| Depending on the transportation agency, the requirements differ: | |
|---|---|
| FMCSA | Must obtain records for 3 years |
| PHMSA | Must obtain records for 2 years |
| USCG | Must obtain records for 2 years |
| FAA | Must obtain records for 2 or 5 years depending on job function |
| FRA | Must obtain records for 2 years |
DOT Testing Records
DISA’s DOT testing records service helps employers meet compliance by retrieving drug and alcohol test histories for safety-sensitive roles—ensuring safe, qualified hires.
DOT Required Previous Testing Records
- Safety-sensitive positions often have specific background check requirements depending on the industry.
- DOT testing history applies to those in safety-sensitive positions who are under DOT regulations.
- Employers are required to obtain drug and alcohol test history information to meet compliance standards and regulations.
DOT Testing History Requirements
When an applicant seeks a safety-sensitive position, they will be asked to consent to allow the new employer to obtain their drug and alcohol testing records. The process is as follows:
- Obtain written consent from applicants to release their drug and alcohol test records (if the employee does not consent, they cannot be hired for a safety-sensitive position)
- Obtain records from each previous employer within the last three years
- Employees can begin working for up to 30 days while their records process
- (If records exceed the 30-day period, the employee can continue to work as long as the employer documents a good faith effort to obtain the records)
What DOT Testing History Records Include
Employers must follow DOT regulations when requesting drug and alcohol testing history, so records must include:
- Alcohol tests with a result of 0.04 or higher
- Verified failed drug tests
- Refusals to test (including verified adulterated or substituted drug tests)
- If the applicant has been denied safety-sensitive positions in the past two years
- Documentation of DOT return-to-duty requirements, including follow-up tests (if applicable)
What is the expected of the former employer?
Under the DOT Rule 49 CFR Part 40, when a former employer receives an inquiry requesting DOT drug and alcohol testing history, they are required to do the following:
- Must provide all information in his/her possession concerning the employee’s DOT drug and alcohol tests that occurred within the two years preceding the inquiry
- This can include information they received about an employee from a former employer
- An employer can provide information about an employee’s DOT drug and alcohol tests that date back more than two years ago without being in violation of agency rules.
DISA's Process
DISA will contact the previous employer once acquiring a release before beginning the investigation. Information provided through our search may include:
- Dates of employment
- Alcohol tests with a result of 0.04 or higher
- Verified positive drug tests
- Refusals to test
- Other violations of DOT agency drug and alcohol testing regulations
- Information obtained from previous employers of a drug and alcohol rule violation
- Documentation, if any, of completion of the return-to-duty process following a rule violation
- If Commercial Motor Vehicle (CMV) was driven and what type
- Reason employee left the company
- Accident information (date, location, # of injuries/fatalities)
- Hazardous spill information
Explore DISA Services
Background Check Offerings
Pre-Employment Background Checks
DISA’s pre-employment background checks offer configurable, compliant screening solutions to help employers hire confidently and meet industry standards.
Criminal Background Check
DISA’s criminal background checks help employers hire safely by uncovering county, state, and federal records—reducing risk and ensuring workplace security.
Civil Background Checks
(Federal & County) - DISA’s civil background checks reveal lawsuits, judgments, and liens to help employers assess risk, prevent liability, and make informed hiring decisions.
SSN Validation
DISA’s SSN Validity Check flags fraudulent Social Security numbers, helping reduce identity fraud and ensure applicants provide valid, SSA-issued SSNs.
Employment Verification
DISA’s employment verifications confirm an applicant’s job history, helping employers ensure accuracy, assess trustworthiness, and make informed hiring decisions.
I-9 & E-Verify
DISA’s I-9 & E-Verify solution streamlines workforce compliance with flexible, remote verification tools—ensuring fast, accurate employment eligibility checks.
State Driving Records
DISA’s State Driving Record checks verify license status and driving history, helping employers ensure safe, qualified hires for transportation and driving-related roles.
Professional Licenses & Credentials
DISA’s professional license verifications confirm certifications directly with accrediting bodies, ensuring applicants are properly licensed, qualified, and free of disciplinary actions.
Credit Reports
DISA’s credit report checks support sensitive hiring decisions by verifying financial responsibility for roles with access to confidential data, cash, or fiduciary duties.
Adverse Action Notices
DISA supports FCRA compliance by helping employers issue required adverse action notices—ensuring candidates are informed and given a chance to dispute background check results.
Personal Reference Verification
DISA’s personal reference verifications provide insight into an applicant’s character, skills, and fit—helping employers make confident, informed hiring decisions.
Government Sanctions Lists
(OFAC/Patriot Act) - DISA’s government sanctions list checks, also known as Patriot Act searches, screen applicants against global watchlists to ensure compliance and prevent hiring prohibited individuals.
Sex Offender Search
DISA’s sex offender searches check state and national registries to help employers identify registered offenders—critical for roles in education, healthcare, finance, and more.
Financial Due Diligence
DISA’s Financial Due Diligence services deliver in-depth, courthouse-sourced investigations to uncover financial risks—protecting your company’s reputation and investment decisions.
Education Verification
DISA’s education verification confirms degrees, dates, and credentials with schools or databases—helping employers ensure applicants meet job qualifications and hiring standards.
For Every Size Business & Industry In One Easy-To-Use Platform
Employment Screening
DISA is easily configurable to fit the way your company recruits. Whether you're a large company managing screening for multiple locations, or a small business needing to run a background check occasionally, we've got you covered.
Add checks to your workflow with pre-built integrations to leading ATS platforms.
Manage recruiting complexities across multiple locations, departments, divisions, and/or clients with central control and consistent processes.
Choose from pre-built packages to save time, or design custom packages to fit specific needs.
Related Information
Background Check Services
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