Random drug-testing programs are problematic for some unions.
Union leadership claims random drug testing is a violation of workers' right to privacy. Yet, this is appears to be an indefensible position.
Concerns of employee safety and public safety should be the #1 priority with union leaders. Sadly, it may not case for some.
Many non-union employees are required to have a pre-employment drug test and a random drug test. If workers refuse testing, they are terminated. If employees fail a drug test ... they are terminated - (which I don't view as best practice)-, or suspended and subsequently referred to an employee assistance program (EAP), which may or may not be funded by company insurance.
Simple... straight forward... and effective.
Random drug testing, conducted properly, is an effective deterrent to on-the-job substance abuse, as well as a detection mechanism. What an employee does at home is not the business of any employer. When employee's behaviors effect the safety of their colleagues or the public... it's not only their employers' business... it's their employers' legal obligation.
While many unions have adopted, or at least allowed random drug and alcohol testing, the Boston / Massachusetts Fire Fighters Union has failed to protect its members and the public at large.
No employee, or the public wants a drug or alcohol impaired individual in a safety sensitive position.
The Boston Fire Department had a recent tragedy in which two fatalities tested "positive" for drugs and/or alcohol. Whether this information should have been released to the public the way it was... is certainly questionable. No one should question the bravery of the individual involve, and most would not consider it.
The subsequent stonewalling of the fire fighters unions relative to drug testing is unconscionable, however, and a disgrace to everyone.
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If you further investigate, the firefighters union has never refused drug testing. (In fact they already have it). As it currently pertains to Boston Firefighters any change in working conditions (including hours worked, shifts, and yes, drug testing) are all required (by both the city and the union) to be negotiated within a total collective bargaining contract. The City and the Firefighters union has been at an impass with their negotiations, long before the city took the stance that they would not "sign a contract" without drug testing. Firefighters introduced safety concerns, and equipement failures that they wanted addressed in the contract, but they require a financial commitment from the city. As far as the drug testing goes, The Boston Firefighters already have drug testing. You have to pass MULTIPLE hair tests. Once prior to appointment, and once prior to your probationary year being completed (and others as they see fit during that time). After the probationary year is over, supervisors can call for an employee to be tested when they exhibit "erratic or unusual" behavior. Then the employee is placed into our EAP program, and subjected to random testing for the remainder of their career. None of this information has found it's way into the media, becuase frankly it is a better story to say "Firefighters refuse drug testing", rather than "firefighters will accept changes to their current drug testing policy for inproved safety, training and a health maintenance and wellness program." Just ddoes not have the same ring to it...
Thank you Anonymous.
Your comments definately add to this important topic.
Please allow me to clarify, however, that the subject a issue is RANDOM DRUG & ALCOHOL testing. This is what the fire fighters unions has not accepted... and ther is no excuse. RANDOM TESTING is significantly more effective than post-accident, pre-employement, reasonable suspicion, etc. testing.
I also agree that EAP is important... "firing" an individual benefits no one in the long run.
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