Drivers are paid by cents-per-mile.

See the video below:

Mileage Rate assigned per dispatch the shorter the individual dispatch, the higher cpm for that dispatch:

• 0-100 miles $75.00 – minimum pay of 75 cpm
• 101-200 miles $125 – minimum pay of 62 cpm
• 201-250 miles $175 – minimum pay of 70 cpm
• 251-300 miles $200– minimum pay of 67 cpm
• 301-400 miles $275– minimum pay of 69 cpm
• 401-500 miles $300- minimum pay of 60 cpm
• 501+ miles – 58 cpm
• 50 cpm deadhead
• $200 Weekend Outbound
• Delivery Automatic Layover

1-2

Drivers are home every week.

2,100 – 2,500 a week

NSI hauls Refrigerated Grocery, General Steel Products on the Eastern half of the US. 

2019 – 2024 Freightliner Cascadia

Both automatic and 13 speed manual transmissions

Highmark BC/BS – Medical, Dental, Vision, Short-term disability

60 days.

8 Paid Holidays – New Year Day, Good Friday, Memorial Day, Independence Day, Labor Day, Veteran’s Day, Thanksgiving, Christmas

Yes

No.

No.

No.

Meal program and reimbursements, no Per Diem.

70 mph

Yes – we are pet friendly.

Onboarding is summarized below:

• 2-day initial orientation covering company policies, safety standards, driver support network, ELD introduction, trip planning, HOS safety standards, SMITH certification, and harassment training. Meeting with senior management and ownership to discuss expectations and open-door policy.
• 6-week entry-level driver training program for student-level drivers with less than 6 months of experience, focusing on industry, operational, and company-specific training, as well as safe driving habits.
• 2-3 week driver training program for drivers with 6-12 months of experience, evaluating safe driving habits and proficiency with company operational specifics.
• 1-week company familiarization program for drivers with 1+ year of experience to familiarize them with all company operational specifics.
• 1-day final orientation with equipment assignment after training/familiarization, including lunch with key personnel to discuss transition, early impressions, expectations, and preferences.
• Phone interviews at 14/30/60/90 days with senior management and ownership to assess satisfaction, expectations, gaps, adjustment to the company, pay, and home time. Coaching and mentoring provided during these calls.
• 100th day induction into the Teamster’s Union.
• Ongoing expectation/satisfaction surveys on a quarterly basis, as well as monthly Fleetcheck surveys to evaluate specific issues.
• Informal/ongoing coaching on performance by driver managers, safety, and operations. Formal performance reviews conducted at 6 months and 1 year to identify strengths, weaknesses, and develop improvement plans for both drivers and the company.