Drug and alcohol testing of safety-sensitive aviation employees helps protect public safety and keep our skies safe. Testing is required by the Omnibus Transportation Employees Testing Act of 1991 and by DOT and FAA regulations (49 CFR part 40 and 14 CFR part 120).
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Alcohol – DOT alcohol tests can use either saliva or breath (with PAS devices) but confirmation tests must use EBT devices.
Drugs -As specified in DOT regulations 49 CFR part 40 with the Cut Off levels listed in DOT regulations 49 CFR part 40; the following substances will be tested for:
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No FAA-regulated employer may hire any individual for a safety-sensitive function listed in § 120.105 unless the employer first conducts a pre-employment test and receives an MRO-verified negative drug test result for that individual. No employer may allow an individual to transfer from a non-safety-sensitive to a safety-sensitive function unless the employer first conducts a pre-employment test and receives a verified negative drug test result for the individual. Employers must conduct another pre-employment test and receive a verified negative drug test result before hiring or transferring an individual into a safety-sensitive function if more than 180 days elapse between conducting the pre-employment test required by paragraphs (a)(1) or (2) of this section and hiring or transferring the individual into a safety-sensitive function, resulting in that individual being brought under an FAA drug testing program.
A SAP (Substance Abuse Professional) is required when any safety-sensitive employee violates any DOT drug and alcohol regulations. Once the violation has occurred, the employee must not perform any DOT safety-sensitive duties for any employer until and unless he/she completes the SAP evaluation, referral, and education/treatment process set forth in this subpart and in applicable DOT agency regulations.
Employers wishing to permit the employee to return to the performance of safety-sensitive functions, you must ensure that the employee takes a return-to-duty test. This test cannot occur until after the SAP has determined that the employee has successfully complied with prescribed education and/or treatment. The employee must have a negative drug test result and/or an alcohol test with an alcohol concentration of less than 0.02 before resuming the performance of safety-sensitive duties.
A SAP or MRO must not make a “fitness for duty” determination as part of this re-evaluation unless required to do so under an applicable DOT agency regulation. It is the employer’s responsibility to decide whether to put the employee back to work in a safety-sensitive position.
Follow-up testing is required for drivers who:
Follow-up testing is prescribed by the substance abuse professional (SAP) for a minimum of 6 directly observed tests in 12 months, but can be extended an additional four years.
No, If you as an employer are unable to conduct a pre-employment drug test and obtain a negative result, in accordance with 14 CFR § 120.109(a), then you are prohibited from hiring or transferring an individual into a safety-sensitive position. The same is true if you conduct pre-employment alcohol testing in accordance with 14 CFR § 120.217(a). There are no exceptions to these provisions. If you furlough an employee and remove the employee from the random testing pool, you are permitted under 14 CFR § 120.109(a)(4) to conduct a pre-employment drug test of the employee prior to returning the employee to the random pool.
Employers may choose but are not required to, conduct pre-employment alcohol testing under this part. However, if an employer chooses to conduct pre-employment alcohol testing, it must comply with the following requirements:
For information regarding the effects of drug abuse – Click Here
For information on a drug free work place – Click Here
For information on substance abuse programs – Click Here
For information on DOT Drug / Alcohol Testing requirements – Click Here