Question

DRUG TESTING

The end of the week is always a relief, but this Friday, after everyone clocks out, you have a meeting with the company’s front-line managers to discuss various problems that have been occurring in the warehouse. You’ve been bracing for the challenge since Monday.

Once all the managers are assembled, you begin to list the troubles that have been plaguing the warehouse: Petty theft and minor accidents have increased markedly in a relatively short period of time; employees have run forklifts into walls and dropped pallets of boxes onto the floor as they were being moved; items have disappeared from shipments being held by the company for its trucking customers; there have even been rumours that marijuana is being bought and sold on the premises. After you recite the laundry list of problems, you tell your managers that you don’t think any single employee is the source of all these problems. Instead, you boldly state your suspicion: Drug use is probably the root of the problems in the warehouse.

A mumble circles the room, but no one wants to discuss the issue openly. Some managers look worried, others shocked, and the rest—you can’t tell. So you begin slowly by saying, “I think we need to do drug testing. I’m sure we can’t blame all our problems on drug use, but I’m convinced it’s a contributing factor.” You cite several successful companies that are committed to a drug-free workplace and some statistics on how much drug use costs the Canadian economy—more than $39.8 billion per year. U.S. studies show that testing 100 employees over the course of a year will cost only about $5,000, but the average substance abuser costs his or her employer between $11,000 and $13,000 per year. You conclude by saying, “I’ll put together some materials for us to review next week.”

Some of your managers nod perfunctorily, but others just raise an eyebrow. As they file out of the room in absolute silence, you murmur under your breath, “That went well,” and let out a sigh. “I might as well get started now. Waiting is not going to make the task easier. But what do I really need to do? And how restrictive should I be?”

Sources: N. Brodsky, “Street smarts: Just say yes,” Inc., November 2004, 67; S. Smith, “What every employer should know about drug testing in the workplace: Think you don’t have a problem with drugs in the workplace? Think again,” Occupational Hazards 66, n. 8 (August 2004): 45–48; Pueblo Chieftain, “Small firms more likely to see drug problems, labour department study reports,” 3 August 2004; D. Willoughby, “Drugs, workplaces don’t mix; employers take steps to prevent substance abuse,” Montgomery Advertiser, 4 May 2004.

Questions1. What type of operational plans do you need to establish a drug-free workplace: a policy, a set of procedures, rules and regulations—or maybe all three? Provide at least one (1) specific (and detailed) example of the policy, procedures, and/or rules and regulations that you would create to establish a drug-free workplace.

Answer 1

Creating a drug free working environment is very important for the success of the organization.

Creating a drug free environment is possible with the help of operational plans like policies and set of rules and regulations.

Example of policy: organisation cn create a policy on which it should be clearly mentions that use of drugs in office premises is strictly prohibited. This policy should be communicated to all the employees.

Example of rules and regulations: after creating policy, organisation should create set of rules and regulations in order to ensure that the policy is strictly followed by all the employees. Rules and regulations should include- there will be a fine (salary deduction) if an employee is found to be consuming drugs during working hours and he/she may be terminated as well in case of breach of company's policy.

conclusion: a combination of policy and rules and regulations will help in creating a drug-free working environment.

if you like the answer please give a thumbs up