United States Postal Service
Washington, DC
see the full file on United States Postal Servicedocumented benefits (12)
| Pension | FERS defined-benefit pension through the federal retirement program (eligibility by age and years of creditable service), alongside the Thrift Savings Plan |
|---|---|
| Retirement match | Thrift Savings Plan: automatic and matching Postal Service contributions up to 5% of pay, for career postal employees |
| Retirement match ceiling | 5% |
| PTO | 13 days |
| FSA | yes |
| Dental | yes |
| Vision | yes |
| Life insurance | yes |
| Commuter benefit | yes |
| Union contract | 91% of Postal Service employees are covered by collective bargaining agreements; the workforce is primarily represented by the APWU, NALC, NPMHU and NRLCA (FY2025 Form 10-K) |
| Shift differential | Night differential for hours worked between 6:00 p.m. and 6:00 a.m., at a flat dollar rate set by pay grade and step in the APWU National Agreement (Article 8 Section 7) |
| Labour-law sanction | $49,727 in back wages owed to 9 employees, across 25 concluded cases |
the legal floor where they are
Set by law, not by United States Postal Service. It applies to every employer in Washington, DC.
| IVF cycles the state covers | THERE IS NO FEDERAL MANDATE. No US law requires an employer health plan to cover IVF or any infertility treatment, so coverage comes either from the insurance mandate in the state where the plan is written or from the employer's own choice. And the state mandates reach less far than they look: they bind fully insured plans bought from a state-regulated carrier, while a self-funded employer plan is governed federally under ERISA and is preempted from state insurance regulation. KFF's 2025 employer survey puts 67% of covered workers in a self-funded plan, and 80% of those at firms of 200 or more — so at the size of employer this site mostly covers, the state mandate usually does not apply, and any fertility benefit is a genuine company choice rather than a restatement of law. That is precisely why it belongs on a benefits page here. Perks has not yet read this employer's own state insurance mandate from an official source; the states that have been read carry their own entry. (No federal statute requires an employer health plan to cover infertility treatment or IVF. The Employee Retirement Income Security Act of 1974 (ERISA) preempts state insurance regulation as applied to self-funded employer plans, which is why a state mandate does not reach them.) |
|---|---|
| Adoption leave the law gives | 12 workweeks of UNPAID job-protected leave in any 12-month period on the placement of a child for adoption or foster care, and only for employees who meet the FMLA eligibility test. There is no federal paid adoption leave. (Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(B) and 2612(c); eligibility at 29 U.S.C. 2611(2) and (4). Quoted from the 2023 edition of the US Code.) |
| Pay when you are ill | No federal law requires any paid sick leave. The FLSA does not require payment for time not worked, and the FMLA gives 12 workweeks of UNPAID job-protected leave in any 12-month period for a serious health condition, and only for employees who meet the FMLA eligibility test. Any paid sick time comes from a state or city law, or from the employer's own choice. (Fair Labor Standards Act, per the Department of Labor's statement on payment for time not worked; Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(D) and 2612(c). Quoted from the 2023 edition of the US Code on govinfo.gov.) |
Every claim above is sourced and dated. See sources on the full page.
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