I didn't think this was a concern

Rule of thumb to practice when starting out in trucking. No matter how bad the company is that you are working for. Each one is to be treated as a stepping stone. You leave a trail of roses... not turds. Fortitude, honor.. keep your record and head straight... thats how you advance in trucking.

No matter how bad.. you do your best to leave on good terms.

Hurst

 

For the most part it doesn't matter what the law says. Most employment checks consist nothing more than a phone call. Over the phone, a former employer can say anything and often does. The new employer is not going to confront you with anything, just turn down your application and go to the next. That is the job market now when the average job only lasts three years and there are dozens of applications for any one job.

 

Could be that your just jumping to conclusions...if you found out from this new employer that the guy that does the hiring has been gone.
That being said I think you did what you felt you had to do with Schneider in a true family emergency. Apparently you explained that to the new company and they didn't seem to take issue with it. Hope it all works out for you. Good luck! Keep us posted!

 

I don't want to judge, but if the OP had a legitimate family emergency and the company didn't allow him to get home ASAP then he did what he had to do. He explained this to the new employer. How would you handle this were you in his shoes?

 

Your wife got the courtesy that most decent humane employees would give in an urgent situation. Being that there are medical reasons that can be proven. I know trucking is a different ball game, but I also know drivers who have been able to park the truck and bus or fly home for emergencies like this and still come back to work when it's over. It just depends on the trucking company and obviously Schnieder wasn't to worried about getting you home fast.

 

Is this really true though? I've thought the same for years, but when I looked I never found a law that actually states that. I did find a lot of recommendations stating to just give dates, but that was always stated so the ex-employee can't sue for defamation if the company does bad mouth them.
What got me wondering was simply if it is a law, how can DAC even be around?

-Steven