The Case for and Against Drug Testing

UNIT VIII Case Study 16-1 Case for and Against Drug Testing

Columbia Southern University

The Case for and Against Drug Testing

The dilemma of whether or not to have a drug-testing policy in corporate America is a huge issue. Alcohol and drug abuse are considered to be amongst the most common health hazards in the workplace, which can result in increased liability to employers and can cost companies millions of dollars. In this case study, Castulon Corp, is faced with a dilemma of whether to implement a drug-testing policy. The cause for this dilemma is the occurrence of two separate incidents in the past two months of possible drug abuse and upper management has been made aware of these incidents (Ivancevich, 2010).

Establishing a drug testing program

While it is difficult to determine if a drug testing program is required simply based on two incidents within the company coupled with the fact that Castulon's is in the manufacturing business and are already at a heightened risk for injury and loss of life, Castulon has no choice but to implement a drug testing program. Employee drug screening is the norm in today's society--over 65% of the largest workplaces test employees for cause, randomly, or following rehabilitation (Ivancevich, 2010).

Initially, a drug-testing policy would start with new hires and screening them prior to employment--a pre-condition of employment and better confidence that they are hiring an individual who does not have a drug problem. Next the policy would require all individuals to pass an initial drug test and then retest annually unless upper management feels they have a problem starting to develop. Additionally, if the employee has a medical condition that requires him/her to take prescription drugs while at work, he/she must notify the company in advance in writing their physician stating the name and type of medication and for how long the medication has been or will be taken (Ivancevich, 2010).

All employees must be given a copy of the drug-testing policy, which provides the purpose, scope, delimitations of abuse and terms and agreements of the policy. The policy should also include a disciplinary section for employees who test positive for drug use. Disciplinary actions would include, but are not limited to the following: 1) If employee tested positive, first notify the supervisor and employee of the results; 2) notify the employee a meeting between them, their manager, and HR will be held to discuss situation. Employee will be given the opportunity to address why test may have been positive. Based on this meeting and the employees input, management will make determination if additional testing will be required; 3) if additional testing required, employer may use more inclusive test and or third party to administer additional testing; 4) if additional testing is positive, employee will be offered another opportunity to provide feedback and appeal the results if they so desire; 5) if results are validated to be true, employee may be suspended, dismissed or offered rehabilitation assistance in lieu of being fired. If employee is offered rehabilitation services, the employee will be suspended for the period of time allocated for the rehabilitation; 6) after the rehabilitation period, employee will be re-tested. If results are still positive, employee will be terminated. If results are negative, employee will have the opportunity to return to the workplace where they will be place on a probation period. Once the probation period has concluded, another drug test will be administered. If employee passes that test, they will be reinstated to normal pay status. Employers can modify their disciplinary procedures to be more or less intrusive as they feel appropriate (Slavit, Reagan, & Finch, 2009).

When establishing a drug testing policy, the company should take into consideration the following: 1) develop a policy that best fits or suits your workforce; 2) the policy lists what drugs are prohibited; 3) use a qualified and reputable testing facility; 4) require all samples be taken at the required testing facility; 5) make sure employees are only tested for the prohibited drugs; 6) make sure policy allows for employee discussion with any and all personnel to include HR and management as well as self identification (Slavit, Reagan, & Finch, 2009).

Challenges due to drug testing program

Challenges faced by companies when establishing a drug testing program are many. Cost is just one of the challenges companies face with drug testing programs. Castulon's 600 employees and hundreds of applicants yearly can cause the cost of the drug testing program to become a bit shocking. In fact, substance abuse affects approximately 11%