Ferguson Incorporation Case Study

Both of these scenarios are tricky ones. On the one hand, any employer would want to get drugs out of the workplace. On the other hand you don’t want to invade an employee’s privacy. At the same time some jobs may require employees to conform to a certain standard of behavior both on and off the job,

The Company commits to provide a workplace where all employees can work together productively and comfortably. Each individual has the right to work in a professional environment that prohibits unfair practices and encourages equal opportunity. The Company will not tolerate harassment

The employees in the organization have a legal right to a safe and healthy workplace, file complaints on workplace hazards, request their employer to fix dangerous conditions, it is the employees responsibility to also read the workplace safety and health poster as well as giving account on hazardous conditions to the employer, report work related injuries to the employer and seek proper treatment (Safetyworksmaine, 2013).

Some workers also had drug problems and funds were stolen from administrative offices. This led to people being fired and a bigger budget to manage for the administrative offices. The failure of some probationers to violate the drug policy and not showing up to meetings and counseling with probation officers led to violating probation and a strike against them. Some probationers ended up with fines, others community service, and the rest earned jail time. To prevent future drug problems, alcohol problems, and sexual harassment and relations, awareness courses and testing would need to be done as soon as possible. Alcoholics anonymous could be formed as a group solely for the probationers and the employees who have alcohol and drug problems. Sexual harassment courses, as well as drug and alcohol courses, with internet options to complete and hybrid courses

5. Should employers be able to resist employee’s high risk behavior? Why or why not?

In order to properly address the matter of an employee who is suspected of coming into work under the influence of illegal drugs, we must ensure that we follow the businesses disciplinary processes and if the process leads to it, we must ensure that, the reason for dismissal falls under one or more of the 5 fair reasons under the Employments Rights Act (1996). These reasons can include:

The issue about smoking in the workplace is important to organizations today because it has direct impact on both smokers and non-smokers. With this issue, it forces organizations to develop smoking policies. If I was the HR director at the castle, the policy

Coming to a solution, in order not to violate any right; smokers should have designated smoking areas. Following the rules and regulations, the non smoker will carry out what

Employers must ensure that the exposure of employees to hazardous substances is either prevented (i.e. no exposure) or adequately controlled. If it is reasonably

I am surprised that you have not experienced any workplace violence or anyone with substance abuse probles at work. This is occurring more and more every day. However even though it is occurring more, it is underreported. I experience a co worker who was addicted to iv pain medications. She was a mother, wife, and a good worker. She never came to work with slurred speech. Everyone just thought she just wanted to help when she would volunteer to give pain medications to patients. She always did her job to the best of her ability. No One expected anything of her. Pharmacy waited until she was caught in her vehicle with sharp containers, needles, and medications until they informed us they were suspicious of her taking medications. I

In compliance with the Drug-Free Workplace Act of 1988, [Company Name] has a longstanding commitment to provide a safe, quality-oriented and productive work environment consistent with the standards of the community in which the company operates. Alcohol and drug abuse poses a threat to the health and safety of [Company Name] employees and to the security of the company's equipment and facilities. For these reasons, [Company Name] is committed to the elimination of drug and alcohol use and abuse in the workplace.

Specific programs that Lynne should launch include an Employee assistance program (EAP), “to help employees cope with physical, mental, or emotional problems (including stress) that are undermining their job performance” (Gomez-Melia et al., 2011, p. 561). In additional, Lynne should look at implementing wellness programs which are “preventive efforts designed to help employees identify potential health risk and deal with them before they become problems” (Gomez-Melia et al., 2011, p. 561). A wellness program will “encourage

No using of tobacco in the area of the university or the area near it

Breaks offer employees a chance to rest, get some fresh air, eat lunch, or whatever they may please. Breaks are usually issued to those who work five or more hours, and vary in time from workplace to workplace. Employers have the power to choose whether or not to pay their employees for their breaks. Employees smoking on their free time, or while off the clock, is their personal decision and should not concern or damage their place of employment, but when taking unverified breaks from work to smoke a cigarette becomes hazardous and destructive to the business, then smoke breaks should no longer be allowed. Many may ask “why?” The following facts prove why smoke breaks should no longer be allowed.

With the rise in Fentanyl overdoses we are concerned with the safety of your employees while working in high risk environments.