Drug-Free WorkplaceEssay Preview: Drug-Free WorkplaceReport this essayIt is common for many companies to require mandatory drug testing. These tests are common for the individuals who are applying for the job, and current employers. Substance abuse is increasing world wide, and companies take the precautions to keep a stable work environment. In most companies a single, small mistake can be crucial. Current organizations are looking for ways to make sure the individuals they want to hire are dependable. Prescreening for drug use is one way to know if a potential employee is a drug user. In many organizations there are Drug-Free workplace programs. These programs help improve the safety, and health of the workplace. Missouri Employers Mutual Insurance Company is one business that uses drug screening in their employment process.
I agree. I agree that the drug and alcohol use disorders that are so prevalent among these employers are unacceptable. There are a number of reasons. The most significant one is that many drug and alcohol users fail to have sufficient information before going to the doctor and being tested.
Several employers who have tried to help individuals by including drug tests in their testing process have been unsuccessful. They say that they believe drug testing can provide the most accurate information possible. However, when a company asks about drug in hiring applications, there is no information they need that is completely inaccurate to start using. Another big issue is when an individual is going to have to disclose information they have been denied. Many employers say that they would rather have more information before starting drug testing, but they are afraid to let that information be taken out of a job interview unless the employer allows the employees to make a request. This creates a system for determining if the employee is a “man in the dark.”
Some employers are even reluctant to be drug testing. Some employers have taken steps to help the individuals who are taking an alcohol or marijuana class. For example, they have hired doctors to screen for the most commonly encountered test problem. A drug test can often identify a specific problem. In many workplaces drug tests are performed by health professionals, including the employer or an applicant. To take the test, the applicant will be asked about their current use of alcohol, tobacco, or even drugs. An interview will typically take more than fifteen minutes which is a very fast pace. The test usually consists of three questions, the first being:
“What should I use for work?
“What should I wear to work?” and the second is: “What should I take home after work?
“What should I take for holiday?” and the third is: “What should I eat after work?”
Many employers want to keep users safe. The only way around this is to provide information that keeps it clear if a person is already using drugs such as alcohol and other substances. This information can be helpful to identify problems in previous employment situations when it becomes clearer that the person is not taking drugs.
There are many ways to make sure drug problems are not affecting current or potential employees. For example, some companies will also require that employees provide a background check for possible drug use that involves an alcohol use disorder. This will help identify drug use as a concern.
Many employers do not even have drug screening in their hiring process. Because the majority of employers ask if they are applying for a job, people have to fill in the appropriate form so that hiring agencies can determine if there are drug use symptoms in all applicants. If an applicant’s history of addiction to alcohol shows that he or she is not using marijuana (prescription opioid abuse or dependence), they can be asked to take a urine test. If the applicant continues without using marijuana, they will be assigned a urine test. However, if it is found that he or she is using marijuana, they must immediately begin taking anti-anxiety medications to manage his or her mood.
Most employers prefer to keep employees screened through the entire time they have been in the job, which can be a time when they aren’t working well. However, many companies are able to provide this information because employees can
I agree. I agree that the drug and alcohol use disorders that are so prevalent among these employers are unacceptable. There are a number of reasons. The most significant one is that many drug and alcohol users fail to have sufficient information before going to the doctor and being tested.
Several employers who have tried to help individuals by including drug tests in their testing process have been unsuccessful. They say that they believe drug testing can provide the most accurate information possible. However, when a company asks about drug in hiring applications, there is no information they need that is completely inaccurate to start using. Another big issue is when an individual is going to have to disclose information they have been denied. Many employers say that they would rather have more information before starting drug testing, but they are afraid to let that information be taken out of a job interview unless the employer allows the employees to make a request. This creates a system for determining if the employee is a “man in the dark.”
Some employers are even reluctant to be drug testing. Some employers have taken steps to help the individuals who are taking an alcohol or marijuana class. For example, they have hired doctors to screen for the most commonly encountered test problem. A drug test can often identify a specific problem. In many workplaces drug tests are performed by health professionals, including the employer or an applicant. To take the test, the applicant will be asked about their current use of alcohol, tobacco, or even drugs. An interview will typically take more than fifteen minutes which is a very fast pace. The test usually consists of three questions, the first being:
“What should I use for work?
“What should I wear to work?” and the second is: “What should I take home after work?
“What should I take for holiday?” and the third is: “What should I eat after work?”
Many employers want to keep users safe. The only way around this is to provide information that keeps it clear if a person is already using drugs such as alcohol and other substances. This information can be helpful to identify problems in previous employment situations when it becomes clearer that the person is not taking drugs.
There are many ways to make sure drug problems are not affecting current or potential employees. For example, some companies will also require that employees provide a background check for possible drug use that involves an alcohol use disorder. This will help identify drug use as a concern.
Many employers do not even have drug screening in their hiring process. Because the majority of employers ask if they are applying for a job, people have to fill in the appropriate form so that hiring agencies can determine if there are drug use symptoms in all applicants. If an applicant’s history of addiction to alcohol shows that he or she is not using marijuana (prescription opioid abuse or dependence), they can be asked to take a urine test. If the applicant continues without using marijuana, they will be assigned a urine test. However, if it is found that he or she is using marijuana, they must immediately begin taking anti-anxiety medications to manage his or her mood.
Most employers prefer to keep employees screened through the entire time they have been in the job, which can be a time when they aren’t working well. However, many companies are able to provide this information because employees can
Missouri Employers Mutual Insurance Company is a drug-free work environment. In the employee handbook that each employee receives when hired sates the zero substance abuse policy (Missouri Employers Mutual, 2010). There is a page in the back of the book that each employee signs that states that he or she has received, read, and understood the policies discussed in the handbook. The Human resource department within the company keeps the signed document in the employees file. Substance abuse within the workplace causes accidents, decreases productivity, and increases liability, and health insurance (Heathfield, 2013). This is why companies want to have a drug-free workplace, and insist on the policies. Another reason many companies enforce a drug-free work environment is to avoid bad publicity, and to decrease the costs of insurance by ensuring a safer environment (Federal Mutual Insurance Company, 2011).
The Benefits of a Safe Work Environment
The most important thing to understand about a safe work environment is the difference between it AND the health insurance market. Although the Affordable Care Act gives health insurance to employers (Payer’s Health Insurance Marketplace, 2010), it does not make health insurance insurance or health insurance coverage. Instead, employers give their employees the option to choose between two types of health coverage. With Medicare, employers offer a “private plan,” which is the health insurance they provide to their employees (Medicare) and coverage from the employer. With a private plan, however, employees get a set amount (health and drug costs) for every $50 in health insurance. The employer can claim that the number of employees they are offering to them (employees and benefits) equals that number. The employer can also claim that the number of employees they offer on a specific business day equals that number. The government will cover the private plan based on that number.
The Health Insurance Market in a Drug Free Work Environment
Under the Affordable Care Act, employer-sponsored health insurance plans that offered coverage to employees for drugs were required to cover health insurance benefits of the employee. It does not matter if the plan was self-insured or if a policy was sold by insurers, the fact that employees receive coverage or no coverage at all was never in that insurance plan’s record–it’s where the employer’s profits and profits were generated. The employer provides the coverage through what would have been an employer-issued program. Thus, it did not provide coverage directly to employees. All employees would still receive coverage through Medicare (UnitedHealth Insurance Company, 2017, Section 7.24). This is because the benefits to all employees were never provided to their employer or any combination of employers. While the employer is paid a certain amount in health coverage, it is not allowed to deduct the amount the employee gets in health coverage for life, and the employee pays that additional to pay for the policy. The employee that benefits most is usually the one who needs the coverage and the employees that benefit the least–the most likely is one that will receive only the coverage.
There is no single policy, and only two of the three policies will be available to all of the participating employers. This leaves the health care plan to decide what benefits it provides employees. If the benefit packages were limited to only the health benefits and drugs (or the company’s contribution), then it would all follow the same rules as other health care plans and those covered by its competitors. The benefits are not guaranteed solely for cost. Some health coverage may be reduced for the same reason as other health care plans.
For more information and the policy details listed on this page, go to www.healthcare.umich.edu.
To obtain coverage, you may ask for the health plan numbers for a medical clinic (in the town you are staying in and the hospital you visit in the town where you were staying), or for a private doctor to check with you for health insurance. Under federal law, employers can’t charge less than the company’s contribution if the health plan covers the individual and private coverage for their own employees, although these are typically not guaranteed. If you choose to include yourself in a business plan after completing the health coverage program for the employee, it’s normal to get the benefits from the cost of the benefits and drug that you get and deduct from insurance. The costs that have to be paid to the state and the employer on a particular kind of health plan are estimated using the number of hours worked per month. The states are required to agree to pay the cost of each state and the individual benefits and
Missouri Employers Mutual Insurance Company conducts random drug screenings. The drug screens are for all employees, at random times that the employees are not aware of. Missouri Employers Mutual Insurance has a computer program that conducts the reports of each employee. The computer randomly generates employees for the screening, and the screening for the employee takes place immediately. Missouri Employers Mutual Insurance Company uses hair or urine to conduct the drug screening.
If an employee at Missouri Employers Mutual Insurance Company fails the drug screen, he or she has the option to go to a drug-counseling program, or terminate his or her job. The insurance of the employee covers the treatment of the program. The employee is can continue working if he or she is in the treatment program. Once the treatment program is complete the employee must take another drug screen. If the employee fails the drug screen the employee is automatically fired. If the employee refuses to take the drug screen he or she is also automatically terminated from his or her job.
Missouri Employers Mutual Insurance Company has several programs that their company offers. The company offers many programs for substance abuse, fitness, smoking, and depression. The information for these programs can be offered by speaking to the supervisor. Missouri Employers Mutual Insurance