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Accessory Plus Incorporated’s Drug Abuse Case

Overview of the case

Drug addiction is an undesired incident in any given work environment. For a company to deal with incidences of drug abuse and related incidences in the work environment, a clear policy on drug abuse should be established. In the case of Accessory Plus Incorporated, the issue of drug abuse has been suspected. However, there is no policy framework for the company to deal with the case and provide an amicable solution to the problem. One employee is suspected to abuse drugs, and the company does not know the action to take in addressing the vice. Though there has not been any main interruption that has been caused in the operation of the company, the company management feels that it is desirable to take any action before disruption is caused. According to Jones, Steffy, and Bray (1991), this is a wise step for a proactive management strategy. It is a clear pointer of the ability to embrace strategic management practices in the organization. The problem that faces the management is the lack of a strategy to solve the drug abuse.

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Drug abuse at the workplace and Americans with Disabilities Act.

According to Behren (n. d), the issue of drug addiction in the workplace is extensively covered in the Americans with Disabilities Act. Alcoholics and drug addicts are protected by this legislation. However, there are exceptions to the manner in which the legislation is administered. People who are addicted to drugs and alcohol are not protected by the legislation. People who are fully covered by the legislation are those who are undergoing rehabilitation. In addition, rehabilitated addicts are fully covered by the Act. People who are still addicted are not covered under the protection that is offered by the legislation especially when they present direct risks to themselves or to other people at the workplace. According to the ADA, drug addicts who do not pose threats to the work environment and their employers are supposed to be accommodated and assisted by the employer.

The ADA provisions give room to companies for the development of workplace policies on drugs so long as the policies obey the legislation. Companies are given room to detect cases of drug abuse by observing a number of characteristics depicted by employees, which are enlisted in the legislation (Batiste, 2011). Therefore, Accessory Plus can use best practices in convincing Pat to take a drug test. According to the ADA, Pat has not caused any danger in the company and thus has a right to full accommodation from the organizational management.


  • Accessory Plus should develop drug policies that would guide in dealing with cases of drug abuse. Drug abuse is likely to increase due to the deployment of college students.
  • The company needs to assess and familiarize itself with all legislation concerning drug abuse at the workplace. One of the main legislation that should be grasped by the management of the company is the ADA. This will ensure that the company policies do not clash with prevailing legislation.
  • The company can do a survey to familiarize themselves with the impact of drug abuse at the workplace. This survey will give a clue of how to lay down sound policies to address the issue.
  • The company has to involve its employees when developing the policy framework because their policy will affect them directly, and thus their views are critical.
  • The company should develop a draft policy that would be subjected to improvements before it fully takes the course.


Batiste, L. C. (2011). Accommodation and Compliance Series: Employees with Drug Addiction. Web.

Behren, S. M. (n.d). Is Alcohol or Drug Addiction Covered by the Americans with Disabilities Act (ADA)?. Web.

Jones, J. W., Steffy, B. D., & Bray, D. W. (1991). Applying psychology in business: The handbook for managers and human resource professionals. Lexington, Mass: Lexington Books.

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