it is a tour of duty

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Mobcop • tour of duty.

Provides a portal to post, find and volunteer for Active Duty tours. Tour of Duty (TOD) is a system for advertising AD opportunities where RC Soldiers can look for available tours that match their skills and desire to serve. Soldiers can volunteer for consideration for the tours and the hiring commands can screen and recommend interested candidates as part of the TOD process. Soldiers recommended to fill the tours sign automatically generated request packets in DAMPS-A.

Soldiers that would like to volunteer for mobilizations should contact their unit and ask to be added to the G1 MOB Volunteer list.

HRC Contact Number: 1-888-ARMYHRC ( 1-800-276-9472 )

MOBCOP - https://mobcop.aoc.army.pentagon.mil/

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Tour of Duty

The trials of a U.S. Army platoon serving in the field during the Vietnam War. The trials of a U.S. Army platoon serving in the field during the Vietnam War. The trials of a U.S. Army platoon serving in the field during the Vietnam War.

L. Travis Clark
Steve Duncan
Terence Knox
Stephen Caffrey
Tony Becker
61 User reviews
4 Critic reviews
2 wins & 5 nominations total

Episodes 58

Top cast 99+

Sgt. Clayton 'Zeke' Anderson …

Lt. Myron Goldman

Cpl. Daniel 'Danny' Percell …

Pvt. Alberto Ruiz …

Pvt. Marcus Taylor …
SP4 Marvin Johnson …

Lt. John McKay

Pvt. Scott Baker …
Pvt. Roger Horn

Pfc. Francis 'Doc Hoc' Hockenbury …

Alex Devlin
Pvt. Randy 'Doc' Matsuda …

Capt. Rusty Wallace

Colonel Brewster …
Major Duncan …

Dr. Jennifer Seymour …

Pvt. William Griner

Maj. Darling
All cast & crew
Production, box office & more at IMDbPro

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Did you know

Trivia While filming in Hawaii, the show received technical support and many extras from members of the Hawaii Army National Guard.
Goofs In the episode where the soldiers take leave in Hawaii we see them walk to their plane at the end with a UH-60 Blackhawk helicopter sitting behind them. But this aircraft would not exist until the mid-1970s

Sgt. Zeke Anderson : I think she's gonna have a baby. Anybody know what we oughta do?

Sergeant Marvin Johnson : No idea.

Pvt. Scott Baker : Well, my mother had a baby.

Sgt. Zeke Anderson : Well, I hope so, Baker!

Connections Referenced in D.C. Follies: Presidential Candidates Selected for Jury Duty (1988)
Soundtracks Paint It Black (theme song) Written by Mick Jagger and Keith Richards Performed by The Rolling Stones (network version)

User reviews 61

Sep 2, 2003
How many seasons does Tour of Duty have? Powered by Alexa
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September 24, 1987 (United States)
United States
Nam - Dienst in Vietnam
Braun Entertainment Group
New World Television
New World International
See more company credits at IMDbPro

Technical specs

Runtime 47 minutes

More to explore

Join the Revamped Tour of Duty!

Commanders!

Tour of Duty is a clan-only activity with valuable rewards. Their goals can be reached by playing in Random Battles, in Strongholds, on Global Map, and in the Onslaught, Steel Hunter, and Frontline modes.

Previously, Tour of Duty consisted of two-week Tours that offered various rewards for players and Industrial Resource for their clans. With Update 1.24.1, Tour of Duty became a permanent activity without bi-weekly resets, offering great benefits to those who play with clanmates.

The mechanics : revised and streamlined
The rewards : richer and more varied

The updated Tour of Duty will continue to provide Industrial Resource for your clan, but from now on the bulk of Industrial Resource will come from playing in Strongholds.

Even if your clan has two members, you can earn as much as anyone else in Tour of Duty. You just need to play together!

Don’t have a clan yet? Find one here !

Complete Tour Missions

Look for the new Tour Missions in the Tour of Duty section of the clan interface . Their key mechanics are as follows.

Three Tour Missions : available every day.
Alternative sets of conditions for every Tour Mission:
Playing in a Platoon or (for the first mission) solo, you must meet multiple conditions
Playing in a detachment (see below), you just need to win once !
Tour Mission 1 of the day : complete it solo, in a Platoon or a detachment (you still need to be a clan member).
Tour Missions 2 and 3 of the day : complete them in a Platoon or a detachment with at least one other member of your clan.
1 of 1, 2 of 2, 3 of 3 : The first Tour Mission can be completed once, the second one twice, and the third one three times per day. You must complete the second and the third Tour Mission of the day twice and thrice respectively to be able to claim their rewards.
Manual collection : Claim Tour Missions’ rewards in the Tour of Duty section of the clan interface.
Never forget : you can start completing the next day’s Tour Missions only after you claim the rewards for Tour Missions you completed the previous day.

A detachment is a:

Super Platoon in the Onslaught mode
Team in Skirmishes and Advances in Strongholds
Team in Global Map battles

The rewards for every Tour Mission are a moderate amount of Industrial Resource and Duty Points . You need Duty Points to advance in the Campaign .

Unlock Regions and Rewards

Move forward in the Tour of Duty Campaign by accumulating Duty Points and unlocking Regions . You are free to choose your own path! With each unlock, you will receive valuable rewards. The full roster of the prizes includes:

4 reward 2D styles: "Prophecy" , "Flame" , "Retribution" , and "Reaper"
Days of WoT Premium Account
3 units of Experimental Equipment , plus components
Crew members
Personal Reserves and Combat Directives aplenty

Carro da Combattimento 45 t

A 120-mm gun with a four-shell autoreloader (one-time damage is 400 points )
Solid frontal turret protection (the nominal armor thickness is 230 mm )
Decent mobility with a top forward speed of 55 km/h

Carro 45 t with the Proserpina 3D Style

All the Tour of Duty riches can be yours. Of course, the Campaign may be challenging for clan members playing solo. But if you join forces with your clanmates, you can progress with the speed of players from the top clans!

In the future, we are going to improve and expand the Tour of Duty further, so keep an eye on the news!

Join the Tour of Duty and reap the benefits, Commanders!

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Tour of Duty - The Complete Series

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Product Description

TOUR OF DUTY - THE COMPLETE THIRD SEASON: The men face their toughest challenges yet when their platoon (now called Team Viking) is transferred to Camp Barnett to become part of a Special Ops unit. This season delivers extreme combat action and intense human drama focusing on issues unique to the Vietnam era: the devastating effects of chemical warfare, the massacre of Vietnamese civilians, the growing problem of heroin addiction, and the difficulties the soldiers faced returning home to a country bitterly divided by the war. The powerful third season, collected on this five-disc, 21 episode set, is a fitting finale to one of the greatest war dramas ever.

Product details

Aspect Ratio ‏ : ‎ 1.33:1
Is Discontinued By Manufacturer ‏ : ‎ No
MPAA rating ‏ : ‎ NR (Not Rated)
Package Dimensions ‏ : ‎ 10.1 x 5.9 x 4.6 inches; 2.2 Pounds
Director ‏ : ‎ Stephen Caffrey, Reynaldo Villalobos
Media Format ‏ : ‎ Full Screen, NTSC
Run time ‏ : ‎ 45 hours and 18 minutes
Release date ‏ : ‎ December 13, 2005
Actors ‏ : ‎ Terence Knox, Stephen Caffrey, Tony Becker, Stan Foster, Ramon Franco
Studio ‏ : ‎ Sony Pictures Home Entertainment
ASIN ‏ : ‎ B000BMY2M4
Number of discs ‏ : ‎ 14
#32,729 in Drama DVDs

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Cambridge Dictionary +Plus

Meaning of tour of duty in English

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assault course
civil defence
drill instructor
drill sergeant
military honours
military service
national service
obstacle course
passing-out
reconnaissance

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extremely happy

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Federal Employees
HR Professionals

Alternative Work Schedules

On this page, introduction, authority and responsibilities, policy/guidance, procedures for establishing alternative work schedules, procedures for terminating alternative work schedules.

Special Provisions for Time Accounting

Changes in Payroll Procedures and Personnel Policies

Seasonal schedules, definitions, flexible work schedules (fws).

Compressed Work Schedules (CWS)
APPENDIX A. Comparison of Flexible and Compressed Work Schedules
APPENDIX B. Models of Flexible Work Schedules
APPENDIX C. Models of Compressed Work Schedules
APPENDIX D. Flexifinder

Handbook on Alternative Work Schedules

The information in this handbook is guidance. Where requirements are stated, we have cited law or regulation. Also see Negotiating Flexible and Compressed Work Schedules .

The purpose of this handbook is to provide a framework for Federal agencies to consult in establishing alternative work schedules and to provide additional information to assist agencies in administering such programs.

This handbook, with its appendices, provides detailed information on the administration of flexible and compressed work schedules , jointly referred to as alternative work schedules or AWS . However, this handbook does not cover every situation that may arise under an alternative work schedule or other work scheduling options available under 5 U.S.C. 6101 . Moreover, since AWS programs for bargaining unit employees are established by negotiated agreements, bargaining unit employees and their supervisors and managers should consult the applicable collective bargaining agreement for its AWS provisions.

Although the decision to establish an AWS program is at the discretion of the agency head, this discretion is subject to the obligation to negotiate with the exclusive representative(s) of bargaining unit employees. Consequently, references in the following pages to actions that agencies may take in implementing AWS programs should not be construed as authorizing unilateral action where bargaining unit employees are concerned.

Terms are defined in the definitions section. Readers unfamiliar with the terminology of alternative work schedules will find it helpful to review these definitions.

For information on the labor relations aspects of establishing and terminating alternative work schedules, see the Labor-Management Relations Guidance Bulletin, "Negotiating Flexible and Compressed Work Schedules," July 1995, OLRWP-12, which can be downloaded from OPM ONLINE, (202) 606-4800.

Under 5 U.S.C. 6122 , a flexible work schedule includes designated hours ( core hours ) and days when an employee must be present for work. A flexible work schedule also includes designated hours during which an employee may elect to work in order to complete the employee's basic (non-overtime) work requirement.

Under 5 U.S.C. 6121(5) , a compressed work schedule means that an employee's basic work requirement for each pay period is scheduled (by the agency) for less than 10 workdays. See the definition and requirements for regularly scheduled work in 5 CFR 610.102 and 5 CFR 610.111(d).

Compressed work schedules are always fixed schedules. (See Comptroller General report B-179810, December 4, 1979.) Another difference between flexible and compressed work schedules is that an employee on a flexible work schedule may be credited with a maximum of 8 hours towards the employee's basic work requirement on a holiday or Sunday (see 5 U.S.C. 6124 and the definition of Sunday work in 5 CFR 550.103), whereas the number of holiday or Sunday hours for an employee on a compressed work schedule is the number of hours regularly scheduled for the employee to work on that day if not for the holiday (see 5 U.S.C. 6128(c) and (d) ).

There is no authority to establish hybrid work schedules that borrow selectively from the authority for flexible work schedules and the authority for compressed work schedules in an effort to create a hybrid work schedule program providing unauthorized benefits for employees or agencies. See Comptroller General report B-179810, December 4, 1979, and 50 FLRA No. 28, February 23, 1995. However, it should be noted that some forms of flexible work schedules (e.g., maxiflex) allow work to be compressed in fewer than 10 workdays in a biweekly pay period .

promulgate regulations necessary for the administration of AWS programs,
provide educational material and technical assistance relating to AWS programs, and
conduct periodic reviews of AWS programs established by agencies .
It is the agencies' responsibility to determine whether to establish AWS programs; how to comply with the spirit of the President's memoranda of July 11, 1994, and June 21, 1996, on providing family-friendly work arrangements in the executive branch; negotiate with exclusive representatives when appropriate; administer the programs efficiently; and ensure that the AWS programs do not cause an adverse agency impact. (See section 7c, below.)
Agencies wishing to establish flexible or compressed work schedules permitted under 5 U.S.C. 6122 and/or 5 U.S.C. 6127 do not need OPM approval.

Under subchapter II of chapter 61 of title 5, United States Code, AWS programs may apply to employees of any executive agency (excluding the U.S. Postal Service), any military department, the Government Printing Office, or the Library of Congress.

Nothing in the AWS program should be interpreted as diminishing the authority of an organization using nonstandard work schedules under 5 U.S.C. 6101 to continue to operate under those schedules with their applicable premium pay entitlements. (A "nonstandard work schedule" includes any schedule in which full-time employees work other than the standard schedule of 8 hours per day and 5 days per week in an administrative workweek. Such schedules include first 40-hour tours of duty, work schedules for employees receiving annual premium pay for regularly scheduled standby duty or administratively uncontrollable overtime, work schedules for employees receiving availability pay, and any schedule in which employees work more than 8 hours per day or 40 hours per week.)

AWS programs have the potential to enable managers and supervisors to meet their program goals while, at the same time, allowing employees to be more flexible in scheduling their personal activities. As employees gain greater control over their time, they can, for example, balance work and family responsibilities more easily, become involved in volunteer activities, and take advantage of educational opportunities. The employee benefits provided by AWS programs also are useful recruitment and retention tools.
The President's memorandum of July 11, 1994, "Expanding Family-Friendly Work Arrangements in the Executive Branch," directed the heads of all executive agencies to establish a program to encourage and support the expansion of flexible family-friendly work arrangements. The President's memorandum of June 21, 1996, "Implementing Federal Family Friendly Work Arrangements," directed the heads of all executive agencies to review their personnel practices and develop a plan of action to provide their employees flexible hours that will enable employees to schedule their work and meet the needs of their families.
An agency may determine the general policy, as well as guidelines, instructions, and procedures providing for the establishment of AWS programs in its headquarters and field activities.
An agency may establish any number of AWS programs.
The suspension of premium pay and scheduling provisions of title 5, United States Code, and the overtime pay provisions of the Fair Labor Standards Act of 1938, as amended (FLSA), as specified in 5 U.S.C. 6123 and 6128 , apply only to organizational units participating in an AWS program. All other provisions of title 5 and the FLSA remain in effect for nonparticipating organizations .
Bargaining unit employees may participate in an AWS program only under the terms provided in a negotiated agreement (5 U.S.C. 6130(a)(1) and (2)). Therefore, an agency wishing to establish such a program for these employees must negotiate the establishment and terms of the program with the exclusive representative of the bargaining unit.
In an unorganized unit, a majority of affected employees must vote to be included in a CWS program. (See 5 U.S.C. 6127(b) .) Agencies may unilaterally install FWS programs in unorganized units. For FWS programs, there is no requirement for a vote of affected employees.
If the head of an agency determines that a proposed AWS schedule will have an adverse impact on the agency, the agency may not establish such a schedule ( 5 U.S.C. 6131(a)(1) ). If the agency and the union representing bargaining unit employees reach impasse over this determination, the impasse must be presented to the Federal Service Impasses Panel for resolution ( 5 U.S.C. 6131(c)(2)(A) ).
a reduction of an agency's productivity,
a diminished level of services furnished to the public, or
an increase in the cost of agency operations (other than an administrative cost to process the establishment of an AWS program). (See 5 U.S.C. 6131(b) .)

If the head of an agency finds that a particular AWS schedule has had an "adverse agency impact," the agency must promptly determine not to continue the schedule ( 5 U.S.C. 6131(a)(2) ). If establishment of the AWS schedule was negotiated, the agency may reopen the agreement to seek its termination ( 5 U.S.C. 6131(c)(3) ). If an impasse results, the dispute goes to the Federal Service Impasses Panel, which will determine within 60 days whether the agency's determination is supported by evidence. If it is, the Panel must act in favor of the agency. See 5 U.S.C. 6131(c)(3)(B) and (C) . The AWS schedule may not be terminated until agreement is reached or the Panel acts. (See 5 U.S.C. 6106 and 6131(a)(3)(D).)

Special Procedures for Time Accounting

The requirements for time accounting applicable to Federal civilian employees are found in part I of chapter 3 of Title 6 of the General Accounting Office (GAO) Policy and Procedures Manual for Guidance of Federal Agencies. Before establishing a time accounting system for use with an AWS program, agencies are encouraged to review GAO's guidance.
Agencies wishing to participate in an AWS program must establish a time accounting method that provides the supervisor with "affirmative" or personal knowledge of each employee's entitlement to pay by showing the number of hours of duty, attendance, and the nature and length of absences. (See 5 CFR 610.404.)
When a supervisor cannot approve from personal knowledge the entitlement to pay for an employee on an alternative work schedule , there are a number of time accounting options available that may be used to ensure adequate controls. Examples are provided in paragraph "c" below.
No specific form of timekeeping is appropriate in all situations. Rather, each organization should examine its own particular needs and make its selection based upon its needs. GAO no longer prescribes methods for accounting for time.
Work Report System. A portion of the Time and Attendance Report form used in many organizations may be set aside to record arrival and departure times, as well as any other exceptions to the normal workday.
Sign-in/sign-out sheets. Each employee is required to enter his or her name, time of arrival and departure, and other exceptions to the normal workday.
Automatic Time Recording Equipment. These systems may be used for flexible work schedule programs in Washington, DC, and elsewhere. (See 5 U.S.C. 6125.)
Work output assessment. For employees permitted to telecommute, supervisors determine the reasonableness of the work output for the time spent and also make occasional telephone calls or visits during the employee's scheduled work time.

The introduction of an AWS program may necessitate changes in payroll procedures, including computer programs. For example, schedules that allow for the use of credit hours may require changes in time and attendance cards or additional records to account for each employee's credit hours. Agencies may permit the accumulation and use of credit hours or overtime hours in fractions of an hour.

If they so desire, agencies may implement AWS programs only for certain periods or seasons of the year. Generally, there are two reasons for such seasonal implementation:

The agency's mission and functions are seasonal in nature; or
The agency determines that, though an AWS program for the entire year would not be feasible, it would be possible from the perspective of the agency's mission, and of substantial benefit to its employees , to implement such a schedule for a certain period(s) of the year.

The definitions in this handbook apply only to Alternative Work Schedules.

in the case of a full-time employee, an 80-hour biweekly basic work requirement that is scheduled by an agency for less than 10 workdays; and
in the case of a part-time employee, a biweekly basic work requirement of less than 80 hours that is scheduled by an agency for less than 10 workdays and that may require the employee to work more than 8 hours in a day. (See 5 U.S.C. 6121(5).)
in the case of a full-time employee, has an 80-hour biweekly basic work requirement that allows an employee to determine his or her own schedule within the limits set by the agency; and
in the case of a part-time employee, has a biweekly basic work requirement of less than 80 hours that allows an employee to determine his or her own schedule within the limits set by the agency.

Basic Work Requirement

The basic work requirement of a flexible work schedule is the number of hours, excluding overtime hours , an employee must work or otherwise account for by leave, credit hours , holiday hours, excused absence, compensatory time off, or time off as an award.

A full-time employee must work 80 hours/ biweekly pay period , or a multiple of this requirement, as determined by the agency head. Agencies may also establish daily or weekly basic work requirements.
A part-time employee works fewer hours than a full-time employee within a specified period of time, as determined by the agency head consistent with 5 U.S.C. 3401 through 3408 and 5 CFR part 340.

Tour of Duty

Overtime hours are not included in the definition of a tour of duty for employees under AWS.

The types of FWS vary significantly. Agencies have the authority to establish flexible and core hours to meet their needs. Agencies are encouraged to delegate this authority to the lowest practicable organizational levels. (Appendix B suggests some possible AWS schedules. These models are not all-inclusive; they illustrate alternatives that agencies may adapt to fit their specific needs.)
Temporary changes in the tour of duty may be made under the terms of a negotiated agreement, if applicable, or agency policy.

Credit Hours

Credit hours may be worked only by employees covered by FWS programs. If the agency's FWS plan permits credit hours, the agency may approve an employee's request to work credit hours to be applied to another workday, workweek, or biweekly pay period . Not all FWS programs provide for credit hours.
Credit hours are worked at the election of the employee consistent with agency policies; they are distinguished from overtime hours in that they are not officially ordered and approved in advance by management. Credit hours must be worked within an employee's non-overtime tour of duty (see subsection b(1) above) .
An employee's right to use earned credit hours is governed by policies established under an agency FWS program. See 5 U.S.C. 6122(a) .
When an employee uses credit hours, such hours are to be counted as a part of the basic work requirement to which they are applied. An employee is entitled to his or her rate of basic pay for credit hours, and credit hours may not be used by an employee to create or increase entitlement to overtime pay.
An agency may place a limit on the number of credit hours an employee may earn during a biweekly pay period. An agency also may limit the number of credit hours an employee may earn on a daily or weekly basis. Further, a time frame may be set within which employees may use credit hours after they have been earned. Section 6126(a) of title 5, United States Code, limits the number of credit hours an employee may carry over from a biweekly pay period to a succeeding biweekly pay period to 24 hours for a full-time employee (one-fourth of a part-time employee's biweekly work requirement). An agency may further limit the number of credit hours carried forward from one biweekly pay period to the next.
When an employee is no longer subject to an FWS program, the employee must be paid for accumulated credit hours at his or her current rate of pay. Payment for accumulated credit hours is limited to a maximum of 24 hours for a full-time employee. For a part-time employee, the limit is one-quarter of the employee's biweekly work requirement. (See 5 U.S.C. 6126(b).) An employee may not be compensated for credit hours for any other reason (e.g., excess, unused credit hours that cannot be carried forward into the next pay period). (See 5 U.S.C. 6123(b).)
An employee may not be paid overtime pay, Sunday premium pay, or holiday premium pay for credit hours. Credit hours must always be part of the employee's non-overtime basic work requirement. Sunday premium pay may be paid only when an employee works on Sunday, with the exception of paid leave and excused absence, and then only when permitted by law. Holiday premium pay may be paid only for work on a holiday. See 5 U.S.C. 6121(3) and 5 U.S.C. 5546(a) and (b).

Credit hours must be considered daytime hours whenever possible.

In the event of an agency closure or early dismissal before the beginning of an employee's daily tour of duty, an employee may retain credit hours that have not been used, to the extent permitted by law and regulation (e.g., full-time employees may not carry over more than 24 credit hours to a new biweekly pay period). If an early dismissal occurs during or after the employee's daily tour of duty, the employee will be charged for credit hours that have already been used.

See "Travel" for information about credit hours and travel.

Overtime Work Determinations

For employees under FWS programs, overtime hours are all hours of work in excess of 8 hours in a day or 40 hours in a week which are officially ordered in advance by management. (See the definition of "overtime hours" at 5 U.S.C. 6121(6). The requirement that overtime hours be officially ordered in advance also applies to nonexempt employees under the Fair Labor Standards Act (FLSA). Employees on flexible work schedules may not earn overtime pay as a result of including "suffered or permitted" hours (under the FLSA) as hours of work. See 5 CFR 551.401(a)(2).
take time off from work on a subsequent workday for a period of time equal to the number of extra hours of work ordered;
complete his or her basic work requirement as scheduled and count the extra hours of work ordered as credit hours ; or
complete his or her basic work requirement as scheduled if the agency policy permits. This will result in an employee entitlement to be compensated at the rate of basic pay for any hours of work equal to or less than 8 hours in a day or 40 hours in a week. An employee also would be entitled to overtime pay for hours of work ordered in excess of 8 hours in a day or 40 hours in a week.

Compensatory Time Off

"Compensatory time off" is time off on an hour-for-hour basis in lieu of overtime pay. For employees under FWS , the overtime hours of work may be regularly scheduled or irregular or occasional. An agency may grant compensatory time off in lieu of overtime pay at the request of the employee (including prevailing rate employees and nonexempt employees) under a flexible work schedule. (See 5 U.S.C. 6123(a).)
any prevailing rate employee;
any employee who is nonexempt from the FLSA; or
any FLSA-exempt employee whose rate of basic pay is equal to or less than the rate for GS-10, step 10.
Mandatory compensatory time off, in lieu of overtime pay for irregular or occasional overtime work, may be ordered for employees who are FLSA exempt and whose rate of basic pay exceeds the rate for GS-10, step 10. However, this does not apply to prevailing rate employees who are FLSA exempt. The rate of basic pay for GS-10, step 10, includes any applicable special rate of pay for law enforcement officers or special pay adjustment for law enforcement officers under section 403 or 404 of the Federal Employees Pay Comparability Act of 1990 (Pub. L. 101-509), respectively; an applicable locality-based comparability payment under 5 U.S.C. 5304; and any applicable special rate of pay under 5 U.S.C. 5305 or similar provision of law).

Night Pay (General Schedule and Other Employees Covered by Section 5545(a) of Title 5, United States Code)

If an employee 's tour of duty includes 8 or more hours available for work during daytime hours (i.e., between 6 a.m. and 6 p.m.), he or she is not entitled to night pay even though he or she voluntarily elects to work during hours for which night pay is normally required (i.e., between 6 p.m. and 6 a.m.).
Agencies must pay night pay for those hours that must be worked between 6 p.m. and 6 a.m. to complete an 8-hour daily tour of duty.
An employee is entitled to night pay for any nonovertime work performed between 6 p.m. and 6 a.m. during designated core hours .

An employee who performs regularly scheduled overtime work at night is also entitled to night pay.

Night Differential (Prevailing Rate Employees)

Night differential will not be paid solely because a prevailing rate employee elects to work credit hours, or elects a time of arrival or departure at a time of day when night differential is otherwise authorized, except that prevailing rate employees are entitled to night differential for regularly scheduled nonovertime work when a majority of the hours of a FWS schedule for a daily tour of duty occur during the night. (See 5 U.S.C. 5343(f) and 6123(c)(2).)

Holiday Pay (When No Work Is Performed)

Under an FWS program, a full-time employee who is relieved or prevented from working on a day designated as a holiday (or an "in lieu of" holiday under 5 U.S.C. 6103(b) or section 3 of E.O. 11582) by Federal statute or Executive order is entitled to his or her rate of basic pay on that day for 8 hours. (See 5 U.S.C. 6124.)
If a holiday falls on a day during a part-time FWS employee's tour of duty and the employee is relieved or prevented from working on that day, the employee is entitled to his or her rate of basic pay for the typical, average, or scheduled number of hours of work for that day toward his or her basic work requirement (not to exceed 8 hours). If a part-time FWS employee has maintained a reasonably consistent schedule for several pay periods, the employee may be paid for the number of hours he or she would have worked had the holiday not relieved or prevented the employee from working (not to exceed 8 hours). If a part-time employee has no typical schedule, the agency may average the number of hours worked in prior weeks on days corresponding to the holiday to determine an employee's pay entitlement for that holiday (not to exceed 8 hours). (See 5 CFR 610.405.) A work schedule submitted in advance of the administrative work week also may be used by an agency as the basis for determining the number of hours to pay a part-time employee on a holiday. However, agencies should ensure that there is no abuse of entitlement. For example, an employee should not schedule more hours of work on a holiday than he or she has scheduled in prior weeks on days corresponding to the holiday.
Nonworkdays Other than Sunday. If a holiday falls on a nonworkday of the employee-except for holidays falling on a Sunday nonworkday-the employee's preceding workday will be the designated "in lieu of" holiday. (See 5 U.S.C. 6103(b).)
Sunday Nonworkday. If the holiday falls on the Sunday nonworkday of an employee, the subsequent workday will be the employee's designated "in lieu of" holiday. (See section 3 of Executive Order 11582 of February 11, 1971.)
Part-time employees. Part-time employees are not entitled to an "in lieu of" holiday when a holiday falls on a nonworkday for the employee. (See 5 CFR 610.405.)

Pay for Holiday Work

Agencies must designate the 8 holiday hours applicable to each FWS employee. The 8 hours designated as holiday hours must include all applicable core hours .

An employee under an FWS program who works during non-overtime and non-holiday hours that are part of the employee's basic work requirement on a holiday is paid his or her rate of basic pay for those hours of work. Example: An employee who works 10 hours on a holiday (including 1 hour of overtime work ordered by a supervisor) and who has a 9-hour basic work requirement on that day would earn holiday premium pay for the 8 holiday hours designated by the agency, his or her rate of basic pay for 1 hour (within the basic work requirement), and 1 hour of overtime pay.
A part-time employee under an FWS program is entitled to holiday premium pay only for work performed during his or her basic work requirement on a holiday (not to exceed 8 hours). A part-time employee, scheduled to work on a day designated as an "in lieu of" holiday for full-time employees under 5 U.S.C. 6103(b) or section 3 of E.O. 11582, is not entitled to holiday premium pay for work performed on that day. (See 5 CFR 610.405.)

Pay for Sunday Work

A full-time employee who performs regularly scheduled nonovertime work, a part of which is performed on Sunday, is entitled to Sunday premium pay for the entire daily tour of duty , not to exceed 8 hours. It is possible for an employee to have two daily tours of duty that begin or end on the same Sunday.
A full-time employee is entitled to Sunday premium pay for the entire daily tour of duty, up to 8 hours, based upon electing to work any flexible hours on a Sunday. However, an agency may preclude employees from working flexible hours on a Sunday. See Comptroller General opinion B-245772, May 7, 1992; 5 CFR 610.111(d); and section c.(7) above.
A part-time employee is not entitled to Sunday premium pay. (See 5 U.S.C 5546(a) and 46 Comptroller General 337 (1966).)

Paid Time Off

Paid time off during an employee's basic work requirement must be charged to the appropriate leave category, credit hours , compensatory time off, or to excused absence if warranted.
There is no requirement that employees use flexible hours for medical or dental appointments or other personal matters if the employee wishes to charge this time to leave. To the extent permitted by the agency , an employee may choose to charge time off during flexible hours to an appropriate leave category or use credit hours when time off is scheduled during flexible hours in order to preserve leave.
An employee may apply no more sick or annual leave to a given day than he or she is scheduled to work on that day. In organizations in which employees are not required to schedule their daily work hours in advance, agencies should develop policies to ensure that sick leave is not abused.

Excused Absence

The head of an agency may grant excused absence with pay to employees covered by an FWS program under the same circumstances as excused absence would be granted to employees covered by other work schedules. For employees on a flexible work schedule , the amount of excused absence to be granted should be based on the employee's established basic work requirement in effect for the period covered by the excused absence.
Constant Pattern of Arrival. The majority of employees tend to arrive within 5 to 10 minutes of the same time each day. Once a pattern has been established, it should be used as a reference point.
Predominant Pattern of Arrival. If an employee maintains a schedule in which one particular arrival time predominates, this arrival time should be used to determine the amount of excused absence to be granted.
Variable Pattern of Arrival. Where there is such variation in an employee's arrival time that there is no discernible pattern, the mathematical average of the employee's arrival time for the previous 2-week period may be computed and the average arrival time used as a reference for determining excused absence.
When employees who would otherwise be required to report to work are excused from work because of an office closure due to a weather emergency or furlough, other employees who do not have a scheduled workday(s) during the office closure or furlough may not be granted another nonworkday. In Comptroller General opinion B-217080 (June 3, 1985), the Comptroller General determined that employees taking a day off under a flexible work schedule are in a non-pay status on those days. Therefore, if the agency is closed because of weather conditions, the employees have no entitlement to an additional day off.

Temporary Duty

When an employee covered by an FWS program is assigned to a temporary duty station using another schedule-either traditional or AWS -the agency may allow the employee to continue to use the schedule used at his or her permanent work site (if suitable) or require the employee to change the schedule to conform to operations at the temporary work site.

When an Fair Labor Standards Act (FLSA)-exempt or nonexempt employee under an FWS program is in a travel status during the hours of his or her regularly scheduled administrative workweek, including regularly scheduled overtime hours , that time is considered to be hours of work and must be used for the purpose of overtime pay calculations, as applicable. See the definitions of "regularly scheduled administrative workweek" and "regularly scheduled" in 5 CFR 610.102. Note, however, that overtime hours are initially scheduled for work, not travel.
Because time spent in a travel status outside regularly scheduled hours is not compensable in many cases (see paragraph (3), below), agencies must determine what constitutes regularly scheduled work for employees covered by an FWS program when they travel. Agencies must also determine the number of corresponding hours for an employee on a nonworkday under the FLSA overtime provisions in 5 CFR 551.422(a)(4). For both purposes, agencies may apply the guidance outlined under "Excused Absence," above. Also, see 5 CFR 610.111(d).
For FLSA-exempt employees under flexible work schedules , hours of work for time spent in a travel status outside the regularly scheduled administrative workweek and away from the official duty station are determined in accordance with 5 CFR 550.112(g) or 5 U.S.C. 5544 (for prevailing rate employees ). For nonexempt employees, the total number of hours of work for travel outside the regularly scheduled administrative workweek and away from the official duty station is determined by applying both 5 CFR 550.112(g) or 5 U.S.C. 5544 and 5 CFR 551.422. (See 5 CFR 551.401(h).)
An agency may require an employee to follow a traditional fixed schedule (8 hours a day, 40 hours a week) during pay periods he or she travels.
An employee may not earn credit hours for travel because travel in connection with Government work is not voluntary in nature. In other words, travel itself does not meet the definition of credit hours in 5 U.S.C. 6121(4), which provides that credit hours are hours within a flexible work schedule in excess of the employee's basic work requirement which the employee elects to work so as to vary the length of a workweek or a workday. If travel time creates overtime hours of work (see the previous paragraphs of this section, above) the employee must be compensated by payment of overtime pay or under the rules for granting or requiring compensatory time off.

Application of Flexible Work Schedules in Unorganized Units

Agencies may unilaterally install FWS programs in unorganized units. There is no requirement for a vote by affected employees .

Appeals to the Office of the Special Counsel (OSC)

Within the guidelines established by the agency's FWS program, section 6132 of title 5, United States Code, protects an employee's right to elect a time of arrival or departure, to work or not to work credit hours , and/or to request or not to request compensatory time off in lieu of payment for overtime hours under an FWS program.
Employees may contact the Office of Special Counsel (OSC) and file a complaint with that agency regarding allegations of coercion prohibited by 5 U.S.C. 6132. Violations of 5 U.S.C. 6132 are subject to investigation by the Office of Special Counsel as provided in 5 CFR part 1810.

Compressed Work Schedules

The basic work requirement of a compressed work schedule is the number of hours, excluding overtime hours , an employee is required to work or to account for by charging leave or otherwise:

A full-time employee is required to work 80 hours in a biweekly pay period . This work must be scheduled for fewer than 10 days in a biweekly pay period. (See 5 U.S.C. 6121(5)(A).)
A part-time employee works fewer than 80 hours in a biweekly pay period. This work must be scheduled for fewer than 10 workdays in a biweekly pay period. (See 5 U.S.C. 6121(5)(B).)

The tour of duty for employees under a CWS program is defined by a fixed schedule established by the agency . See the definition of "compressed schedule" in 5 U.S.C. 6121(5), which states that the basic work requirement is scheduled for less than 10 work days. Also, see the definition of "regularly scheduled" in 5 CFR 610.102.

Compressed work schedules are arranged to enable employees to fulfill their basic work requirements in less than 10 days during the biweekly pay period . (Examples of these schedules may be found in Appendix C.) Although agencies may change or stagger the arrival and departure times of employees, there are no provisions for employee flexibility in reporting or quitting times under a CWS program.

Compressed work schedules are always fixed schedules. (See B-179810, Comptroller General's Report to the House Subcommittee on Compensation and Employee Benefits, Committee on Post Office and Civil Service, pg. 2, footnote 1, December 4, 1979. Also, see the definition of "compressed schedule" in 5 U.S.C. 6121(5) and 50 FLRA No. 28, February 23, 1995. )

There is no legal authority for credit hours under a CWS program. The law provides for credit hours only for flexible work schedules . See 5 U.S.C. 6121(4).

Overtime Work

For a full-time employee under a CWS program who is exempt from the FLSA, overtime hours are all officially ordered and approved hours of work in excess of the compressed work schedule . For a full-time employee who is covered by the FLSA (non-exempt), overtime hours also include any hours worked outside the compressed work schedule that are "suffered or permitted." For a part-time employee, overtime hours are hours in excess of the compressed work schedule for a day (but must be more than 8 hours) or for a week (but must be more than 40 hours).

Employee requests for compensatory time off in lieu of overtime pay may be approved only for irregular or occasional overtime work by an employee (as defined in 5 U.S.C. 5541(2)) or by a prevailing rate employee (as defined in 5 U.S.C. 5342(a)(2)). Compensatory time off may not be approved for an SES member. Mandatory compensatory time off is limited to FLSA-exempt employees (who are not prevailing rate employees) whose rate of basic pay is greater than the rate for GS-10, step 10, and only in lieu of overtime pay for irregular or occasional overtime work. See 5 U.S.C. 5543(a)(2).

Night Pay (General Schedule and Other Employees Covered by 5 U.S.C. 5545(a))

The regular rules under 5 U.S.C. 5545(a) and 5 CFR 550.121 and 122 apply. An employee is entitled to night pay for regularly scheduled nightwork performed between the hours of 6 p.m. and 6 a.m.

The regular rules under 5 U.S.C. 5343(f) apply in determining the majority of hours for entitlement to night pay for prevailing rate employees .

A full-time employee on a CWS who is relieved or prevented from working on a day designated as a holiday (or an "in lieu of" holiday under 5 U.S.C. 6103(b) or (d) or section 3 of E.O. 11582) by Federal statute or Executive order is entitled to his or her rate of basic pay for the number of hours of the compressed work schedule on that day. (See 5 CFR 610.406(a).)
If a holiday falls on a day during a part-time employee's scheduled tour of duty and the employee is relieved or prevented from working on that day, the employee is entitled to his or her rate of basic pay for the number of hours he or she normally would have been scheduled to work that day. (See 5 CFR 610.406(b).)
Nonworkdays Other than Sunday. Except as provided in subparagraphs (ii) and (iii) below, if a holiday falls on a nonworkday of the employee, the employee's preceding workday will be the designated "in lieu of" holiday. (See 5 U.S.C. 6103(b).)
Sunday Nonworkday. Except as provided in subparagraph (iii) below, if the holiday falls on the Sunday nonworkday of an employee, the subsequent workday will be the employee's designated "in lieu of" holiday. (See section 3 of E.O. 11582.)
Agency rules. Under 5 U.S.C. 6103(d), the head of an agency may prescribe rules under which a different "in lieu of" holiday is designated than would be required under 5 U.S.C. 6103(b), E.O. 11582, or the terms of any collective bargaining agreement , for full-time employees on compressed work schedules when the head of an agency determines that a different "in lieu of" holiday is necessary to prevent an "adverse agency impact." The term "adverse agency impact" is defined in 5 U.S.C. 6131(b).
Under its authority to determine the administrative workweek (5 CFR 610.111), an agency may change an employee's schedule (and scheduled days off) for operational reasons. Schedule changes must be documented and communicated to employees in advance of the start of an administrative workweek except when the criteria in 5 CFR 610.121(a) apply. (Also, see 5 CFR 610.121(b)(2).)

Since CWS schedules are fixed schedules, employees must not be required to move their regularly scheduled days off solely to avoid payment of holiday premium pay or to reduce the number of holiday hours included in the basic work requirement . See 5 U.S.C. 6101(a)(3)(E).

A part-time employee under a CWS program is entitled to holiday premium pay only for work performed during his or her compressed work schedule on a holiday. A part-time employee scheduled to work on a day designated as an "in lieu of" holiday for full-time employees is not entitled to holiday premium pay for work performed on that day, since part-time employees are not entitled to "in lieu of" holidays. (See 5 CFR 610.406(b).)
A full-time employee who performs nonovertime work during a tour of duty , a part of which is performed on Sunday, is entitled to Sunday premium pay for his or her entire tour of duty on that day. (See 5 U.S.C. 6128(c).)
A part-time employee is not entitled to premium pay for Sunday work. (See 5 U.S.C. 5546(a) and 46 Comptroller General 337 (1966).)

Paid time off during an employee's basic work requirement must be charged to sick or annual leave unless the employee used other paid leave or accumulated compensatory time off, or unless excused absence is approved.

The head of an agency may grant excused absence with pay to employees covered by a CWS program under the same circumstances as excused absence would be granted to employees covered by other work schedules.

When an employee covered by a CWS program is assigned to a temporary duty station using another work schedule-either traditional or AWS -the agency may allow the employee to continue to use the schedule used at his or her permanent work site (if suitable) or require the employee to change the schedule to conform to operations at the temporary work site.

When an Fair Labor Standards Act (FLSA)-exempt or nonexempt employee under a CWS program is in a travel status during the hours of his or her regularly scheduled administrative workweek, including regularly scheduled overtime hours , that time is considered to be hours of work and must be used for the purpose of overtime pay calculations, as applicable. Note, however, that overtime hours are initially scheduled for work, not travel.
For employees under a CWS program, " regularly scheduled administrative workweek " means the compressed work schedule applicable to an employee and any regularly scheduled overtime work. An agency must also determine the number of corresponding hours for an employee on a nonworkday for the purpose of determining hours of work for travel under the FLSA overtime provisions in 5 CFR 551.422(a)(4). For this purpose, agencies may apply the guidance under "Excused Absence," above. Also, see 5 CFR 610.111(d).
For FLSA-exempt employees under compressed work schedules, hours of work for time spent in a travel status outside the regularly scheduled administrative workweek and away from the official duty station is determined in accordance with 5 CFR 550.112(g) or 5 U.S.C. 5544 (for prevailing rate employees ). For nonexempt employees, the total number of hours of work for travel outside the regularly scheduled administrative workweek and away from the official duty station is determined by applying both 5 CFR 550.112(g) or 5 U.S.C. 5544 and 5 CFR 551.422. (See 5 CFR 551.401(h).)
An agency may require an employee to follow a traditional fixed schedule (8 hours a day and 40 hours a week) during pay periods he or she travels.

Application of Compressed Work Schedules in Unorganized Units

Under 5 U.S.C. 6127, a compressed work schedule may not be established in an unorganized unit unless a majority of employees in the organization who would be included vote to be included. For purposes of this vote, a majority is obtained when the number of affirmative votes exceeds 50 percent of the number of employees and supervisors in the organization proposed for inclusion in a compressed work schedule. (If participation in the CWS program is voluntary for each employee, a vote is unnecessary because employees who elect not to participate are not included and are unaffected.)
In organizations in which employees are exclusively represented by a labor organization, but in which certain employees (e.g., personnelists) are excluded from the bargaining unit, only those employees in the unit are bound by the terms of negotiations establishing a CWS program. Employees in the organization not in the unit are entitled to vote for or against inclusion in the schedule. All employees who would be affected by the outcome should have an opportunity to cast a vote, and the outcome of the vote is binding upon all employees except those exempted by management because of personal hardship.

Determining Hardships Under Compressed Work Schedules

Section 6127(b)(2) of title 5, United States Code, requires that any employee for whom a compressed work schedule would impose a personal hardship be excluded from the schedule or be reassigned. Each agency should have a procedure for an employee to request exclusion from a CWS based on personal hardship. The agency must determine whether the CWS imposes a personal hardship.
Both the law and its legislative history are silent with respect to the definition of "personal hardship." However, agencies should be sensitive to the possibility that a CWS could have an adverse effect on certain employees, particularly disabled employees and those who are responsible for the care of disabled family members or dependent children. Depending on the facts and circumstances in the individual case, other valid personal hardship situations may occur that could be grounds for excusing an employee from working under a CWS program.

Appeals to the Office of Special Counsel (OSC)

Section 6132 of title 5, United States Code, protects an employee against coercion when voting for or against inclusion of his or her work unit in a CWS program and affirms the right of the employee to request, because of hardship, not to participate in a CWS program. (Also see 5 U.S.C. 6127(b).)
Employees may contact the Office of Special Counsel (OSC) to file a complaint regarding allegations of coercion prohibited by 5 U.S.C. 6132. Violations of 5 U.S.C. 6132 are subject to investigation by the Special Counsel.

Models of Flexible Work Schedules (Continued)

Flexitour schedule, gliding schedule, variable day schedule, variable week schedule - week 1, variable week schedule - week 2, maxiflex schedule - week 1, maxiflex schedule - week 2.

These models typify the more common types of flexible work schedules. The flexitour and gliding schedule examples show daily work schedules. The variable day schedule example is a weekly schedule. The variable week schedule and maxiflex examples are biweekly work schedules. These models are not meant to be all inclusive. Agencies may develop schedules tailored to meet their specific needs.

These models typify the more common types of compressed work schedules. They are not meant to be all inclusive. Agencies should develop schedules tailored to meet their specific needs.

Flexifinder

To find the time an employee's workday ends, find the time he/she began the workday along the left-hand column of the grid; then along the top of the grid find the amount of time he/she spent in the midday flex band (for lunch and/or personal time). The point at which the Workday Starting Time row intersects the Midday Flex column is the Ending Time for an 8-hour day.

What should I consider and look for on Tour of Duty?

Should recruiting duty be a 2-year tour of duty (like drill sergeant duty)? 24 Votes 21 Comments
Is Tour of Duty is Offline / AWOL? 12 Votes 2 Comments
Any reason that Tour of Duty is down? 17 Votes 9 Comments
How do I get to Tour Of Duty? 16 Votes 6 Comments
How can I access the tour of duty site? 17 Votes 5 Comments
How do I get on deployment? Tour of duty? 7 Votes 4 Comments

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TOUR OF DUTY – 10 Facts About the 1980s Vietnam War Drama

By the mid-1980s, there had been TV shows set during the Civil War, World War II, and the Korean Conflict, but never the Vietnam War. That all changed with Tour Of Duty.

Set in 1967–1968, this groundbreaking drama series follows an infantry platoon as they fight the enemy — and each other — in Southeast Asia. Members of the platoon in season one include Capt. Rusty Wallace ( Kevin Conroy ), Sgt. Zeke Anderson ( Terence Knox ), Lt. Myron Goldman ( Stephen Caffrey ), Pvt. Roger Horn ( Joshua Maurer ), Pvt. Doc Matsuda ( Steve Akahoshi ), Cpl. Danny Percell ( Tony Becker ), Pvt. Scott Baker ( Eric Bruskotter ), Sgt. Marvin Johnson ( Stan Foster ), Pvt. Alberto Ruiz ( Ramon Franco ), and Pvt. Marcus Taylor ( Miguel A. Nunez Jr .). Subsequent seasons attracted marquee stars in limited roles.

With its continuing narrative, big name stars, and historically high production values, Tour of Duty has many of the qualities of today’s premium dramas. But it struggled to find an audience in a primetime landscape littered with light comedies. Thirty years later, the critically acclaimed series feels more groundbreaking than ever. And you can see for yourself what makes Tour Of Duty a unique TV classic every Monday–Thursday late night on getTV! Here are some fascinating facts about this groundbreaking series.

1. It was inspired by Platoon.

In December of 1986, Oliver Stone’s Platoon drew raves from critics and moviegoers with its unflinching depiction of the Vietnam War. More than a decade after the conflict ended, American audiences finally seemed to ready to examine a highly divisive chapter in our history. And when the film won four Oscars — including Best Picture — a TV show dealing with the same period was inevitable. Tour Of Duty is not based on Platoon , but its depiction of an infantry platoon in the same period (1967–68) is clearly inspired by it.

2. The series was produced with military cooperation.

While Platoon was made without any official involvement by the Army, Tour Of Duty producers New World Television sought the blessing of the Department of Defense. With it came advice, equipment, and the use of the Army’s Schofield Barracks in Hawaii as the production’s home base. But government cooperation came with a catch: veto power. The Army insisted on changes during season one and, though executive producer Zev Braun agreed, he made it clear who was running the show. “It is our avowed purpose to show the reality of war,” he told the Los Angeles Times in 1987. “We will not accede (to a change) if it is a major part of the story."

3. Changes were made for season two.

After surviving a low-rated but critically acclaimed first season, Tour Of Duty was retooled for its second season. The setting was changed to the Tan Son Nhut Air Force Base near Saigon and new cast members were added, including Kim Delaney (a future Emmy winner for NYPD Blue ) as a young reporter on the base. Women were added to the cast, in part, to better compete with China Beach , a soapy, Vietnam War drama series that debuted on ABC in 1988.

4. It had tough competition.

When Tour of Duty premiered in September of 1987, CBS scheduled it on Thursdays at 8pm. Its competition was T he Cosby Show and Family Ties , then the two top rated primetime shows on network TV. Fans breathed a sigh of relief when CBS moved the timeslot to Saturday for season three — until they found out it was up against The Golden Girls and Empty Nest .

5. It was filmed on the set of another famous military-themed series.

Along with a change in setting in season two came a change in location. Production moved from Hawaii to Hollywood, specifically to the back lot where the long-running M*A*S*H had wrapped production just a few years earlier. That Korean War-set series shared 22 cast and crew members with Tour of Duty , including Rosalind Chao , Mako , and Robert Ito .

6. Season two was cut short.

While seasons one and three had standard, full-season episode orders from CBS, season two was cut to just 16 shows. It wasn’t necessarily the fault of low ratings or budget cuts, but rather a strike by the Writer’s Guild of America that endured for 5 months and hobbled primetime television. Thirty years later, it remains the longest strike in WGA history.

7. Big names were added for season three.

For the third season, action moved away from the base and back out to the field, as the platoon was transferred to a Studies and Observation Group unit. Big names were added to the cast to boost the ratings, including Carl Weathers ( Rocky ) as Colonel Brewster and Lee Majors ( The Six Million Dollar Man ) as Pop Scarlett. Future star Kyle Chandler ( Friday Night Lights ) also had a recurring role in season three as Pvt. William Griner. Notable guest stars included Angela Bassett , Ving Rhames , and David Allan Grier .

8. It was an expensive show to produce.

“We've got a series that we think is like none other,” executive producer Zev Braun told UPI when the series debuted in 1987. Production costs were unusually expensive for a primetime series of the era: $1.25 million per show. The pilot itself had a budget of more than $3 million, with season one costing more than $30 million. While that may not have paid off in the ratings, it did in critical acclaim and awards consideration. Tour of Duty was nominated for three Emmys, winning once for the show’s complex and highly realistic sound design.

9. It depicted real events.

Tour Of Duty frequently depicted actual events that happened during the Vietnam War, including the raid of Son Tay Prison. And the first story arc of season three dealt with the highly emotional topic of missing in action soldiers. “Over 2,300 soldiers Americans classified 'Missing' in the Vietnam War are still unaccounted for,” a title read on the first episode of season three. “Reported live sightings could indicate some are still held prisoner in Southeast Asia.” On the show, the two M.I.A soldiers — Terence Knox as Anderson and Stephen Caffrey as Goldman — were recovered after being held captive in a Viet Cong prison camp.

10. There were five soundtrack albums.

Because of the huge popularity of the 1960s pop songs of the era, Tour of Duty inspired not one but four soundtrack releases between 1988 and 1989. There was also a fifth compilation release in 1992 after the series had concluded its three-season run.

For more, visit the getTV schedule .

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Tour of Duty

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Originally posted by Born Survivor!! : i have play lots of missions in MVM completely finish them, but i still don't receive any TOD ticket. HELP!!!!!!!!!!!!

Originally posted by Sad Panda Seeking competency : If you enjoy man up but don't care for botkiller etc just find one map which you don't like and complete all the other missions and you are allowed to do those missions over and over again. as long as you don't complete the tour you won't use anymore tickets at that point.

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Sebastian Stan’s Crash Course in Becoming Trump

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The actor Sebastian Stan glanced approvingly at the neon signage and old-school menus at the Pearl Diner, in the financial district, the other day. He’s lived in and near New York since he was twelve—around the time Donald Trump swapped his first wife, Ivana, for Marla Maples—and has watched the city evolve. “It’s funny. It’s changed, but it’s also the same buildings,” he said. “And then you’re, like, ‘The buildings are there, but you are not the same.’ ”

Stan took off a white ball cap and ordered coffee with cream; he was jet-lagged, fresh from the Deauville American Film Festival, where he’d received the Hollywood Rising-Star Award. “Rising” is a stretch for the forty-two-year-old, who’s appeared in a dozen Marvel projects, but Stan has lately reached a different echelon. In May, he went to Cannes for “The Apprentice,” in which he plays seventies-era Trump. In Berlin, he’d won the Silver Bear, an award whose previous recipients include Denzel Washington and Paul Newman. “Everyone was, like, ‘Oh, the Silver Bear!’ ” Stan said. “Then you go back and you’re, like, ‘Do we know what the Silver Bear is in America?’ ”

The prize was for his role in “A Different Man,” Aaron Schimberg’s surreal black comedy, which nods to “Cyrano de Bergerac.” Stan stars as a man whose lifelong disfigurement is miraculously reversed; the shoot included a grisly three-and-a-half-hour session spent peeling off chunks of his face.

“The Apprentice” demanded a transformation of a different sort. At the diner, Stan pulled out his phone and swiped through an album labelled “DT physicality”—a hundred and thirty videos of Trump, which capture his tiniest gestures and his over-all mien. Marinating in Trump content was, Stan said cheerfully, “a psychotic experience.” He watched the clips so many times that when the director, Ali Abbasi, asked him to improvise in a scene about marketing Trump Tower, he could rattle off the stats: sixty-eight stories of marble in a peachy hue chosen by Ivana, because, as the real Trump put it in a promo, “people feel they look better in the pink.” (It turned out that he’d also memorized Trump’s lie: the tower is actually fifty -eight floors.)

Growing up in Communist Romania, Stan had just an hour of TV news each night; New Year’s Eve was an event because it meant twelve hours of programming. His instinct for mimicry—he had a habit of imitating family members and neighbors—was the earliest tell that he might be an actor. After he and his mother fled to Vienna, in 1989, Stan got his first credit, in a Michael Haneke film—an experience that nearly put him off show business. “I stood in line with, like, a thousand kids, for I don’t know how many hours—which I hated,” he said. “If I could fucking meet Haneke now, it would be amazing!”

When the family moved again, to America, he experienced pop-culture shock. He binged every movie he’d missed—from “Back to the Future” to “Ace Ventura”—in a pal’s basement. Another friend roped him into the school play. “My high school was really, really small, so I didn’t have a lot of competition,” Stan said. “They were, like, ‘ Please be in the play!’ ” Soon he was playing Cyrano himself.

After stints on Broadway, and on “Gossip Girl,” Stan was scooped up by Marvel. “I’ve been lucky to play a character for fifteen years,” he said. The blockbuster paychecks freed him up to explore edgier material. “I, Tonya,” in which he played the ice-skater Tonya Harding’s dirtbag husband, was a turning point. “It allowed me to see that a good director will bring out more in you than you can,” Stan said. It was also his first time portraying a real person—a feat that he repeated in “Pam & Tommy,” as the Mötley Crüe drummer Tommy Lee, and now in “The Apprentice.”

“It’s like learning a piece of music,” Stan said, of nailing an impression. “You’ve got to start out slow—it requires practice. Suddenly, you’re getting it more. You’re still making mistakes—but you’re playing the music. You’re playing the music every day until you can do it in your sleep. That’s when the fun starts.” He sliced the air for emphasis, then caught himself and grinned. “And sometimes it’s months later at a diner, and you’re, like, ‘Why am I doing that with my hands?’ ” ♦

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Money blog: Why you might notice changes to your Amazon packages; pound soars against euro and dollar

Sterling has reached a more than two-year high against the euro, buying €1.20. Pound strength is also seen against the dollar with £1 equal to $1.3374, a rate last seen in March 2022. Read this and the rest of today's consumer and personal finance news below in the Money blog.

Tuesday 24 September 2024 21:05, UK

Pound reaches two-year high against euro in boost for holidaymakers
Liverpool council leader hints at tourist tax plan
Energy companies providing £150 discount for your electricity bills
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Research suggests the vast majority of mothers want to return to work after they finish maternity leave.

But reasons such as rising childcare costs, a lack of job flexibility and changes in personal situations mean not all do.

Have you made a financial or career sacrifice to become a stay-at-home parent after finishing mat leave? If so, we'd like to speak to you.

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Amazon has introduced new packaging for its UK customers in a move aimed at avoiding waste and reducing carbon emissions.

The online retail giant said its new "shock-proof" envelopes featured a lining made purely from paper - unlike the bubble-wrapped packaging used previously.

The envelopes are lighter than their equivalent-sized cardboard boxes and can be recycled at home, the company said.

Amazon said the new packaging had already started arriving on doorsteps, and was designed to protect deliveries "without sacrificing safety or functionality".

Sales of low-alcohol beer rose more in the UK than any other market last year.

IWSR data shared with the Financial Times shows sales of beer with less than 3.5% alcohol doubled from 650,000 hectolitres in 2022 to nearly 1.3 million hectolitres in 2023.

It means the UK market for the products grew more than any other in terms of volume, the FT said.

Venezuela was second on the list for growth, followed by Romania and Japan.

By Alix Culbertson , politics reporter

The government has promised to look at increasing the minimum energy efficiency level required to rent a home by 2030.

Energy Secretary Ed Miliband used his keynote speech at Labour's conference to promise to take more than a million renters out of fuel poverty.

He said the government would consult by the end of the year on boosting minimum energy efficiency standards for private and social rented homes by 2030 - helping to reduce bills.

Currently, landlords can rent out private homes if they meet the energy performance certificate E, while social rented homes have no minimum energy efficiency standards.

The government wants to raise that limit to an energy performance certificate C or equivalent by 2030.

Read the full story...

One of Sir Keir Starmer's most senior ministers has appeared to confirm reports that the single person council tax discount will be protected in the budget.

Speculation over where cuts will be made this October began soon after the Labour landslide as the government claimed it had discovered a £22bn black hole left by the previous government.

Reports have surfaced that the 25% discount single occupants won't be compromised.

"I don't think there's any plans to do that," said Chancellor of the Duchy of Lancaster Pat McFadden.

While he wouldn't provide explicit confirmation, when asked by ITV about reports that the single-person discount won't be axed, he replied: "If that's what's been briefed out by the Treasury, that will be the case."

Santander UK is offering homeowners with energy-efficient homes the chance to grab a discounted rate when they come to remortgage.

The bank has launched a range of lower-rate mortgage products for customers who have a property with an EPC (energy performance certificate) rating of A or B.

The products, available on mortgages with 60% to 85% loan-to-value ratios, offer a discount of 0.10 percentage points compared with standard rates.

Sir Keir Starmer has just confirmed the state-owned Great British Energy will be based in Aberdeen.

Labour says it will bring in a green electricity system by 2030 - and, to that end, GB Energy will invest in renewables in conjunction with the private sector.

This, Labour says, will make the UK less reliant on foreign energy and bring down bills.

Sir Keir told the Labout conference: "We said GB Energy - our publicly owned national champion, the vehicle that will drive forward our mission on clean energy - we said it belonged in Scotland. And it does.

"But the truth is, it could only really be based in one place in Scotland."

Aberdeen has been critical for the UK's North Sea oil and gas industry.

Some TSB customers have reported missed payments - in the latest of what seems to be an increasing number of online banking glitches.

Yesterday it was Santander apologising to account holders - while several other banks have endured similar crashes in recent months.

TSB's issues started early this morning with some Bacs (Bankers' Automated Clearing System) payments.

Some customers did not received salaries and child benefit payments.

The bank says the issue is now resolved: "We have fixed the issue with BACS payments and have now credited all customer accounts that were due to receive money into them.

"We would like to apologise to customers that were impacted by this issue."

We've heard lots over recent months about the post-COVID surge in foreign travel abating this year - as people start to begrudge how their so-called revenge spending had led to inflated prices.

But a trading update by Tui suggests there's still some buoyancy in the holiday market.

The firm reported "stronger demand for our wholesale and dynamic packages, translating into +7% more bookings taken".

Tui says it has seen increased sales of what it calls "higher-priced wholesale and dynamic packages".

"We have seen stronger demand year-on-year across all our key short- and medium-haul destinations with the Canaries, Egypt and Cape Verde again proving to be most popular.

"Thailand, Mexico and the Dominican Republic are set to form a key part of our long-haul offering for the winter season."

By Jess Sharp , Money team

More than 15.5 million women in the UK are currently in menopause and searching for ways to alleviate their symptoms.

But with retailers and brands often overlooking their specific demands, women have been left feeling invisible and unconsidered.

Heather Jackson and Sam Simister were two of those women.

"We were sat on a beach actually talking about our perimenopausal journeys and we recognised that we both had different symptoms, but we were both struggling to find an ecosystem that could support us," Heather told Money.

"We are driven, independent women who always search for solutions... and we were actually like, 'Why have we got to this point in our lives and we feel overlooked and underserved by brands we've trusted all our lives?'"

Heather cashed in her leadership business, co-founder Sam left her job at Innocent, and together they set up Gen M.

'What's menopause got to do with us?'

With the market expected to be worth more than $24.4bn by 2030, serving more than one billion women worldwide, Heather said she was determined to make "menopause the new vegan".

She commissioned independent research into the menopause market which found 87% of women had similar feelings to them and 96% wanted a one-stop shop for products.

Heather started approaching brands, inviting them to list their products on a website.

"Every retailer asked, 'What's menopause got to do with us?' We realised we were in a worse situation than we thought.

"It wasn't about us building a site, it was actually that the world was invisible to menopause, yet we were the biggest midlife audience, the 90% decision makers, with the biggest consumer spend, and we weren't being noticed."

The next step was a mission statement, asking brands to commit to making menopause more visible and to better serve those experiencing it.

'We can't afford to lose women economically'

More than 100 brands have now signed up to the Gen M Collective. You might remember reading about one of the latest - Morrisons - in the Money blog a few weeks ago.

The supermarket announced it was introducing new menopause-friendly sections in selected stores.

Other brands that have joined the movement include Boots, Next, Tesco, Holland and Barrett, Simba, Charles Worthington and Revolution Beauty (just to name a few).

"We wanted brands to respect the audience of menopause as they had done for vegans," Heather explained.

"Forty years ago, veganism was a very niche, taboo, punk thing and now it is a vibrant and inclusive marketplace... and that's been grown by brands and retailers purposely understanding the needs of that audience."

Heather said the vegan market represented a 3% global audience - while there was a 20% audience in people going through the change.

"Every woman in the world will enter menopause," she said.

"If you treat this audience like you've done the vegan audience, we can really quite vibrantly, incrementally break taboos, normalise the conversation, and actually make menopause a much more acceptable part of society.

"We can't afford to be losing women economically, and those women can't afford to lose their jobs because they perceive themselves as not being their best versions."

So, what is something consumers will notice?

Similarly to those who remember the vegan boom – Gen M has launched a symbol that immediately tells women they are buying a menopause-friendly product.

The MTick, which you can see below, is a symbol that can be applied to items belonging to brands in the Gen M Collective that have been tested and proved to be menopause-friendly.

Whether that's climate controlled bedsheets, a skin care line or specific electrical equipment, the aim is to help women identify products more easily - while also boosting brand credibility and trust.

In order for companies to use the MTick, their products have to meet set criteria.

Backed by claims - the product must be backed by authorised medicinal, cosmetic and/or health claims for the 48 symptoms and signs of menopause;
Tried and tested - it needs to have been tested by menopausal women in clinical user trials that generate significant statistical evidence for at least one symptom;
Features trialled and verified tech - features, tech and functionality of the product must support a specific symptom;
Trustpilot - the products must be surveyed by a representative number of menopausal women to generate at least a 4-star Trustpilot rating regarding the symptom it alleviates.

'Empowerment - not exploitation'

A study by the University College London found the majority of women only started looking for information about the menopause once their symptoms had started.

Nearly 60% said they got their information from sources other than health professionals (51.1%) and official websites (50.5%).

Many also turned to social media (33.1%) and friends (49.8%) for advice.

The MTick symbol, Heather said, not only makes it easier to spot products that might be helpful in relieving symptoms, but is also designed to "empower" women to make informed decisions for themselves.

"This is not about controlling women. This is about giving them choice," Heather said.

"Let's be honest, we've been exploited since we were 13, applying anti-wrinkle cream to ourselves. We are not victims here, we are sensible, articulate women who can make informed decisions on what we are buying."

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What is a Tour of Duty? A Comprehensive Guide
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COMMENTS

Tour of duty
For military personnel, a tour of duty is usually a period of time spent in combat or in a hostile environment. In an army, for instance, soldiers on active duty serve 24 hours a day, seven days a week for the length of their service commitment. Soldiers in World War II were deployed for the entire war and could be in active service for 4-5 ...
How Long Is A Tour Of Duty In The Military?
Units of Marines can also deploy for combat operations. In these cases, the tour of duty duration is dependent on the military's needs in engagement with enemy forces. However, the length is limited by DoD policy, based on the location. Conus-side, a stateside tour of duty for Marines is generally 36 months or 3 years.
What Is a Military Tour of Duty? (With Length of Tours)
A military tour of duty (TOD) is the time enlisted soldiers leave their base and experience combat, usually in another country. Military TOD is a rotation method that ensures the military doesn't overstretch its human resources while on active service. It's also a way to replace soldiers who've been on active service for a while with new soldiers.
U.S. Department of Defense
U.S. Department of Defense
TOUR OF DUTY in a sentence
Examples of TOUR OF DUTY in a sentence, how to use it. 98 examples: His tour of duty ends shortly, and he is returning to take up a new…
PDF Tour Lengths and Tours of Duty OCONUS
The standard tour length for a DoD Service member stationed OCONUS is 36 months in an accompanied tour and 24 months in an unaccompanied tour. Hawaii and Alaska are exceptions, with a tour length of 36 months for both accompanied and unaccompanied tours. Military Departments or Combatant Commands may provide conclusive evidence that a specific ...
TOUR OF DUTY definition
TOUR OF DUTY meaning: 1. a period of time that someone, especially a soldier or an official, spends working in a foreign…. Learn more.
MOBCOP • Tour of Duty
Tour of Duty (TOD) is a system for advertising AD opportunities where RC Soldiers can look for available tours that match their skills and desire to serve. Soldiers can volunteer for consideration for the tours and the hiring commands can screen and recommend interested candidates as part of the TOD process.
Tour of Duty (TV Series 1987-1990)
Tour of Duty: Created by L. Travis Clark, Steve Duncan. With Terence Knox, Stephen Caffrey, Tony Becker, Ramón Franco. The trials of a U.S. Army platoon serving in the field during the Vietnam War.
Join the Revamped Tour of Duty!
With Update 1.24.1, Tour of Duty became a permanent activity without bi-weekly resets, offering great benefits to those who play with clanmates. The mechanics: revised and streamlined. The rewards: richer and more varied. The ultimate prize any player in a clan can obtain: the X Carro da Combattimento 45 t.
Tour of Duty
TOUR OF DUTY - THE COMPLETE FIRST SEASON: The first TV series about the Vietnam War, TOUR OF DUTY focuses on a single platoon of young U.S. Soldiers during their one-year of combat duty in Vietnam during the late 1960s. Terence Knox, Kevin Conroy, Stephen Caffrey, Joshua Maurer, Steve Akahoshi, Tony Becker, Eric Bruskhotter, Stan Foster, Ramon ...
TOUR OF DUTY
TOUR OF DUTY definition: 1. a period of time that someone, especially a soldier or an official, spends working in a foreign…. Learn more.
Alternative Work Schedules
Tour of Duty: The "tour of duty" is established by the agency and is limited to four 10-hour days. The "tour of duty" is established by the agency and is limited to three 13-hour and 20-minute days in a week and 80 hours in a biweekly pay period. The "tour of duty" is established by the agency and is less than 10 workdays in a biweekly pay period.
What should I consider and look for on Tour of Duty?
When you unit gets you all of the required documents your G1 will release you and you will get orders. You don't have to tell your unit that you are applying. It is more of a courtesy. When you get selected you will have to have notify them. They don't have to release you even if you get selected. Vote up.
TOUR OF DUTY
Tour of Duty was nominated for three Emmys, winning once for the show's complex and highly realistic sound design. 9. It depicted real events. Tour Of Duty frequently depicted actual events that happened during the Vietnam War, including the raid of Son Tay Prison. And the first story arc of season three dealt with the highly emotional topic ...
Tour of Duty (TV series)
Tour of Duty is an American military drama television series based on events in the Vietnam War, broadcast on CBS.The series ran for three seasons, from September 24, 1987, to April 28, 1990, for a total of 58 one-hour episodes. The show was created by Steve Duncan and L. Travis Clark and produced by Zev Braun.. The show follows an American infantry platoon on a tour of duty during the Vietnam ...
Tour of Duty
Tour of Duty. 1987 -2018. 3 Seasons. CBS. Drama, Action & Adventure. TV14. Watchlist. It's Vietnam 1967 and veteran sergeant Zeke Anderson leads the young, new recruits of Bravo Company as they ...
Anyone know what "Tour of Duty" is? : r/modernwarfare
I have that too. But I have it for Soap. The Soap Operator Bundle. Soap has the same thing, so it's a placeholder. 22 votes, 15 comments. 1.3M subscribers in the modernwarfare community. Call of Duty: Modern Warfare is a first-person shooter video game released in….
United States Army
Thousands of active duty roles at your fingertips. Travel the World Hundreds of positions in places like Italy, Germany, and Hawaii. Enhance your Career Enhance your career by leading Army teams to achieve your goals. Earn your benefits Serve on active duty to qualify for healthcare and other benefits.
Is Tour of Duty even worth it? :: Team Fortress 2 Mann vs. Machine
With Tour of Duty tickets costing from 1.33-1.66 ref or 2 for a key (if you can even find someone selling for 1.33, which is rare...), is the payout even worth it? You need 6 tickets to get a botkiller, so that's 3 keys...and not one strange silver botkiller is worth that much. The chance of getting a gold is so rare, and even then, thats only about a 200% profit increase (gold botkiller is on ...
Tour of duty basic questions : r/fednews
Old. Q&A. diatho. •. Your tour of duty basically is what hours you plan to work. Ask your supervisor what the core hour requirements are (most places are a standard 9-5, but some offices do 8-4 or 7-3) you're expected to be there during core hours but can often be there earlier or later as long as you meet most of the core hours.
New tour of duty : r/WorldofTanks
Agree that we can have different missions on tour of duty, even more missions, to get Better rewards (like carro). Reply reply Ser_Rem • I think one of the suggestions was a system where 2-3 missions could be done alone, and there would be a big reward bonus mission that required platooning with clanmates each week. ...
Shared post
Massive leak from Mikhail Khodorkovsky "Free Russia Foundation" and US funding bodies for anti-Russian activities. The Free Russia Foundation, openly funded by the US State Department, published a report on the "sustainability of civil society organizations" in the Russian Federation in 2022.
Tour of Duty
Tour of Duty was een Amerikaanse dramaserie over de Vietnamoorlog die op de Amerikaanse televisie werd uitgezonden van 1987 tot 1990. De titelsong was vanaf de tweede aflevering Paint It Black van The Rolling Stones.. De serie bestaat uit drie seizoenen. In het eerste seizoen, beginnend in het tweede deel van 1967, behoort het peloton tot de 196th Light Infantry Brigade met als basiskamp Chu Lai.
TV Q&A: Was war movie Bob Newhart's first tour of duty on film?
*Refers to the latest 2 years of stltoday.com stories. Cancel anytime. Comedian and actor Bob Newhart performs onstage in the Royal Variety Performance at the Palladium in London on Nov. 2, 1964 ...
Does anyone think a Tour of Duty is really worth it? : r/tf2
^ Basically that. However this tour is unique as it will give you robot parts after every mission. These parts go for roughly £0.03 - 0.10. As well as that , at the end of each mission there is a rare chance you will get a pristine robot part which fetches £0.30 or a specialised fabricator which can be built to make a specialised kill streak kit.
Sebastian Stan's Crash Course in Becoming Trump
After a long tour of duty in the Marvel universe, the Romanian-born actor is conquering the festival circuit, with starring roles in "The Apprentice" and "A Different Man."
Money blog: Pound soars against euro and dollar
Sterling has reached a more than two-year high against the euro, buying €1.20. Pound strength is also seen against the dollar with £1 equal to $1.3374, a rate last seen in March 2022. Read this ...

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