New Directions

Some employees may not be so qualified to take the driver's seat.

When you hand someone the keys to a company car or truck, how can you reduce the risk that they'll endanger life or property while they're driving?

Begin by setting a policy on driver qualifications and history. The first step is making sure drivers hold valid driver's licenses. Then decide what isn't acceptable in the way of violations and check the driving records of your employees. According to Deborah Jaeger of TML Information Services Inc., a company in Forest Hills, New York, that provides clients with access to motor-vehicle data, a typical policy may be that three or more serious violations (such as speeding 15 miles or more over the limit, reckless driving, leaving the scene of an accident or racing) over a period of two or three years would be cause to reject a candidate. A DUI conviction alone may be reason not to give an employee driving duties. Also be sure to look at individuals' accident histories.

It's a good idea to check out everyone who's going to be driving on company business, whether they're driving a company vehicle or their own. "There's a growing sense that if [employees are] driving on behalf of an employer, there's a responsibility on the employer's part to take action to remove a driver who is known to have a problem," says Jaeger.

Your insurance company may be able to help you develop a policy and screen potential drivers. Lori Denton, 35, owner of Galaxy Fun Raising Inc., a South Daytona, Florida, company that provides casino-themed event planning, says she provides her insurance company with a copy of every job applicant's driver's license so the insurance company can verify the person's driving record. The insurance company, Denton says, has a vested interest in helping her make good hiring decisions in this area.

Jaeger says once drivers are on board, you should consider doing an annual review of their driving records. If you see a potential problem, such as a pattern of tickets, you can address it with discipline, training or even by removing the person from their driving position before something serious occurs.

This article was originally published in the August 1999 print edition of Entrepreneur with the headline: New Directions.