blem and seek help through company-provided employee assistance programs” (Grimsley 3). Supporting Grimsley’s statement, the Substance Abuse and Mental Health Administration reports that in 1985, 9.7% of Americans used marijuana and 3% used cocaine. Since then, the numbers have dropped dramatically to 4.7% and .8% respectively. Furthermore, during that same period, the percentage of full-time employees testing positive for illicit drugs has fallen from 17.5% to 7.4% (Burn 4). This alone is evidence enough that drug testing is worthwhile and appropriate.It is estimated that employers lose up to $100 billion annually in lost productivity due to drug use. And on the average, it costs an employer only $25-$35 to test an employee for drugs, according to the American Management Association (Allison 1). Because of this, employers site many other reasons for testing, such as smaller absentee rates, cheaper insurance rates, less medical claims, less theft, less job-related injuries and decreased risks of lawsuits (Jussim 12). A government study, which reveals that 1 out of 6 workers has a drug problem, also states that drug abusers on average: cost employers $7,000 to $10,000 per employee annually, cost companies 300% more in medical costs and benefits, are absent up to 16 times more often, and are 1/3 less productive (Drug Screening 1). Another study shows that workers who are under the influence of drugs are 3.6 times more likely to injure themselves or another person in a workplace accident. In addition, they are 2.5 times more likely to have absences of eight days or more, and five times more likely to file a workers compensation claim (Drug Test 1). ). For this reason, many employers have adopted drug-testing policies, as any cost in implementing and running new hire and random drug testing more than pays for itself (Burn 5). It’s obvious to see why most employers like the idea of drug testing, but why should you and...
