1. Anti-Drug/Alcohol Misuse Program
Anti-Drug/Alcohol Misuse Program Hrs
Objective: To familiarize all employees with Baltia Anti-Drug / Alcohol Misuse Program.
BASIC INDOCTRINATION
Anti-Drug/Alcohol Misuse Program

2. General Overview
Anti-Drug/Alcohol Misuse Program

3. REF:What Employees Need To Know About
DOT Drug & Alcohol Testing
U.S. Department of Transportation (DOT)
Office of the Secretary (OST)
Office of Drug & Alcohol Policy & Compliance (ODAPC)
Safety is our no. 1 priority at the U.S.
Department of Transportation. And a
cornerstone of our safety policy is ensuring
that transportation providers across all modes
– on roads, rails, water, or in the air, over
land and underground – employ operators
who are 100 percent drug- and alcohol-free.
We want – and we insist upon – safetyconscious
employees at all times and under all
circumstances.
Fortunately, the transportation industry over time has worked hard to
reduce the number of accidents and crashes directly related to drug
and alcohol use. Nevertheless, human risk factors remain – and some
transportation workers do use illicit drugs, or abuse alcohol, despite
serious efforts to deter them.
We must never stop trying to improve our safety record where substance
abuse is concerned. We can start by making sure that employees are
properly educated on the personal and professional consequences of
drug use and alcohol misuse. Supervisors must be appropriately trained
to identify signs and symptoms of drug and alcohol use.
Employers must also have strong drug and alcohol testing programs. And
employees must be removed from safety-sensitive duties immediately
after they violate drug and alcohol testing rules. It is very important
that employees are not returned to safety-sensitive duty until they are
referred for evaluation and have successfully complied with treatment
recommendations.
I know you will support these important measures, so that we can assure
the traveling public that our transportation system is the safest it can
possibly be.

4. Who is subject to DOT testing?
Flight crews,
Flight Attendants,
Flight Instructors,
Air Traffic Controllers
Aircraft Dispatchers,
Aircraft Maintenance or Preventative Maintenance Personnel,
Ground Security Coordinators and
Aviation Screeners.
REF:What Employees Need To Know About
DOT Drug & Alcohol Testing
U.S. Department of Transportation (DOT)
Office of the Secretary (OST)
Office of Drug & Alcohol Policy & Compliance (ODAPC)
Anyone designated in DOT regulations as a safety-sensitive employee is subject
to DOT drug & alcohol testing. What follows is an overview of what jobs are
defined as safety-sensitive functions subject to testing.
Flight crews, flight attendants, flight instructors, air traffic controllers
at facilities not operated by the FAA or under contract to the U.S.
military, aircraft dispatchers, aircraft maintenance or preventative
maintenance personnel, ground security coordinators and aviation
screeners. Direct or contract employees of 14 CFR Part 121 or 135
certificate holders, Section operators and air traffic control
facilities not operated by the FAA or under contract to the US Military.
See FAA regulations at 14 CFR Part 120.

5. Why are safety-sensitive employees tested?
The short answer is for the safety of the traveling public, co-workers and yourself.
The longer answer is that the United States Congress recognized the need for a drug & alcohol free transportation industry, and in 1991 passed the Omnibus Transportation Employee Testing Act, requiring DOT Agencies to implement drug & alcohol testing of safety-sensitive transportation employees
REF:What Employees Need To Know About
DOT Drug & Alcohol Testing
U.S. Department of Transportation (DOT)
Office of the Secretary (OST)
Office of Drug & Alcohol Policy & Compliance (ODAPC)
The short answer is for the safety of the traveling public, co-workers and yourself.
The longer answer is that the United States Congress recognized the need for
a drug & alcohol free transportation industry, and in 1991 passed the Omnibus
Transportation Employee Testing Act, requiring DOT Agencies to implement drug &
alcohol testing of safety-sensitive transportation employees.3
3 The Omnibus Act’s testing requirements do not apply to PHMSA.
Within DOT, the Office of the Secretary’s Office of Drug & Alcohol Policy &
Compliance (ODAPC) publishes rules on how to conduct those tests, what
procedures to use when testing and how to return an employee to safety-sensitive
duties. Encompassed in 49 Code of Federal Regulations (CFR) Part 40, ODAPC
publishes and provides authoritative interpretations of these rules.
DOT agencies and the U.S. Coast Guard write industry specific regulations, spelling
out who is subject to testing, when and in what situations. Industry employers
implement the regulations that apply to them.
The benefit to all employees affected by DOT regulations is that each agency’s
regulations must adhere to DOT’s testing procedures found at 49 CFR Part 40,
commonly known as “Part 40.” For example, you may work in the rail industry and
later work in the motor carrier industry, but the procedures for collecting, testing
and reporting of your tests will be the same under Part 40.

6. BALTIA AIR LINES Commitment to Employees
must establish a work environment where its Employees are free from the effects of drugs and alcohol”
DAM 1.1
Baltia Airlines Inc. (“Baltia” or the “Company”) has a strong commitment to its Employees, those who use or come in
contact with our services, and the general public to ensure safe working conditions for its Employees. To satisfy these
responsibilities, Baltia must establish a work environment where its Employees are free from the effects of drugs and
alcohol.
Toward this end, Baltia has implemented a drug and alcohol policy that complies with all applicable federal and state
laws. Knowingly permitting another Employee to report for or carry on work while showing the signs and symptoms of
substance abuse or misuse is counter productive to the safety and caring this policy is designed to support.
We ask for your full cooperation in enforcing this policy and, just as important, in educating other Employees regarding the
risks associated with substance abuse and misuse.

7. (1) Your health and safety may be at risk.
There are three good reasons why you should be concerned if any of your co-workers are using drugs or alcohol in the workplace:
(1) Your health and safety may be at risk.
(2) Alcohol/drug misuse cost you money.
(3) Alcohol/drug misuse creates a negative work environment.
DAM 3.1
There are three good reasons why you should be concerned if any of your co-workers are using drugs or
alcohol in the workplace:
(1) Your health and safety may be at risk.
(2) Alcohol/drug misuse cost you money.
(3) Alcohol/drug misuse creates a negative work environment.
• Absenteeism among problem drinkers or alcoholics is 8.3 times greater than normal. If your fellow Employees
do not come to work, you may have to do their job in addition to your own.
• Workers who misuse alcohol don’t function at their full potential. Not only is absenteeism a problem, when
they are at work, these co-workers may have reduced capabilities and productivity. Substance abusers are
more likely to injure themselves, or someone else, which results in increased benefits costs. Since our product
is the safe transportation of the public, alcohol misuse is an especially serious issue.
• Substance abuse or misuse can destroy relationships and lead to serious legal problems. If a prohibited
substance affects your work life, it could lead to job loss and all of the financial problems that would follow.
• No matter what your position is in the organization, there is something you can do to ensure that drug and
alcohol use on the job never becomes a problem at Baltia. Acceptance of any misuse puts you, this company,
and the public at risk.

8. Compliance with Federal regulations Anti-Drug Information
Alcohol Abuse/Misuse Information
Baltia Screening Policies and Procedures
Drug testing policy
Requirements for drug testing
Alcohol Misuse Prevention Program (AMPP)
Alcohol testing of persons in safety-sensitive positions
Circumstances requiring testing
Refusal to submit to testing
Testing Procedures
Positive Result Procedures
Employee Assistance Program (EAP)
FOTM
In our discusion of the Anti-Drug/Alcohol Misuse Program we will look at the following:
2) Compliance with Federal regulations
3) Anti-Drug Information
4) Alcohol Abuse/Misuse Information
5) Baltia Screening Policies and Procedures
6) Drug testing policy
7) Requirements for drug testing
8) Alcohol Misuse Prevention Program (AMPP)
9) Alcohol testing of persons in safety-sensitive positions
10) Circumstances requiring testing
11) Refusal to submit to testing
12) Testing Procedures
13) Positive Result Procedures
14) Employee Assistance Program (EAP)

9. Definitions you should know
Confirmed Positive Breath Alcohol Test Result
“DER”
“EBT”
“EMIT”
“GC/MS”
Medical Review Officer (“MRO”)
“Permanent Disqualification”
“Validity Testing”
“Verified Confirmed Positive Drug Test Result”
“SAP”
DAM 2.1
“Confirmed Positive Breath Alcohol Test Result” (DOT definition), means testing that reveals the presence of
alcohol greater than 0.04, after the following:
• A screening by Evidential Breath Testing (EBT), and
• A confirmation test, also by EBT.
“DER” means designated employer representative.
“EBT” is the abbreviation for evidential breath-testing device for initial screening test and confirmation test of breath alcohol.
“EMIT” stands for enzyme multiplied immunoassay technique drug-screening test.
“GC/MS” gas chromatography/mass spectrometry is the method used to confirm a drug test.
Medical Review Officer (“MRO”) is a licensed physician, with knowledge of substance abuse disorders, who has
appropriate medical training to interpret and evaluate drug test results and meets the qualifications of 49 CFR Part
40.
“Permanent Disqualification” means permanent preclusion from performing for any employer, the safety-sensitive
duties the individual performed prior to the alcohol/drug policy violation.
“Validity Testing” is the process by which specimens are evaluated at the laboratory to determine if it is consistent
with normal human urine and to determine whether certain adulterants or foreign substances were added to the
urine, if the urine was diluted, or if the specimen was substituted. The MRO reviews a test appearing to be
adulterated, tampered or substituted and may direct the donor to retake the test under direct observation or
determines it to be positive, in accordance with DOT regulation.
“Verified Confirmed Positive Drug Test Result” indicates testing that reveals the presence of drug(s) after all of
the following:
• a confirmation validity test, and
• screening by EMIT, and
• a confirmation test by GC/MS, and
• determination by the Company-designated MRO that no legitimate medical explanation exists for the positive
test; and
• if requested within 72 hours of MRO’s notification to the Employee of a positive result, a test of the split sample
by GC/MS at the Employee’s expense.
Substance Abuse Professional (“SAP”) means a licensed and/or certified professional, with knowledge of, and
clinical experience, in the diagnosis and treatment of disorders related to drug use and abuse and alcohol-related
disorders and meets the qualifications of 49 CFR Part 40, Subpart O.

10. Compliance with Federal regulations
Anti-Drug/Alcohol Misuse Program
Compliance with Federal regulations

11. Compliance with Federal regulations
Because Baltia is a commercial air carrier regulated by the FAA and the DOT, certain Company Employees are also subject to requirements of Baltia’s FAA/DOT Drug and Alcohol Policy.
DAM 1.1
Because Baltia is a commercial air carrier regulated by the FAA and the DOT, certain Company Employees are also
subject to requirements of Baltia’s FAA/DOT Drug and Alcohol Policy.
Should any applicant and/or Employee become covered under the FAA/DOT Drug and Alcohol Policy and it has
been found that the applicant and/or Employee has had a previous violation of the FAA and/or DOT regulations that
would require the individual to complete a required Return To Duty process, Baltia will not consider the applicant and/
or Employee eligible for employment and/or entry into the FAA/DOT Drug and Alcohol program until the applicant
and/or Employee has met the required Return To Duty program at his or her own expense. If you have any questions
about the application of these two polices or whether you are also subject to testing under the FAA/DOT Drug and
Alcohol Policy, please contact the Anti-Drug and Alcohol Program Manager at (718)

12. Anti-Drug Information
Anti-Drug/Alcohol Misuse Program
Anti-Drug Information

13. What conduct is prohibited by the regulations?
As a safety-sensitive employee…
You must not use or possess alcohol or any illicit drug while assigned to perform safety-sensitive functions or actually performing safety-sensitive functions.
You must not report for service, or remain on duty if you…
Are under the influence or impaired by alcohol;
Have a blood alcohol concentration .04 or greater; (with a blood alcohol concentration of .02 to .039, some regulations do not permit you to continue working until your next regularly scheduled duty period);
Have used any illicit drug.
You must not use alcohol within four hours (8 hours for flight crew members and flight attendants) of reporting for service or after receiving notice to report. You must not report for duty or remain on duty when using any controlled substance unless used pursuant to the instructions of an authorized medical practitioner. You must not refuse to submit to any test for alcohol or controlled substances. You must not refuse to submit to any test by adulterating or substituting your specimen. Keep these in mind when preparing to report to work.
REF: What Employees Need To Know About
DOT Drug & Alcohol Testing
U.S. Department of Transportation (DOT)
Office of the Secretary (OST)
Office of Drug & Alcohol Policy & Compliance (ODAPC)
What conduct is prohibited by the regulations?
As a safety-sensitive employee…
• You must not use or possess alcohol or any illicit drug while assigned to perform
safety-sensitive functions or actually performing safety-sensitive functions.
• You must not report for service, or remain on duty if you…
- Are under the influence or impaired by alcohol;
- Have a blood alcohol concentration .04 or greater; (with a blood alcohol
concentration of .02 to .039, some regulations do not permit you to continue
working until your next regularly scheduled duty period);
- Have used any illicit drug.
• You must not use alcohol within four hours (8 hours for flight crew members and
flight attendants) of reporting for service or after receiving notice to report.
• You must not report for duty or remain on duty when using any controlled
substance unless used pursuant to the instructions of an authorized medical
practitioner.
• You must not refuse to submit to any test for alcohol or controlled substances.
• You must not refuse to submit to any test by adulterating or substituting your
specimen.
Keep these in mind when preparing to report to work.

14. Prohibited conduct Prohibited conduct is defined by the FAA as:
A Employee may not perform safety-sensitive functions while using alcohol;
A Employee may not perform safety-sensitive functions Employee within four (4) hours after using alcohol, (eight (8) hours for flight crews and flight attendants);
A Employee that has an alcohol concentration of .04 or greater.
Refusal to submit to a required alcohol test;
The use of alcohol eight hours following an accident or until tested (for Employees who are required to be tested).
DAM 2.6
Prohibited conduct is defined by the FAA as:
• A Employee may not perform safety-sensitive functions while using alcohol;
• A Employee may not perform safety-sensitive functions Employeewithin four (4) hours after using
alcohol, (eight (8) hours for flight crews and flight attendants);
• A Employee that has an alcohol concentration of .04 or greater.
• Refusal to submit to a required alcohol test;
• The use of alcohol eight hours following an accident or until tested (for Employees who are required
to be tested).

15. FAA Consequences of Prohibited Conduct:
Covered Employees are prohibited from performing safety-sensitive functions if they have engaged in prohibited conduct under the FAA rule, or another DOT agency’s alcohol misuse rule (including refusal to submit to random, reasonable suspicion, post-accident, or follow-up testing).
DAM 2.6
FAA Consequences of Prohibited Conduct:
Covered Employees are prohibited from performing safety-sensitive functions if they have engaged in prohibited
conduct under the FAA rule, or another DOT agency’s alcohol misuse rule (including refusal to submit to random,
reasonable suspicion, post-accident, or follow-up testing).

16. SUBSTANCES FOR WHICH TESTING MAY BE CONDUCTED
DAM 1.3
SUBSTANCES FOR WHICH TESTING MAY BE CONDUCTED
Applicants and Employees may be tested for the following substances:
Marijuana metabolites 50 ng/mL
Cocaine metabolites 300 ng/mL
Opiates metabolites (Codeine, Morphine , Heroin) 2000 ng/mL
Hydrocodone, Hydromorphone,Oxycodone 300ng/mL
Phencyclidine (PCP) 25 ng/mL
Amphetamines and Methamphetamine 1000 ng/mL
Barbiturates 300 ng/mL
Benzodiazepines 300 ng/mL
Propoxyphene 300ng/mL
Methadone 300 ng/mL
Ecstasy/MDMA 300 ng/mL

17. Alcohol Abuse/Misuse Information
Anti-Drug/Alcohol Misuse Program
Alcohol Abuse/Misuse Information

18. What is alcohol? Alcohol is a drug.
The kind of alcohol in alcoholic beverages is ethyl alcohol
Ethyl alcohol is properly classed as an anesthetic drug
DAM 3.13
Alcohol is a drug. Like the sedatives, it is a central nervous system depressant. The major psychoactive ingredient in
wine, beer and distilled liquor, alcohol is the natural substance formed by the reaction of fermenting sugar with yeast
spores. The kind of alcohol in alcoholic beverages is ethyl alcohol – a colorless, flammable liquid. Ethyl alcohol is
properly classed as an anesthetic drug, although it may give the impression of a stimulant.
The alcohol content in some drinks is high enough for the alcohol to irritate the sensitive mucous membrane of the
mouth and throat. In response to this irritation, there is a natural reflex action in the form of a temporary quickening of
the heartbeat and gasping for breath.
This reflex to irritation is the only stimulating effect of alcohol on the body and is the same effect produced as when
smelling salts are used.

19. Is alcohol a depressant or a stimulant?
Alcohol is a depressant
The individual feels “stimulated”
Loss of judgment and self-control
Larger doses..more obvious effects
Ethyl alcohol can also be classified as a food
A heavy drinker may suffer from malnutrition
DAM 3.13
Alcohol is a depressant. Alcohol is absorbed into the bloodstream from the stomach or small intestine and is carried
to the brain where it exerts its depressive action.
The first area of the brain affected by alcohol is the area which regulates inhibitions, judgment, self-control and
restraint. When inhibitions are eliminated, the individual feels freed from restraints and may react as though
“stimulated”.
The individual may laugh at jokes, which are not at all funny. They may say and do things, which embarrass others
and may even consider themselves the “life of the party”. These reactions occur, not because the drinker is
stimulated, but because of the depression of the higher centers of the brain which has resulted in a loss of judgment
and self-control.
Larger doses of alcohol usually make the depressive effect of alcohol more obvious. The drinker may stagger, fall,
become very sleepy or pass out. At this stage, it is easier to understand that alcohol is a depressant, rather than a
stimulant.
Technically, ethyl alcohol can also be classified as a food since it contains calories, but its food value is very limited.
It contains no vitamins or minerals, only calories. An ounce of alcohol contains 200 calories. This compares with 270
calories in an ounce of fat and 114 calories in an ounce of carbohydrates.
The calories in alcohol are burned to produce energy in the form of heat. They are used only as fuel and cannot be
stored for use in the future, nor can they be used to build or repair body tissue. Because of its caloric content, alcohol
does help to satisfy the appetite. People who drink a lot may not be hungry for other food and by neglecting to fortify
the body with the kind of nourishment it needs to function properly, the heavy drinker may suffer from malnutrition.

20. Effects of Alcohol use Tranquilizing Stimulating Loss of Self-control
Dull Sensations
Impair muscular coordination
Memory and Judgement
DAM
What effects does alcohol have?
In small doses, alcohol has a tranquilizing effect on most people, although it appears to stimulate others. Alcohol first
acts on those parts of the brain which affect self-control and other learned behaviors. Lowered self-control often
leads to the aggressive behavior associated with some drinkers.
In large doses, alcohol can dull sensation and impair muscular coordination, memory and judgment. Taken in large
quantities over a long period of time, alcohol can damage the liver and heart and can cause permanent brain
damage.
Alcohol’s ready oxidation distinguishes it from the majority of other foods, including all fats and proteins and most
carbohydrates. Their molecular structure is too complex for immediate combustibility.
with the digestive juices, acids and enzymes that are part of the digestive system. It is only after this digestive
process is completed that their essential elements can be assimilated into the body. Alcohol needs no such
preparation. It is as naturally assimilated as water.
Once the alcohol reaches the stomach, the absorption process begins. Without going through the digestive process,
some of the alcohol is absorbed through the small intestine again, without digestion.
The bloodstream carries the alcohol rapidly to every part of the body. It cannot be stored in the body for any length of
time, like some foods, but circulates through the body until it is oxidized or lost through the breath or urine. Although
small amounts of alcohol may leave the body through the sweat glands, the breath or the urine, nearly all the alcohol
ingested must be disposed of through oxidation.
As long as alcohol remains in the gastrointestinal tract, its powers are bridled. They are released only when it passes
into the bloodstream. Once it is absorbed into the bloodstream, its actions and influence are unalterable. Its effects
will persist until it has been burned and eliminated from the body by the process of oxidation.

21. Factors that influence the effects of alcohol
Speed of drinking
Body weight
Food in the stomach
Tolerance
Types of beverages
DAM 3.15
What are some factors that influence the effects of alcohol?
• Speed of drinking – the more rapidly an alcohol beverage is swallowed, the higher will be the peak blood
alcohol level.
• • Body weight – the less a person weighs, the higher the blood alcohol concentration. Lesser amounts of
alcohol will affect lighter people more than heavier people.
• • Food in the stomach – eating while drinking will not prevent the alcohol from getting into the bloodstream,
but it will tend to slow down the absorption rate.
• • Tolerance – those with a long history of drinking tend to develop a tolerance for alcohol, i.e., it takes larger
amounts of the drug to produce the same effects.
• • Types of beverages – the higher strength alcoholic beverages tend to get into the bloodstream faster.
This is by no means a comprehensive list. However, it provides a general idea of what factors influence the
metabolization of alcohol.

22. Can people become dependent on alcohol?
DAM 3.15
Yes. When drinkers see alcohol as an escape from the problems and stresses of everyday life, they may want to
keep on drinking. They begin to depend on the drug for relief. Repeated drinking produces tolerance to the drug’s
effects and dependence. The drinker’s body then needs alcohol to function.
Once dependent, drinkers may experience physical and/or psychological withdrawal symptoms when they stop
drinking. Although considerable success has been reported in a non-medical withdrawal from alcohol, in some
serious cases hospitalization may be required for a short period of time.

23. What is alcoholism and what does it mean to be an alcoholic?
Alcoholism is a condition, which is characterized, among other things, by the drinker’s consistent inability to choose whether to drink at all, or to stop drinking when he or she has obviously had enough.
DAM 3.15
What is alcoholism and what does it mean to be an alcoholic?
Alcoholism is a condition, which is characterized, among other things, by the drinker’s consistent inability to choose
whether to drink at all, or to stop drinking when he or she has obviously had enough.
But what is “enough”? It is certainly more than enough, for instance, when a person takes an overdose and becomes
drunk. A hangover is a withdrawal effect of alcohol, but one episode of intoxication does not make a person an
alcoholic. In general, people are said to have a problem with alcohol, or to be alcoholics if: (1) they cannot control
their drinking; (2) they are dependent on the drug; or (3) their drinking has a negative impact on their families, friends
and jobs. By these criteria, about 10 million Americans are problem drinkers or alcoholics.
The reason people abuse alcohol and how seriously that abuse affects their lives are the most important factors in
determining alcoholism.

24. SIGNS OF ALCOHOL USE DAM 3.16
What are some signs that are characteristic of alcohol use?
Alcohol (“booze”, “juice”, “sauce”, “brew”, “vino”)
• Odor on the breath
• Intoxication
• Difficulty focusing; glazed appearance of the eyes.
• Uncharacteristically passive behavior; or combative and argumentative behavior.
• Gradual deterioration in personal appearance and hygiene.
• Gradual decline, especially in job performance.
• Absenteeism (particularly at the beginning or end of the week).
• Unexplained bruises and accidents.
• Irritability
• Flushed skin (“ruddy” complexion).
• Loss of memory (blackouts, not passing out).
• When availability and consumption of alcohol become the focus of social or professional activities.
• Impaired interpersonal relationships (troubled marriages, unexplainable termination of deep relationships,
alienation from close family members).
NOTE
Behavioral and physiological signs of alcohol abuse may emerge in
as little as 6 months for adolescents and the elderly or take as long as
15 years for some adults.

25. SIGNS OF ALCOHOL USE Odor on the breath Intoxication
Difficulty focusing; glazed appearance of the eyes.
Uncharacteristically passive behavior; or combative and argumentative behavior.
Gradual deterioration in personal appearance and hygiene.
Gradual decline, especially in job performance.
Absenteeism (particularly at the beginning or end of the week).
Unexplained bruises and accidents.
Irritability
Flushed skin (“ruddy” complexion).
Loss of memory
When availability and consumption of alcohol become the focus of social or professional activities.
Impaired interpersonal relationships (troubled marriages, unexplainable termination of deep relationships, alienation from close family members).
DAM 3.16
What are some signs that are characteristic of alcohol use?
Alcohol (“booze”, “juice”, “sauce”, “brew”, “vino”)
• Odor on the breath
• Intoxication
• Difficulty focusing; glazed appearance of the eyes.
• Uncharacteristically passive behavior; or combative and argumentative behavior.
• Gradual deterioration in personal appearance and hygiene.
• Gradual decline, especially in job performance.
• Absenteeism (particularly at the beginning or end of the week).
• Unexplained bruises and accidents.
• Irritability
• Flushed skin (“ruddy” complexion).
• Loss of memory (blackouts, not passing out).
• When availability and consumption of alcohol become the focus of social or professional activities.
• Impaired interpersonal relationships (troubled marriages, unexplainable termination of deep relationships,
alienation from close family members).
NOTE
Behavioral and physiological signs of alcohol abuse may emerge in
as little as 6 months for adolescents and the elderly or take as long as
15 years for some adults.

26. DAM 3.1

27. Baltia Screening Policies and Procedures
Anti-Drug/Alcohol Misuse Program
Baltia Screening Policies and Procedures

28. Baltia has implemented a drug and alcohol policy that complies with all applicable federal and state laws.
Knowingly permitting another Employee to report for or carry on work while showing the signs and symptoms of substance abuse or misuse is counter productive to the safety and caring this policy is designed to support.
DAM 1.1
Baltia has implemented a drug and alcohol policy that complies with all applicable federal and state
laws. Knowingly permitting another Employee to report for or carry on work while showing the signs and symptoms of
substance abuse or misuse is counter productive to the safety and caring this policy is designed to support.

29. Anti-Drug/Alcohol Misuse Program
Drug testing policy

30. BALTIA POLICY
“We fully support the FAA regulations. Our policy is in full compliance with the FAA’s Anti-Drug and Alcohol Misuse Prevention Program. We expect full cooperation in both policy compliance and in educating your fellow Employees as to the risks of substance abuse” “Our policy consists of requirements that apply to Department of Transportation (DOT)-covered Employees and applicants, outlined in governing regulations, including 49 CFR Part 40, and 14 CFR Part 120”
DAM 2.1
POLICY AND INTRODUCTORY STATEMENT
Our policy consists of requirements that apply to Department of Transportation (DOT)-covered Employees and
applicants, outlined in governing regulations, including 49 CFR Part 40, and 14 CFR Part 120.
The Federal Aviation Administration (FAA) developed an Alcohol and Drug Testing Program for individuals
performing “safety-sensitive or security-related” functions. We fully support the FAA regulations. Our policy is in full
compliance with the FAA’s Anti-Drug and Alcohol Misuse Prevention Program. We expect full cooperation in both
policy compliance and in educating your fellow Employees as to the risks of substance abuse.
Please note: Covered DOT Employees and applicants are covered by all Corporate Non-DOT policies as well as the
DOT and FAA Regulations.
To obtain additional information regarding Baltia’s Anti-Drug and Alcohol Misuse Prevention Program please contact
the Anti-Drug Program Manager and Designated Employer Representative, at (718)

31. DRUG AND ALCOHOL PREVENTION POLICY
The following policy applies to Baltia dispatchers and crewmembers:
No person may act as a Dispatcher or Crewmember under the following conditions:
Within twelve (12) hours after the consumption of any alcoholic beverage.
Uses or possesses any illegal or prohibited drug.
Refuses any alcohol or drug test required by regulations, or has a verified positive test result.
Knowingly permits another crewmember or dispatcher to perform duty while under the influence of alcohol or drugs.
OCM 2.2
DRUG AND ALCOHOL PREVENTION POLICY
14 CFR (a), (b), (c), (a), (a), (b), (c), (d), (e),
120.37(f), (a), (b)
The following policy applies to Baltia dispatchers and crewmembers:
• No person may act as a Dispatcher or Crewmember under the following conditions:
• Within twelve (12) hours after the consumption of any alcoholic beverage.
• Uses or possesses any illegal or prohibited drug.
• Refuses any alcohol or drug test required by regulations, or has a verified positive test result.
• Knowingly permits another crewmember or dispatcher to perform duty while under the influence of
alcohol or drugs

32. DRUG AND ALCOHOL PREVENTION POLICY (Continued)
Consumes alcohol within eight (8) hours following an accident or incident in which he or she performed a safety sensitive function.
While under the influence of alcohol (defined as 0.02 percent by weight in the blood, or above, by the DOT/ FAA mandated Drug & Alcohol Program). Baltia’s goal for pilots, stewards, and dispatchers is 0.00 percent by weight of alcohol in the blood.
While under the influence of any drug that affects their abilities in any way contrary to safety.
OCM 2.2
DRUG AND ALCOHOL PREVENTION POLICY (CONTINUED)
14 CFR (a), (b), (c), (a), (a), (b), (c), (d), (e),
120.37(f), (a), (b)
• Consumes alcohol within eight (8) hours following an accident or incident in which he or she performed a
safety sensitive function.
• While under the influence of alcohol (defined as 0.02 percent by weight in the blood, or above, by the
DOT/ FAA mandated Drug & Alcohol Program). Baltia’s goal for pilots, stewards, and dispatchers is 0.00
percent by weight of alcohol in the blood.

33. All prescription or over-the-counter medications that inhibit job functions will be reported to the Chief Pilot, the Director of Operations Control, or the Director of Fight Operations as appropriate.
OCM 2.3
All prescription or over-the-counter medications that inhibit job functions will be reported to the Chief Pilot, the Director of Operations Control, or the Director of Fight Operations as appropriate.

34. Subpart A - Administrative Provisions
49 CFR Part 40 PROCEDURES FOR TRANSPORTATION WORKPLACE DRUG AND ALCOHOL TESTING PROGRAMS
Subpart A - Administrative Provisions
§ 40.1 Who does this regulation cover?
This part tells all parties who conduct drug and alcohol tests required by Department of Transportation (DOT) agency regulations how to conduct these tests and what procedures to use.
(b) This part concerns the activities of transportation employers, safety-sensitive transportation employees (including self-employed individuals, contractors and volunteers as covered by DOT agency regulations), and service agents.
(c) Nothing in this part is intended to supersede or conflict with the implementation of the Federal Railroad Administration's post-accident testing program (see 49 CFR ).
49CFR PART 40
Subpart A - Administrative Provisions
§ 40.1 Who does this regulation cover?
(a) This part tells all parties who conduct drug and alcohol tests required by Department of Transportation (DOT) agency regulations how to conduct these tests and what procedures to use.
(b) This part concerns the activities of transportation employers, safety-sensitive transportation employees (including self-employed individuals, contractors and volunteers as covered by DOT agency regulations), and service agents.
(c) Nothing in this part is intended to supersede or conflict with the implementation of the Federal Railroad Administration's post-accident testing program (see 49 CFR ).

35. 14 CFR PART 120—DRUG AND ALCOHOL TESTING PROGRAM
120.1   Applicability.
This part applies to the following persons:
All air carriers and operators certificated under part 119 of this chapter authorized to conduct operations under part 121 or part 135 of this chapter, all air traffic control facilities not operated by the FAA or by or under contract to the U.S. military; and all operators as defined in 14 CFR
All individuals who perform, either directly or by contract, a safety-sensitive function listed in subpart E or subpart F of this part
120.1   Applicability.
This part applies to the following persons:
All air carriers and operators certificated under part 119 of this chapter authorized to conduct operations under part 121 or part 135 of this chapter, all air traffic control facilities not operated by the FAA or by or under contract to the U.S. military; and all operators as defined in 14 CFR
All individuals who perform, either directly or by contract, a safety-sensitive function listed in subpart E or subpart F of this part

36. 14 CFR PART 120—DRUG AND ALCOHOL TESTING PROGRAM
120.3   Purpose.
The purpose of this part is to establish a program designed to help prevent accidents and injuries resulting from the use of prohibited drugs or the misuse of alcohol by employees who perform safety-sensitive functions in aviation.
120.3   Purpose.
The purpose of this part is to establish a program designed to help prevent accidents and injuries resulting from the use of prohibited drugs or the misuse of alcohol by employees who perform safety-sensitive functions in aviation.

37. Alcohol Misuse Prevention Program (AMPP)
Anti-Drug/Alcohol Misuse Program
Alcohol Misuse Prevention Program (AMPP)

38. A449 . Antidrug and Alcohol Misuse Prevention Program
The certificate holder who operates under Title 14 Code of Federal Regulations (CFR) Part 121 certifies that it will comply with the requirements of 14 CFR Part 120 and 49 CFR Part 40 for its Antidrug and Alcohol Misuse Prevention Program.
THE AMPP IS AUTHORIZED IN OPS SPEC A449
Ops Spec A449 . Antidrug and Alcohol Misuse Prevention Program HQ Control: 07/17/2009
HQ Revision: 00a
a. The certificate holder who operates under Title 14 Code of Federal Regulations (CFR)
Part 121 certifies that it will comply with the requirements of 14 CFR Part 120 and 49 CFR
Part 40 for its Antidrug and Alcohol Misuse Prevention Program.

39. Ops Spec A.449 Limitations and Provisions
(1) Antidrug and Alcohol Misuse Prevention Program inspections and enforcement activity will be conducted exclusively by the Drug Abatement Division. All questions regarding this program should be directed to the Drug Abatement Division.
(2) The certificate holder must implement its Antidrug and Alcohol Misuse Prevention Programs fully in accordance with 14 CFR Part 120 and 49 CFR Part 40.
(3) The certificate holder is responsible for ensuring that its contractors who perform safety-sensitive work for the certificate holder are subject to Antidrug and Alcohol Misuse Prevention Programs.
(4) The certificate holder is responsible for updating this operations specification when any changes occur in the location or phone number where the Antidrug and Alcohol Misuse Prevention Records are kept (as listed in Table 1 above).
Ops Spec A.449 Limitations and Provisions
(1) Antidrug and Alcohol Misuse Prevention Program inspections and enforcement activity will be conducted exclusively by the Drug Abatement Division. All questions regarding this program should be directed to the Drug Abatement Division.
(2) The certificate holder must implement its Antidrug and Alcohol Misuse Prevention Programs fully in accordance with 14 CFR Part 120 and 49 CFR Part 40.
(3) The certificate holder is responsible for ensuring that its contractors who perform safety-sensitive work for the certificate holder are subject to Antidrug and Alcohol Misuse Prevention Programs.
(4) The certificate holder is responsible for updating this operations specification when any changes occur in the location or phone number where the Antidrug and Alcohol Misuse Prevention Records are kept (as listed in Table 1 above).

40. FAA Drug Abatement Division (AAM-800)
Is the principal agency element responsible for the development, implementation, administration, and compliance monitoring of the aviation industry drug and alcohol testing programs as set forth in the Department of Transportation (DOT) and Federal Aviation Administration (FAA) regulations, 49 CFR part 40 and 14 CFR part 120. The regulations require all part 119 certificate holders authorized to operate under parts 121 and 135, air tour operators (as defined in § ) and air traffic control facilities not operated by FAA or under contract to the U.S. Military to implement drug and alcohol testing programs.
The Drug Abatement Division (AAM-800) is the principal agency element responsible for the development, implementation, administration, and compliance monitoring of the aviation industry drug and alcohol testing programs as set forth in the Department of Transportation (DOT) and Federal Aviation Administration (FAA) regulations, 49 CFR part 40 and 14 CFR part 120. The regulations require all part 119 certificate holders authorized to operate under parts 121 and 135, air tour operators (as defined in § ) and air traffic control facilities not operated by FAA or under contract to the U.S. Military to implement drug and alcohol testing programs.

41. DOT Office of Drug & Alcohol Policy & Compliance website
CLICK LINK FOR ACCESS TO WEBSITE ADDRESS
DOT OFFICE OF DRUG AND ALCOHOL POLICY & COMPLIANCE WEBSITE
REVIEW FOR AWARENESS

42. Alcohol testing of persons in safety-sensitive positions
Anti-Drug/Alcohol Misuse Program
Alcohol testing of persons in safety-sensitive positions

43. Alcohol Testing
Alcohol testing rules require the use of evidential breath testing (EBT) devices, also known as breathalyzers. Two breath tests are required to determine if a person has a prohibited alcohol concentration.
A screening test is administered first.
Any result less than 0.02 alcohol concentration is considered a negative test.
If the alcohol concentration is 0.02 or greater, a second confirmation test must be conducted using an EBT that prints the results, date, time, sequential test number, and the brand and serial number of the EBT to ensure reliability of the results.
The confirmation test results determine any actions taken.

44. Circumstances requiring testing
Anti-Drug/Alcohol Misuse Program
Circumstances requiring testing

45. TESTING OCCASIONS Pre-Employment Random Testing
Reasonable Cause/Suspicion Testing
Post-Accident DOT Testing
Post-Accident Drug Testing
Post-Accident Alcohol Testing
Return to Duty Testing
Follow-up Testing
DAM CH 2
There are numerous events which may be cause for Drug & Alcohol Testing. Of those the following will be a
Part of the Baltia Testing Program:
Pre-Employment
Random Testing
Reasonable Cause/Suspicion Testing
Post-Accident DOT Testing
Post-Accident Drug Testing
Post-Accident Alcohol Testing
Return to Duty Testing
Follow-up Testing
All applicants for employment must successfully complete pre-employment drug testing prior to employment and
will not be allowed to begin employment, performing a safety-sensitive function or training, until successful
results are achieved. For applicants not hired within (90) days, a new pre-employment test may be required.
Employees performing safety-sensitive or security related functions, including management, are subject to
random testing for drugs and alcohol. Employees will be randomly selected by a computer-based number
generator for testing.

46. Reasonable Cause/Suspicion Testing
Reasonable Cause drug testing occurs when at least two management Employees, one of whom is trained in detecting the indicators of drug use, substantiates and concurs in the decision that reasonable cause exists to test a Employee.
Reasonable Suspicion alcohol testing occurs when at least one management Employee that is trained in detecting the indicators of alcohol use, substantiates that Reasonable Suspicion exists to test a Employee.
DAM 2.4
Reasonable Cause drug testing occurs when at least two management Employees, one of whom is trained in
detecting the indicators of drug use, substantiates and concurs in the decision that reasonable cause exists to
test a Employee.
Reasonable Suspicion alcohol testing occurs when at least one management Employee that is trained in
detecting the indicators of alcohol use, substantiates that Reasonable Suspicion exists to test a Employee.
Testing will be done promptly. Reasonable suspicion alcohol testing must be accomplished within 2 hours after a
reasonable suspicion determination. If unusual circumstances unavoidably delay testing, attempts to test must
continue for up to 8 hours. It is necessary in all cases to document the reasons the 2-hour and 8-hour limits were
not satisfied.
Employees tested for reasonable cause drug testing will be withheld from service pending notification of the test
results. Individuals other than Employees, such as, but not limited to law enforcement officers, physicians,
EMT’s, SAP’s, who are trained in the indicators of drug and alcohol use, may make the decision for reasonable
cause/suspicion testing, in coordination with the approval of the Drug Program Manager.

47. Post-Accident DOT Testing
Alcohol and drug testing will occur as soon as possible after any “aircraft accident”. The testing will apply to all safety-sensitive Employees, whose performance may have been a contributing factor to an accident.
DAM 2.4
Post-Accident DOT Testing
Alcohol and drug testing will occur as soon as possible after any “aircraft accident”. The testing will apply to all
safety-sensitive Employees, whose performance may have been a contributing factor to an accident. In cases of
significant serious injuries to the Employee(s) to be tested, obtaining necessary medical assistance will take
priority over alcohol/drug testing. Alcohol/drug testing in such cases must be accomplished as soon as medically
reasonable, within the time restrictions placed by the FAA. Employees will be withheld from service with pay
pending the results of the alcohol/drug test.
Failure to be available for drug and/or alcohol testing following an accident may be deemed as a “refusal to
submit”.

48. Return to Duty Testing
Before a Employee, who has completed a Company approved rehabilitation program, returns to duty in a safety-sensitive position after engaging in prohibited conduct, a return to duty test must be conducted.
DAM 2.4
Before a Employee, who has completed a Company approved rehabilitation program, returns to duty in a safetysensitive
position after engaging in prohibited conduct, a return to duty test must be conducted. The Employee
cannot perform a safety-sensitive or non safety-sensitive function until a result indicating an alcohol
concentration of less than .02 is obtained or a verified negative drug test result is received, whichever is
applicable. At the end of this policy, Subpart O is included to provide you with further DOT regulations regarding
Return to Duty procedures.

49. Follow-up Testing
Before a Employee, who has been identified by a Company approved Substance Abuse Professional (SAP) or Medical Review Officer (MRO), whichever is applicable, as needing assistance in resolving a problem with drug use or alcohol misuse and who has returned to duty performing a safety-sensitive function will be subject to follow-up testing.
DAM 2.4
Follow-up Testing
Before a Employee, who has been identified by a Company approved Substance Abuse Professional (SAP) or
Medical Review Officer (MRO), whichever is applicable, as needing assistance in resolving a problem with drug
use or alcohol misuse and who has returned to duty performing a safety-sensitive function will be subject to
follow-up testing. Follow-up testing occurs a minimum of six times the first year, and can last up to sixty months,
as established by the SAP. At the end of this policy, Subpart O is included to provide you with further DOT
regulations regarding Follow-up procedures.

50. Refusal to submit to testing
Anti-Drug/Alcohol Misuse Program
Refusal to submit to testing

51. FAA Prohibited Conduct: Prohibited conduct is defined by the FAA as:
A Employee may not perform safety-sensitive functions while using alcohol;
A Employee may not perform safety-sensitive functions Employee within four (4) hours after using alcohol, (eight (8) hours for flight crews and flight attendants);
A Employee that has an alcohol concentration of .04 or greater.
Refusal to submit to a required alcohol test;
The use of alcohol eight hours following an accident or until tested (for Employees who are required to be tested).
DAM 2.6
FAA Prohibited Conduct:
• Prohibited conduct is defined by the FAA as:
• A Employee may not perform safety-sensitive functions while using alcohol;
• A Employee may not perform safety-sensitive functions Employee within four (4) hours after using
alcohol, (eight (8) hours for flight crews and flight attendants);
• A Employee that has an alcohol concentration of .04 or greater.
• Refusal to submit to a required alcohol test;
• The use of alcohol eight hours following an accident or until tested (for Employees who are required
to be tested).

52. FAA Consequences of Prohibited Conduct:
Covered Employees are prohibited from performing safety-sensitive functions if they have engaged in prohibited conduct under the FAA rule, or another DOT agency’s alcohol misuse rule
(including refusal to submit to random, reasonable suspicion, post-accident, or follow-up testing).
DAM 2.6
FAA Consequences of Prohibited Conduct:
Covered Employees are prohibited from performing safety-sensitive functions if they have engaged in prohibited
conduct under the FAA rule, or another DOT agency’s alcohol misuse rule (including refusal to submit to random,
reasonable suspicion, post-accident, or follow-up testing).

53. Refusal to Submit: (as defined by 49 CFR Part 40)
Failing to appear for any test within a reasonable time, after being directed to do so by the employer. (When a Employee is selected for testing other than Pre-Employment, they must cease performing the function and proceed immediately to the collection site. The time between notification and testing may be no more than the requisite travel time required to reach the site.);
Failing to remain at the testing site until the testing process is complete;
Failing to provide a urine specimen for any drug test;
Failing to provide a sufficient amount of urine when directed, and it has been determined, through a required medical evaluation, that there was no adequate medical explanation for the failure;
DAM 2.7
Refusal to Submit: (as defined by 49 CFR Part 40)
• Failing to appear for any test within a reasonable time, after being directed to do so by the employer.
(When a Employee is selected for testing other than Pre-Employment, they must cease performing the
function and proceed immediately to the collection site. The time between notification and testing may be
no more than the requisite travel time required to reach the site.);
• Failing to remain at the testing site until the testing process is complete;
• Failing to provide a urine specimen for any drug test;
• Failing to provide a sufficient amount of urine when directed, and it has been determined, through a
required medical evaluation, that there was no adequate medical explanation for the failure;
• Failing or declining to take a second test the employer or Collector has directed you to take;
• Failing to undergo a medical examination or evaluation, as directed by the MRO as part of the
verification process, or as directed by the DER (Designated Employer Representative) as part of the “shy
bladder” procedures under CFR Part 40, or Corporate Policy;
• Failing to cooperate with any part of the testing process (ex. refusing to empty pockets, behave in a
confrontational way that disrupts or delays the collection process);
• Receiving a verified, by the MRO, adulterated or substituted result;
• Failing to submit to a second test after the first one was a diluted specimen

54. Refusal to Submit: as defined by 49 CFR Part 40 (CONTINUED)
Failing or declining to take a second test the employer or Collector has directed you to take;
Failing to undergo a medical examination or evaluation, as directed by the MRO as part of the verification process, or as directed by the DER (Designated Employer Representative) as part of the “shy bladder” procedures under CFR Part 40, or Corporate Policy;
Failing to cooperate with any part of the testing process (ex. refusing to empty pockets, behave in a confrontational way that disrupts or delays the collection process);
Receiving a verified, by the MRO, adulterated or substituted result;
Failing to submit to a second test after the first one was a diluted specimen
DAM 2.7
Failing or declining to take a second test the employer or Collector has directed you to take;
Failing to undergo a medical examination or evaluation, as directed by the MRO as part of the verification process, or as directed by the DER (Designated Employer Representative) as part of the “shy bladder” procedures under CFR Part 40, or Corporate Policy;
Failing to cooperate with any part of the testing process (ex. refusing to empty pockets, behave in a confrontational way that disrupts or delays the collection process);
Receiving a verified, by the MRO, adulterated or substituted result;
Failing to submit to a second test after the first one was a diluted specimen

55. Testing Procedures Anti-Drug/Alcohol Misuse Program TEST PROCEDURES
Applicants: When submitting an application for employment with Baltia, applicants will be notified of this policy’s
existence. Where required by law, applicants will also receive a notice of the applicable legal requirements with
regard to drug and alcohol testing procedures, including rules regarding confidentiality and the availability of positive
test results. All applicants will be provided with test results as required by law. All tests will be performed by a
qualified professional laboratory certified to conduct such tests in accordance with applicable state laws. All tests will
be conducted in such a way as to respect the privacy and dignity of the person being tested, while at the same time
preserving the integrity and accuracy of the test.
Test results will be treated as confidential information and will be made available only to persons legally authorized to
have access to such information. Baltia will bear the cost of any initial test and the confirmation of such test (if
required), but generally not the cost of a split specimen test conducted at the individual’s request.
Employees: Before being tested beyond pre-employment testing, all Employees will be provided with this policy and
written notice of testing. You will be required to read and sign the ’s Acknowledgement of Drug and Alcohol Policy
Receipt. Where required by law, Employees will also receive a notice of the applicable legal requirements with regard
to drug and alcohol testing procedures, including rules regarding confidentiality and the availability of positive test
results. Employees will be provided with the test results as required by law. Testing may be performed on-site where
permissible by law. All other tests will be performed off site by a qualified professional laboratory certified to conduct
such tests in accordance with applicable state laws. All tests will be conducted in such a way as to respect the
privacy and dignity of the person being tested, while at the same time preserving the integrity and accuracy of the
test. All tests will be conducted in such a way as to respect the privacy and dignity of the person being tested, while
at the same time preserving the integrity and accuracy of the test.
have access to such information. Baltia will bear the cost of any initial test and the confirmation of such test (as
Testing Procedures

56. DRUG TESTING
(1) The Employee must proceed directly to the testing facility to test as scheduled or directed without delay.
(2) The Employee must remain at the collection site cooperatively participating
(3) A urine sample will first be subject to EMIT screening
(4) All urine collections will be split specimen
(5) A collection under direct observation will be required
(6) If a positive result occurs on the EMIT screen, a GC/MS process will be used for confirmation
DAM 2.5
Drugs
Drug testing performed in accordance with the DOT regulation will be accomplished by urine collections.
Applicants for employment and current Employees will be tested for the presence of drugs and/or alcohol as
follows:
(1) The Employee must proceed directly to the testing facility to test as scheduled or directed without delay.
Failure to proceed directly and without delay to the testing facility will be deemed a refusal to test and treated
accordingly.
(2) The Employee must remain at the collection site cooperatively participating in the testing until the earlier of:
• The completion of the test; or
• Three (3) hours from the time the first collection attempt begins in the collecting process. If the
Employee cannot provide the required specimen after three hours of attempts, he or she shall
proceed directly to the Company’s designated medical facility for determination of whether the failure
to provide the required specimen is medically excused.
(3) A urine sample will first be subject to EMIT screening. If a negative result occurs, the sample will be
considered to be free of drugs.
(4) All urine collections will be split specimen.
(5) A collection under direct observation will be required following a situation in which a test is cancelled
because the split specimen was unavailable. Likewise, during any test in which the Collector has noted
abnormal collection procedures, suspicion of specimen tampering, or a negative-dilute result is received, a
second specimen will be collected without notice and if applicable, under direct observation.
(6) If a positive result occurs on the EMIT screen, a GC/MS process will be used for confirmation. Both the EMIT
screening and the GC/MS process must indicate the presence of drugs for the sample to be a confirmed
positive drug test result.

57. DRUG TESTING
(7) If the original urine sample tests positive, the Employee may request the testing of the split sample.
(8) If a confirmed positive drug test result occurs, the MRO will:
Review and Interpret
Notify the Employee
DAM 2.6
(7) If the original urine sample tests positive, the Employee may request the testing of the split sample. The
Employee must request the test of the split sample to the MRO within 72 hours after the MRO notifies the
Employee of the verified confirmed positive result. The test may be at the Employee’s own expense, and it
must be confirmed by GC/MS.
(8) If a confirmed positive drug test result occurs, the MRO will:
• Review and interpret them to determine if any legitimate medical explanation exists for the confirmed
positive result;
• Notify the Employee of the confirmed positive drug test results and provide the Employee the
opportunity to discuss it;
• If, following the procedures required by the preceding statements, the MRO concludes that the test
remains a confirmed positive test, notify the Company immediately and the Federal Air Surgeon of
the verified confirmed positive drug test results occurring for a Part 67 Medical Certificate holder
within 12 working days.
• If a 14 CFR Part 61, 63 or 65 Airman Certificate Holder refuses to submit to a drug test, the Drug
Program Manager will notify the FAA within two working days. 14 CFR (d)
• The MRO will provide the Employee with SAP information

58. Breath Alcohol EBT SCREENING RESULTS OF .02 OR GREATER
AIRMAN REFUSAL TO SUBMIT
RESULTS OF .04 OR GREATER
DAM 2.6
Breath Alcohol
• A breath sample will be subject to EBT screening.
• DOT tests that have an initial result of .02 or greater, are subject to a 15- minute waiting period and a
second test, called a confirmation test.
• If a 14 CFR Part 61, 63 or 65 Airman Certificate Holder refuses to submit to an alcohol test, the Drug
Program Manager will notify the FAA within two working days.
• If a Part 67 Medical Certificate Holder has a confirmed positive alcohol test result of .04 or greater, the
Drug Program Manager will notify the Federal Air Surgeon within two working days. 14 CFR (d)

59. Positive Result Procedures
Anti-Drug/Alcohol Misuse Program
Positive Result Procedures

60. DOT/FAA Consequences of Having One Positive Verified Drug Test:
If a Employee is determined to have one verified positive drug test result, he/she will be immediately removed from performing the safety-sensitive function.
DAM 2.7
DOT/FAA Consequences of Having One Positive Verified Drug Test:
If a Employee is determined to have one verified positive drug test result, he/she will be immediately removed from performing the safety-sensitive function.

61. FAA Consequences of Having an Alcohol Concentration of 0
FAA Consequences of Having an Alcohol Concentration of 0.02 or greater, but less than 0.04:
If a covered Employee is found to have an alcohol concentration of 0.02 or greater, but less than 0.04, that Employee will be immediately removed from the performance of safety sensitive-related functions until the Employee’s next regularly scheduled duty period, but not less than eight (8) hours, or the Employee has been re-tested and has achieved results of an alcohol concentration of less than 0.02.
DAM 2.7
FAA Consequences of Having an Alcohol Concentration of 0.02 or greater, but less than 0.04:
If a covered Employee is found to have an alcohol concentration of 0.02 or greater, but less than 0.04, that Employee will be immediately removed from the performance of safety sensitive-related functions until the Employee’s next regularly scheduled duty period, but not less than eight (8) hours, or the Employee has been re-tested and has achieved results of an alcohol concentration of less than 0.02.

62. FAA Permanent Bar
Employees covered by this policy will be permanently barred/disqualified from their positions after any of the following:
On-duty use of drugs or alcohol;
Two (2) verified confirmed positive drug tests;
Two (2) confirmed positive alcohol test results at a level of 0.04 or greater;
Two (2) instances of pre-duty use in violation of FAA regulations; or
Two (2) instances of refusal to submit to FAA required drug or alcohol testing.
DAM 2.7
FAA Permanent Bar
Employees covered by this policy will be permanently barred/disqualified from their positions after any of the
following:
• On-duty use of drugs or alcohol;
• Two (2) verified confirmed positive drug tests;
• Two (2) confirmed positive alcohol test results at a level of 0.04 or greater;
• Two (2) instances of pre-duty use in violation of FAA regulations; or
• Two (2) instances of refusal to submit to FAA required drug or alcohol testing.

63. Employee Assistance Program (EAP)
Anti-Drug/Alcohol Misuse Program
Employee Assistance Program (EAP)

64. REHABILITATION SUBSTANCE ABUSE ASSISTANCE PROGRAMS
Community Assistance Programs
Company Approved Substance Abuse Program
Anti-Drug & Alcohol Program Manager
Baltia Commitment
DAM 1.6
COMPLIANCE WITH THE DRUG-FREE WORKPLACE ACT
Baltia’s Drug and Alcohol policy also complies with the Federal Drug-Free Workplace Act, 41 U.S.C. §§ 701 to 706.
As a condition of employment on any federal contract, Employees must notify Baltia of any criminal drug
statute conviction for a violation occurring in the workplace within five (5) days after such conviction. Failure
to do so will result in termination of employment.
REHABILITATION SUBSTANCE ABUSE ASSISTANCE PROGRAMS
Most communities have programs that offer assistance to persons with substance abuse problems. Baltia urges any
applicant or Employee who has, or thinks he or she may have, a substance abuse problem to take advantage of such
programs. Any requests for such assistance should be made through Baltia’s Company Approved Substance Abuse
Treatment Program or the Anti-Drug and Alcohol Program Manager, at (718)
Only where required by law, and if certain criteria are met, Baltia will offer rehabilitation to any Employee after his
or her first confirmed positive drug and/or alcohol test.

65. VOLUNTARY DISCLOSURE
Once the Employee has come forward for assistance, all communication will take place between the Drug Program Manager, the Employee, and any treatment program caregivers with direct involvement in the Employees’ program
DAM 1.6
VOLUNTARY DISCLOSURE
Baltia encourages all Employees who believe they may have alcohol or substance misuse or abuse problems to seek
professional assistance.
All Employees are provided with the opportunity to take the medically appropriate steps to prevent further impact of
alcohol or drugs on their life, work, or safety.
Alcohol and drug addiction is a health problem, which is treatable. All Employees suffering from the illness will be
given the same consideration and offer of assistance as it presently extends to Employees with other illnesses. In
accordance with HIPPA regulations, confidentiality will be maintained. We are committed to supporting the Employee
that is willing to make this important step.
Once the Employee has come forward for assistance, all communication will take place between the Drug Program
Manager, the Employee, and any treatment program caregivers with direct involvement in the Employees’ program

66. Who is eligible? All Employees who come forward for assistance DAM 1.6
All Employees who come forward for assistance prior to:
• An evaluation for reasonable suspicion that is in process because there are specific, contemporaneous
signs and symptoms present at that time.
• Being notified that the Employee is going to be tested for any of the testing occasions.
• Receiving a positive result.
• Entering the workplace with the intentions of working.

67. What are the Program Guidelines?
Employee must come forward for assistance
Employee must enter the Baltia approved program within fourteen (14) days.
Return To Duty test
One-Time Protection
DAM 1.7
What are the Program Guidelines?
Without exception, the following are guidelines for this program:
• Employee must come forward for assistance by notification to the Anti Drug Program Manager’s office.
• Once coming forward for assistance, the Employee must enter the Baltia approved program within
fourteen (14) days.
• The Employees will be evaluated by the Company designated Substance Abuse Professional (SAP),
who will determine the program that best meets the needs of the Employee.
• Before the Employee returns to work, the Employee will receive a Return To Duty test. If any level of
treatment is given, the Employee will be in a follow up unannounced testing program for a minimum of
one (1) year and up to five (5) years, with at least twelve (12) tests occurring during the first twelve (12)
months, and unannounced testing to continue during the entire follow-up period.
• The Employee must give authorization for the treatment program to release updates to the Drug
Program Manager on all program compliance, progress and participation reports for the duration of
treatment and follow-up care.
• Failure to enter the approved program, remain in, actively participate in, comply with or complete the
program will be considered a voluntary resignation.
• Employees may only be offered participation and protection in this program one time.

68. Is there job security?
Any Employee who comes forward and requests help will not have their job security jeopardized if the following takes place:
Participates in a program approved by Baltia.
He/she successfully completes the program, AND
The employee is able to return to work and maintain the required standards of behavior, work performance, and minimum job requirements.
DAM 1.7
Is there job security?
Any Employee who comes forward and requests help will not have their job security jeopardized if the following
takes place:
• Participates in a program approved by Baltia.
• He/she successfully completes the program.
Employee is able to return to work and maintain the required standards of behavior, work performance, and
minimum job requirements. .

69. BE AWARE:
If the Employee is notified that he/she is to be tested and prior to such testing notifies the Company that he/she has an alcohol and/or substance abuse problem and the results of testing constitute a violation under this policy, the Employee is NOT shielded from the disciplinary action set forth in section 10, Hiring and Disciplinary Action of this policy
DAM 1.7
BE AWARE: If Employee is notified that he/she is to be tested and prior to such testing notifies the Company that
he/she has an alcohol and/or substance abuse problem and the results of testing constitute a violation under this
policy, the Employee is NOT shielded from the disciplinary action set forth in section 10, Hiring and Disciplinary
Action of this policy

70. REF:What Employees Need To Know About
DOT Drug & Alcohol Testing
U.S. Department of Transportation (DOT)
Office of the Secretary (OST)
Office of Drug & Alcohol Policy & Compliance (ODAPC)
Overview of DOT Drug Testing
1. Notification :You are notified to submit for a drug test
2. Why
• Pre-employment
• Reasonable Suspicion
• Random
• Post-Accident
• Return-to-duty & Follow-UP
3. You report immediately to the collection site
4. Urine Collection
• Verify ID. • Empty Pockets.
• Select Sealed Kit. • Provide 45 ml + of urine.
• Watch collector check temp and pour into 2
bottles.
• Watch collector seal bottles A & B.
• Sign paperwork.
5. Lab Testing
• Analyzes bottle A.
• Results sent to Medical Review Officer (MRO).
6. Medical Review
As gate-keeper to the integrity of the drug testing process,
the MRO reviews lab results and determines if there are
any legitimate medical reasons for a positive, adulterated or
substituted result. This includes an interview with you, review of
your medical records or a request that you be examined by MRO
approved physician.