DO employers wait until you apply to other COs to update your DAC

Hireright is one of many companies that provide services that involve background checks. The trucking industry is just a small number of clients that use these services. Hireright provides a service for trucking carriers that helps build the Drivers Qualification Files MANDATED by 391.51, as well as complying with 391.53. The reports sent to the hiring carrier are formatted to be filed directly into those REQUIRED files. A carrier does not have to use Hireright or any other company that provides those services. However, the rules when it comes to the hiring process contained in Part 391 are not optional. If a carrier does not use Hireright, they are still required to comply with Part 391. This means the carrier has to make those inquiries manually.

One last thing. If you yanked a stupid or a series of stupids and lost your driving job because of it, looking for a carrier that doesn't check DAC is not going to help you. If the company you are interested in does not inquire about your work history and they hire you, they are violating Federal Rules. Also, while I am on this topic, let me also remind you that YOU CANNOT use HIPAA to hide medical conditions that prohibit you from operating a CMV.

 

The FMCSA requires prospective motor carriers to investigate a driver's safety performance history, including information from previous employers, within the three years preceding the application date. This includes inquiring about employment details, crash involvement, alcohol and drug violations, and rehabilitation efforts. While the Clearinghouse is a tool for accessing this information, it doesn't eliminate the requirement to contact previous employers for the three-year period.
Key Points:

• Three-Year History:
  Prospective employers must obtain safety performance history from previous employers for the three years leading up to the application date.
• Information Required:
  This includes general employment details, crash involvement, alcohol and drug violations, rehabilitation efforts, and any reversion to alcohol or drug use after rehabilitation.
• Previous Employer Responsibility:
  Previous employers are required to respond to inquiries within 30 days and provide the requested information.
• Clearinghouse and Manual Inquiries:
  While the Clearinghouse is a tool, manual inquiries with previous employers remain necessary to meet the three-year requirement.
• Driver Responsibility:
  Drivers must provide information about previous employers on their application.
• Liability Limits:
  The rule also limits the liability of those providing and using safety performance history information.
• Non-CDL Drivers:
  Non-CDL drivers must list employers from the last three years, while CDL drivers must list all employers for whom they operated a CMV in the last 10 years.

 

Unless DAC/Hire-rite has changed, the 'termination form' was optional.

In order to build the database customers used to get a $2.50 credit for each termination form submitted.

At the time I was safety for a company with 9 locations and for 3 years the turnover exceeded 100% so I filled them out in batches.

Early on DAC got in legal trouble over termination information so the Termination Form was created with multiple choice 'check off' boxes to limit responses to only legal items.

The worst was 'Personal contact requested' though there are 'telling' options like 'Abandonment', 'Quit without notice' and the expected bad boy reporting maintenance and accident issues.

I can say 99.9% were simply 'resigned'.....

OP it is possible they use DAC for hiring and don't bother with the termination reports.

 

It depends on the .good of the company. I've seen instances where they've reported fast, and I've seen instances where they reported months after. Why are you worried about DAC? Did you burn some bridges?

 

Whenever someone mentions DAC or hair testing, I can't help but raise an eyebrow, especially if the person is new. This brings to mind a story from about 10 years ago. A friend of mine, who manages a fleet of nearly 200 units for a niche carrier, shared it with me. He had to fire a driver who was stealing diesel, taking his tractor home, and siphoning 20 to 25 gallons into his diesel pickup, which messed with the company's MPG tracking. They eventually hired someone to monitor him, and that person caught him on film stealing fuel. He was called into the office and fired immediately. Since they only had proof of one incident, they didn’t press charges but deducted some of his final pay. When reporting it, they marked his record with "terminated" and "DO NOT REHIRE." The reason for sharing this story was the driver’s attempt to dispute the bad record and clear his name. However, the company kept the footage as evidence in case he challenged them. When I asked if the guy ever found another driving job, I was told he ended up working for Western Express.

 

I have had a company post things on my DAC that were over 18 months old that didn't get posted until over 30 days after I quit.