For Compliance & safety owner operators have a responsibility to comply with FMCSA & DOT regulations for drug and alcohol testing. TDS made it easy for owner operators to enroll in random drug testing program.
As a supervisor, safety is your highest priority, and you have a responsibility to make sure that your employees can carry out their duties without putting themselves, their co-workers and the general public at risk. This course will help you identify unsafe behavior that may be due to drugs or alcohol, as well as how to document that behavior and manage the reasonable suspicion testing process.
A PSP record contains a drivers most recent 5 years of crash data and the most recent 3 years of roadside inspection data from the FMSCA MCMIS database. MCMIS is a Federal government database which is different from the state data source used to generate motor Vehicle Records (MVRs)
The PSP record does not contain a score.
View a sample PSP record.
The record displays a snapshot in time based on the most recent MCMIS data
load into the PSP system. A new Snapshot is uploaded approximately once per month. The Current snapshot date is posted on the PSP one page
Background checks verify a potential employee’s work history, previous experience, and level of education. It can uncover any inaccuracies or omissions on a resume as well as past criminal activity. An essential part of the hiring process, background checks allow employees to make informed decisions. It’s important, however, that the background check process be consistent, legal, and fair to all.
The following provides information about every aspect of performing employment background checks.
Qualified and honest employees are the most important element of any thriving business. To build a quality group of workers an employer must know exactly who they are hiring. It’s estimated that over half of all workers lie on resumes, usually about experience, education, or work skills.Learn more.
A fair, consistent, and accurate process for running background checks should assist employers in making the right decision in bringing on a new worker. The following six steps will help in making that process seamless and efficient.
A background check policy creates documentation of the screening program and can be used throughout the organization. It should include three elements:
An employer’s background check policy should be made completely transparent to any applicants to avoid unfair treatment or possible lawsuits.
Employers are responsible for the legality of any background check policy they use. If out of compliance, an employer could face fines, settlements, or lawsuits.
Choose a background check service that fits your hiring process and screening policies. The best provider understands your hiring volume, business size, budget, number of outlet locations, size of Human Resources team and in-house legal officers. Features to be considered:
Your company should be familiar with the different types of background checks. You should know what to expect and be able to make timely decisions based on accurate information. There are several different types:
The FCRA provides various rights to job applicants. Applicants should be notified any time a background check is conducted because they must provide written permission for such a check. Applicants have the right to review any background check information and file a dispute if they believe inaccuracies are present.
Ultimately, background checks are essential when making the final decision to hire. Employers should weigh all the information before making the decision to bring on a new employee.
These guidelines are for informational purposes only and should not be considered legal advice. When dealing with background checks an employer should always consult with their own legal counsel to make sure they are in full compliance with any applicable laws and regulations.