The drug testing question has opened up an interesting dialogue that K.
Boardman has extended into all aspects of an employee's health.

We all have employees/friends/family whose lifestyles may be jeopardizing
their health and therefore the quality of their work.  I smoke cigarettes,
and have for nearly 45 years, ignoring all medical and other advice to quit.

As employers, we encourage them to take the initiative to resolve these
lifestyle concerns - and we have access to programs that might help them.
We have no right to require them to participate, however.  There are those
who reject medical science and will not see a doctor.  They have that right.

If their work performance suffers because of some habit, and the habit is
'legal,' the law seems to define them as "handicapped" or "disabled" and we
get into the issues of disability leaves, insurance, etc.

Illegal drugs are illegal.  Period.  Whether or not they are used only
occasionally, and recreationally, they are illegal.  Drug screening is the
only way to prevent their use from becoming disabling.

On the one hand, it is an invasion of one's privacy to insist that he begin
a free wellness program to lose weight, gain strength, etc. and also to
monitor it.   Can you imagine being told to step on the scales every day
before starting work?   It is legal to be excessively overweight, and if we
provide smocks or costumes for our employees, we're required to make them to
fit that person.

On the other hand, drugs are illegal.  To those who "don't use," they
threaten addiction, crime, irrational behavior, etc.  To those who "use,"
they are fun things to play with but not habit-forming.  Managers who "don't
use" will never see these substances as harmless, but only threatening.  It
is no invasion of privacy or body to verify that employees are not potential
jail bait.

And it certainly is a shame that employers are having to move in this
direction.  I much prefer the old-fashioned trust in one's judgment and
sense of responsibility.  Those were the days when contractual agreements
were based on a handshake and a promise.  Now we require enormous
documentation for every purchase we make, every consultant we employ, every
organization we serve.

Ross Weeks Jr.
Tazewell VA


-----Original Message-----
From: Full Name <[log in to unmask]>
Newsgroups: bit.listserv.museum-l
To: [log in to unmask] <[log in to unmask]>
Date: Thursday, May 13, 1999 8:52 AM
Subject: Re: Drug testing


>Remember that there are employee assistance programs out there to assist
our
>personell  (people) with difficulties that they may face - including
>substance abuse. And, substance abuse can and does include illegal drugs,
but
>it also includes alcohol, prescription drugs, non-prescription drugs, food,
>and - you name it. All these things  could affect your staff person's job
>performance, personal safety and health as it relates to the job,  and
public
>contact - which is what supervisors have to focus on.
>
>Ask yourself - is it better to "salvage" a really talented and trained
>employee from substance abuse so that they can be healthy and productive
>individuals again? or, do you just fire them?
>
>Drug testing may or may not provide any assistance in this. However, the
>harder part of really knowing your staff and working with them close enough
>to note when they're off their game - to affecting their job and that of
>those around them - is needed with or without drug testing. Be ready to
refer
>to help and incorporate staff training from assistance organizations into
>your yearly offerings.
>
>After all - museums are not just about stuff. We're about people, too.
>
>
>K. Boardman
>
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