Profile For David S.

Lol 1st off you don't know me personally so you can kick bricks with your judgemental statement. I mentioned suing because for the 100th time I thought there was a statue of limitations on how long an employer can keep your personal records period ive never sued any one in my life but if im done wrong if someone breaks a law against me u or I would be a fool not to sue simple and plain. Lastly I was 21 when I drove for schneider they trained me I drove a year for them and drove 4 months for jb hunt after never had a accident nothing my so called safety violation wasn't even an accident or any damage caused to my truck or load ok so in my eyes schneider did me dirty anyway im in my early mid 30's now with children a home owner and have grown a whole lot from then so your opinion on me means nothing to me I dont care abt schneider there's plenty of other companies out there I posted abt my experience to vent and to see if there's actually a limitation on how long your records can be kept i was wrong or right it doesn't matter either way..

A safety violation can be a whole host of things, many of which have nothing at all to do with being in an accident. In fact, a safety violation I believe falls into a category where you did something dangerous that could have caused a wreck, but you were merely lucky that it didn't.

Example: A ticket for following too close is a safety violation. Did this cause a wreck? Doesn't matter. It's a safety violation regardless. Another example: failing an inspection due to a faulty taillight. Now, I could be mistaken, but I believe that this is also a safety violation. Has nothing at all to do with an accident, but it sure could be the cause of one.

David, you might do yourself some good if you simply acknowledge that you made mistake that resulted in a violation, then learn from it. Many companies not named Schneider won't even care about that safety violation, if it comes up because it was soong ago. If it does come up, describe how you learned from it. Talking about getting messed over is not going to convince any company to hire you and will have just about all run from you.

Kerry i understand where u are coming from but you are saying i need to acknowledge something I've clearly moved on from its been acknowledged and left 12 years behind me I haven't thought abt that crap since. My so called safety violation was miniscule I spoke that another driver falsely reported me for something I genuinely did not do and my driver leader took there testimony over mine period end of story I did nothing wrong I elaborated that I had no accident or incident hell I was sitting in a truck stop getting ready to go pick up a load going to Louisiana when I was called with the bs that is far behind me I dont need to acknowledge something that never actually happened I've moved forward made money worked another job for 11 yrs after that I can careless abt that situation. I decided to try schneider again only because I'm Interested in there lease purchase program so I figured why not go back get the 6 months of experience needed and join the lease purchase period that didn't happen so im going elsewhere and who knows 6 months from now I may try again because I'm still interested in there lease purchase program again that 12 year old nonsense holds no barrier on me as a person worker driver non of that thanks for your input...

David none of your story makes any sense. A company is not going to waste their time, money, and effort interviewing if you if you were never eligible for rehire in the first place. Does that make sense to you?… “ Hey!!! Let’s get David down here for an interview even though he is not eligible?” I understand what Anne is saying about the a recruiter getting a bonus, but I can’t imagine a recruiter would get one for sending an ineligible applicant in for an interview. A company like Schneider knew all your information prior to.

Move on.

Exactly which further proves schneider's bs I have no reason to lie abt my experience everything I've stated is true and exact I was told I was eligible I have no red flags on my record no moving violations no accidents nothing and I was denied after being told I was eligible several times once in 2018 and now in 2021 and they did not rehire me point blank

The recruiter didn’t blindly tell you that you were eligible for rehire. It’s their job to make sure of that before hand. So it wasn’t till after the interview that they told you were in fact not eligible. I’m going to go out on a limb here and say that maybe the interview didn’t go well. Did they ask you about this safety violation at the interview?

Obviously the recruiter did blindly say I was eligible they ran all my information before the interview my background my dac report my mvr report they ran all that prior to the interview and the 1st recruiter can also see certain information initially especially if I said I worked there prior so all that information came up immediately. Lastly I applied for schneider back in 2018 and was told I was eligible for rehire dispite the violation that recruiter informed me enough time had passed since the violation and I was eligible and was constantly messaging me to get me to take the job then in 2018 but I wasn't ready then I was just inquiring to see if I was eligible and I was so from 2018 to 2021 something changed in there policy or they just didn't want to hire me but nothing went south in my interview we were abt to set a start date until she spoke to her supervisor who told her I needed to get 6 months elsewhere 1st

Hi again, David S. !! Just me . . .

Recruiters are about getting 'their' bonus. Kinda like the Dyson (or what was it??? Old time vacuum sellers?) guys.. just to SHOW YOU it works, they get a commission. KIRBY ... that's it! They would get a ten spot or (idk, really!) just for entering your home and showing you the product. You got 'shown.' Wanna know something else? Kirby and Dyson do NOT approve all vacuum potentates. Ask me how I know. Prefer you didn't. LoL.

So, instead of getting 'penny ante' with some 'mid snarky' statements; have you ever given pause, to THANK those that have been helpful, ??

I'm sorry you went through this. SNI can be tough, as they choose. Perhaps they had a good 'flock' at that time, to choose from. Read below:

SNI wouldn't hire TOM back in (idk ..2009/13?) for a seatbelt vio in his PV. That's THEIR way, and they are successful, because of .. THEIR WAY.

I / we WISH YOU THE BEST, man.

Brett's just getting a lil' tired from the 'negative' banter going on up in here. This is a training site, for NEW and PROSPECTIVE drivers. Yes, your issue/conundrum DOES belong here, IMHO.

How'bout' take the good, and ignore the bad? It's over, it happened. You have no recourse, sorry.

Pull your DAC, as suggested: DAC 'PLUS!'

Best wishes, always~

~ Anne ~

Your right Anne i appreciate all of your input especially you have been very helpful and far from ignorant with your responses to me thank you so much and I am definitely going to look into fab express also thank you to everybody else thats has commented respectfully and giving my real honest insight i do appreciate you guys thanks

I mentioned suing because for the 100th time I thought there was a statue of limitations on how long an employer can keep your personal records

👍👍👍

If you want to get back into the driving business your best option would be to apply to several companies that strike your interest. Unfortunately, when you find a company willing to hire you, you'll have to go through their training program before they'll give you a truck. Is your CDL still valid?

Thanks im aware of that im looking into companies that have refresher courses like Roehl for instance im definitely going to apply to several companies starting tomorrow like Roehl Werner Fab express and others and compare and select the best fit for me yes my cdl is still valid I just need to update my physical which is not a problem

The recruiter didn’t blindly tell you that you were eligible for rehire. It’s their job to make sure of that before hand. So it wasn’t till after the interview that they told you were in fact not eligible. I’m going to go out on a limb here and say that maybe the interview didn’t go well. Did they ask you about this safety violation at the interview?

Obviously the recruiter did blindly say I was eligible they ran all my information before the interview my background my dac report my mvr report they ran all that prior to the interview and the 1st recruiter can also see certain information initially especially if I said I worked there prior so all that information came up immediately. Lastly I applied for schneider back in 2018 and was told I was eligible for rehire dispite the violation that recruiter informed me enough time had passed since the violation and I was eligible and was constantly messaging me to get me to take the job then in 2018 but I wasn't ready then I was just inquiring to see if I was eligible and I was so from 2018 to 2021 something changed in there policy or they just didn't want to hire me but nothing went south in my interview we were abt to set a start date until she spoke to her supervisor who told her I needed to get 6 months elsewhere 1st

I drive for Schneider, and I’d just like to say on behalf of everyone working for Big Orange, “Whew!” You pretty much exposed all there is to know about your personality by coming on here looking for support with your query of suing Schneider over it’s HR policies & standards. Rather than work or earn your way back into this industry, you seem more interested in making a quick/easy dollar by suing one of the major players in this industry. … … Also, you don’t need to repeat how Schneider unfairly terminated you 12 years ago… we already knew that. 99.99999% of the time, it’s not the driver’s fault who was terminated… it was the fault of negligent training, another driver, the four wheeler, faulty equipment, a full moon, the tides… that you still cling to that notion 12 years later reflects that you have not changed (matured) one bit, and whatever reason Schneider gave 12 years ago for firing you and recently for not re-hiring you, they were undeniably correct in their assessment of you. You’re the guy who sues after slipping on the floor because there was too much wax on it, or not enough. Schneider and the rest of the workforce needs workers, not excuse-makers.

Lol 1st off you don't know me personally so you can kick bricks with your judgemental statement. I mentioned suing because for the 100th time I thought there was a statue of limitations on how long an employer can keep your personal records period ive never sued any one in my life but if im done wrong if someone breaks a law against me u or I would be a fool not to sue simple and plain. Lastly I was 21 when I drove for schneider they trained me I drove a year for them and drove 4 months for jb hunt after never had a accident nothing my so called safety violation wasn't even an accident or any damage caused to my truck or load ok so in my eyes schneider did me dirty anyway im in my early mid 30's now with children a home owner and have grown a whole lot from then so your opinion on me means nothing to me I dont care abt schneider there's plenty of other companies out there I posted abt my experience to vent and to see if there's actually a limitation on how long your records can be kept i was wrong or right it doesn't matter either way..

Kerry, honestly man why would they not ask him about that? Why would they have him come in for an interview if they had no intention of hiring him? They did and like mr. Curmudgeon said. The interview went south.

The recruiter didn’t blindly tell you that you were eligible for rehire. It’s their job to make sure of that before hand. So it wasn’t till after the interview that they told you were in fact not eligible. I’m going to go out on a limb here and say that maybe the interview didn’t go well. Did they ask you about this safety violation at the interview?

They wouldn't have to ask. It's on record.

Exactly they never asked abt the so called violation it was never brought up when I 1st applied I put on my app that I worked for them back in 2008 to 2009 the initial recruiter told me I was eligible for rehire i applied back in 2018 I also was told I was eligible for rehire but I didn't take the job then I was just inquiring to see if I was eligible and they said that I was and the violation showed up in 2018 but I guess they changed there policy between 2018 to 2021. Lastly my interview did not go south it went well my background is good so is my driving record no flags came up until the end when the recruiter spoke to her boss who said I couldn't be hired because of the safety violation and I need to go get 6 months elsewhere 1st which to me is bs that was 12 years ago but it doesn't matter there's plenty of other companies out here

Are you seriously considering a lawsuit for something YOU did wrong? No, you can't sue them for keeping track of who they have employed over the years. What would be the grounds? Too good a memory? Lmao and smh.

I asked the question about a lawsuit because I was under the impression that there's a statue of limitations on the time a company can keep any records of an employee ive read 7 years is the longest records can be kept by an employer secondly I held a job for 11 yrs after I left schneider for being so called unsafe I never had a accident or was late delivering while I worked for schneider my termination was bs in my opinion and again that was 12 years ago how can u hold someone to something that happened 12 years ago in the work field I dont feel that is right there's plenty of companies out here so im not worried I was just curious abt them being able to keep my record on file for over decade. Lastly like I said a recruiter from schneider prior told me I was eligible to rehire when I applied back in 2018 she said I had passed the time frame and was eligible for rehire when I applied this time initially the recruiter told me I was eligible for rehire that at the end of the interview that all changed how why its bs schneider to damn strict anyways I know its something out here better for me.. .

Trucking companies must maintain employment records for at least 10 years. This is required by FMCSA bylaws.

You are confusing credit history with employment records. Anything older than 7 years falls off your credit history. Companies can keep records of employment for as long as they want. Some industries, like trucking, have oversight bodies that require employment records be maintained for a certain length of time. There is absolutely nothing that is harming anyone by maintaining employment records indefinitely.

No I was talking about credit history im speaking on employment record keeping. I Googled also thats where I got the statue of limitations on record keeping from from the eeoc fair labor act they say only 3 years others say 7 years and even the dot says up to 10 years I haven't worked for Schneider for over 12 years so again im kinda appalled that they are still holding on to my information past the deadline but it doesn't matter they've shown me twice now why I shouldn't even consider them for employment plus they are very strict so I will find employment elsewhere its no big deal but in my research there are guidelines and deadlines to how long a company has to keep your records payroll raises conduct etc and at the max I see 7 or 10 years again im beyond the 10 year mark hell I was 21 when I started driving for Schneider im in my early 30's now no one should be held to something that happened 12 years ago in the work field especially when I was falsely accused and terminated from the jump

I recently tried to get rehired by Schneider National after being out of trucking for 12 years I applied contacted a recruiter who told me I was eligible for rehire in which I should I haven't worked for Schneider for 12 years had my interview and at the end was denied employment because I was terminated for a safety violation 12 years ago I was shocked is it even possible for a company to keep employment records for over decade? let alone deny employment for something that happened 12 years ago I was told I need to go get 6 months experience elsewhere then Schneider would hire me on, Do I have a case of discrimination or a lawsuit for them keeping employment records for 12 years?

The guys already answered your main questions, David.

Here's my question; Did you maintain your CDLA and update your Med Card for the 12 years? If so, add your location, for suggestions. You'll still need a refresher course, IMHO, however.

Did you try this? Apply For Paid CDL Training

And this? Apply For Truck Driving Jobs

Gotta start somewhere (again!) Best wishes;

~ Anne ~

Hi yes my CDL is valid i have to get a new physical which isn't a problem at all I live in Chicago and would appreciate some other suggestions I would like to find something local maybe intermodal if possible thats what I applied with schneider for was local intermodal im willing to do regional also home every weekend im also interested in lease purchase after I get 6 months experience i plan on joining someone's lease purchase program

Old School,

While I don't think keeping his record for 12 years is grounds for a lawsuit, I also don't think telling him to prove himself somewhere else first is extending an olive branch. People change a lot in 12 years, and it's as if these companies are looking for every reason possible not to hire you. Pride won't hire me, for example, because my work history isn't solid. They tell me to work somewhere else first. Well, I don't want to do some other job I don't want for 3 years to prove myself to a stupid company that doesn't understand that. The American work ethic left when Americans stopped being paid well when adjusting for inflation. I embrace UBI, but I still want to work if anyone will hire me. These companies can find stupid reasons not to hire anyone if they look enough.

Also, when is your book coming? I still want to read it. Is it going to be on Amazon?

YOU may not consider it an olive branch, but apparently, Schneider knows they offer good pay and benefits. They also know a previous unsafe driver, who has not proven the skills necessary to operate safely IN TWELVE years, has a higher chance of costing the company lots in damages. It’s called Risk Management. Nobody is just sitting around with nothing better to do than denying candidates a position.

Ask yourself; if I loaned my car to a friend, who then crashed it, would I loan my new car to them if they hadn’t driven in twelve years?

Old School has owned and operated a business. He knows the risks.

1st off I didn't cost the company a penny I did not have an accident or anything while I was with schneider so speak what you know not wat u assume secondly I have a clean MVR and held a job for 11 years str8 after leaving schneider working for a manufacturing company I have good work history and a great work ethic I was terminated for so called unsafe because another driver called and reported my truck for something I didn't even do and schneider believed his testimony over mine no damage or accident or even an incident occurred i have no dengs on my record my record is clean as it pertains to me asking abt a lawsuit is because I was under the impression that there is a statue of limitations as to how long a employer can keep your personal records ive read 7 years is the max yes and company can search up to 10 years but no specific employer is suppose to hold your records that long under law