Employee Drug Testing: Are Cities Complying with the Courts?

Fine, Cory R.; Reeves, T. Zane; Harney, George P.

doi:10.2307/3110051

Cited by 3 publications

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“…Riccucci's (1990) analysis of the legal issues surrounding the implementation of drugtesting programs is representative of the applied research of the first part. Additional studies have assessed the implementation of drug-testing programs at the federal (Thompson, Riccucci, & Ban, 1991) and local levels (Daley & Ellis, 1994;Fine, Reeves, & Harney, 1996). A team of researchers representing both the medical and social science communities produced a detailed study of the impact of drug use in the American workforce and recommended alternative methods for dealing with the problem (Normand, Lempert, & O'Brien, 1994).…”

Section: Introduction and Literature Reviewmentioning

confidence: 99%

Employee Drug Testing as Social Control

Brunet

2002

Review of Public Personnel Administration

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Workplace drug testing is a commonplace practice in the United States. Social control theory, the study of social responses to deviant behavior, provides a useful framework for examining the underlying rationales for employee drug testing. A historical-legal analysis of federal employee drug testing uncovers six contrasting justifications supporting such tests (performance, health, and safety; deterrence; rehabilitation; symbolic; technology; and conflict). The article presents a promising theoretical structure (typology) for studying personnel policies that emerge as the result of new technologies in the workplace. Implications for personnel administrators and first-line managers are also explored.

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Section: Introduction and Literature Reviewmentioning

confidence: 99%

Employee Drug Testing as Social Control

Brunet

2002

Review of Public Personnel Administration

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Urine Collection Jars versus Video Games: Perceptions of Three Stakeholder Groups toward Drug and Impairment Testing Programs

Seijts

O'Farrell

2005

Journal of Drug Issues

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The use of drug testing in the workplace is a controversial practice. Scholars, practitioners, unions, and organizations have therefore begun to explore whether there are alternative approaches to reduce counterproductive behaviors at work. We investigated the perceptions of labor relations experts, drivers of transportation vehicles, and users of public transportation services toward drug and impairment testing programs in the workplace. Impairment testing was viewed as more favorable in terms of combating and controlling counterproductive behaviors at work than drug testing. Perceptions of fairness, effectiveness in detecting impaired performance, and the potential to enhance a safer working environment were higher in the impairment testing condition as compared to the drug testing condition. Perceived invasiveness was lower in the impairment testing condition relative to the drug testing condition. Labor relations experts showed the least enthusiasm for both drug testing and impairment testing programs.

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Police Drug Testing, Hair Analysis, and the Issue of Race Bias

Mieczkowski¹,

Lersch²,

Krüger³

2002

Criminal Justice Review

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Poice agents have beg to use hair analysis as a drug-screening tool in both officer recruitment and officer monitoring. This has been controversial because of a putative racial bias associated with human hair specimens, especially focused on cocaine. However, little empirical evidence has been offered to substantiate this claim. To asses this issue, Hoffin (1999, p. 613) analyzed recruitment cohort data from a major metropolitan police department ( N - 1,80) for cocaine ad marijuana hair assays, contrasting recruits by race. Hoffman's conclusion, based on comparison of odds ratios and relative rates for positive assy outcomes, was that there was "no evidence that one group (i.e., race) was more adversely affected by hair testing compared to urine testing." This article reports on research seekig to replicate Hoffman's results concerning hair analysis by utilizing a similar analytic approach with a much larger data set ( N - 40,000) and examining a different major metropolitan police department. This research is disnct form the Hoffman study in two ways: The assessment was exclusively of cocaine prevalence, and the subjects were who job applicants but sworn police officers. The findings reported here support Hoffman's conclusion that there is no statically significant race bias attributable to hair analysis, at least as applied to cocaine.

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Employee Drug Testing: Are Cities Complying with the Courts?

Cited by 3 publications

References 0 publications

Employee Drug Testing as Social Control

Employee Drug Testing as Social Control

Urine Collection Jars versus Video Games: Perceptions of Three Stakeholder Groups toward Drug and Impairment Testing Programs

Police Drug Testing, Hair Analysis, and the Issue of Race Bias

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