The new allowance is called the Families Subsistence Supplemental Allowance (FSSA). The new system is more inclusive and takes into account those serving overseas where food stamps have not previously been available, as the system is calculated by combined income and household size, and not whether the family is already in receipt of food stamps.

The level of cash received by families is set at 130 percent of the national federal poverty line and food stamps are effectively cashed in. The allowance is set not to exceed $500 a month.

The allowance is non-taxable and can be applied for simply by filling in a form and submitting it to the commander. The form can even be completed online and e-mailed. Once the commander approves an application they may require an applicant to attend a financial management class just to improve their knowledge of how best to manage their personal finances.

Food stamps are affected with an applicant being in receipt of military allowances, as this counts as actual income. So food stamps are likely to be reduced. Other allowances that may be affected are infant and child program allowances, income-based day care programs, and the subsidized school lunch program.

Despite any complexity in the system or potential benefit reductions because of military allowances, the food stamp program is an important and worthwhile option for those military families that need the assistance.

It is also good to know that during your service there is no payroll deduction for contribution to unemployment benefits when you leave. The cost is covered by the government.

If you do receive separation pay, then your unemployment compensation may be affected as a result. Retirees will almost certainly receive a reduced rate and possibly even no unemployment pay if they are in receipt of separation compensation.

The unemployment office of each state handles state benefits and the rates vary from state to state, so there is no generic answer as to the amounts of entitlement you may have. The nearest unemployment office will be listed in your telephone directory.

You can also receive information assistance from the National Military Families Association (NMFA) which is the only organization that is solely focused on the military family and its members. They are real experts in helping serving and ex-serving Armed Forces members and their families.

One area that the NMFA specializes in is helping spouses find benefit and employment as they have to suffer moves at the call of their military partner; they may not be able to get a job of their choice and may have to settle for whatever can pay the bills.

Another organization that assists military families is the Military Spouses Career Network. The network has carried out widespread research into the effects of moving every few years, and examined the benefits that are open to both the spouse and the military member should they be left unemployed by the Armed Forces, directly or indirectly.

Over the past 20 years, there have been many changes to the military retirement pay system and the government is dedicated to reviewing the system all the time so that the military gets the best deal. Here are some of the most recent changes.

Payment Cap Now Lifted
There used to be a cap on the maximum percentage of the retired pay base up to 30 years, but this has now been lifted. So if you serve 32 years you will receive 80 percent and if you serve 42 years it will be 105 percent of the retired base pay.

• Cap Lift Exclusions: there are always exceptions, and if you have retired because of disability then the law still maintains a payment cap of 75 percent.
• If, in the case of the Army and Air Force, you have been cited for Extraordinary Heroism then there is a cap of 75 percent on the computation. This is a legacy rule from the before the regulatory changes and it simply has not been changed. This cap is offset though by an additional payment benefit only available to those cited for Extraordinary Heroism, such as the monthly benefits paid to Purple Heart recipients.

Determine your rate
If you entered the service prior to September 1980, then you are eligible for the Final Payment scheme (the last pay rate you held prior to retirement). If you entered service between September 8th and August 1986, your rate is determined through the High 36 system. And finally, if you entered service after August 1986, you can choose between the High 36 or the Career Status Bonus/REDUX programs. If you can’t or don’t choose, then you will automatically be placed on the High 36 retirement pay system.

Regardless of which military retirement pay system you fall under, the benefits offered for military retirement remain among the best available retirement systems, and is truly an award for your long years of service to the country.

Protection
The original SSCRA has in fact remained largely unchanged from its 1940 version, but much of the language has been clarified to make it easier to comprehend. The intention of the Act was to provide certain protections to servicemen and women, such as:

• Staying court hearings under certain circumstances.
• Reducing interest rates to 6% on pre-service loans and obligations.
• Requiring court action before a service member’s family can be evicted from their property for non-payment of rent, but only if the monthly rent is less than $1200.
• Allowing termination without penalty of a pre-service residential lease.
• Allowing service members to retain their state taxation status for their state of residence despite possible military relocation to other states.
• A new provision allowing the termination of automobile leases for use by the service members and their dependants. Pre-service automobile leases may be cancelled if service members are called to active duty for a period of 180 days or more.

There are many other provisions that can be found in detail by reviewing the full Act on the internet. The bottom line is that not much has changed. The purpose of the Act is to help and protect those who are called up to active duty by providing cost savings and legislative exemptions to assist and minimize the inconveniences that can be caused by an active duty call up. These assisting measures are not only available to full-time servicemen and women. They are also, to a certain degree, available to Reservists called up for active duty service.

“This is going to have a positive impact on our Air Force families,” said Senior Master Sgt. Rhonda Britt, the Directorate of Personnel Services Special Programs superintendent. “By giving our new dads more time to bond with mom and baby, we’re building a stronger Air Force family.”

Paternity leave, which may be authorized in conjunction with ordinary leave, must be taken on consecutive days and within 60 days following the birth of the baby. For extraordinary circumstances, commanders may authorize paternity leave up to a maximum of 90 days following the baby’s birth.

As with any administrative absence, the commander may disapprove paternity leave when it would have an adverse impact on the readiness or operational mission of the unit.

For more information, call your military personnel section or the Air Force Contact Center at 800-616-3775.

“My wife is scheduled to have a C-section, which is a major surgery. She’s going to need the time to recover and shouldn’t have to worry about anything but healing during that time,” he said.

Lujan said he’ll adjust to a new routine during his paternity leave but feels it is important for him to help out during the critical first days after the birth of a new child.

Lujan said his wife usually takes the kids to school and picks them up from child care, but it’s a job he’ll assume during his leave.

“I’ll also be doing the cooking, cleaning and laundry, and helping to care for the newborn,” he said. “It’s only fair.”

Lujan’s wife, First Class Petty Officer Monico Lujan, an active-duty hospital corpsman, said she’s excited about the new paternity policy and said it makes her feel more committed to the Navy.

“The leave will really help us because we won’t have family around to help,” she said explaining that the nearest relative lives in Texas and will not be able to get time off from work to visit.

“But I think it’s great because the Navy asks a lot of Sailors, and so it’s like they are looking out for us.”

The Navy, which is committed to becoming one of the top 50 employers in the nation and attracting the best talent possible, designed the progressive paternity leave policy after considering the changing perspectives of work and family needs in the Navy. These perspectives include a desire for more family time.

The Lujans are only one of several military families excited about the new paternity leave policy. The popularity of the new benefit among fathers demonstrates the priority both male and female Sailors place on striking a healthy balance between work and family.

“We’re pleased to be able to offer this highly-valued benefit,” said Capt. Ken Barrett, head of Task Force Life Work, which helped spearhead the paternity leave policy. “Addressing life/work needs for our Sailors is a top priority. The ability for new dads to bond with a new baby or help mom at home is important to building healthy families and is a big priority for our Navy.”

2009 Commissioned Officer Pay Tables

2009 Warrant Officer Pay Tables

2009 Enlisted Pay Tables

These tables describe basic pay, which is only one of three elements of military compensation.

The data in these tables is current as of the most recent defense authorization (January 1, 2009).

2009 Officer Pay (Over 30 Years of Service)

2009 Officer Pay (16-30 Years of Service)

2009 Officer Pay (Up to 16 Years of Service)

2009 Officer Pay (With >4 Years Prior Enlisted Service)

You might also be interested in viewing the pay tables for enlisted servicemembers and warrant officers.

2009 Warrant Officer Pay (Up to 16 Years of Service)

2009 Warrant Officer Pay (16-30 Years of Service)

2009 Warrant Officer Pay (Over 30 Years of Service)

You might also be interested in viewing the pay tables for enlisted servicemembers and commissioned officers.

The data in these tables is current as of the most recent defense authorization (January 1, 2009).

2009 Enlisted Pay (Up to 16 Years of Service)

2009 Enlisted Pay (16-30 Years of Service)

2009 Enlisted Pay (Over 30 Years of Service)

You might also be interested in viewing the pay tables for commissioned officers and warrant officers.