NCJ Number
156830
Journal
Annals of the American Academy of Political and Social Science Volume: 498 Dated: (July 1988) Pages: 43-50
Date Published
1988
Length
8 pages
Annotation
This article examines various issues associated with job- applicant and employee drug testing as a means of countering substance abuse in the workplace.
Abstract
Testing for drugs is one way employers can reinforce their commitment to a drug-free workplace and to the safety, health, and protection of employees. Of the Fortune 500 companies, 40 percent are now implementing drug-testing programs. Employers have considered a number of circumstances under which drug testing would be appropriate. They include when applying for a job, when job performance is below normal, after an injury or an accident, after treatment for drug abuse, in conjunction with annual physicals or special medical exams, and random testing for safety-sensitive jobs. Currently available tests of urine span a broad spectrum from preliminary screening methodologies that use immunological assays, enzymes, and radioisotopes, to gas chromatography/mass spectrometry testing, which uses the most accurate quantitative detection system available. Generally, the courts have approved employee drug-testing programs that meet certain standards. They must provide notice to employees and use procedures that take into account accuracy, test confirmation, clear chain of custody, and documentation of records. The top priority is to establish a policy under which the drug-testing program operates. The benefits of drug testing are prevention, rehabilitation, and reinforcement. This article also discusses legislative actions pertinent to drug testing and laboratory certification of a drug-testing program.