testing? Or did they not believe in drug testing as an infringement of personal rights. The next highest reason 18% is that drug testing was not required by the state or government, which is a good reason to have such legislation. The next two responses of 16% were “no return on investment/too costly” suggesting that this is an area that needs to be better educated by the drug testing industry. The remaining responses also indicate that education about the applicability of drug testing and administrative ease at 7% played some role in why the organiza- tion did not conduct drug testing (see Figure 16).
Conclusion Te human resource professionals sur-
veyed in this brief study reported that drug testing is used in the majority of workplaces and employers who utilize this approach are seeing the some improved employee performance. More than half of employ-
ers surveyed conduct drug tests on all job candidates, while only 29% do not conduct drug tests on any job candidates. In addi- tion, most employers who use tests on job candidates have done so for seven years or more. When employers do post-employ- ment drug tests, the most common tests are post-accident testing, random testing and reasonable suspicion testing. Te most notable benefits of workplace drug testing are as follows: improvement in productivity, a decrease in absenteeism rates, a decrease in workers’ compensation incidence rates and a decrease in employee turnover rates. More research is needed to fully document these initial finding but the significance is that it again documents the perceived benefits of drug testing as an effective cost management tool a decade aſter it was initially reported to do so in the workplace.
Author Information Neil A. Fortner, MS, FTS-ABFT, TC- NRCC is the Chief of Quality Assurance
Figure 12 Change in Employee Turnover after Implementation of Drug Testing
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