Switching from paper DVIR forms to an electronic driver vehicle inspection reports requires no special hardware. It is cloud-based software, and so it makes no changes to your current IT setup. One can access all your eDVIR reports by merely logging into your secure account from anywhere with an Internet connection. All you need to do is determine how soon you'd like to get going. Our consultants will help guide you through the process and answer any queries you might have.
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With Certrax, you can create or begin custom fleet vehicle inspections with a blueprint. It helps choose particular inspection vehicles, schedule frequency, and notify drivers when reviews are due. It helps build workflows to automatically report vehicle problems to the right people, speeding up problem resolution. By removing paper from the DVIR process entirely, Certrax makes it more comfortable to comply with federal regulations and file required inspection reports.

​Driver Qualification & Hiring Truck Drivers
 
Before operating a vehicle, motor carriers must ensure that their commercial vehicle (CMV) drivers meet the minimum specifications stated in the DOT enforcement procedure. CMV owner-operators must comply with both the laws applicable to motor carriers and the drivers' regulations.
 
Driver Qualification File
 
A driver's qualification (DQ) file goes hand-in-hand with a commercial driver's license (CDL). 
The need for a DQ file for interstate drivers is dependent on the vehicle size and model being driven. Both CDL and non-CDL drivers are included in the relevant definition of a commercial motor vehicle. 
To decide the applicability, intrastate drivers will have to go through the state-specific regulations.
 
Vehicles with a gross vehicle weight (GVW) or a gross vehicle weight (GVWR) rating, or a 
gross combination weight (GCW) or a gross combination weight (GCWR) rating of 10,001 pounds or more require a completed DQ file. Similarly, vehicles transporting more than fifteen people, or more than eight people, or vehicles carrying hazardous material that requires placarding of the vehicle, need a completed DQ file.
 
For intrastate drivers, the weight criterion depends on what the state has implemented.
 
Storing a Driver Qualification File
 
The rules do not specify where the files are to be kept, as long as they can be processed within 48 hours of being informed of an audit at the motor carrier's principal place of business or other specified venues.
 
If the DQ files of a carrier are stored electronically, they need to make sure they have passwords set up; only authorized staff can gain access, as with a physical file. As electronic storage is vulnerable to theft or unauthorized access and accidental loss, they need to back up data regularly.

Drivers must comply with the general requirements specified to drive a CMV in interstate commerce.
 
One must be at least 21 years of age and be able to speak and read English satisfactorily. The applicant should be able to converse to the general public, understand traffic signs and signals, respond to official questions, and make legible entries on reports and records. He/she should have passed a driver's road test or equivalent. He should be physically competent to perform all driver's duties and should have only one legal license issued by one state or authority for the operator of commercial motor vehicles. The applicant should provide the employing motor carrier with a list of all motor vehicle violations or a signed declaration that the driver has not been convicted of any motor vehicle violations in the past 12 months.
 
A disqualified driver must not, for any reason, drive a commercial motor vehicle. 
 
Road test administration
 
The guidelines do not describe the title or qualifications of individuals who may monitor a road test. To assess and determine whether the driver being tested is capable of operating the type of commercial motor vehicle he would be assigned, Section 391.31(b) states that the person who will review the applicant's capabilities must be competent himself/herself.
 
A carrier can use anyone (veteran driver, supervisor, etc.) within the company or someone outside the operation, a "designated" person. The rules also mandate that someone other than himself is checked by a driver who is a motor carrier.

The rules give a motor carrier the possibility to accept a valid CDL instead of a road test if issued by a state requesting a road test for the vehicle type to be allocated to the driver. Suppose the employer wants to assign a vehicle on a CDL requiring doubles/triples or tank vehicle endorsement in that type of vehicle. In that case, the employer, too, needs to conduct the road test.
 
Suppose the employer recognizes an operator's license in place of a road examination. In that case, the employer must hold in the file a legible copy of the permit for the duration of the employment contract and three years after the termination of the employment contract.
 
Previous employment
 
Section 391.23 defines details on safety performance background that must be collected from an applicant's previous DOT-regulated employers. The details must be gathered from all the applicant's previous employers who employed the driver to operate a CMV during the preceding three years.
 
Skill Performance Evaluation (SPE)
 
An individual who is not physically eligible to drive a commercial motor vehicle because of loss or disability of a limb but who is otherwise eligible to drive a commercial motor vehicle may drive a commercial motor vehicle if granted by the FMCSA that individual a Skill Performance Evaluation Certificate. The procedure by which the SPE is to be applied is outlined in the compliance rules.
 
If a person is granted an SPE, the driver's medical examiner's certificate will be checked to represent this. A copy of the SPE certificate should be kept in the driver's certification file, and, while in service, the person must have the SPE certificate (or a legible copy) in his / her possession.

​An initial Motor Vehicle Report (MVR) obtained from any state in which the driver has been licensed or approved for the past three years must be put on record within 30 days of the date on which the person's employment commences. If an MVR cannot be obtained, then to get the details, the employer must retain evidence of its "good faith effort."
 
A copy of each state's record, or a reply to which a document does not exist, must be kept in the driver's certification file for the course of employment and three years following its termination.
 
The regulations also mandate a motor carrier to obtain an MVR for each driver each subsequent year, spanning the past 12 months. A carrier might more often request MVRs, as the FMCSRs do not forbid this. These annual answers from the State Agency shall be kept in the DQ file for three years from the execution date.
 
An MVR must be used to check that the driver is medically licensed in the case of interstate drivers keeping a commercial driver's license (CDL) or a commercial learner's permit (CLP).
 
The MVR must be obtained before the driver is operating a commercial motor vehicle for CDL / CLP drivers whose MVR requires medical certification. A new MVR must be brought any time the medical certification status is changed. For initial and annual MVRs, MVRs received to validate medical accreditation may also be used to satisfy the above criteria.
 
Suppose a CDL / CLP driver obtains a new medical certificate. In that case, the motor carrier can use a copy of the paper medical certificate as evidence of medical certification for up to 15 days to allow the state licensing agency time to update the MVR. The carrier must have a modified MVR by the end of those 15 days and put it in the driver's register.

​The medical exam is going hand-in-hand with the CDL.
 
Those operating the following vehicles need to have a DOT medical examination in interstate commerce:

• Vehicles with a gross vehicle weight (GVW) or gross vehicle weight rating (GVWR), or gross combination weight (GCW) or gross combination weight rating (GCWR) of 10,001 pounds or more
• Vehicles designed to transport more than 15 people, or more than eight people when there is direct compensation involved
• Vehicles transporting hazardous materials that require the vehicle to be placarded.

 
Non-CDL drivers subject to the medical test provision must have a valid medical certificate (DOT med card) in their possession while driving. A copy of the certificate must be in the driver's certification file for their employing motor carrier.
 
Drivers carrying a CDL or a commercial learner's license (CLP) must present their state licensing agency with each new certificate and bring a copy for at least 15 days after issuance until their state driving record (MVR) has been modified. The motor carrier hired by them must also have a copy of the certificate on file for a period of up to 15 days. A new MVR must be placed in the employee's file as evidence of medical qualification by the end of those 15 days.
 
The completed medical examination report ("long-form") doesn't need to be in the driver's certification register. A copy of the most recent driving record showing medical qualification details is only required for the medical examiner's certificate in the file, or (for CDL drivers).
 
Any person with a physical or mental disability or condition that has affected their ability to perform regular duties must undergo a physical examination and receive a medical certificate / DOT medical card from a new medical examiner. 
However, if returning from medical leave, unless the employer doubts the individual's ability to perform his/her job duties, a new physical is not usually mandatory.
 
A motor carrier may continue to accept this card if there is a current and legitimate medical examiner's certificate if the driver's abilities are not in doubt. In some instances, instead of following a family doctor's opinion, a motor carrier might wish to send a driver to a medical examiner familiar with the DOT regulations, especially if that doctor is not knowledgeable with the FMCSRs. Section 391.45 Interpretations illustrate the carrier's role and duty to ensure that only medically trained persons are placed behind the wheel.

Medical waiver
 
Suppose the applicant is medically unqualified under the Federal Motor Carrier Safety Regulations (governing interstate trade) and wants to seek a waiver to be eligible to drive a commercial vehicle. In that case, he/she will have to go through the application process set out in Part 381 of Subpart B (except limb impairments referred to in section 391.49).
 
This will include submitting a written request to the Federal Motor Carrier Safety Administrator to review the submission and inform the waiver's acceptance or rejection claimant.
 
If a waiver is issued, a copy must be held in the file under section 391.51(b)(8) and carried in the vehicle with the person. If the person is only engaged in intrastate (in-state only) trade, within his/her state, he/she will have to review states' specific regulations and the individual waiver policies.

During a compliance process, the documents that a carrier would typically need to generate include:
 

• Evidence of financial responsibility
• Driver qualification files
• Drug and alcohol test records
• Duty status records and all supporting documents
• Driver vehicle inspection reports and maintenance
• Hazardous materials records
• A registry of incidents and copies of all accident reports needed by the state and other public bodies or insurers

​In general, within the first 90 days of service, a new motor carrier will be checked to see if appropriate safety management controls are in place and follow the FMCSRs. During a safety audit, a new entrant will be asked to generate the following documents:
 

• Driver qualification files
• Records of driver duty status
• Vehicle maintenance records
• Accident register
• DOT drug and alcohol testing records

 
The above conditions are a summary Driver Qualification and what needs to be taken care of while hiring truck drivers. It becomes a headache sometimes for the businesses to keep all these things on track. CERTRAX makes your job easy and less tiring. All the records and documentation are taken care of.

DOT inspections, including roadside inspection can happen anywhere and anytime -- and DOT violations are expensive. That is why drivers of commercial motor vehicles and the owners of the these CMVs have to be prepared for DOT audits. Understanding driver violations and how to prevent them will help to minimize driver violations.
 
These regulations are in effect to ensure highway safety by providing that all commercial motor vehicle drivers are correctly licensed and have the requisite experience and skills for the job.
 
Let us dive into some common driver breaches and how the drivers and operators can prevent these.

​Working past 14 hours on duty
 
Under FMCSA's guidelines on hours of operation, "A [property-carrying] driver may drive only during 14 consecutive hours on duty following ten consecutive hours off duty. The driver cannot drive after the end of the 14-consecutive-hour period without first taking ten consecutive hours off duty."
 
If a driver operates after 14 hours, it is deemed a severe breach of 395.3(a) (2). The estimated fine for this offense is $7322.
 
Commuting over 60/70 hours in 7/8 days
 
Under 395.3(b) of FMCSA rules, a driver cannot drive seven consecutive days after 60 hours on duty. This applies to vehicles that do not operate every day of the week, or 70 hours on duty in 8 consecutive days, for vehicles that work every day.
 
Violating 395.3(b) is considered a severe infringement with a severity weight of up to 7 points and an average fine of $4787.
 
If a driver takes 34 or more consecutive hours off, the 7/8 successive day cycle can be restarted. A thorough understanding of this rule will allow drivers of commercial motor vehicles to reset their cycle and get back on the road swiftly.
 
No record of duty status
 
Under the regulations of FMCSA (395.8a), every 24 hours, a motor carrier shall require each of its drivers to report the driver's duty status. A severity weight of 5 out of 10 will be considered if a carrier fails to do so.
 
Violations in record keeping are subject to a maximum penalty of $1270/day, up to $12695.
 
The time records must include the following information:

• Time the driver reports for duty every day
• Total time the driver is on duty every day
• Time the driver is released from duty every day
• Total time for the preceding seven days under Section 395.8(j)(2)

False Logs
 
Falsification of logs is a common violation by drivers that appears regularly among the top violations during the annual International Roadcheck. Falsifying records is a serious breach that can bring drivers out of operation. The infringement bears a weight of 7 severity. The updated penalty schedule5 provides that knowingly falsifying records can result in a penalty of up to $12695.
 
14.7% of the drivers were out-of-service due to falsified logbooks during the International Roadcheck 2019.

​Wrong class license
 
A wrong class license is another, more common infringement than many people believe.
 
There are several types of driver's licenses:

• CDL Class A: This is required for drivers who operate any combination of CMV vehicles with a gross combination weight rating of 26.001 pounds or more, given the towed vehicle is heavier than 10000 pounds.
• CDL Class B: This is required for drivers operating a CMV with a GVWR of 260001 pounds or more, or towing a vehicle not heavier than 10000 pounds.
• CDL Class C: This CDL is necessary to operate a CMV designed to transport 16 or more people (including driver) or carry hazardous material specified by the federal legislation.

 
The second biggest driver infringement was the wrong class license during the International Roadcheck 2018. Due to this violation, 21.4% of the drivers were put out of work. The percentage rose in 2019, from 21.4 to 22.5.
 
Fines can be as high as $5732 for commercial driver license violations.
 
Allowing a driver to function suspended/revoked/etc. CDL 
 
A driver must have a valid license to run a motor vehicle on public roadways. However, as the data indicates, this does not mean drivers, are always compliant with this legislation. This is one of the significant reasons for a violation, which has accounted for 34% of critical violations in 2019.
 
Operating with a suspended or withdrawn CDL not only results in an immediate out-of-service order, but it can also result in substantial penalties for the motor carrier. The total settled amount for litigation involving a breach of 383.37(a) was $8951, according to an overview of closed enforcement litigation for 2019.

When customers use CERTRAX, most of these breaches can be avoided easily - or atleast risk mitigated. This will include prompt warnings to drivers of upcoming Hours of Service violations, Drivers License validity, Drug & Alcohol testing protocols and pre-and-post trip inspections amongst other things. The system is pretty easy to use and extremely flexible and scalable. 

A 15 minute demo can help you save on a lot of time and effort to stay compliant. We also offer a 21 day FREE trial. 

Every company involved in the transport of the business of moving goods or people needs to have a DOT compliant safety program.  The Department of Transportation (DOT) has a wide variety of rules and regulations that regulate commercial drivers. These rules primarily cover who can drive what kind of vehicles, when, and where. They are developed to keep drivers, both professionals, and amateurs, secure on the road. Most companies either do this by themselves or have their DOT compliance using Managed Services so they have all the necessary documentation when they get audited by the DOT.

​Here is a quick overview of the multitude of the rules used regulate trucking:
 
 CDL (Commercial Driver Licenses) Checklist

• The company must have a copy of the current Federal Motor Carriers Safety Administration (FMCSA) rules at their site. And, each driver must have a copy of the rules and sign a confirmation and a contractual agreement to comply with the regulations.
• The company must make sure that all drivers are familiar with parts 40, 380, 382, 383, 387, 390-397, and part 399, subchapter B, chapter 3, and title 49 federal regulations code.
• Every Commercial Motor Vehicle must have complete both pre-trip and post-trip inspections of all your vehicles and maintain documentation. This pre-trip and post-trip inspection can be performed by either the driver, safety manager or a designate.
• The company must keep up-to-date qualification records and safety performance histories for each of its drivers.
• The company must document each driver's hours of service. CDL drivers do not need to complete a log grid if they never drive further than 100 miles from the terminal, but the business must keep records of their hours.
• The company needs to have a regular vehicle maintenance program and ensure that it is followed.
• The company must maintain a detailed record of every incident in the event of an accident involving any of the company's vehicles.
• Every Commercial Motor Vehicle in thee fleet must be marked with the respective DOT numbers.
• Every new driver must comply with the Commercial Motor Vehicle (CMV) entry-level driver training requirements.

​DOT FMCSA Drug and Alcohol Compliance Checklist
 
The DOT enforcement team regularly audits companies registered with the DOT using a variety of methods including using roadside checks. Therefore it is essential to make sure everyone at the company follows the DOT compliance checklist. Severe civil and criminal penalties may be applied if the company or any of its drivers who violate these rules. 
Ensure that your business has covered all of the following:

• Ensure all your drivers have copies of the DOT regulations.
• Keep the pre-employment drug screening reports for all your drivers on file.
• Ensure that drivers are not allowed to perform safety-sensitive tasks, including delivering loads until their drug tests have been returned and confirmed to be negative.
• Check with your driver's former employers whether the driver had any drug or alcohol problems while employed and record the findings on file in your office.
• Put all of your drivers in a random drug/alcohol testing group. This group must be separate from any pool you maintain for non-driver employees.
• Conduct random drug testing of at least 50% of your drivers each year.
• Random checking at least 10% of your drivers for alcohol abuse each year.
• Make sure that these checks occur immediately after the drivers are notified that the tests will take place.
• Make all supervisors complete the DOT's mandatory training program.
• Immediately remove any driver in violation of DOT regulations from safety-sensitive duties.
• Refer those drivers to approved substance abuse programs.
• Ensure all required documents relevant to drug and alcohol regulations are on file and retrieved.

 
Safety teams have a lot to focus on. Even if they possess the skills and intend to meet the DOT’s enforcement provisions, this does not mean they always have time. Drivers come and go. Former employers do not respond to background check calls. The company needs to interview candidates and recruit them. Compliance is only one of the many tasks activities for most safety personnel.
 life
Our customer use our software and managed services to streamline DOT compliance. CERTRAX is built to meet the DOT’s regulatory requirements and quickly adapt to any changes in regulations by using cutting edge software and hardware built in the US. Everybody knows how secure software backed by AI can be used to automate a lot of the record-keeping workloads that are typically managed by safety teams. Managing paperwork and using Excel to monitor compliance gets monotonous and overwhelming very fast. CERTRAX sends out alerts to the necessary folks including safety managers, supervisors and drivers so they are always compliant when the DOT comes knocking.
 
CERTRAX = LESS PAPERWORK + DOT COMPLIANCE WITH PEACE OF MIND
 
Get your 21 day free trial of CERTRAX to experience how streamlined we make our customer’s life stress free.

​It is not only about finding the right people to drive your trucks; to run a successful trucking business. You must also record these drivers' credentials and be able to present those required documents so as to comply with the Federal Motor Carrier Safety Administration (FMCSA) safety regulations.

The US Department of Transportation has specific standards to ensure that truck drivers are safe and eligible to operate their motor carriers. This involves filling out forms and paperwork indicating that the drivers have submitted the correct job applications, earned the right medical exams, passed their road tests, drug and alcohol examinations, etc.

Running compliant drug and alcohol screening programs is a challenging task altogether. This is a mandate for a majority of interstate vehicles to comply with the federal regulations. Most carriers opt to work with a DOT drug testing company to operate a compliant program on their behalf because of the level of competence and time needed to administer a compliant program. Partnering with the right third party contractor will ensure that all the criteria for drug testing are fulfilled with less of your effort.
​
Many truck driver applications, a requirement for all automobile carriers, are either lacking the records required by the DOT or do not have the separate disclosures required by the Fair Credit Reporting Act (FCRA). Either way, this results in non-compliance.
 
Driver Qualification File
A driver qualification file is a set of documents indicating the employee is "skilled" to operate a commercial motor vehicle (CMV). For a full driver certification file to be put together, a range of paperwork and documents must be gathered and filled. It contains all one needs to be prepared for an examination and ensure an applicant is qualified for work, from the drivers' license to specifics of previous driving history and jobs to medical checks and other certifications.

To comply with the DOT regulations, the truck driver application must be signed and dated by the applicant and must provide the following:

• Business name and address
• Name, address, date of birth and social security number of the applicant and any other addresses they have resided over the last 3 years.
• State of issue, number, and expiry date of each valid license or permit possessed by the applicant for commercial motor vehicles.
• A comprehensive description of the applicant's background of driving a motor vehicle, including the vehicle model they operated.
• A comprehensive list of all the claimant's injuries over the past 3 years. This would include the date, severity of the accident, and whether there were any casualties or severe personal damage.
• A list of all motor vehicle offenses committed by the claimant over the last 3 years (excluding parking).
• A statement describing the details and circumstances of any refusal, revocation, or suspension of license, permission, or privilege to drive a motor vehicle, or a statement certifying that there has been no such circumstance.
• A list of all the applicant's employers during the last 3 years, including the dates hired, reasons for departure, and whether they were subject to the Federal Motor Carrier Safety Regulations while in employment. This also includes whether their work was classified as a safety-sensitive role in any DOT-regulated mode subject to alcohol and controlled substance testing requirements.
• The names and addresses of all the commercial motor vehicle (CMV) employers for whom the claimant served in the 7 years before the above documented 3 year period, together with the dates of employment and reason for leaving each business.
• Certification that the driver completed the application is correct and full to the best of his/her knowledge.

 
As the details found in the truck driver's application will be used as part of the mandatory background screening process, drivers must also be given a List of Rights during the application process. This overview tells drivers that they can review and challenge any conclusions issued by previous employers. This may require a former employer to resend the correct information or encourage the driver to make a rebuttal statement with the knowledge if an agreement can not be reached. Drivers may submit a written application immediately upon acceptance, or up to 30 days after being employed or refused a job. Prospective employers would need to provide details within 5 working days of the order.
 
This truck driver application will be used to kick off the background screening process once this application is complete, and the required documents, authorizations, and descriptions have been issued. This requires an MVR check-a pre-employment prerequisite. Upon completion, you and the driver will receive a confirmation email that includes the drug and an alcohol monitoring policy for your company and the general work policy for your company.
 
If your company is new to the DOT audit process, or it's been a while, and you're not sure what to expect, it's worth having a partner that's been through all of it before. At CERTRAX, we remain up-to-date on the current practices and standards and, through DOT safety audits, have led many trucking companies and contractors.
 
We understand what the authorities are checking for and will have you covered beforehand, should any problem arise. Do not let your driver skills fall under the rug; it may shut you down. We understand that this paperwork can be quite a challenge for someone trying to run a whole fleet. We are there to take care of your driver's compliance papers. Our product ensures that all the correct paperwork is filled out, modified, and on-hand so you can escape expensive legal proceedings. We're here at the end of the day to help ensure your drivers are ready to get on the road and start driving.

A background check is a procedure that an individual or a firm uses to verify that they claim to be the one. To validate their authenticity, background checks offer others an opportunity to review the criminal record, schooling, job history, and other individual past activities. One has to undergo a background check when applying for a job or searching for a new apartment.
 
A background check will investigate a candidate's background based on its prospective or current employer criteria.
 
This can include work, education, criminal records, credit history, motor vehicle inspections, and license records. Each type of check discloses different data relevant to that check. To understand what specific searches are being requested, a candidate should clarify the company requesting the background check.

​Under various cases, there are many distinct kinds of background checks used.

• Employment background checks
• Criminal background checks
• Universal background checks
• Oig background checks
• E-verify background checks
• Fingerprint background checks
• International background checks
• Credit background checks
• Personal background checks
• Professional licenses background checks

 
Background checks are a vital part of every hiring process for the simple reason that they keep your workers and your clients secure. We've all seen media reports on workplace assaults. 
Although these headline-grabbing cases are luckily few and far between, other crimes happen on the job every day.
 
Not only does failing to adequately screen your staff place you at risk of becoming a victim of a crime, but it also puts your organization at risk. You are liable if you hire someone with a history of violent crime, and they injure someone while on the job. But it's important to understand what a background check is and what it consists of before you get started.

​What Does a Background Check Show?
 
A background check's content can vary depending on the industry, the type of work an applicant is looking for, and the employer's requirements. Standard background checks include criminal records, educational, past work verifications, and reference checks.
 
Such reports can also contain pre-employment drug screening results. 
The goal of an employer is to feel assured that a recruit will not bring predictable workplace trouble.
 
 
Different Types of Background Checks
Several other forms of background checks can be run on job applicants. A check can involve any combination of the following:
 
Social Security Number Trace: This check shows where a prospective employee has been living and working. It also gives any other names or aliases associated with this person to search during the criminal screen. For any accurate background search, this is the jumping-off point.
 
National Criminal Records Database Search: This is useful to find out if applicants have committed a crime beyond the state or county they live and work in. The National Criminal History Database, also known as the NCRD, contains hundreds of millions of records that can be easily checked.

Statewide Criminal Records Check: By obtaining records from the courts, correctional institutions, and law enforcement authorities throughout the state, these tests disclose any felonies or misdemeanors.

County Criminal Records Check: Researchers will hone in on exact places where applicants have lived and worked with details from the Social Security Trace. This is one of the most regularly performed searches on background checks.

FBI Fingerprint Database: A fingerprint check can show Criminal History Record Information (CHRI) if a match is identified. By regulation, many industries are required to conduct a fingerprint-based background search. This isn't usually the best way to find criminal records, but if you're working in a hospital, daycare, nursing home, banking, driving a taxi, or doing other sensitive work, you may need to apply your prints.

Sex Offender Registry: This check will show if an applicant is a registered sex offender.

Healthcare Sanctions Report (HSR): These checks are done to see if the applicant has been disqualified from participating in funded programs like Medicare because of an infraction.

Terrorist Watch List: This check will cross-reference the list of known or reasonably suspected people engaged in terrorist activity. The FBI's Terrorist Screening Center controls it.

Office of Foreign Asset Control (OFAC): This review determines whether an applicant is considered a national security threat. It is held by a division of the US Treasury Department.

Driver's License Verification and Driving Records Check (MVR Report): If driving is part of the job, the employer would want a check of an applicant's driving history, including violations, suspensions, accidents, or any other disciplinary action.

DOT Employment Verifications: This check is a detailed review. According to federal law, you should only look at the last three years while investigating a Commercial Driver's License (CDL). However, there are no other limitations on the past of employment. The DOT requires particular questions to be asked, and the entire process takes up to 30 days.

Credit Report Check: Candidates for financial positions or trusted with Personally Identifiable Information (PII) might be subject to a credit check. This will show any current debts, bankruptcies, monetary judgements, and even payment history.

Education Verification: This review ensures applicants don't stretch the facts when it comes to graduation. You can confirm high school, college, advanced degrees, as well as certifications.

Employment Verification: Confirming an applicant's preceding employment requires dates, compensation, a justification for departure, and re-engagement.

Professional Reference Check: This check involves reviewing with previous employers about an applicant's performance.

Professional Qualification Verification: This check makes sure professional licenses are valid. It is appropriate for people in varied fields. Results reveal whether the applicant's license is accurate, the renewal date and if there have been any disciplinary actions filed.
 
How Far do Background Checks Go?
Non-conviction records will only be reported for seven years. But there is no limitation on reporting a criminal conviction; however, many states have passed laws stating that Consumer Reporting Agencies (CRAs) like EBI cannot write anything beyond seven years.
FCRA compliance is required for any employer using a third party for performing a background check.

​How Long Does A Background Check Take?
There are no rules about how long a background check should take; each piece of the review has its timeline. But if the background check shows no negative records – it should only take two to three days to get a completed report. Many of the reviews are even returned instantly. Following is a breakdown of the timelines of the different types of background checks:

• Social Security Trace: On-the-spot
• National Criminal Record Database (NCRD): On-the-spot
• Statewide: 18-36 hours
• County Criminal Records: 48 hours
• FBI Fingerprint Database: 48 to 72 hours
• Sex Offender Registry: 4 hours
• Healthcare Sanction Reports: Instant
• Terrorist Watchlist: Instant
• Office of Foreign Asset Control (OFAC): On-the-spot
• Driver's License Verification/Records (MVR): 72 hours
• Verifying DOT Employment: 30 days
• Credit Check – Instant
• Education Verification: 72 hours
• Employment Verification: 72 hours
• Professional Reference: 24 to 48 hours
• Professional Qualification Verification: On-the-spot
• Global Watch List Checks: On-the-spot

 
Does the law require a background check?
Many sectors require background checks, but it is important to remember that regulations can differ by state. In general, those working in financial roles, healthcare, government, and DOT-regulated jobs with children, the elderly, can all undergo a background check. Even if not required by statute, it is safer to be healthy in these industries, mainly. The chance of a single negligent hiring lawsuit should be adequate to make screening worthwhile.
 
Importance of Background Checks
A survey by CareerBuilder showed that one bad hire would cost an employer more than $17,000. The harm to morale and loss of productivity resulting from recruiting the wrong person can have a terrible effect on a workforce, not only is there a monetary cost. To ensure you know who you are recruiting, there are even more expensive explanations.
 
According to the 2016 Global Fraud Report, 5 percent of annual sales are lost by the average company. The US's median loss was $120,000, and in small companies with less than 100 employees, 30 percent of the fraud occurred. The top threats included billing schemes, skimming, non-cash misappropriation, tamper-checking, and corruption. The primary justification is the safety and well-being of your staff and customers.
 
According to the US Bureau of Labor Statistics, more than 550 people were murdered each year from 2006 to 2010. Among those, 77 were murders among different kinds. 
 
From 1993 to 1999, an average of 1.7 million individuals were victims of violent crime while on the job, according to the Occupational Safety and Health Administration (OSHA).
On the web, there are all sorts of sites out there that say you can search the criminal background of someone in seconds. Those facilities are not appropriate for employment.
 
Proper background checks are complicated; they include scanning the federal, state, and country courts and checking in with the schools of an applicant and past employers. Online systems search databases remotely, which are almost always incomplete. Having an actual human being scour court records is the only real way to assess whether a work candidate has a criminal record. They do this for several reasons: first, make sure your applicant has the record and see if there was a conviction.

Trucking and commercial driving companies must follow DOT compliance standards. These standards include periodic reviews of all drivers requiring these reports:

• SSN Validation
• Current MVR
• Background checks that verify a driver's commercial drivers license
• Physical exams that confirm a driver's health (DOT Physical Exam)*
• Required DOT  3-year previous employment check
• DOT prescribed baseline drug test
• PSP Accident & Crash History
• DOT Random Drug and Alcohol Testing Consortium enrollment

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The US Department of Transportation is the federal agency that enforces laws regulating commercial motor vehicles' operation. These rules are known as the Department of Transportation Rules. DOT compliance refers to the effective fulfilment of these standards set by the US Department of Transportation.
 
Failure to comply with DOT regulations results in a breach of those laws. Violators are subject to sanctions that may include fines, revocation of a company's authorization to operate its commercial vehicle fleet or incarceration.
 
WHO MUST COMPLY
Department of Transportation regulations applies to vehicles required to register with the DOT and legally receive a USDOT number.
 
These may generally be defined as commercial vehicles, but the DOT guidelines more precisely concern vehicles operating under one or more of the following criteria:

• Transportation of toxic materials; form and quantity defined by DOT.
• A gross vehicle mass or a gross combination mass value of 4536 kg (10001 pounds) or more, or gross vehicle mass or gross combination mass
• Transportation of more than 8 passengers (including the driver) for settlement
• Transportation of more than 15 passengers (including the driver)

 
These requirements refer to commercial vehicles used in interstate trade; some states require registrants of their commercial intrastate motor vehicles to obtain a USDOT number. One can visit the Motor Carrier Safety Administration website for more information on the same.

COMPLIANCE PROCEDURE
To ensure that commercial drivers and carriers stay under DOT laws, the way to start is with the regulations themselves. Learning the DOT rulebook's ins and outs can be promoted by going through the FAQ section on the FMCSA website. This page includes a handy list of frequently asked questions that allow the users to scan subjects like laws, driver protection, registration, and licensing.
 
SAMPLE CHECKLISTS
Business carriers may remain on track after being familiar with the regulations and prevent lapses by periodic review of their operations. For drivers and fleet managers, the following checklists offer useful instructions for maintaining adherence to DOT requirements.
 
FLEET COMPLIANCE

• A copy of the current FMCSA rules should be maintained in the office.
• Complete reports of the pre-trip and post-trip vehicle inspections should be kept.
• Establish a vehicle maintenance plan and conform to it, including all the required documentation.
• Ensure each vehicle has its DOT registration number marked. 
• Maintain road incident records for each vehicle.

 
DRIVER COMPLIANCE

• Provide a copy of the FMCSA rules, and obtain a signed receipt for the document and agreement to follow the regulations listed.
• Maintain each driver's qualification records and safety history.
• Maintain each driver's hours of service records.
• Maintain records for each driver on pre-employment drug testing. The documents should also include reports of alcohol and drug abuse, if any.
• Perform random drug and alcohol testing of drivers periodically, as listed in the DOT regulations.
• Require supervisors to undergo training on drug and alcohol testing, as required by DOT regulations.

 
This checklist includes the principal enforcement elements of DOT compliance but to ensure that all requirements are met, a commercial fleet manager needs to get to know the DOT regulations thoroughly and make the appropriate adjustments to the policies and operations of the organization. These periodic reviews may help to minimize the risk of non-compliance.
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