How To Hire A CDL Driver

Does your company specialize in something other than drivers? If so, hiring a safe a qualified CDL driver can be a serious task. Due to the nature of their product line, many manufacturers, retail facilities, and warehouses employ their own driving staff. Unfortunately due to strict DOT regulations, insurance, and other factors these employers may be opening themselves up to costly and dangerous liabilities.

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Is Your New Hire One of the 84 Percent?

If you have ever worked in recruiting or HR this statistic may not shock you. As many as 84% of new hires do not live up to expectations. With today’s screening, testing, and interviewing processes this may seem like a high number. Unfortunately, some behaviors just cannot be predicted.

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EEOC Reports on 2012 Charges

Have you recently faced an EEOC charge? If so, you’re not alone. The EEOC recently announced statistics from fiscal year 2012 that reflect over 99k charges in the private employment sector. What does that amount to for employers?

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This Could Effect Your Fleet!

How have recent regulations, weather conditions, and distractions effected your bottom line? Managing a fleet, remaining in compliance, and engaging a safety program is a lot to handle. Often times, employers lose focus on safety in the shuffle of handling multiple job responsibilities and keeping tabs on the latest regulations. How quickly can this add up?

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20% Increase in Truck Occupant Deaths in 2011

If you employ drivers you understand the great impact that accidents and injuries have on your organization. According to the Federal Motor Carrier Safety Administration, 2011 saw a 20% increase in truck occupant deaths over the previous year. While this number is startling, some additional statistics give us some insight into the recent spike.

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75% of Employees Do This- How Do You Protect Yourself?

Let’s face it, a lot happens throughout the year. Hiring and HR Managers are busy with recruiting, screening, hiring, training, and managing all year long. Have there been any changes with your staff over the past year that you are unaware of?

Were you aware that the leading source of fraud is employee theft of personal information? While we all tend to focus on production, productivity in the workplace, and dealing with the day to day operations we may be missing critical information about our staff. While approximately 90% of employers implement a routine background check for new hires, a startling number do not perform background checks on their employees after their hire date for new convictions that are relevant to their position. Implementing a comprehensive background process is a great way to help ensure a safe, secure, and productive environment for staff, visitors, and customers. According to a 2009 report by the US Chamber of Commerce and Infortal Worldwide, as many as 75% of employees in all business sectors steal from the workplace and do so repeatedly.

Background

Prior to completing any background check on a candidate or employee, be sure that you have obtained a signed release allowing your organization to conduct the search. Employees should be notified in the employee handbook if your organization conducts random or annual background screenings as well. Keep in mind that your employees and candidates are also entitled to several rights including:

  • Employers are prevented by federal law from considering bankruptcy while making employment decisions.
  • Employers are required to provide the candidate or employee with a copy of any consumer report and a copy of their rights under the Fair Credit Reporting Act, if information obtained from the said report contributes to dismissal or denial of employment.
  • Employers must consistently apply the program to all employees and clearly document their results.
  • Some specific states have laws that limit the employers use of credit reports to be used for dismissal or denial of employment.

While information that may be obtained through employment references, criminal background checks, and credit checks may have a large impact on determining an employer’s level of liability when hiring or maintaining an employee, the risks and liabilities due to employing an illegal background check process can be even greater. Partnering with an established and reputable staffing firm can often greatly assist you in the process. Speak with your staffing provider to determine what their current process is and how they may best assist your company with the screening of potential employees.

Before implementing or continuing a background screening process, it is highly encouraged to research federal, state, and local legislation. Consult with your labor and employment law attorney prior to implementing or making alterations to your background check policy.

Want to learn more about how you can gain access to Trillium’s national network of top level talent? Contact us today!  If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.