Transition from Currently Serving to Retired Military and/or Non-Retiree Status When a wounded, ill, or injured, service member

transitions from active duty to medically retired, separated veteran, or retiree status, caregivers are faced with many confusing, interconnected programs that have a direct impact on the lifetime benefits and compensation of the service member. One of the most important things to remember during this transition is to ensure your service member is provided a complete copy of their medical records. The medical records are instrumental to providing a fully developed claim for VA compensation and benefits at discharge and if any disabilities worsen in the future. The following sections are designed to help caregivers navigate the various phases of the Integrated Disability Evaluation Systems critical processes the Medical and Physical Evaluation Boards as the service member moves (transitions) from active duty to veteran status. As you can see by the following diagram, the disability system can be overwhelming.

Service Specific Guides to the IDES Process Each service has developed specific guides to help caregivers and service members understand the IDES process. Theses guides give service specific timeframes and service specific information to assist families in the IDES process. The guides lists the rights that service
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members have and to whom a service member needs to direct specific questions at specific times. The guides can be located as follows: Army http://ampo.amedd.army.mil/Guidance/IDES%20GUIDE%20BOOK_FINAL.PDF Marines
http://www.hqmc.marines.mil/Portals/135/Docs/JAL/Overview%20IDES%209%20Apr%2012.pdf Navy http://www.public.navy.mil/asnmra/corb/PEB/Documents/IDES%20WEB.html

Medical Evaluation Board Process/Issues As the service members recovery phase reaches the final stages, the first step in any medical discharge process is the Medical Evaluation Board (MEB). The MEB starts once a service member reaches their optimum medical care or when the military doctors decide, even with further medical treatment, that the service member cannot continue return to duty. During the MEB, military doctors document the service members medical conditions that limit his/her ability to perform his/her duties and continue to serve. This list of conditions that may make a service member unable to perform his/her required duties is called a Narrative Summary, commonly referred to as a NARSUM. This NARSUM is used to determine if the service members long-term medical condition(s) meets medical retention standards. An important note to remember during the MEB process is to ensure all of the service members medical conditions are included in the NARSUM. This document determines the service members outcome at the end of the Disability Evaluation System. It is important for caregivers, especially in cases involving Traumatic Brain Injury and PostTraumatic Stress, to be involved in the both the MEB and Physical Evaluation Board (PEB) processes. You have first-hand information regarding the service members limitations and can provide the medical doctors important information regarding your service members conditions and limitations. The MEB is not a formal board because it does not drive the decision of the service as to whether or not a service member will be retained, separated, or retired. MEB findings the list of conditions a service member has that MAY make him/her unfit for duty are referred to the PEB which formally determines fitness for continued service. However, a service member may appeal if they disagree with the MEB decision or ask for an Independent Medical Review (IMR)
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and/or a review by the local Judge Advocate General (JAG). One note, the JAG is an expert on DoD programs/policies and may have limited knowledge with VA programs. And, if at any time you need additional review time, just ask. Throughout the process, caregivers and their service member can receive counseling from the Physical Evaluation Board Liaison Officer (PEBLO) who is there to provide information and advocacy during the MEB/PEB processes. The governing instruction related to both the MEB and PEB is DODI 1332.38. More details on the MEB/PEB process can be found here. (http://www.militaryonesource.mil/casualty?content_id=268956) Physical Evaluation Board Process/Issues The second step of the medical discharge process is the Physical Evaluation Board (PEB). The PEB is charged to review the MEB documentation and recommendations to determine if the service member is fit for continued military service or fit for duty. There is a distinct difference between the two. The MEB is a medical process where the PEB is a personnel process. The PEB looks at the MEBs Narrative Summary or NARSUM, the Compensation and Pension (C&P) exam(s), and the service members medical records, and considers whether the medical condition(s) impact the members ability to do their job or renders them non-deployable or world-wide assignable. At any time during the process, service members may seek out assistance with a Veteran Service Officer (VSO). The PEB is broken into four phases: the Informal Board, the Members Review, the Formal Board, and the Final Decision. Informal Board Once a (PEB) board has determined if the service member is no longer fit for duty, the board assigns a disability rating. The disability rating is very important because it determines whether the service member is retired or separated. If the rating is less than 20 percent, the service member may be discharged with or without severance pay depending whether the PEB finds that a members disability existed prior to entry into the armed forces. If the rating is 30 percent or more, the board can place the service member into one the following categories: Temporary Disability Retired List (TDRL) The TDRL allows the Service to re-evaluate the service members conditions that placed them on the TDRL every 12 to 18 months for up to five years. Other conditions diagnosed during TDRL examinations will be paid if the condition is considered unfitting and was caused by, or directly related to, the original
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condition that the service member was placed on the TDRL. While on the TDRL, the retiree receives retired pay and benefits (TRICARE, commissary/exchange access, etc.) at a rate of no less than 50% of their DoD base pay. It is very important to meet the scheduled appointments under the TDRL. Therefore, its imperative to notify the Defense Enrollment and Eligibility Reporting System (DEERS) and the Service of any change in address. Refusal or failure to report will terminate a members retired pay. If the member subsequently shows, retired pay will resume retroactively. Permanent Disability Retired List (PDRL) On the PDRL, the member is permanently medically retired and receives retirement pay and benefits just like a regular retiree. Member's Review The service member will be advised of the Informal Boards findings by the PEBLO. PEBLOs provide information and assistance during the MEB/PEB processes. If the member agrees with the Informal Boards findings, the PEB recommendation is forwarded to the Service for final decision. If the member disagrees with the Informal Boards findings, the service member can request a Formal Board. Formal Board The service member may appear before a formal PEB in a variety of ways in person, through a designated representative, or via video teleconferencing media. An attorney is appointed (by the branch of service for free) to represent the service member at the Formal Board or the member may have their own representation at the Formal Board (cost to be funded by the service member). The service member may introduce witnesses, documents, affidavits, or other evidence in their behalf. The Formal Board re-examines the medical evidence, hears testimony, and considers any new evidence, before making its recommendation, and the Formal Board may uphold the Informal Boards recommendations or make a new determination. Final Decision The informal or formal PEB recommendations are sent to the members Service for final decision or appeal. PEBLOs or other representatives will assist the service member and caregivers through the process. It is during this process when a retirement/separation date is set. Additional information can be found at: DoD Instruction (DoDI) 1332.38, Physical Disability Evaluation, November 1996, Incorporating Change 1, July 2006 In addition, the Services do have programs that allow unfit service members to remain in service such as Continuation on Active Duty (COAD) or Continuation on Active Reserve (COAR); however, each program is different and the policy changes. If your service member wishes to remain in service, talk with your PEBLO to get the current eligibility requirements. Benefits Delivery at Discharge (BDD)
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If your service member is separating or retiring outside of the disability evaluation system, the Benefits Delivery at Discharge (BDD) program gives a service member the opportunity to apply for VA disability compensation benefits before being discharged from service. The benefit of the program is to speed up receipt of VA compensation so that the member will start receiving VA pay (compensation) within 60 days of discharge. There is a timing rule that exists so it is very important caregivers understand when and how their service member can apply. The timing rule establishes a 90-day application window. The service member must file the disability claim with no less than 60 days, but no more than 180 days, remaining on active duty prior to separation. BDD requires the 60 day-minimum to allow enough time to complete the VA medical examination process prior to separation from service. (The VA medical exam process is known as the Compensation and Pension exam and is commonly referred to as a C & P exam.) Your service member can apply for the BDD program using one of two methods. They can submit VA Form 21-526, Veterans Application for Compensation and/or Pension, to the nearest VA Regional Office or they can also complete the application on-line at VAs website (www.VA.gov) using the Veterans Online Application (VONAPP). Additionally, the VA Form 21-526 can be downloaded from the VA website at www.va.gov and submit by mail or with the help of a Veteran Service Officer (which is highly recommended). Relocation/Final PCS-Related Issues In general, a service member who is separating or retiring due to disability is allowed a final move to a home selected by the member from his/her last duty station. A service member may choose a home anywhere in the U.S., the home of record outside the U.S., a place outside the U.S. where the member was initially called or ordered to active duty, or even any other place (CAUTION: the allowance paid in these cases cannot exceed those paid as if the member selected a home at a CONUS (Continental United States) location). The decision to move does not have to happen immediately upon separation or retirement, but the decision to move must be made within one year after leaving active duty. Caregivers will need to take into consideration whether or not the service member for whom you care requires routine specialty care that is located away from where you plan to make your final home. If the service member is in the hospital or undergoing continuous medical treatment at a hospital on an outpatient basis upon retirement, the one year restriction starts upon discharge from the hospital or termination of the medical treatment.

There are exceptions to the one year rule; however, the service member must submit an extension request in writing to the various Service (usually the Transportation Office at the last duty station) (outlined in the governing regulation) and the extensions are made annually for a time period not to exceed 6 years. The request should state that the extension is being requested due to ongoing medical treatment. Even at the six year mark, additional time may be granted for a period not to exceed six years if it is substantially to the members benefit; not costly or otherwise adverse to the Service; or if additional time beyond the 6-year limit is required because of a members certified on-going medical condition. The important thing to remember is if you need an extension because of the service members medical treatment, there is an exception availablebut you must request the extension. In addition, if you may request a weight allowance waiver especially if you have additional medical equipment to ship. More can be found in the governing regulation, the JFTR Vol 1, Chapter 5. DoD/VA Payment Starts/Delays Disability compensation programs are provided to service members who were wounded, injured, or became ill as result of their military service. Both the Department of Defense (DoD) and the Department of Veterans Affairs (VA) have disability compensation programs in which payments in some cases are made from both departments, but in other cases are not. DoDs programs include disability severance pay and disability retired pay. VAs programs include disability compensation and disability pension. Payments under these programs depend upon the level of the veterans disability, whether he/she was evaluated as unfitting during the PEB process, years of service, base pay, and other variables. A good rule of thumb disabled service members medically retired by a PEB will generally be eligible to receive VA disability compensation. When a service member is medically retired following a PEB, the service members active duty pay stops when released from Service. The veterans retired pay commences one month later as retired pay is paid in arrears (after the fact).

VAs disability compensation is similar. The VA will establish an effective date for compensation (the date which the VA determines the veteran was disabled AND eligible to receive compensation from the VA.) This date usually coincides with the members last day on active duty for a disability retirement. However, members will not receive VA compensation for the first monthbasically VA compensation is also paid in arrears (after the fact). While awaiting disability compensation or retired pay to start, service relief societies or nonprofits may be able to assist in short term loans or grants. See http://warriorcare.dodlive.mil/files/2013/08/Caregiver-Directory-Printer-Friendly-8-5-x-11.pdf for a list of possible organizations. Special Considerations for Guard/Reserve Members Members of the Guard and Reserves require special consideration; especially if they are no longer activated. When called onto active duty, Reserve Component (RC) members wounded, ill or injured are treated like active duty and have their conditions evaluated by the MEB/PEB. Wounds, injuries, or illnesses occurred in the line of duty (LOD) should be considered BEFORE the member is deactivated. However, the problem comes when a member is deactivated and returns to their home unit only to have their medical condition worsen over time. The rights to an MEB/PEB process are the same (as long as the conditions are in the line-of-duty), but the transition process differs. Service members have the right to appeal conditions determined not in the line-of-duty. Referral to the MEB is generally voluntary, and the member can request it of his/her command when he/she is notified of a pending separation due to medical disqualification. The members unit/command decides whether to submit a case as duty-related or non-dutyrelated. Cases referred under the duty-related process are authorized MEBs. ID cards & the Defense Eligibility Enrollment Reporting System (DEERS) When a member receives a disability retirement, he or she is entitled to all the rights and privileges of any other military retiree. This includes rights to a military retired identification (ID) card that authorizes medical care (TRICARE), commissary and exchange shopping privileges ((Navy Exchange [NEX]/Army and Air Force Exchange Service [AAFES]), and access to morale, welfare, and recreation (MWR) facilities. DEERS is the DoD computerized database containing information on military sponsors and their beneficiaries who may be eligible for medical care and other military privileges. The database is automatically updated when a new ID card is issued. Retirees who acquire new family members after retirement should contact the nearest military ID card issuing facility for information on
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DEERS enrollment and ID card information/issuance. One quick reminder, children require ID cards once they reach their 10th birthday. 100% Disabled vs. Military Retiree Entitlements If a veteran is not medically retired from DoD but is found 100% disabled by the Department of Veterans Affairs, the veteran is entitled to a DoD ID card for commissary, exchange, and MWR privileges. Locations to get an ID card can be found at DoDs RAPIDS site locator. Military Retired Pay & the Defense Finance and Accounting Service (DFAS) Once a member becomes a retiree, the Defense Finance and Accounting Service (DFAS) provides military retired pay services to retirees. Retirees can access their monthly pay statements on-line at the MyPay website managed by DFAS. Military Non-disability Retirement (types of retirement) There are four types of military retirements: Final Pay, High-36, REDUX, and disability. This section will outline the first three types considered non-disability retirements. Final Pay: Most current retirees retired under the final basic pay system, which provides 2.5% of final basic pay per year of service (e.g., 50% of basic pay after 20 years), with annual cost-ofliving adjustments (COLAs) tied to the rise in the Consumer Price Index during the previous year (the same COLA system used for Social Security). High 36: The majority of currently serving members (those that entered service after Sept 8, 1980) have their retired pay based on 2.5% of their highest 36 months average basic pay per year of service, also with annual CPI-based COLAs. This system yields about 8% less lifetime retired pay value than the final basic pay system. REDUX: The REDUX system was enacted in 1986 and applied to people who entered service on or after Aug 1, 1986. It provides 2.5% times high-36-month basic pay per year of service, except that 1% is subtracted for each year of service less than 30 (e.g.., 40% of high-36-months basic pay after 20 years of service). Further, REDUX retiree COLAs are adjusted annually at a rate 1% less than the CPI (CPI-1). Under the REDUX law, retired pay is recomputed on a onetime basis when the retired member attains age 62. At that point, retired pay is recomputed to the amount that would have been payable under the high-36-month average system. After age 62, CPI-1% COLAs continue for life. The REDUX system further reduced lifetime retired pay value by up to 27%. Congress repealed REDUX as the default system for post-1986 entrants in 2000 after the Joint Chiefs of Staff complained that it was undermining career retention and readiness. At the time,
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the REDUX system was the most frequently mentioned specific reason for leaving service among separating personnel. Under current law, the high-36-month retired pay system is the default option, but service members have the option at the 15-year point of electing the REDUX option in return for a onetime, $30,000 taxable career retention bonus. Additional information and retirement pay calculators can be found on the DoD website for the four military retirement systems. Military Disability Retirement Members going through a disability retirement/separation receive a disability percentage assigned by the PEB. This rating determines whether the members disability qualifies for a retirement (and all the related benefits) or a separation. The rules are:

If he/she has less than 20 years of active service and a disability rating of 30 percent or higher, the service member qualifies for retirement, where a disability rating below 30 percent will result in separation. If he/she has 20 or more years of active service, retirement will be recommended regardless of his/her disability rating.

The member will be placed on the either the Temporary Disability Retired List (TDRL) or the Permanent Disability Retired List (PDRL). Either way, members of the TDRL or the PDRL is a retired member and entitled to all rights and privileges of a military retiree. For pay purposes, they may include:

Participation in Survivor Benefit Plans Voluntary/involuntary allotments from his/her retired pay Disability compensation from the Department of Veterans Affairs

Disability Retired Pay Calculations Retired pay is calculated differently by law based on the type of retirement. If your member is placed on the TDRL, their retired pay is computed using one of two methods:

The members disability percentage (using a minimum of 50 percent for payment purposes while on the TDRL), or His/hers years of active service.

The members retired pay is computed whichever way provides the greater benefit. For a disability retirement, the formula used to determine a members retired pay is a multiplier thats the higher of 2% for each year of service or the disability percentage assigned by the Service at retirement. Basic Pay X (Years of Service X 2.5%) or (disability percentage) = Retired Pay Temporary Disability Retired List (TDRL) Issues While on the TDRL, a physical examination is required at least once every 18 months. If the member fails to report for their physical examination, his/her Service will remove him/her from the TDRL list and retired pay will be suspended until the examination has been completed. A member can remain on the TDRL for up to five years, providing his/her condition does not change. If at any time he/she is found fit for duty, he/she may be removed from the TDRL and returned to active duty. If the service members condition stabilizes and is rated at 30 percent or greater at the time of reevaluation, the member is transferred to the Permanent Disability Retired List (PDRL). If the disability stabilizes and is rated at less than 30 percent and the member has less than 20 years of service, he/she is discharged from the TDRL with severance pay. Concurrent Receipt Programs: Concurrent Retirement and Disability Pay (CRDP) and Combat-Related Special Compensation (CRSC) In order to understand concurrent receipt, it is necessary to provide some history behind it. Prior to 2003, if a service member had earned both retired pay from the Service and VA compensation for a disability or illness, the VA compensation was subtracted from the Service members retired pay. This was due to a law that stated the service member could not receive pay from two government agencies for the same service. The VA compensation was subtracted from the Service retired pay in the form of what is called a VA Waiver since the Service member agreed to waive retired pay to receive the VA compensation. If your service member has a VA Waiver, it can be found indicated on the retired pay stub (or commonly referred as the Retiree Account Statement (RAS) by DFAS). With the help of Congress, many retirees now receive both earned retired pay and VA compensation for service-connected disabilities. The process to restore pay is not complete, but Congress has made significant progress since 2003 to eliminate the withholding of Service

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retired pay that had been earned through years of service because of a disability or illness that was caused by the duty performed. Currently, there are two distinct programs under concurrent receipt (pay received both from DOD and VA for the same disability) and the rules behind the two are very complicated: Concurrent Retirement and Disability Pay (CRDP) and Combat-Related Special Compensation (CRSC). Concurrent Retirement Disability Pay was established in January 2004 and eliminates the offset of retired pay for VA disability compensation (also known as the VA Waiver) for those with 50100% disabilities. This is regardless of the nature of the disabilities (combat vs. non-combat). All 20-year(+) retirees who have VA disability ratings of 50% or higher will have military retired pay offsets (the VA Waiver) phased out over a ten-year period, starting January 1, 2004. Retirees with less than 20 years are not eligible for Concurrent Retirement Disability Pay (CRDP) (Temporary Early Retirement Authority or TERA retirees are the only exception). CRDP can be retroactive to the maximum of January 1, 2004 if applicable. The Combat Related Special Compensation (CRSC) program provides a special compensation to members who have military retired pay offset by VA compensation because of combat-related disabilities regardless of years of service. The program became effective May 31, 2003. In order to receive CRSC, the service member must apply with their Service and provide specific source documents. The document requirements and application form can be found at the Service contacts below. Program Comparison Its important to know the differences between the two programs. CRDP is for any VA rated disability or illness while CRSC is for combat-related disabilities and illnesses. CRDP replaces a member retired pay (usually taxable) where CRSC is tax-free compensation because of its combat-related nature. CRDP is automatically calculated when a 20+ year retiree gets a VA rating where the service member must apply to their Service to receive CRSC (see contacts below to apply). For CRDP, the VA notifies the Service pay agency of the VA rating and the Service pay agency establishes the CRDP as appropriate. CRDP is based on the VA rating.

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For CRSC, the Services determine what proportion of the VA disability rating is specifically combat-related. So CRSC uses a separate rating based on the combat-related disabilities within a VA rating. The Service will notify your pay agency of its CRSC ruling and rating. If a Service member is eligible for both program (CRDP and CRSC) payments, upon CRSC notification by the Service, the pay agency will make the initial determination of which form of pay is most advantageous to the Service member and establish either a CRDP or CRSC payment. After this initial decision, the decision is up to the Service member each year during the open season described below.

Pay Administration If your service member receives CRDP, he/she receives two separate payments. One is your VA compensation and one is your Service retired pay. The CRDP is incorporated in their Service retired pay. The CRDP amount is phased-in each year so as CRDP rises, the VA Waiver amount will decrease. In 2014, when CRDP is fully phased-in, the VA Waiver will go away. So in practice, CRDP is the elimination of the VA Waiver from Service retired pay; its just that simple. Members with CRSC receive three separate payments each month. One is the Service retirement pay with the full VA waiver deducted. One is full VA compensation. And the third pay check is the CRSC tax-free payment. The separate tax-free CRSC pay reimburses you for the VA Waiver amount off-setting the Service retired pay.
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Open Season Retirees eligible under both CRDP and CRSC criteria have the ability to choose between the two forms of compensation each year under the open season process. As the CRDP program is phased-in through the year 2014, CRDP may become the better option at some point. This is because the CRDP payment amounts increase each year until the year 2014 when CRDP is fully implemented. Or you may find that the CRSC rating is not high enough to make the tax-free CRSC check better than the higher amount of taxable pay available from CRDPs elimination of the VA Waiver from the retire pay. Your pay agency mails you an Open Season letter each December for you to make the choice. Evaluating the Programs How to Choose If a member qualifies for both programs, the member must choose one or the other; they cannot have both. Why would anyone who qualifies for both programs take CRDP instead of CRSC which is taxfree? Because it is not unusual for the combat-related rating to be lower than the VA rating. The Service may determine for example that only 30% of the disabilities in your 70% VA rating are combat-related. A 70% CRDP concurrent receipt payment may put more money in your pocket, even with taxes, than a 30% CRSC tax-free payment. CRDP-CRSC Contact Links Army CRSC DoD CRDP-CRSC Air Force CRSC DFAS CRDP-CRSC Navy/USMC CRSC Coast Guard/NOAA CRSC

USPHS CRSC: Compensation Branch of Commissioned Personnel at 1-800-638-8744.

DoD Support for Caregivers DoD and other government agencies provides support, compensation, and benefits specifically tailored to family members of recovering wounded, ill or injured service members. This section outlines those support benefits unique to caregivers during a members early stages of treatment and recovery.

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Invitational Travel Orders Caregivers will want to be with the service member for whom they care in order to support his/her recovery efforts. If the member is being treated at a location away from his/her family, the family may be able to travel at government expense to be at the service members bedside. Travel costs, which include the cost of lodging, meals, etc., are expensive. The government helps fund these costs by issuing orders for families called Invitational Travel Authorizations (ITAs), Invitational Travel Orders (ITOs), or Emergency Family Member Travel (EFMT) orders, depending upon your Service. The travel orders can cover up to three members of the inpatient service members immediate family or designated individual. When the service member for whom you care becomes an outpatient, travel orders are restricted to one family member to remain with the service member during his/her recovery. The Services do their best to give caregivers flexibility in their travel orders by providing periodic payments and extensions if their stay at the medical facility is an extended one. The orders cover the cost of travel, hotel bills, meals, and some incidentals up to a maximum daily amount determined by the location, but not all expenses are covered. For example, the cost of renting a car is not reimbursable. Each Service handles their orders in a slightly different manner, so it is best to check directly with them. The length of the orders varies depending on the
service members needs and the amount of daily per diem varies depending on the local cost of living near the Military Treatment Facility (MTF).

The MTFs finance office can provide answers to your questions about the amounts and duration of your per diem as well as about the overall process. Keep your receipts so they are available when you file your claim for reimbursement. (Keep copies in case the claim is lost.) If you have additional financial concerns, the Service-branch wounded warrior programs are associated with many nonprofit organizations that can help. Service points of contact are: Army the Armys Wounded Warrior Pay Management Team (WWPMT) Navy the local Personnel Support Detachment (PSD) Marine Corps the Marine Detachment Team (MarDet) Air Force the Air Force Family Liaison Officer (FLO)

Family and Medical Leave Act/Military Caregiver Leave The National Defense Authorization Act (NDAA) for Fiscal Year 2008 and 2010 added protection for families of military members under the Family and Medical Leave Act (FMLA) of
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1993. One major provision is called military caregiver leave which allows up to 26 work weeks of leave (in a single 12-month period) to be taken by an eligible caregiver to care for a seriously injured, ill, or wounded service member within the first 5 years of the injury or illness. Employers with fewer than 50 workers are exempt by the law. Employers may ask the employee to obtain a certification completed by the service members health care provider. The Department of Labor has developed a new optional form (WH-385) for employees use in obtaining certification that meets military caregiver leave certification requirements. This optional form reflects certification requirements so as to permit the employee to furnish appropriate information to support his or her request for leave to care for a covered service member with a serious injury or illness. Additional information can be found at: http://www.dol.gov/whd/fmla/finalrule/MilitaryFAQs.pdf Special Compensation for Assistance With Activities of Daily Living (SCAADL) Caregivers (sometimes referred to as a non-medical attendant) give up part, and sometimes all, of a salary or wage to care for their loved one. Because of this sacrifice of income, the Department of Defense provides the service member with Special Compensation for Assistance With Activities of Daily Living (SCAADL), a special compensation, intended to assist caregivers financially who provide nonmedical care, support and assistance for the member. Because of funding constraints, SCAADL is given to the service member directly, not the caregiver, and the compensation is not automatic. The Service will notify the service member if he/she is eligible and, if he/she wishes to apply, the Service will assist in the paperwork to get the compensation started. SCAADL can last up to 90 days after separation from the service retirement but does not automatically transition to the VA caregiver compensation stipend, a similar program that requires a separate application to the Department of Veterans Affairs. For more, visit the VA Caregiver Support website. Eligibility for SCAADL An eligible Service member:

Has a catastrophic injury or illness incurred in the line of duty; Has been certified by a licensed physician to be in need of assistance from another person to perform the personal functions of everyday living; or Would, in the absence of this provision, require some form of residential institutional care.

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Homeowner Assistance Program The American Recovery and Reinvestment Act of 2009 expanded the Homeowner Assistance Program (HAP) to provide financial aid to disability retirees of the Armed Forces (30% or greater disability) who incur a wound, injury, or illness in the line of duty during a deployment in support of the Armed Forces on or after September 11, 2001 and who have a mortgage that is upside down (mortgage exceeds value of the home). Eligibility Wounded, Injured, or Ill members of the Armed Forces A member of the Armed Forces in medical transition who: 1) incurred a wound, injury, or illness in the line of duty during a deployment in support of the Armed Forces on or after September 11, 2001; 2) is rated 30% or more as a result of such wound, injury, or illness; and 3) is reassigned to further medical treatment or rehabilitation, or due to medical retirement in connection with such disability; and 4) needs to sell their primary residence (for example, to be closer to a hospital or to work more accommodating to the disability). In addition, the home for which HAP benefits are being requested must have been the members primary residence at the time of injury or illness.

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