abuse policy. Some companies are required to do testing by state law. Aspart of the federal governments effort to address the issue of substance abuse in theworkplace, the Drug-Free Workplace Act of 1988 was enacted. This Act- in effect sinceMarch 18, 1989 requires contractors and grantees of federal agencies to agree toprovide drug-free workplaces as a precondition of receiving a contract or grant from afederal agency (Largent). However, more and more companies who are not requiredto do so by law are voluntarily including the programs at this very moment. Although, Page 6the tests can be a good deterrent, I caution you not to consider the tests as a policyalone. The tests are simply a tool in identifying the problem (Loomis). There a fewthings to be considered before starting a new program. First of all, who will be tested?Make a list of who it will include, all employees or selected ones. Secondly, when willthe test be administered? Will it be when you are first hired and that is it, or will itcontinue periodically (Loomis)? The possibility also exists that the tests can even begiven randomly to add the element of surprise. Thirdly, what substances will be tested(Loomis)? The tests can include several different drugs, including alcohol. Fourthly,what consequences will be faced if an employee fails the test (Loomis)? It could leadto termination or even not getting the job, depending on the case. And finally, who willconduct the testing (Loomis)? Your company may have an on-site private lab or it mayhave to pay to have the work done at a clinic. Since urine testing for drugs has become such an important part of theemployee selection process, it brings about a great deal of controversy as to thereliability and consequences of positive drug testing results (Campbell). Many companies fear lawsuits against their own testing practices so they may choose tofollow the example of the Department of Transportation for their drug testing p...
