top of page

Could your DOT safety program use some help?

Trucksafe Consulting, LLC is a full-service transportation safety consulting company, offering both one-on-one consulting services and a library of on-demand training resources and compliance documents. Let us help you build and manage a robust safety program!

About the Authors

Trucksafe's President Brandon Wiseman and Vice President Jerad Childress are transportation attorneys who have represented and advised hundreds of motor carriers (both large and small) on DOT regulatory compliance. Brandon and Jerad are regular speakers at industry events and routinely contribute to industry publications. They are devoted to helping carriers develop state-of-the-art safety programs, through personalized consulting services and relevant training resources. 


Ditch the Books! 

eRegs is the first app-based digitial version of the FMCSRs, helping fleets and their drivers better access and understand their regulatory obligations. 

Trucksafe Academy Ad copy 2.jpg

Compliance myth: 10-year employment history

There's a lot that goes into qualifying a regulated driver: applications, motor vehicle reports, license checks, drug tests...and the list goes on!

One particularly critical component of the driver qualification process is the past employment verifications that prospective motor carrier employers must make on every driver applicant. Of course, in order to conduct these verifications, carriers must first know for whom an applicant has worked in the past. But how far in the past must driver applicants go when filling out their employment history? Turns out, the answer to this question is somewhat convoluted. Some will tell you that regulated drivers must provide a full 10-year employment history on their application, but that's not exactly true. Let's break it down!

Part 391 of the Federal Motor Carrier Safety Regulations (FMCSRs) contains the minimum qualification standards for interstate drivers. Section 391.21 requires that all regulated drivers complete an application anytime they apply to drive for a new carrier. And that same regulation establishes what information must be collected in those applications, including things like the applicant's name, date of birth, license type and number, etc. You can check out the full list here.

When it comes to employment history, the regulation says that all applicants must provide "a list of the names and addresses of the applicant's employers during the 3 years preceding the date the application is submitted." For any such employers, the applicant must also provide (1) the dates he/she was employed; (2) the reason for leaving those employers; and (3) whether the job was subject to the FMCSRs and drug/alcohol testing. See 49 CFR 391.21(b)(10).

49 CFR 391.21(b)(10)

Easy enough, right?! Unfortunately, here's where things start to go off the rails. Subsection (11) of the same regulation goes on to say that a certain category of driver applicants-namely those seeking a driving position that requires a commercial driver's license (CDL)--must provide some additional employment-history information. Specifically, in addition to their initial 3-year employment history, CDL drivers must list an additional 7 years' worth of employment history (for a total of 10), but only for any employers for whom the applicant "was an operator of a commercial motor vehicle."

49 CFR 391.21(b)(11)

Put differently, applicants for CDL positions must provide an initial 3 years' worth of employment history for ALL previous work (i.e., not just driving positions) PLUS an additional 7 years' worth of driving-related employment history. In contrast, applicants for non-CDL positions need only provide the initial full 3 years' worth of employment history.

Part 391 of the FMCSRs goes on to address what prospective employers are to do with this previous employment history, including contacting previous employers to verify employment. So, it's imperative that carriers obtain the correct information from prospective drivers in the first place.


Contrary to some folks' belief that carriers must obtain a full 10 years' worth of employment history from all driver applicants, Section 391.21 of the FMCSRs actually requires carriers to obtain a full 3 years' worth of employment history from all applicants and an additional 7 years' worth of driving work history from those seeking a CDL position.

For even more in-depth training on DOT safety regulations, be sure to check out our industry-leading online courses for safety managers and drivers at And if you need assistance improving your safety program or responding to an FMCSA order, feel free to contact us.

About Trucksafe Consulting, LLC: Trucksafe Consulting is a full-service DOT regulatory compliance consulting and training service. We help carriers develop, implement, and improve their safety programs, through personalized services, industry-leading training, and a library of educational content. Trucksafe also hosts a monthly live show on its various social media channels called Trucksafe LIVE! to discuss hot-button issues impacting highway transportation. Trucksafe is owned and operated by Brandon Wiseman and Jerad Childress, transportation attorneys who have assisted some of the nation’s leading fleets to develop and maintain cutting-edge safety programs. You can learn more about Trucksafe online at and by following Trucksafe on LinkedIn, Facebook, Twitter, and YouTube.

Recent Posts

See All


bottom of page