DAC entry: Bad, but totally fraudulent. Advice?

I've got an issue that's a little different from the standard: "I've got a bad DAC entry" question. I'd like to run by any recruiters... Similar stories, or drivers who've got an educated opinion to offer.

I've got 7yrs experience driving over the road. All in all my entire work history is very good. My DAC history shows no misconduct, 2 layoffs, 2 small co's out of business. and a clean bill of health from CR England. (among the most infamous for co's that burn drivers whenever possible.) Among my personal references are 2 former supervisors who give glowing reports on my work habits and character. And there are no service failures...

The problem arises from a pretty bad report on my DAC from my most recent employer. (For argument just assume that my story is honest.) It shows:

Reported: Terminated, not rehirable. late delivery/pickup. No show. company policy violation. Unauthorized equipment use.
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The reality is that none of this information is true. I can document that I gave 2 week resignation after a week with the company, as well as documents and witness testimony proving all of the other entries are false. I've got a dispute filed with Hireright (DAC) but....They go to extremes to avoid challenges to their files.

My questions are:
1.Is the entry going to cause an automatic "Will not Hire" if I apply before having my DAC cleaned up?

2.Would a recruiter listen to my dispute? Would showing my documentation and statements lend weight to their decision, or would they pass?

3. Can anybody offer advice or ideas?

 

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Aye. I've always heard the horror stories of drivers being blacklisted. I've already filed a formal complaint against Hireright with the FTC. I used that to force them to re-open my dispute. (FCRA requires only ONE investigation, so I think they do a half ####### job and try to blow off the person's objections)

Why I quit so soon... LoL..
1. Their "orientation" was a 10minute briefing by my manager and being handed a stack of papers, truck keys, and a load assignment. (no joke)
2. I wasn't told until I had a load that instead of a qualcomm, I had to provide a cell phone, and fund it myself. Their S.O.P. required about 20minutes of airtime PER DAY. And they would not advance any $ to pay for it. (I expended about $80 in borrowed money on airtime)
3. Their phone system would reject about 80% of all payphones.
4. E-mail communication was established as a backup... (I had a cellular internet card with unlimited access) But management was extremely agitated about it, and would only use it to demand phone calls.
5. Anything which involved a permanent record of commo was... Verboten. That tells a driver a LOT!.
6. The "24hr" dispatch was a rotating assignment where someone was sent home with a cell phone. No fax, email, or support was available.
7. They had no maintenance/repair services. A mechanic was on staff to tell you what was wrong, but he had to borrow MY TOOLS to fix a small problem.
8. The trucks were all slip seat, and it showed. (this isn't made clear when they offer employment.)
9. They only use a single fuel brand. Flying-J. This limits any operations to areas that have flyin hooks in range of a fillup.
10. The loads were all timed so that in a real world setting: Run illegal or be late. (which is ok once in a while, but...)
11. The driver lounge was peppered with signs stating:
"DOT shutdowns will result in a $400 fine regardless of whether you're late because of it. "
"You will be fined $20 for DOT inspections that find deficiencies"
"You will be fined $500 and terminated if Xbrand foods rejects your trailer"
"We are a 24hr dispatch company!!! Our nighttime number is (insert the cell phone #)


You get the idea. Safety ratings are issues I understand.. I also understand what it means when a company is frantic about these issues... And have a pattern of finding ways to not pay their drivers. When you notice that management seems to have a phobia for being on the record, THAT tells you something too... Details like slipseating, cellphone dispatch, no maintenance, etc. were hidden untill you'd accepted employment. NOT the type of place most people would consider.

 

I can vouch for that. I had a recruiter hear "CR England" and stop me saying: We know how they operate. If you've got a bad reference there, it won't count against you. EVERYONE does." She was impressed that I left them with no gouges or black marks on my report.

 

I don't know about Providence Equity Partners, but USIS is actually now officially named "Hireright", and DAC is a service (drive-a-check) they offer to trucking co's.

A few facts I've dug up that may help others in my shoes:

Hireright/USIS/DAC are bound by the FCRA. (Fair Credit Reporting Act)

FCRA requires an agency to conduct ONE investigation.. You have one shot

FCRA also gives a consumer the right to call Bovine Excrement if Hireright pulls a lame/ineffective/unsatisfactory investigation.

Hireright/DAC/USIS respond pretty quickly when you include a copy of the receipt of formal charges you've filed on them with the Federal Trade Commission.

 

My guy at CRE made a squawk about "abandonment" too. It never made it as far as DAC. I resent him my month old "notice" message, and I'd been keeping a log of date/times I sent important info over the qualcomm.. I sent THAT too... and ended the email with: "You and I both know I didn't abandon anything, and that I can prove it. But on a personal note: Why would I eat hot-dogs and coffee creamer for 6months, busting my tail for no pay at all... and then throw it all away by committing "professional suicide"? Does that make any sense at all?

Then I CC'd the message to CRE's safety dpt, VP for H.R., HIS boss, and Utah's attorney general. lol They couldn't do anything but tell the truth.