military (1, 2). This led to a series of in- vestigations and President Ronald Regan issuing Executive Order 12564 mandat- ing a drug free federal workplace. Seven years after the crash and extensive study, the Mandatory Guidelines for Federal Workplace Drug Testing was published in 1988 (3). This provided the United States with the framework for establish- ing drug testing not only for federal employees but contractors and non- mandated industries as well. It is now widely acknowledged that the United States has the most extensive, medically confidential and well-designed drug test- ing program in the world and has set the standard for drug testing globally. As the mandated drug testing program
for federal employees developed in the early 1990s and the legal and technical challenges for drug testing were all suc- cessfully met, drug testing was embraced by non-mandated industries such as retail and construction. The non-man- dated testing spread using as its basis the Federal mandated program elements that were proven in the field for years. However, since the international
financial crisis there have been questions about the return on investment for drug testing leading some companies not to implement a drug testing program. These questions persist at the same time close to a trillion dollars a year are lost to drug abuse in our nation alone and the ben- efits of drug testing to help stem this loss are consistently reported (4, 5, 6, 7, 8). Unfortunately there has not been any
research in this area for over a decade so the Drug and Alcohol Testing Industry Association (DATIA) funded a project to obtain the current opinions of human resource professionals about drug test- ing. DATIA felt this study was important to understand why some companies still do not have drug testing programs when the data generated by the Quest Return On Investment calculations suggest that
www.datia.org datia focus 11
Figure 2 Detailed Company Demographics
Figure 3 Responding Human Resource Professional
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