►
From YouTube: OSE to Begin Accepting GI Bill
Description
With John Miller, Brian Weinberg
Jon Miller - https://www.vetsmakeit.com/
Brian Weinberg - https://regeneration.us/
Notes at https://wiki.opensourceecology.org/wiki/Jon_Miller
-----------------
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A
B
B
A
Excellent,
keep
going
keep
going,
would
you
be
hopeful.
C
So
in
the
united
states,
there's
two
organizations
that
credential
employers
in
schools
and
that's
the
department
of
education
and
then
the
department
of
labor
and
so
from
what
I've
gathered
from
your
website.
You
already
have
an
apprenticeship
and
so
in
theory
that
could
potentially
fall
into
the
department
of
labor's
credentialing
program.
What
that
would
look
like
is
a
national,
nationally
recognized
certificate
of
an
apprentice
that
is
exportable
to
other
employers
and
could,
potentially,
you
know,
result
in
college
credit
and
then
that
is
the
pathway
to
gi
bill
certification.
D
I'm
sorry
sagan,
how
is
it
the
apprentice
considered,
employment.
C
The
department
of
labor
defines
apprentice
as
somebody
who
works
at
least
30
hours
a
week
is
on
a
what
they
call
a
work
pro.
I
think
it's
a
work
process
or,
in
other
words,
training
schedule
and
they're
earning
an
hourly
wage.
That's
at
least
50
percent
of
what
the
employer
considers
to
be
fully
qualified
for
the
position
that
they're
training.
C
So
that's
the
employer
side
as
an
educational
institution,
you
would
apply
through
the
department
of
education
and
then
that
would
be
your
your
gateway
into
the
gi
bill.
So
just
to
summarize,
if
I'm
a
soldier
leaving
the
military-
and
I
want
to
use
my
gi
bill-
I
have
three
options.
I
can
use
it
for
education.
I
can
use
it
for
on-the-job
training,
which
is
typically
shorter
and
less
restrictive
than
an
apprenticeship,
or
I
can
use
it
for
a
full
budget.
Apprenticeship.
C
C
It
depends
what
the
total
amount
is
and
what
the
program
is
but-
and
it
also
depends
on
if
the
school
in
quotation
marks
includes
in
their
total
tuition,
room
and
board
okay,
and
so
I
think,
the
the
nuances
of
this
I
have
to
get
back
to
you
on
specifically
how
that
would
apply
to
an
organization
like
yours,
but
in
theory
it
could
cover
all
of
it.
Okay,
okay.
D
C
Okay,
great
yeah
and
has
osu
been
around
for
at
least
two
years
running
the
apprenticeship.
A
C
Okay,
okay,
typically,
they
want
to
see
some
track
record
of
success
to
make
sure
like
it
as
a
risk
mitigation
against.
You
know,
exploitive.
C
C
So
like
austin
texas,
it's
something
like
1900
a
month
on
top
of
the
tuition,
I
have
only
dealt
personally
with
employers
seeking
national
apprenticeship
registration,
and
I
I
think
at
some
point
it
may
be
worth
me
just
giving
you
a
little
bit
of
my
background
in
the
context
that
I'm
coming
from
just
because
I
I
want
to
be
as
transparent
as
possible
about
my
limitations
as
well
as
like
a
small
business.
C
Yeah
absolutely
sure
so
I
got
my
undergraduate
in
mechanical
engineering
and
then
I
did
eight
years
in
the
army.
As
an
entry
officer,
my
exit
from
the
military
I
was
injured
and
I
had
about
an
18-month
recovery
process
which
was
essentially
graduate
school
for
military
transition.
C
I
was
placed
in
something
called
a
warrior
transition
unit,
which
is
your
full-time
job,
is
recovery
and
transition,
and
I
I
got
real
deep
into
the
red
tape
saw
the
costs
or
the
impact
it
was
having
on
particularly
younger
soldiers,
who
didn't
have
a
college
degree
who
didn't
have
as
much
life
experience
and
frankly,
didn't
have
a
support
number
and
at
the
time
I
was
very
focused
on
sort
of
climbing
the
achievement
ladder,
and
so
I
decided
to
go
to
grad
school.
C
I
was
interested
in
professional
services
because
that's
what
I
thought
success
has
been,
and
I
was
in
a
club
meeting
for
to
recruit
for
consulting
my
first
semester
of
grad
school
and
one
of
my
former
soldiers
committed
suicide,
and
I
received
a
notification
and
so
the
next
week
you
know
I'm
in
the
meeting.
I
get
the
call
and
then
a
couple
days
later,
I'm
at
the
funeral,
and
it
ends
up
being
this.
C
This
reunion,
with
the
platoon
I
served
with
in
afghanistan,
and
I
decided
then
and
there
that
seeing
them
struggle
and
knowing
what
I
what
my
experience
was
with
them
as
some
of
the
most
capable
humans
I've
ever
met.
C
I
realized
that
there's,
you
know
structural
issues
with
how
they're
being
transitioned
and
then,
when
I
reflected
on
my
own
service,
the
most
rewarding
part
of
it
was
the
human
part,
the
the
helping
people
realize
their
potential
and
and
empowering
them
and
making
them
feel
like
they
have
agency
in
the
world
and
and
and
pushing
against
sort
of
the
institutionalization
that
happens.
C
When
you
take
an
18
year
old,
you
condition
them
for
blind
obedience
and
then
kick
them
out
into
the
world,
and
so
I
came
back
to
grad
school
and
I
immediately
pivoted
to
entrepreneurship
started
this.
This
is
my
full-time
gig,
we're
mission
driven
for
private
company,
and
what
that
means
is
that
I
have
a
business
model.
I
can
walk
you
through
how
I
in
theory
make
money,
but
I
don't
charge
employers
or
veterans
unless
certain
conditions
are
met.
C
So,
for
example,
I
won't
charge
a
veteran
unless
they're
financially
better
off
than
they
were
when
they
were
full-time
active
duty.
I
won't
charge
them
unless
they
have
emergency
savings
for
at
least
three
months
and
some
other
criteria.
I
don't
charge
employers
until
they
become
certified
and
I
don't
charge
them
until
they're
satisfied
with
the
match
that
I
create
with
the
veteran
and,
at
the
end
of
the
day,
like
just
full
transparency,
I'm
here
to
solve
the
problem.
C
C
The
matchmaking
is
25
of
the
payroll
savings
that
the
employer
realizes,
so
I
get
an
employer
certified
that
enables
them
to
pay
an
entry-level
employee
less
than
they
would
if
they
just
went
off
the
street
and
tried
to
hire
somebody
who
was
fully
qualified
and
the
veteran
is
receiving
that
money,
drugs
within
the
government
and
so
there's
a
surplus
there
of
money.
That
is
essentially
this:
the
payroll
savings
on
the
employer
side,
and
so
at
the
end
of
their
training
program.
C
We
say:
okay,
this
is
how
much
money
you
saved
on
payroll
relative
to.
If
you
had
to
hire
somebody
on
the
street
who
wasn't
receiving
this
additional
housing
allowance,
I
take
25
of
that
value
and
then
you
realize
the
the
75
of
the
savings
over
a
two-year
period,
just
orders
of
magnitude,
a
concrete
installer
who
I
built
their
training
program
for
them.
It's
two
years
long.
C
The
total
price
that
they're
gonna
pay
at
the
end
of
that
is
something
like
six
grand
and
it's
it
covers
that.
You
know
that
that's
roughly
25
of
their
savings
they've
experienced
over
that
two
years.
D
I
have
a
question,
john
or
jonathan,
not
sure
john's
fine
yeah,
having
kind
of
read
about
osce
and
kind
of
understanding
everything
that
you
do.
What
was
your
sense
of
starting
off
point
for
us.
C
C
What
we're
going
to
call
the
work
process,
develop
a
wage
schedule
and
essentially
map
out
what
the
two
year
or
six
month
or,
however
long
you
want
the
apprenticeship
to
last
ideally
map
that
out
benchmarks,
and
then
we
submit
an
application
and
then
it's
an
iterative
process
with
the
department
of
labor
to
you
know,
address
their
concerns
and
fix,
and
my
experience
thus
far
with
the
department
of
labor
is
that
they're
trying
to
work
with
you
to
make
sure
that
your
you
know
your
your
goals
match
the
intent
of
the
apprenticeship
program.
C
Now
that
contrasts
with,
if
you
work
directly
with
the
va-
and
this
is
something
I
I
didn't
get
to
earlier-
but
you
can
also
pursue
something
called
on
the
job
training
certification
directly
through
the
va.
The
end
result
for
the
employer
is
the
same
in
the
sense
that
the
veterans
they
hire
would
still
receive.
The
same
gi
bill
benefit
as
an
on-the-job
trainee
instead
of
an
apprentice.
C
The
difference
is
the
pathway
to
get
there
and
once
a
veteran
completes
your
program
on
the
job
training
program,
it
won't
carry
the
same
credentialing
weight
that
an
apprenticeship
would
and,
in
my
experience,
dealing
with
the
va,
is
much
more
cumbersome.
C
D
Yeah,
maybe
I'll
just
share
one
thing:
that
the
university
of
missouri,
kansas
city,
jesse's,
hooked
us
up
with
dean
truman
in
the
engineering
school.
So
the
I
do
think
that,
like
having
that
deep
conversation
around
labor
versus
education
is
something
that
we'll
need
to
think
through
soon.
C
Is
that
you're,
saying
like
just
move
out
here,
we'll
pay
your
room
and
board
we'll
teach
you
you'll
join
immediately,
join
a
community
and
the
reason
that's
important
is
because
what,
in
the
seat
of
goodwill,
we
aim
at
veterans,
there's
that
that
income
piece
and
how
am
I
going
to
cover
my
bills,
piece
that
is
missing
from
a
lot
of
people
when
they
think
about
education,
and
so
I
think
that
you're
in
this
space
that
is
really
beautiful
in
terms
of
being
an
opportunity
in
which
you
answer
that
question
directly
for
the
veteran
of
like
how
am
I
going
to
survive
while
I'm
doing
that
like
we
have
that
take
care,
we
just
need
you
to
show
up
with
the
right
app,
meaning
and
yeah.
C
C
It
could
it
could.
It
depends
on
how
you
structure
the
program
and
and
again
I
think
it
going
down
the
education
pathway.
I
would
have
to
do
more
research,
but
you
know
if
it
was
structured.
Just
like
a
trade
school.
There
is
a
potential
there.
B
B
C
I
don't
think
so.
That's
a
great
question
for
me
to
pass
along,
but.
B
C
I
would
start
with
education.
I
I
think
you're
gonna
run
into
the
problem
of
you:
haven't
met
the
two-year
criteria,
but
you
know
you're
already
plugged
into
the
university
system
there,
I'm
developing
some
some
contacts
at
the
va
and
department
of
labor
at
the
moment
that,
like
maybe
this
is
a
conversation
we
can
have
where
this
is
an
exception
to
the
rule
because
of
your
your
decade,
long
history,
plus
what
you're
offering
for
a
very
reasonable
tuition,
and
so
it
you
know,
I
think,
stay
true
to
your
values.
C
First,
if
the
the
time
barrier
becomes
an
issue,
I
don't
know
that
the
apprenticeship
pathway
is
going
to
be
compromising
in
any
way
from
from
your
vision,
simply
because
you're
still
empowering
people
with
skills-
and
you
know
an
income
just
happens-
to
be
something
that
is
going
to
solve
in
a
short-term
problem.
A
C
Yeah,
I
mean,
I
think
I
think
you
have
a
selection
process
for
very
specific
veterans,
and
I
mean
like,
if
we're
just
talking
about
the
veteran
community,
I
think
you
have
a
very
competitive
selection
process
to
mitigate
that
risk.
I
think
that
that
your
actions
through
the
existing
program
speak
for
itself
to
achieving
the
intent
that
you,
just
you
mapped
out
like
we're,
not
just
creating
workers
here,
we're
creating
entrepreneur
like
like
people
who
are
going
to
take
skills
and
solve
problems
at
the
community
level.
A
A
B
A
D
A
What
I
aim
for
in
this,
what
we
aim
for
him
in
a
whole
program,
the.
C
The
quickest
route
would
definitely
be
department
of
labor
in
building
an
apprenticeship
and.
D
One
comment
on
that:
john
is
about
the
two
years.
I
don't
know
if
the
he's
remembering
representing
himself
well
enough
in
terms
of
what
he's
done
and
how
many
people
he's
taught
you
know
through
different
time
periods
over
the
last
10
years.
I
know
that
there's
a
lot
of
people
that
have
learned
are
learning
from
march
and
not
just
these
nine
people
that
are
there
right
now,
so
I
think
we
could
string
together
a
narrative
that
could
satisfy
the
two-year
thing.
I
don't
know
if
you
feel
similarly
martian
yeah.
A
A
D
B
A
Of
people
to.
A
C
I
I
I
think
that
the
three
of
us
right
now
are
thinking
much
harder
about
the
extent
the
credibility
of
your
organization
than
any
bureaucrat
at
the
department
of
labor
will,
and
so
what
that
means
is
that,
as
long
as
we
can
communicate
with
the
right
people,
we
will
be
able
to
tell
that
story
and
will
satisfy
their
concerns.
D
D
Well,
I
meant
umkc
has
a
provost
and
you
know
state,
you
know
all
this.
I
don't
know
in
my
experience.
I
just
I
think
that
we'll
just
have
to
wait
and
see
how
that
conversation
goes,
but
I
like
the
labor,
seems
to
be
like
direct
to.
D
A
A
D
I
I
was,
I
don't
know,
I
think,
if
you
partner
with
the
university,
you
could
probably
do
it
very
quickly
because
they're
probably
already
set
up
but
they're
gonna
take
out
of
the
chunk
of
those.
C
C
I
I
can
that
just
becomes
one
of
the
places
on
the
list
of
options
where
I
can
use
my
gym
now
to
clarify
the
quickest
route
from
this
meeting
forward
is
to
meet,
is
for
me
to
immediately
call
by
contact
the
department
of
labor
and
and
start
the
application
process,
and
then
we
would
have
to
go
through
a
putting
your
curriculum
on
paper
and
I
could
send
you
an
exam
and
it
the
the
variance,
is
extremely
wide
on
what
they
accept.
C
Depending
on
who
who
you
talk
to
to
achieve
your
vision
as
osc
as
a
strictly
educational
place,
I
don't
see
any
reason.
I
can't
concurrently,
you
know,
do
some
research
and
get
better
answers
for
you
on
how
to
apply
and
who
the
contacts
are,
and
I
will
be
the
first
person
to
tell
you
if
this
is
outside
my
capability,
and
you
should
talk
to
somebody
else.
I
I
believe
in
what
you
do,
and
so
I'm
gonna
figure
out
a
way
to
support
that.
C
No
matter
what
yeah
and
and
like,
I
think,
sorry,
good.
C
You
want
to
tap
into
the
veteran
talent
pool
one
way
to
do
that
is
to
have
the
gi
bill
incentive,
and
so,
from
their
perspective,
your
ability
to
select
the
right
talent
from
the
veteran
pool
doesn't
really
matter
to
them.
If
it's
education
or
apprentice,
if
the
end
state
is
that
you
know
their
basic
needs,
are
met,
they're,
learning,
a
skill
and
there's
some
structure
to
their
life,
as
it
does.
A
A
Right
so
I
don't
think
we're
any
unique
on
that,
but
because.
B
A
A
C
Network,
where
it's
it's,
it's
not
the
traditional
employer.
It's
a
it's
a
person,
who's.
A
A
A
They
kind
of
control
their
pay
because
they
they
set
their
own
schedule
and
work
how
much
they
want
to
work.
Really
I
mean
I
don't
want
to
compare
to
like
mlm
stuff,
like
multi-level
marketing
thing,
where
you're
actually
going
door-to-door
and
it's
up
to
you
how
motivated
you
are
to
do
it
so
set
up
a
an
infrastructure
where,
where
the
individuals
they're
incentivized,
with
things
like
continuous
product
development
from
osce
and
ongoing
training,
that
you
can
keep
rising
so
you're
buying
into
a
lifestyle
of
lifelong
learning,
it's
not
a
job.
C
A
Creators
of
it
so
so.
B
C
Yeah
a
lot
a
lot
to
address.
There
start
start
with
labor,
because
that's
the
door.
That's
currently
open
to
you
for
sure
right
now,
I'll
do
research
into
education
and
because
there's
no
reason
you
can't
it
sounds
like
potentially
do
both.
But
again,
the
impact
to
your
ability
to
incentivize
people
to
apply
is
is
the
same
regardless
in
terms
of
your
vision,
okay,
so
so
what
the
gi
bill
is
going
to
do?
C
That's
recognized
by
the
department
of
education
or
a
certificate,
that's
recognized
by
the
department
of
labor
which
each
potentially
have
implications
but,
like
I
think,
I'm
in
good
company
when
I
say
that,
let's
not
overstate
the
value
of
credentials
here,
like
that's,
not
the
point,
but
the
point
is
to
get
the
right
people
and
it
just
so
happens
that
a
certain
portion
may
be
locked
into
this
veteran
community.
That's
really
hard
to
reach
yeah.
C
So
I
don't
know
if
I
answered
your
concerns
there,
but
the
way
I
see
it
really
all
we're
talking
about
here
is
expanding
the
funnel
for
you,
in
terms
of
who
you
can
capture
meeting
veterans
where
they
are,
is
a
unique
service
that
I
provide
but
yeah.
You
know
there's
a
lot
of
ways
to
do
that.
Everything
else
is
unimpacted
by
by
this.
A
So
so,
how
about
the
part
where
okay
so.
A
A
A
C
Oh,
I
I
it's
a
service
I
provide
as
well.
It
starts
with
a
conversation
like
this
and
brian.
You
know
you
may
be
familiar
with
this
business
school,
but
it's
essentially
mesi
mutually
exclusive,
completely
exhausted.
We
just
need
to
create
buckets
of
things
that
you
do
so
it
could
be
like
you
know.
You
know
first
principles
like
physics,
dynamics
that
kind
of
thing
material,
science,
and
then
it
could
be
fabrication.
C
It's
another
bucket
and
field
testing,
qa
right
and
then
once
we
have
those
buckets,
then
we
start
going
down
into
the
next
level
of
like
here's,
a
list
of
tasks.
We
know
you
need
to
be
proficient
in
right.
We
know
you
need
to
understand
eye
protection
and
ear
protection
like
basic
safety,
so
I
think
you
can
figure
out
where
I'm
going
with
this
once
that's
done,
we
assign
a
rough
hour
allocation
to
it
of
what
you
think.
This
is
all
theoretical.
It's
all
guess,
and
then
you
decide.
C
D
C
Rocks
right
it,
you
know
down
the
labor.
You
know
category.
The
the
wage
schedule
is
another
big
component
that
that
employers,
you
think
hard
about,
because
what
what
it
means
is
that
you
know
you
have
to
put
yourself
in
the
shoes
of
a
traditional
employer
and
say
like
well.
A
graduate
of
osce
is
potentially
worth
30
an
hour.
Let's
say
that
means
that
on
day
one
I
can't
pay
a
green
apprentice,
any
less
than
50
percent
of
that.
So
this
I
figured
out
my
floor.
C
I
figured
out
the
target
I'm
going
to
now
over
this
training
period.
I
got
to
figure
out
at
what
point
I'm
going
to
escalate
if,
at
all
and
figuring
out,
that
schedule
become
becomes
like
the
minimum
standard.
That
is,
you
know
stamped
on
your
application
that
you
have
to
follow
and
that
you're
obligated
to
follow.
C
Yeah
you're
the
first
nonprofit
I've
worked
with,
and
so
but.
C
Nonprofits
can't
be
employed
or
can
be
gi
bill
certified.
I
think
it's
actually
a
it's
a
it's
a
positive
mark
on
your
application.
Really,
I
think
so.
So
I
don't
have
the
answer
for
you,
but
I
don't
really
know
if
that
it
matters.
What
the
only
implication
is
that
let's
say
you
take
an
apprentice
on
you
run
out
of
funding,
and
so
now
you
can't
pay
them
their
wages
anymore.
C
C
Correct
under
an
education
route,
the
money,
the
va,
pays
you
the
tuition,
the
veteran
also
receives,
and
so
so
this
is
another
slight
nuance.
If
I'm
a
veteran
I
go
to
school,
the
gi
bill
pays
my
tuition
and
I
get
a
monthly
housing
allowance
for
as
long
as
I'm
in
school
and
it's
proportional
to
how
full-time
I
am
and
it's
based
on
zip
code,
that's
education!
If
I
just
do
employment,
I
only
receive
the
housing
allowance,
obviously,
because
there's
no
tuition
to
be
paid.
C
So
in
theory,
the
monetary
value
to
the
veteran
of
the
of
the
education
program
is
vastly
higher
in
just
dollar
cents
than
if
I
only
receive
the
housing
allowance,
because
I'm
also
getting
tuition
paid.
However,
you
and
I
both
know,
you
know,
the
monetary
value
of
getting
tuition
paid
doesn't
translate
to
real
life
value
so.
D
This
is
good,
I
think,
marching
as
we're
riding
our
sibers
and
we
are
selling
into
the
you
know
the
the
kits
and
things
like
that.
That
will
justify
more
the
labor
side.
D
The
the
education
sounds
more
in
line
with
what
you're
currently
doing,
because
his
current
model
is
people
pay
him
for
to
attend
an
apprenticeship.
C
Yeah,
I
I
think
that
I
think
there's
a
world
in
which
both
you
know
possible.
We
start
both.
You
know
as
soon
as
you
say,
go
to
give
you
some
context:
the
franchise
fitness
company
that
I
was
talking
about.
They
have
something
they
call
starting
strength
university
in
which
people
pay
to
attend,
to
become
coaches
and
that's
at
a
specific
franchise
location,
and
they
have
a
currently
in
the
works,
an
apprenticeship
pathway
in
which
the
people
are
employees
of
gyms.
C
Now
they
are
distributed
across
the
country.
They
have,
you
know
their
coaching
for
that
credentials
extremely
demand,
and
so
they
can
build
into
their
financial
model.
Franchise
owners
using
profit
sharing
to
subsidize
apprentice
wages
initially,
but.
D
C
C
Yeah,
that's
a
great
question
so
anywhere
from
two
to
six
months.
Until
your
giggle
certified
on
the
official
list,
kovit
has
completely
screwed
up.
I
I
with
one
particular
application.
I
was
in
the
process
for
two
years.
A
part
of
that
was
because
I
didn't
know
what
I
was
doing
initially
and
then
covet
hit,
and
then
you
know,
but
I
I
you
know
two
to
six
months:
it's
the
government
I'm
doing
my
best.
A
C
A
A
C
I
think
so
no,
no,
I
think
that's
right,
and
I
think
that
you
know
what
what
we're
talking
about
here
is
more
of
a
binary
problem:
you're
either
general
certified
or
you're
not.
But
none
of
that
the
the
implications
of
that
on
how
you
craft
the
veteran
or
the
student
experience
or
the
entrepreneur
experience
you
know
are
minimal
because
it's
either
you
have
access
to
this
talent,
pool
of
incentives
or
you
don't
so
your
internal
workings
of
how
you
want
to
craft
the
program
are
unaffected.
C
It's
simply
a
matter
of
you
know
which
road
will
give
us
the
most
benefit
in
terms
of
fast
gi,
bill
approval,
and
you
know,
jesse
brought
this
up.
I
was
hesitant
to
talk
about
it.
You
know
this
early
in
the
fall
because
I
don't
know
much
about
it.
Bring
it
on.
C
C
A
A
C
Right,
okay,
so
so
for
the
labor
route,
the
veteran
will
receive
the
wages
they
get
from
being
an
apprentice
and.
C
Right
that
comes
from
you
and
a
monthly
housing
allowance
which
is
paid
directly
by
the
va.
We
call
it
a
housing
allowance
because
it's
based
on
the
zip
code
and
cost
living.
C
However,
it's
literally
just
cash
there's
no
no
strings
attached
to
that
as
an
apprentice
and-
and
this
is
a
nuance
of
it,
but
as
the
the
train
program
goes
on
every
six
months,
the
number-
the
the
numeric
value
of
the
housing
allowance
decreases
20
every
six
months,
and
that
is
designed
to
compensate
for
the
fact
that
as
they're
gaining
experience
as
an
apprentice,
their
wages
are
but
in
principle
labor
they
get
a
salary
from
you
and
they
get
money
from
the
va
monthly.
C
Just
cash
education
is
the
va,
pays
you
the
the
school,
the
tuition
and
you
do
with
whatever
you
need
to
with
that
money,
to
support
your
curriculum
and
the
veteran
receives
the
housing
allowance,
the
same
cash
payment.
They
would
that
in
that
circumstance
it
does
not
decrease
every
six
months.
It
remains
constant,
based
on
zip
code.
The
only
thing
that
would
change
the
monetary
value
of
it
is
if
they
have
to
go
part
time
in
a
given
month.
C
I
don't
think
so,
so
what
that
would
entail
is
congress
to
change
the
blanket
benefits
that
are
currently
a
part
of
the
post-9
11
gi
bill.
So
what
then,
you
know
right
now:
every
veteran
who's
100
eligible,
which
just
means
that
you
serve
the
basic
amount
of
time,
is
36
months
of
benefits.
C
On
top
of
that,
if
you
go
to
most
colleges,
there's
something
called
the
yellow
ribbon
program
which
will
make
up
the
difference
so
that
you
don't
have
to
pay
anything
out
of
pocket
for
a
four-year
degree.
But
it's
again
variance
is
really
high
on
that
in
order
to
have
a
phd
level
in
terms
of
like
anything
longer
than
36
months,
what
they
require
is
congress
to
pass
yeah.
So
essentially,
what
what
the
existing
program
is?
A
C
Well,
it's
it's
funny
because
the
36
months,
like
they
only
charge
you
or
that
only
applies
to
academic
months
right.
So,
if
you're,
if
you're
technically
in
school,
four
years,
really
you
only
went
to
class.
C
There's
I'm
sure
rooms
full
of
people
that
try
and
do
the
math
on
this.
At
the
end
of
the
day,
from
the
veteran's
perspective,
they
just
see.
Oh,
I
received
full
bah
this
month
or
the
housing
lots.
So
I
guess
that
means
I
was
full-time
and
then
in
may,
when
classes
end
the
second
week
they're
probably
going
to
receive
less
housing
allowance
because
it
didn't
count
as
before.
C
A
A
So
let's
get
the
clarity
on
in
the
gi
bill
for
labor
for.
B
C
So
so
the
veteran
perspective
I'll
do
the
veteran
and
employers
perspective
the
veteran
perspective.
If
I
do
an
apprenticeship
that
is
gi
bill
certified
I'm
happier
because
the
va
is
paying
me,
you
know
12
to
1200
to
2
000
in
cash
a
month
on
top
of
what
I'm
making
on
my
apprenticeship.
C
C
The
reason
this
is
important
for
veterans
is
because
they're
you
know,
have
it
have
a
network,
and
you
know
skill
gap
coming
from
the
military
in
that
immediate
short
term,
and
so
the
extra
cash
up
front
to
help
subsidize
my
transition
from
the
military
is
a
huge
incentive
in
terms
of
who
I
work
for
and
then
you
know
obviously
there's
the
benefit
of
this
employer
was
conscientious
enough
to
apply
to
this
big
federal
program
and
is
going
to
teach
me
a
skill
which
is
the
whole
reason
that
they're
eligible
in
the
first
place.
C
C
C
I
can
help
you
solve
that,
because
I'm
going
to
teach
you
a
skill
and
bring
you
from
military
structure
into
some
sort
of
education,
job
combination,
structure
and
you'll
make
more
money.
All
I
ask
is
that
you
show
up
with
the
right
attitude,
so
so
from
the
employer
perspective,
it's
increased
access
to
talent,
reduced
payroll
expenses.
Those
are
the
two
main
reasons
why
an
employer,
you
know,
in
theory,
would
want
to.
C
Okay,
so
this
is
a
much
longer
conversation
I'll
do
my
best.
If
you
breathe,
there's
no
reason
to
expect
a
veteran
is
going
to
be
any
better
or
worse
than
than
a
similar
peer
from
the
civilian
community.
C
What
you
do
experience,
however,
is
that
the
tales
of
the
distribution
are
much
fatter
and
wider,
so
the
best
veteran
that
you
find
as
a
22
year
old
is
going
to
be
head
and
shoulders
above
the
best
civilian
that
you're
going
to
find
you
know
and
be
hyperbolic
here,
but
they're
going
to
understand
accountability
in
a
way
that
you
you
know
their
peers
can
never
could
they're
going
to
unders
they're
going
to
have
great
they're
going
to
you
know,
be
problem
solvers
they're,
going
to
be
leaders
they're
going
to
be
have
values
right.
C
Perseverance,
like
that's
the
best
side
of
the
distribution,
that's
really
what
you're
targeting
yeah
but
there's
you
know
on
the
other
end
of
that
are
veterans
who,
like
showed
up
to
the
military,
with
terrible
coping
skills,
the
military
made
it
worse
and
they
had
a
bad
trauma
experience
and
you
know
they're
kind
of
out
on
their
own
at
the
moment,
and
so
now
you
get
into
things
like
suicide.
Substance
abuse
homelessness.
C
So
you
know
the
there's,
not
you
know
better.
I
call
it
the
veteran
paradox
in
a
certain
context.
You
see
people
do
superhuman
things
and
in
other
contexts
you
know
you
watch
them
struggle
to
parent
and
that
disconnect
I'm
still,
you
know
pulling
at
those
threads
because
it's
really
complex.
But
you
know
the
value
proposition
of
outlaws
incorporate
is
essentially
we're.
C
Gonna,
we're
gonna
disentangle
that
paradox
for
you,
because
we
have
a
connection
with
the
veteran
community
that
any
institution
that
talks
at
veterans
about
what
they
should
be
doing
or
how
they're
going
to
help
them
or
give
them
free.
You
know
transition
assistance,
you
know
what
they,
though
they
fail
to
see,
is
that
from
a
22
year,
old's
perspective
in
the
military.
C
The
last
thing
they
want
to
do
is
deal
with
another
institute
for
anything
that
looks
like
me,
so,
okay
and
please
stop
me
if
I'm
rambling,
this
is
kind
of
my
predator.
B
A
C
A
A
A
The
vets
on
the
employment
route,
so
if
we
provide
housing
on,
are
there
any
issues
with
that
when
we
provide
housing
like
what's
how
do
you
determine
the
the
pay
structure
there
that
just
competitive
market
right.
A
D
A
Saying
I'm
saying
if
we.
B
A
Housing
on
site
that
we
provide
part
of
it.
If
we're
going
to
have
24
people
on
site
year
round,
we
need
to
increase,
build
up
a
little
more
infrastructure
as
well.
Here
yeah,
we
can
house
some
people
already
and
I
was
just
inquiring
how
what's
the
typical
practice
for
what?
What
are
those
rates?
How
are
those
rates
determined.
C
C
The
appointment
right
so
I
keep
using
housing
allowance.
It's
it's
only
a
housing
allowance
in
the
sense
that
it's
based
on
your
zip
code,
so.
C
Zip
code,
the
the
physical
location
of
ose
is
that
will
set,
and
I
can
look
it
up
right
now.
If
you
want
that
will
set
the
monthly
cash
that
they
get
and
then
they
can
use
it.
However,
they
want
okay.
A
And
how
do
well.
C
C
C
There
are
a
lot
of
companies
that
help
employers
find
veterans
and
vice
versa.
I
am
the
only
one
that
does
both
that
I've
found.
It's
me
you're,
looking
at
how's
incorporated.
C
At
the
same
time,
yeah
the
the
people
I
have
run
into
that
do
this
kind
of
work
are
all
bureaucrats
who
do
a
very
specific
narrow
party.
C
A
Not
like
prejudiced
for
one
side
or
the
other,
I
like
that.
C
I
mean
the
short
answer
is
that's
what
made
sense
to
me
and
I
I
have
zero
pressure
to
scale.
So
I
I
don't
report
to
a
board.
I
have
a
roof
over
in
my
head
and
my
family
is
comfortable
because
my
wife
works
full
time
and
my
again
it
just
goes
back
to
my
mission.
I
here
to
solve
a
problem.
I
think
there's
a
lot
of
value
to
be
unlocked,
but
you
know
this.
I
know
for
a
fact
is
going
to
be
a
multi-year
process
for
me
you
know
and
I'm
okay.
A
A
B
A
They're
gonna
get
hired
to
talk
about
here,
we're
going
to
transform
this
and
that
industry.
So
you
see
the
point
yeah.
C
Yeah,
I
look.
I
I
want
you
to
be
certified
as
an
education
institution.
I
think
I
think
that
makes
the
most
sense.
I
mean
like
actually
even
from
a
marketing
standpoint,
like
marketing
standpoint
of
how
you
communicate
to
the
the
narrow
subset
of
people
you
want
in
your
organization.
C
So
I,
after
this
call,
if
you
know
you're,
okay
with
it
I'll,
do
all
the
research
I
can
and
then
we'll
schedule.
Another
call-
and
I
can
up
you
know
brief
you
on
what
I've
learned
about
what
you
have
to
do
as
an
organization
to
get
certified
whether
or
not
I'm
the
best
person
to
do
it
for
you
and
look
I'll
be
involved
as
much
as
you
want.
C
If
I
have
to
send
you
to
an
expert
I'll,
happily
do
that
you
know
you
I'll,
let
you
drive
and
be
in
that
sense.
So,
but.
A
C
Typically,
it's
me
with
a
blank
document
open
and
you
talk
and
I
just
take
notes.
It
sounds
like
you
have
some
things.
You
know
on
paper
already,
that's
cool
too,
but
you
know
I
like
to
do
it
fresh
off
of
the
head
of
the
person
who's
going
to
be
running
it.
Oh.
B
B
A
David,
like
brian
david's,
work,
trying
to
connect
more
to
the
university
side,
but
that's
that's
consistent
with
I
mean
I'd
like
to
have
an
integrated
operation
like
I.
I
do
envision
osu's
a
highly
integrated
operation,
so
we
can
teach
we're.
D
C
When
absolutely
yeah,
so
next
week
is
best
for
me,
let
me
pull
up
my
calendar.
Let's
see.
C
Yeah
friday,
before
1pm
cst
is
good.
Otherwise
I've
got
do
you
have
any
evenings.
A
Open,
could
you
maybe
try
evening
sure
anytime
right
now
like
right
now,
this
was
lunch
lunch
time
in
a
busy
day
afterwards
may
be
a
good
time
after
five,
five
pm
or
later,
if
that
works
for
you
csd.
What
zone
are
you
in.
C
Oh
I'm
east
coast,
so
I
would
say,
but
I
do
my
best
to
protect
bath
time
and
dinner
time,
but
6
p.m,
6
p.m,
est
so
er,
sorry,
6
p.m.
Cst
is
ideal
for
me
if
you
wanted
to
do
that.
A
C
C
Yeah,
I'm
actually
just
noticing.
Is
it
give
me
a
problem
if
I
actually
push
that
a
little
bit
later
to
7
30,
so.
A
Okay,
switch!
What
about
thursday.
A
C
A
It's
insane
I
have
to
do
it
yeah
that
kind
of
a
schedule
so.
A
A
B
C
Yeah
I
mean
I,
I
can't
let
you
on
this
call
without
saying,
like
I
just
love
your
vision,
I
I
I'm
so
glad
to
find
somebody
that
believes
education,
isn't
something
that's
done
to
you,
and
so
I
have
so
much
admiration
and
also
like
you
know,
please
keep
in
mind.
I
expect
zero
commitment.
So
if,
if
anything
changes
and
you
you
know,
I
don't
want
you
to
feel
tethered
or
obligated.