Driver qualification and screening policy — receipt acknowledgment
Rev. 2026-09-27
The company is committed to hiring only the best and most qualified available drivers. To that end the company has established the following driver qualification and screening policy. The goal of the policy is threefold: to meet or exceed Federal Motor Carrier Safety Regulations; to maintain a positive CSA carrier profile; and to hire and retain experienced, safe, professional drivers.
1.1 Age/experience: All driver applicants are to be a minimum of 24 years of age, and have a minimum of three years verifiable driving experience.
1.2 Accident experience: Only those driver applicants with no more than one chargeable or preventable motor vehicle accidents within the past three years will be considered for employment.
1.3 Violation history: Only those driver applicants with four or fewer violations of motor vehicle laws (other than violations involving parking only) within the past three years will be considered for employment.
1.4 Disqualifying offenses: Driver applicants will not be considered for employment if convicted of:
1.5 Only those drivers with an acceptable Pre-Employment Screening Program (PSP) history will be considered. Information provided from the PSP includes data on individual driver roadside/scale inspection results, DOT recordable accident history, and reasons for probable cause traffic stops.
CSA: What is it?
Compliance, Safety, Accountability (CSA) is a Federal Motor Carrier Safety Administration (FMCSA) initiative to improve large truck and bus safety, and ultimately reduce crashes, injuries, and fatalities that are related to commercial motor vehicles. It introduces a new enforcement and compliance model that allows FMCSA and its state partners to contact a larger number of carriers earlier to address safety problems before crashes occur. Rolled out in December 2010, the program establishes a new nationwide system for making the roads safer for motor carriers and the public alike.
In the development of the CSA program, FMCSA sought to incorporate several key attributes:
FLEXIBILITY: Adapt to a changing environment
EFFICIENCY: Maximize use of resources
EFFECTIVENESS: Improve safety performance
INNOVATION: Leverage data and technology
EQUITABILITY: Be fair and unbiased
For more information regarding the CSA 2010 program, please visit the FMCSA home page at www.fmcsa.dot.gov.
What is the Pre-Employment Screening Program?
The Pre-Employment Screening Program (PSP) is a screening tool that allows motor carriers and individual drivers to purchase driving records from the Federal Motor Carrier Safety Administration’s (FMCSA’s) Motor Carrier Management Information System (MCMIS). Records are available 24 hours a day via web request.
What information does the Driver Information Resource (DIR) record contain?
Driver Information Resource records purchased through PSP contain the most recent five years of crash data and three years of roadside inspection data from the FMCSA MCMIS system.
For more information regarding this program, visit the FMCSA home page (www.fmcsa.dot.gov).
2.1 Company policy requires all driver applicants to be able to read and speak English sufficiently to be able to perform all duties and functions of the job. (Sec. 391.15(b)(2))
2.2 All driver applicants shall complete a driver application, furnished by the company, with the form containing all information required under section 391.21 of the FMCSRs.
2.3 Company hiring standards require that driver applicants list all former employers for the past three years and all driving experience for the past seven years prior to that, for a total of 10 years. Any gaps in employment for more than a one-month period must be satisfactorily accounted for on the application.
2.4 The company conducts criminal background checks on driver applicants. Procedures follow all state and federal equal employment laws.
3.1 Driver applicants will be notified of their due process rights as specified in Sec. 391.23(i) regarding the information received as part of the background investigation. This notification will be given to the driver prior to a hiring decision in the form of a written statement, stating his/her right to review and refute erroneous information. The applicant will be required to sign and date the form as acknowledgment of his or her receipt and understanding. The written notification will also appear on the driver application, requiring a signature immediately below the information by the driver applicant as acknowledgment of his or her receipt and understanding.
3.2 Driver applicants will be given a copy of the Fair Credit Reporting Act (FCRA) disclosure statement. If an applicant is not hired based on background information obtained, the applicant will receive a copy of the record and the summary of consumer rights.
4.1 The company will require a legible copy of the license of each driver applicant to be certain it is valid, has not expired, is the appropriate class, has the appropriate endorsements, and is issued by the applicant’s current state of residence. The company will verify that the applicant possesses only one license. (Secs. 383.21, 391.23 and 391.11 (b)(7))
5.1 The company will request an MVR for driver applicants from every state the applicant has lived in during the past ten years. If an MVR request comes back indicating no record found, the MVR request will be placed in the driver’s qualification file (if hired) as verification that the company attempted to obtain the information.
5.2 The company will review MVRs to determine whether the driver applicant meets company hiring standards regarding driving records, and will compare the MVRs against the driver application to check for completeness and accuracy. (Sec. 391.23)
6.1 The company will contact all former and current DOT-regulated employers of the driver applicant for the previous years to verify as much of the following as possible:
6.2 Driver applicants must provide written authorization to the company to obtain the DOT drug and alcohol testing information. All former and current employer information gathered under company inquiries must be in writing and retained in the driver’s investigation history (DIH) file, if hired. In the event a former or current employer refuses to release information, a note stating this will be placed in the DIH file. This DIH file will be stored in a secured location with access limited to those involved in the hiring process.
6.3 The company will review all former and current employer information to determine if the driver applicant meets company hiring standards regarding past and current employment, and to determine if the applicant was truthful about information listed on the employment application. (Sec. 391.23)
6.4 The company may review a driver’s PSP history for acceptability.
7.1 The company requires driver applicants to provide written authorization to the company to obtain drug and alcohol test information for each previous and current employer during the preceding two years.
7.2 All information from former employers regarding drug and alcohol test results must be in writing, and will be retained in a separate file for the driver (if hired). In the event no response is received from a former or current employer, a note stating this will be placed in the file. (FMCSR, Sec. 382.413)
7.3 The company will not consider for employment any driver applicant who, under a DOT-required drug and alcohol testing program, refused a drug or alcohol test or failed a random, reasonable suspicion, post-accident, return-to-duty, or follow-up alcohol test, or tested positive for controlled substance while with a previous employer.
8.1 A driver applicant will be asked whether he or she has tested positive, or refused to be tested, on any pre-employment drug or alcohol test administered by a DOT-regulated employer to which the employee applied for, but did not obtain, safety-sensitive transportation work covered by DOT agency drug and alcohol testing rules during the past two years.
8.2 A copy of this statement will be retained in the driver’s confidential drug and alcohol testing information, along with any supporting documents.
8.3 A driver who failed or refused a DOT pre-employment drug or alcohol screen in which he or she was not hired will not be considered for employment.
9.1 The company requires driver applicants to be fully qualified physically to perform all duties and functions of driving and safely operating a commercial motor vehicle. A pre-employment physical exam will be required. Medical examinations will be performed as defined in Sec. 391.41.
9.2 Applicants who successfully pass the physical examination will be issued a medical examiner’s certification card. The driver will take the original copy to the State licensing agency to have their medical certificate information notated on their valid CDL. (Sec 391.41, 391.42, and 391.45). The company will obtain an updated motor vehicle report with the new medical information and place it in the driver’s qualification file. Motor carriers are no longer required to possess a copy of the medical exam long form.
10.1 The company requires driver applicants to submit to a DOT pre-employment drug screen to be conducted at a collection site designated by the company. These driver applicants shall not be offered employment until a negative test result has been reported. (Sec. 382.301)
By signing below I acknowledge that I have received, read, and understood this policy.
JASKO Enterprises, Inc. — 1122 N. 189th Ave, Buckeye, AZ 85326