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Military TDY: Temporary Duty Assignment Explained

The U.S. Armed Forces issue different types of military travel orders to personnel.

Your military travel orders pertain to changes in your duty location and the duration, and may also impact your military pay.

Military TDY (Temporary Duty) is one common type of military travel order .

Get all your questions answered about Temporary Duty (TDY) status and what you can expect to experience with this type of order.

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Table of Contents

What is TDY?

The U.S. Military has three primary types of military travel orders:

• Permanent Change of Station (PCS)
• Temporary Duty (TDY)
• Deployments Orders

It is important to keep in mind that the three types of military assignment orders are not the same and each has its own characteristics.

Your military orders may affect how long you serve at the post, the specific location, and special duty pay.

Temporary Duty (TDY) is defined by the Department of Defense as:

Duty at one or more locations, away from the permanent duty station (PDS), under an order, providing for further assignment or pending further assignment, to return to the old PDS or to proceed to a new PDS.

Military branches under the U.S. Armed Forces have different references for Military TDY, like TAD (temporary additional duty) or TCS (temporary change of station).

However, they all mean basically the same thing that your military orders are temporary.

The primary difference between Military TDY and other orders is that it grants authorization for a service member to perform work away from the permanent duty station.

The Department of Defense requires the label Military TDY (or one of its variants) to approve travel pay, per diem, and coverage of other expenses to assist the soldier.

Since the assignment is temporary, the service member can expect a shorter stay than a permanent station assignment, however, the length of the orders may vary.

The individual details of TDY orders are fleshed out with each commitment.

The specifics of your Military TDY outline expected duration, amount of travel pay, coverage of expenses, housing and food support, transportation, and other forms of assistance.

How long is a TDY?

Military TDY is temporary for military orders, so the length is generally not longer than 180 days.

Temporary duty orders may range anywhere from a few days to a half year.

Long-term TDY is any orders which specify longer than 30 days.

TDY per diem rates depend on the location you have orders for. It will also include reimbursement for lodging, meals, and incidentals. 

Use this calculator to determine how much you can expect to receive. 

Military TDY is a stark contrast from Permanent Duty Assignments and Deployments, which have commitments of several months or years.

The Department of Defense authorizes TDY through Joint Travel Regulations.

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Is TDY considered a deployment?

Technically there is a difference between a temporary duty assignment (TDY) and Deployment, even though they are both military orders.

Deployments are similar to military TDY, except that the service member is assigned to a specific operation.

Therefore, deployments usually reference combat operations that take place overseas.

When most civilians think of military orders, they commonly associate everything with being deployed, though that’s not always the case based on the actual military definition.

Deployment refers to assigning military personnel from a home station to somewhere outside the continental United States.

Mobilizations are also classified as deployments under the Department of Defense guidelines.

How does a TDY differ from a deployment?

The biggest difference between deployments and temporary duty assignments is the length of the orders.

Military TDY is short-term, with even longer stints requiring less than a half year of commitment.

On the other hand, deployments are typically longer and involve assignments outside the United States.

Additionally, deployments involve assignments to specific operations and usually in combat situations.

However, both types of military orders have similarities.

For example, military personnel must leave their home station for a different location under each type of order.

Military TDY is not always as serious as deployments.

For instance, a temporary duty assignment could mean nothing more than attending school, conferences, or a military-sponsored event.

Or it could pertain to a regular part of military duty where frequent travel is mandatory and the service member hopes to receive some form of compensation for their travel exs.

There are cases where military personnel earn TDY status even when working in the same geographic area as the home base to justify lodging and meal expenses associated with the duty.

Soldiers also rely on military TDY for house hunting and other searches when considering a new permanent change of station or out-processing from military service.

Can I go with my husband/wife on a TDY?

One of the many perks of temporary duty assignments is that you can occasionally bring along the family.

The same is not true of deployments where it would put your spouse or other family members in danger.

If given the chance to bring along a spouse for your temporary duty assignment, you should welcome the opportunity, but keep in mind that pier diem rates are only calculated for the service member.

Military personnel often spend months away from family and friends, so having a unique opportunity like this to spend with a loved one is rare and special.

MilitaryShoppers.com put together a great resource on the topic.

It explains the pros and cons of tagging along with a significant other while he or she is on TDY.

The most important thing to keep in mind is that while you can live with your spouse while on temporary duty assignment, his or her time is still limited and it might drain your budget quickly.

Other than that, it’s an enticing opportunity to catch up after potentially months of separation.

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Will I get paid extra during a TDY?

Despite having to leave your home station, there is nothing more rewarding than a little extra pay in freedom.

It is exactly what temporary duty assignments provide to service members.

In fact, the reason that military personnel may request or seek TDY is the opportunity to put more in their wallet.

Military TDY usually grants per diem pay, which helps cover lodging, meals, and incidental expenses.

You get a set per diem pay regardless of what you actually spend each day on daily expenses.

As a result, if you budget accordingly, you can earn extra cash by pocketing whatever per diem you don’t spend on daily living expenses.

What kind of accommodations can I expect during a TDY?

The accommodations of temporary duty assignments are nothing to brag about yet offer incentives that most military personnel don’t get to enjoy.

For example, the potential opportunity to take your significant other along with you when TDY is a major advantage for some.

Military personnel may get the opportunity to stay at furnished apartments or long-term stay hotels.

Long-term stays help save you money on your per diem since you can cook your own meals as opposed to dining out all of the time.

Furnished apartments may also include laundry and other housing services to save even more money.

Service members on TDY may also request a cash advance of 60-80% of the total value.

It helps cover move-in costs as opposed to spending out of their own pocket.

Some military organizations deem anything over 30 consecutive calendar days. 

For this reason, it allows partial reimbursement of living expenses prior to concluding the assignment.

Military TDY, or temporary duty assignments, refer to relatively short-term military travel orders away from a home station.

Temporary duty assignments range from a couple of days to under six months.

Military TDY is a good thing for soldiers despite the travel arrangements, as it helps cover lodging, food, and transportation regarding the orders.

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Duty Stations & Deployment

After service members complete Basic Training and hone their skills during Advanced Training , like AIT, “A” School and “C” School, they’ll move on to apply their specialties where they’re needed at their first duty station. Each assignment involves a “movement order,” and there are three types: permanent change of station , temporary duty and deployment .

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Permanent change of station, temporary duty.

Permanent change of station (PCS) is a long-term assignment or transfer of an active-duty service member to a permanent duty station (PDS) location that typically lasts between two and four years. This can be from one state to another within the U.S. or even to another country . 

Duty stations are typically bases or other installations where service members both live and perform their work. Though service members can sometimes choose from several preferred duty stations, the needs of the Military are often the deciding factor. 

Moving between duty stations can be a big life step for many individuals. If this is the case, knowing a few helpful tips can make this transition more comfortable.

Temporary duty (TDY) is when a service member is temporarily stationed at one or more locations away from their permanent duty station (PDS). It can also be referred to as temporary change of station (TCS) or temporary additional duty (TAD). After completing TDY, a service member will return to the original PDS or proceed to a new one. The duration of a TDY assignment can be anywhere between 30 days and six months.

Deployment is the movement of military units or individual service members to locations outside of the continental U.S. and its territories for the purposes of accomplishing specific missions. Contrary to popular belief, not all deployments are combative in nature. Service members can also make an impact by being deployed on peacekeeping missions, citizen evacuations, joint training exercises and even bolstering security at U.S. high commissions and embassies abroad. 

Deployment can last from anywhere between 90 days and 15 months, and there are no limits to the number of times that active-duty members can be deployed.

Deployment: From Notification to Movement

Deployment is a multi-stage process that typically consists of three phases: 

• Warning order: This is a formal and official government alert sent to Service branches that their help is required. From here, Services “prepare to deploy” by identifying personnel to satisfy the mission requirements, conducting health tests, getting their equipment ready and more.
• Notice to deploy: This formal deployment notification follows the warning order and carries the details of the type of unit to be deployed, the destination and the time of deployment.
• Movement: This is when the convoys/units begin their journey toward their deployment destination.

Depending on the need of the mission and the urgency, the time between the warning order and the movement can be anywhere from months to weeks to days.

Deployment Ceremony

A few leaders from the Army’s 326th Financial Management Support Center share their thoughts during a deployment ceremony.

Transcription

Good morning. So, I'm Master and Rivera. I'm the Senior financial management advisor for 3 26 F . M . S . C. Today, uh is our deployment ceremony. I'm excited to be taking the team forward. We have trained up to this point and I feel confident that we're ready to take over the mission from the 266. I know I will miss my family, but this is something that gives me meaning so they understand that. So they'll be happy to see me when I get back. Hello, My name is Captain Danny . Nam. I just got promoted. I'm just very excited just to get to play with our unit. Very excited for the whole process, thankful for everything that the 3 to 6 has done for me and my family and um yeah , I'm really excited to learn and kind of make the best of the moment that we have and the opportunity that we get Sergeant first class David Ramirez at the 3 26 F . M . S . C . I've been serving as a unit movement officer for the past nine months in preparation for this deployment. This will be my fourth deployment to the centcom A . O . R . I'm really excited about going overseas with this unit for the third time. I'm looking forward to it. I will be leaving behind my wife and my five year old and seven year old who I'm gonna miss but I know I will be able to communicate with them. I'm excited about this opportunity to be overseas and represent my unit and the army.

Predeployment Training

Each deployment is a new assignment, and service members undergo special predeployment training before they leave. These trainings prepare them for the mission ahead and can have the service members working on new skill sets if need be. Predeployment training is mandatory before every deployment, no matter how many times a service member has previously deployed.

Deployment for Reserve & Guard Members

Reservists and Guard members who get activated for a mission can be deployed to support combat missions, domestic emergencies, humanitarian efforts, homeland security operations and more. The length of deployment depends on the occupational specialties and operational units required at that time.

Humanitarian Missions

Humanitarian assistance and disaster relief are core Department of Defense capabilities. While service members often respond to large-scale emergencies affecting civilian populations, they also assist in international humanitarian missions, which are aimed at strengthening and growing relationships between nations.

Bringing Dental Care to Guatemala

Active duty and reservist personnel from the Army and Air Force administer healthcare to local populations in Guatemala.

We are on a humanitarian mission in Guatemala and we are providing dental services at this site. And we are cleaning teeth, doing extractions and in cases where cavities are really small. We can do silver diamond fluoride which basically helps arrest the cavity. So it doesn't spread. We're making a small event in their population. I wish we could stay longer and do more. It's been at times intense and I say that because there's just such a great need. We really work hard to try to see everybody. I think it's good for the U. S. Military that comes with missions like these because it helps strengthen the relationships and we get to learn a lot about their culture. They get to learn a lot about our culture. So it's really great  I am so happy to have this opportunity. When you look at the very essence of why we became providers often times we've done it because we felt like we wanted to contribute to society to help people and when you're in an environment like this, I mean that is exactly what it's all about. Yeah.

Sea duty refers to an assignment where service members are either aboard commissioned vessels or attached to ready-to-be deployed units at their base port. This specific type of duty is not limited to Navy service members. Members of other Service branches, both active duty and reserve/guard, can also acquire creditable sea duty time while serving aboard vessels of the U.S. Navy, U.S. Coast Guard, U.S. Navy Military Sealift Command (MSC), and National Oceanographic and Atmospheric Administration (NOAA). Sea duty can last in excess of 150 total days per year.

Voting While Abroad

U.S. citizen service members who find themselves overseas and away from home during election seasons are still able to cast their votes using tools and resources provided through the Federal Voting Assistance Program (FVAP) .

Eligible family members of service members who are also stationed abroad are able to receive voting assistance through FVAP too. 

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PCS, TDY and Deployments

Written by Veteran.com Team

There are several different types of military orders one can receive. They directly affect the service member’s duty location, the duration of that duty and how the service member is to be paid. These orders include Permanent Change of Station (PCS), Temporary Duty (TDY, TAD or other designation depending on the branch of service), and Deployments.

These three separate types of orders are not interchangeable. Depending on the nature of your military service, the orders may have specific implications about time served, special duty pay, per diem pay, and other compensation.

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Temporary Duty Orders

What are Temporary Duty Orders? The Navy defines Temporary Duty Orders as, “duty at one or more locations, away from the permanent duty station (PDS), under an order, providing for further assignment or pending further assignment, to return to the old PDS or to proceed to a new PDS.”

Different Acronyms for The Same General Purpose: TDY Orders Across The Services

The Navy has Temporary Duty orders and Temporary Additional Duty orders. Official communications from the Navy official site refer to TAD as the Navy version of TDY.

Temporary Duty orders are known as TDY orders in the Air Force and the United States Army. The Army has other categories similar to TDY orders. Temporary Change of Station (TCS) orders authorize duty in a similar way to TDY orders.

The United States Marine Corps also uses TDY, but includes something called Long-Term TDY for orders authorizing duty at another location for longer than 30 days.

TDY Orders and Their Variants Are Subject to Regulation Changes

The basic distinguishing factor about TDY orders and their variants (TCS, TAD, etc.) is that these orders are designed to authorize duty in a location away from the service member’s duty station or assignment on a temporary basis.

TDY orders are required because Department of Defense regulations authorizing travel pay, per diem, and other expenses must be justified by official military orders to a specific location for a specific purpose. The documentation of the duty authorization, related expenses, and the results of the duty are required as a typical part of the process.

All other details are subject to change by government regulations. This includes the duration of authorized TDY travel and duty, the amount of travel pay or other money permitted to the service member, and how lodging and transportation are handled during the period of duty.

Do a Google search on the phrase “TDY rules” and you will find a staggering amount of information. Some old and outdated data, but some new and featuring changes or adjustments to areas mentioned above.

 What TDY, TAD, and TCS Orders Are Used For

There are hundreds of examples of typical use of Temporary Duty orders.  TDY status is used for professional military education such as Airman Leadership School or Navy Chief Petty Officer training. It may also be used as a regular part of military duty where frequent travel is required.

For example, pilots flying missions from a stateside base to duty in an overseas location may require TDY orders. Emergency medical evacuation teams sent to an operating location away from the military member’s assignment could also require the use of TDY orders.

TDY status may be required even when working in the same basic geographic area as the military member’s home base . If there is duty required at another base, TDY orders may be needed to justify lodging or meal requirements associated with that duty, where applicable.

TDY or TAD orders can be cut for purposes that strictly benefit the military member. There is something called Permissive TDY that can be used for house hunting in connection with a new assignment or in conjunction with outprocessing from military service.

This practice is common especially among those making a permanent change of station move with family members. TDY for house hunting allows a transition from one assignment to the next without excessive use of personal leave while trying to find a place to live.

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Deployment Orders

Deployment orders are different than TDY orders for a variety of reasons. One of those reasons is that deployments are conducted for a specific purpose. They normally involve either training, combat operations, or some other type of mission with a specific activity.

Some branches of the service use the phrase “deployment” interchangeably with TDY, PCS, etc. But the most precise use of the term for our purposes is the traditional one. Deployments are usually to “forward” locations whether for training purposes (a simulated or actual forward deployed area for the training), combat, etc.

Why Deployment Orders Are Different Than TDY Orders

Deployment orders are subject to their own rules and regulations. They are handled differently than PCS or TDY orders. Deployments normally happen in groups. So an individual soldier, sailor, airman, or marine will get deployment orders along with a group of others going to the same place. Group processing into and out of the deployment area of operations will likely be required.

Deployment Time Limits, Pay Issues

Deployments usually have a maximum time for “boots on the ground.” Traditionally, in recent decades, 179 days is a typical deployment length. The reason for this arbitrary number has much do to with the way this type of duty is categorized.

A military member sent out to a forward location for longer than 179 days would need to have that duty time recharacterized as a Permanent Change of Station move rather than a TDY or deployment. Some are confused by the need for jargon to define all this until they learn that how the military handles certain pay and allowances. It may depend on the status of the military member as being on TDY, PCS, or involved in a deployment.

TDY orders may involve a per diem payment for meals, funds for lodging, etc. A deployment presupposes that no such expenses are necessary, except for specifically defined circumstances listed in the orders.

For example, if commercial travel is required for a portion of the deployment, those expenses would be reimbursed. Such is the case if authorized on the orders or if the orders have been amended after the fact to authorize such expenses.

Deployments may trigger the authorization for hazardous duty pay or other payments, where applicable. TDY orders would not. A permanent change of station move (see below) would also include payments and authorizations that are not available under either TDY or deployment orders.

Unique Deployment Considerations: Stop Loss

Because of the nature of deployments (compared to PCS orders and TDY / TAD/ TCS orders), certain issues come up in connection with them that aren’t relevant to PCS or TDYs. One of those is the use of something called Stop-Loss . This is a practice where military members are not permitted to leave military service at the end of their military commitment due to mission demands.

Stop Loss can affect deployments because troops who get orders to deploy may (or may not) be at the end of a current enlistment. The military may choose to deploy these service members anyway and adjust the separation date accordingly. This is usually not done arbitrarily. Career fields who are vulnerable for stop loss action are normally identified/notified in advance of a deployment or potential deployment. Stop loss is not always invoked, but when it is there is usually a high demand or shortage involved for certain types of career fields or duty.

Those with approaching separation dates who are concerned about stop loss and its ability to affect the service member’s plans should discuss their questions with the unit orderly room, command support staff, or personnel office.

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Permanent Change of Station Orders

A Permanent Change of Station (PCS), also commonly referred to as a reassignment or sometimes (depending on the branch of service) as a “deployment” (but not a “real” deployment to a combat zone or forward location) is a totally different set of circumstances.

PCS orders authorize certain kinds of travel pay which is not permitted under other types of orders. For example, a service member may be authorized to claim mileage, lodging expenses associated with the PCS move, and there may be a provision for permissive TDY orders for house hunting.

PCS Orders, Pay, and Allowances

PCS orders essentially change the service member’s pay and allowances in some cases. Any cost of living allowance paid at the previous duty station, any housing allowances, and authorization for separate rations will change depending on policies at the gaining command or base.

By comparison, a set of TDY orders does not change any of these things. Hence the phrase “temporary duty” implying that the service member has NOT been reassigned to a new command. Deployments also do not touch the servicemember’s current assignment, etc. PCS orders indicate a more permanent (hence the name) relocation than temporary duty or deployments.

PCS Orders Can Include Family Members

PCS orders are also different than TDY and deployment orders because PCS moves affect the entire military family , where applicable. In some cases the orders will specify an “accompanied tour” and may name the family members in the orders. In others the service member may be reassigned as a “geographic bachelor” and not have the family accompany the service member.

Compare that to most TDY orders which are for service members only (or DoD civilians, etc.) and deployments which never authorize family members to accompany the soldier, sailor, airman, or marine.

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The Military Wallet

Temporary Duty Assignments – Understanding Your Pay & Benefits While on TDY Orders

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TDY is the three-letter acronym that often leaves servicemembers and families confused. Get to know the various types of Temporary Duty Assignment (TDY) or Temporary Assignment Duty (TAD) to keep your finances and sanity from teetering into the red when you are on TDY orders.

Fully  understanding your military assignments and benefits is the benchmark of a seasoned servicemember. Pay increases or decreases, what per diem covers, and whether or not family members could or should accompany are all factors to fully grasp before going TDY.

Three Types of Military Orders

There are three primary types of military orders:

• Permanent Change of Station (PCS)
• Temporary Duty Assignment (TDY)

Of the three, TDY orders are likely the most complex, as they can be issued as an add-on to additional orders like a PCS. In addition to complexity, TDY orders also offer the most flexibility for servicemembers and their dependents to determine how they will handle assignments, placing them in a location anywhere from just a few days to six months.

There are likely dozens of situations where TDY may be issued. Some examples include additional schooling, career specialties that require frequent travel, or completing special assignments for the military. In nature, the assignments are meant to be short in duration and non-permanent.

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Financial Considerations of TDY Orders

The financial characteristics of TDY are perhaps the most important piece to understand. Consider TDY orders to be similar to travel for professional civilian jobs (like conferences). The organization, in this case, the military, will authorize a certain dollar amount per day called “per diem” for everyday expenses such as food, lodging, and transportation. Essentially, additional TDY pay on top of your regular pay is an additional fixed budget given to you per day. It is the servicemember’s responsibility to budget adequately.

You may be eligible for per diem even if you are temporarily assigned in the same state as your current duty station depending on the situation.

While on assignment, it is critical to keep the following receipts so you can have them validated for reimbursement upon return.

• Meal receipts
• Taxi/Uber/shuttle expenses
• Any travel costs like flights, subway, etc.
• Daily mileage totals (if you are traveling in your own vehicle)
• Incidental expenses or any unexpected costs directly related to daily operations

According to the Department of Defense , “A Service member ordered to a U.S. installation must use adequate and available Government quarters.” This means that if lodging is available, you will likely be required to stay in military housing, such as the barracks, or in installation hotels or accommodations. While exceptions to policy (ETP) do happen, it is largely dependent on a host of factors.

Exceptions to Policy (ETP)

Let’s say, for example, that following his commission , a soldier receives TDY orders to Basic Officer Leaders Course (BOLC) which requires a six-month stay. The soldier has a family and would prefer they accompany him to the training and he requests to stay in off-installation accommodations for the duration of the training course.

While it is not guaranteed, this is a strong case for ETP to be considered. Off installation accommodations would offer greater flexibility to find budget-friendly options within per diem that also include benefits such as on-site laundry and kitchenettes.

When overages or excessive fees are incurred or circumstances constitute an exception to policy, the Authorizing Official (AO) will need to pre-approve the charges before they will be reimbursed. You may not be reimbursed if you are not given pre-authorization, so it is essential to communicate prior to making decisions that will incur costs.

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Per Diem – What is Covered on TDY Orders?

Knowing what is not covered in per diem is just as important as knowing what is.

The military will not cover alcohol purchases in stores or in restaurant establishments. If a servicemember chooses to consume alcohol with their meal, a separate receipt would likely be the best choice, additionally, any charges will be the full responsibility of the individual. Additionally, when deciding to consume alcohol, a full understanding of what hours are considered on and off duty is the responsibility of the servicemember.

Family Separation Allowance (FSA) is an additional benefit offered to servicemembers when they are on assignment away from their family greater than 30 days. It is important to note that if a servicemember’s family accompanies the active duty member for the entire duration of the TDY, FSA would not be considered. However, FSA benefits do apply when dependents visit the servicemember for less than 30 consecutive days.

The eligibility for FSA may be extended to National Guard and wounded warriors, depending on the type, length, and restrictions of the TDY assignment.

Meal rates are based upon location, just like in the civilian world. Speaking with the Authorizing Official (AO) before going TDY to get a precise dollar amount for per diem is highly recommended. A portion, but not always the full amount of gratuity is also included in travel-related expenses.

An often-forgotten component of TDY rates includes factoring in “included” meals provided by the conference or government in your stay. If two out of three meals will be provided, rates may be reduced per day as well as any additional meals. Religious or dietary requirements are an exception to the policy if the traveler meets all requirements. All servicemembers should speak with their local Authorizing Official, command, and financial office to ensure they are fully up to speed.

Going TDY can provide an interesting change of pace and has the potential to put some extra cash in your pocket depending on your budget and personal preferences. If you are someone who likes to cook for yourself in a kitchenette you can save some money. But if you are expected to attend formal functions, eating out often, TDY can get expensive. With a little planning, your TDY experience can be a good one.

About Post Author

Samantha Peterson

Samantha Peterson is a regular contributor for military publications such as The Military Wallet, Military Families Magazine, We Are The Mighty and more. She feels passionately about telling compelling stories and crafting captivating narratives. Living life one PCS at a time, she’s travel schooling her children while tackling careers in the nonprofit and environmental sector all as military life allows.

Featured In: Samantha’s writing has been featured in We Are The Mighty, Military Families Magazine, InDependent, Reserve + National Guard Magazine, and other publications.

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assignment vs duty

Assignment and duty both are nouns ..

• assignment : a duty that you are assigned to perform (especially in the armed forces)
• duty : work that you are obliged to perform for moral or legal reasons

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SPECIAL DUTIES. EXTRAORDINARY ROLES.

Marines often serve in a variety of special capacities, whether protecting our Nation’s embassies abroad, recruiting the next generation of United States Marines, or even serving the United States Special Operations Command as a MARSOC Raider. These duties are earned by Marines who have proven their exceptional ability to fight and win in the primary Military Occupational Specialties (MOSs) .

Every Marine takes on a Military Occupational Specialty (MOS) for which he or she is optimally trained, but beyond these roles are the opportunities to take on special duty assignments. Many of these advanced opportunities are called “B” Billets, a designation separate from a Marine’s primary MOS. Explore these critical but atypical roles in the Corps.

Recruiting duty is a vital assignment in the Marine Corps, as it puts Marines in the position of ensuring the standards of our Corps remain high. Those Marines selected for recruiting duty carry the essential duty of screening, selecting, and preparing the next generation of Marines for the physical and mental rigors of recruit training.

Those Marines selected to serve on Drill Instructor Duty carry the essential responsibility of directly shaping the future of the Marine Corps, providing guidance, discipline, and direction for future Marines.

“These recruits are entrusted to my care. I will train them to the best of my ability. I will develop them into smartly disciplined, physically fit, basically trained Marines, thoroughly indoctrinated in love of Corps and country. I will demand of them, and demonstrate by my own example, the highest standards of personal conduct, morality and professional skill."

—Excerpt from Drill Instructor's Creed

The Marine Corps is the only military service that is entrusted with the responsibility of providing security for U.S. Embassies and Consulates around the world. Marines selected for these special duty assignments will have the opportunity to serve at embassies and consulates located in various countries around the globe.

Security Force duty is among the most challenging the Corps offers, and Marines who take on this opportunity must be highly-trained in advanced security procedures. Our Nation places special trusts in these Marines, as they are assigned the responsibility of maintaining a worldwide presence, guarding and protecting key naval assets and special strategic weapons.

MARINE CORPS SPECIAL OPERATIONS COMMAND

Ready to stand on the frontline of any battle, the Marine Raiders of MARSOC are built up in their Corps ethos, warfighting philosophy and values and represent the Marine Corps contribution to the United States Special Operations Command (USSOCOM). Two of the prominent roles within the Marine Raider community include Critical Skills Operators, who support the full spectrum of special operations on a global scale, and Special Operations Capability Specialists, who provide combat support expertise in intelligence, fire support, communications, EOD, and canine operations.

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Your rights regarding your employee assignment

Your rights regarding assignments vary greatly depending on whether you have a contract.

Contract employees

In general, school districts have a great deal of discretion when it comes to assignment decisions, but the amount of discretion they have for contract staff is based on the wording of the contract. Employees under contract have agreed to work and the district has agreed to employ them for the entire school year under the contract terms. These terms determine what assignments and reassignments can be made.

Noncontract employees

A noncontract or at-will employee has no binding agreement between the district and employee as to what the employee’s assignment will be. This makes it easy for the district/employer to make significant changes to the assignment or duties, even reassigning the employee to an entirely different job with a different pay scale. That said, employees who do not have contracts have greater flexibility in responding to unwelcome assignments/reassignments; they are free to resign at any time.

Employees often believe they have been hired for a specific position and they will always hold that position. It’s often an unwelcome shock when word comes down that their job assignment is being changed.

Almost all employees can be reassigned to different positions. Again, the key document is the contract, if there is one.

A district is generally free to assign an individual to any position that fits the “professional capacity” stated in the contract, such as “certified teacher” or “administrator.” Most, if not all, contracts also contain an  assignment and reassignment clause  stating that the district may reassign the employee. This clause allows the district to change the educator’s specific assignment to another specific assignment that also fits under the contract’s description of the professional capacity . In this case, the more narrow the stated professional capacity, the more limited the district’s right to reassign the educator.

For example:  If the contract states a professional capacity of “certified classroom teacher,” the district can reassign the educator to any classroom teaching position for which they are properly certified. If the educator’s contract states “fifth grade classroom teacher,” then the district can only reassign them to another fifth grade position.

A negative reassignment, such as a demotion, motivated by factors such as retaliation or discrimination, might be illegal and therefore contested legally.

There might also be reasons specific to a particular employee, possibly related to a disability or health condition, that limit a district’s ability to reassign the employee to a particular position, even if the reassignment was valid under the employee’s contract.

Even if a reassignment fits within the contract, it can be contested by filing a grievance or other appropriate administrative procedure.

Generally, noncontract at-will employees can be reassigned to any position at any time. However, a negative reassignment, such as a demotion, might be illegal if it was retaliation for filing a grievance or because of the employee’s gender, race, ethnicity, religion, disability, or age. If it is based in part on these factors, but the district can show it would have reassigned the employee anyway for other valid reasons, then the reassignment is probably legal.

There might be reasons specific to a particular employee, possibly related to a disability or health condition, that limit a district’s ability to reassign that employee to a particular position, even if the reassignment was otherwise legal.

Even if a reassignment is legal, the employee can contest it through the grievance process.

Reassignments outside of your certification area

School districts are generally required to fill all teaching assignments with people who are fully certified for them whenever possible. When it’s necessary to fill an assignment with a person not certified in that area, the district generally must secure a temporary or emergency permit for the assigned individual. An educator can usually refuse to accept reassignment to a position for which they are not properly certified. However, if the educator’s previous assignment no longer exists due to a reduction in force (RIF) or a program change, the educator might face termination if an assignment is refused.  

Districts are also required by law to notify the parents of students who are in classes taught by teachers who are not certified for the assignment. This includes teachers on emergency and temporary permits. This law does not apply to teachers in alternative certification programs, on district permits or who are certified in another state and awaiting Texas certification. Districts must distribute this notice no later than 30 instructional days after the teacher begins the assignment.

An employee might be asked or required to perform some duty outside of their primary job.

For example:  A teacher might be required to attend a grade-level meeting after regular work hours or to coach volleyball. An assistant principal might be required to attend all after-school athletic events.

Employees might wonder whether they can be required to perform these extra duties and, if so, whether they must be paid extra for doing so. The answer lies, first, in whether there is a contract, and second, in whether the duty is an “additional duty” or a “supplemental duty.” The difference between the two is whether the district intends to pay extra compensation for the duty. If there is no extra compensation, such as for staying after-hours for a meeting, it is an “additional duty.” If there is extra compensation, such as through a coaching stipend, it is a “supplemental duty.”

Contract employees and additional duties

For contract employees, additional duties are  first governed by the contract itself. Most teacher contracts contain a specific clause stating that additional duties can be assigned at the district's discretion. Most teacher contracts also do not state duty hours. These two factors mean that generally, a district can require work beyond the ordinary workday. Exactly how much work can be required is a subject of hot debate.

The question becomes whether the assignment is a reasonable additional duty. The inquiry used in making that decision is whether it was something the educator knew or should have known might be required when they signed their contract.

Traditional teacher tasks would be considered reasonable , such as preparing lessons, grading in the evenings, and occasionally attending after-school department meetings and parent-teacher conferences. But, as expectations evolve, so does the standard for what is reasonable. It has become increasingly common for teachers to tutor after regular hours and attend weekend pre-STAAR preparation sessions. As these become more common and an understood part of teaching, they become a more reasonable additional duty.

Local expectations are also important.  If teachers know that in their district teachers are expected to work at the concession stand during school athletic events and sign their contracts knowing that, then they have agreed to accept that as a part of their jobs. If teachers know that on their campus, the teachers are expected to attend weekly grade-level planning meetings after hours, that means the meetings are more likely to be considered reasonable additional duties.

Sudden but significant changes raise more questions —changes such as a mid-year 30-minute extension of the workday might not be considered reasonable if unexpected.

Most educator contracts state that the educator’s normal salary compensates the educator for all additional duties performed. If an assignment would be considered a reasonable additional duty, the district does not provide additional compensation. Generally, when an educator receives extra compensation for performing a duty, that duty is called a supplemental duty  . (Supplemental duties are discussed below.)

Noncontract employees and additional duties

Because there is no contract, the district is generally free to require that the employee perform any legal task. The employee can try to explain why an additional duty should not be required, but—except in situations where some specific legal right is at issue, such as a reasonable accommodation for a disability under the Americans With Disabilities Act—the employer can demand that the employee perform the task.

Like additional duties, supplemental duties are assignments not specifically mentioned in an educator’s contract. If a teacher’s contract says the person is a teacher and a coach, then coaching is not a supplemental duty; it is a contractual duty. But there are two important distinctions between a supplemental duty and an additional duty:

• A supplemental duty has a stipend attached to it under district policy.  The district realizes the duty, such as coaching, is time-consuming enough to warrant additional compensation. Because it’s up to each district to determine what positions have stipends, one district might treat a position as a supplemental duty with a stipend while another district might consider the same position an additional duty with no stipend.   
• A supplemental duty is outside the contract while an additional duty is part of the contract. As such, an educator can usually be directed to perform the additional duty but can refuse a supplemental duty.  This means that in many cases an educator can decide to “quit” the supplemental duty without any effect on their contract. By the same token, the district can often terminate a supplemental duty without having to provide the due process required for contract termination. Educators should be aware, though, of the many nuances related to supplemental duties, when they can be terminated, and when that termination can result in losing the stipend attached to the supplemental duty. 

Because a supplemental duty is outside of the contract, it is very much like an individual “at-will” assignment for someone who has a contract. For a non-contract employee, it is just another assignment—just one with added compensation.

Can districts extend the school day?

There is no maximum workday set in state or federal law. Local policy therefore determines the number of hours in a workday.

For contract employees, an extension might be considered a change in the contract term that cannot be made during the contract. This is why school districts usually announce planned changes for the next school year in the spring.

Work hours can be changed at any time for noncontract employees. 

Because schools generally close during the summer months, most educators are not required to work during the summer unless their contracts extend through the summer, as is the case for many administrators, or the educators have agreed to perform some type of special service, such as teaching summer school. However, district-required summertime professional development has become relatively common.

Most school district employees are familiar with a clause in their employment contracts stating that "additional duties" may be assigned. This means that the employee and the school district agree that the employee can be expected to perform duties beyond his regular duties during the contract period. However, that "additional duties" clause does not permit the school district to assign duties beyond the contract dates. This means that the duties assigned to you based on this clause of your employment contract should end with the last workday of the contract. So, in most cases, a summer professional development requirement cannot be based solely on this clause in your contract.

However,  each school district has the legal authority to require a particular level of professional development or continuing education for its employees to maintain employment with the district . Such requirements may be greater than the general Texas teacher certification requirements.

For example:  A school district could decide that all of its teachers must be certified in ESL by a certain date. Every teacher in the school district would be responsible for meeting the additional education and certification requirement by the required date. If a teacher didn’t meet the requirement, the district could likely end the teacher's employment following the deadline.

In addition, as noted above, in most cases a district cannot directly require an educator to work during the summer because the educator’s contract does not cover the summer.  However, many districts are “swapping out” two days of professional development in the summer for two days of work during the traditional school year, effectively extending the contract to cover these days.  If the summer workdays are actually contract workdays, then a district can require the work and, as is often the case, “dock” the salary of an educator who fails to complete the professional development.

Published/reviewed: February 11, 2021

The legal information provided here is accurate as of the date of publication. It is provided here for informative purposes only. Individual legal situations vary greatly, and readers needing individual legal advice should consult directly with an attorney. Please note: Rights based on the Texas Education Code may not apply to all. Many Texas Education Code provisions do not apply to public charter schools, and public school districts may have opted out of individual provisions through a District of Innovation plan. Eligible ATPE members may contact the ATPE Member Legal Services Department.

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542 Limited Duty, Light Duty, Rehabilitation Assignments, and the Rehabilitation Act

542.1 overview.

The terms “limited duty,” “light duty,” and “rehabilitation assignment” have very specific and different meanings within the Postal Service. Yet the obligations imposed upon the Postal Service may overlap with or parallel its obligations under workers’ compensation laws or a collective bargaining agreement.

542.2 Reasonable Accommodation for an Employee With an Occupational Illness or Injury Which Is Also a Disability Under the Rehabilitation Act

The purpose of the Rehabilitation Act is to do the following:

• Prohibit employers from discriminating against applicants and employees because of a disability.
• Provide for reasonable accommodation in the workplace.

The purpose of the Federal Employees’ Compensation Act (FECA) is to provide a system for securing prompt and fair resolution of federal employees’ claims against employers for occupational illness or injury. While the purpose of these laws does not conflict, the simultaneous application of the laws raises questions in a number of areas.

An employee who has sustained an occupational illness or injury and has an accepted claim under FECA can, but does not necessarily, have a disability within the meaning of the Rehabilitation Act. This is because FECA is different in purpose than the Rehabilitation Act and uses different standards for evaluating whether a person has a “disability” or whether the employee is capable of working.

Remember, the Rehabilitation Act defines disability as a physical or mental impairment that substantially limits a major life activity. However, impairments resulting from an occupational illness or injury may not substantially limit a major life activity, or they may last only a short time, such as a few weeks with little or no impact.

If an employee with an occupational illness or injury requests reasonable accommodation and the need for accommodation is not obvious or already known, the employer may require documentation to substantiate the following:

• The existence of a disability as that term is defined in the Rehabilitation Act.
• The employee’s entitlement to reasonable accommodation.

If the impairment resulting from the occupational illness or injury substantially limits a major life activity, assess whether the employee can perform the essential functions of a position, with or without accommodations, and without posing a direct threat. The fact that an employee has a substantially limiting impairment caused by the occupational illness or injury does not, by itself, indicate that he or she is unable to perform the essential functions of the job or that returning the employee poses a direct threat. You must go through the following steps:

• Refer to the six-step decision-making process in 22 .
• Consult with your injury compensation office.
• Make an individualized determination about what accommodations will enable the employee to perform the job’s essential functions.

Reasonable accommodation may include restructuring a position by reallocating or redistributing the marginal functions that the employee cannot perform because of an impairment resulting from a traumatic injury or occupational illness. However, the Postal Service need not eliminate essential functions of the position.

542.3 Reasonable Accommodation for An Employee Who Requests Light Duty

The term “light duty” is a contractual term. It refers to temporary work assignments — not positions — requested by eligible employees who have impairments from non-job-related medical conditions. Article 13 of most collective bargaining agreements governs light duty and provides for the assignment of work, if available, to an employee unable to perform his or her regular duties. Therefore, the installation head (or appropriate designee) handles light duty requests pursuant to the terms of the relevant contract, rather than by the RAC or reasonable accommodation decision maker. However, even though a request for light duty usually implies a request to be relieved of essential functions of the employee’s regular position, it is important to recognize that an employee with a disability under the Rehabilitation Act may request light duty for the following reasons:

• Believe themselves to be a qualified individual with a disability, and
• Believe light duty to be a reasonable accommodation.

In such instances, the RAC or reasonable accommodation decision maker is the appropriate party to explore accommodation with the employee.

Keep in mind, like FECA and the Rehabilitation Act for individuals with job-related illness or injuries, light duty under Article 13 and a reasonable accommodation under the Rehabilitation Act are separate rights, although they are often sought and considered simultaneously.

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Secret Service says agent on Harris’ detail was removed from assignment after distressing behavior

A Secret Service agent assigned to Vice President Kamala Harris’ detail was removed from their assignment after displaying behavior that colleagues found “distressing,” the agency said.

The incident occurred about 9 a.m. ET Monday at Joint Base Andrews, the agency said, ahead of a planned visit by the vice president to Wisconsin.

Secret Service spokesman Anthony Guglielmi said in a statement that the agent began “displaying behavior their colleagues found distressing.” The statement did not clarify what that behavior entailed.

“The agent was removed from their assignment while medical personnel were summoned,” Guglielmi said. Harris was at the Naval Observatory during the incident and there “was no impact on her departure” from the base.

“The U.S. Secret Service takes the safety and health of our employees very seriously,” Guglielmi said. “As this was a medical matter, we will not disclose any further details.”

Harris’ office did not immediately return a request for comment

The incident was first reported by the Washington Examiner .

For more CNN news and newsletters create an account at CNN.com

StarTribune

Twins closer jhoan duran activated from injured list.

CHICAGO – After the first 28 games of the season, the Twins featured the third-lowest bullpen ERA (2.54) with the second-highest strikeout rate. All teams would take those numbers, but the Twins accomplished it without their closer.

Jhoan Duran was activated from the 15-day injured list Tuesday after dealing with an oblique strain in spring training. Duran, one of the hardest throwers in the world, gives the Twins another quality arm to pitch in late innings. Reliever Matt Bowman was designated for assignment to make room for Duran on the 26-man roster.

"I feel excited because I'm coming back to help," Duran said Monday. "I know they're doing a great job right now. They're doing great and having a lot of fun. I want to be there soon to be a part of that group."

Bringing back Duran gives the Twins more flexibility when they want to deploy Griffin Jax and Brock Stewart. Jax , who leads the club with four saves, gave up three runs in 12 innings with 17 strikeouts through Monday. Stewart hasn't allowed a run in 12⅓ innings while compiling 17 strikeouts.

Duran had a 2.45 ERA in 62⅓ innings last year, his first season as the Twins' full-time closer, and he secured 27 saves in 32 opportunities.

"It's scary," Byron Buxton said. "Our bullpen has been doing a great job. To add Duran back to that mix is a big piece of getting our team back together and continuing what we've been doing."

Duran made two rehab appearances with the St. Paul Saints before he was activated. His velocity was up in his last outing, reaching 103 mph with his fastball, and he says he cleaned up his pitching mechanics after his velocity was slightly down in spring training.

The Twins entered the season with confidence in their bullpen, but they've been mostly dominant despite missing Duran and Justin Topa for the first month of the season, and Caleb Thielbar started the season on the injured list. Topa made his second rehab appearance with the St. Paul Saints in Tuesday's 7-5 loss to Louisville at CHS Field, giving up three hits and three runs (two earned) during his inning of work while pitching with lower velocity than he showed last year. Topa walked one and also hit a batter.

Bowman, who is out of minor league options, gave up two hits and two runs in 7⅔ innings with four walks and six strikeouts. The Twins have a week to place the 32-year-old Bowman on waivers or trade him.

"He was ready for everything we asked him to do," Twins manager Rocco Baldelli said of Bowman. "I really hope we get to keep Matt in the organization. He's done a good job and I think he's getting better at this point still, even as a veteran pitcher who has been around for a little while."

• David Festa struck out 10 batters in five innings in Tuesday's loss, tying the record for most strikeouts in a game by a Saints pitcher since the club became affiliated with the Twins in 2021. Festa, who gave up three hits, two runs and one walk, matched a record set by Jax.

• Jorge Alcala gave up one hit in a scoreless eighth inning, striking out one. It was the first time the reliever pitched since April 21 because he spent time on paternity leave.

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Bobby Nightengale joined the Star Tribune in May, 2023, after covering the Reds for the Cincinnati Enquirer for five years. He's a graduate of Bradley University.

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Chicago Cubs Trade Utility Player To Boston Red Sox For Cash

The Chicago Cubs dealt a member of their Opening-Day roster that they recently desiganted for assignment.

• Author: Matthew Postins

In this story:

Garrett Cooper has landed with the Boston Red Sox as the Chicago Cubs have traded him to their opponent this weekend for cash considerations, per MassLive and the Miami Herald .

The Cubs designated the utility player for assignment on Tuesday, part of a flurry of moves as the Cubs prepared for a three-game series with the Houston Astros .

Chicago had previously selected his contract from Triple-A Iowa on March 28 for Opening Day. The Cubs signed him to a minor-league contract on March 1.

The 33-year-old Torrance, Calif., native played in 12 games for Chicago, as he batted .270 with a home run and six RBI. He played games at first base and left field but was the designated hitter for six of his 12 games with the Cubs.

Cooper had an active 2023, as he started the season with the Miami Marlins but was traded at the deadline to San Diego with pitcher Sean Reynolds to the Padres for pitcher Ryan Weathers. After the season he elected to be a free agent.

The right-handed hitting Cooper spent most of his career with the Marlins, joining them in 2018. He had his only All-Star season in 2022, as he batted .261 with nine home runs and 50 RBI. Last season he hit a career-high 17 home runs.

He made his Major League debut with the New York Yankees in 2017, playing in 13 games. That offseason New York traded Cooper to the Marlins.

The Auburn product was the Milwaukee Brewers ’ sixth-round pick in the 2013 MLB Draft. The Brewers traded Cooper to the Yankees midway through the 2017 season.   

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