Retirement Ready? Effective Strategies for Military Families - Part 1

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https://learn.extension.org/events/2688

This material is based upon work supported by the National Institute of Food and Agriculture, U.S. Department of Agriculture, and the Office of Family Readiness Policy, U.S. Department of Defense under Award Numbers 2014-48770-22587 and 2015-48770-24368.

Retirement Ready? Effective Strategies for Military Families - Part I

Connecting military family service providers and Cooperative Extension professionals to research

and to each other through engaging online learning opportunities

www.extension.org/militaryfamilies

MFLN Intro

2 Sign up for webinar email notifications at www.extension.org/62831

Today’s Presenters

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Barbara O’Neill, Ph.D •  Rutgers Cooperative Extension’s Specialist in Financial Resource Management •  Outreach Coordinator for the Personal Finance concentration area of the Military

Families Learning Network •  Author of over 1500 consumer newspaper articles, over 120 articles for professional

publications and two books, Saving on a Shoestring and Investing on a Shoestring

Kacy Mixon, PhD, LMFT •  Assistant Professor in the Marriage and Family Therapy Dept. at Valdosta State

University where she teaches and provides clinical supervision to therapists-in-training •  Project Director for the Family Development concentration area of the Military Families

Learning Network •  Her trainings, presentations and courses focus primarily on family violence, trauma,

military families, and foster-care transitions

Sharon Danes, PhD, EDFP •  Professor in the Family Social Science Department at the University of Minnesota •  Areas of interest include Intersection of Social and Economic Decision Making, Family

Businesses, Families and Work, Family Financial Issues within Relationships, Change and Resiliency, Farm Women, Families and Business, and Children and Money

•  Author of over 160 referred research articles, book chapters, and outreach publications emphasizing the intersection of economic and social decision-making

•  Past-President of the Association for Financial Counseling and Planning Education

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Sharon Danes, PhD, EDFP

Retirement Transition

More than Money Decisions

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Military Retirement

1.  Varies by whether Active Duty or Reserve/Guard

2.  Potential options: Active Duty •  No more paid work •  Shift to civilian job/career (PT or FT) •  Starting a business •  Education

3.  Considerations: Reserve/Guard

•  Replacement activities •  Changes affecting partner •  Changes to identity

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Let’s Chat!

What are some of the life transitions/changes Service members and families experience as

they retire from the military?

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Retirement Transitions

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Monetary

Emotional

Structural (Planning, Decisions, Actions)

Relational

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Understanding Military Personnel’s Reaction to Change

Change as loss Change as opportunity

Research verifies that we follow one of two patterns of behavior following any change in our personal or work life – change as loss or change as

opportunity 10

CC0 by TukTukDesign via pixabay CC0 by geralt via pixabay

Reactive Response Proactive Response

Change as Loss Change as Opportunity

How much

How fast

How many How much control

How much involvement

How viewed

__________________________________________________________

Developed by Sharon M. Danes, Professor, Family Social Science Department, University of Minnesota and Robert A. Milligan, Professor, Department of Applied Economics and Management, Cornell University

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Adapted by Sharon M. Danes, Professor, Department of Family Social Science, University of Minnesota and Robert A. Milligan, Professor, Department of Applied Economics and Management, Cornell University, from Daryl R. Conner’s book, “Managing at the Speed of Change”. 12

Response: Change is Considered

Adapted by Sharon M. Danes, Professor, Department of Family Social Science, University of Minnesota and Robert A. Milligan, Professor, Department of Applied Economics and Management, Cornell University, from Daryl R. Conner’s book, “Managing at the Speed of Change”.

The true impact, including the “warts”, become apparent. Doubts arise about whether the change is good.

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Adapted by Sharon M. Danes, Professor, Department of Family Social Science, University of Minnesota and Robert A. Milligan, Professor, Department of Applied Economics and Management, Cornell University, from Daryl R. Conner’s book, “Managing at the Speed of Change”.

The true impact, including the “warts”, become apparent. Doubts arise about whether the change is good.

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Stages of the Grief Cycle

Developed by Sharon M. Danes, Professor, Family Social Science Department, University of Minnesota; illustrated by Jim Kiehne Graphics. From Kubler-Ross, E., 1969, On Death and Dying.

“Normal” Functioning

Return to Meaningful Life

Shock and Denial

•  Avoidance •  Confusion •  Fear •  Numbness •  Blame

Acceptance •  Exploring options •  A new plan in

place

Anger

•  Frustration •  Anxiety •  Irritation •  Embarrassment •  Shame

Dialogue and Bargaining

•  Reaching out to others •  Desire to tell one’s

story •  Struggle to find

meaning for what has happened

Depression and Detachment

•  Overwhelmed •  Blahs •  Lack of energy •  Helplessness

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http://www.extension.umn.edu/family/personal-finance/investing-and-retirement/planning-ahead-for-retirement

Today we

will focus

on Chapter I

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Keys to Successful Retirement Transition

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• Assessing life view • Reassessing what’s important •  Identifying priorities among values • Setting both short- and long-term goals • Coordinating goals with partner

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Life View – Being Content

Major predictor of a service member’s approach to life in retirement is their approach to life now Partly a matter of creating opportunities to do the things a service member finds rewarding

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Life View – Being Content

• Overall mood • Zest for life • Tendency toward conformity • Ability to affect your surroundings

Page 6 in Planning Ahead for Re0rement

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Values: What is Important to a Service Member

• Value priorities change with life stages •  Influenced by culture and family • Not right or wrong • Retirement is a time to purse “set-aside” values

hJp://bit.ly/1q6j8xv

Worksheet 3 in Planning Ahead for Re0rement

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Turning values into goals

Time

Health

Relationships

Space

Finances

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CC0 by DarkoStojanovic via pixabay

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CC0 by skeeze via pixabay

CC0 by geralt via pixabay

Creating Achievable Goals

• Specificity • Realistic • Flexibility

Short-term (next year or two) Long-term (resources must be accumulated)

CCO via [pixabay

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Developed by Sharon M. Danes, Professor, Family Social Science Department

Steps in the Mutual Goal Setting Process

Couple similari-es and differences

Couple short-‐ and long-‐term goals

Individual value priori-es and goals

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Let’s Chat

What happens when one’s retirement goals are different than their partner’s retirement goals??


Managing Goal Differences

•  Write down problem in single sentence •  Make certain that sentence is written in an “I” statement •  Identify feelings surrounding problem and place in sentence •  Find the place where you agree •  Sift through the points of disagreement •  Come up with at least two possible solutions •  Decide on which solution and time of execution

Page 10 of Planning Ahead for Re0rement

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What if the Service Member Couple Can’t Agree?

A service member can

•  Adjust his/her view of the situation •  Adjust his/her reaction to the situation •  Seek education (financial or otherwise) that may apply

to his/her situation •  Seek counseling (financial or couple) about the issue •  Adjust the part of the budget over which he/she has

sole control that impacts the goal difference

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Kacy Mixon, PhD, LMFT

Retirement from a Psychological Perspective

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Common Feelings Experienced

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Stress

“stress is experienced when a person perceives that the demands exceed the personal and

social resources the individual is able to mobilize” -Richard Lazarus

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Something to think about:

Why would this be particularly applicable to military service members in the middle of the

retirement process?

Stress Continued (https://www.mindtools.com/pages/article/newTCS_82.htm)

The Holmes and Rahe Stress Scale

(http://2012books.lardbucket.org/books/beginning-human-relations/section_07/c122956e117a5acaf561b2e7ba38dadd.jpg)

11-150: Low to moderate chance of becoming ill in near future 150-299: Moderate to high chance of becoming ill in near future 300-600: High to very high chance of becoming ill in near future 31

Anxiety, Fear, and Frustration Anxiety: An emotion characterized by feelings of tension, worried thoughts, and physical changes like increased blood pressure.(American Psychological Association) •  Where will I work? •  Where will I live? •  Will I be able to make an

adequate amount of money? •  Will I make new friends? •  What about my benefits?

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Loss Ambiguous Loss – Unresolved loss, Pauline Boss “Ambiguous loss is a relational disorder and not an individual pathology. With ambiguous loss, the problem comes from the outside context and not from your psyche. It follows, then, that family-and community-based interventions- will be less resisted and thus more effective. Separating family members for individual therapy may only add to the trauma of ambiguous loss.”

CC0 by Counselling via pixabay

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Depression

Institute of Economic Affairs & The Age Endeavor of Fellowship (2013) •  Retirement increases probability of

clinical depression by 40%

•  Increases probability of having at least one diagnosed physical condition by about 60%

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Unique Challenges (http://www.mentalhealth.va.gov/communityproviders/docs/readjustment.pdf)

“Civilians may not be aware of the unique challenges that separating from the military service and returning to civilian life can

present”

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“Family resilience involves the potential for recovery, repair, and growth in families facing serious life changes.” –Dr. Froma Walsh

Nine Characteristics that Resilient Families Share:

1. Finding meaning in adversity 2. Positive outlook 3. Transcendence and spirituality 4. Flexibility 5. Connectedness 6. Social and economic resources 7. Open emotional sharing 8. Clarity 9. Collaborative problem solving Licensed by J Chilek from Adobe Creative Cloud

Family Resilience

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Important Information for Providers (http://www.mentalhealth.va.gov/communityproviders/military_culture.asp)

“Although Veterans will differ in the extent to which they continue to identify with military culture after separation from military service, rarely do they consider their service to be a minor event in their lives. Often, the values and aspects of identity they acquired while serving will continue to be important as they move forward. Each Veteran will have their unique story about their military service but it is invaluable for providers to have an appreciation for and understanding of the larger context in which that story takes place.”

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Discussion

Have you worked with families making the transition from military to civilian life? What did you find most helpful in assisting them? Was there anything that was not helpful? What would you tell other practitioners when working with military families about this topic?

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Barbara O’Neill, Ph.D

Typical Retirement Planning Concerns Across the Generations

Age Ranges

20 – 35 35 – 55 55 – 70 70+

Source: Professor William Klinger, Raritan Valley Community College (NJ) 41

Retirement Savings Across the Generations

Age Ranges 20 – 35 35 – 55 55 – 70 70+

Source: Professor William Klinger, Raritan Valley Community College (NJ) 42 Photos Public Doman CC0. Pixabay.com

Big Concern: Americans’ Lack of Retirement Preparedness

http://laborcenter.berkeley.edu/pdf/2015/RetirementSavingsCrisis.pdf

Source: National Institute on Retirement Security analysis of 2013 Survey of Consumer Finances (SCF) 43

Low Retirement Savings

• 2016 EBRI Retirement Confidence Survey (RCS):

–  54% of U.S. workers have < $25,000 (excluding house and a DB pension); 26% < $1,000

–  10% have $25,000 to $49,999

–  10% have $50,000 to $99,999

–  12% have $100,000 to $249,999

–  14% have $250,000 +

• 63% of workers or spouses are currently saving for retirement

44 https://www.ebri.org/pdf/surveys/rcs/2016/EBRI_IB_422.Mar16.RCS.pdf

Millions of Workers are Not Saving Any Money for Retirement

These workers are often: ü  Employees of small businesses ü  Part-time, seasonal, temporary and contracted employees ü  Self-employed ü  Working multiple jobs ü  Employed in the retail, food service, leisure/hospitality, business

services and manufacturing industries

Other Barriers to Saving: cost and fees of maintaining a retirement account, concerns about losing money, and need to access funds for unexpected expenses or emergencies

Source: U.S Treasury Department myRA presentation slides

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Start Early…Small Amounts Add Up

http://www.dinkytown.net/java/CompoundSavings.html

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Time + Money = Magic

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Sources of Retirement Income •  Social Security

•  Employer pension plans

–  Defined benefit (DB) pension plans

–  Employer salary reduction plans (e.g., 401(k), 403(b), TSP)

•  Personal retirement plans (e.g., Roth and Traditional IRAs, MyRA)

•  Other personal savings (e.g., taxable accounts)

•  Annuities

•  Employment

•  Other (e.g., rental property, family support, public benefits, reverse mortgage)

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Social Security

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•  Meant to be part of retirement income, not the sole source

•  Full retirement age (FRA) is being increased in gradual steps •  Born in 1938: Age 65 + 2 months; then pro-rated •  Born 1943-1954: Age 66; then pro-rated •  Born 1960 and later: Age 67

•  “Break-even” age is generally late 70s

–  Age at which someone earns more benefits by waiting until FRA than by claiming reduced benefits at 62

•  Can earn delayed retirement credits up to age 70

–  8% for every year delayed if born in 1943 +


More About Social Security •  Must generally earn 40 quarters of coverage to be fully insured (a

quarter = $1,260 in 2016; can earn 4 quarters in a year)

•  Paid for by FICA tax withheld from wages (6.2% of pay)

•  Benefits may begin at age 62 but are permanently reduced –  Born 1943-54- Benefit is 75% of FRA amount; then pro-rated –  Born 1960 and later- Benefit is 70% of FRA amount

•  Benefit estimates: http://www.ssa.gov/mystatement/

•  Over a third of recipients pay tax on SS benefits received –  Single: $25 k-$34k (50%); $34k + (85%) –  Married filing jointly: $32k -$44k (50%); $44k+ (85%)

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Employer Salary Reduction Plans: 401(k), 403(b), 457 plans, TSP

•  Tax Advantages- Tax-deferred earnings on deposits made with pre-tax dollars –  Example: $40,000 gross income; $3,000 contribution; $37,000 federal

taxable income

•  Automation- Deposits deducted from pay –  A common form of dollar-cost averaging

•  Matching Contributions-% of workers’ pay

–  Common in 401(k) plans; some 403(b) plans, some TSPs

•  Portability- Can take money when leaving a job –  Example: Rollover IRA

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Thrift Savings Plan (TSP)

•  Defined contribution plan for service members and federal employees

•  Agency match for civilian workers

•  Can join immediately upon starting work

•  5 individual funds and 5 Lifecycle (L) funds

•  L funds comprised of G, F, C, S, and I funds

–  New (after 9/15) default is workers’ age-appropriate L fund

•  VERY low expense ratios (0.024% to 0.025%)

•  Website: www.tsp.gov

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Individual Retirement Accounts

•  Regular (a.k.a., Traditional, Classic)

•  Roth

•  Rollover

•  Spousal

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Traditional IRAs •  Maximum $5,500 deposit in 2016 (earned income)

•  Worker must select own IRA investment products

•  Contribution may be tax-deductible depending on employer plan participation, tax filing status, and income (2016: $61k - $71k singles; $98k - $118k mfj)

•  Interest accumulates tax-deferred until withdrawal –  May begin withdrawing savings

(penalty-free) at age 59½ –  Must begin withdrawals at age

70½ (RMDs) –  Withdrawals are taxable income


Roth IRAs •  Maximum $5,500 deposit (2016); worker selects investments

•  Contributions are NOT tax deductible

•  Maximum income limits to make contributions: $117k - $132k singles; $184k - $194k married filing jointly in 2016

•  Withdrawals are tax-free and penalty-free, if: You are at least age 59 ½ AND IRA account is open at least 5 years

•  Can convert Regular IRA to Roth IRA; must pay taxes due

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Adobe C

reative Cloud

myRA from the U.S. Treasury •  myRA (my Retirement Account) was developed by the U.S. Department of

the Treasury to make saving for the future easy •  It can help people take a step toward a more secure retirement in a way

that’s simple, safe, and affordable

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Saving with myRA is…

No cost to open and no fees Savers contribute an amount they choose every payday ($2, $20, $200 –whatever fits their budget!)2

Savers can enjoy the tax advantages this type of investment brings2

No risk of losing money The investment is backed by the U.S. Treasury The account safely earns interest1

Set up automatic contributions If changing jobs, the account stays with the saver Withdraw money put in (contributions) without tax and penalty1

1 Interest earned can be withdrawn without tax and penalty five years after your first contribution if you are over age 59 1/2 or meet certain other conditions, such as using the funds for the purchase of your first home. Accounts earn interest at the same rate as investments in the Government Securities Fund, which returned 2.31% in 2014 and had an average annual return of 3.19% over the ten-year period ending December 2014. 2Annual and lifetime contribution limits and annual earned income limits apply, as do conditions for tax-free withdrawal of earnings. Limits listed are for 2015 and may be adjusted annually for cost-of-living increases. To learn about key features of a Roth IRA and for other requirements and details, go to myRA.gov/roth-ira.

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SIMPLE SAFE AFFORDABLE

myRA is a Roth IRA1

ü Contributions are invested in a new U.S. Treasury savings bond that earns interest at the same rate as investments in the Government Securities Fund available to federal employees2

ü People can choose to transfer or roll over their myRA into a private-sector Roth IRA at any time so they can continue to grow their savings

ü myRAs can have a maximum account balance of $15,000, or a lower balance for up to 30 years. When either of those limits is reached, savings will be transferred into a private-sector Roth IRA

1Annual and lifetime contribution limits and annual earned income limits apply, as do conditions for tax-free withdrawal of earnings. To learn about key features of a Roth IRA and for other requirements and details, go to myRA.gov/roth-ira. 2Accounts earn interest at the same rate as investments in the Government Securities Fund.in 2014 and had an average annual return of 3.19% over the ten-year period ending December 2014.

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myRA Resources

•  Brochure •  Poster •  Infographic •  Videos •  Newsletter Articles •  Fact Sheets •  Top Questions •  Employee Meeting Toolkit

o  Intranet Content o  Presentation o  Email Templates o  Key Facts https://myra.gov/

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Small Business Retirement Accounts

•  Simplified Employee Pension (SEP-IRA)

–  Funded by freelancers and small business owners

–  Annual contributions up to $53,000 (2016)

–  Simplest retirement plan for the self-employed

•  SIMPLE Plans –  $12,500 worker contribution + $3,000 catch-up (2016)

•  Keogh Plans –  Annual contributions up to $53,000 (2016)

–  Most difficult plan to administer

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Defined Benefit (DB) Plans

Employers pay monthly benefit when workers retire based on: –  Pre-retirement salary (e.g., “High-3” or “High-5” average) –  Number of years of service

Employers make investment decisions; assume risk –  Workers’ get benefit regardless of how plan investments perform

ERISA (Employee Retirement Income Security Act of 1974) –  Sets minimum standards for private sector pension plans –  Federal government insures part of the payments promised by DB

plans (Pension Benefit Guarantee Corporation or PBGC) –  Does not cover public sector DB pensions

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Vesting Period

•  Amount of time worked to be entitled to employer retirement plan contributions

•  Benefits cannot be forfeited

•  Two vesting formulas under ERISA (private sector plans)

–  Graded vesting: 20% a year during years 2-6 of work

–  Cliff vesting: 100% after 3 years of work

•  Public sector vesting varies (new tiers have longer vesting times)

•  Military Retired Pay (old rules): Very steep cliff vesting: 20 year service requirement

•  Workers should always consider vesting before job change

–  BUT job tenure may not always be in their control

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Blended Retirement System for U.S. Uniformed Services

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Current Military Retired Pay System •  Arguably the best retirement plan in the U.S.

•  50% of base pay (last 3 years) as early as age 38 with a COLA –  Annual COLA can > double retired pay over time

•  Requirement: armed forces service of 20+ years –  40 year career: eligible for 100% of basic pay

•  Three different military retirement systems: –  Final Pay- (entered service before Sept. 1980) –  High 36 (entered service 9/8/80 to 8/86) –  Career Status Bonus/REDUX OR High 36 (after 8/86)


•  About 17% of service members stay 20 years –  83% leave with no retired pay due to very steep 20-year vesting cliff

(this would be illegal in the private sector) –  TSP, IRAs, and Savings Deposit Program are valuable supplemental

resources

•  No lump sum distribution options

•  No mandatory TSP enrollment (< half of service members currently make TSP contributions)

•  TSP deposits have NO employer matching

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More About Current Military Retired Pay System

Blended Retirement System Authorized by the National Defense Authorization Act (2016)

Three Pillars:

1.  Retirement pay or pension

2.  Automatic contributions, plus matching contributions, to TSP

3.  Continuation pay at mid-career point

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Let’s Break It Down… •  1% automatic DoD contribution to TSP after 60 days of service regardless

of SM’s contribution; 2 YOS vesting

•  Up to 5% base pay match for TSP deposits through 26 YOS

•  Serve 20 years, get 40% of highest 36 months of average base pay

•  One-time continuation bonus paid out at 12 years to SMs who serve 4 more years: 2.5x monthly base pay (military has discretion to increase amount for skills, retention)

•  Anyone with < 12 years of service as of 12/31/17 is eligible to sign up for the BRS

•  Opt-in period is calendar year 2018

•  SMs who joined before 1/1/06 will be grandfathered in current retirement system

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Who Benefits? •  83% of SMs who don’t serve the 20 years required for a pension (will

have portable retirement savings) –  An estimated 75% of SMS would leave the military with some sort

of DoD-funded retirement savings

•  Disciplined SMs who will max out TSP contributions up to the government match –  SMs living “paycheck to paycheck” will find saving difficult

•  Savvy investors who are comfortable making investment decisions

•  Many SMs who will have earlier TSP participation than those in the past

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Cautions and Concerns •  12 YOS continuation pay is likely taxable unless SM is eligible for

combat zone tax exclusion

•  Relies on SMs to invest wisely over career –  100% G Fund will not provide adequate growth!

•  Trade-off: 20% reduction in pension after 20+ years versus uncertainty about military career longevity –  Big mid-career decision: Enough time to invest to make up pension

payment difference with TSP matching?

•  Put continuation bonus in TSP? May hit annual limit early and lose out on matching contributions from DoD

•  Reckless spending of the lump sum option

•  SMs who opt out of the TSP will have low savings

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Retirement Plan Withdrawal Strategies

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Required Minimum Distributions •  RMD rules apply to distributions from:

–  Traditional IRAs (qualified Roth IRAs are tax-free) –  401(k)s, 403(b)s, 457 plans, SEPs, TSP

•  Must begin distributions by April 1 of year following year one turns 70 1/2 –  70th birthday: 1/3/16; Age 70 1/2: 7/3/16 –  Begin distributions by 4/1/17 (two 2017 payouts

if postponed)

•  Employer plans: can delay to April 1 of year after one retires


How Much Money to Take Out •  Required Minimum Distribution (RMD)=

–  Balance on Dec. 31 of prior year /Life expectancy (use factor in IRS uniform distribution table)

–  See http://njaes.rutgers.edu/money/ira-table.asp –  Uniform table automatically recalculates life expectancy

(1.9 years if you live to 115!) –  Separate table

if spouse > 10 years younger (joint life expectancy)

•  Failure to take RMD: Tax penalty of 50% of the required distribution (must match or exceed RMD)

•  Plan custodian will report numbers to IRS

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Retired Military Health Insurance •  20 years of service: eligible for lifetime health insurance through TRICARE

–  Fraction of private insurance cost ($556/family in 2016 vs. $4,000 +)

http://www.military.com/benefits/tricare/tricare-cost-co-pay-schedule.html

–  Many working veterans use instead of employer insurance

•  Types of TRICARE

–  TRICARE Prime- Managed care (military health facilities)

–  TRICARE Extra- < age 65; use in-network civilian providers

–  TRICARE Standard- < age 65; choice of civilian providers

–  TRICARE-for-Life- Supplemental to Medicare for age 65+

http://www.military.com/benefits/tricare/retiree/tricare-for-life.html

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Helpful Online Resources

•  Rutgers Cooperative Extension: www.njaes.rutgers.edu/money •  Social Security Administration: www.ssa.gov

•  State Health Insurance Assistance Program (SHIP): www.shiptalk.org

•  Ballpark Estimate Worksheet: http://www.choosetosave.org/ballpark/

•  MyMoney.gov (federal government agencies): http://www.mymoney.gov

•  NEFE My Retirement Paycheck: http://www.myretirementpaycheck.org/


Financial Advisors •  CPA or CFP® when receiving lump sum distributions

•  Financial planners: –  888-FEE-ONLY or www.napfa.org (NAPFA) –  800-282-PLAN or www.fpanet.org (FPA) –  888-CFP-MARK or www.cfp-board.org (CFP® Board) –  http://garrettplanningnetwork.com/ (Garrett Network)

•  Go prepared to reduce time and fees –  Bring financial statements, list of goals, questions

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MFLN Family Development MFLN Family Transitions MFLN Personal Finance MFLN Family Development @mflnfd MFLN Family Tranisitions @mflnft MFLN Personal Finance @mflnpf

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Join the Conversation Online!

MFLN Intro

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We invite MFLN Service Provider Partners to our private LinkedIn Group!

https://www.linkedin.com/groups/8409844

DoD Branch Services

Reserve Guard

Cooperative Extension

Evaluation and Continuing Education Credits/Certificate

MFLN Family Development is offering 1.5 NASW and GAMFT CEUs for today’s webinar. MFLN Personal Finance is offering 1.5 CEUs for AFC-credentialed participants and CPFC- credentialed participants for today’s webinar. Please complete the evaluation and post test at: https://vte.co1.qualtrics.com/jfe/form/SV_a3OzuGgFRF2Vycd Must pass post-test with an 80% or higher to receive certificate.

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Upcoming Event

Retirement Ready? Effective Strategies for Military Families - Part II

•  Date: Tuesday November 8 •  Time: 11:00 am Eastern •  Location: https://learn.extension.org/events/2787

To connect with: MFLN Family Development visit: https://blogs.extension.org/militaryfamilies/family-development/

MFLN Family Transitions visit: https://blogs.extension.org/militaryfamilies/life-cycle-transition-support/

MFLN Personal Finance visit: https://blogs.extension.org/militaryfamilies/personal-finance/

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www.extension.org/62581

80 This material is based upon work supported by the National Institute of Food and Agriculture, U.S. Department of Agriculture, and the Office of Family Readiness Policy, U.S. Department of Defense under Award Numbers 2014-48770-22587 and 2015-48770-24368.