University Business - July 2006 - (Page 34)

HUMAN RESOURCES due to the DOT mandate. In the last 10 reaction. If negative, a line will appear. drug policy that's supported by a strong years, only a handful have tested positive, What if the line is faint? It then becomes a employee assistance program EAP . says Marta Stephens, coordinator of the judgment call by the test administrator. A policy can stand alone, but I'm not school's work/life programs. For those using instant kits, Ellins rec- sure it replaces drug testing as a tool of de- Initially, we jumped right on the ommends urine kits, partially because of tection and deterrence, says Carr, adding [DOT testing], she says. The workers their expense less than $10. Oral fluid that the five components of a drug-free know we're going to be right on top of kits are available for under $20. Blood workplace are a policy, supervisory train- this and not let anything slip. The super- and hair tests are the most expensive, since ing, employee education, drug testing, and visors are really great about making sure they must be conducted by a lab, and can an EAP. But it does set the expectation. licenses and physicals are updated. It takes run from $35 on up per employee. a lot of people to make this work. Any drug-testing program, he adds, MULTIPLE CHOICE While the DOT decreased the num- must include two essentials a policy No one disputes the danger of alcohol or ber of employees who had to be tested for drugs in the workplace. How would of- Will drug testing be alcohol from 25 percent to 10 percent, ficials at a school that decides to expand Stephens says the school stuck with 25 drug testing to other employee popula- perceived as a policing percent as a safety precaution. Still, BSU tions in the future proceed? function or an employee has no plans to expand its drug-testing There are currently four different types program. There's no need to extend this of drug tests, explains Jeffrey Ellins, presi- safety or health program? to new hires in general, she says. There dent at Datco Services Corp., a third-party just doesn't seem to be any reason to. administrator for drug and alcohol testing Be s i d e s understanding the DOT's that explains the consequences of a posi- and compliance. He says the most stable drug-testing rules and procedures, one tive test and a training component that is urine, because there are established or of the most difficult challenges for Pep- communicates information to employees accepted industry standards and it's very perdine University Calif. was finding a about the signs and symptoms of drug or difficult for people to cheat the sensitive reliable vendor for its testing process, says alcohol misuse. His company publishes a testing technology. Chip Moore, chief HR officer. Nearly 10 handbook that explains the U.S. Drug- An alternative is blood testing, which years ago, the school began sending a sam- Free Workplace Act of 1988, the physical Ellins says is not reliable because the federal ple of its workforce about 10 employees effects of drug and alcohol abuse, and a list government has not yet set any standards. out of its 1,400-member workforce to of resources where people can seek help. For example, someone's blood test may an external lab for drug testing annually. When the DOT began testing, Ellins turn up positive for amphetamines. That Moore's staff scoured the local market says the positive rate was 10 percent. That could mean several different things. The for a vendor before finding one that not number has dropped and stabilized at four employee could be abusing illegal drugs or only understood the federal guidelines percent. Four percent sounds small, but under a doctor's care, taking a prescription and was precise with testing, but also who it could be over hundreds of thousands of drug. In the latter case, there may only be would manage the entire process, from employees, he says. a trace amount in the person's system. But training employees to random testing. since there is no standard, no one really What's more, he says, the vendor had CAMPUS PRACTICES knows what is an acceptable amount. to show respect for employees. That can Ball State University Ind. drug tests Hair follicle testing is yet another sometimes be overlooked by schools. approximately 83 of its 3,500 employees method. It reveals a person's 90-day his- So far, drug testing has been a contin- tory with drugs/alcohol, so some employ- uous learning process, Moore notes. But ers prefer to use it as a prehiring tool. But Resources he does believe there is a good argument it can't test for current usage. to be made for testing more employees. The last test on oral fluids or saliva Aurico Reports, www.aurico.com The basic premise is you want to pro- samples was introduced three years ago. Datco Services Corp., www.datcoservices.com tect your people from either themselves Ellins says this test is becoming more Drug Free Pennsylvania, www.drugfreepa.org or the impact of drugs, says Moore. We stable and doesn't require a sealed bath- Society for Human Resource Management, www.shrm.org will probably in the long run increase the room like with urine testing. A person's number of people involved in that. We've mouth is simply swabbed and the results Substance Abuse and Mental Health Services Administration, www.samhsa.gov just chosen not to do so at this point. We are instant. However, there is a downside: haven't gotten to the discussion part. The test is subjective. It is conducted with Working Partners for an Alcohol-and Drug-Free Workplace, So what about your school? Are you a reagent that chemically reacts with the www.dol.gov/workingpartners ready for that discussion? cotton swab. If it's positive, there's no 34 | July 2006 universitybusiness.com HRsrc706.indd 34 6/21/06 3:00:49 PM http://www.aurico.com http://www.datcoservices.com http://www.drugfreepa.org http://www.shrm.org http://www.samhsa.gov http://www.dol.gov/workingpartners http://universitybusiness.com

Table of Contents for the Digital Edition of University Business - July 2006

Contents
College Index
Advisory Board
Company Index
Editor's Note
People Watch
Sense of Place
Stats Watcch
Viewpoint
Marketing
Human Resources
Future Shock
Money Matters
Community Colleges
Diamond in the Mudd
Higher Ed at the Crossroads
Property Values
The President Next Door
Good Medicine
The Outs (and Ins) of Facility Management
Business Technology
What's New
Calendar of Events
Direct Connect
End Note

University Business - July 2006

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