Mark Lowthorp Named Trucker Buddy Ambassador of the Year

Mark Lowthorp, a long time driver for Marten Transport, has been awarded the Darrell Hick’s Memorial Ambassador of the Year award.  He has been a Trucker Buddy for almost 20 years.

"Mark has been an excellent Ambassador for Trucker Buddy," said Randy Schwartzenburg, Trucker Buddy International executive director. “He's sacrificed his time and energy to help us recruit other drivers into the program and to represent Trucker Buddy at key industry trade shows and events. Without the help of Ambassadors like Mark, we simply could not fulfill our mission to improve the image of drivers and encourage over 60,000 students to excel in school each year.”

In addition to outstanding Trucker Buddy Ambassadors, Schwartzenburg notes that an invaluable part of the program is the generous assistance of motor carriers like Marten Transport. “These carriers route the ambassadors to the shows and support their efforts making them such valuable partners in our work,” he says.

Ambassadors are seasoned, veteran Trucker Buddies who see the need to help Trucker Buddy by working trade show booths, recruiting drivers at truck stops and offering meaningful suggestions to help improve the program.         
Named for the late Darrell Hicks, long time Trucker Buddy, Board Member and Ambassador, the award is bestowed upon individuals as selected by the Ambassador leadership.

The EEOC and Criminal Records: What’s the Latest? (Part One)
Derek Hinton - DOTJobHistory.com

Several months back I wrote about the new EEOC guidance and the use of criminal records and it’s generated some questions and discussion on whether the guidance will stand. I have been involved heavily in this issue with www.CrimApollo.com, a service for employers to evaluate criminal record offenses for EEOC compliance.

Last year the EEOC published 52 pages of new guidance to employers on the use of criminal
records when making hiring or retention decisions.
(http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm)

The guidance was effective immediately. The EEOC’s Title VII prohibits employers from using criminal history information to discriminate against job applicants because of their race, color, religion, sex, or national origin. There’s a couple of ways employers can run afoul of Title VII when using criminal records.

Disparate Practices

This is easy enough. You don’t order criminal records on one race/color/religion/sex/national origin but not another. And if you order criminal records on all applicants, you have the same rules when the results come in regardless of race/color, etc. A more formal way to put this is you don’t have “disparate practices.”

Disparate Impact

A disparate practice is one thing, but Title VII also prohibits practices that have a disparate impact even if they are apparently neutral or “color blind.” For example, assume you are an employer and receive employment applications by mail. You have an independent third party delete any references to race.

In addition, names, all addresses, and any other clues that someone might use to infer an individual’s race are suppressed. Now, assume you order criminal records checks and those found to have a criminal record of any severity are automatically disqualified. You might think that because you did not even know the race of the person being disqualified, you could not possibly be discriminating against minorities. You would be wrong. 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. As a society, such a large group cannot be permanently unemployable. If they cannot obtain employment they have no choice but to continue a life of crime to the detriment of everyone. On the other hand, the EEOC acknowledges the legitimate concerns of employers regarding the potential risk ex-convicts pose.

What’s happened since the Guidance? Actions and Pushback

The guidance was issued last April. In June, EEOC Filed Suit against two employers for use of criminal background checks –BMW and Dollar General. The charges were that the companies “violated Title VII of the Civil Rights Act by implementing and utilizing a criminal background policy that resulted in employees being fired and others being screened out for employment. http://www.eeoc.gov/eeoc/ newsroom/release/6-11-13.cfm

These actions riled up some state attorneys generals. Nine of them co-signed a letter urging the
Commission to reconsider the positions expressed in its April 25, 2012 Enforcement Guidance.

Next month: Will the EEOC back down.

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TruckDriver.com
Carrier of the Month
Arnold Transportation Services

Arnold Transportation Services is a full service truckload provider headquartered in Jacksonville, FL with a heritage that dates back 75+ years. Their strong foundation in Regional Services has expanded Arnold Operations into Dedicated, Logistics, Oil Field, and Brokerage Services.

When the world of trucking was coast-to-coast, Arnold was regional. When the world kept drivers on the road for weeks, Arnold was getting them home. When the world lumped drivers together in a group, Arnold treated them as individuals. That spirit continues today and remains the foundation of Arnold Transportation Services.

As The Original Regional Carrier Arnold has helped drivers build successful careers based on an outstanding work/life balance which can only be achieved through honesty, respect, and a level of reliability that proves that Arnold is always there for them. These things are standard issue with every driver opportunity at Arnold.

Arnold understands the connection between their freight and their drivers' success. They know it goes beyond simply extending great pay. It means providing quality of life.

The opportunities are endless at Arnold Transportation Services. they understand the joys and advantages of becoming an Owner Operator and have their own Lease Purchase Program.

When you come on board with Arnold you can take advantage of this great program in just 6 months. What better way to embark on the journey of truck ownership than with a carrier who has a vested interest in your success by leasing great equipment and offering tons of support.

As an Owner Operator, you're running more than just miles; you're running a business. And to be successful in that business, you must have a partner who not only works with you, but works for you, too.

CALL TODAY: 800-846-4321 or APPLY ONLINE NOW

Hey! Good Buddy, the results of the  TruckDriver.com What’s Your Handle Survey are in!   

Do you have a CB handle?

Yes - 50%
No - 36%
What's a CB? - 7%
What's a handle? - 7%

Seems about right for truckers in the early 21st Century. 14% of you must be Millennials!

Maybe we should try the TruckDriver.com Screen Name Survey.

Until next time, keep on truckin’ and please drive safely.

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