+-------+---------------------------------+------+--------------------+
| Sub   | **[ACTION]{.underline}**:       | D    |                    |
| ject: | Notice to Applicant or Employee | ate: |                    |
|       | Subject to Drug and/or Alcohol  |      |                    |
|       | Testing                         |      |                    |
+-------+---------------------------------+------+--------------------+
| From: |                                 | R    |                    |
|       |                                 | eply |                    |
|       |                                 | to   |                    |
|       |                                 |      |                    |
|       |                                 | A    |                    |
|       |                                 | ttn. |                    |
|       |                                 | of:  |                    |
+-------+---------------------------------+------+--------------------+
| To:   | ##                              |      |                    |
+-------+---------------------------------+------+--------------------+

The purpose of this memorandum is to notify you of the drug- and
alcohol-testing requirements of the U.S. Department of Transportation
(DOT) and the Federal Aviation Administration (FAA). This memorandum
explains the consequences if you have a verified positive drug test
result or confirmed alcohol breath test or do not comply with the
collection procedures of DOT Order 3910.1C, Drug and Alcohol-Free
Departmental Workplace.

# Premployment/Preappointment Testing

It is the policy of the DOT/FAA to test all applicants and employees for
illegal drug use prior to employment or appointment into critical
safety- or security-sensitive positions. The job functions associated
with positions that have a direct impact on public health and safety,
the protection of life and property, law enforcement, or national
security are classified as testing designated positions (TDP's). This
policy applies to all DOT/FAA employees currently serving in a non-TDP
who are tentatively selected or assigned to a TDP, all other employees
of the Federal Government who are tentatively selected for an FAA TDP,
and all non-Federal employees who are tentatively selected for TDP's.

The agency has determined that the position you have been tentatively
selected for is a critical safety- or security-sensitive position.
Consequently, you are required to submit to a preemployment or
preappointment drug test before you can be appointed or assigned to the
position.

Drug testing is performed through urinalysis by an independent contract
laboratory certified by the U.S. Department of Health and Human Services
(DHHS) using split-specimen collection procedures. The testing
methodology reflects the scientific and technical procedures necessary
to ensure that results are highly reliable and accurate. The DHHS
laboratory certification provides for strict quality control procedures.
These procedures include an initial screening for drugs and, if
necessary a confirmation by gas chromatography/mass spectrometry. During
drug testing each donor fills-out and signs a custody and control form
to ensure proper identification and tracking of each specimen provided.
All test results are handled with maximum respect for individual
confidentiality, consistent with safety and security. A DOT medical
review officer reviews confirmed positive test results reported by the
laboratory before a determination is made that an individual has used
illegal drugs.

Under preemployment testing, an applicant who has a verified positive
drug test, refuses to provide a urine specimen, fails to appear for a
scheduled test without an acceptable explanation, refuses to provide a
specimen at the collection site, is unable to provide a sufficient
quantity of urine within a reasonable period of time, or
tampers/adulterates/substitutes his or her specimen is denied employment
with the agency.

Under preappointment testing, appropriate disciplinary action is taken
against a current non-TDP whose drug test is verified as positive,
refuses to provide a urine specimen, tampers/adulterates/substitutes
with his or her specimen, or fail to cooperate with the collection
testing/procedures. Prior to taking any disciplinary action in the case
of a verified positive drug finding, the employee is offered an
opportunity to enter a rehabilitation/abatement program. The
disciplinary action is held in abeyance pending successful completion of
the rehabilitation/abatement program if the employee agrees to accept
rehabilitation.

# Employment Testing

Once you enter into your critical safety- or security-sensitive
position, you are also subject to random drug and/or alcohol testing.
Random testing is unannounced and can occur on any workday. Random drug
testing is performed in the identical manner described in the fourth
paragraph of this Notice.

Alcohol testing is performed using an evidential breath-testing device
approved by the National Highway Traffic Safety Administration and
listed on its *Conforming Products List of Evidential Breath Measurement
Devices*. A DOT contract breath alcohol technician will conduct alcohol
testing. There are two tests administered to determine a prohibited
alcohol concentration. The screening test is conducted first to
determine an employee's alcohol concentration. Any result with an
alcohol concentration less than 0.02 is considered a "negative" test,
and no further testing is done. If the alcohol concentration is 0.02 or
greater, a confirmation test is conducted no less than 15 minutes after
the screening test. The results of the confirmation test determines what
action is taken.

Employees with a verified positive drug or confirmed alcohol test result
are assigned to non-safety or --non-security duties if available.
Employees may return to their safety- or security-sensitive duties once
they successfully completed rehabilitation approved by the agency.
Refusal to enter or unsuccessful completion of the rehabilitation
program will result in removal from Federal services. Upon completion of
the approved rehabilitation program, the employee takes a return-to-duty
test. Employees with a negative return-to-duty test result returns to
his/her safety- or security-sensitive duties and enter the agency's drug
and/or alcohol follow-up testing program for a minimum of 1 year of
unannounced testing. Employees with a second verified positive drug or
confirmed alcohol test result are removed from Federal service.

Refusal to submit to random drug or alcohol testing or failure to
cooperate with the collection process is grounds for removal from the
Federal service.

If an employee uses illegal drugs or alcohol while on duty, that
employee is removed from Federal service. No opportunity for
rehabilitation is offered in this case.

All employees who occupy safety-sensitive positions are subject to
pre-duty abstinence periods. All air traffic control positions and FAA
aircrew members are required to refrain from using alcohol 8 hours prior
to reporting to duty. All other safety-sensitive positions have a 4 hour
abstinence period before reporting to their safety-sensitive position.

Employees in TDP's are also subject to post-accident drug and alcohol
testing when management determines that the employees performance, at or
about the time of the accident, was a contributing factor or can not be
completely discounted as a contributing factor to the accident or
incident. After notification of testing is made to the employee, the
employee must remain readily available for such testing and must refrain
from using alcohol until tested for alcohol for up to 8 hours after the
accident or incident.

The agency realizes that the substance abuse testing program is a highly
sensitive issue. We want to assure you that the program is designed with
the utmost concern for maintaining the privacy and dignity of each
individual. Achieving a drug- and alcohol-free departmental workplace is
a goal we owe ourselves, our families, and the traveling public.

Your signature below acknowledges receipt of this notice.

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Print

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Signature Date

NOTE: If you refuse to acknowledge this notice, the appropriate
personnel official should certify that the notice was provided to you by
signing below.

\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
\_\_\_\_\_\_\_\_\_\_\_\_

Signature of Personnel Official Date

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AAM-210\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\~\*

File:

WP: Nt-Ltr.doc

AAM-210P:TYHarrison:TYH:(202) 267-8182:09/27/2000

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File:

WP: Nt-Ltr.doc

AAM-210:TFT:TFT:73603:10/17/2001