A youth sports organization hires a driver to transport children from the facility to different locations in the city for games. The routes aren’t very long, and the employer doesn’t think it’s worth it to check the new hire’s motor vehicle record (MVR). While transporting five children, the driver gets into an accident and many of the passengers are hurt. The employer finds out the driver was speeding and caused the accident by running a red light. A check of the driver’s MVR shows multiple speeding tickets and other infractions. Now the organization must deal with injured children, upset parents, and the property damage caused by the accident. A simple check of the driver’s MVR before hire could’ve protected the organization from these issues. 
Any organization that hires employees who’ll be driving as part of their job duties has a responsibility to ensure their drivers are safe, as the story above illustrates. The best way to do this is to check every driver’s MVR at hire and regular intervals afterwards. Checking MVRs throughout the course of employment will help catch infractions since hire, allowing the organization to remove unsafe drivers. There are a few different ways to obtain MVRs, which are explained in detail in this useful PDF.
Organizations should also develop criteria for driver eligibility based on what’s found on their MVRs. West Bend has a sample eligibility policy that can be adapted for any organization. It’s important to establish and apply criteria equally to all applicants. Consistency is key. By checking MVRs and excluding unsafe drivers, organizations can protect themselves from liability and protect their reputations.
