A Benefit for New Parents in the Coast Guard
Many military members think about where they want to be in the future, but deciding which path to take is the hard part. The Coast Guard can help in this decision making process by offering various programs and benefits for its members to help them in their careers.
One benefit the Coast Guard offers is temporary separation under the Care for Newborn Children (CNC) program. Located under the "Temporary Separation" and "Pregnancy in the Coast Guard" sections in the personnel manual, this 15-year-old program gives members the ability to separate from the Coast Guard without pay to take care of their newborn child or newly adopted child. Members can separate one-time for up to two years with a guarantee of reenlistment to the same rate and rank upon return to Active Duty and on meeting physical and qualifying standards.
Service members can qualify for the CNC Program if they meet certain criteria. A member must be at least an E-4 and have two years of good standing and no record of disciplinary action, one year at current duty station if transferring INCONUS and two years if transferring OUTCONUS, and at least four years of active duty service.
Members with Active Duty obligated service (commitment of time due to some benefit a member received, such as training, tuition assistance, permanent change of station orders, advancement, promotion, etc.) or Reserve members on an Extended Active Duty (EAD) contract are not eligible for temporary separation.
One option within the CNC program offers members the choice to drill as a reservist, and receive the benefits and pay of a reservist, while on temporary separation. Members can fill out a "Notice of Intent" to affiliate with the reserves, which should be attached to the original separation request or sent for approval to the Enlisted Advancements and Separations Branch at the Coast Guard Personnel Command, at least three months in advance of their date of separation from active duty. If a member advances or gets promoted while drilling as a reservist, they are not guaranteed their higher rate/rank upon return to active duty.
Another option offers members maternity leave. A female may be granted up to 30 days of prenatal (before birth) sick leave and 42 days of postnatal (after birth) leave with physician and Coast Guard's approval. In addition, up to 60 days of regular leave can be taken. Further guidance on this is found in the "Pregnancy in the Coast Guard" section in the personnel manual.
Once a member has read the personnel manual, meets the criteria and decides to pursue the CNC program, members should consult with the local Work Life Family Resource Specialist (FRS), the Enlisted Advancements and Separations Branch at the Coast Guard Personnel Command (CGPC-epm-1), their command, and their administrative staff on additional questions and possible options.
"The FRS can assist a member with the interpretation of the CNC policy, the procedures for requesting CNC leave, and help members in processing the best possible choices that will enable them to continue their career in the Coast Guard," said Kristine E. Cooper, FRS at ISC Alameda.
The Enlisted Advancements and Separations Branch can give additional advice and guidance on the CNC Program after a member has reviewed the manual and consulted with their administrative staff, according to Lt. Cmdr. Charles L. Gow, Assistant Chief of the Enlisted Advancements and Separations Branch at the Coast Guard Personnel Command.
Other military parents have firsthand experience they can offer and can give feedback on the program.
Petty Officer 1st Class Stacey L. DuMars of ISC Alameda and a mother of one took advantage of the CNC program in 1996 and returned to active duty within 18 months.
"The program allowed me the opportunity to focus on being a new mom and the leeway to adjust my schedule according to the needs of the baby at an important time," said DuMars.
Members should discuss with their command these options for favorable command endorsement and then contact their administrative staff to initiate the paperwork process.
A "Statement of Understanding of Conditions for Temporary Separation" and a "Request Temporary Separation to Care for Newborn Children" memorandum must be drafted and signed by the member. If a member decides to drill as a reservist, a "Notice of Intent" should be included. Examples of these are found in the "Temporary Separation" section in the Personnel Manual.
These papers need to be signed by their command and then reviewed by their administrative staff. Once completed, their administration staff can help them send the paperwork for final approval to Headquarters Commander (CGPC-emp-1). The memorandums must be submitted to Headquarters six months before the requested separation date, or as soon as possible if the member is adopting.
Before returning to Active Duty, members must complete a "Notice of Intent" at least six months, but not earlier than one year, before the two years end to either affiliate with the reserves, remain a reservist or return to active duty. If affiliated with the Reserves during the two years, members must contact the Chief, Enlisted Personnel Management Division (CGPC-epm) or the Chief, Officer Personnel Management Division (CGPC-opm). Or, if not affiliated with the Reserves during the two years, members must contact their local Coast Guard recruiter or Commanding Officer, Coast Guard Recruiting Command (CGPC-CGRC).
The CNC Program is made available to help members excel in the Coast Guard and in their lives. It was also designed to give members an alternative to separating completely and gives them the opportunity to make the best of their careers. "Becoming a parent changes who you are and what your goals for the future are. The CNC program allows new parents the opportunity to be a little more flexible as their lives go through major changes," said DuMars.
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