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The Department of Transportation/Federal Motor Carrier Safety Administration requires companies that have big trucks, especially those that drive interstate, to keep files on their drivers. These are called DQ (Driver Qualification) files and consist of an application for employment, a driver’s record (which you’ve checked over), negative pre-employment and random drug and alcohol testing reports, and copies of their valid commercial DLs and health cards (i.e., Medical Examiner’s Certificates).A state trooper had gotten angry with us for some reason, so he referred us for an audit, which did occur in a limited form. Basically, it was limited to collating mechanic’s repair reports with driver’s need-repairs reports and looking over the DQ files. It turns out that the auditor liked us; he seemed to have a genuine affinity for our little trucking operation, and so he performed a very limited audit, which we passed, with only a couple of infractions noted.If I remember there were two infractions, both of which being easy to fix.One was that he noted the owner/President of the company did not have an application for employment.—I took the owner a job application. He wrote in his name and information. For job wanted, he put boss.For references, he listed me, myself, and I (three references). How long had these people known him? He put down his age.For salary requested, he wrote as much as I can get. Signed it, dated it.I filed it away, and I guess he was hired over 30 years after he started the company.

Yes. Years ago, I was working for one of the US’ billion dollar companies. I was working 60 hours a week with no reward for five years. So - I found a better job. After resigning and giving appropriate notice, I went to my new job.Two weeks later, I received a letter informing me that the company had decided to review all of my expense account statements for the last five years and, although all of them had been previously approved by my boss, they wanted me to reimburse them for my expenses. I notified them that I had submitted a letter of complaint to the state’s Department of Labor (which I did). The company’s Executive Vice President wrote me a letter trying to defend their illegal practice. I rebutted it.After the company was contacted by the Department of Labor indicating that the DOL was going to investigate the company’s behavior, the company dropped their request for reimbursement. A few months later, I found that the company was facing bankruptcy and had divested itself of most of its lines of business. I think that this was an appropriate end to a dishonest company.

I would add a few important pieces of information to the discussion about hiring a foreign worker under the H-1B program. First of all, the employer is required to pay the USCIS filing fees for the employee. Second of all, if the employment does not work out, the employer must pay for the employee’s return trip to his home country. The employer must also be sure to withdraw the Labor Condition Application as well as the H-1B petition. Before legal fees, the H-1B filing fees are as follows:Base filing fee:· $325American Competitiveness and Workforce Improvement Act of 1998 (ACWIA) fee:· $750 for employers with 1 to 25 full-time equivalent employees, unless exempt.· $1,500 for employers with 26 or more full-time equivalent employees, unless exempt.Fraud Prevention and Detection fee:· $500 to be submitted with a request for initial H-1B status or with a request for a beneficiary already in H-1B status to change employers (does not apply to Chile/Singapore H-1B1 petitions).OPTIONAL Premium Processing fee:· $1,225 for employers seeking Premium Processing Service.There are a variety of options in addition to the H-1B that are available to start-ups, including potentially the TN, H-3, E-2, E-3, J-1, L-1, O-1 and more. It’s best to consult a business immigration attorney when considering hiring a foreign employee as there are many potential options.I more than agree with previous posters regarding the need for immigration reform. But, here we are.