HRM 510 WEEK 4 DISCUSSION - 83713

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Would you advise an employer that operates retail clothing stores to drug test? If so, under what circumstances? Using what procedures? What should be done regarding applicants or employees who test positive? Please respond to the following: • Are workplace appearance and grooming policies necessary? If so, what policy would you recommend with regard to office workers who have some contact with clients/customers? To what extent should the policy differentiate between male and female employees? NOTE: THREE ANSWER POSTED FOR EACH DISCUSSION AS A BONUS JUST CHOOSE ONE
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DISCUSSION 1

Would you advise an employer that operates retail clothing stores to drug test? If so, under what circumstances? Using what procedures? What should be done regarding applicants or employees who test positive?

I would advise an employer that operates a retail clothing store to drug test all employees and applicants who are looking to work for the company.  As stated in Chapter 6, many employers require employees or job candidates to provide urine, blood, saliva, or hair samples that are sent to labs and tested for substances indicating use of illegal drugs (Walsh 2010).   I feel that it is the best decision that can be made in the retail field; reasoning is I have a background in retail and restaurant management and there are many times where individuals have made bad or poor decisions because they were under the influence or illegal drugs. That is not stating that bad or poor decisions are not made sober either.  I feel that employees should be tested under the circumstances for pre-employment, random drug test as well as promotional drug test.  This will allow all decisions to be biased and based on the individual’s outcome of their test. For these reasons discrimination cannot be determined for disqualifying prospective candidates or current employees.  In an industry where crime is high due to internal theft, I feel that it is needed so that companies within the industry are not turned over by individuals that are using illegal drugs.  On top of all of that there is also a safety issue for staff and customers.  I have been in the position where former employees would come to work under the influence and cause an accident and caused others to be hurt along with them. 

I think that any applicant that test positive should not be hired but given the opportunity to apply again within six months. For employees that test positive I think that they should be reprimanded by the company. The first offense would be a written warning with suspension for three days without pay and have to go through a counseling program.  I feel that we should also try and help our teams and staff better themselves.  The second offense will be termination without rehire.  Again I think that this is a topic that should be taken very serious.

Walsh, D. J. (2010). Employment Law for Human Resource Practice. Mason, OH: Cengage Learning

OR

Would you advise an employer that operates retail clothing stores to drug test? If so, under what circumstances? Using what procedures? What should be done regarding applicants or employees who test positive?

There are several steps in the hiring and recruitment process. After the initial interviewing process and offering of employment, the candidate has to go through background check and drug test if it is applicable to the hiring process requirements. One action

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