In Compliance With The Drug-Free Workplace

Bettina, I really enjoyed reading your post about the Americans with Disabilities Act (ADA). As you stated, ADA will be the protection that the employee will have to safeguard them against violating the company’s policy of being drunk on the job. ADA seems to be very similar to the act that I talked about, Rehabilitation Act of 1973 which prohibits discrimination on the basis of a disability in regards to one’s job; one cannot get fired for having an alcohol or drug addiction unless they cause harm to others or themselves. Also, the Employee Assistance Program (EAP) that you talk about sounds very similar to mine in regards to offering help to their employees in regards to addictions that one might have. I found it very interesting how the

One has chosen to focus on the substance abuse patients as the vulnerable population for the project. Frequently one has identified and seen stigmatization, prejudgments, and poor care given to this population in the workplace. Many patients are discharged each day with no plan of care, no education on resources and no instructions for follow up care. The outcomes and possibilities for the patient’s recovery have shown to be slim by the frequent return of the patient in the emergency room. The patients return within hours of discharge from the ER and seem to be in the same condition as when they left. One has

Another way to address the problem is to establish anti-drug abuse policies and have penalties in place for those who do not comply with the company’s policies. The written policy must state the reason for the policy, expectations for obedience, assistance programs, and consequences for disobeying the policy. Reasons for the policy can be to meet a legal requirement, but it must include the business’ goals for the policy and the business’ definition of substance abuse (“Develop”, n.d.). The expectations section of the policy should include expected behaviors, prohibited substances, whoever is responsible for enforcement, and if drug testing is included. Supervisors should be trained to notice the signs of potential drug users and enforce the policy. After determining whether an employee has violated the policy, consequences should be had. Consequences might include termination or assistance from the EAP.

Today in the United States, 73% of drug users are employed, costing American businesses billions of dollars annually in lost productivity and health care costs. Studies reveal that employees who abuse drugs have a tremendously harmful effect on the workplace—they are more likely to have extended absences from work, show up late, be involved in workplace accidents, and file workers’ compensation claims.

The purpose of this paper is about two substance abuse preventing program in the United States. Team Awareness is a preventing program that deals with behavioral risk that is associate with substance abuse among employees and their families. The purpose of this preventing program is to help individuals with social health and communication to improve the attitude towards alcohol. The program is about six to eight months to help employees and prepare them for the program. According to NREPP “Team Awareness is a customizable wellness program that also incorporates substance abuse prevention; it has been adapted for many different contexts.” Therefore, programs like team awareness help organizations that have employees that are having a hard time with substance abuse. The goal of this substance abuse program is to help with community resources and if they need to be refer to a program 12 step program. According to NREPP “ To achieve these objectives, the training focuses on six components: the importance of substance abuse prevention; team ownership of policy (embracing policy as a useful tool for enhancing safety and well-being for the whole workgroup); stress, including stressors, individual coping styles, and other methods for coping; tolerance and how it can become a risk factor for groups; the importance of appropriate help-seeking and help-giving behavior; and access to resources for preventive counseling or treatment. Team awareness is funded by the Peer Assistance

I do not think that there is a precedent for this issue. I see drug use in the workplace as being a distinct issue. It is of sufficient severity to merit its own status in negotiations with unions and to have its own policies. The outcomes are severe amputation, major lawsuits and they need to be dealt with, without leaning on some obscure past precedent as a crutch. Around 75% of all illicit drug users are employed (NIDA, 2008) and that makes this a serious issue for the company, since there is near-certainty that drug use occurs among members of the workforce. A new policy needs to be created here.

From “Just Say No to Drugs” programs in elementary schools to minimum sentences for drug crimes, America has tried to contain its usage of illicit substances. The goal of anti-drug programs and policies are to deter people from using and abusing drugs. On the other side of the country’s schizophrenic relationship with illicit mood-altering substances, drugs can be found in most communities in America, from sketchy side alleys to upper class neighborhoods. When drug policies are pondered, several main questions arise. (1) Are drug laws helpful, do they accomplish the goals they aim to? (2) How do we as a society treat those who abuse drugs; are addicts criminals? (3) What are the costs/benefits, social, financial and otherwise, of our current

The use of work place drug testing has always been an issue in the law world and the corporate world. Work place drug testing is used to make sure whether the current or potential employees are not under any influence of illegal drugs on the job or during their time off of their jobs. Drug-free work programs can have a lot of short-term and long-term benefits as well as disadvantages for the employers as well as the employees.

Annually in America, billions of taxpayer dollars are spent to pay for the unnecessary expenses caused by drug-impaired employees. Workers whose performances are negatively altered by drug use contribute to losses in business productivity and assist in lowering workplace safety. On average, according to the Community Anti-Drug Coalitions of America (CADCA), $100 billion is lost per year due to accidents, decreases in productivity, and other related expenses caused by incompetent, drug abusing employees (“Coalitions”). However, through a thoughtful system, businesses can be protected against the harms presented by deleterious contraband abusers. In an effort to curb staff member drug trends and to protect employee health, public safety,

”The Americans with Disabilities Act is a federal law designed to ensure that disable Americans have the same opportunities as any other”. (Introduction to Business Law) Our company is enforcing to take action that protects employees that’s disabling to from certain type of job description in a work place or applying for a job. The LCB Hotel establishment is not required to administer any medical examinations or test employees for personal issues to harm and/or out their issues if they believe they have HIV or AIDS.

This act does not cover the abuse of or dependence of legal substances like alcohol and tobacco (31). First will be an exploration in the practice of drug testing at the workplace as an ethical and practical policy that justifies the terms of the employment contracts are visible. The evidence shows that an employee’s right to privacy is not in violation when personal information is collected or appropriately used by the employer. Secondly, the demonstration that drug test methods are the most efficient and effective means of preventing employees drug use and abuse. Finally, the evidence that drug testing positively affects company profits, safety and organizational productivity.

Literature implies that employee drug use in the workplace may create high costs to firms in the form of lower productivity, increased absences, and an increase in workplace accidents. As a response to these costs, employers have implemented a variety of policies and programs to decrease employee drug use. Educational programs and standards such as “Zero Tolerance” policies, employers have turned to drug testing programs more in the past decades. About 46 percent of American workers report that their employer conducts drug testing, although other sources indicate that 90 percent of Fortune 200 companies use some type of drug testing (Flynn 1999). The factor behind workplace drug

All coworkers within an organization need to be educated to recognize potential issues of narcotic abuse within the workplace. Since healthcare professionals are able to hide some signs of abuse such as work absences, it may be more difficult to recognize a problem in the early stages. Some physical signs to be aware of include: irritability, forgetfulness, isolation, and decreased levels of motivation. Issues in personal life may also increase the chances of drug abuse, such as: stress, family problems, a previous history of mental illness, and a history of prior abuse (any type). Potential issues must be reported to the Nurse Manager as soon as possible. In order for the organization to protect the safety of its personnel and patients, ethical standards of practice must been routinely stressed within the workplace. Many

I am surprised that you have not experienced any workplace violence or anyone with substance abuse probles at work. This is occurring more and more every day. However even though it is occurring more, it is underreported. I experience a co worker who was addicted to iv pain medications. She was a mother, wife, and a good worker. She never came to work with slurred speech. Everyone just thought she just wanted to help when she would volunteer to give pain medications to patients. She always did her job to the best of her ability. No One expected anything of her. Pharmacy waited until she was caught in her vehicle with sharp containers, needles, and medications until they informed us they were suspicious of her taking medications. I

I believe that drug testing is necessary to maintain a workplace safe and more productive. Drug use increases accidents and jeopardize the security of the company and other employees. It also increases employee’s confidence that they are working in a safe environment, and they do not have to fear a drug- or alcohol-related incident jeopardizing their welfare in any way. A drug testing reduces near miss accidents. Moreover, it Reduces potential workplace conflict and violence. As a result, a drug testing creates a healthier workplace, and increases the reputation of an organization. Finally, A workplace drug testing program helps to keep the environment at work safe for everyone. Drug testing in the workplace can help minimize workplace accidents,