A Checklist for Avoiding Costly Driver Hiring Mistakes – Operations

It only takes a single accident, and any driver hired at your organization could end in a multi-million-dollar negligent hiring lawsuit. You may reduce that risk through the use of a hiring checklist to avoid pitfalls when adding latest drivers to your fleet.

1. Driver application

The DOT-regulated driver application is an investigative roadmap for brand new hires. 

Common application errors include:

• The appliance is missing, partially accomplished, or not compliant with 391.21. This happens most frequently with drivers who’re:
  • Long tenured,
  • A part of an acquisition,
  • Leased from a brief agency,
  • Office employees who fill in occasionally, or
  • Transitioned from a non-regulated role like a warehouse person.
• The motive force didn’t sign the applying before the primary dispatch.
• Omissions of critical information like regulated employers or prior residences within the prior three years. 

2. Driver background investigation/Safety performance history

Avoid these prior employer investigation mistakes: 

• Failure to tell a driver of their due process rights to review information present in the new-hire screening process. Notification up front is critical for those who receive antagonistic information and select not to rent the person. 
• Failure to query the driving force about greater than 30-day employment gaps. These periods might be attributable to alleged self-employment, a license suspension, or incarceration. 
• Not obtaining the protection performance history inside 30 days after the hire date. 
• Making just one try to confirm prior employer dates of employment and accidents.
• Disregarding the driving force having several employers in 3 years during a driver shortage. 

3. Motorized vehicle records (MVRs)

An authority should review MVRs. The person must know the state codes and the differences between various states’ MVRs. In the event that they usually are not knowledgeable, they might overlook the next items:

• Improper licensing for the driving force’s assigned vehicle or operation, similar to:
  • Intrastate restriction for an interstate driver, 
  • Improper license class, 
  • Missing endorsement, or
  • Restricted/suspended/revoked license.
• Failure to transfer the license to a brand new state of residency inside 30 days.

4. Medical certification

Common mistakes when documenting a driver’s medical certification include:

• Not verifying the health worker’s listing on the National Registry for brand new hires when a current medical card is accepted, in addition to after each exam (CDL and non-CDL).
• Failing to request a CDL MVR on the time of hire or inside 15 days of every DOT exam.
• Incorrect CDL driver self-certification for the sort of driving and medical certification. For instance, the MVR may show as “Excepted Interstate,” but the driving force just isn’t exempt from medical certification requirements.

5. Road test

Road tests are a carrier’s seal of approval that a driver can operate their business motorized vehicle (CMV) safely. Errors or omissions when assessing a possible driver’s skills include: 

• No remedial training to correct skill deficiencies noted in the course of the test.
• A missing road test certificate and/or evaluation sheet.
• Tests are a part of, not before, the primary dispatch, similar to while delivering loads.
• The test was not in a vehicle just like the one the driving force was assigned, similar to testing in a straight truck when driving a mix tractor-trailer is a component of the driving force’s role.
• Inconsistent enforcement of testing standards between applicants.

Bottom Line: Reduce the danger of negligent hiring claims through the use of a hiring checklist for each driver who will operate a CMV in your company. It’s a top fleet management practice that may prevent a really costly mistake.