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Testing Requirements for Air Traffic Control Facilities

Written by csdesign on . Posted in Drug Testing.

Air traffic control facilities are what keep our skies and air travel safe, so it only makes sense that those involved with air traffic control, either via direct communication or other safety-sensitive functions, are subject to regular drug and alcohol testing. This testing is regulated by the FAA, so the requirements are consistent across every state throughout the country. Below, you can get a look at the testing requirements so you can ensure that your air traffic facility remains in compliance:

Testing Scheduling

There are several times when individuals with safety-sensitive positions in air traffic control facilities will be subjected to drug and alcohol testing. The most consistent and important requirement is pre-employment screening. No person should be allowed to be hired or transferred to a safety-sensitive function without first successfully completing a drug and alcohol screen. In addition, testing may occur under these circumstances:

  • Random screening – employees will be selected from a random pool and need to submit a test within a 24-hour period.
  • Reasonable suspicion – management may indicate when an employee requires testing due to reasonable suspicion, which is established through reasonable suspicion training within the workplace.
  • Post-accident – any accident that takes place at the workplace or while on the clock will require an immediate drug screen for the individuals involved.
  • Return-to-duty – after any extended leave, including those prompted by drug rehab or workplace accidents.

Employee Education

Along with regular testing, air traffic control facilities must also provide employees with appropriate drug and alcohol training. This will include a transparent drug and alcohol testing policy, which employers are responsible for ensuring that employees understand.

For FAA-compliant drug and alcohol testing for your facilities, you can count on AZC Drug Testing Employee Screening Services. We are a national provider of drug and alcohol testing and employee background check services with offices in Tucson, AZ and Phoenix, AZ. You can reach us today by calling (800) 224-8532.

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What Parents Need to Know About Synthetic and Designer Drugs

Written by csdesign on . Posted in Drug Testing.

As a parent, it’s natural to be concerned about whether your child is making safe decisions as they grow older, particularly when it comes to drugs and alcohol. Unfortunately, the concerns related to adolescent drug use are only growing, as designer and synthetic drugs become more popular and more readily available to kids and teens. These drugs, such as spice, bath salts, and others, are designed to evade drug regulations so they can be sold in stores, and they do so by continuously making slight alterations to their chemical composition. That means it can be harder to identify these drugs and their side effects and test for them with urinalysis and other types of drug tests. Here’s a closer look at some important facts to know about these drugs:

Designer drugs are always changing.

Because the formulas for various designer drugs are always changing, the nicknames for them may change as well. If you hear your child referring to spice, salts, Molly, or croc, these may be terms for designer drugs.  

Drug tests can still screen for synthetic drugs.

Though synthetic drugs do change in formula often, there are still drug tests that keep up with changing trends and test for the appropriate compounds. Of course, test availability may be limited, so you should work with a trusted drug and alcohol testing service instead of relying on store-bought testing kits.

Teens often view these drugs as less harmful.

When you do approach your teen about possible synthetic drug use, he or she may have a casual attitude regarding their drug use, because synthetic and designer drugs have a reputation for being less harmful. However, due to the inconsistent nature of these drugs, they can actually be more harmful in some ways, because they may have many unknown side effects.

 

For more information about family drug testing services in Tucson, connect with AZC Drug Testing Employee Screening Services. AZC Drug Testing Employee Screening Services is a national provider of drug and alcohol testing and employee background check services with offices in Tucson, AZ and Phoenix, AZ, and we provide family testing services that you can count on. You can reach us online or at (800) 224-8532.

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Arizona Changes Definition of “Commercial Motor Vehicle”

Written by csdesign on . Posted in Motor Carrier Compliance.

On May 16, 2018, Governor Doug Ducey signed House Bill 2455 (HB2455) into law. The new law becomes effective on August 3, 2018. This bill changes the definition in Arizona Revised Statutes 28-5201(1)(A) of an intrastate commercial motor vehicle (CMV) in Arizona from 18,001 pounds or more to 26,001 pounds or more.

This means that companies that are operating commercial vehicles under 26,001 will no longer be subject to driver qualification files, hours of service requirements, vehicle maintenance requirements, DOT medical exams, and other requirements of commercial drivers and trucks.

This change does not affect drivers and vehicles operating in interstate commerce.  Also school buses, buses, vehicles that transports passengers for hire that has a design capacity for eight (8) or more persons, and vehicles that are used in the transportation of hazardous materials that are required to be placarded under 49 CFR Part 172.504 requirements are also not affected by this change.

Vehicles that do not meet the definition of a Commercial Motor Vehicle are no longer subjected to the requirements of ARS Title 28, Chapter 14 – Motor Carrier Safety. This legislative change also exempts this classification of vehicle from the state’s adoption of the Federal Motor Carrier Safety Regulations (FMCSRs) and the other CMV regulations found in Arizona Administrative Code Title 17, Chapter 5, Article 2. Medium duty vehicles remain subject to the remainder of ARS Title 28 and equipment is specifically
regulated by Title 28, Chapter 3.

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Possible Signs of Employee Alcoholism

Written by csdesign on . Posted in Drug Free Workplace, Drug Testing.

Millions of Americans suffer from alcohol use disorder or alcohol addiction. This not only causes severe familial, societal, and personal problems, but it also creates challenges for employers. Absenteeism, poor productivity, substandard workplace conduct, and safety concerns are some of the problems employers must deal with when an employee has alcoholism. If you suspect an employee is an alcoholic, it’s time to get in touch with a drug and alcohol testing agency.

Attendance and Leave

Employees who are struggling with alcoholism are more likely than others to take an excessive amount of sick leave or personal days. In particular, they’re more likely to be absent from work on Mondays and Fridays. Alcoholics may have frequent tardiness and unauthorized absences. They may also call in at the last minute, requesting leave due to emergencies like car problems, family emergencies, or legal problems. Of course, not every employee who takes sick days has alcohol use disorder. Consider whether there really is a valid reason for the employee’s attendance issues. Perhaps he or she is caring for a family member with cancer, for example, or has a child with autism.

Productivity and Performance

Evaluate employees’ attendance in light of their productivity and performance for a more thorough assessment of potential problems. Employees with alcoholism are more likely to miss deadlines, and to have an arsenal of excuses about why they didn’t complete assignments. Assignments that are completed may be poorly done.

Behavior and Relationships

Alcoholism can strain interpersonal relationships. Employees who abuse alcohol may become short-tempered or even belligerent when interacting with their co-workers. This behavior may be particularly evident during the mornings and after days off. Some telltale signs of alcohol abuse can include:

  • Smell of alcohol on the breath during work hours
  • Obsessive use of breath mints or gum
  • Bloodshot eyes
  • Unsteady gait
  • Hand tremors

 

AZC Drug Testing Employee Screening Services is a national provider of drug and alcohol testing, and employee background check services with offices in Tucson, AZ and Phoenix, AZ. Call us at (800) 224-8532 to find out about our full-service drug testing approach for regulated and non-regulated employees.

 

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Searching for Your Biological Family

Written by csdesign on . Posted in DNA / Paternity Testing.

No matter how loving and supportive an adopted family is, adoptees often have a lingering desire to find their birth parents. But the search for one’s biological family is often hampered by laws intended to protect individuals who give their children up for adoption, and who want their identifying information to remain confidential. Thanks to technological advancements, there are more avenues of inquiry open to adoptees searching for their biological roots, including DNA testing services.

Contacting the Adoption Agency

Talk to all of your adoptive family members, and press them for details about your origins. If possible, find out the name of the adoption agency, the hospital where you were born, and your exact date of birth. Contact the hospital and ask them to look up your birth certificate. Contact the adoption agency and ask them to give you all the information they are legally able to share.

Signing Up for Mutual Consent Registries

There are many mutual consent registries online. These compile all known information to help people find each other. Sign up for as many registries as you can find, as you’ll only receive information from a registry at which your biological relatives have also entered their data.

Sending in DNA Samples

Another option is to order a DNA testing kit from a genealogy service. Know that the results can take a while to get back to you, and you’ll only find out about possible relatives who have also submitted their DNA samples to that particular testing service. You should also know that the results aren’t necessarily 100% accurate.

Confirming the Results with an Accredited Lab

Even if you do choose to submit your DNA sample to a genealogy testing service, the only way to be sure that you’re related to any particular person is to have the DNA tested by an accredited lab. An accredited lab follows rigorous standards throughout the collections and testing processes. If you think you’ve identified a biological relative, you can ask him or her to visit the accredited lab with you to provide DNA samples.
AZC Drug Testing Employee Screening Services is a national provider of drug and alcohol testing, and employee background check services with offices in Tucson, AZ and Phoenix, AZ. If you’re searching for your biological family, you can call us at (800) 224-8532 to inquire about our DNA testing services at our accredited lab.

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What You Need to Know About Reasonable Suspicion Testing

Written by csdesign on . Posted in Drug Free Workplace, Drug Testing.

If you are committed to a drug-free workplace, reasonable suspicion testing could be an important tool. This kind of testing is often challenging for employers and employees alike, but it can play a central role in ensuring that your workplace is safe for everyone. This information will help supervisors use reasonable suspicion drug testing appropriately in their workplaces.

What is reasonable suspicion drug testing?

Reasonable suspicion drug testing—also sometimes called for-cause testing—is performed to determine if drug use has contributed to a situation in the workplace. Depending on the nature of the position, some employers may be required by federal law to conduct employee drug testing for jobs that are safety-sensitive. For other employers, drug testing may be permitted by not required. In Arizona, reasonable suspicion drug testing is allowed at the employer’s discretion. Random drug testing is also allowed.

When should reasonable suspicion testing be performed?

Employers can require reasonable suspicion testing under many different circumstances. Some of the instances in which this kind of testing may be ordered are:

  • If an employee appears to be under the influence at work
  • If a pattern of unusual behavior at work may be attributed to drug or alcohol use
  • To determine if drugs or alcohol were a factor in a workplace injury

Supervisors should be trained on the signs of drug abuse and the circumstances in which reasonable suspicion testing can be used. Workplaces should have clear policies about reasonable suspicion testing that are communicated to employees.

What happens after a reasonable suspicion test?

Typically, employees who undergo this kind of test do not return to work until the results are known. Supervisors should follow their workplace’s policy for dealing with positive tests if the results indicate that drugs were in the employee’s system.

AZC Drug Testing Employee Screening Services is pleased to offer reasonable suspicion testing training for supervisors to ensure policies are applied appropriately in the workplace. To learn more about drug testing in Arizona, call (800) 224-8532. AZC Drug Testing Employee Screening Services is a national provider of drug & alcohol testing and employee background check services with offices in Tucson, AZ and Phoenix, AZ.