Welcome to Roehl’s Get Your CDL Program.

Welcome to Roehl’s Get Your CDL Program

We’ll pay you while we’re training you to get your CDL, and to be a professional truck driver with one of the nation’s safest, most successful transportation companies.

✔ The CDL training is three weeks and is available in multiple locations.

✔ We're a stable company that provides full benefits - we invest in you.

We’ve created this step-by-step process for you to learn about and apply to this very popular program. There are some videos to watch and questions to ask - it'll take about 20 minutes or less.

Note: this site works best in a browser like Chrome, Safari or Firefox. If you have any difficulties, email roehl.drivers@roehl.net

Ready to change your life?

Are you legally eligible to work in the United States?

Yes No

Are you at least 21 years old today?

Yes No

The Department of Transportation’s Federal Motor Carrier Safety Regulations require that you can read and speak the English language sufficiently to converse with the general public, to understand highway traffic signs and signals in the English language, to respond to official inquiries, and to make entries on reports and records. Foreign language interpreters are not permitted to assist with any CDL knowledge or skills test.

Can you read and speak the English language as described here?

Yes No

Have you held a valid driver’s license in the United States or Canada for 2 years?

Yes No

Get Your CDL Agreement Overview

One of the things that makes the Get Your CDL Program so popular is the world-class training you’ll receive. Many people just like you want to get into our training program because it is so valuable.

What makes our program valuable?

First - We have over a quarter century of experience teaching people the skills needed to be a safe and competent heavy duty truck driver.
Second – we pay you while you’re training – there’s no need for you to go weeks without a paycheck.
Finally we don’t charge you tuition to go through our training. There’s no out of pocket cost to you for completing our program.

We provide a great deal of time and resources to train you. Because we spend a lot of money and invest heavily in you – we ask for your commitment – a formalized agreement – in exchange for the value of our program.

You can be sure we’re promising to hold up our end of the deal as well.

What we’re doing for you is worth a lot, so we expect your signature and agreement that you’ll hold up your end of the deal. The value of the training is in effect a loan to you – a loan you’ll never have to pay back as long as you simply complete the training and work as a heavy duty truck driver for us for 120,000 solo miles (about 15 months) after your training.

Successful business agreements are based on trading value for value. We are trading the value of training you with the skills to be a heavy duty truck driver in exchange for your commitment to complete the program and drive for Roehl Transport.

When you fulfill your end of the agreement, you won’t owe us anything – you will have completed your end of the deal and your career is off to a great start.

I am ready to commit to this program:

Yes No

Life Outside the Truck

We want you to be successful as a new truck driver. That’s why it’s important for you to know a few things about the unique challenges associated with doing this job.

First, it is a job. While it is exciting to be a truck driver – seeing the country and hauling the stuff that makes our economy go – you will not be a tourist. You will be away from home for extended periods of time, and you’ll be busy.
Time away from family and friends can create stress. For example, when you’re away from home, how will you stay connected with your loved ones? Who will do the tasks that you used to do around your home? When something urgent comes up, who will you contact to help manage things at home? You’ll want to have a frank discussion with your loved ones and have a plan in place to manage tasks – from ordinary things like taking out the trash to paying bills and scheduling repairs. When you’re moving freight halfway across the country you can’t simply stop and run home to handle the inconveniences of daily life. The car breaks down, a belt comes loose on the washing machine or the kid has to stay home from day care because they have a cold. This is life and that stuff happens. If it’s an emergency like a hospital admission or similar crisis, rest assured we know how to get you back home for that.
Make sure you have a plan in place to handle the challenges that arise from being away from home.

Being a truck driver is a rewarding career choice when you have a plan to make things work for you and your family.

With planning, and support from home, you will be a successful truck driver. The result for you includes a steady income with a stable company – leading to financial independence and allowing you to achieve your dreams.

Training & Pay Overview

I’ve watched the training and pay video and am ready to take the next step so I can work for Roehl

Yes No

Physical Requirements Overview

I’ve watched the physical requirements video and am ready to take the next step so I can work for Roehl

Yes No

This certifies that this application was completed by me, and that all entries on it and information in it are true and complete to the best of my knowledge.

Congratulations!

We’ve determined that you are pre-qualified and as a result, we are making you a conditional job offer. There’s just a few more things we need. Now complete your Department of Transportation Heavy Truck Driver Employment Application!

Personal Information

Social Security Number*

Date of Birth*

Address Line 1*

Address Line 2

City*

State*

Have you ever been known by any other name?*

Yes No

(We're talking about a legal name change - not Bill instead of William.)

Current License Information

Do you have your commercial learner's permit (CLP)?

Current Driver's License Number*

Current License State*

Current License Expiration Date*

Moving Violations and Accidents

Please tell us the number of driving tickets or citations you received in the last 3 years. (Do not include parking or seat belt tickets or warnings)

0 1 2 3 4+

Please tell us the number of driving accidents in the last 3 years that the police determined were your fault

0 1 2 3 4+

CDL School

Have you attended a CDL Driver Training School?*

Yes No

Current Employment Status

Are you currently employed?

Yes No

Unemployment, schooling and military experience in the last three years

Please list all jobs, unemployment, schooling and military experience in the last three years.

Failure to provide a full three years of information could delay your opportunity for employment.

Please use the "Add Entry" buttons to tell us if you've been working, had unemployment, attended a school or were in the military in the last three years.

Type*

Add another?

Yes No

Were you referred by a Roehl teammate?

Yes No

How soon do you want to start?

30 days or less 31-60 days More than 60 days

A Summary of Your Rights Under the Fair Credit Reporting Act

Click here for a printable notice.

Para información en español, visite www.consumerfinance.gov/learnmore o escribe a la Consumer Financial Protection Bureau, 1700 G Street N.W., Washington, DC 20552.

A Summary of Your Rights Under the Fair Credit Reporting Act

The federal Fair Credit Reporting Act (FCRA) promotes the accuracy, fairness, and privacy of information in the files of consumer reporting agencies. There are many types of consumer reporting agencies, including credit bureaus and specialty agencies (such as agencies that sell information about check writing histories, medical records, and rental history records). Here is a summary of your major rights under FCRA. For more information, including information about additional rights, go to www.consumerfinance.gov/learnmore or write to: Consumer Financial Protection Bureau, 1700 G Street N.W., Washington, DC 20552.

You must be told if information in your file has been used against you. Anyone who uses a credit report or another type of consumer report to deny your application for credit, insurance, or employment – or to take another adverse action against you – must tell you, and must give you the name, address, and phone number of the agency that provided the information.
You have the right to know what is in your file. You may request and obtain all the information about you in the files of a consumer reporting agency (your “file disclosure”). You will be required to provide proper identification, which may include your Social Security number. In many cases, the disclosure will be free. You are entitled to a free file disclosure if:
- a person has taken adverse action against you because of information in your credit report;
- you are the victim of identity theft and place a fraud alert in your file;
- your file contains inaccurate information as a result of fraud;
- you are on public assistance;
- you are unemployed but expect to apply for employment within 60 days.

In addition, all consumers are entitled to one free disclosure every 12 months upon request from each nationwide credit bureau and from nationwide specialty consumer reporting agencies. See www.consumerfinance.gov/learnmore for additional information.

You have the right to ask for a credit score. Credit scores are numerical summaries of your credit-worthiness based on information from credit bureaus. You may request a credit score from consumer reporting agencies that create scores or distribute scores used in residential real property loans, but you will have to pay for it. In some mortgage transactions, you will receive credit score information for free from the mortgage lender.
You have the right to dispute incomplete or inaccurate information. If you identify information in your file that is incomplete or inaccurate, and report it to the consumer reporting agency, the agency must investigate unless your dispute is frivolous. See www.consumerfinance.gov/learnmore for an explanation of dispute procedures.
Consumer reporting agencies must correct or delete inaccurate, incomplete, or unverifiable information. Inaccurate, incomplete, or unverifiable information must be removed or corrected, usually within 30 days. However, a consumer reporting agency may continue to report information it has verified as accurate.
Consumer reporting agencies may not report outdated negative information. In most cases, a consumer reporting agency may not report negative information that is more than seven years old, or bankruptcies that are more than 10 years old.
Access to your file is limited. A consumer reporting agency may provide information about you only to people with a valid need – usually to consider an application with a creditor, insurer, employer, landlord, or other business. The FCRA specifies those with a valid need for access.
You must give your consent for reports to be provided to employers. A consumer reporting agency may not give out information about you to your employer, or a potential employer, without your written consent given to the employer. Written consent generally is not required in the trucking industry. For more information, go to www.consumerfinance.gov/learnmore .
You may limit “prescreened” offers of credit and insurance you get based on information in your credit report. Unsolicited “prescreened” offers for credit and insurance must include a toll-free phone number you can call if you choose to remove your name and address form the lists these offers are based on. You may opt out with the nationwide credit bureaus at 1-888-5-OPTOUT (1-888-567-8688).
The following FCRA right applies with respect to nationwide consumer reporting agencies:

CONSUMERS HAVE THE RIGHT TO OBTAIN A SECURITY FREEZE

You have a right to place a “security freeze” on your credit report, which will prohibit a consumer reporting agency from releasing information in your credit report without your express authorization. The security freeze is designed to prevent credit, loans, and services from being approved in your name without your consent. However, you should be aware that using a security freeze to take control over who gets access to the personal and financial information in your credit report may delay, interfere with, or prohibit the timely approval of any subsequent request or application you make regarding a new loan, credit, mortgage, or any other account involving the extension of credit.

As an alternative to a security freeze, you have the right to place an initial or extended fraud alert on your credit file at no cost. An initial fraud alert is a 1-year alert that is placed on a consumer’s credit file. Upon seeing a fraud alert display on a consumer’s credit file, a business is required to take steps to verify the consumer’s identity before extending new credit. If you are a victim of identity theft, you are entitled to an extended fraud alert, which is a fraud alert lasting 7 years.

A security freeze does not apply to a person or entity, or its affiliates, or collection agencies acting on behalf of the person or entity, with which you have an existing account that requests information in your credit report for the purposes of reviewing or collecting the account. Reviewing the account includes activities related to account maintenance, monitoring, credit line increases, and account upgrades and enhancements.

You may seek damages from violators. If a consumer reporting agency, or, in some cases, a user of consumer reports or a furnisher of information to a consumer reporting agency violates the FCRA, you may be able to sue in state or federal court.
Identity theft victims and active duty military personnel have additional rights. For more information, visit www.consumerfinance.gov/learnmore .

States may enforce the FCRA, and many states have their own consumer reporting laws. In some cases, you may have more rights under state law. For more information, contact your state or local consumer protection agency or your state Attorney General. For information about your federal rights, contact:

TYPE OF BUSINESS:	CONTACT:
1.a. Banks, savings associations, and credit unions with total assets of over $10 billion and their affiliates b. Such affiliates that are not banks, savings associations, or credit unions also should list, in addition to the CFPB:	a. Consumer Financial Protection Bureau 1700 G Street, N.W. Washington, DC 20552 b. Federal Trade Commission Consumer Response Center 600 Pennsylvania Avenue, N.W. Washington, DC 20580 (877) 382-4357
2. To the extent not included in item 1 above: a. National banks, federal savings associations, and federal branches and federal agencies of foreign banks b. State member banks, branches and agencies of foreign banks (other than federal branches, federal agencies, and Insured State Branches of Foreign Banks), commercial lending companies owned or controlled by foreign banks, and organizations operating under section 25 or 25A of the Federal Reserve Act. c. Nonmember Insured Banks, Insured State Branches of Foreign Banks, and insured state savings associations d. Federal Credit Unions	a. Office of the Comptroller of the Currency Customer Assistance Group 1301 McKinney Street, Suite 3450 Houston, TX 77010-9050 b. Federal Reserve Consumer Help Center P.O. Box 1200 Minneapolis, MN 55480 c. FDIC Consumer Response Center 1100 Walnut Street, Box #11 Kansas City, MO 64106 d. National Credit Union Administration Office of Consumer Financial Protection (OCFP) Division of Consumer Compliance Policy and Outreach 1775 Duke Street Alexandria, VA 22314
3. Air carriers	Asst. General Counsel for Aviation Enforcement & Proceedings Aviation Consumer Protection Division Department of Transportation 1200 New Jersey Avenue, S.E. Washington, DC 20590
4. Creditors Subject to the Surface Transportation Board	Office of Proceedings, Surface Transportation Board Department of Transportation 395 E Street, S.W. Washington, DC 20423
5. Creditors Subject to the Packers and Stockyards Act, 1921	Nearest Packers and Stockyards Administration area supervisor
6. Small Business Investment Companies	Associate Deputy Administrator for Capital Access United States Small Business Administration 409 Third Street, S.W., Suite 8200 Washington, DC 20416
7. Brokers and Dealers	Securities and Exchange Commission 100 F Street, N.E. Washington, DC 20549
8. Federal Land Banks, Federal Land Bank Associations, Federal Intermediate Credit Banks, and Production Credit Associations	Farm Credit Administration 1501 Farm Credit Drive McLean, VA 22102-5090
9. Retailers, Finance Companies, and All Other Creditors Not Listed Above	Federal Trade Commission Consumer Response Center 600 Pennsylvania Avenue, N.W. Washington, DC 20580 (877) 382-4357

By checking this box, I (a) acknowledge that I have read and understand the federal FCRA Summary of Rights and have been given the opportunity to copy/print the Summary of Rights and (b) agree to use an electronic signature to demonstrate my consent. An electronic signature is as legally binding as an ink signature.

A Summary of Your Rights Under California's Fair Credit Reporting Act

Click here for a printable notice.

CALIFORNIA DISCLOSURE REGARDING BACKGROUND CHECKS DOCUMENT

In connection with your employment or owner-operator (independent contractor) application, Roehl Transport, Inc. ("Company") may order a consumer report or investigative consumer report on you. If you are hired or engaged as an owner-operator (independent contractor), additional consumer reports may be obtained for employment purposes or for the business purpose of evaluating your owner-operator relationship pursuant to your written instructions. Such reports may contain information about your character, general reputation, personal characteristics, and mode of living. The specific nature and scope of the investigation that will be conducted includes: drug and alcohol test results, motor vehicle records, driving records, social security number validation, federal criminal history, state criminal history, public court records, employment history (including names and dates of previous employers, reason for termination of employment, work experience, and accidents), education, licensure, or verification of other information supplied by you. Such reports may be obtained from private and public record sources, including sanctions databases, CDLIS, former employers, public court records, and federal, state, and other government agencies that maintain such records. The companies that may prepare the report on you are:

HireRight, LLC
3349 Michelson Drive, Suite 150
Irvine, CA 92612
Phone: 866-521-6995
Fax: 877-797-3442
E-mail: customerservice@hireright.com
Web: http://www.hireright.com/applicants

Asurint
Compliance Dept
PO Box 14730
Cleveland, Ohio 44114
Phone: (800) 906-2034
Email: compliance@asurint.com
Web: https://www.asurint.com/candidates

Tenstreet
120 W. 3rd Street
Tulsa, OK 74103
Phone: (877) 219-9283
Email: support@tenstreet.com
Web: http://www.tenstreet.com/drivers/

DriverIQ
4500 S 129th E Ave, Suite 127
Tulsa, OK 74134
Phone: (855) 881-0716
Email: Disputes@Cisive.com
Web: https://www.cisive.com/dispute-a-background-report

Driver Facts
5051 E. Orangethorpe Ave., Suite E265
Anaheim, CA 92807
888-844-4730
Privacy Policy: http://home.driverfacts.com/privacy-policy

The Work Number
Equifax Workforce Solutions
Attn: Dispute
3470 Rider Trail South
Earth City, MO 63045
Phone: 1-866-222-5880

PSP
877-642-9499
PSPhelp@egov.com

For Pre-Employment Screening Program (PSP):
U.S. Federal Motor Carrier Safety Administration, of the Department of Transportation, ("FMCSA-DOT")
1200 New Jersey Avenue SE
Washington, DC 20590
Phone: (800) 832-5660, TTY (800) 877-8339
https://dataqs.fmcsa.dot.gov/Default.aspx

Inverify
866-295-7363
support@inverify.net
Privacy Policy: https://inverify.net/about-us/security.aspx

Thomas & Company
P.O. Box 280100
Nashville, TN 37228
615-320-0569
Privacy Policy: https://verify.thomas-and-company.com/site/privacy

VerifyFast
PO Box 3157
Torrance, CA 90510-3157
877-400-4397
solutions@verifyfast.com
Privacy Policy: www.verifyfast.com/privacy.aspx

CCC Verify
50 Nashua Road
Londonderry, NH 03053
855-901-3099
Privacy Policy: www.cccverify.com/Home/Privacy

National Student Clearinghouse
2300 Dulles Station Blvd. Suite 220
Herndon, VA 20171
703-742-4200
Privacy Policy: https://studentclearinghouse.org/about/our-privacy-commitment
SUMMARY OF RIGHTS UNDER CIVIL CODE SECTION 1786.22

An investigative consumer reporting agency shall supply files and information required under Section 1786.10 during normal business hours and on reasonable notice.
Files maintained on a consumer shall be made available for the consumer's visual inspection, as follows:
1. In person, if he or she appears in person and furnishes proper identification. A copy of his or her file shall also be available to the consumer for a fee not to exceed the actual costs of duplication services provided.
2. By certified mail, if he or she makes a written request, with proper identification, for copies to be sent to a specified addressee. Investigative consumer reporting agencies complying with requests for certified mailings under this section shall not be liable for disclosures to third parties caused by mishandling of mail after such mailings leave the investigative consumer reporting agencies.
3. A summary of all information contained in files on a consumer and required to be provided by Section 1786.10 shall be provided by telephone, if the consumer has made a written request, with proper identification for telephone disclosure, and the toll charge, if any, for the telephone call is prepaid by or charged directly to the consumer.
The term "proper identification" as used in subdivision (b) shall mean that information generally deemed sufficient to identify a person. Such information includes documents such as a valid driver's license, social security account number, military identification card, and credit cards. Only if the consumer is unable to reasonably identify himself or herself with the information described above, may an investigative consumer reporting agency require additional information concerning the consumer's employment and personal or family history in order to verify his or her identity.
The investigative consumer reporting agency shall provide trained personnel to explain to the consumer any information furnished him or her pursuant to Section 1786.10.
The investigative consumer reporting agency shall provide a written explanation of any coded information contained in files maintained on a consumer. This written explanation shall be distributed whenever a file is provided to a consumer for visual inspection as required under Section 1786.22.
The consumer shall be permitted to be accompanied by one other person of his or her choosing, who shall furnish reasonable identification. An investigative consumer reporting agency may require the consumer to furnish a written statement granting permission to the consumer reporting agency to discuss the consumer's file in such person's presence.

Click here for a printable notice.

By checking the box, I 1) agree to use an electronic signature to demonstrate my consent, 2) agree that an electronic signature is as legally binding as an ink signature, and 3) acknowledge that I have read and understood this California Disclosure Regarding Background Checks document.

Massachusetts Criminal Record Information Policy

Click here for a printable notice.

MASSACHUSETTS CRIMINAL RECORD INFORMATION POLICY

This Policy applies to the Company’s operations in Massachusetts.

1.   Before asking employment applicants and employees about their criminal records, the Company will provide them with copies of the records if the Company is in possession of the records.

2.   Before taking an adverse employment action against an employment applicant or employee based, in whole or in part, on criminal history records, the Company will notify the individual of the potential adverse employment decision. The notice will include the criminal history records, the sources of the records, a copy of this Policy and a copy of information from the state agency about the process for correcting a criminal record.

3.   The Company will also provide the individual with an opportunity to dispute the accuracy of the criminal history records by waiting at least five business days before taking final adverse action.
Nothing in this Policy is intended to impose any obligations on the Company that are greater than those required by applicable law.

Nothing in this Policy is intended to impose any obligations on the Company that are greater than those required by applicable law.

INFORMATION CONCERNING THE PROCESS IN CORRECTING A CRIMINAL RECORD

This Policy applies to the Company’s operations in Massachusetts.
1.   Before asking employment applicants and employees about their criminal records, the Company will provide them with copies of the records if the Company is in possession of the records.

2.   Before taking an adverse employment action against an employment applicant or employee based, in whole or in part, on criminal history records, the Company will notify the individual of the potential adverse employment decision. The notice will include the criminal history records, the sources of the records, a copy of this Policy and a copy of information from the state agency about the process for correcting a criminal record.

3.   The Company will also provide the individual with an opportunity to dispute the accuracy of the criminal history records by waiting at least five business days before taking final adverse action.
Nothing in this Policy is intended to impose any obligations on the Company that are greater than those required by applicable law.

Nothing in this Policy is intended to impose any obligations on the Company that are greater than those required by applicable law.

INFORMATION CONCERNING THE PROCESS IN CORRECTING A CRIMINAL RECORD

MASSACHUSETTS CRIMINAL RECORD INFORMATION POLICY

This Policy applies to the Company’s operations in Massachusetts.
1.   Before asking employment applicants and employees about their criminal records, the Company will provide them with copies of the records if the Company is in possession of the records.

2.   Before taking an adverse employment action against an employment applicant or employee based, in whole or in part, on criminal history records, the Company will notify the individual of the potential adverse employment decision. The notice will include the criminal history records, the sources of the records, a copy of this Policy and a copy of information from the state agency about the process for correcting a criminal record.

3.   The Company will also provide the individual with an opportunity to dispute the accuracy of the criminal history records by waiting at least five business days before taking final adverse action.
Nothing in this Policy is intended to impose any obligations on the Company that are greater than those required by applicable law.
________________________________________

INFORMATION CONCERNING THE PROCESS IN CORRECTING A CRIMINAL RECORD

1.   If you have undergone a background check by an agency that has received a criminal record from the DCJIS, you may ask the agency to provide you with a copy of the criminal record. You may also request a copy of your adult criminal record from the Department of Criminal Justice Information Services, 200 Arlington Street, Suite 2200, Chelsea, MA 02150 or by calling (617) 660-4640 or go to http://www.mass.gov/Eeops/docs/cjis/cori_request_personal.pdf.

2.   The DCJIS charges $25.00 fee to provide an individual with a copy of his/her criminal record. You may complete an affidavit of indigency and request that the DCJIS waive the fee.

3.   Upon receipt, review the record. If you need assistance in interpreting the entries or dispositions, please review the disposition code and “how to read a criminal record” on the DCJIS website www.mass.gov/cjis/cori/cori_bop.html.

4.   The DCJIS does not offer “walk-in” service but you may call our Legal Division at (617) 660-4760 for assistance or the CARI Unit of the Office of the Commissioner of Probation at (617)727-5300.

5.   If you believe that a case is opened on your record that should be marked closed, you may contact the Office of the Commissioner of Probation Department at the court where the charges were brought and request that the case(s) be updated.

6.   If you believe that a disposition is incorrect, contact the Chief Probation Officer at the court where the charges were brought or the CARI Unit at the Office of the Commissioner of Probation and report that the court incorrectly entered a disposition on your criminal record.

7.   If you believe that someone has stolen or improperly used your identity and were arraigned on criminal charges under your name, you may contact the Office of the Commissioner of Probation CARI Unit or the Chief Probation Officer in the court where the charges were brought. For a listing of courthouses and telephone numbers please see www.mass.gov/cjis/cori/cori_codes_court.html.

8.   In some situations of identity theft, you may need to contact the DCJIS to arrange to have fingerprints analysis conducted.

9.   If there is a warrant currently outstanding against you, you need to appear at the court and ask that the warrant be recalled. You cannot do this over the telephone.

10.   If you believe that an employer, volunteer agency, housing agency or municipality has been provided with a criminal record that does not pertain to you, the agency should contact the CORI Unit for assistance at (617) 660-4640.

Click here for a printable notice.

By checking the box, I (a) acknowledge that I have read and understand the Company’s Massachusetts Criminal Record Policy and Information Concerning the Process in Correcting a Criminal record and have also been given the opportunity copy/print both, and (b) agree to use an electronic signature to demonstrate my consent. An electronic signature is as legally binding as an ink signature.

A Summary of Your Rights Under New Jersey's Fair Credit Reporting Act

Click here for a printable notice.

A Summary of Your Rights
Under New Jersey's Fair Credit Reporting Act

Under the New Jersey Fair Credit Reporting Act (NJFCRA or the “Act”), an employer, before taking adverse employment action, is required to provide the applicant or employee with a summary of their rights under the Act with respect to consumer reports or investigative consumer reports obtained for employment purposes from a consumer reporting agency (CRA). This Summary is intended to serve that purpose.

You can find the complete text of the NJCRA, N.J. Stat. §§56:11-29 - 56:11041, at the New Jersey State Legislature's web site (http://www.njleg.state.nj.us/). You may have additional rights under the federal Fair Credit Reporting Act, 15 U.S.C. 1681-1681u, which is available on the Internet at the Federal Trade Commission's web site (http://www.ftc.gov).

You must consent to the procurement for employment purposes of a report about you. Before an employer can obtain a report about you from a CRA, the employer must provide you with notice that it will request the report and obtain your consent to that request. A CRA may not give out information about you to your employer, or prospective employer, without your written consent.
You must be told if information in your file has been used against you for employment purposes. An employer who uses information from a consumer or investigative consumer report to take action against you - such as denying an application for employment or terminating employment - must tell you that its decision is based in whole or in part on the report. The employer also must provide you with a description of your rights under the NJCRA and a reasonable opportunity to dispute with the CRA any information on which the employer relied.
You can find out what is in your file. At your request, a CRA must give you the information in your file and a list of everyone who has recently requested your file. These disclosures may be made in person, over the telephone or by any other reasonable method available to the CRA.
You can dispute inaccurate information with the CRA. If you tell a CRA that your file contains inaccurate information, the CRA must reinvestigate the disputed items, free of charge, within 30 days, unless the CRA determines that the dispute is frivolous or irrelevant. The CRA must give you a written report of the investigation. If the CRA's investigation does not resolve the dispute, you may add a brief statement to your file. If an item is deleted or a dispute statement is filed, you may ask that anyone who has recently received your report be notified of the change.
Inaccurate information must be corrected or deleted. A CRA must remove or correct inaccurate or unverified information from its files within 30 days after you dispute it. If your dispute results in any change to your report, the CRA cannot reinsert into your file a disputed item unless the information source verifies its accuracy and completeness. In addition, the CRA must give you a written notice telling you it has reinserted the item. The notice must include the business name and address.
You may seek damages from violators. If a CRA, a user or (in some cases) a provider of CRA data violates the NJFCRA, you may sue them in state court.

Click here for a printable notice.

By checking the box, I (a) acknowledge that I have read and understand the Summary of Rights Under New Jersey's Fair Credit Reporting Act and also have been given the opportunity to copy/print the Summary of Rights, and (b) agree to use an electronic signature to demonstrate my acknowledgment. An electronic signature is as legally binding as an ink signature.

(New York Applicants Only) Article 23-A, New York State Correction Law

Click here for a printable notice.

(NEW YORK APPLICANTS ONLY)
ARTICLE 23-A, NEW YORK STATE CORRECTION LAW

§ 750. Definitions. For the purposes of this article, the following terms shall have the following meanings:

"Public agency" means the state or any local subdivision thereof, or any state or local department, agency, board or commission.
"Private employer" means any person, company, corporation, labor organization or association which employs ten or more persons.
"Direct relationship" means that the nature of criminal conduct for which the person was convicted has a direct bearing on his fitness or ability to perform one or more of the duties or responsibilities necessarily related to the license, opportunity, or job in question.
"License" means any certificate, license, permit or grant of permission required by the laws of this state, its political subdivisions or instrumentalities as a condition for the lawful practice of any occupation, employment, trade, vocation, business, or profession. Provided, however, that "license" shall not, for the purposes of this article, include any license or permit to own, possess, carry, or fire any explosive, pistol, handgun, rifle, shotgun, or other firearm.
"Employment" means any occupation, vocation or employment, or any form of vocational or educational training. Provided, however, that "employment"shall not, for the purposes of this article, include membership in any law enforcement agency.

§ 751. Applicability. The provisions of this article shall apply to any application by any person for a license or employment at any public or private employer, who has previously been convicted of one or more criminal offenses in this state or in any other jurisdiction, and to any license or employment held by any person whose conviction of one or more criminal offenses in this state or in any other jurisdiction preceded such employment or granting of a license, except where a mandatory forfeiture, disability or bar to employment is imposed by law, and has not been removed by an executive pardon, certificate of relief from disabilities or certificate of good conduct. Nothing in this article shall be construed to affect any right an employer may have with respect to an intentional misrepresentation in connection with an application for employment made by a prospective employee or previously made by a current employee.

§ 752. Unfair discrimination against persons previously convicted of one or more criminal offenses prohibited. No application for any license or employment, and no employment or license held by an individual, to which the provisions of this article are applicable, shall be denied or acted upon adversely by reason of the individual’s having been previously convicted of one or more criminal offenses, or by reason of a finding of lack of "good moral character"when such finding is based upon the fact that the individual has previously been convicted of one or more criminal offenses, unless:

there is a direct relationship between one or more of the previous criminal offenses and the specific license or employment sought or held by the individual; or
the issuance or continuation of the license or the granting or continuation of the employment would involve an unreasonable risk to property or to the safety or welfare of specific individuals or the general public.

§ 753. Factors to be considered concerning a previous criminal conviction; presumption.

In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall consider the following factors:
1. The public policy of this state, as expressed in this act, to encourage the licensure and employment of persons previously convicted of one or more criminal offenses.
2. The specific duties and responsibilities necessarily related to the license or employment sought or held by the person.
3. The bearing, if any, the criminal offense or offenses for which the person was previously convicted will have on his fitness or ability to perform one or more such duties or responsibilities.
4. The time which has elapsed since the occurrence of the criminal offense or offenses.
5. The age of the person at the time of occurrence of the criminal offense or offenses.
6. The seriousness of the offense or offenses.
7. Any information produced by the person, or produced on his behalf, in regard to his rehabilitation and good conduct.
8. The legitimate interest of the public agency or private employer in protecting property, and the safety and welfare of specific individuals or the general public.
In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall also give consideration to a certificate of relief from disabilities or a certificate of good conduct issued to the applicant, which certificate shall create a presumption of rehabilitation in regard to the offense or offenses specified therein.

§ 754. Written statement upon denial of license or employment. At the request of any person previously convicted of one or more criminal offenses who has been denied a license or employment, a public agency or private employer shall provide, within thirty days of a request, a written statement setting forth the reasons for such denial.

§ 755. Enforcement.

In relation to actions by public agencies, the provisions of this article shall be enforceable by a proceeding brought pursuant to article seventy-eight of the civil practice law and rules.
In relation to actions by private employers, the provisions of this article shall be enforceable by the division of human rights pursuant to the powers and procedures set forth in article fifteen of the executive law, and, concurrently, by the New York city commission on human rights.

Click here for a printable notice.

By checking the box, I (a) acknowledge that I have read and understand the New York State Correction Law Article 23-A and have been given the opportunity to copy/print it and (b) agree to use an electronic signature to demonstrate my acknowledgment. An electronic signature is as legally binding as an ink signature.

Philadelphia's Fair Chance Hiring Law

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PHILADELPHIA'S FAIR CHANCE HIRING LAW

ENSURING PEOPLE WITH CRIMINAL RECORDS HAVE A FAIR CHANCE TO WORK
Starting March 14, 2016, stronger protections under the City's "Ban the Box" law go into effect.

It is illegal in Philadelphia for employers* to ask about your criminal background during the job application process.

This means that:

Employers cannot ask about your criminal background on job applications or during any job interview.

Employers can run your criminal background check ONLY AFTER a conditional offer of employment is made (final hiring depends on the results of your background check).

Criminal convictions can be considered ONLY if they occurred less than 7 years from when you apply (not counting time of incarceration).
Arrests that did not lead to conviction cannot be used in employment decisions.

If your background check reveals a conviction, the employer must consider:

The type of offenses and the time that has passed since it occurred;
In connection to the job you are applying for; and
Your job history, character references, and any evidence of rehabilitation.

Employers can reject you based on your criminal record ONLY if you pose an unacceptable risk to the business or to other people.

If you are rejected, the employer must send the decision to you in writing with a copy of the background report used to make the decision.

You have 10 days to give an explanation of your record, proof that it is wrong, or proof of rehabilitation.

WE CAN HELP!

If you believe an employer has violated the law, you can file a complaint with the PCHR.

Philadelphia Commission on Human Rights
601 Walnut Street, Suite 300 South
Philadelphia, PA 19106
(p) (215) 686-4670 (f) 215-686-4684
Email: pchr@phila.gov
www.phila.gov/humanrelations

*Some employers are exempt.

Click here for a printable notice.

By checking the box, I (a) acknowledge that I have read and understand the Philadelphia Fair Chance Hiring Law and also have been given the opportunity to copy/print the ordinance, and (b) agree to use an electronic signature to demonstrate my acknowledgment. An electronic signature is as legally binding as an ink signature.

City & County of San Francisco Fair Chance Ordinance

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City & County of San Francisco Fair Chance Ordinance

The Fair Chance Ordinance (FCO) regulates when and how San Francisco employers and City contractors may ask about and use arrest and conviction records in hiring decisions. As of October 1, 2018, all employers with 5 or more employees worldwide, and City contractors of any size, must observe the following restrictions:
• An employer MAY NOT ask about arrests or convictions on a job application.
• Only AFTER a conditional offer of employment may an employer conduct a background check, or inquire about convictions or unresolved arrests.
• After making a conditional offer of employment, an employer may consider only convictions that are directly related to the job, but may NEVER consider any of the following:
o An arrest not leading to a conviction (except for unresolved arrests); o Participation in a diversion or deferral of judgment program;
o A conviction that has been dismissed or expunged; o A conviction in the juvenile justice system;
o A conviction that is more than 7 years old (unless the position supervises or provides services to minors, seniors, or dependent adults);
o Infractions (except driving record infractions when driving is part of the job); or
o A conviction for decriminalized conduct, including the non-commercial use and cultivation of cannabis.

• Before taking any adverse action, such as not hiring an applicant because of a conviction, the employer must: o Notify the applicant or employee and provide a copy of the background check, if any; o Give the applicant or employee 7 days to respond with evidence of inaccuracies on the background check or evidence of rehabilitation or other mitigating factors.* o Reconsider the action based on evidence the applicant or employee provides.
*Evidence of rehabilitation includes satisfying terms of parole or probation, education or training, participating in alcohol or drug treatment programs, letters of recommendation; and age at which the individual was convicted. Mitigating factors are things that contributed to the conviction, such as coercive conditions, physical or emotional abuse, and unrelated substance abuse or mental illness.

Preemption. Where federal or state law imposes a criminal history requirement that conflicts with the FCO, the federal or state law will apply.

No Retaliation. An employer may not take an adverse action against an applicant or employee for exercising their rights under the FCO or cooperating with the Office of Labor Standards Enforcement.

Notice Requirement: Employers must provide this notice to applicants and employees prior to conducting a background check, and must post this notice in English, Spanish, Chinese and any other language spoken by at least 5% of the employees at the workplace or job site.

For more information or to file a complaint, contact the San Francisco Office of Labor Standards Enforcement at: Hotline: (415) 554-5192 Email: fco@sfgov.org Click here for this notice in other languages. Click here for this notice in other languages.

Click here for a printable notice.

By checking the box, I (a) acknowledge that I have read and understand the San Francisco Fair Chance Ordinance and also have been given the opportunity to copy/print the ordinance, and (b) agree to use an electronic signature to demonstrate my acknowledgment. An electronic signature is as legally binding as an ink signature.

A Summary of Your Rights Under Washington's Fair Credit Reporting Act

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A Summary of Your Rights
Under Washington's Fair Credit Reporting Act

Under the Washington state Fair Credit Reporting Act (WFCRA or the "Act"), an employer, before taking adverse employment action, is required to provide the applicant or employee with a summary of their rights under the Act with respect to consumer reports or investigative consumer reports obtained for employment purposes from a consumer reporting agency (CRA). This Summary is intended to serve that purpose.

You can find the complete text of the WFCRA, Wash. Rev. Code §§19.182.005—19.182.902, at the Washington State Legislature's web site (http://www.leg.wa.gov). You may have additional rights under the federal Fair Credit Reporting Act, 15 U.S.C. 1681-1681u, which is available on the Internet at the Federal Trade Commission's web site (http://www.ftc.gov).

You must consent to the procurement for employment purposes of a report about you. Before an employer can obtain a report about you from a CRA, the employer must provide you with notice that it will request the report and obtain your consent to that request. A CRA may not give out information about you to your employer, or prospective employer, without your written consent.
You must be told if information in your file has been used against you for employment purposes. An employer who uses information from a consumer or investigative consumer report to take action against you - such as denying an application for employment or terminating employment - must tell you that its decision is based in whole or in part on the report and give you the name, address and phone number of the CRA that provided the report. The employer also must provide you with a description of your rights under the WFCRA and a reasonable opportunity to dispute with the CRA any information on which the employer relied.
You can find out what is in your file. At your request, a CRA must give you the information in your file (except that medical information may be withheld), and a list of everyone who has recently requested your file. These disclosures may be made in person, over the telephone or by any other reasonable method available to the CRA. At your request, any medical information contained in your file will be disclosed to the healthcare provider of your choice.
You can dispute inaccurate information with the CRA. If you tell a CRA that your file contains inaccurate information, the CRA must reinvestigate the disputed items, free of charge, within 30 business days, unless the CRA determines that the dispute is frivolous or irrelevant. The CRA must give you a written report of the investigation. If the CRA’s investigation does not resolve the dispute, you may add a brief statement to your file. If an item is deleted or a dispute statement is filed, you may ask that anyone who has recently received your report be notified of the change.
Inaccurate information must be corrected or deleted. A CRA must remove or correct inaccurate or unverified information from its files within 30 business days after you dispute it. If your dispute results in any change to your report, the CRA cannot reinsert into your file a disputed item unless the information source verifies its accuracy and completeness. In addition, the CRA must give you a written notice telling you it has reinserted the item. The notice must include the business name and address.

You may seek damages from violators. If a CRA, a user or (in some cases) a provider of CRA data violates the WFCRA, you may sue them in state court.

Click here for a printable notice.

By checking the box, I (a) acknowledge that I have read and understand the Summary of Rights Under Washington's Fair Credit Reporting Act and have been given the opportunity to copy/print the Summary of Rights and (b) agree to use an electronic signature to demonstrate my acknowledgment. An electronic signature is as legally binding as an ink signature.

Important Disclosure Regarding Background Reports from the PSP Online Service

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Important Disclosure Regarding Background Reports from the PSP Online Service

In connection with your application for employment with Roehl Transport Inc./Roehl Refrigerated Transport, LLC. ("Prospective Employer"), Prospective Employer, its employees, agents or contractors may obtain one or more reports regarding your driving, and safety inspection history from the Federal Motor Carrier Safety Administration (FMCSA).

When the application for employment is submitted in person, if the Prospective Employer uses any information it obtains from FMCSA in a decision to not hire you or to make any other adverse employment decision regarding you, the Prospective Employer will provide you with a copy of the report upon which its decision was based and a written summary of your rights under the Fair Credit Reporting Act before taking any final adverse action. If any final adverse action is taken against you based upon your driving history or safety report, the Prospective Employer will notify you that the action has been taken and that the action was based in part or in whole on this report.

When the application for employment is submitted by mail, telephone, computer, or other similar means, if the Prospective Employer uses any information it obtains from FMCSA in a decision to not hire you or to make any other adverse employment decision regarding you, the Prospective Employer must provide you within three business days of taking adverse action oral, written or electronic notification: that adverse action has been taken based in whole or in part on information obtained from FMCSA; the name, address, and the toll free telephone number of FMCSA; that the FMCSA did not make the decision to take the adverse action and is unable to provide you the specific reasons why the adverse action was taken; and that you may, upon providing proper identification, request a free copy of the report and may dispute with the FMCSA the accuracy or completeness of any information or report. If you request a copy of a driver record from the Prospective Employer who procured the report, then, within 3 business days of receiving your request, together with proper identification, the Prospective Employer must send or provide to you a copy of your report and a summary of your rights under the Fair Credit Reporting Act.

Neither the Prospective Employer nor the FMCSA contractor supplying the crash and safety information has the capability to correct any safety data that appears to be incorrect. You may challenge the accuracy of the data by submitting a request to https://dataqs.fmcsa.dot.gov. If you challenge crash or inspection information reported by a State, FMCSA cannot change or correct this data. Your request will be forwarded by the DataQs system to the appropriate State for adjudication.

Any crash or inspection in which you were involved will display on your PSP report. Since the PSP report does not report, or assign, or imply fault, it will include all Commercial Motor Vehicle (CMV) crashes where you were a driver or co-driver and where those crashes were reported to FMCSA, regardless of fault. Similarly, all inspections, with or without violations, appear on the PSP report. State citations associated with Federal Motor Carrier Safety Regulations (FMCSR) violations that have been adjudicated by a court of law will also appear, and remain, on a PSP report.

The Prospective Employer cannot obtain background reports from FMCSA without your authorization.

Authorization

If you agree that the Prospective Employer may obtain such background reports, please read the following and sign below:

I authorize Roehl Transport Inc./Roehl Refrigerated Transport, LLC. ("Prospective Employer") to access the FMCSA Pre-Employment Screening Program (PSP) system to seek information regarding my commercial driving safety record and information regarding my safety inspection history. I understand that I am authorizing the release of safety performance information including crash data from the previous five (5) years and inspection history from the previous three (3) years. I understand and acknowledge that this release of information may assist the Prospective Employer to make a determination regarding my suitability as an employee.

I further understand that neither the Prospective Employer nor the FMCSA contractor supplying the crash and safety information has the capability to correct any safety data that appears to be incorrect. I understand I may challenge the accuracy of the data by submitting a request to https://dataqs.fmcsa.dot.gov. If I challenge crash or inspection information reported by a State, FMCSA cannot change or correct this data. I understand my request will be forwarded by the DataQs system to the appropriate State for adjudication.

I understand that any crash or inspection in which I was involved will display on my PSP report. Since the PSP report does not report, or assign, or imply fault, I acknowledge it will include all CMV crashes where I was a driver or co-driver and where those crashes were reported to FMCSA, regardless of fault. Similarly, I understand all inspections, with or without violations, will appear on my PSP report, and State citations associated with FMCSR violations that have been adjudicated by a court of law will also appear, and remain, on my PSP report. I have read the above Disclosure Regarding Background Reports provided to me by Prospective Employer and I understand that if I sign this Disclosure and Authorization, Prospective Employer may obtain a report of my crash and inspection history. I hereby authorize Prospective Employer and its employees, authorized agents, and/or affiliates to obtain the information authorized above.

By checking the box, I (a) acknowledge that I have read and understand the PSP Disclosure and Authorization and also have been given the opportunity to copy/print it, and (b) agree to use an electronic signature to demonstrate my consent. An electronic signature is as legally binding as an ink signature.

Investigative Consumer Report Disclosure

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INVESTIGATIVE CONSUMER REPORT DISCLOSURE

Roehl Transport Inc./Roehl Refrigerated, Inc. (“Company”) will order an “investigative consumer report” concerning you for employment purposes or, if you are an owner-operator (independent contractor), for the legitimate business purpose of evaluating your suitability for an independent contractor engagement pursuant to your written instructions.

An “investigative consumer report” is defined as “a consumer report or portion thereof in which information on a consumer’s character, general reputation, personal characteristics, or mode of living is obtained through personal interviews with neighbors, friends, or associates of the consumer reported on or with others with whom he is acquainted or who may have knowledge concerning any such items of information.”

The investigative consumer report the Company will order concerning you will contain information concerning your character, general reputation, personal characteristics, and mode of living, obtained through personal interviews.

You have the right to right to request the additional disclosures provided for under the Fair Credit Reporting Act, 15 U.S.C. § 1681d(b), which reads as follows:
Any person who procures or causes to be prepared an investigative consumer report on any consumer shall, upon written request made by the consumer within a reasonable period of time after the receipt by him of the disclosure required by subsection (a)(1) of this section, make a complete and accurate disclosure of the nature and scope of the investigation requested. This disclosure shall be made in a writing mailed, or otherwise delivered, to the consumer not later than five days after the date on which the request for such disclosure was received from the consumer or such report was first requested, whichever is the later.

At present, the specific “nature and scope” of the investigative consumer report the Company may request is as follows: Employment Verifications, Motor Vehicle Reports, CDLIS, Criminal Records, and PSP. The report(s) will be requested from the following:

Tenstreet
120 W 3rd St
Tulsa, OK 74103
877-219-9283
Privacy Policy: www.tenstreet.com/privacy-policy

Hireright, LLC
Attn: Consumers Dept
14002 E 21st Street
Suite 1200
Tulsa, OK 74134
Phone: 866-521-6995
Fax: 877-797-3442
Email: customerservice@hireright.com
Web: http://www.hireright.com/applicants

Asurint
P.O. Box 14730
Cleveland, OH 44114
800-906-1674
Privacy Policy: www.asurint.com/privacy-policy

DriverIQ
4500 S 129th East Ave, Suite 127
Tulsa, OK 74134
800-848-3397
Privacy Policy: www.driveriq.com/privacy-policy

Driver Facts
5051 E. Orangethorpe Ave., Suite E265
Anaheim, CA 92807
888-844-4730
Privacy Policy: http://home.driverfacts.com/privacy-policy

The Work Number
Privacy Office, Equifax Inc.
1550 Peachtree Street, NW
Atlanta, GA 30309
800-367-2884
Privacy Policy: www.theworknumber.com/privacy-policy

PSP
877-642-9499
PSPhelp@egov.com

Inverify
866-295-7363
support@inverify.net
Privacy Policy: https://inverify.net/about-us/security.aspx

Thomas & Company
P.O. Box 280100
Nashville, TN 37228
615-620-0569
Privacy Policy: https://verify.thomas-and-company.com/site/privacy

VerifyFast
PO BOX 3157
Torrance, CA 90510-3157
877-400-4397
solutions@verifyfast.com
Privacy Policy: www.verifyfast.com/privacy.aspx

CCC Verify
Corporate Cost Control
50 Nashua Road
Londonderry, NH 03053
855-901-3099
Privacy Policy: www.cccverify.com/Home/Privacy

National Student Clearinghouse
2300 Dulles Station Blvd. Suite 220
Herndon, VA 20171
703-742-4200
Privacy Policy: https://studentclearinghouse.org/about/our-privacy-commitment

For Clearinghouse:
U.S. Federal Motor Carrier Safety Administration, of the Department of Transportation, ("FMCSA-DOT")
1200 New Jersey Avenue SE
Washington, DC 20590
Phone: (800) 832-5660, TTY (800) 877-8339
https://dataqs.fmcsa.dot.gov/Default.aspx

You have the right to request whether an investigative consumer report was ordered. You can also make a written request for a complete and accurate disclosure of the nature and scope of the investigation that was requested, request a copy of the report, a copy of any federal or state local notices of rights that may apply to you, or request the name, address and telephone number of the nearest unit of the consumer reporting agency designated to handle inquiries of each consumer reporting agency issuing an investigative consumer report about you, by sending a letter to:
Roehl Transport Human Resources
PO Box 750
Marshfield WI 54449

You may also request and promptly receive from all such consumer reporting agencies free copies of any such investigative consumer reports.

MASSACHUSETTS: If you contact the Company’s Driver Resources department, you have the right to know whether the Company ordered an investigative consumer report about you. You also have the right to ask the CRA for a copy of any such report.

MINNESOTA: You have the right in most circumstances to submit a written request to the CRA for a complete and accurate disclosure of the nature and scope of any consumer report the Company ordered about you. The CRA must provide you with this disclosure within five business days after its receipt of your request or the report was requested by the Company, whichever date is later.

NEW JERSEY: You have the right to submit a request to the CRA for a copy of any investigative consumer report the Company ordered about you.

NEW YORK: If you contact the Company’s Driver Resources department, you have the right to know whether the Company ordered a consumer report or investigative consumer report about you. Shown above is the CRA’s address and telephone number. You have the right to contact the CRA to inspect or receive a copy of any such report. A copy of Article 23-A of the Correction Law is provided in connection herewith.

WASHINGTON STATE: If you submit a written request to the Company’s Driver Resources department, you have the right to a complete and accurate disclosure of the nature and scope of any investigative consumer report the Company ordered about you. You are entitled to this disclosure within five business days after the date your request is received or we ordered the report, whichever is later. You also have the right to request a written summary of your rights under the Washington Fair Credit Reporting Act.

By checking this box, I represent that I understand and agree to the above Investigative Consumer Report Disclosure.

Disclosure For Consumer Reports

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DISCLOSURE FOR CONSUMER REPORTS
In connection with your employment or owner-operator (independent contractor) application, Roehl Transport Inc./Roehl Refrigerated, Inc. may order one or more consumer report(s) (commonly known as “background reports” or “background checks”) about you from one or more consumer reporting agencies. If you are hired or engaged as an owner-operator (independent contractor), additional consumer reports may be obtained in connection with and throughout your employment for employment purposes or for the legitimate business purpose of evaluating you as an owner operator.
To the extent allowed by law, the consumer reports may include information concerning your character, general reputation, personal characteristics, mode of living, drug and alcohol test results, motor vehicle records, driving records, criminal history, public court records, employment history (including names and dates of previous employers, reason for termination of employment, work experience, and accidents), social security number validation, education, licensure, or verification of other information supplied by you. Such reports may be obtained from private and public record sources, including sanctions databases, CDLIS, former employers, public court records, and federal, state, and other government agencies that maintain such records.

Authorization For Consumer Reports

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AUTHORIZATION FOR CONSUMER REPORTS
I authorize Roehl Transport Inc./Roehl Refrigerated, Inc. to obtain one or more consumer report(s) or investigative consumer report(s) about me. If hired or engaged as an owner-operator (independent contractor), I understand this authorization shall remain on file and shall serve as ongoing authorization for additional consumer reports or investigative consumer reports to be obtained from any consumer reporting agency at any time during my employment or contract period without asking me for authorization again.

By checking the box, I acknowledge that I have read and understand the Disclosure for Consumer Reports and this document and authorize the background checks described therein. I also have been given the opportunity to print it, and (b) agree to use an electronic signature to demonstrate my consent.

Summary Of Rights Under 15 U.S.C § 1681m(a)

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SUMMARY OF RIGHTS UNDER 15 U.S.C. § 1681m(a)

You are hereby provided a summary of the following provisions of the Fair Credit Reporting Act, 15 U.S.C. § 1681m(a):
• The following consumer reporting agencies will prepare the background report / consumer report for Roehl Transport Inc./Roehl Refrigerated, Inc. (“Company”):

Tenstreetmary-of-rig
120 W 3rd St
Tulsa, OK 74103
877-219-9283
Privacy Policy: www.tenstreet.com/privacy-policy

Hireright, LLC
Attn: Consumers Dept
14002 E 21st Street
Suite 1200
Tulsa, OK 74134
Phone: 866-521-6995
Fax: 877-797-3442
Email: customerservice@hireright.com
Web: http://www.hireright.com/applicants

Asurint
P.O. Box 14730
Cleveland, OH 44114
800-906-1674
Privacy Policy: www.asurint.com/privacy-policy

DriverIQ
4500 S 129th East Ave, Suite 127
Tulsa, OK 74134
800-848-3397
Privacy Policy: www.driveriq.com/privacy-policy

Driver Facts
5051 E. Orangethorpe Ave., Suite E265
Anaheim, CA 92807
888-844-4730
Privacy Policy: http://home.driverfacts.com/privacy-policy

The Work Number
Privacy Office, Equifax Inc.
1550 Peachtree Street, NW
Atlanta, GA 30309
800-367-2884
Privacy Policy: www.theworknumber.com/privacy-policy

PSP
877-642-9499
PSPhelp@egov.com

Inverify
866-295-7363
support@inverify.net
Privacy Policy: https://inverify.net/about-us/security.aspx

Thomas & Company
P.O. Box 280100
Nashville, TN 37228
615-620-0569
Privacy Policy: https://verify.thomas-and-company.com/site/privacy

VerifyFast
PO BOX 3157
Torrance, CA 90510-3157
877-400-4397
solutions@verifyfast.com
Privacy Policy: www.verifyfast.com/privacy.aspx

CCC Verify
Corporate Cost Control
50 Nashua Road
Londonderry, NH 03053
855-901-3099
Privacy Policy: www.cccverify.com/Home/Privacy

National Student Clearinghouse
2300 Dulles Station Blvd. Suite 220
Herndon, VA 20171
703-742-4200
Privacy Policy: https://studentclearinghouse.org/about/our-privacy-commitment

For Clearinghouse:
U.S. Federal Motor Carrier Safety Administration, of the Department of Transportation, ("FMCSA-DOT")
1200 New Jersey Avenue SE
Washington, DC 20590
Phone: (800) 832-5660, TTY (800) 877-8339
https://dataqs.fmcsa.dot.gov/Default.aspx

• No consumer reporting agency utilized by the Company makes adverse decisions relating to your employment or contract relationship and no consumer reporting agency utilized by the Company is able to provide any specific reasons to you why an adverse decision relating to your employment or contract relationship may be taken or was taken based on a consumer report.

• 15 U.S.C. § 1681j provides for the right to obtain a free copy of a consumer report on you from the consumer reporting agency which prepared your background report, under various circumstances, including but not limited to where you receive notice that an adverse action has been taken toward you based on the consumer report. In that instance, Section 1681j provides a right to a free copy of the report provided that you make the request within 60 days of the date that you received notice of the adverse action.

15 U.S.C. § 1681i provides for the right to dispute, with a consumer reporting agency the accuracy or completeness of any information in a consumer report furnished by the agency.

By checking the box, I acknowledge that I have read and understand the above and also have been given the opportunity to copy/print it.

Disclosure and Authorization Under 49 C.F.R. Part 391.23

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DISCLOSURE AND AUTHORIZATION UNDER 49 C.F.R. PART 391.23

For purposes of an investigation in accordance with 49 C.F.R. Part 391.23, I authorize my previous employers, contractors (if owner-operator), and trucking schools, as applicable, to release and forward to Roehl Transport, Inc./Roehl Refrigerated, Inc. and/or ("Company") the following information for the past three (3) years:

1. DOT alcohol and controlled substance information in accordance with Parts 382 and 40 of the Federal Motor Carrier Safety Regulations (49 CFR Part 382 and 49 CFR Part 40, Section 40.25) limited to the following DOT regulated testing items, including pre-employment testing results: (i) alcohol tests with a result of 0.04 or higher; (ii) verified positive drug tests; (iii) refusals to be tested; (iv) other violations of DOT agency drug and alcohol testing regulations; (v) information obtained from previous employers of a drug and alcohol rule violation; and (vi) documentation, if any, of completion of the return-to-duty process following a rule violation.

2. Safety performance history information in accordance with 49 CFR Part 391.23, which includes: employment dates, work history (which may include position held, reason for leaving, any termination information, whether subject to the Federal Motor Carrier Safety Administration regulations, equipment experience, area driven, and other information as applicable) and accident information (including accident date, nature of accident, whether it was preventable, whether there were injuries, fatalities, or hazardous materials involved, and copies of any accident report).

Pursuant to Section 391.23(i) of the Federal Motor Carrier Safety Regulations, you have the following rights with regard to the information released:

1. You have the right to make a written request at any time to review the information provided by previous employers, contractors (if owner-operator), or trucking schools, as applicable.

2. You have the right to have errors in the information corrected by the previous employer, contractor (if owner-operator), or trucking school, as applicable and for that employer, contractor (if owner-operator), or trucking school to re-send the corrected information.

3. You have the right to have a rebuttal statement attached to the alleged erroneous information if the previous employer, contractor (if owner-operator), or trucking school and you cannot agree on the accuracy of the information.

By checking the box, I (a) acknowledge that I have read and understand the above and also have been given the opportunity to copy/print it, and (b) agree to use an electronic signature to demonstrate my consent. An electronic signature is as legally binding as an ink signature.

Consent for Limited Queries of the Federal Motor Carrier Safety Administration (FMCSA) Drug and Alcohol Clearinghouse

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CONSENT FOR LIMITED QUERIES OF THE FEDERAL MOTOR CARRIER SAFETY ADMINISTRATION (FMCSA) DRUG AND ALCOHOL CLEARINGHOUSE

I hereby provide consent to Roehl Transport Inc./Roehl Refrigerated Transport, LLC, to conduct a limited query of the FMCSA Commercial Driver’s License Drug and Alcohol Clearinghouse to determine whether drug or alcohol violation information about me exists in the Clearinghouse. I understand this consent shall remain on file and shall serve as ongoing consent for Roehl Transport Inc./Roehl Refrigerated Transport, LLC, to conduct multiple limited queries of the Clearinghouse at any time during my employment or contract period without asking me for additional consent.

I understand that if I refuse to provide consent for Roehl Transport Inc./Roehl Refrigerated Transport, LLC, to conduct a limited query of the Clearinghouse, Roehl Transport Inc./Roehl Refrigerated Transport, LLC, is required to prohibit me from performing safety-sensitive functions, including operating a commercial motor vehicle.

I understand that if the limited query conducted by Roehl Transport Inc./Roehl Refrigerated Transport, LLC, indicates that drug or alcohol information exists about me in the Clearinghouse, the FMCSA will not disclose that information to Roehl Transport Inc./Roehl Refrigerated Transport, LLC, unless I give additional specific consent within the Clearinghouse. However, I understand that Roehl Transport Inc./Roehl Refrigerated Transport, LLC, will be required to conduct a full query of the Clearinghouse within 24 hours after a limited query indicates that drug or alcohol information exists and that if I do not grant consent within the Clearinghouse for that full query I will be removed from performing safety-sensitive functions, including operating a commercial motor vehicle.

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By checking this box, I (a) acknowledge that I have read and understand the above and also have been given the opportunity to copy/print it, and (b) agree to use an electronic signature to demonstrate my consent. An electronic signature is as legally binding as an ink signature.

Agreement for the value of the Safety and Job Skills Training Program - Get Your CDL

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Agreement for the value of the Safety and Job Skills Training Program - Get Your CDL

Congratulations on your acceptance into the Roehl Transport Safety and Job Skills Training Program ("SJSTP")! This powerful and effective education and training program will prepare you for a successful career as a heavy duty truck driver.

Through Roehl's SJSTP you will acquire valuable experience, training, and information concerning the competent, safe, and efficient operation of tractor/trailers. Roehl will expend a significant amount of time, money, and effort to provide you with first class job training through our program, and the value of the SJSTP is also earned when you complete 120,000 paid solo miles.

The value of the SJSTP is in effect a loan to you. It's a loan you'll never have to pay back as long as you work for us as a driver and complete 120,000 paid solo miles. Once you have completed 120,000 paid solo miles, this debt is completely forgiven and you owe us nothing for the SJSTP.

This letter explains our financial commitments to one another. As much as we want to avoid the language of lawyers, we have to be particular about using precise language to govern this financial relationship, which is what we will explain next. This is an Agreement between you and Roehl.

Credit Line. In return for your admission to Roehl's SJSTP, Roehl will expend on your behalf the value of the SJSTP, which is equal to $7,000.00.

Promise to Pay. By signing this Agreement, you promise to repay to Roehl the value of the SJSTP if you do not complete 120,000 paid solo miles. You are responsible for repayment of these amounts if your employment terminates prior to you completing 120,000 paid solo miles. This debt goes away when you have completed 120,000 paid solo miles. Otherwise, this debt is all due and payable upon termination of your employment. You begin earning paid solo miles when you receive your first load assignment on your First Paid Solo Mile Date.

Interest Charge. Roehl will impose a 0% interest charge per month on any unpaid balance when and if you are employed by Roehl. However, if you become obligated to repay the debt and do not promptly satisfy your obligations under this Agreement, interest will accrue on the amount of the debt at the maximum rate allowed by law starting on your separation date.

Default. If you fail to repay the entire balance owing to Roehl under this Agreement within thirty (30) days following your separation date, you understand and agree that Roehl may go to court to recover the entire unpaid balance and accrued interest.

If this Agreement is placed in the hands of an attorney for collection, or if any amounts payable under this Agreement are collected by lawsuit or through other proceedings, you agree to pay all costs and expenses incurred in connection with such collection efforts, including but not limited to Roehl's reasonable attorney's fee and court costs, together with interest on such amounts at the maximum rate allowed by law.

Deduction of Amounts Owed From Wages. By signing this Agreement you agree to allow Roehl to offset and deduct any and all amounts owed by you pursuant to this Agreement from any pay owed by Roehl to you, provided that any deduction will not contravene state or federal law or reduce your wage to an extent prohibited by any state or federal law.

If any such offset or deduction is made, you are still obligated to pay Roehl the value of your training that is not deducted from your pay. Roehl can bring a claim against you for any sum or sums owed to Roehl. You agree that if Roehl brings such a claim, Roehl shall be entitled to recover all costs and expenses incurred in connection with that claim and the collection efforts leading up to it, including but not limited to Roehl's reasonable attorney fees and court costs, together with interest on such amounts at the maximum rate allowed by law.

Collection Fee. If you fail to pay on time and we refer your account(s) to a third party for collection, a collection fee will be assessed and will be due at the time of the referral to the third party. The fee will be calculated at the maximum percentage permitted by applicable law, not to exceed thirty (30) percent of the original amount borrowed.

Prior Express Consent Clause. By signing below, you agree, in order for us to service our account or to collect any amounts you may owe, we may contact you by telephone at any telephone number associated with your account, including wireless telephone numbers, which could result in charges to you. We may also contact you by sending text messages or e-mails, using any e-mail address you provide to us. Methods of contact may include using pre-recorded/artificial voice messages and/or use of an automatic dialing device, as applicable.

Term. This Agreement has a stated term, which begins on the date you sign it and is ongoing until you have satisfied all of the terms of this Agreement.

Acknowledgment of Debt. You acknowledge that the aforementioned debt exists, and that you know of no reason why the debt is not a valid debt or of any defenses to your obligation to repay the debt.

Complete Agreement. This Agreement is the final Agreement between the parties on this subject and may not be contradicted by evidence of prior, contemporaneous or subsequent oral agreements of the parties. There are no unwritten oral agreements between the parties.

Applicable Law and Jurisdiction. This Agreement and the rights and obligations of the parties to it shall be governed by and construed and interpreted in all respects in accordance with the internal laws of the State of Wisconsin. You further agree that any action to enforce this Agreement shall be brought in any state court sitting in Wood County, Wisconsin, and you waive any right to object to the jurisdiction of any such court or venue in such location, as well as any claim that that such court is an inconvenient forum.

I understand and acknowledge that I agree to all terms of this Agreement.

By signing my application below, I agree to use an electronic signature to demonstrate my consent. An electronic signature is as legally binding as an ink signature. This certifies that this application was completed by me, and that all entries on it and information in it are true and complete to the best of my knowledge.

We've received your information.

Please follow these instructions so you can continue moving forward in our paid cdl training job!

Next Steps to Paid CDL Truck Driver Training with Roehl Transport

If you'd like to opt-out of text messaging, you can do so by texting Stop to 918-328-3981.

Remember, our program pays you while you train to get your CDL and to be a successful professional truck driver with one of the nation's safest trucking companies.

New York Applicants, click here for a copy of Article 23-A of the correction law relating to the employment of persons with a criminal conviction (Chapter 465).

Starting Studying for your Commercial Learner’s Permit

Welcome to Roehl’s Get Your CDL Program.