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Essay / Research Paper Abstract
This is a 5 page paper discussing drug testing in the work place arguments. DesJardins and Duska (1996) present two different arguments in regards to drug testing in employment. The first argument is based on the assumption that drug use adversely affects job performance which is rejected as a sound argument by the authors. The second argument is based on the assumption that employee drug use can harm the employer, other employees and the public which is considered acceptable by the authors only if there it is restricted and there is a consideration that drug testing should be voluntary by the employees. However, DesJardins and Duska do not provide sufficient basis for even their second argument in which under some circumstances employees could be tested to prevent harm. Regardless of the circumstance, employees who use drugs cannot be assumed that they will bring harm to others similar to the basis used in the argument that employees who use drugs will be assumed to decrease in productivity. In both arguments, if employee performance is still considered satisfactory to the employer, than any other information gathered about the employee would be considered an invasion of privacy and would not ever warrant drug testing.
Bibliography lists 3 sources.
Page Count:
5 pages (~225 words per page)
File: D0_TJdrugt1.rtf
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Unformatted sample text from the term paper:
present two different arguments in regards to drug testing in employment. The first argument is based on the assumption that drug use adversely affects job performance which is rejected as
a sound argument by the authors. The second argument is based on the assumption that employee drug use can harm the employer, other employees and the public which is considered
acceptable by the authors only if there it is restricted and there is a consideration that drug testing should be voluntary by the employees. However, DesJardins and Duska do not
provide sufficient basis for even their second argument in which under some circumstances employees could be tested to prevent harm. Regardless of the circumstance, employees who use drugs cannot be
assumed that they will bring harm to others similar to the basis used in the argument that employees who use drugs will be assumed to decrease in productivity. In both
arguments, if employee performance is still considered satisfactory to the employer, than any other information gathered about the employee would be considered an invasion of privacy and would not ever
warrant drug testing. DesJardins and Duska firstly advocate that the employee has a right to privacy especially within the work environment in which the relationship between employees and employers is
based on a contractual agreement for economic means and the obligations only reach as far as what is agree upon in the contract of employment and that the employee has
a right to privacy in all other areas. Part of the argument of right to privacy is based on the fact that an employer has no right to obtain information
about the employee which is not relevant to the position and all other information collected by the employer which is irrelevant is considered a violation of privacy. Since drug testing
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