Controversy over Nicotine Testing

February 13th, 2012Employee Screening, Ethics0 comments

In parts of Pennsylvania, and increasingly in other parts of US, is what some people are calling a disturbing trend in employment. The practice has begun in major healthcare organization but other types of facilities, including hospitals and even industry are following suit in testing prospective employees or existing employees for elevated levels of nicotine in the blood, indicating tobacco abuse. Those who test positive for nicotine run the risk of being turned away as possible employees. So far, firings for tobacco use are not a factor.

The nicotine policy is going into affect as of February 1, 2012 in the Geisinger Health System—a large healthcare system in Pennsylvania. According to the policy, applicants that have a positive test for nicotine will be giving quitting advice and will be allowed to re-apply for a job in six months. Existing employees are exempt from the program. The total cost of such a program for this corporation is expected to be about $47,000 per year.

But will it actually save money and is this discriminatory under the Americans for Disabilities Act? It’s certainly possible that the program will save money. Billions of dollars are spent in the US on tobacco-related health problems such a high blood pressure, heart disease, stroke and certain cancers. By not hiring these unhealthy employees, the company stands to save money on healthcare costs and insurance premiums. The issue of the Americans for Disabilities Act is being discussed but has not yet been settled. As a result, a total of 19 states will allow employees to do these kinds of screenings.

Proponents point out the focus on wellness and the ability to reach potential employees through the incentive of getting a job if they quit smoking. They point out the savings in healthcare costs and believe such programs are completely above board, if not necessary to keep healthcare premiums and medical costs to a minimum. They point to the presence of positive behavioral changes in prospective employees and the probability of their improved health.

Detractors have a different opinion on the issue. Not only do they believe such testing for nicotine is discriminatory, they wonder where it will all end. Will employees be denied employment if they are obese, have high blood pressure, diabetes or high cholesterol. There’s technically very little to stop employers from demanding such testing on prospective employees and it can be that only the very healthiest of employees get hired. The “unhealthy” employees have the opportunity to suffer from poverty or perhaps must take a less lucrative job, despite their credentials.

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