Military Discounts: 4th of July 2020

A list of 2020 4th of July free meals, freebies, discounts and deals for active duty military, veterans and retirees.

Independence Day will be celebrated on Saturday, July 4, 2020.

Note: For theme parks and brick and mortar locations reporting discounts be sure to check for closures and changes due to these ever-changing times.

2020 Fourth of July Offers

2020 offers will be added as the date nears and offers are announced.

Academy Sports + Outdoors
From June 21 through September 11, all military members, first responders and healthcare professionals will receive 10% off online and in-store purchases with valid ID.

Free Admission – Many local places are providing free admission to active duty military and veterans this 4th of July.  Call ahead to confirm, but parks, zoos, aquariums, amusement parks, museums, concerts, events and many more are providing free admission and discounts to family members on Independence Day.

Home Depot 10% Off
A 10% discount is offered to all military veterans, on purchases up to a maximum of $500. A year-round 10% discount is available at all U.S. locations to active duty personnel, reservists, retired or disabled veterans and their immediate families. Must present a valid military ID. Unfortunately, Home Depot does not accept state ID cards with veterans designation (some locations may).  Note: Home Depot has unfortunately removed the military discount policy from their website while keeping the discount intact.

Rack Room Shoes
Rack Room Shoes offers a 10% military discount to all members of the military past and present. The military discount is valid in-store with proof of service. The Rack Room Military Discount is available on Independence Day, Veterans Day, Memorial Day, and every Tuesday.

Walgreens
Walgreens is offering 30% off all regular priced items in-store to all veterans, active duty military, and family members from July 3 – 5, 2020 with their Balance Rewards Card.

2020 Limited Time Military, First Responder & Medical Professional Discounts

Shop these brands offering special discounts for military, medical professional or first responders on the front lines.

Adidas
Verified military members, medical professionals, first responders, nurses get 40% off.

Asics
Military, first responders and medical professionals get a 60% discount on all full-priced products in their online store.

Big Lots
15% off discount to healthcare, first responders, military and veterans for a limited time.

Blanquil
50% off all products for Military Service Members, Healthcare Workers, and First Responders.

Clarks Shoes
Clarks offers a 50% off purchases for Active Duty, Retirees, Veterans, Military Spouses, Military Family Members, as well as a First Responder discount for active Police, Fire, and EMT customers and also Teachers.

Home Chef
50% off your first purchase for medical personnel, first responders, military and teachers.

Hooters
20 percent off all food takeout orders every day until further notice to all military personnel, local healthcare workers and first responders.

Nike
Active, veteran, retired, and reservist US Army, Navy, Air Force, Marines, Space Forceand Coast Guard personnel are eligible to receive a 20% Nike military discount on Nike.com and at Nike, Converse, and Hurley stores in the United States (excluding Nike Company/Employee Stores). For a limited time, increased from from 10% to 20%!

Outback Steakhouse
10% off heroes discount is open to military personnel and their immediate family members plus nurses, doctors, medical staff, servicemen and women, police officers and firefighters, with corresponding medical, state or federal service ID.

Reebok
Military Personnel, Teachers, Nurses, First Responders, and Government employees get a 50% discount.

Tuft & Needle
15% discount to active military, veterans, first responders and healthcare professionals.

 

Benefits: Credit Card Benefits for US Military & Spouses

There are many bonuses and perks offered by credit card issuers to active duty military members. Some credit cards for active duty soldiers, sailors, airmen, and Marines waive annual fees, cap interest rates, and/or offer money back for purchases up to a certain amount.

You may find some credit card companies offer these on a case-by-case basis or by request only, while others may advertise these perks as an ongoing feature of their credit programs. But did you know that in addition to programs a credit issuer may voluntarily offer, there are federally-mandated perks that all credit card companies must offer a service member on active duty when requested?

American Express Benefits for Military

American Express takes the SCRA protections a step further by waiving their annual fees for military personnel and their spouses. The Blue Cash Preferred card has a $95 annual fee and the Gold Card has a $250 annual fee. However, since the annual fees are waived you might as well take advantage of the great perks that the American Express Platinum Card offers. Such as access to hundreds of airport lounges and Uber, airline, hotel and TSA Precheck credits. Plus, get a 60,000-point bonus when you spend $5,000 on your card in the first three months.

The Servicemembers Civil Relief Act (SCRA) And Credit Card Interest Rates

The SCRA mandates a 6% interest rate cap on loans you took out before starting active duty. This cap is described at the United States Department Of Justice official site as a limit to the amount of interest charged on “certain financial obligations that were incurred prior to military service.” This limit is “no more than six percent per year, including most fees.”

The caveat is that the cap is not automatic, must be applied for with the credit agency, and must be applied for with all credit card companies you wish to claim your SCRA rights with. You will be required to provide a copy of military orders and a formal notice in writing.

There is also a time limit on these notices-you have until 180 days after the end of military service to file the notice. The U.S. Department of Justice notes that when you file your notice, the creditor is required to fully forgive, rather than defer until later, the amount of interest greater than six percent per year.

The interest rate must be forgiven retroactively, and the credit card company is not allowed to engage in any practice that results in “…accelerating the payment of principal in response to a properly made request for a six percent interest rate cap.”

What You Should Know About Military Credit Card Benefits

Viewed from a certain perspective, a great deal of the American economy involves two kinds payments; those that are known up front, and those that are part of what some call “gotcha” tactics.

A gotcha tactic can be anything from a sudden increase in your interest rate due to one or more missed or late payments that is applied as per the agreement you make with the creditor – often this increase potential is spelled out in detail only in the fine print of the agreement, which some people choose not to read closely.

But “gotcha” tactics also work in the other direction – you may be eligible for discounts, lower rates, cash back on purchases, and other perks, but these will not be applied automatically and are generally not advertised. You have to ask for the perks, but before you can do so you have to know to ask for them.

Military credit card benefits are not standardized. You may be required to be on active duty for a minimum amount of time (30 days is one standard), and you will be required to furnish proof of service and possibly evidence that your military service commitment is for a minimum time or that you are about to re-enlist.

Some of these requirements will vary from lender to lender, except where the SCRA laws apply.

Some credit card companies are more generous than others with their military benefits, and some credit card companies have a reputation for liberally interpreting your SCRA rights, offering more than the law requires when such rights are claimed. American Express is one company that has earned a positive reputation in this area.

Remember, you will generally be required to request or sign up for these credit card perks, they are not automatic.

Credit Card Benefits For Military Members You Should Ask For When Signing Up For A New Credit Card Account

Here is a list of perks that are offered by many credit card companies to their military customers – if you are not currently enjoying some or all of these perks, it’s a very good idea to call your credit card company to request the following, especially when opening a new account:

  • No over-limit credit limit fees
  • No annual fee for military members
  • Cash back incentives for military members
  • Cash back programs specifically for military-related expenses such as moving, uniforms, etc.
  • No overseas transaction credit card fees for military members
  • Incentives for electronic payments or automatic electronic payment transfers
  • Waived or reduced credit card cash advance fees for military members
  • Lower APR interest rates for military members
  • Any special perks or incentives for deployed service members or families of deployed service members
  • Special “reserve cards” for military members and/or family members
  • No penalty APR interest rate adjustments for late payments

Which Credit Card Companies Offer The Best Military Credit Card Perks, Bonuses, And Incentives?

Opinions may vary, but one of the best things military members and their families can do to get military-oriented credit card benefits is to apply for credit cards from a military or military friendly company such as USAA, Navy Federal Credit Union, or the company currently servicing your government official travel charge card.

There are other credit card companies that have historically offered perks and military credit card benefits, including Chase Bank, Bank of America, American Express, and Capital One.

Of these, Capital One is rated by third-party websites as being less of an advantage than the others, but Capital One credit cards have waived both annual fees and overseas charge fees for active duty military members. It’s always best to call to inquire about the most current military-friendly credit programs available.

Chase Sapphire Reserve for Military

All Chase personal credit cards are offered with no annual fees for active duty military servicemembers and their spouses. The top two choices are the Chase Sapphire Preferred or Sapphire Reserve cards. The main difference is that the Preferred offers 10,000 more sign up bonus points while the Reserve offers a recurring $300 annual travel credit.

  • No foreign transaction fees
  • $450 annual fee (and $75 authorized user fee) completely waived for US military and spouses
  • $300 annual travel credit (Uber, taxi, airfare, hotel, train, car rental, etc)
  • 3x points on travel and dining worldwide
  • Redeem points with a 50% bonus when booking travel through the Chase
  • Automatic travel insurance on trips purchased with the card including trip cancellation, delay, interruption, lost baggage, and auto rental collision
  • $100 Global Entry sign up fee reimbursed every 4 years
  • 50,000 bonus points when you spend $4000 in the first 3 months of opening account

Important Advice About Signing Up For New Credit Cards

  • Not all credit is billed the same; the interest rate and terms of repayment on a credit card cash advance may be different-and higher-than for ordinary purchase transactions. Know what you are agreeing to before you use the features of your credit account that result in cash back to you from the credit card company.
  • Be sure to ask how much advance notification the credit issuer requires before you leave active duty.
  • When signing up for a new credit card, be sure to check the application to see if there is an option to choose your source of income. If so, always select “military” or “government” as your income source where available. This may go a long way toward helping you claim your military credit benefits from the very start.
  • Check to see if your existing or new credit card provider offers a special hotline for military customers.
  • Know the terms and conditions-what perks apply to your account while serving on active duty, and which will continue if you retire or separate from military service? Ask these important questions before they become a real-world issue.
  • Read the fine print on all your credit card accounts. Know under what circumstances you will be charged added fees, fines, penalties, etc. even as a military customer. Don’t assume that you will be exempt from late charges, interest rate increases, or other actions based on late or missed payments, going over your account limits, etc. When you sign the legally binding agreement for your credit account, you will be subject to the rules you agree to. Know before you sign.

Explained: My HealtheVet

My HealtheVet is an online Personal Health Record that was developed by the VA to help veterans manage their health information, and to utilize some of the VA’s services online. The goal of this site is to change the way health care is delivered to veterans by providing all of their health care information in one place. The program is web-based, and veterans must register in order to access the multiple features of the site, including over 18 million pages of health information designed to help educate veterans on different health topics.

What does My HealtheVet provide?

My HealtheVet gives veterans resources and information to improve their overall health and wellness. The site helps veterans manage their health in several ways:

  • By allowing veterans to view, download, and print their personal health information and military service information
  • By allowing veterans to record and store important health and military history information
  • By providing access to VA health care and information twenty-four hours a day

Once veterans have uploaded their health information, they can share it with health care providers, family members, or caregivers safely and securely through My HealtheVet. The site is designed to encourage collaboration between physicians and patients and provides essential health record information in an online environment.

Types of accounts

There are many different services that can be accessed through My HealtheVet, but what veterans can utilize depends on the type of account selected when they sign up.

There are three types of My HealtheVet accounts: Basic, Advanced, and Premium.

Any individual who registers on the site begins with a Basic Account. This type of account provides limited access to My HealtheVet features and does not allow veterans to see their personal health information that is in DoD or VA systems.

Those with a Basic account can:

  • Create a personal health journal that includes information about allergies, health history, medications, and more
  • Record information about health insurance, health care providers, and emergency contacts
  • Track personal health measurements like cholesterol, blood pressure, heart rate, weight, temperature, and blood sugar level
  • Print an ID card with personal health information
  • Set personal health goals and identify obstacles to overcome in order to reach those goals

An Advanced account is only available to VA patients and veterans, and provides a higher level of access to features on My HealtheVet. In addition to the features included with a basic account, an advanced account allows users to:

  • View certain information in their VA and DoD records
  • Refill prescriptions online

A Premium account is also only available to veterans and VA patients, and requires users to go through an authentication process. This process verifies a veteran’s identity, either online or in person, and requires My HealtheVet information like social security number, gender, and date of birth to be linked to VA/DoD records. Once a user’s identity has been authenticated, they can access features such as:

  • Lab results from the VA
  • VA Admissions and Discharges
  • Future VA appointments, as well as those from the past two years
  • Immunizations received from the VA
  • VA pathology reports
  • VA Wellness Reminders

Premium account holders can also access various mobile apps to help make using My HealtheVet even more convenient. These include:

  • PTSD Coach, which allows veterans to take a self-assessment and access tools to help manage PTSD
  • VA Video Connect, which allows veterans to connect with their health care team from any mobile or web-based device
  • MOVE! Coach, which lets veterans set and track goals on exercise, diet and weight loss
  • Stay Quit Coach, which offers resources to help veterans quit smoking and provides tools to help deal with urges to smoke
  • Mindfulness Coach, which provides information and exercises to practice mindfulness

Features

In addition to the features that are available through different types of My HealtheVet accounts, veterans can also access services to help them manage their health and medical care. These include:

  • HealtheLiving Assessment: Veterans can answer questions about their medical history and health choices, and receive a personalized summary that includes current health status, risks of developing major diseases, and a list of healthy changes that they can make now to improve their current and future health.
  • Pharmacy: Veterans can refill prescriptions, keep track of their medications, and get information about the status of their mailed medications.
  • VA Appointments: My HealtheVet allows veterans to view upcoming appointments, request, schedule, or cancel appointments, and join video appointments with a physician. Veterans can also schedule their own appointments for primary care or mental health, and add non-VA appointments to a Health Calendar on the site.
  • Secure messaging: Veterans can receive updates on their health, ask for a refill of their medication, and communicate with their health care providers online. Secure messaging allows veterans to ask non-emergency and non-urgent health questions, update their health team on their condition, and manage VA appointments. Veterans can use this tool to communicate with providers who have chosen to participate in secure messaging. This feature is only available to veterans who have a Premium account.

Veterans can also use My HealtheVet to organize their medical records, and share them with health care providers within and outside of the VA. This can be done through two main systems, the Blue Button and the VA Health Summary.

Using the Blue Button, veterans can:

  • Customize and download a report of their health information to share with both VA and non-VA providers
  • Print a summary of their health records to bring to medical appointments
  • Send health information to providers through secure messaging
  • Build a Personal Health Record (PHR) by entering their self-tracked health data

Veterans can also utilize the VA Health Summary, if they have a Premium account. The Health Summary:

  • Is considered a Continuity of Care Document (CCD)
  • Allows health information to be shared electronically from one health care system to another

Through each of these features, My HealtheVet works to make accessing health information easy and convenient for veterans, and to help them take charge of their health care and stay connected with their health care team.

Military Airport Lounges

Military airport lounges have been a staple of official and leisure travel for servicemembers and their families for a very long time. Anyone who has ever had to make a permanent change of station move from a stateside to an overseas assignment has likely taken advantage of a military airport lounge, and those traveling with families to and from overseas locations find these lounges to be an oasis during the long trip.

Military Airport Lounges: The USO

Since World War Two, some of the most well-known military airport lounges have been operated by the USO. These lounges are open to currently serving military members and their families with unexpired ID cards and feature internet access, sleeping areas, small libraries, mini-theaters, snacks, and other services that vary depending on location. But these lounges aren’t open to all visitors.

The USO official site notes, “Occasionally, veterans or military retirees contact us to tell us they couldn’t get into a USO airport lounge because they didn’t have an active military ID card. As much as we’d like to open our doors to all those who have honorably served, we have limited space and resources.”

At the time of this writing, USO airport lounges are not open to retirees and veterans, preferring to use all available resources for those who are currently serving in uniform and their families.

Find A USO Airport Lounge

USO lounges are normally listed in airport directory maps and official sites. The signage and visibility for these lounges is often minimal so it is always best to ask at an airport information desk if you are not sure if the USO is active at that airport and where the lounge might be. An unexpired military ID is always required for entry into the lounge just like entering a military installation.

You can find a USO lounge by searching the official site: the USO has operations in roughly 200 locations (not all are in airports) so chances are good that you may find USO facilities in an airport you are traveling to or from if you’re traveling to common destinations for official business or leisure trips.

Be Mindful of Peak Travel Times

USO lounges can fill up fast during PCS season, during deployments, and (depending on location) TDYs. For example, if you are traveling from Colorado at the end of the summer just before the start of fall semester classes at the Air Force Academy, the USO lounge at Denver International Airport might be busier than usual. Peak travel times vary depending on location, tourist season, and other factors.

USO Airport Lounges: Not All Destinations Are Equal

Some USO operations are quite small, others, like the one located at St. Louis Lambert International Airport, may have partnerships with major league sports teams; one story that’s made the rounds on certain travel blogs notes the individual who checked into the Lambert Airport USO only to find there were free major league baseball tickets to be had for those arriving in St. Louis.

Some locations may offer free food, coffee, books, and sleep pods, others may also be able to arrange shuttle services from the airport or help travelers find shuttles going their way.

The USO: Not The Only Lounge In The Airport

The USO operates military-specific lounges in major airports all over the world, but these are not the only airport lounges available, and many are open to military members even if those troops are not members of the clubs themselves.

Many airlines have frequent flyer or VIP clubs with lounge facilities that require membership to get in. These airlines often have policies for admitting non-members who serve in uniform and their families. They include, but are not limited to:

  • Priority Pass Lounges
  • American Airlines Admirals Club
  • Delta Sky Club
  • Centurion Lounges

Who Can Use An Airline Club Airport Lounge?

Generally, the airport lounges run by American Airlines, Delta, etc. are members-only spaces and those memberships can cost roughly $500 a year. But the rules for these members-only lounges often include exceptions for military members and sometimes their families, too.

The key to getting access to these lounges is to remember that the staff isn’t used to people coming in without a membership, and even though there are special rules in place for qualifying military travelers, lounge staff isn’t always aware of them and may have to be shown-it’s very good to have a copy of the pertinent rules pulled up on your mobile device to show a staff member in case they are unaware.

It’s also good to do this in a nice and unobtrusive way.

General rules for lounge access where military fliers are concerned will vary depending on the lounge, and rules are always subject to change so it’s best to check with the airline prior to your travel day to make sure you are still entitled to use a members-only airport lounge according to the rules of the program.

Airport Lounges That Have Allowed Military Access Without A Membership

American Airlines operates the Admiral’s Club in select airports around the world, in both domestic and international lounges.

The American Airlines official site says military members and family traveling same-day on United are eligible to use these airport lounges with a boarding pass and a military ID. Military members must be in uniform to travel.

United Airlines has had a policy in the past that any active duty military member flying United same day may use United Clubs as long as you’re flying on orders AND are traveling in uniform. Some travel blogs report United Clubs staff being uninformed about this feature, needing to be shown the rules pertaining to military access as detailed on United.com.

But has this policy changed in recent days? Likely not, but it’s always better to check.

Delta Airlines operates Delta Sky Club lounges and have no specific policy listed on the Sky Club official site for military, but some travel blogs claim Delta may allow those traveling in uniform to and from deployments permission to use the lounge with a copy of orders and military ID.

Delta Sky Club membership options are open to those who apply for credit cards (see below), and military members traveling over the holidas may find Delta operating military lounge type operations during peak holiday travel season as a way of showing support for troops and military families.

Some Airlines Don’t Have A Lounge, But…

You may find certain airlines have partnered with other agencies allowing access to airport lounges as a perk of booking, of being a member of frequent flyer programs, etc. It’s always best to ask at the time you book your air travel about the availability of airport lounge perks and how to get them.

VA Education Benefits: Dependents

VA education benefits for dependents include options under the GI Bill, Yellow Ribbon program, and scholarship funds. If you are a military dependent wondering what your options from the VA might be, much depends on the nature of the military member’s service, time spent in uniform, and what GI Bill program the member signed up for at the start of their military career.

If you are eligible for any of the programs listed here, you will need the military member’s proof of service, your own proof of status as a military dependent, and other documentation as required by each individual program. You may also be required to submit bank information in order to receive VA benefits via Direct Deposit.

VA Education Benefits For Dependents: The GI Bill Transfer Option

Those who signed up for and are qualified to use the Post 9/11 GI Bill have the option to transfer some or all of the time remaining on the GI Bill to a dependent. Both eligible spouses and dependent children researching higher education should consider the transfer option in addition to any other type of financial assistance available.

Transferring GI Bill benefits can be complicated for some who are transitioning out of military service and back into civilian life; VA rules state that transferring GI Bill benefits must be done while the military member is still in the service. And the VA official site reminds service members that the Department of Defense has the final say in who is eligible (or ineligible) to transfer these benefits.

Once GI Bill benefits have been transferred to a dependent, the recipient is still required to apply with the Department of Veterans Affairs in order to receive and use them. GI Bill transfer recipients must be enrolled in the Defense Eligibility Enrollment Reporting System (DEERS) and be eligible for benefits at the time of transfer to receive transferred benefits.

Who can transfer Post 9/11 GI Bill education benefits to a military dependent? The service member must meet the following criteria:

  • 10 years of service in the armed forces (active duty and/or Selected Reserve) on the date of approval, is precluded by either standard policy or statute from committing to four additional years and agrees to serve for the maximum amount of time allowed by such policy or statute.
  • Transfers must be submitted and approved while the service member is still on duty.
  • Served a minimum of six years (active duty and/or Selected Reserve) on the date of transfer approval and agrees to serve four additional years in the armed forces.

Signing up for this does not affect the basic ability to apply for other types of VA dependent education options; some educational assistance programs may require you to have used up or otherwise be unable to use GI Bill benefits. Others may be viewed as a supplement to other education assistance open to you.

The Survivors’ and Dependents’ Educational Assistance (DEA) Program

This VA program provides education and on-the-job training for eligible dependents of veterans with VA-rated medical issues deemed permanently and totally disabled due to a service-related condition. The program is also open to eligible dependents of veterans who died while on active duty or as a result of a VA-rated condition caused by or associated with military service.

45 months of education benefits maximum are available, but thanks to ruling updates, some may be eligible for as many as 81 months of GI Bill benefits “if they use the Survivors and Dependents Educational Assistance program in conjunction with an entitlement from other VA education programs” according to the VA official site.

DEA benefits may be available to the dependent children or spouses meeting the following criteria:

  • A Veteran who died or is permanently/totally disabled as the result of a service-connected disability.
  • A Veteran who died from any cause while such permanent and total service-connected disability existed.
  • A service member missing in action or captured in line of duty by a hostile force.
  • A service member forcibly detained or interned in line of duty by a foreign government or power.
  • A service member hospitalized (or getting outpatient treatment) for a service-connected permanent and total disability and is likely to be discharged for that disability.

Other requirements include the following:

  • Dependent children must be between the ages of 18 and 26.
  • Some dependents can apply before age 18 and to continue after age 26 depending on circumstances.
  • Marriage does not prevent dependent children from applying.
  • Dependents serving in the military cannot apply for this benefit while on active duty. To pursue training after military service, your discharge must not be under dishonorable conditions.
  • Dependents in the military can apply to the VA for an extension of the eligibility period (see the age restrictions for dependent children above) by the number of months/days equal to active duty time.

The Marine Gunnery Sergeant John David Fry Scholarship

Fry Scholarships are offered to qualifying children and spouses of service members who died in the line of duty after September 10, 2001. This scholarship pays at the 100% level for a maximum 36 months of benefits. Dependent children are eligible once they turn 18 unless the dependent has graduated high school.

Dependent children may be married and according to VA.gov, “A child may be married or over 23 and still be eligible. If they became eligible before January 1, 2013, their eligibility ends on their 33rd birthday. The age limitation is removed if the child became eligible on or after January 1, 2013”.

Eligible surviving spouses do not have a time limit to apply for a Fry Scholarship, but are no longer able to apply once remarried (where applicable).

Choosing Between The Fry Scholarship and DEA

Some won’t qualify for either the Fry Scholarship or the VA DEA program. Others may qualify for both, depending on circumstances. However, VA loan rules are set up to allow only one program to be used; applicants must make an “irrevocable election between the two programs” when applying.

In certain cases, a dependent may be technically able to apply for both programs but only one at a time can be used, and the maximum combined benefits are still capped at 81 total months of full-time learning total regardless.

Applying For VA Education Benefits For Dependents

To apply for any of the education benefits programs you see here, certain documentation will be required including discharge paperwork for the military member where applicable, or a statement of service from a currently-serving military member’s chain of command showing the military member is an active member in good standing.

You will also be required to supply Social Security Numbers, copies of military orders, dependent IDs, and school transcripts where applicable. In some cases, it may be required to show proof that you have been accepted into a learning program, apprenticeship, training, or college. You may need to submit paperwork to the nearest VA regional office, or fill out online forms and submit electronically where required.

You should also be prepared to supply bank information including routing numbers, account numbers, and address/phone information for your bank; this is so the VA (or the school, where applicable) can send your benefits payments to you once accepted into the program of your choice.

GI Bill: How Do I Use It?

Using your GI Bill benefits involves starting a process that begins with your school choices first. Not all colleges, Universities, training schools, or other institutions accept the GI Bill, though a great many do.

Getting Started

The first step toward using your GI Bill benefits is to apply for them through the VA online, in person at a regional VA office, or with a VA certifying official at the school of your choice.

But does your chosen school accept the GI Bill? Is it allowed to accept GI Bill funds based on accreditation or other requirements?

Contact the school’s admissions department and ask if the school accepts the GI Bill, and how to get in touch with the person who handles VA issues on the school’s behalf. For smaller colleges, this may be one person’s part-time responsibility, but larger campuses may have several staff members dedicated to helping veterans and currently serving military members.

It’s best to assume you’re dealing with a busy, one-person office that handles your paperwork. This means being well-prepared for your dealings with your campus VA certifying official. This person does not work for the Department of Veterans Affairs, but will interact with the VA on your behalf.

Required Documentation For Your GI Bill Benefits Application

When you start working with your VA certifying official, you will need some documentation that includes your Social Security number, the bank account and routing numbers where you wish your GI Bill housing allowance and other payments sent, have any relevant transcripts send to the school, plus any paperwork that shows your current status as a veteran, retiree, etc.

Veterans will be required to provide a copy of DD Form 214 discharge paperwork. Those still in uniform will likely need to provide a copy of current orders, a letter from their orderly room, First Sergeant, or supervisor indicating that the member is in good standing and still serving.

It’s best to have as much of the required documentation as possible for your first meeting with the certifying official. You may be able to submit scans or electronic versions of your required paperwork, depending on school standards, state law, current VA requirements, etc.

Processing Times

It can take a month or longer for the Department of Veterans Affairs to process GI Bill benefit applications, which is why it’s best to begin the process as soon as possible. GI Bill housing stipends and other payments are often received approximately 30 days after the first month the student’s GI Bill benefits begin.

Your school may receive tuition and fee payments sooner (or later) than this. It’s very important to check school policy on late payments and whether the student is required to take action to remove admin holds or account suspensions because of delayed GI Bill benefit payments. In general, the school will have experience with these issues, but you should never assume that corrections to your student account happen automatically.

The 8 Keys to Veterans’ Success

The Department Of Defense and the Department of Veterans Affairs have long affirmed their commitment to military education for active duty, Guard, Reserve, and military dependents whether spouses or children.

But the DoD and VA efforts are not without support from other government agencies such as the Department of Education (DoE). Did you know the U.S. Department of Education has its own compact with well over two thousand colleges nationwide?

The Eight Keys To Veterans’ Success program is a voluntary partnership between schools and the DoE; this partnership involves providing veterans, currently serving military, military spouses and military college-age children a welcoming and consistent learning environment.

A Brief History Of Eight Keys To Veterans’ Success

The start of federal college degree programs for military members and their families can be traced back to the World War Two-era Serviceman’s Readjustment Act of 1944, which established the earliest version of the GI Bill and opened a whole new set of opportunities for millions of beneficiaries.

In 1944, attending college after military service wasn’t anything like what Army, Navy, Air Force, Marine Corps, Space Force and Coast Guard students expect today. Over the decades, colleges and the government have worked together to create more robust opportunities for transferring military experience to college credit, allowing spouses and dependents to use GI Bill benefits, and more.

But it took a long time to get there, and in some cases required direct action by the Executive Branch to push change for military students into the foreground. One excellent example? The use of the Executive Order to improve the college experience for veterans and families.

Starting around 2016, a great deal of negative press has surrounded the use of Executive Orders by the President. But the use of this presidential power has not always been fraught with controversy; one such Executive Order laid the foundation for many improvements to the college experience for military members, dependents, and spouses who wish to attend school using military education benefits.

During the Obama administration, Executive Order 13607, “Establishing Principles of Excellence for Educational Institutions Serving Service Members, Veterans, Spouses, and Other Family Members” was considered a mandate for government agencies to work together with colleges, universities, and other higher learning facilities to serve those who have served the nation.

As a result of that order, President Barack Obama announced the Eight Keys To Veterans’ Success program at the 2013 Disabled American Veterans National Convention in Florida. At the time, some 250 higher learning institutions signed up for the program, which was drafted with the help of more than one hundred experts, “to review approaches that could be scaled and replicated to foster Veterans’ success on campus and via distance learning.”

The planning phase of this program also included input from non-profit organizations, veterans service organizations, and veterans who had recently completed college programs. Over time, more than two thousand institutions of higher learning have signed up for this voluntary agreement.

Establishing this program wasn’t just a symbolic effort between the DoE, DoD, and the VA; it is also seen by many as a way to protect valuable military benefits such as the Post 9/11 GI Bill and make sure those benefits aren’t wasted on education that does not live up to its marketing hype.

And with good reason; since the start of the Post 9/11 GI Bill program in 2009, the Department of Veterans Affairs has paid more than $30 billion in GI Bill funds; according to the VA official site, nearly a million service members, Veterans, and their families have used this important military education benefit.

The Eight Keys To Veterans’ Success

The official list created by the federal government includes the following eight precepts that member institutions volunteer to abide by. It should be noted that agreeing to these principles is not considered compliance with the Department of Defense Memorandum Of Understanding all colleges must agree to in order to receive federal education funds such as GI Bill payments.

The eight keys are as follows, as presented by the DoE official site:

  • Utilize a uniform set of data tools to collect and track information on veterans, including demographics, retention, and degree completion.
  • Create a culture of trust and connectedness across the campus community to promote well-being and success for veterans.
  • Ensure consistent and sustained support from campus leadership.
  • Coordinate and centralize campus efforts for all veterans, together with the creation of a designated space for them (even if limited in size).
  • Collaborate with local communities and organizations, including government agencies, to align and coordinate various services for veterans.
  • Provide comprehensive professional development for faculty and staff on issues and challenges unique to veterans.
  • Develop systems that ensure sustainability of effective practices for veterans.
  • Implement an early alert system to ensure all veterans receive academic, career, and financial advice before challenges become overwhelming.

But Wait, There’s More

Schools who sign up to agree to implement the Eight Keys To Veterans’ Success are also encouraged by the VA and the DoE to agree to a second agreement called the Principles Of Excellence Program. This is another collaborative effort between the Department of Education and the DoD/VA.

According to the official site, the Principles of Excellence are guidelines “for educational institutions receiving funding from the VA.”

The Principles of Excellence guidelines include the following:

  • Accommodate Service members and Reservists absent due to service requirements.
  • Provide students with a personalized form covering the total cost of an education program.
  • Provide educational plans for all military and Veteran education beneficiaries.
  • Designate a point of contact to provide academic and financial advice.
  • Ensure accreditation of all new programs prior to enrolling students.
  • Align institutional refund policies with those under Title IV, which governs the administration of federal student financial aid programs.
  • End fraudulent and aggressive recruiting techniques and misrepresentations.

How to Hire Veterans

What are the best ways to hire veterans? Much depends on the nature of your business, whether you are seeking a certain type of status associated by veteran-operated businesses, and how many new hires you wish to bring on.

Hiring a veteran brings with it associated benefits in some cases. The IRS official site has a page dedicated to the Work Opportunity Tax Credit (WOTC), which provides tax breaks for employers who hire from certain classes of the work force including those who draw SSI, long-term family assistance recipients, and veterans.

Hiring veterans also means the need for fully codified employer policies about how the company will manage an employee’s military duty commitments for Guard, Reserve, or even active duty hires.

Knowing Where To Look

There are many places you can look for veterans to hire as full-time, part-time, commission, or contractors; state and local agencies have job placement and career development programs you can partner with.

Employers should consider participating in job fairs near military bases, Guard and Reserve unit headquarters, or even at college campuses with a strong ROTC presence. But knowing where to look for suitable job candidates is only half the battle.

The best way to hire veterans includes making a fully informed choice when choosing to bring one on board; you should know what your rights and responsibilities are as an employer ahead of your hiring decision.

Fortunately, there is excellent advice from a number of government agencies that can help. The Department of Labor, and even the government’s hiring portal, USAJobs.gov all have helpful information for hiring managers and supervisors.

How To Hire A Veteran: The Department Of Labor (DOL)

The Department of Labor official site has a section dedicated to the hiring of veterans and associated programs and policies. DOL veteran programs include:

  • Military Spouses
  • Homeless Veterans’ Reintegration Program
  • Jobs for Veterans State Grants
  • Stand Down
  • Uniformed Services Employment and Reemployment Rights Act (USERRA)
  • Federal Contractor Reporting / VETS-4212
  • HIRE Vets Medallion Program
  • Veterans’ Preference
  • Women Veterans

These programs are aimed at employers, event organizers, licensing agencies, etc. They are not designed as placement options for individual job seekers, but as resources for those who hire, train, etc.

In many cases the programs above may target certain portions of the veteran population; employers who need resources to hire homeless veterans, those who need guidance or assistance with federal contracting procedures or in properly helping job seekers apply veteran preference, etc.

DOL also provides direct advice for those who want to hire veterans; there are employment representatives in each state and a general contact e-mail address for those who need to speak to a DOL rep about hiring vets.

Hiring Vets: Advice From The Department of Veterans Affairs

The VA has created a Veterans Employment Toolkit designed to help those who wish to employ vets. The toolkit includes information on government subsidies that can be used to offset the salary of a new hire, assistive and adaptive technology, how to interpret a veteran’s “non-pay work experience,” and information on VA incentives that may be offered to certain companies for hiring qualified veterans.

The VA toolkit also includes information about Department of Labor programs that incorporate online training and other resources for those who want to hire from America’s ever-growing pool of military members and vets.

The VA Veteran Employer Toolkit is featured prominently in the VA Vocational Rehab & Employment official site. There is another portion of the VA official site titled Veterans Opportunity to Work that features a section aimed specifically at employers.

The VA requests owners and supervisors who want to learn more about participating in the program to contact the VA directly at Call 1-800-827-1000 or the nearest VA regional office and ask for the VR&E Vocational Rehabilitation Counselor or Employment Coordinator. You can also visit the VA VR&E employer webpage .

Employer Support Of The Guard And Reserve (ESGR)

At the beginning of this article we mentioned employer obligations for members of the Guard and Reserve. ESGR is a government program designed to help employers understand and meet their legal commitment to employees who serve. Knowing your responsibilities to your Guard and Reserve employees is crucial to staying in legal compliance with federal law.

It is also key to maintaining a good-faith relationship with your Guard and Reserve hires. As with ADA law, not knowing your legal responsibilities in this area is a huge liability. State law may also play a role in your obligations to Guard and Reserve troops; know before you hire.

HireVets.Gov

Public Law 115-31, also known as the Honoring Investments in Recruiting and Employing American Military Veterans Act of 2017 (HIRE Vets Act), required the establishment of a program which “recognizes employer efforts to recruit, employ, and retain veterans.”

Those who meet certain criteria established by the Act, “will receive a “HIRE Vets Medallion Award.” That may not sound like much to an outsider, but veterans who apply for jobs at companies that have earned this award may feel more confident about their potential employer knowing the company has been evaluated and praised under the award program.

It’s not the same as a DoD stamp of approval, but those who hire with the medallion award certainly have an advantage when trying to make an impression about the quality of the workplace.

The HIRE Vets Act awards are aimed at three different categories of employer: large, medium, and small businesses. “For each award, the employer must satisfy a set of criteria. Verification of these criteria includes a self-attestation by the applicant and a check for violations of veteran-related DOL labor laws by the U.S. Department of Labor” according to the official site.

The Equal Employment Opportunity Commission (EEOC)

EEOC publishes a fact sheet for veterans titled, Understanding Your Employment Rights Under the Americans with Disabilities Act (ADA): A Guide for Veterans.

This fact sheet is aimed at the employee, but it is critical for all who hire vets to know these policies and understand what the new hire will expect from you, the employer, on a legal basis where ADA compliance and related issues are concerned.

Not all veterans have disabilities, but all who have them (military or not) are protected in the American workplace by ADA laws. As an employer, if you do not know your ADA responsibilities as well as employee rights, you set yourself up for major legal liability. Know before you hire.

Things To Ask Yourself When Hiring Veterans

Those who hire don’t always have military experience. When recruiting vets for your company, it’s important to remember that a military career requires skills far above and beyond the job title or even the job description. A new hire who held the rank of E4 or higher likely has been given management and leadership training, has functioned as a section head or an assistant department head, and may have other experience that is difficult to quantify on a resume but adds value to your company.

We all know the hiring process will involve interviews and a Q&A process of some kind, but what should an employer ask themselves before the interview?

  • Veterans often thrive on the same kind of structure they experienced in the military; they may not be used to the kind of ambiguity often experienced in the civilian hiring process. Have you established a way to help veterans understand the process of hiring once the resume has been submitted?
  • What are your most urgent needs for the company?
  • Are you asking about other job experience besides “direct experience” and the applicant’s education?
  • How will you make your veteran applicants more comfortable with your hiring/interviewing process? What would you do for someone if you knew you were the first civilian interviewer they had spoken with since leaving military service?
  • In your conversation with veterans, how will you try to understand and identify with their unique needs?

During the interview, it is very helpful for the interviewer to ask a veteran at the start to either avoid or explain military jargon that comes up in conversation. Don’t be too hard on a veteran for slipping back into acronym-speak; old habits are hard to break.

When your interviewee starts talking about “additional duties”, for example, that is a responsibility given to a military member that is not her main job, but is still expected as a member of the team.

An Army Public Affairs officer may be responsible for dealing with the press and for interacting with local leaders, but they are also tasked with conducting base tours for the public and escorting non-military VIP visitors to certain functions on post.

Was that the officer’s main duty? No, but it is significant enough to mention in an interview where relevant. That is the sort of nuance you can expect from your veteran resumes and interviews.

You can always ask for clarification in the interview. When it comes to additional duty (which is a subject that comes up frequently when a vet is asked what they did for a living while in uniform) always ask if the interviewee can quantify how much time was spent doing that duty (assuming it is relevant to the conversation).

You may be surprised at the breadth and depth of these extra tasks. A great example–the author of this article had an additional duty in his job as a reporter for Air Force Television News; he was the equipment inventory custodian for all the TV news cameras, microphones, and other broadcast gear.

The financial responsibility for this inventory? Valued at a million dollars, collectively. That is an additional duty worth mentioning in an interview if it’s relevant. Some additional duties are mundane, others require a great deal of attention.

A Hiring Guide for Military & Veterans

Many companies understand the value that veterans and military family members can bring to a workplace. Members of the military community have many qualities and skills that can benefit companies in a variety of industries.

What qualities can veterans and military family members bring to a company?

Companies that are interested in recruiting and hiring members of the military community can find employees in three categories:

  • Military spouses: spouses are often highly educated, but many need jobs that offer mobility and flexibility to allow them to continue their careers when their spouse’s job requires them to move.
  • Veterans: veterans have separated from the military and have education and/or professional experience and are seeking companies and organizations that can help them build on their existing training and skills.
  • Transitioning service members: service members who are transitioning are in the process of separating from the military and are looking to start their civilian career. These service members may be seeking assistance in their job search as they transition into the civilian workforce.

By hiring a member of the military community, a company can bring a great deal of value to their team. Some of the qualities these individuals contribute to a workplace include:

  • Ability to perform under pressure; veterans understand how to accomplish tasks on time and despite being under stress.
  • The ability to learn new concepts and skills, as well as transferable skills that have been proven in real-world situations.
  • Leadership skills, as well as skills in direction, motivation, inspiration, and delegation. Veterans understand leadership dynamics and how to lead many different types of people.
  • Teamwork and having a responsibility to coworkers, as well as the ability to be productive individually or as part of a team.
  • Diversity and inclusion; veterans can work alongside others regardless of their race, gender, ethnic background, economic status, or religion, and are able to cooperate with many different types of people.
  • Respecting procedures and having accountability.
  • Veterans are often knowledgeable about technical trends in business and industry and bring a global outlook and technological savvy to an employer.
  • Integrity, trustworthiness, and sincerity.
  • Resilience and the ability to overcome adversity.

Some additional qualities that veterans bring to an organization include:

  • An ability to learn new skills quickly
  • High rates of productivity
  • Higher retention rates after being hired
  • Loyalty to a company and to their coworkers

Veterans also offer a variety of “soft skills” that are valuable across many different industries.

These include:

  • Communication
  • Managerial skills
  • Problem solving

How can companies recruit veterans and military family members?

There are several steps that companies can take to recruit members of the military population:

  • Work to build the company’s brand in the military community as a military employer of choice.
  • Attend job fairs on military installations, or post job openings on military job boards.
  • Ask members of their existing workforce, especially those who have served in the military, if they have any contacts they could recommend for open positions within the company.
  • Utilize government initiatives such as FedsHireVets and USAJobs.gov to post job openings and recruit veteran applicants.
  • Use a skills translator to translate military job duties into civilian skills and ask veterans in your organization to help mentor new recruits.

How can hiring veterans help companies?

In addition to the qualities veterans bring as employees, companies can receive certain benefits as a result of hiring veterans. The Vocational Rehabilitation and Employment (VR&E) program provides several incentives to companies that employ veterans. These include:

  • Salary reimbursement: under the Special Employer Incentive, employers may be eligible to receive incentives for hiring veterans facing obstacles to employment, which include reimbursement of up to half the veteran’s salary for as long as six months.
  • Subsidies for salaries: the VR&E provides on-the-job training and subsidizes salaries for veterans so employers pay an apprentice-level wage. As the veteran gains experience, the employer pays a higher portion of their salary until the training program is complete, and the employer pays the veteran’s full salary.
  • Assistive technology: VR&E can provide workplace modifications, specialized tools, and equipment to allow veterans to perform their job duties.
  • Federal tax credits: under the Work Opportunity Tax Credit, employers who hire veterans may be eligible to receive tax credits.

What are the benefits of hiring military spouses?

Military spouses face many barriers to employment and building a career due to their military lifestyle. These can include having to change jobs often due to frequent moves, and difficulties obtaining childcare when spouses are deployed. The current unemployment rate for military spouses is 24%, higher than the national average. The Military Spouse Employment Partnership (MSEP) was created to address these challenges and help spouses find employment. MSEP is part of the Department of Defense’s Spouse Education and Career Opportunities (SECO) program, which helps connect military spouses and employers.

In addition to MSEP, SECO offers multiple resources to military spouses to help improve career and education opportunities, including:

  • Helping spouses identify their skills, interests, and goals through career exploration opportunities.
  • Training and education to help spouses identify licensing, credentialing, or academic requirements that will help them reach their career goals.
  • Employment networking and connections to help spouses find a rewarding career.
  • Employment readiness assistance to help spouses market their skills.

Military spouses have many valuable qualities that can help an organization, including:

  • The ability to handle pressure and stress: they must deal with spouse deployments, relocate often, learn about a new location, and develop new support networks frequently.
  • They are able to learn new skills quickly.
  • They take responsibility, are accountable, and are loyal employees.
  • They are patient, flexible, resilient, and able to adapt to new environments and cultures.
  • They have excellent communication skills, emotional intelligence, are able to handle logistics, and have many other abilities.

Military Benefits: Death Gratuity

The death gratuity program provides for a special tax free payment of $100,000 to eligible survivors of members of the Armed Forces, who die while on active duty or while serving in certain reserve statuses. The death gratuity is the same regardless of the cause of death.

The longstanding purpose of the death gratuity has been to provide immediate cash payment to assist survivors of deceased members of the Armed forces to meet their financial needs during the period immediately following a member’s death and before other survivor benefits, if any, become available.

The death gratuity is payable for death of members in a reserve status while performing authorized travel to or from active duty, while on inactive-duty training, or while performing authorized travel directly to or from active duty for training or inactive duty training, as well as, members of reserve officers’ training programs who die while performing annual training duty under orders for a period of more than 13 days or while performing authorized travel to or from that duty, to applicants for membership in reserve officers’ training corps who die while attending travelling to or from field training or a practice cruise and to persons travelling to from or while at a place of acceptance for entry upon active duty.

The death gratuity is also payable if an eligible member or former member dies within 120 days of release or discharge from active duty, or active duty for training when the Secretary of Veterans Affairs determines that the death resulted from injury or disease incurred or aggravated during such duty.

Eligible Survivor

Prior to May 25, 2007, the death gratuity was payable according to a specific hierarchy prescribed in law with limited opportunity for the member to designate a beneficiary.

Since July 1, 2008, a member may designate any person or persons to receive up to 100% of the death gratuity (in 10% increments) with any remaining undesignated amount payable according to a new prescribed hierarchy. The new beneficiary hierarchy for the amount of the death gratuity not covered by a designation shall be paid as follows:

  1. If there is none of the above, to other next of kin of the person entitled under the laws of domicile of the person at the time of the person’s death.
  2. To the surviving spouse of the person, if any.
  3. If there is no surviving spouse, to any surviving children (as prescribed in the note for item 2 of the pre-2008 hierarchy, above) of the person and the descendants of any deceased children by representation.
  4. If there is none of the above, to the surviving parents of the person or the survivor of them.
  5. If there is none of the above, to the duly appointed executor or administrator of the estate of the person.

Notes:

Item (1), Surviving Spouse. If a person has a spouse, but designates a person other than the spouse to receive all or or a portion of the amount payable, the Secretary of the Military Department shall provide notice of the designation to the spouse.

Item (3), Treatment of Parents. Parents include fathers and mothers through adoption. However, only one father and one mother may be recognized in any case, and preference shall be given to those who exercised a parental relationship on the date, or most nearly before the date, on which the decedent entered military service.

If a person entitled to all or a portion of a death gratuity dies before the person recieves the death gratuity, it shall be paid to the living survivor next in the order prescribed.

Designation of Eligible Survivors

Members may designate eligible survivors, at any time, by updating their DD Form 93, Record of Emergency Data.