The Complete Guide to HR for Trucking Companies [2026]

HR for trucking companies combines standard employment law (Title VII, FLSA, FMLA, ADA) with six federal DOT regulatory regimes — 49 CFR Parts 40, 382, 383, 391, 395, and 396 — plus the FMCSA Drug & Alcohol Clearinghouse. Missing a single requirement can trigger civil penalties up to $19,246 per violation and expose carriers to nuclear-verdict negligent-hiring litigation averaging $27.5 million.

If you're a small carrier owner running 1 to 50 trucks, you're likely handling all of this yourself — without a dedicated HR department, without a compliance officer, and without much margin for error. This guide covers every federal requirement, every compliance obligation, and every operational best practice. Written specifically for small fleet owners who need expert- level guidance in plain language.

Why HR is Different for Trucking Companies

Every other industry runs HR on one track — hiring, paying, firing, complying with employment law. Trucking runs HR on two parallel tracks at once. Track one is standard HR: applications, offer letters, handbooks, harassment policies, FMLA, FLSA overtime, workers' compensation, terminations. Track two is FMCSA-specific compliance: driver qualification files under 49 CFR 391.51, drug and alcohol testing under 49 CFR Parts 382 and 40, the Clearinghouse under 49 CFR 382.701–727, HOS and ELD records under 49 CFR Part 395, and post-accident reporting under 49 CFR 390.15.

The two tracks collide at every HR decision. You can't use a generic employment application — 49 CFR 391.21 requires 10 years of CDL employment history and specific safety-performance questions. You can't use a generic handbook — 49 CFR 382.601(b) dictates 11 mandatory policy elements for any driver subject to drug and alcohol testing. You can't terminate a driver the same way a warehouse company does — 49 CFR 391.23 obligates you to respond to future-employer safety-performance inquiries for three years, and 49 CFR 382.705(b)(1) requires you to report any actual-knowledge violation to the Clearinghouse within three business days of discovery, even if that discovery happens at termination.

The financial stakes are uniquely asymmetric. A recordkeeping error in a non-trucking business might trigger a DOL wage audit. In trucking, the same gap triggers a $1,584-per-day recordkeeping penalty up to $15,846 maximum, a Conditional safety rating that raises insurance premiums 15–40%, Clearinghouse enforcement that removes drivers from duty under the November 18, 2024 Clearinghouse-II rule, and — if an accident follows — a plaintiff's lawyer with access to your DQ file, PSP report, and Clearinghouse query history under civil discovery. The 2021 Florida $1 billion nuclear verdict, the $411 million Florida verdict in 2020, and the $280 million Georgia verdict in 2016 were all built on negligent- hiring theories using FMCSA records.

The workforce itself breaks traditional HR assumptions. Drivers are mobile, multi-state, often paid by the mile instead of the hour, often misclassified as 1099 contractors when California's AB5 plus the DOL's March 2024 Independent Contractor Final Rule (29 CFR Part 795) say they shouldn't be. Your payroll has to handle the Amtrak Reauthorization Act (4 USC §14503, §14504a) exemption from non-resident state income tax, per diem at the special transportation-worker $80/day rate, and IFTA fuel-tax reporting that affects driver settlements.

There are roughly 700,000 motor carriers operating in the United States, and 91.5% operate 10 or fewer trucks. These small carriers face the same regulatory expectations as carriers with 3,000 trucks — but without dedicated compliance staff. The question isn't whether you need HR — it's whether your HR stack knows the 50+ CFR citations that separate a compliant carrier from a $19,246-per-violation defendant.

HR Requirements Every Trucking Company Must Meet

Every FMCSA-regulated motor carrier must satisfy 14 HR compliance requirements. Six are federal employment-law mandates that apply to any employer. Eight are DOT-specific requirements that apply only to carriers.

Federal employment-law requirements (all employers)

1. I-9 employment eligibility verification within three business days of hire (8 USC §1324a). Section 2 must be completed by the employer — not by the driver at home.
2. W-4 federal tax withholding at hire (26 USC §3402). For drivers covered by 4 USC §14503, withhold only for the state of residence.
3. New hire reporting to the state directory within 20 days (42 USC §653a).
4. EEO-1 reporting if 100+ employees (42 USC §2000e-8). Due annually in April.
5. FMLA eligibility posting and notice if 50+ employees within 75 miles (29 CFR Part 825).
6. OSHA 300 log if 10+ employees (29 CFR Part 1904).

DOT-specific requirements (motor carriers only)

7. Driver qualification file under 49 CFR 391.51 — 18 documents, retained for employment duration + 3 years.
8. Drug and alcohol testing program under 49 CFR Part 382 and 49 CFR Part 40 — six test types, 2026 random rates of 50% for drugs and 10% for alcohol.
9. FMCSA Clearinghouse registration and queries under 49 CFR 382.701–727 — pre-employment full query, annual limited query due each year by January 5.
10. MVR annual review under 49 CFR 391.25 — from every state where the driver held a license in the preceding 12 months.
11. Medical certificate verification under 49 CFR 391.43 — paper MEC eliminated January 10, 2026; CDL states push certified exam results to CDLIS automatically.
12. Written drug and alcohol policy compliant with 49 CFR 382.601(b), containing 11 mandatory elements (detailed in Handbook section below).
13. Hours of Service and ELD recordkeeping under 49 CFR Part 395 — 6 months minimum retention for supporting documents.
14. Accident register under 49 CFR 390.15 — 3 years retention for all reportable accidents.

2026 Penalty Exposure

Per 89 FR 106298 (effective Dec 30, 2024, inflation-adjusted annually via 49 CFR Appendix B to Part 386):

Verify current figures via eCFR 49 CFR Appendix B to Part 386 before citing in any legal context.

Driver Qualification Files — Complete Breakdown

The driver qualification file is the foundation of trucking HR compliance. Under 49 CFR §391.51, every motor carrier must maintain a DQ file for each driver it employs, and that file must contain specific documents governed by specific regulatory sections. During a DOT audit, the DQ file is typically the first thing an investigator reviews.

Pre-employment documents (required before the driver turns a wheel)

1. Driver's application for employment (§391.21) — Not a generic job application. Must include 10-year CDL employment history, 3-year accident history, CDL history. Driver must certify accuracy.
2. Motor vehicle record from each licensing authority (§391.23(a) (1)) — From every state where the driver held a license in the preceding 3 years. Must be requested within 30 days of hire.
3. Previous employer safety performance history investigation (§391.23(d)–(e)) — Contact every DOT-regulated employer in the past 3 years. Three good-faith attempts required minimum. Document all attempts, including non-responding employers.
4. Pre-employment FMCSA Clearinghouse full query (§382.701(a)) — Required before any driver performs safety-sensitive functions. Driver must provide electronic consent. Cost: $1.25.
5. Pre-employment drug test with verified negative result (§382.301) — Must receive a verified negative before the driver operates a CMV. Average fine for skipping: $5,329.
6. Road test certificate or CDL equivalent (§391.31) — Administered and certified by your company, or documentation that driver holds a valid CDL (satisfies requirement under §391.33).
7. Entry-Level Driver Training (ELDT) certificate (§380.509) — Required for any driver who obtained their CDL after February 7, 2022. Verify through the FMCSA Training Provider Registry.
8. Copy of CDL with proper endorsements (§391.11) — Verify CDL is valid and carries appropriate endorsements.
9. Medical examiner's certificate (§391.43) — Valid up to 24 months, from a National Registry examiner. As of January 10, 2026, paper MECs are eliminated — verify through CDLIS/MVR.

Ongoing compliance documents (maintained throughout employment)

10. Annual MVR review (§391.25) — Every 12 months from each licensing authority. Document review with reviewer's name and date.
11. Annual Clearinghouse limited query (§382.701(b)) — At least once per year per CDL driver. Annual deadline: January 5. If a limited query returns a result, run a full query immediately.
12. Updated medical examiner's certificates — Track expiration dates. A driver with an expired medical card is immediately disqualified — no grace period.

Conditional and special-circumstance documents

13. Medical variance documentation (§391.64) — Vision, diabetes, or seizure waiver — SPE certificate and variance documentation must be in the file.
14. LCV driver training certificate (§380.401) — Required for drivers operating longer combination vehicles.
15. Hazmat safety permit documentation — For drivers hauling hazardous materials requiring FMCSA HM-232 permits.
16. SPE certificate (§391.49) — Skill Performance Evaluation certificates for drivers with physical impairments.
17. Separation documentation — Document date, reason, and retain file for 3 years post-separation under §391.51(d).
18. All drug and alcohol records linked to this driver — Including pre-employment negative, any positive or refusal documentation, and Clearinghouse query confirmation printouts.

DQ File Retention Summary

The 5 DQ Violations That Generate the Most Fines in 2026

1. No pre-employment drug test on file — average fine $5,329, maximum $15,846
2. Missing MVR at hire — cited in 6,400+ violations per 5-year FMCSA enforcement period
3. Incomplete safety performance history inquiry — 3 contact attempts required; documentation of each required
4. Expired medical certificate in active file — driver disqualified immediately; carrier fined for operating with disqualified driver
5. Missing Clearinghouse pre-employment full query — $5,833 per driver per occurrence

DOT Drug and Alcohol Testing Compliance

The DOT drug and alcohol testing regime has six test types, two specimen methods as of 2023, and annually-updated random testing rates. For 2026, the FMCSA confirmed random rates of 50% for drugs and 10% for alcohol.

The Six Required Test Types

1. Pre-employment testing (49 CFR 382.301) — Drug test with verified negative result required before performing any safety-sensitive function. Cannot allow a driver to operate a CMV until the MRO has verified the result as negative. Average fine for skipping: $5,329.
2. Random testing (49 CFR 382.305) — Unannounced, spread reasonably throughout the year, computer-selected using a scientifically valid random method. 2026 rates: 50% for drugs, 10% for alcohol. Small carriers with fewer than 50 drivers should join a C/TPA consortium.
3. Post-accident testing (49 CFR 382.303) — Required after any fatality, or a crash where the driver received a citation AND there is bodily injury requiring off-site treatment OR vehicle towing. Alcohol testing within 8 hours; drug testing within 32 hours.
4. Reasonable suspicion testing (49 CFR 382.307) — When a trained supervisor observes specific, contemporaneous, articulable signs of impairment. Supervisor must have completed 60 minutes of alcohol training and 60 minutes of drug training under 49 CFR 382.603.
5. Return-to-duty testing (49 CFR 382.309) — Before a driver who violated prohibitions returns to safety-sensitive duties: evaluation by a DOT-qualified SAP, completion of prescribed treatment, and a verified negative return-to-duty test result. All collections must be observed.
6. Follow-up testing (49 CFR 382.311) — Minimum 6 unannounced follow-up tests in the first 12 months after returning to duty. SAP may require additional testing for up to 60 months. All collections must be observed.

What the Test Screens For

The DOT drug test is a 5-panel urine or oral fluid test screening for:

• Marijuana (THC-COOH)
• Cocaine metabolite
• Amphetamines (including methamphetamine and MDMA)
• Opioids (codeine, morphine, heroin, hydrocodone, hydromorphone, oxycodone, oxymorphone)
• PCP

Oral Fluid Testing (Authorized June 1, 2023)

The DOT final rule published May 2, 2023, authorized oral fluid specimens alongside urine. HHS-certified oral fluid laboratories must be operational before an employer uses this method. Critical policy update: If your written policy references only "urine" testing, you must update it to say "urine and/or oral fluid" before conducting any oral fluid collection — a 49 CFR 382.601(b) requirement.

Refusals Are Treated as Positive Results

Refusing to test, failing to appear, leaving the collection site, adulterating a specimen, or refusing an observed collection for return-to- duty or follow-up testing — all trigger the same Clearinghouse reporting and SAP process as an actual positive (49 CFR 382.107, 382.211, 40.191, 40.261).

Drug and Alcohol Recordkeeping (49 CFR 382.401)

FMCSA Drug and Alcohol Clearinghouse Obligations

The FMCSA Drug and Alcohol Clearinghouse launched January 6, 2020 and now contains more than 304,000 recorded violations. Over 200,000 CDL holders are in prohibited status. Clearinghouse violations were cited more than 7,000 times during FMCSA audits in 2025.

Pre-Employment Full Query (required before day one)

Before any CDL driver performs safety-sensitive functions, run a full query in the Clearinghouse. The driver must provide electronic consent through the Clearinghouse portal. If the query returns a "prohibited" status, the driver cannot operate. No exceptions.

Annual Limited Query (required every 12 months)

For every CDL driver currently employed, run at least one limited query per year. Annual deadline: January 5. If a limited query indicates a record exists, run a full query immediately and take appropriate action.

Reporting Obligations

When a driver tests positive, refuses a test, or commits an alcohol violation (BAC ≥ 0.04%), report it to the Clearinghouse within 24 hours.

Cost

• Individual query: $1.25 per query credit
• Unlimited annual plan: $24,500 for 12 months

The Clearinghouse-II Rule in Plain English

Clearinghouse-II (effective November 18, 2024) closed the biggest enforcement gap in the original 2020 rule. A driver could fail a drug test in Texas, lose safety-sensitive duty privileges, and then drive in Ohio using a still-valid Ohio CDL. That loophole is closed.

What Changed

• State Driver Licensing Agencies (SDLAs) must query the Clearinghouse before issuing, renewing, transferring, or upgrading any CDL or CLP.
• When FMCSA notifies an SDLA that a driver entered prohibited status, the SDLA must initiate a CDL downgrade within 60 days under 49 CFR 384.235.
• A CDL valid on Monday can be legally invalid within 60 days — with no direct notification to you as the employer.

Clearinghouse-II Penalties (2026)

MVR Monitoring, CDL Tracking, and Medical Card Management

MVR Requirements

Required at hire within 30 days (49 CFR 391.23) and annually thereafter (49 CFR 391.25) from every state where the driver held a license in the preceding 12 months. Best practice: continuous MVR monitoring through a vendor (SambaSafety, Foley, Tenstreet). Data shows suspended drivers have a crash rate 14 times higher than compliant drivers.

CDL Tracking

Verify CDL validity and endorsements at hire via the issuing state DMV or CDLIS. Re-verify annually as part of the §391.25 review. The Clearinghouse-II rule allows states to downgrade a CDL within 60 days of a prohibited Clearinghouse status — making continuous monitoring the only reliable signal.

Medical Card Management

Standard certificates are valid for up to 24 months, but examiners frequently issue shorter-duration certificates for conditions like diabetes, hypertension, or sleep apnea. A driver with an expired medical card is immediately disqualified — no grace period. Set calendar alerts at 90 and 30 days before expiration.

January 10, 2026: Paper MEC eliminated. Medical examiners now transmit results electronically to FMCSA, which pushes certification status to the driver's CDLIS record and state MVR within one business day. Existing paper certificates issued before Jan 10, 2026 remain valid until their expiration date.

Hiring Truck Drivers the Right Way

The 10-Step Compliant Pre-Hire Process

1. Application (49 CFR 391.21) — 10-year CDL employment history, 3-year accident history, CDL history.
2. MVR from every state (49 CFR 391.23(a)(1)) — All states where driver held a license in past 3 years, requested within 30 days.
3. Safety performance history inquiry (49 CFR 391.23(d)–(e)) — Contact every DOT-regulated employer in past 3 years. Three good- faith attempts required.
4. PSP report — 3 years roadside inspection data, 5 years crash data. Not federally mandated but cited in virtually every negligent- hiring case.
5. FMCSA Clearinghouse full query (49 CFR 382.701(a)) — Electronic consent required. Must return "not prohibited" before driver operates.
6. Pre-employment drug test (49 CFR 382.301) — Verified negative result before driver turns a wheel.
7. CDL verification — Via CDLIS and issuing state. Verify class, endorsements, absence of disqualifying offenses.
8. Medical certification — Electronic CDLIS verification post Jan 10, 2026, or paper cert for pre-2026 issuances.
9. Criminal background check — Through FCRA-compliant consumer reporting agency with required adverse-action notices.
10. Road test (49 CFR 391.31) — Or CDL-in-lieu documentation.

Negligent Hiring Liability — The Existential Risk

Negligent hiring is a direct negligence claim against the trucking company — separate from any liability the driver bears. Under 49 CFR 391.23, a carrier is legally deemed to know whatever a proper background check would have revealed. ATRI's 2024 analysis shows an average nuclear verdict of $27.5 million. The 2021 Florida $1 billion verdict, the 2020 $411 million verdict, and the 2016 Georgia $280 million verdict were each built on negligent-hiring theories using FMCSA records.

1099 vs. W-2 — The Classification Question

Under the DOL's March 2024 Final Rule (29 CFR Part 795) and California's ABC test (AB5), a driver hauling freight for a trucking company almost never satisfies contractor status — specifically because the driver performs work within the usual course of the carrier's business (ABC Prong B). Misclassification penalties reach $25,000 per violation in California, $50,000 first offense in New York, and treble damages in Massachusetts.

Trucking Company Employee Handbook Essentials

A trucking employee handbook has to do five things simultaneously: satisfy 49 CFR 382.601(b)'s written-policy mandate, make at-will employment enforceable, comply with state-specific handbook laws, survive an NLRB Section 7 challenge, and hold up in a negligent-hiring deposition. No generic template does all five.

The 18 Required Sections

1. Welcome statement with explicit disclaimer that the handbook is not a contract of employment
2. At-will employment clause with state-specific carveouts
3. EEO and anti-harassment policy with specific reporting channels and anti-retaliation language
4. Employee classifications — including explicit statement that owner- operators are independent contractors
5. Hours of Service compliance policy with explicit 11/14/30/60-70/34 references and a statement the carrier will not dispatch a driver into a violation
6. ELD policy including malfunction protocols (49 CFR 395.34) and consequences for falsification
7. The 49 CFR 382.601(b) drug and alcohol policy with all 11 mandatory elements
8. Clearinghouse policy with driver consent language
9. Post-accident procedures with 49 CFR 382.303 testing triggers, 8-hour alcohol window, 32-hour drug window
10. DVIR and maintenance reporting policy (49 CFR 396.11, 396.13)
11. Dashcam and inward-facing camera consent — required in 14 two-party- consent states including California, Florida, Illinois, and Washington
12. Fueling and company credit card policy
13. FMLA policy if 50+ employees within a 75-mile radius
14. Workers' compensation policy with reporting timelines
15. NLRA-compliant social media policy — narrowly tailored to protect legitimate business interests without violating Section 7 concerted-activity rights
16. Progressive discipline framework — verbal warning, written warning, suspension, termination — with reservation of rights to skip steps for serious misconduct
17. Confidentiality and property return clause
18. Handbook acknowledgment form (signed at hire, at every material revision, retained in personnel file)

Driver Termination and Progressive Discipline

Terminating a driver is the single highest-risk HR transaction in trucking. It creates exposure across wrongful-termination, Clearinghouse reporting, future-employer inquiry obligations, DAC/HireRight records, and potential STAA whistleblower complaints if the driver reported a safety violation in the preceding 180 days.

The 10-Step Termination Workflow

1. Document the conduct contemporaneously — Facts, not characterizations.
2. Verify STAA exposure — Under 49 USC §31105, if the driver reported a safety violation in the last 180 days, the whistleblower claim is live.
3. Review Clearinghouse status — If termination is based on actual knowledge of a prohibited activity, report to Clearinghouse within three business days (49 CFR 382.705(b)(1)).
4. Confirm logistics — Two company representatives minimum.
5. Deliver the termination decision clearly and briefly — No negotiation, no apology for the decision.
6. Provide a written termination letter — Effective date, reason, final paycheck date, benefits termination, COBRA notice timing.
7. Comply with state final-pay timing.
8. Issue COBRA notice — Within 14 days of qualifying event (ERISA §601). Penalties for late notice: $110/day per beneficiary.
9. Manage DAC/HireRight and PSP data — Drivers can dispute DAC entries; you must investigate within 30 days under FCRA.
10. Preserve the post-termination 49 CFR 391.23 obligation — Any DOT-regulated carrier hiring this driver in the next 3 years will contact you. Respond within 30 days.

State Final-Pay Timing

Trucking Payroll and Multi-State Tax Compliance

The Federal Statute Nobody Else Cites: 4 USC §14503

The Amtrak Reauthorization Act of 1990 prohibits any state from taxing wage income earned by an interstate employee who works in multiple states unless the employee is a resident of that state or performed more than 50% of regularly assigned duties there. For interstate truck drivers: wages are taxed only by the driver's state of residence, regardless of where miles are driven.

Per Diem at the DOT Transportation-Worker Rate

The IRS special M&IE rate for transportation workers subject to DOT Hours of Service is $80 per day within the continental US and $86 per day outside CONUS, per IRS Notice 2025-54 (Oct 1, 2025 – Sep 30, 2026). Under a properly structured accountable plan, employers can exclude 80% of the per diem rate ($64/day) from FICA — saving approximately $2,500 per driver per year.

Motor Carrier Act Exemption

Drivers are largely exempt from federal overtime under 29 USC §213(b)(1) — but the exemption is narrower than most carriers assume. It does not apply to vehicles under 10,001 lbs in some state contexts, or to drivers who make interstate runs fewer than 4 times per month. California's daily overtime rules (8 hours/day trigger) don't have a Motor Carrier Act carveout.

Workers' Compensation for Trucking Companies

The average workers' comp rate for general trucking operations is approximately $6.33 per $100 of payroll — roughly $7,795 per year per business. At an average truck driver salary of $84,351, annual workers' comp costs per driver range from $6,748 to $12,652.

Monopolistic States

Four states — North Dakota, Ohio, Washington, and Wyoming — are monopolistic: you must purchase workers' comp through the state fund.

Reducing Your Premium

Experience Modification Rate (EMR) is the single biggest factor in your premium calculation. Practical strategies: written safety program (documented), expanded drug testing, return-to-work program with modified duty, regular pre-trip inspection audits, forward-facing dashcams.

Driver Retention Strategies

Replacing a single driver costs $8,000 to $15,000. With industry turnover at 72–81% for truckload carriers (ATRI/ATA 2024), a 10- truck carrier losing 8 drivers per year spends $64,000–$120,000 annually on replacements alone.

What Drivers Actually Want (2025 PDA Retention Report)

1. Equipment reliability — well-maintained, modern trucks
2. Miles and earnings predictability — consistent work and pay
3. Operational execution — loads ready, minimal detention, efficient routing
4. Communication — two-way, transparent, responsive management

Pay Structures That Retain Drivers

• Detention pay: $20–$25/hour after the first two free hours
• Sign-on bonuses: $1,000–$10,000+ structured as 50% at 30 days, 50% at 90 days
• Safety bonus: $100–$500 per quarter with a clean record
• Tenure bonus: $0.01–$0.03 per mile increase with each year of service — the single most effective tool for reducing 1–3 year turnover

The 2026 FMCSA Regulatory Calendar Every Carrier Must Know

• January 5, 2026 — Clearinghouse annual limited query deadline. Missing a single driver: up to $5,833 per-occurrence.
• January 10, 2026 — Paper medical examiner's certificate eliminated. Verify via CDLIS/MVR going forward.
• November 18, 2024 (ongoing) — Clearinghouse-II enforcement. CDLs can be downgraded within 60 days of prohibited status — continuous monitoring is the only reliable signal.
• Watch for 2026 — Fentanyl addition to DOT drug panel. NPRM expected. Monitor Federal Register and update policy documentation when finalized.

Preparing for a DOT Compliance Audit

A DOT audit isn't a question of "if" — it's "when." Every new interstate carrier undergoes a mandatory New Entrant Safety Audit within 12–18 months. For a detailed preparation checklist, see our DOT Audit Checklist for Trucking Companies 2026.

The Seven CSA BASICs and 2026 Intervention Thresholds

The Three Safety Ratings and Consequences

• Satisfactory — Controls adequate. Continue operating.
• Conditional — Deficiencies present. Insurance premiums increase 15–40%. Shipper/broker disqualification from load boards. Must implement corrective action plan.
• Unsatisfactory — 45 days to demonstrate compliance or face revocation. Operating after a final Unsatisfactory rating: penalty up to $33,252 per day.

Pre-Audit Document Organization

Structure your audit binder in the exact order FMCSA auditors follow:

1. Driver Qualification Files (per driver)
2. HOS/ELD Records and supporting documents
3. Drug and Alcohol Testing Program records
4. Vehicle Maintenance and DVIR records
5. Accident Register and post-accident testing files
6. Financial Responsibility (MCS-90, insurance filings, operating authority)

Carriers that hand over a pre-organized binder get through audits 30% faster and receive fewer follow-up document requests.

How HRForge Helps Trucking Companies Manage All of This

Maintaining 18-document DQ files for every driver, tracking medical card expirations, running annual Clearinghouse queries, managing a drug testing schedule, staying current on multi-state payroll obligations, preparing for DOT audits — this is a full-time job. For a small carrier owner who's also dispatching loads, managing maintenance, and handling customer relationships, something inevitably falls through the cracks.

HRForge is built specifically for trucking companies with 1 to 500 employees. Not a generic HR platform with a trucking add-on — designed from the ground up around the regulatory reality of motor carriers. The platform tracks every document in your driver qualification files, alerts you before medical cards and Clearinghouse queries expire, manages your drug testing schedule, and keeps your records audit-ready at all times.

Frequently Asked Questions