Financial Planning

For most IA Sailors, there are financial concerns when mobilizing that may range from small to great. As part of your readiness and to make you an overall more resilient Sailor, you should be aware of the benefits as well as some of the special services available to you to help you while mobilized. There are many financial incentives for mobilization, which fall into the following broad categories.

  • Basic Pay
  • Travel Pay
  • Special Pay
  • Tax Liability Relief
  • Financial Services 

Basic Pay

Basic pay includes the basic active duty wage based on time-in-service and paygrade, the basic allowance for subsistence (BAS) and the basic allowance for housing (BAH) based on the Page 2 location the member is deploying from.

Travel Pay

IA Sailors (both AC and RC) will collect BAH based on the PLEAD (home address) shown in the member's mobilization orders. For RC sailors, this is derived from the member's Page 2 record. For AC Sailors this is derived from the member's current PDS except where member has been approved for BAH based on dependent's location.

In addition, when deployed/mobilized to a location greater than 50 miles from their Page 2 residence, they will be entitled to per diem. Normally, no per diem is payable for TDY exceeding 180 days without Secretary of the Navy (SECNAV) approval, per the JFTR. Currently, per diem is being paid to Sailors on contingency operations orders exceeding 180 days based on a SECNAV determination (see ASN (M&RA) memo July 8, 2013).

  • In locations where mobilized personnel are expected to procure their own lodging and meals, the per diem will include lodging (government or commercial), meals (government or commercial) and incidentals ($3.50 per day).
  • In some AORs where the government provides all lodging and meals (e.g., forts, FOBs, and other operational posts) "Incidentals Only Per Diem" applies ($3.50 per day).
  • Reimbursing travel pay is the responsibility of CNIC, for which they have provided reference info and files.

Special Pay

Numerous special pays may apply, depending on the Sailor's location, mission and unique qualifications.

  • Hostile Fire Pay (HFP)/Imminent Danger Pay (IDP)
  • Members are provided a benefit of HFP/IDP when serving on official duty in designated areas. In January 2014 DoD announced IDP changes will become effective June 1, 2014.
    • IDP is no longer designated for the following areas:
    • Nine land areas of East Timor, Haiti, Liberia, Oman, Rwanda, Tajikistan, United Arab Emirates, Kyrgyzstan and Uzbekistan
    • Six land areas and airspace above Bahrain, Kuwait, Qatar, Saudi Arabia, Serbia and Montenegro
    • Four water areas of the Arabian Sea, Gulf of Aden, Gulf of Oman, and the Red Sea
    • Water area and air space above the Persian Gulf
    • IDP remains in effect for the following areas:
    • Iraq*, Afghanistan*, Lebanon, Jordan, Pakistan, Syria, Yemen and Egypt within the USCENTCOM area of responsibility
    • Additional locations recertified for IDP in the USEUCOM, USAFRICOM, USSOUTHCOM, and USPACOM areas of responsibility include: Algeria, Azerbaijan, Burundi, Chad, Colombia, Cote d'Ivoire, Cuba, Democratic Republic of the Congo, Djibouti, Eritrea, Ethiopa, Greece (Athens only), Indonesia, Iran, Israel, Kenya, Kosovo, Libya*, Malaysia, Philippines, Somalia*, Sudan*, Tunisia*, Turkey, Uganda, Mediterranean Sea, and Somalia Basin.   ( * - airspace included)
    • Updated IDP locations impact Rest and Recuperation (R&R) leave areas:  R&R eligibility coincides with service in a designated IDP area.  Changes to IDP certification areas affect IA eligibility to participate in R&R leave programs. IAs who are serving in locations which are no longer IDP certified will not be eligible for R&R program benefits.  However, those IAs who arrived in theater prior to 1 June 2014 and were serving in an IDP certified location prior to 1 June, 2014, will maintain their R&R program eligibility.  For those sailors serving in CENTCOM areas not eligible for R&R, the respective service component has been given authority to grant regular leave at the local Commanders discretion.  The following land areas are “grandfathered” for R&R eligibility for a one-year period, effective June 1, 2014:
      • Bahrain
      • Kuwait
      • Oman
      • Qatar
      • Saudi Arabia
      • United Arab Emirates
      • Kyrgyzstan
      • Tajikistan
      • Uzbekistan
  • Hardship Duty Pay (Save Pay)
    • Iraq, Afghanistan, Kuwait, Djibouti eligible
    • Bahrain NOT eligible
    • Stops day of eligible zone departure
  • Family Separation Allowance (FSA)
    • Retroactive entitlement payable after 31st day of separation from eligible dependents
    • Stops day prior to the day of return to geographic location of eligible dependent
    • DD 1561 with member’s signature required for payment
  • Special Duty Assignment Pay (SDAP) (see NAVADMIN 076/13)
  • Assignment Incentive Pay (AIP)
  • Hazardous Duty Incentive Pay (HDIP)
  • Combat SGLI Reimbursement
  • RC Sailors should check whether or not their civilian employer offers any offsets or other compensatory pay. Some military friendly corporations will pay the difference when active duty pay is less than civilian pay.
  • At the end of mobilization, accrued leave can be taken (i.e., terminal leave) or can be cashed-in for basic pay equivalent.

Tax Liability Relief

In addition to extra pay, there are opportunities for IA Sailors to reduce their tax liability. For RC Sailors with equivalent earnings in their civilian career, an immediate tax reduction comes from the fact that BAH and BAS elements of their military pay are not taxed. Additionally, the following may also apply:

  • Combat Zone Tax Exclusion
    • Complete tax free pay Enlisted/Warrants
    • Officers up to allowable limit
    • Stops at the end of the month of zone departure
    • Social Security and Medicare still collected
    • Enlisted bonuses and subsequent installments tax free
    • Officer bonuses and subsequent installments tax free to limit
    • Entire month credit with one day in zone
  • Additionally, IA Sailors should take this opportunity to review their traditional and ROTH TSP elections.

Financial Services

Common Issues

  • Establishment of active pay accounts is a common problem RC personnel experience. The switch should be done at NMPS and RC personnel should work with NMPS staff to ensure that their pay account is up and running. No RC personnel should ever depart CONUS on mobilization orders without an active pay account.
  • Another issue for RC personnel is a lack of understanding of entitlements. Many may find "A Compass for Entitlements While Reservists are on Active Duty" a helpful overview in this regard.
  • There are some pay changes IA Sailors who are mobilizing from a sea-duty assignment to a non-sea-duty assignment (for example, an IAMM Sailor currently assigned to a USS vessel but mobilizing to a Provincial Reconstruction Team) need to monitor on their LES to avoid overpayment or underpayment during the IA assignment:
    • Sea Pay
      • Not eligible after 31st day of IA assignment
      • Sea counter stopped with the stop of sea pay
      • Special detailing considered for credit of IA assignment
    • Meal Deduction
      • No meal deduction for entire IA assignment
    • Special Duty Assignment Pay (SDAP)
      • Eligibility can continue up to the first 90 days of IA assignment
      • If command transfers special duty assignment to another qualified command member, SDAP can be stopped the first day of IA assignment