The Foreign Service Journal, March 2009

M A R C H 2 0 0 9 / F O R E I G N S E R V I C E J O U R N A L 21 assistant position was added in 2008. We offer support through a range of services and mechanisms. These in- clude: 1) direct phone, e-mail or in-person contact with one of the two FLO unaccompanied tour staff; 2) brief- ings, gatherings and training sessions; 3) information- sharing via FLO’s Internet site and the HomeFrontUS Yahoo group; 4) Web-based training and information ses- sions; 5) help from MHN, a contracted health services company; 6) liaison with other offices and bureaus; and, 7) advocacy to improve or expand department services and resources. We also hope that all employees and family members on unaccompanied tours will look to FLO as a source of confidential communication to answer questions on regu- lations and allowances and as a point of contact on unac- companied tour–related issues. In addition to the UT officer and program assistant, other portfolios in FLO support employees and family members affected by an unaccompanied tour. Our em- ployment team consists of five staff members who provide support and services to family members for employment inside the mission, on the local economy and in the U.S., primarily the Washington, D.C., metropolitan area. They work with family members of UT employees to assist them in their unique circumstances, to identify potential em- ployment and training opportunities. At some unaccompanied posts, once the employee is as- signed, his or her spouse may apply for jobs designated for Eligible Family Members there. FLO works with the re- gional bureaus and human resource officers at post to en- courage and facilitate EFMhiring at unaccompanied posts. FLO’s naturalization specialist can assist State Depart- ment employees’ non-U.S. citizen spouses seeking expedi- tious naturalization. In some situations where the em- ployee goes on temporary duty to an unaccompanied post and the spouse remains at the post that the employee left, the spouse does not lose eligibility. And our Crisis Man- agement and Support Officer provides information about the post and guidance on dealing with personal challenges such as evacuations, elder care, separation/divorce and other work/life issues. These issues often become even more complex during an unaccompanied assignment, and the CMSO stands ready to provide added support. FLO’s Education and Youth Officer assists families in navigating the complex educational options for children— especially those that have been made more complex by an unaccompanied tour — and provides information on re- lated allowances and benefits. For those families opting for boarding school, the EYO offers consultation on appropri- ate placement. Long-term separation from parents, espe- cially if coupled with high anxiety, culture shock or re-entry problems, can have both immediate and delayed conse- quences for children. FLO’s Education and Youth Officer offers guidance and referral on these topics. In addition, FLO also provides resources for families of special needs and gifted children. Where Should the Family Live? Each individual’s reasons for taking an assignment to one of the 21 fully or partially unaccompanied posts are a mix of the personal and professional. But whatever the moti- vation, it is important that employees and their families un- derstand the ramifications of such an assignment — and have realistic expectations of what support is available. Even a one-year separation has a long-term impact on one’s career, family relationships and, in some cases, physical and mental health and well-being. To help the family decide where to live during the em- ployee’s tour (and also to assist the employee in under- standing the allowances based on how he or she is assigned), FLO has created a decision tree that people can use to identify and compare locations based on various fac- tors. These include proximity to friends, family and support systems; the current and prospective job situation for the spouse/partner; children’s ages and school considerations; and health issues. For example, foreign-born spouses may wish to reside with their family in a country where they know the language and have a support structure. Other family members may wish to remain in, or travel to, Washington, D.C., where they can avail themselves of FLO’s services and programs, research an onward assignment at the Overseas Briefing Center, or participate in gatherings. They can also access services of the Bureau of Medical Services that may be available to them, including confidential counseling by the Employee Consultation Service and Deployment Stress Management Program. Still other families may prefer to reside elsewhere in the U.S., near relatives or friends. The Allowances Quagmire The allowances and regulations applicable to employ- ees serving in unaccompanied positions and their eligible family members vary greatly, depending on the method by which the employee is assigned (via permanent change of F O C U S