“It’s an order that’s long overdue,” Trump said during a signing ceremony at the White House, flanked by more than a dozen military spouses who will be part of the new commission. The President’s Military Spouse Commission will make suggestions for improving quality of life in the areas of spouse employment, housing, education, childcare, healthcare, deployment-related support “and just about everything else you can think of,” Trump said.

He noted the strains of separation from loved ones deployed overseas and the frequency of permanent change of station moves.

These are “generational issues that are long overdue to address,” said Jennifer Hegseth, wife of Defense Secretary Pete Hegseth and chairman of the commission, which will include more than 20 members.

For more than a decade, military spouses have struggled with unemployment rates above 20%, in addition to various problems with housing, lack of affordable childcare and persistent issues with access to health care.

The commission’s duties will include connecting with military spouses to determine common areas of concern, according to the executive order.

Commission members will include Christie Mullin, the wife of Homeland Security Secretary Markwayne Mullin, as well as the spouses of the service secretaries, spouses of the members of the Joint Chiefs of Staff and spouses of the services’ senior enlisted advisers.

“It means the world to me that you highlight the enlisted corps,” said one senior enlisted member’s wife who spoke at the ceremony.

Trump said that collectively, these spouses have more than 400 years of experience as active-duty spouses.

“America couldn’t have the strongest military in the world without the love and devotion of our remarkable military spouses, who make extraordinary sacrifices for our country,” Trump said.

The spouses will serve without compensation, but they may receive reimbursement for travel expenses. The group will meet each month at the White House and will provide a report on the issues at the end of each fiscal year for as long as the commission exists. The commission will end two years from now, unless the president extends it, according to the executive order.

It’s unclear how or if the commission will work with the congressionally mandated Department of Defense Family Readiness Council, which is now in the process of being reconstituted. That council hasn’t met since DOD ordered a review of all advisory committees in early 2025. For over ten years, the council examined issues affecting military families. At most, they met twice each year.

A congressional push to improve quality of life resulted in pay raises in 2025 that targeted younger enlisted troops, as well as other initiatives. But service officials and families have said there are lingering, persistent concerns in areas such as childcare, spouse employment, housing and healthcare, among others.

Previous initiatives during the Biden and Obama administrations also aimed to raise awareness of issues for military families.

The program is open to Army aviation warrant officers who meet specific career requirements and agree to remain on active duty for three to six additional years.

The move, first reported by Task & Purpose, comes as the Navy and Air Force are also offering hefty bonuses to keep select experienced aviators in the service.

Warrant officers with 12 to 14 years of active federal service can pocket up to $75,600 by committing to three more years on active duty. Those with at least 18 years of service can qualify for bonuses ranging from $120,000 to $209,880 in exchange for four- to six-year commitments.

The incentives are available to regular Army warrant officers in certain specialties who are medically qualified for flight duty and serve as pilots in command, among other requirements. Those seeking the bonuses must assent via written agreement. If they fail to stay eligible during the term of their service, aviators may be required to repay the bonuses.

The payments will be made in monthly installments — instead of a lump sum — and are taxable, though they’re tax-exempt when the payee qualifies for combat zone tax exclusion.

The program has an obligation ceiling of $17.1 million, but Army headquarters can suspend the bonus payments if funding becomes unavailable, according to the memorandum.

Effective immediately, the directive says bonus agreements will be processed on a first-come, first-serve basis. The directive expires Sept. 30, 2026.

On July 2, two men approached the young sailor, claiming they had lost their wallets and needed help paying for a hotel room.

“The men gained possession of his phone under the pretense of entering reimbursement information electronically,” the father wrote in an email to Military Times. “Shortly afterward, he discovered an unauthorized transfer from his Navy Federal Credit Union account.”

Young service members are increasingly targeted by financial scammers who, in recent years, have employed everything from romance and investment schemes to fraudulent debt-relief offers and rental and housing scams during PCS season. Military spouses have also been targeted.

The Federal Trade Commission reported that military consumers, including active duty, veterans and families, lost $584 million to fraud in 2024.

The incident with the sailor, who is stationed in Suffolk, Virginia, occurred around 5:30 p.m. in the parking lot of a Wawa in Norfolk.

The scammers were able to use his banking app to transfer a large sum of money, according to Norfolk Police Department spokeswoman Noel Lipieko.

“These scams only take seconds to complete,” Lipieko said. “Detectives say entry-level military personnel do appear to be disproportionately impacted by scammers and remind everyone to always be cautious about letting someone you don’t know use your cell phone, by politely declining or offering to call for help on their behalf.”

The investigation into the incident is ongoing.

Carrie Foran Sepulveda, vice president for fraud and physical security strategy at Navy Federal Credit Union, called the scam “digital mugging.” Navy Federal has seen an increase in these parking lot scams over the last few years, she said.

Military-connected consumers are also particularly vulnerable to scams because of frequent moves and changing addresses, said Jason Stverak, chief advocacy officer for the Defense Credit Union Council.

Defense credit unions, meanwhile, use a multi-layered approach to fight fraud and scams, he said. These efforts include consumer education and employee training, but also extensive oversight of the financial institution’s own systems through real-time transaction monitoring, alerts that allow members to confirm or deny suspicious activity, and other checks.

Financial institutions, tech companies, government agencies and law enforcement, among others, are working together to find ways to prevent these scams and help victims recover money when possible.

“I know the military community is a very giving community,” Foran Sepulveda said. However, handing someone an unlocked phone “is the difference between handing them a $20 bill and handing them your whole wallet,” she said. “Even the kindest, most generous person is not going to say, ‘Take my ID, take my credit cards, take everything.’”

Parking lot scammers have also used other tactics, such as feigning an emergency, to gain access to a person’s phone and money. Beyond the in-person encounter, fraudulent phone calls, emails and texts have also proven to be a frequent medium for scammers.

A scammer may pretend to be someone else or send a text message that appears like an innocent wrong number before steering the conversation into precarious territory. The unpaid toll violation notice is another common scam, and some have reported getting calls about being imminently arrested due to not showing up for jury duty.

Foran Sepulveda says Navy Federal and other financial institutions are taking steps to educate their members about the ever-evolving scams.

Financial institutions like Foran Sepulveda’s are liable when fraud occurs with unauthorized transactions, but not for authorized scams. While financial institutions work to detect fraud internally, the problem takes on new complexity when criminals work directly with the target to set them up for a payday.

“If the scammers can convince you, get that trust built with you before you even open your [financial institution’s] app, there’s just no way for us to know what happened before,” Foran Sepulveda said. “At some point, it is your money, and we have to let our members make their own choices.”

There are some red flags institutions look for, however, such as wire transactions — especially high-dollar moves. Once such a scam is detected, financial institutions attempt to prevent money from leaving the account.

Foran Sepulveda said Navy Federal also works with a company that uses artificial intelligence to “scam the scammer,” getting the account information for the money transfer.

So, if a member wants to send money to what they might perceive as an appealing account, “whatever story [they] might come in with, I feel confident in saying no. ... I know this account is being used to get scam dollars,” Foran Sepulveda said.

Experts suggest the following when spotting and avoiding scams:

• Watch out for tell-tale signs, including intense pressure to quickly move money.
• Decide on a family code word in case a scammer calls asking for emergency money for a family member “in trouble.”
• Be aware that scammers are now often using AI-generated voice impersonation.
• If you are the victim of fraud or a scam, contact your financial institution immediately and report it to law enforcement.
• Ignore scam texts, but know that they are getting more clever.
• If receiving a call from someone claiming to be from your financial institution, hang up and call that institution directly.

New programs have launched at Naval Station Norfolk and the Hampton Roads area in Virginia, as well as at MacDill Air Force Base in Tampa, Florida. Programs launch within the next few weeks at installations in the San Diego, California, area and around Seattle and Tacoma, Washington.

The additions will bring the total number of installations served by MFAN’s PCS Pantry Restock program to 17 across six states. Part of that program is the Fresh Funds initiative that provides the grocery stipend.

The other areas where the program operates are Fort Hood and Fort Bliss, Texas, and Camp Lejeune, Marine Corps Air Station Cherry Point and MCAS New River in North Carolina.

Families in the areas can request the assistance from MFAN directly through its website.

The program was established in response to MFAN’s research over the years that has found military families often face significant out-of-pocket costs when making permanent change of station moves, which can exacerbate financial problems. In the nonprofit’s most recent survey, MFAN found that more than 40% of military family respondents reported low or very low food security.

MFAN’s recent research found that more than 60% of active-duty families who made moves in the past two years paid more than $1,000 out of pocket for expenses related to their move, over and above what the Defense Department pays to move them.

For example, during these relocations, families must replace food, cleaning supplies and other items they couldn’t bring from their previous locations.

MFAN is partnering with Instacart, an online grocery delivery and pickup service, and the program includes delivery of the items to the families. CVS Health is a lead supporter of the PCS Pantry Restock Program.

“Meeting military families where they are — especially during the disruption of a relocation — requires partners like Instacart who share our commitment to making food easier to access,” said Shannon Razsadin, chief executive officer of MFAN, in a statement to Military Times. “Our research shows food insecurity remains a serious challenge for too many military families, and partnerships like this are an important part of the solution.”

How it works

The program starts with MFAN’s PCS Pantry Restock Box to newly arriving families who have signed up. Service members with at least one dependent are eligible, regardless of rank.

The box is stocked with pantry staples, cleaning, and paper goods and delivered to families’ homes, and is valued at $150. After receiving the box, families are invited to fill out a survey, and those who qualify may receive a one-time Fresh Funds code for a $125 grocery stipend, for up to three months, to order groceries and essentials through Instacart. The program doesn’t include military commissaries.

More than 6,000 military families have benefited from the PCS Box program to date.

Across the board, childcare providers struggle with financial issues, with about one in five reporting food insecurity, and about one-third struggling with debt.

Childcare providers across the board are experiencing high levels of stress and depression, researchers with the Buffett Early Childhood Institute at the University of Nebraska found.

In looking at potential solutions to bolster the military childcare provider work force, researchers also noted that poor access to behavioral support is a major reason for turnover, and there’s a high level of acting-out behaviors among children in military childcare.

The research, conducted by the Buffett Early Childhood Institute, provides more insight into military and civilian childcare providers, their needs and their differences.

Among other findings, the researchers determined that a one-time retention bonus of $500 would retain six out of 10 of those who were at risk of leaving for another year.

“You’d be shocked at how little it would take to keep them,” said Walter Gilliam, executive director of the Buffett Early Childhood Institute. “It’s because they want to stay.”

A societal issue

If there aren’t enough childcare providers, fewer children can get care. Access to affordable, high-quality childcare is key to their quality of life, to service members’ readiness and to military readiness, said those who spoke at congressional briefings this week held by the institute, in partnership with the National Military Family Association.

While childcare is a readiness issue for the current force, it’s also a readiness issue for the future force, since many military children follow in the footsteps of their military parents.

Sabrina Dalton, the wife of a Space Force guardian, said she was a preschool teacher until her first child was born more than 11 years ago. She left the work force after failing to find infant care. For her family, like many others in the military, they had many discussions about how to make the numbers work, weighing childcare costs and employment, she said.

But for eight years, until they moved to a state with free pre-Kindergarten for her youngest, she was out of the work force. They were never able to secure on-base childcare.

Dalton, who is the chief operating officer for Operation Child Care Project, said many of the spouses who seek them out to discuss childcare are also struggling with food insecurity and other issues, such as credit card debt, that are related to the effect the lack of childcare has on spouse employment.

As defense officials, lawmakers, private organizations and others have worked for decades to find ways to fill in the gaps of childcare, there has been more of a focus on recruiting and retaining childcare providers.

Stephen Simmons, deputy assistant secretary of defense for military community and family policy, said defense officials have worked on overhauling the compensation models for military child care providers and have been hiring specialists who can help with special needs, such as behavioral problems, in military child care centers.

Since June 2025, different efforts have reduced the amount of unmet need from 12,000 child care spaces to about 9,000 on wait lists across the Defense Department, Simmons said.

Half of the unmet need is located at about 20 installations, he said. And the problem can’t be solved solely by building more child development centers, which can take six years in the military construction process.

This need for child care is a societal issue, being felt across the country, Simmons said, with local, regional and national shortages of child care providers.

Those employees are critical to providing child care of high quality for military children.

“We’re going to change the idea that daycare is where you park a kid so a parent can go to work,” said Raleigh Duttweiler, chief impact officer of the National Military Family Association.

These are the most formative years of a child’s life, and they deserve to be in high quality childcare, she said.

‘It’s a calling’

According to results of the 2023 research — made public at briefings this week — of the 91 on-base military childcare providers who were surveyed, 63% of those said low pay is the leading reason for leaving the field, compared to 54.8% of the 231 military providers off base and 63.8% of the 24,285 non-military child care providers.

The on-base providers were indeed twice as likely to have actually left the field in the previous year as those off base, with 33% reporting leaving in the previous year.

Yet, military childcare providers are more committed to the field, with 51% of on-base providers planning to make it their careers.

For many of these employees, Simmons said, “It’s a calling.”

Many of the on-base providers are also older and more experienced, Gilliam said. On-base providers had a median of 20 years of experience in the field, compared to 18 years for military providers off base, and 16 years for non-military providers.

The down side, Gilliam noted, is that they also may be getting closer to retirement.

It’s unclear how many of the providers who left the field did so because of permanent change of station moves, since some are military spouses.

As troops struggle to find child care, 24-hour centers offer help

In addition to retention bonuses, another solution is to provide better access to support in dealing with children who have challenging behaviors.

Researchers found that a major reason for provider turnover is poor access to behavioral support. That access is “very weak” in off-base military child care programs, they found. More than half of those programs permanently expelled at least one child in the previous year, compared to one-third of on-base programs and 39% of non-military programs.

The rates of children’s mental health concerns are also greatest in off-base care, although about half of classrooms across the board reported that at least half or more of the children in their classrooms were “externalizing” their problems, or acting out.

More off-base military providers and non-military providers reported that children were internalizing problems, or exhibiting physical signs, such as unexplained headaches or stomach aches.

According to the most recent Blue Star Families Military Lifestyle Survey, 20% of active duty families with children have at least one child receiving mental health care, and another 13% would like for their child to receive care.

Other findings of the research into child care providers include:

• Stress is high across the board among providers, with the highest rate, 24%, reported in on-base providers, followed by 23% in non-military and 18% in off-base military providers.
• Depression rates are also high across the board, with about one-third of providers screening positive for depression.
• On-base providers and those providing care for military children off base are also more likely to have childcare credentials. Nearly half hold a Child Development Associate credential, the most widely recognized credential in early childhood education.
• On-base providers have better benefits, with nearly 60% having access to health insurance, 65% with retirement benefits, 54% with paid family leave and 42% with access to employee assistance programs.

She left behind a teaching career she loved in San Antonio, Texas. Since arriving in California, Pasco has spent months navigating state credentialing requirements including additional coursework, English learner authorization and California-specific licensing before she can return to the classroom.

“The fastest way to get ghosted after a job interview is by telling them you’re a military spouse,” Pasco said. “They’ll say, ‘You’ve lived in a lot of places,’ and then comes the awkward, ‘Yeah ... I’m a military spouse.’ That’s why I’ve had jobs in different states. After that, I usually don’t hear from them again.”

Repeated rejection has taken a toll.

“I had a full breakdown today because it’s never been this hard,” she said. “I have three degrees and more than 10 years of experience, and people look at me like I have nothing to offer.”

Pasco isn’t alone. Military spouse employment has become a recurring concern for military leaders, lawmakers and military family organizations, which have increasingly linked spouse employment to family financial stability, quality of life and retention.

In efforts to address the issue, Congress has advanced bipartisan legislation, the Defense Department has expanded employment programs and nonprofit organizations and private employers have invested heavily in helping military spouses enter the workforce.

Even so, the Military Family Advisory Network’s 2025 Military Family 360 Report, released in June, found unemployment among active-duty spouses actively seeking work climbed to 29.9% in 2025, up from 21.8% in 2023.

A decade of attention

Congress has spent more than a decade trying to reduce the employment barriers military spouses face.

Lawmakers expanded federal hiring preferences, supported interstate occupational licensing reforms and backed Defense Department programs intended to ease employment transitions after permanent change-of-station moves.

More recently, bipartisan lawmakers introduced the Military Spouse Hiring Act, which would add military spouses to the federal Work Opportunity Tax Credit and offer employers a tax incentive to hire them.

The legislation has not become law, but Rep. Don Beyer, D-Va., said his office is now pursuing the proposal through broader legislation to reauthorize and expand the Work Opportunity Tax Credit.

“The problem of military spouse unemployment and underemployment is a difficult one to easily solve,” Beyer told Military Times.

Frequent relocations, assignments to rural or economically depressed communities, deployments and unpredictable military schedules continue to disrupt careers in ways most civilian families never experience, he said.

Beyer said Congress has made progress, pointing to expanded hiring preferences and growing employer engagement, while acknowledging that legislation alone has not consistently translated into better outcomes.

“A consistent challenge has been in the implementation of various well-meaning federal initiatives,” he said.

Federal hiring preferences have created opportunities, Beyer said, but lengthy hiring timelines, limited awareness of available programs and complicated eligibility requirements often reduce their impact for military spouses who may relocate again within a few years.

“We can and should do better in holding ourselves accountable in measuring progress and changing course if a specific program is falling short,” he said.

Barriers remain

MFAN’s 2025 Military Family 360 Report found unemployment among active-duty spouses actively seeking work increased sharply over the past two years, while 55.9% reported being underemployed, meaning they earned less than they needed, worked fewer hours than they wanted or held positions below their education or level of experience.

Shannon Razsadin, chief executive officer of the Military Family Advisory Network said, “What’s remained consistent is the structural nature of the challenge itself.”

Blue Star Families reached a similar conclusion through a three-year longitudinal study conducted with Syracuse University’s Institute for Veterans and Military Families. Despite being a highly educated population, only 22% of participating military spouses maintained full-time employment throughout the study, even though 43% held advanced degrees.

Researchers found that repeated PCS moves, child care challenges, occupational licensing requirements and the demands of military life continued to interrupt careers long after spouses entered the workforce.

“One of the biggest misunderstandings is that military spouse employment is primarily a job-search problem,” said Lindsay Knight, chief impact officer at Blue Star Families. “It is more accurately a career-continuity problem.”

The organization’s research also found that military spouses often accepted positions below their qualifications because those jobs offered greater flexibility or were easier to leave when military orders arrived. Child care repeatedly emerged as a deciding factor in whether spouses accepted promotions, reduced their hours or left the workforce altogether.

Beyond getting hired

As senior vice president of programs and events at Hiring Our Heroes, Elizabeth O’Brien has spent more than a decade helping military spouses connect with employers. During that time, she has watched opportunities expand in ways that were difficult to imagine when she entered the field.

“If there has been a time to be a military spouse that wants to enter the workforce, there’s better opportunity now than there has ever been,” she said.

Remote work has expanded. Employer partnerships have grown. Programs such as the Department of Defense’s SpouseWorks program (formerly SECO), have broadened access to fellowships and career services.

Still, O’Brien cautioned against expecting legislation alone to solve the problem.

“I don’t know that Congress can legislate everything that needs to happen,” she said.

Military spouses often navigate challenges that extend well beyond the hiring process. Frequent moves interrupt professional networks. Occupational licensing requirements differ from state to state. Child care availability can determine whether a spouse is able to accept or keep a job. Even resume screening systems can struggle to interpret employment histories shaped by repeated relocations.

O’Brien agreed with researchers who argue that maintaining a career has become as important as finding the next job.

“I agree with the goal of career continuity,” she said. “But we have to start at the very beginning before we can get there”

O’Brien believes employers also have an opportunity to think differently about retention. Rather than measuring success solely by whether a military spouse remains with one company, O’Brien said industries should work together to retain talent across employers when military families relocate.

A financial professional who moves from one institution to another after a PCS, for example, has continued building a career even if the employer changes.

“If the industry is working together,” she said, “the military spouse has a better opportunity for career continuity.”

The stakes extend beyond professional fulfillment. Blue Star Families found 77% of military families now rely on two incomes to meet their financial needs, up from 63% in 2019.

Interrupted careers can delay promotions, reduce earning potential and make it more difficult for families to regain financial footing after each move.

For Pasco, those realities are measured one application at a time.

Every PCS has meant rebuilding professional relationships, learning another state’s requirements and explaining why her resume spans multiple duty stations instead of a single community.

“I’m not asking for special treatment,” she said. “I just want someone to look at my experience and see what I can actually do.”

It isn’t a deployment. For the Thomas family, it’s simply military life. For generations, military families were expected to pack up together every time orders arrived. Today, some families are making a different calculation.

Rather than uprooting children’s schools, abandoning established careers, leaving specialized medical care or disrupting custody arrangements, they are maintaining separate households while remaining married, a practice military families often call “geo-baching,” short for geographic bachelorhood.

“Well, you made this choice”

Thomas never imagined living hundreds of miles from her husband. Friends often assume deployments are the hardest part of military life. She disagrees. “To the outside world, you’re still married, your spouse is safe and life appears normal,” Thomas said. “For most we hear, ‘Well, you made this choice,’ but normal is not the word I would use to describe raising children, maintaining a home, nurturing a marriage and carrying the weight of everyday life from different states.”

For Thomas, remaining in Florida preserved two careers, her children’s routines and the support system the family had built.

As Thomas began sharing her family’s experience, military spouses from every service branch reached out with similar stories. Some remained behind to preserve careers or children’s educational stability. Others stayed because of specialized medical care, or support networks.

Those conversations led Thomas to found Family in Flight, a nonprofit that provides peer support, resources and travel assistance to geographically separated military families. She said the organization has connected with hundreds of spouses navigating long-distance marriages shaped not by deployment, but by military life itself.

Jeanne Caruso wanted nothing more than to accompany her husband to his assignment in Okinawa. Instead, she remained in the United States because the specialized care she relies on to manage epilepsy would not be available there. Moving overseas, she said, could place her health at significant risk.

For Navy spouse Tiffany Nguyen, the decision centered on her son. The family was preparing for an overseas move when they learned their child had been deemed unsuitable for permanent change of station by DoDEA based on his Individualized Education Program. Nguyen said she is challenging the determination, arguing that it contains significant discrepancies. She said the family was told schools overseas would be unable to meet her son’s educational needs.

The circumstances differ. The outcome does not. Each family found itself weighing military orders against another responsibility they were unwilling or unable to leave behind.

Although the Defense Department does not track voluntary geographic separation among married service members, Blue Star Families has documented the practice before. In its 2015 Military Family Lifestyle Survey, one in five active-duty family respondents reported choosing geographic bachelorhood at least once during their military career. The most common reasons were a spouse’s career, short military assignments and children’s education.

More recent Blue Star Families research no longer measures geographic bachelorhood specifically, but many of the pressures remain. The organization’s 2025 Military Family Lifestyle Survey identified military spouse employment, military pay, time away from family and dependent children’s education among the leading quality-of-life concerns for active-duty families. Nearly seven in 10 respondents said two incomes were essential to their family’s financial well-being.

A different kind of separation

From the outside, geographic separation can look manageable. Children still go to school. Service members remain stateside. There are no deployment ceremonies or homecomings marking the separation on the immediate calendar.

Inside those households, spouses describe something very different. Thomas handled school pickups, doctor’s appointments, home repairs, sports schedules and sick days without her husband physically present. Parenting conversations happened by phone. Milestones unfolded over video calls.

“It looked like sitting alone at night after the kids were in bed and realizing there was no one else in the house to share the day with,” she said.

Deployment brings family readiness groups, organized community support and a shared understanding that the separation is temporary. Geographic separation often does not.

“When a service member deploys, people understand the sacrifice,” Thomas said. “There are support groups, resources and conversations surrounding that experience. Geo-baching often exists in the shadows.”

A category that doesn’t officially exist

Military families have long navigated involuntary separations through deployments and unaccompanied overseas tours, where the Defense Department determines a service member cannot bring dependents because of mission requirements or host-nation restrictions.

Geographic bachelorhood is different.

Because the arrangement is generally voluntary, the Defense Department does not recognize “geo-bachelor” as an official personnel status or maintain department-wide data on how many families live this way. Married service members who voluntarily relocate without their dependents are generally governed by existing housing and installation policies rather than a separate geo-bachelor program.

Thomas said she still believes her family made the right decision, even though it came at a cost. “We were grateful for the opportunity, the career and that we still had each other through all of that,” she said. “Both realities can exist at once and that is OK.”

“New Mexicans who have been affected by these exposures deserve compensation and they deserve to get that compensation free from bad actors attempting to take advantage of them,” Lopez said in a release shortly after a major expansion and extension of the Radiation Exposure Compensation Act (RECA) was signed into law on July 4, 2025.

The measure finally included the New Mexico “Downwinders” from the Trinity blast and their surviving families who were excluded from coverage when RECA initially passed in 1990. Previously, it covered only specific counties in Nevada, Arizona and Utah, which had been exposed to fallout from the more than 900 atomic tests, including 100 above ground, at the Nevada test range between January 1951 and September 1992.

The government at the time claimed there was insufficient data on the impacts of the fallout from the Trinity test to include New Mexico in the coverage.

When the new RECA bill passed last year as part of President Donald Trump’s “one big beautiful” tax-cutting bill, it was the first time in 80 years since the Trinity blast that the government acknowledged New Mexicans were entitled to federal assistance.

At a virtual news conference Tuesday, two days before the 81^st anniversary of the Trinity blast, advocates for expanding and extending the current RECA Act, which is set to sunset in 2028, also warned again of the continuing attempts by scam artists to steal compensation from the victims.

Rep. Gabe Vasquez, D-N.M., said the long-awaited compensation for the Downwinders had also “opened the door to rampant fraud,” and he urged those eligible for the $100,000 to guard against “bad actors in our community.”

Vasquez also called for the current RECA act to be extended for another 15 years past the 2028 deadline to ensure all victims are compensated.

He urged that the compensation be increased from $100,000 to $150,000.

Even before claims under the new RECA Act could be filed, scammers allegedly were at work last July at a booth at the Eastern Navajo Fair in Crown Point, New Mexico. The booth boasted of assistance in filing claims, according to Maggie Billman, a member of the Sawmill Warriors group advocating for radiation survivors of the Navajo nation.

Billman told Native News Online that she was alarmed by the supposedly official claims forms attendants at the booth were handing out. The forms asked for Social Security Numbers, phone numbers and the hospital where treatment was given.

“I looked at the woman and I said, ‘This is not RECA. Why don’t you give me your business card, and I’ll be in touch? I know a lot about this bill.’ That’s when they stopped talking to me, and I walked away,” Billman said.

Tina Cordova, a co-founder of the Tularosa Basin Downwinders Consortium advocacy group and a cancer survivor herself, was not surprised at Billman’s experience with the scammers. She added that she would continue to advocate for New Mexicans with illnesses that do not qualify for compensation under RECA.

“I think that it’s high time our government realizes that we are not going to stand for justice for some,” Cordova said. “We are in favor of justice for not just a few, but justice for the many, and we will continue to fight until we receive justice for all.”

Since RECA was enacted in 1990, the program has approved over 41,000 claims, totaling more than $2.6 billion to Downwinders, according to the Justice Department, which administers the program.

The virtual news conference came two days before the 81^st anniversary of the Trinity blast. In 1945, an eclectic group of scientists enrolled by physicist Robert Oppenheilmer to develop and detonate an atomic bomb gathered in the New Mexico desert to watch whether the thing they called “the gadget” would actually work and usher the world into the atomic age.

Hegseth mulls benefits fix for veterans exposed to radiation at A-bomb test site

The plutonium bomb of about 19-21 kilotons went off at what was then called 5:59 a.m. Mountain War Time with a blinding light visible over a 160-mile radius. It sent up a fiery mushroom cloud hotter than the core of the sun, according to numerous accounts of that morning by the participants and others.

New Mexicans were told nothing. They were not warned before nor after the blast. The public was not told of the Trinity blast until the nuclear bombings of Hiroshima and Nagasaki ended the war with Japan.

In the interim, the U.S. Army put out a not-to-worry release attributing the colossal blast and fallout to an ammo dump explosion: “Explosion of an ammunition magazine on the Alamogordo Air Base reservation this morning, heard and seen for many miles, was reported today by William O. Eareckson, commanding officer of the air base. There was no loss of life or injuries of persons, Earekson said.”

The Trinity site is now part of the Army’s White Sands Missile Range, which planned no ceremonies nor open house events to mark the anniversary.

The site is opened to the public only once a year in October, and visitors are warned against picking up any of the strange so-called “Trinitite” green and red rocks that were formed when desert sand was sucked up into the mushroom cloud and heated to a glass-like substance before falling back to earth.

The Trinitite still contains tiny traces of radiation. It’s against the law for visitors to try to take the rocks home as souvenirs.

Sen. Elizabeth Warren, D-Mass., raised concerns about anti-competitive tactics, questioning the practice of allowing Express Scripts — the largest pharmacy benefit manager in the United States — to have the contract as exclusive administrator of the Tricare pharmacy program, while owning and operating two mail-order pharmacies, Express Scripts Pharmacy and Accredo Specialty Pharmacy.

She questioned whether Express Scripts drives more business to itself, pushing local pharmacies out of the Tricare network and limiting beneficiaries’ access to more personalized local care.

“That is a clear conflict of interest,” Warren said during a hearing of the Senate Armed Services’ personnel subcommittee. It’s “an open invitation for Express Scripts to milk the federal government, kick out competitors, and steer big bucks to itself.”

Warren, ranking member of that subcommittee, said DoD requires the Tricare pharmacy contractor to own both a pharmacy benefit manager and a pharmacy.

The contractor, Express Scripts, receives a fixed administrative fee per prescription filled at retail pharmacies or the mail order pharmacy, said Dr. David J. Smith, a retired Navy rear admiral who is deputy director of the Defense Health Agency. The contractor can’t generate revenue from the prices of drugs, he said, and the DoD model eliminates common commercial industry profit mechanisms.

Under the mail-order program, the government buys the drugs, and Express Scripts dispenses the drugs and are paid that administrative fee. The amount of that fee, or other information about the contract, is not public knowledge, as DoD and Express Scripts consider it proprietary information.

Beneficiaries pay $14 per prescription filled through the mail order pharmacy and $16 at network retail pharmacies. That money isn’t kept by Express Scripts; it goes to the Defense Health Agency, said Adam Kautzner, president of Express Scripts and Evernorth Care Management. Beneficiaries can get their prescriptions filled at military treatment facilities at no charge.

In general, DoD has been trying to move to mail order because it’s cheaper, Smith said, and because of the convenience for beneficiaries.

DoD continues to find ways to deliver the benefit to make sure beneficiaries have access to their medication, in a “fiscally responsible way,” he said, adding that they’re also working on ways to shore up the supply chain for medications.

But as the government contractor, Express Scripts decides which pharmacies are in the Tricare retail pharmacy network and how much they are reimbursed.

Since 2022, more than 13,000 local pharmacies have left the network, leaving nearly 400,000 military families scrambling to find a new pharmacy in network, Warren said.

Currently, there are 46,000 retail pharmacies across the country that voluntarily participate in the Tricare retail pharmacy network, Kautzner said. As a result, 98% of beneficiaries have a retail option within 15 minutes of their home, he said, which exceeds the contract requirements.

Of the 46,000 pharmacies in the network, 16,000 are independent pharmacies.

Among those pharmacies that left the network was Roden-Smith Pharmacy in Clovis, N.M. Its owner, Micah Lansford, testified that the terms of the contract Express Scripts offered his pharmacy forced them out of the program in 2023.

Under the previous contract, the pharmacy had been reimbursed an average of about $0.37 below their actual cost for the 6,750 prescriptions they filled, causing the pharmacy to lose nearly $2,500 in 2022.

Under the terms of the contract Express Scripts proposed for 2023, Roden-Smith would have lost nearly $9 on average for each prescription and $60,000 for the same volume in 2023.

Lansford described the real-life consequences for the military community of. having fewer local pharmacies.

“Community pharmacies like mine provide a higher level of personal care, easier access,” he said.

He gave the example of a disabled U.S. Air Force retiree, whose caregiver relied on Lansford to review each monthly fill of medications, reconciling any changes and making sure his medications still made sense.

He also spoke of young active duty spouses who could no longer use his pharmacy drive-thru to pick up an antibiotic for their child, but are instead waiting in long lines to get onto base, hoping the antibiotic is in stock at the military pharmacy.

Greg Reybold, vice president of the American Pharmacy Cooperative, which includes about 1,500 independent pharmacies, said while Express Scripts touts the savings of the mail order pharmacy, it’s cheaper to fill prescriptions at the retail pharmacies than through Express Scripts mail order.

Filling generic drugs at Tricare retail pharmacies is cheaper for beneficiaries, and for the Defense Health Agency, he said. If for example, the drug costs the pharmacy $3, the beneficiary pays that instead of the usual $16 Tricare copay.

When 13,000 retail pharmacies left the network, he said, “the only winner was the Express Scripts mail order pharmacy,” because beneficiaries were forced to use that pharmacy.

Reybold and Lansford both called for an independent audit of the pharmacy program.

“We have a strong desire to serve these people, and want to be there for them,” Lansford said. “And we want a fair deal to provide service.”

Under the new memorandum of understanding, VA and HHS plan to increase clinical trial participation, train therapists, nurses and doctors to administer psychedelic medications if they receive federal approval and collect data and evidence to support patients, physicians and federal regulators in considering such treatments.

The agreement follows an executive order signed in April by President Donald Trump that directed the Food and Drug Administration to accelerate its review of several psychedelic treatments for mental illnesses.

The order largely addressed research for ibogaine, a hallucinogen derived from an African shrub, that some veterans have found helpful in ameliorating anxiety, PTSD and depression symptoms. It commits at least $50 million to increase research on ibogaine therapy.

Studies on PTSD in the general population have shown that a third may be resistant to traditional treatments, with up to 50% not responsive to psychological therapy and 40% untreatable with common medications.

An estimated 4.8 million American veterans have used psychedelic drugs, according to a study released last month by the think tank RAND.

Included in Monday’s message was the announcement that the VA signed an agreement with the Food and Drug Administration to increase collaboration to support the development of therapies for treating serious mental health conditions.

“President Trump opened up a world of possibility for treating veterans and others with mental health conditions, and VA is proud to be part of this important work,” VA Secretary Doug Collins said in a statement. “Today’s MOU ensures effective cooperation with HHS as we try to turn research into life-changing treatment.”

VA researchers are involved in more than 20 research trials on the use of psychedelics like MDMA and psilocybin for treating severe post-traumatic stress disorder, depression, substance abuse and other mental health conditions.

Studies also are underway in the Defense Department: a $4.9 million research study is ongoing at Walter Reed National Military Medical Center in Bethesda, Maryland, on the effectiveness of MDMA — known commonly as Molly or Ecstasy — for the treatment of mild to moderate PTSD.

According to RAND, the most common hallucinogens used by veterans across their lifetimes were LSD, with 19.6% reporting its use, followed by psilocybin, or magic mushrooms at 18.6%, MDMA and mescaline, both at 7.7%.

Fewer than 2.9% reported using another type of hallucinogenic drug such as ibogaine, ketamine or ayahuasca.

The study also found that veterans were more likely to support the legal use of psilocybin mushrooms and LSD — 23% for mushrooms and 11% for LSD — but support for MDMA, at 9%, was about the same as the rest of the country.

Ron Adkins, an Army Reserve intelligence analyst and veterans advocate who deployed twice to Afghanistan, was on hand Monday for the MOU signing. He said the significance of the agreement lies in exploring new approaches to “the complexity of mental illness.”

“The cognitive space is a very complex environment. We are all very different people, so the treatments that might work very well for one person could be wholly ineffective for another,” Adkins said in an interview with Military Times. “I’m hoping we get better answers on what is effective for [veterans] trying to figure this out.”

U.S. veterans have traveled to Israel, Mexico and elsewhere in the past decade to receive psychedelic treatment for mental health disorders, often paying thousands of dollars out of pocket for the promise of relief.

Adkins said that should not happen.

“We need to continue to innovate as we as a nation does,” Adkins said.

In 2024, the FDA rejected a request that MDMA be approved for treating PTSD in adults, saying more research was needed to determine its safety and efficacy. The VA is conducting such a study in Providence, Rhode Island, with 80 veterans, comparing MDMA-assisted therapy for PTSD and substance use with a placebo.

VA officials say while the department is studying treatments that use Schedule I drugs prohibited in the U.S. under federal law, veterans are discouraged from self-medicating with these substances or replacing their medical treatment with unprescribed substances.

“Proven, evidence-based treatments, are currently available at VA facilities to treat veterans with mental health conditions. Veterans should always consult their health care providers before making any treatment decisions,” officials said in a press release.

In a letter to one beneficiary dated July 2 and provided to Military Times, TriWest officials said they had discovered a security incident April 16, in which an unauthorized person gained limited, unauthorized access to TriWest information and downloaded it.

“We are unaware of any misuse of your information,” officials stated in the letter, but they went on to say TriWest is offering a free credit-monitoring service for those who feel it’s needed.

The unauthorized person obtained health-related and other personal information, specifically names, Department of Defense Benefits Numbers and beneficiaries’ ZIP codes. Officials said that in fewer than five instances, the information also included Social Security numbers, addresses and dates of birth.

About four million beneficiaries are covered by TriWest, the managed care contractor for the Tricare West Region. Active duty, retired, National Guard and Reserve, and their family members, survivors and certain former spouses receive their health care under DoD’s Tricare program, with eligibility determined by the Defense Enrollment Eligibility Reporting System, or DEERS.

TriWest is notifying each beneficiary about what information was involved in their specific case.

The timing of the notifications was unclear, since at least one letter was dated July 2, about two and a half months after the incident occurred.

“With regard to timing, as soon as the incident was discovered, TriWest took immediate action to prevent any further unauthorized activity and worked diligently with the government to notify affected individuals, consistent with applicable law and notification timelines,” TriWest officials said in an email response to Military Times.

The company hired a third-party forensic expert to review what information was accessed during the incident.

Beneficiaries who want to use the free credit-monitoring service, offered through Experian for 24 months, should enroll by the deadline provided in their notification letter, using the activation code and instructions included in the letter.

Those who find suspicious activity should notify the TriWest Healthcare Alliance Breach Response Line, at 1-833-918-1296. Beneficiaries who believe they are victims of identity theft should file a report with the Federal Trade Commission at identitytheft.gov.

The company has taken steps to prevent any other such incidents, officials said, including increasing security controls related to password resets, strengthening system access monitoring tools and providing additional employee education on identifying and mitigating the different types of cyber attacks.

William G. “Bill” Fitzhugh, who has served as the agency’s deputy director since June 29, will transition to the new position when the current director, John E. Hall, retires.

Most recently, Fitzhugh served as acting principal deputy for the assistant secretary of defense for manpower and reserve affairs, where he was instrumental in advancing the commissary’s supply chain transformation, officials said. He has held various leadership positions at the Defense Department and the Department of Veterans Affairs.

“Bill Fitzhugh is the right executive to continue transforming DeCA, finding ways to better serve our military community and protect valuable commissary benefits for the next generation,” said Anthony J. Tata, under secretary of defense for personnel and readiness, in the July 1 announcement.

The Defense Commissary Agency operates 235 stores worldwide, with a congressional mandate to save eligible customers in the military community at least 25% on groceries compared to civilian stores outside the gate.

Its annual budget is about $1.5 billion.

“I am honored to lead DeCA at a pivotal time,” Fitzhugh said in the announcement. “I thank John for his leadership in transforming the agency’s business practices so that we can offer a competitive and attractive shopping experience to our patrons. As director, I look forward to continuing the positive momentum he built and contributing to the readiness of the force.”

Hall became director of the commissary agency in June 2023, and is credited with a number of improvements, including increasing the availability of grocery stock to hard-to reach locations. He modernized the shopping experience for customers by expanding the Click2Go curbside program and the doorstep delivery programs. He has also led a pilot program granting commissary access to DoD civilians in certain locations.

Hall praised the dedication of the commissary agency’s work force.

“Their unwavering commitment to the eligible patrons, military families, and service members they support is truly inspiring,” he said in the announcement of the transition.

In 2025, Fitzhugh served as acting assistant secretary of defense for manpower and reserve affairs. Since 2021, he has held various executive roles in that office, which oversees a large portfolio of programs, ranging from the commissaries to Department of Defense Education Activity, to military and civilian personnel policies, Total Force planning and requirements, military community and family policy, and reserve integration.

Fitzhugh entered the Army in 1988 and retired after 23 years.

Over the years, the commissary agency has been led by a mix of military retirees or civilians with backgrounds in DoD leadership.

The mistake was “an isolated and highly unprecedented anomaly,” officials announced in a July 7 release.

“Following the recent technical sergeant 26E6 promotion cycle release, an enlisted promotions team member at Air Force Personnel Center discovered that an outdated scoring key was used for the 3P071 (security forces) Specialty Knowledge Test,” officials stated.

Air Force officials conducted a full re-score for all 2,285 security forces promotion eligibles and identified 135 airmen who should not have been selected.

“The re-score also identified 135 new selects,” the release stated, “who will be notified tentatively one week following senior rater notification to erroneous selects.”

The 3PO career field had a quota of 586 promotions for the 26E6 promotion cycle, out of a field of 2,285 3PO promotion eligibles. The 586 total remains after the re-scoring conducted for all the promotion eligibles.

Of those, 451 were not affected and will retain their line number.

“We owe it to those affected to address it immediately,” Chief Master Sergeant of the Air Force David R. Wolfe said in a press release announcing the correction. “This is going to be hard for everyone impacted.”

Those who were incorrectly selected for promotion are being notified by leadership following a July 7 message to senior raters sent, officials said.

Air Force Personnel Center will conduct an out-of-cycle, in -system supplemental promotion release the week of July 13, officials said. Those selected from the re-scoring will have a 0.5 added to their line number, which won’t affect promotion timelines, officials said.

The erroneous promotion cycle was the result of human error, officials said, with no artificial intelligence products involved in that process.

Wolfe held a call for wing command chiefs with affected members to discuss the situation, and to “direct personal engagement between security forces leadership and members impacted by the promotion error,” officials said.

Leadership were also provided a hotline to field follow-up questions.

In the wake of the mishap, Air Education and Training Command and Air Force Personnel Center have taken steps to strengthen their internal processes, officials said.

“Can you imagine the depression for those that were told they made it and now they will be told they have not,” wrote one commenter nicknamed Charming Apricot 9151 on the popular Air Force amn/nco/snco Facebook page.

The report also showed an increase in the unemployment rate for all veterans from a remarkably low 3.2% in May to 4.1% in June, despite the continued strong showing of women veterans in the labor market.

The BLS data showed that the jobless rate for women veterans has come down from 7.1% in March to 4.4% in April and 3.3% in May before ticking up to 3.6% in June, which was still well below the month’s unemployment rate for the general population (4.1%).

For many analysts, the most concerning figures in the BLS report were the weak numbers on job creation. Total nonfarm payroll employment changed little in June by adding 57,000 jobs, about half of what analysts predicted.

A main concern was the hiring slowdown in the healthcare sector, which has consistently been setting the pace for adding jobs through both the Biden and Trump administrations.

The BLS report said that employment in healthcare added 22,000 jobs in June, “but at a slower pace than the average monthly gain over the prior 12 months of 38,000.”

Leisure and hospitality employment, meanwhile, usually a strong performer, declined by 61,000 jobs in June, “reflecting weaker than usual seasonal hiring,” the report said. Thus far in 2026, “employment in the industry has shown little net change.”

Overall, “it’s a pretty disappointing jobs report,” Heather Long, chief economist for the Navy Federal Credit Union, told Military Times in a phone interview.

“Tech is still strong,” she said, “but healthcare has cooled off a little bit,” and “wages are not keeping up with inflation.”

Long noted increases in the unemployment rates for veterans but added that the data is from a relatively small sample.

“That’s why you see a lot of movement” in the numbers for veterans, she said, adding that the “verdict is still out” on whether artificial intelligence will be the major job killer that many expect.

The AI impact on the jobs market is “not showing up in the data yet,” Natasha Sarin, a former assistant secretary at the Treasury Department under the Biden administration, told MS Now, which could be the result of new research showing that the expected impact of AI on white collar entry-level jobs may have been overstated.

The Trump administration sought to put the best face on the BLS report, showing a weakening labor market. Kush Desai, a White House spokesman, posted that the report “reinforces that the American labor market remains solid thanks to President Trump’s economic agenda.”

He called attention to the report that the nation added 3,000 manufacturing jobs in June, although that was down from 7,000 manufacturing jobs added in May.

New acting Secretary of Labor Keith Sonderling stated that “Manufacturing employment, which was devastated under the Biden Administration, continues to grow as we secure historic investments and reshoring of critical industries,” despite the loss of 4,000 manufacturing jobs cited in the BLS report.

“President Trump’s America first agenda continues to provide greater wages for workers and certainty to the sectors which will fuel the next 250 years of U.S. economic security,” he added.

Despite the claims, the BLS data showed that wages were not keeping up with inflation. The report showed that wages rose 3.5% in June, while the annual inflation rate through May noted in a separate BLS report (the Consumer Price Index) rose by 4.2%.

The U.S. Army is moving ahead to meet the Defense Department’s direction to cut the number of military moves.

Army officials announced they’re cutting more than 12,000 relocations in fiscal 2026 and more than 13,600 in fiscal 2027, in an effort to provide more stability to soldiers and their families.

The Navy, Marine Corps and Air Force haven’t established specific numbers of military moves targeted for reduction in 2026 or 2027, service officials told Military Times. All noted that their reviews are ongoing, and key milestones for the Navy and Marine Corps are tied to implementation in 2027.

Pentagon officials ordered the military service branches in May 2025 to cut by half the amount of money spent on Permanent Change of Station, or PCS, moves by fiscal 2030. DOD spends about $5 billion every year on these moves, which include the physical moves of household goods, as well as allowances and other entitlements related to moving.

It’s not just DoD that spends money on PCS moves.

Many service members face financial burdens every time they move, and they’re generally uprooted every two to three years. A recently released Military Family Advisory Network survey conducted in late 2025 found that 60% of active duty families who had made a PCS move in the previous two years paid more than $1,000 out of pocket, above what they were reimbursed. That was an increase over the survey conducted in 2023, when 45% reported paying that much out of pocket.

Half of those reported the extra cost was attributed to re-purchasing consumable supplies that couldn’t be shipped. They also cited utility deposits, rental deposits, hotel stays, rental cars and new vehicle purchases.

Pre-move costs like house hunting and preparing their home for a move added to the burden, said Gabby L’Esperance, vice president of research and evaluation for the Military Family Advisory Network.

The financial burden is just one consequence of being uprooted, with moves contributing to spousal unemployment and difficulty finding child care, in addition to other challenges.

‘Much-needed predictability’

Defense officials outlined that the services will target “discretionary moves,” such as PCS moves within the United States, overseas and individual service member travel. The services are directed to reduce these discretionary move budgets by 10% in fiscal year 2027, 30% in fiscal 2028, 40% in fiscal 2029 and 50% by fiscal 2030. The reductions will be based on the fiscal 2026 budget, adjusted for inflation.

DoD specified the percentage of reductions in the budget, not the number of moves.

Do military families really need to move so much?

In announcing the relocation reductions on June 15, Army personnel officials said various efforts are underway, such as incentives for stabilization to reduce unnecessary moves. Some pilot programs, like the Armor Crewman MOS (19K) stabilization at Fort Riley, Kansas, and Fort Bliss, Texas, offer bonuses for certain soldiers to remain at their current locations.

Among other things, Army officials are undertaking a broad review of professional military education to find ways to reduce PCS requirements. Their effort emphasizes expanding distance learning options and using options to allow soldiers to complete courses without having to relocate.

Their PCS reduction efforts are part of their larger Human Resource Continuous Transformation initiatives. The shift will keep warfighting formations intact longer, officials said, and will help them build “more lethal, cohesive teams, boost overall readiness, and provide much-needed predictability for soldiers and their families.”

The Army’s long-standing High School Stabilization program, which allows families to stay at one duty station through a child’s senior year, benefited about 4,000 soldiers in the past year, officials said. Another program, the Stabilization Retention Option, allowed about 6,200 soldiers to stay at their duty station in fiscal 2025.

The Navy recognizes the importance of reducing PCS costs while maintaining sailor well-being and operational readiness, said Navy spokesman Lt. Cmdr. Stuart Phillips. Officials are “reviewing policies, procedures, and efficiencies to maintain lethality, readiness and overall effectiveness” in line with the DoD’s direction to reduce the amount of money spent on PCS moves, he said.

The Marine Corps’ ability to reduce moves “is constrained by the need to ensure the right Marines are in the right billets at the right time,” said Marine Corps spokesman Maj. Jacoby Getty.

“Every PCS move is tied to a validated operational requirement, including unit readiness, force distribution, professional military development, and global mission demands,” Getty said. “The Marine Corps operates with a highly specialized force structure and limited personnel inventory, which requires deliberate movement of talent across the force to meet operational requirements worldwide.”

Air Force officials said they are reviewing their internal assignment policies to identify efficiencies. They added that their objective is to “optimize resources without compromising our global power-project, space operations and mission-generation capabilities.”

And for those experiencing issues, there’s a direct line to DoD’s new Personal Property Activity, where service members can ask for assistance. Since that call center was set up in August of last year, the volume has reached 20,121 calls and emails, said Army Maj. Matthew Visser, spokesman for the Personal Property Activity.

That includes calls received into the center, as well as calls made from the center.

“We often see issues arising, and we can be proactive at reaching out to folks who we know may be impacted,” Visser said.

That number has increased by about 4,000 since March.

“The feedback we get from the families and the people we talk to, is that they like the fact they’re talking to another service member who understands what they’re going through, and they call them back if they can’t immediately answer the question,” said Army Col. Mike Ashton, director of operations for DoD’s new Personal Property Activity.

As of June 30, there had been 138,570 pickups of household goods in 2026, compared to 134,282 at this time in 2025, Visser said. This year, because of PPA changes, service members could start booking their summer moves as early as March, if they had PCS orders in hand.

The change was designed to help service members in their planning and preparation — and to help spread the load for moving companies during the peak season, which generally runs from mid-May through August.

Defense Secretary Pete Hegseth designated the PPA as a special activity in January, giving it the authority to take action to improve the household goods process for service members.

For decades, military families have complained about broken, damaged and lost belongings, delayed pickups and deliveries and onerous claims processes. Families have complained there’s nowhere to turn for help with these problems.

Mold, broken furniture -- just a start to this family's PCS nightmare

This moving season marks a stark departure from last year, when a number of moving companies were considering getting out of the business of making military moves because of the U.S. Transportation Command’s effort to privatize the management of military moves.

Movers complained about the amount of compensation for moves, among other things, and were turning down shipments, leaving military families to scramble at the last minute. DoD terminated the Global Household Goods Contract in May 2025.

“This peak season, movers have done a really good job of saying, ‘All right, we’re going to step up to the plate. ... We are bringing our best drivers, our best crews.’ They’re working really hard to make this summer successful for service members,” said Katie McMichael, executive director of Movers for America, a coalition of over 1,000 moving professionals and independent owner-operators who haul household shipments for military families.

PPA has improved DoD’s relationship with moving companies to the benefit of all, especially service members, according to those in the industry.

The PPA and the actions of its commander, Army Maj. Gen. Lance Curtis, have been “a breath of fresh air,” said Ryan McConnell, president and chief operating officer of Atlas Van Lines. PPA has worked to better understand the military moving industry and to build better communications, he said.

“In the end, this is all of us getting the business component lined up with PPA so that we can provide that service to families,” McConnell said. “Ultimately, that’s what this is all about.”

'Purge parties' and more tips from the real PCS pros

This season, movers have seen an earlier start to the peak season, beginning in early May, said Steve Weitekamp, president of the California Moving and Storage Association.

“We’ve been talking since the beginning of time almost, to try to spread out the peak season from such a short period of time to a longer period, which we’ve kind of seen this season,” he said. “I think it’s been to the benefit of both military members and moving companies.”

A few tips

Weitekamp’s advice to service members: “When you get your orders, you should book your move early to ensure the best possible service. … The sooner the military member gets in the queue, the more apt they are to get the top quality service.”

Because installation security has been tightened because of what’s happening in the Middle East, movers urge families who live on installations to be aware of some of the consequences, said McMichael. Movers are trying to prepare families for the reality that getting on base is going to be difficult this year.

“We’re not the only tractor trailer truck coming through the gate. There are lots of deliveries. ... In a lot of cases it’s not necessarily because our trucks can’t get on base,” she said.

If they’re behind other trucks that are having issues, she added, “the only thing we can do is sit there. This is for everyone’s safety. But please be mindful that for pickups and drop-offs, there are going to be some circumstances where there will be delays.”

More suggested tips for easing military moves include:

• Checking out PPA’s new website, www.ppa.mil, where they’ve consolidated a patchwork of different websites to support service members and families, DoD civilians and industry. It offers a link to start setting up the move, step-by-step guidance through the move process with checklists for every stage, as well as tips for overseas shipments, filing claims, shipping personally owned vehicles and other topics.
• Doing what you can to prepare early. For example, start clearing out items you don’t want to go to your new location.
• Organizing your items and make sure you separate important documents, medicines, uniforms and other items that you want to carry with you.
• Asking questions of the movers. If you don’t get an answer, take it to someone else, including your local transportation office on base. You can contact the PCS call center at any time with questions or problems at 1-833-MIL-MOVE, operated 24/7 during peak season. Or email pcscallcenter@mail.mil.
• Fill out the customer-service surveys to provide feedback to help DoD decide whether a company gets more business in the future.

Have you made a military move this year and want to talk about your experience with Military Times? Email staff reporter kjowers@militarytimes.com.

These are the first payments for settlements resolving about 3,600 claims resulting from the poisoned water, which caused numerous health problems for military families living in military housing, and for other civilian families in Hawaii whose water was provided by the Navy.

Another 3,000 people haven’t accepted the government’s offer, which their attorney describes as “paltry.”

And service members affected have received no payments, said Kristina Baehr, attorney for the plaintiffs in two federal court cases filed against the government. That issue is on appeal to the Ninth Circuit.

‘A step in the right direction’

Service members and family members reported numerous health problems, including diarrhea and other gastrointestinal problems, rashes, neurological issues, burns, lesions, thyroid abnormalities, migraines and neurobehavioral challenges.

“The United States’ settlement payments to hundreds of Red Hill families are a step in the right direction,” Baehr said. “Every dollar paid represents some measure of accountability for families who were exposed to fuel-contaminated water in their homes, suffered injuries, and then were forced to fight their own government for recognition and relief.”

The lawsuits, filed in U.S. District Court in Hawaii, alleged negligence in at least two separate events — in May and November 2021 — at the Red Hill Bulk Fuel Storage Facility, which contaminated the Navy’s water distribution system.

Some 9,715 households in Navy, Army and Air Force neighborhoods were affected by the November spill. Those storage tanks have since been drained.

'Why weren't you there to protect us?' Military families grill Navy leaders about toxic water

The first wave of these settlements for the 629 plaintiffs was approved by the Hawaii court on May 19, and their payments were issued on June 22, Justice officials said.

Justice officials have reached settlements with about 3,600 plaintiffs in the two lawsuits following a federal judge’s orders in 2024. Payments for those settlements are in various stages. The two lawsuits include about 6,500 people.

“This Justice Department is proud to announce the efficient resolution of claims relating to the Red Hill jet fuel spills that harmed American service members and their families,” Associate Attorney General Stanley Woodward said in an announcement of the payments. “These latest settlements prove our commitment to ensuring justice for our nation’s heroes who repeatedly risk greatly to safeguard our freedoms.”

Baehr questioned that statement.

“No dollars are going to America’s heroes,” she said.

“This Department of Justice proclaims that it is ensuring justice for America’s heroes by way of these paltry settlements,” she said. “[It] doesn’t mention that they have paid zero dollars to service members. [DOJ] argued in court that service members should be dismissed from their Red Hill contamination claims because when they bathed their babies at home and bathed themselves naked in their showers, those were incident to military service because they occurred in military housing.”

3,000 fight for higher settlement

All of the 629 people received payments of about $27,000, she said.

“The government undercut the court’s order” on the amounts of damages in its offers to the plaintiffs, Baehr continued. “The government is legally permitted to do that, but it can’t then proclaim they’re ensuring justice for America’s heroes when they’re avoiding the court’s order on damages.

“The government had an opportunity to settle all claims in this case, if they had made an offer within the court’s order on damages. Instead they made this lowball offer,” she said.

The remaining 3,000 who declined the offer “wanted to make sure there is accountability in this case, and are going to hold the government to the court’s order.”

Justice officials are making “good faith efforts” to resolve the more than 6,500 claims from the Red Hill spills, said Assistant Attorney General Brett A. Shumate of the Justice Department’s Civil Division. “The settlements represent a fair and just resolution of claims and we look forward to paying additional claims once they are approved.”

The Red Hill disaster wasn’t just about an environmental failure, Baehr said. Rather, “it was failure of trust between the government and the military and civilian families it is obliged to protect.”

The Navy initially told families the water was safe to drink, and families allege they weren’t provided adequate medical care. The Navy later moved families to hotels while they worked to flush the system. Navy officials acknowledged their operator error caused the problem.

“Until every affected family is treated fairly, until injured service members have their day in court, and until the full consequences of Red Hill are acknowledged, this matter is not over,” Baehr said.

In the last month, the government has settled with two of her clients with numbers that are within the court’s order — one at $45,000 and another at $50,000.

“We’re thankful for it,” Baehr said. “We believe the justice system can make it right, and we believe they will, but it’s not yet.”

“We learned and found that there was nobody interested in taking a 24% haircut right out of the gate,” in order to provide the 24% saving for military customers, said Anthony Tata, under secretary of defense for personnel and readiness. Tata spoke during a Wednesday meeting on Capitol Hill of the American Logistics Association, a nonprofit trade association representing businesses supplying products and services to the military marketplace.

In September, the Pentagon issued a public request for information to find out whether any entities were interested in taking over the operation of the 178 commissaries in the United States.

The RFI was issued following DoD’s April 7, 2025, memorandum, directing that all functions that are not inherently governmental would be prioritized for privatization. The order specifically cited retail sales.

Prices are the determining factor that drive people to the commissary, Tata said. “Families go there because they know they’re going to save 24%-plus.”

That said, if commissaries aren’t providing a user-friendly benefit, people will go elsewhere, he said, and efforts are underway to use technology and other tools to help bring shoppers into the stores.

In an April 3 letter, defense officials notified lawmakers they had decided not to pursue privatization of the military resale system, which includes commissaries, exchanges and other retail outlets. They said they had determined that “privatization would create an unacceptable risk to the readiness and well-being of service members and their families.”

Military family advocates applauded the decision.

“We’ve always questioned whether a private entity could operate the commissary system profitably while still delivering the savings that families rely on,” said Eileen Huck, director of government relations for the National Military Family Association. “The response to the administration’s outreach isn’t surprising. We’re pleased that the administration recognizes the importance of the commissary benefit to military families.”

In addition to the savings, Huck said, she’s spoken with families in remote areas who rely on commissaries for items like Kosher and Halal foods, as well as dietary items for family members with special needs.

DoD’s analysis concluded that “the potential cost savings of privatization are unlikely to be realized without severely degrading the benefits these programs provide,” stated the letter, signed by Sean O’Keefe, deputy under secretary for defense for personnel and readiness.

How far will DoD take privatization on military bases?

In recent years, DoD’s efforts to privatize military housing and the process for household goods have resulted in problems for military families.

The Defense Commissary Agency operates 235 stores around the world with about $1.5 billion in taxpayer dollars annually.

DoD’s analysis confirmed that a for-profit operation can’t deliver “the tangible, non-negotiable benefits these programs provide, including vital savings for families, a sense of community and enhanced readiness.

“Performance data shows the current system delivers significant savings.”

The department also noted that a private entity “would face significant challenges operating profitably in remote, overseas, and strategically vital but low-volume locations, such as Naval vessels and forward deployed sites, without substantial government subsidies, that would negate potential savings to the taxpayer.”

These shipboard and forward-deployed retail activities are operated by the military exchanges.

In shifting to look at ways to improve efficiency in the commissary system, officials are addressing supply chain issues. But the supply chain initiative that the commissary agency is implementing threatens the viability of the benefit, said Tom Gordy, president of the Armed Forces Marketing Council, which represents more than 400 national brand manufacturers and firms that supply consumer products to military resale activities worldwide.

The commissary agency’s direct relationship with manufacturers allows them to deliver over 25% savings on an average market basket of groceries, and this initiative will not maintain that direct relationship, Gordy said. The plan hasn’t undergone an analysis to determine whether it will be able to continue to offer low prices, he said.

“There remain more questions than answers related to how the program will be implemented,” he said, and how the agency “will ensure mandated savings for military families if there are increases in cost of goods under the new model.”

“The data continue to show that military moves create disruption across nearly every aspect of life. ... A military-directed move shouldn’t be creating avoidable expenses that military families must absorb,” said Shannon Razsidin, chief executive officer of the Military Family Advisory Network.

MFAN, nonprofit advocacy organization that fielded the online survey, has conducted military family surveys periodically over the past decade.

More than 10,000 people responded, and 71% were currently serving families, including 80% enlisted families.

Three out of four active-duty families who responded to the survey said they had moved in the previous two years.

The Defense Department should “completely modernize the Permanent Change of Station experience,” the MFAN researchers recommended. “The [PCS] process was designed for a different era of military service. Today it has become one of the most consistent drivers of instability for military families.”

“The data continue to demonstrate the connection between frequent relocation and negative family outcomes,” researchers stated.

Last year, Secretary of Defense Pete Hegseth ordered the services to review the frequency of military moves.

DoD can take steps to provide more predictability in moves, said Stephen Simmons, deputy assistant secretary of defense for military community and family policy, during a Monday event releasing the survey results. Everyone should have orders to move six months ahead of time in order to start planning their move and the many elements associated, he said.

The survey was fielded from October 2025 to February 2026. While the government shutdown and the emergency responses at that time may have influenced the results, especially regarding stress levels, that timing “added a critical layer of context to our findings,” said Shanna Smith, associate director of research for MFAN.

The MFAN findings across a wide range of issues show that families who have recently moved are more likely to experience financial strain, food insecurity, challenges accessing health care and disruptions to employment, and these effects are compounded over time.

The survey results showed some “concerning outcomes” said Razsidin.

The researchers recommended that the military begin treating military spouse well-being “as a national security imperative,” rather than a quality-of-life issue, Razsidin said.

“It is a readiness issue, a retention issue, and ultimately a national security issue,” the report concluded. Economic security “has emerged not just as a matter of household welfare, but as the foundational infrastructure for readiness.”

More than a third of active duty families — 34% — have less than $500 available in an emergency fund. Those funds are critical in a financial emergency to avoid using credit cards or loans. And half of the respondents overall reported having a financial emergency in the previous two years.

The amount of families without that buffer has increased since 2023, when 25% said they had less than $500 available for an emergency.

The survey also shows a jump in unemployment among active duty spouses — to 29.9% from the 21.8% reported in the 2023 survey. Until now, most other sources have reported the unemployment rate of military spouses hovering around 21%, about four times the national average.

Among active duty spouses who had moved within the past year, 40% were unemployed and seeking work.

Nearly 60% of active-duty family respondents reported that insufficient child care affected their employment opportunities.

In 2025, more than 89% of active duty families surveyed reported facing a burden with housing costs. Of those, nearly 59% reported facing severe housing burdens.

Nearly 60% of active-duty families reported paying more than their Basic Allowance for Housing for monthly housing and utility costs, and about 28% reported paying up to $400 per month over BAH.

Researchers found that while out-of-pocket housing costs were lower in 2025 than in 2023, the proportion of those reporting housing burdens increased.

About two-thirds of military families live in the civilian community. Simmons said he is concerned about the distance service members are choosing to live from their installation. Not only are they paying more, but they are driving more. He said officials are now working to help engage local communities to make it more feasible for service members to live closer to their installations.

Food insecurity increased from 2023 to 2025 among currently serving families, which include active duty as well as Guard and Reserve families.

In 2025, 47% of currently serving families reported low or very low security, up from 21.5% in 2023. That reflects, in part, the period of time when the survey was fielded, during the government shutdown when many members of the military community were concerned about getting their next paycheck.

Nearly 58% of the respondents in the survey reported rising grocery prices as the top barrier to saving money. Some reported using credit cards to cover food costs. Nearly half of the currently serving population who said the commissary is their primary grocery choice were identified as being food insecure.

Both provisions are among the 62 consolidated in the Take Care of America’s Veterans bill proposed June 10 by the Republican chairmen of the House and Senate Veterans Affairs Committees to address several top priorities.

The legislation includes the Maj. Richard Star Act, which would give 54,000 wounded veterans who are eligible for combat-related special compensation their military retirement pay and VA compensation without offsets, and the Love Lives On Act, which would let surviving spouses keep VA and Defense Department benefits if they remarry.

Sponsors Rep. Mike Bost, R-Ill., and Sen. Jerry Moran, R-Kan., said they worked with veterans and advocates to find a “path forward” to pass the legislation — particularly the Major Richard Star Act, which, despite having broad bipartisan support, has been blocked by members over cost concerns.

“Over the past few months, we have heard from the thousands veteran voices who want to see Congress pass the Major Richard Star Act to grant thousands of disabled veterans the benefits they are eligible for,” Bost said in a statement while introducing the bill.

“It takes hard work and consensus building to pass legislation that meets the needs of veterans and has the ability to become law. This is not just like a symbolic thing that we are ‘with our veterans.’ it’s how do we make something that matters so greatly to them [into] actual law,” Moran said June 9 in remarks on the Senate floor.

Paying for it

The Star Act has the support of 336 House members and 79 senators. But since the bill did not include proposals for covering the estimated $11 billion cost over the next decade, it has been blocked by lawmakers who said it must have a mechanism for paying for it.

To address that issue, the Take Care of America’s Veterans bill would accelerate updates proposed in 2022 to the VA’s ratings schedule to update sleep apnea and tinnitus standards.

Under the bill, veterans with asymptomatic sleep apnea or a mild case controlled by treatment would receive a 0% to 10% disability rating.

Similarly, tinnitus, which currently receives a 10% disability rating, would be treated as a symptom of another condition, such as hearing loss or a traumatic brain injury, and would no longer get a standalone rating.

While the changes would affect only veterans who apply for disability compensation for these conditions moving forward, the approach has rankled several veterans service organizations and lawmakers.

Disabled American Veterans National Commander Coleman Lee noted that the change could affect 1.5 million veterans and reduce disability compensation over the next 10 years by $57 billion.

“While we appreciate all good faith efforts to develop and enact a package of positive veterans legislation, we reject the premise that the only way to fulfill the promises made to the men and women who served in the past is by cutting benefits for veterans in the future,” Lee said in a June 10 statement.

“The VFW strongly opposes the Take Care of America’s Veterans Act as currently drafted because it asks future disabled veterans to bear the cost of expanding benefits through changing the VA rating schedule for tinnitus and obstructive sleep apnea which are common conditions associated with combat poly trauma,” VFW National Commander Carol Whitmore said June 11.

“We have long maintained that veterans’ benefits are an earned obligation of the nation, a promise made through the military service contract, and should not be financed through offsets, fee increases or reductions that place additional burdens on veterans, military families and survivors,” Whitmore added.

Connecticut Sen. Richard Blumenthal, the ranking Democrat on the Senate Veterans Affairs Committee, has called on Congress to pass the Major Richard Star Act unanimously, because, Blumenthal said, the Defense Department could cover its cost by using funds from the $1.7 trillion Military Retirement Fund.

The method of payment proposed in the Take Care of America’s Veterans Act is “wrong and must be stopped,” Blumenthal said in a statement.

“Correcting this injustice for combat-injured veterans should be done without depriving other veterans of benefits they need and deserve which this Republican package would do,” Blumenthal said.

Roughly 1.3 million veterans receive disability compensation for sleep apnea while more than 1.5 million veterans currently receive disability benefits for tinnitus.

A ‘pragmatic path’

Some major veterans organizations said the proposal is needed to move forward on the widely supported legislation that will help thousands of veterans.

“Critics may focus on trade-offs, but the alternative is continued gridlock on major reforms in an increasingly challenging budgetary and political environment. Legislative success requires a pragmatic path forward, not just good intentions,” American Legion National Commander Dan Wiley said in a statement.

In May, Defense Secretary Pete Hegseth said he supported the Richard Star Act but did not make any recommendations on covering the cost.

Other provisions in the 554-page bill include: the Sharri Briley and Eric Edmundson Veterans Benefits Expansion Act, which would raise disability compensation for families of veterans with catastrophic injuries by $10,000 a year and increase payments to survivors by 1%; increases in VA Dependency and Indemnity Compensation for the survivors of veterans with amyotrophic lateral sclerosis; authorization for the VA to send traveling physicians to U.S. territories and Pacific Island nations to treat veterans; and grants for mental health professionals to provide treatment to veterans.

The bill also would require several studies, including an annual VA report on the causes of death among veterans; a study on access to rural care to veterans; a Government Accountability Office review of hyperbaric oxygen therapy treatment for traumatic brain injuries; and an Agency for Toxic Substances and Disease Registry on health conditions affecting the descendants of veterans exposed to toxic substances.

The House is expected to consider the legislation, H.R. 9237, this week. The Senate has not yet placed the bill on its calendar.

Lawmakers must soon hammer out the differences in their proposals for fiscal 2027 military pay raises, as the Senate has rejected the Trump administration’s request for higher, tiered pay raises — a proposal agreed to by a House committee.

The Senate Armed Services Committee has proposed a flat 3.6% pay raise for all troops, instead of the administration’s request for raises between 5 to 7%, depending on pay grade.

The proposal passed by the House Armed Services Committee aligned with the administration’s request. Under that measure, junior enlisted service members would receive larger percentages of raises. Those in pay grades E-5 and below would get a 7% raise in 2027; those in grades E-6 through O-3 would get a 6% raise; and those in grades O-4 and above would get 5%.

“Our service members and their families deserve significant improvements in their quality-of-life benefits as well as a pay raise. Through their service, they’ve earned both,” the Senate Armed Services Committee said in a statement to Military Times. “That’s why we supported a 3.6% pay increase while also investing funds to address pressing quality-of-life challenges that military families consistently identify as their highest priorities. Those include access to healthcare services, childcare services, education support, funding suicide prevention efforts, and more.”

The committee “recognizes the importance of maintaining competitive compensation for members of the Armed Forces and notes that Congress enacted a targeted 14% pay increase for junior enlisted service members” in 2025, the senators wrote in their report accompanying the proposed legislation.

In explaining senators’ reasoning for the lower pay raises, they noted that the Defense Department’s Fourteenth Quadrennial Review of Military Compensation, released in early 2025, had found that junior enlisted pay is well over the 90th percentile of civilian pay, even before the targeted 14% pay increase for junior enlisted members in 2025.

The QRMC recommended benchmarking military compensation against the 75th percentile of civilian earnings for individuals of comparable age and experience.

Military pay raises, changes to housing allowance included in House-passed $1.15 trillion defense budget

The QRMC also raised concerns about the long-term effects of disproportionate pay increases within a single part of the DoD basic pay table, to include the potential for increased compression across enlisted pay grades.

Compression happens when there is little to no difference between pay grades.

“Pay compression matters because it can affect performance incentives,” the QRMC report stated.

In addition, pay compression in early grades can also affect retention by reducing incentives for the most talented and qualified members to stay in the military and perform at higher levels that could result in a faster promotion, according to the report.

Instead of spending the estimated extra $2.3 billion for raises above the 3.6% mark, which is part of their $1.15 trillion in defense spending authorizations, the senators recommended putting that money into other areas of the budget marked for quality of life and readiness, expressing concern about inadequacy in these areas.

Of that, an extra $1.77 billion would go to the Defense Health Program, which senators noted “has experienced chronic underinvestment in recent years, contributing to persistent challenges related to health care access, staffing, and long-term readiness.”

They pointed to testimony in February by the senior enlisted members of the services, who raised concerns about access to quality health care for service members.

Citing ongoing challenges in recruiting and retaining civilian personnel in certain high-demand fields and geographic areas, the committee proposed an extra $250.9 for civilian personnel compensation.

Among other things, they’re also proposing an extra $126.9 million for military special and incentive pays, and an extra $28.3 million for tuition assistance and credentialing assistance programs.

An extra $38.7 million for military child and youth programs would be set aside, as well as another $20 million for the Military Entrance Processing Command to support recruiting operations. The Defense Suicide Prevention Office and for the Defense Commissary Agency would get an extra $10 million each.

The service, through the Commissary Click2Go program, has been offered at 70 commissary locations since January.

Starting June 22, the Defense Commissary Agency will begin rolling out the delivery service to the remaining 108 stores, reaching all stores by the end of September, officials said. That includes stores in Alaska and Hawaii.

Commissary officials advise customers to check with their local store for specific dates about when the service will be available, or check their commissary store’s online page for more information.

The service will be available to customers living within a 20-mile radius of their commissary. Customers are charged a delivery fee that is based on the distance from the store. Customers can also include an optional tip for the driver.

Currently, the delivery fee for all commissaries will be $17.75 for customers within 10 miles and $31.25 for those within 11 to 20 miles. The fee is set by the contractor. The commissary agency does not have the same flexibility in pricing delivery fees as commercial retailers because of their limitations in marking up prices.

Groceries can be delivered to the customer’s home or workplace.

Commissary officials have hosted focus groups with customers, including new, young, enlisted service members and disabled veterans and their caregivers. They heard about concerns related to convenience and accessibility in being able to take advantage of the commissary savings benefit.

“We’re excited about expanding to everybody in the U.S.,” said Todd Waldemar, founder and CEO of OnPoint, the company contracted to handle the deliveries.

Under the system, customers order groceries online, and they are retrieved by commissary store employees who pick up the items and hand the orders over to OnPoint. OnPoint then delivers the groceries to the customer’s location. The delivery can occur as soon as three hours after the order is submitted, depending on the location, because commissaries need the time to pack the order.

Commissary officials have provided an online ordering with curbside pickup service for years, and have been working to provide a delivery service. Officials have said the service can be especially helpful for families with young children, service members living in the barracks and disabled veterans and their caregivers.

Commissary officials are not currently considering doorstep delivery for overseas commissaries because of overseas regulatory constraints.

It’s the standard that leaders cite, programs are built around and progress is measured against. But a recently published report reveals that the Department of Defense has been calculating unemployment differently from typical benchmarks, overstating unemployment rates and obscuring how many military spouses may have stopped looking for work entirely.

A March 2026 report revealed that the DoD calculates unemployment differently than the Census Bureau and Bureau of Labor Statistics, counting some spouses as unemployed who would typically be seen as out of the workforce.

The Pentagon attributes these differences to unique military lifestyle factors. However, according to economist and professor Amy Burnett Cross, this difference in calculation “makes these measures not comparable.”

In fact, if the Pentagon mirrored federal standards, the military spouse unemployment rate would drop from roughly 20% to 14% — still significantly higher than the national average, but lower than the figure cited for years in congressional testimony, policy discussions and news coverage.

Cross believes this “structurally inflates” military spouse unemployment while simultaneously reducing the number of spouses categorized as no longer participating in the workforce, a group rarely highlighted in DoD programming efforts and reports.

“I remember penny pinching so, so much in those days,” recalled Army spouse Elizabeth Mays of her husband’s first duty station in Fort Huachuca, Arizona. “I ended up taking a job making minimum wage at Sears in the shoe department, just to help us make ends meet.”

This was the first of many times Mays worked outside her field to remain employed. Subsequent duty stations yielded similar employment choices.

“Between commuting and then the workday, you’re spending 13 hours a day away from your newborn baby, and your husband is deployed and not even there at all. It’s just me,” said Mays.

She did the math and realized that after child care and transportation costs, her income wouldn’t cover her expenses. In fact, remaining in the workforce would “cost” her family $50 a week. “Those decisions did not make sense, and that was the point where I chose family.”

Mays’ experience is familiar to many military spouses, but it is an experience that is not well understood. Mays is not part of the roughly 20% of military spouses who are unemployed, those who are looking for work but not finding it. She is part of the roughly 36% of spouses who are not in the workforce at all.

“Anecdotally, I would say that we have a pretty large percentage of spouses that have removed themselves from the workforce,” said Eddy Mentzer, who oversaw child care family programs and spouse employment for the DoD. “They’re not captured in any way whatsoever.”

The lack of information on military spouses who have stopped looking for work may undercut the programs designed to help them.

Patricia Barron served as the deputy assistant secretary of defense for Military Community and Family Policy under President Biden from 2021 to 2025. Her office oversaw military spouse employment programming and collaborated with the Pentagon’s Office of People Analytics to survey military spouses.

“A question that I have always had to our researchers at DoD ... ‘Are we asking the right questions?’” said Barron.

The answer she often received was that changing survey questions would hamper the department’s ability to track trends over time.

“There’s always, I would say, good reasoning for the pushback [to update surveys], but it keeps us stuck where we are,” she said. “There’s got to be a new way to think about the [spouse survey], and maybe it’s time to blow it up.”

For many military spouses, cycling in and out of the workforce is expected, even if it isn’t clearly documented or understood.

Upon discovering she was pregnant with their first child, Navy spouse Melinda Estrada made a plan to navigate her budding career in tech. She would work on her graduate degree while staying home with her new baby.

“And then once that’s done, then I’ll jump from my graduate degree, hopefully, to a full-time position,” said Estrada.

Because her husband’s assignment to attend school in Monterey, California, was only supposed to last 18 months, she didn’t see a point in looking for a job only to have to step away without the accrued work time required to be entitled to maternity leave.

A second child and increasing demands from her husband’s job delayed her graduate degree further, extending her time out of the workforce.

Mays, too, struggled to reenter the workforce.

“In Germany, I tried to go back to work,” said Mays, whose husband received overseas orders in 2014, moving her and her two children, ages two and four, far from family and friends.

Because there were limited jobs available overseas, she applied for a job outside her field, at a bank on the installation.

“They told me that they chose another candidate because they were going to be there longer than me,” she said.

Undeterred, she applied to work in merchandising at the Army Exchange and was hired after having to wait 15 months for her daughter to be old enough to be eligible for a spot in daycare.

“I came back from my first day on the job with training, and my husband said, ‘So, I have news.’ Our favorite phrase,” Mays recalled. “‘I have been selected for a job in D.C., and we have to move in 90 days.’”

Mays wanted to work, but resigned the following day, exiting the workforce.

Historically, DoD surveys have asked spouses if they “wanted to work.” As of 2019, the vast majority of those spouses, 85%, responded yes, but only 43% were employed.

This question was not included in the 2021 or 2024 surveys. However, recent DoD surveys have asked why spouses are not looking for work, allowing them to select only one answer. The Number 1 answer (30%) cited child care responsibilities.

Child care scarcity is a reality for all Americans, and military child care is no different.

According to a 2025 report by RAND, military child care programs are not keeping up with demand, leaving tens of thousands of military families without care.

The availability of affordable child care has a significant impact on military spouses’ participation in the workforce. According to a 2016 Health and Human Services report, a 10% reduction in the price of child care could increase maternal employment as high as 11%.

Despite the documented need for improved child care access, most military spouse employment solutions have focused on reducing unemployment through personal development and employment partnerships.

“The DoD has thrown money at trying to find employers who are willing to hire military spouses because people don’t want to hire people who are moving all the time,” said Maria Donnelly, the co-founder of the Military Family Foundation, a nonprofit that has helped military spouses navigate federal employment policies.

Donnelly was referring to one of the DoD’s employment solutions, the Military Spouse Employment Partnership, or MSEP, a membership-based program that encourages civilian employers to hire military spouses.

Since MSEP was launched in 2011, “more than 220,000 military spouses” have been hired. While the initiative requires its partners to document those they hire and retain, this data has not yet been publicly reported.

Both Estrada and Mays reported taking advantage of DoD-sponsored career development programs and internships. Neither walked away with jobs as a direct result of participating, but both formed networking connections that ultimately led to employment. For Estrada, another workforce departure followed.

In January 2026, the DoD announced an effort to reduce military spouse unemployment by 5%, increase Military Spouse Employment Partnership retention to 100% and establish a new military spouse unemployment office.

If experts are correct that the military is measuring unemployment differently than the rest of the country, it raises questions about whether current policies are targeting the right problem.

“I try not to should myself,” said Mays, who is currently employed by a military spouse-owned business that offers flexible remote work, a job she is thankful to have. “But I have this feeling and that I could and should be like at a director level or a management level, given my level of experience.”

Estrada is still looking for work.

The jobless rate for all veterans fell from 3.7% in April to 3.2% in May. The rate for the post-9/11 veterans ticked up from 4.0% in April to 4.1% in May but was still down from 4.5% in March, the bureau’s report said.

One trend in the report was the continuing improvement among the nation’s 2.1 million women veterans, as shown by a three-month surge – from an unemployment rate of 7.1% in March to 4.4% in April and 3.3% in May.

The last time the unemployment rate for women veterans was less than the rate for male veterans was in January 2019, when women veterans had a jobless rate of 2.7%, compared to 3.0% for male veterans.

However, the BLS has issued occasional cautionary notes on the data for women veterans, stating that the data comes from a much smaller sample than for male veterans and was thus susceptible to greater fluctuations.

One reason women veterans may be doing better on the jobs market is that more employers are realizing that “women make excellent employees,” said Heather Long, chief economist for the Navy Federal Credit Union.

In her estimation, the latest jobs report showed that the market’s recent “low hire, low fire” environment had come to an end. “The hiring recession is over,” Long said in a phone interview Friday.

She also noted that wages were not keeping up with inflation – the BLS said that wages were up 3.4% in May while the Federal Reserve Bank of Cleveland in a recent report projected that Consumer Price Index for May would come in a 4.2%.

“It’s a split-screen economy,” Long said, noting that job growth was continuing while the nation was at war in Iran, the Strait of Hormuz was closed, inflation was ticking up, the nationwide average for a gallon of regular gasoline Friday was $4.24, and the main concern of voters in numerous surveys was “affordability.”

The improving performance of women veterans was unsurprising to Kevin Rasch, the Warriors to Work regional director at the Wounded Warrior Project.

“Employers recognize the value of having veterans” on the payroll, Rasch said. “They bring a lot of value to the table,” he said in a phone interview Friday - and that recognition was now being given to women veterans.

Rasch recently returned from a trip to Germany where he visited U.S. bases to speak with active duty troops to learn of their concerns about transitioning back to civilian life in the states.

“AI is one of the hot topics” for those transitioning troops who feel that they could be at a disadvantage in the civilian jobs market, Rasch said. His team was prepared to coach those transitioning veterans on coping with AI, Rasch said, but he also said that “AI is not going away.”

Rasch said job seekers should not automaticall blame AI when they lose out on a position because “someone learned how to use AI better than you.”

The predictions ahead of the release of the BLS jobs report suggested that AI would be a factor in job losses. “AI is now the leading reason companies give for cutting jobs and the primary industry citing it is technology,” Andy Challenger, labor and workplace expert and chief revenue officer of Challenger, Gray & Christmas, said in a statement prior to the release of the BLS report.

The BLS report said that total nonfarm payroll employment increased by 172,000 jobs in May, which was similar to the gain of 179,000 jobs in April.

“Leisure and hospitality added 70,000 jobs in May, well above the average monthly gain of 14,000 over the prior 12 months,” the BLS report said. Food services and bars added 48,000 jobs, health care added 35,000 and manufacturing added 7,000.

“This is about the strongest market of my lifetime,” Kevin Hassett, the director of the White House National Economic Council, told CNBC of the job gains.

He attributed the gains to President Donald Trump’s policies, including the tax cuts he enacted last year.

The Government Accountability Office looked at the Tricare Extended Care Health Option, known as ECHO, and its ECHO home health care benefit, known as EHHC. Military families may face challenges getting access to these services, which help individuals keep, learn or improve skills and functioning for daily living; provide durable medical equipment and incontinence supplies; and offer caregiver support, such as respite care.

Families with special needs may have difficulty getting access to the services they need, especially because of frequent military moves.

The coverage may be outdated, with the amounts at the same level since 2009, auditors noted in a GAO report published Monday.

Because of rising health care costs, the Defense Health Agency “lacks reasonable assurance that ECHO benefits, including EHHC services, are fully meeting the program’s purpose of mitigating the disabling effects of a qualifying condition,” auditors stated.

The coverage limit for the ECHO program has remained at $36,000 per enrollee per calendar year since 2009, when lawmakers last authorized an increase.

Auditors said that with inflation, that equates to about $24,000 in 2025 dollars.

About 27,000 eligible dependents were enrolled in ECHO in 2024, according to DoD. Most of these are children with intellectual, developmental or physical disabilities or other significant health needs.

Eligibility and other requirements and coverage vary between the service branches. Of the total ECHO population, about 1,000 were homebound with complex medically complex conditions and qualified for the ECHO home health care benefit.

But out of those 27,000 enrolled, only about 4,235, or 16%, used the ECHO services, auditors stated.

In their response to a draft report, DoD disagreed with the GAO recommendation to assess whether the coverage limit of $36,000 is enough.

They stated that in 2024, the 4,235 enrollees had an average total government expenditure of $6,600. That $36,000 coverage limit is set by law; those who require the ECHO home health care services aren’t subject to the cap. Auditors noted that a review could provide information for any potential congressional action.

Lawmakers required GAO to conduct this review of the coverage for nursing care, habilitative programs and respite care through Tricare ECHO and other federal programs.

ECHO respite care services must be provided by a Tricare-authorized home health agency, to provide a short-term break for the usual caregiver. The ECHO program allows up to 16 hours per month.

The auditors also reviewed state Medicaid home- and community-based services, such as skilled nursing care and respite care, in seven states with high military populations.

Military families may be eligible for this care, which in some cases may offer more benefits than ECHO, but access can be limited. Auditors cited a study that found in 2025, it took about 32 months to move from a waiting list to enroll in one of these state programs. Families have said that by the time they can receive the services in a state, it’s time for them to move.

DoD is in the process of standardizing its eligibility requirements, and the number of respite care hours offered across all the military service branches through the Exceptional Family Member Program. DoD officials told GAO auditors that they expect to fully implement standardization of the respite care services by October 2027, and those with profound need would be eligible for up to 32 hours of respite care per month.

Of all the services GAO auditors reviewed, respite care was the most frequently requested from 2022 through 2024, according to data from one of the Tricare managed care contractors.

But about 68% of the authorizations for services weren’t used by the families. Defense Health Agency officials told auditors shortages of respite care providers may contribute to unused services. The shortage can also delay or limit access to nursing care services for military families.

Low respite care hours and low reimbursement offered by ECHO may also contribute to challenges in getting providers, according to the GAO report.

Two ECHO case managers told auditors that even if the respite hours increased to 32 hours per month, it would still be hard to find providers, since respite care providers want more hours than that.