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Outline for researching drug abuse in the workplace
Argumentative points on drug testing in workplace
Outline for researching drug abuse in the workplace
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Drug-Free Workplace Law
All organizations covered by the drug-free workplace act of 1988 are required to provide a drug-free workplace by publishing and giving a policy statement to all covered informing them that the unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited in the covered workplace and specifying the actions that will be taken against employees who violate the policy. The policy must make employees aware of the dangers of drug abuse in the workplace; the requirements of maintaining a drug-free workplace; any available drug counseling, rehabilitation, and employee assistance programs; and the penalties that may be imposed upon employees for drug abuse violations.
Employer’s Responsibility
It is ABC Corporations responsibility to communicate our drug-free workplace policy to both supervisors and employees. To ensure all employees are aware of their role in supporting our drug-free workplace program:
• All employees will receive a written copy of the policy.
• The policy will be reviewed in orientation sessions with new employees.
• Posters and brochures will be available at all locations.
• Every supervisor will receive training to help him/her recognize and manage employees with alcohol and other drug problems.
• Investigate reports of dangerous practices.
• Advise management to document negative changes and problems in performance.
• Clearly state consequences of policy violations
•
ABC Corporation Drug-Free Workplace Policy
ABC Corporation is committed to operating its organization in compliance with all applicable laws, rules and regulations in regards to protection of the safety, health and well-being of all employees and other individuals in our workplace. ...
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...loyment agreement has expired. Employment eligibility must be documented using the I-9 form for each employee hired. Hiring personnel are required to inspect documents produced by employees for validity in order to verify employee identity and employment eligibility.
Anyone with questions regarding any aspect of employment and/or identity verification should contact the appropriate Human Resources Manager.
References
"Form I-9 Compliance." The Law. N.p., n.d. Web. 09 May 2014. .
"The Verification Process." Homepage. N.p., n.d. Web. 09 May 2014. .
"Policy: Employment Eligibility Verification (Completing Form I-9) ." Employment Eligibility Verification (Completing Form I-9). N.p., n.d. Web. 09 May 2014. .
The chapter, Selling in Minnesota, had some disturbing information about the low wage life. As I read, I learned that every place the author went to apply, such as a Wal-Mart and a Home Depot type place called Menards, required the applicant to pass a drug test. The author went out and had to buy detox for $30, but can be up to $60. Also, I learn that 81% of employers do drug test their future employees. I don’t like this statistic, in part because I tried getting a job at Marshall Field’s restaurant and they required me to pass a drug test. Luckily, another employer called me before my scheduled drug screening (which I had planned on passing by being really sneaky and using the urine of a friend of mine), so I took that job offer and everything worked out well. The reason I don’t agree with the drug testing required to access most entry-level jobs, is because the only drugs they actually test for is Marijuana. Cocaine and heroine leave the body within three days, and other drugs aren’t even tested for. So that leaves the most commonly used illicit drug, and one that has the least affect on the user, to be tested for.
I reviewed Vanderbilt University Medical Centers Substance Abuse Policy that highlights protocol and drug diversion (Vanderbilt University and Medical Center Human Resources Policies and Procedures, 2012). The process is as follo...
Christine’s current position requires a bachelor’s degree in a health related field, although she noted other counselors at her place of employment have master’s degrees. She is a Certified Alcohol and Drug Counselor (CADC) in the State of New Jersey. Certification involved verifying education and experience, completing an exam, and paying a fee. Christine is also a member of the National Association of Alcoholism and Drug Abuse Counselors (NAADAC). Membership in this organizat...
...and healthy place to work and being treated. At times these organizations may seem like a nuisance, but as a patient and an employee in the healthcare field I feel safer knowing that such organization exist, given that I have worked both in the private and public sector, there have been things that should not have happened. The key on ensuring policies are followed is awareness, communication, and continuous education. By having procedures in place for all departments this will help elevate and ensure no infractions are given by OSHA and JCAHO in the Healthcare facility.
While employment screening in the healthcare sector is decidedly standard, the law does often not require drug and alcohol testing. Substance abuse is one of the leading causes of disciplinary action against a nursing license in the U.S. Random drug screenings are used to detect the use of unapproved or illegal drugs for the purpose of upholding patient safety (National Council of State Boards of Nursing, 2006). The American Nurses Association (ANA) estimates that six to eight percent of nurses use alcohol or drugs to a degree that would impair professional judgment (National Council of State Boards of Nursing, 2011). Approximately one-third of the one percent of actively licensed nurses are disciplined each year for their substance misconduct (Kenward, 2008). Protecting patients from unsafe practices and personnel is the primary responsibility of each supervisory board of nursing. However, the fear of punishment from the board or termination keeps many nurses unwilling to come forward (Maher-Brisen 2007). The purpose of this paper is to discuss the viability of mandating random drug testing for nurses and other health professionals. The objective of this would be to address the rooted issues of substance abuse and decrease the risk of harm to patients under the healthcare provider’s care.
One significant aspect is that the workers belonging to this industry are of various age group starting from 18 to 50 years of age (Cassidy, 2006). Among those various age groups, the use of drugs is positively correlated with the workplace death rate (Caplan and Goldberger, 2001). Consequently, varied working organizations in this industry have employed inventiveness to significantly investigate the exploit of drugs and their impact in the construction industry with the intention of coming across a scheme for emerging a course of action that could diminish the number of serious confrontations taking place mainly because of drug use on construction sites. 1.1 RATIONAL OF THE STUDY: Construction industries are classified largely as those which comprise skillful employees and general workers.
Is a Permissive Legal System Better than a Restrictive One in the Case of Drugs?
“[The war on drugs] has created a multibillion-dollar black market, enriched organized crime groups and promoted the corruption of government officials throughout the world,” noted Eric Schlosser in his essay, “A People’s Democratic Platform”, which presents a case for decriminalizing controlled substances. Government policies regarding drugs are more focused towards illegalization rather than revitalization. Schlosser identifies a few of the crippling side effects of the current drug policy put in place by the Richard Nixon administration in the 1970s to prohibit drug use and the violence and destruction that ensue from it (Schlosser 3). Ironically, not only is drug use as prevalent as ever, drug-related crime has also become a staple of our society. In fact, the policy of the criminalization of drugs has fostered a steady increase in crime over the past several decades. This research will aim to critically analyze the impact of government statutes regarding drugs on the society as a whole.
A “drug-free society” has never existed, and probably will never exist, regardless of the many drug laws in place. Over the past 100 years, the government has made numerous efforts to control access to certain drugs that are too dangerous or too likely to produce dependence. Many refer to the development of drug laws as a “war on drugs,” because of the vast growth of expenditures and wide range of drugs now controlled. The concept of a “war on drugs” reflects the perspective that some drugs are evil and war must be conducted against the substances
Employers may want to consider combating the stigma which haunts its addicted workers with a resourceful drug rehabilitation education system to both its addicted and non-addicted employees including the scientific facts surrounding addiction and dependence. This education may develop a positive perception of management, trust and introduce an efficient employee assistance program for all those in need to utilize.
The Drug Policy in the United States The Drug Policy in the United States is a very strict and well defined
The war on drugs and the violence that comes with it has always brought around a hot debate about drug legalization. The amount of violence that is associated with drugs is a result from harsher drug laws and prohibition.
from it both by being cost effective and efficient in the future. Once policy are set in stone and the employees are aware and have a thorough understanding there should be no excuse for any misleading policies.
Completion of Employment System Review and ongoing exploration of additional barriers for specific designated groups