The United States Postal Service (USPS) functions as one of the nation’s largest employers, managing a vast network of personnel responsible for moving and delivering billions of pieces of mail annually. Given the scale of this federal operation, the question of workforce integrity and operational safety is paramount to maintaining public trust. The application of drug testing policies across the organization is not uniform, but rather depends heavily on the specific responsibilities of the position an individual holds.
General Policy on Drug Testing for Postal Workers
Drug testing is not applied across the board to every employee or applicant within the postal service. The organization operates under a Drug-Free Workplace Program, which dictates that testing is mandatory only for certain positions and under specific, defined circumstances. The policies governing these procedures are outlined in the USPS Employee and Labor Relations Manual (ELM), specifically in Section 518. The policy requires the organization to comply with federal law, meaning that even if a substance is legal under state law, the USPS applies federal standards.
This federal mandate means that the use of controlled substances not prescribed by a physician makes an applicant ineligible for employment. For existing employees, the policy is designed to uphold a safe environment, particularly in roles involving the operation of vehicles or machinery. The testing itself is systematically focused on risk mitigation rather than universal monitoring.
Safety Sensitive Roles That Require Mandatory Testing
Certain positions within the postal service are classified as safety-sensitive, which subjects the employees in these roles to mandatory testing requirements mandated by federal regulation. These positions involve duties that, if performed while impaired, could pose a substantial risk to the employee, coworkers, or the public. The testing requirements for these roles generally include pre-employment, random, and post-accident screenings.
Commercial Driver’s License Holders
Employees whose jobs require them to maintain a Commercial Driver’s License (CDL) are subject to testing under the regulations of the Department of Transportation (DOT). This group includes Motor Vehicle Operators and Tractor Trailer Operators. The USPS must comply with all DOT testing protocols for these drivers, which include a strict regimen of unannounced random testing throughout their careers.
Maintenance Employees
A number of maintenance employees are also included in the safety-sensitive category, particularly those who operate heavy machinery or specialized equipment. Specific vehicle and plant maintenance mechanics may be required to undergo the same DOT-mandated drug and alcohol testing as CDL holders. The necessity of the testing is tied directly to the operation of the high-risk equipment rather than the craft itself.
Certain Vehicle Operators
Beyond the DOT-regulated CDL holders, other employees operating large postal vehicles may be designated as safety-sensitive under internal USPS policies. This can include a small number of City Carriers or others who operate vehicles that do not require a CDL but are still considered high-risk due to their size or operation. Any employee who transfers from a non-safety-sensitive position to one of these designated roles must undergo a drug test before beginning their new duties.
When Drug Testing Occurs
The initiation of a drug test is triggered by four primary scenarios, with some applying to all employees and others limited to safety-sensitive personnel.
Pre-Employment Testing
The most common trigger for all applicants is the pre-employment test, which is ordered for those recommended for selection before a final job offer is extended. Only applicants who are determined to be drug-free following this urinalysis are eligible for appointment.
Random Testing
For existing employees, random testing is generally limited to those in DOT-regulated safety-sensitive positions, such as CDL holders, who are selected without prior notice. Across-the-board random testing is not permitted for the general employee population.
Reasonable Suspicion Testing
Testing based on reasonable suspicion applies to all employees and occurs when management observes specific, articulable signs of impairment, such as erratic behavior, slurred speech, or a noticeable decline in performance. This must be based on documented, observable evidence of potential intoxication while on duty.
Post-Accident Testing
A post-accident test is required under specific circumstances, often involving a workplace fatality, an injury requiring off-site medical treatment, or disabling damage to a postal vehicle. For DOT-regulated employees, the test is mandatory if the driver receives a citation for a moving traffic violation arising from the accident.
The Drug Testing Procedure and Screened Substances
When a drug test is required, the primary method used by the USPS is a urinalysis, which is conducted following strict chain-of-custody protocols to ensure the integrity of the sample. The process involves sending the collected specimen to a certified laboratory for initial and confirmatory testing. The standard screening is typically a five-panel test, which looks for the presence of common illicit substances.
The substances screened for generally include:
- Cocaine
- Opiates
- Phencyclidine (PCP)
- Amphetamines
- Marijuana metabolites (THC)
After the lab analysis, a Medical Review Officer (MRO), who is a licensed physician, reviews all confirmed positive results. The MRO contacts the employee or applicant to determine if a legitimate medical explanation, such as a valid prescription, exists for the positive result before it is reported to the postal service.
What Happens After a Positive Test Result
The consequences of a confirmed positive drug test differ significantly depending on whether the individual is an applicant or a current employee. For applicants, a positive result typically leads to the immediate withdrawal of the job offer. The applicant is then disqualified from reapplying for any postal position for a period of 90 days from the date of the positive result.
For current employees in safety-sensitive positions, a positive test results in removal from those duties and initiation of disciplinary action, which can include suspension or termination. However, the policy often requires management to offer a Last Chance Agreement (LCA) for a first offense, particularly for DOT-regulated employees. An LCA stipulates that the employee must complete a Substance Abuse Professional (SAP) evaluation, comply with all recommended rehabilitation, and pass a return-to-duty drug test before reinstatement. The employee is then subject to unannounced follow-up testing for a minimum of 12 months.