Getting hired for work today has never been harder. There are so many educated people that are looking for work and don’t mind working in fields where they have to start from the bottom that there is no reason to make that hiring process a living hell for people.
However, some employers still do their best to do exactly that. When it comes to equal work and fairness even though there are rules set in place some organizations and employers brake those rules and abuse their power. For this reason, we require an organization that will help these future potential employees so that they don’t get discriminated over for various reasons.
The Equal Employment Opportunity Commission (EEOC) is an organization that is in charge of enforcing laws that prevent discrimination in the workplace for a person’s color, religion, sexual orientation, race and many other reasons. Additionally, they don’t just focus on the hiring part they extend their reach to also include promotions, harassment, wages, and benefits, firing situations and many other work-related issues. Their website https://www.eeoc.gov// is full of additional information as they don’t shy with their help. In fact, they are experts in the field when it comes to helping the worker get his due rights as a citizen of the United States of America. This is the reason why this organization is one of the most important ones in America.
For businesses that want to educate their leadership or include themselves in the program, the EEOC has programs where they enrich and educate on seminars that are primarily done for the interest of both the worker and the employer. They also provide technical information and guidance to federal agencies that want to improve their employment programs.
The headquarters of this wonderful organization is in Washington D.C. but they have additional offices all over the country where they are ready to extend their help to any and all that require assistance for any discriminatory problems. Be sure that any and all allegations will be fairly and accurately assessed and that the situation will be professionally approached.
When it comes to drug use during working hours there are many different policies put in place by the state, the employer and the law federal law. While there is no clear rule that is being enforced in all working environments there is clearly a wish to keep a drug free environment at work for both private business owners and the government businesses.
While many policies are tailored to fit the specific needs of the company there are several guidelines where most of the companies base their policies on. Sometimes that can be the specific prohibition or allowance of certain drugs, or it can be the way they enforce their rules and the consequences. For that reason, we will be giving you an example of how a drug-related policy can be enforced at a workplace so you can know what to expect during your hiring process.
While certain drugs may not be illegal the use of them during the working hours may hinder or damage the company production and brand. For this reason, many companies enforce rules where if you have any drug abuse issues that you report it, or if you notice anyone abusing drugs during working hours that you report them to the HR department.
There are many ways a company can enforce they’re no drugs policy and one of these is the drug testing policy. While there are many laws that provide protection for the employee if there is a 0-drug use policy by the company many employees will be subjugated to a regular drug testing schedule. Usually, this requires a sample of the employee’s urine or their hair. This can be done once a month or once a year, and these tests are often performed randomly on all employees, but always making sure that the ones that were tested don’t get tested in the next cycle. However, there is no golden rule about drug testing so it can also be done once a week depending on the job.
When It comes to drugs and alcohol abuse in the workplace there is no specific law that was being adopted for every state in the country. However, there is a law that forces all government jobs that they enforce the rule that there is a 0-tolerance policy when it comes to using drugs in the workplace. For the private employers, there is no rule but it is acceptable to expect that a working environment should be drug-free. There is only an exception when it comes to private contractors that are hired to perform federal contracts, and security sensitive industries also have a drug policy that prohibits the use of drugs in the workplace.
While there are several laws that give power the employer when it comes to testing out if their working force is using drugs, there are also laws that protect and set limits on how much the employer can use their power to infringe on the privacy of their workforce.
One law that addresses this issue is the law of Americans With Disabilities Act (ADA) of 1990. Where any person that has any physical disability is protected from discrimination because they have prior drug use on their record. It directly influences and forbids by law that employers cannot fire, refuse to promote, refuse to hire or any other discriminatory act because somebody had a substance use issue in their past, or because their workforce is enrolled in any rehabilitation program.
Also, organizations and other working places that employ more than 15 people that want to form a drug-free policy at their workplace where they have a unionized workforce need to be aware of The National Labor Relations Act (NRLA) of 1935. With this act, there is a clear established relation between the management and the unionized labor side when it comes to negotiations.
It is also important to know that the Department of Labor ended the drug-free workplace program in 2010 so all laws about drug policies are usually written by the company as guidelines and enforced by the state’s stance on drugs and drug-related issues at work.