Driving RecordsPublished

How to Get Your DAC Report

How CDL drivers can request, read, and dispute a HireRight DAC Employment History report

15 min readLast reviewed: August 2026Information checked August 4, 2026

Quick Answer

What drivers commonly call a DAC report is a commercial-driver employment-history report maintained by HireRight. HireRight currently calls it a DAC Employment History report/file or DAC Employment History File (EHF).

It is not an FMCSA record, a state driving record, or a federal government database. It is a HireRight consumer-reporting product built from information contributed by participating employers. Not every trucking company uses it, and not every employer reports the same information.

CDL drivers can request their own DAC file through HireRight's official Request a Copy of My DAC Report page. HireRight also accepts requests by phone, mail, or fax. Requesting your own file does not create a carrier employment inquiry, lower a credit score, or automatically send the report to an employer.

If you find information that appears inaccurate or incomplete, requesting the file and disputing the information are two separate steps. A dispute is free, but it does not guarantee that information will be deleted or changed.

Request a Copy of My DAC Report

Protect your private information

Use HireRight's official secure process. Do not send your Social Security number, HireRight password, identity documents, or complete report to America First Logistics or post them publicly.

What Drivers Mean by a "DAC Report"

"DAC report" is the common trucking-industry name. HireRight's current consumer materials use both DAC report and DAC Employment History report/file. Its transportation materials use the formal name DAC Employment History File (EHF).

HireRight is a consumer reporting company. The DAC Employment History File is one transportation-industry product that HireRight offers. According to HireRight, it is a participatory database containing more than six million commercial-driver employment records contributed by more than 2,500 organizations.

That leads to three important points:

  • DAC is not a government database.
  • Not every motor carrier participates.
  • A DAC file is not necessarily everything HireRight has about a driver.

HireRight says the DAC file stores employment histories of terminated commercial drivers. A carrier may also order other HireRight services — such as an MVR, PSP, criminal-record search, drug-testing service, Clearinghouse query, or manual employment verification. Those separate screenings do not become part of the DAC Employment History File merely because the carrier ordered them at the same time.

DAC File Versus a Broader HireRight Background Report

A driver can make several related but different requests:

DAC Employment History report/file
Available commercial-driver employment records in HireRight's participatory DAC database
Previously prepared HireRight background report
The screenings HireRight previously assembled for a particular employer, which may include several services
HireRight file disclosure
Active database files and other information HireRight maintains about the driver, within the scope of the request and applicable law
Testing results
Related testing-service results HireRight maintains, if any

If you want only the transportation employment-history file, request the DAC Employment History report/file. If you are trying to understand a specific background check ordered by a carrier, ask for the report that HireRight prepared for that employer as well.

HireRight states that its disclosure will also provide a list of HireRight customers who may have received the driver's report during the preceding two years.

What May Appear in a DAC Employment History File

HireRight says a participating employer's record may contain the following types of information. The fields and level of detail can vary from one employer entry to another.

Period of service
Starting and ending dates and whether they match your records
Driver status or experience
Whether your work was described correctly, including trainee, team, solo, company driver, or other reported status
Equipment operated
Tractor, trailer, transmission, or other equipment information reported by the employer
Types of loads hauled
The freight or operating experience attributed to you
Reason for leaving
How the employer characterized the end of employment
Rehire eligibility
Whether the employer reported you as eligible or ineligible for rehire
Accident or incident information
Dates, number of reported events, and available details
Truck-driving-school performance
School or training information, when contributed

The wording in a report may be abbreviated or coded. Read any definitions, legends, or explanations included with the disclosure before deciding that an entry is wrong.

An unfavorable entry is not automatically an inaccurate entry

The Fair Credit Reporting Act dispute process is for information a driver believes is inaccurate or incomplete, not simply information the driver would prefer an employer not to see.

Who Reports Information — and Why Your File May Have Gaps

The DAC Employment History File depends on participating organizations contributing records. That means:

  • Some large and small carriers participate; others do not.
  • A participating company may not report every field.
  • An employer may use another screening company.
  • An employer may verify employment directly or through a different service.
  • Older employers may have closed, merged, changed names, or kept limited records.
  • HireRight may have no DAC file for a particular CDL driver.

A missing employer does not automatically mean HireRight made an error. It may mean the employer never contributed that record. Likewise, "no information found" does not prove that a driver has no employment history. It only describes what was found in the particular file or search.

How to Request Your DAC Report

  1. Option 1: Request it online (recommended)

    1. Go to HireRight's official Request a Copy of My DAC Report page.
    2. Select the link to request your HireRight DAC report.
    3. Complete the secure request form. Clearly select or state that you want your DAC Employment History report/file.
    4. If you also need a broader report prepared for a particular carrier, use HireRight's background-report and testing-results request.
    5. Complete HireRight's identity-verification process.
    6. Save the confirmation, request number, and a copy or screenshot of what you submitted.
    7. When the disclosure arrives, save the original securely before marking or annotating a working copy.

    Use the official HireRight site and check that the web address belongs to hireright.com. Avoid links sent by unknown people or posted in unverified social-media comments.

  2. Option 2: Request help by phone

    HireRight Applicant Care: 866-521-6995

    Current published hours: Monday–Friday, 6:00 a.m.–5:00 p.m. Central Time

    HireRight's DAC-specific and general disclosure pages currently publish different automated menu sequences. Follow the current prompts or ask to be connected with Applicant Care rather than relying on an older menu sequence.

  3. Option 3: Request it by mail or fax

    Mail: HireRight Attn: Applicant Care Team / Consumers Department 14002 E. 21st Street, Suite 1200 Tulsa, OK 74134

    Fax: 918-664-5520

    HireRight's current public pages do not provide one universal checklist of identification documents for every request. Before mailing or faxing sensitive information, contact HireRight to confirm what it currently requires and where it should be directed. Send copies, not original identity documents, and keep proof of delivery.

Is the report free?

The Consumer Financial Protection Bureau currently states that HireRight will provide one free report if you request it and HireRight has a file on you. HireRight says CDL drivers may request their DAC report at any time, but its public page does not promise that every repeated request will always be free.

Federal law also provides free disclosures in certain circumstances, including after an adverse employment decision based on a consumer report. An adverse-action notice generally explains how to request that free report within 60 days.

How long does a request take?

HireRight does not publish one delivery estimate for every kind of consumer request. The CFPB notes that consumer reporting companies subject to the federal annual free-disclosure requirement generally must provide the disclosure within 15 days after receiving a qualifying request. That should not be read as a promise that every HireRight request will arrive within 15 calendar days. The type of request, proper identification, an incomplete form, or follow-up verification may affect the process.

If you need the report for a pending hiring decision, request it as early as possible and keep the carrier informed without sending the carrier private documents it did not request.

Does Requesting Your Own Report Affect Employment?

Direct answer

Requesting your own DAC file is a consumer disclosure request. It is not an employer background-check request.

It does not:

  • authorize a carrier to order an employment report;
  • create a carrier employment inquiry;
  • lower a credit score;
  • automatically tell a current or prospective employer that you requested it; or
  • automatically send your report to anyone else.

"Hard inquiry" and "soft inquiry" are credit-report terms and are not a useful way to describe a driver requesting a DAC employment-history file. The simpler answer is that checking your own file is not an employer background-check request.

How to Read and Review the Report

Review the disclosure line by line. Do not look only for the name of a former employer.

Identity information

  • Is the report actually yours?
  • Are your name and any listed name variations accurate?
  • Are the CDL state and identifying details associated with the correct person?
  • Is there information that appears to belong to another driver?

Employer information

  • Is the company name correct, including any legal or former name?
  • Are the start and end dates accurate?
  • Is the driving status or experience described correctly?
  • Are the equipment and freight types accurate?
  • Does the reason for leaving match the underlying records?
  • Is the rehire-eligibility entry accurate as reported?
  • Are accident or incident entries associated with the correct driver and event?

Report history

  • Which HireRight customers may have received the report during the last two years?
  • Is the report you received a DAC file, a broader background report, or both?
  • Are there separate sections from other screenings that have a different source and correction process?

Create a working list with three categories

  • Appears accurate
  • Needs clarification
  • Appears inaccurate or incomplete

That prevents an unclear phrase from being treated as a proven error before you read the report legend or obtain the underlying document.

Incomplete Is Not Always Inaccurate

These situations are different:

Possible inaccuracy
The report says you worked for a company during dates when you did not work there.
Possible incompleteness
The entry omits material information in a way that may make the reported item misleading.
Missing contribution
A real employer is absent because it did not contribute a DAC record.
Unfavorable but potentially accurate
The former employer reported that you are not eligible for rehire.
Needs explanation
The wording is technically correct but does not tell the full story.

A formal dispute is appropriate when you believe a specific item is inaccurate or incomplete. If the information is accurate but needs context, you may need to explain the circumstances to the hiring company. Giving an employer context does not automatically open a HireRight dispute.

File Disclosure Versus Dispute

Request a file disclosure
Shows what HireRight currently maintains and who may have received it. Does not ask HireRight to investigate an error.
File a dispute
Identifies specific information believed to be inaccurate or incomplete and requests a reinvestigation. Does not guarantee deletion, correction, or employment.
Explain circumstances to an employer
Gives the hiring company context for its own decision. Does not automatically change the HireRight file or create a formal dispute.

Normally, obtain and review the disclosure first. If a carrier already gave you the report used in its decision and you can identify the exact disputed item, you do not need to wait for a second copy before beginning a dispute.

How to Dispute Inaccurate or Incomplete Information

HireRight accepts disputes for free through its official online dispute process, by phone, by mail, or by fax.

  1. Identify the exact item

    Do not send only a broad statement such as "My DAC is wrong." Identify:

    • the report or request number, if available;
    • the employer entry;
    • the specific field, date, code, accident, or statement;
    • what the report currently says;
    • why you believe it is inaccurate or incomplete; and
    • what you believe the accurate or complete information should be.

  2. Gather supporting documents

    Use records that directly relate to the disputed item. Examples may include:

    • pay statements, W-2s, or 1099s showing dates of service;
    • an offer letter or employment agreement;
    • resignation, termination, or separation notices;
    • written communication from the former employer;
    • safety or accident documents;
    • police reports, insurance records, photographs, or repair records related to a reported event;
    • equipment-assignment or load records;
    • truck-return, key-return, or equipment-condition documents;
    • training or driving-school completion records; and
    • earlier reports showing how the same item was previously stated.

    Send copies, not original documents. Redact unrelated account numbers, medical information, or other private information unless HireRight specifically requires it to investigate the item.

  3. Submit the dispute through an official channel

    Online: Use HireRight's official dispute form.

    Phone: 866-521-6995, Monday–Friday, 6:00 a.m.–5:00 p.m. Central Time.

    Mail: HireRight, Attn: Applicant Care Team, 14002 E. 21st Street, Suite 1200, Tulsa, OK 74134.

    Fax: 918-664-5520.

    If submitting by mail or fax, confirm HireRight's current identification and routing requirements first.

  4. Keep a complete dispute file

    Save:

    • a copy of the dispute exactly as submitted;
    • copies of every supporting document;
    • the submission confirmation or tracking information;
    • the date HireRight received it, if known;
    • names, dates, and notes from calls;
    • all messages from HireRight or the former employer; and
    • the written investigation results and revised report.

    You may also dispute information directly with the company that supplied it. However, contacting a former employer for an explanation does not replace notifying HireRight when you want HireRight to reinvestigate an item in its file.

Be precise

A consumer reporting company may determine that a dispute is frivolous or irrelevant if it does not contain enough information to investigate. Specific facts and relevant documents are more useful than a long account that never identifies the disputed field.

What Happens After You Dispute

Under the usual Fair Credit Reporting Act dispute process:

30 days
The consumer reporting company generally has 30 days after receiving the dispute to conduct a reasonable reinvestigation.
Up to 15 additional days
The period may be extended in limited circumstances, including when the driver provides relevant additional information during the initial 30-day period. That extension does not apply when the information is found inaccurate or incomplete or cannot be verified during the initial period.
5 business days
The company generally must send written results no later than five business days after completing the reinvestigation. The results should include a report reflecting any revision made through the investigation.
15 days after request
You may request a description of the procedure used to determine accuracy and completeness, including available contact information for a source contacted during the reinvestigation. Under the FCRA, that description generally must be provided within 15 days after the consumer's request.

If the information is found inaccurate, incomplete, or unverifiable, it must be corrected or deleted as appropriate. If the source verifies the information as accurate and complete, it may remain.

If the dispute is not resolved

If the reinvestigation does not resolve the dispute, you may add a brief statement explaining the nature of the dispute. A consumer reporting company may limit the statement to 100 words if it assists the consumer in writing a clear summary.

Later consumer reports containing that information generally must clearly note that the item is disputed and include the statement or a clear summary. You may also ask the reporting company to notify specifically designated recipients that previously received an employment report containing the deleted or disputed information during the preceding two years.

A statement of dispute adds context. It does not force removal of information that was verified.

If a Carrier Uses the Report Against You

An employer — not HireRight — makes the hiring decision. HireRight states that it does not make hiring recommendations, does not know why a particular employer made its decision, and cannot give the employer's reason for declining an applicant.

The general federal process

When an employer is considering an adverse employment action based in whole or in part on a consumer report, it generally must first provide:

  • a copy of the report it relied upon; and
  • a Summary of Your Rights Under the Fair Credit Reporting Act.

This is commonly called the pre-adverse-action step. It is intended to give the applicant an opportunity to review the report before the final decision.

After the adverse action, the employer generally must provide notice that includes:

  • the name, address, and telephone number of the consumer reporting company;
  • a statement that the reporting company did not make the employment decision and cannot explain the employer's specific reason;
  • notice of the right to dispute inaccurate or incomplete information; and
  • notice of the right to request another free report from the reporting company within 60 days.

State or local law may provide additional protections.

DAC Compared With Other Driver Records

DAC Employment History File
HireRight, using records contributed by participating organizations. Covers commercial-driver employment history; fields may include service dates, experience, equipment, separation reason, rehire status, and reported accidents or incidents. Correction begins with the HireRight dispute process and, when appropriate, the employer that supplied the information.
PSP report
FMCSA's Pre-Employment Screening Program. Covers five years of FMCSA crash data and three years of roadside inspection data. Correction begins with FMCSA DataQs for underlying crash or inspection data; PSP support handles identity or report-delivery issues.
MVR
The state driver-licensing agency, sometimes delivered through a screening company. Covers license status, class, endorsements, restrictions, suspensions, convictions, and other state-record information. Correction begins with the state agency that maintains the driving record; also notify the screening company if its report reproduced the data incorrectly.
FMCSA Clearinghouse record
FMCSA Drug & Alcohol Clearinghouse. Covers DOT drug and alcohol program violations, test refusals, and return-to-duty information for covered CDL/CLP drivers. Correction begins with the Clearinghouse correction or petition process; the permissible challenge depends on the type of information.
General background report
HireRight or another consumer reporting company, using the services an employer orders. May include employment, criminal records, education, licenses, identity checks, MVR, or other screening components. Correction begins with the named consumer reporting company and the source that supplied the disputed information.

A carrier may order several of these records together. Receiving them in one packet does not make them one database or give them one correction process.

If you have not reviewed your FMCSA data yet, see How to Get Your PSP Report and How to Correct FMCSA Information Through DataQs.

Documents Drivers Should Preserve

It is much easier to review or dispute an employment-history entry when records were saved before a problem appeared. Keep secure copies of:

Keep secure copies of

  • offer letters and employment agreements;
  • orientation and hire documents;
  • pay statements, settlement sheets, W-2s, and 1099s;
  • resignation, termination, and separation notices;
  • safety warnings and your written responses;
  • accident, incident, inspection, citation, and insurance documents;
  • equipment condition, return, and recovery records;
  • training certificates and school records;
  • drug-testing and return-to-duty records that you are entitled to retain;
  • emails, text messages, and portal messages relevant to employment dates or separation;
  • background-check authorizations and reports;
  • pre-adverse- and adverse-action notices; and
  • every disclosure request, dispute, confirmation, and result.

Store these records somewhere you can access after leaving the employer. Do not rely only on a company email account or driver portal that may be closed when employment ends.

What America First Logistics Can and Cannot Do

America First Logistics helps CDL-A drivers compare regional and OTR opportunities from our carriers based on their experience, location, background, and home-time needs.

We can:

  • explain the general difference between DAC, PSP, MVR, Clearinghouse, and other screening records;
  • point drivers to the appropriate official request or correction resource;
  • listen to a driver's own summary of a background issue; and
  • help identify opportunities that may fit the information the driver chooses to share.

We cannot:

  • obtain a driver's private report without proper authorization;
  • access, edit, or remove information from HireRight;
  • decide a dispute or require HireRight or a former employer to change information;
  • guarantee the outcome of a dispute;
  • guarantee that a carrier will hire a driver after a correction; or
  • provide legal advice.

Do not send AFL your HireRight password, Social Security number, identity-verification documents, or complete report. If a background issue may affect job qualifications, tell your recruiter only the relevant facts in your own words. A recruiter can ask a follow-up question if more information is genuinely needed.

Frequently Asked Questions

Official Resources

Information note: Information checked August 4, 2026. This article contains the best information America First Logistics could verify from official sources as of the date shown. HireRight procedures, contact details, forms, laws, and agency guidance can change. Check the linked official resources before submitting private information or relying on a deadline. This article provides general educational information for CDL drivers. It is not legal advice and does not create an attorney-client, employment, or consumer-reporting relationship. Individual circumstances and state laws may differ.

Need Help Finding a Driving Opportunity?

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Send us your city and state, and we'll tell you what's available.

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