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Introduced May 7, 2025 by Jeanne Shaheen · Last progress May 7, 2025
Creates new pathways and a DoD program to help people medically disqualified from entry-level military service move into civilian Department of Defense jobs, defense-industry employment, apprenticeships, and training. Requires the Department of Defense to set up these pathways and an information-and-referral program within one year and to report to congressional armed services committees on implementation. Also directs the Navy to include Military Sealift Command career and shipbuilder training information in its Transition Assistance Program materials for Navy personnel. The law establishes a new statutory authority for the outreach program but does not specify new funding levels.
The bill prioritizes keeping medically disqualified recruits employed and strengthening defense-sector talent pipelines through mandated referrals, timelines, and reporting, but it trades off higher administrative and funding demands, privacy risks, and the possibility of uneven or low‑quality implementation.
Medically disqualified service members (including transitioning Navy personnel and other recruits) are connected to DoD civilian jobs, apprenticeships, and training instead of losing employment—improving employment prospects and retaining workforce skills.
Eligible individuals and congressional oversight receive a one-year implementation and reporting timeline, accelerating access to alternative DoD employment and providing faster accountability on outcomes.
National security employers and the defense tech workforce gain more candidates because medically disqualified individuals are referred into cybersecurity, intelligence, and defense R&D roles, helping fill high‑demand technical positions.
Taxpayers and DoD budgets may face higher costs because expanding placement and referral programs will increase DoD administrative responsibilities and could require additional funding or resource reallocation.
Medically disqualified service members risk uneven or ineffective outcomes if services adopt different or under-resourced placement programs, producing inconsistent pathways and false expectations.
Transitioning service members, veterans, and TAP counselors may face increased workload and reduced time for other transition services because TAP offices and DoD staff must add new information, placement duties, and reporting requirements.