Background Information You have been the Human Resources Manager at the Queens, New York division for Trust Disability Services (TDS), for the past 5 years. The president and founder, Sam Boss, has been a friend of yours since you met in high school. You were the first non-family member to be hired by Sam to work for Trust Disability Services. Previously, you held a number of positions including human resources generalist for a major hotel chain and human resources director with a local utility company. The Queens, New York division of TDS is the largest branch office with 10 social workers, 7 full-time nurses, 4 part-time nurses, 40 part-time home health aides, and 3 full-time handymen. Because of your job title, relationship with Sam, and years of expertise in human resource management, Sam frequently consults with you when he is making policy decisions. Scenario Currently, the hiring processes at Trust Disability Services are standardized at headquarters and at the local divisions. Each job applicant completes a standardized application, submits a resume, does pre-employment testing, and goes through a screening process that includes, contacting references and former employers, a criminal background check, and drug testing. This was not the case when the organization was first started. As a result, many long time employees have never gone through a background check. The employees of Trust Disability Services work in clients homes and have contact with vulnerable individuals (e.g. children, elderly, infirm). Sam Boss would like to reevaluate the companys screening policies.

Describe whether it would be necessary to conduct drug testing on all employees (new and existing), and analyze employee privacy rights pertaining to drug testing.