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To Those Who Support a War

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When Prevention is DUE

Why Drug War Won't End

WOD & DUE Applied to Meth

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Question: Why Does an Administrative Assistant For an Auto Supply Store Need a Drug Test But Members of the US Supreme Court Don't? 






Drug-Free Workplace: Eastern Industries, Inc.

“When a drug-free workplace policy includes only drug testing, you run the risk of losing valuable employees. By offering rehabilitation services in conjunction with drug testing, we’ve been able to keep good employees while offering them a chance to revisit their bad choices.”

—Glenn A. Fritzinger
Manager of Human Resources
Eastern Industries, Inc.


Eastern Industries, Inc. has provided a wide array of construction products and services for more than 60 years. Located in Pennsylvania, the company’s product lines include stone, hot mix asphalt, building supplies and ready-mix concrete. Eastern also manages two construction divisions and employs about 650 people during peak season.

Pre-employment drug screening which excludes employees based on chemical substances detecting in urine or hair samples has never proven to deter drug usage.  It is a practice that insurance companies anticipate will reduce an employee's need for healthcare and thus enable lower premiums and larger profits for the insurance industry.  It hasn't turned out that way.  Large insurance companies have learned that those who self-medicate tend to use their benefits less.  Indeed, the highest percentage of insurance goes to families with more than one child.  Thus, if insurance companies really wanted to reduce payments, they would simply tabulate the number of children in a family and provide a cutoff. That's not an unreasonable approach.  In fact, it is predicated that one day, a family will not be allowed to have more than three children.  This will probably be enforced by birth control and abortion.    


Worked to Death


Kyle had enjoyed a great reputation in the electronics engineering industry. By the time he was 28, he was being sought out by companies and turned many offers down.  However, one company was aggressive enough in their pursuit to make a job offer contingent upon urinalysis testing.  Quest diagnostics performed the study under the direction of MROs from ChoicePoint.  When the test came back positive, Kyle agreed to the confirmatory test using Gas Chromatography/Mass Spectometry.  The result was clear to the MRO that Kyle tested positive for

methamphetamine use.  The hiring company became involved in disputing the results -- this is now considered illegal. To save his reputation, the hiring manager told a few industry leaders what had happened and Kyle was not only without a job, but he was boycotted throughout the industry.  Kyle hired an attorney who was not well prepared to handle the case.  Four months later, on the night before Christmas, Kyle bought a gun and shot himself to death in the basement of his home, leaving behind a wife of five years, a three-year old son, and a one-year old daughter.   Months after his death, it was learned that Kyle had been using a Vick's inhaler which can produce a false positive in the initial test and the MRO failed to look at the confirmatory test.  The MRO later confessed that he hadn't even received the confirmatory test but made the decision based on a conversation he had with Kyle who "seemed high strung... and even threatening." Kyle's case is not uncommon.  There have been thousands of other false positives that have destroyed lives and careers.  There are even many more where positive drug testing resulted in the loss of a productive worker.

The most harmful aspect of drug testing is that it has resulted in corporations settling for the "B" candidate instead of the "A" candidate.  The long-term effects of this are now clearly visible with the stunted growth of American companies and a weak economy.  The exclusion of drug users has tainted the term diversity, which is not true diversity, but a superficial form of it that is just another term that simply generates a new brand of discrimination.  

A Better Approach to Hiring New Employees That Costs A Lot Less
If you wonder why the price of products and services keeps escalating as the quality keeps dropping, you can blame it on the drug war.  Today's workforce in America is comprised of "B" and even "C" level candidates, the second and third picks of the lot.  Rarely does someone get hired based on ambition anymore; it's all about experience and retaining employees who won't cast a shadow over management. That's why a number of household products come from abroad. Products manufactured in China cost less and outperform American-made products.   The American companies with the highest success rate choose candidates that are enthusiastic, willing to learn, and have initiative. A disabled candidate who can do the job can cost a lot less than someone with a great deal of experience.  Studies show that high-priced candidates with experience are often too demanding and can weaken morale.  By focusing on performance, an employer is more likely to get satisfaction.
Copyright C 2007