* Required Information

APPLICATION CHECKLIST

Please make sure the following items are completed so we can process your application in a timely manner.

Please note, we cannot hire you as an employee until all items are completed.

  • Completed Application (all documents signed and completed)
  • Copy of Class-A Driver’s License (must be current - no permits)
  • Copy of Social Security Card
  • Copy of your DMV Medical Card (front and back)
  • Copy of Current DMV printout (must be within the previous 30 days)
  • Copy of Milk License (if applicable)

We are willing to make copies in our office for any of the above items if you are not able to.

If you are sending your application by mail, you will need to attach a copy of all the documents listed above.

We appreciate your interest in our organization. In compliance with Federal and State equal employment opportunity laws; qualified applicants are considered for all positions without regard to: race, color, religion, sex, sexual orientation, national origin, age, marital status, veteran status, no-job related disability or any other protected group status.

A clear understanding of your background and work history will help us evaluate your qualifications for employment.

APPLICANT INFORMATION

* If you have resided at the above residence for less than three years; list below all residences for the past three years. Attach a separate sheet if necessary.

We may refuse to hire relatives of present employees if doing so could result in actual or potenal problems in supervision, security, safety, or morale or create conflicts of interest.

***You can leave below blank if you have attached your resume

EMPLOYMENT HISTORY

List all present and past employment. Start with the most recent employer for the last 3 years, including any unemployment or self-employment periods and all commercial driving experience for the past 10 years.

DRIVER EXPERIENCE AND QUALIFICATIONS

Driver License(s) held in past 3 years must be shown.

Class of Equipment

Accident Record

Write down all accidents for the last 3 years.

Physical History

The Federal Motor Carrier Safety Regulations (49CFR391 Subpart E) requires that all driver applicants pass certain physical tests before they are hired to drive a motor vehicle.

EEO/Affirmative Acion/Veteran Disclosure Form

Moga is committed to EQUAL EMPLOYMENT OPPORTUNITY (EEO), AFFIRMATIVE ACTION and VETERAN EMPLOYMENT practices. We ask applicants VOLUNTARILY provide the following information to monitor compliance with various governmental requirements.

EMERGENCY CONTACT INFORMATION

USE OF PERSONAL PROTECTIVE EQUIPMENT


I the undersigned understand and agree that as a condition of acceptance as a co-employee by Moga I am required to wear/use the following personal protective equipment supplied and/or required by the company.

COMPANY SUPPLIED VEST, UNIFORM (T-SHIRT), ID BADGE, CHLORINE TEST STRIPS, HARD HAT

APPLICANT SUPPLIED ICE CHEST, POCKET THERMOMETER (DAIRY PICKUPS), SMALL TOOL KIT, FULL PANTS OR JEANS, WORK BOOTS (NO SPORTS SHOES), RAIN GEAR, SEALABLE BAG FOR EMPTY SAMPLE BOTTLES

I agree to inform my supervisor with the Company immediately upon the failure or any of the above listed equipment so the same can be repaired or replaced.

ALCOHOL AND CONTROLLED SUBSTANCE STATEMENT


The Federal Motor Carrier Safety Regulations 49CFR40.25(j) requires all persons with applying for a driving position requiring a commercial driver’s license to answer the following questions:


If you answered yes to either of the above questions,please provide proof that you have completed the DOT return to duty requirements.

I have read, or had read to me, a copy of this policy and I understand the consequences of violating the policy, including my obligations under the testing policy. If I did not understand the policy, I have asked for and have received an explanation. I specifically understand that my eligibility for benefits may be forfeited or reduced if I am injured on the job and either refuse to be tested or test positive for drugs or alcohol.

All co-employees are prohibited from manufacturing, cultivating, distributing, dispensing, possessing or using illegal drugs or other unauthorized or mind altering or intoxicating substances while on Company property (including parking areas and grounds), or while otherwise performing their work duties away from Company property. Included within this prohibition are lawful controlled substances, which have been illegal or improperly obtained. This policy does not prohibit the and proper use of lawfully prescribed drugs taken accordance with the prescription.

Moga is in agreement with the Federal Government that marijuana is a controlled substance and will not recognize medical marijuana as a legitimate prescription. A positive result for marijuana will be treated the same as any other positive test result, even is an employee has a medical marijuana prescription.

All employees are prohibited from distributing, dispensing, possessing or using alcohol while at work or on duty. Furthermore, off duty alcohol use, while generally not prohibited by this policy, must not interfere with an employee’s ability to perform the essential functions of his/her job.

Employees may be required to submit to drug/alcohol screening whenever there is a reasonable suspicion that they have violated any of the rules set forth on this policy. Reasonable suspicion may arise from, among other factors, supervisory observation, co-worker reports, performance decline, attendance or behavioral changes, results of drug searches or involvement in a work related injury or accident. Additionally, co employees in safety sensitive positions may be tested on a random or periodic basis.

TIME/LOG SHEETS

It is mandatory for all drivers to record time and loads on Timesheets or Log Books depending on Local or Line work.

You are to also record 30 mins for lunch and 10 mins for breaks as “Off Duty” on the document. At those shipping and receiving facilities that have break areas and where drivers are not required to attend the transport vehicles while loading and unloading, drivers shall record the time as “Off Duty”. During the “Off Duty” time, drivers are relieved from duty, including all care and custody of the vehicle and cargo.

Drivers are at liberty to pursue any activity when the locked company vehicle is safely and legally parked. If any period of “Off Duty” time exceeds 1/1/2 hours, please call dispatch. You are required to take 10-minute rest periods per 4 hours worked or major fraction thereof.A rest period is not authorized for those employees whose daily work time is less than 3 ½ hours. After a work period of not more than 5 hours employees are to take a meal period of no less than 30 minutes, except that when a work period of not more than 6 hours will complete the day’s work the meal period may be waived by mutual consent of the employer and employee, please get a waiver form from the office.

If you cannot be relieved of all duty when you need to take your meal break it will be considered as “On Duty” and counted as time worked. If you are “On Duty” during your meal period, please get an “On Duty” agreement form from the office.

APPLICANT AGREEMENT


I certify that I have read and understood all of this employment application. It is agreed and understood that the employer or his agents may investigate the applicant’s background to ascertain any and all information of concern to applicant’s record, whether same is of record or not,and applicant releases employers and other persons named herein from all liability for any damages on account of his furnishing such information. I understand that,as an applicant for a position with this company, I may be asked to demonstrate that I am capable of performing tasks that are pertinent to the job.

It is also agreed and understood that under the Fair Credit Reporting Act, Public Law 91-508, I have been told that this investigation may include an investigate Consumer Report, including information regarding my character , personal reputation personal characteristics and mode of living. These reports are required by sections 382.413.391.23 & 391.25 of the Federal Motor Carrier Safety Regulations.
I agree to furnish such additional information and complete such examinations may be required to complete my employment file.

I have not knowingly withheld any information that might adversely affect my chances for employment and that the answers given by me are true and correct to the best of my knowledge.I further certify that I, the undersigned applicant, have personally completed this application. I understand that any omission or misstatement of material fact on this application or any document used to secure employment shall be grounds for rejection of his application or for immediate discharge if I am employed, regardless of the time elapsed before discovery. If hired, I agree to abide by all the rules and policies of the employer.
I understand that nothing contained in the application or conveyed during any interview which maybe granted or during my employment, if hired,is intended to create an employment contract between me and the Company. In addition, I understand and agree that if I am employed, my employment is for no definite or determinable period and maybe terminated at any time, with or without prior notice, at the option of either myself or the Company,and that no promises or representations contrary to the foregoing are binding on the Company unless made in writing and signed by me and the Company’s president.

In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification document form upon here.
I also agree to comply with any drug testing policy, which Moga may adopt,and I specifically agree to post accident drug testing to the full extent permitted by law. I acknowledge that I am required to promptly report all incidents of discrimination, harassment, or retaliation, regardless of the offender's identity or position to Moga Transport, including but not limited to harassment based on race, sex, sexual orientation, pregnancy, age, religion, national origin, ancestry, mental or physical handicap, disability or marital status.

It is agreed and understood that if qualified and hired, I will be on a 90-day probationary period during which time I may be disqualified without recourse.

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