Let's see, the procedural approach to solutions, when articulated through contracts...
To point out pitfalls in process, I compare back to the military....
To accept promotion at the end of a twenty year career, one has to accept being extended beyond the normal retirement entitlement.
Is that a valid requirement for promotion? Then on top of that, an overseas tour is tacked upon the 'extension' that now mandates a two year period beyond the established point of twenty years.
The Spouse contacts cancer, and can not make it through the ordeal without the Service member there for the year and hospitalizations and medications/procedures.
At twenty years exactly, the service member now must accept a Seperation Bonus elimination instead...but finishes his twenty years. A retirement would NOT be allowed for him due to his promotion.
Uncle Sam now gives instead, a one payment amount equal to about what he would receive in the first five years of actual retirement. Then Uncle Same takes away about 1/3rd of that Seperation Bonus as income tax.
Now, instead of continued medical and facility access due all retirees, he has none.
The seriviceman has now risked his life and served the required time for respect being given him, and that is shut off.
At the exiting from active service, that member requests and receives a 25% Disability Rating at THAT point...which will only grow over time.
Now, since Disability and Retirements are considered from the same pot in Governmental eyes, he is entitled to monthly disability payments when the departing Seperation Bonus is paid BACK.
Wooohooo, at age 72, my Seperation Bonus will be paid back in full...and I can THEN start to receive the Disability Monthly Payments.
At that point, I will have paid back what amounts to a personal loan that I was taxed for 1/3rd of the proceeds...denied retirement, as well as disability payments.
If given the choice of two years and a guaranteed future both in monetary return and no strike health support...then there is NO question at all.
