Drug Testing in the Workplace
Most employers in the United States are not required to do drug testing on either current or potential employees, although the majority have the right to do so (United States Department of Labor, 2010). Drug testing is not required under the Drug-Free Workplace Act of 1988. The Act can be confusing and challenging for employers, however, since it essentially states that any organization receiving federal grants or contracts must be drug-free but does not contain language that specifically allows for drug testing (Thompson Reuters 2011). Many state and local governments limit or prohibit drug testing unless required for certain jobs with state or Federal governments.
As far back as 1997, the American Civil Liberties Union was deploring the use of drug testing in the workplace, citing an increase of 277% over a ten-year period (American Civil Liberties Union, 1997). Drug testing remains a controversial issue and one's viewpoint often depends on whether one is an employer or an employee.
Individuals who are not drug users may give little thought to drug testing in the workplace. It is not an issue they can ignore. According to a study several years ago by the U.S. Department of Labor, more than eight million Americans use some type of illegal substance. As many as seventy-three percent of illicit drug users were reported to be employed (Smith, 2004, p. 45). It is difficult to find statistics since there is no mandatory reporting, but one can probably assume that these numbers have not changed much in the intervening years. It was likely then and now that many of the employed drug users worked for small firms that cannot afford to do drug testing or believe they do not need it.
Workplace Drug Screening Testing for drugs has developed into a significant security concern in places of work for management. The purpose of screening is to diminish the effects that illegal substance abuse has on the places of business, comprising lateness, non-attendance, turnover, mind-set troubles, theft, reduced output, misdeeds and hostility. "The U.S. Department of Labor estimates that drug use in the workplace costs employers $75 to $100 billion dollars annually in
In my opinion, a company wishing to conduct pre-employment screening should engage the services of a professional and respected service provider. Mathis and Jackson (2010) further advise that "the information provided in criminal record checks should be used judiciously and with caution." It is also important to note that increasingly, organizations are making use of other cost friendly and convenient methods of accessing past information about job applicants. According to
Law Enforcement Interview Imagine studying the opinion of another law enforcement officer. What could one learn from that individual? Does he or she have any recommendations that are worth mentioning? How is discipline issues handled? One will discuss the various questions asked to Daniel Heinze with much analysis. Why are ethics and character so important in the field of law enforcement? Daniel (2011) believes that ethics and character is quite important in the
" (1995) The authors state: "The amphetamines occasioned dose-related increases in d- amphetamine-appropriate responding, whereas hydromorphone did not. Amphetamines also occasioned dose-related increases in reports of the drug being most like "speed," whereas hydromorphone did not. However, both amphetamines and hydromorphone occasioned dose-related increases in reports of drug liking and in three scales of the ARCI. Thus, some self-report measures were well correlated with responding on the drug-appropriate lever and some
4. The paper is very well presented but simply needs grammar and stylistic corrections. The author obviously has a good grasp of the topic and organized his or her ideas. By cleaning up bad grammar in phrases like "they are a minimum of opinions," this could be a good paper. The use of first person is fine, but the author might have improved that by including anecdotes instead of just
(Chizek, 2003) The Role legal nurse consultant may provide service in a number of roles, including but not limited to: Consulting expert Testifying expert Facility-based investigator Trainer and in-service presenter Peer reviewer Quality improvement, risk management, claims management Liability insurance marketer and clinical resource" (Chizek, 2003) As standards of care constantly change, medical and nursing staff must keep informed of current standard to develop and/or modify policies and procedures, which must be maintained and secured indefinitely. In the
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now