You are required to respond with depth, breadth and insight to the discussion question(s) as well as one of your class members

Class Member Discussion Topic Responses

Grading Criteria

You are required to respond with depth, breadth and insight to the discussion question(s) as well as one of your class members. Your response to the discussion question(s) must be tied back to the chapter material and outside research is expected. When I ask you to support your answer, you are expected to combine opinion with, minimum 2, citations, insight from your experiences, observations of others experiences, analysis of the facts/information and a conclusion. PLEASE do not limit your citations to just the book! Find other supporting material outside of the class structure.  You are also required to answer the question posed by the instructor and class members’. (Please note: The guidance outlined above will contribute to you “meeting the expectations” for the discussion. Additional participation will contribute to a grade that will “exceed the expectations” for the discussion

The combined original reply and two responses are worth up to 20 points per student. The criteria used to determine the point distribution will be:

Cite examples, textbook material, or your own supporting material to back up your opinion.

Action: Read the below peer discussion board posts and provide your classmate with feedback on your opinion of their position. Do you agree and why? Do you disagree and why? Replies to your class members’ are intended to move the discussion forward. Telling them that they simply did a good job is not acceptable. Statements like “I feel”, “I believe” and/or “I think” are difficult to measure and, highly, subjective. Asking a question or two about the position they took will move the discussion forward. Replies are 200 word minimum

Peer Reply #1

Case Study 12-1: Drug and Alcohol Testing

by Trevia Dalley – Monday, November 18, 2019, 2:10 PM

What is the legitimate reasoning for the company to institute a drug-testing program during the term of the contract? Support your answer.

Based on the time frame given, Ronald Reagan was the president. One of Reagan’s best-known presidential initiatives was following up on the “War on Drugs” that Richard Nixon initially declared back in 1971. The “Just Say No” campaign, launched by Nancy Reagan, echoed her husband’s sentiments. (“War on Drugs,” 2017). The U.S. Congress passed the Anti-Drug Abuse Act of 1986, which allocated $1.7 billion to the War on Drugs and established a series of mandatory minimum prison sentences for various drug offenses. (“War on Drugs | United States history,” n.d.) The subsequent implementation of the drug testing policy at the Company; therefore, seems to be a product of its time.

Though it is unclear if duPont is a federal contractor currently, or was at the time of the case, it seems that they–at the very least–do some work at government levels, seen at the following link: https://www.dupont.com/industries/government-and-public-sector.html

So it does make sense that duPont would want its contractors and subcontractors to implement similar anti-drug/drug testing policies, if they are doing any work with or for duPont that can be tied to the government.

Peer Reply #2

Drug and Alcohol Testing

by Crystal Kinsman – Thursday, November 21, 2019, 8:45 PM

The company had a legitimate reason to institute a drug testing program during the term of the contract. If the program was not implemented, duPont might have discontinued their contract. The insulation company would be out money and possibly lose further business due to a blemished reputation. The company, duPont, and union representatives met to discuss the plan. The plan was found to be very similar to duPont. However, during the discussion, the company had an opportunity to ask about specifics. They failed to ask questions regarding what drugs were prohibited and how much, if found during a drug test, is grounds for dismissal. The company also failed to ask duPont if the minimum requirements for drug testing applied to new employees as well.

An employee from the insulation company was sent for drug testing. The results were positive for marijuana. Unfortunately, the employee was dismissed even though the results showed just a trace of marijuana and the chain of custody was never established. According to evidence presented in the case, the employee should not have been dismissed. She followed the minimum requirements for drug testing. The employee had no past drug impairments on her record and the company could not prove the specimen was hers.

Our agency is subject to random drug testing during normal business hours (8am-5pm). We have a zero tolerance policy. The only exception to the rule is if you contact employee assistance or HR to admit you are addicted to drugs. You will be sent to treatment and subject to weekly specimen drops. One of my employees self admitted that she was an alcoholic. She went on FMLA to seek treatment. When she returns she has to test every week for one year.