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Drugs!
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If testing is not random, what reasons do the company have to demonstrate before testing is conducted - does it become on a managers whim and how would exessive testing be highlighted and monitored?
Who would be responsible for auditing and ensuring fairness applies, the same people who decide which individuals get tested in the first place?
How does this policy impact individuals who don't have a drug problem but chose a lifestyle which may involve light occasional recreational use or if an individual has a medical issue they would rather not disclose to the employer for personal reasons?[/QUOTE]
Easy, it is illegal, therefore 'bringing the company into disrepute'. How would you feel dealing with someone in a professional basis that you knew was taking drugs (in the same way that you probably wouldn't deal with someone you knew was drunk)
Just because someone is doing or has done something illegal does not necessarily bring the company into disrepute.0 -
Light recreational use is built on the suffering of those in the supply chain. Perhaps the company has a conscience.I agree, but it's not the company's place to enforce a particular moral code. Drugs policies in the workplace are about health and safety, not conscience.
Nothing to do with morality, illegal drugs are by definition err, illegal.0 -
I made no mention of illegal drugs, a point some appear to have somewhat missed.Don’t be a can’t, be a can.0
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OK ignore the first bit, re-iterate the second though, what's the difference between dealing with someone professionally whose drunk or on drugs, none, apart from the only way to tell if someone has taken drugs is to carry out a drugs test (i.e. as a manager, if someone came in reeking of alcohol and obviously drunk it would be a disciplinary, bit harder to identify with drugs).
Just because someone is doing or has done something illegal does not necessarily bring the company into disrepute.
Oh, and I'm ex-mil so been CDT'd for about 15 years, best one was when I had to tell them I'd had co-codamol, morphine IV paracetamol and an unknown sedative/muscle relaxant, all in A&E following an RTC, bet that test came out fun LOL0 -
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RichardD1970 wrote: »Well that is what is being discussed. A company testing for illegal drugs.
No it's not. The original post referred to two policies, thus..Our contracts detail a drug policy, pretty standards stuff really "though shalt not be under the influence of drugs and alcohol whilst at work" we all agree this is very reasonable.
The problem that has now arisen is that the employers have issued a new drugs and alcohol policy that states "Any trace of narcotics in your system is grounds for a disciplinary and possible gross neg charges"
Neither of which mention "illegal" and both are open to being picked apart at the seams, if presented to anyone who's job involves dealing with policy implimentation or review.Don’t be a can’t, be a can.0 -
RichardD1970 wrote: »Nothing to do with morality, illegal drugs are by definition err, illegal.
I wasn't only referring to illegal drugs. It is possible to use/abuse legal drugs too for recreational purposes. But in any case it's not up to your employer to enforce criminal law in relation to things you may do in your spare time.0 -
There is no known test for illegality of drugs, given that the circumstances under which they were taken has a huge bearing on their legality.RichardD1970 wrote: »Well that is what is being discussed. A company testing for illegal drugs.You might as well ask the Wizard of Oz to give you a big number as pay a Credit Referencing Agency for a so-called 'credit-score'0 -
Think people are being deliberately obstructive on this thread.
Obviously if a company are doing drugs tests they have not been put in place for paracetamol!0
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