Mustache March is an annual event occurring, appropriately, in the month of March, where members of the 

 grow mustaches to honor a legendary Air Force fighter pilot named 

. Every March 1st, participants start growing mustaches. If you start in February, you’re disqualified. 

The idea stems from an early USAF tradition in which members, typically from the aviation community, would grow mustaches in good-natured protest against facial hair regulations. The act of growing a mustache is seen as a gesture of mild defiance against dogmatic leadership and is attributed to USAF triple-ace Robin Olds, who grew an extravagantly waxed 

, which most certainly did not comply with USAF regulations. See for yourself.

In recent years, USAF personnel have doubled down and added November to the mustache-growing calendar. They call it “Movember” and it is held for a different, and less defiant, cause than Mustache March. Movember is meant to raise awareness and funds for men's health issues, including prostate cancer, testicular cancer, and men's suicide.

In some squadrons, male members were also “required” to grow mustaches while on deployment. In 2001, while deployed to the 

, those of us assigned to the Master Air Attack Planning Cell were “fined” five bucks if we showed up to work with a clean-shaven upper lip. I never paid a fine.

On October 29, the USAF released more specific regulations regarding grooming standards for airmen’s mustaches and sideburns. The impact on Mustache March and Movember could be significant.

The updated USAF guidelines match up with Defense Secretary Pete Hegseth’s memo issued on September 30 that directed the establishment of uniform grooming standards across the services.

In a memo that Hegseth sent to DoD Senior leadership on August 20, he outlined his vision for proper military appearance.

“As I stated when directing the Rapid Force-Wide Review of Military Standards, the strength of the military is our unity and our shared purpose,” Hegseth stated in the memo. “The Department must remain vigilant in maintaining the grooming standards which underpin the warrior ethos.”

The new USAF standards are not markedly different from previous guidance, but the language is a bit more specific. A USAF spokesperson said, 

“The new guidance mandates that sideburns must be above the ear opening and mustaches are prohibited from going beyond the corners of the mouth or into a respirator seal zone.”

The memo outlines how, if worn, sideburns should be straight and not flared, with an even width above the ear opening and ending in a clean-shaven horizontal line. Mustaches must be neatly trimmed and match the natural hair color of the airmen’s head, per the memo. Other styles of mustaches, like handlebar, twists, curls, or goatees, are prohibited. That means you, Colonel Olds.

Shaving Waivers and Religious Accommodations

. Under the new guidance, shaving waivers may be allowed for religious accommodations and only temporarily for medical conditions. Those waivers must now be approved by unit commanders.

“At the start of each duty day, male Airmen must be clean-shaven. Beards are not authorized unless for medical reasons, when recommended by a medical official, and approved by applicable unit commander or as authorized pursuant to a request for a religious accommodation.”

The shaving guidelines match earlier verbal guidance from Hegseth. Mustache March and Movember just got a little bit sportier.

With the new regulations in place, the mustache might be a little shorter—but its symbolism remains strong. Mustache March and Movember continue to represent both camaraderie and purpose, whether in playful protest or for a noble cause.

While Robin Olds’ legendary handlebar may no longer meet today’s standards, his spirit of bold individuality and leadership endures. For airmen everywhere, the mustache remains more than facial hair—it’s a proud emblem of Air Force heritage, resilience, and unity.

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 has been turning leftover Halloween candy into something truly special — a heartfelt thank you to the men and women serving our country. Now celebrating its ninth year, this beloved program, organized by the nonprofit 

 collects, sorts, and ships candy to U.S. troops

all over the world from multiple different service branches.

It’s a simple idea with a big impact: share a little sweetness, brighten a service member’s day, and teach our kids about the joy of giving back.

Treats for Troops is a nationwide Halloween candy collection program that connects communities with deployed service members and Veterans. The initiative is run by Soldiers’ Angels, a nonprofit that proudly endorses a bipartisan approach to its operations, making it a respected and trusted organization by many. Their mission says it best: 

“to provide aid, comfort, and resources to the military community and Veteran community.”

The program’s motto — to make troops feel like 

 — captures the spirit perfectly. Thanks to the thousands of families, schools, and businesses that participate each year, that motto becomes a reality for troops stationed across the globe.

Beyond sending candy, Treats for Troops also teaches children and communities about gratitude, generosity, and the importance of supporting those who serve.

One of the best parts about Treats for Troops is how easy it is to get involved. Each year, local businesses, schools, military bases, and community groups can register online (for free!) to become official candy collection sites.

There’s just one small rule: each registered site must collect at least 10 pounds of candy to donate.

 Dental offices across the country lead the way in the number of collection sites each year! Way to go, dental world!

Pretty much any kind of store-bought candy is welcome! The Treats for Troops program has just a few easy guidelines to keep donations safe and sweet:

 is best (though small, unopened bags of loose candy—like candy corn—are fine too).

Whether you’re a parent, small business owner, or part of a community group, there are a few ways to take part in Treats for Troops:

. After registering, you can start collecting candy from 

, then ship it off to Soldiers’ Angels for distribution to troops and Veterans.

If you’re not running a collection site but have candy to share, no problem! Just check out the interactive 

 on the Soldiers’ Angels website to find a drop-off location near you.

Missed This Year? Plan Ahead for Next Halloween!

If you missed this year’s collection window, it’s never too early to start planning for next year’s Treats for Troops. Registration for collection sites typically opens around October 1 each year, so mark your calendar!

When you join the program, you’re doing more than just donating candy — you’re sending smiles, comfort, and gratitude to the heroes who give so much for our country.

To find out more or to register your organization for next year’s program, visit the official 

Soldiers’ Angels Treats for Troops page

. Together, we can make sure every service member knows they’re appreciated — one sweet treat at a time.

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claim can feel like financial and emotional whiplash. You’ve already uprooted your life, spent hundreds or even thousands of dollars out of pocket, and followed the rules. And yet, finance says no.

The truth? Most PCS denials are fixable. You don’t need to argue. You need to correct the gaps, cite the right rules, and resubmit with confidence. This feature gives you every step, template, and practical move you need to get your reimbursement approved.

Why PCS Claims Get Denied (And How to Fight Back)

 (JTR), which specify entitlements. Success depends on accurate orders, completed forms, and clearly documented expenses. 

Most denials result from missing paperwork or simple submission errors, not from ineligible expenses. Rest assured, a clear path to reimbursement is within your reach.

Most Common PCS Denial Scenarios (and How to Fix Them)

: No Certificate of Non-Availability (CNA). A CNA is an official document showing that government lodging was not available.

: You stayed off-base without proof that government lodging wasn’t available.

: Request a retroactive CNA from the lodging office. If that’s not possible, get a signed memo from your commander verifying the unavailability or mission necessity.

: Missing or unreadable lodging receipts.

: The itemized receipt wasn’t provided, illegible, or not marked “paid.”

: Contact the hotel for a digital replacement and submit with a matching 

 (GTCC) statement (a GTCC is the credit card issued for official travel expenses).

: Outdated form version used, calculations don’t match, missing signature, or fields left blank.

: Use the May 2011 version of the travel voucher form DD Form 1351-2, complete all required fields, and sign/date before resubmitting.

: Wrong trip distance, wrong number of vehicles claimed, or incorrect rate applied.

: Use MapQuest to calculate trip distance with the “most direct route” (the shortest reasonable way you could have driven) and the JTR mileage tables for the current year.

: Per diem or lodging costs exceed JTR limits.

: Finance can’t verify dependent status or travel length.

: Provide supporting documentation showing dependents, authorized travel days, or mission necessity that justifies a higher rate.

Read your denial notice and highlight each reason. Fix the documentation for each denied item and connect it to the correct JTR paragraph. Most denials involve missing receipts, needed authorizations, or incorrect forms.

Before resubmitting, fix every issue in your voucher. This includes:

 (May 2011 version, which is the main travel reimbursement document), signed and completed.

CNA or command memo (if required; a CNA is proof that government lodging wasn’t available).

GTCC statement showing matching charges (the GTCC is your official travel credit card)

 (PPM, when you move your own household goods).

Dependent travel docs (if travel is separated).

Expenses without documentation cannot be reimbursed. Complete documentation boosts approval chances.

Step 3: Submit for Reconsideration (Most Cases Resolved Here)

Subject: Reconsideration Request – PCS Travel Voucher, [Rank, Name, DoD ID], Orders Dated [Date]

I request reconsideration of my PCS travel voucher. The original settlement disallowed the following items:

[Item/Amount] – Denied for “[reason]”Correction: [receipt or document] has been attached.

[Item/Amount] – Denied for “[reason]”Correction: [memo or document] provided.

A corrected DD Form 1351-2 and supporting documentation are attached. Please advise if any additional information is required.

 to the Defense Finance and Accounting Service (DFAS), the agency that processes military pay and entitlements. DFAS is the next-level review authority for PCS reimbursements.

Subject: Appeal of PCS Travel Claim Denial – [Rank, Name, DoD ID]

I request a DFAS review of the attached PCS claim denial. I believe the denial misinterprets the Joint Travel Regulations (JTR) as follows:

Appeal Basis: JTR [paragraph number] authorizes reimbursement under [conditions]. Supporting documentation attached.

Appeal Basis: [provide rule or condition]. Documentation attached.

Requested relief: Reimbursement of [$], as authorized by the JTR.

Attachments: DD Form 1351-2, Orders, Receipts, CNA, GTCC Statement

If DFAS also denies your appeal, DOHA is the last stop. It is the final authority for PCS claims. Send all evidence and a clear, factual argument grounded in regulation through DFAS.

Only a small percentage of cases reach this point, and many are overturned in favor of the service member.

These expenses are typically considered personal and will not be reimbursed:

Pet boarding or personal pet travel (unless authorized in orders)

Hotel upgrades, room service, or luxury expenses

Food or lodging during unauthorized leave days

High-Impact JTR Rules Every PCS Mover Should Know

: You’re entitled to per diem for each authorized travel day, even if it overlaps with approved leave.

 (TLE) can be claimed when staying with friends or family, as long as you have meal receipts.

: Dependents traveling separately can claim reimbursements independently, including lodging and per diem

One-Paragraph Rebuttal (When You’re Exhausted)

Subject: PCS Voucher Reconsideration – [Rank, Name, DoD ID]

Please reconsider the disallowed items listed below, now supported with corrected documentation. Updated DD Form 1351-2, receipts, orders, and CNA attached. Reimbursement requested: [$]. Thank you for your review.

Correct version of DD Form 1351-2, signed and dated.

Lodging receipts, itemized and marked paid.

CNA or command memo if off-base lodging was required.

A denied PCS claim is neither personal nor final. 

, reference the JTR accurately, and submit a clear, assertive appeal. By following this guide, you will take control and maximize your right to reimbursement.

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Wherever there is online freedom, there are rules about what you share and how you share it. When a Navy officer’s post went viral and was not seen as “just a joke,” regulations suddenly became more important than ever before. In July 2023, Navy Lt. Cmdr. James Dickerson created a TikTok he considered harmless. He appeared in uniform, lip-syncing to Elsa’s “Let It Go” from Frozen and making an obscene gesture to the camera. He captioned it, “Working the day before leave be like.” 

 and reached his command. He then faced a court-martial under Article 133 of the 

 (UCMJ) for conduct unbecoming of an officer. Even though he was acquitted, the incident made clear that your online activity always represents the Navy, even if it feels casual or lighthearted. When you’re serving in the military, nothing you do online is ‘personal.’

, a memo with new rules for personal and official social media use by Sailors and Marines. Personal accounts are allowed, but they must be clearly personal. Service members can post in uniform or mention their rank, but not in a way that suggests the Navy or the Department of Defense endorses them. 

Later in 2025, the Navy provided further guidance, indicating it is now actively monitoring social media and will take action if posts harm the Navy’s reputation or violate the rules. 

Department of Defense’s policy, DoDI 5400.17

, which covers official social media use across all services.

The Navy is not telling you to stop using social media. It is asking you to use it responsibly. This means keeping your personal opinions separate from your Navy identity, following UCMJ rules, and ensuring you do not inadvertently misrepresent military views or share sensitive information. 

Even your “likes” and comments matter. Don’t forget that once something is on the internet, it’s very difficult to erase it. Proceed as if everything you post online is permanent.

 makes it clear that personal accounts must still follow military standards. Posting in uniform is allowed, as long as it does not promote a political agenda, personal business, or behavior that is not appropriate for a service member. 

Using a disclaimer such as “views are my own” is recommended, especially for officers and others in visible roles. Breaking these rules can lead to UCMJ action under Articles 88, 92, 133, or 134, depending on the seriousness of the violation. 

“The opinions and views expressed here are my own and do not necessarily reflect those of the Department of Defense or its components.”

Use social media to express lawful personal views

Post photos or videos in uniform, if context is appropriate

Share or engage with official Navy content, without implying endorsement of your personal views

Use your account to appear as an official Navy spokesperson without authorization

Engage in partisan political activity in uniform or using Navy/DoD assets

Share sensitive, non-public, or mission-related information

Use your rank or position to promote businesses or personal causes

Case 1: Senior Navy Medical Officer Relieved of Command

In September 2025, a doctor was fired for inaccurately listing her title on LinkedIn and refusing to correct it when asked. The problem was not just one post, but a pattern that showed a lack of integrity and professionalism.

In October 2025, the Navy sent a memo to the entire fleet saying it was “actively reviewing reports of misaligned social media use.” This made it clear that both leaders and all other personnel will be held responsible.

These cases illustrate that, even without a court-martial, careers can be affected by online actions that seem minor at first.

Yes, but add a disclaimer if your profile could be mistaken for an official account.

Can I post in uniform on my personal page? 

Yes, if the content is respectable, nonpartisan, and not commercial in nature.

Not if you’re in uniform, on duty, or using government devices. Even off-duty, avoid confusing political advocacy with military affiliation.

Yes. Engaging with extremist, defamatory, or unprofessional content, even passively, can result in administrative action.

The Navy’s social media rules do not replace operational security (OPSEC). Do not post deployment dates, ship movements, locations, or sensitive mission details, even after they happen. Even a simple photo can reveal a lot. Loose lips still sink ships.

For leaders and public affairs officers, the updated 

 (2024) has training modules for administrators and communicators. If you manage an official command social media account, review the handbook and make sure your management follows 

You may not be wearing your uniform, but your commitment remains. Social media is part of your public identity and your responsibility as a service member. 

The Navy is not asking you to stop posting; it is asking you to post with purpose. Know the rules, use disclaimers, protect the mission, and live the Navy’s values everywhere, including online. Your digital footprint is part of your legacy. Make it count.

Retention vs. Recruitment: Why You're Being Asked to Stay Longer

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The military is facing its toughest recruiting crisis in decades and is now offering bonuses, promotions, and extensions to keep experienced troops. With only 23% of young Americans eligible to serve, the situation is urgent. Every retention ask forces families into a pivotal choice: accept financial incentives and career advancement, or prioritize home life over service demands. Retention isn’t just an institutional solution; it’s a personal crossroads for families.

When Sergeant First Class Aaron Delaney got the call from his commander, he assumed it was about his pending separation paperwork. Instead, he heard five words that stopped him cold: “We’d like you to stay.”

After sixteen years, five duty stations, and two children who’d only ever known base housing, Aaron was ready to retire. His wife, Jenna, had lined up a new teaching job near their hometown in Colorado. Their kids had already picked out bedrooms in the house they’d be moving into that summer.

Then came the offer: retention bonuses, leadership opportunities, and flexible assignments. 

“It was flattering,” Jenna said. “But it felt like the military was suddenly changing our plans.”

That story is not rare across the branches; it's becoming the new norm.

The Recruitment Crisis Behind the Retention Push

 faces its toughest recruitment environment in 50 years. With just 23% of young Americans aged 17 to 24 eligible (due to health, education, and legal barriers), the military depends more than ever on retaining skilled personnel. This makes the retention-versus-recruitment balance a strategic, not just administrative, crisis, one that shapes decisions for families and national security alike.

For the past two years, the Army missed its recruiting goal, as did the Navy and Air Force. The Marine Corps barely hit its numbers. As a result, the services are shifting their focus from finding new recruits to keeping the people they already have. So far, for 2025, it looks like those recruitment goals are all checked off. For now. The early 2020s were an uphill battle for just about every branch.

“Every experienced service member we retain is one less we have to recruit,” said Retired Air Force Maj. Gen. Ed Thomas in a Pentagon briefing. “We’re in a fight for talent.”

This effort has brought a wave of new retention incentives. These include lump-sum reenlistment bonuses for pilots and cyber specialists, early promotion offers for non-commissioned officers, and flexible duty extensions for those in high-demand fields like healthcare, intelligence, and logistics.

For each service member asked to stay, a family is involved in the decision. Jenna Delaney wasn’t on the call, but the impact was immediate. As she packed boxes, she considered the effects on her own plans. 

"It’s not just one more tour," she said. "It’s another move for our kids. It’s another time I pause my career. Retention impacts the whole family."

Military spouses often bear the less visible consequences of retention. According to the DoD’s 

, one in three spouses puts careers on hold for service obligations. As Jenna skipped a meeting to help her children adjust, she noted how retention decisions can extend that pause. 

"This is our life too," she thought. "It’s their way of life as much as ours."

From the service’s perspective, retention is readiness. Losing experienced service members doesn’t just hurt numbers; it weakens institutional knowledge.

Each departure means months or years of training to replace the expertise lost. That’s why, in the last fiscal year alone, the 

 in recruiting and retention programs combined.

Retention keeps units stable and mission-ready, but for service members and families, it intensifies the conflict between loyalty to the mission and commitment to personal well-being. The main argument: retention is about more than filling roles; it is about negotiating purpose and priorities at both the national and personal levels.

The Decision Matrix: Stay, Go, or Negotiate

For active-duty service members, a retention offer is more than a career milestone; it’s a crossroads. If you’re asked to stay, here’s what to weigh before you say yes.

What is being offered? It could be money, a promotion, or more flexibility in where you serve. 

Bonuses vary by branch and specialty, sometimes reaching $90,000 in high-need areas like aviation or cyber. These bonuses are taxable, have time limits, and require longer commitments.

Extensions can delay your transition plans by 6 months or even 6 years. Think about how this could affect your family, finances, and mental health.

Every "yes" to another tour is a "no" to something else: education, a spouse's job, or kids settling into a civilian school. Research shows that stability is crucial for children's development. 

Frequent moves can disrupt children's learning, social roots, and academic continuity during key development periods. Recognizing these touchpoints underscores why saying "no" can be a protective decision.

If you feel ready to leave, no incentive can replace your peace of mind. Choosing your family’s stability over another award is a valid decision.

“I had to remind myself—this isn’t a moral failure,” Aaron said. “It’s a personal choice.”

For some service members, the push to stay is not always voluntary. They may experience 'mission guilt' or 'unit-loyalty pressure,' feeling that extending service is the only way to help their unit. This can leave individuals feeling torn between personal and professional obligations.

In 2024, the GAO warned that unclear communication around contract extensions can damage morale and retention. When service members feel guilt-tripped into staying, it undermines trust in leadership and amplifies burnout.

 (MFAN) are urging commands to “lead with transparency and empathy.” 

MFAN CEO Shannon Razsadin said, “Retention is about relationships. When service members feel respected and supported, they stay by choice, not by coercion.”

For spouses like Jenna, “the ask” feels different. It’s not just about duty; it’s also about identity.

“When he stays, we all stay,” she said. “We adjust our routine, explain the move to our kids, and start over again. It isn’t just one person’s career.”

Some families decline offers to maintain stability, even if it means forfeiting financial incentives. Others negotiate: one more year in exchange for stability of location or for children's schooling.

The main point is that spouses need a voice in the decision. Retention cannot last if family support falls apart.

Retention versus recruitment is not just a military issue. When hiring falls short, organizations focus on keeping experienced talent. But the heart of the issue is this: effective retention works only when both the institution's and the individual's needs are respected. Loyalty, in any field, can’t be ordered—it must be earned through mutual value.

As the sun set over Fort Campbell, Aaron and Jenna stood in their half-packed living room, the kids’ drawings already boxed up for what they thought was their final PCS. He had the retention papers in one hand and Jenna’s job offer letter in the other.

They chose to move home. But the decision wasn’t bitter; it was informed.

“It felt good to know the value of what we were giving up,” he said. “And to know it was ours to give.”

Whether you are active-duty, a Veteran, or a spouse, remember that you have choices. Ask questions. Demand transparency. Know your worth to both the mission and your family. What choice serves your family’s courage today? 

Reflect on your journey, acknowledge your resilience, and let the stories shared here guide your path forward. While the military decides who it needs, you decide what you need next.

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Emma didn’t understand why they couldn’t order pizza on Friday. Her dad, a Navy Senior Chief, explained their family had to “tighten up until the paycheck comes in.” They’d weathered multiple deployments, PCS moves, and long-distance lives before, but never had Washington put their budget on hold.

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