Anyone who handles commercial explosives for blasting work sits at the intersection of two screening systems. The federal government controls who may lawfully possess explosive materials at all, and a separate state licensing board often controls who may actually set a charge in the field. Employers hiring for quarry, construction, demolition, seismic, or avalanche control work need to understand both layers, because clearing one does not automatically clear the other.
This guide explains how the federal explosives possessor check works, who counts as a prohibited person under federal law, how state blaster licensing adds its own requirements, and what an employer can still screen for once both boxes are checked.
Who Needs Federal Clearance to Possess Explosives
Federal law treats the shipment, transport, receipt, and possession of explosive materials as a regulated activity, not a general right. Under 27 CFR 555.26, which implements 18 U.S.C. 842, no person other than a federal explosives licensee or permittee may knowingly transport, ship, or receive explosive materials, and no person who falls into a prohibited category may receive or possess explosive materials that moved through interstate commerce at all.
That reach extends to employees. A company that holds a federal explosives license or permit cannot simply put any worker on a blasting crew and hand them product. The business has to identify, in writing, which employees it is authorizing to possess explosive materials in the course of their job, and those employees have to clear the same prohibited person screen that applies to the license holder.
Prohibited Person Categories Under Federal Law
The federal prohibited person list for explosives mirrors the list used for firearms, with some differences in detail. Under 27 CFR 555.26, a person may not receive or possess explosive materials that have moved in interstate commerce if any of the following apply.
| Prohibited category | What it generally means |
|---|---|
| Pending charge or felony conviction | Under indictment or information for, or convicted of, a crime punishable by imprisonment for more than one year |
| Fugitive from justice | An outstanding warrant or fugitive status in any jurisdiction |
| Unlawful drug use or addiction | Unlawful user of, or addicted to, a controlled substance as defined in federal drug law |
| Mental health adjudication | Adjudicated as a mental defective or committed to a mental institution |
| Immigration status | An alien who is not a lawful permanent resident and does not fall within a narrow set of lawful status exceptions |
| Dishonorable discharge | Discharged from the armed forces under dishonorable conditions |
| Renounced citizenship | A former United States citizen who has formally renounced citizenship |
A separate provision of the same rule bars anyone from knowingly distributing explosive materials to a person under twenty one years of age, in addition to the categories above. These categories are federal minimums. A state licensing board can add its own disqualifying conduct on top of them, and state law and state board discretion vary, so the specific outcome for any one applicant depends on the state and the facts.
The Federal License, Permit, and Employee Clearance Process
A business that wants to buy, store, or use explosive materials applies to the federal government for a license or permit under 27 CFR 555.45. The application has to include a photograph and fingerprints for each responsible person connected to the business, meaning the people who have the power to direct the company’s policies on explosives. It also has to list every employee the applicant wants to authorize to possess explosive materials, using a separate federal form submitted for each one.
That per employee form is how the federal government runs what the industry commonly calls an employee possessor check. The employee’s identifying information goes through a criminal history and records check against the same prohibited person categories that apply to the business itself. If the review turns up a disqualifying record, the employee cannot lawfully be authorized to handle the explosive materials under that license, regardless of what the employer wants.
If someone is denied on the basis of a record they believe is wrong, there is an appeal path. Under 27 CFR 555.33, a person who did not already submit fingerprints as part of that appeal has to provide two completed FBI fingerprint cards, and the agency will tell the person which outside agency’s record caused the denial so the person can pursue a correction with that originating agency. This is a records dispute process, not a path around a legitimate disqualifying conviction.
State Blaster Licensing Adds a Second Layer
Federal clearance answers one question: is this person legally allowed to possess explosive materials at all. It does not answer a second, separate question that many states ask: is this person competent and licensed to actually perform blasting work. States that regulate quarrying, mining, or construction blasting commonly require their own blaster’s license on top of whatever the employer’s federal license already covers.
Washington State is a useful, verified example of how a state program is built. Under WAC 296-52-64005, no one may conduct a blasting operation in the state without a valid blaster’s license issued by the state labor department, with a narrow exception for certain hand loading work. The general qualifications in WAC 296-52-64020 focus on physical fitness, freedom from addiction to narcotics or intoxicants, and demonstrated knowledge of explosives law and safe blasting methods, tested through a license exam. Applicants also submit a resume of blasting training and experience, evidence of competency, and identifying information including a Social Security number under the state’s general license application rules, as set out in WAC 296-52-64050.
Notably, Washington’s blaster licensing rule does not layer on a separate state fingerprint based criminal history check beyond what the state collects for identification purposes. Where a state has not written a criminal history requirement into its blaster licensing rule, employers should not assume one exists simply because the occupation involves explosives. The federal prohibited person check under 27 CFR 555.26 remains the primary criminal history gate for anyone an employer wants to authorize to possess explosive materials, and state rules on top of that vary by state and by the type of blasting work involved. Employers operating in multiple states should check the specific licensing board in each state rather than assuming one state’s rule applies everywhere.
Renewal and Staying Current
Both layers require upkeep. A federal license or permit has to stay in good standing, and an employee authorized under it can be removed from that authorization if new disqualifying information surfaces. State blaster licenses generally have to be renewed on a recurring basis, and renewal rules commonly require the license holder to show recent training, experience, or responsibility under a currently licensed blaster, rather than relying only on qualifications from years earlier. Washington’s renewal structure, for example, builds its qualifications on the same general qualifications section used for an initial license, as described in WAC 296-52-64090, so a lapsed or stale license is not treated the same as an active one.
Employers should track license and clearance status the same way they track any other safety sensitive credential, confirming that a worker’s federal authorization and state license are both active before assigning blasting duties, not just at the point of hire.
What Employers Can Still Screen For
Clearing federal explosives rules and a state blaster license does not replace an employer’s own hiring due diligence, and it does not replace the employer’s separate legal duties when it orders a consumer report to make a hiring decision. If an employer uses a background screening company to check criminal history, driving records, or employment history on a blasting candidate, standard employer duties still apply: a clear standalone disclosure, written authorization from the applicant, a pre-adverse action notice with a copy of the report and a summary of rights before taking negative action, and a proper adverse action notice if the employer decides not to proceed. A background check does not show every record in every state, legal record availability and reporting periods vary, and a federal explosives clearance or a state blaster license is not a substitute for that separate screening process, since each one is checking something different.
Employers may also want to screen for things the explosives rules do not cover at all, such as a current driver’s license and driving record for workers who transport materials, verification of any required safety training beyond the state blasting exam, and confirmation of work authorization. Because explosives work intersects with felony history, drug use, and mental health adjudication categories, employers should apply any criminal history or drug history screening consistently and document the legitimate, job related reason for each screening step, and should generally consult counsel on how state law in their specific location treats criminal history in hiring decisions.
Frequently asked questions
Who needs federal clearance to possess explosive materials?
Anyone a business wants to authorize to handle explosive materials under its federal explosives license or permit has to be cleared as an authorized employee, and the business itself has to identify its responsible persons as part of that same license. This clearance is separate from, and in addition to, any state blaster license the job may also require.
What disqualifies someone from federal explosives clearance?
Federal rules bar a pending felony charge or felony conviction, fugitive status, unlawful drug use or addiction, certain mental health adjudications, specific immigration status issues, a dishonorable military discharge, and renunciation of United States citizenship, among the categories listed in federal regulation.
Does every state require its own blaster license?
No. States that regulate quarrying, mining, or construction blasting commonly license blasters separately from the federal explosives possessor check, but requirements and the scope of any background screening vary by state, and employers should check the specific state licensing board rather than assume a uniform national rule.
Does a state blaster license always include its own criminal history check?
Not necessarily. Some state programs focus mainly on physical fitness, training, and a competency exam rather than a separate criminal history screen, relying on the federal prohibited person check as the primary criminal history gate. Employers should read the specific state rule rather than assume every state layers on its own background check.
Can an employer still run its own background check on a blasting employee?
Yes. A federal explosives clearance and a state blaster license cover legal eligibility to handle explosives and competency to do the work. An employer’s own background check is a separate process governed by its own disclosure, authorization, and adverse action duties, and it can still be used to evaluate factors the explosives rules do not address.
How is federal clearance renewed or reviewed after hiring?
An employee’s authorization under a federal explosives license can be affected if new disqualifying information arises, and state blaster licenses generally require ongoing renewal that is tied to recent training and experience rather than a one time qualification. Employers should confirm both remain active on a recurring basis.
Employers that need to verify criminal history, driving records, or employment background on blasting and explosives personnel beyond the federal and state licensing checks can learn more about compliant screening programs at Reveal Background. For related federal licensing contexts, see our coverage of firearms dealer license background checks and pawnbroker license background checks, which involve similar federal disqualifying conviction categories.
This article is general information, not legal advice. Employers should consult qualified counsel about explosives licensing, background screening, and hiring decisions in their specific state.
