Drug Testing policies are in the human resources guidelines which many small businesses have. Employees who refuse to take drug testing were in the guidelines, as long as it followed the policy. Drug testing is random or ordered that is from a reasonable suspicion of using drugs and presented in the employment agreement when they accepted the job. As addressed in the policy if the employee refused to undergo drug testing, which allows having an immediate dismissal.
Random Drug Testing
Draft your human resources drug testing policy and every month; add the specific percentage of the employees for random drug testing, if you chose random testing for your business. Randomly select names of your employees and immediately send them to the testing lab, straight from work. Add to your policy that if an employee refused to submit to the random drug test, that their name be drawn out and grounds for an immediate dismissal from employment.
If you suspect that your employees are drug impaired, state in your human resources policy that they will have to accept the mandatory drug testing, if you chose this as your testing approach. Supervisors should have training on how to spot an employee that is using drugs on or off the job and that they should keep an eye on them by a multiple criteria before ordering the employee to the drug testing. Difficulty walking, slurred speech, unfocused eyes, unresponsiveness or his or her ability to answer basic questions or articulate thoughts, this is the criteria of spotting employees who uses drugs.
Make sure you know what to do if you fail to draft and carry out the policy on drug testing and make sure your managers are also informed about the employment laws as well before you go ordering drug testing to employees and dismissing employees for refusing to undergo drug testing.
If your business does not have a drug testing policy then add one, especially when your business handles heavy machinery or when your business does dangerous activities in the workplace. There are a lot of policies that are available or you can borrow one for another organization, and then customize it. Have a contract with your chosen testing lab. And once you have implemented and put the policy in place, have the policy be read by everyone in the business, like the managers and the employees. And make sure that everyone knows about the effective date of the policy.
In the 80s, there was confusion in the forces that pushed drug testing to the front of workplace issues. An increasing pressure was on employers by the globalization of the world’s economy, to cut their costs of fueling their search for the right employee and doing their business. The war on drugs intensified because of urban crime related in the rising level of drugs. But in America, the war’s focus shifted from attacking the supply to the demands, the increase of risk that aimed for the public’s safety as the specter of impairment while on the job, especially in the transportation employment sector. “Everyone should have drug testing except me” was the attitude when the drug testing emerged which was the solution to all these ills.
Drug Impairment and Urinalysis
There is a confusion in forces which raises different problems, in some case it is drug use, performance impairment and performance enhancing drugs that mostly used by athletes. The quickest fix to a lot of these problems are workplace drug testing that uses urine samples but urinalysis cannot measure the impairment caused by drugs, wanting attack the demanding side of the drug trade, apart from that almost all forces calls for drug testing on impairment while on the job. But because of drug testing, the public sees it as an extreme invasion of privacy and very intrusive that was one of the most fundamental rights, it is intrusive mostly when imposed randomly without any kind of reasonable suspicions like many drug testing proponent advocate.
Intrusiveness of Drug Testing and the Mechanisms of Drug Testing
The drug testing prevailing method of choice is by using urine samples. But people have expressed their experience of urinalysis that degraded them. Not only is the drug testing method intrusive. Drug testing results are highly sensitive personal information in a collection. It tells us if a person had a history of taking drugs or may have consumed drugs. Collecting Urine samples to find the drugs used and may show medical conditions through urinalysis that is only known by the person being testing.
Drug testing needed subjects to show their use of prescription drugs, over the counter drugs and other legitimate drugs that could cause positive feedback from the drugs testing results, private firms and the government embraced the drug testing method of urinalysis despite its intrusiveness. In the 80s, 58 percent of employers in the US had drug testing programs.
Widespread drug testing is a simple, and a quick fix to a complex social problem that is enormously attractive. That is stress, ignorance and the continuing failure of treating and drug testing employees with substance abuse health problems and not social deviance, which is threatening than appreciating a lot of our fundamental liberties?
Employers permitted the war on drugs strategy that intrude family homes without any kind of reasonable suspicion, intrusions are not really addressing the main problem, but the government are still attracted with the idea of drug testing that intrudes the bodies of its citizens.
Random drug testing has proven the most complete method to guaranteeing your company as drug free workplace. The purpose of random drug testing is to give a restrictive incentive to the use of drugs, by demanding submission to drug testing when a worker’s name or number is comprised in a random sample. This means no one employee can forecast or distinguish when they might obtain assortment for a random drug testing. Creating a list of employee’s numbers for drug screening though, is not as simple as gathering their names from the human resources records. The recognized standard among government and private is to utilize a software database to produce a systematic random sample. Here’s how to create a list of employee numbers for the procedure of drug testing:
Obtain drug and alcohol testing software that contains a selection for random list generation. There are diversities of software presentations on the market that will make a logically authenticated random sample for drug testing.
Identify how you will determine your employees for drug testing. You can manage this by utilizing employee’s numbers or any other number that is exclusive to a definite employee, allocated by your organization. Due to confidentiality purposes, you may not consider of using your Social Security numbers; nevertheless, you can choose to do so.
The simplest method to do this is to give employee numbers during the recruitment procedure. An employee number normally contains of a distinctive set of letters and numbers, given to an employee, such as the employees’ initials, date of birth and last four digits of the Social Security Number.
Include on the company’s database what number you have assigned to the employees. This means every person in the company regardless of their designated positions must be included in the system. When you initially include all the employees’ numbers, you should validate the data entry to confirm and certify precision. As you employ new employees, you should allocate them a number and incorporate them to the system. As employee resigned, you should remove their numbers from the file.
Make a random list for the next drug and alcohol testing by following the orders and guidelines provided with your software program. Once you created the list, make sure to limit the information from few people.
If you have inquiries, click here, or you can reach us through email, email@example.com or by phone, (800) 366-5029
Most business establishments and educational institution undertake random drug testing as means of detecting drug use among workers and students. This is one of the standard policies to maintain and promote a drug-free environment. Some people support this policy while others opted to refuse and face the possible consequences. Here are some problems with the random drug testing:
Invasion to Civil Rights – Random drug testing is different from usual drug testing in that it can be applied to anyone in spite of of whether there is a doubt that they have been dealing with illegal drugs. The connotation of this practice for civil rights and freedoms can be damaging. It implies that strict and controlling structures such as the state, employers or schools have the right to look into the physical bodies whether they have possible cause for this analysis or not. Authorities that are involved and concerned in lessening freedoms can simply appoint this practice for their own ends.
Offensive for Privacy – An ordinary cease of supporters of government involvement is there will be possible circumstances, if there is nothing to hide. This belief underestimates the man rights of individuals and furthermore interfere their private or personal lives. With the present of persistent technologies, privacy is under attack on several aspects. Random drug testing is another strategy for authoritarian management to expand further access to the personal lives of the people.
False Positives – In addition to issues on civil rights and freedoms, several technical questions has been connected on the dependability of drug tests. There are many instances where people who used to take illegal drugs tried many strategies just to pass the drug screening. Opposing to popular principle, drug testing is not an ordinary procedure. The impact of food and drugs on the human system are tremendously complex. Imprecise outcome of random drug testing can lead to destructive life impacts for the people concerned, as well as social reproach and the probable failure of employment and education.
Doubt and Self-esteem – Random drug testing can implicate and associate one message and that is on the trust issue. Enveloping drug tests are offensive and humiliating, and give discontented employees or student’s reasonable cause for objection against their employers or school administrators, generating resentment, estrangement and negative morale within organizations. The possible positive effects that may come from random drug testing need to be balanced in opposition to these negative effects.
See http://drugabusecontrol.com/ for more information about drug testing.
For more information feel free to fill this form – http://drugabusecontrol.com/catalog/category/view/s/contactus/id/25/
Or Call us @ 800-366-5029, email us @ firstname.lastname@example.org