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IFDAT Global Insider Spring 2015


United States of America Bill Current Current Consulting Group President Some U.S. –based employers adopt as their

policy regarding drug testing of expats the old ad- age: “When in Rome, do as the Romans do.” For some this means that expats are subject to the com- pany policy that applies in the country where they are working. U.S. citizens working abroad would be required to comply with the policy established by the employer that meets the legal requirements of each particular country where they have business operations. Likewise, a company would likely treat “inpats” the say way; meaning, employees from oth- er countries who are assigned to work in the United States would be required to comply with the em- ployer’s U.S.–based policy.

What happens when an expat has a positive drug test? Some companies would send the expat back to the United States if they have a positive test in another country. Once they are back in the U.S., the employee might be subject to a second-chance agreement and/or termination.

T is underscores the importance of researching and being prepared to comply with all applicable laws, regardless of what country where a company has business operations, and consistently enforcing that policy for all of its workers.

Australia Kirk Hardy The Drug Detection Agency CEO

T e process used for drug and alcohol test-

ing of employees operating overseas is usually de- scribed in the company policy. Depending on the size (number of employees etc.) of the overseas op- erations, the drug and alcohol testing process may entirely replicate that of the parent company or in- clude some local modifi cations e.g. cut-off levels. T is can include the replication of the drug panel tested, the drug cut-off levels and even the labora- tory that samples are analysed by.

In some circum- stances expat drug testing will default to the local 12

testing policy and the application of the local testing stan- dard or regulations.

New Zealand Sue Nolan DrugFree Sites Owner

Overseas employees (expats) are usually required

to operate under the Company’s global policy which would primarily be based on Policies and Procedures which are legally acceptable in New Zealand and also Australia. T e global policies do give consideration for variations in test- ing standards/ guidelines in the diff erent countries (eg drug testing suite & cut-off concentrations) and any signifi cant le- gal variations. Collecting agencies and laboratories would be selected based on their certifi cation and accreditation status. Depending on the size of the overseas’ business unit, report- ing and management of results would either be done locally or from the New Zealand Head Offi ce.

Sweden Per Björklöv Drug Test Scandinavia A DISA company Sr. Director International Operations

Sweden is very much like Canada. Sweden has no di-

rect laws that regulate workplace drug testing. So it would fall under the direction of an employer´s or client´s testing policy. And for Swedish people working outside Sweden, I guess they need to comply with the laws in the country they visit.

Brazil Anthony Wong MD, PhD MAXILABOR Diagnosticos CEATOX Poison Centre Medical Director

T ere are no general rules on drug testing in Brazil.

Each company, whether national or multinational, may re- quest drug testing according to its own policies (and risks), as long as they do not trespass on individual rights of confi - dentiality and privacy. Most companies use their corporate policies with some ad- aptations to local or national norms and customs.

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