DRIVING RECORD. For employment purposes, the Authority has the right to check on each employee’s driving record. It is necessary for all employees to have a valid driver’s license in order to continue in the employment of the Authority. The State of Michigan laws regarding the Commercial Drivers License (CDL) apply.
DRIVING RECORD. For positions that require the operation of a motor vehicle, unless the employee can perform the required duties without a valid driver's license, the employee shall hold a valid Driver's License and allow the Employer to periodically evaluate the employee's driving record. An employee being evaluated shall be given a copy of the driving record within three (3) working days. An employee may challenge the evaluation.
DRIVING RECORD. Results report the status of an individual's license, including traffic violations, failures to appear, and unpaid fines. Also may reveal a history of substance abuse or a pattern of irresponsible behavior. Education Verification (Highest Degree) Verification of degree obtained or highest level of education reported by applicant, including current enrollment. Results include verification of degree and major, date of award, and any claims of distinction or honors. Inconsistencies are highlighted. Employment Verification (Last Three Employers) Verification of employment history as reported by applicant from the past three employers or past seven years. Results include verification of title, tenure, salary claims, and eligibility for rehire. Inconsistencies are highlighted. Professional License / Certificate Verification Search of applicable licensing or issuing body for confirmation of current status and disciplinary history of claimed or located license or membership.
DRIVING RECORD. Furnish evidence of a valid driver’s license meeting the specifications of the position for which such prospective employee is being considered. In addition, such employee must provide proof of a satisfactory driving record as determined by the District's vehicle insurance provider.
DRIVING RECORD. No person shall be permitted to operate a Romeo Community School District school vehicle if that person’s driving record has placed the school district into a high-risk pool. The Board will provide evidence that the insurance rates have increased significantly due to said person. The person will be allowed to bid on other open positions using his/her seniority. If a position is attained, seniority will be earned in the classification he/she is working in. If a position is not attained, he/she will have the right to seek unemployment benefits without the Board of Education challenging his/her claim. The person shall be excluded from the leave requirement, Article 20. (i.e. shall be allowed to seek other employment while on leave status) Seniority will be frozen from the day the Employee was unable to work. As soon as the person’s liability is exhausted, he/she will be allowed to return to his/her position under Article 20.
DRIVING RECORD. CONTRACTOR shall maintain copies of driver’s Department of Motor Vehicles (DMV) printouts for all CONTRACTOR’s drivers providing service under this Contract. Reports shall be available to the CPM on request. COUNTY reserves the right to request DMV check on CONTRACTOR’s and Subcontractors’ drivers once a year.
DRIVING RECORD. The driver must maintain a good driving record free of traffic offenses. Comment:
DRIVING RECORD. Independent Juicer has a safe driving record (if Independent Juicer performs Delivery Services and/or Electric Charging Services using a motor vehicle such as a car, motorcycle or scooter).
DRIVING RECORD. Bus drivers must meet all requirements of the State of Wisconsin and the State Department of Motor Vehicles and be acceptable to the District's Assistant Superintendent of Business Services or Designee. The Bus Company shall conduct, internally or through a third party, a review of records relating to each driver’s safety, criminal and driving records at a minimum, annually. The Bus Company shall have a system in place to receive notifications from state agencies when driving violations or suspension/revocation of licenses occurs. These records shall be made available to the district’s Assistant Superintendent of Business Services or Designee upon request. The Bus Company shall not employ or continue to employ any driver who has been convicted of reckless driving or of operating a motor vehicle while under the influence of an intoxicant or controlled substance during the past fifteen (15) years, or received a citation or been convicted of any offense which would make the driver ineligible to transport students under applicable federal and/or state law. The Bus Company shall obtain driver abstracts from the Wisconsin Department of Transportation yearly for each of its drivers serving the District, and the Bus Company shall belong to the State of Wisconsin Department of Transportation Notification Program (PARS). The driver abstracts shall be used by the Bus Company to monitor and help evaluate the quality of its drivers. The driver abstracts shall be available to the District for review upon request.
DRIVING RECORD. Employees must notify the Human Resources Officer, in writing, of any changes in license status and all traffic citations before their next shift commences. The District may, at any time, check the driving record of all employees who may be required to drive on District business. Any unreported changes in license status or traffic citations may be the basis of discipline, up to and including termination.
