Substance Abuse Policy
Avionics Specialist, Inc. is required by the Federal Aviation Administration to comply with Part III, Department of Transportation 14 CFR, part 120 Anti-Drug Program for Personnel engaged in specified aviation activities and 49 CFR, part 40. It is the policy of Avionics Specialist, Inc. to maintain a Drug-Free Workplace.
PRE-EMPLOYMENT SCREENING
All applicants being considered for hire by Avionics Specialist, Inc. will be required to submit to a pre-employment drug screening. The cost for this screening will be the responsibility of the company. All applicants will be screened for the following drugs: Amphetamines, Cannabinoids, Cocaine Metabolites, Opiates and Phencyclidine.
A covered employee is defined as an employee who performs one or more sensitive safety and/or security related functions as defined in the CFR above.
In the event a prospective employee fails a drug test, ASI will not hire or re-hire the individual at that time. However, this does not prevent the company from hiring the individual at a later date if he/she has shown satisfactory completion of a Drug Rehabilitation Program to the satisfaction of ASI's Medical Review Officer.
RANDOM TESTING
ASI will conduct random testing for all employees. ASI will use a computer based random selection process using employee identification numbers.
REASONABLE CAUSE TESTING
A covered employee will submit to drug testing based on reasonable cause when at least two supervisors, one of whom is trained in detecting the indicators of drug use, substantiate and concur in the decision to test a covered employee who is reasonably suspected of drug or alcohol misuse.
POST ACCIDENT TESTING
Any covered employee who has been involved in a work related accident will be tested for the presence of drugs as soon as possible, but not more than 32 hours after the accident.
ASI Alcohol Misuse Prevention Program Summary
Avionics Specialist, Inc.'s Alcohol Misuse Prevention Program prohibits certain conduct by and requires alcohol testing of all personnel. Alcohol tests will be conducted by qualified technicians on evidential breath testing devices approved by the National Highway Traffic Safety Administration(NHTSA). Persons who violate this regulation will be subject to consequences, including removal from safety sensitive functions. Avionics specialist, Inc. has established its own policies with respect to employees who misuse alcohol. These policies are not governed by D.O.T./F.A.A. regulations, but are developed and enforced solely by Avionics Specialist, Inc.
Avionics Specialist, Inc. will conduct random testing for all employees. ASI will use a computer based random selection process using employee identification numbers.
Alcohol consumption while on duty is strictly prohibited.
Any employee found to have an alcohol concentration of 0.04 or greater may not report for duty or remain on duty in a position requiring the performance of safety-sensitive functions. The employee will be sent home for the remainder of the shift without pay. The employee will be retested at the beginning of the next shift before they will be allowed to return to duty.
If a covered employee is found to have an alcohol concentration of 0.02 or greater, but less than 0.04, that employee will be immediately removed from performing safety-sensitive functions until the employee is retested with a result below 0.02, or until the start of the employees next regularly scheduled duty period, if it occurs at least 8 hours following administration of the test.
Any employee who registers an alcohol concentration of 0.02 or above on an F.A.A. mandated test will be sent home for the day in an unpaid status the first time such a test result is obtained in addition to all appropriate disciplinary procedures and may be required to be evaluated and treated as a condition to further employment. Any employee who twice registers an alcohol concentration of 0.02 or above on F.A.A. mandated tests will be subject to termination or evaluation and treatment at ASI's option. In extraordinary circumstances, ASI may exercise the right to retest an employee rather than send the employee home.
Follow-up tests will be unannounced and at least 6 tests must be conducted in the first 12 months after the employee is back on the job. Follow-up testing may continue for up to 60 months.
