Local Employment Policy Handbook - ICASS

Probationary Period
An AEFM hired under a FMA or Temporary Appointment doesn’t serve a probationary period.
Eligibility to Apply for Mission Positions When Working Under a FMA or Temporary Appointment
The AEFM hired under a FMA must serve 90 calendar days before being eligible to apply for other
positions advertised at the Mission. There is no exception to this policy.
An AEFM under a Temporary Appointment doesn’t have to serve 90 calendar days before being eligible
to apply for other positions advertised at the Mission.
Concurrent Direct Hire Appointment and PSA or PSC
An individual who is employed under a direct-hire appointment may not be concurrently employed under
a PSA or PSC with the US Government.
Departure of Sponsoring Employee and Loss of EFM Status
Sometimes a direct hire Foreign, Civil, or uniformed service member assigned to the Mission and under
COM authority, or to an office of the AIT, officially departs the Mission or the AIT for onward
assignment and the family member remains in country. When this happens, the family member
immediately loses “EFM” status. If the EFM also meets the definition of AEFM, the individual also loses
eligibility for the FMA or Temporary Appointment. So the family member must immediately resign and
HR must place the family member in Intermittent No-Work Schedule (INWS) status, or HR must process
a termination action and the AEFM is not placed in INWS status. HR will automatically place the family
member in INWS status unless the family member tells HR to terminate the FMA and not place the
family member in INWS status.
A family member who remains in country after the sponsoring officer departs for onward assignment may
still apply for advertised positions at the Mission. However, the family member must now be legally
eligible to work in country. With the loss of EFM and diplomatic status due to the departure of the
sponsoring officer, the family member will in most cases need a work permit, residency permit, or both
the work and residency permit for legal employment. This puts the family member under the jurisdiction
of local labor law. So for purposes of new employment, HR must consider the family member Ordinarily
Resident and compensate under the Local Compensation Plan. Saved Pay provisions don’t apply.