can refer you

for a job if you are staying in the local area after separation or retirement. Mr. Redmond’s number is 255-

1151. Visit the Alabama Job Link at: https://joblink.alabama.gov.

_________________________________________________________________________________

Which Defense Contractors won Contracts and where are they Located? Interested in working for a defense contractor, but don’t know where to start? Want to find out what

defense contractors are located near you? You are in luck. The federal government has websites to help

transitioning service members find out what companies are winning defense contracts, and how much

those contracts are worth.

The Federal Procurement Data System Next Generation (FPDS-NG) is now the official site for all federal

procurement data and reports. The FPDS-NG site requires registration for a user account, and is free to

the public (https://www.fpds.gov).

USASPending.gov (http://www.usaspending.gov) also contains current Department of Defense (DoD)

procurement data, and should be the starting point for your search. The site lists defense contractors by

location, company name, product provided, and service provided: and it lists the top 100 contractors and

their subsidiaries.

The site was launched as part of the Federal Funding Accountability and Transparency Act of 2006. That

law requires a free, searchable website, accessible to the public, showing for each federal award:

- The name of the entity receiving the award

- The amount of the award

- Information on the award, including transaction type, funding agency, etc.

- The location of the entity receiving the award

- A unique identifier of the entity receiving the award

TOP 50 MILITARY FRIENDLY EMPLOYERS (Ranked by GI Jobs Magazine): G.I. Jobs' Top 50 Most Military-Friendly Employers®

http://www.gijobs.net/content/top50.cfm

COMPANIES WITH IMMEDIATE OPENINGS: Click on the link below. http://www.gijobs.com/opportunity-index.aspx.

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(Please ensure that you choose the correct month.) _________________________________________________________________________________

Click on the link below to find a listing with contact information. If site does not open, copy link and paste into browser: http://huntsvillemadisonalcoc.weblinkconnect.com/CWT/External/WCPages/WCDirectory/Directory.aspx?CategoryID=2067 _____________________________________________________________________________

MILITARY NEWS AND INFORMATION

(Source: www.military.com)

See for yourself!

**************** UNCLASSIFIED / **************** Subject: ALARACT 443/2011 - JOINING FORCES INITIATIVE Originator: /C=US/O=U.S. GOVERNMENT/OU=DOD/OU=ARMY/OU=ORGANIZATIONS/L=CONUS/L=WASHINGTON DC/OU=DA PENTAGON TELECOMMUNICATIONS(UC)/OU=ALARACT RELEASE AUTHORITY(UC) DTG: 071557Z Dec 11 Precedence: ROUTINE DAC: General To: /C=US/O=U.S. GOVERNMENT/OU=DOD/OU=ARMY/OU=ORGANIZATIONS/OU=ADDRESS LISTS/CN=AL ALARACT(UC) /C=US/O=U.S. GOVERNMENT/OU=DOD/OU=AUTODIN PLAS/OU=AIG 6-AZ/OU=ALARACT -------------------------------------------------- UNCLASSIFIED// THIS MESSAGE HAS BEEN SENT BY THE PENTAGON TELECOMMUNICATIONS CENTER ON BEHALF OF DA WASHINGTON DC//SAMR-CQ// SUBJECT: JOINING FORCES INITIATIVE 1. FIRST LADY MICHELLE OBAMA AND DR JILL BIDEN ARE LEADING A NATIONAL EFFORT TO RALLY THE AMERICAN PEOPLE TO ACTION IN SUPPORT OF MILITARY FAMILIES, SERVICE MEMBERS AND VETERANS. 2. THIS INITIATIVE IS CALLED "JOINING FORCES" AND IS FOCUSED ON ENERGIZING ALL SECTORS OF AMERICAN SOCIETY -- INDIVIDUALS, COMMUNITIES, BUSINESSES, PHILANTHROPISTS, NON-PROFITS AND FAITH-BASED INSTITUTIONS -- TO GIVE OUR FAMILIES, SERVICE MEMBERS AND VETERANS THE SUPPORT THEY HAVE EARNED AFTER NEARLY 10 YEARS OF WAR. 3. THE ARMY'S COMMITMENT TO OUR FAMILIES CONTINUES TO YIELD OUTSTANDING

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RESULTS. IN 2003 THE ARMY STOOD UP THE ARMY SPOUSE EMPLOYMENT PARTNERSHIP, A VERY SUCCESSFUL PARTNERSHIP PROGRAM WITH CORPORATE AMERICA, TO ENSURE MILITARY SPOUSES COULD REALIZE THEIR EMPLOYMENT AND CAREER ASPIRATIONS. TO DATE THIS EMPLOYMENT INITIATIVE HAS YIELDED OVER 114,000 EMPLOYMENT OPPORTUNITIES. THE SUCCESS OF THIS INITIATIVE WAS RECOGNIZED BY SENIOR LEADERS IN THE DEPARTMENT OF DEFENSE RESULTING IN ITS EXPANSION ACROSS ALL SERVICES AND THE COAST GUARD. ON JUNE 29, 2011, THE MILITARY SPOUSE EMPLOYMENT PARTNERSHIP PROGRAM WAS LAUNCHED AS AN INTEGRAL PART OF THE WHITE HOUSE'S JOINING FORCES INITIATIVE. THE MSEP PROGRAM NOW BOASTS 96 FORTUNE 500 PLUS COMPANIES, NON-PROFIT ORGANIZATIONS, AND GOVERNMENT AGENCIES. 4. COMMANDS ARE ENCOURAGED TO HAVE THEIR ACTIVE DUTY AND RESERVE FORCE MEMBERS, FAMILIES AND FRIENDS FOLLOW THIS EXCITING INITIATIVE THROUGH THE JOINING FORCES WEBSITE AT HTTP://WWW.WHITEHOUSE.GOV/JOININGFORCES. INDIVIDUALS ARE ALSO ENCOURAGED TO SIGN UP FOR EMAIL UPDATES AND FOLLOW THE INITIATIVE ON FACEBOOK AND TWITTER AT HTTP://WWW.WHITEHOUSE.GOV/JOININGFORCES/STAY-CONNECTED. 5. HQDA POC FOR THIS MESSAGE IS MS. CAPELLA-WEINARD, 703-692-1432. 6. THIS MESSAGE EXPIRES ON 07 JUNE 2012. Classification: UNCLASSIFIED _________________________________________________________________________________

Disabled American Veterans

Department of Alabama

Legislative Report – May 2012

Budgetary restrictions due to the National debt are impacting virtually all legislative actions before

Congress. It's going to be interesting to watch, but without corrective congressional action, the January

sequestration required by the Budget Control Act (BCA) would force an additional $60B in automatic

cuts to DOD for FY2013, in addition to the $45B already taken. This sequestration would result in

massive force reductions of more than 200,000, leaving the smallest ground forces since 1940. Such cuts

would have far reaching effects upon our national defense forces that have made great wartime sacrifices

in the last few years. In addition compensation, healthcare, and other support for servicemembers,

retirees and their families may well be degraded. Currently reductions in Army staffing is slated to draw

down 70,000 in the next five years. As such near 24,000 enlisted personnel and 4,500 officers could be

forced to leave the Army. Attrition should take care of the remaining required reductions. It is anticipated

that even more of force structure will be shifted to reserve forces. Your help is needed to contact our

Congressmen to preclude DOD from taking this devastating hit. DOD gets only 17% of the

national budget but would have 50% of the cuts. DOD should not have such a disproportionate share.

Along with all this the White House's Office of Management and Budget announced that the VA

healthcare programs are not subject to sequestration. This ends months of speculation about how across-

the-board budget cuts would be applied in January.

You are also aware that TRICARE remains under attack. DOD continues to push for

TRICARE increases, saying that without increases in fees, further cuts in end strengths must be made.

This is a real dilemma, so again let Congress know your feelings.

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The FY 2013 National Defense Authorization Act is being worked in the House and is aimed at

setting the base defense budget at about $554B, $4 billion above the President's request and $8B above

the caps set by the BCA. No mention has been made of the TRICARE fee hikes proposed by the

Administration - maybe these will continue to be ignored. Also planned troop reductions (above) would

be limited to 15,000, and 5,000 per year for the Army and Marine Corps respectively. The current draft

also includes:

Authorize a troop pay increase of 1.7%

Provide new regulations and procedures for combating and prosecuting sexual assault

Extend access to family housing for six months and Commissary and Exchange benefits for two

years for troops who are involuntarily separated.

Another proposal from DOD is asking Congress to approve a special commission to recommend

changes in the military retirement system for future military personnel. This system would not allow

Congress or the President to modify recommendations but only accept or reject the commission’s final

proposals. It is expected that proposals would scrap the 20-year retirement for one more like a civilian-

style, tax-deferred savings plan that would offer troops with as few as 10 years of service to have some

retirement. Comparing military pensions and benefits to the average worker in the private sector is not

fair. Guaranteed retirement benefits are essential to recruitment and retention of our military forces and

should be commensurate with the sacrifices that our forces endure. We ought to be able to afford the

current retirement system for those who defend it with a lifetime of service.

The Senate passed its Postal Service overhaul bill that seeks to trim the workforce by about

100,000 employees through attrition. This bill delays efforts to eliminate Saturday delivery and to close

some post offices. The House has yet to pass its version of the bill. The Postmaster estimates the agency

needs to trim $22B in operating costs to remain in business.

The House passed a bill that would keep the interest rate for government-subsidized student

loans at 3.4%. The rate is scheduled to rise to 6.8% on July 1, 2012. To offset the estimated $6B cost of

maintaining the current interest rate, a repeal of $12B from the Prevention and Public Health Fund created

by the 2010 healthcare reform bill would be required.

Last year the Department of Labor reported that the average unemployment rate for all veterans

was 7.7% and 12.1% for veterans returning from Iraq and Afghanistan. Veterans between the ages of 35

and 64 continue to make up near two-thirds of all unemployed veterans. Overall, nearly one in twelve of

our veterans are unemployed. Last year Congress passed the Veterans Opportunity to Work (VOW) to

Hire Heroes Act of 2011 which is intended to provide seamless transition for servicemembers, expanded

education and training opportunities, and tax credits for employers who hire service-connected veterans.

VOW authorized the Veterans Retraining Assistance Program (VRAP) by VA and DOL that offers 12

months of training assistance to 99,000 unemployed veterans who are at least 35 years old but no older

than 60. Participants will be paid at the full-time payment rate under the Montgomery GI Bill (currently

$1,473 per month), but must be in a program leading to employment in a high demand occupation.

Qualified veterans may apply beginning on May 15, 2012. For more information go to

http://www.benefits.va.gov/VOW

There remains serious problems in the VA claims backlog as still there are 897,566 open

disability claims. The error rate is 16% and 65% of the claims are pending for more than 125 days. This

backlog is expected to grow to 1.2M by the end of the year as veterans return from the Middle East. VA's

objective remains to have no claim older than 125 days, with 98% accuracy.

VA announced that 1,900 mental health professionals would be hired this year to meet the

growing demand for services.

Here's a note that maybe only the swabbies may know. In case you are wondering how our

morning coffee became 'a cup of Joe', when Josephus Daniels, the Secretary of the Navy during World

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War I, banned alcohol on ships in 1914, the phrase was initiated as sailors had to give up alcohol and go

to the next strongest drink on the list - coffee!

Below are some bills of interest to us. Some are new and others we have monitored for some

time. An update on cosponsors is shown in parenthesis; most bills remain in various committees.

HR 5 (134) Protecting Access to Health Care Act would repeal the Medicare Independent Payment

Advisory Board (IPAB) that resulted from the “Patient Protection and Affordable Care Act” or

ObamaCare. ObamaCare has become increasingly unpopular and in part because of the creation of the

IPAB charged with making reductions in Medicare. The IPAB is considered a “death panel” because of

possible restrictions that would limit costs for those over age 70.

HR 178 (188) and S 260 (50), Military Surviving Spouses Equity Act would repeal the SBP/DIC

offset.

HR 186 (28) Chapter 61 CRDP Eligibility would expand eligibility for concurrent receipt of military

retired pay and VA disability compensation to Chapter 61 veterans regardless of the disability rating

percentage.

HR 238 (10) Military Retiree Health Care Relief Act of 2011 would allow a refundable tax credit for

Part B

(Medicare) premiums paid to enroll military retirees and spouses and spouse survivors.

HR 303 (90) Retired Pay Restoration Act would allow retirees with service-connected disability to

receive both retirement pay and disability compensation from VA and eliminate the phase-in period under

current law for concurrent receipt.

HR 333 (155) The Disabled Veterans Tax Termination Act would allow concurrent receipt of retired

pay and VA disability compensation for those rated 50% disabled, and eliminate the phase-in period for

concurrent receipt to Chapter 61 disability retirees with less than 20 years of service.

HR 396 (22) TBI Treatment Act would direct DOD and VA to implement a pilot program to outsource

TBI/PTSD patients to non-DOD and non-VA providers.

HR 648 (1) Pledge of Allegiance Saluting would authorize veterans and members of the Armed Forces

not in uniform to salute during the Pledge of Allegiance. Previous codifications regarding saluting to the

passing of the US flag did not apply to the Pledge of Allegiance.

HR 1092 (27), Military Retirees Health Care Protection Act commits DOD and the nation to health

benefits for retired military personnel and would constraint growth of healthcare spending so as not to

disadvantage or require large fee increases for these beneficiaries.

HR 1154 (69) and S 769 (8) Veterans Equal Treatment for Service Dogs Act would prevent VA from

prohibiting the use of service dogs on VA property.

HR 1460 (0) would provide for automatic enrollment of veterans returning from combat zones into the

VA system.

HR 2051 (41) provides burials for unclaimed veteran remains identified by the Missing in America

project.

HR 2074 (7) Veterans Sexual Assault Prevention and Health Care Enhancement Act has been

referred to the Senate and offers improvement in VA to include:

• improving personal safety and security in VA facilities

• clarify that service-connected veterans gain full access to skilled nursing, adult day health and

domiciliary care provided in state veterans homes

• improve rehabilitative care and services for veterans suffering from TBI

• allow veterans accompanied by service dogs to freely enter VA properties without restriction

• establish a program for veterans to train dogs as a therapeutic option in VA mental health

HR 2182 (44) and S 1734 (12) would help get new infectious disease products to patients more quickly;

this would help troops exposed to highly resistant and contagious strains of bacteria.

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HR 3279 (0) would clarify that caregivers for veterans with serious illnesses are eligible for VA programs

of assistance and support. This bill provides seamless transition for caregiver services between DOD and

VA.

HR 3483 (57) Veterans Educational Equity Act of 2011 would help veterans who do not qualify for in-

state tuition to pay for out-of-pocket costs to attend public schools of their choice.

HR 3612 (84) and S 1629 (12), Blue Water Navy Vietnam Veterans Act of 2011 would add certain

Vietnam territorial seas for presumption of service connection for diseases associated with exposure to

certain herbicides.

HR 3670 (21) would require the Transportation Security Administration to protect re-employment rights

of Reserve Component members and veterans activated for national emergencies. Thus giving the right

for reemployment in jobs left behind with the same seniority, status, pay, and benefits that would have

resulted if not called to active duty.

HR 3723 (7) Enhanced Veteran Healthcare Experience Act of 2011 would direct VA to provide

certain veterans with non-VA health service where VA is incapable of furnishing services due to

geographical inaccessibility or lack of capability at VA facilities.

HR 3895 (38) and S 2128 (3) Protect VA Health Care from Budget Cuts would protect VA health care

programs from automatic cuts under "sequestration" .

HR 4072 (4) the Consolidated Veteran Employment Services for Improved Performance Act of

2012 would move DOL's Veterans Employment and Training Service to VA thus bringing all veteran

employment programs under one roof.

HR 4079 (3) Safe Housing for Homeless Veterans Act would prohibit VA from contracting housing or

housing services unless a certificate is submitted to VA that the building proposed would be in

compliance with all local codes for operations and levels of care provided.

HR 4114 (11) the Veterans Compensation Cost-of-Living Adjustment Act of 2012 would provide a

COLA adjustment for veterans' benefits beginning 1 December 2012.

HR 4142 (6) would automatically adjust the COLA increase for disability compensation and DIC

to the same percentage as social security COLA, thereby eliminating the need for legislation

every year. The bill would also eliminate the “rounding down” of COLA increases.

HR 4155 (2) Veterans Skills to Jobs Act, and S 2239 (3) would help veterans qualify for federal

jobs by requiring federal agencies to use military training and experience as the equivalent of

federal licensing and certification.

HR 4168 (10) Caring for the Fallen would place the Clark AFB Military Cemetery under control of the

American Battle Monuments Commission to ensure proper care where US veterans are buried.

HR 4329 (6) Disabled Military Child Protection Act would provide long-term care for severely

disabled children of retired service members. The legislation would authorize a Special Needs Trust that

would allow more than 1,000 severely disabled military dependents to receive SBP annuities without

losing their Medicaid and Social Security disability assistance.

HR 4341 (3) would create a working group to improve the policies of TRICARE for military children.

HR 4482 (0) would make permanent home loan guaranty programs for veterans regarding adjustable rate

mortgages.

S 2179 (9) the Military and Veterans Educational Reform Act of 2012 would require schools

participating in VA and DOD educational assistance programs to meet the same educational standards

currently required for federal Pell Grants.

Alabama Developments

Here is an update on a number of bills in the legislature that we are tracking.

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HB 96 would include a “resident student” as a person with one or more years of military service with an

honorable discharge / a service related medical discharge for the purposes of instate tuition. Second

reading in House; first reading in the Senate.

HB 97 would provide for members of the Alabama National Guard to be classified eligible for instate

tuition. Passed in House; second reading in Senate.

HB 121 would provide unemployment compensation for military spouses when a spouse loses their job to

accompany the service member during a permanent military transfer. Passed in House; second reading in

Senate.

HB 122 would grant free admission to active and retired military personnel to state parks on state and

federal holidays. Passed in the House and on second reading in the Senate.

HB 152 and SB 163, The Heroes for Hire Act would permit small business owners (50 or less

employees) to receive a $1,000 income tax credit for each recently deployed and now discharged,

unemployed veteran newly hired. The bill also creates a $2,000 tax credit to recently deployed and now

discharged, unemployed veterans who start their own businesses. Passed and headed to the Governor.

HB 238 and SB 176 would extend the footage to 1000 feet from the entrance of the property for military

funerals. Currently there are criminal sanctions for protesters who do not stay at least 500 feet from the

entrance. Passed House, second reading in Senate.

HB 336 This bill would require the designation of “Veteran” on state driver’s licenses. Passed in House;

being read in Senate.

HB 711would provide for the American Gold Star Mothers, Inc., the Gold Star Wives of America, Inc.,

and the Noncommissioned Officers Association, Inc., to make nominations for membership on the State

Board of Veterans' Affair.

SB 347 amends Alabama G.I. Dependents’ Scholarship to eliminate the wartime service requirement for

eligibility. In second reading in Senate.

SB 441 would amend the Veteran Tag Program to provide for 2 tags: Desert Shield/Desert Storm

Veterans who received the National Defense Service Medal and Desert Shield/Desert Storm Veterans

who received the Southwest Asia Service Medal. First reading in Senate and assigned to committee.

Hal Hicks

Legislative Director, DAV, Department of Alabama

____________________________________________________________________________________

Alabama Department of Industrial Relations News Release For Immediate Release: May 15, 2012 New Program Provides Job Training for Older Unemployed Veterans

MONTGOMERY – Beginning today, older unemployed veterans may sign up for a new job training

program called Veterans Retraining Assistance Program (VRAP), which is designed to provide

training and education that will lead to high-demand jobs. VRAP was established as part of the VOW

to Hire Heroes Act of 2011, which was signed by the President on November 21, 2011.

Veterans may apply for this program if they:

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-60

-9/11 GI Bill, Montgomery GI Bill, Vocational Rehabilitation and Employment Assistance)

-employability)

VRAP will offer up to 12 months of training assistance at the rate of the Montgomery GI Bill

payment, which is currently at $1473 a month. Participants must enroll in VA approved education

programs at community colleges and technical schools that lead to an associate’s degree, non-college

degree, or a certificate that will lead to employment.

There are limited spaces in the program. Those interested in applying can do so online at

http://benefits.va.gov/vow/education.htm or by visiting a local Career Center. A listing of Career

Centers can be found at www.joblink.alabama.gov.

It is estimated that there are 11,000 unemployed veterans in Alabama.

###

Members of the media needing more information should contact Public Information Manager Tara

Hutchison at (334) 242-8616.