如果您是运输行业的新手或只是需要复习，我们收集了一份由联邦汽车运输安全管理局强制要求的司机就业前背景调查的基本要求清单。
获取机动车记录
汽车承运人必须向驾驶员申请人在申请之日起的前三年内持有或持有机动车辆运营商许可证或执照的每个州提交调查，以获取驾驶员的机动车辆记录 (49 CFR §391.23(a) (1))。
必须在就业开始之日起 30 天内将每个州机构的驾驶记录副本放入驾驶员资格文件中。如果未收到机动车辆记录，承运人必须记录为获取此类信息而做出的善意努力，并证明在该州或多个州不存在驾驶员的记录。
调查申请人的安全绩效历史
汽车承运人必须调查自申请之日起三年内所有受 DOT 监管的雇主的安全绩效历史 (49 CFR§391.23(a)(2))。未来的雇主必须通知申请人将联系以前的雇主。
调查可能包括个人面谈、电话面谈、信函或承运人认为合适的任何其他方法。汽车承运人必须记录联系过的每个过去的雇主或为此做出的善意努力。前雇主必须在收到请求后 30 天内做出回应。
必须从以前的雇主那里获得以下信息：
一般身份证明和就业验证信息
在就业申请日期之前的三年内发生的涉及驾驶员的事故的信息（作为 -49 CFR §390.15(b)(1) 中规定的数据元素），包括：
49 CFR §390.5 定义的任何事故
根据 49 CFR §390.15(b)(2) 保留的前雇主可能希望提供（非必需）的任何事故。
申请人的安全绩效历史必须在雇佣开始之日起 30 天内放入司机的档案中，并且必须在司机留在承运人的工资单上以及此后三年内保留。
验证任何药物/酒精违规行为
准雇主必须与以前的雇主核实，以确定申请人的司机是否在自就业申请之日起的前三年内违反了任何酒精和药物禁令。汽车承运人必须向前雇主发送司机的书面同意以发布信息。如果没有要报告的安全绩效历史信息，则要求前任雇主发送响应，确认不存在任何此类数据。
需要以下信息：
驾驶员是否违反了 FMCSA 法规第 382 部分 B 部分或 49 CFR 第 40 部分规定的酒精和受控物质禁令。
驾驶员是否未能根据本章 §382.605 或 49 CFR 第 40 部分 O 子部分进行或完成药物滥用专业人士规定的康复计划。
成功完成康复转介的司机的任何测试违规行为。
进行就业前药物测试
所有操作商用机动车辆 (CMV) 的 CDL 司机在开始就业之前必须进行药物测试，结果为阴性。就业前测试的唯一例外是，如果司机 1.) 在过去 30 天内参加了受控物质测试计划并且在过去六个月内接受了测试或参加了前 12 个月的随机测试计划（从向雇主提出申请的日期）；2.) 雇主确保前任雇主在过去六个月内没有违规记录。雇主必须联系司机参与的受控物质测试计划并获得计划验证。
取得驾驶执照
汽车承运人必须获得根据 49 CFR §391.43 颁发的体检证书的原件或副本，以及该证书所依据的任何医疗差异。从 2014 年 5 月 21 日或之后开始，承运人必须验证驾驶员是否已获得国家注册体检医师登记处所列体检医师的认证，并将记录放入驾驶员资格文件中，然后才能允许驾驶员操作 CMV。证书有效期为两年；但是，具有特定健康状况的驾驶员可能需要更频繁的认证。
通知司机审查和争议调查结果的权利
必须通过申请表或其他书面文件通知司机申请人以下内容： (a) 审查前雇主提供的信息的权利；(b) 更正信息中的错误以及前任雇主将更正后的信息重新发送给未来雇主的权利；(c) 如果前任雇主和司机不能就信息的准确性达成一致，则有权在信息中附上反驳声明。
司机可以在申请时立即或在被雇用或被拒绝雇用通知后 30 天内向潜在雇主提交书面请求，以审查前雇主提供的信息。准雇主必须在收到书面请求后的五个工作日内向申请人提供此信息。如果司机未在 30 天内安排接送或接收信息，准雇主可能会考虑放弃该请求。
pre-employment background checks on drivers mandated by the Federal Motor Carrier Safety Administration.
Obtain Motor Vehicle Records
Motor carriers must submit an inquiry to each state in which a driver applicant held or holds a motor vehicle operator’s permit or license during the preceding three years from the date of the application to obtain the driver’s motor vehicle record (49 CFR §391.23(a)(1)).
A copy of the driving record from each state agency must be placed in the driver qualification file within 30 days from the date employment begins. If no motor vehicle record is received, the carrier must document a good faith effort to obtain such information, and to certify that no record exists for the driver in that state or states.
Investigate the Applicant’s Safety Performance History
The motor carrier must investigate the safety performance history with all DOT regulated employers during the preceding three years from the date of the application (49 CFR§391.23(a)(2)). The prospective employer must inform the applicant that previous employers will be contacted.
The investigation may consist of personal interviews, telephone interviews, letters or any other method the carrier deems appropriate. The motor carrier must make a record with respect to each past employer contacted or the good faith effort to do so. Previous employer must respond within 30 days after the request is received.
The following information must be obtained from previous employers:
General identification and employment verification information
Information regarding accidents involving the driver that occurred in the three year period preceding the date of the employment application (as data elements as specified in -49 CFR §390.15(b)(1)), including:
Any accidents as defined by 49 CFR §390.5
Any accidents the previous employer may wish to provide (not required) that are retained pursuant to 49 CFR §390.15(b)(2).
The applicant’s safety performance history must be placed in the driver’s file within 30 days from the date employment begins and must be maintained for as long as the driver remains on the carrier’s payroll and for three years thereafter.
Verify Any Drug/Alcohol Violations
Prospective employers must check with previous employers to determine if the applicant driver has violated any alcohol and drug prohibitions within the previous three years from the date of the employment application. The motor carrier must send the previous employer the driver’s written consent to release the information. If there is no safety performance history information to report the previous employer is required to send a response confirming the non-existence of any such data.
The following information is required:
Whether the driver had violated alcohol and controlled substance prohibitions under subpart B of Part 382 of the FMCSA regulations or 49 CFR Part 40.
Whether the driver failed to undertake or complete a rehabilitation program prescribed by a substance abuse professional pursuant to §382.605 of this chapter, or 49 CFR part 40, subpart O.
Any testing violations for drivers who successfully completed a rehabilitation referral.
Conduct a Pre-Employment Drug Test
All CDL drivers operating commercial motor vehicles (CMVs) must be drug tested with a negative result before beginning employment. The only exception to pre-employment testing is if the driver 1.) participated in a controlled substance testing program within the previous 30 days and was either tested within the past six months or participated in the random testing program for the previous 12 months (from the date of application with the employer); and 2.) the employer ensures that no prior employer has records of a violation with the previous six months. The employer must contact the controlled substance testing program in which the driver participated and obtain program verification.
Obtain the Driver’s Medical Examiner’s Certificate
The motor carrier must obtain an original or copy of the medical examiner’s certificate issued in accordance with 49 CFR §391.43 and any medical variance on which the certificate is based. Beginning on or after May 21, 2014, the carrier must verify that the driver was certified by a medical examiner listed on the National Registry of Certified Medical Examiners and place the records in the driver qualification file before allowing the driver to operate a CMV. The certificate is valid for two years; however, drivers with specific medical conditions may require more frequent certifications.
Notify Driver’s of the Right to Review and Dispute Findings
Driver applicants must be notified via the application form or other written documentation of the following: (a) the right to review information provided by previous employers; (b) the right to have errors in the information corrected and for the previous employer to re-send the corrected information to the prospective employer; and (c) the right to have a rebuttal statement attached to the information if the previous employer and driver cannot agree on the accuracy of the information.
Drivers may submit a written request to the prospective employer to review information provided by previous employers immediately when applying or up to 30 days after being employed or notified of denial of employment. The prospective employer must provide this information to the applicant within five business days of receiving the written request. If the driver has not arranged to pick up or receive the information within 30 days of availability, the prospective employer may consider the request waived.
