Drug testing coupled with reference checks among medical practices are some of the pre-employment tactics subjected to employees. Though some may consider them as a waste of time and resources, they are a priority to various job markets. Employers have sought to use these tests in getting quality workers and improving the productivity of their businesses.
They carry them out to all people seeking for jobs. They have put in place powerful gadgets that detect any signs of drug use by employees. Employers should know and monitor drug use amongst employees for the performance of any company depends on productivity of employees and inappropriate drug use may affect this.
Drug use carries with it consequences, some of which are positive and others negative. The healing brought about by use of drugs can be viewed as a positive consequence whereas drugs taken to arouse feelings may be viewed as bringing a negative impact. According to the National Drug Intelligence Centre (2006), the negative side effects of drugs affect the user, his/her family and friends, as well as his/her business.
Since business is among the affected areas, any employer willing to offer a job in his/her business has to know the drug status of his/her willing employees, if at all he/she is looking forward to maximising his/her profits. This on the other hand gives all employers a right to know the drug use of their employees.
In a discussion like this, one student argued that not all drug uses affect the employee’s performance and according to him, if this is the case, then employers ought to show no concern to the use of drugs by their employees.
This is true but to some extend. Box (2002) says, even if the employee’s drug use does not affect his/her performance, the fact that drugs affect their corresponding users is an implication that the business has to be affected at some point.
“Quality results in whichever field, are only achieved by drugs-free employees” (David, 2004). These observations make it clear that employers need to consider drug use as a barrier of the performance of their businesses because there exist an unarguable negative correlation between business performance and drugs oriented employees.
Some drug use constitutes a serious health risk and ultimately death. Another student pointed that, health issues are private and if the affected can rise up and carry out his/her duties, it will be against his/her rights for any person to claim the status of his/her health.
Jeremy (1998) puts it clear by giving the illustration of pilots, drivers, as well as train managers. He emphasises much on consequences that arise untimely. For instance, blindness is an effect associated with the use of some drugs and shows up anytime the respective drug is used. For the aforementioned people, a case like this arising from one person can turn catastrophic.
“Prevention is better than cure” (Ferroglio, 2000). This is true and to the point and if a drug test can help prevent such a disaster, then, it becomes a right for employers to know the drug levels of their employees, failure to which their businesses can fall abruptly.
To sum up, as a manager, given the opportunity to address the issue of employee drug use, I would call upon all to join hands in the fight against drug use not only to employees, but to all in general. This is because it is only a few people, who are aware that, maintaining and developing ones life is the greatest business we have.
The fact that we are living is a sign that we have a business to manage and among the barriers of its growth, drug use is one and ought to be fought against. That is why I, in no doubt, encourage all employers to claim their right in knowing drug use by their employees.
Box, L. (2002). Drugs and Employment. New York: Heinemann Publishers.
David, L. (2004). Drugs: Effects and Treatment. West Virginia: W.Va Press.
Ferroglio, P. (2000). Employers and Employees Rights. Morgantown: W.Va Press.
Jeremy, O. (1998). Employment: Quality Results. Martinsburg: Appalachian editions.
National Drug Intelligence Centre (2006). National Drug Threat Assessment. Retrieved October 3, 2010, from http://www.justice.gov/ndic/pubs11/18862/impact.htm