Q: “We currently have a question on our employment application that asks whether the person has been convicted of a crime, and if yes, to please explain. However, we would also like to ask about speeding tickets, moving violations, etc., since all of our employees transport individuals with special needs. Our liability insurance won't cover anyone who has had a DUI within the past seven years or three or more moving violations within the past 36 months. How can we legally ask about the person's driving record in order to weed out bad drivers without having to pay for a background/driving check?” – Janet, North Carolina
How can we fine-tune our job application to spot bad drivers?
To continue reading this page, become an
HR Specialist Premium Plus member today!
HR Specialist Premium Plus member today!
Your subscription includes:
Ask the Attorney: Answers to your HR legal questions- Compliance Guidance: Access to 7,000 HR news articles, updated daily, sorted by state
- State-by-State: Summaries of HR laws in all 50 states
- Manager's Training Library: a treasure trove of printable training guides
- Memos to Managers for simple staff training
- The Hiring Toolkit: Job descriptions, interview questions & exemption tests for 200+ positions
- Webinar of the Week: Train instantly with recent recordings
- Sample Policies, Weekly Podcasts, Q&As and much, much more ...
