You can check your DAC report online through HireRight’s candidate support portal at support.hireright.com. Federal law entitles you to one free copy every 12 months, and HireRight has to deliver it within 15 days of receiving your request. Because this report follows you from carrier to carrier and shapes hiring decisions in trucking, pulling it regularly and fixing errors early is one of the better habits a CDL driver can build.
Requesting Your Report From HireRight
HireRight is the company that compiles and maintains DAC reports, and it has a dedicated page for drivers to request their file. Go to support.hireright.com and find the DAC report request section. The form asks for standard identifying information: full name, mailing address, date of birth, Social Security number, and your driver’s license number along with the issuing state.
Under the Fair Credit Reporting Act, HireRight is classified as a nationwide specialty consumer reporting agency because it maintains employment-history files on consumers. That classification is what entitles you to a free copy once in any 12-month period and requires delivery within 15 days of your request.1Office of the Law Revision Counsel. 15 USC 1681j – Charges for Certain Disclosures You can also request additional copies outside that annual window, though HireRight may charge a small fee for those.
After you submit the form, expect an identity verification step. HireRight typically mails the report by U.S. mail rather than posting it for download, so build that delivery time into your planning. If you need it faster, call HireRight and ask about expedited options.
What You’ll See on the Report
A DAC report is a portable work history that trucking companies share with each other through HireRight’s database. When a previous employer reported to that database, the entries can include:
- Employment dates and positions: which carriers you worked for, when you started and left, and your role.
- Reason for leaving: whether you resigned, were laid off, or were terminated, along with whether the employer would rehire you.
- Accident records: dates and basic details of any DOT-reportable incidents during your employment.
- Drug and alcohol testing: results from pre-employment, random, post-accident, and reasonable-suspicion tests.
- CDL information: license class, endorsements, and any restrictions or violations.
Not every employer reports to HireRight, so a gap on the report doesn’t necessarily mean missing history. When a carrier does report, though, a single negative entry can close doors for a long time.
How Far Back the Report Goes
Employment information generally stays on a DAC report for up to 10 years. After about seven years from the date your employment ended, HireRight restricts what it discloses. At that point the report typically shows only start and end dates with the former employer; detailed work record information, rehire eligibility, reason for leaving, and accident history are no longer disclosed. Drug and alcohol violations follow the reporting windows set by FMCSA regulations, which focus on the most recent three years of safety-sensitive employment history.2eCFR. 49 CFR 391.23 – Investigation and Inquiries
Disputing Errors on Your DAC Report
HireRight is legally required to follow reasonable procedures to assure maximum possible accuracy in your file.3Office of the Law Revision Counsel. 15 USC 1681e – Compliance Procedures When something slips through, the FCRA gives you the right to dispute it at no cost.
You can file a dispute online through the candidate support portal, by phone, or by mail to HireRight, Attn: Applicant Care Team, 14002 E. 21st Street, Suite 1200, Tulsa, OK 74134.4HireRight Candidate Support. Dispute the Accuracy of My Background Report or Testing Results Be specific about which entry you’re challenging and attach documentation: pay stubs showing different employment dates, a letter from a former employer correcting a termination reason, or test records showing a clean result.
Once HireRight receives the dispute, it must reinvestigate and resolve the matter within 30 days. That window can stretch to 45 days only if you send additional relevant information during the initial 30-day period. If HireRight finds the disputed item inaccurate, incomplete, or unverifiable, it must correct or delete the entry.5Office of the Law Revision Counsel. 15 USC 1681i – Procedure in Case of Disputed Accuracy
If HireRight Won’t Fix the Error
If HireRight refuses to correct a real error after a proper dispute, the FCRA gives you two paths depending on how the company behaved.
For willful violations, where HireRight knowingly or recklessly ignored its obligations, you can recover statutory damages between $100 and $1,000 without proving a specific financial loss. A court can also award punitive damages, and must award your attorney’s fees if you win.6Office of the Law Revision Counsel. 15 USC 1681n – Civil Liability for Willful Noncompliance For negligent violations, where the company simply failed to follow proper procedures, you can recover actual damages, such as lost wages from a job you didn’t get, plus attorney’s fees.7Office of the Law Revision Counsel. 15 USC 1681o – Civil Liability for Negligent Noncompliance
The attorney’s fees provision matters in practice. Many FCRA attorneys take these cases on contingency because the statute shifts legal costs to the losing side, so you don’t necessarily need money upfront to pursue a legitimate claim.
What a Carrier Must Do Before Rejecting You
A trucking company that decides not to hire you based on something in your DAC report cannot simply go silent. Federal law requires a two-step process before the carrier takes adverse action. First, the employer must give you a pre-adverse action notice that includes a complete copy of the report it relied on and a written summary of your rights under the FCRA. That gives you a chance to review the report and flag anything wrong before the decision becomes final.8Federal Trade Commission. Using Consumer Reports: What Employers Need to Know
If a carrier skips that step and rejects you without providing the notice and the report, the carrier has violated the FCRA, and you may have a claim against the employer in addition to any claim against HireRight for inaccurate reporting. This is the practical reason to pull your own DAC report before you need it. Knowing what it says lets you address problems on your schedule rather than after a carrier has already made up its mind.