Responsibilities for Employees & Supervisors

Responsibilities for Employees During the Application Process

  • During the application process, ensure that you sign both the Department of Motorized Vehicles Request for Driver Information Form and the Driver's License Employment Background Investigation forms to initiate a background check. Failure to complete and submit both forms will prohibit you from achieving authorized driver status. 
  • Respond to requests related to your operation of a University leased or owned vehicle by both your department and Fleet Services in a timely manner.
  • Do not operate a University leased or owned vehicle until your background check results have been received and your status as an authorized driver has been approved.
  • You are required to notify Employee Labor Relations within 72 hours if you receive an arrest or conviction during your application process or as an authorized driver. Be advised that an arrest or conviction may hinder your ability to become or maintain your status as an authorized driver.

Responsibilities for Supervisors During the Application Process

  • Ensure your employee signs and completes both the Department of Motorized Vehicles Request for Driver Information Form and the Driver's License Employment Background Investigation forms. Explain to your employee that failure to complete the forms or comply with the process will hinder their ability to become an authorized driver, and may impact their position.
  • Make sure that your employee does not operate a University leased or owned vehicle until their background check results are received and their status as an authorized driver has been approved.
  • Notify your employee of their status as an authorized driver and how their status will impact their role.
    • If your employee's status as an authorized driver is approved, then you are required to provide your employee with departmental rules on using a University leased or owned vehicle.
    • If your employee's status as an authorized driver is denied, then you must work with Employee Labor Relations to determine if the primary responsibilities of your employee can still be performed without driving, and if the employee should be placed into another position based on the circumstances.