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Special and Incentive Pay Index

Title 37, chapter 5, subchapter i - s&i pays currently for active duty members:.

• Section 301(a) Hazardous Duty Incentive Pays (HDIP).
• Section 301(a)(1) Flying Duty, Crew Members.
• Section 301(a)(2) Flying Duty, Non Crew Members.
• Section 301(a)(3) Parachute Duty Pay.
• Section 301(a)(4) Demolition Duty Pay.
• Section 301(a)(5) Pressure Chamber Duty Pay.
• Section 301(a)(6) Acceleration and Deceleration Duty Pay.
• Section 301(a)(7) Thermal Stress Duty Pay.
• Section 301(a)(8) Flight Deck Duty Pay.
• Section 301(a)(9) Toxic Pesticides/Dangerous Organisms Personal Exposure Pay.
• Section 301(a)(10) Toxic Fuel/Propellants and Chemical Munitions Exposure Duty Pay.
• Section 301(a)(11) Visit, Board, Search and Seizure (VBSS) - Maritime Interdiction Operations.
• Section 310 Hostile Fire/Imminent Danger Pay.

Arduous Duty

• Section 305 Hardship Duty Pay.
• Section 307a Assignment Incentive Pay (AIP).
• Section 314 Overseas Tour Extension Incentive Pay (OTEIP).

Career Incentive

• Section 301a Aviation Career Incentive Pay (ACIP) .
• Section 301c Submarine Duty Incentive Pay (SUBPAY) .
• Section 304 Diving Duty Pay .
• Section 305a Career Sea Pay (CSP) .
• Section 320 Career Enlisted Flyer Incentive Pay (CEFIP) .
• Section 309 Enlistment Bonus (EB) .
• Section 312b Nuclear Officer Accession Bonus .
• Section 324 Accession Bonus for New Officers in Critical Skills .
• Section 329 Accession Bonus for Members Appointed as a Commissioned Officer after Completing Officer Candidate School

Proficiency

• Section 316 Foreign Language Proficiency Pay (FLPP) .
• Section 301b Aviation Continuation Pay (ACP) .
• Section 308 Selective Reenlistment Bonus (SRB) .
• Section 312 Nuclear Officers Extending Period of Active Duty .
• Section 312c Nuclear Career Annual Incentive Bonus .
• Section 318 Special Warfare Officer Continuation Pay .
• Section 319 Surface Warfare Officer (SWO) Continuation Pay .
• Section 321 Judge Advocate Continuation Pay (JACP) .
• Section 355 Critical Skills Retention Bonus (CSRB) or Bonus for Assignment to High Priority Unit .

Responsibility

• Section 306 Officers Holding Positions of Unusual Responsibility .
• Section 307 Special Duty Assignment Pay for Enlisted Members .

Rehabilitation

• Section 328 Combat-related Injury Rehabilitation Pay.

Skill Conversion

• Section 326 Incentive Bonus for Conversion to Military Occupational Specialty to Ease Personnel Shortage .

Transfer between Services

• Section 327 Incentive Bonus for Transfer Between Armed Forces .
• Section 301d Multi-year Retention Bonus for Medical Officers .
• Section 301e Multi-year Retention Bonus for Dental Officers .
• Section 302(a)(2) and (3) Medical Officer Variable Special Pay (VSP).
• Section 302(a)(4) Medical Officer Additional Special Pay (ASP) .
• Section 302(a)(5) Medical Officers Board Certification Pay (BCP) .
• Section 302(b) Medical Officer Incentive Special Pay (ISP) .
• Section 302a(a) Optometrists Regular Special Pay .
• Section 302a(b) Optometrists Retention Special Pay .
• Section 302b(a)(2) and (3) Dental Officer Variable Special Pay (VSP) .
• Section 302b(a)(4) Dental Officer Additional Special Pay (ASP) .
• Section 302b(a)(5) Dental Officer Board Certification Pay (BCP) .
• Section 302b(a)(6) Dental Officer Oral and Maxillofacial Surgeon Incentive Special Pay (ISP) .
• Section 302c Nonphysician Health Care Providers Board Certification Pay (BCP) .
• Section 302d Registered Nurse Accession Bonus .
• Section 302e Certified Registered Nurse Anesthetists (CRNA) Incentive Special Pay .
• Section 302h Dental Officer Accession Bonus .
• Section 302i Pharmacy Officer Retention Special Pay .
• Section 302j Pharmacy Officer Accession Bonus .
• Section 302k Accession Bonus for Medical Officers in Critically Short Wartime Specialties .
• Section 302l Accession Bonus for Dental Officers in Critically Short Wartime Specialties .
• Section 303(a) Veterinary Corps Officer Special Pay .
• Section 303(b) Veterinary Corps Officer Board Certified Pay (BCP) .

Section 301(a) Hazardous Duty Incentive Pays (HDIP)

Entitlement pays; payable to enlisted members and officers.

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Section 301(a)(1) Flying Duty, Crew Members

For performance of hazardous duty involving frequent and regular aerial flight as a crew member, and to induce members (other than, career aviators) to volunteer for flying duty assignments as crew members and to retain the required number of skilled crewmembers to man mission requirements. Payment ranges from $110 to $250 per month, determined by grade.

Section 301(a)(2) Flying Duty, Non Crew Members

For performance of hazardous duty involving frequent and regular aerial flight, and to induce members to volunteer for, and remain in, flying duty assignments as 'other than crew members'. Payment is flat $150 per month.

Section 301(a)(3) Parachute Duty Pay

For performance of hazardous duty involving jumping, and to attract members to volunteer for, and to continue performing, parachute duty. Payment is flat $150 per month, except for duty involving High Altitude Low Opening (HALO) jumps, which is $225 per month.

Section 301(a)(5) Pressure Chamber Duty Pay Section 301(a)(6) Acceleration and Deceleration Duty Pay Section 301(a)(7) Thermal Stress Duty Pay

For hazardous duty related to participation as human test subject in low and high pressure, acceleration or deceleration, or thermal stress chambers. Also, intended to attract volunteers to perform such duties. Payment is flat $150/mo.

Section 301(a)(8) Flight Deck Duty Pay

For more than normally dangerous character of flight deck duty, and to enhance the Services' ability to attract and retain personnel involved in the frequent and regular flight operations on the flight deck of ships from which aircraft are launched. Payment is flat $150 per month

Section 301(a)(9) Toxic Pesticides Personal Exposure Pay

For hazardous duty involving frequent and regular exposure to highly toxic pesticides and to induce members to volunteer for such duty. Payment is flat $150 per month.

Section 301(a)(10) Toxic Fuel/Propellants and Chemical Munitions Exposure Duty Pay

For the more than normally dangerous character of performing duty which entails exposure to toxic fuels or propellants, or chemical munitions. Payment is flat $150 per month.

Section 301(a)(11) Visit, Board, Search and Seizure (VBSS) - Maritime Interdiction Operations

For performance of hazardous duty involving regular participation as a member of a team conducting VBSS operations aboard vessels in support of maritime interdiction operations. Payment is flat $150/mo. Only Navy members (among DoD Services) perform duty that qualifies for this pay

Section 301a Aviation Career Incentive Pay (ACIP)

Financial incentive for officers to serve as military aviators throughout a military career. Payment ranges from $125 to $840 per month, determined by years of aviation service as an officer. Entitlement pay.

Section 301b Aviation Continuation Pay (ACP).

Financial incentive to retain qualified, experienced officer aviators who have completed their Active Duty Service Obligation (ADSO) to remain on active duty for a specified period of additional service. Services may pay up to $25K for each year of service agreement, regardless of the length of contract; through 25 years of aviation service; and to aviators in grade 0-6. Discretionary pay.

Section 301c Submarine Duty Incentive Pay (SUBPAY)

Additional pay to increase Navy's ability to attract and retain volunteers for submarine duty, and to compensate for the more than normally arduous character of such duty. The Secretary of the Navy may set SUBPAY rates within a statutory cap of $1,000 per month. Currently, Navy SUBPAY rates range from $75 to $835 per month. Entitlement pay.

Section 301d Multi-year Retention Bonus for Medical Officers

Financial incentive to retain a sufficient number of qualified physicians to meet armed forces health care requirements. Up to $75K per year for 4-year agreement payable to physicians with over 8 years creditable service, or who have completed their ADSO incurred for medical education and training, and initial residency training, and are below pay grade O-7. Discretionary pay; all Military Departments use this bonus authority.

Section 301e Multi-year Retention Bonus for Dental Officers

To attract and retain adequate number of dental officers to meet armed forces' health care needs. Maximum award level is $50K a year for 4-year agreement. Entitlement pay for dental officers with specialties in oral and maxillofacial surgery, in pay grade below O-7, with at least 8 years of creditable service or, have completed their ADSO for dental education and training, and initial residency training. Other dental officers may be extended bonus offer at Service discretion, if they otherwise meet above eligibility requirements. Discretionary pay.

Section 302(a)(2) and (3) Medical Officer Variable Special Pay (VSP)

Provides increase in monthly pay for all medical officers on active duty (regardless if in internship training, regardless of specialty or remaining obligated service), as broad-based incentive to increase numbers of physicians remaining on active duty after completion of ADSO for advanced training. Payment ranges from $1.2K to $12K a year, paid out monthly, determined by years of creditable service (except set amount is paid to O-7s and above, regardless of years of creditable service). Entitlement pay.

Section 302(a)(4) Medical Officer Additional Special Pay (ASP)

Additional pay for all medical officers on active duty who have completed internship or initial residency training, regardless of specialty, if they agree to remain on active duty for additional 12 month period, to bring more into 6-7 year window when they would be eligible for higher pays in private sector, thereby encouraging longer periods of retention. Flat $15K for 12-month active duty service agreement. Entitlement pay.

Section 302(a)(5) Medical Officers Board Certification Pay (BCP)

Incentive for retention and also promotes quality health care by encouraging all medical officers to attain board certification, signifying highest level of professional competence. Payment is $2.5K to $6K per year, dependent on years of creditable service, paid monthly once physician becomes board certified and as long as officer remains so certified. Entitlement pay.

Section 302a(a) Optometrists Regular Special Pay

Intended to attract sufficient number of qualified optometrists to enter and stay in service to meet armed forces' health care requirements. Payment is flat $100 per month for each month of active duty. Entitlement pay.

Section 302a(b) Optometrists Retention Special Pay

Discretionary pay intended to be used as needed to address retention problems. Up to $15K per year payable to officers drawing Optometrist Regular Special Pay who have completed initial ADSO for education and training, and who execute a 12-month active duty service agreement. Army and Air Force use this pay.

Section 302(b) Medical Officer Incentive Special Pay (ISP)

Financial incentive to address retention difficulties and shortages of critical wartime specialties by closing civilian-military pay gap. An officer entitled to VSP, upon agreement to remain on active duty for at least a year, may be paid ISP for any 12-month period during which the officer is not undergoing internship or initial residency training. Paid as annual bonus. Up to $75K payable for 12-month active duty service agreement. Discretionary pay; all Military Departments use this pay.

Section 302b(a)(2) and (3) Dental Officer Variable Special Pay (VSP)

Increase in monthly pay for all dental officers (on active duty under call or order to active duty for not less than 1-year (to include those in internship training)) as incentive to remain on active duty after completion of ADSO (for advanced training). Payment ranges from annual $3K to $12K, paid monthly, determined by years of creditable service (except that set amount is paid to O-7s and above). Entitlement pay.

Section 302b(a)(4) Dental Officer Additional Special Pay (ASP)

(To include those undergoing dental internship or residency training) for any 12-month period during which the officer is under an active duty agreement. Payable at rates determined by the Secretary concerned not to exceed $10K per year for officers with less than three years of creditable service, and $15K per year, of the officer has 10 or more years of creditable service, Entitlement pay.

Section 302b(a)(5) Dental Officer Board Certification Pay (BCP)

BCP in intended to promote quality health care by encouraging all dental officers to attain board certification, signifying the highest level of professional competence, and also as retention incentive. Payment is $2.5K to $6K per year, dependent on years of creditable service, paid monthly once officer becomes board certified and as long as the officer remains so certified. Entitlement pay.

Section 302b(a)(6) Dental Officer Oral and Maxillofacial Surgeon Incentive Special Pay (ISP)

Financial incentive for oral or maxillofacial surgeons to remain on active duty to ensure there are adequate numbers of dental officers qualified in these specialties to meet the military medical care needs in peacetime and wartime. An officer entitled to VSP, upon agreement to remain on active duty for at least a year, may be paid ISP for any 12-month period during which the officer is not undergoing internship or initial residency training. Paid as annual bonus. ISP for Dental Officer Oral and Maxillofacial Surgeons was first authorized in the FY06 NDAA. Up to $75K payable for 12-month active duty service agreement. Discretionary pay; all Military Departments use this pay authority.

Section 302c PsychologistsNonphysician Health Care Providers Board Certification Pay (BCP)

Financial incentive for highly qualified psychologists and nonphysician health care providers to enter on active duty, to acquire and maintain the highest level of professional achievement and to remain on active duty. Payment ranges from $2K to $5K per year, dependent on years of creditable service. Paid monthly. Paid once officer becomes board certified and continues as long as officer remains board certified. Entitlement pay.

Section 302d Registered Nurse Accession Bonus

Intended as incentive for nurses to enter and remain in service to ensure the Services have an adequate number of experienced nurses to meet military medical care needs in peacetime and wartime settings. Up to $30K is payable to an RN who executes written agreement to accept a commission, be assigned to duty as a nurse, and remain on active duty for a minimum of three years. Discretionary pay -- all military Departments use this authority.

Section 302(e) Certified Registered Nurse Anesthetists (CRNA) Incentive Special Pay

Financial incentive for CRNAs to remain on active duty to ensure there are adequate numbers of qualified CRNAs to meet the military medical care needs in peacetime and wartime. (to increase annual cap from $15K to $50K). Up to $50K payable for 12-month active duty service agreement. Discretionary pay -- all military Departments use this authority.

Section 302h Dental Officer Accession Bonus

Incentive for dentists to enter and remain in military service to ensure the Services have an adequate number of dental officers to meet military dental care needs in peacetime and wartime settings. Up to $200K payable for written agreement to accept a commission and remain on active duty for minimum of four years. Discretionary pay -- all military Departments use this authority.

Section 302i Pharmacy Officer Retention Special Pay

Up to $15K is payable for any 12-month period to Pharmacy Officer in pay grade O-6 or below. Discretionary pay - all military Departments use this pay.

Section 302j Pharmacy Officer Accession Bonus

Up to $30K is payable to a pharmacist for an agreement to accept a commission and serve not less than 4 years on active duty. Discretionary pay - all military Departments use this bonus authority.

Section 302k Accession Bonus for Medical Officers in Critically Short Wartime Specialties

Authorizes an accession bonus of up to $400,000 for medical officers in critically short wartime specialties. Discretionary pay - the Navy uses this bonus authority.

Section 302l Accession Bonus for Dental Officers in Critically Short Wartime Specialties

Authorizes an accession bonus of up to $400,000 for dental officers in critically short wartime specialties. Discretionary pay - the Navy uses this bonus authority.

Section 303(a) Veterinary Corps Officer Special Pay

Incentive for qualified veterinarians to enter and remain on active duty to meet the health care and readiness requirements of the armed forces. ; not updated since. Payment is flat $100 per month for each month of active duty. Entitlement pay.

Section 303(b) Veterinary Corps Officer Board Certified Pay (BCP)

Financial incentive to encourage veterinary officers to attain board certification, signifying highest level of professional competence. Also serves as incentive for retention. Payment ranges from $2K to $5K per year, dependent on years of creditable service, paid once officer becomes board certified (as Diplomate in specialty recognized by the American Veterinarian Medical Association) and continues as long as officer remains board certified. Paid monthly. Entitlement pay.

Section 304 Diving Duty Pay

Incentive for members to volunteer for, and remain in, diving duty; additionally, in part, compensates divers for the more than normally dangerous character of such duty. Currently, up to $340 per month may be paid to enlisted divers and up to $240 per month payable to officers. Entitlement pay, with rates set by Services within statutory caps.

Section 305 Hardship Duty Pay

Additional compensation paid to recognize members assigned to duty designated as hardship by the Secretary of Defense. There are two types of HDP currently being paid, one for designated Quality-of-Life (QoL) Hardship Locations (HDP-L), and the other for designated hardship missions (HDP-M). Locations are designated as hardship duty locations if the QoL living conditions in the area are substantially below the standard most members would generally experience in the United States. The sole mission designated as hardship duty for HDP purposes is the mission performed by JTF-Full Accounting and CILHI and to recover the remains of members lost in past wars. The maximum payable in law is $1,500/mo.; currently, the monthly rates being paid are $50, $100 and $150 for HDP-L; and $150 for HDP-M. Discretionary pay -- all Services use this pay authority.

Section 305a Career Sea Pay (CSP)

To financially recognize officers executing the duties of a position the Service Secretary has designated as: 1) carrying unusual responsibilities above those normal for officers of the same grade, and 2) critical to the operations of the Service concerned. Payment ranges from $50-$150/mo. dependent on pay grade. Law limits payments to O-3s through O-6, with specifies percentages of officers within each of those grades that can be paid this pay (referred to as "Command Responsibility Pay"). This is a discretionary pay. Among the DoD Services, only Navy uses this pay.

Section 306 Officers Holding Positions of Unusual Responsibility

Intended to improve retention of members in sea service skills and as recognition for members serving on sea duty for the greater-than-normal rigors of sea duty. The Secretary of the Service concerned establishes monthly CSP and CSP Premium (CSPP) rates within $750 and $350 caps, respectively. Rates being paid by Department of Navy in CSP ranges from $50 to $730/mo.; CSPP is $100/mo., paid to members who serve more than 36 consecutive months of sea duty. Army pays under its own rate table; USAF uses CSP rate table in effect pre-FY2001 NDAA. Entitlement pay.

Section 307 Special Duty Assignment Pay for Enlisted Members

To encourage enlisted members to qualify for and volunteer to serve in, or remain in, designated positions with duties that are extremely difficult, or carry an unusual degree of responsibility, when compared to typical jobs of members of the same grade level. The maximum payable in law is $600/month. Under program parameters established by the Secretary of Defense, current range being paid in SDAP is between $75 and $450 per month). Discretionary pay -- all Services use this pay.

Section 307a Assignment Incentive Pay (AIP)

To provide a monthly incentive to a member who performs service, while entitled to basic pay, in an assignment designated by the Secretary concerned. Used to encourage members to volunteer for difficult-to-fill jobs or assignments in less desirable locations. The monthly statutory maximum payable is $3,000. Discretionary pay - all Services use this pay authority.

Section 308 Selective Reenlistment Bonus (SRB)

To provide incentive for an adequate number of qualified enlisted members to reenlist in designated critical military specialties where retention levels are insufficient to sustain a steady readiness posture imperative for the individual Service to accomplish its mission. The statutory maximum payable is $90K for a minimum 3-year reenlistment. Discretionary pay -- all Services use this pay authority.

Section 309 Enlistment Bonus (EB)

To provide incentive for persons to enlist in the armed forces. The maximum payable by law is $40K. Discretionary bonus -- all Services use this bonus authority.

Section 310 Hostile Fire/Imminent Danger Pay

To recognize members subject to hostile fire or explosion of hostile mines, and those on duty overseas who because of their role/visibility as a service member, are subject to threat of physical harm or imminent danger due to civil insurrection, civil war, terrorism, or wartime conditions. The current monthly rate is $225. Entitlement pay.

Section 312 Nuclear Officers Extending Period of Active Duty

Financial incentive for Nuclear-qualified Navy officers to continue on active duty upon completion of obligated service. The maximum payable by law is $30K for each year of a minimum 3-year active-service agreement. Discretionary authority. Navy uses this pay authority.

Section 312b Nuclear Officer Accession Bonus

Financial incentive to encourage adequate numbers of voluntary accessions into the Navy's nuclear power officer community. The maximum payable by law is $30K. Discretionary authority. Navy uses this pay authority.

Section 312c Nuclear Career Annual Incentive Bonus

Financial incentive for Nuclear-qualified Navy officers to continue on active duty upon completion of obligated service. The law authorizes a maximum $22K payable to commissioned officers, and $14K to Limited Duty officers. (LDO's). Discretionary authority. Navy uses this pay authority.

Section 314 Overseas Tour Extension Incentive Pay (OTEIP)

For members in certain critical skill classifications to extend their tour of service overseas for the convenience of the Government. The law authorizes payment monthly or pay up to $80; or an annual bonus not to exceed $2K per year in OTEIP. Discretionary authority; all DoD Services pay OTEIP.

Section 316 Foreign Language Proficiency Bonus (FLPB)

Financial incentive for members to become proficient, or to increase their proficiency, in foreign languages to enhance the foreign language capabilities of the armed forces. The law authorizes payment of a bonus of up to $12,000 for a 12-month certification period. Discretionary pay; all Services use this pay authority.

Section 318 Special Warfare Officer Continuation Pay

Financial incentive for qualified, experienced Special Warfare Officers to remain on active duty beyond their initial ADSO. Up to $15K per year payable to eligible officers. Discretionary pay; only Navy uses this pay authority.

Section 319 Surface Warfare Officer (SWO) Continuation Pay

Financial incentive for SWOs selected for Department Head (DH) to agree to remain on active duty to complete that tour. Up to $50K total payable to eligible officers. Discretionary pay; Navy use this pay authority.

Section 320 Career Enlisted Flyer Incentive Pay (CEFIP)

Financial incentive to serve throughout a military career as an enlisted flyer. Monthly maximum rates range from $150 to $400, dependent on years of aviation service. Discretionary pay -- currently, only Air Force and Navy pay CEFIP.

Section 321 Judge Advocate Continuation Pay (JACP)

Financial incentive for military Judge Advocates to continue on active duty upon completion of their ADSO. Up to $60K total payable to eligible judge advocates over a career. Discretionary pay -- currently, Army, Navy and Air Force pay JACP; Marine Corps pays a Law School Education Debt Subsidy (LSEDS) under the JACP statutory authority.

Section 324 Accession Bonus for New Officers in Critical Skills

Gives Service Secretaries authority to offer up to $60K to an individual who agrees to accept a commission and serve on active duty in a designated critical skill for the period specified in the agreement. Discretionary pay - all Military Departments use this pay authority.

Section 326 Incentive Bonus for Conversion to Military Occupational Specialty to Ease Personnel Shortage

To provide an incentive for members to convert to, and serve for a period of not less than 3 years in, a military occupational specialty for which there is a shortage of trained and qualified personnel. Discretionary pay - Army uses this pay authority

Section 327 Incentive Bonus for Transfer Between Armed Forces

To provide incentive of up to $10K for persons to transfer from one armed force to another, and serve a minimum of 3 years in the component to which transferred. Discretionary pay; Army use this pay authority.

Section 355 Critical Skills Retention Bonus (CSRB) or Bonus for Assignment to High Priority Unit

Financial incentive to address skill-specific retention problems. Up to $200K total ($100K for reserve component members) is payable in CSRB to an eligible member over a career. Discretionary pay - all Services use this pay authority.

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TAIP pays for continuity at Incirlik AB

Photo By Staff Sgt. Matthew Kakaris | An Infographic explaining the success of the recent increase of the Turkey Assignment... ... read more read more

Photo By Staff Sgt. Matthew Kakaris | An Infographic explaining the success of the recent increase of the Turkey Assignment Incentive Pay program, known as TAIP, after which many 39th Air Base Wing Airmen have opted to stay at Incirlik Air Base for an additional 12 months for an extra $1,000 a month. The increase in incentive pay will also improve continuity throughout the wing once those who have elected to TAIP reach the second year of their tours. (U.S. Air Force graphic by Staff Sgt. Matthew Kakaris)   see less | View Image Page

INCIRLIK AIR BASE, 1, TURKEY

Story by senior airman essence myricks  , 39th air base wing.

INCIRLIK AIR BASE, Türkiye - Since the recent increase of the Turkey Assignment Incentive Pay program, known as TAIP, many 39th Air Base Wing Airmen have opted to stay at Incirlik Air Base for an additional 12 months for an extra $1,000 a month. According to Staff Sgt. Kyerra Tyler-Young, 39th Force Support Squadron noncommissioned officer in charge of DEROS management, as of November 6, 2023, 310 personnel within Türkiye have elected to participate in TAIP, up from 65 Airmen who participated in 2022 for the original TAIP pay of $300 a month -- a 475% increase in less than a year. The increase in incentive pay will also improve continuity throughout the wing once those who have elected to TAIP reach the second year of their tours. Unaccompanied tours present unique challenges and Incirlik AB is no exception. With people coming and going seemingly every day, it can be difficult to maintain standard operating procedures, ultimately affecting the success and turnover throughout the wing. It is critical that there is continuity across each unit to maintain the integrity of the mission. “The program is important because it allows some stability for our Airmen and it sustains the necessary continuity to support the surety mission,” said Tyler-Young. “When you have a constant rotation of personnel in a short timeframe, the transitions in the workplace aren't as smooth as they could be and some hiccups that have been remedied are repeated.” However, thanks to the TAIP program, these gaps in subject matter experience are being filled and corporate knowledge as well as critical host nation relationships are bolstered. “Short tours feel like they go by so quickly and it seems like people are always on their way out the door,” said Staff Sgt. Madison Sylvester, 39th Air Base Wing noncommissioned officer in charge of media operations. “Having the opportunity to TAIP allows everyone to breathe easier knowing they have a little more sand left in the hourglass with people they need operationally.” The TAIP program has also given members more time to focus on their goals. As stated previously, though it initially started at $300 a month, the additional $700 per month increase has impacted Airmen across the Titan community. “Personally, it gives me a better chance at structuring my goals and additional financial stability for wherever the Air Force decides to send me next,” said Sylvester. For more information on the TAIP program, members can visit the online Incirlik AB newcomers page at www.incirlik.af.mil/Newcomers, their respective units’ commander support staff, or the military personnel flight located in the 39th ABW headquarters building.

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News | Anaheim staffing agency to pay $2.2 million to…

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News | Anaheim staffing agency to pay $2.2 million to settle hiring discrimination suit

U.s. equal employment opportunity commission says baronhr failed to refer job candidates based on race, sex and disability.

A former Anaheim-based staffing agency will pay $2.2 million to settle a hiring discrimination lawsuit that alleged it failed to recruit and refer job candidates based on race, sex or disability, federal regulators announced this week.

The 2022 suit by the U.S. Equal Employment Opportunity Commission targeted BaronHR LLC and Radiant Services Corp., a Baron client that operates a commercial laundry facility in the Harbor Gateway near Carson and allegedly exercised the same discriminatory practices.

“Protecting individuals seeking entry-level or temporary jobs from discrimination in recruitment and hiring is a key enforcement priority for the commission as set forth in the EEOC’s most recent strategic enforcement plan,” EEOC General Counsel Karla Gilbride said in announcing the settlement. “Individuals seeking work through staffing agencies fall squarely within the category of vulnerable workers.”

Baron closed in January.

The lawsuit alleged that, since at least 2015, Baron failed to recruit and refer workers for low-skill positions based on their race, including those who are Black, Asian, White and non-Hispanic.

The company — which operated branch offices in California, Nevada, Colorado and Illinois — also allegedly screened out job seekers with disabilities and perceived disabilities by only hiring and referring supposedly physically fit candidates with no history of injury.

Officials with Radiant could not be immediately reached for comment. It was unknown whether the EEOC has reached a settlement with the company.

The lawsuit states a Black woman, who wasn’t identified, applied for work through Baron in May 2013, and regularly inquired about employment opportunities,

The woman visited Baron’s Carson office on March 4, 2015, to inquire about available positions and saw a group of workers training for assignment at Radiant. When she asked if she was eligible, a receptionist told her that the “client does not hire Black workers,” the suit says.

Two other Black women applied for jobs at Baron’s Carson office but also were never hired, according to the complaint. Radiant consistently maintained a largely homogeneous Latino workforce at its Harbor Gateway facility, the EEOC said.

Baron also allegedly acquiesced to Radiant’s discriminatory requests for male and female temporary workers for specific employment opportunities.

Radiant requested male workers for sorting and transporting heavy loads of laundry and female workers for folding and ironing positions, which the lawsuit described as exclusionary and discriminatory.

Baron also used an unlawful qualification standard by recruiting and referring physically fit candidates with no history of injury, which excluded individuals with actual and perceived disabilities, the suit states.

A consent decree settling the suit — approved Monday, April 8, by U.S. District Judge George Wu — prohibits Baron from future discriminatory and hiring practices. The $2.2 million paid by the company will be distributed to those who submitted claims to the EEOC and applied for work but were not hired.

“Hiring discrimination remains a persistent problem in low-skill, low-wage industries,” Anna Park, regional attorney for the EEOC’s Los Angeles district office said in a statement. “Employers need to take their responsibilities seriously to ensure all applicants receive employment opportunities regardless of race, national origin, sex or disability.”

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