BoardRoom Discussions

Per our compliance to RA 9165, we are about to schedule drug testing in a few days, it’s all systems go, having finished the information campaign and the set up of the technical requirements.

The information campaign resulted to mixed reactions from the audience, anxious that their behavior in the past might still reflect on the urine samples, ha ha. They’re aware that if  an employee is found positive for dangerous substance after the confirmatory test, may be subject for dismissal in the event of failed rehabilitation. I think we did a good job making the majority comfortably educated, at the same time, scare the hell out of the drug users, if there’s any.

We shared with them the reasons why we are having this campaign:

• The company is complying with the law, Republic Act 9165

This law mandates public and private companies with a minimum of 10 employees, to adopt a policy that will ensure a drug free company. Aside from the campaign, drug testing will be implemented and corresponding administrative procedure will observed should someone will be found positive of substance abuse, according to article 282 of the labor code

• We took into consideration their safety and security

A substance or dangerous drug user is a potential harm, we don’t have to wait for someone to get hurt or the company to suffer loss for pilferage or damage before management will act

• The campaign is preventive and corrective, rather than punitive.

Though there are provisions that company can terminate an employee for substance abuse, management would like to give them reasonable time to undergo rehabilitation.

If you are managing a small or medium enterprise and need assistance on how to go about this campaign, feel free ask. You can send email at cnr[at]sesantos[dot]com[dot]ph.