oup estimates that the United States is spending at least 1.2 billion dollars peryear on drug testing, not counting any money spent on time lost from work attributableto the testing process. The study did find that in 1990 the overall rate for workersadmitting to having used an illicit drug some time during the preceding month; wasdecreasing greatly, but the study also found no evidence that this decrease is due tothe work testing program, nor has it been demonstrated with any certainty that, incommonly used doses, any of the widely abused drugs significantly impacts on jobperformance. So when it comes to your testing policies I guess it just comes down to apersonal belief in whether you think it is an effective program or not.If you feel that drug testing may not be the most effective way to deal withemployee substance abuse their is an alternative. Unless you feel that performance Page 8and productivity in your workplace is significantly impaired because of drug and alcoholabuse, testing is a costly and potentially risky solution (Largent). Sometimes a strongdiscipline policy may be better than drug testing. Make your employees aware thatyou have a strong commitment to a drug and alcohol free workplace. Warn employeesthat possession or consumption during working hours or on the premises is prohibited. When you suspect an on duty employee is under the influence, dont send theemployee to the doctor to be tested. In the absence of a formal drug testing program,you may be breaking the law. Remove the employee from the workplace bysuspension. Suspension allows you time to think clearly before making a hastydecision. Suspension can protect the employee from a possible work related injury, itprotects other employees from harm, and it protects you from the liability of a workerscompensation claim. Give the employee a warning that the next similar instance ofmisconduct will mean termination or terminate the employee on the first of...
