Tag: Military Benefits

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.

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.

What You May Not Know About VA Loans

Home ownership has long been part of the American dream. For veterans, the Department of Veterans Affairs-guaranteed home loan provides a means to make that dream a reality.

Periodically, something will trigger me to revisit this valuable benefit of service. About three years ago, it was my own family weighing whether to use a VA loan for our new house (we did). This month, it was a conversation with a co-worker and military spouse who, because of a recent divorce, was disappointed that she is no longer eligible for a VA loan.

Even if you’re familiar with VA home loans, these four facts may surprise you:

1. These home loans are quick and competitive. Really. It’s common for veterans to be concerned about these two issues, but you need not worry. Today, the VA’s automated system facilitates the process from beginning to end. Typically, you can close your loan in just a few weeks. According to the loan processing firm Ellie Mae, VA purchase loans took four to five days longer than conventional loans during the early months of 2019. From an interest-rate standpoint, VA loans are typically lower than a conventional loan with the same terms.

2. A down payment may be required. The fact that there’s no requirement for a down payment and no private mortgage insurance or mortgage insurance premium is probably the VA loan’s biggest draw. In 2020, there is no set figure for which a lender will require a down payment.

3. You can use it more than once — and maybe more than once at a time. Yes, you can use a VA loan more than once. If you’ve paid off the previous loan, all of your entitlement is restored and you’re eligible to use another VA loan. One note: Subsequent use may require an increased VA funding fee. If you have a VA loan but decide to rent your home when you relocate to a new primary residence, you may be able to use another VA loan to buy your new residence and have two VA loans simultaneously. This can be a bit complex but, if the numbers work, it can be done.

4. VA home loans are attractive in a rising-rate environment. Your VA lender may allow a buyer to step in and assume your loan — a particularly nice feature if interest rates rise. The terms of the loan could be a lot more favorable for the buyer, and the cost of the transaction could be substantially less. There are liability and VA loan entitlement issues to be aware of, so you’ll want to research the ramifications with your lender.

The National Resource Directory

The National Resource Directory (NRD) is a government resource for military members, veterans, dependents, and health care professionals. This website offers a collection of resources to help wounded warriors and those who care for them in a variety of areas.

Started in 2008, this effort is a partnership between several federal agencies, including the VA, the Department of Defense, and the Department of Labor. There are other partners, too; the Red Cross and a government agency coalition called Community of Care are just two working to support the NRD.

The Goal of the NRD is to be an information clearinghouse on a variety of important areas; with a great variety of services and support resources available (more than 16 thousand at the NRD at the time of this writing!) the National Resource Directory focuses on (but is not limited to) the following Resource Categories the NRD site offers information on:

  • Military Adaptive Sports Program
  • Benefits & Compensation
  • Portfolio of Veterans Benefits (PVB)
  • Health
  • Family & Caregiver Support
  • Choose Home
  • Education & Training
  • Homeless Assistance
  • Other Services & Resources
  • Housing
  • Transportation & Travel
  • Employment

How To Use The National Resource Directory

The NRD site is divided by category (see the bulleted list above). On the main page of NRD you can select one of these categories to be taken to a search page with a list of ways you can filter search results.

For example, clicking on the Health category takes you to a page with a sidebar that offers checkboxes to help you narrow down your search for Health resources based on whether you are a veteran, a family member, caregiver, active duty, etc. You can also select whether to search for a non-profit, a government agency, or an educational institution.

Checking the boxes for these options will add more search results. A search under Health with only the check box “health” selected gives you approximately 242 pages of resource links such as the link to the Hurlburt Field Behavioral Health agency, fact sheets for the National Child Traumatic Stress Network, other state and local health resources, etc.

A search with additional terms such as choosing both the Health checkbox and selecting search results for Government Agencies turns up fewer results (about 120 pages) but more specific ones.

Resources You Will Find At The National Resource Directory

Each of the resource categories linked to on the NRD official site has a list of subheadings you can choose from to get started. For example, under the resources heading, Benefits and Compensation, you will find the following additional topics:

  • Survivor & Burial Benefits
  • Defense Enrollment Eligibility Reporting System (DEERS)
  • VA Benefits
  • DoD Benefits
  • Facility and Records Locator
  • Life Insurance
  • Social Security Benefits
  • Filing Claims & Appeals
  • States & Territories
  • Unemployment Benefits
  • Forms

Under the very first item in that list, the Defense Enrollment Eligibility Reporting System (DEERS) includes a page of related items such as a resource on how to get your Uniformed Services ID Card; this portion of the NRD site includes a link to DD Form 1172-2, an application form you need to download to apply for the card.

This is quite common-when a service member, veteran, or military family member might need to download a VA or DoD form, those forms are commonly made available via NRD.

Another resource listed under the DEERS category is a link to the TRICARE Defense Enrollment Eligibility Reporting System, which according to the official site, “Provides instructions to help active duty and retired Service Members verify and update their family’s information” in DEERS.

Of the many options under the resources section, the most useful to some will be the options found under the Filing Claims And Appeals heading, which returns eight pages or more of information (depending on how you search as a veteran, military member, as a caregiver, etc.).

This section includes VA paperwork such as VA Form 21-22, the Appointment of Veterans Service Organization as Claimant’s Representative form, but also links to lists of Veterans Service Organizations such as the DAV, Red Cross, VFW, etc. as well as listings for state-level Departments of Veterans Affairs or Divisions of Veterans Services.

The search returns for this site are filtered, but you may need to further refine a search or do more clicking through than you might expect. The resources found here are valuable, but they are not necessarily organized alphabetically, or displayed in terms of relevance. The search tool here is an excellent starting point for information gathering, but you may need to do a bit of extra work to group links to what you seek to organize them properly.

NRD Partnerships and Communities

The NRD official site includes a list of community resources from the agencies it has partnered with including:

  • The American Red Cross
  • Portfolio of Veterans Benefits
  • Choose Home
  • Community of Care

Each of these communities is linked to at NRD, with search results for helpful resources associated with each agency, some that may be peripherally linked to the VA or one another, or stand-alone, depending on the nature of the resource.

American Red Cross

The NRD official site describes the American Red Cross as “a humanitarian organization that provides emergency and non-emergency services, disaster relief, and disaster preparedness education in the United States to individuals, families, and military Service members.”

The Red Cross specifically helps service members and their families through emergency relief, personal loans for family crisis issues, location of service members in times of a family emergency, etc.

Portfolio of Veterans Benefits

The Department of Veteran Affairs’ Portfolio of Veteran Benefits offers “programs of care, compensation and commemoration for the Service member and Veteran communities and their families” to include education, career services, health counseling and care, etc.

Choose Home

This is described as “a new initiative designed to allow Veterans to remain in their homes over institutional care” and focuses on both research and interaction with military family members.

Community Of Care

Community of Care is a group of government agencies that collaborate on health care and other services that are “approved by Department of Defense and Veterans Affairs” according to the official site.

How To Contribute Resources To The National Resource Directory

You can contribute resources for review to the NRD online via the site’s Submit a Resource page; that link allows you to submit a URL, title, and description for your suggested resource. The ability to submit is not restricted to “official” channels.

An agency, non-profit, or individual may suggest new resources for review. You can also submit an update for an existing resource listed on the site. Submissions should include the appropriate audience, plus any relevant existing subject topics (there is a list provided on the electronic submission form).

General Guidance On Suggested NRD Resources

NRD.gov offers resource links to local, state, federal, and tribal government entities, services, and programs to include public/private partnerships between government and private sector operations.

Non-government resources must meet NRD criteria in order to be linked to on NRD.gov. These requirements include being accessible and relevant to military members, veterans, families, and care providers serving all the above. The information linked to must be “consistent with the government’s privacy and security policies for the privacy of personal information” and based in the United States.

Submission of Charities And Not-For-Profit Resources

There are certain requirements of charities and not-for-profit agencies who wish to be linked to by NRD. These agencies must serve and support wounded warriors, family members, veterans, care providers, etc. Charities must:

  • Have tax-exempt status under section 501(c) (3) of the Internal Revenue Code and file an annual Form 990 or 990 e-Postcard.
  • Maintain “active tax-exempt status” can be confirmed with the IRS with no revocation or suspension of tax-exempt status.
  • Have a “Favorable” review from a charity watchdog organization or agency.
  • Have no unresolved reports addressing “fraudulent or dishonest conduct on the Better Business Bureau site.”

On Submitting “Other Entities” For Consideration

“Other entities” that are not strictly government agencies, not-for-profits, charities, etc. have guidelines for submission, too. These include the requirement that the entity somehow serve and/or provide support for wounded warriors, family members, care givers, veterans, etc. plus:

  • The entity must be registered with the Secretary of State “in its incorporation state as a company with an ‘active’ business license and/or certificate in good standing.”
  • The entity must be recognized by or partnered with a government agency. This must be stated publicly on the government agency’s official site.
  • The entity is required to show proof of partnership with the military on the agency’s website as well as the partner site (a dot-gov or dot-mil).
  • There must be “No unresolved reports of fraudulent or dishonest conduct on the Better Business Bureau site.”

After Submitting A Resource For Consideration To NRD

Once you have submitted a suggestion for a new or updated resource, the NRD staff will vet and review those suggestions. Those which meet agency approval will be added or updated; those that do not will not appear on the site.

You may not receive a personal response letting you know the status of such suggestions; it’s best to assume that due to volume and staffing concerns personal replies may not be possible.

How the Whole VA Loan Process Works

For many borrowers, applying for any kind of mortgage may seem daunting. But, when broken down, this rundown of 6 steps to getting a VA loan is easy to understand.

1. Select a VA-approved Lender

On the surface, it might appear that any lender will do. However, if you dig a little deeper, you may discover that not all lenders are the same. First, only lenders approved by the U.S. Department of Veterans Affairs can originate VA mortgages. Secondly, some lenders focus primarily on conventional loans, while others concentrate almost exclusively on the VA loan program for military clients. Using a VA specialty lender with extensive knowledge about the VA loan process vs. a lender who only funds a few VA mortgages a year may translate into an easier and quicker loan process.

2. Obtain a Certificate of Eligibility (COE)

An experienced lender can help you obtain what’s called a Certificate of Eligibility (COE). The COE will prove that you meet initial eligibility standards for VA loan benefits. It will also let the lender know how much entitlement you can receive, which is the amount the Department of Veterans Affairs will guarantee on your VA loan. To get your COE, you’ll need to give your lender a bit of information about your military service. Usually, a COE can be acquired online instantly through a lender’s portal or through the eBenefits portal on the va.gov website. Those servicemembers or surviving spouses whose COEs cannot be obtained online will have to get theirs by mail. A VA lender or the VA can help direct you to the right resource for your specific situation.

3. Go House Hunting and Sign a Purchase Agreement

The fourth step is usually one borrowers enjoy because they get to look at homes they might consider buying. Working with a real estate professional who specializes in the VA process can help you get the most out of your benefits. This is true because the VA allows certain fees and costs to be paid by the seller (if both you and the seller agree), and a knowledgeable agent will know this and help you negotiate seller-paid fees. Once you’ve got a signed purchase agreement, you can move forward in the VA loan process.

4. Pre-Qualify for Your Loan Amount (optional)

Pre-qualifying is important, but not required. By choosing to complete this step you can save some time and potential surprises later in the process. To pre-qualify for your loan amount, you’ll have a candid conversation with your VA loan professional about your income, credit history, employment, marital status and other factors. Giving your lender complete details during the pre-qualifying step can help prevent surprises later during underwriting.  The pre-qualifying step can also reveal areas that need improvement before you can be approved, such as credit or debt-to-income ratio.  While a prequalification letter gives you a ballpark price range for house hunting, it does not guarantee that you will be approved for a loan, and your lender will later have to verify the information you provide. To get a loan requires later final approval by underwriting once all documents have been received and reviewed (see Step 5).

5. Lender Processes Application and Orders VA Appraisal

A signed purchase contract is the document you’ll need to finish your initial application. Once your lender has the contract, they will order the VA appraisal. Here again, not just any appraiser will do. Only a professional who is certified to perform appraisals to VA standards can evaluate the home being considered for VA financing. The VA appraiser will make sure the price you’ve agreed to pay for the home corresponds with the current value. Another very important part of the VA appraisal is to inspect the home to make sure it meets the VA minimum property requirements (VA MPRs). However, the VA appraisal does not take the place of a home inspection, which focuses on code violations, defects and the condition of the property. While many borrowers have heard horror stories about the length of the VA appraisal process, the Department of Veterans Affairs gives the appraisers 10 days from order to completion barring extenuating circumstances. While you’re waiting for appraisal documents, you’ll be busy submitting documents of your own to your VA-approved lender to show you have the ability to qualify for the loan. If the home passes appraisal for value and VA minimum property requirements, and it’s verified by the lender that you qualify for your loan, the underwriter will give his or her stamp of approval.

6. Close on Your Loan and Move In

After being approved by the underwriter, all that is left to do is close and move in. During closing, the property legally transfers from the former owner to you. Closing is a step that requires you to sign documents that confirm you understand and agree to the terms of the loan. You will need to provide proof of homeowners insurance and, if required, pay closing costs. Once you’ve signed all your closing documents, you’ll get the keys to your new home.

While these steps may not happen in the order above or be a required part (such as prequalification)*, they represent the typical process for the applicant in obtaining a VA purchase loan. Your lender may need to take other steps.

VA Loans: Understanding Occupancy Rules

Most veterans say that some of the more confusing aspects of qualifying for a VA home loan are the occupancy requirements. This usually stems from when a service member gets their PCS orders and has to move. Will they be able to rent the house? Will they be able to get a second VA loan at their new location? Are there penalties or fines for not meeting this requirement?

While it can seem daunting, understanding the occupancy requirements of a VA loan is actually quite simple if you break it down.

1. What is “reasonable time”?

VA loan occupancy requires that the veteran move into the home within a “reasonable time.” But what does that mean? The VA requires that the borrower move into the home within 60 days after the VA loan closes.

As you’ve read, there are exceptions to that rule. The 60-day rule may be waived if you meet both of the following conditions:

  • There is a specific event in the future that will make it possible for you to occupy the property on that date
  • You certify that you will occupy the property at a specific date after your VA loan closes

Generally, the VA does not make exceptions if you want to set an occupancy date for more than 12 months after your loan closes.

2. Primary residence requirements

You must certify that you intend to occupy the property as your home. Second homes and investment properties do not qualify for a VA loan.

3. Spouse occupancy

The occupancy requirement is satisfied if your spouse will be living in the home while you are on active duty or otherwise unable to personally occupy the home. A spouse may also satisfy the occupancy requirement if the veteran cannot due to long distance employment issues.

4. Deployed active duty service members

If you are deployed after purchasing your home, your occupancy status is not affected by the deployment. You are considered to be in a “temporary duty status” and are able to provide a valid intent to occupy certification. This requirement is met regardless of whether or not your spouse will be occupying the property while you’re deployed.

5. Dependent occupancy

A dependent child may occupy the home while their parent or parents are deployed or on active duty away from the home. It’s important to note that just by having the dependent in the home does not satisfy the requirement. You must take additional action by having your attorney or dependent’s legal guardian make the occupancy certification. Please keep in mind that many lenders will not recognize dependent occupancy as satisfying the VA loan occupancy requirement.

6. Retirement occupancy

If you will be retiring within 12 months from the date of your loan application, you must include a copy of your application for retirement and proof of requirement stability. Although the VA requires moving in to the home within a “reasonable time,” retiring veterans may be able to negotiate a later move-in date. You have the option to apply for a delay (up to 12 months) in the occupancy requirements.

7. Failure to meet requirements

If you do not occupy the home as agreed under the terms of your VA loan, what happens next is at the discretion of the Department of Veterans Affairs.

Even though it seems as if there are a lot of “if, then” rules to define occupancy, it’s really not as complicated as it appears. The VA works hard to help borrowers understand how to fit their situation into these guidelines, and help set you up for success. Understanding your rights and benefits is something that a qualified Home Loan Expert is more than willing to help you with. Remember to always work with a lender who is skilled and specialized in the nuances of VA loans.

8. Delayed occupancy

Typically, a delayed occupancy results from property repairs or home improvements. If extensive changes are being made to the property that prevent you from occupying it while the work is being completed, your occupancy requirements will be considered “delayed.” However, you must certify that you intend to occupy the property as soon as the work is completed.

Military Benefits: After Divorce

Military spouses determining their military benefits after divorce face a complex process of understanding both civil code and military regulations.  It is best for spouses to familiarize themselves with these matters before getting divorced, if possible, and to seek legal counsel for assistance.

Survivor Benefit Plan (SBP)

A former spouse can be designated as a Survivor Benefit Plan beneficiary which is typically decided by the divorcing couple or more commonly through a state court of law.  The former spouse must elect for “former spouse coverage” from the appropriate military finance center within 1 year of the divorce.  Remarriage before age 55 terminates SBP unless the second marriage is dissolved through divorce or death.

Separation

All family members retain I.D. privileges, TRICARE, Post Exchange and commissary benefits during a separation.  If the service member is receiving BAH (Basic Allowance Housing) the spouse may be entitled to financial support.

Health Benefits 20/20/20 Rule

Under the 20/20/20 rule, former spouses are eligible to continue their medical coverage under TRICARE if they following are true:

  • Been married at least 20 years
  • The Military member has at least 20 years of service
  • The marriage and the military service overlapped at least 20 years
  • The former spouse has not remarried
  • The former spouse did not enroll in an employee sponsored health plan

Health Benefits 20/20/15 Rule

If there only 15 years of overlap between the marriage and military service the former spouse may receive up to 1 year of TRICARE coverage.  Remarriage terminates these medical benefits.

Health Benefits – Unremarried Former Military Spouses – No Length of Time Required

For military spouses who do not qualify above there is the DOD Continued Health Care Benefit (CHCBP) Program.  This is a premium based temporary health care coverage program that can be applied for within 60 days after the loss of military benefits and coverage retained for up to 36 months.

Post Exchange and Commissary Benefits

Former spouses that qualify under the 20/20/20 rule will continue to receive Post Exchange and commissary benefits.

Children

Any child who is a legal dependent to the service member after divorce will retain full military benefits until age 22 or marriage.

Free Legal Assistance

Going through a divorce is a complex topic and legal representation is often times needed in order to have someone advocate on your behalf.   The military provides free legal assistance in many matters including divorce or even separation.  Unfortunately, Veterans are not eligible for these services.  Most groups that are eligible include active duty, reservists, retirees and military dependents, including military spouses.

Legal assistance offices are available on almost every base, camp, installation or ship.  Check your local military directory to inquire about these services.

Military I.D.

Only former spouses that qualify under the 20/20/20 rule can retain their military I.D.  All other former spouses can no longer use their military ID.  They can still keep it for keepsake purposes are as photo identification.

Military Retired Pay

The 1982 Uni­formed Ser­vices For­mer Spouse Pro­tec­tion Act (USFSPA) allows mil­i­tary retirement to be divided as mar­i­tal prop­erty dur­ing a divorce decree.  This does not give the pay to a former spouse but rather permits the courts to treat military retired pay as disposable and state law will determine how it is divided.