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One of the most important processes that you have to do without delay is getting evaluated for any service-connected injuries so that a determination is made on if you will receive any disability benefits. You must visit your Disabled American Veterans (DAV) local chapter to get your medical and dental record evaluated before going to a Disabled Transition Assistance Program (DTAP) workshop. The DTAP workshop provides individuals transitioning additional information about disability benefits and vocational guidance (U.S. Department of Labor, 2002, p. 156). Your medical and dental record will be given to a Veterans Affair (VA) representative at the conclusion of the workshop. You will receive a package, phone call, or e-mail from the VA requesting that you set up a physical with a VA contracted doctor. The physical will be given and based on the findings, a disability rating will or will not be awarded.

Dr. Cephas Archie is the Diversity & Inclusion Program Coordinator for Houston Community College (HCC), where he assists in the implementation of the colleges 7 + campus Diversity & Inclusion Plan. Collaboratively working with all institutional stakeholders – both internal and external, Dr. Archie spearheads the institution’s diversity and inclusion efforts for the near 81,000 students, faculty and staff. As an employee of the Office of Institutional Equity at HCC, his efforts are accompanied by the college’s Diversity & Inclusion Council.

Our service is 97% accurate, providing the best in breedstandard for measuring verifications and endorsed by thousands of satisfied customers. > Usually they are not. Some exceptions apply. For instance, reservists who are eligible for retired pay are also eligible for burial benefits. Reservists who No need for that! All you have to do is sign up and submit your list; we will handle the rest.

This is an AF initiative to meet a total reduction of 4,500 civilian positions, in response

Military personnel and their family members must participate in the DEERS which is the Defense Enrollment Eligibility Reporting System. It is a database of service members whether they are active duty or retired, their family members and other people who are eligible for military benefits and TRICARE. In order for military personnel to receive benefits they must have current registration in DEERS ("Tricare plans and," 2013). They can enroll online and keep everything up to date via the internet. Claims and reimbursement may also be made through multiple website affiliated with TRICARE.

The target of this paper is to explore the strategic diversity plan of the U.S. Department of Veterans Affairs ' (VA) with an end goal of supporting its efficacy. Accordingly, this paper organizes this exploration into three correlating sections, the first of which presents an overview of the Office of Diversity and Inclusion (ODI) within the VA. In addition, this area summarizes the VA diversity plan, created by the ODI. Next, the second exploration section outlines specific focus areas as defined in the Standard University Publication Best Practices for Managing Organizational Diversity (2007). The third and final segment offers a concluding synopsis of this analysis and proposes remedies for the gaps. In conjunction, this paper includes appendices which serve as informative supplements with relevant exhibits of the documents used in this research. First, appendix “A” contains the Diversity and Inclusion Strategic Plan FY 2012 – 2016, Diversity and Inclusion Strategic Quarterly Progress and Accomplishment Report Template – FY 2012, Diversity and Inclusion Annual Report – FY 2014, and the VA Strategic Plan FY 2014 – 2020. Second, appendix “B” includes the mission, vision, values and goals of the ODI, as well as an illustration of their organizational chart. Third, appendix “C” provides the Pew Research Center graphical data on the United States population. Fourth, appendix “D” consists of the veteran population graphical data from the National Center for Veterans

A study by the Palm Center, a research branch from the University of California Los Angeles Law School, conducted a study a year after the repeal of DADT. The research group wanted to discover what impacts the repeal has done to the military and according to their findings they concluded: (1) The repeal of DADT has had no overall negative impact on military readiness or its component dimensions, including cohesion, recruitment, retention, assaults, harassment or morale. (2) A comparison of 2011 pre-repeal and 2012 post-repeal survey data shows that service members reported the same level of military readiness after DADT repeal as before it. (3) Even in those units that included openly LGB service members, and that consequently should have been the most likely to experience a drop in cohesion as a result of repeal, cohesion did not decline after the new policy of open service was put into place. In fact, greater openness and honesty resulting from repeal seem to have promoted increased understanding, respect and acceptance. (4) Recruitment was unaffected by the repeal of DADT. In an era when enlistment standards are tightening, service-wide recruitment has remained robust. (5) Retention was unaffected by the repeal of DADT. There was no mass exodus of military members as a result of repeal, and there were only two verifiable resignations linked to the policy change, both military chaplains. Service members were as likely to say that they plan to re-enlist after DADT repeal as

Soldier must be eligible for reenlistment or extension per AR 140-111 (to include not exceeding the

Request your signature on the Sponsorship Exception to Policy. The Army has implemented sponsorship under a new system, Army Career Tracker (ACT). In some instances Advanced Individual Training (AIT) Soldiers will receive Permanent Change of Station (PCS) orders or amendments 30 days before graduation. In some instances the Soldier will not have an assigned sponsor in ACT before clearing installation. The Sponsorship Exception to Policy (ETP) will allow Soldiers to receive installation clearing papers before they have a confirmed sponsor within ACT.

Northrop Grumman clearly has made significant strides towards diversity and inclusion efforts with respect to the LGBT community and veterans. However, the data published with respect to the hiring and retention of women and people of color reveals there is room for improvement.

The issue of diversity in the Army is neither a recent development nor a modern-day societal impasse. The Army has faced this problem for a significant

Good morning, sir. IAW AR 40-501 the Soldier can ask their PCM for a temporary profile (TP) waving the 180 days profile. The PCM may or may not give the Soldier a TP depending on the assess of her condition. The TP will only permit the Soldier to be HT/WT, but limited from taking the APFT. The PCM should annotate this in his or her notes on the TP for you and Soldier that the decision to wave the 180 days profile for a TP has been approve.

DAY TO DAY PROTECTION AT WORK : Employees must try to ensure that service users, colleagues and visitors are not put at risk of infectious illness.

Some of the artifacts that define the NSWC PCD culture include the Annual Report Naval Surface Warfare Center, strategic plan, annual employee survey results and follow on actions, and display cases in lobbies of buildings across the base, lack of a formal dress code, and flexible schedules. The commands values can be seen in the verbiage in the artifacts, e.g. technical rigor, investing in people, equal opportunity. After the annual employee surveys are analyzed the CO and TD meet with each department to report the results of the survey and the action items the CO will take to address any problems identified. Special attention is always given to analysis of demographics and diversity in upward mobility trends. The first female department head took over the business support department four years ago. In 2014 there were four female department heads of the six departments. However, there is only one deputy department head at this time, and very few female division level managers. A total of only six division or branch head positons are held by women.

The Equal Opportunity (EO) is an important program to ensure fair treatment, justice, and equity for all people. This program frames and enhances a comprehensive effort to increase human’s potentials depending only on their eligibility, ability, and efficiency. Commanders and Noncommissioned Officers (NCOs) have a huge responsibility on their shoulders toward their units; they should provide a positive EO climate for their Soldiers. Because NCOs are the number one factor to create a successful positive equal opportunity environment, they should implement a positive environment and a healthy impartiality atmosphere within their unit.