Summary
At the request of the Regional Executive Directors, the Director General reviewed and revised the regulatory definition and policies covering MOHs. The revisions refine the definition and standardize policies on MOHs that should make application consistent throughout our overseas posts. They also clarify that Eligible Family Member (EFM) parents have the same status as MOH parents for employment at U.S. missions. Declared MOHs currently at post who no longer fall within the definition of MOH will maintain MOH status through the end of their sponsor’s current tour of duty. Similarly, any EFM parent who was erroneously given a hiring preference and is currently working at post can continue in the position through the end of their sponsor’s tour of duty.
Employees who have travelled with MOHs for whom they are de facto guardians (i.e., nieces, nephews, other) but who will no longer fall within the definition of MOH may wish to consider legal guardianship (see 14 FAM 511.3, Definitions: Eligible Family Members).
Revisions to 3 FAM 4181 and 7121 make the definition of MOH consistent within these sections of the FAM and narrow the definition of MOH by specifically listing the types of familial relationships that are eligible for MOH status. Additional revisions to 3 FAM 4181 clarify the benefits available to MOHs at post. Additional revisions to 3 FAM 7121 clarify that EFM parents (parents granted EFM status pursuant to 14 FAM 511.3(2)) are not Appointment Eligible Family Members (AEFMs) or U.S. Citizen Eligible Family Members (USEFMs) for employment purposes. Thus, an EFM parent does not receive the hiring preference that other USEFMs receive. Rather, EFM parents are on equal footing with MOH parents for job opportunities at missions abroad.