Mikhail Andrade, PMP, CPCM’s Post

Freedom is not free

It’s THORsday 🐺 And after spending last week surrounded by 40 US Navy SEALs 🇺🇸🔱🐸 for this year’s @swimwithamission we took to the streets to TRAIN💪 patriotically of course! Train Like a Navy SEAL🔱, Think Like a Patriot🇺🇸, Save Like a Pro! 💪 As we recognize the courage and dedication of our Navy SEALs, we draw inspiration from their relentless training and unwavering patriotism. Just like they optimize their bodies and minds for peak performance, you can optimize your financial strategies for maximum savings through cost segregation📈💼🏘️ Let’s connect and explore how we can maximize your commercial property investments together! 📲 @depreciationdoctor 🌐 www.CostSegStudies.com . . . . . #depreciation #taxtips #taxsavings #taxstrategy #taxefficiency #commercialrealestate #commercialconstruction #propertyinvestment #propertydevelopment #rental #rentals #rentincome #vrbo #vrbohost #airbnb #airbnbsuperhost #realestateinvesting #realestategoals #cpa #realestateinvestor #RealEstate #CostSegregation #InvestmentStrategies #FinancialFreedom #LetsConnect #wealthbuilding #wealthmindset #wealthcreation #swimwithamission #usnavysealtraining

Skillbridge is an amazing concept that, if performed to standard by DOD policy, would positively impact so many service members. This is one more example of groupthink and bias clouding policy. According to Marine Corps Recruiting Command, the Marine Corps has 3 missions: 1. We make Marines 2. We win our Nation's battles 3. We return quality citizens. Once again, this time in a Marines most vulnerable stage of their personal and professional lives, we have to do more with less. I have personally lost job opportunities due to local commanders putting restrictions on this DOD policy. Now, without simply complaining and with the goal of making it better for both the Organization and our servicemembers, I have an idea. I call it, the Summer Internship Program. Simply stated, move the 180 days of skill bridge from the terminal portion of a Marines career, and allow servicemembers to apply to companies and work as interns for 30 days each summer. This can be done on-site, hybrid, or virtually based on today's job market. This will allow three things to happen; 1. The servicemember gets exposure to the industry outside the military and in doing so, gains a clearer picture of what they would like to decide moving forward (reenlistment or separation). 2. The organization and its units can stagger this like any other program which requires planning and preparation (like the calibrations program). 3. Companies have a chance to familiarize themselves with potential future employees and build pipelines into the active duty community. Returning servicemembers can and WILL talk about their experiences with their contemporaries and this will encourage more to seek employment with those companies. I know this requires patience, and adaptation of concepts which for certain servicemembers may be challenging. It certainly doesn't fill all the gaps, but it's better than dangling a carrot only to use the very stick that you hang it to lead. Our servicemembers deserve more, from the 20-year servicemember who always gave in to 'the needs of the Corps', to the first termer who has just begun their professional careers and seeks change. We all deserve better than that.

I am vigilant. 🫣🫣🫣 So vigilant.... that I asked an Indoctrination Class at Navy Reserve Center Pittsburgh this weekend if they were contacted or knew what a Career Transition Assistant was. AND I even went a step further to ask if the room if they knew anything about the U.S. Navy Reserve before sitting in for INDOC. 30 people in the room, total silence. Please please please 🙏 🙏 🙏 🙏 #ActiveDuty #Navy #Leaders Command Career Counselors #Wardrooms #commanders #NROTC #NavalAcademy Navy Recruiting Command Reach out to a Navy Reserve Recruiter so we can educate!! As qualified Career Transition Assistants, Navy Reserve Recruiters are equipped to answer your questions! Whether its.... -TAPS -How do I sign up for Reserves -What do you do in the Reserves -When do I drop my NSIPS resignation request? -What is drilling? -How does billeting work? -Are there opportunities to go full time again? -Benefits Admin -Tri-Care - WHATEVER Ask us. #Corporate, #Civilian, #federal companies - you can help us too!!!! As you encounter transitioning service members, befriend your local Navy Reserve Recruiter so we can make sure they aren't missed too far after the fact! *** We are getting better and fixing a lot of issues with Reserve Affiliation *** Icing on the cake!? Very very soon, Active Duty Navy Service Agreements will shift to the following language for example: 1. Active Duty Obligation 4 years 2. Active Ready Reserve (SELRES) 2 years 3. Individual Ready Reserve 2 years (These are minimums!) +++Note: Selected Reserves will be mandatory and built in as part of new contracts NEXT YEAR - OCT 2024 +++ So call me and I'll connect you to the right folks, or I'll take on the challenge myself. LT Kyle Coia, USNR 304-207-4411 [email protected] Book a Meeting: https://lnkd.in/gmz__X6d or visit my web page and check out calendar link!

🚨 Update: Retired Admiral Pleads Not Guilty in Federal Bribery Case ⚓ Retired Adm. Robert Burke and his co-defendants plead not guilty on Monday for their alleged involvement in a bribery scheme. A little background on this case… 👉 Burke was the commander of U.S. Naval Forces Europe-Africa from 2020 until his retirement in 2022. 👉 He allegedly used his position to steer sole-source contracts to Next Jump in exchange for future employment. 👉 In December 2021, Burke allegedly ordered his staff to award a $355,000 contract to Next Jump train personnel under his command in Italy and Spain. 👉 In October 2022, Burke began working at Next Jump at a yearly starting salary of $500,000 and a grant of 100,000 stock options. 👉 DCIS, NCIS, and the FBI are investigating the case. 📖 Read the full article in the comments below. Stay informed and stay ahead! Keep an eye out for further updates on this case. #Military #Contracting #FederalCase #Bribery #Navy #Leadership #DefenseContracting #Corruption

With this #podcast, I hope to accomplish helping people understand not only how often MST is happening, but also how often people (many, in #leadership roles 👀 ) try to get away from repercussions for their behavior. If we want a culture change in the military community, it needs to apply to everyone. #accountabilitymatters Follow our YouTube channel for more MST-related news and content: https://lnkd.in/eFNhtbmR

There is no reason servicemen and women have different due process rights depending upon what service they joined. Congress should protect members by giving ALL of them the maximum ability to protect benefits earned through their professional investment and service to our nation. A good start would be to: 1. Mandate a similar version of the Army’s 15-6 investigative procedures for everyone, and grant a right for the subject to receive a copy and respond to ANY investigation that substantiates an allegation of misconduct against them. 2. Mandate a similar version of the Navy’s ADSEP/BOI process for all services and vest the right to a board at 6 years or when the command is seeking a OTH (everyone but the CG is pretty much aligned here anyway). 3. Extend the 10 U.S.C. 1176 safe harbor provision to the enlisted members of the Coast Guard. 4. End the mast refusal exception for members serving on ships (if soldiers and marines can refuse downrange, there’s no argument to preventing Navy sailors, Coast Guardsmen, and women from having the same rights). Members and their families should be able to fight for their benefits, especially toward the end of their careers. Remain silent. Request counsel. Call Griffin Law.

Jim Rice Some great points, but of course, there are some elements of subjectivity that the author appears to overplay for the benefits of rhetoric. There is a bit, for instance, of glossing over the historical context within the comparison, by which one comes to the conclusion, of course there was no shortage of workers or sailors because the country had been vaulted into a global conflict at what would become the tail end of the great depression. Notably the economic and strategic contexts between the late 1930s and the present 2020s are highly dissimilar. One could make an argument of similarity, but I propose the argument for uniqueness in context is far stronger. Next, on leadership outreach falling, the association of the failure is misplaced, it’s not that the leaders don’t engage well, but that they do not engage appropriately with the current generations to make the case. The method by which the value systems of senior military leaders are communicated externally are more similar to those purported by the author to have been imbued within Halsey or MacArthur and which in turn are hollow when directed toward the youth or working age population of the present. Indeed, a wizened historical eye would caution against extolling the rhetoric of those quoted within. The youth do not join the Navy because they do not see themselves reflected within the purported character of the service – and the fault is not theirs, but on the failure of the government and services to communicate at their level. The maritime industries are a different matter altogether with even less resultant from the manner in which the value of the profession is addressed.

Let's talk about an issue that is affecting our military. A recent study found that Black enlisted airmen face court-martial at much higher rates than their white peers. While white supremacy in the military makes up less than 0.01% and had only two cases with convictions last year. The U.S. Armed Forces does not focus on black gangs. A LinkedIn user shared their experience in which a military unit that they where once apart of, the majority of Soldiers lacked discipline and were from some sort of street gang. They were chasing Soldiers all day that were AWOL, asleep, hiding, fighting, and refusing to work. These soldiers would tell their superiors all the time that they didn't care, and if they were getting written up it was because they were Black. However, the unit was 98% Black, making it a hard excuse to use. The unit was comprised of known GDs, Crips, Bloods and Vice Lords, yet the military does not identify them because they are not white supremacist. Upper Command, didn't care because if it's out of sight it's out of mind, as long as their retention stays the same, no one is the wiser. The user also stated that in their time in the military, they don't care what race you are, everyone is treated equally. When units were equally diverse, there were less problems and more success. It's important to address these issues and focus on creating a fair and equal system for all soldiers regardless of race. To read more about this issue, check out the article linked below. #military #equity #diversityandinclusion #ngb #army #airforce #navy #marines #courts #republican #democrat Link: https://lnkd.in/gjJcGRKm

The United States Marine Corps has achieved an unmodified (or “clean”) audit opinion! Wow! An incredible achievement! What does that mean to an auditor or accountant? Refer to the green box… What does mean to a Marine whose base pay is not earned by “balancing the books”? Marines adhere to their 1st General Order! “Take charge of this post and all government property in view.” - we “count” (inventories) - we “fix” (maintain and sustain) - and that allows us to fight! In other words: Marines are - - disciplined - accountable - credible - and….responsible stewards of the tax payers’ money! - a great investment! What does this mean for our future? Marines - adhere to your 5th General Order: “Quit (your) post only when properly relieved”(!) That is - to SUSTAIN the standard will require even more focus. Marines - it’s Monday AM - get to work and SUSTAIN the standard!