Driving Records Get Closer Look on the Job
"What I do on my own time is my business - not my employers." This feeling is shared by most individuals. And, for the most part, it is a fair statement. Your personal life is your own business.
But, sometimes, incidents or activities in an individual's personal life have an affect on the employer. When an employees personal off the job conduct affects the workplace or the ability of the employee to perform the job, then it becomes a matter of concern to the employer.
Over the past year, I've noticed that employee driving records are getting greater scrutiny by employers. This is due, in large part, to closer scrutiny by insurance companies that provide liability and vehicle insurance to employers that have employees operating vehicles on the job.
Employees driving large trucks subject to the U.S. Department of Transportation safety regulations must comply with strict rules relating to drug testing, driving schedules, and driving records. Now, some of these safety oriented practices are being implemented by other organizations that have employees operating a vehicle on the job.
These days, if you are seeking a job that involves operating a vehicle on the job, there is a greater likelihood that the employer will contact the Secretary of State's office to check your driving record before offering a job. A driving record with a history of accidents, citations, suspensions, or revocations most likely will cause the employer to select another candidate with a better driving record.
In an effort to reduce insurance claim costs, a growing number of insurance companies now require the employer to provide a list of employees operating company vehicles. The insurance company periodically performs its own motor vehicle record check.
In cases where the driving record check turns up a marginal or poor driving record, the insurance company may notify the employer that it will not insure certain employees.
To protect its own liability, the employer must then remove the employee from the driving job, transfer the employee to other suitable work if available, or lay the employee off as no longer qualified to perform the driving job.
For an employer, it makes good business sense to select and retain safe drivers in order to minimize liability and control insurance costs. Of course, I recommend that the employer advise driving employees that their driving record is subject to scrutiny and may affect job status.
The state considers driving a privilege, not a right. To the employee, the message should be clear; take it easy behind the wheel. That speeding ticket, caused accident, or DUI citation can affect your livelihood.
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William S. Hubbartt is president of Hubbartt & Associates, a St. Charles, IL consulting firm specializing in employee compensation, employee handbooks, personnel policies and supervisory training, and the author of The Medical Privacy Rule - A Guide for Employers and Health Care Providers.
