Originally from Dispute Resolution Journal

Employee drug-testing cases are likely to present arbitrators with a complex of procedural and scientific issues. The validity of requiring an employee to submit to a test probably will be challenged, as will the accuracy and significance of the reported test result. These challenges may entail arbitral scrutiny of analytical procedures, laboratory quality, and the propriety of basing disciplinary penalties on test results. joint labor- management agreements pertaining to substance- abuse policy could help narrow the issues in dispute.