week 8

profiledjinvasion16


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AnnotatedBibliography.docx

Drug Testing in Law Enforcement

Bharat, C., Webb, P., Wilkinson, Z., McKetin, R., Grebely, J., Farrell, M., Holland, A., Hickman, M., Lucy Thi Tran, Clark, B., Peacock, A., Darke, S., Li, J.-H., & Degenhardt, L. (2023). Agreement between self‐reported illicit drug use and biological samples: a systematic review and meta‐analysis.  Addiction118(9), 1624–1648.  https://doi.org/10.1111/add.16200

This study is valuable since it is directly related to the reliability of drug testing in the professional environment. This will be the context I draw from for explaining the rationale behind the importance of biological versus self-reports for assessing officer fitness for duty by law enforcement agencies. This study also aids with accuracy and accountability in public safety employment arguments.

Mordechai-Strongin, B. (2023). Giving the Fourth Amendment Meaning: Creating an Adversarial Warrant Proceeding to Protect From Unreasonable Searches and Seizures.  University of Michigan Journal of Law Reform56(3), 951–988.  https://doi.org/10.36646/mjlr.56.3.giving

Mordechai-Strongin (2023) discusses Fourth Amendment issues pertaining to drug testing and searches. The article covers the constitutional safeguards and suggests constitutional protections and safeguards for matters related to fair drug testing procedures. This source is important for my research because it has a direct relationship between the policies of drug testing and the legal aspects of the Constitution. I will use it to undertake my discussion on the standard for “reasonableness” as applied to workplace drug testing in the legal workplace of law enforcement officers.

U. S. Equal Employment Opportunity Commission (n.d).  Title VII of the Civil Rights Act of 1964.

The EEOC offers guidance regarding the Civil Rights Act of 1964 (Title VII) and its implications for workplace discrimination, such as drug testing policies. This source provides guidance for employers to avoid discriminatory practices and unequal treatment due to drug testing. I will draw information from this source in my discussion of ethical and legal compliance of agency drug testing programs. It has important uses for police procedures, EEO, and fairness, particularly in government agencies.

Helander, A., & Sparring, F. (2025). Workplace Drug Testing—Prevalence of Positive Test Results, Most Common Substances, and Importance of Medical Review. Drug Testing and Analysis. https://doi.org/10.1002/dta.3863

Helander and Sparring (2025) review the readily available data on the prevalence of positive drug tests in the workplace, the predominant drugs found, and how this is utilized by a medical review officer (MRO) to interpret the results. The research identified that a proportion of workplace testing was positive (relatively small positive sample), with the substances of cannabis, amphetamines, cocaine, and benzodiazepines being considered prevalent in this sample. Importantly, the authors are reminded of all the positive outcomes which may be associated with legally prescribed drugs, which require medical review prior to taking disciplinary or employment decisions. I will use this study to demonstrate the need to have a work ethic without being unconcerned with the fairness issues and the context of the medical field, particularly in safety jobs like law enforcement. It also enhances my media literacy on issues of legal and ethical problems with false assumptions and the importance of formal review procedures.