ICRMP encourages you to adopt a vehicle use policy. This sample vehicle use policy offers suggestions to help you establish rules, maintain consistency and clarify responsibilities. This sample policy is to be used as a guide and should be adapted for your use with the assistance of your legal counsel. You are free to modify the sample policy as necessary in order to meet your policy needs.

Why should you have a vehicle use policy? You may have employees that operate agency-owned vehicles as part of their job. Employees are expected to operate those vehicles safely to prevent accidents and reduce the risk of personal injury and property loss claims. This sample gives ideas for outlining the use of vehicles for work used on behalf of your agency.

Once your governing board has adopted your written policy, communicate the policy to all employees. Discuss the policy at meetings. Point out the consequences of disregarding the rules. Even experienced drivers benefit from periodic training and reminders of practices and skills.

Sample Vehicle Use Policy

Human Resource Tip:

Discriminatory workplace harassment prevention is important because losses that drain public funds or cause disruption in the workplace interfere with providing services to the public you serve. To insure continuing ability to serve the public, public entities need to focus on avoiding negative loss by protecting personnel. Reduce risks, keep your staff focused on getting the work done and keep public money going towards services instead of lawsuits.

Top 10 Harassment Mistakes By Public Employers

1. Not having a policy on harassment.
2. Not communicating policy to all employees and supervisors, including elected officials.
3. Provide training that is not attended by some employees or departments.
4. Forget that part time employees and volunteers may also be harassed/harassers.
5. Ignore complaints of harassment.
6. Allow supervisors to ignore behavior that could lead to complaints of harassment.
7. Make comments to complainants such as “He is just kidding around, don’t be so sensitive”.
8. Allow complaints to be investigated by individuals who are not or will not be perceived to be impartial.
9. Fail to take action to change inappropriate behavior once it is identified through the investigation.
10. “Correct the situation” by transferring the victim rather that deal with the harasser.

For more information on preventing discriminatory workplace harassment, read Harassment Overview.doc

More Popular Forms

To provide members with human resource assistance, ICRMP has developed sample policies and forms designed to help protect you from employment related claims and lawsuits.

Looking for a sample personnel policy? Visit the personnel section on the Sample Forms page.

Want information and articles on Harassment? Visit the Harassment section on the Library Page.

ICRMP Members receive:

• Property Insurance
• Auto and General Liability Insurance
• Errors and Omissions Insurance
• Crime Insurance
• Chemical Spraying Activities Insurance
• Boiler & Machinery Insurance
• Training at Member Locations and Conference Workshops
• Online Loss Prevention Classes
• Sample Forms and Policies
• Local, experienced, courteous and knowledgeable team of professionals to help with claims and litigation involving public entities.