...Learning Team Drug-Free Workplace Evaluation Paper To Buy This material Click below link http://www.uoptutors.com/PSY-425/PSY-425-Week-3-Learning-Team-Drug-Free-Workplace-Evaluation-Paper Read the following scenario: o The Jackdaw Company manufactures designer label clothing in several locations throughout New York and New Jersey. Over the last six years the company has grown from a handful of dedicated employees to just under 100 which include production managers, sewers, administrative assistants, and delivery truck drivers. The CEO and HR department is considering instituting a companywide drug-free workplace policy along with pre-employment drug testing for new hires. Some at the Jackdaw Company are not fully convinced that such a policy is necessary and are concerned about the costs associated with implementing a new program. Your team of consultants has been contacted to write the company’s policy. Your team will also provide training to employees if The Jackdaw Company decides to adopt your policy. • Your assignment is to prepare a 2,000 – 2,500 word report for The Jackdaw Company that emphasizes the importance of a drug-free workplace and the possible cost saving benefits to the company. When suggesting policies to help promote a drug-free workplace, include the following: o Key benefits associated with a drug-free workplace. o The prevalence of illicit and prescription drug users in the United States workforce. o The possible effects of drug abuse on...
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...Drug-Free Workplace Evaluation Andrew Rhea, Rebecca Chiavetta, Jami Krebs, and Lisa Meier PSY 425 November 12, 2012 Dr. Elizabeth Riegner Drug-Free Workplace Evaluation Imagine an employee is returning from a lunch break, and a coworker is collaborating with this individual in an erratic manner. The coworker’s actions make this employee feel unsafe, and cause him or her to become unproductive. The coworker has an accident, and the company is shutdown to investigate the accident. The previous scenario has often occurred throughout the United States, causing companies to lose money from possible lawsuits, and decreased productivity in the workplace. Illicit, and prescription drug use is prevalent in the United States, and causes absenteeism, accidents, downtime, turnover, theft, morale issues, and decreased productivity in the workplace (University of Phoenix, 2012). This proves that companies benefit from instituting drug-free workplace policies with mandatory drug testing within the workplace. Creating a drug-free work environment is a cost-effective necessity in the workplace, and establishing a drug-free work environment will have positive effects on a company. Prevalence of illicit and prescription drug users in the United States workforce Prescription drugs are "dispensed to the public only with an order given by a properly authorized person" (The Free Dictionary, 2012, p. 1). In 1999, American's spent nearly $104.7 billion on prescription drugs, which soon...
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...Drug Prevalence in the Workplace In the past two decades, drug use in the workplace has risen drastically (Lee, 2011, p303). At least 16.4 million drug abusers and 15 million “heavy alcohol user” work a part time or full time job (“Help Prevent Workplace Drug Use”, 2009; “Most Illicit Drug Users and Heavy Alcohol Users are in the Workplace”, 2007). Many of these substance abusers admit to using their drug of choice before or during their work hours (“Help Prevent Workplace Drug Use”, 2009). Many of these users also admit they know of illegal drug sales in the workplace place (“Drugs and Alcohol in the Workplace”, n.d.). Food service workers and construction workers have the two highest rates for using illicit drug use in the workplace. Construction, mining, excavation and drilling workers rated highest for the heaviest alcohol drinkers. The next highest rates were found among installation, maintenance, and repair workers (“Most Illicit Drug Users and Heavy Alcohol Users are in the Workplace”, 2007). The lowest rate of current drug users where among protection service workers (“Drug Free Workplace”, n.d.). Not only has the drug use in the workplace change, but the types of drugs found in the workplace had changed. Since 2009 the percentage of in the workplace cocaine users has declined by 29 percent to about .29 percent of the working population. However, more stricter and random work drug test has showed that twice as many employees as before are using heroin and prescription...
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...Impact of Drug-Testing Programs in the Workplace Paul DiLorenzo Marquette University Americans are concerned about drugs, and employers are no exception. They have been told that drug use in the workforce is common and that workers who use drugs will harm their businesses through increased accidents and absenteeism, or through more subtle, but serious effects of decreased efficiency and productivity. It is certainly true that the abuse of drugs, both licit and illicit, is a problem in America today. A company of any size is, over time, likely to encounter employees or applicants with drug problems. How to respond to this problem however, is anything but clear. Most employers are not experts on drug use or abuse and in the absence of personal knowledge, may turn to others for information they need to make decisions. However, much of the information thus far that has been made available to employers is not helpful and one-sided, with the majority of the information coming from the drug testing industry. This misinformation has lead to the majority of major companies now requiring drug analysis as a condition for hire. Most employers now utilize a urinalysis, hair sample or oral swab as detection for substance abuse. The Drug Free Workplace Act was passed in 1988 with the intentions on providing a safe and healthy workplace for all employees. The Federal Registers (1988, 2000) report release...
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...everything that they can to ensure that they have a stable and productive workforce. One of the most common methods for producing a stable, productive workforce in recent years has been drug testing/screening. Many believe that drug testing is a valid and useful tool available to businesses to promote a workplace culture the business prefers. Others feel that drug testing is a violation of privacy and has no place at a business. Almost everyone knows of someone that has abused drugs before, during, or after work. Not many know of how drug abuse actually affects performance and safety on the job. Determining if there is a correlation between drugs and poor performance and safety will help to validate drug testing’s presence. Ever since the technology was available, drug testing at the workplace has existed in some form or another. When Reagan became President in 1986, he began to push drug testing in the workplace, schools, and those applying for free benefits as part of the escalating war on drugs. (Butler, 2007) Since then, drug testing has proliferated to the rest of society and become almost a norm. For some businesses, it has become a major hiring tool, while for others it does not exist. For those that do use drug testing, it comes on many forms. Tests range from urine based to hair based to “Drug Recognition Experts,” (Butler, 2007) and each test has its own strengths and weaknesses. The easiest and cheapest tests to perform are urine tests. The most basic and easiest to...
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...Testing, Inc. (ClearPath) will assist employers in maintaining a drug-free workplace. Employers are constantly concerned about the productivity of their employees. Employers are starting to realize that substance abuse in the workplace affects the bottom line of the organization. ClearPath will provide employers with drug testing services either at the ClearPath site or at the employer’s location with their mobility services by use of the online scheduler accessible on the website. Additionally, ClearPath will provide drug testing supplies that employers can purchase online in order to test their employees. Along with the purchase of any drug testing product, ClearPath will provide the appropriate personnel with online training that certifies an individual in the appropriate collection of a drug test sample. ClearPath will also offer online assistance with the complete development of an Employer’s Drug-Free Workplace Program. The development of a Drug-Free Workplace Program will allow employers to take advantage of many discounts offered by health insurance and workers compensation carriers. Statistics show that “Nearly 75 percent of all adult illicit drug users are employed – substance abusing employees are more likely to change jobs frequently, be late or absent from work, be less productive employees, be involved in workplace accident, or file a worker’s compensation claim” (National Institute of Drug Abuse, 2008). Employers have ever-increasing time restraints. ...
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...MGMT455 Unit 5 Assignment Drug Testing Employees A clear written policy that outlines the employer’s expectations regarding drug use will allow for drug testing in a drug-free workplace program. The program has to include training the supervisors on the signs and symptoms of drug use, how to enforce the policy, employee education on drug use dangers, and a provided referral system, or Employee Assistance Program, for employees with drug problems. These programs are meant to help companies be safer, have less human cause hazards, and improve the health of employees (Workplace Drug Testing, 2013). The negotiations to have a mandatory drug test have a logical basis for defense with the labor union. There has been suspected significant drug use by the employees, and many serious plant accidents which have drug use as their expected accomplice. These accidents have caused the company serious settlements under the worker’s compensation when drugs may have been the reason the accident happened in the first place. This is why I recommend that a drug-free workplace program with an Employee Assistance Program be a part of the union labor negotiations. The strategy is to use the incentives for a drug-free workplace program to get the “buy-in” of the employees. These incentives include a reduction in workers’ compensation and unemployment insurance premiums for the company. They also include a tax reduction which is equal to the expenditures such as employee assistance programs...
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...Drug Testing In The Workplace Drug Testing in the workplace can seem impersonal and invasive towards employees but it is a process that is done when an employer has reasonable suspicion that employees are using drugs at work coming from a variety of sources such as tips, accidents or behavioral problems, actual observation of drug use, and symptoms of drug usage. Today businesses feel that they have to be well aware that their workplace is a drug free place and that their employees are stable and productive and in doing so, employers result to drug testing. Many feel that drug testing is a good tool to use to have an ideal workplace culture and that most would feel like they have nothing to hide so why object? But not everyone feels the same, others do feel that drug testing like said before, is a violation of privacy and has no sense to be done. Even though one can feel this way that doesn’t make that employee a drug user just that most actually feel that drug testing is degrading. Drug abuse in the work place can affect performance and safety on the job and how an organization see’s it is that drug testing will help eliminate those poor factors. A clear written policy that outlines the employer’s expectations concerning drug use will allow for drug testing in a drug free workplace environment program. The program does have to include training the management on the signs and symptoms that would allow them to perceive with drug testing on employees. Also programs teach...
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...2012 Drug testing continues to develop as a popular strategy to control substance abuse in the workplace; the incidence of testing is partially based on the type of worksite, characteristics of employees, and policies of the company. The concept of a Drug Free Workplace began in 1914. It was at this time that the Ford Motor Company established sobriety programs in the company's plants. The next step from here was when Ronald Reagan signed the Executive Order 12564. This banned the use of drugs both on and off duty for federal government employees. This order resulted in the Drug-free Workplace Act of 1988. It was in 1986 that the government recognized that drug use was having a serious adverse effect on the workforce and the billions of dollar that was lost in productivity each year. It was estimated that even at this time that there were billions of dollars being lost each year on due to a loss of productivity. Additionally substance abuse statistics confirm that there are greater percentages of absenteeism and negative work behaviors. The statistics indicate that substances abusers will also have a greater likelihood of injury on the job or a compensation claim, while 50% to 80% of loss due to theft is directly correlated to substance abusing employees. It was at this time that the federal government, as an employer, decided to make a step towards becoming a drug-free workplace. This executive order led to the Drug-Free Workplace Act, which defined a "drug-free workplace"...
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...Team Name: D Date: May 19, 2014 HRM/300: Fundamentals of Human Resources Equal Employment Opportunity & Employee Rights Review Content 60 Percent The student’s presented the following: Provided a general summary describing your chosen laws or issues For each law presented, provided a current court case that has challenged your selected law or issue. Defined any implications for HR in managing employeremployee relationship in the context of the law or issue. Provided an HR Policy for compliance The content is comprehensive, accurate, and persuasive .5 .5 1 .5 .5 .5 .5 1 .5 .5 Points Available 3 Points Earned X Additional Comments: Very good assessment of employer-employee rights… Very good analysis of how organizations have integrated Equal Opportunity and the Family Medical Leave Act into the day to day operations of the organization. It is important to continually revisit the policies that the organization has setup to ensure continual compliance as your organization has done. How will you gain the management commitment to ensuring that policies continue to benefit the employees and company? Additional Comments: Organization / Development 20 Percent The report is 1050 – 1400 words in length (WC: 1317) Points Available 1 .5 .5 Points Available 1 .25 .25 .25 .25 Points Earned X .5 .5 Points Earned X .25 0 .25 .25 Paragraph transitions are present, logical, and maintain the flow throughout the memo Mechanics 20 Percent Additional Comments: ...
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...What is Drug Testing Drug testing refers to the analysis of biological material to detect the presence or absence of drugs and metabolites within the human body. Metabolites are the substances into which drugs, including alcohol, are converted by the human body. The presence of metabolites shows that the relevant substances have been used in the recent past. The most common form of testing for illicit drugs is the analysis of urine samples. For alcohol, breath tests are more common, and these are often followed up by blood tests for confirmation. Oral fluid, hair and sweat can be used to conduct test to find the presence of drugs or alcohol. Drug Testing in the Workplace Drug testing in the workplace refers to all kinds of employee related drug testing. The basic forms of drug testing are pre employment testing, routine medicals, transfer testing, mandatory random testing, post accident testing, ‘for cause’ testing, post treatment or follow up testing, and voluntary testing. All of these methods of drug test could be utilized either independently or in a variety of combinations. Also sometimes companies may test everyone who works for the company from senior management on down. Random drug testing can also be given with or without notice to the employee. Drug testing in the United States became popular during the 1970s as an attempt to prevent the spread of drug abuse in the U.S. military during the Vietnam War....
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...Workplace Drug Screening Opinion Paper Kimberlee MacKay PSY 425 December 2, 2012 Dr. Lisa Pleszkoch Workplace Drug Screening Opinion Paper Looking for a new job may require more than just filling out and employment application these days. Many employers require the applicant to take a pre-employment drug test and to pass it before they consider offering the person a job. Drug testing does not stop there. Employers can set forth other testing for a variety of reasons such as, random testing, reasonable cause, post-accident, and treatment follow-up, to name a few. An employer needs to be able to offer employees a safe workplace with as little risk as possible. In 1991, “The National Institute on Drug Abuse reported that 68% of illicit drug users were employed” (2008, para. 2). This paper will focus on screening techniques, testing programs, and workplace prevention and education. Drug Screening Tests No test method is 100% accurate. The employer must find a reliable laboratory for testing, which meets all federal and state guidelines. Costs can vary depending on the type of testing method used. Obtaining a specimen requires a trained professional and should protect the person’s right to confidentiality and privacy. Urine Test This is also known as a urinalysis and requires the person to submit a urine specimen. “A test card can give immediate results or the specimen is sent out to a lab to undergo gas chromatography/mass spectrometry (GCMS)” (About Drug Testing, n.d...
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...Case Study 2: Drug Testing Drug testing in the workplace became legal when President Reagan signed "Executive Order 12564 -- Drug-free Federal workplace". In turn, that spawned the Drug-Free Workplace Act of 1988. Although both apply only to the workplaces of Federal employers and Federal contractors and grantees, private-sector employers immediately followed the government's lead because they legally could. However, there is much controversy over the legality of drug testing in the workplace, especially the legality of random drug testing. Many legal professionals consider it to be a personal privacy invasion and an unreasonable search and seizure, contrary to our rights granted by the Fourth and Fourteenth Amendments to the U.S. Constitution. Subsequently, employee drug testing lawsuits have and continue to challenge the legality of drug testing. Should Castulon Corp. establish a drug testing program? The short answer is yes. There are several factors that could change this but based upon the information I see no need for there not to be testing. There are a multitude of reasons any company including Castulon should and do implement drug testing. They do it to keep their employees and others safe. Workers on drugs present a clear and present danger to themselves, co-workers, and members of the public. Employers cannot and should not allow the safety and health of others to be jeopardized by drug abusers in the workplace. Drug users are not only more likely to injure others...
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...High Times in the Workplace High Times in the Workplace Substance abuse in the workplace is an issue with far-reaching effects across America that can drive up employer costs, and increase occupational hazards in many industries. While results of recent studies appear to be showing a decline in the overall drug use of American workers, the use of harder drugs such as heroin and prescription painkillers in the workplace is growing rapidly (Fisher, 2011). As employees everywhere are faced with this dilemma, many are looking at ways to address, prevent, and reduce its impact on operations and employee productivity. Positivity Results of Workplace Drug Tests It has been shown that over the last 25 years, drug use among American workers has steadily declined. The Quest Diagnostics Drug Testing Index analysis examined over 125 million urine drug tests as a service for government and private employers from 1988 to 2012. This examined the positivity rates for employers across the United States workforce in both the public and private sector. Since 1988, the positivity rate for the combined U.S. Workforce declined 74% from 13.6% in 1988 to 3.5% in 2012. This result is encouraging for employers; however, the study also revealed some findings that are cause for concern. The positivity rates for amphetamines and methamphetamines have more than tripled over the last decade. As of 2012, this was at its highest level since 1997. Also concerning is that the positivity...
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...With the need to perform at an all time high in the workplace, more employers are beginning to look at the possibility of stimulant abuse within their own company. Illicit drug abuse such as cocaine, adderrall, etc, seems to lend itself to a trend of increased worker’s comp claims involving incident and injury. One study shows that nearly 75% of all drug users are employed, as are most binge drinkers. “Alcoholism causes 500 million lost workdays each year (National Association of Treatment Providers, 1991).” Another study shows that seventy-three percent of all current drug users aged 18 and older (8.3 million adults) were employed in 1997. This includes 6.7 million full-time workers and 1.6 million part-time workers (United States Department of Health and Human Services, 1998). More surprising than this data set is the data collected during a national survey conducted by the Hazelden Foundation, more than sixty percent of adults know people who have gone to work under the influence of drugs or alcohol (Hazelden Foundation, 1996). There are two major categories of drugs: those that speed up bodily and mental functions, and those that slow them down. Stimulants such as caffeine, amphetamines, crack, ephedrine, etc; all speed up heart rate, metabolic rate and cognitive abilities. Depressants such as alcohol, and many times anti-anxiety medicines slow down motor skills, and prevent an over active central nervous system. Both used within the context of the original prescription...
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