Prospect Airport Services: Drug Testing Policy Explained

Prospect Airport Services is an airport assistance company that provides services such as assisting passengers from the lobby to the gates or from the gates to their final destination. The company has been criticized by some for its poor working conditions, including long hours of standing with minimal breaks and an intimidating management style. Prospect Airport Services conducts pre-employment drug screening, and employees are subject to random drug and alcohol testing. Some sources indicate that passing a drug test is a primary requirement for employment with the company.

Pre-employment drug screening

Prospect Airport Services is one such company that conducts pre-employment drug screening. The process involves the collection of the candidate's specimen, which is usually urine, but can also be saliva, blood, or sweat. The specimen is then sent to a state-certified laboratory for testing and analysis. The entire process is quick, with results typically available within three to five days. If the initial screening shows positive results, an additional screening is performed, and the results are reviewed by a Medical Review Officer (MRO).

The pre-employment drug screening at Prospect Airport Services is conducted in accordance with the Federal Aviation Administration's Anti-Drug Testing Program. The program tests for the presence of marijuana, cocaine, opiates, phencyclidine (PCP), and amphetamines, or their metabolites. The company also conducts random drug and alcohol testing for its employees and mandatory testing in the event of reasonable suspicion, injury, or accident at the workplace.

Random drug testing

Pre-employment drug screening is mentioned on the Prospect Airport Services website, where they state that if hired, employment may be conditional on receiving a negative result on a pre-employment drug test. This test is conducted in accordance with the Federal Aviation Administration's Anti-Drug Testing Program, which aims to detect the presence of marijuana, cocaine, opiates, phencyclidine (PCP), amphetamines, or their metabolites.

Additionally, random drug testing during employment is also mentioned on their website. All employees are subject to the Company's Drug and Alcohol Testing Program, which includes random drug and alcohol testing. This testing may be triggered by reasonable suspicion of substance use, or in the event of an injury or accident at work. The company makes it clear that non-compliance with the testing program or a verified positive test result may lead to immediate termination of employment.

Furthermore, some employee reviews and comments on websites like Indeed and Glassdoor provide insights into the drug testing practices at Prospect Airport Services. One review mentions that the only requirement to get hired is to pass a drug test, indicating that it is a crucial step in the hiring process. Another review specifically mentions that there are no drug tests at Prospect Airport Services, but it is important to note that this information is user-generated and may not be entirely accurate.

In summary, while there is some variation in reports, it appears that Prospect Airport Services does conduct random drug testing as part of their overall employee screening and compliance with industry regulations. This testing occurs both before employment and at random intervals during employment, with strict consequences for non-compliance or positive test results.

Testing for reasonable suspicion

Prospect Airport Services conducts pre-employment drug screening as part of its compliance with the Federal Aviation Administration’s Anti-Drug Testing Program. The company also has a Drug and Alcohol Testing Program that requires all employees to submit to random drug and alcohol testing. In addition, mandatory drug and alcohol testing is conducted when there is a reasonable suspicion that an employee is under the influence of drugs or alcohol, or when there is an injury or accident in the workplace.

Reasonable suspicion drug testing is a strategy that is activated when behaviours or actions indicate substance impairment, thus supporting a safer work environment, reducing accidents, and promoting employee well-being. This type of testing must be based on individualized suspicion of a particular employee, and employers need to document objective facts that would suggest to a reasonable person that the individual is under the influence of drugs or alcohol in violation of company policy.

Triggers for reasonable suspicion testing are based on specific observations by supervisors, including changes in appearance, behaviour, speech, and body odour that suggest impairment. It is important to note that these observations alone do not confirm substance abuse and could be due to other factors. To effectively integrate reasonable suspicion drug testing, employers should monitor behavioural changes, document observations, consider medical evaluations, educate their management team, and utilize a checklist or worksheet.

When two or more members of management make observations that warrant reasonable suspicion drug testing, this should be documented and explained to the employee being sent for testing. Any employee may be subject to reasonable suspicion testing, and this belief must be based on specific objective facts and reasonable inferences, such as direct observation of drug use or physical symptoms of being under the influence.

Testing after injury or accident

Prospect Airport Services conducts drug tests for prospective employees. The company requires applicants to undergo a pre-employment drug screening, which is done in accordance with the Federal Aviation Administration's Anti-Drug Testing Program. This program tests for the presence of marijuana, cocaine, opiates, phencyclidine (PCP), and amphetamines, or metabolites.

Once hired, employees are subject to the company's Drug and Alcohol Testing Program, which includes random drug and alcohol testing. Additionally, mandatory drug and alcohol testing is required if there is a reasonable suspicion that an employee is under the influence or in the event of an injury or accident at work.

The testing process for prospective employees involves filling out an application form, undergoing a background check, and completing a drug test at an off-site clinic. Former employers and personal references are also contacted as part of the verification process.

For current employees, the Drug and Alcohol Testing Program is a condition of their continued employment. Failure to comply with the program or a verified positive drug and/or alcohol test can result in immediate termination.

In the event of an injury or accident at work, the company's Drug and Alcohol Testing Program mandates that employees submit to mandatory drug and alcohol testing. This is done to ensure the safety and well-being of all employees and to comply with any relevant laws and regulations. The testing process after an injury or accident is similar to the pre-employment drug screening, and it typically involves urine testing at an off-site clinic.

Urine drug screening

Prospect Airport Services does not drug test, but it does require pre-employment drug screening. This is in accordance with the Federal Aviation Administration's Anti-Drug Testing Program, which tests for marijuana, cocaine, opiates, phencyclidine (PCP), and amphetamines. If you are hired, you will be subject to the company's Drug and Alcohol Testing Program, which includes random drug and alcohol testing and mandatory testing if there is a reasonable suspicion of drug or alcohol use.

To prepare for a urine drug test, it is important to inform the test administrator about any medications or supplements you have recently taken, as these can sometimes trigger a positive result. The test itself involves urinating into a plastic container, which may be sealed in tamper-proof packaging to prevent sample tampering. The water supply in the bathroom may be turned off, and the water in the toilet may be tinted with blue dye.

Urine drug tests can provide results on the same day or within a few days. If the result is positive, a second, more accurate test may be required to confirm. This could be a GC-MS test, which is more accurate than the commonly used immunoassay (IA) test. To minimize the risk of false positives, urine drug screens have cut-off levels, where a result is only considered positive if the detected amount of a drug is above a certain level.

Frequently asked questions