PURPOSE

The purpose of this procedure is to outline the way in which the company will undertake driver qualification and reference checks.

PROCEDURE

For all new employees the company will undertake a number of checks in an effort to ensure that the company is not exposed to operational risk when employing new personnel. All checks and assessments will be documented.

INDIVIDUAL RIGHTS TO PRIVACY

Privacy legislation exists to protect ‘personal information’. This can include sensitive information such as the person’s medical history, academic qualifications and test results, work history, or third party opinions about past work performance.

The reference check is now viewed as the gathering of personal information and as such there is a need to manage the collection, storage and dissemination of information in accordance with privacy and anti-discrimination legislation.

The company cannot use the implied consent of submission to waive the obtaining of written consent to conduct a reference check. Permission must be obtained before checks are undertaken.

PRE-EMPLOYMENT CHECKS

Before employment is confirmed, the company will undertake a number of checks to confirm compatibility between the job function, the individual’s skill level and their ability to successfully perform the task without risk to themselves or others.

DEFINING THE NEED

Does the new employee hiring request clearly identify the level and type of driving skill/licensing required for this position? If not then an employment offer should not be made until the requirement has been clearly defined by the originating manager.

DRIVER CHECKS

A check will be made to determine whether the potential employee:

• Has a valid and appropriate driving licence for the advertised position;
• Has a risk history suggesting that he or she presents an unacceptable risk for the company;
• Meets the required medical standard or has anything in their medical history that affects their ability to perform the employment task, including driving;
• Requires visual aids (glasses, contact lenses, night vision aids etc);
• Has had an eye test within the last year. If more than 1 year has elapsed since their last test, then an eyesight test should be performed (mandatory);
• Have acceptable references that have been verified.

DRIVER SKILL ASSESSMENT

The type and level of the test/evaluation will be dependent on the nature of the task to be undertaken. All new approved drivers, whether employees or employee family members, will undergo a practical driver skills assessment.

For passenger and light commercial vehicles an evaluation may consist of a short drive around while for Tool of Trade, specialist and heavy duty vehicles a suitably qualified driver trainer assessor should be used.

An assessment will be made as to whether or not the approved driver will require training before being authorised to drive a company vehicle or their own vehicle on company business.

Where the employee requires training then training will be arranged. Where an employee’s spouse or family member requires training then their driving privileges will be suspended until the training has been completed and the person involved has undergone a successful driver skill assessment.

The employee is to be made aware that they are required to immediately notify the company of any licence suspension, award of demerit points or pending action against themselves and/or their partner/dependents by the police and/or any other authorities.

Failure to do so will automatically trigger the suspension of driving privileges and may result in termination of employment.

Personal use of the company vehicle during any suspension or revocation period will be cause for dismissal.