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 from the National Drug-Free Workplace Alliance states that the Drug Free Workplace Act requires compliance by all organizations contracting with any U.S. Federal Agency involving contracts of $100,000 or more. The Act also requires all organizations receiving federal grants, regardless of the amount to be in compliance and that all individual contractors and grant recipients, regardless