Company slow to release driving records

The HR department should be the ones taking care of this.. it is in their job duties...

I have had to call a company and get on them to get the paper work back to me... whoever is your recruiter or HR person handling your new hire paperwork and processing is the one who needs to worry and take care of it.. if they try to tell you to handle it just say
"Sure, no problem, Let me borrow your desk, computer, and phone, log me into your secure ATS and while I am doing your job, why don't you go pick up this load and take to the receiver."

Now that being said.. if you are worried what this particular past employer is going to say, hopefully you were hones and there will be no surprises I would talk to your current recruiter or HR department and get that cleared up.. because, often time new hire drivers are let go not for what the past employer said but because they were not honest on their application. This is true more so in the trucking industry.. drivers have been called back to the terminal to have to turn in their truck and be let go because they weren't hones about being fired or what ever, which would not of prevented them from being hired, but are now in hot water for not being honest.

There is a paper trail from the time you apply for a position, get hired, during your employment and at the end of your employment.. even if you just walked away.. the company documents it and files it with you records... if you quit or get fired they do an exit interviews and have you sign it.. and you can refuse to sign it, but it is just documented and filed.. so, better to add your two cents and sign..

 

It's common to not answer.

Reason being is we all have to go back 10 years. no one wants to keep submitting for 10 years for any one driver. Times how ever many drivers they keep employing.

I have one company that don't submit also. 3 more years and I won't have to worry about it anymore.

 

That is spot on Snowwy...

While yes, we are supposed to have a 10 year history of verified employment for a driver.... if we have submitted the signed release from the new driver and sent it along with a request for their records, and we don't get anything back... as long as we can show that we tried to obtain them.. we are good...

Meaning, that if a driver has an accident and someone in injured or killed we can show that we did our due diligence in checking their work history over ten years..

Seriously, having only one company not respond is not that uncommon or a big deal, unless you worked for them for the majority of the ten year span...

There are a lot of drivers out there that have had as many as 30 different jobs in 10 years and they have many companies that don't respond..

 

I really doesn't, why?

Because this isn't the same issue.

However ...

Actually there is a lot of WRONG information being thrown about, so here is the deal.

Under the regulation cited - 49 CFR 391.23 - when there is a request made, the request has to be fulfilled within 30 days if there are a couple issues that are in the drivers' work record. One is an accident preventable or not, and the other is alcohol and drug testing being positive (and a refusal of course), which also includes any remediation with an SAP.

SO if the driver didn't have a positive random or an accident under the employ of the company, there is no 30 day requirement and the company ONLY HAS TO PROVIDE CONFIRMATION THAT THE DRIVER WORKED FOR THEM AND THE DATES THAT THE DRIVER WORKED AT THE COMPANY - nothing else.

And here is another thing, we all fill out 10 years but a company only needs to check the last three.

 

Even at 3 years. It's still a lot of work. Considering how often truckers bounce around.

 

For new drivers.. since the jobs in their work historymore than likely did not fall into DOT regulations, then we are just checking for accuracy and such.. when they worked did they quit or get fired and stuff..

But, for divers with experience.. we will check back all 10 years especially if they were driving all those years..

When it comes to the HR part of the hiring process, there are standard procedures that are followed for all applicants whether they are applying to be a driver or a non driving position, such as receptionist..

For drivers and some other positions there are additional requirements and FMCSA and DOT regulations that must be followed and fulfilled.