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HRM CA | 28 Aug 2014, 11:24 AM Agree 0
One Canadian business owner is paying the price for his employee’s bad move. Should HR be keeping track of employee driving records?
  • Joanne | 28 Aug 2014, 03:20 PM Agree 0
    We have encountered a similar problem. An employee was out with our company wheelchair accessible van with the handicap sign in the windshield when she parked in the handicap spot. The problem was that she did not have a disabled person with her at the time. She was given a ticket for $350 and the handicap pass was taken by the officer. We had to wait until the employee paid the fine and then had to apply for the pass again. Luckily we were able to have the disabled person travel as a passenger in one of our other wheelchair accessible van. If we did not have another van it would have meant that this individual could not have gone out unless we called a taxi or some other mode of transport. We also have a policy which states that employees cannot park in the handicap spot unless they have a disabled individual in the van. But, the employer cannot be there and have to trust the employee and at times gets let down by their employee.
  • Anna | 29 Aug 2014, 03:21 PM Agree 0
    In the case where employees have the control and care of a company supplied vehicle, it is ultimately the company's responsibility to ensure the driver understands the priviledge of driving a company vehicle. Not only does the employee need to heed the Highway Traffic rules and regulations, but needs to project a positive corporate image regardless if the company name is on the vehicle or not. It should be a company policy that any fines incurred by the employee must be paid by the employee. If the company incurs further charges, perhaps they should consider progressive disciplinary action for the offending employee(s). However; if the infraction is due to no fault of the employee, the employee should not be held liable but receive the full legal, financial and moral support of the employer.
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