Research shows that substance abuse affects 11 percent of the workforce. Companies lose billions ach year in lost productivity and accidents by employees. Research also shows that substance abuse greatly contributes to the increase of workplace violence (Ivancevich, 2010). In order to prevent loss of productivity and provide a safe environment for employees, it would be in Castulon Corporation’s best interest to establish a drug and alcohol testing program. Due to the nature of work and the type of product produced at Castulon Corporation, any mistake made by drug impaired employees in the design or production of a system could be catastrophic for users. For this reason, Castulon Corporation should us a random drug testing program for its employees. There is no absolute "model" substance abuse program that is right for all companies. The program should be tailored to the needs and circumstances of the individual company. There are, however, five standard components of a comprehensive workplace substance abuse program. The five components include a written policy statement, supervisor training, employee education and awareness, employee assistance for providing help, and the actual drug testing. In Castulon’s program, employees are subjected to a standard five panel test for “street drugs”, which include marijuana, cocaine, PCP, opiates and amphetamines from a urine sample. A breath test for alcohol can also be administered. Employees who do not comply with a drug test request for testing, provide false information or tamper with the test results in any way will face disciplinary action. There are types of testing other than random testing. They include reasonable suspicion testing, post-accident testing and return-to-duty testing. In the case of a confirmed positive test result, the employee will be removed from their position and enter into the Employee Assistance Program (EAP). The EAP program will provide professional assessment and treatment recommendations. Once the treatment program is completed, the employees can return to work. After returning, the employee will continue to submit random drug tests to ensure the treatment program was successful. If another positive drug test is submitted, the employee will then face permanent termination from the company (Rosen, 2011). Employees drug testing programs are a controversial subject in the business world and can be challenging to establish. Random drug testing in the workplace has been known to create resentment from employees towards the employer. Many feel that it is a violation of privacy to be subjected to drug testing without cause. This resentment negatively affects productivity and moral, leading to lost revenues for the employer. The employer also faces lawsuits from employees for violations. Even if the company wins the case, they lose money from time and effort needed to fight the case (Ivancevich, 2010). Alcohol abuse in the workplace has become a serious issue. Drinking among U.S. workers can threaten public safety, impair job performance and result in costly medical, social and other problems affecting both the employee and employer (“Alcohol and the”, 1999). For this reason, companies should also test for alcohol use. Research shows excessive alcohol us contributes to such problems as feeling sick at work, sleeping on the job and problems with co-workers (“Alcohol and the”, 1999). Employees with drinking problems take two and a half more absences and receive three times as much sick leave and accident benefits than non-drinkers (Ivancevich, 2010). By establishing an alcohol testing program, companies will see a reduction in productivity and revenues. There are many benefits of workplace drug and alcohol testing. The most notable benefits are improved productivity, decreased absenteeism rates, decreased workers’ compensation claims and decrease in employee turnover. An effective drug and alcohol testing program can be an valuable cost management tool for companies to have. References:
(1999). Alcohol and the workplace. Alcohol Alert, (44), Retrieved from http://pubs.niaaa.nih.gov/publications/aa44.htm.
Ivancevich, J. M. (2010). Human resource management. (11 ed., p511). Boston, MA: The McGraw-Hill Companies, Inc.
Rosen, L. (2011, August 12). Studies show drugs in workplace cost employers billions and small businesses employ more drug users but drug test less. Retrieved from http://www.esrcheck.com/wordpress/2011/08/12/studies-show-drugs-in-workplace-cost- employers-billions-and-small-businesses-employ-more-drug-users-but-drug-test-less/