Application Case 16-1: The case for and against Drug Testing
As a Human Resource Professional, there are many issues that must be addressed, and often the intent behind policies implemented to address these issues seem to be at odds with one another. With the cost of hiring, training, ongoing support and team building kept to a minimum through employee loyalty, the spectre of drug testing can seem to put a large crack in any progress a company has made building long term morale.

At what point does a happy, seemingly productive workplace lock horns with the issues of safety, absenteeism, poor work performance and the potential of systematic lenience towards criminal activity that can go alongside drug and alcohol abusers in the company’s midst?
This is a touchy subject primarily affecting those amongst a company who are most likely to pass it. Employees find comfort in being trusted by their employers. There is an intrinsic satisfaction that comes from feeling valued, accepted and trustworthy by one’s superiors. Given the reputation of drug screenings, many employees will have heard horror stories of jobs lost when employees tested false positive for bona fide prescription drugs or even cough medicine. Further, it has been argued that routine abusers have found ways and will continue to find ways to cheat the system. Combatting that, some employers have implemented “watchers” who stand and watch the employee urinate in the cup. (Staff, 2010)

Certainly, most corporations have a right to do many things with impunity, as most Constitutional safeguards only apply to government employees. The options for delving into employees lives are generally limitless, and without even having to build a case, a corporation can require a vista of disclosure from its employees without fear of retribution. As a result, citing safety, productivity and legal