NCJ Number
157844
Journal
Public Personnel Management Volume: 16 Issue: 4 Dated: (Winter 1987) Pages: 313-322
Date Published
1987
Length
10 pages
Annotation
This article outlines a methodology for use by a company or union in making a decision about whether or not to establish an employee drug testing program.
Abstract
The approach is based on information provided in response to three questions: (1) What is the extent of workplace drug problems? (2) What strategies are available to deal with the problem and how effective are they? And (3) what are some guidelines to consider in a decision regarding drug testing? The discussion notes that several strategies are available to the company or union that has determined that drugs in the workplace are a problem. These can range from internal controls such as increased security and physical changes in the job environment to strategies that target employees. The main employee-based strategies are drug education and prevention programs, employee assistance programs, and drug testing programs. The three general categories of drug testing programs include preemployment screening, mas/random testing, and fitness-for-duty testing. The most common and least contentious type of drug screening is preemployment screening. Minimum standards for a testing program should include written policies and procedures, equal application of policies and procedures to all employees, no random or universal testing of current employees except in extreme cases, limitation of testing to specific drugs, information to all employees in advance, confirmation of positive results, confidentiality, and rehabilitation options. Appended background information and list of measures used to assess the extent of drug problems