--------------- Forwarded Message ---------------

From: Sundance, INTERNET:sundance@qadas.com


NOTES:


[1] CEO is Ryal Poppa and is reported to be on personal crusade.
Address:
2770 S. 88th Street
Louisville, CO, 80027


[2a] Dearborn, MI [2d] Sunnyvale, CA [2g] Huntsville, AL
[2b] Chicago, IL [2e] Atlanta, GA [2h] Pittsburg, PA
[2c] Portland, OR [2f] Houston, TX


[3] Taken from "Varian Network," an internal newsletter. About positive
results in the interview process, it said that after an employment offer is
accepted the employee must provide a urine sample. If the test is positive
the employee meets with a medical officer; if the positive result is
confirmed the offer is recinded and the person may not reapply for 6
months.


[4] The testing company will re-test THE SAME SAMPLE on a positive result;
if the re-test is positive the candidate is not hired. There is NO retest
from a different sample.


[5] Additional urine test required after returning from 12 or more months
of extended leave. Also has a no smoking policy -- no smoking anywhere on
the grounds, including in your own car if parked on the grounds.


[6] Testing at Texas Instruments is company wide, except for its overseas
divisions. TI uses EMIT (Enzyme Multiplied Immunassay -- the cheapest and
most common screening test in use) followed by GC/MS. In the random
testing: if you test positive then you must enter rehab. On a second
positive you are out. Furthermore, it a violation to even have beer in the
trunk of your car on company property. All this is spelled out in anti-drug
pamphlet that you get before interviewing.


[7] Update: 07/24/96. The US Navy tests for: cocaine, amphetamines, pcp,
marijuana and LSD. The Navy is one of the few organizations that requires
substances be detected in samples via mass spectrometry AND gas
chromatography by two separate technicians before returning a positive
result.

For active duty personnel, detection of any illegal drug for anyone above
the lowest enlisted grade is automatic and mandatory grounds for
disciplinary action (almost always a "captain's mast") and dishonorable
discharge. An exception is made for members of the lowest enlisted grade
who are caught
testing positive for marijuana use.


[8] Western Data Corp asks if you will take the test on the application
form.


[9] Intel is an avid drug-tester, including requiring testing in its
overseas divisions. You must sign a waiver giving company rights to use
results of test in any way they wish. Additionally, you must sign a form
agreeing to be tested within 72 hours of a verbal or written offer. Failure
to do so presupposes your guilt and makes you ineligible for hire for 1
year. Also after the usual "have you been convicted of any felonies," Intel
has an additional question of "have you been convicted of any marijuana
misdemeanors."

Testing policy is only applicable to 'inside' contractors and regular
employees. Testing is not required for 'outside' contractors.


[10] Encompass also reserves the right to search an employee's vehicle and
person upon reasonable suspicion.


[11] Albertson's is a supermarket chain that has signs outside proudly
proclaiming that they invade their employees' privacy with urine tests.


[12] CostCo is a wholesale consumer goods store that has signs outside
proudly proclaiming that they invade their employees' privacy with urine
tests.


[13] Each business unit in AT&T sets its own policies. Bell Labs and
certain other units do NOT test.


[14] Corporate medical director keeps copies of ALL test results.


[15] Testing at Cygnus Support is at employee discretion; management has
considered instituting potency testing of certain drugs, but lacks
consensus on which drugs to test.


[16] Citibank tests only for cocaine, heroin, pcp, amphetamines, and
barbiturates. No testing for marijuana or psychadelics (except pcp) are
conducted.


[17] Sun runs a check on your DMV record; if you have an outstanding
Failure to Appear, DUI, etc. they don't hire you.


[18] If tested positive the lab will do another test with the same sample
and you may request another test within 72 hours at a company approved lab
at your expense.

If tested positive on pre-hire, they will not hire you. You may reapply in
45 days.

If tested positive while working, there is a mandatory 10 days off without
pay and must test negative before returning to work. There will be 4 more
random tests within the next 12 months.

If there is second positive, 15 days off without pay and 8 tests in the
next 24 months.

The third positive results in termination.

Results are held in personnel record for 2 years. Presumably, this
information may be made available to future employers and insurance
companies.


[19] This has to be the prototypical anti-piss-testing policy statement:

FringeWare Inc. hereby resolves, by unanimous approval of the
shareholders and Board of Directors, that it opposes any and all
forced drug testing of its employees and will not establish any
policies which conflict with this publicly stated position.
Moreover,
FringeWare Inc. will hereafter endeavor to encourage its vendors
and
subcontractors to follow suit in countermanding oppression by
pee-sniffing fascists who would usurp our individual rights, and
the
Board of Directors has collectively vowed to piss on anybody who
tries
to make us initiate testing.

Signed: Jon Lebkowsky, President
Paco Xander Nathan, Vice President"

[update 07/07/93]
FWI vice president Paco Xander Nathan sued Motorola over their drug testing
in 1993, and won, before leaving to help build smaller, more adaptive
firms.


[20] Psychological Profile Testing is not required for individual
contributors. However, a satisfactory Psych Profile Test is a prerequisite
for entry into management.


[21] In addition, there is also a random search policy for individuals,
their personal effects, and, WITH A WARRANT, their homes. Employees are
terminated for misuse of LEGAL, over-the-counter drugs, such as Sudafed.
Taking more than the recommended dose is grounds for termination.


[22] Brooktree is a company that DOES NOT do Human Quality Testing. In
fact, every employee is given a plaque with the "Brooktree Values". Value
#6 reads: "Brooktree believes everyone - including employees, customers,
shareholders, and suppliers - should be treated with mutual trust, honesty
and respect." Brooktree has on-site monthly parties with beer, wine and
live bands. Beer and wine are also served at "all-employee meetings".


[23] The following note was received regarding The Registry, a member of
the "bad" list. John De Armond asked the sender to correct any errors there
may be in the entry. But, as she did not do so, her original note was
placed here. I should also note that a 1993 issue of "Inc." magazine in a
report promoting Human Quality Testing, used The Registry as a case study.
While the report did not mention drug testing per se, it DID metion their
use of personality testing.

-------- I serve as the Director of Corporate Services at The
Registry, Inc. I have just received a copy of your publication
titled
the Great Usenet Piss Test Registry Project Monthly Posting and see
you have used our name in this listing.

The information you posted on The Registry, is inaccurate. Please
take
the necessary steps to obtain the correct information, or remove
The
Registry from that list. This is slanderous information, and
request
you to remove it.

Rita C. Stevens
rstevens@tri.com"


[24] Litwin is "AN OFFICIAL MEMBER OF THE HOUSTON DRUG FREE WORKPLACE
INITIATIVE" (or whatever else the DEA is calling itself these days). They
have instituted a random test/random search of office and person. Recourse
is undefined at this point, but the announcement stated that one could seek
confidential counseling prior to being asked to take a test but not after.


[25] Comdisco hypocritically allows certain valuable employees who will not
take a urine test to work as contractors.


[26] Sony Corporation of America, including Sony Workstations in San Jose.


[27] No hire after positives on initial and automatic re-test


[28] Other - company requires submission of Social Security Number with
resume for any consideration.


[29] T.J. Rogers told the press, "If I instituted drug testing at Cypress,
I would get a brick through my windshield. And I would deserve it."


[30] Formerly GE Consulting Services.


[31] Formerly GE Aerospace.


[32] Also: Merck, Sharp, and Dohme; Astra-Merck Inc, DuPont-Merck Inc.
Blood and urine are taken for drug screen. Urine test done first, if
positive, blood test is conducted. Blood is also drawn for blood chemistry
-- cholesterol, etc. Full physical on new-hire and return from any
disability, including hearing, vision, EKG, chest XRAY, blood pressure,
pulse, pulse under stress, and complete medical history. Any medications
are disclosed at this time (prior to test of urine/blood).


[33] Atlantic Research Corporation, a wholly-owned subsidiary of SEQUA, has
a policy that encompasses random drug testing but, in practice, does no
drug testing at the present time because of the expense.


[34] Micron conducts urine-testing PRIOR to the interview process.


[35] Calgon requires that employees sign a contract before the interview
process that basically gives them all rights to interviewees urine test, as
well as requires a mandatory physical with a direct drug test screening.
They also reserve the right to search employees' bags or vehicles for any
reason WITHOUT RECOURSE.


[36] Great Lakes Chemical Corporation tests 50% of its employee base per
year. Also, upon 1st positive, Human Resources will get involved, as I
understand it, to sweat a confession of drug use out of the employee while
they run a better test. Nothing is known of the action taken after a 2nd
positive.


[37] Other: Drug testing policy is not disclosed prior to offer of
employment


[38] Network Systems recently merged with StorageTek of Denver and that is
when testing policies were implemented.


[39] Bell Atlantic gives employees a chain-of-custody form, complete with
an 800 number.


[40] AMD requires 2 sets of blood and 2 sets of urine, a general health
report, a hearing test, an eye test, and test of lung capacity. The lab
conducts some tests locally and sends the other sample to an outside
agency.





==========================::Karl Marx::===========================
Hegel says somewhere that all great events and personalities in
world history reappear in one fashion or another. He forgot to add:
the first time as tragedy, the second as farce.
===::THE EIGHTEENTH BRUMAIRE OF LOUIS NAPOLEON, ch. 1 (1852)::====
dance I said.... sundance@qadas.com


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