Black powder drugs: an innovative response to drug control policy

In the last few decades, drug testing has become a major policy issue in the workplace, with a host of actors competing to promote their own needs and interests. Employers, for example, seek ways to combat the use and abuse of illegal substances by employees. At the same time, unions and their employees legitimately seek to limit overly intrusive or unfair methods of testing. The courts have also been major players in the policy arena of drug testing, as witnessed by the surfeit of case law setting parameters around what is and is not legal and constitutional in terms of drug testing. In an effort to move the drug-testing debate forward, this article examines the competing interests in drug testing, interests that ultimately frustrate the courts, policy makers, employees, and their unions from reaching a consensus on the use of drug tests in the public sector. To systematically examine this issue, Rosenbloom’s competing-perspectives model of public administration is applied. The article concludes with policy recommendations for public managers. In the last few decades, drug testing has become a major policy issue in the workplace, with a host of actors competing to promote their own needs and interests. Employers, for example, seek ways to combat the use and abuse of illegal substances by employees. At the same time, unions and their employees legitimately seek to limit overly intrusive or unfair methods of testing. The courts have also been major players in the policy arena of drug testing, as witnessed by the surfeit of case law setting parameters around what is and is not legal and constitutional in terms of drug testing. Although the U.S. Supreme Court issued two pivotal decisions on drug testing almost a decade ago, there continues to be a good deal of debate over the viability of drug testing in the workplace, particularly with respect to the psychometric soundness of the drug tests themselves. In an effort to move the debate forward, this article examines the competing interests in drug testing, interests that ultimately frustrate the courts, policy makers, employees, and their unions from reaching a consensus on the use of drug tests in the public sector. 1 To systematically examine this issue, Rosenbloom’s competing-perspectives model of public administration is applied. The article concludes with policy recommendations for public managers.

Drug Testing in the Public Sector: An Interpretation Grounded in Rosenbloom's Competing-Perspectives Model

States the steps of due process that employers must adhere to when the discipline system is invoked. Discusses the idea of “just cause” and covers Carroll R. Daughty’s codification of seven “tests applicable for learning whether employee had just and proper cause for disciplining an employee”. Distinguishes between the progressive discipline system and the affirmative discipline system covering equality of treatment in particular. Concludes that a bad or misunderstood system is worse than no system at all and urges companies to make sure the policy they meets their requirements.

How to conduct due process discipline

Discipline is the power or measures package that head to decrease the disorders in the organizational life and stick to agreement between the organizational and individual goal. In this study, a research is made to determine the efficiency of discipline in organizations. The research is made with 130 employees working in Turkish owned firms and foreign owned in order to determine how managers’ effect disciplines perception and its implementation. As a result of this research, it has been observed that, in comparison with foreign owned firm managers, Turkish owned firm managers apply more discipline approaches (corrective and punitive), are less successful in discipline implementation and also a higher indiscipline rate is seen in organizations they manage. Besides, there is a perception that Turkish owned firm managers do not behave fair while trying to discipline. Employees that work under their supervision are not satisfied with discipline efforts.

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Determining the Differences between Managers' Conceptions of Discipline

Conflicts over employee drug testing programs involve competing claims about the appropriate organization of social control policy. These disputes are related to the coexistence of competing discourses of social control: (1) a juridical discourse of crime and punishment, which emphasizes citizen rights that limit state surveillance, and (2) a disciplinary orientation that strives to prevent and eliminate crime through sustained surveillance and control. The author reviews recent Supreme Court drug testing decisions and argues that the Court adopts the second perspective and supports social control techniques that are antithetical to key elements of liberal legal ideology.

Rights & Discipline: Competing Modes of Social Control in the Fight over Employee Drug Testing

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Rights & Discipline: Competing Modes of Social Control in the Fight over Employee Drug Testing