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Ohnoo · **^ Top** #11 03.26.2008

Quote:

Originally Posted by Rocks

but if Werner requests a list of places where I took a DOT drug test, I may have to disclose the info, or they may find out later and terminate me anyway. I’m not sure what to do.

Ok something ain't right...

Ok USX let you go because you hit the brakes to hard during a road test and someone got hurt because of it. I'm sure there's more to that story. But then later you seem to be worried about having to disclose about taking a drug screen. Uh ok...

Here's the deal only a fool doesnt use full disclosure during the hiring process. Its not a matter of IF they will find out about something its a matter of WHEN. If a person has lied or left out one thing then its a safe bet that there's more and that's how the interviewers will see it.

kilroy2963 · **^ Top** #12 03.26.2008

Quote:

Here's the deal only a fool doesnt use full disclosure during the hiring process. Its not a matter of IF they will find out about something its a matter of WHEN. If a person has lied or left out one thing then its a safe bet that there's more and that's how the interviewers will see it.

I totally agree with what your saying here, but in my case I did disclose I had a injury. I dont think I had to go into details though of if and how long I was on comp, if I had a lawyer and did I receive a settlement and such. I think that is just above and beyond what information was needed for a driving job. To then be terminated for this and have a blemish on my DAC is just ridiculous. What more did they want, pictures maybe??

Rocks · **^ Top** #13 03.26.2008

Quote:

Originally Posted by Ohnoo

Ok something ain't right...

Ok USX let you go because you hit the brakes to hard during a road test and someone got hurt because of it. I'm sure there's more to that story. But then later you seem to be worried about having to disclose about taking a drug screen. Uh ok...

Here's the deal only a fool doesnt use full disclosure during the hiring process. Its not a matter of IF they will find out about something its a matter of WHEN. If a person has lied or left out one thing then its a safe bet that there's more and that's how the interviewers will see it.

I know it sounds absurd. But there’s no more to the story. I was going at 6 m/h when I stopped at a stop sign, and the truck bounced. I did not slam on the brakes, it wasn’t a sudden stop but I did step too hard on the brake and the truck bounced. The person who was sitting on the edge of the bed behind me and chatting with the examiner wasn’t wearing a seat belt – maybe it was my fault not to make sure that everybody had the seat belts on – she hit the dashboard when the truck bounced and scratched her arm. That’s all that happened. Obviously the co. got concerned about lawsuits, right? I understand that. They let me go and said they would report to DAC that I left on the first day of orientation and nothing else. That’s what they said.

Now, if any co. asks for a list of ALL the places where I took a drug test, regardless whether I was employed or not, I will include USX because that is the truth. I agree that is foolish to hide info from employer. I never tested positive for any drug in my life, so that is not my concern at all. What I said here is that if any co. contacts USX and ask reason why I left orientation, USX may give "bad" reference about me and Werner dismiss me and put a negative mark on my DAC. I know that is not a matter of If but When. Maybe I should talk to HR dept. at Werner about this before I go to orientation. No sense in wasting anybody’s time.

kilroy2963 · **^ Top** #14 03.26.2008

Quote:

Maybe I should talk to HR dept. at Werner about this before I go to orientation.

Dont bother, they were totally useless in my case and told me not to call anymore.

Rocks · **^ Top** #15 03.26.2008

Quote:

Originally Posted by kilroy2963

Dont bother, they were totally useless in my case and told me not to call anymore.

If I were you, I would contact USIS right away and rebut the wrong info on your DAC. Do it in writing.

In my case, I am thinking whether or not I would contact HR before, going to orientation. Just to avoid ugly surprises, you see?

Good luck!

kilroy2963 · **^ Top** #16 03.26.2008

Quote:

Originally Posted by Rocks

If I were you, I would contact USIS right away and rebut the wrong info on your DAC. Do it in writing.

In my case, I am thinking whether or not I would contact HR before, going to orientation. Just to avoid ugly surprises, you see?

Good luck!

I plan on doing that, but I also filed a complaint of discrimination with the Federal EEOC. Let them suck on that for a while!!

Rocks · **^ Top** #17 03.26.2008

Quote:

Originally Posted by kilroy2963

I plan on doing that, but I also filed a complaint of discrimination with the Federal EEOC. Let them suck on that for a while!!

I can’t imagine the amount of complaints they may get from former employees. They must be used to that, though...

kilroy2963 · **^ Top** #18 03.26.2008

I may go with CFI myself, haven't really seen anything bad here about them.

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