Problem #2: Healthy Work Environment. Doohickeys U Need’S

There are a lot of companies that require any job applicant to submit a drug test. According to the 2010 National Survey on Drug Use and Health, 66% of substance abusers age 18 and older were employed. Employers spend between thirty and fifty dollars per test per person. Employees find that substance abusers increase employee turnover which end up costing them more money in the long run because of the cost of training. The Substance Abuse and Mental Health Services Administration conducted a study in 2007 that said substance abusers change jobs as often as three times a year. Employers that require drug testing saw a 16% decrees in employee turnover rates. Another reason an employer may require drug testing is because people with no substance abuse problems are more productive. People with substance abuse problems are also 2.5 times more likely to call into work. Companies who require drug testing also saw a 50% decrease in workers compensation clams. So in the long run, employers end up saving a lot of time and money by drug testing all job applicants.

Drug misuse is associated with domestic violence, increased involvement with crime and police and decline in work quality. Obviously these characteristics would not even make a close to feasible argument as to why a person like that would be a candidate for any job(Terry).

One has chosen to focus on the substance abuse patients as the vulnerable population for the project. Frequently one has identified and seen stigmatization, prejudgments, and poor care given to this population in the workplace. Many patients are discharged each day with no plan of care, no education on resources and no instructions for follow up care. The outcomes and possibilities for the patient’s recovery have shown to be slim by the frequent return of the patient in the emergency room. The patients return within hours of discharge from the ER and seem to be in the same condition as when they left. One has

Lastly, establish an Employee Assistance Program, or EAP. The program is confidential and provides counseling, assessments, and referrals. This program can be operated either in-house or with other EAP providers. EAP programs also help by providing supervisors and managers with the tools they need to notice signs of drug abuse and to be familiar with the procedures regarding drug code. Signs can include,

Marijuana is the most commonly abused drug in the work environment, followed by cocaine, and then prescription drugs (Drugs and Alcohol in the Workplace, 2015). With marijuana becoming legal in most states in the United States it raises a question of whether or not the companies are doing the proper testing to implement a drug free environment for employees to work. Other than substances, alcohol is a major factor as well. Breathalyzers have shown that 16% of emergency room visits were due to employees who abused alcohol (Drugs and Alcohol in the Workplace, 2015). A survey done showed that within a year, over 24% of employees reported that they drank alcohol while at work (Drugs and Alcohol in the Workplace, 2015). This has shown that employers have an issue with alcohol and substance abuse and there has to be a change in order to help those receive treatment for their problems before it

Drug abuse by employees in the workplace is a major concern for many employers Approximately 16.4 million drug abusers and 15 million heavy alcohol users

Illegal drugs and alcohol in the workplace puts employees and guests at danger. Illegal drugs and alcohol impair safety and undermines public confidence in our Company. All employees are prohibited from unlawful manufacturing, distributing, dispensing, possession, or using controlled substances or alcohol in the workplace. Furthermore, employees may not be under the influence of drugs or alcohol while at work or on the company premises. The only exception to the policy is over-the-counter drugs or prescription drugs. Any employee found violating this policy will be disciplined and or

Being apart of the Drug-Free Hire Me program, I am aware of the many importances of being substance, alcohol, and drug free. When someone is under the influence, their body has been taken over and has been filled with a toxic substance that makes decisions for the intoxicated individual. This results in decisions that could affect the person greatly and possibly ruin their potential and bright future. Some of these decisions could include to continue being intoxicated as well as making it worse, sexual activity, and driving. Some effects that could come out of these decision could be pregnant and many injuries that take place chronically or even initially happen as the decision was made such as a car accident. It is important for individuals

In today’s time and age, you have many work places that do have drug testing but in others you do not have any. The people that do drugs and have a job think that it is okay to do what they are doing because they know that they probably will not get caught. When you have two people that are friends and one goes out and parties and smokes weed or does other drugs they think that it is okay for their friend to come along and do the same stuff when really their friend is not able to because their job requires random drug testing. People think that random drug testing is not fair to people when even it is not fair for some because other work places do not do it. In addition to that, people drawing governmental help also do not think that they should be drug tested because they need the help too bad. If people got drug tested getting the governments help then that would help people truly do need the help to get it, because people know that they should not try to get help if they are on drugs.

The benefits of a properly planned workplace drug testing program outweigh the risks. The main risk is violating the law. There are legal issues connected with workplace drug testing and employers who decide to test must follow applicable state and or local laws. Before go on with a program, it is imperative that you understand the history of drug testing and be aware of the current legal, medical, and risk landscape. Claims an employer could face include unlawful treatment, capture of privacy, or violations of the Americans with Disabilities Act. A comprehensive, well-thought-out workforce drug testing program which addresses who should be tested and when is essential to protecting the company. Researching and implementing a workplace drug

Literature implies that employee drug use in the workplace may create high costs to firms in the form of lower productivity, increased absences, and an increase in workplace accidents. As a response to these costs, employers have implemented a variety of policies and programs to decrease employee drug use. Educational programs and standards such as “Zero Tolerance” policies, employers have turned to drug testing programs more in the past decades. About 46 percent of American workers report that their employer conducts drug testing, although other sources indicate that 90 percent of Fortune 200 companies use some type of drug testing (Flynn 1999). The factor behind workplace drug

For a great deal of employees the introduction of a drug and alcohol testing program signifies that regardless of all their years of service the upper management of the company does not trust them (Comer, 1994). This would be a fairly demoralizing feeling for most employees, especially if there is not sufficient evidence to prove that the worksite really needs a drug and alcohol testing program. This is often the case where the policies being unilaterally introduced are preventative measure, created to stop safety incidents from occurring, when really there is no need for them. This is demonstrated in Imperial Oil vs CEP Local 900 where the management implemented the policy to, “create a safe work environment by the reduction of any risk of accidents or incidents which could be contributed to by drugs or alcohol, and to deter the use of such substances where their use might negatively affect work performance or safety”, and yet it was found that in over 15 years there had never once been a case in which an employee was impaired with drugs or alcohol at the Imperial Oil worksite (Teck Resources ltd., 2015). According to Crant and Bateman (1989), how workers perceive the fairness and necessity of a drug testing program will affect both their attitude and behaviour in the workplace. This was discovered by applying the concept of Organizational Justice which refers to how an employee views their organisation’s behaviours, decisions and actions and how these influence how the employees’ thinks and acts at work. Mandatory drug and alcohol testing affects a cost to employees, both personally and psychologically, this is addressed by Crant and Bateman (1989) in their article A Model of Employee Responses to Drug-Testing Programs: “Personal costs [of drug testing] include the inconvenience of submitting to tests (perhaps on a recurring basis).

Below are detailed accounts of each problem, with supporting evidence. The corresponding explanations of our solutions follow each account. As a team, we developed these solutions that if implemented, should assist Doohickeys U Need in eradicating the issues, and establish a more productive and safe workplace environment.

Khalid is a 30-year old male. He owns his own car wash station, which he started two years ago. His business is already successful. He went from two to 30 employees in a matter of eight months, and now his team of 30 employees accomplishes goals and tasks varying from washing cars to doing the accounting for the company. Khalid communicates regularly with suppliers that provide his business with the materials used to wash cars. He also displays great leadership skills, in the way he manages staff and coordinates operations.

The employee assistance programs commonly known as EAP’S are the services and employee benefits programs that a provided by the company to its employee to develop trust with the employee that the company is providing the best package in accordance to the employee services so that he or she can work in a stress free environment and give a batter performance.