By: noina dodo
Submitted: 2010-06-15 03:21:20 | Word Count: 543
Human Resources and Safety professionals regard pre-employment drug testing as a vital safety issue within the workplace with most of the Fortune five hundred firms doing it. The use of medication is pervasive in some cultures and extends on to the workplace. This robs corporations of countless hours of productive work and disrupts employee morale. Companies have a right to expect and obligation to push a healthy, productive and a safe workplace. The use of medicine and alcohol can adversely affect these interests. Pre-employment drug testing is suitable in this case as it will deter and detect drug use and facilitate rehabilitation. Starting an employee drug testing program is not simple and needs development in accordance with relevant legal requirements. These legal requirements might even vary in their application to particular workplaces. Because these issues are very advanced, top management could want to consult lawyers who recognize concerning drug testing before the event of a drug testing program. A drug testing program will deter individuals unfit for duty from coming back to work and even discourage alcohol and drug abusers from joining the organization in the primary place. Drug testing additionally depends on factors like value, feasibility and appropriateness. While most drug testing is mostly reliable, results that are not accurate may be the results of absence of rigorous procedural and technical safeguards. In an effort to spot those procedural and technical safeguards, the Department of Health and Human Services has developed and revealed Obligatory Pointers for Federal Workplace Drug Testing Programs. Employers that ponder drug testing are urged to stick to those tips as they provide an assurance of giving employees and candidates all possible safeguards. Some of the most frequent reasons employers might have for pre-employment drug testing are:
* Customer or contract demand compliance
* Federal rules compliance (e.g., Department of Defense, Department of Energy, etc.)
* Minimize probabilities of hiring staff who may be into drug or alcohol abuse
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* Federal and state rules
Drug testing procedures generally have certain minimum criteria that need to be met for the applicant to be in compliance with the rules. Most drug testing procedures screen for marijuana, amphetamines, cocaine, opiates and PCP (Phencyclidine). All drug testing must be done from urine specimens collected underneath highly controlled conditions. Specimen collection procedures require a designated assortment site, acceptable security for the gathering web site, chain of custody documentation, use of authorized personnel, privacy throughout collection, integrity and identity of the specimen, and transportation to the laboratory. Most medical suppliers generally give these requirements. The National Institute on Drug Abuse (NIDA) certifies laboratories that have met all of the rules established by the Department of Health and Human Services. This list of NIDA certified laboratories is updated once each month, and this update appears within the Federal Register. Though in some industries, selective testing could be feasible, it is suggested that pre-employment drug testing be in serious trouble all staff as well as managers, supervisors and administrative personnel.
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