Drug Testing and the Corporate Environment.

Studies indicate that as many as 70% of  substance abusers are employed, which equates to more than 10 million employees in the United States being drug users. This leads us to target the workplace as the most logical place in which to identify and if possible eliminate from the workplace those employees who use illegal drugs, and at the same time discourage others who may be tempted to dabble.
The use of drug testing in the workplace is a controversial subject, and is very often opposed by employees and their representatives as an attack on their civil liberties. However, when the cost to the employer of drug affected workers is taken into account, and the dangers involved is pointed out to the employees, an amicable solution can be usually be achieved. Various methods of testing for drugs are available - blood, urine and hair sampling - and all have their proponents.

Drug testing is used in various situations in the workplace: pre-employment screening, post accident testing, routine physical checkups, random drug testing (particularly where safety or security issues are involved), and on occasion as a follow-up to determine whether an employee who has been given a warning has managed to remain drug-free.

Employee polls have shown that the vast majority of employees agree with drug testing in the workplace if there is appropriate justification and the test is non-intrusive. Most employees are familiar with the process of urine testing, and if they are drug users are also familiar with the methods of beating the tests. Blood sampling is the most unpopular, and by far the least cost effective method of screening the workforce. You've guessed it - hair testing is the answer. Not only is it completely clean and painless, the best testing company has been shown to be almost 100% accurate in it's results, according to a recent CNN news story.
 

Legal advise is almost mandatory for any company about to embark on a drug testing program - lawsuits against employers have included invasion of privacy, wrongful dismissal, defamation, intentional infliction of emotional distress, employer negligence, assault and battery, false imprisonment, and discrimination against minorities or people with disabilities. Forewarned is forearmed.

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