Workplace Substance Abuse

When an employer pays a person to perform a job, the employer has the right to conduct a drug test. The law requires employers to protect the health information of their employees so therefore, if the results of a drug test are kept private, then the employee’s privacy was not invaded.

The scenario I am choosing describing the variables or conditions involved in drug abuse will be hitting close to home. As long as I can remember my father’s drug abuse choice was always alcohol.

The drug free work place policy must include a written policy with drug testing procedures and consequences for violations of the policy. The drug free workplace policy must also include a drug awareness program. However, employee assisted programs for substance abuse is not required. All companies with contracts $100,000.00 or more must provide a drug free workplace policy that complies with the Drug Free Work Place Act of 1988. Also, any individuals contracted with the government and all government grant recipients are required to have a drug free workplace policy regardless of dollar amounts contract or received from the government. Students receiving the Pell Grant are included as grant recipients. Companies are required to have more stringent policies in place than individuals are required to have.

Assessment psychology has examined individuals who are criminal offenders who were evaluated to determine their personalities to which they have a long history with. Approximately well over a century ago, Münsterberg, 1908, Vaccaro & Hogan, 2004 who are all psychologists has managed a improved study on criminal offenders that will allow us all to have an ambiguous understanding of how the process of his research in reference to the criminal offenders testimony in court cases. In the 20th century the personality assessment was established, which was generally exercised to govern a component for personality in criminals (Symonds, 1934). During court cases in 1942 adults and juveniles were introduced to the Minnesota Multiphasic Personality Inventory (MMPI) which was disclosed that same year. Psychologists Archer, Stredny, & Zoby, (2006); Archer, Buffington-Vollum, Stredny, and Handel (2006); Borum and Grisso (1995); and Lally (2003) was flabbergasted to find how accurate the MMPI–2 presented itself, which was ultimately the most universally piece of equipment acknowledged and used as evidence for criminals, that calculated their personalities in forensic assessments. The MMPI was authenticated well in the 70’s which everyone employed extensively as solid foundation in correctional settings as well as the use in forensic psychologists.

Drug testing is the most useful method that employers conduct on their hiring process to examine the overall health results of their potential employees. Blood draws and urine testing are the primary health examinations that employers use to conclude whether any potential candidate has been abusing drugs. Hence, employers may deny their job offer to candidates, who were found that engaged on positive drug testing. However,

Although there are some additional provisions from government employers due to security and safety, the legal framework allowing for drug testing is not all that dissimilar with greater concentration on a balance of privacy, dignity, and reputation with respect to safety, security, and operations. The case citations that justify private employer drug testing are vast, which allows for the practice prevalently today. Some key factors to consider here are a secure collection method (Mollette v. Kentucky Personnel Board and Kentucky Transportation Cabinet) and (Coleman v. Town of Hempstead), collective bargaining agreements, and privacy.

Drug testing has become a very big issue for many companies. Approximately eighty-one percent of companies in the United States administer drug testing to their employees. Of these, seventy-seven percent of companies test employees prior to employment. Even with the commonality of drug testing, it is still a practice that is generally limited to larger corporations which have the financial stability, as well as the human resources to effectively carry out a drug testing program. In the United States, it is suggested that as many as 70 percent of drug users are employed. Now this is a huge chunk, but as a result of drug testing, these big corporations have a significantly lower percentage of the employed drug users on their

Randomized drug tests within the nursing staff can be implemented to reduce the risk of nursing home neglect and abuse. Physical abuse has had an increase recently and many believe that it is due to the use of drugs and alcohol by the staff. It is accustomed that prior to receiving a job, you must compete a drug test but the question for many is why are the employees not being given test after they have been granted the job. Drug users are known to do a type of cleanse prior to drug test but after they are granted their job, they continue on the path where they had left off. At Kenton Manor, I have not have been issued a drug since I started there back in August of 2016. This leaved me the question of doubt, if it has been months for me,

The fact that the firm is funded by financial grants may make a difference, “recipients of federal grants of more than $25,000 establish written drug-free workplace policies and establish drug-free awareness programs (Cihon & Castagnera, 2013).” The employees will need to be fully aware of the anti-drug policy and do this is writing. The particular state of your business will be a factor, Michigan has no policy on drug testing with private employers (Workplace Drug Testing in Michigan,

In many years, companies adopted many programs to monitor substance abuse in the workplace. The implementation of drug testing by companies grew in recent years. American workers have seen a dramatic increase in the use of drug testing in the previous years. Drug testing is implemented to assure safe workplaces for American workers. Drug testing can reduce the company’s health care and insurance costs. Even though drug testing has become common in the workplace, there is little research that exists regarding this matter. Overall, drug testing affects the decisions of workers by adopting a “zero tolerance” policy. Experienced users try to beat these tests by using drug to cancel the tracking of the drug itself. These workers attempt to avoid the detection of drug use for long periods (Borack, 1995).

I am surprised that you have not experienced any workplace violence or anyone with substance abuse probles at work. This is occurring more and more every day. However even though it is occurring more, it is underreported. I experience a co worker who was addicted to iv pain medications. She was a mother, wife, and a good worker. She never came to work with slurred speech. Everyone just thought she just wanted to help when she would volunteer to give pain medications to patients. She always did her job to the best of her ability. No One expected anything of her. Pharmacy waited until she was caught in her vehicle with sharp containers, needles, and medications until they informed us they were suspicious of her taking medications. I

As a Human Resource Manager, I would require employees to take a drug test every month to identify individuals who have or are developing alcohol or drug-related problems. Employees who abuse alcohol and drugs either on their own time or at work, can cause significant and wide-ranging problems for their employers, managers, and coworkers. These problems can include poor job performance, lowered productivity, absenteeism, tardiness,and increased medical leave and workers' compensation bills. Employees who abuse drugs and alcohol can also make a workplace more dangerous, and they can expose the company’s secrets. The policies in the substance abuse section of the handbook I would state is, if an employee is find with marijuana in the system

For my final paper I have decided to choose the topic on the very controversial issue of drug testing for current and prospective employees in the workplace. In the textbook we reviewed the opposing opinions of authors Joseph Desjardins and his co-author Ronald Duska and Michael Cranford. The main issue between these writers is whether drug testing invades an individual’s privacy and in what circumstances should drug testing be permissible. I will first review both Desjardins and Cranford’s views on the issue then offer my evaluation.

Furthermore, the rate of on the job accidents and injuries is likely to increase due to the use of alcohol. According to the Occupational Safety and Health Administration, between 10 and 20 percent of workers who die on the job test positive for alcohol or other drugs, and cites construction, mining, and manufacturing – some of the industries which are already at a high risk for occupational

Imagine walking into work and seeing a new co-worker acting weird, or precisely showing signs of drug use and to have no clue about it. Is it not that person’s right to know that he/she will be sharing the same environment as someone who frequently practices drug use? On the other hand, The Ontario Human Rights Commission (OHRC) recognizes that addictions to drug and alcohol are considered ‘disabilities,’ meaning those who practice drug and alcohol use are in their right to not be discriminated or judged based on their ‘disability’ and instead accommodated. This issues remains controversial to this day since every organization or individual has its own situation that emphasis drug tests and their repercussions differently. Some organizations just simply cannot be bothered to spend time and money on drug tests while others have a hard time drawing the line between what are the ethical approaches to positive drug tests. Currently, random testing of current staff in an organization without an approved written drug policy is not legal and will not be upheld by courts in Canada. This was settled by the Supreme Court in June of 2013. However, pre-employment testing of job candidates should be allowed in the workplace and be upheld by courts at any time as it is the utilitarian practice for any organization and its stakeholders.