Commercial Driver Employment Application: Fill & Download for Free

You get the passport before you travel. The government makes it easy (if not particularly quick.) Once you have a passport, your employer will figure out what kind of visa treatment you may need, if any. Passport Application & Passport Renewal

Cost of compliance is a big one. — I used to work as a manager of a concrete plant; I had drivers who only drove locally, and I had haul truck drivers who went out of state (and drove in-state) to pick up rock, and sand, and other aggregates (e.g., precursor materials, contract-specific materials, stuff I liked to keep in inventory for sale to the general public off the yard), and they often had to keep good paper log books (for compliance with the DOT FMCSA regs); by the time I was about to leave that job, there were new regulations concerning time driving; mandatory 15-min breaks which might happen 15 mins after they started driving.Much of it was tedious, costly, and arbitrary.One time while I was in command we got a letter that we were being formally audited, because a state trooper had referred us for being an unsafe motor carrier.We had gotten flagged because various mechanical issues kept being found while some of our trucks were driving through a specific area.We had an in-house mechanics’ shop and in-house mechanics. — When a driver noticed a problem, that truck was taken out of service and put into the shop. A mechanic would buy the parts necessary to fix the problem; he would put in the labor; and, then he would write-up a report about what he had done.All of the parts invoices, and all of the mechanics’ reports, went into a file relating to that truck, and then it was put back into service.However, none of this meant that, if the truck were pulled over again, some other problem would not be found. When you have 18 wheels and tires on a tractor-trailer combination, and you haul around 24 tons (48,000 pounds) on the way back, something else may become technically wrong with the truck; it happens in transit; and, also, whatever problem the mechanics just fixed may become a problem again due to the weight and the stresses involved in 8 to 13 hours of driving per day.The driver does not carry proof the problem was fixed with him on his run. So, if the same person finds the same problem (→ he’s looking for that especially, of course), then it looks like we were doing nothing to keep the trucks in good repair.So, we were flagged for DOT audit.I had to stop what I was doing to go and meet with the auditor. I had to mobilize the office to get all of the records he wanted to see.He wasn’t interested in seeing log books or anything like that. He was just going to do a limited audit, to the ire of the trooper, viz. repair records and driver qualification (DQ) files.He gave us time to collect all of those records for him. When he came back to review them, I had to make my day free for him. — As I was the CFO of the company, the manager of the plant, and responsible for the mechanics’ shop, I had to be there, because if something was missing that he needed, I was the person who could make everyone stop and focus on that problem, right then and there.He toured the mechanics’ shop. I told him that, if we could not do something in-house, then we’d send the truck to various places that were better suited to do it, and I showed him proof of that.He reviewed our records, and — by the end of it — he found two violations.One of them was that the President of the corporation (and its sole owner) did not have an employment application. — That was a DQ file violation. — It’d never occurred to me that the man who started the company would have to have an employment application, when he (technically) had the power to hire or fire anyone. — All of the rest of his DQ file was correct. He had random drug tests just like anyone else. He had to have a commercial driver’s license (CDL). We, with regular periodicity, checked to make sure his CDL was valid, just like anyone else.I can’t remember what the other violation was, but it had nothing to do with repairs on the trucks. It’s so menial that I just don’t even remember what it was about.After all that time I wasted, and easily fixing the two problems the auditor found, the auditor leaned over and said, “I know the trooper who reported you guys. He is angry at y’all for some reason, and I don’t think I should have even come. You’re doing everything you’re supposed to do, and he is going to be furious when he reads my report.”After that, I told him that I really wanted to be compliant in all ways. Did he have any literature I could read so I could learn more?→ When we received our final report from him, inside the envelope was a CD. I put the CD into the computer, and it brought up a folder with a file. — When I opened the file, the document was over 1,000 pages long.I’m not against governmental supervision. — But, sometimes, it is arbitrary, and the more arbitrary it is, the more it costs the business to deal with it.This is a reason many companies choose to subcontract out their hauling efforts to big trucking companies, which are not immune to the same issues themselves. — They just build the nuisance costs into their pricing model and charge it to you.Of course, when you’re selling commodities already, and your margins are thin, you want to try to do as much as you can on your own — to preserve those already thin margins.Only when you grow, grow, grow your enterprise can you afford to subcontract these things out to people who can deal with the nuisance, and probably charge you for the nuisance whether they incur it or not.The truth is that you can break the law without ever intending to break the law. — I sent a driver out, one time, and he failed to tarp down his load, which cost him $150. That was a ticket on-him.However, I’d mixed up the wrong tractor-trailer combination — never knowing I had lowered the amount of weight that combination could haul — and, my mistake cost $1,500.That ticket was also assigned to the driver, but I told the driver what to do and what to get, and so I would’ve had to be the grandson of Mengele to leave that burden on the driver, who was doing nothing more than what I had told (ordered) him to do. — He’d followed my directions, so — unfortunately — it was on me, and on the company.That was a choice I made; but, again, as we do not intend to break the law, we also don’t intended to be wretched, unethical business people either.—The driver knew he screwed up by not tarping down his load. He’d been driving since he was 15 or 16 (yes — back in the day, you could drive big trucks at that age, albeit if you were male), and his old age was what prevented him from following the law. Sad, but not really an excuse.He had to eat that one. — And, I can’t say that I wasn’t very angry with him for breaking the law, because if he hadn’t so blazingly broken the almost most basic law of truck driving — secure your loads — he never would’ve gotten pulled over; the trooper never would’ve done so many tests; and, he never would’ve found the trailer to be too short for the load it was carrying.So, I/the company would never have gotten the $150 x 10 ticket.Nonetheless, that weight/length issue was on me. The failure-to-secure issue was on him. — We both suffered.And, I checked the 1,000 pages of literature I got from the auditor to figure out why I got the weight/length issue wrong; but, since what he gave me was a federal safety (DOT) guidebook, it didn’t address the state issue, which led to the $1,500 ticket.I guess there is a 1,000-page booklet for the state, as well.

First and foremost, I’d suggest that anyone who is currently using cannabis in Illinois - recreational or medicinal - who has a job (or not), to read the Illinois Cannabis Regulation & Tax Act.Not only does it provide you with absolutely everything you’d want to know about the cannabis situation in Illinois, but it can actually help you in this case.The good news is, in this case, everything you could want to know is in Article 10. I won’t spoil the ending for you, but you may be in a better position than you thought.Sit back and get your eyeglasses out, because it’s going to be quite a read:You should definitely pay attention to Section 25:(410 ILCS 705/10-25)Sec. 10-25.Immunities and presumptions related to the use of cannabis by purchasers.(a) A purchaser who is 21 years of age or older is not subject to arrest, prosecution, denial of any right or privilege, or other punishment including, but not limited to, any civil penalty or disciplinary action taken by an occupational or professional licensing board, based solely on the use of cannabis if (1) the purchaser possesses an amount of cannabis that does not exceed the possession limit under Section 10-10 and, if the purchaser is licensed, certified, or registered to practice any trade or profession under any Act and (2) the use of cannabis does not impair that person when he or she is engaged in the practice of the profession for which he or she is licensed, certified, or registered.(b) A purchaser 21 years of age or older is not subject to arrest, prosecution, denial of any right or privilege, or other punishment, including, but not limited to, any civil penalty or disciplinary action taken by an occupational or professional licensing board, based solely for (i) selling cannabis paraphernalia if employed and licensed as a dispensing agent by a dispensing organization; (ii) being in the presence or vicinity of the use of cannabis or cannabis paraphernalia as allowed under this Act; or (iii) possessing cannabis paraphernalia.[1]Don’t get too excited, we’re not done yet. Section 35 spells out all of the people who CANNOT use cannabis, and states:(410 ILCS 705/10-35)Sec. 10-35.Limitations and penalties.(a) This Act does not permit any person to engage in, and does not prevent the imposition of any civil, criminal, or other penalties for engaging in, any of the following conduct:(1) undertaking any task under the influence of cannabis when doing so would constitute negligence, professional malpractice, or professional misconduct;(2) possessing cannabis:(A) in a school bus, unless permitted for a qualifying patient or caregiver pursuant to the Compassionate Use of Medical Cannabis Program Act;(B) on the grounds of any preschool or primary or secondary school, unless permitted for a qualifying patient or caregiver pursuant to the Compassionate Use of Medical Cannabis Program Act;(C) in any correctional facility;(D) in a vehicle not open to the public unless the cannabis is in a reasonably secured, sealed container and reasonably inaccessible while the vehicle is moving; or(E) in a private residence that is used at any time to provide licensed child care or other similar social service care on the premises;(3) using cannabis:(A) in a school bus, unless permitted for a qualifying patient or caregiver pursuant to the Compassionate Use of Medical Cannabis Program Act;(B) on the grounds of any preschool or primary or secondary school, unless permitted for a qualifying patient or caregiver pursuant to the Compassionate Use of Medical Cannabis Program Act;(C) in any correctional facility;(D) in any motor vehicle;(E) in a private residence that is used at anytime to provide licensed child care or other similar social service care on the premises;(F) in any public place; or(G) knowingly in close physical proximity toanyone under 21 years of age who is not a registered medical cannabis patient under the Compassionate Use of Medical Cannabis Program Act;(4) smoking cannabis in any place where smoking is prohibited under the Smoke Free Illinois Act;(5) operating, navigating, or being in actual physical control of any motor vehicle, aircraft, watercraft, or snowmobile while using or under the influence of cannabis in violation of Section 11-501 or 11-502.1 of the Illinois Vehicle Code, Section 5-16 of the Boat Registration and Safety Act, or Section 5-7 of the Snowmobile Registration and Safety Act;(6) facilitating the use of cannabis by any person who is not allowed to use cannabis under this Act or the Compassionate Use of Medical Cannabis Program Act;(7) transferring cannabis to any person contrary to this Act or the Compassionate Use of Medical Cannabis Program Act;(8) the use of cannabis by a law enforcement officer, corrections officer, probation officer, or firefighter while on duty; nothing in this Act prevents a public employer of law enforcement officers, corrections officers, probation officers, paramedics, or firefighters from prohibiting or taking disciplinary action for the consumption, possession, sales, purchase, or delivery of cannabis or cannabis-infused substances while on or off duty, unless provided for in the employer's policies. However, an employer may not take adverse employment action against an employee based solely on the lawful possession or consumption of cannabis or cannabis-infused substances by members of the employee's household. To the extent that this Section conflicts with any applicable collective bargaining agreement, the provisions of the collective bargaining agreement shall prevail. Further, nothing in this Act shall be construed to limit in any way the right to collectively bargain over the subject matters contained in this Act; or(9) the use of cannabis by a person who has a school bus permit or a Commercial Driver's License while on duty.As used in this Section, "public place" means any place where a person could reasonably be expected to be observed by others. "Public place" includes all parts of buildings owned in whole or in part, or leased, by the State or a unit of local government. "Public place" includes all areas in a park, recreation area, wildlife area, or playground owned in whole or in part, leased, or managed by the State or a unit of local government. "Public place" does not include a private residence unless the private residence is used to provide licensed child care, foster care, or other similar social service care on the premises.(b) Nothing in this Act shall be construed to prevent the arrest or prosecution of a person for reckless driving or driving under the influence of cannabis, operating a watercraft under the influence of cannabis, or operating a snowmobile under the influence of cannabis if probable cause exists.(c) Nothing in this Act shall prevent a private business from restricting or prohibiting the use of cannabis on its property, including areas where motor vehicles are parked.(d) Nothing in this Act shall require an individual or business entity to violate the provisions of federal law, including colleges or universities that must abide by the Drug-Free Schools and Communities Act Amendments of 1989, that require campuses to be drug free.(Source: P.A. 101-27, eff. 6-25-19; 101-593, eff. 12-4-19.)[2]Hopefully you sat there and read all of that, because I’m not going to sit here and explain all of the people/jobs who CAN’T use cannabis.Maybe you skipped all of it because you just want the answer all nice and tidy and spelled out for you. Tricked you, because we’re not done yet.Section 50 is the real meat and potatoes. Hopefully you got this far. If you have, I commend you:(410 ILCS 705/10-50)Sec. 10-50.Employment; employer liability.(a) Nothing in this Act shall prohibit an employer from adopting reasonable zero tolerance or drug free workplace policies, or employment policies concerning drug testing, smoking, consumption, storage, or use of cannabis in the workplace or while on call provided that the policy is applied in a nondiscriminatory manner.(b) Nothing in this Act shall require an employer to permit an employee to be under the influence of or use cannabis in the employer's workplace or while performing the employee's job duties or while on call.(c) Nothing in this Act shall limit or prevent an employer from disciplining an employee or terminating employment of an employee for violating an employer's employment policies or workplace drug policy.(d) An employer may consider an employee to be impaired or under the influence of cannabis if the employer has a good faith belief that an employee manifests specific, articulable symptoms while working that decrease or lessen the employee's performance of the duties or tasks of the employee's job position, including symptoms of the employee's speech, physical dexterity, agility, coordination, demeanor, irrational or unusual behavior, or negligence or carelessness in operating equipment or machinery; disregard for the safety of the employee or others, or involvement in any accident that results in serious damage to equipment or property; disruption of a production or manufacturing process; or carelessness that results in any injury to the employee or others. If an employer elects to discipline an employee on the basis that the employee is under the influence or impaired by cannabis, the employer must afford the employee a reasonable opportunity to contest the basis of the determination.(e) Nothing in this Act shall be construed to create or imply a cause of action for any person against an employer for:(1) actions taken pursuant to an employer's reasonable workplace drug policy, including but not limited to subjecting an employee or applicant to reasonable drug and alcohol testing, reasonable and nondiscriminatory random drug testing, and discipline, termination of employment, or withdrawal of a job offer due to a failure of a drug test;(2) actions based on the employer's good faith belief that an employee used or possessed cannabis in the employer's workplace or while performing the employee's job duties or while on call in violation of the employer's employment policies;(3) actions, including discipline or termination of employment, based on the employer's good faith belief that an employee was impaired as a result of the use of cannabis, or under the influence of cannabis, while at the employer's workplace or while performing the employee's job duties or while on call in violation of the employer's workplace drug policy; or(4) injury, loss, or liability to a third party if the employer neither knew nor had reason to know that the employee was impaired.(f) Nothing in this Act shall be construed to enhance or diminish protections afforded by any other law, including but not limited to the Compassionate Use of Medical Cannabis Program Act or the Opioid Alternative Pilot Program.(g) Nothing in this Act shall be construed to interfere with any federal, State, or local restrictions on employment including, but not limited to, the United States Department of Transportation regulation 49 CFR 40.151(e) or impact an employer's ability to comply with federal or State law or cause it to lose a federal or State contract or funding.(h) As used in this Section, "workplace" means the employer's premises, including any building, real property, and parking area under the control of the employer or area used by an employee while in the performance of the employee's job duties, and vehicles, whether leased, rented, or owned. "Workplace" may be further defined by the employer's written employment policy, provided that the policy is consistent with this Section.(i) For purposes of this Section, an employee is deemed "on call" when such employee is scheduled with at least 24 hours' notice by his or her employer to be on standby or otherwise responsible for performing tasks related to his or her employment either at the employer's premises or other previously designated location by his or her employer or supervisor to perform a work-related task.(Source: P.A. 101-27, eff. 6-25-19; 101-593, eff. 12-4-19.)[3]SO WHAT DOES IT ALL MEAN?!?!?!?!!The bad news first.You might be one of those people who isn’t technically allowed to use cannabis in the first place. In that case, you’re probably going to get fired. Sorry!Also, if your employer has any sort of “Drug Free Workplace” or zero-tolerance policy, you’re kind of shit out of luck. They’re legally allowed to fire you - the legalization of recreational cannabis doesn’t null & void the employer’s rights in their place of business (which you may have already agreed to by signing a contract to work there). Sorry!The good news now —If you were partaking legally, your job doesn’t have any sort of explicit “Drug Free” policy, you’re not “restricted” in any way — there’s nothing they can really do about it.Hopefully you read Article 50 up there, because it does spell out some caveats - mainly about being under the influence in the workplace. Every situation will be unique, which is why I urged you in the first place to READ THE ACTUAL LAW. Every one of my footnotes link to the law itself, so you have no excuses.If you TRULY were partaking in cannabis OUTSIDE of work hours, there is NO “Drug Free” or zero-tolerance policy, and you AREN’T one of the “restricted” occupations, you can’t be fired and you get to work (and smoke) another day.Keep in mind, because of legalization and all of these provisions, employers are undoubtedly updating their policies regarding cannabis/drugs.Please make sure you are staying CURRENT on your jobs policies!Update 7/22/2020 - It’s been pointed out to me that some people with federal jobs might not realize that their federal job prohibits use of a federally illegal substance. Although I don’t understand how someone could possibly be that disconnected from the obvious, I guess I can understand the need for clarification — As a federal employee, there is NO exception for cannabis use, regardless of the legal status of cannabis in the state you live in.Footnotes[1] 410 ILCS 705/ Cannabis Regulation and Tax Act.[2] 410 ILCS 705/ Cannabis Regulation and Tax Act.[3] 410 ILCS 705/ Cannabis Regulation and Tax Act.