The FAA has proposed a $205,250 civil penalty against Circor Aerospace, Inc., a Sylmar, Calif.-based aircraft repair station, for allegedly violating drug and alcohol testing regulations. The agency alleges that between September 2010 and December 2011, Circor failed to conduct required pre-employment drug tests and did not wait until test results were verified as negative before hiring 29 people to perform safety-sensitive aircraft maintenance work.
The FAA is proposing a $194,249 civil penalty against ERA for alleged violations of its drug-and-alcohol testing regulations related to pre-employment screening and random testing of existing employees during 2009 and 2010. The OGP helicopter service company has since brought its hiring and drug testing programs into compliance.
The latest development in a long-running battle between the Aeronautical Repair Station Association (Arsa) and the FAA over the agency’s 2006 Drug and Alcohol Testing rules is a writ of mandamus.
The FAA has proposed a $1,025,000 civil penalty against San Antonio Aerospace for allegedly violating the Department of Transportation’s workplace drug-and-alcohol testing program. The alleged violations occurred between March 24, 2007 and May 8, 2008. The company was renamed ST Aerospace San Antonio in November 2009 and is currently a subsidiary of Singapore Technologies Aerospace.
The FAA’s revocation of a pilot’s airman certificates because he “refused” a mandatory drug test could have implications for maintenance employees who are subject to FAA random drug testing. On February 25 the Court of Appeals ruled on the FAA’s revocation of Dr. Fred Pasternack’s airman certificates on the grounds that the Manhattan cardiologist refused to take a mandatory drug test.
The Department of Transportation has issued a final rule that provides a start date for mandatory direct-observation drug testing.
The Department of Transportation has issued a final rule, Procedures for Transportation Workplace Drug and Alcohol Testing Programs, that requires direct-observation drug testing for return-to-duty, safety-sensitive transportation industry employees who have already failed or refused to take a urine drug test. The rule takes effect August 31.
So here’s a pop quiz (true or false) for all you aviation enthusiasts:
1. All employees in safety-sensitive positions at U.S. airlines must be drug and alcohol tested.
2. These same employees need 10-year background checks before being hired.
3. Mechanics are considered as occupying safety-sensitive positions.
Last Friday, the Court of Appeals for the District of Columbia Circuit (Washington, D.C.) issued a temporary stay of the Department of Transportation’s November 1 implementation of mandatory direct observation of all federally required return-to-work and follow-up urine collections, according to George Ellis, executive vice president of substance abuse services at Maple Grove, Minn.-based Verifications.
“Direct observation” of aviation employees during drug and alcohol tests applies only to individuals who are returning to duty after a previous positive test, or if there is reasonable suspicion. The tests apply to only Part 121 and 135 operations, although some Part 91 operators follow the regulations, according to Dr. Quay Snyder, president and CEO of Virtual Flight Surgeons, Aurora, Colo.
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