The problem of drug use, or more correctly drug abuse, in the workplace is both a moral and practical concern of the employer. Studies show that drug users are likely to be less productive, miss more workdays, more likely to injure themselves or cause injury to others and file more workers compensation claims than drug free employees. This does not even address the possibility of illegal drug related activities, purchase and sale of illegal substances in the workplace. It is clearly the interest of the employer, both morally and legally, to prevent such problem in the workplace. In addition there are hidden costs that result from diversion of supervisory and managerial resources, friction among personnel in the workplace, damage to equipment, and damage to the company's public image. This implies that workplace substance abuse can further cut profits and competitiveness. (Drug Testing Network)
Over 80% of Fortune 500 companies have drug-testing programs and require at least some level of both drug and alcohol testing of their employees. The most common testing is related to employment of new personnel, but ongoing testing as part of an annual physical program is also relatively common.
Such a program results in increased productivity and safety. (Drug Testing Network) The US Department of Labor website validates almost exactly the comments above. (Us Department Of Labor)
The only real question concerning the desirability of workplace drug testing is the question of the employees right to privacy. It has been argued that a drug test amounts to the violation of the employee's privacy in that is can be deemed an attempt to regulate an employee's behavior in her own home which is clearly outside the employer's legitimate sphere of control. The common basis of this argument is that such information as may be gained by drug testing is irrelevant to the terms of employment. The legalistic corollary is that drug use; ...