Drug Free Workplace Evaluation Joy Carr PSY/425 January 21, 2013 Dr. Barbara Nosal, Ph.D Abstract All employees have the right to be secure when at work, however, when employees are placed in a situation where they have to work with others who are under the influence of drugs and alcohol their safety can be compromised. It is the purpose of this paper to examine the drug policy of Company Y and to discuss the methods that are in place that help supervisors identify substance abuse, and any programs that are available to the employees for assistance. Drug Free Workplace Evaluation Drug use has become a staple in our society. An individual with an ailment would
In addition, the policy clearly states what the consequences are if an employee does decides to partake in illegal drug activities and employed with the organization, whether it be termination, discipline, legal actions, or access to rehab. In this paper Team D will discuss Company Y in analyzing a drug-free workplace environment for its employees. Company Y is concerned about the cost associated with the policy and wants to look at these at all angles before making the decision whether to incorporate such a policy within the company. Team D has been contacted to provide a good thorough policy for Company Y, if the company does decide to adopt Team D policy. As Team D make a proposal to Company Y, the team will discuss prevalence of illicit and prescription drug users in the United States workforce, assess the affect of drug abuse on absenteeism, accidents, downtime, turnover, theft, morale, and productivity, and describe key characteristics and benefits associated with a drug-free workplace.
Congress reiterated in Section 3(c)(1)(D)(ii) of FIFRA that EPA should make administrative decisions about how much money these manufacturers would get for damages from loss of their trade secrets. Union Carbide sued because they felt that the decisions should be made by the judicial court, not an administrative agency. The U.S. District Court for the Southern District of New York held that the claims challenging the arbitration provisions were ripe for decision and that those provisions violated Article III. Standing was approved for all appellants, who took a direct appeal to the U.S. Supreme Court. Facts: Section 3(c)(1)(D)(ii) of FIFRA authorizes EPA to consider certain previously submitted data only if the "follow-on" and registrant has offered to compensate the original registrant for use of the data.
“Medical Marijuana is an Insult to Our Intelligence” This opinion piece, written by Charles Lane, starts off with the author describing how the Justice Department is dealing with people who smoke or sell pot. The article not only has statistical points but also the authors own opinion and humor. The author believes that although marijuana is a blessing for terminally ill patients, it does not have the ability to calm oneself. He explains the testing drugs must go through to meet Drug Administration to get his point through. Reading this article, I also find defense cases about medical marijuana.
Even though it is the patient's right to be able to participate in regimens for anti-aging therapy, the nurse has the obligation to warn the patient concerning side effects of such treatments. During the 30 day program, Scott experienced the negative effects of the injections. Not only was if affecting him physically but also personally. The patient is a whole person and must be able to function in various roles in society. Exposure to unregulated drugs and therapies could wreak havoc on the form and function of an individual's abilities to accomplish these
Victims and others affiliated in the shooting sued Glock, claiming negligent marketing and public nuisance. Glock aimed for a dismissal for two reasons, that they could not be held liable for the criminal acts of Furrow and as the manufacturer, Glock owed no duty of care to the third-party victims of Furrow's firearm misuse. Furrow's criminal firearm misuse constituted a superseding cause of the victims' injuries for which Glock could not be held responsible. This was before the PLCAA was enacted. This claim had not come to a conclusion prior to the PLCAA, therefore, still
With registries individuals have been discovered to have abused an adult or elder during a background check for job inquiries. When this type of information surfaces it is crucial to disclose it to protect further victims of abuse. Also stated, “Centers for Medicare and Medicaid Services have a National Background Check Program. The program's purpose is to identify efficient, effective, and economical procedures for conducting background checks on all prospective direct patient access employees of long-term care facilities and providers”. What is ageism?
Management and certain workers should acquire education on drug seeking behavior among patients and workers (Harldorsson 2007). Clinicians need to be taught about the regulations concerning control use of substances and the ethical rules and regulations that follow them. It is essential for doctors to understand their moral duty to their patients and to their employers. Cases concerning ethical violation tend to destroy the reputation of the employers (hospitals), ruining the name of the hospital. It is the work of the health practitioner to acquire knowledge on how to help a patient who gets control drugs from online pharmacies.
There are many ways in which prescription fraud can occur. Because of the plethora of ways, pharmacists must be alert and responsible in their actions. Many seem to believe that electronic prescribing has been found to reduce the number of errors and statistics and data reflects that. America cannot be ignorant in this matter. The new electronic system not being implemented is like going through life with a contagious deadly disease, you have the money for the cure, but yet you complain, sulk, and feel sorry for yourself instead of going to get the cure.
Drug users are over all significantly less productive than those who choose to be drug free. The first step toward a drug free workplace is filtering out applicants that may use drugs; traditionally this is done by requesting a pre-employment drug screening. With the technology of today employers can do so much more, for example, do some of your own research. Most of society uses social networking sites such as Facebook or MySpace viewing a prospective employee’s profiles is both legal and advantageous. When placing an ad for a job opening be sure to promote the fact that your organization is drug free and that pre-employment drug testing is mandatory.