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Jackie Ramos
Mrs. Morris
English IV
23 March 2015
Random Drug Testing in the Workplace
It is no surprise that use of drugs can have negative effects on ones mind and
body. The use of drugs can also negatively affect ones job performance and lead to
accidents and injuries in the workplace. These are a few reasons for the use of drug
testing in the workplace. Drug tests are usually done at pre-employment, after a
workplace accident, periodically, or at random, to ensure safety in the workplace.
(eLaws) However, testing employees at random without valid reason should not be
allowed because it is unnecessary, can be inaccurate, and is an invasion of individual
privacy.
Employers, schools, and athletic organizations all use drug testing as a means of
detecting and preventing drug use. (Introduction) Employers drug test their employees
because alcohol and drug abuse can cause safety and health hazards to the employee and
others, as well. (eLaws) There are multiple methods to test for drugs, which are through
urine tests, saliva tests, follicle tests, blood tests, and sweat patches. (Introduction) The
most common of these is the urine test, which checks for recreational drugs such as
marijuana, cocaine, methamphetamines, opiates, benzodiazepines, and PCP. Athletic
organizations specifically test for human growth hormones (HGH), testosterone levels,
and other anabolic steroids. (Introduction) However, despite todays advanced
technology, there are still ways to manipulate, alter, or cheat these tests.

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There are many ways to cheat drug tests, especially urine tests. Urine providers
can drink plenty of water to flush drugs out of their system, or simply add toilet water to
their urine sample to dilute it. People being tested can also use detoxicants and masking
agents to alter their urine. For example, the randomizer is a detoxicant which removes
all traces of toxins when added to ones urine sample. Common foods and medications
can also produce false positive results. Some examples are robitussin and diet pills, which
can produce a false positive for amphetamines, while various antibiotics can duplicate
traces of marijuana. (Introduction) Household chemicals such as bleach, acid, vinegar,
lemon juice, and eye drops can all be used to alter test results. These are a few ways that
prove drug testing can be completely inaccurate and can wrongly accuse a person of
testing positive for drugs, while others who cheat the tests can walk away without
consequences.
Another reason why drug tests can be inaccurate is that they do not determine the
exact time the drug was taken or its exact amount. (eLaws) Drug tests only reveal drugs
that may have been used in the past and they do not distinguish between occasional and
habitual use. (Privacy) Drugs also stay in ones system long after they are taken, and even
after the effects of the drugs have worn off. For example, the estimated detection period
for smoking marijuana ranges from about three to fifty days for urine tests. (Erowid)
Results can also depend on ones metabolic rate and other bodily factors. For example,
testing for anabolic steroids in athletes can be ineffective because steroid levels tend to
fluctuate and differ from one person to another. (Introduction)
According to the US Constitution, individuals have the right to be to be free from
unreasonable searches and the right to be left alonethe most comprehensive of rights

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and the right most valued by civilized men. (Santa) What one does in the privacy of his
or her own home should not be monitored or controlled by the employer, unless it has an
evident effect on ones job performance.
Employees have the right to privacy, but employers also have a right to detect and
prevent drug use, as it is their responsibility to provide a healthy and safe workplace
environment for their employees. Employers also have a right to create a written drug test
policy that requires employees to be drug-free and to implement drug testing. (OHS)
Ronald Reagan also issued an Executive Order at the time of his presidency, which gives
employers the right to test any applicant for drug use, and to initiate action to remove
from the service any employee who is found to use illegal drugs. (Exec) Although this
was an executive order, it is still unconstitutional to invade an individuals privacy
without valid reason.
Although most testing labs have the equipment to ensure accurate results, a single
false positive result can result in the termination of ones job, and can lower the chances
of future employment. Laura Shelton, the executive direction of the Drug and Alcohol
Testing Industry Association says that experienced labs should be able to detect when
results have been manipulated through the smell, color, or floating particles found in the
sample. David Feinstein, a certified medical review officer, also states that masking
agents and some chemicals can cause irregular readings in the tests, but never give a false
result. However, according to Reagans executive order, employers have the right to
terminate any employee testing positive for drugs, which can lead to many false
accusations and the loss of many jobs. For example, in 1992, about 22 million drug tests

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were conducted and if as little as 5% were false positive, 1.1 people could have been fired
of denied jobs mistakenly. (Privacy)

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Works Cited
"Elaws - Drug-Free Workplace Advisor." Elaws - Drug-Free Workplace Advisor. N.p.,
n.d. Web. 19 Jan. 2015.
Erowid Drug Testing Vaults : The Basics. Erowid Drug Testing Vaults : The Basics.
N.p., n.d. Web. 21 Mar. 2015.
Executive Orders. National Archives and Records Administration. National Archives
and Records Administration, n.d. Web. 21 Feb. 2015.
"Introduction to Drug Testing: At Issue." Drug Testing. Ed. Cindy Mur. Detroit:
Greenhaven Press, 2006. At Issue. Opposing Viewpoints in Context. Web. 19 Jan.
2015.
OHS Health and Safety Services, Inc. "Workplace Testing Reduces Drug Use." Drug
Abuse. Ed. Tamara L. Roleff. San Diego: Greenhaven Press, 2005. Opposing
Viewpoints. Opposing Viewpoints in Context. Web. 19 Jan. 2015.
Santa Clara University. Defining Privacy. N.p., n.d. Web. 21 Mar. 2015.