Running Head: EMPLOYEE HANDBOOK 1
Employee Handbook
Institutional Affiliation
Name
, EMPLOYEE HANDBOOK 2
INTRODUCTION;
It has dawned been revealed that employee who use drugs either at home or at the
workplace can be a major liability to both the employer as well as themselves. Based on this; the
quest to implement a policy regarding alcohol/drug testing as well as a company policy regarding
employer monitoring of employees is so innate that it cannot be ignored and employees must
know they are subject to this exercise (Aarons, et.al, 2017). Drug abuse includes but not limited
to prescription drugs, as well as over-the-counter drugs that may create negative impact on both
employee and the employer. There are more than a few things that have and can be used to show
why as the Human Resource Specialist at "State of Estates" estate planning firm I would
implement these policies. For example; imperative research indicates that employees who abuse
drugs have over the past years shown poor performance on their duties, reduced productivity to
the organization, consistent absenteeism, and most importantly they seem to accrue higher
medical expenses at the cost of an organization (Aarons, et.al, 2017). While industrial courts as
well as tribunals may argue that implementing of alcohol test and random test policy is an
intrusion in individual rights; employers have legitimate rights to eliminate risks and minimize
poor performance from workers who abuse drugs.
BODY:
It is the duty and basic mandate of every employee to try to keep drug misuse away from
their organizations and as the Human Resource Specialist at "State of Estates" estate planning
firm the same will apply (Karch, 2016). There more than a few things that can explain why as the
head of the Human Resource Specialist at "State of Estates" estate planning firm I would
advocate for screening prior to and after employment of employees. In fact according to the
Employee Handbook
Institutional Affiliation
Name
, EMPLOYEE HANDBOOK 2
INTRODUCTION;
It has dawned been revealed that employee who use drugs either at home or at the
workplace can be a major liability to both the employer as well as themselves. Based on this; the
quest to implement a policy regarding alcohol/drug testing as well as a company policy regarding
employer monitoring of employees is so innate that it cannot be ignored and employees must
know they are subject to this exercise (Aarons, et.al, 2017). Drug abuse includes but not limited
to prescription drugs, as well as over-the-counter drugs that may create negative impact on both
employee and the employer. There are more than a few things that have and can be used to show
why as the Human Resource Specialist at "State of Estates" estate planning firm I would
implement these policies. For example; imperative research indicates that employees who abuse
drugs have over the past years shown poor performance on their duties, reduced productivity to
the organization, consistent absenteeism, and most importantly they seem to accrue higher
medical expenses at the cost of an organization (Aarons, et.al, 2017). While industrial courts as
well as tribunals may argue that implementing of alcohol test and random test policy is an
intrusion in individual rights; employers have legitimate rights to eliminate risks and minimize
poor performance from workers who abuse drugs.
BODY:
It is the duty and basic mandate of every employee to try to keep drug misuse away from
their organizations and as the Human Resource Specialist at "State of Estates" estate planning
firm the same will apply (Karch, 2016). There more than a few things that can explain why as the
head of the Human Resource Specialist at "State of Estates" estate planning firm I would
advocate for screening prior to and after employment of employees. In fact according to the
