Reference no: EM132300108

The U.S. Forest Service operates twenty-eight Job Corps Civilian Conservation Cen-ters. These centers are residential facilities located in remote, rural areas. They offer education, vocational training, and counseling. Students, ages 16–24, engage in work-based learning to conserve, develop, and manage public natural resources and public recreational areas. Students are subject to the Job Corps Zero Tolerance Policy, under which a second positive test for drug use results in expulsion from the Job Corps. Job candidates and employees of Job Corps Centers are subject to consider-able scrutiny, including extensive background checks. All employees are responsible for “modeling, mentoring, and monitoring” appropriate workplace behavior. Forest Service Job Corps Center employees include (1) administrative staff such as clerks, computer assistants, and medical records technicians; (2) educational staff including classroom and driver’s education teachers; (3) counseling staff including guidance and drug/alcohol counselors; (4) vocational training staff; and (5) residential and rec-reational employees include social service and recreation assistants. Following an investigation by a Senate committee that identified a drug problem among Job Corps students, the Job Corps Zero Tolerance Policy was established. All staff were instructed that they would be held accountable for actively supporting and implementing the policy and that they would be held to the same standards of con-duct as students. After several false starts, the Forest Service implemented a random drug-testing program to which all Job Corps Civilian Conservation Center staff were subject. A union sued on behalf of the employees challenging the drug-testing pro-gram. What should the court decide? Why?