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forced dispatch

If you’ve been around trucking long enough, you’ve definitely heard the words “forced dispatch” even if they weren’t directed at you. Drivers often have a strong reaction to forced dispatch (for good reason), and we want to make sure you have all the details to protect yourself AND keep a good relationship with your dispatcher

1. What Is Forced Dispatch?

Forced dispatch, in simple terms, means that a company says that a driver MUST take a load. If a truck driver is unable to take a load or has legitimate reasons that they do not want to take the load, companies that force dispatch say, “Take it anyway.” 

In the early to mid-1900s, the Teamsters union worked hard to eliminate forced dispatch. In the early days of trucking, forced dispatch was more common. The Teamsters made a lot of progress and it became much less common. Unfortunately, as the Teamsters have become less powerful, there is a rise in companies forcing dispatch again, and it is making a comeback.

2. The Bottom Line

We’re jumping ahead a little bit here, but this is important. If you remember nothing else from this article, remember this part. Forced dispatch and driver coercion are illegal. Unfortunately, that does not mean it doesn’t happen. With forced dispatch, there can be a lot of pressure from dispatchers to take a load even when it’s not safe for you. Protect yourself as a professional driver.

Forced dispatch and driver coercion are illegal. Protect yourself. If you cannot safely take a load, turn it down.

Once you’re behind the wheel, safety is your responsibility. So, if you cannot safely take a load, turn it down. If there is backlash from the company, document the incident with the FMCSA. Forced dispatch is illegal and you have to keep yourself safe. That said, be careful about turning down loads. Have legitimate reasons and always be polite and professional.

3. When Should You Refuse A Load?

As a driver, the most important thing to do is protect yourself. So, when is it reasonable to refuse a load? There are several completely legitimate reasons to refuse a load. The first is mechanical issues. If your truck is not in safe condition to drive, don’t take the load. Similarly, if YOU are not in a safe condition to drive because of illness or exhaustion, don’t take the load. If taking the load will put you in violation of HOS rules, that’s another good reason to refuse the load. Remember, ultimately, once you take the load, it’s the driver’s responsibility to deliver the load safely. So, if you know before you leave that you won’t be able to deliver the load safely, don’t take it. 

There may be times that you don’t want to take a load, but because you don’t feel like it is not a legitimate reason on its own. If your dispatcher feels like you turn down a lot of loads or that your reasons aren’t legitimate, making you happy with good loads might not be a priority for them. So, make sure your reasons are good when you refuse loads.

4. The FMCSA Has Your Back

forced dispatch complaintWith the decline of the Teamsters, there was a rise in forced dispatch again. Luckily, a few years ago, the FMCSA issued a ruling that penalizes companies who unsafely force dispatch on drivers. Companies can face up to a $16,000 fine if they are in violation of this ruling. If you have a coercion or forced dispatch complaint, file your complaint in writing to your Division Office or online through the National Consumer Complaint Database. Be prepared to share ELOGS and a clear message about why you are refusing the load. If the FMCSA decides the complaint is valid, they will follow up with action against the company.

5. Is Forced Dispatch A Big Deal?

Ultimately, whether or not forced dispatch is a problem in your company will depend on the driver and the company. Some drivers say that it isn’t a problem in their company. Others hate it. Your reaction will probably depend a bit on your driving philosophy. If you are very particular about your loads, you may feel dispatchers are forcing you into loads you don’t want. On the other hand, if the company is not abusing forced dispatch, drivers who are open-minded about their loads may never run into a bad dispatch situation. It really comes down to whether the company is taking advantage of drivers by unsafely using forced dispatch. Make sure you find a company that is a good fit for you.

The FMCSA made unsafe forced dispatch and driver coercion illegal. Protect yourself as a driver. Make safe decisions about when you are able to safely deliver a load and when you are not. If you have a complaint, send it to the FMCSA to deal with any company that violates their rule.

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CDL trucking jobsOne veteran driver in Dalton, GA, is setting new drivers up to get CDL trucking jobs and keep them: through CDL trucking school.

John Smith, founder and instructor at Big Rig Driving Academy, a new CDL truck driving school, has worked in the trucking industry for 20 years.

In a story in Transport Topics magazine, he says he feels well prepared to start a CDL training school

However, Smith’s Big Rig Driving Academy is taking a different approach to training drivers for CDL trucking jobs.

Training geared toward driver retention

In its story, Transport Topics writes:

Overall, Smith now knows all about big trucks — about driving them, inspecting them and filling them with drivers. Two decades in various roles in fleet safety and recruiting, he feels, has prepared him well to start a CDL trucking school and equip new commercial drivers with the information they need to not only get jobs, but also keep them.

Smith’s school is unlike many other driver training programs

Prior to acceptance into the program, students sit down with Smith and talk not only about the program, but their interest in a career in trucking. Smith said throughout his career at corporate trucking companies he has seen many new drivers go through training and go out on the road, only to throw in the towel and quit before hitting the six-month mark.

“There’s a better way to get people ready,” Smith said, “and the industry needs that.”

Currently, the trucking industry faces a major shortage of around 35,000 to 40,000 drivers, and the gap is projected to widen over the next six years, according to American Trucking Associations. The industry has struggled to bring new, young workers into driving, even as veteran drivers leave.

Today, the average age of American truck drivers is 49

ATA Chief Economist Bob Costello said greater competition for workers. CDL school costs are two factors leading to the shortage.

Plus, driver turnover at large fleets remains very high, with many large companies replacing up to 95% of their drivers every year.

Smith sees all these issues and believes commercial driving schools can do more on the front end to better vet recruits and better prepare the ones who choose a career in driving. His vision for Big Rig Driving Academy means establishing a reputation as a leader in driver education.

“If the Ivy League had CDL trucking schools, we would probably be in it,” he said. “We’re the elite, I think, CDL school around here.”

The first round of classes at the school starts this month. For more on Smith’s vision, read the rest of the Transport Topics story here.

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Among those with CDL driver jobs that new drivers are likely to quit within the first 90 days on the job. Looking deeper into this dramatic fact, CCJ magazine conducted a survey of 423 fleet management subscribers seeking a solution to high turnover at trucking companies.

Typically, smaller carriers experience lower turnover than larger companies. However, CCJ wrote, “the results show early driver turnover remains a significant area of concern.”

About 18% of surveyed fleets lose between 25-50% of new drivers in the first 90 days.

61% say they experience less than 25% turnover in the first 90 days, and 19% generally lack turnover in that period.

To reduce early driver turnover, fleets focus on managing job expectations and helping drivers adapt to a new culture. Forty percent of fleet managers say mismatched job expectations is the main reason drivers quit, followed by 27% who say early turnover is primarily a result of new drivers not fitting into their culture.

More than 45% of respondents said they changed their onboarding process last year.

The strategies that made the biggest difference include: managing expectations, new pay programs and incentives, and new training technology, to name a few.

Businesses of all types use customer relationship management (CRM) systems for sales and marketing campaigns. Moreover, some fleets use software to manage driver communications, especially during the onboarding period.

EBE Technologies adds a driver relationship management system (DRMS).

This serves as another option for its SHIPS lifecycle platform. The platform features different modules designed to automate workflow in driver recruiting, safety, compliance, payroll, scorecards and more.

Fleets can use its new DRMS to set up automated communication plans for various “touch points” with drivers during the onboarding period, says Cindy Nelson, vice president of business development for EBE. For example, automatic notifications can be sent to HR, maintenance, payroll, and other departments. Therefore, this holds them accountable for contacting drivers and meeting their needs.

A number of other strategies, training techniques, and technologies also improve the onboarding experience of drivers.

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find-cdl-truck-driver-jobs

Want to find a job you love?

Drive My Way matches drivers with jobs based on their qualifications and lifestyle preferences.

Find Better Today