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Pre-employment tests for controlled substances are really helping various companies and organizations in increasing efficiency of employees by keeping them away from the use of drugs. However, such mechanisms should be made regarding workplace drug testing which should not only help in maintaining a drug-free environment at a workplace but also shouldn’t violate the privacy of an employee during the phase of suspicion-based testing or drug testing.
Before probing into the issue of workplace drug testing, we must first get to know what workplace drug testing actually is. The medical analysis of biological specimen of an employee at a workplace is known as workplace drug testing. The main objective of workplace drug testing is to identify the presence of various specified parent drugs and their metabolites in the urine, blood, or saliva of any employee.
Some common types of dug tests include urine drug tests, sweat drug screen, saliva drug screen, and alcohol related tests. Its not necessary to perform the drug testing only when an employee joins any specific company or organization. Drug testing can be pre-employment drug testing, post-incident drug testing to determine whether use of drugs was involved in the causation or not, random drug testing, or diagnostic screening. But the most common of all types is applicant testing. Random testing is frequently used for the purpose of safety or security related jobs. Drug testing is an essential not only for keeping the workplace environment drug free but also to improve the efficiency of any specific organization.
Sofsian (2005) states that “Many employers feel it is necessary for prospective employees to submit to a pre-employment drug screening”. Employers of any organization maintain the right to expect the employees working in that organization not to be high on
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