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Exam Code: ASVAB Practice test 2022 by Killexams.com team
ASVAB Armed Services Vocational Aptitude Battery

Your scores in four critical areas -- Arithmetic Reasoning, Word Knowledge, Paragraph Comprehension and Mathematics Knowledge (see below) -- count towards your Armed Forces Qualifying Test (AFQT) score. The AFQT score determines whether you're qualified to enlist in the U.S. military. Your scores in the other areas of the ASVAB determine how qualified you are for certain military specialties. Score high, and your chances of getting the specialty/job you want increase.

The ASVAB features eight individual subtests:

Subtest Minutes Questions Description
General Science 11 25 Measures knowledge of physical and biological sciences
Arithmetic Reasoning 36 30 Measures ability to solve arithmetic word problems
Word Knowledge 11 35 Measures ability to select the correct meaning of words presented in context, and identify synonyms
Paragraph Comprehension 13 15 Measures ability to obtain information from written material
Auto and Shop Information 11 25 Measures knowledge of automobiles, tools, and shop terminology and practices
Mathematics Knowledge 24 25 Measures knowledge of high school mathematics principles
Mechanical Comprehension 19 25 Measures knowledge of mechanical and physical principles, and ability to visualize how illustrated objects work
Electronics Information 9 20 Tests knowledge of electricity and electronics

Total number of items: 200
Test Time: 134 minutes
Administrative Time: 46 minutes
Total Test Time: 180 minutes

Note: Until recently, "Numerical Operations" and "Coding Speed" were also administered on ASVAB, but have been dropped.

Scoring high on the ASVAB will require study and concentration. Don't skimp on preparing for this test -- read about what you should prepare for, and take our practice test, which gives you an idea of how well you'll score, identifies areas that need improvement and suggests resources you can use.

The Armed Services Vocational Aptitude Battery (ASVAB) is a test that covers basic knowledge such as math and verbal skills, writing skills, and vocabulary. It is a required test for entrance into the military, but it can also be an indicator for general aptitude skills for other purposes. For those looking to go into military service, the ASVAB score is a crucial indicator of prospective job placement, so it is very important to take this test seriously and to focus on your strengths when taking the exam. Higher test scores often mean better jobs, higher salary, and more opportunities for advancement in the military.

Three different versions of the ASVAB test are available: The CAT-ASVAB (computer adaptive test), the MET-site ASVAB, and the Student ASVAB. These different versions are designed to suit different needs, so it is important to understand the basics of each test before sitting for an exam.

The CAT-ASVAB is a computer-based test that is only provided at Military Entrance Processing Stations (MEPS) for enlistment purposes. The test is customized based on the takers answers, so if one question is answered correctly, the next one will be more difficult. This test is timed, although users have the option of pacing themselves throughout the exam. However, it is not possible to go back through the test and check answers or change responses after they have been submitted. The CAT-ASVAB is broken down into 10 subparts, including basics such as arithmetic and verbal skills as well as auto information, electronics, shop, and mechanical knowledge

The MET (Mobile Examination Test) Site ASVAB is only for those who have been referred by a recruiter to take the test because it is only for enlistment into one of the branches of the military. This test is broken up into 8 parts and is very similar to the CAT-ASVAB. The primary difference here is that the MET Site ASVAB is conducted with a pencil and paper rather than on the computer. This means that the answers to the MET ASVAB can be changed, but the test is still timed, so it is a good idea to keep track of the time while testing. Also, test takers for the MET ASVAB are not penalized for wrong answers, so always guess and respond to all of the questions in order to maximize your chances for scoring well on the exam.

The Student ASVAB is the most flexible of the exams. It is typically provided to high school students to help them assess their skills, job prospects, potential military positions, or college majors. The ASVAB for students is essentially the same as the MET ASVAB exam, only students are not necessarily testing for positions within the military. The students school counselors examine their scores and help them decide on what to do after graduating from high school. This test is still an important component of a students education because it can help them identify their strengths and weaknesses and help set them on the right track for their future career goals.
Armed Services Vocational Aptitude Battery
Military Vocational resources
Killexams : Military Vocational resources - BingNews https://killexams.com/pass4sure/exam-detail/ASVAB Search results Killexams : Military Vocational resources - BingNews https://killexams.com/pass4sure/exam-detail/ASVAB https://killexams.com/exam_list/Military Killexams : Military service members find new career options and support thanks to Tulane SoPA

The Tulane School of Professional Advancement (SoPA) has proven to be an ideal avenue for active duty and retired military service members to transition into a successful career in civilian life.

Tulane SoPA educates military members from all branches who range in age from their mid-20s to their early 60s, said Vanessa Rodriguez, SoPA’s Assistant Dean for Student Support and Success. Most pursue and complete graduate degrees or certifications that can help them launch new careers in a multitude of fields.

“Their interests are mixed, but many look to our courses in homeland security, cybersecurity, information technology, emergency management, public administration, and health and wellness,” Rodriguez said. “There are many roles someone can fill in the military.  Veteran students can build on their diverse training and experience at Tulane SoPA when they move into civilian life. There’s a broad spectrum of options.”

Rodriguez said that paying for their education is usually the top concern for military members and veterans. At Tulane SoPA, there is a staff member in the registrar’s office dedicated to ensuring these students receive all federal benefits they are entitled to and can also assist with finding additional financial aid. In addition, Tulane SoPA offers a 20 percent discount on all courses for military members and veterans. The school also participates in the federal Yellow Ribbon Program, in which SoPA and the U.S. Department of Veterans Affairs cover remaining tuition costs for qualifying students.

Rodriguez noted that Tulane SoPA offers course credit for military training, which can help students save time and money. Those who apply with prior college experience or degrees may be able to transfer those credits to Tulane SoPA as well.

As military veterans begin their education at Tulane SoPA, Rodriguez said there is dedicated staff on hand to connect them with internal and external resources, all with the goal of creating a supportive community and connecting students with strong prospects for future employment.

“We help them build upon their experience and become re-acclimated to civilian life and the civilian workforce,” Rodriguez said. “We have a career advisor who is specially trained to connect people’s military experience with jobs that can make use of those skills. The career advisor helps them build a resume that can translate their military service into skills and experience that non-military companies and hiring managers can understand.”

Rodriguez added that many Tulane SoPA faculty are active duty or retired military members who bond with their students based on having similar backgrounds. In fact, students have said that their Tulane SoPA professors with military experience have been instrumental in connecting them with available resources.

“The professors also love having veterans in their classes because they have such incredible life experience and insights to share with the other students,” Rodriguez said. “It really helps create a strong learning environment for everyone.”

Although some military veterans may hesitate to seek out resources, Rodriguez said she and others encourage them to view their first year back at school the same way they would view their initial military training.

“Our staff members are experts in their given fields, whether they are academic advisors or student support specialists,” she said. “They are the people who can train veterans to be successful in this new era of their lives.”

For more information, visit sopa.tulane.edu/military.  

Sat, 12 Nov 2022 10:00:00 -0600 en text/html https://www.nola.com/sponsored/tulane_school_of_professional_advancement/military-service-members-find-new-career-options-and-support-thanks-to-tulane-sopa/article_17cee394-5f7b-11ed-88fd-77d08077e5a6.html
Killexams : How New Recruits Can Handle the Information Overload of Joining the Military

The military is a unique lifestyle, and one that comes with its own set of challenges. Joining the military is a big decision, and the vast amount of information about how to prepare can cause anyone to overthink the process.

Don't worry. Feeling a little overwhelmed with how you handle the unknown is normal. The first thing you should do before you talk to a recruiter is take a deep breath, find the official recruiting pages online, start your research and find a job or skill that interests you.

There is a saying: "It's not the lack of information that prevents us from succeeding, it is the lack of trying." The same can be said for military recruits. There is a wealth of information available to those who want to join the military, but often it is the lack of effort that prevents people from succeeding.

The following will streamline the information available and supply you the most important things you need to know before joining the military. This will help sift through the overload of information and take each step at a time as a military recruit.

1. Do Your Research

There is a lot of information available on the internet, in libraries and from military recruiters. It is important that you take the time to research all your options before deciding.

There are six branches to consider: the Army, Navy, Air Force, Marine Corps, Space Force and Coast Guard. Each branch has its own set of requirements and hundreds of jobs and specialties to choose from. Make sure you do your research and choose the one that's right for you and understand the academic, physical, medical and other tests in your near future.

2. Be Prepared

The military is a very demanding environment. You need to be physically and mentally prepared for the challenges you will face. Do workouts to help you lose weight and gain the physical abilities you need to take fitness tests well and endure tough initial training at boot camp, Basic Military Training or Basic Combat Training.

You can start your preparation long before you visit a recruiting office. In fact, by having the required paperwork (Identification, birth certificate and Social Security card, medical record, etc.) and exceeding the physical standards on your first visit, the recruiter will take you more seriously. You want this relationship to be good, as the recruiter will be your point of contact for the entire enlistment process.

Once you've decided on a branch, it's time to start the application process. Take a few practice tests of the Armed Services Vocational Aptitude Battery (ASVAB) test. This test will help determine your military occupational specialty (MOS) or Air Force Specialty Code (AFSC), which is the job you'll do in the military. If you do not score well enough on this test, you may not be eligible for the job within the branch of service you selected.

3. Stay Focused

The military selection process is very competitive. It is important that you stay focused on your goals and do not let anything distract you from your path. Once you have found what inspires you, you will find more motivation and eventually discipline as you work consistently to prepare for the future you are setting for yourself.

Building solid habits in this process is a requirement. This motivation phase is a great time to start, as eventually this motivation has to evolve to discipline.

4. Be Positive

The military is an incredibly rewarding experience. Keep your head up and stay positive throughout the process as a recruit, a student during basic training, throughout the early years as a follower and eventually as a leader of others.

5. Ask for Help

If you are having trouble with any step of the process, don't be afraid to ask for help. There are many people who are willing to help you succeed, from veterans in your friends and family network to recruiters in your region.

Make sure, though, that when you need to ask for help, you have taken the initiative and searched all over for the answer. When you find conflicting answers, those are perfect times to ask for specific assistance from people who may know the answers.

I take questions from recruits, active duty and veterans alike every day, and many become articles in my Ask Stew column. Please feel free to email me at stew@stewsmith.com.

By following these tips, you will increase your chances of success as a military recruit and beyond. Remember, there is plenty of information out there, but you still must search for it, validate it and then put it to use. So get out there and supply it your best shot.

The last step in the process of being a recruit is attending basic training. This is where you will learn everything you need to know to be a successful military member. Basic training is tough, but if you prepare yourself mentally and physically, you will be just fine and thrive in an environment that you will be proud of being a member one day.

In the end, you get out of your military career what you put into it. These careers require discipline and sacrifice, but they can also be rewarding, educational and set you up for the rest of your life with valuable skills for any future career.

Stew Smith is a former Navy SEAL and fitness author certified as a Strength and Conditioning Specialist (CSCS) with the National Strength and Conditioning Association. Visit his Fitness eBook store if you're looking to start a workout program to create a healthy lifestyle. Send your fitness questions to stew@stewsmith.com.

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Whether you're thinking of joining the military, looking for fitness and basic training tips, or keeping up with military life and benefits, Military.com has you covered. Subscribe to Military.com to have military news, updates and resources delivered directly to your inbox.

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Sun, 27 Nov 2022 19:28:00 -0600 en text/html https://www.military.com/military-fitness/how-new-recruits-can-handle-information-overload-of-joining-military
Killexams : Job fair connects veterans to post-military career opportunities

SAN DIEGO (KGTV) – A job fair held in Mission Valley Thursday connected San Diego military veterans and their family members with recruiters, as many prepare to transition back into civilian life.

“After being in the military for 21 years, you don’t know what to expect,” said Luis Rincon.

Those are worries that are all too familiar for Rincon and other military vets. Rincon served for 21 years as an Army Chief Warrant Officer, and he was ready to make the transition back to the civilian world, but it wasn’t simple.

Rincon remembers thinking, “What do I do now? I'm so used to the structured lifestyle of the military. They tell us where to be and at what time. How long to be there … and now you are in the civilian sector kind of on your own.”

A few year ago, Rincon attended a RecruitMilitary job fair, which was tailored specifically for vets and their families.

He interviewed for a job at the event, and a week later, he was visiting an Air Liquide office. He was hired by the company shortly after.

Now, Rincon helps with recruitment for his company, getting the opportunity to help others who are now in the exact same situation, he was in years ago. He believes it’s his way of giving back as he shares this advice with job seekers.

“Be open to a lot of opportunities and don't sell yourself short. You learned leadership traits in the military; put your best foot forward, you can get hired,” Rincon said.

Learn more about RecruitMilitary’s career search and job fairs at https://recruitmilitary.com.

Copyright 2022 Scripps Media, Inc. All rights reserved. This material may not be published, broadcast, rewritten, or redistributed.

Thu, 01 Dec 2022 06:00:00 -0600 en text/html https://www.10news.com/news/local-news/job-fair-connects-veterans-to-post-military-career-opportunities
Killexams : Service dog helps military vet earn his master’s degree

At the Humphrey School commencement ceremony this spring, Corey Dawson walked across the stage with his service dog Oscar at his side.

As a graduate of the mid-career Master of Public Affairs (MPA) program, Dawson says the accolades he received for earning his degree were—in no small part—a credit to Oscar.

“He was there with all the classes and all the Zoom meetings,” Dawson says. “He sat with me, making sure I was OK. We earned it together.”

Dawson, a military veteran, enrolled in the MPA program while working in the U of M’s College of Liberal Arts (CLA) in the Department of Political Science. He says the flexibility of the program, with a cohort learning community structure, allowed him to maintain his job as an administrative associate in CLA while working toward his master’s degree.

Having centered his undergraduate research around the disparities faced by veterans transitioning from active service, Dawson says he knew he wanted to use the MPA program to increase his efficacy in diversity, equity, and inclusion (DEI) efforts to become a more effective advocate for underrepresented groups.

“I am working within the college; using a diversity, equity, and inclusion lens to promote positive changes,” Dawson says. “I want to be part of how our college and the University respond to the need for equity and inclusion that goes beyond hiring practices, and dives deeper into creating environments where culture fosters a sense of inclusion and belonging.”

The MPA program’s core curriculum focuses on leadership development, critical thinking, policy/program analytical skills, interdisciplinary research methods, and the ability to work and lead as part of a team.

Students work in groups on a final capstone project, where they apply the lessons learned in their coursework to a community-based research project. Dawson's group project was “Restorative Justice in Minnesota,” which came at a heightened time of social injustice amid the pandemic. 

The MPA program helped Dawson find where his future passions lie. But he said his military experiences and the hardships of the last few years were not always easy to navigate.

“Stepping into a master’s program at a top public affairs school in the country is a bit scary, especially after transitioning from the military. There are different stakes at play and I felt the ‘imposter syndrome’ sink in,” Dawson says. “But you get to know everyone and realize they are going through similar feelings.”

Dawson said with the help of his MPA cohort and Oscar—who was paired with Dawson through Believet Canine Service Partners, a program in Northfield, MN, that specializes in training dogs for disabled veterans—he found support and resources needed to complete his master’s degree.

“[Our MPA cohort] built really strong connections with one another and we helped each other throughout the program,” Dawson says. “I know this program was definitely the right choice.”
 

Tue, 29 Nov 2022 22:00:00 -0600 en text/html https://twin-cities.umn.edu/news-events/service-dog-helps-military-vet-earn-his-masters-degree
Killexams : Human resources specialist named Employee of Quarter

Darion Boone doesn’t mind stepping up.

As a human resources specialist for the Army Materiel Command’s G-1 (Personnel), Boone knows his work affects the professional well-being of employees whose mission is to support Soldiers with equipment and sustainment all around the world. That’s reason enough to keep this former Soldier not only engaged in his HR mission but to also volunteer for special projects for the G-1.

Boone’s leadership and commitment to the mission as well as his work ethic brought recognition when he was named as AMC headquarters’ Employee of the Quarter for the second quarter 2022. He is among 10 employees recognized by AMC and its major subordinate commands for Employee of the Quarter throughout the AMC worldwide enterprise.

“On a regular basis and with a consistently positive attitude, Mr. Boone demonstrates personal initiative by volunteering for special projects and tasks that are unprecedented in nature, high visibility and often under urgent deadlines. He completes every assignment in a timely manner and with a thorough attention to detail,” Boone’s nomination packet said.

Boone’s day-to-day job is to manage AMC’s Civilian Overseas Tours and Entitlements, which is particularly challenging during heightened support for current operations in Europe. He also oversees AMC’s Injury Compensation with about 4,000 claims across the AMC enterprise totaling $450 million; and is the lead integrator for Line of Effort 4 (Retain) for the AMC People Strategy.

But in fiscal year 2022, Boone volunteered to take on the task to support the President’s federal COVID-19 vaccination mandate for civilian employees, ensuring 100% accountability of the COVID vaccination status for more than 85,000 civilian employees across the AMC enterprise. As the command with the largest civilian population in the Army, Boone’s initiative was instrumental in the successful completion of civilian vaccination records to ensure the health and safety of the global AMC workforce and enforce the Presidential order.

“I hope my contributions gave AMC leadership and the Department of the Army a better visualization of the vaccination status of their employees, which allowed for them to make the right decisions for their workforce and planning, allowing employees to have clear instructions on the way forward during the COVID-19 pandemic,” Boone said.

Boone represented AMC in collaborating on a daily basis with the staff of the Deputy Assistant Secretary of the Army for Civilian Personnel to report and validate the AMC civilian vaccination data. He worked with AMC major subordinate commands and separate reporting activities to complete employees’ vaccination documentation and report status, both manually and online, and kept the AMC senior leadership informed of the commands’ daily progress.

“I looked at it as a challenge and I like that aspect, it was something new and very important. Someone needed to take it on at that time and I had the capacity to handle it without impacting any of my other work,” Boone said.

A large number of manufacturing employees working at AMC’s depots, arsenals and ammunition plants don’t have access to government computers. For that reason, obtaining vaccination data included the manual collection of hard copy documents that had to be scanned into the online computer system.

Boone came to AMC as an Army civilian in 2012 to manage the Reserve Affairs Program, after retiring from a 22-year human resources career as a Soldier. He enlisted in 1989 after graduating from high school in Clovis, New Mexico.

“Even from a little kid I played Soldiers. I loved the military and looked up to family members who had served in the military, including my dad who served in the Army and my stepdad who was in the Air Force,” Boone said.

“I grew up around the Air Force. When I got older, I hung out at the recruiting station. I basically recruited myself. Three days after I turned 18, I turned in my enlistment packet. At the time they recruited based on categories. I was color blind, so instead of 150 career paths, there were only six I qualified for. One of those was personnel action specialist.”

Assignments took him to Fort Campbell, Kentucky, where he worked with the 101st Airborne; and to Germany. He had a recruiting assignment in Florida and then transferred to the Pentagon after 9/11 to work for the G-8 (Force Development), taking on the responsibilities of a Soldier killed in the attack. He has also worked at the Special Operations Command-Central, Tampa, Florida.

“Throughout my Army career, the way you talk to people, treat people, you build relationships,” Boone said. “HR is HR whether you are civilian or military. It’s about being helpful, assisting people, finding ways to make things happen for them, and being able to explain when things can’t be done. You need to know what the HR regulations are and how they apply to people’s situations and help them understand how those regulations apply to them.”

Six years into his civilian career with AMC, Boone took an HR assignment in Italy with the U.S. Army-Africa/Southern European Task Force, where he first served as the G-1 representative to Plans and Operations and then as chief of Policy and Programs for the G-1. In 2020, with COVID-19 making travel back to the U.S. difficult, Boone decided to return to AMC headquarters in Huntsville.

“I’ve enjoyed returning to the AMC G-1 team at headquarters,” Boone said. “AMC is a great place to work. Employees are dedicated to their job to support the warfighters and the commander’s initiatives. I love the challenges and opportunities I’ve had with AMC, and the employees and team I get to work with every day.”

When not at work, Boone is active with the Rocket City Chapter of the Adjutant General Corps Regimental Association, participating in its adopt-a-mile program, support to the teachers and students of Huntsville’s Morris Elementary, and support to the veterans of the Floyd E. Tut Fann Home for Veterans. He is also a member of the Greater Huntsville Area St. Jude Committee, organizing events to support cancer research and treatment for children at St. Jude Hospital in Memphis.

Tue, 06 Dec 2022 22:33:00 -0600 en text/html https://www.theredstonerocket.com/military_scene/article_2e6a4c0e-7698-11ed-90f0-f3cf1ecda3fd.html
Killexams : AMC says goodbye to human resources leader

Even when the accolades are coming his way, Army Materiel Command’s Human Resources director Max Wyche remains focused on passing the credit to the team of employees who are engaged in the daily implementation of the Army’s People Strategy and Quality of Life initiatives.

During a standing-room-only award ceremony Nov. 28, AMC Commander Gen. Ed Daly presented Wyche with a Distinguished Civilian Service Award, announced Wyche’s selection for the 2022 Meritorious Executive Presidential Rank Award and congratulated the Senior Executive Service member for his selection as the new director of Human Resources Operations for the Internal Revenue Service. Wyche has served as AMC’s deputy chief of staff for G-1 (Personnel) for just over six years, during a time of tremendous change in Army Human Resources initiatives.

“This is a tough day. I wanted to make sure we got an opportunity to say farewell to a very special person,” Daly said. “This man is a class act, a professional who leads by example, and a person of the highest principles and values. Max has led through a time of unprecedented challenges for anyone working in Human Resources.”

Since joining the AMC leadership team in 2016, Wyche has led a team of more than 580 civilian and military personnel to provide human capital support to more than 90,000 federal civilians worldwide. It’s that team – and particularly the 70-member G-1 staff at AMC headquarters – that Wyche recognizes for the impact they have had in implementing the Army’s people strategy in the areas of talent acquisition, development and retention, and Army quality of life initiatives in the areas of child care, spouse employment and permanent change of station moves.

“Through all the great challenges and opportunities, the G-1 staff has stayed laser-focused on AMC’s greatest asset – its people,” Wyche said. “The best thing we’ve done is recruit and retain the right people who have the desire to serve, and who are really committed to the goals and priorities of AMC.”

During Wyche’s tenure, AMC hired more than 30,000 civilians with 16,000 of those being direct hires, increased hiring of disabilities by 9% and increased hiring in the annual BEYA (Becoming Everything You Are) hiring event by 500%, which directly correlates with building employee diversity within the AMC footprint. Wyche led HR initiatives through the COVID-19 pandemic, ensuring AMC supervisors had the tools to manage employees in a teleworking environment and overseeing the development of workforce resiliency programs.

The Meritorious Executive Presidential Rank Award recognizes exceptional performance over an extended time among a select group of Senior Executive Service members.

“It’s an absolute honor to be a recipient of this award,” Wyche said. “It is probably on the list of goals for a lot of senior executives and is quite competitive. But more than recognizing what I’ve done, it recognizes the hard work of the teams I’ve been a part of and that I’ve led during seven years as a senior executive.”

Wyche was selected as an SES member while serving as the deputy director of Civilian Force Management for the Air Force at the Pentagon. But a year later he accepted the G-1 job at AMC, bringing his family to Huntsville, and he and his wife Kia back to their alma mater – Alabama A&M University.

“The accomplishments recognized by this award are mostly from my time at AMC,” Wyche said. “There is a very diverse portfolio within the AMC G-1. We are supporting our total force and subordinate commands and joint partners. As the Army’s largest employer of civilians, we are focused on civilian personnel management, talent management, leadership development, workforce training, wellness, resiliency, and occupational health and safety. We also focus on quality of life and installation programs that support our military and their families.”

The AMC HR mission has grown under Wyche’s leadership and as AMC has grown in its mission.

“We have definitely within the G-1 had to adjust to emerging missions and new demands that our command took on for the betterment of the Army,” he said. “At the same time, there was no significant growth in the G-1 staff. Instead, we had to rebalance and reorganize our portfolio to align with AMC’s new mission sets. Along the way, I’ve stressed to employees to recognize they are making a difference for AMC and the Army when they stay focused on the mission and continue to achieve.”

The HR role is important in bringing talent, skills, knowledge and diversity to the AMC workforce. “It’s rewarding to be able to support commanders and Soldiers and Army organizations that are providing essential support to the mission in terms of logistics, sustainment, supply chain, quality of life and other aspects,” Wyche said. “Helping and enabling this diverse organization to achieve its goals from a human capital perspective is rewarding.”

In his leadership role, Wyche has viewed his job as one of building trust within AMC’s team of HR professionals and building coalitions with partners that allow the G-1 to accomplish its mission.

“Ultimately, this is not a quick assignment. It is a long-term initiative with a strategic vision and solidified in processes put in place,” he said. “It takes relentless commitment to build teams that perform at a high level. These teams are at the heart of what the civilian corps is and what it represents in terms of values, stability and continuity.”

As Wyche prepares to move on to his new HR responsibilities with the IRS, he said a career of various leadership positions with a variety of federal organizations is essential to the continued development of SES members. His new responsibilities include employee and labor relations, recruiting and hiring, and employee benefits.

“I’ve always tried to align my career path with Department of Defense senior leader core competencies in terms of how you develop. This new position is an opportunity to further develop my career as a senior executive and gain more depth in my leadership portfolio,” he said, adding that he has been able to follow the advice of mentors while also balancing family needs.

For now, Wyche and his wife will continue to reside in the Madison area, allowing their son Austen to complete his senior year at James Clemens High School, where he is the senior class president. The couple’s daughter Sydney is a student at Tennessee State University and a member of the marching band.

“I will definitely miss the Department of Defense and the Army, and my AMC family,” he said. “Army Materiel Command has a very important mission that is critical to the Army. I’ve had the pleasure to work with some great Army leaders and to learn from them.

“I’ve had this great honor for six years. But as an SES, you have to commit to move from one job to another to gain the experience and knowledge to continue on the SES career path. But it’s also important because it gives someone else an opportunity to grow as a leader as they take on the roles you leave behind.”

Wed, 07 Dec 2022 02:11:00 -0600 en text/html https://www.theredstonerocket.com/military_scene/article_29ab75c6-7652-11ed-b3a4-4740cd61a36b.html
Killexams : USAA Career Starter Loan Review: Low Interest Loan for New Military Officers
Many or all of the products here are from our partners that pay us a commission. It’s how we make money. But our editorial integrity ensures our experts’ opinions aren’t influenced by compensation. Terms may apply to offers listed on this page.

The USAA Career Starter Loan is for military cadets, midshipmen, officer candidates, and newly commissioned military officers from any of the five Service Academies, ROTC programs, or OCS/OTS. USAA offers this low-interest-rate loan to help new officers in the military get their careers started, with no or little credit history. This review will help those eligible to understand and maximize the use of the USAA Career Starter Loan.

Minimum Credit Score

Not available

Loan Amounts

$25,000 - $36,000

Term Length

12 - 60 months

The USAA Career Starter Loan is a low interest loan for cadets, midshipmen, and newly commissioned officers to get their military careers started.

  • Low-interest loan for those with little to no credit
  • Flexible payment terms
  • No collateral required
  • No prepayment or origination fees
  • Only cadets, midshipmen, officer candidates, and newly commissioned military officers qualify
  • Limited time to qualify for the loan
  • Must have a USAA bank account setup with direct deposit
  • Need to call USAA to get more information and apply

Full USAA Career Starter Loan review

This personal loan is a good fit for: Cadets, midshipmen, officer candidates, and newly commissioned officers who want a low-interest loan.

Top perks

The USAA Career Starter Loan is a unique personal loan that offers low interest rates typically reserved for secured loans with collateral. Loan amounts can be up to $36,000 with payment terms up to 60 months. The interest rate is the same regardless of the term. Those without a solid credit score can qualify for the USAA loan.

Low-interest loan for those with little to no credit. Many people in their early 20s don’t have enough credit to qualify for a credit card, yet this low-interest loan is guaranteed for those attending a Service Academy. Cadets and midshipmen can get up to $36,000 at 0.75% interest. They can receive the loan as early as the beginning of their junior year. This loan is guaranteed for Service Academy cadets and midshipmen regardless of their creditworthiness.

Cadets and midshipmen commissioning through the Reserve Officer Training Corps (ROTC) college program and Officer Candidate or Training School (OCS or OTS) can qualify for up to $25,000 at 2.99%. ROTC cadets and midshipmen can receive their loans as early as 12 months prior to commissioning, and officer candidates up to four months prior. The loan for cadets and midshipmen for ROTC and OCS/OTS is subject to credit approval. USAA has not published the minimum score requirement, however many have qualified for the loan even with poor credit.

Flexible payment terms. The loan can be paid back over 12-60 months. Unlike most loans, where the longer the term the higher the interest rate, the interest rate with a USAA Career Starter Loan stays the same regardless of the term.

For Service Academy graduates, repayment of the loan starts as long as two years after they receive it. The first due date is August 15 of their commission year. The first due date for ROTC graduates is six months from their commission date. OCS/OTS graduates and military officers who receive their loans within one year after their commission date will have to begin paying back the loan 30 to 45 days after their contract date.

No collateral required. Typically the only loans with interest rates as low as 0.75% to 2.99% are secured loans. As a signature loan, however, no collateral is required to qualify for this loan. Military officers have an obligation to serve three to five years after their commission date. USAA understands that officers’ salary and job stability put them in a position to pay back the loan.

No prepayment or origination fees. There are no origination fees or prepayment penalties. USAA also offers a 15-day grace period with no penalty. However, after the 15 days, the penalty is up to 5% of the monthly payment.

What could be improved

The USAA Career Starter Loan is a niche loan only available for those about to commission as an officer in the U.S. military or within one year after their commission date. Eligibility is also limited based on commissioning date, and applicants must have bank accounts setup with USAA prior to applying for the Career Starter Loan.

Only cadets, midshipmen, officer candidates, and newly commissioned military officers qualify. Cadets and midshipmen at any of the five Service Academies, in a ROTC program, or a OCS/OTS program can qualify for the loan. Military officers also have up to one year after their commission date to qualify for the loan.

Limited time to qualify for the loan. In addition to only certain people in the military being eligible for the loan, eligibility is also based on a specific time frame from their commissioning date.

  • Cadets beginning their junior year at the U.S. Military Academy at West Point, the Air Force Academy, or the Coast Guard Academy are eligible to apply for the loan.
  • Midshipmen beginning their junior year at the Naval Academy and the Merchant Marine Academy are eligible to apply for the loan.
  • Service Academy graduates have up to one year after their commissioning date to apply for the loan. After one year, they are no longer eligible.
  • Cadets and Midshipmen at ROTC programs are eligible to apply for the loan 12 months prior to their commissioning date and 12 months after their commissioning date.
  • Officer candidates at OCS/OTS are eligible to apply for the loan four months prior to their commissioning date and 12 months after their commissioning date.

Must have a USAA bank account set up with direct deposit. To be able to apply for the loan, you must first be a USAA member and have a USAA bank account with at least one direct deposit. The direct deposit transaction must be within 30 days of applying for the loan. Given that USAA is only for military service members, veterans, and their family members, this is one of the best ways they are able to grow their membership.

Need to call USAA to get more information and apply. There is very little information regarding the USAA Career Starter Loan online. Applications cannot be completed online and you must talk to a representative in order to get more information and apply for the loan.

How to qualify for a USAA Career Starter Loan

Eligibility for the loan is limited to USAA members, those on a path to become a military officer, and those within a certain time period from their commissioning date. Follow these steps for faster loan approval.

Application process

  • Ensure you are eligible for a USAA Career Starter Loan
    • A junior at the U.S. Military Academy at West Point, the Air Force Academy, the Coast Guard Academy, the Naval Academy, the Merchant Marine Academy or within one year after commissioning date.
    • A ROTC member within 12 months of commissioning or up to 12 months after commissioning.
    • Officer candidate members within 4 months of commissioning or within 12 months after commissioning.
  • Become a USAA Member
  • Open a checking account
  • Set up direct deposit and show at least one direct deposit within 30 days before applying
  • Apply for the loan by calling 800-531-4610

Alternatives to consider

Navy Federal Credit Union, another financial institution that caters to military members, also offers career starter loans for Service Academy, ROTC and OCS/OTS Officers and Candidates. Loans for Service Academy graduates are at 1.25% with a maximum loan amount of $32,000 on a 60-month term. Repayment may be deferred up to three months after graduation.

Loans for ROTC and OCS/OTC Officers and Candidates are as low as 2.99% APR on a 60-month loan of up to $25,000. Payments are deferred until 180 days after commissioning or 45 days after the loan origination date if already commissioned.

Eligibility for the loan is the same as USAA. ROTC members must be within 12 months of commissioning or up to 12 months after commissioning and OCS/OTS members within four months of commissioning or within 12 months after commissioning.

This USAA Career Starter Loan is right for you if:

You are on track to be a commissioned officer in the U.S military or have been commissioned in the past 12 months and have little to no credit history. These low-interest loans can help you get started when you begin your military career. Many officers don’t have the credit to obtain a low interest rate. This low-interest loan can help new officers avoid the burden of high debt and help build credit.

Officers can use this loan to buy a car, consolidate high-interest credit card debt, build emergency savings, or pay for military uniforms and household goods for their first duty station. This loan cannot be used for educational expenses or to pay back student loans. As always, you’ll also want to make sure you know how to borrow responsibly. The USAA Career Starter Loan terms and conditions may change.

FAQs

  • A USAA Career Starter Loan is for cadets and midshipmen at the five Service Academies, ROTC programs, or an officer candidate at OCS/OTS. Military officers within 12 months of their commission date are also eligible for the loan.

  • Navy Federal has a Career Kickoff Loan that offers rates ranging from 1.25% to 2.99% and loan amounts from $25,000 to $32,000 for Service Academy, ROTC and OCS/OTS Officers and Candidates.

  • The USAA Career Starter Loan is guaranteed for Service Academy members and graduates. ROTC and OCS/OTS members and graduates must go through a credit check. The minimum credit score is not published and you must apply to see if you qualify.

Wed, 30 Nov 2022 10:00:00 -0600 en text/html https://www.fool.com/the-ascent/personal-loans/usaa-career-starter-loan-review/
Killexams : Preserving Memories of Time in Military Service

Growing up in a military family, Richard McKinney learned at an early age about service and sacrifice. These lessons inspired him to follow in his father’s footsteps and join the U.S. Air Force after graduating from Greenwood High School.

He trained as an electrician and eventually moved into management with the civil engineering division, but found his true calling when an Office of Special Investigations (OSI) officer said they were looking for new agents. The selection process was rigorous, but it was rewarding.

Throughout his career as an OSI agent, McKinney was involved with investigations that ranged from narcotics and fraud to counterintelligence. He also served on teams to help maintain security for U.S. military programs.

Recalling how commanding officers would charge him to search for leaks about information regarding a unit’s operations, McKinney described his special agent duties and career in uniform to my staff as part of the Veterans History Project (VHP), a Library of Congress program preserving the history of our nation’s veterans. This collection of former servicemembers’ accounts ranging from World War I to the present day is the largest oral history archive in the country.

Arkansas has a storied legacy of brave citizens answering the call to serve in our nation’s uniform. It’s fitting their personal reflections will be preserved for future generations, and we’re working to ensure more Arkansas veterans are part of this record.

My staff and I have helped expand the collection. We recently hosted Arkansas veterans at the Van Buren Public Library to record their experiences. Soon, the archive will hold the memories McKinney and others who participated in the event shared as part of this initiative.

I’m proud of the work we’ve done and are continuing to do to encourage more Arkansans to participate by hosting workshops around the state teaching others how to get involved. There is a lot of enthusiasm to honor our veterans by preserving their experiences.

More than 1,200 Arkansans have been trained to participate. Civic organizations, public entities and schools have also joined in this worthwhile endeavor. Arkansas PBS has promoted the program and shared some of the interviews in its archive with the VHP. Arkansans seeking to earn their Eagle Scout badge have arranged interviews and trained volunteers while some schools have incorporated the VHP into their coursework.

The Arkansas Democrat-Gazette recently reported Little Rock Central High School students are now taking part and have begun scheduling interviews with veterans for submission to the VHP.

It’s exciting to know young people around our state are demonstrating an interest in history and honoring the men and women who served in uniform by recording their memories for the benefit of future generations. The personal reflections help us better understand the sacrifice of all who are called to defend our country.

I encourage more Arkansans to join us in the effort to document and preserve the experiences of family and friends who have been willing to supply their all. I’m appreciative of those volunteering their time to recognize veterans in this manner.

The VHP is a valuable resource to learn about the realities of war. It’s worth exploring the archive to hear the personal stories and dedication of Arkansans and all brave American veterans. The accounts are nothing short of inspirational.

In recent years, communities in our state have made this a special time to recognize our veterans by blanketing national and veterans cemeteries with Christmas wreaths. In that same spirit, we can launch a new tradition demonstrating our thanks and gratitude by sharing the experiences of a loved one’s service in uniform.

Sun, 04 Dec 2022 07:39:00 -0600 en text/html https://www.thesuntimes.com/opinion/preserving-memories-of-time-in-military-service/article_43bf534e-d942-555d-8d5a-e371edd9738e.html
Killexams : Ameriprise Financial Named a Military Friendly® Employer For Ninth Consecutive Year

MINNEAPOLIS, November 28, 2022--(BUSINESS WIRE)--Ameriprise Financial, Inc. (NYSE: AMP) today announced it was named a 2023 Military Friendly® Employer by VIQTORY, a company that connects the military community to civilian employment and educational opportunities. This is the ninth consecutive year Ameriprise has earned the distinction in recognition of its commitment to creating meaningful career paths, community outreach, brand enthusiasm and enduring partnerships with the military community. Additionally, Ameriprise earned a spot on VIQTORY’s Military Spouse Friendly Employer list for its policies and practices that extend to the wives, husbands and partners of Military members.

"We are thankful for the courage and sacrifices veterans have made for our freedom, and it’s an absolute honor to work with colleagues who’ve nobly served our country," said Kelli Hunter Petruzillo, Executive Vice President, Human Resources at Ameriprise. "Our continued recognition as a Military Friendly Employer is a reflection of our unwavering commitment to providing veterans rewarding career opportunities in their post-service years."

To create the Military Friendly Employers lists, VIQTORY evaluated companies using both public data sources and survey responses from participating employers. A combination of the organization’s survey score and an assessment of its ability to meet certain thresholds of veterans and military employees for various categories, including applicant, new hire retention, employee turnover, and promotion and advancements, determined the rating.

Ameriprise has a long-standing history of supporting veterans and recently partnered with Dalton Education to create a first-to-market Certified Military Financial Advisor™(CMFA) certification. Advisors who earn the certification are equipped with knowledge and expertise to help military members maximize resources and achieve their financial goals with confidence.

To learn more about opportunities for Veterans to join Ameriprise, visit https://www.ameriprise.com/careers/corporate/supportive-workplace/veterans.

About Ameriprise Financial

At Ameriprise Financial, we have been helping people feel confident about their financial future for more than 125 years. With extensive advisory, asset management and insurance capabilities and a nationwide network of approximately 10,000 financial advisors, we have the strength and expertise to serve the full range of individual and institutional investors' financial needs. For more information, or to find an Ameriprise financial advisor, visit ameriprise.com.

Ameriprise Financial Services, LLC is an Equal Opportunity Employer.

Ameriprise Financial Services, LLC. Member FINRA and SIPC.

© 2022 Ameriprise Financial, Inc. All rights reserved.

About Military Friendly® Employers:

Military Friendly® is the standard that measures an organization’s commitment, effort, and success in creating sustainable and meaningful benefits for the military community. Over 1,500 organizations compete annually for Military Friendly® designation. Military Friendly® ratings are owned by Viqtory, Inc., a service-disabled, veteran-owned small business. Viqtory is not affiliated with or endorsed by the U.S. Department of Defense or the federal government. Results are produced via a rules-based algorithm. The data-driven Military Friendly® lists and methodology can be found at https://www.militaryfriendly.com/mfcguide/.

About VIQTORY:

Founded in 2001, VIQTORY is a service disabled, veteran owned small business (SDVOSB) that connects the military community to civilian employment, educational and entrepreneurial opportunities through its owned assets such as Military Spouse Magazine®, G.I. Jobs® and Military Friendly® brands. VIQTORY and its brands are not a part of or endorsed by the U.S. Dept of Defense or any federal government entity. Learn more about VIQTORY at www.Viqtory.com.

View source version on businesswire.com: https://www.businesswire.com/news/home/20221128005741/en/

Contacts

Cassandra Osei
212.437.8682
Cassandra.osei@ampf.com

Mon, 28 Nov 2022 07:00:00 -0600 en-US text/html https://finance.yahoo.com/news/ameriprise-financial-named-military-friendly-210000003.html
Killexams : ‘I lost my retirement, my career, my home’: the Americans imprisoned for being HIV-positive

Robert Suttle was 30 when he was arrested and imprisoned for the felony of “intentional exposure to the Aids virus”. He had met the man at a gay club on New Year’s Eve 2007 and they had quickly begun a relationship.

Suttle says he disclosed his status as HIV-positive to his partner immediately. However, when the couple separated a few months later, the man pressed charges claiming that Suttle had not disclosed his status. Suttle now views this as “retaliation” over the breakup.

Despite the fact Suttle was on treatment that brought his viral load low enough that he could not transmit HIV to another person, Louisiana police arrested him at his workplace and he was sentenced to six months in prison. The Louisiana law – like many across the US – focused on exposure and not transmission and did not require actual transmission for a conviction to occur.

HIV exposure or transmission is still criminalised in 33 US states under various laws, most of which involve disclosure and exposure. The laws fail to take into account that people like Suttle, on therapeutic medications, can be “undetectable” – meaning the risk of transmitting the virus is effectively zero, while the HIV prevention drug PrEP reduces the risk of infection by 99% when taken correctly. Having sex with another person when you are living with HIV can land you with years of prison time even though, thanks to modern science, HIV is no longer a death sentence.

Robert Suttle. Photograph: Jennifer Doherty

Other HIV laws criminalise acts such as breastfeeding, biting and spitting. Many of these laws were instated in the 1980s, “when people were scared to death of HIV and didn’t know how HIV was transmitted”, explains Catherine Brown, executive director of the Elizabeth Taylor Aids Foundation, which runs the campaign HIV Is Not a Crime. The campaign does not aim to legalize rare cases of malicious contamination but to bring the laws up to date with contemporary science, specifically “U=U” – “undetectable equals untransmittable” – or the fact that HIV cannot be transmitted through saliva. It’s clear that these enduring laws are a result of HIV stigma, adds Brown, because other viruses are not criminalised in the same way.

“If you’re having sex and you know you’re HIV-positive in Louisiana, that is considered intent, it makes you criminally liable,” says Suttle. “We did have sex, so that’s the exposure – but they didn’t look into whether I was on treatment or used a condom. And if people say ‘did you disclose’, it doesn’t matter, because it’s one person’s word against the other’s.”

Although Suttle was incarcerated for six months over a decade ago, he is still paying the price. After leaving prison, he was placed on the sex offender’s register, a fact his neighbors were alerted to via mail notifications listing his “crime” and thus disclosing his HIV-positive status. “Being Black, being gay, being HIV-positive, then being an incarcerated person and a ‘sex offender’ in the conservative south?” he says over Zoom from his home in New York City. “I didn’t know how I was going to move forward.”

The overall number of people arrested under HIV criminalisation laws in the US is not tracked. However, HIV Justice counts at least 2936 cases to date, with the real number probably much higher. According to the Williams Institute, a thinktank at the University of California, Los Angeles, certain groups are disproportionately targeted.

“The data shows that Black transgender women and Black and brown men having sex with men are the two groups these laws disproportionately affect,” says Brown. Before Nevada updated its laws in 2021, for example, 28% of people living with HIV were Black, whereas 46% of convictions for HIV-related laws were against Black people. As of 2022, Black women are 290 times more likely to be on the registry for an HIV conviction than white men. Ten states also have laws specifically targeting sex workers, turning a prostitution charge – often a misdemeanor – into a felony for people living with HIV.

For those prosecuted under these laws, doing prison time or being placed on the sex offenders register can end up affecting their lives more than their diagnosis itself.

“I lost my retirement, my career, my home,” says Ken Pinkela, a former US army lieutenant colonel in his 50s who joined the military when it was illegal to be openly gay. Pinkela was convicted in June 2012 of an alleged aggravated assault for HIV exposure and spent 272 days in the military prison at Fort Leavenworth. Discharged from the military, and with an assault charge on the books (despite a lack of evidence), he struggled to find employment. “Once you’ve been convicted, it never goes away.”

Lashanda Salinas, 41, who was first diagnosed with HIV at 16, was convicted under HIV criminalisation laws in 2007. Her listing on the Tennessee sex offender’s register ranks highly among Google search results for her name.

Lashanda Salinas. Photograph: Handout

In 2006, Salinas – then on treatment – began a relationship with a man. “I told him I was HIV-positive and asked if he was OK with that and he said he was,” she says. They moved in together and later separated.

“About a month or two after our relationship ended, I’m at my job and a police officer walks in and says: ‘Are you Lashanda?’ I said, ‘Yes, ma’am,’ and she said, ‘You’re under arrest.’ I asked her what I had done and she said: ‘Your boyfriend says you did not tell him that you are HIV-positive and he’s bringing charges against you.’”

In the police car on the way to Nashville, Salinas tried to tell the officer that something wasn’t right; her partner knew she had told him. “But when I got in jail and those doors locked, I realised this is not a prank – this is what he is really doing.”

Salinas ended up serving nearly two months in jail, after accepting a plea bargain of three years’ probation. As in Suttle’s case, the judge did not tell her that upon release, she would be placed on the sex offenders register for 15 years because her crime was a sexual offence. She was required to take sex offender classes, must pay $150 a year to be on the register, and is not allowed around anyone under the age of 18. Her cousin graduates this year and she is unable to attend the ceremony. “I just want a normal life,” says Salinas. “My life is nowhere near normal.”

Since her conviction, Salinas has asked a partner to sign a written document attesting to her disclosure of her HIV status. In future, she says, she would consider videoing a partner as she discloses her status. “That’s the only way I can have some kind of stability so this won’t happen again,” she says.

As Pinkela points out, the laws put pressure on those who are living with HIV to disclose their status before they are ready, or when it might not be safe to do so.

Ken Pinkela. Photograph: Handout

The American Psychological Association also notes the laws can also increase risky behaviour when it comes to HIV and therefore appear to do more harm than good. Brown agrees that these laws are stifling the fight against Aids, citing UNAids’s goal of eradicating HIV globally by 2030: “The issue with criminalisation is people are afraid they will be arrested if they test positive. Yet if we have the issue of getting them tested, then we can’t get them into treatment, and that’s a barrier to us ending the epidemic.”

The problem extends far beyond the US. On a global level, HIV Justice Network has recorded 270 arrests across 39 countries over the last three years, although the real number may be closer to 700. Conviction rates were highest in Uzbekistan, Russia and Belarus, followed by the US. Many countries also maintain travel restrictions against people living with HIV, while more than a dozen countries worldwide hold residency bans.

According to Ken Pinkela, who now campaigns against the laws, the work involves educating prosecutors and legislators about contemporary HIV science, as well as the UN’s recommendation for limiting HIV criminalisation to rare cases of intentional transmission, where malicious intent can be proven beyond a reasonable doubt.

S Mandisa Moore-O’Neal, a former civil rights attorney and now executive director at the Center for HIV Law and Policy (CHLP), agrees with this approach. “If we are serious about ending the epidemic, we must update these laws, including repeal if we can ensure that what is created in their place won’t have to be reformed 10 years from now,” she explains. She adds that we should “not fall into the trap” of using one’s undetectable viral load – which can change in a person’s lifetime – as the sole basis for modernizing these laws. “It should be based on a specific intent to transmit and actual transmission.”

In April 2022, a federal court ruled that the Pentagon’s restriction policies regarding service members with HIV were outdated and unconstitutional. Pinkela hopes this indicates the same approach may be applied to more state laws in the near future.

Since the Elizabeth Taylor Aids Foundation launched HIV Is Not a Crime in 2020, six states have updated their laws, with the help of awareness-raising from celebrities such as Andy Cohen and Paris Jackson. However, in November 2022, Pennsylvania’s governor, Tom Wolf, signed a new law charging people with a second-degree felony and up to 10 years in jail if they knew or “should have known” that they had a communicable disease after transmitting it to someone else. Nonetheless, “we’re continuing on campaigning in seven states in 2023”, says Brown.

In the meantime, what is devastating, Pinkela says, is that someone in the US practicing this who has recently been diagnosed with HIV may be finding out for the first time that these laws exist. They may be wondering whether they can engage in sexual relationships at all. He reminds them that HIV is not a death sentence and advises them to talk to their doctor and get to know the laws in their area using resources such as HIV Justice and CHLP.

“Those three letters just still seem to invoke such fear,” says Pinkela of enduring HIV discrimination. He hopes that seeing the faces of healthy people living with HIV like himself helps get the message across that it should not be viewed differently from other chronic health conditions.

For Salinas, advocacy work has been a way to reclaim self-esteem and a sense of identity when it has been so difficult to get a job. “I got to the point where my voice needs to be heard, to affect somebody, somewhere, somehow. If not for me, I want these laws changed for the people behind me.”

Fri, 02 Dec 2022 07:25:00 -0600 Amelia Abraham en text/html https://www.theguardian.com/us-news/2022/nov/30/hiv-criminal-laws-us-aids-discrimination
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