Think about MVRs like investigative journalism, the five Ws, who, what, when, where, why.
Who should order the MVRs for employees or potential drivers? On whom should you pull the records?
The fleet manager or operations manager needs a standard operating procedure to request permission from the driver or potential hire. Yes, obtain written permission. Every driver and every new hire should be screened by their driving record. The driving record is like their credit rating. It may not be a perfect mirror of their habits, but it is a good general indicator.
The standard procedure needs to include a maximum number of violations and accidents. Perhaps one moving violation within a year, two in four years and no at-fault accidents make a good hard rule. Major violations should be defined and held to zero tolerance. Be vigilant and consistent. You cannot discriminate in this area without inviting employee practice litigation.
The MVRs should be reviewed every six months for current employees, and before employment begins for potential new hires. Again, consistency. Why six months? Driving habits change with personal issues. Your driver may not be concentrating, perhaps they’re on the phone or texting for pressing personal reasons. You want to ban all phone or texting while driving, and intervene with a slipping driver early.
Review the record in privacy with the employee. Pats on the back or some small reward for the good records, intervention for the ones with some issues.
Driving on public roads may be the biggest exposure to risk many companies face. Certainly the greatest chance of a catastrophic claim is vehicle use for most. Trust this risk to drivers with quality habits, sound judgment, and consistent results.
Driver recruitment and retention is the cornerstone to a great risk management program for your fleet. Support these drivers with a maintenance program and up-dated fleet. Make life easier for your drivers and retaining them will follow.
