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 random testing, post-accident testing, reasonable suspicion testing, return to duty testing and follow-up testing.
An FAA drug test can be ordered online. FAA drug & alcohol policy development is available from drug testing industry consultants at National Drug Screening.
Questions we get regarding FAA drug testing include:
- What does an FAA drug test consist of?
- What is the urine test for the FAA?
- What do airlines drug tests test for?
Below answers all of these questions regarding the FAA drug test:
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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 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.
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Do employees need to take a 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.
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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.
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What happens if you fail an FAA drug 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.
Video Blog – FAA Drug Testing – Consortium
