What Employers Should Know!
What Employers Should Know When Hiring Non-CDL Drivers:
Most employers hiring non-CDL drivers may overlook certain essential points during the hiring process. While the hiring process for non-CDL drivers is often easier and moves faster than for CDL drivers, most employers miss out on a number of important basics. These oversights could make their hires and hiring processes non-compliant with DOT regulations.
If carriers resort to non-CDL driver staffing solutions to fill vacant positions, they can rest assured that the hiring process will adhere to DOT rules. So, before you begin hiring for open non-CDL positions in your fleet, use this resource as a checklist and a general guideline of things you need to keep in mind before you begin.
What Is a Non-CDL Driver?
A non-CDL driver operates commercial vehicles like trucks and vans for work purposes.
Non-CDL drivers can operate vehicles like box trucks or straight trucks under 26,001 lbs GVWR (Gross Vehicle Weight Rating). They can also drive taxis, food delivery trucks, cargo vans, sprinter vans, pickup trucks, and utility vehicles within DOT (Department of Transport) requirements.
Such drivers do not require the Commercial Driver’s License (CDL) because they do not operate sophisticated trucks or vans that require highly specialized driving skills.
A non-CDL license is also what is issued by a state’s Department of Motor Vehicles (DMV) for driving personal vehicles.
What are the Types of non-CDL Licenses?
There are different types of non-commercial driver’s licenses, depending on the state and vehicle type.
Class D (Most Common Non-CDL License)
The Class D non-CDL license covers personal vehicles and small commercial vehicles under 26,000 lbs GVWR. Class D license holders can drive cars, SUVs, minivans, pickup trucks, small delivery vans, and some box trucks as long as they’re under 26,000 lbs and not carrying hazardous materials.
Class C (Non-CDL version in some states)
Do not confuse this with the CDL Class C license! Some states issue Non-CDL Class C licenses for passenger or light transport use. With this license, the driver can operate passenger vehicles carrying fewer than 16 people, including the driver, small transport vans, or shuttle services like hotel shuttles.
Class E (available in certain states, like New York and Florida)
The class E non-CDL license is similar to the common Class D license, and it’s used for personal and light commercial driving. Drivers can operate passenger cars, light trucks, and small vans in these states.
Restricted or Endorsed Non-CDL Licenses
Some states add endorsements or restrictions to regular licenses rather than creating new classes.
For example:
The “F” or “Z” endorsement for non-CDL school bus or farm vehicle operators
The “J” or “R” endorsement for certain chauffeur or ride-share-type drivers
Mandatory Federal and State Requirements for Non-CDL Drivers
When hiring for non-CDL driver positions, employers must make sure that their hires adhere to federal and state laws.
In case employers need an urgent hire or replacement, it is considered wiser to avail of driver recruiting services. Temp agencies provide a wider pool of pre-screened applicants to fill positions, ensuring your operations can continue.
A few mandatory federal and state requirements for non-CDL drivers that employers should be mindful of include:
The driver should own a valid non-CDL driver’s license issued by the state. It will be classified as a non-CDL Class D license in most cases, but there are state-wise variations.
Be mindful of the minimum age requirements. It varies by state. For intrastate operations, drivers should be 18 years and above. For interstate operations, drivers should be a minimum of 21 years old.
Medical requirements for non-CDL drivers also vary from state to state. A few points that should be checked by employers include physical conditions that impair driving, vision issues, epilepsy, mental conditions, and hearing checks. The driver should pass a valid DOT medical exam, though there are some exceptions for non-CDL drivers.
Certain states require non-CDL drivers to complete a requisite number of hours in continuing education to maintain their licenses. It is also desirable if a driver has completed courses on defensive driving, first aid training, and vehicle maintenance training.
How To Maintain DOT Compliance When Hiring Non-CDL Drivers
To make sure that your hiring process is DOT-compliant, here are some points you’ll need to keep in mind.
Employers must keep on their records individual DQFs or Driver Qualification Files to verify that a driver is capable of operating the commercial vehicle. DQFs must be kept for the duration of employment and three years after termination, containing records of qualifications and safety history.
Some items, like annual MVRs, reviews, and physical exams, can be removed after 36 months.
While DOT drug testing isn’t required for non-CDL drivers, employers may enforce their own programs.
Employers must also follow drive-time regulations, including rest breaks and hour limits, though non-CDL drivers within a 150-air-mile radius may qualify for a short-haul exemption using time records instead of ELDs.
A DQF should include:
Driver’s Employment Application
The driver's employment application should contain details going back to a minimum of 3 years, such as past employers, driving violations, and accidents (if any).
Safety Performance History
Acquire the Safety Performance History from the driver’s previous employers. It should contain details about general driving behavior, accidents, and substance abuse violations, if any.
MVR Check
The employer needs to conduct an MVR check within 30 days of hiring a non-CDL driver. After that, an MVR check must be completed every year.
Also, an MVR check covers the driver’s record for the past 3 years and will have details of all the states where they have held a license and any disqualifying offenses.
Road Test Certification
Non-CDL drivers need to pass a road test. Any road test conducted within the past 3 years may suffice.
Physical Examination
Drivers need to undergo a DOT physical examination performed by a medical examiner registered with the National Registry of Certified Medical Examiners. This test needs to be performed every two years to ensure that the driver is medically fit to continue operating the vehicle.
Alcohol and Drug Testing Inquiries
Employers must ask candidates if they’ve failed or refused a drug or alcohol test in the past three years. Those with positive results or refusals must complete the return-to-duty process before taking safety-sensitive roles. FMCSA drug testing doesn’t apply to non-CDL drivers.
Annual Driver Violations Certification
Signed annual certification of motor vehicle law violations by the driver.
Important Things To Mention In Your Job Opening for Non-CDL Drivers
When hiring for non-CDL driver positions, there are some important things to keep in mind. Specify all the non-negotiable expectations from your end, along with requirements on which you don’t mind being flexible.
Here’s a brief list of the important things employers should mention when hiring by themselves or through a driver recruiting service.
Clearly specify the pay, expected working hours, home time, schedule, route details, breaks, how day-to-day operations work, performance bonuses, and employee benefits, if any. If you are using a driver recruiting service, the more specific the requirements, the faster you’ll find a suitable candidate.
Disclose whether the job has any customer service-related aspects, like full White Glove services, installation, repairs, etc. Mention if the driver is expected to help with unloading or work to meet urgent or sudden delivery demands.
Mention if you have a policy to randomly drug test your drivers. Also, mention if you need drivers to log times with an ELD.
If you plan on conducting a road test or checking if the driver is familiar with operating a particular van or truck, mention this at the outset.
How to Hire Reliable Non-CDL Drivers Quickly
While some carriers do post their jobs on job boards and manage their recruitment by themselves, some opt for non-CDL driver staffing solutions.
Non-CDL driver staffing solutions save carriers time, resources, and effort when it comes to filling vacancies.
Since a truck driver recruiting agency maintains a pool of truck drivers, it can pull suitable candidates for your requirements.
If you have a sudden demand surge, seasonal requirements, unexpected openings, or are looking to expand your fleet, working with a driver recruiting service is advantageous and convenient since it is faster and saves you time.
Conclusion
When hiring for non-CDL driver positions, employers should be mindful of following the rules made by the DOT or the Department of Motor Vehicles (DMV). Failure to comply may result in hefty fines or suspensions. The onus is on the company to be compliant.
A more time-saving option for hiring non-CDL drivers would be to take the help of driver recruiting services from OTR RECRUIT. Stay DOT-compliant in your hiring with a vast pool of pre-screened drivers for both non-CDL and CDL positions.
Fill up positions faster, meet sudden demands quickly, and complete the entire onboarding process within a few days. Reach out to OTR RECRUIT for a consultation today!
Frequently Asked Questions
What vehicles are legal for a non-CDL driver to drive?
Non-CDL drivers can operate light-duty vehicles such as cargo vans, small box trucks, pickup trucks, passenger vans, and other vehicles under 26,001 pounds GVWR. These vehicles are used for local deliveries, moving services, courier work, and last-mile transportation.
What’s the difference between non-CDL drivers and CDL drivers?
Non-CDL drivers operate smaller vehicles that don’t require a commercial driver’s license. CDL drivers handle larger commercial vehicles like semi-trucks, tractor-trailers, or buses. CDL drivers must undergo specialized training, testing, and meet stricter federal safety regulations.
Can a CDL driver work in non-CDL driving roles?
Yes, CDL drivers can take non-CDL driving jobs, but these roles usually pay less and require fewer qualifications.
