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NCJRS Abstract

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NCJ Number: 126121 Find in a Library
Title: Drug Testing that Clears the Arbitration Hurdle
Journal: Personnel Administrator  Volume:34  Issue:2  Dated:(February 1989)  Pages:62-64
Author(s): P A Veglahn
Date Published: 1989
Page Count: 3
Type: Program/Project Evaluation
Format: Article
Language: English
Country: United States of America
Annotation: Employers are increasingly implementing drug testing programs to pinpoint drug users. Drug users are more likely to be absent from work, use more sick benefits, and have more accidents than non-users.
Abstract: When implementing a drug testing program in a unionized company, arbitrators are likely to have the final say on both the implementation of a drug testing program and the program procedures. In the arbitration experience, the most acceptable of the drug testing options is to test a specific employee when reasonable cause to test exists. In many cases, the reasonable cause issue is closely related to safety. However, simple safety concerns alone may not be enough to justify a drug testing program that is either random or includes all employees. Another procedural issue that needs to be addressed is test security. An unbroken chain of custody must be established. The review of arbitration decisions indicates several features that make drug testing acceptable: information about the testing program, use of an approved and certified laboratory, use of state-of-the-art tests, supervision by a medical representative, and detailed chain of possession procedures. 9 notes.
Main Term(s): Employee drug testing
Index Term(s): Blood/body fluid analysis; Drug testing; Substance abuse in the workplace
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