Driver disciplinary policy

Warnings may be either verbal or written. Either type of warning shall specify the problem s and what action is required to correct it.

The responsible administrator who issues a verbal warning shall maintain notes of the date and contents of the discussion and shall advise the employee that a record is being maintained. A written warning shall explicitly state that it is a "written warning" and shall specify that further disciplinary action will ensue if the employee fails to achieve a satisfactory level of performance.

A written warning shall also include notice to the employee that it is subject to the dispute resolution procedure. A copy shall be sent to the Division of Human Resources. Disciplinary probation shall be for a specified period of time, not less than 1 month nor more than 6 months, during which time the employee's performance or behavior shall be closely monitored in an effort to effect improvement or change.

Disciplinary probation is usually applicable to unsatisfactory job performance or dependability problems, such as unsatisfactory attendance, and carries an implied obligation to retain the employee for the duration of the period of disciplinary probation. If, however, new problems arise during a disciplinary probation period or performance significantly declines during this period, immediate discharge may occur.

Disciplinary probation shall be initiated by a memorandum to the employee that explicitly contains the following:. This action shall be preceded by a pre-suspension without pay meeting in accordance with the Predischarge or Suspension without Pay policy. Should a Regular Classified Staff employee's conduct warrant more than two suspensions within a two-year period, discharge shall be considered. Written notice of disciplinary suspension shall be given to the employee with a copy to the Division of Human Resources and shall include the following:.

Upon completion of the investigation the employee may be returned to work without penalty, placed on disciplinary suspension, discharged, or subjected to more moderate disciplinary action as deemed appropriate to the circumstances by the responsible administrator. The facts surrounding investigative suspension shall be documented with a copy to the employee and the Division of Human Resources.

A predischarge meeting shall be scheduled and shall precede the decision to discharge a nonprobationary Regular Classified Staff employee. Prior to initiating the discharge of a nonprobationary Regular Classified Staff employee, the responsible administrator shall notify the Division of Human Resources in accordance with Policy If circumstances do not permit contacting the Division of Human Resources, or time does not permit proper assessment of the incident or the employee's past record, the employee may be placed on investigative suspension.

The appropriate payroll documents shall be processed in a sufficiently timely manner to ensure that any discharged employee receives all wages due within seven working days following the discharge date or on the next regular payday, whichever is sooner. Remember these tips:. In the event of a crash, all drivers shall follow the procedures outlined in the Accident Investigation Report Packet.

Insurance costs are one of the three highest costs within a trucking company. Drivers will be responsible for insurance deductibles for any claims resulting from their negligence or misconduct. Owner operators: refer to Driver Lease Agreement for further details. If the damage is due to driver negligence or failure to follow dispatch orders, costs will be deducted from driver wages. If a consignee notes damage on a bill of lading, the driver is not to move truck until dispatch is notified.

Any damage to Long Haul Trucking LLC trailers due to driver negligence or improper driving habits will be deducted from driver wages. We believe all of drivers are skilled enough to avoid this kind of damage. Drivers are strictly prohibited from using alcohol for eight hours following an accident or until the post-accident testing requirements are carried out, whichever occurs first.

Failure or refusal to follow these instructions, including the use of alcohol prior to the required post-accident alcohol test, will be considered a refusal to submit to a test, which is a material breach of the operating agreement and will result in immediate termination of the agreement.

Crashes are inevitable in this industry. However, driving defensively and within limits can help crashes from happening or reduce the severity. This training includes but is not limited to:. The Safety Director will contact you when sessions are held. Drivers are expected to attend driver meetings when conducted.

We will establish safeguards against drug and alcohol abuse to ensure a safe and healthy working environment. Substance abuse imposes a burden on those caught up in the abuse, but also on their co-workers. To mitigate these risks, we have developed this substance abuse policy to prohibit the use, possession or sale of drugs on company premises and strictly regulate the consumption of alcohol. All job applicants, employees, contractors and part-time employee should abide by the provisions of this policy.

Policy elements. We wil also place restrictions on alcohol consumption. Possess, use or be under the influence of alcohol, inhalants or drugs. You can consume alcohol in moderation while in approved business meetings or social gatherings. The circumstances surrounding a workplace accident are unclear and we want to ensure there was no substance abuse involved. Especially I i if you are doing a safety-sensitive job e. We may also terminate you if your actions create safety risks. We will determine the best disciplinary action on a case-by-case basis.

Depending on the law, you may stil clear a random drug test if you test positive for prescription drugs e. If your job is safety-sensitive though, you must show that you can perform your duties without problems. Your supervisor wil be responsible for spotting and reporting any impairment resulting from drug use. All language contained within the section of this manual is quoted from the Federal Motor Carrier Safety Administration Regulations. These regulations do not create an employer-employee relationship nor do they imbue the Independent Contractor with any status other than that of a self-employed independent contractor under written agreement to provide equipment and services to Long Haul Trucking LLC as specified under the terms of the Independent Contractor Lease Agreement.

In order for Long Haul Trucking LLC to be timely in our pay or settlements to you our drivers, we need trip paperwork as soon as possible. Long Haul Trucking LLC is proud that our work conditions, wages, and benefits are competitive with those offered by other employers in this area and in this industry.

If employees ever have concerns about work conditions or compensation, we strongly encourage them to voice these concerns openly and directly to Jared Ulmer. Long Haul Trucking LLC believes that when employees deal openly and directly with teammates, the work environment can be excellent, communications can be clear, and attitudes can be positive.

We feel that Long Haul Trucking LLC amply demonstrates its commitment to employees by responding effectively to employee concerns. Long Haul Trucking LLC expects employees to follow these guidelines for a positive and safe environment and to protect the interests of all the employees within the organization. Failure to comply with any portion of the Code of Conduct may result in disciplinary actions, up to and including termination.

Long Haul Trucking LLC provides equal employment opportunities to all staff members and applicants for employment without regard to race, color, religion, sex, national origin, age, physical or mental disability, status as a special disabled veteran or veteran of the Vietnam-era. This policy applies to all terms and conditions of employment, including but not limited to hiring, placement, promotion, termination, transfer, leaves of absence, compensation, benefits, Company sponsored and social and recreational programs.

Long Haul Trucking LLC is committed to maintaining a positive constructive working environment where all staff members may pursue personal career satisfaction. Long Haul Trucking LLC will not tolerate harassment based on race, color, religion, sex, national origin, age, physical or mental disability, status as a special disabled veteran or veteran of the Vietnam era, or any other protected characteristic afforded protection under state, municipal or local law.

These forms of harassment not only violate Company policy but they are violations of state and federal law. Improper interference with the ability of Long Haul Trucking LLC staff members to perform their expected job duties is not tolerated.

Each member of management is responsible for creating an atmosphere free of discrimination and harassment, sexual or otherwise. Further, staff members are responsible for respecting the rights of co-workers and assisting in creating an atmosphere free of discrimination and harassment. Such complaints or inquiries will be kept confidential to the extent possible and will not be recorded in the personnel file of the individual filing the complaint.

A prompt investigation will be conducted and steps will be taken to prevent further harassment. If appropriate, disciplinary action, including the possibility of termination will take place. In addition, as appropriate under the circumstances, the Company will take other corrective actions designed to remedy the situation. The staff member who registers a complaint will be advised of the determination of the investigation.

The Company will not, in any way, retaliate against a staff member who makes a report of discriminatory harassment in good faith or assists in a complaint investigation, nor will it permit any manager or staff member to do so. Retaliation is a serious violation of this policy and should be reported immediately. Any person found to have retaliated against a staff member for making a harassment complaint will be subject to disciplinary action, up to and including termination.

If, after investigating any complaint of harassment or unlawful discrimination, Long Haul Trucking LLC determines that the complaint is not bona fide and was not made in good faith or that a staff member has provided false information regarding the complaint, disciplinary action may be taken against the individual who filed the complaint or who gave the false information.

Sexual harassment is a form of sex discrimination as with other forms of discriminatory harassment will not be condoned or tolerated. All provisions of this policy apply to cases of sexual harassment. Sexual harassment is a form of sex discrimination and is defined as unwanted sexual advances, or visual, verbal or physical conduct of a sexual nature.

The definition includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser. The following is a partial list:. Long Haul Trucking LLC provides reasonable accommodations for qualified individuals with disabilities as long as it does not create a direct threat to the health or safety of other individuals in the workplace. If you would like to request an accommodation, please see Human Resources. Long Haul Trucking LLC maintains a personnel file on each employee, as well as a separate medical file to ensure confidentiality.

To ensure that your personnel file is up-to-date at all times, notify Jared Ulmer of any changes in your name, telephone number, home address, marital status, number of dependents, beneficiary designations, scholastic achievements, the individuals to notify in case of any emergency, and so forth. Employees may view their individual employee file upon request.

Files may not be checked out or taken. As in all other facets of employee duties, employees dealing with customers, prospects, suppliers, contractors, competitors, or any other person doing or seeking to do business with Long Haul Trucking LLC are to act in the best interest of Long Haul Trucking LLC.

An employee is also required to make prompt and full disclosure in writing to Jared Ulmer of any potential situation, which may involve a conflict of interest. Any workplace misconduct will be addressed, regardless of disability status. Such violations may also have legal consequences. A military leave of absence will be granted to employees, except those occupying temporary positions, to attend scheduled drills or training or if called to active duty with the U.

Long Haul Trucking LLC may provide leaves of absence without pay to eligible employees who need to take time off from work duties to fulfill personal obligations, after their vacation and personal days have been depleted. As soon as eligible employees become aware of the need for a personal leave of absence, they should request a leave from Jared Ulmer. If an employee fails to report to work at the expiration of the approved leave period as arranged,. Accurately recording all hours worked is the responsibility of every nonexempt employee.

Federal and state laws require Long Haul Trucking LLC to keep an accurate record of time worked in order to calculate employee pay and benefits. Each paycheck will include earnings for all work performed through the end of the current payroll period.

Among these are applicable federal, state, and local income taxes. Eligible employees may voluntarily authorize deductions from their paychecks to cover the costs of participation in these programs. If you have questions concerning why deductions were made from your paycheck or how they were calculated, contact Jared Ulmer.

Performance evaluations are conducted to provide both management and employees the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals.

Performance evaluations are generally scheduled approximately every 12 months. Merit-based pay adjustments are awarded by Long Haul Trucking LLC in an effort to recognize truly superior employee performance. The decision to award such an adjustment is subject to the sole discretion of the Company, depending upon numerous factors, including the information documented by our formal performance evaluation process.

Long Haul Trucking LLC is strongly committed to providing a violence-free workplace and has adopted a zero-tolerance policy. Violence, threats of violence, or intimidation of employees, vendors, or customers will not be tolerated.

Examples include, but are not limited to:. If an employee experiences an actual or perceived threat of physical violence including intimidation, harassment, or coercion this act must be reported immediately to Jared Ulmer.

Violation of this policy will result in counseling, or depending on the severity of the event, immediate termination. In addition, the authorities may be contacted, depending on the severity of the offense.

The progressive discipline plan represents a series of management interventions that gives an employee an opportunity to correct undesirable behavior before being released. There are two levels of misconduct: minor violations and serious violations.

There may be other violations not listed which would be deemed unacceptable behaviors and addressed in a similar manner. Steps may be skipped depending on the severity of the violation and this policy by no means should be considered a part an employment contract.

The policy is to serve as general guidelines for appropriate action for the below violations this list should not be considered comprehensive :. Termination of employment is an inevitable part of personnel activity within any organization. Below are examples of some of the most common circumstances under which employment is terminated:.

The notice should appear in writing to Jared Ulmer and should specify last day of intended work. Introduction LongHaul Trucking LLC is known as both a local and long-haul freight transportation company with expertise in transporting finished goods, machinery and equipment — specializing in dry van and refrigerated shipments. Mission Statement It is our intention to be in compliance with all federal, state, and municipal safety and highway regulations. Our mission is to have safe transportation of our products by providing the following: Training in regulatory compliance at the management Ongoing driver training by taking advantage of multimedia resources Adherence to driver hiring Continual audit of driver safety records to ensure Never to require drivers to operate a vehicle when fatigued and never to require drivers to exceed the speed limit in order to meet a run Training in the proper and safe way to distribute and secure a Maintain current physical exams, driving records, and Handbook Introductory Statement This handbook is designed to provide you with information regarding company philosophy, benefits, policies, and procedures.

Acknowledgement This manual was created to provide guidance in understanding our policies and procedures. Please enable JavaScript in your browser to complete this form. Table of Contents. Long Haul Trucking LLC has a formal orientation process and will cover additional topics in detail, which may not be included here. Violation of this can result in immediate No driver shall knowingly falsify the annual motor vehicle violation and review record. Violation will result in immediate In the event of an accident, all drivers shall follow the procedures outlined in the Accident Investigation Report No driver is permitted to carry unauthorized All drivers shall be knowledgeable of the Federal Motor Carrier Safety Regulations and will be Any driver found driving a vehicle while under the influence of drugs or alcohol shall have his contract or employment terminated immediately.

Any off the job violation can result in suspension contract or employment for up to one 1 Any driver who incurs three 3 or more preventable accidents in any month period may have his contract or employment terminated upon the occurrence of the third All drivers shall operate the vehicle in a safe and courteous manner at all Seat Belt Policy We value the lives and safety of our drivers and contractors.

Following Distance Driving in traffic poses many dangers. When the vehicle ahead passes an object, such as, a tar strip or shadow on the road; start counting , , , , , Speed Management Soaring fuel costs are causing everyone to think about fuel management. U-Turns One of the most critical types of crashes is the run-under crash. Prohibitions In order to ensure that our goal of safe transportation is met, we strictly prohibit the following practices: Driving when alertness is impaired by fatigue or when Driving when in possession or under the influence of any narcotic, amphetamine or other dangerous Driving when under the influence of an intoxicating beverage within 8 hours of going on duty and being in possession of or consuming an intoxicating beverage while on Drivers must not transport any person or permit any person to be transported in any controlled vehicle without written permission.

Consequences Long Haul Trucking LLC will discipline employee drivers as required by this policy for the infractions incurred up to and including possible termination. Injury Prevention History shows truck drivers are the highest class of injured workers.

There are job activities and work environments where specific protective footwear meeting ANSI standards are not required; however, adequate footwear is required to protect individuals against: Slipping Dampness Heat Cold Uneven work surfaces that could twist the ankle. Harmful materials that could contact the skin of the foot, ankle, or lower All personnel must wear adequate footwear and ensure it is in a condition that provides required protection.

Records must be maintained of the assessment and must indicate: Workplace evaluated Person conducting the evaluation Footwear selected Date of the assessment Department managers are required to train employees required to use adequate footwear.

Training must include: When adequate footwear is required Proper use and limitations of footwear Proper care and maintenance of footwear Managers and supervisors are responsible for compliance to the requirements of this policy. Dolly Legs CRANKING T RAI L E R DOL LI E S Always ensure you have proper footing and traction in the area in which you will be Use both hands to ensure the handle is properly seated on the shaft and in the proper Never spin the crank with your fingers; keep one hand on the handle crank even when there is minimal As soon as you feel resistance, use both hands and switch to a low Stand to one side of the crank and use both hands to Approximately three to four revolutions in low gear should be sufficient.

When possible, dump your tractor air bags before pulling out from underneath the When hooking up, back under the trailer with your air bags After the fifth wheel engages, air up your suspension to relieve some of the trailer weight before you attempt to crank up the dollies.

Taking turns turning a resistant crank minimizes the possibility of strain type. Steps to a safe lift include: Size of the load. Corrective Actions 6. Equipment Safety 7. Confined Space 8. Hot Work Permits 9. Vehicle Accidents Safety Committee Industrial Hygiene IR Calculator Respirator Schedule Protective Equipment Chemical Exposure Event Planner Expense Tracker Job Safety Analysis Chemical Data Training Planner Contractors Process Safety Chemical Labels.

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