Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
DRIVER HANDBOOK
Page 49 of 89
OPERATIONS
CUSTOMER RELATIONS/PROFESSIONAL BEHAVIOR
Customers, co-workers, vendors, and any other persons you encounter are to always be treated with
respect and consideration. No one will be permitted to show any disrespect to each other. As a
representative of the Company, employees are expected to leave a good impression with all customers,
vendors, and the public. Violations of this policy could result in disciplinary action up to and including
termination of employment. In turn, if a driver has a problem with a customer, vendor, co-worker, or the
public while performing their job, they should report it to their Dispatcher, the Director of Operations, or the
Director of Human Resources.
EMPLOYEE, DISPATCH, AND MANAGEMENT RELATIONS
BMT cares about their drivers and want to get you home to see your family and friends as much as possible.
Whereas we cannot guarantee drivers will be home on weekends, we will do all that is possible to have
drivers home for their 34-hour reset. In order to do this, drivers and dispatch must work together in the
scheduling process. Drivers are required to contact dispatch for loads within 2 hours of completing your 10-
hour break or 34-hour reset. We always expect all drivers to run 100% legal and depend on you to be
honest with us about your available hours. If you have hours to run, we need you to run.
BMT is a forced dispatch company. If a company driver refuses a load or does not make himself/herself
available to work when there is available work, BMT may consider that as an act of resignation. If you do
not communicate with BMT within 2 consecutive workdays of being off duty without written prior approval,
this will also be considered an act of resignation.
No one can harass office/shop employees or management and there will be no fighting allowed between
employees. Any employee who believes he/she has been mistreated should contact the Director of
Operations or the Director of Human Resources personally to discuss and resolve the situation.
No driver is hired to do only a “specific” job or run. They may be assigned local or regional work or to do a
designated run as work permits. But when freight patterns change, or for other reasons, drivers may be
required to take other runs. Drivers may request certain assignments, and as business permits may be
granted those requests. But, at no time will a company driver be allowed to refuse loads to which they are
assigned. Any company driver who refuses a dispatch assignment, or who abandons a truck, which
includes dropping equipment or a load at a terminal or elsewhere without permission from management,
will be subject to discipline up to, and including termination of employment. In the case of abandoning a
truck, a driver may be held responsible for damages and costs related to the location and retrieval of the
property and damage to equipment or cargo.
DRIVER MANAGEMENT AND CONTROL
The Operations Manager to whom you are assigned is your supervisor and you must maintain a constant
line of communication with him/her. You will always need to keep him/her informed of your movements and
you will need to call dispatch when you are empty. Do not call payroll directly. Your Operations Manager is
the person to help you with any problems such as payroll and equipment. Your Operations Manager is to
be advised of any need to repair equipment and he/she will work in concert with the Maintenance
Department to have your equipment scheduled for repair. The Maintenance Department is to be contacted
immediately on any road breakdowns to facilitate immediate repair.
COMMUNICATION
This is one of the most important responsibilities you, as a driver, will have. You must keep your Operations
Manager informed so they can make the best possible decisions for you and for the customer. When your
Operations Manager knows what you are doing, they can make commitments to our customers, who will
best serve your, as well as the company’s, needs.
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
DRIVER HANDBOOK
Page 50 of 89
Drivers are encouraged to watch bulletin boards and the company website (www.buddymooretrucking.com)
for important notices and communications. These notices and communications may cover such things as
driver safety, employee benefits updates, and other items which you need to be made aware.
ON-TIME APPOINTMENTS
If your Operations Manager requests that you be somewhere at a specific time, there are reasons why you
should be there. You may need to meet a delivery appointment, a crane appointment, or an unloading crew.
If you are delayed for any reason, it is imperative that you contact your Dispatcher and make them aware
of your situation. The customer must be informed of the status of his shipment. Our customer relations are
much better when we can tell a customer the status of their load, even if it is late.
CHANGES
When Dispatch has given you specific directions and they change for any reason, contact your Operations
Manager before you make any commitments.
LOADING DELAYS
Operations Managers and Dispatchers can, at times, expedite dock time if you let them know of specific
situations. If you are delayed by a long load/unload time, it is most important the Operations Manager be
informed. He/she may need to change your appointment time.
DISPATCH METHODS AND PROCEDURES
Buddy Moore Trucking has a forced dispatch system for company drivers. By keeping your Operations
Manager informed, you will find that you are very seldom forced on any dispatch. However, there will be
times when you may not get your choice of load or destination. The Operations Manager has certain
objectives they must accomplish, and sometimes there may be no choice.
If you have specific requirements to be somewhere at a certain time, keep your Operations Manager
informed so that he/she can plan for you. He/she will try to accommodate your needs within the confines of
doing normal business at Buddy Moore Trucking.
SECURING CARGO/EQUIPMENT
Buddy Moore Trucking, Inc. is dedicated to the safe and efficient handling and transporting of our customers
products. The goals of BMT are: 1) ensure the safety of our drivers and 2) ensure the security and integrity
of our customer’s products from point of origin to final destination. The Safety Department is responsible
for administrating the Driver and Cargo Security Policy. The Safety Department has full authority to make
necessary decisions to ensure the success of this policy.
To prevent damage and theft, drivers are never to park company equipment or drop a loaded/unloaded
trailer in a non-secured or unauthorized location. “Permission to Park” authorizations must be on file with
the Safety Department when parking at any location other than the driver’s home address during home
time. Trailers are to only be dropped upon the instructions from Dispatch. Drivers are not to leave the keys
in the ignition and/or leave the unit running while it is unattended. Parking fines, tows, and impound fees
related to unauthorized parking will be considered personal advances and will be deducted from the drivers
pay.
SHIPPER LOAD AND COUNT
Drivers shall follow these procedures to verify load content:
1. In the event a driver is scheduled to pick up a pre-loaded trailer, the driver should inspect the trailer
and the load for proper securement. This guideline applies to outbound loads as well as loads being
picked up and returned to a terminal for spotting/staging.
2. In the event of a live load, drivers are expected to witness the entire loading process. Drivers are
responsible for making sure the cargo is loaded within weight limitations and to ensure the cargo
will ride safely during transit. The driver will ensure the piece count is accurate prior to signing the
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
DRIVER HANDBOOK
Page 51 of 89
Bill of Loading (BOL). Once the driver is satisfied that the cargo matched the shipping papers, they
shall sign the BOL and have the shipping personnel sign and date the BOL.
3. In the case where the driver suspects the load may be over legal limits, he/she should scale the
load at the shipper scales. If no scale is available at the shipper, the driver must call his/her
dispatcher and ask to move to the nearest scale for verification the load is of legal weight. In the
event the load is overweight, the driver must return to the Shipper to remove a portion of the load
in order to make it legal weight.
IN-TRANSIT SECURITY
Drivers shall follow these procedures while in-transit:
1. Dispatch shall make every effort to arrange delivery schedules that minimize in-transit down-time.
In most cases, this means that Dispatch will schedule loads for delivery as early as possible based
on the driver’s available hours and the receiver’s hours of operation.
2. Drivers are expected to take all reasonable and responsible precautions to prevent damage to
company vehicles and theft of cargo while in-transit.
3. For personal protection, safety, and the security of the cargo, drivers are expected to park in safe,
well-lit, designated truck parking locations only (such as reputable truck stops or high-traffic, major
rest areas).
4. Drivers shall always lock their vehicles while in-transit, especially during all time spent in high-risk
areas.
5. When possible, Dispatch shall contact Receivers for the purpose of arranging secure overnight or
after-hours parking for drivers who can safely and legally arrive at their destinations.
6. Drivers are expected to fully understand this procedure and make every effort to maintain regular
contact with Dispatch.
HIJACKING AND CARGO THEFT
Buddy Moore Trucking has adopted the following recommended procedures to deal with attempted
hijacking or cargo theft:
1. Drivers who fall victim to vehicle hijackers or cargo thieves are instructed to notify local police as
soon as possible.
2. Once the proper authorities have been notified, drivers are required to contact company officials
and follow subsequent instructions.
TERMINAL-TO-TRUCK COMMUNCIATION
All the BMT tractors are equipped with technology that enables drivers and dispatchers to communicate
with each other 24 hours a day, 7 days a week. Drivers are expected to use this technology to keep
Operations informed and up to date regarding their current status. This same technology enables BMT to
track its equipment. Any incident of drivers failing to check in when required, or equipment showing unusual
or unexpected deviations in planned routing, shall be assumed to be suspicious and highly irregular.
Immediate action shall be taken in such situations. Drivers are expected to fully understand this procedure
and make every effort to maintain regular contact with dispatch. Any tampering with this equipment maybe
grounds for immediate termination.
ARRIVING AT STOP OFF/DESTINATION
Drivers shall follow these procedures upon arriving at a stop-off or destination:
1. Upon arrival at the destination or stop-off, drivers shall check in with the responsible receiving
person(s) to notify them of arrival, show proof of identity, and receive unloading instructions. Drivers
shall follow receivers and consignees unloading instructions and obey all customer plant safety and
security rules.
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
DRIVER HANDBOOK
Page 52 of 89
2. Once permission to unload has been given, the driver shall proceed to the unloading location and
secure the vehicle. No company vehicles shall be left unattended until the driver is satisfied that
the vehicle is secure from moving.
3. Drivers shall supervise the unloading process. In the event of cargo damage, overage, shortage,
or any other discrepancy, drivers shall contact their Safety Department immediately for instructions
and to report the cargo claim incident.
4. After the unloading process has been completed, the driver shall get the appropriate paperwork
signed by the responsible receiving employee and contact dispatch for the next assignment or
instructions.
REQUIRED PAPERWORK
It is extremely important for you to turn in or send in your delivery paperwork after you deliver each load.
We must have the delivery paperwork to bill our customers. All drivers should comply with the following
BMT paperwork requirements:
1. All required forms should be filled out completely and accurately.
2. Always record the tractor and trailer number, trip number, drivers name, etc., as directed.
3. It is the driver’s responsibility to keep up with the BOL’s. If the driver loses the bills, he/she will lose
his pay for that load. Make sure each BOL is signed and dated.
4. Always check your bills against your load. The driver is responsible for picking up the correct trailer.
5. All paperwork (log sheets and BOL’s) must be turned in weekly in order to receive your payroll
check. If the driver is unable to turn the paperwork into the BMT office, he/she should follow the
instructions of the payroll department.
Before leaving the shipper, always verify that your bills match your dispatched information. Inform your
dispatcher of any differences.
TRACTOR/TRAILER CHECK-IN PROCEDURES
1. Lock brakes on tractor
2. Release trailer brakes
3. Turn on all lights including four-way flashers
4. Fill out trailer inspection sheet completely
5. Inspect trailer
OUT OF ROUTE MILES
Miles ran out of route without prior approval will be charged back to the driver at a rate of $1.25 per mile
plus any tolls incurred. If you have any questions about routing on your trip, contact your Operations
Manager.
FUEL STOPS
Only approved fuel stops are to be used. In order to buy fuel at an unauthorized location, the driver must
call his/her Operations Manager before fueling. Any truck that runs out of fuel due to driver negligence may
result in the driver being charged for the cost associated with getting the truck back up and moving. The
driver may also be subject to disciplinary action up to and including discharge.
BACK CHARGES
Deductions from employee wages will be made in accordance with regulating state statutes. These charges
will include:
Any employee that resigns or is discharged within a 90-day probation period of employment will be
charged a $50.00 fee for their initial pre-employment drug test.
Any employee that resigns or is discharged within a 90-day probation period of employment will be
charged a $75.00 fee if they received a BMT-provided physical examination within that period.
Any employee that receives a payroll cash advance will be charged a $1.75 processing fee.
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
DRIVER HANDBOOK
Page 53 of 89
Any employee that resigns within 6 months and received a sign-on bonus, that bonus will be
recouped by BMT.
If an employee leaves or is terminated and leaves the truck in such disarray that another driver
cannot easily get in and use it, a $100 cleaning fee will be assessed.
THEFT OF COMPANY PROPERTY
Any employee caught stealing or attempting to steal funds, selling company property, fuel, and/or cargo is
subject to immediate discharge and may be held liable for the costs.
DRIVER LOGS
BMT is strongly committed to full compliance with the current Federal Hours of Service regulations
(including E-logs), as well as any additional local regulations which may apply. The hours of service
(logging) regulations are part of the Federal Motor Carrier Safety Regulations (FMCSR), specifically
contained in Part 395. BMT drivers should use only the forms provided by the company to keep track of
their time. Following are guidelines on what BMT expects in completion of the required documents.
General Log Information
1. ELD (computer) malfunction: Note the malfunction and notify the Safety Department within 24
hours. Reconstruct the previous 7-days unless the driver already has the records or retrieves them
from the ELD.
2. Paper logs cannot continue for more than 8 days after the malfunction; a driver continues to record
hours on a perp log beyond 8 days risks being placed out-of-service.
3. Inspections
a. Pre-trip and Post-trip Inspections: 2 inspections are required per day.
i. Pre-trip at the beginning of your day.
ii. Post-trip at the end of your day.
b. Any defects must be noted on your DVIR report and the defects must be corrected.
4. DOT Inspection
a. All drivers are expected to cooperate with all DOT and State officials.
b. All DOT inspections must be turned in ASAP. Driver with DOT inspections that result in NO
VIOLATIONS will be paid $200.00. Drivers with violations to the driver may result in
disciplinary action up to and including termination of employment or cancellation of your
lease.
5. Tampering with the ELD (computer) may result in termination of employment or cancellation of your
lease.
Hours of Service
1. 30-minute break: within eight (8) hours of the start of your fourteen (14)-hour period, you must take
a thirty (30)-minute break (off duty or sleeper berth).
2. Load checks should be conducted at the first fifty (50) miles and after every 150 miles, or three (3)
hours, and at every change of duty status.
3. 11-hour rule: maximum driving time after ten (10) consecutive hours off.
4. 14-hour rule: drivers are limited to working within a fourteen (14) hour window. This includes driving
and on duty time.
5. 70-hour rule: you may no longer drive after you have worked seventy (70) hours during any period
of eight (8) consecutive days.
6. On-duty time: time spent loading, unloading, fueling, toll and weight tickets, pre-trip and post-trip
inspections, DOT inspections, accidents and attending to accidents, post-accident and random
drug testing.
7. Off-duty time: any time that is not driving time, on-duty time or sleeper berth.
8. Sleeper berth: any time spent in the sleeper berth compartment of the unit.
9. Driving time: all time behind the wheel is driving time.
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
DRIVER HANDBOOK
Page 54 of 89
SUBMITTING PAPERWORK
Your paperwork must be provided to payroll as instructed in order to receive compensation for those loads.
Paperwork includes all BOL’s, all receipts, (repairs, lumper, etc.). When you receive your BOL’s, please
look at the signature of the shipper. If you cannot read it, please ask that person to print their name on the
bills.
Failure to turn in your paperwork in a timely manner will result in your check being held until it is
received.
BILLS OF LADING (BOL’s) SHOWING LOAD TIMES
Some customers include the time of loading on the bills. When there is a time on your BOL, you must log
loading at that time. Be sure to check the following customers for times on their BOL: Jefferson-Smurfitt at
Panama City, FL.; Jefferson-Smurfitt at Brewton, AL.; Recycled Paper at Metairie, LA., Recycled Paper at
Davie, FL.; Recycled Paper at Perdue Hill, AL.; Alabama Newsprint at Clairborne, AL. and Clyattville, GA.
Some of the customers have in-bound and out-bound times on the scale receipts. These times must be
logged accordingly.
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
DRIVER HANDBOOK
Page 55 of 89
EQUIPMENT
PROPER USE OF EQUIPMENT
1. Truck appearance – company drivers are expected to maintain their assigned equipment in a clean
and well-maintained manner and immediately report maintenance issues to the Maintenance
Department. Management may inspect any unit at any time. Independent Contractors should keep
their equipment in a well-maintained manner and adhere to all local, State, and Federal rules and
regulations relating to tractor/trailers.
2. Unauthorized use of vehicles – drivers and other authorized employees will not allow an
unauthorized individual to operate a company vehicle. No exceptions! Disciplinary action may be
taken. Additionally, if unauthorized use results in an accident, the responsible employee will be
required to make restitution for the damages.
3. Personal property – drivers should take care to secure personal property left in units between trips
or during time off, as BMT will not be held responsible for theft of, vandalism to, or loss of driver’s
personal belongings. Items left in the truck after a driver terminated employment will be immediately
disposed of in the manner most convenient to the Company. BMT will NOT store personal items
for drivers.
4. Staying with company equipment – drivers are expected to stay with equipment except during
regular lunch hours or if authorized by management. Leaving a vehicle unattended invites theft and
vandalism. If allowed to park equipment at home between trips, drivers must assure that the
equipment is left in a secured location and must have “Permission to Park” authorizations on file
with BMT if the property on which the equipment is parked does not belong to the driver.
5. Equipment modification – for safety reasons, no one will be permitted to modify company
equipment in ANY WAY without prior WRITTEN permission from the Director of Operations or the
Safety Department. Anyone violating this rule may be subject to immediate discharge. These
modifications include all mechanical, electrical, exterior, or interior modifications as well as
unhooking satellite tracking devices. Nothing is to be connected directly to the battery. Drivers are
to use internal power plug-ins for electrical power needs.
6. Loading trailers – when the driver loads his/her own trailer he/she must count the product before
signing for the load. Drivers signing for a load without first taking count and then having a shortage
may be held responsible for that shortage. Drivers must also make every effort to count all
preloaded trailers whenever possible. When that isn’t possible, the bills should always be noted
with shipper load and count. At a delivery, if a claim for shortage is made, sign bills for loaded
trailers with the notation “shipper load and count”, make the proper notifications on the bills and
contact the Safety Department. No BMT driver is to use any powered lift truck (forklift) or powered
hand pallet truck to load or unload any freight. Non-powered hand trucks are excluded. If any
shipper or consignee requests that a driver use any powered hand trucks to load/unload a trailer,
the driver is to politely tell them that they are not trained or authorized to do this and inform their
Dispatcher immediately. The Dispatcher will communicate with the customer to resolve the issue.
7. Cutting weight off loads – drivers are not allowed to cut weight from a load or accept a load of
less/more weight than dispatched without authorization from their Dispatcher.
8. Securing cargo – when a driver picks up a loaded trailer it is his/her responsibility to properly secure
the load in/on their trailer. To prevent shifting cargo, drivers must make sure that the cargo is
properly secured per the shipper’s instructions or Part 393, Subpart I of the FMCSA regulations.
Drivers are to call the Safety Department with any problems.
9. Backing under trailers and trailer heights – drivers are to be sure that they never back under a
trailer when there is someone in it or on it. Trailers should be low enough so the fifth wheel will lift
the trailer slightly. If the trailer is too high, it can lock on above the fifth wheel, or it can go over the
fifth wheel and damage the back of the cab. Drivers are responsible for being hooked up correctly
before pulling away.
10. Axling loads – all states have a gross weight law of 80,000lbs. Some states have what they call
bridge laws, which means there must be a certain distance between each group of axles to carry
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
DRIVER HANDBOOK
Page 56 of 89
the maximum weight on any group of axles. Drivers are expected to familiarize themselves with the
weight laws and procedure to redistribute loads to make them legal.
11. Checking cargo (as per DOT) – drivers are required to follow the FMCSA regulations concerning
periodic checks on their cargo while in route.
12. Company property – drivers are responsible for all assigned accessorial equipment (i.e., chains,
bridges, tarps, edge protectors, etc.).
13. Sweeping out trailers – each time a driver drops a trailer, they are to make sure that the trailer is
cleaned out, which may involve sweeping, removing bracing, etc. Remember when sweeping out
a trailer to make sure you know where the end of the trailer is in relation to your position. DO NOT
SWEEP IT OUT BACKWARDS. When sweeping the trailer, make sure to have your back to the
front of the trailer so you can see the back and know when you reach the open doors.
14. Dropping loaded trailers – no loaded trailer is to be dropped without a support under the dollies. If
no cement slab space is available for loaded trailers, the driver must use sound hardwood under
the dollies.
15. Checking wheels after being parked – drivers are to check every wheel on the tractor and trailer to
be sure they are turning after being parked for more than 15 minutes. This is especially important
when temperatures are below freezing, as the brake shoes may freeze to the drums.
16. Idling policy – drivers are expected to shut their trucks off when they are not occupied. Idling
guidelines are set at a maximum of 30% to accommodate comfort during rest periods. Idling in
excess of that amount creates unnecessary expense related to fuel burned and wear and tear on
engine components.
REPAIRS AND TIRES
1. Maintenance is the only department who can authorize the purchase of supplies or repairs to
equipment. All repairs and tires must be pre-authorized. When broke down, drivers are to telephone
Dispatch or Maintenance for instructions.
2. For security purposes and to save time, drivers should have the following information available
when telephoning:
Your specific location
Your employee ID
Your manifest number
Your tractor/trailer number
3. Procedures – drivers are to pay close attention to and follow the instructions from Maintenance on
completing the repair and submission of supporting documentation. Drivers are required to turn in
receipts for all repairs.
4. Repair limits – repairs to equipment are limited to the problem telephoned in. Drivers are not
allowed to ask the repair facility to adjust brakes or look at the air conditioner, etc. In repairing the
original problem, you are to telephone Maintenance if repairs are being made that have not been
authorized. Drivers may be asked to make minor adjustments in route with the help of a company
mechanic. This will save everyone valuable time and keep maintenance costs under control.
EQUIPMENT RED TAG POLICY
When a piece of equipment is inoperable, defective or unsafe, the operator is required to obtain a red tag
from the shop and attach it to the defective equipment in an easily visible location. The red tag indicates
the equipment is “Out of Service” and is not to be operated until repaired.
When a trailer being dropped at a plant is being red-tagged, the driver must write on the Bill of Lading (BOL)
the trailer is red-tagged before the receiving clerk signs the BOL.
Violation of this safety policy will result in disciplinary action and could result in termination of employment
with BMT or the cancellation of your lease.
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
DRIVER HANDBOOK
Page 57 of 89
INSPECTION PROCEDURE
Buddy Moore Trucking does not tolerate the operation of equipment that is unsafe. Furthermore, and finally,
we forbid that such equipment be dispatched or driven. If during your pre-trip inspection, you learn that the
equipment assigned to you does not meet the standards described in the following pages, take that vehicle
out of service and follow the procedure described below:
1. Write up the unsafe condition on your Daily Vehicle Inspection Report.
2. Do not operate the equipment until a person who is qualified to determine if it is safe has signed
off the report. This will usually be a mechanic…sometimes it may be you, if, for example, you
replace a light bulb.
3. If you still believe the vehicle is unsafe, contact your Operations Manager and discuss the matter.
It is mandatory that equipment damages get reported immediately and prior to moving the equipment.
Damages that are not reported prevent the Company from recovering any cost from the entity that may
have caused the damages. Violations of the policy may result in disciplinary action up to and including
termination of employment.
LEGAL REQUIREMENTS
Federal and State laws require inspection by the driver. Federal and State inspectors may also inspect
commercial vehicles. An unsafe vehicle can be put “Out of Service” until the driver/owner fixes it.
Per the FMCSA regulations, a driver is responsible for performing three (3) types of inspections:
1. The pre-trip inspection is a systematic parts and system check done before each trip. Its purpose
is to find problems that can cause accidents, breakdowns, or poor performance. Such inspections
are required by law for interstate trucking and are required by company policy.
2. During in route inspection, the driver should check the rigs controls and instruments while driving.
At each stop, he/she should also check critical items including the cargo.
3. The post-trip inspection is a thorough check at the end of each trip, day, or tour of duty which is
necessary on every vehicle driven or pulled and is required by the Company. It must include
completing a vehicle condition report listing any problems you find.
Federal Regulations also require a yearly safety inspection with a decal or sticker verifying the inspection
has been done. A Buddy Moore Trucking service inspection sticker meets the requirements of the Federal
Regulations and must be in place before leaving the company’s property. Failure to have this inspection
sticker could result in very expensive fines for the driver and the company. Unless otherwise directed, this
annual inspection will be conducted at the BMT Shop.
Things that should be checked include:
Fluid levels
Service and parking brakes: (running tests and retests of brakes can be accomplished smoothly
by braking and should be made as soon as possible after leaving the truck parking area. In
route brake tests should be made frequently including tests at crests of grades, prior to railroad
crossing stops and while driving on a road with a wet surface.
Steering mechanisms
Lights and reflectors
Tires
Wheels and rims
Horn
Windshield wipers
Rear vision mirrors
Emergency equipment, i.e. fire extinguisher(s), reflectors
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
DRIVER HANDBOOK
Page 58 of 89
The goals of a proper inspection are:
1. To identify:
A part or system that is malfunctioning or has already failed or is missing
A part or system that is in imminent danger of failing or malfunctioning
A part or system that is all right or is functioning properly
2. Knowing what to look for and having a consistent routine to follow when performing the inspection.
3. Avoiding unnecessary down time associated with equipment failures and to protect the company’s
safety scores by identifying and rectifying issues prior to travel on the highways.
FOR SAFETY DURING A TRIP, YOU SHOULD:
Watch gauges for signs of trouble.
Use your senses to check for problems (look, listen, smell, feel).
CHECK CRITICAL ITEMS WHEN YOU STOP
Tires, wheels, and rims
Brakes
Lights
Brake and electrical connections to trailer
Trailer coupling devices
Cargo securing devices
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
DRIVER HANDBOOK
Page 59 of 89
PROPER PRE & POST TRIP INSPECTION SEQUENCE
PROPER PRE & POST TRIP INSPECTION
SEQUENCE
• Wheel, Rim, & • Fuel • Fifth Wheel • Suspension &
Tire Assembly
Tanks, Air Frame
• Left Front Tanks & • Rear Attachments
Suspension Drains
• Battery Suspension, • Brake Chambers &
• Left Front Brake Box Frame
• Fluids • Exhaust Attachments, & Brake Linkage
• Belts and Hoses System Axles • Brake Adjustment
• Components • Frame • Wheels, Rims, &
• Steering • Air & • Brake Chambers
Electrical Tires
Linkage Lines & Brake Linkage
• Front Axle and • Brake • Load Security,
4
Frame Adjustment Covering, &
• Rear Wheels, Reefer Chute
3
Rims, & Tires
• Rear Lighting &
Reflectors
56
• Brake
• Headlights Lights
• Turn
• Turn
Signals
• Windshield 2 7 • Signals
& Wipers Tail, Marker,
Reflectors &
Clearance
Lights
1 10 9 8
• Wheel, • Gauges & • Fifth Wheel • Suspension &
Rim, & Tire Warning Devices Assembly
Frame
• Left Front • Steering Wheel • Rear Attachments
Suspension & Pedals
Suspension, • Brake
• Left Front • Mirrors & Glass Frame
Brake • Heater/Defroster Attachments, & Chambers &
• Seat Belts Axles Brake Linkage
• Fluids • Emergency • Brake
• Belts and • Brake Chambers Adjustment
Equip • Wheels, Rims,
Hoses • Horn Chambers & & Tires
• Components Brake Linkage
• Steering • Documents • Brake • Load Security,
Adjustment
Linkage • Rear Wheels, Covering, &
• Front Axle Rims, & Tires Reefer Chute
• Rear Lighting &
and Frame Reflectors
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
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Page 60 of 89
VEHICLE MAINTENANCE
Vehicle maintenance can take the form of three (3) distinct programs: preventive maintenance, demand
maintenance, and crisis maintenance. While all three (3) types have their role, the most cost-effective
control is preventive maintenance. The groundwork for a good preventive maintenance program starts with
management and is finalized by the Maintenance Department. A review of the manufacturer’s specifications
and recommendations for periodic preventive maintenance is conducted to ensure adequate maintenance
procedures.
Preventive maintenance (PM) is performed on a mileage basis as directed by the Maintenance Department.
A typical PM includes oil/filter changes, lubrication, tightening belts and components, engine tune-ups,
brake work, tire rotation, hose inspection/replacement, and radiator maintenance.
Demand Maintenance is performed only when the need arises. Some vehicle parts are replaced only when
they actually fail. These include light bulbs, window glass, gauges, wiring, air lines, etc. Other “demand
maintenance” items involve vehicle components that are work based on information from the vehicle
condition report.
Crisis Maintenance involves a vehicle breakdown while on the road. While situations of this type may
happen regardless of the quality of the PM program, it is an expensive alternative to not having an effective
PM program at all. Crisis maintenance situations should be minimized through proper PM procedures.
Servicing/Maintenance of Trucks and/or Trailers
When the truck or trailer is due servicing or needs repairs, proceed as follows:
1. Fill out work order report. Please include the next departure date and time on the work order so
mechanics will know when you need your equipment, these forms are kept in the driver’s room.
2. Reporting trailer damage: each time you hook to a trailer, inspect the trailer before moving the
trailer. If you notice any damage, you must report it before moving it. If the trailer is at a customer’s
yard and the damage appears fresh, report the damage to someone of authority before moving the
trailer. Also contact the BMT Maintenance Department and report the damage during the business
hours.
3. When reporting trailer damage, be sure to give the date, your name, your tractor number, the trailer
number, the location where the trailer is located, the name of the person it was reported to on-site,
and a description of the damage.
4. Failure to report trailer damage could result in the damaged trailer being charged to your work
record.
RECORDKEEPING
BMT’s vehicle inspection and maintenance program is only as good as its record keeping procedures. All
vehicle maintenance records for maintenance performed will be filed in the Shop/Maintenance/Safety files.
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
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SUBSTANCE ABUSE POLICY
GENERAL STATEMENT
In order to maintain a safe and pleasant working environment, Buddy Moore Trucking, Inc. strongly
advocates, and is committed to, maintaining a ban on alcohol and drugs at the workplace. BMT takes this
issue very seriously and it is important for employees to understand that this policy applies to ALL
employees of the company, without exception, including all part-time and temporary staff.
No employee is permitted to consume, possess, sell, transfer, or purchase alcohol, illegal drugs, narcotics,
or controlled substances while on the job, in company vehicles, or on company property. Involvement in
such activities constitutes grounds for disciplinary action up to and including termination of employment.
Any prohibited substances found will also be turned over to appropriate law enforcement agency and may
result in criminal prosecution in addition to any disciplinary actions imposed by the company. Acceptable
use of drugs includes non-performance enhancing “over the counter” medications and those substances
that have been prescribed to the employee by a licensed physician. Any employee who is under prescribed
medication but who may be in any way impaired by its side effects must report its use to his/her supervisor
immediately. All employees must report all prescribed medication use to his/her supervisor immediately.
BMT will not tolerate any employee who reports for duty while impaired by or is under the influence of
alcoholic beverages or drugs. Employees who work under the influence of an illegal substance are
considered to be a threat to the safety of themselves, their co-workers, and the public. All employees have
a duty to report any evidence of alcohol or drug abuse to a supervisor immediately. Failure to report cases
where the illegal substance poses an immediate threat to that individual, his/her co-workers, or the public,
may result in disciplinary action for the non-reporting employee. It is also the policy of BMT to assist
employees with drug or alcohol problems in finding medical help when possible.
Be advised that all information pertaining to the Buddy Moore Trucking, Inc. Substance Abuse
Policy is held in strict confidence. No information will be released by BMT, beyond management,
without the individual’s written authorization or as required by company, local, county, state, or
federal rules and regulations. All records are secured.
SUBSTANCE ABUSE POLICY
Buddy Moore Trucking, Inc. is committed to comply with the Omnibus Transportation Employee Testing
Act of 1991, the Alabama Drug-Free Workplace certification, and all other local, county, state, and federal
rules and regulations pertaining to substance abuse.
BMT adopted the Code of Federal Regulations 49 CFR Part 40 effective January 1, 2000 and the Alabama
Drug-Free Workplace Certification effective January 1, 2010.
The BMT policy applies to all employees. BMT reserves the right to require current and prospective
employees to sign an Application/Employee Consent Form and to submit to mandated tests to determine
the presence or non-presence of prohibited substances.
BMT requires testing for the following:
1. Amphetamines
2. Cannabinoids (Marijuana, THC)
3. Cocaine
4. Ethanol (alcohol)
5. Opiates (Morphine and Codeine)
6. Phencyclidine (PCP)
BMT requires the following types of tests:
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
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1. Pre-employment: a drug screen must be done prior to an employee being hired into any safety
sensitive position.
2. Random: unannounced random drug and alcohol testing distributed throughout the year will be
done on a number of employees in safety sensitive positions equal to established guidelines.
3. Post-accident: drug and alcohol tests are required within 32 hours and 2-8 hours, respectively, after
any of the following DOT defined accidents:
Where a fatality was involved
When a CDL employee received a citation and someone received medical attention away
from the scene.
When a CDL employee receives a citation and a vehicle is required to be towed from the
scene.
4. Reasonable suspicion: a trained supervisor may request an employee have a test when he/she
has reason to believe the employees behavior or appearance indicate alcohol or drug use.
5. Return-to-duty and follow-up: any employee returning to duty after testing positive must have
completed a recommended rehabilitation program. Requires a minimum of six (6) tests during the
first year and follow-up testing can continue for up to five (5) years.
CONDUCTING DRUG TESTING
Any employee requested to undergo a drug test will be required to provide a urine specimen at a designated
collection site. The collection site person divides the specimen into two (2) containers in your presence.
These two (2) samples, called primary and split, are sent to a certified testing laboratory.
If the first test is positive, the Medical Review Officer (MRO) will notify the employee or driver to find out if
there is a medical reason for the drug use. If the employee or driver can document why the substance is
being taken, and if the MRO finds it legitimate medical use, the test may be reported as negative to the
employer. After being notified that the first test was positive, a driver has 72 hours to request a test of the
split specimen. If the employee/driver makes this request, the split specimen is sent to another certified
laboratory for the test. If the employee/driver does not contact the MRO within 72 hours but can prove to
the MRO that the employee/driver had a legitimate reason for not doing so, the MRO can order a split
specimen test. NOTE: removal from safety-sensitive duty, as required by the DOT, following a positive drug
test should not be delayed while awaiting the results of the split specimen test. If the analysis of the split
sample does not confirm the presence of a drug, the MRO cancels the test and reports this to DOT, the
employer, and the employee. BMT’s policy is any costs associated with a split specimen will be the
responsibility of the employee/driver.
DISCIPLINE
In addition to the removal from a safety-sensitive function required by the Federal Motor Carrier Safety
Association (FMCSA) regulation, BMT may take the following disciplinary action against any
employee/driver who tests positive.
1. Pre-employment test: applicant may be disqualified
2. Reasonable suspicion: post-accident, random, return-to-duty, or follow-up: employee may be
discharged
3. Refusal to cooperate with or adhere to the testing procedure: employee may be terminated
Those employees who receive a confirmed positive test result may contest or explain the result to the
employer within five (5) working days after written notification of the positive test result.
EMPLOYEE ASSISTANCE PROGRAM
Buddy Moore Trucking, Inc. offers assistance to those employees in need and maintains a resource file of
assistance programs and other persons, entities, or organizations designed to assist employees with
personal or behavioral problems. The Employee Assistant Program (EAP) will be made available to those
employees who self-identify a need for assistance prior to an incident taking place that requires a
drug/alcohol test.
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
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ALCOHOL/DRUG PROHIBITIONS AND REFUSALS
BMT company policy, FMCSA rules and regulations, Alabama Drug-Free Workplace regulations, and other
local, county, state, and federal regulations prohibit the following conduct as it relates to the use of alcohol
and drugs.
1. No person will be qualified to actively perform their assigned duties if he/she uses a Schedule I
drug, amphetamine, narcotic, alcohol, or other habit-forming drug or has a current clinical diagnosis
of alcoholism.
2. No employee may use or be under the influence of alcohol within four (4) hours before going on
duty, operate, or having physical control of a motor vehicle owned or leased by Buddy Moore
Trucking, Inc.
3. No alcoholic beverages or illegal drugs are allowed on BMT property at any time.
4. Commercial drivers will be disqualified from driving a commercial motor vehicle for a minimum of
one (1) year if he/she is convicted of operating a commercial motor vehicle while under the influence
of drugs or alcohol.
EFFECTS OF ALCOHOL AND DRUGS ON THE BODY
Alcohol: alcohol is a central nervous system depressant and the number one most widely used and abused
drug in our society. A 12-ounce can of beer, a 5-ounce glass of wine, and a 1-1/2 once shot of hard liquor
all contain the same amount of alcohol. Hot coffee or a cold shower does not speed up sobriety. The only
thing that does is time. Each 1-1/2 ounce of alcohol takes the average body about one hour to process and
eliminate.
The effect of drinking alcohol depends on the state of the brain at the time, and this in turn, depends on the
drinking environment. In a quiet environment (little brain activity), perhaps at home watching TV, an alcohol
user will experience relaxation or drowsiness at low to moderate doses.
In a social setting with lots of sights, sounds, and social interaction (lots of brain activity), low doses of
alcohol may feel stimulating. This is caused by depression of the higher brain center, which produces
apparent stimulation by reducing anxiety and self-consciousness. A drinker may become more talkative
than normal and demonstrate increased self-confidence and loss of self-restraint.
So, alcohol can feel like a stimulant … but it is not. These effects are a result of the suppression of normal
brain activity. As alcohol rates increase, significant depression of brain activity can result in slurred speech,
loss of coordination, and loss of emotion control. High doses of alcohol can inhibit vital brain functions. This
can produce deep sedation and slow down the breathing rate, which can result in a coma or death.
According to the National Safety Council, it is estimated that 50% of all traffic fatalities involve intoxicated
or alcohol impaired drivers or non-motorists. While a person is under the influence of alcohol, he or she is
far more likely to have an accident than while sober because alcohol adversely affects judgment and
perception.
Marijuana: marijuana, a central nervous system depressant, also called “grass,” “weed,” “pot,” “joint,” “Mary
Jane,” among other street names. While alcohol dissipates in a matter of hours, marijuana can stay in the
body for up to 28 days.
The effects of marijuana depend upon the amount used, its potency, the circumstances and the
expectations or mood of the user. Some physical effects include a faster heartbeat and pulse rate, impaired
short-term memory, restlessness, altered sense of time and reduced ability to perform tasks, which require
concentration. The drug has a significant effect on a user’s judgment, caution, and sensory/motor skills.
Tests have clearly proved that while under the influence of marijuana, users cannot perform tasks involving
concentration and manual dexterity, such as driving a car, as well as normal.
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
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Cocaine: cocaine is a powerful central nervous stimulant, which increases heart rate and blood pressure.
Cocaine in a powder form is usually inhaled (snorted) or ingested. It can also be liquefied down to be
injected into the body. Other names for cocaine are “coke,” “nose candy,” and “snow.” Another form of
cocaine, when smoked or free based, is called crack. It acquired its name from a popping sound heard
when it is heated.
Generally, cocaine produces a feeling of mental well-being and exhilaration. A user may feel energetic,
talkative, and mentally alert – especially to sensations of sight, sound, and touch. At the same time, cocaine
inhibits appetite and the desire for sleep. In some respects, the effect of cocaine is like that of
amphetamines. Like those drugs, cocaine use can produce anxiety or panic attacks. The aftereffects of
cocaine can include tiredness and depression. Excessive doses can cause heart failure and death.
Amphetamines: amphetamines are drugs that stimulate the central nervous system, that is, they increase
activity in the brain. Some common names for amphetamines are “speed,” “uppers,” “bennies,” and “black
beauties.”
Amphetamines will speed up the nervous system and cause adrenaline to be released promoting a feeling
of alertness and an increase in speech and general physical activity. The side effects are users tend to
become exhausted, both physically and mentally, after a period of time using amphetamines. Users may
also feel fatigued, depressed, irritable, and restless. Other side effects include blurred vision,
sleeplessness, and dizziness.
Opiates: opiates (includes heroin, morphine, and codeine) are considered narcotics, which provide relief
of pain and induces sleep. Some narcotics (morphine and codeine) may be prescribed by a physician or
can be found in cough syrups (codeine). Common names for opiates are “horse,” “morpho,” “hard stuff,”
and “brown sugar.”
Opiates tend to relax the user. When injected, the user feels an immediate rush, which is a strong wave of
pleasurable relaxation and relief from anxiety, but also restlessness, nausea, reduced vision, change in
sleeping habits, and possible death.
Phencyclidine (PCP): phencyclidine or PCP, also called “angel dust,” “rocket fuel,” and “killer weed,” was
developed as an anesthetic in the 1950s. Due to its unusual side effects in humans, it was restricted to use
as a veterinary anesthetic. Today, it is no longer legally manufactured and has no use in medicine.
PCP is a very dangerous drug that can produce violent and bizarre behavior in people. More people die
from accidents caused by erratic and unpredictable behavior produced by the drug than from the drug’s
direct effect on the body. Another problem is that many people do not realize they have taken PCP because
it is frequently laced (to increase the high) with other illicit drugs such as marijuana and the buyer is not
aware of its presence. The effects of PCP may be any of the following: impaired perceptions, violent
defensive behaviors, paranoia, psychosis, cardiac seizure, and death.
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
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PROGRESSIVE DISCIPLINARY PROCESS
Many factors determine the number and types of documentation required to improve performance. For new
employees, a trend of violations (i.e., absenteeism, productivity or quality problems) will justify employee
counseling, such as verbal informal contacts for not conforming for the first time; then, a written or final
warning. If the same performance problem continues, or other performance problem(s) develop within the
employee’s familiarization period, the next step would normally be recommending discharge. A more senior
employee may require additional progressive disciplinary steps. Progressive discipline is defined as formal,
documented counseling steps, each more severe than the preceding step. In determining the applicable
progressive disciplinary steps, BMT recognizes that based upon a comprehensive investigation of the
violation and severity of the violation there may be the need to skip disciplinary steps and/or recommend
immediate termination of employment. The “Disciplinary Action Form” is used to document all formal
progressive disciplinary action steps.
Verbal Warning – except in cases of very serious prohibited conduct that warrants termination on the first
offense, employees should be given a verbal warning. A verbal warning will be issued when a rule has been
broken, or when job performance has not been satisfactory, and improvement is required. The discretion
as to whether to issue a verbal or written warning will be left up to the Operations Manager. The verbal
warning will be documented and placed in the employee’s file.
Written Warning – except in cases of very serious prohibited conduct that warrants termination, employees
should be given a written warning for subsequent violations after being issued a verbal warning. This written
warning must clearly state that continuation of the behavior or performance will lead to a final warning on
the next offense, or in cases of performance, possible termination if immediate improvement is not shown.
Final Warning – except in cases of very serious prohibited conduct that warrants termination, employees
should be given a final warning prior to termination. This final warning must clearly state that continuation
of the behavior or performance may lead to termination on the next offense, or in cases of performance, if
immediate improvement is not shown.
Suspension – once the final “cliff” event has occurred, the Operations Manager counsels the employee,
reviewing the incident(s) leading to the employee being suspended. The Operations Manager explains that
the suspension status gives the employee an opportunity to prove the company with a statement (if
necessary) and give the Operations Manager time to review all the facts, investigate, and determine if
termination is justified.
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
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Page 66 of 89
GENERAL EMPLOYMENT INFORMATION
GENERAL STATEMENTS
Equal Employment Opportunity
Buddy Moore Trucking (the Company) provides equal employment opportunity with respect to recruitment,
hiring, training, promotion, layoff, pay, benefits, and all other terms and conditions of employment. The
Company does not discriminate on, nor does it tolerate, any harassment based on age, disability, race,
religion, color, sex (including pregnancy), national origin, military membership, veteran status, genetic
information, family medical history, citizenship, sexual orientation, gender identity, or any other protected
classification. The Company prohibits any retaliation against any employee who raises a concern that this
policy has been violated.
Additional details on our commitment to providing equal employment opportunity are found below in our
policies against discrimination, harassment, and retaliation, our policy on reasonable accommodations, and
our policy on responding to concerns.
Any employee who violates these policies may be subjected to discipline up to and including discharge.
Prohibited Discrimination
The Company does not tolerate discrimination. The term “discrimination” includes, but is not limited to,
taking any adverse employment action due to age, disability, race, religion, color, sex (including pregnancy),
national origin, military membership, veteran status, genetic information, family medical history, citizenship,
sexual orientation, gender identity, or any other classification protected by law. This policy applies to all
employment actions taken by any person at the Company including, but not limited to, actions affecting
compensation; benefits; transfers; terminations; layoffs; recalls; company-sponsored training and
education; and all other employment actions or decisions at the Company.
Any employee who believes he or she has experienced discrimination, who believes he or she has
witnessed another employee being discriminated against, or who is aware of any other employee who
believes that he or she has been discriminated against must report it immediately to a supervisor OR Human
Resources.
Prohibited Harassment
The Company does not tolerate any form of harassment of or by any employee or any non-employee
(including customers, vendors, and contractors). Prohibited harassment includes, but is not limited to, any
unwelcome behavior or statements that are offensive, threatening, vulgar, intimidating, or degrading.
Prohibited harassment also includes, but is not limited to, offensive and unwelcome behavior or statements
based on age, disability, race, religion, color, sex (including pregnancy), national origin, military
membership, veteran status, genetic information, family medical history, citizenship, sexual orientation,
gender identity, or any other classification protected by law. Examples of prohibited harassment include:
bullying; threatening words or gestures; fighting or other unwelcome physical contact; repeating a
disruptive behavior after a request that the behavior cease; unprofessional and excessive swearing,
epithets, slurs; displaying objects, cartoons, images, websites, or memes that depict a negative attitude
towards a protected characteristic of a person or group; statements that reflect a negative attitude towards
a protected characteristic of a person or group. Any employee who believes he or she has experienced
harassment, who believes he or she has witnessed another employee being harassed, or who is aware of
any other employee who believes that he or she has been harassed must report it immediately to a
supervisor OR Human Resources.
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
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Prohibited Sexual Harassment
As part of its commitment against harassment, the Company strictly prohibits sexual harassment. No one
– whether they are an employee of the Company or not (such as customers, vendors, and contractors) –
may threaten or suggest that an employee’s submission to or rejection of sexual advances will have any
impact on any employment decision affecting the employee. Examples of prohibited sexual harassment
include: unwelcome sexual flirting; requests for sexual activity; sending, displaying, or describing sexual
images or sexual activity; descriptions of a person or a person’s body in sexual or sex-specific terms;
sexually explicit or offensive jokes; sexual gestures or mimicking sexual activity; unprofessional or sexual
touching of oneself or another; physical or sexual assault or threats; inappropriate staring; or any other
unwelcome conduct which a person reasonably believes is sexual in nature. Any employee who believes
he or she has experienced sexual harassment, who believes he or she has witnessed another employee
being subjected to sexual harassment, or who is aware of any other employee who believes that he or she
has been sexually harassed must report it immediately to a supervisor OR Human Resources.
Non-Discrimination and Reasonable Accommodation
As part of its commitment to equal employment opportunity, the Company will provide reasonable
accommodations for qualified employees and applicants with disabilities or pregnancy-related impairments.
If an employee believes he or she has a need for such an accommodation, the employee must inform
Human Resources of the need for accommodation or the additional difficulty that any impairment is causing
in the employee’s job performance. Upon receiving such a request or report, the Company may ask the
employee for information regarding the type(s) of accommodation that might allow the employee to perform
the essential functions of the job, and the employee and the Company will work together to determine
whether a reasonable accommodation is available. Also, when appropriate, the Company may need the
employee’s permission to obtain supporting information from treating physicians or other medical or
rehabilitation professionals. Employee accommodation requests are treated as confidential and are shared
only as necessary. All related medical information (except work restrictions which may need to be shared
with others) will be treated as confidential and will be stored separately from the employee’s personnel file.
Employees desiring an accommodation due to religious beliefs or practices should also direct that request
to Human Resources.
Accommodation requests that are unreasonable, that create an undue hardship for the Company, that
create a safety risk, or that alter or reduce a job’s essential functions may be denied.
Any manager who receives a request for an accommodation or observes a need for an accommodation
should inform Human Resources immediately.
If any employee (including managers) feels an accommodation request has not been properly or timely
resolved, he/she must report that to Human Resources or a member of Executive Management (President,
VP, etc.).
Prohibited Retaliation
It is also a violation of Company policy for anyone to retaliate, threaten or seek any type of reprisal against
an individual acting in good faith who reports any suspected violation of this policy, who participates or
cooperates in an investigation regarding any violation of this policy, or who requests an accommodation as
provided in this policy. Any employee who believes he or she has experienced retaliation, who believes he
or she has witnessed another employee being retaliated against, or who is aware of any other employee
who believes that he or she has been retaliated against must report it immediately to any supervisor or
Human Resources.
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
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How the Company Will Investigate and Respond to Concerns
The Company will promptly investigate any reported concern that its policies against discrimination,
harassment, or retaliation have been violated. The investigation will be conducted as confidentially and
impartially as possible. At the conclusion of the investigation, the Company will advise the complaining
and/or affected employee(s) of the results of the investigation.
Making false reports or failing to participate truthfully and completely in an investigation may be treated as
separate violations of this policy, as falsification of records, as insubordination, and/or as any other
applicable rule violation and may lead to disciplinary action up to and including termination.
If the Company determines that an employee has violated any of these policies, it will take appropriate
disciplinary or corrective action against the offender, up to and including termination of employment. If the
Company determines that a non-employee has violated any of these policies, it will take all necessary action
to prevent the non-employee from repeating the behavior.
The Company will not tolerate any retaliation or threatened or actual reprisal against any individual who, in
good faith, reports a suspected violation of this policy or who participates or cooperates truthfully in an
investigation regarding any suspected violation of this policy.
Immigration Reform Act
BMT, Inc. will not knowingly employ, recruit, or refer any alien who is not authorized to work in the United
States. Upon employment, you will be required to present verification of U.S. citizenship or lawful
admittance to work in the United States as provided under the Immigration Reform and Control Act of 1986.
Employment at Will
Your employment with BMT is at will. You may be terminated at any time for any reason, no reason, with
or without cause, with or without notice. This document does not create a contract between the Company
and any person for employment or for the programs of any benefit. No commitments regarding employment
or continuation of the programs or policies contained in this document are made. Neither this document,
nor other communication, or any Company practice is intended to create, imply or guarantee any term of
employment or benefit.
Only the Company President may make an agreement for employment for a specified term, and such
agreement must be in writing, must identify the employee by name, and must be signed by the President
and the employee. To alter the employment-at-will relationship, such writing must expressly state: “The
employment-at-will relationship is altered,” and “Employment may only be terminated for cause.”
Open-Door Policy
It is important that we maintain a positive work atmosphere and resolve problems as they arise. Our
personnel practices are based on an open-door policy and we encourage you to bring your questions,
suggestions, and complaints to our attention. We welcome communication between the employee and
management. We will give careful consideration to each employee comment in our effort to improve our
operations.
Should you have a specific job-related complaint or concern, you should promptly discuss the matter with
your Dispatcher or the Safety Director. If you are unable to resolve your complaint or problem with the
Dispatcher or Safety Department, or would prefer to speak with a Company official, contact the Driver
Advocate or Human Resources Department. The Company strictly forbids retaliation or harassment against
an employee who makes a good-faith complaint about any member of management or any Company policy
or practice.
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
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Probationary Status
The first 90 days you work at BMT, or work in a new position with the Company, are considered an
introductory period. You will receive general information about the Company, your job duties and BMT rules
and conduct standards. During this time, you are given a chance to learn your job, and the Company is
given a chance to observe you on the job. If you find you are not satisfied with your position during the 90-
day period, or if BMT should become dissatisfied with your performance, you may resign without detrimental
effect to your work record. At the end of the introductory period, a review of your work performance may be
conducted.
Completion of an introductory period does not guarantee continued employment for any specific length of
time. Employment with BMT, Inc. is at-will and for an indefinite period and may be terminated at any time,
with or without cause, at the will of the employee or the Company.
Driving Position Transfer
If a Regional or Local driving position becomes available, a driver may be eligible to transfer if they have
completed six months of driving and if management approves the department transfer. A driver’s safety
record and disciplinary record will be considered before any transfer is permitted. Contact the Safety
Department for a Transfer Request Form. Completion of the Transfer Request Form does not guarantee
approval.
Company Service Credit
Company service credit is the length of your continuous full-time or regular part-time employment with BMT,
Inc. This begins with your most recent date of hire. BMT Service Credit is the controlling factor in
determining your eligibility for participation in the Company benefits plans such as vacation, group
insurance, etc.
Annual Driver Review Policy
BMT conducts an annual review of all drivers. This review meets and/or exceeds the criteria set forth in
Sections 391.25 and 391.27 of the FMCSAR. Your work performance, attendance, wages, safety, rules
and conduct standards, and other matters pertaining to your work performance shall be reviewed on an as-
needed basis.
Change in Personal Information
Promptly report any changes in your personal information (name, address, telephone number, marital
status, etc.) to Human Resources. Failure to do so could result in a loss of benefits to affected parties.
Dressing and Grooming Requirements
While on duty, a driver is expected to be neat and well groomed. Preferred attire will consist of clean casual
clothing; shirts and pants should be clean and in good repair. While on duty, no driver should wear t-shirts
or hats with offensive statements. Drivers must wear closed toe, slip resistant shoes. No sandals or flip
flops. If you have questions about appropriate attire and/or grooming, check with BMT management.
Anyone who violates this standard will be subject to appropriate discipline.
CONFIDENTIAL INFORMATION
Unauthorized disclosure of confidential Company information can be cause for termination of employment
with BMT, Inc. Drivers are not to discuss with customers, employees, or anyone else the origin, destination,
or rate of your load. The Company’s itineraries, customer information, business procedures or tactics, or
any other procedures are considered highly confidential. Failure to adhere to this will result in dismissal. All
Company information not intended for public information (Company policies and procedures, customer
information, etc.) is the property of the Company. All computer data files, computer disks, customer price
rate information, etc. are considered highly confidential. No employee is allowed to reveal, copy, or remove
any such information without the written authority of a Company officer.
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
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No one is permitted to transmit, store, remove, or make copies of any Company records, reports, or
documents without the prior approval of a member of the Executive Team. All publications (policy
handbooks, manuals, etc.) issued to employees are to be returned upon separation before receipt of the
final paycheck.
EMPLOYEE BENEFITS
Vacation
BMT, Inc. recognizes the need to provide full-time drivers an opportunity to spend time away from job
responsibilities and provides paid vacation time off for this purpose.
Time off for vacation should be requested at least two weeks in advance, if possible, and approved in
advance by BMT management. No more than three (3) drivers may be on vacation at a time except when
specifically approved by a member of the Management Team. Time off will be scheduled on a first come
first served basis. All vacation hours must be used during the next 12 months after they are assigned. For
an employee that retires or resigns, vacation hours will be paid on a prorated basis, less any time already
used, using the number of months worked that year.
Full time Driver’s Vacation Schedule
Length of Service Days Earned Per Year
One Year – Two Years 5 Days
Three Years and Over
10 Days
Full time employees, after completing one full year of continuous employment, are eligible for five (5) days
of vacation. Effective with the third anniversary from the date of hire and each anniversary thereafter, full
time employees receive ten days’ vacation each year. All vacation days must be taken within the next twelve
12 months after they are assigned.
On rare occasions, work demands may make it necessary for BMT management to delay your vacations.
In that case, your eligibility for the remaining vacation time may be extended for up to 90 days beyond the
anniversary date deadline.
Any employee who resigns and later is rehired will accrue vacation time based on his/her most recent hire
date.
Holiday Closings
For all personnel to be able to spend holiday time with their families, BMT will not be open for business on
New Year’s Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day. Drivers will be
paid for this time off.
If a customer requests hauling, a driver may be asked to work a holiday. If you are requested to work and
you want to be off, you are responsible for finding another driver to fill in for you.
Group Insurance (Medical)
Group medical insurance is available to all full-time drivers and their dependents. Please contact the Human
Resources (HR) Department for complete information on how to obtain the insurance. HR has booklets
provided by the insurance carrier that will explain in detail the coverage offered.
BMT specifically reserves the right to change, alter, or amend its policy regarding insurance benefits at any
time, with or without notice.
Benefits Continuation
The Federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their
qualified dependents a limited opportunity to continue health insurance coverage when leaving the
employment of BMT. Except in cases of termination due to gross misconduct, an employee or his/her
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
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dependents may choose to continue health insurance coverage for up to 18 months under the BMT health
plan.
Under COBRA, the employee or beneficiary pays the full cost of coverage at BMT’s group rates plus an
administration fee. The Company or the insurance carrier provides each eligible employee with a written
notice describing rights granted under COBRA when the employee becomes eligible for coverage under
the health insurance plan. The notice contains important information about the employee’s rights and
obligations.
Military Leave
Full time employees who are called to active duty in the United States Armed Forces will be granted a
military leave of absence. The Company complies with federal and state laws regarding military leave. As
soon as you receive the order, you should give your supervisor a copy of the official Notification Order to
Report. Employees who have satisfactorily completed active military duty will be re-hired upon release,
depending upon the period of service, as follows:
Period of Service Requirement
Less than 31 days Return next regular workday, after safe travel home & 8 hours rest time
31-180 days Submit application for employment within 14 days of release from service
181 days and above Submit application for employment within 90 days of release from service
While on military leave, you and your dependents have the right to continue in the group health plan for up
to 24 months of service. The employee will be responsible for up to 102% of the total premium. Those
employees on military leave for 31 days or less will not be charged more than the amount he or she would
have paid if still employed.
Employees ordered on extended active duty, with no return date specified, will not be considered to have
a break in service if he or she returns to work within the time indicated. Upon reemployment, you will be
given credit for any months and hours of service you would have been employed but for military service in
determining eligibility for Family and Medical leave, if applicable. An employee who fails to apply for
reinstatement following release from duty is subject to the Company’s discipline policy for unexcused
absences.
Jury Duty
Drivers who are summoned to jury duty should notify management so arrangements can be made for
someone to take over your duties during your absence. A copy of the summons should be given to BMT
management. When released from jury duty, you should report back to work as soon as possible, allowing
for reasonable driving time.
On-the-Job Injuries/Worker’s Compensation
If you are injured while on the job, you must report the injury immediately to your assigned Safety
Department. You must report the injury whether or not you need to seek medical treatment. You should
obtain authorization from management prior to seeking medical treatment, unless your injury requires
immediate medical attention. An accident report must be filed within 24 hours of the accident. The report
should include a description of the facts surrounding your injury and the names of any witnesses. Questions
about reporting an injury should be directed to Human Resources.
You will be required to submit to immediate drug testing following any on the job injury or accident. If you
refuse to submit to such a drug test, you will forfeit your right to worker’s compensation benefits. The Code
of Alabama, 25-5-51 state that “no compensation shall be allowed if the employee refuses to submit to or
cooperate with a blood or urine test as set forth above after the accident, being warned in writing by the
employer that such refusal would forfeit the employees right to recover benefits under this chapter”.
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
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If you need medical treatment for your injury, you must obtain written release prior to being allowed to return
to work. The release must be signed by the doctor, show your date of injury and the date you were released
to return to work. The release must be turned in to the assigned Safety Department before you will be
allowed to operate any BMT equipment.
You may forfeit any workers compensation benefits to which you may be entitled if you knowingly or falsely
make or have made any misrepresentations as to your physical or mental condition and/or your ability to
fulfill the duties of your job with BMT. The Code of Alabama, 25-5-51 provides that “no compensation shall
be allowed if the employee knowingly or falsely misrepresents in writing his or her physical or mental
condition and the condition is aggravated or reinjured in an accident arising out of and in the course of his
or her employment”.
If you are out of work due to an on-the-job injury, you must continue to pay for your voluntary benefits
(dental, vision, voluntary life/AD&D, short-term and long-term disability, critical illness, group accident, and
flexible spending account). You should send a check each week, (or arrange to pay them on a routine
basis) to your payroll clerk. If you have questions about how much you must pay, contact Human Resources
(205-949-2269).
Family Medical Leave
The Company complies with the federal Family Medical Leave Act (FMLA). Eligible employees will be
provided up to twelve (12) work weeks of unpaid leave within a 12 month period for the birth or adoption of
a child, to provide care for a child, spouse or parent with a serious health condition, due to your own serious
health condition, or military exigency.
To qualify for FMLA consideration, you must have worked for the Company at least one (1) year and have
worked a minimum of 1,250 hours during the twelve (12) months prior to the effective date of leave. All
available vacation days and sick days (if applicable) must be used at the beginning of the leave period and
will count toward the total of twelve weeks leave allowed per year.
All requests for FMLA leave must be made to Human Resources (HR). You may obtain forms to request
FMLA from HR. You may elect to continue your medical and other insurance benefits during the FMLA
leave. Under the regulations of the Family Medical Leave Act, both you and the Company will continue to
pay your customary portions of the monthly premiums. Eligible employees returning at the end of the FMLA
leave will be restored to the same or an equivalent position upon return to work.
If the leave is foreseeable, you must provide a full 30 days’ notice in writing. The failure to provide proper
notice of a foreseeable need will disqualify an employee for FMLA leave benefits. If the need for time away
arises suddenly, the request can be oral and must be made as soon as practical, or within 2 days, as the
law specifies. For medical or childcare emergency requests, leniency may be allowed, depending on the
specific circumstances. Employees must submit requests for FMLA to HR and in instances of illness,
provide medical documentation to qualify for FMLA leave. An employee on FMLA leave for a personal
illness must provide a return to work release from his/her treating physician prior to his/her return to work.
Questions relating to FMLA should be directed to HR.
WAGE AND SALARY PROGRAM
Pay Periods and Paychecks
All employees are paid on a weekly basis. The pay period for drivers begins at midnight on Friday and ends
seven (7) days later on Friday at midnight. Drivers will be paid for any loads that are delivered by Friday
night midnight of the previous week if your bills have been turned in. Payroll can be paid via check, direct
deposit, or put on an EFS card with direct deposit or EFS card the preferred methods. Your payroll will be
available the morning of your assigned pay day. Settlement sheets can be mailed or emailed.
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
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Payroll Deductions
Only deductions specifically required by law or authorized in writing by the employee will be withheld from
your wages. Deductions required by law include:
Income Tax (Federal, State, and Local)
FICA/Social Security
Court ordered garnishments
Deductions which may be authorized by employees include, but are not limited to, contributions for group
insurance, additional optional insurance, and regular employee approved deductions. All payroll deductions
are shown on your paycheck stub. Changes in authorized deductions must be made with the Human
Resources.
Mileage Bonus
Van drivers who drive 10,000+ miles in a month will be paid an extra $0.01 (1 cent) for every mile driven in
that month. Van drivers who drive 12,000+ miles in a month will be paid an extra $0.02 (2 cents) for every
mile driven in that month.
Reimbursement Request
Out-of-pocket expenses for work will be reimbursed with approval. The original receipt and the
Reimbursement Request Form must be submitted for approval. Original receipts may be faxed or submitted
via Transflo, but the original must be turned in at a terminal. (Example: toll receipts, bulbs, fuses, DEF,
etc.). BMT only reimburses for toll roads that are in route. Any out-of-route toll road fees will be your
responsibility. Ask dispatch about routes and approved tolls.
RULES OF CONDUCT
Customer Service
As a driver for BMT, you are a part of an organization that is dedicated to providing courteous, first quality
service to our valued customer. Your personal conduct, courtesy, and work performances should be in
keeping with the Company’s high standards and ideals.
A high degree of courtesy and willing service must be shown by all employees in dealing with customers
and the general public. BMT employees, regardless of job assignment, must always treat all customers and
their associates with respect and courtesy. Any customer problems or complaints that you feel cannot be
satisfactorily handled by you should be referred to management immediately.
Ethical Standards/Company Reputation
BMT has an excellent reputation for conducting its business with integrity and fairness. In addition, the
Company is committed to conducting business legally and ethically. All Company business activities shall
be carried out in compliance with all applicable federal, state, and local laws, including laws that relate to
transportation, safety, the environment, employment practices, antitrust compliances, etc. As an employee,
you are obligated to uphold that reputation by conducting your job with integrity and fairness.
Ignorance of any law, rule, or regulation of the Company will not be accepted as an excuse for violation. In
instances where Company rules and regulations are more stringent than legal requirements, the Company
rules and regulations will prevail. When a situation arises that is not covered by Company rules, good
judgment must be exercised in deciding the safest and wisest course to follow.
If you are ever in doubt whether an activity meets our ethical standards or compromises the Company’s
reputation, please discuss it with your supervisor and/or the President. If you become aware of a violation
or potential violation of a law, report it to management immediately. However, knowingly filing a false report
will result in disciplinary action. Any employee who fails to comply with the policy is subject to disciplinary
action up to and including dismissal.
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
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Use and Care of Company Equipment
Company owned tractors, trailers, and other equipment are very costly. It is your responsibility to care for
this equipment as you would your own property. Failure to take proper care of Company equipment and
other property may result in disciplinary action. Any flagrant violation of safety regulations regarding this
equipment that endangers the life or health of the employee or others will result in disciplinary action up to
and including dismissal.
No driver is authorized to add or remove any accessories (radios, CB’s antennae’s, tag, stickers, etc.)
on/from Company owned tractors or trailers without prior approval from the President. Radar detectors are
strictly prohibited on BMT trucks.
When a tractor is on the road and has to be taken out of service for repair, the driver is to deliver the trailer
to the nearest point designated by the Company. No unit will go out of service with a trailer attached unless
authorized by management. In the event of a tractor break down, the Company will advise the driver as to
how the trailer is to be returned to service.
Internet and Computer Usage
The Company strictly prohibits the possession of pornography or other offensive material on Company
premises, accessing pornography on the internet, downloading, distributing or mailing pornographic
material through the Company’s e-mail system or mail room and/or using the Company’s mailing address
to receive responses to personal advertisements. Anyone who is aware of another employee in violation of
this policy should immediately report the matter to your immediate supervisor or Human Resources.
BMT reserves the right to access and read any and all information contained on Company computers,
computer files, or e-mail messages. Any information contained on company computers is the property of
BMT, Inc. Employees should have no expectation of privacy regarding these communications and will be
in violation of the Company’s policy if they send, receive, or access discriminatory, harassing, or otherwise
inappropriate internet sites or e-mails.
Online Services, E-Mail, and Telephone
On-line services and e-mails are BMT property and are to be used for business purposes only. By using
on-line services or e-mail, employees waive any right to privacy and consent to the monitoring by the
Company and disclosure of messages and material to appropriate third parties at any time without notice.
It is against BMT policy to access or download materials from web sites that are not work related or to use
or disseminate any offensive or inappropriate material, including but not limited to material which is racial,
ethnic, obscene, or sexual in content, or to transmit any derogatory comments about fellow employees,
management, supervisors, customers, vendors, or competitors.
No employee may speak for or on behalf of BMT on-line or by e-mail without permission of BMT’s President.
A large amount of BMT’s business is transacted by telephone. The telephone equipment is provided for the
purpose of service for our customer; personal use of telephones for incoming and outgoing calls, including
local calls, is strongly discouraged during normal business hours. If non-emergency personal calls must be
made, confine them to your break or meal period. No long-distance personal calls may be made on BMT
phones. Any long-distance personal calls should be charged to your home number or credit card number.
Misuse of on-line services, e-mail, or telephone may result in disciplinary action up to and including
termination of employment. Any violation of the BMT on-line, e-mail, or telephone policy should be
immediately reported to your supervisor or Human Resources.
Personal Conduct
BMT expects that all employees will carry out their assigned duties with the following standards of conduct
in mind:
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
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1. Each employee is expected to be loyal to the Company and to act in the best interest of the
Company. Criticism of BMT or its management to third parties is inappropriate. Loyalty means that
an employee will do everything he/she can to help the Company and ensure its success.
2. Employees must maintain the highest integrity on the job so that the Company can, in turn,
conducts its business in the same manner.
3. Each employee will treat other employees with courtesy and respect. They should treat others as
they would want others to treat them.
4. No employee is allowed to use profanity on the job, nor make statements involving sexual topics
or jokes. Offensive language or activities of any sort are strictly prohibited. Offensive language that
might be overheard by other employees or outside parties may be illegal and may result in
disciplinary action up to and including dismissal.
5. No employee will interfere with another employee’s ability to do their assigned work.
6. No employee will take any action or work in any manner that may cause injury to themselves or
their coworkers.
7. Gambling of any kind or bookmaking on Company premises or on Company time is prohibited.
Company Notices
The Company will occasionally send notices to employees via paychecks, bulletin boards, or inter-office
memos. It is the responsibility of each employee to read this material. It is your responsibility to understand
and abide by all such instructions and correspondence. If you do not understand a notification that you
receive, feel free to ask for clarification about any of this correspondence.
Conflict of Interest
The Company expects that company drivers will have no outside or after hour’s interests during the course
of employment that may conflict with the business interest of the Company. This includes other jobs that
might affect your job performance or your financial interest of yourself or a member of your immediate family
that may cause a conflict with your loyalty to the Company in conducting business. If you have questions
about any outside employment that might conflict with your position with BMT ask management to clarify
this for you.
Satellite Communication
BMT has invested a considerable amount of money to provide you with satellite communication. This
program speeds up our operations and helps us become more efficient. Drivers are to abide by Company
policy in the use of the PeopleNet, Rand McNally, Omnitracs, or other installed satellite system.
Never use the satellite system while operating a moving vehicle. If you must contact dispatch or respond
to a message from the Company, you should pull a safe distance off the road and stop until you have
completed your communication and can give your full attention to the road.
Any reckless misuse of Company equipment or flagrant violation of safety regulations that endangers the
life or health of the employee or others will result in disciplinary action up to and including termination of
employment.
Smoking
Smoking and other tobacco use is permitted on trucks by employees if the interior is thoroughly cleaned on
a regular basis. Smoking is not allowed in the Drivers Room or the Administrative Offices. While at the
terminal, smoking must be in designated smoking areas only. No cigarette butts should be discarded on
BMT premises. In addition, no smoking is allowed at the fuel island.
Personal Property
The Company provides appropriate parking for its employee’s personal vehicles. You should park in the
designated area and lock your vehicle. The Company is not responsible for loss or damage of an
employee’s vehicle or personal property.
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
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Attendance
A driver shall report for duty at the time and place designated allowing sufficient time to perform pre-trip
duties. Notify management by phone as early as possible, and at least two hours before reporting time if
you are unable to report for a trip previously agreed upon. Failure to report to work, or to promptly notify the
Company of inability to report for work at the prescribed time, is cause for disciplinary action.
Theft
Protection of Company property is the responsibility of the driver in all circumstances. At all stops, the driver
should lock the truck to prevent the unauthorized entry of others while the truck is parked and unattended.
You are also asked to be alert for the entry of unauthorized vehicles or persons on Company premises.
Keep supplies and equipment stored in approved areas so that security measures may be observed. Any
employee caught stealing from the Company will be terminated immediately and prosecuted by law. This
includes selling load locks issued by BMT. If you are aware of any Company driver/contract owner operator
stealing, you are required to report this to your dispatcher/supervisor or to a Company officer immediately.
Workplace Violence
The Company will not tolerate acts of violence by employees on the job or on the Company premises. All
employees should keep in mind that dealing with the public can be stressful and people can be
unreasonable at times. When you encounter unreasonable and demanding people, make every effort to be
more courteous than ever. Report anyone exhibiting unruly behavior to management. Any BMT employee
exhibiting violent behavior to customers or coworkers, including verbal or physical threats, will be
terminated. No firearms or other weapons should be exhibited when on Company premises. Any employee
who violates this policy will be disciplined up to and including termination.
Gifts and Tips
Any gifts or entertainment offered to employees of BMT by customers, visitors, vendors, or other
organizations must be above board. If you have any questions about whether an offer is acceptable or not,
you should let your supervisor make the determination. Anything deemed inappropriate by the supervisor
must be returned or refunded. If an employee is offered a reward for good service, he/she should explain
that the quality service we provide is a part of our normal operating standards. A letter of appreciation is an
acceptable way to reward outstanding service by Company employees.
Cost Containment
Everyone benefits by effectively containing Company costs. The reality is that, like many businesses, our
profit margin is low, and every dollar saved makes a difference in the Company’s “bottom line”. Let’s not be
wasteful. Good cost containment helps ensure our future as a Company. All employee efforts to lower costs
are greatly appreciated by management. Management will welcome any employee’s ideas or suggestions
on reducing overhead expenses.
RESIGNATION
Written Resignation
We hope you will enjoy working at BMT. However, if you are considering changing jobs, we ask that you
discuss the situation with the Safety Department, Operations Department, Human Resources, or a member
of the Executive Team before making a final decision. Should you decide to resign, give management at
least two (2) weeks’ notice in writing. This courtesy will allow us enough time to adjust working schedules
and secure a replacement. Employees who leave in good standing will receive consideration for re-hire if
they wish to return to work later. Employees leaving between pay periods will receive their pay on the next
regularly scheduled payday. Substituting vacation for notice of resignation must be approved by
management.
Final Paycheck
Before receiving your last paycheck, the following items must be returned to the Payroll Expense Clerk:
Written letter of resignation
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
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Keys
Satellite system
Fuel cards
All paperwork (logs, BOL, etc.)
Expense money
Driver handbook and manuals
Any money owed the Company
Accident Documentation Kit
Any other Company property
It is the driver’s responsibility to see that all property that belongs with the truck (permits, etc.) remains in
the truck and ready for the next driver.
When a driver resigns or is dismissed, the truck will be examined for damages and overall cleanliness. The
driver will be charged a $100 cleaning fee for the cost of cleaning and/or repairs made to the truck. This
amount will be deducted from the employee’s final paycheck.
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
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EMPLOYEE ACKNOWLEDGEMENT FORM – DRIVER HANDBOOK
This Driver Handbook describes important information about Buddy Moore Trucking, its policies, and its
benefit programs. I understand that I should consult my immediate supervisor regarding any questions I
may have regarding this document. By signing below, I agree to follow the procedures, policies, and rules
outlined in this document.
As Buddy Moore Trucking continues to grow, the need may arise to change policies described in this Driver
Handbook. Therefore, Buddy Moore Trucking reserves the right to revise, supplement, or rescind any policy
or portion of the handbook from time to time as deemed appropriate, at its sole and absolute discretion. I
acknowledge that revisions to the document may occur. I will be notified of such changes as they occur.
I have voluntarily entered my employment relationship with Buddy Moore Trucking.
I acknowledge that there is no specified length of employment. Accordingly, either Buddy Moore Trucking
or I can terminate our employment relationship with or without cause, at any time. I acknowledge I am an
employee of Buddy Moore Trucking that Buddy Moore Trucking is solely responsible for my continued
employment, compensation, promotions, benefits, payroll, and discipline processes. Furthermore, I
recognize that our customers are clients that I provide services to and for in my continued employment with
Buddy Moore Trucking.
Furthermore, I acknowledge that this Driver Handbook is neither a contract of employment nor a legal
document. I have received this document and I understand that it is my responsibility to read and comply
with the policies contained in this Driver Handbook and any revisions made to it.
___________________________________________ Date _____/_____/__________
Employee’s Printed Name
___________________________________________
Signature
___________________________________________ Date _____/_____/__________
Buddy Moore Trucking Management Representative
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
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OWNER/OPERATOR ACKNOWLEDGEMENT FORM – DRIVER HANDBOOK
This Driver Handbook describes important information about Buddy Moore Trucking and its policies. I
understand that I should consult my immediate supervisor regarding any questions I may have regarding
this document. By signing below, I agree to follow the procedures, policies, and rules outlined in this
document.
As Buddy Moore Trucking continues to grow, the need may arise to change policies described in this Driver
Handbook. Therefore, Buddy Moore Trucking reserves the right to revise, supplement, or rescind any policy
or portion of the handbook from time to time as deemed appropriate, at its sole and absolute discretion. I
acknowledge that revisions to the document may occur. I will be notified of such changes as they occur.
I have voluntarily entered into a contract relationship with Buddy Moore Trucking. I acknowledge either
Buddy Moore Trucking or I can cancel this contract as outlined in the official, signed contract.
Furthermore, I acknowledge that this Driver Handbook is neither a contract of employment nor a legal
document. I have received this document and I understand that it is my responsibility to read and comply
with the policies contained in this Driver Handbook and any revisions made to it.
___________________________________________ Date _____/_____/__________
Owner/Operator’s Printed Name
___________________________________________
Signature
___________________________________________ Date _____/_____/__________
Buddy Moore Trucking Management Representative
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
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VEHICLE ASSIGNMENT AGREEMENT
The undersigned hereby acknowledges receipt of tractor # __________. I understand this vehicle is to be
regularly maintained and serviced, according to the service schedule as explained by the Maintenance
Department which is every _______________ miles.
Further, it is agreed this vehicle will be operated in a safe manner. I agree to wear my seat belt whenever
the vehicle is in motion and will require authorized riders to do so. I agree to be responsible for all traffic
and parking violations that occur while the vehicle is assigned to me.
I agree to promptly report all accidents or incidents resulting in injury or damage to the vehicle or other
property, no matter how slight.
I understand I am required to maintain a valid driver license. Further, I herewith grant Buddy Moore
Trucking, Inc. the right to investigate my motor vehicle driving record at any time. I agree to promptly report
to the company any suspension or revocation of my driver license.
I understand I am not to modify the vehicle in any way without written permission.
I understand the operation of this vehicle in a safe operating condition is my responsibility. If this vehicle
becomes unsafe, it is my responsibility to notify the Maintenance Department immediately.
I have inventoried the equipment assigned to tractor # __________ and I am satisfied with the inventory
and the quality of the equipment.
I have been instructed by the Maintenance Department on how to properly check:
_____ Fluid levels
_____ Air pressure in the tires
_____ Air leaks
_____ Gauges
_____ Fuse box
_____ Other Explain:
____________________________________________________________________________
______________________________________ _______________________________________
Employee Signature Maintenance Department
_______________________________________________
Employee Name (Please Print)
_______________________________________________
Date Signed
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
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DRUG AND ALCOHOL POLICY ACKNOWLEDGEMENT
I, _____________________________________, have read and understand Buddy Moore Trucking Inc.’s
policy on drugs and alcohol. I understand that as a condition of employment, I am subject to its provisions,
and to changes that may be made in the policy from time to time. I further understand that Buddy Moore
Trucking, Inc. may conduct drug and alcohol testing and/or searches of the person and belongings of its
applicants and employees under the circumstances described in the policy. I hereby give my consent to
Buddy Moore Trucking, Inc. and the testing laboratory to release the test results to Buddy Moore Trucking,
Inc. and any Medical Review Officer designated by Buddy Moore Trucking, Inc. I understand that if I refuse
to submit to or cooperate with a blood or urine test after an accident, I forfeit any right to recover Workers’
Compensation benefits that I might have under Alabama Code 25-5-51. I also understand that if I refuse
to submit to or cooperate with a blood or urine test after an accident, and/or are found to be in violation of
the Company Drug & Alcohol Policy, I will be subject to disciplinary action up to and including termination.
_______________________________________________
Employee Signature
_______________________________________________
Employee Name (Please Print)
_______________________________________________
Date Signed
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
DRIVER HANDBOOK
Page 82 of 89
REVISION HISTORY
DATE OF NAME OF REASON/DESCRIPTION OF CHANGE
REVIEW REVIEWER
Initial creation of the Driver Handbook
03/01/17 BMT Annual Review – Added terminal locations and reformatted pages
BMT Annual Review – Eliminated addendums for each division and incorporated
07/09/18 BMT the information into the Driver Handbook. Replaced the Equal Employment
Opportunity and Anti-Harassment and Discrimination Policies with the Equal
Employment Opportunity Policy dated 05/16/19.
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
DRIVER HANDBOOK
Page 83 of 89
DRIVER HANDBOOK
SIGNATURE PAGES
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
DRIVER HANDBOOK
Page 84 of 89
EMPLOYEE ACKNOWLEDGEMENT FORM – DRIVER HANDBOOK
This Driver Handbook describes important information about Buddy Moore Trucking, its policies, and its
benefit programs. I understand that I should consult my immediate supervisor regarding any questions I
may have regarding this document. By signing below, I agree to follow the procedures, policies, and rules
outlined in this document.
As Buddy Moore Trucking continues to grow, the need may arise to change policies described in this Driver
Handbook. Therefore, Buddy Moore Trucking reserves the right to revise, supplement, or rescind any policy
or portion of the handbook from time to time as deemed appropriate, at its sole and absolute discretion. I
acknowledge that revisions to the document may occur. I will be notified of such changes as they occur.
I have voluntarily entered my employment relationship with Buddy Moore Trucking.
I acknowledge that there is no specified length of employment. Accordingly, either Buddy Moore Trucking
or I can terminate our employment relationship with or without cause, at any time. I acknowledge I am an
employee of Buddy Moore Trucking that Buddy Moore Trucking is solely responsible for my continued
employment, compensation, promotions, benefits, payroll, and discipline processes. Furthermore, I
recognize that our customers are clients that I provide services to and for in my continued employment with
Buddy Moore Trucking.
Furthermore, I acknowledge that this Driver Handbook is neither a contract of employment nor a legal
document. I have received this document and I understand that it is my responsibility to read and comply
with the policies contained in this Driver Handbook and any revisions made to it.
___________________________________________ Date _____/_____/__________
Employee’s Printed Name
___________________________________________
Signature
___________________________________________ Date _____/_____/__________
Buddy Moore Trucking Management Representative
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
DRIVER HANDBOOK
Page 85 of 89
OWNER/OPERATOR ACKNOWLEDGEMENT FORM – DRIVER HANDBOOK
This Driver Handbook describes important information about Buddy Moore Trucking and its policies. I
understand that I should consult my immediate supervisor regarding any questions I may have regarding
this document. By signing below, I agree to follow the procedures, policies, and rules outlined in this
document.
As Buddy Moore Trucking continues to grow, the need may arise to change policies described in this Driver
Handbook. Therefore, Buddy Moore Trucking reserves the right to revise, supplement, or rescind any policy
or portion of the handbook from time to time as deemed appropriate, at its sole and absolute discretion. I
acknowledge that revisions to the document may occur. I will be notified of such changes as they occur.
I have voluntarily entered into a contract relationship with Buddy Moore Trucking. I acknowledge either
Buddy Moore Trucking or I can cancel this contract as outlined in the official, signed contract.
Furthermore, I acknowledge that this Driver Handbook is neither a contract of employment nor a legal
document. I have received this document and I understand that it is my responsibility to read and comply
with the policies contained in this Driver Handbook and any revisions made to it.
___________________________________________ Date _____/_____/__________
Owner/Operator’s Printed Name
___________________________________________
Signature
___________________________________________ Date _____/_____/__________
Buddy Moore Trucking Management Representative
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
DRIVER HANDBOOK
Page 86 of 89
VEHICLE ASSIGNMENT AGREEMENT
The undersigned hereby acknowledges receipt of tractor # __________. I understand this vehicle is to be
regularly maintained and serviced, according to the service schedule as explained by the Maintenance
Department which is every _______________ miles.
Further, it is agreed this vehicle will be operated in a safe manner. I agree to wear my seat belt whenever
the vehicle is in motion and will require authorized riders to do so. I agree to be responsible for all traffic
and parking violations that occur while the vehicle is assigned to me.
I agree to promptly report all accidents or incidents resulting in injury or damage to the vehicle or other
property, no matter how slight.
I understand I am required to maintain a valid driver license. Further, I herewith grant Buddy Moore
Trucking, Inc. the right to investigate my motor vehicle driving record at any time. I agree to promptly report
to the company any suspension or revocation of my driver license.
I understand I am not to modify the vehicle in any way without written permission.
I understand the operation of this vehicle in a safe operating condition is my responsibility. If this vehicle
becomes unsafe, it is my responsibility to notify the Maintenance Department immediately.
I have inventoried the equipment assigned to tractor # __________ and I am satisfied with the inventory
and the quality of the equipment.
I have been instructed by the Maintenance Department on how to properly check:
_____ Fluid levels
_____ Air pressure in the tires
_____ Air leaks
_____ Gauges
_____ Fuse box
_____ Other Explain:
____________________________________________________________________________
______________________________________ _______________________________________
Employee Signature Maintenance Department
_______________________________________________
Employee Name (Please Print)
_______________________________________________
Date Signed
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
DRIVER HANDBOOK
Page 87 of 89
DRUG AND ALCOHOL POLICY ACKNOWLEDGEMENT
I, _____________________________________, have read and understand Buddy Moore Trucking Inc.’s
policy on drugs and alcohol. I understand that as a condition of employment, I am subject to its provisions,
and to changes that may be made in the policy from time to time. I further understand that Buddy Moore
Trucking, Inc. may conduct drug and alcohol testing and/or searches of the person and belongings of its
applicants and employees under the circumstances described in the policy. I hereby give my consent to
Buddy Moore Trucking, Inc. and the testing laboratory to release the test results to Buddy Moore Trucking,
Inc. and any Medical Review Officer designated by Buddy Moore Trucking, Inc. I understand that if I refuse
to submit to or cooperate with a blood or urine test after an accident, I forfeit any right to recover Workers’
Compensation benefits that I might have under Alabama Code 25-5-51. I also understand that if I refuse
to submit to or cooperate with a blood or urine test after an accident, and/or are found to be in violation of
the Company Drug & Alcohol Policy, I will be subject to disciplinary action up to and including termination.
_______________________________________________
Employee Signature
_______________________________________________
Employee Name (Please Print)
_______________________________________________
Date Signed
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
DRIVER HANDBOOK
Page 88 of 89
POSITION DESCRIPTION – FLATBED DIVISION ACKNOWLEDGEMENT
I have read and understand the demands of being a flatbed driver as outlined in the Position Description –
Flatbed Division with a revision date of June 20, 2019 and can fulfill the requirements to the job.
_____________________________________ _____________________________________
Driver Signature Witness Signature
_____________________________________
Date
Title: BUDDY MOORE TRUCKING, INC. Document: HR10-02
Issue Date: 09/16/19
Informational Document Supersedes: 07/09/18
DRIVER HANDBOOK
Page 89 of 89
POSITION DESCRIPTION – VAN DIVISION ACKNOWLEDGEMENT
I have read and understand the demands of being a van driver as outlined in the Position Description – Van
Division with a revision date of June 20, 2019 and can fulfill the requirements to the job.
_____________________________________ _____________________________________
Driver Signature Witness Signature
_____________________________________
Date
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Driver Handbook HR10-02 Revised 2019-09-16
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