Research Paper on:
Employee Drug Testing in the Workplace

Unformatted Sample Text from the Research Paper:
drug testing continues, but courts appear to be relaxing prohibitions against invasion of privacy. Practical matters such as employee performance and employers health care premium costs take precedence today.  History Bowin and Harvey (2001) list the broad categories of employee testing currently in use. They report that personality testing was popular  in the 1960s and 1970s, but fell out of favor in the 1980s in the face of equal employment opportunity issues. The issue went to court in 1988, culminating  in the U.S. Supreme Court in 1989. The court "upheld a drug test requirement for people seeking Customs Service positions that involved carrying a gun, handling classified material, or  participating in drug interdiction" (Sullum, 2002; p. 37), but with reservations as to the issue of invasion of privacy. In his dissention, Justice Scalia referred to routine drug testing  as an "immolation of privacy and human dignity in symbolic opposition to drug use" (Sullum, 2002; p. 37). Drug testing, of course, is  designed to reveal whether individuals use any type of drug being tested for, which generally is limited only to illegal drugs. Companies could benefit from knowing that alcohol may  be a problem or that the individual they are considering hiring may be abusing prescription drugs, but most strive to ensure that no one can complain about invasion of privacy  and limit their screenings only to illegal drugs. Legal Aspects Most states limit the compounds that companies can test for, and most companies  that do such testing ensure that they abide by those rules. So it cannot be called discriminatory at some future date, those companies testing potential employees must test all