Vehicle accidents can be costly from the standpoint of human injury, lost working time and vehicle repair.
An employee can operate a COS owned vehicle only if he or she is:
• Acting at the direction and within the explicit permission of the COS.
• A holder of a valid West Virginia driver's license for the class of vehicle in question.
• Otherwise qualified under federal and state regulations to drive the vehicle in question.
Employees responsible for operating a COS owned vehicles can be required to show they have an acceptable driving record. Employee driving records will be verified before employment and periodically thereafter with the Department of Motor Vehicles. The following driving violations are unacceptable:
• Driving a motor vehicle under the influence of alcohol, a controlled substance or any drug that impairs driving ability.
• Refusing to submit to a test to determine alcohol concentration while driving a motor vehicle.
• Leaving the scene of an accident unlawfully.
• Committing more than one (1) major traffic offence over the past twenty-four (24) months including reckless driving, careless driving or a major moving traffic infraction.
• Receiving a felony revocation of driving privileges or felony or misdemeanor driver license suspension within the past twenty-four (24) months.
• Transporting a controlled substance unlawfully.
While operating a personal or COS owned vehicle on COS business employees must:
• Observe applicable speed limits at all times.
• Obey all traffic rules and regulations.
• Drive defensively and anticipate driving hazards such as weather and hazardous drivers.
• Report any accidents in which they are involved to the police and to their supervisor.
While operating a personal or COS owned vehicle on COS business the following driving violations are unacceptable and will result in immediate dismissal:
• Driving under the influence of alcohol, a controlled substance or any drug that impairs driving ability.
• Refusing to submit to a test to determine alcohol concentration.
• Leaving the scene of an accident unlawfully.
• Transporting a controlled substance unlawfully.
Non-employees
The COS prohibits non-employees from driving or riding in COS owned vehicles without the prior approval of the Mayor unless in the normal course of duty. The Mayor can authorize a non-employee to ride in COS owned vehicles on a per incident basis or for a specified period of time.
Safety Belts
Safety Belts must be worn by drivers and passengers in all COS owned vehicles always.
• Lap belts must be properly secured in those vehicles equipped with automatic safety systems that require the lap portion of the belt to be manually secured.
• The driver of the vehicle is responsible for ensuring compliance by all vehicle occupants. Approved child safety restraints must be used for all children of the age, size or weight for which such restraints are prescribed by law.
• Any seat in a COS owned vehicle in which a safety belt is inoperable cannot be used until the seat belt is repaired. Employees who discover an inoperable restraint system must report the defect to the appropriate supervisor. Prompt action must be taken to replace or repair the system.
Accidents
In case of an accident in a COS owned vehicle, employees should adhere to the following requirements:
• Employees must report traffic accidents to the local police and then to their supervisor.
• Employees are prohibited from signing or making any statements regarding their responsibility or fault for a traffic accident that occurs while they are driving a COS owned vehicle. Employees should avoid explaining or describing the accident to anyone except to law enforcement personnel, their supervisor or the claims adjuster or attorney for the COS's insurance program.
• Employees must obtain names, addresses, phone numbers and license numbers of the other drivers involved. Employees must also collect insurance company contact information and the address and phone number of the police department where the accident report will be prepared.
Employees who drive negligently or fail to comply with this policy are subject to immediate discipline up to and including termination from employment.