Drug Testing and Workplace Policies

Drug Testing in the Workplace Essay
Drug testing has become a very big issue for many companies. Approximately eighty–one percent of
companies in the United States administer drug testing to their employees. Of these, seventy–seven
percent of companies test employees prior to employment. Even with the commonality of drug
testing, it is still a practice that is generally limited to larger corporations which have the financial
stability, as well as the human resources to effectively carry out a drug testing program. In the
United States, it is suggested that as many as 70 percent of drug users are employed. Now this is a
huge chunk, but as a result of drug testing, these big corporations have a significantly lower
percentage of the employed drug users on their ... Show more content on Helpwriting.net ...
Another benefit to drug testing for employers relates to insurance companies. Workers compensation
claims can also be directly related to employees who are regular drug users. Some states are offering
as much as a five to eight percent discount for companies that implement a drug testing program and
provide the insurance companies with a written policy which requires pre–employment drug testing,
testing in cases of reasonable suspicion, and post accident screening. Other states offer discount and
do not even require that a written agreement be presented. This leads directly into the different
testing categories that companies can conduct. There are different testing categories, and each comes
under its own legal questioning. The first and by far the most common type of drug testing is pre–
employment testing. This usually takes place when a company has decided to hire an employee, but
makes that prospective employee pass a drug test before any sort of employment agreement is
settled. Second, there is random drug testing that can involve two different policies. The first, simply
being that random employees names are picked to undergo the testing. The second requiring all
employees to take a drug test on a random day that can either be pre–announced or not. For
example, my high school conducted drug testing on random students and on random days in a
month. The third type of testing allows employers to test when they have reasonable suspicion to
believe
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Employee Rights For Pregnant Women
Employee rights are some of the most controversial topics among healthcare right now. Institutions
that provide employment to citizens must now abide by relatively intense discrimination laws that
seek to prevent discrimination of prospective employees based on race, sex, religion, national origin,
physical disability, and age by employers. In addition, the Supreme Court of the United States that
supported the right for people to define and express their identity, implemented a law that seeks to
prevent employment discrimination based on sexual orientation. Once an employee is hired, there
are further discriminatory laws that prevent bias in hiring, promotion, job assignment, termination,
compensation, retaliation, and various types of harassment. Now more than ever are laws and
constitutions being edited to meet the standards of the evolving evolution. In my research paper, I
will discuss five controversial topics in employee rights which include: Employee Rights for
Pregnant Women; Employee Rights and Responsibilities in Sexual Harassment; Employee Privacy
Rights and Drug and/or Alcohol Testing; The Rights of the Employee as Patient; Employee e–mail
privacy rights in the private sector workplace. According to the United States Department of Labor,
which has evolved tremendously to complement the ever evolving century, discusses major points
that have effected the rights of employees. "Limits on drug testing; freedom from discrimination
when an employee is part of a

Ethical Standards In Workplace Expectations
Professional Standards and Workplace Expectations
After completing the chapter reading at Bethel University, the adult student asked herself the
questions, "Should the company be allowed to ask such questions in a workplace?" Employers often
use tests and other selection procedures to screen applicants for hire and employees for promotion.
Bethel, (2011), There are many different types of tests and selection procedures, including cognitive
tests, personality tests, medical examinations, credit checks, and criminal background checks. The
use of aptitude tests in employment situations is the subject of much controversy in the area of fair
employment law. (p. 186). However, successful job performance depends upon an array of factors
including, first and foremost, a clear and full understanding of and commitment to workplace
expectations and guidelines. Likewise, Ethical behavior on the part of the company and the
employees of a small business can translate into honest and valued relationships with both
customers and business partners. Maintaining ethical standards in the workplace involves setting
expectations, providing guidance along the way and consistently choosing to do the right thing.
Focus on Ethics
Ethical standards guide individuals and the company to act in an honest and trustworthy manner in
all interactions. These standards should encourage employees to make the right decisions for the
company, not the individual, and give them the courage to come forward

The Internet Testing ( Uit )
Unproctored internet testing (UIT) is a test administration medium that involves the administration
of pre–employment tests online, without a proctor, outside of a traditional testing environment
(Tippins et al., 2006). Applicants are free to complete the test at their own convenience anywhere
they have internet access. UIT most commonly involves the use of biodata, situational judgment
items, and/or personality items to screen out applicants who are unlikely to be hired (Gibby, Ispas,
McCloy, Biga, 2009; Hense, Golden, & Burnett, 2009; Tippins et al., 2006). Although controversial,
the use of UIT for administering cognitive ability tests is gaining in popularity (Connell, Arthur, &
Doverspike, 2015), and has been successfully implemented by some companies (Connell et al.,
2015; Gibby et al., 2009). There are many benefits of UIT, both to organizations and applicants,
cited throughout the literature: the ability to cast a wider net for talent, a more diverse applicant
pool, reduced screening time, reduced cost (Gibby et al., 2009; Tippins, 2009; Tippins et al., 2006),
and easier enforcement of time limits (Reynolds, Wasko, Sinar, Raymark, & Jones, 2009). Candidate
benefits of UIT include around–the–clock access to assessments, faster responses about the status of
applications, standardized delivery, and consideration of their application independent of source
(e.g. without the organization being made aware of the applicant 's race or gender; Gibby et al.,
2009; Tippins et

Pre-Employment Testing
Pre–Employment and Employee Testing I picked pre–employment and employment testing because
this is a very big issue that can arise at a job and leave a potential employee the opportunity to say
that they didn't get the job because of rac, color, national origin, etc. Pre–employment and employee
testing is very important to company to make sure that the right personnel is implemented and in
place for the right job. Preemployment testing will make selecting the right employee easier because
you will know who is fit for what job in what department without running into any issues of not
having any know how to do the job at hand. Pre–employment and employee testing will also make
sure that employees are not doing a job they are physically or psychologically ... Show more content
on Helpwriting.net ...
Checking credit reports is restricted by federal and increasingly state law and is recommended and
permitted in limited employment situations. If your prospective applicant will have contact with
other employees or with customers, an important reason to do an appropriate background check is to
avoid negligent hiring claims. If you have an employee who turns violent and harms either a
customer or another employee, you could be slapped with a lawsuit if checking would have kept you
from hiring that person. Your business can be legally liable for negligent hiring if you fail to uncover
a job applicant's incompetence or unfitness by checking their references, criminal records, or general
background. You can be sued for negligent hiring for failure to become aware of an employee's
unfitness for a particular position, or for subsequent failure to take any corrective action, such as
training, reassignment, or discharge, to remedy the problem once you find out about

Employee Selection Tool and the Interview Process
Employee Selection Tools and the Interview Process Axia College, University of Phoenix Choosing
the best suited individuals who are highly skilled and adequately suited for an employment position
has become a difficult and sometimes a time–consuming process for employers. Today's job market
has become so diverse and competitive that companies must implement resources that assist them in
carefully evaluating the credentials, backgrounds, and abilities of each candidate. Therefore, it is
essential that organizations possess the ability to properly and effectively select qualifying
applicants for employment positions. Hence, the HR recruiters or department heads rely on various
selection tools designed to prescreen, evaluate and objectively ... Show more content on
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Therefore, supermarkets may fall into this category since there are various pieces of equipment used
in the stores that require the employees to practice safe measures at all–times to eliminate potential
dangers. For example, ladders may used by employees who stock shelves, and band saw may be
used in areas like the meat department. Therefore, it is critical that employees be coherent and drug–
free to ensure the safety of them and others while limiting the possible liabilities of the employer
such as employee absenteeism, increased insurance premiums, and potentially devastating lawsuits.
Bohlander and Snell, (2007) Although each of these selection tools may effectively assist the
recruiters in choosing the appropriate individual for the position, cognitive and integrity testing
however will more readily separate qualified applicant from lesser qualified individuals. Therefore,
employment testing would be considered as the best selection tool designed for selecting the best
suited individual in a supermarket setting, and more so, it would also prove as an effective device in
areas such as a food and beverage director position, which has been selected for the final project.
The position of food and beverage director requires the individual candidate to possess certain skills
that include the ability to use deductive reasoning for problem–solving, effective management skills
that allows the individual to efficiently direct individuals as well

Drug Testing
Mandatory Drug Testing for Welfare Recipients
Introduction
Mandatory drug testing for welfare recipients is a controversial issue. Should the government hold
people accepting government entitlement's accountable for illegal drug use or would this type of
action cross the boundary of civil liberties into an invasion of privacy? The government has a vested
interest in getting welfare recipients back into the working population. Holding welfare recipients
accountable for illicit drug use only ensures the government's monetary investment in human
resources is protected. Mandatory drug testing for welfare recipients would be beneficial to the state
despite its initial cost to initiate the program.
There are many benefits of Mandatory ... Show more content on Helpwriting.net ...
Many citizens thought Florida was the first state to require drug testing for welfare recipients but
they were not. "In 1996, Congress said states could test welfare recipients for illegal drug use. In
1999, Michigan instituted mandatory drug test for all welfare regardless of suspicion. But this kind
of testing was struck down in as unconstitutional, discouraging other states (Bowers, 2011)." In
2010, shortly after taking office, Florida's Governor, Rick Scott proposed a bill to mandate blanket
drug testing for all state cash assistance programs. In 2011, Florida became the first state to pass and
fully implement a bill mandating suspicion less drug screening for all applicants after Michigan's
legal loss. Many people feel the remaining employees are being held to a higher standard than those
on welfare. The American Civil Liberties Union has declared mandatory drug testing by the federal
government on welfare recipients intrudes on the rights of poor citizens. Yet, most working class
citizens have to take drug tests in order to maintain employment. Nearly every profession in the
private sector requires drug testing. New hires at

Varied Selection Tools Essay examples
Varied Selection Tools By: BAP Fashions PSYCH/705 September 15, 2014 University of Phoenix
The Employee Selection Process Many of organizations today use a variety of techniques for
collecting evidence and data about applicants. Methods such as, interviews, personality tests, ability
tests, assessment centers, physical tests can be used to classify if applicants are suitable or
unsuitable for the job and the company's culture. According to Schultz and Schultz (2010), hiring
decisions usually are not based on one method, but on a combination of methods. Organizations are
using varied selection tools to guarantee that they collect all of the relevant information. Job analysts
are measuring these facts carefully, with objectively ... Show more content on Helpwriting.net ...
This method can tell job analysts about the nature and traits of a person. Research showed that a
person who has an introvert behavior will perform low in customer services position, and a person
who is an extrovert will perform better in a customer services position (Barrick & Mount, 1991). It
is fair to say that Gilland–Moore Winery must look for extrovert individuals to fill for the sales
positions. An individual who possesses a higher degree of extroversion may then be more energetic
in a social situation than an individual with a low degree of extraversion. The meta–analysis
conducted by Barrick and Mount (1991), indicates that the valid predictor of work–related
performance is conscientiousness. They also viewed that in some individuals; the emotional stability
and extraversion appeared to be valid predictors of work–related performance. Therefore, suggesting
Gilliand–Moore Winery to conduct personality testing in employee selection can be quite valuable,
for this can guide in organizational decision–making. Validity and Reliability of Selection Tools In
the selection process, job analyst must ensure that certain information gathered were reliable and
valid. The most obvious standard for evaluating hiring tools is accuracy, or how well the procedure
actually measures the job–related attributes the job analysts are looking for in applicants. In the
context

Hr Report
Recruitment and selection at Morang Auto works
FINAL REPORT
Submitted by Sujan Shrestha Sudhir shrestha Sudarshan Poudel Sushmita Nepal
Table of Contents
Chapter 1: Introduction
........................................................................................................................... 3 1.1 1.2 1.3 1.4
Introduction ............................................................................................................................. 3
Introduction of the organization................................................................................................ 3
Purpose of the Report ............................................................................................................... 4 ...
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The project covers introduction of Recruitment and Selection, Purpose and Importance of
Recruitment, Sources of Recruitment, Steps in the Recruitment & Selection Process, and
Suggestions to make the Recruitment Process more effective. It also includes the challenges faced
by HR in recruitment process and the recent trends in recruitment process.
1.2 Introduction of the organization
Morang auto works (M. A. W.) Enterprises is the official distributor of Yamaha, Skoda, JCB,
Yamaha music and Yamaha engineering products. MAW has expanded from engineering to different
renowned products dealerships creating wider market coverage. Its Head Office and Corporate
Office are in Tripureshwor, Kathmandu with 4 branches, 28 Dealers and 45 Sub Dealers and Trade
Ins. OBJECTIVES:  To deal in quality products of international standards.  To form a broad
customer base by achieving customer satisfaction through quality pre sales and after–sales services.
 To assure mutual growth, "ours & our principal's growth through consistent and innovative
marketing efforts". 
3
Major functions/activities of M.A.W are as follows: Cars: Distributor of luxury cars from Skoda.
Motorcycles: Distributor of Yamaha since 1975 JCB: Distributor of JCB Power generators:
Distributor of greaves and Yamaha Engineering: Distributor of high performance industrial
equipment from Ingersoll–Rand and

Drug Testing Workplace
In our changing world and changing society it is important that we understand the growing issue of
legal or illegal drug use in the workplace. 70% of the estimated 14.8 million Americans who use
illegal drugs are employed. Marijuana is the most commonly used and abused illegal drug by
employees, followed by cocaine, with prescription drug use steadily increasing ("Drugs" 1). There
are no requirements for private employers to have a drug–free workplace policy other than federal
contractors as well as safety industry positions. The most common reasons we drug test; required by
law, reasonable suspicion, random, prior history, and workplace accidents. Not all employers are
required to drug test but nearly 80 percent of large corporations in the ... Show more content on
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The five–panel test screens for signs of marijuana, cocaine, phencyclidine, amphetamines and
opiates. Amphetamines include illegal drugs such as methamphetamines, speed, crank and ecstasy.
There are five primary drug tests they include urine, blood, hair, saliva, and sweat. Urine is the most
common way to test for drug or alcohol abuse but there are new sampling methods on the rise. Urine
is the least expensive and least intrusive. The urine drug test usually screens for alcohol,
amphetamines, benzodiazepines, marijuana, cocaine, PCP, and opioids (narcotics). Hair sampling,
human hair samples are easy to collect, store, and transport, and they are difficult to adulterate
(Busick, p. 1). Metabolites of drug use are transferred from the bloodstream, form sweat or oily
secretions into or onto the hair, where they cannot be washed or bleached out (Busick, p. 1). Hair
samples can detect marijuana, cocaine, PCP, opiates, and amphetamines. Oral fluids samples test
saliva and can detect drug use from one hour to five days after use. Marijuana metabolites cannot be
detected through oral samples. To collect sweat samples a person must wear a skin patch for 7 to 10
days. Drugs can be detected that occurred shortly before the patch was applied or while the patch
was worn. Problems with this method include contamination by chemicals present on the skin when
the patch is applied; tampering

The United States Department of Labor Laws
This paper will discuss the United States Department of Labor laws. Americans are protected under
these laws from injustices that may occur in the work place. There are over a hundred different laws
that have been created by the government and that companies are mandated to adhere by.
One law that many employers teeter the line on crossing on day to day bases is the Fair Labor
Standards Act. This law "prescribes standards for wages and overtime pay, which affect most private
and public employment. The act is administered by the Wage and Hour Division. It requires
employers to pay covered employees who are not otherwise exempt at least the federal minimum
wage and overtime pay of one–and–one–half–times the regular rate of pay. For nonagricultural
operations, it restricts the hours that children under age 16 can work and forbids the employment of
children under age 18 in certain jobs deemed too dangerous. For agricultural operations, it prohibits
the employment of children under age 16 during school hours and in certain jobs deemed too
dangerous" (Summary of the Major Laws of the Department of Labor). I personally have held
positions that I thought were promotions but once in the actual job found out that I am working
twenty to thirty hours more a week and in hindsight bringing in less income. This happens to
employee's everyday and employers make these employees salary so that they do not have to pay
them increase wages. It happens more in this day and time because

The Ethical Issues Of Drug Testing Essay
Introduction Over the past few years, we have been witnessing technological advancement across
the globe. As a result of these changes, we face a number of ethical and legal issues in our society
and these issues range from business oriented to health issues, thus there is need for stakeholders
and those involved to come up with some of the ways that will enabled them to identify these issues
as well as some of the ways that can be used to prevent any loss as a result of these issues. This
paper will address the issue of drug testing which has remained as one of the most sensitive issue
because of divergent views of different people from all sectors of the economy. I will begin this
paper by giving a brief definition of the term or of the phrase drug testing then I will explain some
of the ethical issues caused by drug testing as well as the main ethical concerns raised by drug
testing. In addition to this, I will explain some of the laws that have been put in place by government
authorities to regulate drug testing. Lastly, I will make a few recommendations that will help us in
the eventual reduction of liability as a result of exposure to drug testing as well as some of the ways
that can help to reduce the ethical climate as a result of drug testing. What is drug testing? The term
drug testing has been widely used by scholars and professionals from different fields more so those
who are concerned with ethical issues of different individuals in the society as well as in

The Importance Of Pre-Employment Testing : Judge And Jury
"Pre–Employment Testing: Judge and Jury Pre–employment testing is being used as a means to
assist in making employment decisions. There are several employment test being used, such as,
psychological, cognitive, integrity, personality test to name a few. These test are being administered
to provide a more in depth look into an employee or potential employee's true character. The OPM
website states, "Integrity tests have been found to measure some of the same factors as standard
personality tests, particularly conscientiousness, and perhaps some aspects of emotional stability and
agreeableness" (Assessment & Selection, n.d.). What ever happened to a good old fashion
interview? People have become some manipulative and dishonest in their quest to beat the system
have caused corporation to take extra measures to ensure they are hiring employee with moral
standards on and off the job. The test are used to judge a person characters based on the results and
providing a sentence by not hiring them if the results are not up to their standards. The Society for
Industrial and Organizational Psychology website states, "from an assessment standpoint, a test is a
standardized series of problems or questions that assess a person's knowledge, skills, abilities, or
other characteristics" (What is I–O?, n.d.). Based on my terrifying experience with lie detective test,
it would be hard for me to be relaxed enough to take a pre–employment test. Stress would probably
be a major issue in my

The Dangers Of Drug Testing In The Workplace
DRUG TESTING IN THE WORKPLACE Should drug testing be mandatory in the workplace?
Many factors, including safety, productivity and reducing the number of employees who use drugs,
enhance companies to do mandatory drug testing. On the other hand, many employees feel that drug
tests are unfair, an invasion of privacy, and a violation of rights. Suppose an airline company had
two pilots standing by their planes. The agency told the travelers that both pilots were flying the
same route and that they could choose either plane. One pilot held a sign that said, "I am drug free".
The other pilot's sign said, "I'm high on cocaine". Which plane do you think most people would
choose? Drug testing should be mandatory in the workplace. Many employees feel that drug testing
is unfair. Workers should be able to come to work and not have to worry about being asked to
consent to a drug test. As long as employees are doing their job and as long as they are productive,
there is no reason for drug testing. Employees feel that whatever they take, smoke, or inject is no
business of the company. Companies have a right to test employees for drugs. Employers may
require new employees to submit to drug testing or they might ask for random testing. If employers
are randomly selecting employees to submit to drug testing and not singling out certain employees,
then they are using fair practices. All employees are being treated the same. Employers pay the
employee to perform their duties. Therefore, employers have the right to ensure that employees are
capable of handling their jobs and that they are not impaired by alcohol or some other drug. Many
employees feel that drug testing is an invasion of their privacy. Whatever they do in their free time is
their business and should be no concern of their employer. An employee should not know when
another employee is tested and the results of that testing should not be shared with other employees.
When an employer pays a person to perform a job, the employer has the right to conduct a drug test.
The law requires employers to protect the health information of their employees so therefore, if the
results of a drug test are kept private, then the employee's privacy was not invaded.

Questions On Using A Word Processor
NEEHA BATHINI
10863225
CMPT 594 – Sp 2015 Test 2 Instructions
1. Write your name on the line at the top of the next page
2. This test is to be done and submitted by each person individually, without assistance from anyone
else.
3. All Questions must be answered using a Word processor. Your answer to each question must be in
the space following the question – Note: Use as much space as is necessary to provide your answer.
Your submission must be appropriately formatted.
4. You may cite information from the text book, or from class–notes. If you do this, you must (1)
provide the reference from which (document/source) each instance of such content came, and (2)
distinguish this clearly from the parts you wrote yourself (and most of the answer should be in your
own words indicating your understanding of the concept), by enclosing the cited portion in
quotation marks, and indenting and italicizing it, so it stands out.
5. Before you submit your examination, complete the certification at the bottom of this page, stating
that you completed the exam on your own without help from any other person.
Certification:
I certify that I NEEHA BATHINI completed this test on my (Print your name) own without help
from any other person.
Signature: Neeha.B
NEEHA BATHINI
10863225
CMPT 594 Software Engineering & Reliability Test Point ____/100
1. a) Describe the basis path testing in detail. (10 pts) Basis

Drug Testing In The Workplace
U.S drug testing policy continues to expand and several studies have shown that the implementation
of drug testing had a positive impact on occupational safety and overall work performance (Dwyer
275); however, many employees have expressed negative opinions of drug testing practices, to name
a few, as questionable, non–ethical and that violates individual's right to privacy (Comer 259). This
policy is becoming increasingly popular at the workplace, not only in the United States but also in
other regions around the globe such as Latin America, Europe, Canada, and Asia. It has become
more reinforced frequently throughout the workplace to perform a drug test. According to Colakis
and Bruce, drug abuse refers to the use of illicit drugs (e.g. ... Show more content on Helpwriting.net
...
According to Joe Pinsker, drug testing does not reduce the use of drugs; it only causes the drug
abuser to choose not to work for companies that test them (1). Although an employee may be
prescribed medication by a doctor for personal or work–related pain, this does not eliminate them
from being a candidate of a drug test. As a result, the employee may or may not be dismissed from
the current assignment based on the employers ruling. Substance abuse is known to impair
employees' judgments and overall accuracy to perform job duties, but for some it's a boost to assist
them in accomplishing the task at hand. This causes employers to seek different drug testing
strategies to reduce drug abusers within the

Drug Testing Welfare
Since the early War on Drugs and the welfare reform of the 1990s, those who receive public benefits
have been under the microscope of drug warriors and policy makers. Those who are proponents of
drug testing say that substance abuse and addiction can interfere with the ability to obtain or
maintain jobs. Drug testing can help welfare recipients prepare for the job market by getting them
clean and ready for the job application process (Office of the Assistant Secretary for Planning and
Evaluation (ASPE), 2011). Drug use and abuse can also contribute to child abuse and neglect
(Center for Law and Social Policy (CLASP), 2013). Testing welfare recipients can also be cost
effective, as it would prevent the misuse of public funds for the purchase ... Show more content on
Helpwriting.net ...
The special need of the state must be sufficiently important to both suppress the normal Fourth
Amendment requirement of individualized suspicion and offset the individual's privacy interest.
However, if the court finds no special state need, ...the search is unreasonable (p.570).
Both Michigan and Florida were determined to have no special needs fit to blanket test all welfare
applicants and thus the drug test programs in both states were halted. In Marchwinski v. Howard, the
case regarding Michigan's drug test policy, it was shown that several widely known groups were
opposed to drug testing welfare recipients, especially random testing or blanket testing as in
Michigan and Florida. These groups were the the following: the American Public Health
Association, the National Association of Social Workers, National Assocation of Alcoholism and
Drug Abuse Counselors, National Council on Alcoholism and Drug Dependence, Association of
Maternal and Child Health Programs, National Health Law Project, National Association on
Alcohol, Drugs, and Disability, Legal Action Center, National Welfare Rights Union, and the
American Civil Liberties Union, among others (ACLU,

The Best Means Of Hiring And Testing New Employees
Introduction
For many years companies have depended on three basic tools, such as résumés, interviews and
references to gather qualified candidates. These sources are commonly used in a day to day basis but
have proven to be inadequate for consistently selecting good employees. When it comes to hiring
and selecting you want to use productive tools to help determine the best decision possible. Using
the incorrect tools to hire and test potential candidates causes employee turnover and retention.
Companies need to understand what pre–employment assessments are and why they are effective. I
will be discussing the best means of hiring and testing new employees. Exploring what other
companies are doing in hiring and testing, accessing the positives and negatives of each, and lastly
offering recommendations to our department.
Hiring: The Recruiting Process Firstly, recruitment is the process of searching for candidates who
will be qualified to meet the desired positions in the company. Figure 1.1 shows the four step
process in recruiting potential prospects into any company. This process will determine the best
means of hiring qualified employees. "Its purpose is to ensure that the required number of applicants
with the required skills is generated at minimum possible cost; to eliminate poorly qualified
candidates, thus improving the success rate of the selection process; and to help the firm meet its
employment equity goals by attracting a diverse applicant pool."

Employee Drug Testing Essay
Different Types of Employee Drug Testing At Workplace
Employee drug tests important for companies as it can be useful to ensure drug–free office
atmosphere and reduces occurrences of substance misuse among workers. A drug–free atmosphere
at the office promotes positive attributes like professionalism, reliability, discipline, worker
efficiency, perform culture etc. Habit relevant crimes, accidents, accidents, absenteeism can be
reduced as drug destroying workers can be effectively discovered and removed.
Types of Employee Drug Testing:
Various kinds of E.D.T help companies to ensure workers remain effective at your workplace and
prevent drug destroying workers from becoming a member of the company.
Pre–Employment Drug Testing
For sustained growth and profitability of the company, it is essential that healthy office and worker
efficiency is managed in the company. Pre–E.D.T help in ... Show more content on Helpwriting.net
...
With this testing, the company gives the staff member a second chance.
Follow–Up Drug Testing
Follow–up Drug testing is carried out on workers becoming a member of back to operate to know
whether they are still addicted to the drug. These tests performed anytime and the staff member has
to undergo this test compulsorily. The presence of even a small concentration of banned drug can
lead to disciplinary action or possible termination from employment.
The reliability of testing process needs to be managed while performing these various kinds of
testing to ensure accurate and efficient outcomes. All these types of EDT ensure that the office
remains safe and secure and exempt from addiction relevant accidents, accidents, thefts, frauds etc.
Also, the company helps you to preserve amount given towards health costs for therapy of such
workers and health insurance coverage

Research Paper On Welfare Drug Testing
Implementing Drug Testing into the Welfare System
The United States has many welfare programs, such a Temporary Assistance for Needy Families
(TANF) that provide social welfare payments to those in need. Often, these benefits are abused by
drug users those who lack the ability or motivation to find employment and become self–sufficient.
As a result, several states have attempted to implement drug testing as a requirement to receive
benefits. Proponents of drug testing believe that incorporating drug testing into the welfare systems
allows the government to provide those with drug addictions the needed treatment and suspend the
benefits from those who continue to use drugs and test positive after treatment. They also claim that
in the long ... Show more content on Helpwriting.net ...
Setting a time frame for recipients before they are drug tested has been shown in research by Perter
Muenning to motivate recipients to find employment or receive treatment for any addiction to avoid
risking having their benefits removed. Those who test positive would be required to receive
treatment or have their benefits removed, which helps to reduce costs to the welfare system. The
time restrictions on drug testing persuade recipients to actively seek employment or find addiction
consoling before the welfare system drug tests them. Implanting this system would drastically
reduce costs by motivating a majority of the recipient and only actually drug testing a few.
Author Ilan Wurman argues in this his publication, that drug testing to apply for welfare violates the
fourth amendment of the constitution so changes must be made to the current system. A failed
testing program in Florida required all applicants to complete a drug screening test before receiving
benefits and the cost of the tests are paid for by the applicant, but reimbursed if the test results are
negative. Wurman concludes by stating that suspicion less drug testing of government assistance
recipients in

The Positive Effects Of Genetic Testing Causes Negative...
Genetic Testing Causes Negative Effects The medical field today has advanced beyond what
Americans ever could have dreamed of. One area of the medical field that has advanced immensely
is the field of genetics. Advancements in the field of science are almost always seen as a benefit to
those affected. Overwhelmingly, the information most Americans are exposed when it concerns
genetic testing include the stories of outcomes that are successful and benefit those who participate.
Conversely, Americans don't always hear about the negative effects that come along with genetic
testing. The negative effects are often pushed to the side or not what makes the headlines. Why
aren't Americans more aware of the disadvantages that come along with genetic testing? Our society
has to look at all the information accessible to be able to understand that genetic testing has the
ability to cause negative effects on those receiving it, those administering it, and the medical field.
Genetic testing is an advanced medical procedure that should only be done by medical professionals
extensively trained in genetics. Those administering genetic screenings are not properly educated on
the practice, which has proven to create several negative effects. Bensend et al. clearly states,
"Several studies indicate that health care providers who do not specialize in genetics lack the
requisite knowledge to provide genetics services" (48). These health care professionals without the
proper training should not

Shamar Mcallister Case Summary
Summary: Shamar McAllister is a 19–year–old male who was referred by his STEP– South teacher
Shannon Beliveau. As Shamar is his own guardian, a comprehensive orientation was provided to
him at school on 10/24/17. Shamar and this counselor reviewed agency services; employment
purpose of MRS program; that an employment outcome shall be in an integrated setting; eligibility
criteria; services available through MRS and the statewide workforce investment system; the
individualized nature of the program; the requirement to use other sources of funds before MRS can
pay for services; how the applicant will be involved in making informed choices regarding their
rehabilitation program; customer contribution; the agency's order of selection for ... Show more
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He then initialed and signed the application. Shamar did ask this counselor to call and update his dad
about his case and this meeting. This counselor agreed. This counselor did have Shamar sign a
release to speak with his dad as he is his own guardian. The release is in his case file. After
completing the application, this counselor did an intake with Shamar. Shamar stated that he would
like MRS to assist him with attending MCTI for the automotive program and once he returns home
with finding employment near his home. Shamar stated that he wants to find something part–time to
start off, but that would eventually lead to full–time. Shamar stated that he is open to any shift and is
willing to make minimum wage to start. Shamar doesn't have his license so he relies on others for
transportation. Shamar stated that he can use the bus if it's a "straight shot". He doesn't know how to
transfer from bus to bus, but stated he is willing to try. Because he relies on others for transportation,
he wants to stay within 10–15 miles of his home when searching for employment. At this time,
Shamar is interested in attending MCTI for the automotive program. His ultimate goal is to get
certificated as a mechanic and return back home to get a job in that field. Eventually he stated he
may want to expand his education further and maybe go to a community college. Disability related
information & Educational/Work Experience: Shamar completed high school with a certificate of

Why Do Employees Conduct Random Drug Testing?
Drug testing is something that many modern companies do to protect the integrity of their
organizations. An employer must ensure that all prospective employees are free of using drugs that
can hinder their performance or initiate company liabilities. Employers have several options for
performing drug tests on potential and current workers. The following contains some information
about such options:
Random Drug Testing
An employer may want to conduct random drug testing to ensure that all the employees refrain from
using drugs. An employer may want to conduct random drug testing after an accident occurs, as
well. The employer may issue a urine, blood, hair or saliva test.
Employment–Oriented Drug Screening
Employment–oriented drug screening

Personnel Assessment Essay
In today's competitive job market with all of legal precautions employers must take in the workplace
environment, employers face the challenge of attracting, developing, and retaining the best
employees. Personnel assessment is a systematic approach to gathering information about
individuals (Dessler, 2011). This information is used to make employment or career–related
decisions about applicants and employees. Any test or procedure used to measure an individual's
employment or career–related qualifications and interests can be considered a personnel assessment
tool (Dessler, 2011). There are many types of personnel assessment tools that help in the selection
process. Human resource management and employers can use various tests as well as ... Show more
content on Helpwriting.net ...
Written and online tests are an inexpensive to monitor the abilities of all applicants. Tests can be
administered at various points. There are tests during the initial application period to eliminate
candidates who do not fit the job criteria, some tests are during the interview process to identify
desired candidates and to gain more information about them, and upon hire to determine what
additional training will be needed if any (Lombardi, 2009). The American Management Association
gives evidence of the importance of testing in its statistics which states that "7 out of 10 companies
engage in some sort of job skill testing" (Barclay, 1999). Of these, more than half require that job
applicants be tested, of these companies "nearly half 46 % of companies use some form of
psychological testing, of these, 39 % test job applicants and 31 % test current employees" (Barclay,
1999). Testing is an essential part to the selection progress of a potential employee. Interviewing is
still the most commonly used method of selection in employment, in spite of the fact that many
studies have shown it to be a very flawed technique (McGinn, 2003). The interview is really only
valid to the extent that it can be a useful technique for assessing certain interpersonal skills which
are noticeable in the interview, such as sociability and verbal ease. Even if the interview has poor
predictive validity, it serves other purposes well, such as introducing the job,

Why Do Drug Tests Violate Employees Right To Privacy?
In this essay contained is an investigation, discussed and, which is within scope of this essay, in the
provision of answers to this question Do drugs tests violate employees' right to privacy?' The
answers are given by the presentation and the analyzing different views evident in literature so as to
build an argumentative case against or in support of, lastly drawing the conclusions set. This is made
possible concentrating on a scope which considers the ethics existent in normative theories. It means
that theories of a higher philosophical calling considering whether the employees violate the right of
privacy of their employees by doing drug tests on them lie outside the scope of the essay. Lastly, the
scope of this essay is to be ... Show more content on Helpwriting.net ...
In the findings it is a matter of high concern in the working environment for the women. It shows as
that the privacy of the employees is being violated by testing if there are any drugs in their system.
The results that are evident in the works of Fit2zpatrick & Perine can also be found to be undertaken
in a certain number of industries as they rely on hypothetical consent (Faragher, 2013). In the
industries of the rail or maritime, they have in place the drug testing mandatory rule. As the other
sectors argue that the tests they undertook on their employees was a part of their duty of providing
care that is stated under the Work Act concerning their Health and Safety. The employees arguing
that the process ensured that an employee would not work if impaired by any drug while on duty
with their knowledge. The regulation set are meant to benefit who in the long–run, Moore (2011)
argues that it is a thin consent to justify drug testing of employees in the light of privacy rights. The
employers consent to the employees assumes to them that the jobs are hard to find without taking on
the drug test. The employees cannot even for a second consent on the drug testing if it is unknown to
them. Therefore, it is a very thin consent to justify the employees drug testing therefore not
notifying them not to use certain drugs because they are going to be tested on. Moore further argues

Drug Testing For Current And Prospective Employees Essay
For my final paper I have decided to choose the topic on the very controversial issue of drug testing
for current and prospective employees in the workplace. In the textbook we reviewed the opposing
opinions of authors Joseph Desjardins and his co–author Ronald Duska and Michael Cranford. The
main issue between these writers is whether drug testing invades an individual's privacy and in what
circumstances should drug testing be permissible. I will first review both Desjardins and Cranford's
views on the issue then offer my evaluation. Both Desjardins et al. and Cranford used George
Brenkert's formula of a right to privacy which states: Privacy involves a relationship between a
person A, some information X, and another individual Z. A's right of privacy is violated only when
Z comes to possess information X and no relationship exists between A and Z that would justify Z's
coming to know X. Desjardins argues that drug testing (X) being sought by an employer (Z) is a
violation of A's privacy on the grounds that the collection of X is irrelevant to the contractual
relationship between A and Z (Desjardins et. al 1987). Cransford's view is quite the opposite where
he explains that an employer (Z) is justified in obtaining X to assess A's capacity and satisfy the
terms of the employee contract. According to Joseph Desjardins and Ronald Duska's Drug Testing in
Employment, administering a drug test before and during employment may be popular but is mostly
unnecessary and a

Drug Testing Case Study
Should Companies Perform Drug Testing on Employees?
Although many companies promote drug–free environments as one of their CSRs, there is no real
way for a company to catch all drug abusers at the work place. However, administering drug test can
greatly reduce the number of drug users in the workplace. It is my belief that companies should
administer drug test as a pre–employment screening for new employment and issue random drug
test as a condition for continued employment as a way to support the cause of a drug free
environment. Drug abuse of any magnitude can put the employee at risk of injures; deliver poor
work performance and poor production, which can ultimately affect the employer's ability to deliver
to its stakeholders. According ... Show more content on Helpwriting.net ...
According to the Society For Human Resource Management (SHRM), a written policy is best
practice (Maurer, 2015). The written policy should outline to a potential employee the employers
use of drug testing as a pre–employment screening during the application process. The potential
employee should understanding prior to signing the application for employment that their signature
allows the employer to conduct the pre–employment drug screening. Once an employee passes the
initial drug screening, during the onboarding process the employee should receive further written
documentation outlining the use of random drug screenings as a requirement for continued
employment. This documentation should spell out clear expectations of the employee in regards to
drug use and also explain the steps that will be taken towards the employee as the results of a failed
drug test during their employment with the company. Many companies have voluntary substance
abuse programs available to their employees who recognize that they may have a substance abuse
problem and are seeking some type of assistance. In many instances if the employee is already in a
program then a failed test may not result in termination from their job. Again this is something that
should be defined within a written document that the employee is required to sign as a condition to
continued employment with an organization. The requirement for an employer to provide the drug
use policies within a written document provides a level of protection for the employer and all its
employees in the event something happens within the organization and it is the result of an
employee misuse of drugs. Requiring an employee to read and sign the documentation also provides
confirmation that the policies and repercussions were discussed

Random Drug Testing vs Employees' Privacy Rights Essay
A. Court Cases Affecting Privacy of Employees and Drug Testing in the Workplace
1. Supreme Court cases affirming drug testing a. Skinner v. Railway Labor Executives Association
109 S.Ct 1402(1989) b. National Treasury Employees Union v. Von Raab, 109 S.Ct. 1384 (1989)
2. Other lower court and State court rulings a. Kraslawsky v. Upper Deck 56 Cal.App.4th 179, 66
Cal Rptr.2d.297(CA 4, 1997) b. Pettus v. DuPont, 49 Cal.App.4th402, 57 Cal.Rptr.2d 46 (1997)
3. Supreme Court cases dealing with Privacy in general
a. Griswold v. Connecticut381 U.S. 479, dealing with individual rights to privacy
B. How Do You Define Drugs?
1. Just Illegal Drugs on the Street?
2. Alcohol can be abused to?
C. What is Reasonable Suspicion? ... Show more content on Helpwriting.net ...
The act provided that programs had to be legal and be communicated to the employee. Discipline
was left up to the employer's discretion. If the employee was found guilty of criminal sanctions, the
employer must administer some type of employment sanctions towards the individual also. Most of
the programs were and are focused on rehabilitation and recycling of the employee back into the
work environment. Privacy was extremely important with this act. It was important that the
employer only used drug testing for pre–employment and not as an on going harassment of the
employees if they were not found to be abusers. A number of legal definitions of privacy really have
come about due to the 1890 Harvard Law Review article "Right to Privacy", written by Samuel
Warren and Louis Brandeis. They felt that it is the right of the individual was "to be let alone" and
that the press or anyone else should not infringe upon his/her privacy. In conjunction with the Law
Review, the case of Griswold v. Connecticut (381 U.S. 479) also addressed privacy. Justice Douglas
wrote that the individual should be afforded a "zone of privacy" around their person, which cannot
be violated by government intrusion. It is articles and cases like these that have shaped our current
legal system and how they look at the individual privacy issue. Many cases have been decided on
these decisions and articles. There have been some

Essay On Employment Drug Testing
Drug use is on the rise and because of that employment drug testing inLouisiana has become a vital
part of the hiring process. Despite the efforts to minimize the severity of the effects of drugs and to
suggest that some such as marijuana are harmless there is still great concern in the workplace.
The workplace is affected in many aspects. Financial cost to overall morale of a company can be
related to drug abuse. Companies are realizing that it is important from the get go to have a clear
plan on how to deal with drug abuse. Employment drug testing in Louisiana and other states is
taking a major role in the hiring process. Policies need to be in place so that employees understand
their agreement when it comes to drug use.
There are many reasons why drug testing is needed in the workplace. Hazards involving safety and
health, an increase in short term disability, and ... Show more content on Helpwriting.net ...
It can be a preventative measure from hiring individuals who are involved in drugs. A safer
workplace for employees and the public is created. Businesses that test for drugs are more in
compliance with laws and regulations of both Federal and State mandates.
There are various reasons why drug tests are administered. Pre–Employment: Potential employees
must agree to testing. Failure to do so or failure of the test generally results with the inability to hire.
Reasonable Suspicion: This takes place when signs of drug or alcohol use is observed. Post
Accident: A routine check to determine if alcohol or drugs were a factor in an workplace accident.
Random: Usually unannounced testing. Return to Duty: Is most often a one time testing after
returning to work following treatment.
Bodily specimens are the most common forms used in testing for drugs and alcohol. Illicit drugs are
most often tested through urine samples. Alcohol is traced through the breathe. Blood, oral fluids,
hair and sweat can be used in testing also but are not as

Ferguson Inc. Case Study
Ferguson Inc. will benefit by implementing an Alcohol and Drug Policy for its employees. Most
individuals find it an uncomfortable topic to speak about, but it is imperative to the success of the
corporation, employees and will legally protect the employees and company.
"In general, the Canadian Centre on Substance Abuse (CCSA), reports that substance abuse cost the
Canadian economy more than $39.8 billion in 2002. This figure includes costs for tobacco, alcohol
and illegal drugs." (Direct Quote off website)
I have conducted three forms of Employment Programs to help employees with Substance Abuse,
Testing for Alcohol and Drugs, Employment Assistant Program (EAP) and Educational Classes by
an outside contracted Community Resource. These are ... Show more content on Helpwriting.net ...
Some companies are implementing testing in certain employees especially those in high–risk
industries such as: Construction, Long–Haul Drivers and Public Safety. There are some
organizations that are including testing in their policy to deter substance abuse users to deter them
from applying. The forms of testing include: Urine, Breathalyser, Hair Sample and Blood Test.
There are both pros and cons to including this in a policy:
a) Pros
i) It can deter applicants who are addicted applying for the job ii) It can take less that 24hours for the
test results iii) It may help in keeping the workplace safe and free from accidents
b) Cons
i) The results can be manipulated
(1) The employee can have enough time before the test to get the drug out of his or her system
(2) Some drugs can stay in the system for a long time
(3) Testing for alcohol can be inclusive
(a) The person is not intoxicated but is hung–over
(b) Alcohol can stay in the human body for 48hours ii) Costs of testing can be expensive, especially
in large companies iii) A company will need to make strict procedures and guidelines for both
employees and managers
2) Employment Assistant Programs (EAP), is a program contracted by a business/organization to
help their employees and family. The program can consist of short–term personal counselling,
referrals to other community resources and is confidential.
a)

Government Aid And Assistance During The United States
Government aid/assistance, or as others may know it, welfare, was created in order to provide
assistance and aid to those in the community that may be unemployed or in need of assistance due to
a lack of income for both individuals as well as families. In the beginning it was the federal
government that managed the assistance program but that was only until the government assistance
reform took place, which sent the jurisdiction back down to the states. There was a strong urge from
the American citizens to reform the system due to the fact that many Americans believed that the
government assistance program was being abused by those utilizing the program. Many Americans
believed that those utilizing welfare were not looking for employment, not marrying in order to gain
more funding and actually having more children in order to qualify for more cash assistance.
Throughout this paper I will discuss each of the subsequent topics: a history of government
aid/assistance in the U.S., a synopsis of the situation that created the proposal as well as the
enactments of required drug testing, opinions in support of drug testing, ethical consequences based
on this proposal for individuals, for the society as a whole, and for public health. Government
Assistance Government Assistance throughout the U.S. is sometimes referred to as welfare or
government programs, these programs were created in order to help those that are unemployed or
have little income get by. Government Assistance,

Personality Theories And Internet Testing
Personality Theories
Why has personality theories and internet testing created so much interest in the hiring process? Can
you judge a person 's ability to perform the work just by giving them a personality assessment? Not
always, but in the process of hiring many organizations can rely on personality theories and testing,
which helps the process of pre–selection. Personality theories help measure, cognitive ability,
knowledge, and personality of potential candidates. Employers today use pre–assessment as part of
the selection process for multiple reasons. Personality theories and Internet testing is saves them
time, money and filter the candidates in the pre–employment using personality traits.
Personality theories and Computer Adaptive Testing (CAT) are both effective methods. With the
over–flowing job applications, personality theories and CAT helps reducing the overall time of the
hiring process. Time is a very important factor for any company. Personality theories and computer
adaptive testing are meaningful in the process of hiring because it saves time, saves money and is
meaningful if it is evaluated for reliability, validity and acceptability. Many tests are written
specifically for business settings and are likely to be deemed acceptable by job applicants. Most
scholars now agree that personality is determined by a combination of both genetics and
environment, and that neither is solely responsible for personality.
Computer adaptive testing (CAT) is a major

Talented Dog Shelter Analysis
Own Company: Talented/Trained Dog Shelter
My ideal company to create is an organization that values the idea of training abandon dogs and
helping them find a new home. It is a company where a healthy work environment is promoted, and
the employees are allowed to innovate their ideas for training. The primary focus for the dogs is to
be potty trained and given a good home. Essentially, I want this company to allow people to adopt a
dog without the inconvenience of having them spontaneously pee or poop in their household.
In my company, it focuses on customers who want a dog but does not have the time to potty train
them. From my personal experience, I have seen that many parents or individuals refuse to own a
pet dog due to the fact that it is hard to potty train them or to have them not run away from their
household. Customers will appeal to trained dogs due to the fact that they will have a loving
companion without having the worries of accidents. As for employment within this company, I
believe 8 workers is the minimum due to the fact that the animal shelter will require trainers,
groomers, keepers, supervisors, and pet sitters. These job applicants are required because each has a
specific role when it comes having the trained dog on top condition while looking appealing ...
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It is where the really cutoff begins. Through employee testing, we can tests to see if the applicants
do have the knowledge to properly train the dogs. Employee testing will primarily be based off of
criterion–related validity. This process will assure us whether the applicant has proper assets for the
company before being placed to a criterion (slide 16, chapter 4). Another benefit from employee
testing is the fact that we can root out applicants who gave false information within their interview.
This will easily allow my company to easily separate those from the potential group of

Summary: Substance Abuse In The Workplace
Robinson, Jackson, Franklin and Clayton (2010) espouse that one of the hardest jobs faced by small
businesses today is "managing employees and staying legally compliant" (p. 91). These authors also
relay a common problem in many companies is they assume that due to their small size they are
exempt from federal employment legislation, albeit many laws place the applicability threshold at
15 employees, as first determined by the Title VII of the Civil Rights Laws. While trying to reduce
the burden on small companies, these laws fail to recognize that as of 2015, 56.1 million people
were employed by small businesses, effectively making up the majority of the US's private
workforce (Marks, 2015). Of major concern for many of these businesses ... Show more content on
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When a business has fewer than 25 employees, just one employee not handling their share of the
workload can affect a business's operations. Martin (1992), in her term as Secretary of Labor,
maintains that no business whether large or small is immune to the effects that can be caused by
drug or alcohol abuse. In 1987, only 21% of US companies performed any sort of drug testing. This
percentage rose to 57 % in 2011 for organizations who were conducting pre–employment drug
screening only (Thomas, Kitterlin, and Moll, 2014). These authors explain the three main drug–
testing utilizations in the workplace are for pre–employment screening, for–cause testing, and
random testing as required by insurance, the law, or company policy. An important reason to
exercise pre–employment screening, as well as random testing after employment, relates to the
evidence pointing to drug use and its correlation to poor employee job performance. Pre–
Employment testing can save businesses money and time by initially preventing the hire of an
applicant that test positive before they become an employee. Furthermore, the practice of drug
testing usually makes offenders shy away from applying at the company from the start. According to
Gomez–Mejia et al. (2016), a US Postal Service study found that applicants that initially tested
positive for drug use (in which the results were not considered in the hiring process), had increased
absenteeism and dismissal rates over those applicants that did not test positive. Conclusively, the
results demonstrate that positive drug tests can be an effective predictor of job performance. Further
reasons to include a drug–free workplace policy have to do with the increased liability and financial
burden, extensive use of medical benefits, and employee absenteeism. According to a Georgia
Power and Light study, workplace accident

Angelo's Pizza Case Study Essay
Given that the main challenge that Angelo's Pizza is facing is that it has no strategic human resource
management and that without this planning it will not be able to meet the business needs that are
forthcoming, we can see how several strategies would be beneficial for its future success. For this,
the Angelo should work with several HR tools including implementing a high performance work
system. The implementation of high performance work system would determine what jobs the
business needs, design the jobs, help identify and attract the type of employee needed to fill the job,
determine appropriate pre–employment testing, and then aid in evaluating employee performance
and compensating them appropriately so that they stay with the company. Therefore, the following
HR tools should be addressed. 1) Job Analysis and Design Angelo's Pizza needs to perform a
comprehensive job analysis through which it should identify critical competencies for all frontline,
kitchen, and administrative positions. Different jobs have different requirements. Therefore, the
process needs to be consistently executed when there is an obligation to fill job openings. A
methodology for analyzing and describing jobs at all levels should be implemented to provide a
more realistic basis for matching persons with jobs. Rather than focusing on narrow indicators, such
as years of experience, the policy should look at the full range and quality of an applicant's
knowledge and experience in terms of how well

The Nature Of Psychological Assessment
IOP4861 2015 ASSIGNMENT 01 FOR SEMESTER 1 (Unique number 581959) DUE DATE 08
June 2015 SURNAME AND INITIALS: Mbhele S.S. STUDENT NUMBER: 54303303 Word
count: 4934 Psychological Assessments Table of Content i. Table of content 1 1. Introduction 2 2.
The nature and purpose of psychological assessments 3 2.1. What is psychological assessment 3 2.2.
What are psychological assessments used for 3 2.3. Psychological assessment in organizations 4 3.
The development of cognitive, personality and behavioural assessment 5 3.1. Cognitive assessment
5 3.2. Personality and behavioural assessment 6 3.3. Different psychological measures 8 3.3.1.
Interviews 8 3.3.2. Simulations 9 4. ... Show more content on Helpwriting.net ...
The use of interviews alone in determining the right candidates for a job can prove to leave many
questions unanswered in terms of the actual competencies and capabilities of candidates. Therefore
the use of psychological assessments and tests can help the practitioner to formulate a more
objective and accurate assessment of the candidate's capabilities and competencies against the
inherent job requirements. Bartram (2004) pointed out the use of traditional methods (structured
interviews, job application forms and knowledge and skills tests) in selecting the candidates who are
likely to succeed or fail in a

Pre-Employment Drug Testing Infringe On Personal Privacy...
Do pre–employment drug test infringe on personal privacy rights? I think it doesn't infringe on
personal rights because I feel that It is important for employers to conduct drug test for background
screening and rescreening because workplace drug use and abuse can come with serious
consequences for business owners. Workplace drug testing is very important because it can reduce
the likelihood of drug related deaths. I also feel that it is important because drug use can impair a
person's judgment and increase safety risks. This is especially concerning in certain industries, such
as construction, in which using drugs or alcohol at work could cause an injury or even a fatality.
Employee drug abuse causes as much as 50% of all on–the–job accidents. Plus, drug testing can
improve the quality of life of employees and their families. I believe that drug testing is a useful way
to ensure the safety of the workplace and the health of employees. It can lessen the impact of drug
abuse in the workplace, including tardiness, absenteeism, turnover, attitude problems, theft,
decreased productivity, crime and violence. No company wants to make its employees feel
uncomfortable or untrustworthy, but there is also a need to make sure the environment that they
work in is safe. Using pre–employment drug testing, a business can check potential candidates to
make sure they comply to the safe standards of the organization without doing anything that could
seem out of the blue or unnecessary.

The Restriction On Workplace Genetic Testing
As organizations attempt to become more efficient and effective in their management of personnel
in the hiring, firing and promotional processes, many organizations have been looking to a variety of
testing practices to help sort through the wide array of applicants in the most objective way possible.
Many of these tests include, merit based tests, drug testing, polygraph testing, background checks,
and personality/emotional intelligence testing. These tests have been used and proven not to have a
disparate impact on Title XII classifications of the Civil Rights Act of 1964; however, if so, they
were proven to be a Bonafide Occupational Qualification. With this justification, many
organizations are increasingly implementing such tests. As ... Show more content on Helpwriting.net
...
Instead they have delegated the task of screening applicants for impersonal measurements" (Smith,
29). In many cases it can be perceived that employers are using these tests as successful indicators
although invasive and inaccurate of a potential employee's character and ability to perform.
Therefore, it is imperative for organizations to find the balance between successful implementation
of pre–employment testing and the inaccuracy of such tests as it relates to future employees. This
paper serves to determine the legal, moral, and ethical issues associated with the implementation of
such tests. After identifying the key issues that are most pertinent to the implementation of these
tests, the paper will present possible solutions to counteract these problems. They reflect the
controlled use of any testing in the work place for human resource management processes. The
solutions presented include: the understanding of personality diversity, the controlled
implementation of Emotional Intelligence and Self–Evaluation for development, and the use of the
information to create mixed teams for increased efficiency and creativity. These mixed teams use the
issue of diversity for the benefit of the employer and employees for internal development and hiring
purposes. If an organization is more likely to press for diversity in personality and emotional
intelligence the less problematic this issue

Persuasive Essay On Drug Testing
Imagine walking into work and seeing a new co–worker acting weird, or precisely showing signs of
drug use and to have no clue about it. Is it not that person's right to know that he/she will be sharing
the same environment as someone who frequently practices drug use? On the other hand, The
Ontario Human Rights Commission (OHRC) recognizes that addictions to drug and alcohol are
considered 'disabilities,' meaning those who practice drug and alcohol use are in their right to not be
discriminated or judged based on their 'disability' and instead accommodated. This issues remains
controversial to this day since every organization or individual has its own situation that emphasis
drug tests and their repercussions differently. Some organizations just simply cannot be bothered to
spend time and money on drug tests while others have a hard time drawing the line between what
are the ethical approaches to positive drug tests. Currently, random testing of current staff in an
organization without an approved written drug policy is not legal and will not be upheld by courts in
Canada. This was settled by the Supreme Court in June of 2013. However, pre–employment testing
of job candidates should be allowed in the workplace and be upheld by courts at any time as it is the
utilitarian practice for any organization and its stakeholders. First and foremost, someone who is
medically addicted to drugs is considered 'disabled' under the The Ontario's Human Rights Code and
is not to be

Drug Testing and Workplace Policies

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