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Drug Testing When Skilled Labor Is Scarce: My Opinion
 Even though skilled labor is getting more and more difficult to find, I don’t believe we as an industry should lower our standards, particularly regarding substance abuse policies and drug testing, just to fill positions.
I recently tried to hire two skilled workers in two days, but in both cases, adhering to our company’s substance abuse policy cost us. We had to let go of the first employee when his drug test came back positive. The other took our application, didn’t show up for the drug test and eventually called to say that he “found another job.”
These were two guys that I believed could do the job. But I don’t believe we can compromise when it is convenient to do so, or when we are so short of — or desperate for — skilled labor that we’re almost willing to hire anybody that comes through the door.
Where to Draw the Line?
Where should you draw the line on substance abuse as it affects your company?
There are those in the industry who are of the, “If it’s not on my time…” mindset where employees can do whatever leisure activities they want to as long as its not in the workplace. If they don’t see it and it doesn’t affect work, they believe, it doesn’t matter.
But does that make substance (and alcohol) abuse okay? And what kind of a message does this send to the other people who work for you (because they probably have an idea what's going on after hours)?
If everyone in your company knows that you look the other way concerning the laws governing substance abuse, how much respect can you expect them to have for you, other laws or your clientele?
Who’s to say that a coworker, seeing that this is the prevailing attitude in the workplace, may decide for himself that it’s now okay to have a little drink at lunch or to smoke a little during a break (and we’re not talking about Marlboros, here), or that it's even okay to pilfer a little from the job site?
So, do you have an obligation to police your workforce?
I can’t decide for you, but ultimately, I think the answer comes down to your own values and how much of your character you carry into your business.
If sales and volume come before ethics, morality and citizenship, then so be it. That’s who you are, what you stand for and, no doubt, you probably can sleep well at night.
But for most of us, I hope that is not true or even close to true.
It is indeed a tough time to find qualified employees. But I believe tough conditions really tell you — and those around you — what you’re made of, what what you stand for and what your values are.
If you don’t work for it, I don’t believe you deserve to reap the benefits. Decide who you are, regardless of the specific situation you’re in, and commit to being that person.
You know where I stand. Leave the chameleon behavior to our elected officials.
Nation's Building News Correspondent Greg Miedema, CGR, CAPS, is president of Dakota Builders in Tucson, Ariz. He is chair and founder of his local Remodelors™ Council, a member of the NAHB Remodelors™ Council Board of Trustees and currently serves as the chairman of the Remodelors™ Council Public Affairs Committee. The Southern Arizona Home Builders Association (SAHBA) has named Dakota Builders, Inc. Remodelor™ of the Year in 1998, 1999, 2000 and 2003. For more information, send him an e-mail.
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