To make drug testing at cooperation effective there must be a specific policy that has to be implemented and followed. This policy should include disciplinary procedures for dealing with employees who test positive for drug use. The actions against an employee when testing positive for drug use must be consistent and across the board for every failed drug test (Human Resources and Payroll Management, 2008). The use or possession of illegal drugs or use of alcohol cannot be tolerated.
While the corporation is firm, it will resolve any reasonable doubt regarding the testing procedure or results in the employee’s favor. Disciplinary action can be taken after a complete and thorough review of the applicable data (Human Resources and Payroll Management, 2008). Employees are being provided pre-deprivation notice and a meaningful opportunity to respond prior to the imposition of disciplinary action. The first penalty for a positive drug or alcohol test will result in disciplinary action all the way up to termination.
Factors to be considered in determining the appropriate sanction include, but or not limited to, the employee’s work history, length of service, current job performance and the existence of prior disciplinary actions. A second positive drug test or alcohol test would result in termination. Any employee who refuses to submit a drug or alcohol test and fails to cooperate in anyway will also be terminated (Human Resources and Payroll Management, 2008). There are difficult challenges an organization must face when trying to implement a drug- testing program as it can generate a range of responses.
The majority of employees will realize drug testing is a positive measure and a way for the company to confirm drug use and maintain a healthy work environment. Some employees may feel angry that their privacy has been invaded. Another factor with starting a drug-testing program within a company is cost. The cost of drug testing could get expensive when dealing with a cooperation of this size. The test can cost between $40 to $80 per test, when you multiply that by 600 employees and over 100 applicants each year it can be a great expenditure. Ivancevich, 2010) As cooperation, there is a responsibility for providing a safe workplace for employees and that cannot be compromised because of cost. If a drug-testing program is not implemented costs can be measured in the expense of absenteeism, employee morale, health insurance claims, and injuries, loss of productivity, fatalities, and theft. According to NCADI statistics alcohol and drug users use three times as many sick days, are most likely to injure themselves or someone else, and are five times more likely to file worker’s compensation claims (Buddy, 2003).
It should be test for alcohol use in the workplace. Alcohol is a drug just like the other illegal drugs and alcohol is the popular drug of choice. Alcohol is more prevalent in the workplace and its effects are just as costly as any other drug. Research shows alcohol use is responsible for most of lost productivity, according to a Christian Science Monitor article, distinctively tying the hangover issue to production in the workplace (Buddy, 2003). This particular study showed it was the managers, not the hourly employees, who were most often drinking during the workday.
Twenty-three percent of upper managers and 11 percent of first line supervisors reported having a drink during the workday, compared with only eight percent of hourly employees. Twenty one percent of employees said their own productivity had been affected because of a co-worker’s drinking problem (Buddy, 2003). It is very important for the cooperation to educate the employees about the policies and procedures of drug use at the beginning of their employment. The information provided about substance abuse reinforces the policy and communicates that the cooperation cares.
A drug testing and education program can reduce serious problems in the future. References Buddy, T. (2003, November). Substance Abuse in the Workplace, A Dangerous and Expensive Problem.