Bill Overview
Title: Military Spouse Hiring Act
Description: This bill expands the Work Opportunity Tax Credit (WOTC) to include the hiring of a qualified military spouse. (The WOTC permits employers who hire individuals who are members of a targeted group such as qualified veterans, ex-felons, or long-term unemployment recipients to claim a tax credit equal to a portion of the wages paid to those individuals.) A qualified military spouse is any individual who is certified by the designated local agency as being (as of the hiring date) a spouse of a member of the Armed Forces.
Sponsors: Sen. Kaine, Tim [D-VA]
Target Audience
Population: Military spouses
Estimated Size: 1000000
- Military spouses often face employment challenges due to frequent relocations and deployments of their spouses, which limit their job opportunities and career advancement.
- The U.S. Department of Defense estimates that there are over 600,000 active-duty members of the military, and a significant number of these service members have spouses.
- Many military spouses are often underemployed or unemployed compared to their civilian counterparts.
- By including military spouses in the Work Opportunity Tax Credit (WOTC), employers may be incentivized to hire them, thereby improving their job prospects.
- The global military community, including active-duty forces and their families, often faces similar challenges worldwide.
Reasoning
- Given the budget and estimated target population, not all military spouses will be impacted equally; some may gain significant employment opportunities while others may see little to no change, depending on local job markets.
- Employers may prioritize military spouses if the tax credit is substantial and if they are informed about the opportunity.
- The limited budget implies that the policy may only moderately enhance job prospects for this group unless additional funds or incentives are allocated.
Simulated Interviews
homemaker (San Diego, CA)
Age: 32 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 5.0 years
Commonness: 8/20
Statement of Opinion:
- I hope this policy encourages more businesses to consider hiring military spouses. It's hard to find stable work with our constant moves.
- I'm optimistic but unsure how much impact it will have locally, given we are also a high-cost area.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 8 | 7 |
| Year 20 | 8 | 7 |
retail manager (Jacksonville, FL)
Age: 28 | Gender: male
Wellbeing Before Policy: 5
Duration of Impact: 10.0 years
Commonness: 10/20
Statement of Opinion:
- This new policy could help me find a full-time job with better benefits, which is much needed.
- The biggest barrier is finding employers who understand the challenges of military life.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 9 | 6 |
| Year 20 | 9 | 6 |
school teacher (Fort Hood, TX)
Age: 45 | Gender: female
Wellbeing Before Policy: 7
Duration of Impact: 2.0 years
Commonness: 6/20
Statement of Opinion:
- I feel well-established in my career, but this initiative could support others who are struggling.
- I'd like to see military bases and local communities actively promote this policy.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 7 | 7 |
| Year 3 | 7 | 7 |
| Year 5 | 7 | 7 |
| Year 10 | 7 | 7 |
| Year 20 | 7 | 7 |
freelance writer (Norfolk, VA)
Age: 39 | Gender: other
Wellbeing Before Policy: 8
Duration of Impact: 0.0 years
Commonness: 4/20
Statement of Opinion:
- The policy might not change much for freelancers like me, but it could broaden my network.
- Overall, more stable job options for other spouses could improve community life.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 8 |
| Year 2 | 8 | 8 |
| Year 3 | 8 | 8 |
| Year 5 | 8 | 8 |
| Year 10 | 8 | 8 |
| Year 20 | 8 | 8 |
IT technician (Colorado Springs, CO)
Age: 34 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 5.0 years
Commonness: 7/20
Statement of Opinion:
- I'm in a decent job, but if the policy opens doors to roles with more responsibility, I'm all for it.
- Tech fields should embrace this, but they need education on why hiring military spouses is beneficial.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 8 | 7 |
| Year 20 | 9 | 7 |
nurse (Fayetteville, NC)
Age: 41 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 4.0 years
Commonness: 9/20
Statement of Opinion:
- I believe this act can make healthcare employers more receptive to my applications.
- Competition for these jobs is fierce, especially with local military dependents.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 7 | 5 |
| Year 10 | 7 | 6 |
| Year 20 | 8 | 6 |
academic researcher (El Paso, TX)
Age: 30 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 3.0 years
Commonness: 5/20
Statement of Opinion:
- As a researcher, my job is stable, but this could help my partner find more flexible work options.
- I am cautiously optimistic about how far-reaching this policy will be.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 6 |
| Year 2 | 6 | 6 |
| Year 3 | 6 | 6 |
| Year 5 | 6 | 6 |
| Year 10 | 6 | 6 |
| Year 20 | 6 | 6 |
entry-level accountant (Virginia Beach, VA)
Age: 27 | Gender: male
Wellbeing Before Policy: 5
Duration of Impact: 5.0 years
Commonness: 11/20
Statement of Opinion:
- The job market is rough for newcomers; the policy could act as a good entrypoint into more stable employment.
- I'd like to see awareness campaigns about this policy for maximum effect.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 8 | 5 |
| Year 5 | 8 | 6 |
| Year 10 | 8 | 6 |
| Year 20 | 8 | 6 |
entrepreneur (Honolulu, HI)
Age: 48 | Gender: female
Wellbeing Before Policy: 9
Duration of Impact: 1.0 years
Commonness: 3/20
Statement of Opinion:
- As a business owner, I see potential in hiring military spouses; they bring diverse experience.
- This policy might not impact me directly, but it could benefit those I hire.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 9 | 9 |
| Year 2 | 9 | 9 |
| Year 3 | 9 | 9 |
| Year 5 | 9 | 9 |
| Year 10 | 9 | 9 |
| Year 20 | 9 | 9 |
chef (Anchorage, AK)
Age: 36 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 6.0 years
Commonness: 7/20
Statement of Opinion:
- Providing more stable job opportunities is crucial, especially with my wife's deployment.
- Restaurants could benefit from the tax credit, encouraging more hires.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 8 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 9 | 7 |
| Year 20 | 9 | 7 |
Cost Estimates
Year 1: $900000000 (Low: $600000000, High: $1200000000)
Year 2: $900000000 (Low: $600000000, High: $1200000000)
Year 3: $900000000 (Low: $600000000, High: $1200000000)
Year 5: $900000000 (Low: $600000000, High: $1200000000)
Year 10: $900000000 (Low: $600000000, High: $1200000000)
Year 100: $900000000 (Low: $600000000, High: $1200000000)
Key Considerations
- Estimates assume a steady uptake rate by employers over the years.
- External factors such as economic conditions and defense policy changes could influence employment opportunities for military spouses.
- The long-term employment retention of military spouses and the stability of their employment are critical for realizing anticipated benefits.