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A publication of the ABX Air Human Resources DepartmentVersion 2010-02

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2 Anti-Drug and Alcohol Misuse Prevention

WelcomeWelcome to ABX Air Inc. (ABX). As youprobably already know CFR49 Part 40and 14 CFR subpart E & F govern thedrug and alcohol testing requirementsand procedures for personnelperforming safety- and security-relatedpositions.

As part of your orientation you are beinggiven this booklet outlining the ABX, Inc.FAA Anti-Drug Program/Alcohol MisusePrevention Plan. This book is forpersonnel engaged in specified aviationactivities. In this material you will find, tolist just a few of the topics, generalemployer contact information, definitionsfor various testing, substances for whichdrug testing will be conducted, types oftesting that will be conducted, testingcollection procedures, as well as breathalcohol testing and procedures. Thelaboratory and Medical Review Officeinformation is listed as well. Please findinside the book an acknowledgementreceipt to sign and return to HumanResources at 2061-B.

To comply with FAA regulations, initialSubstance Abuse Awareness Trainingmust be completed by personnelperforming safety and security relatedpositions. ABX provides this training toyou in an on-line format. The programincludes a brief introduction followed bythe educational content, and a shorttrue/false quiz at the end on which youwill have to attain a 70 percent or betterscore. Please complete the training thisweek.

You will find the training course as wellas other drug and alcohol programinformation on ABX Air's intranet at:ABXnet/HR/drugfree

If you have any questions or concernsplease feel free to contact:

Steve SagerManager, Drug and Alcoholprograms937-366-2387

Thank you and welcome aboard!

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Table of ContentsGENERAL INFORMATION.................................4

ABX CONTACTS ....................................................4Anti-Drug and Alcohol Misuse PreventionPolicy Statement ................................................4

COVERED EMPLOYEES ...........................................4RECORDS, REPORTING, AND RELEASE OFINFORMATION.........................................................5

ANTI-DRUG PROGRAM ......................................6

POLICY STATEMENT ...............................................6WHO IS COVERED...................................................6SUBSTANCES FOR WHICH TESTING WILL BECONDUCTED...........................................................6PRESCRIPTION MEDICATIONS AND OVER THECOUNTER DRUGS ...................................................6TYPES OF DRUG TESTING THAT WILL BECONDUCTED...........................................................7

Pre-Employment Testing ...................................7Random Testing .................................................7Post-Accident Testing ........................................7Reasonable Cause Testing.................................8Return to Duty Testing.......................................8Follow-up Testing..............................................8

DRUG TESTING COLLECTION PROCEDURES............8Collection ..........................................................8Testing at Laboratory ........................................9Review by the Medical Review Officer ............10

CONSEQUENCES OF DRUG TEST FAILURE ORREFUSAL ..............................................................11

Applicants ........................................................11Employees........................................................11Employers ........................................................11FAA Permanent Disqualification from Service11

EMPLOYEE ASSISTANCE PROGRAM AND TRAINING.............................................................................12

ALCOHOL MISUSE PREVENTIONPROGRAM............................................................13

POLICY STATEMENT .............................................13WHO IS COVERED.................................................13PROHIBITED CONDUCT .........................................13

Pre Duty Use of Alcohol ..................................13On Duty Use of Alcohol...................................14Use of Alcohol Following an Accident ............14

TYPES OF ALCOHOL TESTING THAT WILL BECONDUCTED.........................................................14

Random Testing ...............................................14Post-Accident Testing ......................................15Reasonable Cause Testing...............................15Return to Duty Testing.....................................15Follow-Up Testing...........................................15

ALCOHOL TESTING PROCEDURES.........................16Preparation for Breath Alcohol Testing ..........16Screening Tests ................................................16Confirmation Tests ..........................................17Invalid Test ......................................................18Refusal to Submit .............................................18

CONSEQUENCES OF ALCOHOL TEST FAILURE ORREFUSAL ..............................................................19FAA CONSEQUENCES FOR VIOLATING THEALCOHOL MISUSE PREVENTION PROGRAM RULES.............................................................................19

Removal From Safety-Sensitive Functions ......19SIGNS, SYMPTOMS, AND EFFECTS OF ALCOHOLMISUSE.................................................................20EMPLOYEE ASSISTANCE PROGRAM ......................22

LIST OF COVERED POSITIONS......................23

DEFINITIONS.......................................................24

APPENDICES........................................................30

ALCOMONITOR CC...............................................30EMPLOYEE ASSISTANCE PROGRAM ......................31


General InformationABX Air Inc. (ABX) is a Part 121Supplemental Air Carrier under authorityof certificate number ABXA001A, issuedNovember 28, 1979 and reissuedFebruary 2, 1989.

For further guidance on definitions ofterminology contained in this manual,please refer to Section VI.

ABX Contacts• Steve Sager

Human Resources Supervisor937-366-2380

• Tina ReedHuman Resources Coordinator, DER937-366-3033

Anti-Drug and AlcoholMisuse PreventionPolicy StatementThe following policy is in accordancewith the requirements of the FederalAviation Administration (FAA) and theDepartment of Transportation (DOT).

ABX is committed to a drug and alcohol-free working environment consistentwith its duty to implement policies andprocedures designed to achieve thehighest possible degree of safety in thepublic interest. Accordingly, we have aparamount interest in assuring that ourpersonnel performing safety andsecurity related activities perform their

duties free of prohibited drugs andalcohol. (See Section V for full policy)

ABX believes the benefits to be derivedfrom our compliance with the FAA’sAnti-Drug and Alcohol MisusePrevention Programs will more thanmake up for any inconvenienceinvolved. We ask for each employee’sfull cooperation and understanding inimplementing this policy as well aseducating other employees and thegeneral public as to the risks resultantfrom prohibited drug use and alcoholmisuse.

Covered EmployeesThe term “covered employee” includesall employees who perform FAAdesignated safety sensitive or securityrelated functions. An employee isconsidered to be performing safetysensitive functions during any period inwhich he/she is actually performing,ready to perform, or immediatelyavailable to perform such functions. Allsupervisory or managerial employeeswho may be called upon to perform anFAA designated safety sensitive orsecurity related function shall also besubject to the requirements of ABX Anti-Drug and Alcohol Misuse PreventionPrograms.

Each employee who performs a functionlisted in this section will be tested inaccordance with ABX’s Anti-Drug andAlcohol Misuse Prevention Programs:• Aircraft Maintenance or Preventive

Maintenance duties

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• Ground Security Coordinator duties• Aviation Screening duties.• Flight Crew Member• Aircraft Dispatcher• Flight Instruction

Section IV contains a current list ofspecific job titles of employees who willbe subject to testing under theseprograms.

Records, Reporting, andRelease of InformationABX will maintain records of all negativetests in its Anti-Drug and Alcohol MisusePrevention Programs in a securelocation with controlled access for aperiod of two years. ABX will maintainrecords of all positive tests,documentation or refusals, SAP reportsand all follow-up tests in a securelocation with controlled access for aminimum period of five (5) years.

ABX will complete an annual report tothe FAA summarizing the results of itsdrug and alcohol programs.

ABX will release information regardingan employee’s drug and alcohol testingresults to a third party only with thespecific, written consent of theemployee authorizing release of theinformation to an identified person.Information regarding an employee’sdrug or alcohol testing results will bereleased to the National TransportationSafety Board as part of an accidentinvestigation, to the FAA whenever aviolation or refusal to submit occurs, andto the Federal Air Surgeon as required,or as otherwise required by law. ABXmay disclose information regarding anemployee’s drug or alcohol testingresults to the decision maker in alawsuit, formal dispute, or otherproceeding initiated by or on behalf ofthe employee and arising from theresults of the drug or alcohol test, orfrom ABX’ determination that theemployee engaged in prohibitedconduct.


Anti-Drug ProgramPolicy StatementABX is committed to a drug-free workingenvironment consistent with its duty toimplement policies and proceduresdesigned to achieve the highestpossible degree of safety in the publicinterest. Accordingly, we have aparamount interest in assuring that ourpersonnel performing safety andsecurity related activities perform theirduties free of prohibited drugs. (SeeSection V for full policy)

Who is CoveredEach employee who performs a FAAsafety sensitive or security relatedfunction listed in this section will betested in accordance with ABX’ Anti-Drug Program:

a. Flight Crew member dutiesb. Aircraft Dispatcher dutiesc. Aircraft Maintenance or Preventive

Maintenance duties,d. Ground Security Coordinator duties,

ande. Aviation Screening duties.

Section IV contains a list of specific jobtitles of employees who will be subjectto testing under this program at ABX.

Substances for WhichTesting Will BeConductedABX will test each employee whoperforms a FAA covered function listedabove for evidence of the followingprohibited substances:

a. Marijuanab. Cocainec. Opiatesd. Phencyclidine (PCP)e. Amphetamines

In addition, all specimens provided inconnection with these drugs shall besubject to validity testing to ensure aspecimen has not been adulterated,substituted, or diluted.

Prescription Medicationsand Over the CounterDrugsPrescription medicine and OTC drugsmay be allowed. However, the medicine,if a prescription drug, must beprescribed for you by a licensedphysician. Also, medicine should onlybe taken as prescribed and at a dosagelevel that is consistent with the safeperformance of your duties. Takingprescribed medicine and performingsafety-sensitive functions is notprohibited by drug and alcoholregulations, however other regulationsmay have prohibitive provisions, such as

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medical certifications. Therefore, if youare using a prescription or over-the-counter medication, consult yourphysician and your industry-specificregulations before deciding to performsafety-sensitive tasks.

Types of Drug TestingThat Will Be ConductedABX will conduct the following testsunder the provisions of its Anti-DrugProgram:

PRE-EMPLOYMENT TESTINGAny applicant selected for a positionlisted in Section 4 will be tested inaccordance with the ABX Anti-DrugProgram and must pass the requireddrug test prior to being hired into asafety sensitive function. Currentemployees in non-coveredpositions/functions also must pass suchpre-employment drug test prior to beingtransferred to a coveredposition/function. At the time ofapplication, all applicants for suchpositions will be advised both verballyand in writing that pre-employmenttesting will be conducted to determinethe presence of a prohibited substanceor metabolite of a prohibited substancein the applicant’s system.

RANDOM TESTINGAll covered employees performingsafety or security sensitive functionslisted in Section 4 will be subject tounannounced drug testing on a randombasis for the presence of prohibitedsubstances, or a metabolite ofprohibited substances in the employee’ssystem. In selecting the employeessubject to such testing, ABX will use acomputer based random number

generator utilizing the employee socialsecurity numbers of all coveredemployees. Random selection fortesting will be conducted no less thanfour times a year, generally completingone random testing draw before thenext. It will be the responsibility of theDirector of Human Resources, ordesignee, to obtain the randomlyselected list of covered employees to betested. Employees will not be givenadvance notice of their random selectionfor testing. Employees will be notifiedvia a written notification form and sentimmediately to the testing site. ABX willachieve and maintain an annualized rateof random testing at the rate annuallydetermined by the FAA.

POST-ACCIDENT TESTINGABX employees who perform coveredfunctions identified in Section 4, whoseperformance either contributed to anaccident or cannot be completelydiscounted as a contributing factor to anaccident shall be tested for the presenceof a prohibited substance or ametabolite of a prohibited substance inthe employee’s system. The employeeshall be tested as soon as possible, butnot later than 32 hours after theaccident. An employee who is subject topost-accident testing should remainreadily available for such testing or willbe deemed to have refused to submit totesting, unless the employee requiresnecessary medical attention or needs toleave the scene of the accident to obtainassistance in responding to theaccident. A decision not to administer atest under this section of the Anti-DrugProgram must be based on adetermination by the ABX Drug ProgramManager or its Designated EmployerRepresentative (DER) and theappropriate operations management


using the best information available atthe time of the accident, that theemployee’s performance could not havecontributed to the accident.

REASONABLE CAUSE TESTINGABX will test each employee whoperforms a function listed in Section 4and who is reasonably suspected ofusing a prohibited substance, for thepresence of such a prohibited substanceor a metabolite of prohibited substance.ABX’ decision to test an employeeunder this section shall be based on areasonable and articuable belief that theemployee is using a prohibited drug onthe basis of specific, contemporaneousphysical, behavioral or performanceindicators of probable drug use. Thisdetermination shall be made by at leasttwo members of management(supervisors or above) one of whomshall have received training in thedetection of possible symptoms of druguse.

RETURN TO DUTY TESTINGIf you have violated the prohibited drugrules, you are required to take a drugtest before returning to safety-sensitivefunctions for any DOT regulatedemployer. You are subject tounannounced follow-up testing at least 6times in the first 12 months followingyour return to active safety-sensitiveservice.

FOLLOW-UP TESTINGThe amount of follow-up testing youreceive is determined by a SubstanceAbuse Professional (SAP) and maycontinue for up to 5 years. This meansthe SAP will determine how many timesyou will be tested (at least 6 times in thefirst year), for how long, and for whatsubstance (i.e. drugs, alcohol, or both).

Follow-up testing is in addition to allother DOT required testing.

Drug Testing CollectionProceduresThe drug testing process alwaysconsists of three components, thecollection, testing at an approvedlaboratory, and review by a MedicalReview Officer.

COLLECTIONDuring the collection process, a urinespecimen collector will:

1. Verify your identity using a currentvalid photo ID, such as a driver’slicense, passport, and employerissued picture ID, etc.

2. Restrict access to the testing site toonly those being tested.

3. Secure all water sources and placeblue dye in any standing water,remove or secure all cleaningproducts/fluids at the collection site.

4. Afford you privacy when providingthe urine specimen (exceptions tothis rule generally surround issues ofattempted adulteration or substitutionof a specimen, or any situationwhere general questions of validityarise, like an unusual temperature).

5. Ask you to remove any unnecessarygarments and empty your pockets.

6. Instruct you to wash and dry yourhands.

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7. Select or have you select a sealedcollection kit and open it in yourpresence.

8. Request you to provide a specimenof your urine into a collectioncontainer (a minimum of 45 ml).

9. Check the temperature and color ofthe urine.

10. In your presence, pour the urine intotwo separate bottles, seal them withtamper-evident tape, and then askyou to sign the seals after they havebeen placed on the bottles. (Neitheryou nor the collector should let thespecimen out of your sight until it hasbeen poured into two separatebottles and sealed).

11. Ask you to provide your name, dateof birth, and daytime and eveningphone numbers on the MedicalReview Officer Copy of the FederalDrug Testing Custody and ControlForm (CCF). This is so the MRO cancontact you directly if there are anyquestions about your test.

12. Complete necessary documentationon the Laboratory Copy of the CCFto demonstrate the chain of custodyof the specimen.

13. Give you the Employee Copy of theCCF and may suggest you list anyprescription and over-the-countermedications you may be taking onthe back of your copy of the CCF, toserve as a reminder for you in theevent the MRO calls you to discussyour test results.

14. If you are unable to provide the 45ml of urine on the first attempt, the

time will be noted and you will berequired to remain in the testing areaunder the supervision of thecollection site personnel or arepresentative from ABX. Leavingthe testing area without authorizationwill be considered a refusal to test.You will be urged to drink up to 40ounces of fluid, distributedreasonably over a period of up tothree hours. You will be asked toprovide a new specimen into a newcollection container.

15. If you do not provide a sufficientspecimen within three hours, youmust obtain a medical evaluationwithin five days to determine if thereis an acceptable medical reason fornot being able to provide aspecimen. If it is determined thatthere is no legitimate physiological orpre-existing psychological reason fornot providing a urine specimen, it willbe considered a refusal to test.

TESTING AT LABORATORYAt the laboratory, the staff will determineif flaws exist with the sample, and if thethere is a flaw, the specimen will berejected for testing. If there are no flawsdetermined, the lab will open only bottleA and conduct a screening test.Specimens that screen positive will beanalyzed again using a completelydiffering testing methodology. If thespecimen tests negative in either ofthese tests, the result will be reported asa negative. Only if the specimen testspositive under both methods will thespecimen be reported to the MedicalReview Officer (MRO) as a positive test.The lab reports its findings of theanalysis of bottle A to the MRO. The labmay also conduct specimen validitytests to determine if the specimen was


adulterated or substituted. Tests foundto be adulterated or substituted are alsoreported to the MRO and may beconsidered a refusal to test. The labstores both bottle A and bottle Bspecimens for 12 months when thereare any reported positive, adulterated,or substituted results.

REVIEW BY THE MEDICAL REVIEWOFFICERUpon receipt of the test result from thelaboratory, the MRO will review thepaperwork for accuracy. Negative testswill be reported to the DesignatedEmployer Representative (DER).However, if the test result is positive, theMRO will contact you to determine ifthere is a legitimate medical reason forthe result. If a legitimate medical reasonis established, the MRO will report theresult to the DER as negative. If there isnot a legitimate medical reason, theMRO will report the result to the DER aspositive. Also, if the result is anadulterated or substituted test, the MROwill contact you to determine if there is alegitimate medical reason for the result.If a legitimate medical reason isestablished, the MRO will report theresult to the DER as cancelled. If theresult is cancelled due to an invalidresult, ABX will conduct a secondcollection under direct observation. Ifthere is not a legitimate medical reason,the MRO will report the result to theDER as a refusal. The MRO will report apositive test result to the DER if yourefuse to discuss the results with theMRO or if you do not provide the MROwith acceptable medical documentationto explain the test result.

The MRO will advise that you have 72hours from the time of the verified resultto request to have your specimen bottle

B (split sample) sent to another certifiedlab for analysis for the same substanceor condition that was found in the A“primary” bottle. The laboratories willfollow chain of custody procedures. Ifthe split specimen reconfirms a positive,the final result will be reported as apositive. If the split specimen reconfirmsan adulterated or substituted result, thefinal result will be reported as a refusalto test.

ABX will seek reimbursement from theemployee for the cost of the additionaltest and all handling and shipping costsassociated with the transfer of thespecimen to the laboratory.

Furthermore, the MRO will make thefollowing determinations in the case ofan employee who holds, or is requiredto hold, a medical certificate pursuant toPart 67 of the Federal AviationRegulations. First, the MRO willdetermine if there is probable drugdependence or non-dependence. TheMRO will forward the name of theindividual and the determination and anysupporting documentation for suchdetermination, along with any return-to-duty decisions to the Federal AirSurgeon for review. The Federal AirSurgeon will determine if the individualmay retain or may be issued a medicalcertificate consistent with therequirements of Part 67 of the FederalAviation Regulations. The MRO will alsoreport to the Federal Air surgeon thename of any person who applies for aposition that requires the person to holda medical certificate issued pursuant toPart 67 of the Federal AviationRegulations and who fails a pre-employment drug test.

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ABX Air Inc. uses LabCorp for testingand LexisNexis provides our medicalreview services. Dr Stuart Hoffman isthe MRO. The donor contact number is800-809-1012.

Consequences of DrugTest Failure or RefusalAPPLICANTSAny ABX applicant, including a currentemployee, for a “covered position” listedon Section 4, and who has a verifiedpositive drug test or refuses to submit toa drug test will not be considered furtherfor employment.

EMPLOYEESAny ABX employee who performs in orapplies for a “covered position” listed onSection 4 and has a verified positivedrug test, or who has a verifiedadulterated or substituted test or hasotherwise refused to submit to arequired test, will be terminated fromemployment.

EMPLOYERSEmployers are required to notify theFederal Aviation Administration within 5working days of any instance in which a14 CFR part 61, part 63, or part 65airman certificate holder refused tosubmit to a required drug test (generallythis applies to individuals who performflight crewmember, flight instruction,aircraft dispatcher, aircraft maintenance,or air traffic control duties). Employersare not required to notify the FAA ofrefusals to submit to pre-employment orreturn-to-duty tests.

FAA PERMANENT DISQUALIFICATIONFROM SERVICEThere are two circumstances underwhich employees who engage inprohibited use of drugs are absolutelybarred by the Federal AviationAdministration from performance of thesame duties performed before thedetermination of such prohibited use.

1. Two (2) Verified Positive Drug Tests– If an employee is determined tohave two verified positive drug testsafter September 19, 1994, thenhe/she is permanently precludedfrom performing the safety-sensitivefunction he/she performed before thesecond drug test. The bar on two-time violators applies to bothpersons who have gone throughrehabilitation and to those who, afterevaluation, were determined not toneed treatment.

2. On Duty Use of a Prohibited Drug –If an employee is determined to haveused a drug while performing asafety-sensitive function afterSeptember 19, 1994 then he/she ispermanently precluded fromperforming that safety-sensitivefunction.

Note: ABX employees determined tohave one verified positive drug testresult will be immediately removed fromperforming the safety-sensitive functionand termination of employment willoccur.


Employee AssistanceProgram and TrainingABX has an Employee AssistanceProgram available for employees toconfidentially receive informationregarding benefits and rehabilitationprograms regarding treatment for druguse. ABX encourages employees whobelieve they have an alcohol or drugproblem to seek help. The medicalinsurance program provides for paymentof certain expenses related to treatmentfor alcoholism and drug addiction.Information concerning the insuranceprogram may be obtained from HumanResources. ABX’ Employee AssistanceProgram will provide confidentialassessment with referral to appropriatetreatment services. Regardless of anytreatment, however, employees who

violate company policy will be subject todiscipline.

Furthermore, all employees performingin a “covered position” will be providedtraining and materials regardingsubstance abuse, which will cover theeffects and consequences of drug useon personal health, safety, and the workenvironment, as well as themanifestations and behavioral causesthat may indicate drug use and abuse.Supervisory/Management personnelwho will determine when an employee issubject to testing based on reasonablecause will also receive training on thespecific, contemporaneous physical,behavioral and performance indicatorsof probable drug use in addition to thetraining specified above.Supervisory/management training willalso be conducted recurrently.

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Alcohol Misuse Prevention Program

Policy StatementABX is committed to an alcohol-freeworking environment consistent with itsduty to implement policies andprocedures designed to achieve thehighest possible degree of safety in thepublic interest. Accordingly, we have aparamount interest in assuring that ourpersonnel performing safety andsecurity related activities perform theirduties free of alcohol. (See Section V forfull policy)

Who is CoveredEach employee who performs a FAAsafety sensitive or security relatedfunction listed in this section will betested in accordance with ABX’ AlcoholMisuse Prevention Program:

a. Flight Crew member dutiesb. Aircraft Dispatcher dutiesc. Aircraft Maintenance or Preventive

Maintenance duties,d. Ground Security Coordinator duties

and,e. Aviation Screening duties

Section IV contains a current list ofspecific job titles of employees who willbe subject to testing under this programat ABX.

Prohibited ConductPRE DUTY USE OF ALCOHOLEmployees in “covered positions” perSection 4 are not to consume alcoholwithin 4 or 8 hours (depending on yourclassification*) of reporting to work.Employees who are on call or onreserve for a “covered position” mustdecline a call if they have violated the 4or 8 hour standard. Such employeeswill be considered in violation of the rule.Employees in a “covered position” whoare not on call or reserve but are calledin to report and have consumed alcoholwithin the 4 or 8 hour timeframe, mustalso decline the duty, but such situationswill not be considered a violation of therule.

*8 Hours Pre Duty – Employees may notperform Flight Crew member, FlightAttendant or Air Traffic Controller dutieswithin 8 hours after using alcohol.

*4 Hours Pre Duty – Employees may notperform Aircraft Maintenance, GroundSecurity Coordinator, or AviationScreening duties within 4 hours afterusing alcohol.

If a covered employee is determined tohave violated the pre-duty prohibitedconduct provisions he/she will bereferred to available resources forevaluating and resolving problemsassociated with the misuse of alcohol.The employee will be evaluated by asubstance abuse professional who mustdetermine what assistance, if any, theemployee needs in resolving problems


associated with alcohol misuse. Beforea covered employee can return to dutyin the performance of a safety-sensitivefunction after a pre-duty violation, theemployee must undergo a return-to-dutyalcohol test with a result indicating analcohol concentration of less than 0.02.

In addition, any employee in a coveredposition and that is identified by asubstance abuse professional (SAP) asneeding assistance, will be furtherevaluated by the SAP to determine ifhe/she has properly followed therehabilitation program prescribed.He/she will also be subject tounannounced follow-up alcohol testsadministered by the employer followingthe employee’s return-to-duty. Thenumber and frequency of such testingshall be determined by the SAP, butshall consist of at least six alcohol testsin the first 12 months following theemployee’s return-to-duty. Follow-uptesting will not exceed 60 months fromthe date of the employee’s return-to-duty. The SAP may choose to terminatethe follow-up testing requirement at anytime after the first six tests have beenadministered if the SAP determines thatsuch testing is no longer necessary.

Costs of the evaluation and treatmentare the responsibility of the employeeand may be coordinated with theemployee’s medical insurance plans.Income replacement for time offnecessary for evaluation and treatmentwill be handled under the leave ofabsence policy.

Employees determined to have violatedthe pre-duty prohibited alcohol relatedconduct provisions 2 times will bepermanently precluded from performingthat safety sensitive function and his/her

employment with ABX will beterminated.

ON DUTY USE OF ALCOHOLNo covered employee shall use anyalcohol while performing safety sensitivefunctions. Use of medication containingalcohol will violate this rule. Employeesdetermined to have violated this rule willbe permanently precluded fromperforming that safety sensitive functionand employment will be terminated byABX.

USE OF ALCOHOL FOLLOWING ANACCIDENTA covered employee may not use anyalcohol for eight (8) hours following anaccident involving an aircraft for whichhe/she performed a safety sensitivefunction, until such time either analcohol test has either been completedor an official determination by the DrugProgram Manager has been made thatan alcohol test will not be conducted.Failure to comply with this eight hourrule may result in termination.

Types of Alcohol TestingThat Will Be ConductedRANDOM TESTINGAll covered employees performingsafety or security sensitive functionslisted in Section 4 will be subject tounannounced alcohol testing on arandom basis for the presence ofalcohol in the employee’s system. Inselecting the employees subject to suchtesting, ABX will use a computer basedrandom number generator utilizing theemployee social security numbers of allcovered employees. Random selectionfor testing will be conducted a minimumof four times a year, generallycompleting one random testing draw

ABX Air, Inc 15

before the next. It will be theresponsibility of the Drug ProgramManager, or designee, to obtain therandomly selected list of coveredemployees to be tested. Testing will beconducted so that employees are testedwhile performing safety sensitivefunctions, just before performing safetysensitive functions or just afterperforming safety sensitive functions.Employees will not be given advancenotice of their random selection fortesting. Employees will be notified via awritten notification form and sentimmediately to the testing site. ABX willachieve and maintain an annualized rateof random testing equal to, and not lessthan, 10% of the employees actuallyperforming a covered function at thebeginning of the calendar year.

POST-ACCIDENT TESTINGABX employees who perform coveredfunctions identified in Section 4, whoseperformance either contributed to anaccident or cannot be completelydiscounted as a contributing factor to anaccident shall be tested for alcohol inthe employee’s system. The employeeshall be tested as soon as possible, butnot later than 8 hours after the accident.An employee who is subject to post-accident testing should remain readilyavailable for such testing or will bedeemed to have refused to submit totesting, unless the employee requiresnecessary medical attention or needs toleave the scene of the accident to obtainassistance in responding to theaccident. A decision not to administer atest under this section of the AlcoholMisuse Prevention Program must bebased on a determination by the DrugProgram Manager using the bestinformation available at the time of theaccident, that the employee’s

performance could not have contributedto the accident.

REASONABLE CAUSE TESTINGABX will test each employee whoperforms a function listed in Section 4and who is reasonably suspected ofviolating the alcohol misuse provisionsof such policy. ABX’s decision to test anemployee under this section shall bebased specific, contemporaneous,articulable observations about theappearance, behavior, speech, or bodyodor of the employee. Thisdetermination shall be made by at leastone supervisor/manager who is trainedin the detection of possible symptoms ofalcohol misuse. An employee may berequired to submit to reasonablesuspicion testing for alcohol whileperforming safety-sensitive functions,just before performing safety-sensitivefunctions, or just after performing safety-sensitive functions.

RETURN TO DUTY TESTINGIf you have violated the alcohol misuserules, but are not subject to termination,you are required to undergo evaluationby a Substance Abuse Professional(SAP), and treatment if necessary, aswell as pass an alcohol test with analcohol concentration of less than 0.02before returning to safety-sensitivefunctions. Failure to complete theserequirements will result in termination.

FOLLOW-UP TESTINGCovered employees who have beenidentified by a Substance AbuseProfessional (SAP) as needingassistance in resolving problems withalcohol misuse and who have returnedto duty involving the performance of asafety-sensitive function shall be subjectto a minimum of six (6) unannounced,


follow-up alcohol tests administered byABX over the following 12 months.

Alcohol TestingProceduresThis section will cover the proceduresthat will be used to test for the presenceof alcohol, protect the employee and theintegrity of the breath testing process,safeguard the validity of the test results,and ensure that those results areattributed to the correct employee.

PREPARATION FOR BREATH ALCOHOLTESTINGThe Breath Alcohol Technician (BAT)will require an employee to providepositive identification (driver’s license,passport, employer identification) uponentering the alcohol testing location. Ifrequested, the BAT should also providepositive identification to the employee.The BAT should also explain the testingprocedure to the employee.

SCREENING TESTSThe Breath Alcohol Technician willcomplete Step 1 on the breath alcoholtesting form and the employee will thencomplete Step 2 on the form, signing thecertification. Refusal by the employee tosign the certification will be regarded asa refusal to take the test.

An individually sealed mouthpiece willbe opened in view of the employee andBAT and then will be attached to theevidential breath testing device (EBT) inaccordance with the manufacturer’sinstructions. The BAT will instruct theemployee to blow forcefully into themouthpiece for at least 6 seconds oruntil the EBT indicates that an adequateamount of breath has been obtained.

The BAT will show the employee theresult displayed on the EBT.

If the EBT prints the test results onto theform, the BAT will check to ensure theinformation has been printed correctlyonto the alcohol testing form. If the EBTprovides a printed result, but does notprint the results directly onto the form,the BAT will then affix the test resultprintout to the alcohol testing form withtamper-evident tape or using a self-adhesive label that is tamper evident. Ifthe EBT does not have a printer capableof generating a printed result, or theBAT does not print the test number,name of the testing device, serialnumber of the testing device, date, time,and quantified result, the BAT will recordthis information in Step 3 of the alcoholtesting form. The BAT will also recordthe test number, date of the test, nameof the BAT, location and quantified testresult in a log book. The employee willinitial the log book entry.

In any case in which the result of thescreening test is a breath alcoholconcentration of less than 0.02, theemployee will have a negative testresult. The BAT will sign and date Step3 of the alcohol testing form. Theemployee will not be required tocomplete Step 4 of the alcohol testingform. If an employee has a negative testresult, no further testing is authorized.The BAT will transmit the result of lessthan 0.02 to the Designated EmployerRepresentative (DER) in a confidentialmanner and the DER will receive andstore the information so as to ensurethat confidentiality is maintained asrequired.

If a test result printed by the EBT doesnot match the displayed result, the BAT

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will note the disparity in the remarkssection on the form. Both the employeeand BAT will initial or sign the notationand the DER will be notified that the testis considered invalid. A cancelledalcohol test is neither positive nornegative.

If the result of the screening test is analcohol concentration of 0.02 or greater,a confirmation test will be performed. Ifthe confirmation test will be conductedby a different BAT, the BAT whoconducted the initial screening test willdirect the employee to take theconfirmation test, sign and date Step 3of the alcohol testing form, and sign thelog book entry. The BAT will provide theemployee with Copy 2 of the form.

CONFIRMATION TESTSIf the result of the screening test revealsan alcohol concentration of 0.02 orgreater, the employee will be required totake an alcohol confirmation test. TheBAT will instruct the employee not toeat, drink, put any object or substance inhis/her mouth, and to the extentpossible, not belch during the waitingperiod before the confirmation test. Thewaiting period begins upon thecompletion of the screening test, andwill not be less than 15 minutes. TheBAT will explain to the employee thereason for this requirement (i.e., toprevent an accumulation of mouthalcohol leading to an artificially highreading) and the fact that it is for theemployee’s benefit. The BAT will alsoexplain the test will be conducted at theend of the waiting period, even if theemployee has disregarded theinstructions. If the BAT becomes awarethat the employee has not complied withthis instruction, the BAT will note the

non-compliance in the remarks sectionof the alcohol testing form.

If a BAT other than the one whoconducted the screening test isconducting the confirmation test, thenew BAT will initiate a new alcoholtesting form, which will require positiveidentification of the employee asrequired for an initial screening test. TheBAT will complete Step 1 of the alcoholtesting form and will note in the remarkssection of the form that a different BATconducted the screening test. Theemployee will then complete Step 2 onthe form, signing the certification.Refusal by the employee to sign thiscertification will be regarded as a refusalto test.

The BAT will conduct an “air blank” inthe presence of the employee to ensurethat the device is working correctly. Theair blank must be 0.00 and the result willbe shown to the employee. If thereading is greater than 0.00, testing willnot proceed using that instrument andthe BAT will conduct another air blankon another EBT. Testing may proceedon another instrument.

After the waiting period has expired andthe air blank test has been conducted,the BAT will then perform theconfirmation test. The confirmation testwill be conducted in the same manneras the screening test and the test resultwill be recorded on the alcohol testingform in the same manner as in thescreening test.

If the alcohol confirmation test result islower than 0.02 the BAT will sign anddate Step 3 of the alcohol testing formand nothing further is required of theemployee.


If the alcohol confirmation test result is0.02 or higher, the BAT will direct theemployee to sign and date Step 4 of thealcohol testing form. Refusal to signStep 4 on the alcohol testing form for aconfirmation test will not be considereda refusal to test. The BAT will note thatemployee refused to sign in the remarkssection.

In the case that a confirmation testresult is invalid, the BAT will inform theemployee that the test result has beencancelled and will note the reason onthe remarks line of the alcohol testingform. The BAT will conduct a re-test ifpracticable.

The BAT will transmit the confirmationtest result to the DER in a confidentialmanner and the DER will receive andstore the information so as to ensurethat confidentiality is maintained asrequired.

INVALID TESTA breath alcohol test is always invalidunder the following circumstances: 1)the sequential test number or alcoholconcentration displayed on the EBT isnot the same as the sequential testnumber of alcohol concentration on theprinted result; 2) in the case of aconfirmation test the BAT does notobserve the minimum 15 minute waitingperiod prior to the confirmation test, theBAT does not perform an air blank ofthe EBT before a confirmation test, orsuch an air blank does not result in areading of 0.00, the BAT fails to print aconfirmation test result, the EBT doesnot pass its next external calibrationcheck (in this case every result of 0.02or above since the last valid externalcalibration test is cancelled, but does

not invalidate negative results); 3) abreath alcohol test will be consideredcancelled if the BAT does not sign thealcohol testing form or the BAT fails tonote in the remarks section of the formthat the employee has failed, or refused,to sign the form after the test has beenconducted (unless the problems arecorrected by an affidavit from the BAT).

REFUSAL TO SUBMITA refusal to submit means a coveredemployee fails to provide adequatebreath for testing without a valid medicalexplanation or otherwise engages inconduct that clearly obstructs the testingprocess. A covered employee whorefuses to submit to a required postaccident, reasonable suspicion, randomor follow-up alcohol test will beterminated. ABX will notify the FederalAviation Administration of any coveredemployee who holds a certificate issuedunder part 61, part 63, or part 65, andhas refused to submit to an alcohol test.

In addition, you will be considered tohave refused to take an alcohol test ifyou:

1) Fail to appear for any test within areasonable time as determined bythe employer and after beingdirected to do so by the employer;

2) Fail to remain at the testing site untilthe testing process is complete,

3) Fail to attempt to provide a saliva orbreath specimen, as applicable, forany test required by this part of DOTagency regulations,

4) Fail to provide a sufficient breathspecimen, and the physician hasdetermined through a required

ABX Air, Inc 19

medical evaluation that there was noadequate medical explanation for thefailure,

5) Fail to undergo a medicalexamination or evaluation asdirected by the employer as part ofthe insufficient breath procedures,

6) Fail or decline to take theconfirmation test,

7) Failure to sign Step 2; and

8) Fail to cooperate with any part of thetesting process.

Consequences ofAlcohol Test Failure orRefusalThe table on this page outlines actionsthat will be taken for specified conductduring the Alcohol Misuse PreventionProgram testing process.

FAA Consequences forViolating the AlcoholMisuse PreventionProgram RulesREMOVAL FROM SAFETY-SENSITIVEFUNCTIONSCovered employees are prohibited fromperforming safety-sensitive functions ifthey have engaged in prohibitedconduct under the FAA rule or anotherDOT agency’s alcohol misuse rule(including refusal to submit to random,reasonable suspicion, post-accident, orfollow-up testing).

PERMANENT DISQUALIFICATION FROMSERVICEA covered employee will be permanentlyprecluded from performing the safety-sensitive duties he/she performedbefore a violation in the event of an on-duty use of alcohol violation, or asecond violation of any other provisionof the Alcohol Misuse PreventionProgram.

Table: Consequences of Alcohol Test Failure or Refusal

CONDUCT CONSEQUENCERefused to Test TerminationTest shows BAC 0.04 or greater TerminationUsing Alcohol While On Duty TerminationUsing Alcohol within 8 Hours of Accident TerminationUnavailable for Post Accident Testing Termination

1st occurrence: disciplineTest shows BAC between 0.02 - 0.39 2nd occurrence: termination1st occurrence: SAP evaluation and anytreatment necessaryUsing alcohol within 4 hours of duty

2nd occurrence: termination


Signs, Symptoms, andEffects of AlcoholMisuseAlcohol, a natural substance formed bythe fermentation that occurs when sugarreacts with yeast, is the major activeingredient in wine, beer, and distilledspirits. Although there are many kinds ofalcohol, the kind found in alcoholicbeverages is ethyl alcohol. Whether onedrinks a 12-ounce can of beer, or a shotof distilled spirits, or a 5-ounce glass ofwine, the amount of pure alcohol perdrink is about the same – one-halfounce. Ethyl alcohol can producefeelings of well being, sedation,intoxication, or unconsciousness,depending on the amount and themanner in which it is consumed.

Alcohol is a “psychoactive” or mind-altering drug, as are also heroin andtranquilizers. It can alter moods, causechanges in the body, and become habitforming. Alcohol is called a “downer”because it depresses the centralnervous system. That’s why drinking toomuch causes slowed reactions, slurredspeech, and sometimes evenunconsciousness or passing out.Alcohol works first on the part of thebrain that controls inhibitions. As peoplelose their inhibitions they may talk more,get rowdy, and do foolish things. Afterseveral drinks they may feel “high”, buttheir nervous systems actually areslowing down. A person does not haveto be an alcoholic to have problems withalcohol. Every year, for example, manyyoung people lose their lives in alcohol-related automobile accidents, drowning,and suicides. Serious health problems

can and do occur before drinkers reachthe stage of addiction or chronic use.

In some studies more than 25 percent ofhospital admissions were alcoholrelated. Some of the serious diseasesassociated with chronic alcohol useinclude alcoholism and cancers of theliver, stomach, colon, larynx,esophagus, and breast. Alcohol abusealso can lead to such serious physicalproblems as:

• Damage to the brain, pancreas, andkidneys

• High blood pressure, heart attacks,and strokes;

• Alcoholic hepatitis and cirrhosis ofthe liver

• Stomach and duodenal ulcers,colitis, and irritable colon

• Impotence and infertility• Birth defects and Fetal Alcohol

Syndrome, which causes retardation,low birth weight, small head size,and limb abnormalities

• Premature aging• A host of other disorders, such as

diminished immunity to disease,sleep disturbances, muscle cramps,and edema

Aside from the physical effects of drugsdiscussed in the preceding section,certain warning signs may indicate thata family member or friend is drinking toomuch alcohol or using other drugs.Although these warning signs are notfoolproof, each by itself or many signscombined over time, should be causefor concern. With alcohol, some of thesigns to look for are:

ABX Air, Inc 21

• Does the person pour a drink as animmediate reaction when faced withany problems?

• Does the person drink untilintoxicated?

• Is there a record of missed workbecause of drinking or an ill-disguised odor of alcohol on thebreath during work hours eventhough attendance may be regular?

• Does the person drive a car whileintoxicated?

• Has his or her home life becomeintolerable because of drinking orarguments resulting from drinking?

• Does he or she handle all socialcelebrations and stress with alcohol?

These are some of the signs of an adultproblem drinker. It is important to note,however, than use of alcohol by youth isabuse and cause for concern. Whenthese signs are present, it means that aperson’s drinking pattern is heading outof control, if not out of control already. Aperson does not have to be an alcoholicto have problems with alcohol. Certainadditional behavioral characteristics alsoseem to be signs of the use of alcoholand other drugs. The clues can be foundin all people who abuse thesesubstances, regardless of age.

Examples of these clues include:

• An abrupt change in mood orattitudes

• Sudden and continuing decline inattendance or performance at workor in school

• Impaired relationships with familymembers or friends

• Unusual temper flare-ups• Increased borrowing of money from

parents or friends• Stealing from the house, at school,

or in the workplace• Heightened secrecy about actions

and possessions• Associating with a new group of

friends, especially with those whouse drugs or alcohol

Information from this section is asummary from National Clearinghouse’s“What You Can Do About Drug Use”booklet.

National Clearinghouse for Alcohol andDrug InformationPO Box 2345Rockville, Maryland 20852(301) 468-2600


Employee AssistanceProgramABX has an Employee AssistanceProgram available for employees toconfidentially receive informationregarding benefits and rehabilitationprograms regarding treatment foralcohol use.

ABX encourages employees whobelieve they have an alcohol or drugproblem to seek help. The medicalinsurance program provides for paymentof certain expenses related to treatmentfor alcoholism and drug addiction.Information concerning the insuranceprogram may be obtained from HumanResources. ABX’ Employee AssistanceProgram will provide confidentialassessment with referral to appropriatetreatment services. Regardless of anytreatment, however, employees whoviolate company policy will be subject todiscipline.

Furthermore, all employees performingin a “covered position” will be providedtraining and materials regardingsubstance abuse, which will cover theeffects and consequences of drug useon personal health, safety, and the workenvironment, as well as themanifestations and behavioral causes

that may indicate drug use and abuse.Supervisory/Management personnelwho will determine when an employee issubject to testing based on reasonablecause will also receive training on thespecific, contemporaneous physical,behavioral and performance indicatorsof probable drug use in addition to thetraining specified above.Supervisory/Management training willalso be conducted recurrently.

In addition here are some other specificsources of help and information:

National Council on Alcoholism – 7days/week, 24 hours/day 1-800-622-2255

Alcoholic’s Anonymous World Service 1-212-686-1100

Information on where to find treatmentfor alcohol problems can also be foundin the telephone books’ Yellow Pagesunder “alcohol”. Also, Councils onAlcohol and Drug Abuse generally willprovide information over the phone onavailability of the nearest alcoholtreatment programs and Alcoholic’sAnonymous will usually have a localchapter which will probably also belisted in the Yellow Pages under“alcoholism”.

ABX Air, Inc 23

List of Covered Positions767 Assistant Chief Pilot767 Captain767 Captain-Training767 Chief Pilot767 First Officer767 First Officer-TrainingAircraft Performance SpecAircraft TechnicianAssistant Manager Std 767 PilotAssistant System Chief PilotCasual Aircraft TechCasual Junior Aircraft TechDC-9 Assistant Manager Std PilotDC-9 CaptainDirector, Flight Operations & SystemChief PilotDirector, Flight Training/StandardsDirector, MaintenanceDirector, Quality Control/Chief InspectorDirector, Technical Services

DispatcherField SupervisorFlight Control CoordinatorLead DispatcherLead Line Maintenance RepLine Maintenance RepLine Maintenance Support CoordinatorMaintenance ControllerMaintenance Tech SpecialistManager 767 Flight StandardsManager Flight SafetyManager Line Maintenance (Europe)Manager Maintenance ControlMaster Flight Tech Training InstructorPresidentRegional ManagerSenior Aircraft TechnicianSenior Vice President, FlightSupervisor, Flight ControlSystem Chief Pilot


DefinitionsAccident – The term “accident” refers toan occurrence associated with theoperation of an aircraft which takesplace between the time any personboards the aircraft with the intention offlight and all such persons havedisembarked on the operated aircraft,and in which any person on theoperated aircraft suffers death orserious injury or in which the operatedaircraft receives substantial damage.

Serious Injury – “Serious injury” meansany injury which: 1) requireshospitalization for more than 48 hours,commencing within seven days from thedate of the injury; 2) results in a fractureof any bone (except simple fractures ofthe fingers, toes or nose); 3) causessevere hemorrhages, nerve, muscle ortendon damage; 4) involves any internalorgan; or 5) involves second-degree orthird-degree burns, or any burnsaffecting more than five percent of thebody surface.

Substantial Damage – “Substantialdamage” means damage or failurewhich adversely affects the structuralstrength, performance, or flightcharacteristics of the aircraft, and whichwould normally require major repair orreplacement of the affected component.Engine failure or damage limited to anengine if only one engine fails or isdamaged, bent fairings, or cowling,dented skin, small puncture holes in theskin or fabric, ground damage to rotor orpropeller blades, and damage to landinggear, wheels, tires, flaps, engineaccessories, brakes, or wing tips are notconsidered “substantial damage”.

Adulterated Specimen – A specimenthat contains a substance that is notexpected to be present in human urineor contains a substance expected to bepresent but at a concentration so highthat it is not consistent with humanurine. An adulterated specimen isconsidered a refusal to test.

Alcohol – The intoxicating agent inbeverage alcohol, ethyl alcohol, or otherlow molecular weight alcohols, includingmethyl or isopropyl alcohol.

Alcohol Concentration – The alcohol in avolume of breath expressed in terms ofgrams of alcohol per 210 liters of breathas indicated by an evidential breath test.

Alcohol Confirmation Test – Asubsequent test using an EvidentialBreath Test (EBT), following a screeningtest with a result of 0.02 or greater thatprovides quantitative data about thealcohol concentration.

Alcohol Screening Device (ASD) – Abreath or saliva device, other than anEBT, that is approved by the NationalHighway Traffic Safety Administration(NHTSA) and placed on a conformingproducts list (CPL) for such devices.

Alcohol Screening Test – An analyticprocedure to determine whether anemployee may have a prohibitedconcentration of alcohol in a breath orsaliva specimen.

ABX Air, Inc 25

Alcohol Testing Site – A place selectedby the employer where employeespresent themselves for the purpose ofproviding breath or saliva for an alcoholtest.

Alcohol Use – The drinking orswallowing of any beverage, liquidmixture or preparation (including anymedication), containing alcohol; forexample, included by not limited to, theuse of Nyquil, mouthwash if swallowed,the consumption of non-alcoholic beerthat contains ½ % alcohol (i.e., Sharpsand O’Doul’s)

Annualized Rate – For purposes of ABX’random testing program, the term“annualized rate” means the percentageof specimen collection and testing ofemployees performing a function listedin Section 4 during each calendar year.FAA will determine the annualizedpercentage rate by referring to the totalnumber of employees performing asensitive safety or security relatedfunction at the beginning of the calendaryear.

Blind Specimen or Blind PerformanceTest Specimen – A specimen submittedto a laboratory for quality control testingpurposes, with a fictitious identifier, sothat the laboratory cannot distinguish iffrom an employee specimen.

Breath Alcohol Technician (BAT) – Anindividual who instructs and assistsindividuals in the alcohol testing processand operates an EBT (Evidential BreathTesting Device).

Cancelled Test – A drug or alcohol testthat has a problem identified that cannotbe or has not been corrected, or whichotherwise requires to be cancelled. Acancelled test is neither a positive nor anegative test.

Chain of Custody – The procedure usedto document the handling of the urinespecimen from the time the employeegives the specimen to the collector untilthe specimen is destroyed. Thisprocedure uses the Federal DrugTesting Custody and Control Form(CCF).

Collection Container – A container intowhich the employee urinates to providethe specimen for a drug test.

Collection Site – A place selected by theemployer where employees presentthemselves for the purpose of providinga urine specimen for a drug test.

Collector – A person who instructs andassists employees at a collection site,who receives and makes an initialinspection of the specimen provided bythose employees, and who initiates andcompletes the CCF.

Confirmation Drug Test – A secondanalytical procedure performed on aurine specimen to identify and quantifythe presence of s specific drug or drugmetabolite.

Confirmation Validity Test – A secondtest performed on a urine specimen tofurther support a valid test result.


Confirmed Drug Test – A confirmationtest result received by a Medical ReviewOfficer (MRO) from a laboratory.

Confirmatory Test

Substance Level (NG/ML)Marijuana metabolites 15Cocaine metabolites 150Opiates

Morphine 2,000Codeine 2,000

Phencyclidine (PCP) 25Amphetamines

Amphetamine 500Methamphetamine 500 (with 200 amphetamines also present)

Covered Employee – The term “coveredemployee” includes all employees whoperform FAA designated sensitive safetyor security related functions. Allsupervisory or managerial employeeswho may be called upon to perform anFAA designated sensitive safety orsecurity related function shall also besubject to the requirements of ABX’sAnti-Drug and Alcohol MisusePrevention Programs.

Dilute Specimen – A specimen withcreatinine and specific gravity valuesthat are lower than expected for humanurine. ABX will not require a retestfollowing a negative dilute test.

Direct Observation – A directobservation of another specimen ismandatory if the collector observesaction indicating attempt to tamper,temperature range of the originalspecimen is out of range, or thespecimen appears to have beentampered with by collector observation.A direct observation is also mandatory ifthe laboratory reported to the MRO thatthe specimen is invalid and the MROreported that there was not an adequatemedical explanation for the result, or theoriginal positive, adulterated orsubstituted test result had to becancelled because the test of the splitspecimen could not be performed. Alldirect observations shall be completedwith same gender collector as thedonor.

Drugs – The drugs for which tests arerequired are marijuana, cocaine,amphetamines, phencyclidine (PCP)and opiates.

Evidential Breath Testing Device (EBT) -A device approved by the NationalHighway Traffic Safety Administration(NHTSA) for the evidential testing ofbreath at the .02 and .04 alcoholconcentrations, placed on NHTSA’sConforming Products List (CPL) forEvidential Breath Measurement Devicesand identified on the CPL as conformingto the model specifications availablefrom the NHTSA’s Traffic SafetyProgram.

HHS – The Department of Health andHuman Services or any designee of theSecretary, Department of Health andHuman Services.

ABX Air, Inc 27

Initial Drug Test – The test used todifferentiate a negative specimen fromone that requires further testing fordrugs or drug metabolites. “Positiveevidence” means the presence of a drugor drug metabolite in a urine sample ator above the following test levels:

Initial Test

Substance Level (NG/ML)Marijuana metabolites 50Cocaine metabolites 300Opiate metabolites 2,000Phencyclidine (PCP) 25Amphetamines 1,000

Initial Validity Test – The first test usedto determine if a specimen isadulterated, diluted, or substituted.

Laboratory – Any U.S. laboratorycertified by HHS under the NationalLaboratory Certification Program asmeeting the minimum standards ofSubpart C of the HHS Mandatoryguidelines for Federal Workplace DrugTesting Programs; or, in the case offoreign laboratories, a laboratoryapproved for participation by DOT underthis part.

Medical Review Officer (MRO) – Aperson who is a licensed physician andwho is responsible for receiving andreviewing laboratory results generatedby an employer’s drug testing programand evaluating medical explanations forcertain drug test results.

Office of Drug and Alcohol Policy andCompliance (ODAPC) – The office inthe Office of the Secretary, DOT, that isresponsible for coordinating drug andalcohol testing program matters withinthe Department and providinginformation concerning theimplementation of this part.

Performing A Safety-Sensitive Function– An employee is considered to beperforming a safety-sensitive functionduring any period in which he or she isactually performing, ready to perform, orimmediately available to perform suchfunction.

Primary Specimen – In drug testing, theurine specimen bottle that is openedand tested by a first laboratory todetermine whether the employee has adrug or drug metabolite in his or hersystem; and for the purpose of validitytesting. The primary specimen isdistinguished from the split specimen.


Refusal to Submit or Refusal to Test –As an employee, you have refused totake a drug test if you:1) fail to appear for any test within a

reasonable time, as determined bythe employer, after being directed todo so by the employer;

2) fail to remain at the testing site untilthe testing process is complete,

3) fail to provide a urine specimen forany drug test required by this part orDOT agency regulations,

4) in the case of a directly observed ormonitored collection in a drug test,fail to permit the observation ormonitoring of your provision of aspecimen,

5) fail to provide a sufficient amount ofurine when directed, and it has beendetermined, through a requiredmedical evaluation, that there wasno adequate medical reason for thefailure,

6) fail or decline to take a second testthe employer or collector hasdirected you to take,

7) fail to undergo a medicalexamination or evaluation, asdirected by the MRO as part of theverification process, or as directedby the employer as part of the “shybladder” procedures of this part,

8) fail to cooperate with any part of thetesting process (including but notlimited to refuse to empty pocketswhen so directed by the collector,behave in a confrontational way thatdisrupts the collection process, and

9) as an employee, if the MRO reportsthat you have a verified adulteratedor substituted test result, you haverefused to take a drug test.

A refusal to test is grounds fortermination.

Shy Bladder – If the employee is unableto void or does not provide a sufficientamount of urine for a drug test, thecollector will require the employee todrink up to 40 ounces of fluids during aperiod of up to 3 hours or until theemployee has provided a sufficientspecimen. If the employee is still unableto void after the three hour time limit, orhas not provided a sufficient specimen,the testing process will be discontinuedand the employee will be required toobtain, within five days, a medicalevaluation from a licensed physicianwho has expertise in the medical issuesraised by the employee’s failure toprovide a sufficient specimen. Thephysician must be acceptable to theMRO.

If, after conducting the evaluation, thereferral physician concludes that amedical condition has, or with a highdegree of probability could have,precluded the employee from providinga sufficient amount of urine, and theMRO accepts such an explanation, thenthe test will be reported as cancelled. Ifthe referral physician concludes thatthere was no medical condition thatprecluded, or with a high degree ofprobability could have precluded, anemployee from producing a sufficientamount of urine, and the MRO acceptsthis recommendation, then the test willbe reported as a refusal to test. ABXshall notify the FAA of a refusal to testby any covered employee who is acertificate holder.

Shipping Container – A container that isused for transporting and protectingurine specimen bottles and associateddocuments from the collection site to thelaboratory.

ABX Air, Inc 29

Shy Lung – If an employee is unable toprovide adequate breath for testing dueto medical reasons (i.e. asthma,bronchitis), he/she will be required toprovide to ABX within 5 days anevaluation from a licensed physicianwho is acceptable to ABX and who hasexpertise in the medical issues raised bythe employee’s failure to provide asufficient sample. If the physician isunable to find cause or if the employeefails to provide ABX with documentation,he/she will be considered a refusal totest.

Specimen Bottle – The bottle that, afterbeing sealed and labeled according tothe procedures in this part, is used tohold the urine specimen duringtransportation to the laboratory fortesting.

Split Specimen – In drug testing, a partof the urine specimen that is sent to thefirst laboratory and retained unopened,and which is transported to a secondlaboratory in the event that theemployee requests that it be testedfollowing a verified positive test of theprimary specimen or a verifiedadulterated or substituted test result.

Substance Abuse Professional – Aperson who evaluates employees whohave violated ABX’ alcohol testing policyand makes recommendationsconcerning education, treatment, follow-up testing and aftercare. A substanceabuse professional is required to beeither a licensed physician, limited tomedical doctors and doctors ofOsteopathy; as well as licensed orcertified physiologists, social workers,and employee assistance professionals,and alcohol and drug abuse counselorscertified by the National Association ofAlcoholism and Drug Abuse CounselorsCertification Commission or by theInternational Certification ReciprocityConsortium/Alcohol and other drugabuse.

Substituted Specimen – A specimenwith creatinine and specific gravityvalues that are so diminished that theyare not consistent with human urine. Asubstituted specimen is considered arefusal to test.

Verified Test – A drug test result orvalidity testing result from an HHS-certified laboratory that has undergonereview and final determination by theMRO.


Appendices

Alcomonitor CC

• Quick convenient testing.• Performs DOT protocol or quick test.• Totally automatic accuracy checks

and calibration adjustments.• Includes Alcohol Gas Tank.• Uses beverage straws as

mouthpieces.• One year warranty.

Intoximeters designed the AlcomonitorCC to perform alcohol testing as simplyand conveniently as possible whileproviding extremely accurate test resultsat the same time. Fail-safe testprotocols programmed into theinstrument ensure that the instrumentand the operator complete the essentialsteps for each subject’s test. TheAlcomonitor CC is unique among allbreath testing instruments. No otherinstrument combines computeranimation, absolute simplicity ofoperation, accuracy, and precision oftest results, in an instrument in thisprice range.

The Alcomonitor CC is well-suited forsettings where a high volume of testsare performed. The Quick Test protocolprompts the operator to enter thesubject ID number, automaticallyperforms an air blank, prompts thesubject to blow into the instrument, andimmediately displays the test results.The slip printer accepts any kind ofpaper, including 3-part NCR forms, toinstantly record test results.

The Alcomonitor CC uses ordinarybeverage straws as mouthpieces.Agencies doing very large numbers oftests will realize substantial savingscompared to instruments which usemouthpieces usually costing 20 centseach. In fact, fewer than 20,000 cangenerate enough savings just inmouthpieces to completely pay for theinstrument.

The Alcomonitor CC contains automaticcalibration features usually found only ininstruments costing thousands of dollarsmore. Intoximeters builds gas calibrationsupply into the base of the instrument,enabling routine calibration checks to beperformed totally hands-off at pre-determined intervals, or at the push of abutton. This feature gives the highestlevel of assurance that the instrument isworking properly, and ensurescompliance with calibration policy

ABX Air, Inc 31

Employee AssistanceProgram1-800-888-2998

ABX Air's Employee AssistanceProgram (EAP) can help employees andtheir covered family members withconfidential, personal assistance for awide range of concerns.Service is available 24 hours a day,seven days a week and is provided byUnited Behavioral Health, which isaffiliated with United Health Care.Service is also available at the ABX AirHealthcare Center. Please call 937-283-9289 to make an appointment.

The EAP can provide assistance for awide range of personal and work-relatedissues such as:

• Workplace effectiveness• Strengthening personal relationships• Improving communication skills• Depression• Parenting• Alcohol and other drug problems• Difficult teens• Physical Abuse• Marital problems• Financial concerns• Overcoming anxiety• Coping with grief and loss

For more information about UnitedBehavioral Health, visitwww.liveandworkwell.com.

September 27, 2010

TO: ABX EmployeesFROM: Tina Reed, Human Resources DepartmentRE: Amendment to DOT regulations for Drug and Alcohol programs & ABX AIR’s Drug/Alcohol-Free Workplace Policy Effective 10-1-10

DOT/FAA RULE CHANGE NOTIFICATIONEffective 10-1-10

ABX’s Anti-Drug and Alcohol Misuse Prevention Policy abides by the requirements ofthe Federal Aviation Administration (FAA) and the Department of Transportation(DOT). The DOT has amended certain provisions related to laboratory testing of urinespecimens. As a result ABX’s policies and procedures have also been amended toremain in compliance with the FAA and DOT.

The information below highlights the specific changes for ABX AIR employees. Otherrule changes impact the laboratories and medical review officers. To view the rulechanges in its entirety please go to www.edocket.access.gpo.gov/2010/pdf/2010-20095.pdf

1. We will begin testing for the drug commonly referred to as “ecstasy”. You willsee this listed as methylenedioxymethamphetamine (MDMA),methyleneamphetamine (MDA), and Methlenedioxyethylamphetamine (MDEA).

2. There will now be an initial testing for 6-AM, an indicator for heroin use. 6-AMis a unique metabolite produced when a person uses the illicit drug heroin. Whilethere are legitimate medical uses for heroin, the DOT believes there are nolegitimate medical explanations for 6-AM positive tests.

3. Laboratory Cutoff Criteria for Cocaine and Amphetamines have been lowered.Initial test cutoffs for cocaine will go from 300 to150 ng/mL, while confirmationtests cutoffs will go from 150 to100 ng/mL. For amphetamines, initial testcutoffs will go from 1000 to500 ng/mL, while confirmation tests foramphetamines and methamphetamines will go from 500 to 250 ng/mL.

As a reminder only drug tests confirmed positive by the laboratory are reported to theMRO as positive. The MRO will continue to follow “existing process” in determining ifthe employee has a legitimate medical explanation for a positive result prior to reportingthe test results to the employer. If the employee has a legitimate medical explanation, theMRO will report the result to the employer as a negative test.

ADDENDUM

Substances for Which Testing Will Be Conducted:

a. Marijuanab. Cocainec. Opiatesd. Phencyclidine (PCP)e. Amphetaminesf. MDMA (Ecstasy & its equivalents, MDA, MDEA)g. 6-AM (Heroin)

The table below displays the cutoff concentrations for initial and confirmatory drug test.All cutoff concentrations are expressed in nanograms per milliliter (ng/mL).

Initial test analyte Initial test cutoff concentration Confirmatory test analyte Confirmatory test cutoff(substance) (substance)

concentrationMarijuana metabolites .................... 50 ng/mL ....................................... THCA1 .......................................... 15 ng/mL.Cocaine metabolites ...................... 150 ng/mL ..................................... Benzoylecgonine .......................... 100 ng/mL.Opiate metabolitesCodeine/Morphine2 ........................ 2000 ng/mL ................................... Codeine ........................................ 2000 ng/mL.Morphine ....................................... 2000 ng/mL.6–Acetylmorphine .......................... 10 ng/mL ....................................... 6–Acetylmorphine ......................... 10 ng/mL.Phencyclidine ................................. 25 ng/mL ....................................... Phencyclidine ................................ 25 ng/mL.Amphetamines3

AMP/MAMP4 .......................... 500 ng/mL ..................................... Amphetamine ................................ 250 ng/mL.Methamphetamine5 ...................... 250 ng/mL.MDMA6 .......................................... 500 ng/mL ..................................... MDMA ........................................... 250 ng/mL.MDA7 ............................................ 250 ng/mL.MDEA8 .......................................... 250 ng/mL1 Delta-9-tetrahydrocannabinol-9-carboxylic acid (THCA).2 Morphine is the target analyte for codeine/morphine testing.3 Either a single initial test kit or multiple initial test kits may be used provided the single test kit detects each targetanalyte independently at the specified cutoff.4 Methamphetamine is the target analyte for amphetamine/methamphetamine testing.5 To be reported positive for methamphetamine, a specimen must also contain amphetamine at a concentration equal toor greater than 100 ng/mL.6 Methylenedioxymethamphetamine (MDMA).7 Methylenedioxyamphetamine (MDA).8 Methylenedioxyethylamphetamine (MDEA).

As always, all specimens provided will be subject to validity testing to ensure a specimenhas not been adulterated, substituted, or diluted.

These updated Rule Changes will be effective October 1, 2010 and will be added to theappropriate sections of the ABX Anti-Drug and Alcohol Misuse Prevention policy andtraining programs. Please place a copy of this amendment in yourABX Anti-Drug andAlcohol Misuse Prevention handbook for future reference.

Should you have any questions regarding this newly updated DOT rule change, pleasesee your management or contact Tina Reed at 937-366-3033.

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