| Dear {FName}, |
July 15 , 2012 |
We hope you had a safe and ‘cool’ 4th of July holiday and that the MLB AllStar Game turned out the way you wanted!
TruckDriver.com
Carrier of the Month
Empire Express, Inc.
Empire Express, Inc. is a 53 ft dry van company located in Memphis, TN. Empire Express drivers play a critical role in reinforcing the company's reputation by consistently achieving high levels of safety and service. For this reason, they are looking for the best, most dedicated drivers to join their team and, in turn, they provide their drivers one of the best overall work experiences anywhere.
Equipment
Their equipment consists of safe, reliable, well-maintained, late-model equipment with air-ride suspensions, walk-in sleepers and Qualcomm Satellite Communications.
Miles and Home Time
Empire Express drivers are home every ten to fourteen days. Solo drivers average 10,000 to 12,000 miles per month. Teams average 16,000 to 20,000 miles per month.
And, Most Importantly, How Empire Express Treats People
Empire Express encourages applicants to speak with their current drivers before applying, and are certain they will tell you about the family-oriented and courteous atmosphere. Empire Express treats people with respect, and knows their drivers by name. Because trucking is a hard job, Empire Express wants you to be comfortable with the company you work for.
Empire Express offers:
- 100% No Touch Freight!
- Paid Weekly
- Direct Deposit
- Vacation Pay
- Average 2500-2800 Miles per Week
- Starting pay .35 - .39 cpm
- Semi-Annual Performance Increases up to .40 cpm
- Full Benefit Package: Health, Dental, Vision, Life, & Disability
- Now Hiring Husband/Wife Teams
Respect, Miles, Home Time…Empire Express has it!
Call 800-500-3089 or click here to apply!
Latest Forum Topics
Shipping to Canada
Percentage of women truckie's
EEOC’s New Guidance on Employers Use of Criminal Records: The “Individual Assessment”
Derek Hinton - DOTJobHistory.com
Answer: The La Brea Tar Pits.
Question: What do you have left after eating the La Brea Tar Peaches?
Johnny Carson as “Carnac the Magnificent”
The Le Brea tar pits in Los Angeles contain fossils ranging from saber tooth cats to Mammoths to dire wolves. If you are typical of many employers and have been in business any length of time, your procedures probably contain some fossilized practices in the use of criminal records when hiring.
We previously discussed Disparate Impact practices—practices that even if they are apparently neutral or “color blind” are illegal. If you are an employer and receive employment applications by mail, employ an independent third party to delete any references to race then make blanket employment decisions on individuals with the same record--you shouldn’t.
The EEOC has noted in its guidance that 1 in 3 African-American males have a criminal record. Some statistics we have reviewed shows that the rate is 3 out of 4 in some inner cities. Hispanics also have a higher percentage than the population as a whole. So, a blanket policy of not hiring anyone with a certain record could have a disparate impact.
What Can Employers Do?
The new guidance is not a new law or regulation, but more of a “crack-down” and raising the bar on existing standards. This is not legal advice. That would be a job for your attorney. That said, if in looking at your practices, you have a “blanket” policy e.g., “we will hire no driver that has a felony conviction in the past 5 years,” you better run it up the flag pole.
What you will need to do is an “individual assessment.”
Individual Assessment
What does an individual assessment consist of? For starters, you should evaluate, on an individual-by-individual basis the following considerations when evaluating a criminal record and employment decision.
- Assess the nature and seriousness of the offense.Was the offense a felony or misdemeanor? Was it a violent offense, bad check or sex offense? How many offenses were there?
- Assess the amount of time since the conviction/release from confinement.Did the offense happen 30 years ago? Did it happen 5 years ago, but the individual has worked for another employer since, done a good job and not repeated the behavior?
- How does the offense relate to the job?You cannot simply compare the seriousness of the offense, you must determine how the offense relates to the job. For example, a felony embezzlement might not disqualify an applicant for an over the road driving position while a “lowly” DUI misdemeanor might.
Other Considerations
- If the individual does not respond to an employer’s attempt to gather additional information about his background to do the individual assessment, the employer may make its employment decision without the information.
- An employer cannot act upon the mere fact that a person has been arrested. An employer can inquire about the facts leading up to the arrest and make a determination of whether the person was engaged in criminal activity and then evaluate that conduct as outlined above.
Driver Suggestions
The fact that you have a criminal record may keep you from getting a particular job, but a criminal record should not automatically disqualify you. You should know what is being reported on you (if the incident has been expunged, or it was an arrest without a conviction 15 years ago, it shouldn’t be showing up) and you should correct any errors before they harm you.
Did you make it to the Truckers Jamboree? According to the TruckDriver.com Jamboree Survey
not many of you were planning on attending.
Are you going to the Truckers Jamboree in Walcott, IA this year?
Yes - 11%
Maybe - 19%
No - 70%
If you didn’t make it, there is always next year!
Up next is the TruckDriver.com Veep Survey. Your guess is as good as ours!
. Until next time, keep on truckin’ and please drive safely.
* * * * *
Your Comments Are Always Welcome
We do like to hear from you and invite you to let us know how we can improve the e-Report. Please send your ideas and suggestions to: jobs@truckdriver.com
“Even if you are on the right track, you will get run over if you just sit there.”
~ Will Rogers ~
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