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FAA Regulation Compliance

Criminal Background Check Required

In accordance with the Federal Aviation Administration regulations we are required, as your employer, to perform a complete background verification. The following crimes will disqualify you from obtaining authority to have unescorted access privileges to the security identification display areas of an airport. Before applying for employment with Aviation Personnel, please review this list:

Additional Background Checks & Verifications

Applicants for employment with Aviation Personnel may also be required to submit to additional background checks and verifications, either prior to employment or as required by our clients. Please review the list below to familiarize yourself with these requirements prior to applying for employment.

Drug Screening Required

Aviation Personnel is a drug-free workplace. Aviation Personnel conducts the following drug and alcohol tests:

DOT/FAA Drug and Alcohol Testing Program

Aviation Personnel is registered (Registration Number: CONN534B) with the FAA’s drug abatement division certifying that Aviation Personnel complies with 14 CFR Part 120 and 49 CFR Part 40.

Aviation Personnel complies with the drug testing regulations of the Department of Transportation (DOT) (49 CFR part 40) and the Federal Aviation Administration (FAA) (14 CFR part 120).

For any additional information about the DOT/FAA Drug and Alcohol Testing Program please contact Aviation Personnel’s human resources department at Phone # 866-614-2840 or for questions about our registration with the FAA drug abatement division please contact:

FAA/Office of Aerospace Medicine
Drug Abatement Division (AAM-810)
800 Independence Avenue, S.W.
Washington, DC 20591

Company Contact Information

If you have any personal problems, questions concerning drug abuse, or need to confide in someone, you are encouraged to contact:

Title: D.E.R. (Designated Employer Representative) Telephone: 866-614-2840

For More Information about DOT and FAA Requirements or our Company Policy, contact Human Resources at: 866-614-2840.

For more information relating to the FAA/DOT program requirements, visit the following Web sites:

For FAA: https://www.faa.gov/about/office_org/headquarters_offices/avs/offices/aam/drug_alcohol/

For DOT: http://www.dot.gov/ost/dapc/

Consequences of Using Prohibited Drugs or Alcohol While Performing Safety-Sensitive Functions:

An employee who has engaged in prohibited drug use during the performance of a safety-sensitive function will be immediately removed from performing safety-sensitive functions. Information is available in 14 CFR §120.111(e)(2).

Consequences of a Verified Positive Drug Test:

A covered employee who receives one (1) verified positive drug test result on a FAA required test will be immediately removed from all safety-sensitive duties. An employee who has violated a FAA drug and/or alcohol violation cannot return to the performance of safety-sensitive functions until the employee has been evaluated by a Substance Abuse Professional and successfully completed the return-to-duty process outlined in 49 CFR Part 40, Subpart O (49 CFR §40.23(d)).

A covered employee who receives a second verified positive drug test on a FAA required test will be immediately removed from performing safety-sensitive functions and is permanently prohibited from performing that safety-sensitive function for any FAA-regulated employer. This information is available in 14 CFR §120.111(e)(1).

Consequences of Refusing to Submit to a Required Drug Test:

A covered employee who refuses to submit to a required drug test or who receives a verified adulterated or substituted drug test result must be immediately removed from performing any safety-sensitive functions. The employee may not return to the performance of safety-sensitive duties until or unless the employee successfully completes the return-to-duty process outlined in 49 CFR Part 40, Subpart O. (49 CFR §40.23(d))

Aviation Personnel must notify the FAA of any employee who holds an airman medical certificate issued under 14 CFR Part 67 and violates the provisions of the FAA/DOT regulations, as described above. (14 CFR §120.113(d)(1)). In addition, any employee who holds a certificate under 14 CFR Part 61, Part 63, or Part 65 airman certificates and who has failed or refused to submit to a FAA required drug or alcohol test will be reported to the FAA.

Consequences of a Alcohol Test at 0.04 or Higher Breath Alcohol Content (BAC).

A covered employee who receives a verified positive alcohol violation on a FAA required test will be immediately removed from safety-sensitive duties. An employee who has violated a FAA alcohol policy with a test result of 0.04 BAC or higher cannot return to the performance of safety-sensitive duties until the employee has been evaluated by a Substance Abuse Professional and successfully completed the return-to-duty process outlined in 49 CFR Part 40, Subpart O (49 CFR §40.23(d).

A covered employee who receives a verified positive alcohol test result of 0.04 BAC or higher on a FAA required test after having received a previous positive alcohol test result of 0.04 or higher BAC will be immediately removed from performing safety-sensitive functions and is permanently prohibited from performing the same safety-sensitive function for an FAA-regulated employer. This information is available in 14 CFR §120.111(e)(1).

Consequences of an Alcohol Test with a BAC of 0.02 but less than 0.04

Immediate removal from safety-sensitive functions, until the employee's breath alcohol concentration measures less than 0.02, or the start of the employee's next regularly scheduled duty period, but not less than 8 hours following administration of the test.

Consequences of Refusing to Submit to a Required Alcohol Test

Immediate removal from performing safety-sensitive functions until or unless the employee successfully completes the return-to-duty process outlined in 49 CFR Part 40, Subpart O. (49 CFR §40.23(d))

866-614-2840

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