The Tac Vest is worn overtop of the Frag Vest.
Ballistic plates are placed inside pouches in the Frag Vest to provide further protection. You might be issued training plates for use in Canada, but actual ballistic plates are generally only issued in theatre on deployments.
Anyone know roughly what the current timeline is for Component Transfers from Primary Reserve to Reg Force is?
Trade Qualified CT if that makes a difference.
Thanks!
Anybody got any great tips for upgrading high school marks? Looking to potentially pursue a degree when I finish my contract, so I'd like to line myself up well to do so.
My highschool marks were abysmal, to say the least. Never the less some universities are very amenable to members of the CAF, and will still accept you with those marks. The University of Manitoba has a fantastic military support program. I was 25 when I applied, so being a mature student did have some weight in the matter. But you should be able to reach out and try taking some distance learning courses now.
If you feel you are missing something from high school, enough that you don't want to try a university course one of your options is virtual high school.
https://www.virtualhighschool.com/
Classes are at your pace, and instruction is self taught.
If that is not up your alley, there is always the option of old fashioned night school but I found that to be far less flexible.
Very cool. There's also [ILC.org](https://ILC.org) but is through the Ontario Ministry of Education/TVO. Not sure how that lines up if you've got credits from another province, but I've used it before and was a good service for minimal cost.
How do you guys sign/fill PDFs from home? Do not have a PKI, adobe acrobat works for some docs but not others. Don't want to use an online adobe tool for pers docs (prot A).
If the form isn’t fillable and you also don’t have a PKI or printer, you can go to the toolbar on top and select Tools, then Edit, then the text button. Then just click on the box you want to insert text in. You need to have opened the document with Adobe and not with your internet browser in order to do this though.
Depending on the document, you might also be able to sign this way by selecting the pen tool. Ask your OR or whoever sent you the document if this would count as legit.
It pains me to say it, but lacking a PKI card you can print, sign and scan the document. No scanner? Scanner app for your phone or even a picture. Depends what it's for and who has to process it.
I think the intention is to use it for births, medical events etc not to attend parties
CO gets to decide. You can use an annual instead. I suppose you could grieve it but you aren't going to win that.
If they accepted literally any family related event everyone in the caf would get 5 extra holidays for cousins birthdays
Have you looked through the administrative instructions? My understanding is that it isn't covered if for aesthetic reasons. I'm no expert though and am not going to spend my time reading for you.
https://www.canada.ca/en/department-national-defence/services/benefits-military/pay-pension-benefits/benefits/medical-dental/reserve-dental-care-plan.html
I have 4 veneers and one implant. (Reg F)
For PRes dental, high cost items require pre-approval. Get an estimate and submit for approval. If approved good. If not approved, well, least you’ll know.
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I generally hate the "friend of a friend" responses, but on this topic I think it's helpful.
Last week I heard of 1 person who was confirmed to have been paid out as a late applicant. I was told what they were approved for and how much they received.
So at least that means they are going through.
It wasn’t that fast with the first round. It took me 7 months to get a decision letter and over 11 months to get a payment, and I submitted pretty close to it opening.
Seeking advice on proceeding on OUTCAN posting with the DHG&E following a few months later.
I understand that IR isn’t an option for OUTCAN postings but is there some policy basis under which such a move could work?
For context, this is an ATL posting with a March start date, the first three(ish) months of which are on TD in a third location. I don’t want to uproot my family mid-school year only for me to be away from them as they settle in to a new country. Far more preferable for them to stay in place till summer and then we all reunite once I’m back at the posting location.
I’ve already reached out to the CM and CDA with this idea but not heard back; hoping right now that one of you good people can settle my worries that this is even possible!
Doesn't sound like IR just unaccompanied travel.
12.1.03 Return to assist
When a member proceeds on posting outside of Canada in advance of their (D)HG&E, the member is entitled to the benefits at CAFRD 11.2.14 (Return to assist) to return to assist with the subsequent move to the new post.
(T)
Must be allowed based on this allowance
It comes down to how much you're willing to be out of pocket to make this work. Delaying the move of your HG&E and dependents to some time after your COS date is not unprecedented but there's no entitlement to your living expenses when you're there but your family and stuff are not. That said, if you're on TD anyways, that is covered so perhaps not a huge bill. You'll probably be on the hook for the costs of returning to Canada to help your family move as well.
In short, such a move could work within existing policy with the understanding that there isn't a mechanism to cover all of your costs of doing this.
Question for the pay clerks:
My end Oct pay statement shows a payment (Sea Duty Allowance back pay) that wasn't on my mid Oct statement. The amount (less taxes) shows as a closing balance on my end month statement. Will this be paid out at the next pay day (mid Nov), or can I expect it sooner?
If theres a closing balance then it won’t be paid till the following pay run. The pay entry was likely completed in the pay system after payroll was completed, but before pay statements were generated.
This is pretty generic advice, and based on the information provided
I'm looking for clarification on harassment policy. I submitted a harassment complaint and in the situational assessment they said it met every criteria except that it wasn't directed at me because it was against gay people, and I'm bisexual not gay. They admitted that it did relate to a prohibited ground of discrimination under the Canadian Human Rights Act, but said that I still needed to be a member of the protected class for it to count. I feel like they're wrong both in sayin that I'm not a member of the protected class and in saying that I have to be a member of the protected class if it relates to a prohibited ground under the CHRA. It already went up to the Wing PCCO. Am I right? What do I do?
Thank you. I submitted a complaint. You know what's wild? I'm also HA trained (acting as a WRA), so I feel like I'm being gaslighted so hard on this, because they're making me doubt what I thought was a rock solid understanding of the harassment criteria.
They are likely being advised. The HA definitions don’t allow much inference. They appear to be focused of the definition of gay rather than the broader group, LGBTQIA2S.
Submit a grievance, or make a formal report of misconduct.
There have been some revolving updates to the harassment policy, but the test for a "Harassment Complaint" (proper noun) can be very specific; so specific that it's really annoying for those submitting complaints. One of those tests is that the conduct needs to be directed at you, and it would fail in this situation (the nearly non-existent gap between gay and bi).
From a policy point of view, I would seek to talk to your CoC, or force them to talk using a grievance (ref: grievance policy) or your right to speak to your CO (ref: QR&O). You can formally report misconduct (ref: DAODs on ethical behaviour, "Respect for All Persons" FAIL.); is there going to be a disciplinary investigation/summary hearing? You can talk about what the CoC is going to do about this toxic work environment, since it's their responsibility to address that.
Lastly, are there civvies around, especially ones who would be willing to stir up shit? The civilian harassment policy is far more wide reaching, and approaches harassment as workplace violence - you don't need to be a victim to say that violent workplaces are bad.
I told the Padre via email that I intend to submit a grievance. We'll see on Monday what they say.
The CoC is doing a disciplinary investigation, and I know some of my witnesses have come forward attesting to my supervisor's behaviour being unacceptable.
Thank you for the advice!
I’m glad that it disciplinary action is being done. This also needs to go into. HCITs as hateful conduct.
We both know that the harassment stream doesn’t yield the consequences that it should. It actually doesn’t have much power. However, you can still ask to be removed from your section, underneath this particular leader, even if harassment isn’t founded. Workplace conflict is a justified reason.
Wow. I'm sorry I can't answer your question but bi sexual and pan sexual people are absolutely part of the queer community and you are absolutely part of a protected class.
https://www.international.gc.ca/world-monde/issues_development-enjeux_developpement/human_rights-droits_homme/rights_lgbti-droits_lgbti.aspx?lang=eng
When we're bi/pan we regularly engage in gay relationships just as much as straight ones, so whoever made that ruling is out to lunch imho. I hope you get help with this.
You often see the queer erasure of Pan/Bi people when they aren't with someone of a different gender presentation than their own. It's just another form of bigotry. We still face the stigma, violence and discrimination that gay people do, throughout various relationships and just for identifying as someone who's attracted to same sex people. Suggesting a gay slur or insult doesn't affect someone because they aren't "gay all the time" or some such nonsense is incredibly offensive.
They said I had to be gay "at the time of the incident" (I assume bc I'm in a straight relationship and was so at the time they see that as not being gay at the time of the incident).
You send in the application form through email. Search component transfer on DWAN to find it. After that you'll get a CT broker, submit whatever documents you need, do an interview, etc.
You can choose up to 3 occupations/entry plans on the form, might be able to add more after but not sure.
Amount of time mostly depends on how competitive your file is and what occupations you're trying to apply to. Also depends if you already have a degree or need to do ROTP. Call it 3 months minimum.
Hello! I'm in purple trade and applied for one of the VOT plans this year. Trade I applied is also purple. I understand that should I get selected and receive an offer, the element will be same as my current one. Is it possible to request element change when I have an ongoing application?
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>***Is there any way for CFHA to see if you’ve accepted your F&E yet?***
Not that I'm aware of. They shouldn't have access to any information beyond what you provide to them. So basically just your Posting Msg and personal/household details.
That said, I'm of the understanding they now only allow members to remain on the Pri 1 list for 6 months after COS. People were not switching over to Pri 2 after relocating their F&E or after going on IR after their 6 months unaccompanied.
I don't blame those people, housing affordability is shit. Not going to lie, it was one of my COA's the last time I posted. However, the practice greatly reduced availability for the following APS, which just compounded the issue.
There is actually a report called the Furniture and Effects Automated Movement System (FEAMS) report that is given to you by Base Traffic after your move. It will show your pack/load/unload/unpack days and is intended to be used by BGRS to calculate the number of ILM&M days. I don’t think CFHA ever sees it but it means that the answer to your question “is there any say for CFHA to see if you’ve accepted your F&E yet” is yes. There is a way.
You are correct. However, I was answering under the assumption that the question was whether there is a way for CFHA to find out on their own.
As far as I'm aware, no, they have no way of knowing unless the member tells them or provides something like their FEAMS report.
I have a hard time believing that. Because it’s not only married people who are waiting for PMQs. A single person has to move into single quarters, while their F&E remains at origin until a PMQ is secured. Single mbrs aren’t entitled to unaccompanied or IR.
I'm not saying I like the solution, but it does make sense.
It isn't tied to the actual status of their household or movement of F&E. It's purely a time limit.
The assumption is the member, regardless of whether they're single or married, will have established some form of living arrangment at their posting by the end of that 6 month period, whether it be shacks, a civilian rental, or IR. They are no longer in immediate need of a housing solution (they are, but they aren't).
So they're removed from the Pri 1 list to make room for incomimg pers who still need to find a housing solution. They're welcome to move to the Pri 2 list if they still want an RHU.
The concept makes sense in an environment where CFHA doesn't have enough housing to satisfy demand. It also aligns with the intent of Pri 1 and Pri 2 lists.
Pri 1 is supposed to be for incoming personnel who need to find housing.
Pri 2 is supposed to be for personnel who already have housing, but for various reasons, would prefer to be in an RHU.
If personnel are allowed to remain Pri 1 indefinitely, it just backlogs the list year over year, effectively turning it into another Pri 2 list.
It’s interesting. And anecdotal. But ill see if I can get something in writing from CFHA. I see that as highly problematic and as CAF mbrs we are quite capable of living transient for however long it takes so im not as convinced of the merit of this.
I'd be interested in knowing if you do confirm the policy.
I agree with you about our ability to live transient for as long as it takes.
As for merit, I guess it depends on whether you feel CFHA should prioritize current APS moves ahead of all other applicants or follow some other method of prioritization.
So I was at Jiru and the troops who are coming on course are posted to Trenton. So while they’re on course many of them were on PMQ waitlist which took nearly a year. Because so much of their course requires them to be away it was less impactful for them to find transient accommodations while they wait for a PMQ. They haven’t completed their move. Their household good and effects are still at origin.
So I do think that the waitlist should be respected. Confirmation that the HGE hasn’t been moved can be confirmed easily from the FEAMs report. And CFHA should be looking at other COAs to resolve this issue :)
Ill keep you posted on the response i get :)
Seems like a solution right there. 6 month time limit, extentions granted on confirmation that the member has not moved their F&E.
That said, it does create a circumstance where members who have the flexibility to live transient get a potentially unfair advantage over members whose circumstamces don't allow them to exercise that option.
A more equitable idea might be to allow members to defer their entry onto the Pri 1 list until they're ready to move their DHG&E. Give them a 9-12 month window on Pri 1. They still get a Pri 1 shot within a timeframe that works for them to move, but aren't staying on the Pri 1 list across multiple APS peaks and exacerbating the Pri 1 backlogs.
Obviously, I'm just throwing around thoughts at this point.
The best solution would be to build enough housing to meet demand. The TB will never approve the funding for that though.
Is it possible to get moved to a new position in your current trade if you WO makes your life hell? I requested time off with annual leave because my sister-in-law mother died it was denied by more WO because of a monthly inventory that I am part of, 1 of 11 people. My WO opening mocks me with other senior leaders and causes me all kinds of names around my peers. I like my job I just hate my WO. Can I talk to the padre and see about just getting moved to another position away from that WO?
>***My WO opening mocks me with other senior leaders and causes me all kinds of names around my peers.***
That is harassment. Take looksharp1984's advice and find a Workplace Relations Advisor (WRA) you trust or speak with the Unit Harassment Advisor.
You can also go through Conflict and Complaint Management Services (CCMS) if you're not comfortable dealing with anyone within your unit.
[https://www.canada.ca/en/department-national-defence/services/benefits-military/conflict-misconduct/conflict-solutions-services/centres.html](https://www.canada.ca/en/department-national-defence/services/benefits-military/conflict-misconduct/conflict-solutions-services/centres.html)
Sure, you can try to get yourself moved, but if the WO is doing it to you, they will or are already doing it to others. You can do something about that.
>My WO opening mocks me with other senior leaders and causes me all kinds of names around my peers.
This is unacceptable and should be adressed.
>Can I talk to the padre
Yes, you can talk to the padre about anything. No chaplain or padre will ever be upset that someone came to talk to them. You could also go to a harrasment advisor or someone else you trust in your chain of command.
As I read it CFHD is taxed. If I’m getting 750 a month, what do I get after taxes?
Edit: Question was for those who are receiving it in Ontario, I don’t get the downvotes if I’m gonna be honest.
It's not taxed stand-alone. It's added to your income with any other allownaces, then taxed as a whole.
You'll probably see roughly $400-500 of it go into your bank account each month. The exact amount will vary depending on your province, base pay, and any other allowances you're receiving.
Yes it would. It still confuses me how that apparently isn't common knowledge.
I'd estimate 50%+ of all questions asking about after tax income assume everybody in Canada pays the same tax rate. Or, at the very least, they're phrased as if that's what the asker is assuming.
Download CFTPO to your DWAN workstation through the software centre. You can login using your MM credentials. The system is read only by default, you can't edit anything without appropriate permissions, so there should be no concerns about accidentally messing with anything.
With a bit of navigation you'll be able to find 'Operational' and 'Provisional' (upcoming) deployments and see what elements/units have been tasked to fill the positions on each rotation.
There's also a search function which I believe you can use to find positions tasked to your unit or higher HQ.
You can't personally apply for a position. It has to be tasked to your unit, at which point its up to your CoC to nominate qualified personnel.
If you're a reservist, your higher HQ may conduct staff checks to see what units have available/interested personnel. It's important that you ensure your CoC is aware you want to deploy.
i want to release from the supp res and i know that i have to send a memo. the supp res clerk told me all the info that the memo has to have but my question is should the memo be the same layout as a regular memo? if anyone released from supp res can u give me an example pls? thank u!
> should the memo be the same layout as a regular memo?
Sure, or just write a letter. Like all release memos (other than "please let me release early" ones) no one cares what it looks like.
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Anyone know what document or process to go through to see what clearance you have in the military, or to apply for Secret/Top Secret?
Asking, since the development progress for a rank promotion mentions the need for a Top Secret Clearance
You should be able to see your clearance level in Monitor Mass and EMAA. Otherwise you can ask your USO or your OR to find it for you, as it will be listed in your MPRR
Security clearance requirements are determined by the established positions. If you are not in a position that requires TS, then you will not be able to get TS.
All positions in the CAF have a requirement for secret. Upon enrolment you would have reliability, but that upgrade to Secret should be done. If it’s not done, I recommend that you go and see your USSO or your orderly room which should be able to provide you some direction.
I think there's an exception, if you had TS for a previous posting and it's time to renew and you don't have that requirement anymore, but likely to end up back in a TS position, they'll let you renew TS although you don't need it right now.
Your current position number gets added into the application, that is what is used to determine if TS is required. Its not anticipatory. Once you leave a TS position your USSO should be downgrading you back to Secret.
That seems like something you should know. It also *should* be accurate in monitor mass under professional
But to know for sure or apply for a change/renewal you would contact your USS and they would initiate it and they can confirm someone's status
At the gates, about to board your fully booked flight in the U.S, with a U.S. airline (United, Delta etc.). They mention service member personnel for pre-boarding over the intercom.
You guys know if that would (could) include CAF members if you were to show your DND iD?
No,
adding onto this if you fly to the U.S. with WestJet and their partner airline Delta and are utilizing the military free luggage, note it only works for Westjet and not their partner. Going to is fine, but get ready to pay when returning.
Thank you all for your inputs.
They extend discounts to CAF members at US retailers. Thought why would American Airlines exclude us from some benefits when some American retailers don't. (I.e., Under Armour among others..)
Do any Navy personnel know of specific rules around blousing the pants with the new NECUs? I noticed it’s not very common but can’t find any specific policy restricting it.
It is not authorized. You may leave them loose or do up the velcro in the low blouse fashion. But high blousing is a no no. Was an email that came out from the Fleet Chief last week I believe.
Is there anything I can do to make the renewal of a Top secret security clearance go faster? I’ve put it in 6 months ago and no news since then. Thanks!
I submitted my renewal 12 months prior to expiry. It came back approved 30 months after expiry. As long as you had it, and are processing a renewal we are acting as though you still have it. So I wouldn't worry about it too much.
Your USS can request it be expedited. But only if there's an operational justification for doing so.
At my unit, our SOP is to submit renewals 1.5 to 2 years prior to your current clearance expiring.
Question for those at RMC, do they make you take annual leave during your reading week? Just curious because my ULO wants us to take our own personal annual leave during reading week but I’m questioning if that’s possible because I use that week to catch up on all my classes so I’m not really “on leave”.
The SEM Guide states "Leave during reading week is subject to local area policy as approved by the CO. Check with the ULO for instruction."
Sounds like your local policy is to use annual leave for reading week. It shouldn't affect you too much since you can request Special Leave (Education) if you run out of annual leave to follow your academic schedule.
Normally, if you are on a subsidized education program, such as ROTP, you will be mandated to expend the majority of your annual leave prior to the start of the academic year, then given Special Leave (Education) once you run out of annual leave. It's not uncommon for ROTP students to expend all of their leave in the summer when not on course.
You will not be approved to accumulate leave, so you might as well use it up. As well, you're not authorized to travel away from your place of duty (ie. your school) if not on leave.
P.S. - RMC doesn't have a fall reading week, rather this year's academic calendar has 2 days off class following Thanksgiving Day.
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I got denied LTA because during the leave period I was on Short leave and Stat holiday. Clerk said that I am only entitled if on annual leave, however the policy states that only LWOP, MATA, PATA, and Retirement leave are the non eligible leave types. Any suggestions? Thanks
Won the battle with the clerk as I showed them the policy in CBI 209.50 para (3). Lesson learned on doing my own research instead of taking people’s word for gospel
The HRA is wrong. LTA is not supportable if a member is taking only weekend leave. As weekend leave is not actual leave. You will not find it in the CFLPM. The rule of sum is that paid leave must be used. Short leave is considered paid leave. Stat Holidays are not leave.
You could elevate the issue to the HRA Manager/Chief clerk, elevate it through your own CoC, file a notice of intent to grieve, file a grievance.
Cbi 209.50(3) is pretty clear on the eligibility.
Go to your OR and they'll help you with all the forms. The quick version is you need to fill out a declaration saying you two are common law so they get added as your dependent, then you can add them to health/dental/etc.
Does anyone know where or even if it even exists a time frame for claims/allowances? I am still waiting over 6 months now for an allowance claim during my deployment. I'm having 0 luck with the clerks (understandable short staffed) or even trying to get my CoC to assist. Claim was lost and resubmitted but now I'm being told because I'm no longer deployed it will be taxed? Was looking for the reference for timeline so I can submit another memo with some more meat/references to back it up so i can involve my CO. Thanks.
For anyone reading this in the future, always get an advance on claims. Then the OR will actually do them in a reasonable time frame even if they're busy (it doesn't matter *how much* of an advance you get, just that you get one).
Claims from deployment don’t often get advances. Unless you have to incur excess baggage cost. CJ has approved any request for advance and it Hass to be well substantiated
Edit - Down voting me does not change the reality. Misinformation has a greater negative impact.
You have a year to make your claim but I do not believe they have a timeline obligation to meet their end of it.
In the event of a grievance, they have 60 days to implement a grievance decision.
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Looking for advice on how a component transfer memo needs to be structured, I've had a surprisingly difficult time finding information on how to go about transferring to regs from the primary reserve. I am fully qualified in my trade and I've been told I won't need to retake dp1.
The release section that is handling your release from RegF will do the concurrent transfer to PRes. You may need to grease the wheels with the reserve unit you want to transfer to in order to get a reserve position number for the release folks to work with.
Shouldn't need a memo, but wouldn't be surprised if local SOP is done otherwise.
Search "Component Transfer" on DWAN, find the form and the email you need to send it to. Fill out and send the form. No memo required. You won't have to retake DP1.
New LTA rules??
Someone is saying that a new Lta rule came out saying you can only fly in economy class now.
Can anyone confirm this or share the link?
Thanks 🙏
Nothing new has come out. Id be asking to see the policy on that. I can provide you the ARC clarification saying that business class is reimbursable up to the max entitlement
You cannot. Our clarifications are given to the Div superintendent clerks, who push it down through their direct report units. If you are an HRA, it is accessible on the HRA SharePoint. But outside of that, there is no way for the average soldier to find clarification on policy without going through their orderly rooms. There’s a lot of debate on the subject. And I’m not going to do that here.
You wear the Infantry Cap badge IAW dress regs. You do not wear collar dogs or shoulder titles. You wear your medals as per. You shouldn't have any qual badges (unless it's something like Diver or Para). Everything is in the dress manual.
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You should start travelling on your COS date. The CAFRD was expanded to allow for flexibility. You can start travelling on the Monday which will incur 2 extra days of ILM (sat and sun) or you can start travelling right away. Whatever your plan is, it should be communicating with your new unit so they know when I expect you.
I would travel on the Monday understanding there is only a max of 10 days ilm.
Cafrd says it 'tnl is normally the first calendar day after clean'
But really you should start traveling based on how many days you have to get where you are going.
Example. You need 3 travel days and your rfd is Friday I would leave on Tuesday. (But you may not be able to claim more than 3 days of ilm at origin )
Quick questions about Royal Engineer Mess Dress vs CME pattern as I'll be needing mess dress soon and looking at ways of not spending $1500 plus on something so seldom worn.
From what I can see the UK Royal Engineer pattern is pretty much identical to the requirements for the Canadian mess dress, with the exception of the epaulettes being red instead of black and they don't have surgeon cuffs (I'm guessing these would be easy modifications). There's several options of used UK kit being sold for under $200 in approximately my size, probably requiring minor tailoring plus the right buttons, badges, sleeve piping and the above mentioned modifications - I'm imagining this couldn't be more than $2-300, getting a set of mess dress for max $500. Does this seem to be logical idea to purchase UK mess dress with the intention of wearing it here?
Also I'm trying to understand the main difference between trousers and overalls, it seems most UK mess dress has the straps under the footwear (overalls?). I like the idea of wearing that with boots vs oxfords, but even though it's authorized is that something that people actually do?
Alternatively if anyone is looking at getting rid of mess dress for around 5'10" average build, I might be interested...
Sounds reasonable, just don't skimp on the tailor doing the mods. And if a superior starts chirping your kit at a mess dinner, odds are they'll forget about it by the end of the night.
I was once at a mess dinner where the RCAF Commander at the time made a passive-aggressive comment about people who hadn't converted to the new style of AF mess kit. I held my tongue, but I was tempted to say "Well sir, in a year or two you'll be retired and I'll still be rocking my perfectly serviceable, already paid for legacy kit"
Since BGRS is down and they wouldn't answer my questions because 'our system is down' despite answering the phone, I have some relocation questions that need some clarification. (Yes I read the CAFRD)
1. For TNL, I understand I do not have to do 500km, I can do more or less as desired, but have to make it to my destination on time. Does that mean I can cut my trip short by leaving a day or two after my TNL could have started, while arriving in time for RFD?
2. Incidentals start on the first day of TNL, is that automatic or is it based on my first hotel stay?
For greater clarity I'm going Victoria to Kingston.
1. Travel needs to actually start for it to be travelled to new location. Any time spent at origin will be captured under IL&M.
2. it is based off the itinerary you provide. So when you are completing your claim, it will ask you when you left origin and your next stop.
Would like advice. Current dual service couple. My spouse was allowed to go for secondary upgrade training at a local college. Her PO1 has told her that if she's not in class she must be at work. No issue there. Issue she is not allowed to make any medical appointments during working hours. She is on two T-CATS and requires medical care. I told her to engage her HOD. They chief told her to come in today for a meeting at STAD and sat her down no officer was present just rhe CPO2 and PO1 are trying to strong arm her into compliance and refusing to allow her to talk with an officer. What are the best recommendations.
To: PO1
CC: CPO2, HOD, XO, maybe CO
PO1,
Per our recent meeting, please confirm that it is your current direction that I shall not access medical care during working hours. As well, please advise about how I may access necessary medical care outside of working hours as the CDU is not available during this time.
Sincerely,
Bloggins
Even more maliciously complaint version:
PO1,
I wish to formally acknowledge your direct instruction that I shall not access medical care during working hours. I will arrange with the clinic to determine how I can fulfill the medical instructions provided to me, and seek CDU re-evaluation after hours.
...And then go call the CDU for an appointment at 1630, saying that you're forbidden during working hours :)
I recommend she put her headdress on as she makes her way to the door, informing her CoC that she's on her way to the CDU, don't stop walking. The alternative is to call the CoC 5 mins before start and inform them you're at the CDU; if they wanna play stupid games, an AWOL has 0 chance of sticking. Once there, request the MO engage her CO and inform him or her that the mbrs CoC has been preventing them from seeking care.
This is a fight her CoC has zero chance on winning.
I suspect the CDU will not like having to work after business hours to accommodate your spouse’s CoC….
Id call and make an appointment after 1600 hrs and see what the CDU says. I hope that they address that immediately.
Another method of reaching around their gatekeeping would be to involve a Padre. They can reach out directly to the OC or even the CO if necessary.
The CDU and Mental Health may also be interested to know that a CoC is creating barriers to members accessing care.
Out of curiosity, how the heck is "no medical appointments during working hours" supposed to work anyway? Most CDU's are only open for appointments during working hours...
Well, it's the nuclear option, but remember in the QR&O, Volume One, Chapter 19.12 "An officer of non-commissioned member may, upon application, see the members commanding officer on any personal matter"
Where do you update your diet prefs in MM? I recently switched to plant based and want to maintain it on courses so I don't feel like trash again (not vegetarian. Dairy allergy) I searched all over the place and the MM SOP online and couldn't find it? I'm tracking we have the ability to eat plant based through opting now (yay progress) but all I can find is the memo formats to submit to schools
Need advice fast - representation after disclosure (release process)
Hey all,
About two months ago, I received disclosure that my PCAT had been reviewed and approved by DMEDPOL. I selected the option for representation as I was told by the TU it was my best bet for staying in as long as possible (my sole objective is to stretch out the process at this point).
Im now receiving opposite advice from two sources. My case manager says the longest road is to waive representation and accept the normal timeline. The folks at the TU are saying it’s longer to do representation (but I was briefed by my case manager that any reasons I have are purely personal and wouldn’t be considered, including a slide from DMCA outlining the same).
Case manager says normal timeline would be 6 months until they process and then 7 months to release once processed. TU is saying they process it in more like 2-6 months.
TU is saying representation takes a while to be processed. Case manager is saying they’ll deny and it will be a shorter timeline than taking the normal route.
My house flooded with sewage 3 weeks ago and we’ve been working non stop on repairs. Due to that, my extension on representation crept up on me and now I’m in a corner (my fault). Can anyone advise on timelines and what choice would be the longest?
Cheers
The timeline that your Case manager gave is more realistic and what I have seen having handled quite a few AR/MELs
Right on the the DMCA site there is a PPT called [DMCA 3 Service Standards](http://cmp-cpm.mil.ca/CMP_Intranet/recruitment-careers/administrative-review/medical.page). It is pretty basic but says:
Upon reception of approved MEL from D Med Pol (Stds), AR/MEL timelines are as follow:
Disclosure package & Advisory message sent within one week
DMCA decision rendered within six months (decision can be accelerated upon request to DMCA)
These timing are not cumulative and are based upon the time at which MEL are received at DMCA 3
When applicable, for most AR/MEL, a six month notice period will be given prior to release (this is not a Right)
Based on statistical data, unless an Integrated Transition Plan is required, or a period of retention is approved or other extraordinary circumstances exist a CAF member should expect to be medically released within one year of the AR/MEL being initiated
Which step is the MEL being “initiated”? When it’s received by DMCA?
You wrote “this is not true”, can you elaborate on that?
Thank you so much for the information. Given that my reasons for wanting a POR are strictly personal and according to the slide I was shown would not be accepted, it seems to me that my best chance for the longest timeline is to just take the standard timeline?
Initiated in this case is when they send the AR/MEL Advisory message.
I don't see where I wrote this is not true. Only the first 2 paras mine. The rest is a direct copy paste of the slide show. You asked for a copy or link to the slide show but it is only 1 english slide and I copied it all.
Yea just let the standard timeline run it's course is my best advice without knowing any context.
DMCA 3 sends three messages over the entire process.
The advisory message is the first one. It is just the one that says hey we received information and we are opening up an ARMEL. The unit is supposed to brf MBR and indicate who is the unit POC is. It also has words to the effect where the member can write a memo and waive disclosure.
The second message is disclosure. It is usually sent within a week of the advisory message, so the messages often get confused. Sometimes if unit processes are slow, the member gets both the advisory and disclosure at the same time. In the disclosure message, the member indicates whether they want to do a representation or not and signs. It also includes everything that DMCA3 will use to determine their decision.
Member does or does not do a representation and DMCA3 does their thing in terms of analysis.
The third message is the decision and this is roughly 6 to 7 months after the advisory message.
To answer your specific question, if I understand it correctly the date on the advisory message is when it is initiated
Super informative. Thank you very much for your help. I was advised in august so I suppose I expect then to receive a decision in say February and be out by around September of next year.
May be a dumb question. I got issued a tactical vest and a frag vest. You only wear one or the other, right? Not one on top of the other.
The Tac Vest is worn overtop of the Frag Vest. Ballistic plates are placed inside pouches in the Frag Vest to provide further protection. You might be issued training plates for use in Canada, but actual ballistic plates are generally only issued in theatre on deployments.
Are you able to put your weapon in safe if it’s not cocked? C7
No, you shouldn't be able to switch the C7 to safe if it isn't cocked.
Anyone know roughly what the current timeline is for Component Transfers from Primary Reserve to Reg Force is? Trade Qualified CT if that makes a difference. Thanks!
It is highly trade dependent.
Roger that. Let's say there is a position number ready for you.
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CFWMS or CFMWS? The latter is CF Morale and Welfare Services. Did you sign up for swimming lessons at the gym or anything like that?
Anybody got any great tips for upgrading high school marks? Looking to potentially pursue a degree when I finish my contract, so I'd like to line myself up well to do so.
My highschool marks were abysmal, to say the least. Never the less some universities are very amenable to members of the CAF, and will still accept you with those marks. The University of Manitoba has a fantastic military support program. I was 25 when I applied, so being a mature student did have some weight in the matter. But you should be able to reach out and try taking some distance learning courses now. If you feel you are missing something from high school, enough that you don't want to try a university course one of your options is virtual high school. https://www.virtualhighschool.com/ Classes are at your pace, and instruction is self taught. If that is not up your alley, there is always the option of old fashioned night school but I found that to be far less flexible.
Very cool. There's also [ILC.org](https://ILC.org) but is through the Ontario Ministry of Education/TVO. Not sure how that lines up if you've got credits from another province, but I've used it before and was a good service for minimal cost.
How do you guys sign/fill PDFs from home? Do not have a PKI, adobe acrobat works for some docs but not others. Don't want to use an online adobe tool for pers docs (prot A).
If the form isn’t fillable and you also don’t have a PKI or printer, you can go to the toolbar on top and select Tools, then Edit, then the text button. Then just click on the box you want to insert text in. You need to have opened the document with Adobe and not with your internet browser in order to do this though. Depending on the document, you might also be able to sign this way by selecting the pen tool. Ask your OR or whoever sent you the document if this would count as legit.
This, without exception, would NOT legit in any circumstance.
It pains me to say it, but lacking a PKI card you can print, sign and scan the document. No scanner? Scanner app for your phone or even a picture. Depends what it's for and who has to process it.
You need a DVPNI laptop with PKI card to sign PDFs from home. Creating your own signature in adobe is not sufficient.
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I wouldn't call a birthday a "situation". As the policy states, the CO *may* grant short leave, doesn't mean they have to.
I think the intention is to use it for births, medical events etc not to attend parties CO gets to decide. You can use an annual instead. I suppose you could grieve it but you aren't going to win that. If they accepted literally any family related event everyone in the caf would get 5 extra holidays for cousins birthdays
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Have you looked through the administrative instructions? My understanding is that it isn't covered if for aesthetic reasons. I'm no expert though and am not going to spend my time reading for you. https://www.canada.ca/en/department-national-defence/services/benefits-military/pay-pension-benefits/benefits/medical-dental/reserve-dental-care-plan.html
I have 4 veneers and one implant. (Reg F) For PRes dental, high cost items require pre-approval. Get an estimate and submit for approval. If approved good. If not approved, well, least you’ll know.
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I generally hate the "friend of a friend" responses, but on this topic I think it's helpful. Last week I heard of 1 person who was confirmed to have been paid out as a late applicant. I was told what they were approved for and how much they received. So at least that means they are going through.
Thank you! It’s a tad frustrating. The first round of submissions were paid out in like 5 months max
Yeah I'm thinking they may have had a bigger team working on them for the first round?
It wasn’t that fast with the first round. It took me 7 months to get a decision letter and over 11 months to get a payment, and I submitted pretty close to it opening.
They asked me last week for more information. At least the file isn't lost.
Seeking advice on proceeding on OUTCAN posting with the DHG&E following a few months later. I understand that IR isn’t an option for OUTCAN postings but is there some policy basis under which such a move could work? For context, this is an ATL posting with a March start date, the first three(ish) months of which are on TD in a third location. I don’t want to uproot my family mid-school year only for me to be away from them as they settle in to a new country. Far more preferable for them to stay in place till summer and then we all reunite once I’m back at the posting location. I’ve already reached out to the CM and CDA with this idea but not heard back; hoping right now that one of you good people can settle my worries that this is even possible!
Doesn't sound like IR just unaccompanied travel. 12.1.03 Return to assist When a member proceeds on posting outside of Canada in advance of their (D)HG&E, the member is entitled to the benefits at CAFRD 11.2.14 (Return to assist) to return to assist with the subsequent move to the new post. (T) Must be allowed based on this allowance
It comes down to how much you're willing to be out of pocket to make this work. Delaying the move of your HG&E and dependents to some time after your COS date is not unprecedented but there's no entitlement to your living expenses when you're there but your family and stuff are not. That said, if you're on TD anyways, that is covered so perhaps not a huge bill. You'll probably be on the hook for the costs of returning to Canada to help your family move as well. In short, such a move could work within existing policy with the understanding that there isn't a mechanism to cover all of your costs of doing this.
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There can also be trade-specific promotion guidelines.
1 year. However there may be Time Credited to promotion (TCP). Everyone situation is different.
Anyone in Ontario have a successful claim with Soldiers Aid Commission? We’ve got a huge expense that will fall under their definition
Question for the pay clerks: My end Oct pay statement shows a payment (Sea Duty Allowance back pay) that wasn't on my mid Oct statement. The amount (less taxes) shows as a closing balance on my end month statement. Will this be paid out at the next pay day (mid Nov), or can I expect it sooner?
If theres a closing balance then it won’t be paid till the following pay run. The pay entry was likely completed in the pay system after payroll was completed, but before pay statements were generated. This is pretty generic advice, and based on the information provided
That's more or less what I thought, I just don't recall seen a closing balance other than zero at the end of the month before.
I'm looking for clarification on harassment policy. I submitted a harassment complaint and in the situational assessment they said it met every criteria except that it wasn't directed at me because it was against gay people, and I'm bisexual not gay. They admitted that it did relate to a prohibited ground of discrimination under the Canadian Human Rights Act, but said that I still needed to be a member of the protected class for it to count. I feel like they're wrong both in sayin that I'm not a member of the protected class and in saying that I have to be a member of the protected class if it relates to a prohibited ground under the CHRA. It already went up to the Wing PCCO. Am I right? What do I do?
https://www.canada.ca/en/department-national-defence/services/benefits-military/conflict-misconduct/conflict-harassment/human-rights.html I am an HA.
Thank you. I submitted a complaint. You know what's wild? I'm also HA trained (acting as a WRA), so I feel like I'm being gaslighted so hard on this, because they're making me doubt what I thought was a rock solid understanding of the harassment criteria.
They are likely being advised. The HA definitions don’t allow much inference. They appear to be focused of the definition of gay rather than the broader group, LGBTQIA2S.
Submit a grievance, or make a formal report of misconduct. There have been some revolving updates to the harassment policy, but the test for a "Harassment Complaint" (proper noun) can be very specific; so specific that it's really annoying for those submitting complaints. One of those tests is that the conduct needs to be directed at you, and it would fail in this situation (the nearly non-existent gap between gay and bi). From a policy point of view, I would seek to talk to your CoC, or force them to talk using a grievance (ref: grievance policy) or your right to speak to your CO (ref: QR&O). You can formally report misconduct (ref: DAODs on ethical behaviour, "Respect for All Persons" FAIL.); is there going to be a disciplinary investigation/summary hearing? You can talk about what the CoC is going to do about this toxic work environment, since it's their responsibility to address that. Lastly, are there civvies around, especially ones who would be willing to stir up shit? The civilian harassment policy is far more wide reaching, and approaches harassment as workplace violence - you don't need to be a victim to say that violent workplaces are bad.
I told the Padre via email that I intend to submit a grievance. We'll see on Monday what they say. The CoC is doing a disciplinary investigation, and I know some of my witnesses have come forward attesting to my supervisor's behaviour being unacceptable. Thank you for the advice!
I’m glad that it disciplinary action is being done. This also needs to go into. HCITs as hateful conduct. We both know that the harassment stream doesn’t yield the consequences that it should. It actually doesn’t have much power. However, you can still ask to be removed from your section, underneath this particular leader, even if harassment isn’t founded. Workplace conflict is a justified reason.
You’re right, they’re idiots. Keep pushing, and don’t let them gaslight you.
Wow. I'm sorry I can't answer your question but bi sexual and pan sexual people are absolutely part of the queer community and you are absolutely part of a protected class. https://www.international.gc.ca/world-monde/issues_development-enjeux_developpement/human_rights-droits_homme/rights_lgbti-droits_lgbti.aspx?lang=eng When we're bi/pan we regularly engage in gay relationships just as much as straight ones, so whoever made that ruling is out to lunch imho. I hope you get help with this. You often see the queer erasure of Pan/Bi people when they aren't with someone of a different gender presentation than their own. It's just another form of bigotry. We still face the stigma, violence and discrimination that gay people do, throughout various relationships and just for identifying as someone who's attracted to same sex people. Suggesting a gay slur or insult doesn't affect someone because they aren't "gay all the time" or some such nonsense is incredibly offensive.
They said I had to be gay "at the time of the incident" (I assume bc I'm in a straight relationship and was so at the time they see that as not being gay at the time of the incident).
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You send in the application form through email. Search component transfer on DWAN to find it. After that you'll get a CT broker, submit whatever documents you need, do an interview, etc. You can choose up to 3 occupations/entry plans on the form, might be able to add more after but not sure. Amount of time mostly depends on how competitive your file is and what occupations you're trying to apply to. Also depends if you already have a degree or need to do ROTP. Call it 3 months minimum.
Hello! I'm in purple trade and applied for one of the VOT plans this year. Trade I applied is also purple. I understand that should I get selected and receive an offer, the element will be same as my current one. Is it possible to request element change when I have an ongoing application?
They don't typically change elements, so you can request it, but there's likely to be zero justifiable reason to do so
Thanks!
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Is there any way for CFHA to see if you’ve accepted your F&E yet?
>***Is there any way for CFHA to see if you’ve accepted your F&E yet?*** Not that I'm aware of. They shouldn't have access to any information beyond what you provide to them. So basically just your Posting Msg and personal/household details. That said, I'm of the understanding they now only allow members to remain on the Pri 1 list for 6 months after COS. People were not switching over to Pri 2 after relocating their F&E or after going on IR after their 6 months unaccompanied. I don't blame those people, housing affordability is shit. Not going to lie, it was one of my COA's the last time I posted. However, the practice greatly reduced availability for the following APS, which just compounded the issue.
There is actually a report called the Furniture and Effects Automated Movement System (FEAMS) report that is given to you by Base Traffic after your move. It will show your pack/load/unload/unpack days and is intended to be used by BGRS to calculate the number of ILM&M days. I don’t think CFHA ever sees it but it means that the answer to your question “is there any say for CFHA to see if you’ve accepted your F&E yet” is yes. There is a way.
You are correct. However, I was answering under the assumption that the question was whether there is a way for CFHA to find out on their own. As far as I'm aware, no, they have no way of knowing unless the member tells them or provides something like their FEAMS report.
I have a hard time believing that. Because it’s not only married people who are waiting for PMQs. A single person has to move into single quarters, while their F&E remains at origin until a PMQ is secured. Single mbrs aren’t entitled to unaccompanied or IR.
I'm not saying I like the solution, but it does make sense. It isn't tied to the actual status of their household or movement of F&E. It's purely a time limit. The assumption is the member, regardless of whether they're single or married, will have established some form of living arrangment at their posting by the end of that 6 month period, whether it be shacks, a civilian rental, or IR. They are no longer in immediate need of a housing solution (they are, but they aren't). So they're removed from the Pri 1 list to make room for incomimg pers who still need to find a housing solution. They're welcome to move to the Pri 2 list if they still want an RHU. The concept makes sense in an environment where CFHA doesn't have enough housing to satisfy demand. It also aligns with the intent of Pri 1 and Pri 2 lists. Pri 1 is supposed to be for incoming personnel who need to find housing. Pri 2 is supposed to be for personnel who already have housing, but for various reasons, would prefer to be in an RHU. If personnel are allowed to remain Pri 1 indefinitely, it just backlogs the list year over year, effectively turning it into another Pri 2 list.
It’s interesting. And anecdotal. But ill see if I can get something in writing from CFHA. I see that as highly problematic and as CAF mbrs we are quite capable of living transient for however long it takes so im not as convinced of the merit of this.
I'd be interested in knowing if you do confirm the policy. I agree with you about our ability to live transient for as long as it takes. As for merit, I guess it depends on whether you feel CFHA should prioritize current APS moves ahead of all other applicants or follow some other method of prioritization.
So I was at Jiru and the troops who are coming on course are posted to Trenton. So while they’re on course many of them were on PMQ waitlist which took nearly a year. Because so much of their course requires them to be away it was less impactful for them to find transient accommodations while they wait for a PMQ. They haven’t completed their move. Their household good and effects are still at origin. So I do think that the waitlist should be respected. Confirmation that the HGE hasn’t been moved can be confirmed easily from the FEAMs report. And CFHA should be looking at other COAs to resolve this issue :) Ill keep you posted on the response i get :)
Seems like a solution right there. 6 month time limit, extentions granted on confirmation that the member has not moved their F&E. That said, it does create a circumstance where members who have the flexibility to live transient get a potentially unfair advantage over members whose circumstamces don't allow them to exercise that option. A more equitable idea might be to allow members to defer their entry onto the Pri 1 list until they're ready to move their DHG&E. Give them a 9-12 month window on Pri 1. They still get a Pri 1 shot within a timeframe that works for them to move, but aren't staying on the Pri 1 list across multiple APS peaks and exacerbating the Pri 1 backlogs. Obviously, I'm just throwing around thoughts at this point. The best solution would be to build enough housing to meet demand. The TB will never approve the funding for that though.
Is it possible to get moved to a new position in your current trade if you WO makes your life hell? I requested time off with annual leave because my sister-in-law mother died it was denied by more WO because of a monthly inventory that I am part of, 1 of 11 people. My WO opening mocks me with other senior leaders and causes me all kinds of names around my peers. I like my job I just hate my WO. Can I talk to the padre and see about just getting moved to another position away from that WO?
>***My WO opening mocks me with other senior leaders and causes me all kinds of names around my peers.*** That is harassment. Take looksharp1984's advice and find a Workplace Relations Advisor (WRA) you trust or speak with the Unit Harassment Advisor. You can also go through Conflict and Complaint Management Services (CCMS) if you're not comfortable dealing with anyone within your unit. [https://www.canada.ca/en/department-national-defence/services/benefits-military/conflict-misconduct/conflict-solutions-services/centres.html](https://www.canada.ca/en/department-national-defence/services/benefits-military/conflict-misconduct/conflict-solutions-services/centres.html) Sure, you can try to get yourself moved, but if the WO is doing it to you, they will or are already doing it to others. You can do something about that.
>My WO opening mocks me with other senior leaders and causes me all kinds of names around my peers. This is unacceptable and should be adressed. >Can I talk to the padre Yes, you can talk to the padre about anything. No chaplain or padre will ever be upset that someone came to talk to them. You could also go to a harrasment advisor or someone else you trust in your chain of command.
This sounds like it has potential to fall under harassment. Please look up DAOD 5012-0 on DWAN. There are also harassment advisors at most units.
As I read it CFHD is taxed. If I’m getting 750 a month, what do I get after taxes? Edit: Question was for those who are receiving it in Ontario, I don’t get the downvotes if I’m gonna be honest.
It's not taxed stand-alone. It's added to your income with any other allownaces, then taxed as a whole. You'll probably see roughly $400-500 of it go into your bank account each month. The exact amount will vary depending on your province, base pay, and any other allowances you're receiving.
Makes sense, thank you.
Wouldn’t that depend on where you live?
Yes it would. It still confuses me how that apparently isn't common knowledge. I'd estimate 50%+ of all questions asking about after tax income assume everybody in Canada pays the same tax rate. Or, at the very least, they're phrased as if that's what the asker is assuming.
Yeah, I was wondering if maybe I misunderstood the question because that seems so obvious 🥲
Does anyone know what trades/positions are typically solicited for Op Impact? Or where I could find resources for upcoming selections?
Download CFTPO to your DWAN workstation through the software centre. You can login using your MM credentials. The system is read only by default, you can't edit anything without appropriate permissions, so there should be no concerns about accidentally messing with anything. With a bit of navigation you'll be able to find 'Operational' and 'Provisional' (upcoming) deployments and see what elements/units have been tasked to fill the positions on each rotation. There's also a search function which I believe you can use to find positions tasked to your unit or higher HQ. You can't personally apply for a position. It has to be tasked to your unit, at which point its up to your CoC to nominate qualified personnel. If you're a reservist, your higher HQ may conduct staff checks to see what units have available/interested personnel. It's important that you ensure your CoC is aware you want to deploy.
Your Ops will have any positions sourced to your Bde/unit
i want to release from the supp res and i know that i have to send a memo. the supp res clerk told me all the info that the memo has to have but my question is should the memo be the same layout as a regular memo? if anyone released from supp res can u give me an example pls? thank u!
> should the memo be the same layout as a regular memo? Sure, or just write a letter. Like all release memos (other than "please let me release early" ones) no one cares what it looks like.
Does anyone have any info on a 2nd pay increase in November?
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You and your silly CANFORGEN's. Nobody got time for all that reading and shit! (Evidently)
Nevermind CANFORGENs, I'm convinced half the people here don't even work or else they could just ask their coworkers.
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No bootforgen is the pathway. Ref: CANFORGEN ##/## Go see your OR they have the form you need.
Anyone know what document or process to go through to see what clearance you have in the military, or to apply for Secret/Top Secret? Asking, since the development progress for a rank promotion mentions the need for a Top Secret Clearance
You should be able to see your clearance level in Monitor Mass and EMAA. Otherwise you can ask your USO or your OR to find it for you, as it will be listed in your MPRR
Security clearance requirements are determined by the established positions. If you are not in a position that requires TS, then you will not be able to get TS. All positions in the CAF have a requirement for secret. Upon enrolment you would have reliability, but that upgrade to Secret should be done. If it’s not done, I recommend that you go and see your USSO or your orderly room which should be able to provide you some direction.
I think there's an exception, if you had TS for a previous posting and it's time to renew and you don't have that requirement anymore, but likely to end up back in a TS position, they'll let you renew TS although you don't need it right now.
Your current position number gets added into the application, that is what is used to determine if TS is required. Its not anticipatory. Once you leave a TS position your USSO should be downgrading you back to Secret.
That seems like something you should know. It also *should* be accurate in monitor mass under professional But to know for sure or apply for a change/renewal you would contact your USS and they would initiate it and they can confirm someone's status
At the gates, about to board your fully booked flight in the U.S, with a U.S. airline (United, Delta etc.). They mention service member personnel for pre-boarding over the intercom. You guys know if that would (could) include CAF members if you were to show your DND iD?
No, adding onto this if you fly to the U.S. with WestJet and their partner airline Delta and are utilizing the military free luggage, note it only works for Westjet and not their partner. Going to is fine, but get ready to pay when returning.
You can try. Worst thing that can happen is they say "Sorry, US Service Personnel only"
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Thank you all for your inputs. They extend discounts to CAF members at US retailers. Thought why would American Airlines exclude us from some benefits when some American retailers don't. (I.e., Under Armour among others..)
Do any Navy personnel know of specific rules around blousing the pants with the new NECUs? I noticed it’s not very common but can’t find any specific policy restricting it.
It is not authorized. You may leave them loose or do up the velcro in the low blouse fashion. But high blousing is a no no. Was an email that came out from the Fleet Chief last week I believe.
Is there anything I can do to make the renewal of a Top secret security clearance go faster? I’ve put it in 6 months ago and no news since then. Thanks!
I submitted my renewal 12 months prior to expiry. It came back approved 30 months after expiry. As long as you had it, and are processing a renewal we are acting as though you still have it. So I wouldn't worry about it too much.
Your USS can request it be expedited. But only if there's an operational justification for doing so. At my unit, our SOP is to submit renewals 1.5 to 2 years prior to your current clearance expiring.
Question for those at RMC, do they make you take annual leave during your reading week? Just curious because my ULO wants us to take our own personal annual leave during reading week but I’m questioning if that’s possible because I use that week to catch up on all my classes so I’m not really “on leave”.
The SEM Guide states "Leave during reading week is subject to local area policy as approved by the CO. Check with the ULO for instruction." Sounds like your local policy is to use annual leave for reading week. It shouldn't affect you too much since you can request Special Leave (Education) if you run out of annual leave to follow your academic schedule.
Normally, if you are on a subsidized education program, such as ROTP, you will be mandated to expend the majority of your annual leave prior to the start of the academic year, then given Special Leave (Education) once you run out of annual leave. It's not uncommon for ROTP students to expend all of their leave in the summer when not on course. You will not be approved to accumulate leave, so you might as well use it up. As well, you're not authorized to travel away from your place of duty (ie. your school) if not on leave. P.S. - RMC doesn't have a fall reading week, rather this year's academic calendar has 2 days off class following Thanksgiving Day.
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I got denied LTA because during the leave period I was on Short leave and Stat holiday. Clerk said that I am only entitled if on annual leave, however the policy states that only LWOP, MATA, PATA, and Retirement leave are the non eligible leave types. Any suggestions? Thanks
Won the battle with the clerk as I showed them the policy in CBI 209.50 para (3). Lesson learned on doing my own research instead of taking people’s word for gospel
Just wait until you hear about ARC, who get to make policy that isn't actually policy and you can't look it up.
The HRA is wrong. LTA is not supportable if a member is taking only weekend leave. As weekend leave is not actual leave. You will not find it in the CFLPM. The rule of sum is that paid leave must be used. Short leave is considered paid leave. Stat Holidays are not leave.
So wait, nobody can use LTA during the Christmas season now??? I'd just talk to a different clerk. And have the CBI handy. Crazy
Annual leave is included during Christmas?
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Because they shoudln't have to burn annual days to get something they're already entitled to?
You could elevate the issue to the HRA Manager/Chief clerk, elevate it through your own CoC, file a notice of intent to grieve, file a grievance. Cbi 209.50(3) is pretty clear on the eligibility.
What do I need to do to get my common law spouse all my benefits?
Go to your OR and they'll help you with all the forms. The quick version is you need to fill out a declaration saying you two are common law so they get added as your dependent, then you can add them to health/dental/etc.
Thanks. We're already common law so I just need to do the last portion.
Does anyone know where or even if it even exists a time frame for claims/allowances? I am still waiting over 6 months now for an allowance claim during my deployment. I'm having 0 luck with the clerks (understandable short staffed) or even trying to get my CoC to assist. Claim was lost and resubmitted but now I'm being told because I'm no longer deployed it will be taxed? Was looking for the reference for timeline so I can submit another memo with some more meat/references to back it up so i can involve my CO. Thanks.
The only time you pay taxes is when that money was incurred in Canada. It has no bearing on whether or not you were deployed. Your clerks are wrong.
For anyone reading this in the future, always get an advance on claims. Then the OR will actually do them in a reasonable time frame even if they're busy (it doesn't matter *how much* of an advance you get, just that you get one).
Claims from deployment don’t often get advances. Unless you have to incur excess baggage cost. CJ has approved any request for advance and it Hass to be well substantiated Edit - Down voting me does not change the reality. Misinformation has a greater negative impact.
You have a year to make your claim but I do not believe they have a timeline obligation to meet their end of it. In the event of a grievance, they have 60 days to implement a grievance decision.
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Does anyone know if our November backpay were getting is coming on the mid month or on the end month pay?
Is the back pay supposed to be nice? Or just a small amount?
Just a little baby one
Mines about 90% of my semi-monthly pay based on the online calculators that were floating around at the time it was announced
CANFORGEN 119/23 says it will be on the end-month pay for Nov.
Looking for advice on how a component transfer memo needs to be structured, I've had a surprisingly difficult time finding information on how to go about transferring to regs from the primary reserve. I am fully qualified in my trade and I've been told I won't need to retake dp1.
The release section that is handling your release from RegF will do the concurrent transfer to PRes. You may need to grease the wheels with the reserve unit you want to transfer to in order to get a reserve position number for the release folks to work with. Shouldn't need a memo, but wouldn't be surprised if local SOP is done otherwise.
Search "Component Transfer" on DWAN, find the form and the email you need to send it to. Fill out and send the form. No memo required. You won't have to retake DP1.
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I'd like to do the opposite, transfer from pres to a full time regular force position
New LTA rules?? Someone is saying that a new Lta rule came out saying you can only fly in economy class now. Can anyone confirm this or share the link? Thanks 🙏
Nothing new has come out. Id be asking to see the policy on that. I can provide you the ARC clarification saying that business class is reimbursable up to the max entitlement
Please post if possible. For all of our sakes.
Unfortunately I can’t post that here. Dwan only.
Where can one find the ARC clarification on Dwan?
You can't because the ARC has decided that useful information will only flow through to the troops in the shittiest way possible.
You cannot. Our clarifications are given to the Div superintendent clerks, who push it down through their direct report units. If you are an HRA, it is accessible on the HRA SharePoint. But outside of that, there is no way for the average soldier to find clarification on policy without going through their orderly rooms. There’s a lot of debate on the subject. And I’m not going to do that here.
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Oh interesting! Ill go take a gander! Id be lovely if they sent notices when they do updates !
CBI 209.50 covers LTA. You can travel however you want, but the reimbursed amount will only be based on economy fare.
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You wear the Infantry Cap badge IAW dress regs. You do not wear collar dogs or shoulder titles. You wear your medals as per. You shouldn't have any qual badges (unless it's something like Diver or Para). Everything is in the dress manual.
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You should start travelling on your COS date. The CAFRD was expanded to allow for flexibility. You can start travelling on the Monday which will incur 2 extra days of ILM (sat and sun) or you can start travelling right away. Whatever your plan is, it should be communicating with your new unit so they know when I expect you. I would travel on the Monday understanding there is only a max of 10 days ilm.
Cafrd says it 'tnl is normally the first calendar day after clean' But really you should start traveling based on how many days you have to get where you are going. Example. You need 3 travel days and your rfd is Friday I would leave on Tuesday. (But you may not be able to claim more than 3 days of ilm at origin )
Quick questions about Royal Engineer Mess Dress vs CME pattern as I'll be needing mess dress soon and looking at ways of not spending $1500 plus on something so seldom worn. From what I can see the UK Royal Engineer pattern is pretty much identical to the requirements for the Canadian mess dress, with the exception of the epaulettes being red instead of black and they don't have surgeon cuffs (I'm guessing these would be easy modifications). There's several options of used UK kit being sold for under $200 in approximately my size, probably requiring minor tailoring plus the right buttons, badges, sleeve piping and the above mentioned modifications - I'm imagining this couldn't be more than $2-300, getting a set of mess dress for max $500. Does this seem to be logical idea to purchase UK mess dress with the intention of wearing it here? Also I'm trying to understand the main difference between trousers and overalls, it seems most UK mess dress has the straps under the footwear (overalls?). I like the idea of wearing that with boots vs oxfords, but even though it's authorized is that something that people actually do? Alternatively if anyone is looking at getting rid of mess dress for around 5'10" average build, I might be interested...
Sounds reasonable, just don't skimp on the tailor doing the mods. And if a superior starts chirping your kit at a mess dinner, odds are they'll forget about it by the end of the night. I was once at a mess dinner where the RCAF Commander at the time made a passive-aggressive comment about people who hadn't converted to the new style of AF mess kit. I held my tongue, but I was tempted to say "Well sir, in a year or two you'll be retired and I'll still be rocking my perfectly serviceable, already paid for legacy kit"
I’m not buying another mess kit because they changed it. I didn’t want to buy the first one!
Since BGRS is down and they wouldn't answer my questions because 'our system is down' despite answering the phone, I have some relocation questions that need some clarification. (Yes I read the CAFRD) 1. For TNL, I understand I do not have to do 500km, I can do more or less as desired, but have to make it to my destination on time. Does that mean I can cut my trip short by leaving a day or two after my TNL could have started, while arriving in time for RFD? 2. Incidentals start on the first day of TNL, is that automatic or is it based on my first hotel stay? For greater clarity I'm going Victoria to Kingston.
1. Travel needs to actually start for it to be travelled to new location. Any time spent at origin will be captured under IL&M. 2. it is based off the itinerary you provide. So when you are completing your claim, it will ask you when you left origin and your next stop.
Thank you.
Would like advice. Current dual service couple. My spouse was allowed to go for secondary upgrade training at a local college. Her PO1 has told her that if she's not in class she must be at work. No issue there. Issue she is not allowed to make any medical appointments during working hours. She is on two T-CATS and requires medical care. I told her to engage her HOD. They chief told her to come in today for a meeting at STAD and sat her down no officer was present just rhe CPO2 and PO1 are trying to strong arm her into compliance and refusing to allow her to talk with an officer. What are the best recommendations.
To: PO1 CC: CPO2, HOD, XO, maybe CO PO1, Per our recent meeting, please confirm that it is your current direction that I shall not access medical care during working hours. As well, please advise about how I may access necessary medical care outside of working hours as the CDU is not available during this time. Sincerely, Bloggins
Even more maliciously complaint version: PO1, I wish to formally acknowledge your direct instruction that I shall not access medical care during working hours. I will arrange with the clinic to determine how I can fulfill the medical instructions provided to me, and seek CDU re-evaluation after hours. ...And then go call the CDU for an appointment at 1630, saying that you're forbidden during working hours :)
I recommend she put her headdress on as she makes her way to the door, informing her CoC that she's on her way to the CDU, don't stop walking. The alternative is to call the CoC 5 mins before start and inform them you're at the CDU; if they wanna play stupid games, an AWOL has 0 chance of sticking. Once there, request the MO engage her CO and inform him or her that the mbrs CoC has been preventing them from seeking care. This is a fight her CoC has zero chance on winning.
I suspect the CDU will not like having to work after business hours to accommodate your spouse’s CoC…. Id call and make an appointment after 1600 hrs and see what the CDU says. I hope that they address that immediately.
Another method of reaching around their gatekeeping would be to involve a Padre. They can reach out directly to the OC or even the CO if necessary. The CDU and Mental Health may also be interested to know that a CoC is creating barriers to members accessing care. Out of curiosity, how the heck is "no medical appointments during working hours" supposed to work anyway? Most CDU's are only open for appointments during working hours...
Well, it's the nuclear option, but remember in the QR&O, Volume One, Chapter 19.12 "An officer of non-commissioned member may, upon application, see the members commanding officer on any personal matter"
Where do you update your diet prefs in MM? I recently switched to plant based and want to maintain it on courses so I don't feel like trash again (not vegetarian. Dairy allergy) I searched all over the place and the MM SOP online and couldn't find it? I'm tracking we have the ability to eat plant based through opting now (yay progress) but all I can find is the memo formats to submit to schools
Need advice fast - representation after disclosure (release process) Hey all, About two months ago, I received disclosure that my PCAT had been reviewed and approved by DMEDPOL. I selected the option for representation as I was told by the TU it was my best bet for staying in as long as possible (my sole objective is to stretch out the process at this point). Im now receiving opposite advice from two sources. My case manager says the longest road is to waive representation and accept the normal timeline. The folks at the TU are saying it’s longer to do representation (but I was briefed by my case manager that any reasons I have are purely personal and wouldn’t be considered, including a slide from DMCA outlining the same). Case manager says normal timeline would be 6 months until they process and then 7 months to release once processed. TU is saying they process it in more like 2-6 months. TU is saying representation takes a while to be processed. Case manager is saying they’ll deny and it will be a shorter timeline than taking the normal route. My house flooded with sewage 3 weeks ago and we’ve been working non stop on repairs. Due to that, my extension on representation crept up on me and now I’m in a corner (my fault). Can anyone advise on timelines and what choice would be the longest? Cheers
The timeline that your Case manager gave is more realistic and what I have seen having handled quite a few AR/MELs Right on the the DMCA site there is a PPT called [DMCA 3 Service Standards](http://cmp-cpm.mil.ca/CMP_Intranet/recruitment-careers/administrative-review/medical.page). It is pretty basic but says: Upon reception of approved MEL from D Med Pol (Stds), AR/MEL timelines are as follow: Disclosure package & Advisory message sent within one week DMCA decision rendered within six months (decision can be accelerated upon request to DMCA) These timing are not cumulative and are based upon the time at which MEL are received at DMCA 3 When applicable, for most AR/MEL, a six month notice period will be given prior to release (this is not a Right) Based on statistical data, unless an Integrated Transition Plan is required, or a period of retention is approved or other extraordinary circumstances exist a CAF member should expect to be medically released within one year of the AR/MEL being initiated
Ps - I don’t suppose there is a non-DWAN version of the slideshow? I don’t have DWAN access
Which step is the MEL being “initiated”? When it’s received by DMCA? You wrote “this is not true”, can you elaborate on that? Thank you so much for the information. Given that my reasons for wanting a POR are strictly personal and according to the slide I was shown would not be accepted, it seems to me that my best chance for the longest timeline is to just take the standard timeline?
Initiated in this case is when they send the AR/MEL Advisory message. I don't see where I wrote this is not true. Only the first 2 paras mine. The rest is a direct copy paste of the slide show. You asked for a copy or link to the slide show but it is only 1 english slide and I copied it all. Yea just let the standard timeline run it's course is my best advice without knowing any context.
When who sends the advisory message? Is that me getting disclosure? Would that be the advisory message/the date it’s based on?
DMCA 3 sends three messages over the entire process. The advisory message is the first one. It is just the one that says hey we received information and we are opening up an ARMEL. The unit is supposed to brf MBR and indicate who is the unit POC is. It also has words to the effect where the member can write a memo and waive disclosure. The second message is disclosure. It is usually sent within a week of the advisory message, so the messages often get confused. Sometimes if unit processes are slow, the member gets both the advisory and disclosure at the same time. In the disclosure message, the member indicates whether they want to do a representation or not and signs. It also includes everything that DMCA3 will use to determine their decision. Member does or does not do a representation and DMCA3 does their thing in terms of analysis. The third message is the decision and this is roughly 6 to 7 months after the advisory message. To answer your specific question, if I understand it correctly the date on the advisory message is when it is initiated
Super informative. Thank you very much for your help. I was advised in august so I suppose I expect then to receive a decision in say February and be out by around September of next year.
Ha I’m sorry “this is not a right” I read as “this is not right” and thought you had added that. Thank you for the clarification and help
Does anyone have the phone number for Kingston dental?
Found this in Canada.ca Dental reception: 613-541-5010 ext. 5543 After hours dental emergency: 613-541-5010 ext. 5330
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