AAA Cooper Transportation: Hiring, Background Check & Employment Verification FAQs

AAA Cooper Transportation (SCAC code AACT) describes itself as an asset-based, multi-regional transportation solutions provider. Its services include less-than-truckload, dedicated contract carriage, truckload brokerage and international solutions, with coast-to-coast coverage across the United States. The company lists its address as 1751 Kinsey Road in Dothan, Alabama, and its about page lists 4,200 tractors, 11,000 trailers and 8,700 employees.

The company traces its story to the Dove family of Alabama. John H. "Red" Dove hauled lumber with his father in the 1930s, and in 1951 he acquired P.C. White Truck Lines and renamed it AAA Motor Lines. A 1969 purchase of Cooper Transfer Company led to the AAA Cooper Transportation name in 1975. In July 2021, Knight-Swift Transportation Holdings (NYSE: KNX) acquired the company, which became an independent subsidiary. The about page also describes Midwest Motor Express, acquired in December 2021, and DHE Transportation, acquired in July 2024, as operating regions that extend coverage in the Upper Midwest, Pacific Northwest and West Coast.

AAA Cooper's careers site groups jobs into four areas: Drivers, Maintenance, Dock & Warehouse and Administrative. Featured driver openings have included linehaul drivers, pick-up and delivery drivers, local CDL A drivers and team drivers, while dock listings include full-time and part-time non-CDL dockworkers in several states. The company also highlights a commitment to veterans, with a tool to search jobs by military job title or code.

Company culture and employee programs:

The careers page lists benefits that include health, dental and vision coverage, a 401(k) plan, paid time off for full-time employees, tuition reimbursement, a stock purchase plan, and wellness and employee assistance programs. The company also cites Newsweek's America's Most Admired Workplaces recognition for 2026. Benefits and eligibility vary by role and employment status, so candidates should confirm specifics during the hiring process.

Yes. Employers in the trucking and freight industry, including AAA Cooper Transportation, are legally permitted to run pre-employment background checks, provided they follow the federal Fair Credit Reporting Act (FCRA) and applicable state laws. The FCRA requires written consent and specific disclosures before an employer obtains a background report from a screening company. Separate Department of Transportation rules also require motor carriers to check certain driving and safety history for commercial drivers.

AAA Cooper is generally reported to conduct background checks as part of hiring, which is consistent with standard practice among motor carriers. Drivers operate heavy equipment on public roads and handle customer freight, so carriers typically verify driving history and employment history. The scope of the AAA Cooper background check may vary by role, such as driver, dockworker, mechanic or office position, and by location.

The AAA Cooper hiring process typically starts with an online application through the company's careers site, where candidates search jobs by category and location. Driver applicants may complete interviews and a driver qualification review, while dock, maintenance and administrative candidates typically interview with a terminal or department manager. Candidates who receive a conditional offer may be asked to consent to background checks and complete required screening before starting. Steps may vary by role and terminal.

An AAA Cooper background check typically takes from a few business days to longer, depending on the searches ordered and how quickly courts, state agencies and former employers respond. Driver checks that draw on motor vehicle records from several states or on several past employers can take longer. To see what affects timing, review background check turnaround times.

The components of an AAA Cooper background check are set by the employer and may vary by role. For a driver, dock, maintenance or administrative position, a check may include some or all of the following:

Candidates should review the disclosure and consent forms they receive during hiring to see which searches apply to their role.

Drivers of commercial motor vehicles are generally subject to pre-employment drug testing under federal rules, and AAA Cooper may also require screens for other roles. Under 49 CFR 382.301, a driver must receive a verified negative controlled substances test result before performing safety-sensitive functions for an employer, unless a limited exception applies. Requirements for dock, maintenance and administrative positions may vary by role and location, and the offer paperwork typically explains what applies.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

A felony record does not automatically rule out a candidate at most employers, and AAA Cooper is generally understood to review records case by case. Roles that involve driving or handling freight may receive closer attention, and factors may include the type of offense, how much time has passed and the duties of the position, and commercial drivers must also meet federal driver qualification requirements. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates are encouraged to answer questions honestly and be ready to discuss their background.

Candidates applying to AAA Cooper will typically be asked to provide written consent before a background check begins. That consent is usually part of a disclosure form provided during hiring. Candidates should be ready to supply accurate personal information, including full legal name, date of birth, Social Security number and address history. Driver applicants should also be ready to provide license details and a work history, since federal rules call for driving record and previous employer inquiries for commercial drivers.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

CDL drivers typically face the standard screening plus federal driver qualification steps. Under 49 CFR 391.23, a motor carrier must make an inquiry to each state licensing authority for the driver's motor vehicle record covering the prior three years, and must investigate the driver's safety performance history with previous DOT-regulated employers. These steps are in addition to any criminal history search, and requirements may vary by license class and route.

Running a personal background check with Checkr lets you preview what AAA Cooper Transportation may see and help you identify potential inaccuracies before they affect your job application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.