Keddrick Corday Thompson Requests IRR Memorandum Draft -- Part 4

Originally posted by Keddrick Corday Thompson: 
Ok
So what else. Its a hardship transfer
Financial and contract management hardship
That should work right...
This mob will not cover my expenses or the welfare of my Son and family
Plus. The separation at this time-frame will be damaging to his personality, well-being and mindset
The IRR would allow me to have flexibility with my new urgent contract obligations and better my work life balance with my Son and family
Also, give time to recover my health and increase rest and balance 

If you want to transfer to another TPU unit, you should be able to get approved based on what you told me above. The difference between your current rank and your last one would be a small price to pay. You'd maintain your civilian pay and work-life balance. 

Additionally, when you're in the IRR, you want those years to count towards retirement. You won't be able to do correspondence courses to get points. You still need to accrue at least 50 retirement points each year.

The availability of a TPU to TPU transfer will work against your request to go into the IRR. You'd be able to complete your TPU contract. You'd still meet your work-life balance and continue earning your civilian pay.

The fact that you kept drilling with your current unit supports the practicality of transferring to another TPU. Not to the IRR.

I'm going to run some errands, I'll be back.

NOTE: Keddrick Thompson's argument did not lend to a TPU to IRR transfer. I recommended a TPU to TPU transfer in order for his work-life balance to not be interrupted. My addressing him after this focused on this solution... Or the one where he bears and grins it with activation, mobilization, and deployment. 

Originally posted by Keddrick Corday Thompson:
Thanks 

Back for a few. So here are your options. Bear with me and read to the end.

1. Deploy with your unit. While you're on active duty, your dependents will receive active duty-related benefits like TRICARE Prime. Additionally, your dependents will have access to resources available to active duty personnel and their family members. Your unit will be receiving information related to this as part of their pre-mobilization briefing.

You keep your rank and accrue one retirement point for every day you're mobilized. Those that you work with, on the civilian side of the house, will understand your military obligations.

2. Put in for a TPU to TPU transfer. Even if you lose rank, the difference in pay may not be significant. You'd be able to continue with your contracts. You'd still be able to do other activities outside of the military.

Based on what you told me, the chances of getting an IRR transfer approved are low. You're also gambling with this option. If they disapprove of your request, then the time you have to forward a TPU to TPU transfer is crunched. Or it would be too late. You'll be deploying with your unit.

Your description above appears to be a disruption and inconvenience to your family and you... This is something faced by families of deployed Soldiers. Your situation wouldn't be unique. Others, in your situation, are either on active duty or have deployed.

Another option that you could consider, based on your employer's need for you, is the Standby Reserve. Chapter 8 of AR 140-10 covers the Standby Reserve. I'd recommend that you discuss this option with your servicing career counselor. If this is a viable option, all you'd need to argue for transfer is Paragraph 8-2a, "Key employee".

NOTE: The Standby Reserve, critical employee justification, was a better argument for his situation. He would've still lost rank, but his insinuated civilian pay was high enough to make this a non-issue.