Employment Dates - Objective Information
Drug Screens - Objective Information and a matter of statute.
Safety Information - Gray area. He had an accident on xx/xx/200x, police report on file is ok. Overspeed via qualcomm 70% of the time, didn't maintain 3 points of contact entering or egressing the cab - that would not be ok.
Saying what you can prove is still a dicey proposition and is not recommended. You can easily fall into the blurry line of perception and opinion. HR doesn't want the hassle (or expense) of proving something a grunt dispatcher - oops I mean Driver Manager - said during a harried moment.
You are dealing with an industry that has 100% turnover and "supervisors" that have 40+ direct reports. DAC gives the employers a chance to prescreen information and dump it to a central repository. It is plain vanilla and designed to keep the company's a$$ out of court.
If the dispatcher liked the driver and they actually had some personal contact the dispatcher may add a few cliches - nice guy, great guy, hate to see him leave, blah, blah.
If it's just another driver on the board, it's going to be a conversation with Detective Sergeant Joe Friday.
Trucker's sure are a paranoid bunch :wink:
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Originally Posted by Uturn2001
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They aren't going to ask questions like is he eligible for rehire, did he play well with others, etc. It opens the company up to risk, company's are risk adverse.
When one trucking company calls another for employment verification both companies are required by law to provide employment dates, safety information, and any information pertaining to negative drug screens.
In addition to this, many states have passed laws where they (past employers) can pretty much say anything about a past employee so long as they can prove it.