USA Operations Centers Valid Driver’s License Requirements May 2017

State/Area Exceptions

As this policy is reviewed, please note the following State/Area for which exceptions exist:

Not Applicable

Specific details on each exception may be found within the General Information section of this text.

Overview

Joyner requires that any employee who operates a Joyner vehicle to have a valid driver's license. During the pre-employment process, Motor Vehicle Records (MVRs) are reviewed for any applicant who, if hired, will be driving a personal or company vehicle while performing his or her essential job functions.

The purpose of the MVR review is to verify that the driver has a valid driver's license and an acceptable driving record.

General Information

Eligibility This policy applies to all employees.

Motor Vehicle Records (MVRs) During the pre-employment process, Motor Vehicle Records (MVRs) are ordered for applicants who if hired will drive a vehicle while performing their essential job functions. See Background Check Policy for guidelines.

MVRs may be requested and reviewed for onboard employees who are being considered for promotion or transfer into a position that requires driving as part of their essential job functions. See Background Check Policy and the Fleet Safety Program for guidelines.

For positions requiring commercial driving as defined by the Federal Motor Carrier Safety Act (FMCSR), Human Resources should follow the background check procedures outlined in the Commercial Driver (DOT) policy.

Random Driving Record Reviews Checking of MVRs should occur only for a business need. Requests to order a random MVR should be reviewed by the S&I Compliance Manager.

Employee Actions

Obtain a valid driver's license. This is required for any employee who drives while performing his or her essential job functions. The license must permit the employee to drive legally in:

The state of his or her residence

Other geographical areas where essential job functions are performed

If your license is revoked or suspended and it is a condition of your employment, report this information to your supervisor immediately.

Failure to report the loss of a driver’s license may result in disciplinary action not excluding termination.

Managerial Actions

Explain the policy stated in the "overview" to any employee required to drive as part of his or her essential job functions. Include the following information:

A valid driver's license is a condition of continued employment.

The license must permit the employee to drive legally in the state of his or her residence or other geographical areas where job duties are performed.

An employee whose driver's license has been suspended or revoked should report this to his or her supervisor immediately.

Failure to report suspension or revocation of a driver's license may result in disciplinary action, not excluding termination.

If an employee's license is suspended, revoked or otherwise becomes invalid, the Workforce Solutions Team - HR Manager and the employee's management should make a reasonable effort to adjust job duties or move the employee to a different position, depending on business need and the employee’s qualifications. However, each situation should be evaluated on its own merits. The employee's work record and/or the circumstances surrounding the loss of driving privileges may not warrant continued employment.

Human Resources Role

Obtain a Motor Vehicle Record (MVR) on any employee who will drive a vehicle while performing his or her essential job functions. This includes

new hires

on-board employees being considered for positions requiring driving as part of their essential job functions if:

The employee is moving to a driving job, and

An MVR has not previously been obtained on the employee within 90 days.

NOTE: This includes employees currently in a driving job moving to a driving job.

For complete procedures, including our obligations under the Fair Credit Reporting Act, see Background Checks.

If an employee's license is suspended, revoked or otherwise becomes invalid, the S&I Compliance Manager and the employee's management should make a reasonable effort to adjust job duties or move the employee to a different position, depending on business need and the employee’s qualifications. However, each situation should be evaluated on its own merits. The employee's work record and/or the circumstances surrounding the loss of driving privileges may not warrant continued employment.