Mandatory Random Drug Testing Policy in the Workplace : A Valid Form of Invasion to the Right to Privacy

I am about to wrap up my discussions on Search and Seizure in my Constitutional Law 2 class at the University of Cebu College of Law this week. I am therefore sharing in this entry my notes on the Supreme Court ruling discussing the issue on the validity of the random drug testing policy in the work place as mandated by RA No. 9165, or the Comprehensive Dangerous Drugs Acts of 2002. 

[NOTE: For my notes on the extent of the right to privacy in the workplace of government employees, please go to the Pollo vs. Constantino-David entry.]

In the case of Social Justice Society vs. Dangerous Drugs Board, G.R. No. 157870, November 3, 2008, a unanimous Court sustained the constitutionality of the mandatory random drug testing policy in the work place, a form search imposed by RA 9165. In analyzing the reasonableness of this policy, Justice Velasco wrote:

The first factor to consider in the matter of reasonableness is the nature of the privacy interest upon which the drug testing, which effects a search within the meaning of Sec. 2, Art. III of the Constitution, intrudes. In this case, the office or workplace serves as the backdrop for the analysis of the privacy expectation of the employees and the reasonableness of drug testing requirement. The employees’ privacy interest in an office is to a large extent circumscribed by the company’s work policies, the collective bargaining agreement, if any, entered into by management and the bargaining unit, and the inherent right of the employer to maintain discipline and efficiency in the workplace. Their privacy expectation in a regulated office environment is, in fine, reduced; and a degree of impingement upon such privacy has been upheld.

Just as defining as the first factor is the character of the intrusion authorized by the challenged law. Reduced to a question form, is the scope of the search or intrusion clearly set forth, or, as formulated in Ople v. Torres, is the enabling law authorizing a search “narrowly drawn” or “narrowly focused”?

The poser should be answered in the affirmative. For one, Sec. 36 of RA 9165 and its implementing rules and regulations (IRR), as couched, contain provisions specifically directed towards preventing a situation that would unduly embarrass the employees or place them under a humiliating experience. While every officer and employee in a private establishment is under the law deemed forewarned that he or she may be a possible subject of a drug test, nobody is really singled out in advance for drug testing. The goal is to discourage drug use by not telling in advance anyone when and who is to be tested. And as may be observed, Sec. 36(d) of RA 9165 itself prescribes what, in Ople, is a narrowing ingredient by providing that the employees concerned shall be subjected to “random drug test as contained in the company's work rules and regulations x x x for purposes of reducing the risk in the work place.”

For another, the random drug testing shall be undertaken under conditions calculated to protect as much as possible the employee's privacy and dignity. As to the mechanics of the test, the law specifies that the procedure shall employ two testing methods, i.e., the screening test and the confirmatory test, doubtless to ensure as much as possible the trustworthiness of the results. But the more important consideration lies in the fact that the test shall be conducted by trained professionals in access-controlled laboratories monitored by the Department of Health (DOH) to safeguard against results tampering and to ensure an accurate chain of custody. In addition, the IRR issued by the DOH provides that access to the drug results shall be on the “need to know” basis; that the “drug test result and the records shall be [kept] confidential subject to the usual accepted practices to protect the confidentiality of the test results.” Notably, RA 9165 does not oblige the employer concerned to report to the prosecuting agencies any information or evidence relating to the violation of the Comprehensive Dangerous Drugs Act received as a result of the operation of the drug testing. All told, therefore, the intrusion into the employees' privacy, under RA 9165, is accompanied by proper safeguards, particularly against embarrassing leakages of test results, and is relatively minimal.

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Taking into account the foregoing factors, i.e., the reduced expectation of privacy on the part of the employees, the compelling state concern likely to be met by the search, and the well-defined limits set forth in the law to properly guide authorities in the conduct of the random testing, we hold that the challenged drug test requirement is, under the limited context of the case, reasonable and, ergo, constitutional.