Reminders from HR
Cheryl Simpson, HR Director
SOP for Serious Driving Infractions and DUI/DWI Infractions
All American Co-op recently put together a Standard Operating Procedure (SOP) for serious driving infractions and DUI/DWI infractions. A lot of work and information gathering by department managers, our general manager, safety director and myself went into this project. This SOP provides a consistent guideline to all employees among our locations and divisions. Employees will receive more information at the confined safety training sessions being held over the next couple weeks. The SOP is as follows:
SOP for Serious Driving Infractions
Nationwide Agribusiness Driver Qualification Criteria (This list is flexible but must get approved by the underwriter prior to any adjustments)
A driver meets Nationwide Agribusiness’ qualification criteria if their current MVR meets or exceeds each of the standards listed below (ranked in order by sensitivity)
1. No alcohol or drug related convictions (including but not limited to DUI, DWI, BAC, Open Container, and Controlled Substance violations) during the last 3 years
Note: A DUI stays on the MVR for up to 7 years but is enforceable by the insurance carrier for up to 3 years.
2. No serious moving violations during the past 3 years, including but not limited to:
• Excessive speeds (15 mph or more over the posted speed limit)
• Racing or exhibition driving
• Careless/reckless driving
• Imprudent driving
3. No license suspensions or revocations during the last 3 years
4. 2 or less moving violations in the last year
5. 3 or less moving violations in the last 3 years
6. At least 2 years of CDL driving experience for tractor trailer operators.
1. The Employee’s Commercial Driver’s License (CDL) is revoked beginning on the day of the offense.
2. The employee’s CDL is suspended for 1 year from the date of conviction.
3. A meeting with the Employee, their Manager, GM, HR and Safety Director should take place to inform the employee about how their actions influence the company’s insurance policy and review company policy and employee responsibilities.
4. Following the DUI/DWI Conviction, the company insurance carrier must be notified that there was an infraction and that we either intend to retain or release the employee. (If choosing to retain, a note shall be placed in the employee’s personnel file. This note may be used during reviews)
a. If the employee is retained the insurance carrier may try to exclude them from the policy. It is in the company’s best interest to notify the carrier instead of the underwriter finding out on their own. If a driver is excluded from the policy and the company chooses to ignore the exclusion by allowing them to drive and they have an accident the carrier may drop insurance coverage for the entire company.
b. If the insurance carrier puts an exclusion on an employee, that employee cannot drive company vehicles or personal vehicles for co-op business purposes. Applicating equipment is excluded from this requirement.
5. The employee is not allowed to operate any company vehicles until a valid work permit or driver’s license is obtained and a copy of the license is on file with the company. It is the employee’s responsibility to notify the company when a valid work permit or driver’s license is obtained.
a. The employee must stay within the requirements of the work permit or driver’s license.
6. One year following the DUI/DWI conviction the employee must notify the company that they intend to obtain a CDL.
a. Note: The company does not pay for the CDL test following a DUI/DWI.
b. Note: Medical Card Coverage continues to be covered by the company
c. Note: Hazardous Material endorsement continues to be covered by the company
7. A background check will be performed to verify no other serious violations have occurred since the revocation of the CDL.
8. The employee must pass a DOT Drug and Alcohol test prior to operating a company CDL Vehicle.
a. Note: The employee must be taken out of the random drug testing pool during the revocation period unless all drivers (CDL and Non-CDL) are being randomly tested.
9. A copy of the reinstated CDL and valid Medical Card must be presented to the company and on file prior to the employee operating a CDL vehicle.
*Clarification Note: A DOT labeled vehicle is only considered DOT when performing DOT activities. Example: Exceeding Class D limit of 26,000 lbs GVWR, or pulling anhydrous ammonia nurse tank. If the vehicle remains within the restrictions of a Class D, it is not considered a DOT vehicle.
All employees should check their Employee Handbook to make sure they have the most recent version of All American Co-op’s Paid Time Off (PTO) policy. This policy was most recently revised on 1/1/18; if the policy in your handbook doesn’t show a revision date of 1/1/8 please go to the employee section of the All American Co-op website to access the handbook. The Employee Handbook can also be found here.