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Essay / Research Paper Abstract
A 7 page paper discussing current trends and legal issues in employee drug testing. The debate surrounding workplace drug testing continues, but courts appear to be relaxing prohibitions against invasion of privacy. Practical matters such as employee performance and employers’ health care premium costs take precedence today. These views may change as the economy improves, following the natural boom-and-bust business cycle. Increased health care premium pressures give employers greater reason to quantitatively assess employees’ activities away from the job. Bibliography lists 10 sources.
Page Count:
7 pages (~225 words per page)
File: CC6_KShrDrugTest.rtf
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Unformatted sample text from the term paper:
drug testing continues, but courts appear to be relaxing prohibitions against invasion of privacy. Practical matters such as employee performance and employers health care premium costs take precedence today.
History Bowin and Harvey (2001) list the broad categories of employee testing currently in use. They report that personality testing was popular
in the 1960s and 1970s, but fell out of favor in the 1980s in the face of equal employment opportunity issues. The issue went to court in 1988, culminating
in the U.S. Supreme Court in 1989. The court "upheld a drug test requirement for people seeking Customs Service positions that involved carrying a gun, handling classified material, or
participating in drug interdiction" (Sullum, 2002; p. 37), but with reservations as to the issue of invasion of privacy. In his dissention, Justice Scalia referred to routine drug testing
as an "immolation of privacy and human dignity in symbolic opposition to drug use" (Sullum, 2002; p. 37). Drug testing, of course, is
designed to reveal whether individuals use any type of drug being tested for, which generally is limited only to illegal drugs. Companies could benefit from knowing that alcohol may
be a problem or that the individual they are considering hiring may be abusing prescription drugs, but most strive to ensure that no one can complain about invasion of privacy
and limit their screenings only to illegal drugs. Legal Aspects Most states limit the compounds that companies can test for, and most companies
that do such testing ensure that they abide by those rules. So it cannot be called discriminatory at some future date, those companies testing potential employees must test all
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