Category Archives: Your benefits

The Budget is a Game of ‘Survivor’ for Military Families

Spouse Summit 2014 3“Why are we cannibalizing ourselves?”

As I looked around the table at Military.com’s Spouse Summit, I found myself in a heated discussion with eight courageous, committed spouses, including a Military Spouse of the Year who cares for her husband who has a traumatic brain injury, a woman who works for the Department of Veterans Affairs, and another one who created an online blogging community for military spouses.

Our mission was simple – or was it? Rank 15 military family benefits from most important to least, cutting the 5 that we deem least important altogether.

My table was all women whose spouses have 6-10 years of service. The caregiver spouse voiced her desperation to keep non-medical counseling and other family service programs that have helped to guide her family. Some were ready to cut the Post-9/11 GI Bill for spouses and kids, while others thought it was more important than Basic Housing Allowance (BAH).

spouse summit 2014 2Across the room, a senior spouse questioned our desire to help pay for our kids’ college education, “How many of us paid for college ourselves?”

Most people raised their hands.

Though every cut hurts, it’s the slash after slash that leaves us bleeding. Whether I prioritize Commissary benefits over guaranteed pay raises or retirement benefits… it all comes out of the same place: our pockets.

“Why aren’t other government agencies doing this same thing? Having this same discussion?”

Are employees of the Treasury or the Federal Trade Commission having roundtable discussions about what benefits they’re willing to sacrifice to balancing the budget? Are they facing cuts at all?

Why does it feel like we’re on an island all alone, left to ration what little we have left? Why are we always putting ourselves on the chopping block?

What benefits do you think are most important? Share them with us in the comments or go a step farther – write to the Military Compensation and Retirement Modernization Commission (MCRMC) and tell them your story!

shannonPosted by Shannon Sebastian, Online Engagement Manager

Captains and Majors: Here’s Your Pink Slip

soldier-on-ledgeEven though I’ve been tracking the Army drawdown as part of my role here at the Association, it still came as a shock when I realized that my family would be affected. I was at work one day when I read an announcement regarding the Captain/Major Involuntary Separation Boards scheduled for this spring. I emailed my husband to ask if anyone we knew was affected. Thirty seconds later the phone rang. It was my husband. “Karen,” he said, “That’s us. My year group is going before the board.”

We remain a Nation at war.

I think my disconnect stems from the fact that our Army community is still so immersed in the war. One of our friends just returned from his fifth deployment. After spending over 5 years in Iraq and Afghanistan, he’ll be going before the board in April. Another is deploying to Afghanistan this spring. His wife was in tears at his promotion ceremony as guests discussed his impending departure. Just a few weeks ago, my own husband came home and informed me that his group had been hit with several WIAS (Worldwide Individual Augmentation System) taskers, meaning another potential deployment for him.

On some level I understood a drawdown was inevitable, but I guess I never expected to be simultaneously worried about a deployment to Afghanistan and a pink slip because my husband’s service is no longer needed.

One of my biggest concerns is how we are going to continue to meet the challenges of Army life with this additional level of uncertainty. This is not the sort of job you can do with one foot out the door. My husband’s Army career, including 3 deployments and 5 PCS moves, has required 100% commitment not only from him, but from our entire family. It is hard for me to imagine tackling similar challenges in the future while also preparing for the possibility of being shown the door.

After adjusting to the shock, I did what I always do when I’m anxious. I kicked into high research gear. I compiled all the information that we’ve received and briefed our volunteers at Fort Leavenworth, a post with a high population of majors attending Command and General Staff College (CGSC.)

Here is what we know:

  • Almost 19,000 Army Captains and Majors will be screened for separation and early retirement boards this spring. The boards could select up to 20% (3,800) of the considered population for involuntary separation.
  • Officers subject to these boards are Army Competitive Category Captains in year groups 2006, 2007, and 2008 and Majors in year groups 1999, 2000, 2001, 2002, and 2003.
  • The Officer Separation Board (OSB) will screen officers with fewer than 18 years of active federal service (AFS). The Enhanced Selective Early Retirement Board (E-SERB) will screen officers with 18 or more years AFS.
  • Officers selected for separation by the E-SERB will be allowed to serve their 20 years, earning them full retirement benefits.
  • Those selected for separation by the OSB are eligible for involuntary separation pay, provided they have at least 6 years AFS.
  • Selected officers with at least 15 years AFS on the date of their separation are also eligible to request consideration for early retirement under the Temporary Early Retirement Authority (TERA). It will be the officer’s choice to select separation pay or TERA. Please note TERA is discretionary, not an entitlement.
  • The boards convene in April/May of 2014.
  • Decisions are expected to be released in August 2014.
  • There will be no “re-look” or “standby” boards, and a very limited appeals process.
  • Actual separation will occur no earlier than the 1st day of the 9th month following release of the boards’ results (e.g., if the results are released in August 2014, separation will occur in May 2015)
  • Officers in the Integrated Disability Evaluation System (IDES) will be considered by the boards. If selected, the separation date will be determined on a case by case basis.
  • Officers with non-statutory Active Duty Service Obligations (ADSOs) incurred for military schooling, PCS, etc. will be considered by the board. If selected for separation, the non-statutory ADSO will be waived.
  • Officers with statutory ADSOs (e.g., Tuition Assistance, Advanced Civil Schooling, Critical Skills Retention Bonus) will be considered by the board. If selected for separation, the ADSO will be waived and the officer will not be required to repay any unearned portion of the pay or benefit received. As a condition of receiving separation pay, officers who have a statutory ADSO waived must serve in the Ready Reserve for three years.
  • Selection for separation will have no impact on GI Bill benefits for the officer’s own use. In addition, members who transferred benefits to dependents prior to selection will retain their transfer and not face recoupment if they agree to serve until the mandatory separation date.

Captains and Majors in the affected year groups are encouraged to have their photos updated and to scrub their board files. They should receive guidance from their chain of command in terms of reviewing their official record and preparing it for the board.

Is your family concerned about involuntary separation and drawdowns? Please share your questions and concerns.

karen-rPosted by Karen Ruedisueli, Government Relations Deputy Director

Who Gives a Crap About the Commissary?

sailors-at-commissary

With all the different things on the budget’s chopping block, who gives a crap about the commissary? It’s a legitimate question we hear a lot these days coming from people in social media, discussion boards, and news articles. There are so many things to be mad about right now, why worry about a grocery store? Who gives a crap??

And that’s where the misunderstanding begins. The commissary is not a normal grocery store. It’s subsidized with money from the Department of Defense (DoD) budget; 60 percent of its employees are veterans or military family members; and it saves military families an average of 30 percent compared with an average grocery store (yes, even those big box stores and dollar stores).

The commissary is one of the few operations on a military installation that provides more benefit than it costs the government. While costs of supporting the wars, the cost of health care, and just about everything else has gone up, the cost of the commissary has stayed the same. The stats show that for every $1 of taxpayer dollars, the commissary provides more than $2 worth of savings to military family shoppers. A family of four that shops at the commissary regularly saves an average of $4,500 a year. That seems like something to give a crap about, don’t you think?

No one joins the military to get rich. We know our list of sacrifices includes separations, moves, the fear involved in sending a loved one off to war, and (of course) money. We earn certain benefits to help ease the burdens of military life, and one of those is the commissary. That benefit is especially important today because of this year’s active duty pay raise that is lower than average private sector raises.

The commissary made my life richer without giving me a handout.

Do you know how much cheaper certain name brand pints of ice cream are at the commissary? Those pints got me through some rough times. I give a crap about the commissary because I am grateful that when we were a newly married couple, barely paying our bills, I could splurge on that pint of ice cream because I saved on everything else there. I care because that 30% helped us when we were trying to build a savings in preparation for transition. I care because almost every bagger knew exactly what I was going through during deployments and made being new a little easier.

Here’s something you may not know: the commissary saves military families more money than it gets from the taxpayers. I mentioned the double return on taxpayer dollars above, but let’s flesh it out. If the commissary goes away, the money goes back in the DoD wallet. The taxpayer pays the same amount, but your 30% savings is gone and the jobs it provided go away, too. Effectively, those who shopped at the commissary get a big pay cut and veterans, military family members, and others are unemployed.

Enough is enough… it’s time to give a crap.

We should all care about the commissary. Even if you don’t use it, even if you don’t think you need it… someone you know, who is sacrificing or has sacrificed, does use it and does need it. In fact, you can help them by using the commissary, too, because that builds better commissaries, increases their return to the military community in employment, infrastructure, and service and builds a case for making sure that they endure. We should all give a crap.

Shannon-SebastianPosted by Shannon Sebastian, Online Engagement Manager

FAQ Series: Affordable Care Act and TRICARE – Dental, Vision, Breast Pumps

tricare-patientWith the roll-out of the Affordable Care Act (ACA), many TRICARE beneficiaries have questions about specific ACA provisions and whether those provisions will impact TRICARE. Specifically, military families have contacted us with questions about dental, pediatric vision coverage, and breast pumps for new moms.

General Information
The ACA defines “10 essential health benefits.” All insurance plans sold to individuals and small businesses (e.g., those sold on the exchanges) will have to cover items and services in the “10 essential health benefits” categories. Self-insured employers (large employers such as Apple, Home Depot, Yahoo, etc. who choose to pay claims from their own money vs. purchase a typical insurance policy for their employees) are exempt from the essential benefit requirement. More than half of Americans who have health insurance provided by their employers are in self-insured health benefit plans. Additionally, most large employer plans already cover most of the 10 broad essential benefits categories.

The ACA also requires most health plans to cover preventative services at no cost to the patient.

The ACA requires dental coverage for children. How does this compare to TRICARE?
Pediatric dental coverage is one of the ACA’s “10 essential health benefits.” The ACA gives states wide latitude to decide what specific “essential benefits” insurers must offer in their policies. According to the American Dental Association, most states will require plans to provide an adequate array of dental services (Utah is the only state to offer only preventative services).

TRICARE offers three dental programs for service members and military families: the TRICARE Dental Program, the TRICARE Retiree Dental Program, and the TRICARE Active Duty Dental Program. The dental programs offer coverage to active duty service members and their families, Guard and Reserve members (activated or not) and their families, retirees and their families, and surviving spouses and their children. TRICARE’s dental programs already cover children and the services included in the ACA mandated pediatric dental plans.

The ACA requires pediatric vision coverage. How does this compare to TRICARE?
Pediatric vision coverage is one of the “10 essential health benefits” the ACA requires. However, there is limited information on the healthcare.gov website regarding vision benefit specifics. According to the American Academy of Ophthalmology, individual and small group health insurance plans (such as those sold on the exchanges) will be required to include full coverage of childhood comprehensive eye exams and glasses or contact lenses for vision correction.

TRICARE offers coverage for routine eye exams for both children and adults. They will also cover treatment for medical conditions of the eye. TRICARE does not, however, cover contact lenses or eyeglasses for vision correction except under very limited circumstances. Visit the TRICARE website to read their Vision Benefits Fact Sheet (located on the right side of the page under “Related Downloads”) for details.

The ACA requires insurance plans to cover breast pump rental or provide breast pumps for new moms. How does this compare to TRICARE?
The ACA requires most health plans to cover preventative health services specifically for women, including breastfeeding comprehensive support and counseling. As part of breastfeeding support, the ACA requires insurers to cover breast pumps. However, plans that are grandfathered are exempt from this requirement.

TRICARE will only cover a breast pump if the baby is premature and meets certain criteria.

Will TRICARE’s coverage change to include these additional benefits the ACA requires?
TRICARE operates completely independently of the ACA which is concerned only with commercial insurers. Since TRICARE is not a health insurance policy or company, but a federal health benefits program, it is not subject to the laws that govern the insurance industry either at the federal or state level. As such, TRICARE is not required to adhere to the provisions in the ACA.

This does not mean that TRICARE will never change policy to enhance coverage. For example, to bring TRICARE in line with the ACA provision extending parents’ health insurance to their children up to age 26, the FY11 National Defense Authorization Act gave the Defense Department the authority to extend TRICARE coverage to young adults. Something similar would be required to provide pediatric vision and breast pump coverage to TRICARE beneficiaries, but no legislation or policy changes regarding these benefits have been introduced to date.

Do you have additional questions about how the ACA provisions impact TRICARE? Post a comment or send us an email at info@militaryfamily.org.

Posted by Karen Ruedisueli and Katie Savant, Government Relations Department

Currently Serving and Retirees – Pay Cuts Affect Us All

Balance-Budget-on-Backs-(2)With the proposed Ryan-Murray budget deal being voted on this week, military retirees are being urged to let their Congressional Members know how the Cost-of-Living-Adjustments (COLA) cap on military retired pay will adversely affect them over the course of their retirement. But this is only one part of the Congressional attack on compensation aimed at both the currently-serving and retirees.

Let’s not forget that the other deal announced recently — the National Defense Authorization Act for Fiscal Year 2014 (NDAA) — inflicts some pay pain on those currently-serving, which will translate to more pain when they retire. Our active duty service members should be getting a 1.8 percent pay raise, but the NDAA provides only a 1 percent raise.

And, oh by the way, in 2014, retirees will receive their full 1.7 percent COLA. The phase-in of the reduction in the COLA for retirees ages 62 and under, called for in the budget bill, doesn’t start until 2015 and will happen over 3 years. Projections on active duty pay call for smaller raises than the civilian wage increase during that time. So even if the phase-in of the reduced retired pay goes into effect, those currently serving will probably receive a few smaller pay increases than retirees. And remember, smaller active duty pay raises translate into lower retiree pay when that active duty member retires.

Congressional decisions are spreading the pain to all military people in a way disproportionate to the rest of the Nation. We firmly believe the changes in pay and retirement should not have been done piecemeal by Congress without waiting for the recommendations of the Military Compensation and Retirement Modernization Commission, established to study compensation and retirement.

We can’t talk about the harm to one group of our community without talking about the damage long term to the folks serving now if they’re denied the pay raises equal to civilian wage growth. The families of our future retirees are getting a double whammy–one punch is the lower pay raise now and the other is the lower retiree COLAs in the future. At least there will be a catch-up for the retirees when they turn 62. There’s no catch-up on active duty pay losses.

Let’s make our leaders understand the effects these deals AND continued sequestration are having on all military people.

Let Congress know that budgets should not be balanced on the backs of those who have already given so much. Despite the urgency on the budget bill, we need to focus on the effects to entire life cycle of service – from currently serving to retired. Write your Members of Congress and let them know how you feel.

And, on another note, with these hits to military families’ wallets, commissary savings become even more important! We continue to urge the Department of Defense to preserve the commissary system and the savings it provides.

How Are Military Families Doing? What Researchers Are Discovering.Posted by Joyce Wessel Raezer, Executive Director

What Do You Say About Military Pay…in Two Minutes?

moneyI’ve been invited to provide a military family perspective today at a hearing of the Military Compensation and Retirement Modernization Commission (MCRMC).

Yes, even the acronym for this Congressionally-created group of experts is a mouthful! And its task is broad. The commission is charged with looking not just at military pay and retirement, but everything that affects service members and their families: health care; family support programs; education assistance to service members and families; tax implications of military pay; military family housing; commissaries and exchanges; and Morale, Welfare, and Recreation Programs.

The Commission must accomplish its mission within 15 months. Its recommendations, if approved by Congress, may have a far-reaching impact on the future force. But, it’s important to note that the law creating the Commission says no retirement changes will apply to current military retirees and anyone who joins the military before Congress enacts any of the changes recommended by the Commission.

Even though retirement changes recommended by the Commission may not affect today’s military families, other proposals could. The scope of what the Commission is supposed to study is so vast, but those testifying at the hearing are given only two minutes to sum up what’s important to military families before the question and answer period starts.

Here’s what I’m saying on behalf of the National Military Family Association:

  • The choice to serve our Nation in the uniform of the Army, Navy, Marine Corps, Air Force, Coast Guard, or in the Commissioned Corps of the Public Health Service or National Oceanic and Atmospheric Administration, isn’t just another job for the service member or the family. And, it shouldn’t be regarded as just another job when our Nation’s leaders consider how those service members should be compensated.
  • Who makes up today’s military force can give clues about who might be recruited for the force of the future. In order to determine what will be needed to recruit and retain the best possible force of the future, those looking to change the compensation system to meet the needs of the future should learn as much as possible about the military families of today. Look at all the data available, not just on what today’s military families say they need but on what the demographic trends in our Nation at large tell us about the people who might become tomorrow’s military families.
  • If we’ve learned nothing else in the past dozen years it’s that keeping families strong and ready is essential to the readiness of service members and their ability to focus on, and perform, their mission. Programs and services used to enhance the readiness of families help ease the transitions they face. Those programs and services also provide support when the challenges of military life threaten to overwhelm them, and are not and MUST NOT EVER BE considered part of the service member’s compensation package. They are a cost of doing business.
  • Given all the unpredictable things that are a part of military life—frequent moves, deployments to dangerous places, family separations, and upheavals to spouses’ careers and military children’s education, military families value whatever predictability is possible. They want to know what support resources will be available when they move or their service member deploys. They want to know they can access quality health care when they need it. They want to be assured there are community resources available to enhance their quality of life wherever the military sends them. They want assurance that their kids’ education won’t suffer because of the service member’s choice of career. They want clear expectations about what they must learn and do to be ready to handle the unpredictable. They want to know what to expect in retirement should they make the decision to make the military a career. They want to know that both monetary and community support will be available to them should their service member be injured or wounded or if they should die in service to our Nation.
  • The military, as an employer, must acknowledge its “employees’” need for predictability, and balance that need with the flexibility it must have to shape the force of the future and ensure it has the right skill and experience mix to meet new challenges to our Nation’s security.
  • The military, as an employer and because of the nature of how it does business, has a unique responsibility to ensure the community in which military families live and work has the systems necessary to enhance quality of life. The military community is not just a place of work; it is also a place of support that enhances the readiness of service members and families.

And lastly, military families need to believe that the Nation they serve values their service. Even though it may be difficult to put a dollar and cents value on what might be appropriate compensation for the work performed, the sacrifices made, the skills gained, and the lives disrupted, families want to know both the tangibles and intangibles are weighed in our leaders’ decisions about military pay, benefits, and quality of life programs in their communities.

My two minutes are up.

What would you say about military pay?

How Are Military Families Doing? What Researchers Are Discovering.Posted by Joyce Wessel Raezer, Executive Director

Preparing to Return to Civilian Life: A spouse’s perspective

crossroads-sign2With small budgets and shifting priorities, the mission for the U.S. military is changing. An estimated 123,900 service members will leave the Services within the next five years. Some folks signed up for one tour and only intended to stay in for that enlistment. Others joined knowing they wanted to make this a career. Regardless of the reasons for separating from the military, a significant number of current service members will not make the military a career.

When I read articles about downsizing, I immediately think about how this would impact our family; specifically what happens to our pay and benefits. Any entitlement to pay and benefits after your service member leaves the service will depend on the circumstances of separation.

For example, if the service member retires; he or she is eligible for retirement benefits. Unfortunately, most folks who are separating due to the drawdown are not eligible for retirement benefits. If you fall into the later category, here are some tips to help you prepare for life outside the gates:

Pay: This is a big one. You and your service member will need to decide how you will earn an income. It may be helpful to consider the following:

  • Your taxable and nontaxable income (i.e. allowances such as a housing allowance (BAH) are not taxable)
  • Your current and estimated expenses (i.e. if you are living on the installation now and will move back to your home town, check out the local rental rates, property values, utility costs, etc.)
  • The cost of living in your projected job market
  • Your estimated income needed to meet or exceed your current standard of living

Health Care: Health care is the largest non-monetary part of the service member’s benefit package. While the service member may be eligible for service-connect health care for life through the Department of Veterans Affairs (VA), your family generally loses coverage once the service member separates from the Service.

You may be able to receive health care coverage in the individual market, a health care exchange, or through an employer’s plan. Your family may be eligible to participate in TRICARE’s Transitional Assistance Management Program for 180 days of premium-free transitional health care benefits after regular TRICARE benefits end. After this coverage ends, your family may be eligible for the Continued Health Care Benefit Program (CHCBP).

CHCBP is a premium-based program offering temporary transitional heath coverage from 18-36 months after TRICARE eligibility ends. A family premium for 2013 is $2,555 per quarter.

Life Insurance: Whether you are separating from military service or retiring, you will need to decide what to do with your Servicemembers’ Group Life Insurance (SGLI) coverage. SGLI stays with you for an additional 120 days after you leave the service, and then it stops for good. You need to decide to either take Veterans’ Group Life Insurance (VGLI) or get your own individual life insurance.

For those who sustained injury or have chronic conditions, it is imperative to look at whether or not outside insurers will cover you. You can convert to VGLI in the specified time period without proof of good health. After that time period, you will have to prove you are in good health.

Keep in mind that Family Servicemember’s Group Life Insurance (FSGLI) provides coverage for your spouse and children. It may be converted to an individual policy, but not to VGLI. Companies listed on the VA website will convert spouse health coverage without proof of good health during a specified time period.

Ancillary benefits: Ancillary benefits may include the Commissary, Exchange, reduced child care fees, or discounts in your local community – all part of the overall military lifestyle and some elements of the military compensation package.

In most cases, you will not be able to continue to access these privileges; however, some communities may provide benefits for veterans. It is recommended you ask each establishment to determine what type of documentation you need to show if you are eligible to participate. You may find there is another type of discount, such as a community membership, for folks who live in a specific neighborhood, which is available to you instead of a military discount.

This is the first of a blog series discussing transition from military life to civilian life. What other transition topics would you like to see? Leave a comment below!

KatiePosted by Katie Savant, Government Relations Information Manager

Same-Sex Spouses: Welcome!

same-sex-military-coupleIt’s been over a month since same-sex spouses could register in the Defense Enrollment Eligibility Reporting System (DEERS) and receive a brand-new military family member ID and all the benefits it encompasses.

We have heard of the overwhelming welcome that these just-recognized military spouses have received. We have also heard of their pride in their new-found recognition as a military spouse.

In case you haven’t heard, once a spouse is enrolled in DEERS, he or she is eligible for the whole array of military benefits.

The most important benefits to most service members and their spouses are:

  • Military Family Member Identification Card
  • TRICARE health care coverage
  • Dependent-rate housing allowance
  • Eligibility for the family separation allowance
  • Ability to move off base to live with a spouse
  • Command-sponsored visas
  • Access to military installations and facilities, including: commissaries, exchanges, and Morale, Welfare and Recreation (MWR) centers; Family Center programs
  • Joint Duty Assignments
  • Access to legal assistance

The spouses of service members may also invoke the protections of the Servicemembers Civil Relief Act (SCRA), which provides certain protections from civil actions against service members who are called to active duty.

While military affiliated same-sex married couples are protected under Federal law, there are some states that don’t recognize same-sex marriage and may create stumbling blocks in accessing state benefits or services.

A recent example includes the refusal of National Guard armories in Texas, Oklahoma, Louisiana, and Mississippi to issue military ID cards to same-sex spouses because same-sex marriages are illegal in those states.

You should also check on other state legal requirements such as those associated with adopting biological children, or limitations to joint home-ownership. There may also be problems with accompanied assignments to countries where homosexuality is illegal.

The information landscape is in a state of constant change so check back with our website, and the Military Partners and Families Coalition, for updates.

New military spouses – welcome! Consider this your symbolic swat with the saber. And know that we are here to provide you and your military family the same helpful information and resources that we have been offering to all military families for more than 40 years.

kathyPosted by Kathleen Moakler, Government Relations Director

Get the Facts on the 2013 Government Shutdown

do-not-disturb-congress

Our Association has been tirelessly demanding Congress does its job. As part of our #EndSequestration campaign, we stormed Capitol Hill and took your concerns to the ears of our Nation’s lawmakers.

At 12:00am on October 1, 2013, those very same lawmakers shut it down.

No deal. The government shut down.

What does this mean for you and your military family?

Our Association is bringing all the facts to you on our website. While information is always changing, and new information is coming to the surface, we are working around the clock to make sure your questions, comments, Facebook messages, and tweets are answered!

If you want to know how the government shutdown will affect you, and get the most up-to-date information, visit our government shutdown page or join in the conversation on our Facebook page.

Suicide Prevention Month: Listen, Respect, Share

marine-ceremony-flagRecently, I enjoyed a weekend getaway with my husband. We wandered in and out of beach front shops, miles away from a military base. It was nice to have a chance to be together and enjoy the beach scenery.

My husband and I were surprised when a local shop owner shared a very personal story with us. After exchanging pleasantries, she asked if my husband was in the military (his haircut gives it away). She also inquired where he was stationed and how long we had been assigned to this location. Her daughter’s family recently moved away from this particular location.

She shared with us that her son-in-law, an Army veteran, committed suicide. He was being treated for Post-Traumatic Stress Disorder (PTSD). She was trying to grapple with her new feelings and offer support to her grieving daughter and grandchild.

After sharing our condolences, my husband and I both wanted to offer resources to help this anguished family. Before I rattled off a list of resources, I realized I need to step back and listen to the person speaking to me, respect what she was sharing with me, and share resources if she was agreeable to accepting information.

If you find yourself in a situation similar to mine, here are some suggestions:

Listen: Really listen. Try to understand what the person is communicating. Try not to think of a solution or offer a resource right away.

Respect: Respect that the person feels safe enough to share this information with you. Understand your boundaries and your comfort level.

Share: Is the person able to receive information? Do you have resources available? If not, and you are comfortable, exchange contact information and ask a professional for help.

I am not a counselor. I am not a medical expert. But, I am an involved military spouse. I was thankful I had read recent articles about the Military Crisis Line and Veterans Crisis Line.  Additionally, the National Suicide Prevention Lifeline provides 24/7 support to those in crisis across the nation.

If you or someone you know has contemplated suicide, seek the support you need. The military and your local community provide a wide array of available programs for preventive care and support.

KatiePosted by Katie Savant, Government Relations Information Manager