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Interim Policy on Screeners Daily Fitness for Duty under Atsa

By Sheldon, Paul H.

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Book Id: WPLBN0000672600
Format Type: PDF eBook
File Size: 87.31 KB.
Reproduction Date: 2007
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Title: Interim Policy on Screeners Daily Fitness for Duty under Atsa  
Author: Sheldon, Paul H.
Language: English
Subject: Economics, Transportation, Transportation--Security measures
Collections: Transportation Security Administration Publications
Publication Date:
Publisher: The Transportation Security Administration


APA MLA Chicago

Sheldon, P. H. (n.d.). Interim Policy on Screeners Daily Fitness for Duty under Atsa. Retrieved from

Government Reference Publication

Excerpt: Attached is our Interim Policy on Screeners? Daily Fitness for Duty Under ATSA, HRM Letter No. 339-1. The HRM Letter sets forth the policy, requirements, and procedures implementing 49 USC S44935(e)(2)(A)(v), from section 111(a) of the Aviation and Transportation Security Act (ATSA), that Transportation Security Screeners (?screeners?) have the ability to demonstrate daily fitness for duty. Specifically, this HRM Letter requires (1) that screeners, including lead and supervisory screeners, must report to work ready and able to meet their work obligations and ensure they are fit to perform their duties and are not impaired due to use of alcohol or any illegal drugs, sleep deprivation, medication, or the failure to take prescription medicine as directed, and (2) that managers and supervisors ensure each screener is fit for duty at the beginning and throughout the screener?s shift. Procedurally, each screener must certify his or her fitness for duty in writing at the beginning of each shift; and supervisors must verify screeners? certification and must conduct observations of their screeners? fitness over the course of the period of duty. The HRM Letter provides guidance for addressing various situations where a screener fails to demonstrate fitness for duty, including repeated instances of lack of fitness for duty. Although in certain circumstances, disciplinary action may be appropriate, discipline should only be initiated after consultation with an assigned Employee Relations Specialist from the Office of Human Resources and review of all the relevant circumstances of the particular case. For example, care should be taken not to unfairly penalize a screener whose impaired fitness for duty is because of sleep deprivation from having worked excessively long hours for TSA. On the other hand, removal from Federal service is required for a first offense if impaired fitness for duty is because of alcohol or illegal drugs.


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