DRUG TESTING AMONG EMPLOYEES.
Joseph R. Desjardins and Ronald Duska argue that employees have rights that should be well observed and respected by employers. Precisely the right to privacy is addressed in terms of drug testing among employees. The two believe that employment is contractual and should not lead to any safety sacrificial circumstances among employees. Furthermore, they understand that the violation of someone’s privacy occurs when a third party is involved. It entails getting knowledge of either the second or first party to the third party without the consent of the involving parties. Therefore, this essay will discuss the view of whether a violation of employees privacy is justified or not.
I strongly disagree that drug testing of employees is an almost always unjust violation of employees’ privacy. Desjardins and Duska, in their argument 1, clearly states that a drug test may be applicable where job performance is altered. Some drugs lower job performances; thus, the test applies. In a situation where optimal job standard is required from the employer, then the test becomes relevant. However, this occurs only following the contractual terms. Hence in enhancing the productivity of the work done by an employee, the employer does not violate the privacy of the employee. Perhaps privacy is only altered when the drug results test involves a third party.
In argument 2, Desjardins and Duska state critically on the harm prevention given a drug test. Some jobs that people undertake may be risky when employees fail to be cautious. For instance, a pilot. The individual is responsible for many lives when on a job session. In such a case liberty is denied, and the drug test should be done. Nevertheless, the drug test is only done to someone with suspicious erratic behaviour. If a test is done in contrast with the above conditions, it becomes a violation of employees’ privacy.
Some limitations occur in the drug tests and need to be considered. During the period of test, some initiatives such as prior notice of test should be done. Furthermore, employees ought to be notified of the test results and appeal for the results can be done. All this is done to be following privacy terms.
In conclusion, depending on the reason for test and job description, a drug test in employees is applicable. Violation of the privacy rights only happens when a drug test is done without clear goals and in contrary to conditions given in the job contract. Moreover, the drug test does not apply to all employees since they do not have equal risks.