Discussion: Alcohol/Drug Testing and Employee Monitoring Policies.

The Company Policy Regarding Alcohol/Drug Testing:

            Drug/ alcohol testing policy is essential in organization operations to ensure employee's safety and health. In compliance with the Federal Law Drug-Free Workplace Act of 1988, the company is focused on developing critical policies to create a safe working environment. Alcohol and drug abuse within the working environment creates a threat to the company; thus, effective policies are essential in the company to enhance the elimination of alcohol and drug abuse in the workplace ("Drug-free Workplace Policy", 2021). The policy applies to all employees and the candidates for the employment of the organization. The HR department is has an important role in ensuring effective implementation of the policy.

 Pre-employment drug/alcohol testing

            The policy requires the company candidate employees to pass drug/ alcohol tests before enrolment to work. Ensuring drug testing to the candidate employees ensures that they are appropriate employees for the position offered, thus promoting a safe working environment. In addition, the pre-employment alcohol tests help in protecting the company and employees from the harmful impacts that may result from excessive use of drugs and alcohol by workers. State Estates firm preserves the rights to all types of drug testing, hair follicles, urinalysis, and oral fluids. The significant benefits achieved from Pre-employment alcohol and drug testing include increased protection of the Firm, increased productivity, reduced employee’s turnover, and discourages absenteeism.

Random drug/alcohol testing

            Random drug/alcohol assessment should be done on employees each month based on reasonable suspicion and based on the observation of members of the company workforce team. Before instructing the employee to be tested, it is vital to consult HR, the director, and the organization management. In addition, the administration needs to use a good suspicion observance checklist to document the employee behavior that raises suspicion and an unhealthy working environment. The significant traits that raise suspicion of being under the influence of drugs include; unsteady, fidgety, or dizzy movements, the odor of drugs and alcohol, dilated/constricted eyes, inability to verbalize thoughts, and irregular sleeping pattern, and distracted mid-thoughts. Individuals in the company who present the odor of drugs and alcohol will be tested. States of Estates supports the right to random alcohol/drug test at any time. The State of Estates firm implements the state and federal regulations to enable effective control on drug testing. The Firm will focus on ensuring a healthy and safe working environment by preventing injury and illness from occurring (Smith et al., 2020).

Procedure for employees who disagree with results of drug/alcohol Testing

            Every candidate employee has a legal right to refuse to be tested under this policy. But, the failure to comply with the policy may contribute to the termination of the position offered in the Firm. The testing procedure is vital in determining if the patient is within the set limits of the policy. The medical reviewing officer should provide the testing result to the employee. Also, the Firm will assure adequate privacy on the employee drug test results. When the employee fails to accept or disagree with the result, inform HR. The HR will provide another opportunity for testing, and when the result is positive again, the employee will be terminated for failure to observe the organization's policy.

 

 

Drug/alcohol procedure for contracted government employees who work in satellite offices

The State of Estate firm implements the federal alcohol/drug testing regulations for all employees. The policy rules apply to government and non-government employees as an adherence to the department of labor and transportation. The government employees will be tested during pre-employment and randomly in the workplace.

Drug testing in states with legal marijuana use

            It is against the law provided by the federal government to use marijuana, and the Firm supports the implementation of the law. The Firm also follows all the department labor law which affirms the consumption of marijuana as illegal. But, when the use of medical marijuana is required, the company follows the policies of marijuana legalized states.

 

 

 

 

 

 

 

 

 

 

 

The Company Policy regarding Employer Monitoring of Employees

            The company policy on employer monitoring the workers is vital in promoting privacy, safety, effective performance, and ensuring employee integrity. The Firm is committed to providing a secure environment by monitoring each step of the employees. Unethical actions from employees such as data abuse or theft may negatively impact the company; thus, the company needs to monitor employees' activities effectively. The State of Estates supports the right to monitor the workers on the employer's devices using electronic monitoring and surveillance. Unlawful action from the employee will contribute to legal action.

Monitoring of employee desktop computers

            State of Estates will be allowed to monitor the employee activity on their desktop computers. Since the Firm owns the computers, workstations, carts, cellphones, and other vital electronic devices, the Firm is free to monitor the devices to ensure ethical practices from employees (Jeske, 2021). The Firm monitors the regular team member's activity on the organization system used for the company properties. The company issues the policy guideline to the employees to ensure better performance and control unethical practices that would to harmful impacts the Firm. Moreover, the company applies the federal regulations in its current State.

Monitoring of employee personal social media use

            The policy allows the employer to monitor the employee's post that relates to the company. The workers are not allowed to post any content on social media that would impact the company's reputation. Violation of the policy will contribute to strict actions. In addition, when monitoring the employee social media, the State of Estates observe the right to individual privacy and monitoring personal social media. When using social media related to the work context, the employees are required to post content that refers only to the organization. But, the firm management is required to sign the right to monitor personal device's work-document why they plan to apply their devices for work responsibilities (Stohl et al., 2015). In addition, the organization implements the policy guidelines in the current State, federal, and State regulations.

Monitoring of employee cell phone

            States of Estates can monitor cell phone use from their employee's mobile devices. This can be done using applications that secretly record the videos, call logs, internet usage, contacts, messages, and emails. This also helps in monitoring the call with customers to enhance effective control on quality. Also, the Firm monitors the messages shared with the organization to assure effective communication and effective relationship.

Monitoring of employee company car

            The Firm has the right to monitor the employee company car. The company use location device system like Global Positioning System (GPS) to identify and track the employee’s location while in the company car. The company also uses a tracking system from the mobile phone to find the location of the employee. This is important in measuring the employee’s loyalty in their roles.