The three major objectives for drug screening are to reduce workplace accidents, reduce performance problems (absenteeism and turnover), and reduce drug use in society as a whole. However, too few empirical studies exist on the effectiveness of drug screening programs. Officials at the University of Virginia were interviewed on their process of establishing a drug testing policy. All policymakers interviewed were generally in favor of drug testing for safety-sensitive positions from the outset. They were also consistent in eschewing random testing. These preferences were predicated on differing concerns and the policymaking task approached from differing perspectives. The objection to random testing was ethically troubling to some participants while others rejected it strictly as a practical consideration. The focus of drug testing policy transforms over time, moving from a primary focus on detection to a focus on rehabilitation, and, ultimately, to a focus on employee educational awareness or primary prevention. The stated intent of a drug testing policy may be crucial to dispelling the perceived injustice of such a policy. These policymakers involved general counsel in their deliberations from the beginning to avoid comprehensive legal reviews. They maintained frequent communication with the legal team between meetings. They also cultivated and requested assistance from powerful stakeholders who have a desire to see progress on the issue as well as sufficient leverage to influence the legal department. All policy should be proactive in furthering the mission and goals of the organization. When the potential exists for persons or groups within the organization to be negatively affected by policy, policymakers must find the proper balance between accommodating those concerns and advancing the overall mission. 41 notes