" WE have to verify your trucking employment"... but I'm still employed? bad idea????

It wouldn't be on your MVR, but I think if you check with the safety dept. at your employer you will find that they have it listed as a backing accident or 'struck stationary object' on your in-house safety record. And It will Stay there for3 years.some companies put these incidents onto your dac immediately, others when you quit. Their insurance company knows it for sure. So make sure you list it on any app.

 

By Blast them, I simply mean that I will take the time to call their prospective employer and let them know they walked off the job leaving major problems for scheduling emphasizing the negative, instead of the positive. Its more of a problem with small companies with less than 5 drivers. No, I would never make up anything about a driver, I have been one myself, I know how tough the job can be. However, if you walk off and leave the company scrambling to cover your loads, then my memory of the good qualities of that driver seem to overshadowed by the bad. I am always fair(or try to be), just don't expect rave reviews if you walk off the job. Be a man, be upfront with your company and do not worm out the back door if you want a good reference. Its a situation that can easily be avoided, so why take the chance?

I worked for the same type of outfit the OP is talking about, crappy equipment and low pay. As soon as I got the experience I let my employer know I was looking for another job so he could look for another driver. Mega truck companies might be another protocol, I never worked for one of those, just mom and pop companies with less than 20 trucks.

 

While agreed, there are many ways to communicate one's dissatisfaction with a departing employee you may want to rethink your blast theory. Don't think for a minute that when I decline the applicant based on what you said and he / she files suit that I'm not going to send the suit your way.

The key phrase is " Is he eligible for rehire?" and you answer with a resounding NO and don't elaborate any further. Your going to get sued any other way.

And yes it does cost big to recruit and train drivers. Last numbers I saw suggested 5 grand to get an experienced driver up to production speed. More for specialized applicants. That number is probably more like 10 k today.

A carriers problem is they fail to look inside at why the driver is leaving and correct that problem. Carriers are ate up with old wives tales like drivers only need to earn so much and drivers don't get vacations and holidays plus my favorite that there is 10,000 just him waiting outside the gate.

You said you're a former o/o...then just like me you know there are many low life carriers that will fire you upon receipt of notice branding you as a security or safety risk. They do it all the time. It's revenge for costing them money and a stupid way to do business.

Good luck

 

Great points. I probably overexpressed myself when I said "blasting." I am a players coach if you will, I go to bat for my drivers all the time at the office. My drivers know they can call me anytime, day or night about issues they have and they are extremely well paid and have great benefits. I also tell them, do not expect me to cover up your mistakes, (peeling a box like a can of soup when hitting a low branch and dragging trailer tires when hustling to finish a load) if they happen to walk out. Walk offs just piss me off when I go out of my way to help them succeed. Treat me as you want to be treated, and if you leave me holding the bag trying to cover a weeks worth of customers shipments, then expect thats the first thing your prospective employer is going to hear. I would never make anything up out of spite. It only happen to me once, and it was a 2 month old LTL driver, driving one of our 26 foot straight trucks. I never had a OTR guy walk out and I doubt I ever will. My LTL driver was an ### to my dock workers, so I knew he was not going to make it. Never ever treat your dock workers like crap if you want to be successful, thats a whole other post. LOL

 

Keep in mind, I manage a small operation with 5 power units and 10 boxes and we run our own product and moonlight as a carrier. I never worked at a mega, so I do not know how things work at those places. I would imagine your just a number and drivers are little more than numbers on a spread sheet. My operation is tight nit, I know the names of my drivers kids, girlfriends and probably know what you did last summer

 

Anything with property damaged is an accident... ANYTHING....you cannot claim to have a clean record , if you try and do that ( what you think is not such a big thing , is gonna become huge ) the folks getting ready to hire you will more than likely see this as a lie , and decide not to hire you. You're gonna have to remember that holding stuff like that back could potentially cost you a great job...one that you can retire from....stuff like that will follow you from job to job..it may sound silly , but it is a big deal.....not the cracked lense....the fact you weren't truthful and forth coming about it.

 

keep in mind ..the question "is the candidate we're speaking of eligible for re-hire?"...any answer , any reconstruction of events , anything remotely of that nature said by you other than a NO..with added emphasis.....is against the federal guidelines.....you as an logistics director...you should know this and adhere to it without question.

 

Tony I think that was the real question. Is if his employer would tell others about the little incident. Actually It is small and I don't think that would hinder you, but not putting it and then them finding out later may hurt you. You might escape under the radar this time, but don't let it be a habit.

I also like his nonchalant way of minimizing the accident that could of been prevented if he knew how to GOAL. Somebody had to take time out of their day to get it fixed, because some butt clown decided to (back until you hit something).

 

Agreed Dinomite , that was my point exactly...I was always told that no matter how insignificant a bump may seem at the time ( a broken lens is a perfect example too) you report it to safety immediately...there have been "broken lenses" that have turned into missing fenders/mirrors etc.. Once it's been reported as a minor incident , the driver is covered. He can then feel free to tell perspective employers just what the circumstances were , and the results..... ie a small $150 repair bill......telling the truth up-front and giving full disclosure of things won't ever be the wrong thing to do , at least IMHO..... I hope the OP takes that simple life's lesson from this thread.