DEPARTMENT OF MANAGEMENT

TERM PAPER REPORT

TITLE

HEALTH AND SAFETY

ISSUES CONCERNING
EXPATRIATES

Submitted By:
Harman

Roll No:
R-18

DEPARTMENT OF MANAGEMENT

(2009)
HEALTH AND SAFETY

Health and Safety is a cross-disciplinary area concerned with protecting the

safety, health and welfare of people engaged in work or employment. The goal
of all occupational safety and health programs is to foster a safe work
environment. As a secondary effect, it may also protect co-workers, family
members, employers, customers, suppliers, nearby communities, and other
members of the public who are impacted by the workplace environment. It
may involve interactions among many subject areas, including occupational
medicine, occupational (or industrial) hygiene, public health, safety
engineering, chemistry, health physics, ergonomics, toxicology, epidemiology,
environmental health, industrial relations, public policy, sociology, and
occupational health psychology.

A BRIEF DEFINITION

Since 1950, the International Labour Organization (ILO) and the World Health
Organization (WHO) have shared a common definition of health and safety. It
was adopted by the Joint ILO/WHO Committee on Health and safety at its first
session in 1950 and revised at its twelfth session in 1995. The definition reads:
" health and safety should aim at: the promotion and maintenance of the
highest degree of physical, mental and social well-being of workers in all
occupations; the prevention amongst workers of departures from health
caused by their working conditions; the protection of workers in their
employment from risks resulting from factors adverse to health; the placing
and maintenance of the worker in an occupational environment adapted to his
physiological and psychological capabilities; and, to summarize, the adaptation
of work to man and of each man to his job."

REASONS FOR SAFETY AND HEALTH

The reasons for establishing good occupational safety and health standards
are frequently identified as:

Moral
An employee should not have to risk injury or death at work, nor should others
associated with the work environment.

Economic

Many governments realize that poor occupational safety and health

performance results in cost to the State (e.g. through social security payments
to the incapacitated, costs for medical treatment, and the loss of the
"employability" of the worker). Employing organizations also sustain costs in
the event of an incident at work (such as legal fees, fines, compensatory
damages, investigation time, lost production, lost goodwill from the workforce,
from customers and from the wider community).

Legal

Occupational safety and health requirements may be reinforced in civil law

and/or criminal law; it is accepted that without the extra "encouragement" of
potential regulatory action or litigation, many organisations would not act upon
their implied moral obligations.

FUTURE DEVELOPMENTS

Health and safety has come a long way from its beginnings in the corporate
industry sector. It now has an impact on every worker, in every work place,
and those charged with managing health and safety are having more and more
tasks added to their portfolio. The most significant responsibility is
Environmental Protection. The skills required to manage health and safety are
compatible with environmental protection, which is why these responsibilities
are so often bolted onto the workplace health and safety professional.
RESEARCH METHODOLOGY ADOPTED

All the data has been collected from the secondary source and the
necessary analysis and interpretation has been done by me alone. The
secondary source has been, primarily internet however some books and
magazines have also been consulted during the making of this term paper.

OBJECTIVE OF THE STUDY

 To have a broader understanding of the issues relating to expatriate

health and safety.

 To know the various laws governing the health and safety issues of
expatriates.

 To understand the drawbacks of not providing appropriate health and

safety measures to expatriates.

 To know how expatriate health and safety issues are being handled by
various corporate organisations.

LIMITATIONS OF THE STUDY

 All this report has been generated from the secondary sources of data
which is not as trustworthy as the primary source.

 The analysis and interpretation of the data so collected has been done
by me. Hence, it involves the human interpretation which might well be
not accurate and perfect.

 Due to time constraint, adequate and sufficient data could not be

collected.

VIDEOS
I have also collected some videos which depict the hazards of not using safety
at the work place thus highlighting the importance of the same. There are a
total of three videos.

SOURCE OF INFORMATION

The source of information has been clearly and properly given in the
bibliography at the end of the report.

VARIOUS LAWS GOVERNING HEALTH AND SAFETY ISSUES OF

EXPATRIATES.

The Health and safety Executive [HSE]

The HSE is the UK government body responsible for enforcing health and safety
at work legislation. The HSE also plays a major role in producing advice on
health and safety issues, and guidance on relevant legislation. The role of
enforcement is split between HSE and local authorities depending on the
business sector.

In addition, HSE conducts research into the effectiveness of regulations and

other health and safety issues, consults with employers and employees
representatives, and advises legislators and government on health and safety.

The HSE website contains a wealth of information and guidance on maintaining

health and safety at work, and detailed advice on complying with health and
safety regulations.

Health and Safety at Work Act 1974

Often referred to as HASAW or HSW, this Act of Parliament is the main piece of
health and safety legislation. It places a duty on all employers "to ensure, so far
as is reasonably practicable, the health, safety and welfare at work" of all their
employees.

Among other provisions, the Act also requires:

 Safe operation and maintenance of the working environment,

plant and systems
  Maintenance of safe access and egress to the workplace
 Safe use, handling and storage of dangerous substances
 Adequate training of staff to ensure health and safety
 Adequate welfare provisions for staff at work.

The Management of Health and Safety at Work Regulations 1999

It places a duty on employers to assess and manage risks to their employees

and others arising from work activities.

Employers must also make arrangements to ensure the health and safety of the
workplace, including making arrangements for emergencies, adequate
information and training for employees and for health surveillance where
appropriate.

Employees must work safely in accordance with their training and instructions
given to them. Employees must also notify the employer or the person
responsible for health and safety of any serious or immediate danger to health
and safety or any shortcoming in health and safety arrangements

Reporting of Injuries, Diseases and Dangerous Occurrences

Regulations 1995

Known as RIDDOR, these regulations require employers, the self-employed and

people in control of premises, to report work-related deaths, major injuries,
work-related diseases and dangerous occurrences.

The HSE's RIDDOR pages give detailed information about the requirements of
the regulations, what should be reported, and statistics gathered from RIDDOR
incident reports.

Workplace (Health, Safety and Welfare) Regulations 1992

These regulations are concerned with the working environment. They place a
duty on employers to make sure that the workplace is safe and suitable for the
tasks being carried out there, and that it does not present risks to employees
and others.

The regulations cover all aspects of the working environment, including:

 Maintenance of the workplace, equipment, devices and systems

 Ventilation
 Temperature in indoor workplaces
 Lighting
 Cleanliness and waste materials
 Room dimensions and space
 Work stations and seating
 Condition of floors and traffic routes
 Falls or falling objects
 Windows and transparent or translucent doors, gates and walls
 Windows, skylights and ventilators
 Ability to clean windows, etc. safely
 Organisation, etc. of traffic routes
 Doors and gates
 Escalators and moving walkways
 Sanitary conveniences
 Washing facilities
 Drinking water
 Accommodation for clothing
 Facilities for changing clothing
 Facilities for rest and to eat meals.

REVIEW OF LITERATURE

ARTICLE 1
Expatriates want more support from home: News that Works - productivity of
employees working outside the country

HR Magazine, July, 2002 by Julie Britt

To shore up the productivity of employees sent on international assignments,

companies should do more to support their expatriates and relieve those
employees' fears about growing political tensions around the world, according
to a recent survey. Expatriates who believe they're not getting enough
information about health and safety issues have less peace of mind and feel
less productive, according to 55 % of the 709 international workers who
responded to the survey.

The second annual Global Expatriate Study, conducted earlier this year, was
sponsored by CIGNA International Expatriate Benefits (CIGNA IEB), a business
unit of CIGNA Corp.; the National Foreign Trade Council; and WorldatWork, a
compensation and benefits association based in Scottsdale, Ariz.

"With growing tensions around the globe, employees on overseas assignment

feel increasingly overwhelmed by health and safety concerns and think they
aren't being provided with the preparation and support they need," says
Virginia Hollis, CIGNA IEB's vice president of global markets. "Expatriates are
looking for more peace of mind, and right now they're not getting it."

Employees working in other countries want their companies to provide them

security bulletins, contingency plans and emergency guidelines to keep them
up to date about potentially adverse conditions, she says. Only 20 percent of
the respondents said their companies are keeping them informed.

Although they're dissatisfied with their employers' perceived lack of assistance

in such matters, 77 percent of the respondents said they plan to complete
their assignments, and 74 percent said they would accept another expatriate
position in the future.

On the other hand, nearly 40 percent of expatriates said they were not
prepared adequately for an international assignment, 56 percent cited poor
coordination between local-country and home-office HR departments, and 35
percent said they expect to leave their current employer within five years.

"Employers need to realize that health and welfare issues play a crucial role in
the outcome of an international assignment and the ultimate return to the
company.

The survey report says expatriates want their employers to:

 Provide cross-cultural and language training for employees, and offer

cultural assistance to employees' families.

 Communicate on health and safety issues for most host countries.

 Provide generous benefits packages tailored to international workers'

needs.

 Help executives balance personal and professional responsibilities while

on assignment.

ARTICLE 2

The health of frequent business travellers

This article address a vital and growing area of importance of occupational
and environmental medicine (OEM), including the need to recognize and
define the frequent traveller who is at risk for illness and injury while at work
abroad.
Corporations have increasingly begun to define two other at-risk
groups to be covered by special international OEM programmes.

First, business travellers who regularly (two or more times per year) travel to
remote or medically under-served areas may be designated as at risk. The
second group is short-term assignees. With corporations seeking to reduce
the high costs of expatriate status, these categories are growing rapidly.
Frequent travellers to remote areas without adequate medical support may
be the highest risk category in international OEM for the corporate physician.
Although the risks of routine expatriates are well known and programmes
have been developed by multinational employers, this category of travellers
is less clearly identified as an at-risk group, despite having significant and,
arguably, greater risk of illness, injury and poor medical care. In addition, the
fitness for travel health risk assessment for this group includes the large
number of countries visited and the potentially serious problems of finding
adequate medical care, even if it is available. Although short-term assignees
(3–6 months) may be treated by company policy as expatriates, identification
of this growing group of corporate travellers is much more difficult. Often, the
short-term assignee is a contract employee, or a retired executive recruited
for a specific assignment. Retired assignees often have underlying or chronic
health problems, but are not reported to human resources as expatriates or
individuals who may need pre-travel screening. Even full-time employees on a
technical assignment are often not placed in expatriate status where salaries
and benefits are different, thereby circumventing identification by human
resource departments and missing screening procedures developed so
carefully for most expatriate workers. Identification of these groups of
corporate short-term travellers can be challenging and relying on self-
identification has been successful. Offering quality travel kits, medical
evacuation cards and medical identification cards (EKG, allergies, blood type,
medic-alert bracelets, etc.), combined with strong human resource and senior
management support, and identifies most at-risk international travellers. A
verification of the programme and the assurance that at-risk travellers will
receive medical review can include ticket jacket stuffers regarding the need
for security, safety and medical care evaluation.

SAFETRIP (Sun, Air travel, Food and drink, Entertainment, Traveller’s

diarrhoea, Room/lodging, Insects, Politics/violence) has been applied to
define the educational materials required to ensure the most risk-free trip.

CONCLUSION
To conclude, identification, and education of frequent corporate travellers to
remote/medically under-served areas are as important as expatriate
screening for OEM professionals. A comprehensive travel/expatriate health
programme should cover the specific risks of ex-patriates, short-term
assignees and frequent international travellers to high-risk/medically under-
served areas. The programme must recognize the unique challenges of
identifying the at-risk individuals, assessing the specific risks in each category
and providing medical care and support in terms of pre-travel health, while
abroad and on return.

ARTICLE 3

The article talks about a survey that was carried by CIGNA and brings about
the key findings about the same.

International Workers Feel Unprotected by Employers

Faced with growing uncertainty about their health and safety while on
international assignment, a majority of expatriates surveyed feel that not
enough is being done to assist them.

The second study of expatriate issues was sponsored by CIGNA International

Expatriate Benefits, the National Foreign Trade Council, and World at Work, a
retention and motivation organization.

Commented CIGNA vice president Virginia Hollis, "With growing tensions

around the globe, employees on overseas assignment feel increasingly
overwhelmed by health and safety concerns, and think they aren’t being
provided with the preparation and support they need. Expatriates are looking
for more peace of mind and right now they’re not getting it." Only 20 percent
of the 709 employees surveyed praised their companies for maintaining a
best-practice communication process that keeps them informed and feeling
secure.

Companies need to do a better job in this arena and must recognize "that
health and welfare issues play a crucial role in the outcome of an
international assignment and the ultimate return to the company."

CASE STUDY: REVIEW AND ANALYSIS

The case study talks about the conditions of the American expatriates
working outside their home country.

Ask the Expat: How Safe is it to Live Abroad?

By Volker Poelzl [Living Abroad Editor]

CASE 1

When it comes to moving abroad, safety is among the most important

concerns. How safe is it for Americans to live abroad depend largely on the
country they choose. Although anti-American sentiment is on the rise around
the globe, most people are peaceful and have little intention of physically
harming Americans. Most attacks on American interests and personnel
overseas are directed toward government facilities and U .S. military
installations, although several tourist destinations, such as hotels, nightclubs,
and historic sites have also experienced attacks. However, expatriates usually
don’t frequent these locations, and they have the advantage of blending in
better with the local culture and people.

The best way to prepare oneself for overseas stay is to carefully research the
host country’s economic and political conditions before our departure. Is
there a lot of poverty and urban crime? Are there regions with civil or political
unrest? Have rebellions occurred? Living overseas is a challenge no matter
where we go, and by selecting your destination wisely, you can eliminate
many security concerns beforehand. Choosing a safe part of the country and
a safe neighbourhood to live in, and avoiding high-profile tourist destinations
helps in ensuring that the expatriate gets a sound environment to work
within.

The Middle East is arguably the most dangerous destination for Americans
and Westerners in general and there are several politically unstable countries
in Africa and Asia, but most other countries are relatively safe for American
expats. Although Americans living abroad rarely have to fear for their lives,
they may still be confronted with political questions and may require a thick
skin to deal with criticism of their government and its foreign policies. In parts
of Asia it has been found that people tend to be very neutral in their opinions
about the United States and Americans, but in South America and Western
Europe, American expatriates quite often find themselves in conversations
where they have to stand up to anti- American sentiments. Hence, the best
defense in such a confrontation is to be well-informed, not only about the
foreign policy of the United States, but also about how the host country is
affected by it. This is a better approach than touting patriotic statements or
proclaiming the U SA as the world’s greatest country.

RECOMENDATIONS

One can always check for the website of the State Department for travel
warnings, as well as advisories of other Western countries. Reading online
newspapers from overseas, preferably an English-language publication in our
host country to get a feel for the local culture and current events also helps in
being well prepared for the assignments. From the point of view of the case
study, it is important to get a viewpoint from outside the United States to
develop a more global perspective on other countries and cultures. In most
countries there is some prejudice toward nationals of certain countries for
political, economic, or historical reasons, but one needs to keep certain things
in mind like, that in daily life people are not judged merely by their
nationality, but also by their attitudes, actions, and interactions with the
locals.

CONCLUSION

A lot of safety concerns arise from being unfamiliar with our new
surroundings. Making local contacts quickly and seeking support from other
expatriates will greatly increase our comfort and safety. Another vital
resource is expatriate clubs and organizations that can help us get settled
and adapt to the local life. A lot of advice for expatriates is available on
websites and discussion forums dedicated to living overseas and the same
can be easily obtained.

Hence, if we do our research carefully ahead of time, we will be able to make

an informed choice about our destination and stay away from countries that
pose a high security risk. And by taking common safety precautions and
following the examples and advice of the locals, we will greatly increase our
safety and make our stay overseas more enjoyable.

CASE 2

The case talks about IBM’s initiative in providing a safe working environment
for its employees.

Analysis

A key component of IBM's investment in employee health is prevention. To

encourage employees to maintain healthy lifestyles, IBM provides incentives
for doing so. Investing in prevention and well-being makes sense for their
employees and thier business because healthy employees tend to experience
better quality of life in their personal lives as well as in the workplace. And
those who discover health problems early tend to get well faster and spend
less on medical care. That's why IBM has increased its investment in
preventive care and wellness, even as healthcare costs continue to rise.

IBM was among the first companies to offer "healthy living" incentives to
employees in the U.S. and to use technology to deliver and support the
program. Now in its second year, IBM's rebate for physical activity has had
high levels of participation even as it helps reduce health risks.

For example, more than 100,000 employees enrolled in the physical activity
rebate program for 2005. Between January and October, almost 60,000 of
them had taken part in the program, recorded their results online, and been
awarded their rebates. These results represent 10,000 more employees than
during the same period last year.

IBM is tracking impressive results on their smoke-free rebate. Of the IBMers in

the U.S. enrolled in a smoking cessation program, nearly one quarter quit
smoking in the first year with 80 percent of those remaining smoke-free by
year two. These results are much higher than other programs of its type.

KEY FINDINGS IN THE CASE

To encourage preventive medical care, most IBM medical options cover

routine preventive services received in-network at 100%, and deductible-free
for out-of-network care. This means members will not need to meet an annual
deductible when they receive these services from a network provider; the
plan will pay 100% of the discounted or negotiated rate. Services covered at
100% in-network include commonly accepted preventive medical tests and
screenings, such as those recommended by the U.S. Further, IBM continues to
provide deductible-free coverage for routine office visits under all of the self-
insured medical options. In 2007, impact metrics included identifying the
percent of their employees receiving recommended clinical preventive
services and the cost of unnecessary clinical services.
CASE 3

The case brings forward the initiative taken about by the the European
organisations in promoting work safety thus highlighting the importance of
the same [Examples from Europe]

Analysis.

The European Health Promotion initiative Faktor Fit/Focus on Fitness was

launched by the German and UK Well-being Teams and then extended to 16
more countries. The objective was to raise employees' awareness and
incentive to engage in physical activity as well as healthy lifestyles.
Rewarding healthy lifestyles, not just physical activity, was a new feature in
an IBM health promotion initiative in Europe.

Participants set their own goals and collected points as they made progress
towards them in both categories. Every physical activity was given a basic
score, depending on caloric consumption and other effects connected with it.
Various healthy lifestyle choices, e.g., stress management, cessation of
smoking and targeted weight loss, were also allocated a score. To enhance
motivation, users who surpassed a target score were entered into a lottery
with attractive prizes, all associated with well-being or physical activity, e.g.,
wellness weekends or memberships in fitness clubs. In some cases, small
incentives for signing up, e.g., pedometers or T-shirts, were included.

At the heart of the program is a tool which allows users to set their goals by
selecting the physical activities and healthy lifestyles they want to follow on a
regular basis. Assistance is provided through a number of Web sites supplying
detailed information on all possible goals, accessible directly from the
application. Activity is logged on a separate sheet, and additional reminders
can be sent to the users.

Participating countries got a tailor-made version adapted to their individual

focal areas. So, for example, information about state programs can be
included, local languages can be used, and the target score, the duration of
the initiative or the included sports can be customized.

AN EXAMPLE FROM THE CORPORATE ORGANISATION

How does IBM go about work place safety?

The commitment to workplace safety was first formalized as a corporate

policy in 1967. Today, IBM's safety record continues to be among the best in
industry, as documented, for example, in the rates of illness and injury as
measured by the U.S. Safety and Health Administration. The sale of IBM's PC
business to Lenovo continues IBM's transition from a company with a large
manufacturing workforce to a company with a larger number of employees in
services positions. Because of the changing nature of IBM's business, IBM has
determined that the rate for all industries as a comparative norm for 2005
and beyond is appropriate.

A number of IBM sites in the United States have received OSHA's highest
recognition as Voluntary Protection Program (VPP) Star sites. They include
IBM's sites in Rochester, Minn.; San Jose, Calif.; Yorktown Heights, N.Y.; and
Tucson, Arizona. Sites are re-evaluated every three to five years for continual
improvement.

IBM has adopted the National Fire Protection Association's "Life Safety Code
101" or equivalent standards. Life safety review teams have been trained in
each of the geographies where IBM has facilities. These teams review newly
occupied buildings, both owned and leased, to ensure that life safety
requirements are met. In 2005–in addition to on-going evaluations at
established research, development and manufacturing locations health and
safety reviews were conducted in more than 130 locations globally. As a
result of these reviews, numerous safety and health enhancements have
been implemented.

When an illness or injury occurs, the objective is threefold: help restore the
employee's health as soon as possible, prevent further occurrence, and help
support the employee during his or her time off from work. In many countries,
IBM employees injured in the workplace are eligible for workers'
compensation benefits.

In June of 2005, IBM was awarded a Platinum "Best Employers for Healthy
Lifestyles" award by the National Business Group on Health. This Platinum
award, for established programs with measurable outcomes, is meant to
recognize the urgent need to improve worker's health, productivity and
quality of life.

IBM's focus on workplace safety extends to contractors working on IBM

premises and includes providing information regarding working safely,
reviewing potentially high-risk work activities and, where concerns are
identified, requiring that they be addressed by contractor management.

IBM's safety record continues to be among the best in industry. The following
table details the performance results of IBM's safety programs in a sampling
of countries. IBM consistently demonstrates low workday case rates (a
measurement of injury/illness severity and business impact).
These are the rates for total work-related injury/illness cases reported under
the U.S. Safety and Health Act. In addition to lost-time cases, they include
cases that required medical treatment or restricted the employee's work
activity.
PERSONAL SUGGESTIONS

What I think should be done so that health and safety issues are addressed
properly.

WORKPLACE INSPECTIONS

What are they?

Inspections are a way of systematically checking that our working

environment and procedures are meeting the required standards. An
inspection should identify hazards and be our first step in introducing
measures to improve conditions. They can be formal, informal, recorded or
unrecorded, but what is important is that they are carried out to a set
standard at an appropriate frequency.

Why are they important?

Inspections are a vital element of any safety management system. They

should be used to determine whether we are meeting the standards we have
set for our workplace and work activities. They are important because if they
are carried out effectively, they allow us to identify and remedy problems
before they become more serious or result in an incident or accident.

Who is affected/most at risk?

Everyone who visits our workplace or is affected by our work activities could
be at risk if we fail to identify an issue that could cause harm or damage.

What does the law say?

General Health and Safety Legislation requires employers to provide a safe

place of work, safe access and egress and safe plant, equipment and systems
of work. We need to carry out inspections in order to see whether we are
providing and maintaining a safe workplace and working arrangements.
As highlighted earlier, there are some specific requirements for inspection.
The Lifting Equipment and Lifting Operations Regulations (LOLER) and The
Control of Substances Hazardous to Health Regulations (COSHH) both outline
specific requirements for the inspection of plant and equipment that might
need to be considered as part of our inspection regime.

Where there are specific requirements, the legislation usually states how
often the inspections need to be carried out or that it should be carried out in
accordance with a written scheme of examination drawn up by a competent
person.

What can be done?

Inspections can be carried out for a number of reasons. They can be used to:

 check safe conditions

 identify hazardous conditions and

 allow us to put in place remedial measures to improve matters

Who should carry out an inspection?

Many people can carry out inspections for any number of reasons. External
inspections could be carried out by enforcement officers, insurers,
consultants or by a specialist inspector or engineer, but one should not simply
rely on these external inspections. Employers, supervisors and employees,
including trade union safety representatives, might carry out internal
inspections for their area or department.
CONCLUSION

Keeping safe and avoiding risks to health at work are obviously important
issues. No one wants their lives to be temporarily or permanently affected by
bad working conditions. Whether one is a permanent or agency staff, a
contractor, an apprentice or on work placement, he/she needs to be aware of
issues that affect his/her health and safety at work.

Although it is up to our employer to make sure that any potential risk to our
health and safety are properly controlled, we also need to be aware of your
own responsibilities.

Studies show time and again that workers who actively contribute to health
and safety at work, are safer and healthier than those who don't. By working
with our employer and our fellow workers to maintain the highest standards
of health and safety, we can have a long, happy and healthy career in our
chosen profession without suffering needless injuries and ill health.

The law says that our employer must tell us how to do our job safely and what
is done to protect our health and safety. They must also inform us about all
risks to our health and safety from current or proposed working practices and
things or changes that may harm or affect our health and safety. Finally they
must let us know how to get first-aid treatment and what to do in an
emergency.

Health and safety at work isn't just avoiding the obvious risks though.
Tiredness and fatigue can lead to accidents too, and because of this all
workers are entitled to rest breaks and an annual period of paid leave. Legally
one should be given a rest break of at least 20 minutes if he works more than
six hours at a stretch. One should also make sure that he takes these rests,
as it is also his responsibility to maintain health at work, and doing obviously
risky jobs, like driving a forklift, whilst tired can lead to accidents.

Finally, there is the TUC (Trades Union Congress) which gives practical advice
and information to those who want to know about the same. It represents
over 70 trade unions with over 6.5 million members and campaigns for
fairness and decent standards at work.

BIBLIOGRAPHY

 http://humanresources.about.com/od/safetyworkplacesafety/Safety_Wor
kplace_Safety_and_Employee_Safety.htm

 http://www.bmj.com/cgi/content/extract/308/6937/1115

 http://ehstoday.com/news/ehs_imp_35486/

 http://www.google.com/search?
hl=en&q=growing+need+for+health+and+safety+for+expatriates&aq
=f&oq=&aqi=

 http://findarticles.com/p/articles/mi_m3495/is_7_47/ai_89025014/