Brunei: BFB ID Card Registration

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Please see requirements for BFB ID Card Registration and visit to the SSO office on arrival to arrange for a BFB ID Card to be issued.

For further information please contact: BruneiGar-SpSvcs-HousingClk@mod.gov.uk

Brunei: Do you provide a service from home? Important Information...

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Brunei: Malaysia - Miri Pullman Hotel - Garrison discounted rates 2024

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The above rates are non-commissionable. The Rates cover the accommodation for one or two persons per room, the buffet breakfast and wireless internet access.

These agreed rates are excluding of any taxes. The negotiated rates will be billed with the statutory value. Company rates can be booked online at www.businesstravel.accorhotels.com Visit www.accorhotels.com for mobile user or contact reservation team on +6085 323 888

Brunei: Malaysia - Miri Meritz Hotel - Garrison discounted rates valid 1st Mar - 30th Sept 2024

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Brunei: Malaysia - Miri Imperial Hotel - Garrison discounted rates 2024

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Brunei: Brunei - Empire Hotel - Resident's Empire Retreat - available until 05th January 2025

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For more information, please see The Empire

Tel: +673 241 8888

Email: res@theempirebrunei.com & info@theempirebrunei.com

Brunei: Malaysia - Miri Marriot Hotel - Garrison discounted rates - 1st Feb to 20th Dec 2024

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Defence Medical Rehabilitation Centre (DMRC) resources signposting guide, 2024 ed

From DMRC and the ADVANCE (Armed Services ​​Trauma Rehabilitation Outcome) Study this is a list of charities and services which you, your family and friends may find useful. 

It is divided into sections for your ease of reference. The Contents Page will help you to find the sections relevant to your query/search and provides the relevant page number(s). 

The first section in the booklet lists key charities/organisations that can direct you to the relevant charity/service if you are unsure which charity/service may be the best for your needs/query. The subsequent sections are listed in alphabetical order. The index at the end of this booklet lists charities and services in alphabetical order together with their page number(s).​

Please click the link to read

https://www.advancestudydmrc.org.uk/wp-content/uploads/2024/06/Advance-SignpostingBooklet-June2024_website.pdf

MOD bullying, harassment and discrimination helpline

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You can also access support by visiting the Workplace Wellbeing Platform at MOD | (workplacewellbeing.com)

Brunei: Harassment and Bullying Policy including Grievances

1. Follow the links below. This document sets out the procedure to use when there is a complaint relating to the treatment of an employee. This should be read in conjunction with the Grievance Policy. JSP 763 - The MOD Bullying and Harassment Complaints Procedures should be followed for bullying, harassment and discrimination complaints.

a. Grievances

b. Harassment and Bullying Policy

2. The following are BFB Equality, Diversity and Inclusion Advisors (EDIAs):

a. BFB ED&I Lead - Capt Narbir Galami

b. BFB ED&I Advisor 1 - WO1 (GSM) Joshua Cato

c. BFB ED&I Advisor 2 - Sgt Nabin Shrestha

Brunei: Bullying Policy and Guidelines Policy and Legal Definitions

BULLYING POLICY AND GUIDELINES POLICY AND LEGAL DEFINITIONS 

Policy and Legal Definitions 

1. Bullying, harassment and unlawful discrimination (BHD) is never justifiable or acceptable in the Army. Those found guilty of unacceptable behaviour will be subject to administrative or disciplinary action in accordance with AGAI Vol 2 Ch 67 , the JSP 830 - Manual of Service Law and The Queen’s Regulations for the Army 1975 . Commanding Officers are entitled to initiate such action where there is evidence of wrongdoing, irrespective of whether a formal or informal complaint is made. Bullying covers unacceptable behaviour against an individual or group whether they are protected by the equality act (Race, Religion, belief or non-belief, Sex, Age, Disability, Sexual Orientation, Gender reassignment, Marriage & Civil Partnership, Pregnancy & Maternity), or not. For example, gender identity and gender expression, having red hair, speaking with an accent, having a different cap badge or being injured are not protected characteristics but can still be the basis for bullying for which the Army has zero tolerance. 

a. Bullying. Bullying has no legal definition but can be described in general terms as - “offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient’. The perception of bullying can differ from person to person”. 

b. Harassment. Harassment is defined as being unwanted conduct related to a protected characteristic which has the purpose or effect of violating the recipient’s dignity or of creating an intimidating, hostile, degrading, humiliating or offensive environment for the recipient. 

c. Protected Characteristics. All personnel must recognise that a number of personal characteristics are protected by law under the Equality Act 2010. It is noteworthy that all personnel have at least five of the protected characteristics listed below: 

(1) Race. 

(2) Religion or belief (including no belief). 

(3) Sex. 

(4) Age. 

(5) Disability. 

(6) Sexual Orientation. 

(7) Gender Reassignment. 

(8) Marriage & Civil Partnership. 

(9) Pregnancy & Maternity. 

d. Discrimination. In simple terms, unlawful discrimination occurs where, because of a protected characteristic: 

(1) A person is treated less favourably then someone else (direct discrimination). 

(2) A working condition or rule disadvantages one group of people more than another and that working condition or rule cannot be shown to be a proportionate means of achieving a legitimate aim (indirect discrimination). 

2. BHD must not be confused with the requirement and authority of the Chain of Command to issue legitimate orders and provide military discipline where appropriate. The difference between the two is something that a leader might need to explain to those under their command. 

Combating Bullying, Harassment and Discrimination 

3. Commanders and line managers at all levels, (Civil Servants Officers, Warrant Officers and all Non-Commissioned Officers) have a responsibility to ensure the protection of their subordinates from BHD. Any abuse of, or disregard to this responsibility amounts to neglect. 

4. All personnel are to be made aware of help that is available if they believe they are being subjected to bullying, harassment or discrimination or any other unacceptable behaviours. The range of help, advice and guidance includes the following: 

a. As a first step, personnel should speak to their immediate line manager or higher commander. If approaching the immediate Chain of Command is difficult or unsuitable, help can be sought in confidence from several other sources: 

b. The unit Diversity and Inclusion Adviser (D&I(A)) or Practitioner (D&I(P)). 

c. The unit Welfare Officer (UWO). 

d. The unit Padre or relevant World Faith Chaplain (Buddhist, Hindu, Jewish, Muslim and Sikh). 

e. Speak Out, the Army’s confidential BHD Helpline, Tel: 0306 770 4656 or 96770 4656, Email: Army-Speakout@mod.gov.uk, Mon-Fri 0830-1700. 

f. The Army Mediation Service, Tel: 0306 770 7691 or 96770 7691, Email: Army-Mediation-0Mailbox@mod.gov.uk . 

5. All personnel are entitled to consult the Service Complaints Ombudsman (SCO) directly if they believe that their complaint has not been handled correctly, or they feel unable to complain through their own unit: 

a. Telephone: 020 7877 3450 

b. Email: contact@scoaf.org.uk 

c. Website: https://www.scoaf.org.uk/ 

d. Twitter: @SCOAF_UK 

6. Where an individual wishes to make either a formal or informal complaint, advice on the complaints procedure is available from those listed above and detailed guidance is contained in JSP 831 - Redress of Individual Grievances: Service Complaints and JSP 763 - The MOD Bullying and Harassment Complaints Procedures. It is important to note that formal complaints must be submitted within 3 months of the last occasion when any alleged unacceptable behaviour took place. 

7. It is recognised that personnel will sometimes be treated differently to others either to account for specific needs of an individual (or group) or due to the needs of the Army. Treating people differently is perfectly acceptable if individuals are treated fairly and dealt with in a manner that is lawful and can be objectively justified. 

8. Fostering an aggressive spirit in soldiers is necessary to train them for operations and war. Soldiers must be self-reliant and robust, mentally and physically, and be capable of resisting pressure if they are to prevail in battle. Controlled aggression, self-sufficiency and strong leadership are very different to the use of intimidation or violence which characterise bullying. The difference between the two is clear: 

a. Positive encouragement in training develops individuals and groups and raises morale. 

b. Bullying is destructive to individual self-esteem and undermines unit morale and confidence in the Chain of Command. The effect of bullying on team cohesion and operational effectiveness is always destructive. 

Description and Examples of Bullying 

9. Bullying can exist between peers, be directed downwards to subordinates and upwards to seniors. Any abuse or misuse of power intended to undermine, humiliate, denigrate or injure the recipient is of concern and most damaging to the Army’s reputation. Initiation ceremonies come under the category of bullying and are not permitted. OFFICIAL OFFICIAL Page 7 of 13 

10. Bullies may attempt to make excuses for unacceptable behaviour and bullying, referring to incidents in terms such as; a personality clash, a strong or robust leadership style, an attitude problem or an autocratic management style. However, bullying can generally be recognised where the treatment of others cannot be objectively justified and by its effect which is always negative. 

11. Bullying may be sustained over time or may be a single act of intimidation. It can never be justified by claims that the result of the bullying behaviour was improved performance by an individual or a unit. Such claims might even be believed by those behaving unacceptably towards others, but the reality is that motivation, mutual trust and respect are diminished and ultimately replaced by fear. 

12. Examples of unacceptable behaviour include: 

a. The use of personal insults or labelling of individuals or groups with nicknames designed to undermine, humiliate or denigrate others. 

b. Unfair work allocation or exclusion from certain types of work. 

c. Unfair pressure about the speed and quality of work, for example, the use of double standards to ensure failure. 

d. Over-supervision and persistent criticism especially in front of subordinates. 

e. Blocking applications for leave or training without good reason. 

f. Use of physical force. 

g. Initiation ceremonies.

Description and Examples of Harassment 

13. Harassment may affect an individual's ability to perform their duties and, consequently, affect the performance, efficiency and safety of others. Harassment may take the form of persistent unwanted attention which continues after the recipient makes clear that he/she wants it to stop. However, a single incident can also constitute harassment, if sufficiently serious. 

14. Examples of unacceptable conduct amounting to harassment include: 

a. Unwelcome sexual or other attention in the form of physical or verbal conduct. 

b. Subjecting an individual to insults or ridicule because of a Protected Characteristic or other characteristic. 

c. Suggestions that sexual favours may further an individual's career or that refusal may hinder it. 

d. Unfair work allocation or exclusion from certain types of work based on stereotypes related to a Protected Characteristic. 

e. Other behaviour of a consistent and offensive nature involving physical conduct such as touching, patting, pinching or brushing against another's body. 

f. Circulating or displaying sexually explicit material where it is intended, or has the effect of causing offence to others, is likely to constitute sexual harassment. 

g. Direct or indirect exposure to language or action of a suggestive or sexual nature. 

h. The inclusion of stories or jokes and illustrative material in formal presentations or lectures that may cause offence in relation to a Protected Characteristic. 

i. Comments such as ‘there is no place for women/gays in the Army’ are classed as harassment. 

j. Excluding an individual from conversation or social occasions because of a Protected Characteristic. 

k. The use of unacceptable language, e.g. the casual use of racist, sexist, or derogatory homophobic, biphobic or transphobic terms, even if not directed at an individual, examples of this include use of words like “tranny”, “freak”, “bender”, etc. 

15. It should be noted that a claim that offence was not intended, is not a defence to a claim of harassment. The fact that other officers or soldiers have not objected to behaviour that the complainant finds offensive or objectionable is also not a defence. In addition, a person need not have one of the Protected Characteristics themselves in order to be offended or raise a claim of harassment. 

16. Victimisation. Victimisation generally means treating a person worse than others because they have made a complaint or allegation about something or somebody. Victimisation is unlawful and considered to be a very serious matter. Those found guilty of victimisation are likely to receive significant sanction either through administrative action or formal disciplinary action. 

17. False Allegations. False or malicious allegations of BHD or unacceptable behaviour is serious personal misconduct and offenders may be subject to administrative action or formal disciplinary action.

Tackling Sexual Offending in Defence - Strategy & Policy

Sexual Abuse and Sexual Exploitation is unacceptable. Defence considers this to be grounds for termination of employment (if you are a Civil Servant or a Contractor) and/ or the discharge from the Armed Forces. From 19 Nov 22 there is a presumption that anyone in the Armed Forces found to have behaved in a sexually unacceptable way will be discharged.

In July 22 JSP 769 Sexual Exploitation and Abuse was published and is relevant to anyone who is employed by Defence.

Defence and the Services are taking decisive steps to keep our people and the public safe, by introducing new policies and measures to tackle unacceptable sexual behaviour. The vast majority of personnel act professionally and uphold Defence’s high standards and strong values. Some fall short.

Everyone in Defence must know and understand the key information in the policy summaries to understand what unacceptable sexual behaviours are, and how you can challenge and report them.

Everyone should also understand that supporting victims and survivors is a Defence priority. Every allegation will receive prompt and efficient investigation, which may result in administrative, disciplinary, criminal action, or termination of employment and/or the discharge from the Armed Forces.

How to call it out

We must all call out behaviours that fall short of our high standards and strong values. Defence’s ‘Sexual Harassment: What You Need to Know’ booklet provides relevant guidance on how to do this.

Quick Links to documents that we MUST ALL now read (they are each a single page):
20220719_1-page summary_Sexual Exploitation and Abuse.pdf
​​​​​​​20220719_1-page summary_Zero Tolerance to Unacceptable Sexual Behaviour - A Victim-Survivor Focused Approach.pdf
20220719_1-page summary_Tackling Sexual Offending in Defence Strategy.pdf

​​​​​​​Additionally, all UK Armed Forces personnel, Regular and Reserve are required to read and understand: 2022DIN01-073-Zero Tolerance to Unacceptable Sexual Behaviour A Victim Survivor Focused Approach

Brunei: Sexual Offending and Unacceptable Sexual Behaviour

SEXUAL OFFENDING AND UNACCEPTABLE SEXUAL BEHAVIOUR 

1. Unacceptable Sexual Behaviour: With effect from 19 November 2022, the Army adopted a Zero Tolerance approach to Unacceptable Sexual Behaviour (USB) which means every allegation/complaint will be investigated promptly, thoroughly and efficiently. There is a presumption of discharge for anyone found to have behaved in a sexually unacceptable manner. The chain of command (CoC) are not permitted to investigate allegations about unacceptable sexual behaviour, unless the victim wishes to have their complaint dealt with through informal resolution; this is a specific process in AGAI 67 which results in minor rather than major admin action. Service Personnel wishing to raise an allegation/complaint of Unacceptable Sexual Behaviour have the following options:

a. Informal resolution: The CoC (min rank of Maj/OF3) must conduct a formal interview and where proven, award a Minor Admin Sanction of Formal Interview.

b. Report it to the CoC: The CoC will forward the allegation direct to the 2* Division, who will arrange for the incident to be investigated by an Independent Officer from another unit.

c. Report it through an independent body: SP who do not wish to raise an allegation through their CoC can email their complaint/allegation using the proforma at Annex F to AGAI 62 to the Unacceptable Behaviours Team (UB Team) multiuser account ArmySpeakOut@mod.gov.uk. The UB Team will forward the proforma to the respective 2* for independent investigation. The UB Team will not comment or advise on the allegation.

d. Service Complaint: If the victim believes seeks specific redress then they may use the existing Service Complaints procedure.

2. Sexual Offences: The Army has adopted a Zero Tolerance approach Sexual Offending, therefore Service Personnel who are convicted of a Sexual Offence in Civil or Military Court will be discharged from the Service.

Galop's support for LGBT+ people who have experienced abuse and violence

Galop support LGBT+ people who have experienced abuse and violence. Their website has a domestic abuse survivors' forum and a page devoted to domestic abuse in the context of the LGBT+ community, as well as several factsheets: Domestic abuse - Galop the LGBT+ anti-abuse charity - Galop.

Contact details:

• ​Website: https://galop.org.uk
• National Helpline for LGBT+ Victims and Survivors of Abuse and Violence: 0800 999 5428
• Email help@galop.org.uk

Career Pursuit CIC Launches 'Your Future' Magazine: Career Support for Young People in Military Families

Visit www.careerpursuit.co.uk/your-future-magazine to learn more about Your Future.

Career Pursuit CIC (Community Interest Company) Launches Your Future Magazine: Career Support for Young People in Military Families. To read please Click Here

Domestic Abuse - Help is at hand

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You're not alone - it's Euro 24...the charity Women's Aid has advised that domestic abuse can rise by as much as 38% after big games. Please help to spread the information in this poster because it may be really valuable to someone you know. 

Are you in the Armed Forces Community and interested in Allied Health Professions - could this be a career path for you?

The Allied Health Professionals (AHP) mixed reality work experience program for the Armed Forces community will cover all 14 AHP professions over a one year period - it started with Occupational Therapy on 17th April.

We are partnering with higher education institutes based around England and specifically near to military establishments. The idea is to attract Armed Forces leavers, Veterans and Armed forces families into AHP careers with their aligned values and the transferable skill elements.

Interested people will attend monthly webinars to receive some online content.

There will then be a live stream from the profession in focus from Guys and St Thomas’ NHS Foundation Trust using a head mounted lens (camera) of the AHP treating and going about their day (with all consent and permissions in place ahead of filming)

And will be followed by a live Q and A, and session with some people who have transitioned from the Armed Forces into the given profession and with the relevant professional body.

If you are interested, please register now! To do so, email: armedforces@gstt.nhs.uk

See this Fact Sheet for links to lots of information that is already available about AHPs for the Armed Forces community.

The next webinars coming up are for Diagnostic Radiography on 2nd July, and Therapeutic Radiography on 3rd July.

Brunei: Brunei Adventures At Your Doorstep

Rich in nature and wildlife, Brunei is a fascinating place for families to go out and enjoy adventures right at your doorstep.

Destinations under 70 km

Destinations over 70 km

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Brunei: Brunei - Indoor Children's Playgrounds

Check out these playgrounds around Brunei. Some of these playgrounds have cafes where adults can sit and have a drink while the kids play. Some of these playgrounds also host birthday parties!

And remember to pack socks otherwise you'll end up having to buy them!

MONKEYBARS CO

Address: No. 3&4, Lot 9189 Jalan Jaya Negara, Kuala Belait KA1931, Brunei

Hours: Mon – Sun 9am – 9pm
             Fri – Closed between 12nn - 2pm

Phone: +673 745 2888

For more information or enquiries, please visit MONKEYBARS CO

RAR’A’KIZ CAFÉ and INDOOR PLAYGROUND

Address: Unit 21, Ground Floor, Lot 7191, Bangunan Hj Hassan Ghani, Jalan Jaya Negara, Kg Pandan, Kuala Belait, Brunei

Hours: Mon – Sun TIME 9am - 9pm
            Tue – Closed
            Fri – Closed between 12nn - 2pm

Phone: +673 813 9557

For more information or enquiries, please visit RAR’A’KIZ CAFÉ and INDOOR PLAYGROUND

RAINBOW PLAYLAWN BRUNEI

Address: S13 & S14, 2nd Floor, Impiana Kompleks, Kiulap, Bandar Seri Begawan, Brunei

Hours: Mon – Thurs 10am – 930pm
            Fri 8am – 12nn; 2pm – 930pm
            Sat & Sun 8am – 930pm
    
Phone: +673 258 0220

For more information or enquiries, please visit RAINBOW PLAYLAWN BRUNEI

TWINKLE KIDS CAFÉ

Address: Unit No. 6&7, Ground Floor, Block A, One Riverside, Jalan Gadong, Bandar Seri Begawan, Brunei

Hours: Mon, Wed & Thurs 10am – 10pm
            Tue 12pm – 10pm
            Fri 9am – 12nn; 2pm - 10pm
            Sat & Sun 9am – 10pm

Phone: +673 224 1692

For more information or enquiries, please visit TWINKLE KIDS CAFÉ

FUNBLOCKS EDUTAINMENT

Address:: 3/F Huaho Manggis Mall, Bandar Seri Begawan, Brunei

Hours: Mon – Thurs 12nn – 9pm
            Fri 2pm – 9pm
            Sat & Sun 10am – 9pm

Phone: +673 234 1954

For more information or enquiries, please visit FUNBLOCKS EDUTAINMENT

TIMESZONE BRUNEI

Address: 2/F, Times Square Shopping Centre, Spg 13-29, Jln Berakas, Kg Jaya Setia, Mukim Berakas A, Bandar Seri Begawan, Brunei

Hours: Mon – Sun 10am – 10pm
             Fri – Closed between 12nn – 2pm

Phone: +673 233 0323

For more information or enquiries, please visit TIMESZONE BRUNEI

Adventureland/Bon Appetit

Address: Unit 4 & 5 Bangunan PSI Spg 363 Kg Tungku, Brunei

Hours: Mon – Sun 10am – 930pm
            Fri – closed between 12nn – 230pm

Phone: +673 244 9009/ +673 731 7099

For more information or enquiries, please visit ADVENTURELAND/BONAPPETIT

Brunei: Spousal National Insurance Credits for Civilian Staff Working Overseas

Please note civilians are not covered under the Armed Forces Covenant, and are therefore not eligible for spousal NI credits, the same applies to all Civilian staff working for UK Governments overseas. It is purely for Armed Forces Personnel see: DWP and the Armed Forces Covenant.

Brunei: Relocating soon? Be sure to re-direct mail with Royal Mail Redirection

 

Royal Mail redirection service ensures your mail moves with you whether moving within the UK or abroad. With unpredictable and lengthy mail transit times to and from Brunei FPO, it is Imperative to remember to redirect your mail to your new location before departing Brunei. 

The process is quick and simple and can be done online HERE.

Travelling To EU - Apply For A Free UK Global Health Insurance Card (GHIC)

The UK Global Health Insurance Card (GHIC) lets you get state healthcare in Europe at a reduced cost or sometimes for free.

If you have a UK European Health Insurance Card (EHIC) it will be valid until the expiry date on the card. Once it expires, you’ll need to apply for a GHIC to replace it.

To find out more and to apply. click HERE

GHIC and EHIC does not replace travel insurance.You will still need to obtain travel insurance prior travelling.

Looking for your nearest NHS dentist? Dental Choices can help...

Dental Choices is a website designed to make it easier for you to find and register with an NHS dentist.

Dental Choices aims to provide reliable information about dentistry to help you make informed decisions about your oral health and oral health care.

Search now to find an NHS dentist near you accepting new patients in England.

Defence Children Services, Education Advisory Team (UK) - School Place Offers & Appeal Advice

There are some key dates coming up for families who have children due to start primary or secondary school in September 2024.

Defence Children Services Education Advisory Team (UK) have prepared an Information Sheet, which offers advice to families about responding to the school places they have been offered for their children should it be needed. This guidance is relevant UK-wide.​

For further information please go to: https://www.gov.uk/government/groups/defence-children-services-dcs