Collective Bargaining

Running head: COLLECTIVE BARGAINING 1
Collective Bargaining
Name
Institution

COLLECTIVE BARGAINING 2
Collective Bargaining
Part #1
In essence, the main issue regarding employee alcohol as well as drug testing program
particularly for potential employers, they have to be tested before they are considered for an
employment opportunity. Various organizations have made this process a part of their daily
hiring policy. In case" of the current employees, the management has to show a “probable
cause.” Moreover, the procedure for conducting the screening has to ensure that the testing
processes are valid and that there were signs of impairments demonstrated to trigger the need for
testing (Adams & Allen, 2018). There is also the need for the system management to advise the
workers of the dire consequences in case they test positive for either drug or alcohol abuse.
Furthermore, the system has to inform the employees of the consequences of refusing to take a
drug test (Brunner & Ju, 2019). In this light, firms have the obligation of educating their overall
management staff on various signs as well as signs of alcohol and abuse of drugs.
A drug, as well as alcohol screening particularly in the public sector, is often handled
differently given the fact that public employment is carried out severely compared to private
industries. Different employees take drug testing in different ways. For employees who
undertake drug screening, there is always a chance of an increased level of confidence among
employees particularly for the safety of the workplace (Garnero, Lucifora, & Roletto, 2018).
Additionally, there is a likelihood of morale boost among the employees thus increasing the
productivity.
One of the most common drug screening processes is pre-employment testing.
Consequently, various courts have consistently supported the overall legality of the need of using
the pre-employment drug as a critical factor in the employment procedure. In case an