You have the right to demand a drug-free workplace, but employees also have reasonable rights to privacy. That’s why drug testing and substance-abuse prevention programs carry big-time legal risks if they’re not managed properly.
Employers can safely administer drug testing before hiring someone, during a fitness-for-duty test and after a preventable accident.
If you think your workplace is drug-free, the government has a surprise for you. Chances are, you are wrong—very wrong. According to a recent survey, one of 12 U.S. workers is using illegal drugs. That’s self-reported illegal drug use among adult full-time employees.
The information comes from the latest study by the Substance Abuse and Mental Health Services Administration, an agency within the federal Health and Human Services Department. The agency surveyed both public and private employees over a three-year period and found that 8.2% had u...(register to read more)
- If possible, have the manager who hired the employee also do the firing
- He said/she said: Gauging credibility in harassment cases
- No need to investigate harassment complaints clearly not covered by anti-discrimination laws
- More than just paper: Sexual harassment policy won't work without supervisor training
- Think lawsuit won't materialize? Test theory on calendar