Poor judgment and impaired motor functions makes for an accident-prone employee. Operating a complex piece of machinery while impaired by drugs poses serious risks to others. Airline pilots, air traffic controllers, train operators, taxi drivers, and bus drivers are only a few examples of occupations where even the slightest bit of drug use could be life threatening for all those involved. Factory workers are not an exception. There are huge machines in a factory that when operated by an impaired employee, could cause the loss of a limb, or even the loss of a life.

Drugs change behavior and limit the ability to accurately complete tasks. There is also evidence that drug dependant employees use more sick leave and medical benefits than other employees.

The true problem is the question of whether or not it is morally wrong to test employees for illegal drug use. In order to justify drug testing in the work place one must look to rights, among other things, to determine what sorts of controls are morally permissible. In order to really determine whether or not drug testing is needed one must evaluate the connection between drug testing and the prevention of drug related harm.

Addiction is a disability and not one that calls for reasonable accommodations. It is a disability that calls for action on the part of the employer. If a company is truly concerned about their production and success, random drug testing is essential to the process.

Although concerns exist, many view the public safety threat serious enough to override any individual privacy interests. Public opinion polls indicate that there is widespread support for a variety of testing programs, even those that are random and mandatory. Although drug abuse should not be tolerated in the workplace, consideration must be taken to limit the extent to which drug testing intrudes on employees’ privacy.

People have objected mostly to random drug testing, which is mainly limited to government and private jobs, that effect public safety, like those at nuclear power plants, airlines, railroads and trucking companies. More than 90 percent of the testing is of job applicants. But most of these same companies also test after accidents and when suspicions are aroused through erratic behavior. Fewer than 10 percent of the companies test randomly or at the time of annual physical.

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