An FAA drug test is required by the Department of Transportation (DOT) and Federal Aviation Administration (FAA) for pre-employment for FAA covered employees. The FAA drug test may also be required for pre-employment random testing, post-accident testing, reasonable suspicion testing, return to duty testing and follow-up testing.
Check out our new video discussing FAA drug testing requirements with Greg Henderson an expert on FAA drug and alcohol testing programs. Greg is a former FAA inspector of employers regulated and required to have FAA drug and alcohol testing programs. Greg asks of employers – “Are you ready for an FAA drug testing audit/inspection?”
An FAA drug test can be ordered online. FAA drug & alcohol policy development is available from drug testing industry consultants at National Drug Screening. Check out our FAA DOT Compliant Policy & Compliance Manual Package.
Below we answer all of these questions regarding the FAA drug test and the FAA Drug & Alcohol Testing Program.
What does an FAA drug test consist of?
The FAA drug test is the DOT 5 Panel Drug Test consisting of a urine specimen test for OPI-Opioids (including heroin, codeine, morphine, oxycodone, oxymorphone, hydrocodone, and hydromorphone), PCP-Phencyclidine, AMP-Amphetamines (MAMP-Methamphetamine, MDMA-Ecstasy), COC-Cocaine and THC-Marijuana. This is a lab-based test with a urine specimen and tested at a lab certified by the Federal Government. The results of the FAA drug test must always be reviewed by a medical review officer (MRO). All airlines require this DOT 5 panel urine drug test.
Oral fluid specimen drug testing will be allowed in the near future for DOT FAA drug tests with the same drugs as above being test for.
Do employees need to take an FAA drug test after a long absence or furlough?
Employers often ask about the pre-employment FAA drug test upon return to the job after an extended absence or furlough. It is not required. If the employee has been removed from the random pool, FAA best practice is to conduct a pre-employment test and have a negative result if the absence or furlough lasted longer than 60 days. This policy should be consistent amount all employees. This question is addressed in the FAA Drug and Alcohol Testing regulations Title 14 Part 120 Section 120.209 – FAA Drug & Alcohol Regulations.
Do FAA regulated employers need to retest employees after 180 days of hire?
Another frequently asked question is about an employee who is hired and completes the pre-employment drug test with a negative result but does not start in a safety sensitive position right away. If 180 days elapses from the time of the original negative result, the employer must conduct another pre-employment drug test and receive a negative result prior to the performance of safety sensitive duties.
The FAA provides a great resource for drug abatement frequently asked questions. Employers regulated by FAA should review these questions to help them understand the regulations.
What type of employers are required to have an FAA drug and alcohol testing program?
The testing of drugs and alcohol among aviation employees who hold safety-sensitive positions is essential for safeguarding public safety and ensuring the security of our airspace. This testing is mandated by the Omnibus Transportation Employees Testing Act of 1991, as well as by regulations set forth by the DOT and FAA (49 CFR part 40 and 14 CFR part 120).
Employers are often surprised to learn they are quired to have an FAA drug testing program. It is not just major airlines. The Drug Abatement Division of the Federal Aviation Administration (FAA) has provided the following guidance to assist aviation employers in creating and sustaining an unannounced random drug and alcohol testing program that adheres to the stipulations outlined in 14 Code of Federal Regulations (CFR) part 120, §§ 120.109(b) and 120.217(c).
The testing of drugs and alcohol among aviation employees who hold safety-sensitive positions is essential for safeguarding public safety and ensuring the security of our airspace. This testing is mandated by the Omnibus Transportation Employees Testing Act of 1991, as well as by regulations set forth by the DOT and FAA (49 CFR part 40 and 14 CFR part 120).
Employers are often surprised to learn they are required to have an FAA drug testing program. It is not just major airlines. The Drug Abatement Division of the Federal Aviation Administration (FAA) has provided the following guidance to assist aviation employers in creating and sustaining an unannounced random drug and alcohol testing program that adheres to the stipulations outlined in 14 Code of Federal Regulations (CFR) part 120, §§ 120.109(b) and 120.217(c).
Part 120 applies to the following employers:
- All air carriers and operators certificated under 14 CFR part 119 and authorized to conduct operations under 14 CFR part 121 or part 135.
- All air traffic control facilities not operated by the FAA or by or under contract to the U.S. military.
- All operators as defined in 14 CFR § 91.147.
- All 14 CFR part 145 certificate holders who perform safety-sensitive functions and elect to conduct drug and alcohol testing under part 120.
- All contractors who perform safety-sensitive functions and elect to conduct drug and alcohol testing under part 120.
The consequences of not implementing a required FAA drug and alcohol testing can result in penalties ranging in the thousands of dollars. Each part of the program can and will be audited and each area of non-compliance can result in additional fines and penalties.
National Drug Screening (NDS) offers a comprehensive program for FAA drug and alcohol testing compliance. This program includes the required random testing or consortium process alone with assistance when your company faces an audit or inspection. We work with many repair station operators and contractors.
Need Assistance
National Drug Screening provides: FAA Drug & Alcohol Testing Programs as follows
- Consortium/Random Testing Management
- Policy Support & Compliance Guidance
- Drug testing with certified Labs and Medical Review Officer (MRO)
- Supervisor Training & Ongoing Support
- DER training, not required but highly recommended
- Audit or inspection assistance
What happens if you fail an FAA drug or alcohol test?
If you fail an FAA drug test there can be serious consequences. First, you will be removed from your FAA safety sensitive position. To regain an FAA safety sensitive position, you will need to complete a return to duty program with a Substance Abuse Professional (SAP). You will also need a return to duty testing and also required follow-up testing.
It is also possible the employer will terminate your employment. For pilots you might lose your license.
In some instances, a verified positive result or refusal to test can result in a permanent ban from performing safety-sensitive functions for FAA-regulated employers. This includes a situation where the employee has engaged in prohibited drug use during the performance of a safety-sensitive function. In cases where an FAA covered employee receives a second verified positive result, that employee will be permanently precluded from performing the safety-sensitive duties he or she performed before such a violation.
National Drug Screening Inc has experience since 1993 with the FAA drug abatement program and alcohol misuse program. Check the links below for more great information and video presentations on drug and alcohol testing required by the FAA.
What is the urine test for the FAA?
Aa previously stated this is a standard DOT drug test, a 5 panel. This includes Opioids (including heroin, codeine, morphine, oxycodone, oxymorphone, hydrocodone, and hydromorphone); Phencyclidine, Amphetamines (Methamphetamine and MDMA-Ecstasy), Cocaine and THC-Marijuana.
What do airlines drug test for?
Airlines are regulated by the FAA and must implement the FAA drug and alcohol testing program. Testing for the DOT 5 panel of drugs with urine is required and alcohol testing also required with an approved alcohol testing device. Penalties and fines for non-compliance can be extremely expensive.
What is the FAA random testing or consortium program that employers are required to participate in?
Safety sensitive employees regulate under FAA 14 CFR Part 120 required random testing of these employees. This can be a stand-alone random testing program (one employer) or a consortium random pool (multiple employers). Either type can be used. The random testing must be scientifically valid, and selections must be unannounced and unpredictable.
The FAA establishes minimum random testing rates each year for the random testing requirement. The annual selection rate for the last few years has been – the random testing is scientifically valid, and selections are unannounced and unpredictable.
Employers using the random consortium option typically work with a Consortium/Third-Party Administrator (C/TPA) to manage their program. Many work with National Drug Screening. The C/TPA must ensure the regulated employer is properly authorized by the FAA (A449, A049, or registration) before being included in an FAA DOT-regulated random pool.
Consortium and random programs are high on the list of processes that are audited by FAA inspectors. It is critical that detailed attention is utilized to manage these programs.
National Drug Screening Inc (NDS)has experience since 1993 with the FAA drug abatement program and alcohol misuse program. Check the link below for more great information on drug and alcohol testing required by the FAA.
https://www.nationaldrugscreening.com/faa-regulated-employers/
