Drug testing programs boast the importance of ensuring a drug free working environment. This is quite important for the realization of a highly productivity and reliable workforce. Another important reason why employers conduct drug testing on employees is that such influences healthy interpersonal relations among employees (Berger). Just to be appreciated is the fact that failed interpersonal relations among employees negates teamwork essence of the organization. Still, drug abuse compromises the reasoning and judgmental ability of the victim, a factor that can compromise safety at the workplace.
Therefore, employers conduct drug testing to safeguard their business objectives, ensure safety of the employees, and protect the reputation of company in the public (Berger). According to available statistical evidence, it is quite clear that drug testing for employees significantly improves the personal and employment life of the employee. In organizations with employee drug testing programs, employees are technically bound to ensure soberness while at work (Ward 12). This is because they find it as a potential threat to their sustainable employment position in the company to engage in alcohol and drug abuse.
It is worth noting here that without such provisions the productivity of the employees can never be guaranteed. Just to appreciate is the fact that guaranteed productivity and commitment by employees is the most important element for ensuring the sustainable competitive advantage of the organization (Berger). Policies mitigating drug use by employees are also evident to safeguard the reputation of the organization by eliminating poor branding as a company of drug abusers, a factor that serves as a strong marketing tool for the company.
Employee drug testing practices both during and before employment is a source infringement to an individual’s right to privacy (Berger). Indeed, the practice serves to involuntarily enter into the private life of the individual. According to medical technology evidence, although most employers claim to be testing for drug in their prospective employees, the evidence could lead to revelation of other personal aspects of life.
for example, urinary testing which is one of the common drug testing methods can reveal whether the victim is under treatment of serious diseases such as heart, depression and epilepsy as well as whether they are pregnant (West & Coombs 45). Such could be used as a reason for not employing the individual. On the case of random drug testing of employees at workplace, it compromises the right to privacy of the employees (Ward 21). It is commonly claimed that most organizations conduct this act in an indiscriminate manner.
This means that there do not have a probable cause concern for conducting the testing. Therefore, random drug testing negates the provisions of the Fourth and Fifth Amendment on safeguarding individuals against the intrusion of their privacy by their authorities. Still to be appreciated is the fact that drug tests have been proved as having the potential of giving wrong results. Therefore, such random drug testing practices can lead to victimization innocent employees. Drug testing practices are commonly agreed upon by many for individuals engaged in safety-sensitive work positions.
Examples of such safety sensitive positions include driving positions, machine operators, customer relations representatives in the organization, and electrical technicians as well as employees working in construction sites. However, some other professions do not require drug testing. These include some drug prescriptions to military servicemen which serve to influence their warfare courage. Professionals serving in clubs and restaurants might also be excluded from drug testing practices. Works cited
Berger, Christy “Pros and Cons of Drug Testing Your Employees in the Workplace. ” Pros and Cons of Drug Testing Your Employees in the Workplace. 1 Dec. 2006. 11 May. 2010 <http://ezinearticles. com/? Pros-¬and- Cons- of- Drug- Testing- Your- Employees- in- the- Workplace&id=373780>. Ward, Edward. Employee Drug Testing: Aalberts and Walker Revisited. Journal of Small Business Management 29 (1991): 12-32. West, Louis, and Coombs, Robert. (1991). Drug Testing: Issues and Options. New York: Oxford University Press.