SPP 319: Driver’s License Monitoring

To ensure that employees whose jobs require driving have valid Arizona driver’s licenses

University policy

All university employees required to operate vehicles or motorized equipment requiring possession of a valid Arizona driver’s license

An employee whose job responsibilities require driving must possess a valid Arizona driver’s license.

A department has the authority to prohibit an employee from operating vehicles or motorized equipment on the job if any question exists about the validity of his or her driver’s license. The department may place the employee on vacation leave with pay or on suspension without pay subject to a suspension-without-pay hearing, if vacation leave accrual is exhausted, until:

1. the employee produces a valid license

   or

2. the department verifies the validity of the license.

The department may terminate a newly hired employee without two weeks’ notice or pay, if

1. the employee fails to provide proof of a valid license by the first day of employment

   and

2. the employee was notified in an offer letter of this condition of employment.

The department may terminate on two weeks’ notice an employee whose license is revoked or suspended or otherwise becomes invalid during the probationary period. The terminated employee will have no right to a hearing or appeal.

An employee must report any change in the validity of his or her driver’s license to the immediate supervisor on the next work day or next shift. Changes in the validity of an operator’s license include:

1. suspension
2. revocation
3. expiration

   or

4. any other significant change.

An employee who fails to report a change in the status of his or her license may be subject to appropriate disciplinary action, including termination under the conditions described in SPP 809, “Discipline” and SPP 1011, “Involuntary Termination.” An employee reporting the suspension or loss of his or her license is prohibited from driving vehicles or motorized equipment on university business until:

1. the employee produces a valid license

   and/or

2. the department verifies the validity of the license.

The department may assign the employee to other job duties not requiring a license or may place the employee on vacation leave with pay or on suspension without pay, depending on vacation leave accrual. If the employee is to be suspended without pay, he or she has a right to a hearing under SPP 809 before the effective date of the action.

An employee who knowingly operates vehicles or motorized equipment on university business under an expired, suspended, or revoked license will be subject to immediate disciplinary action which may include:

1. permanent demotion (following a demotion hearing) to a position that does not require vehicle or motorized equipment operation, if available and appropriate
2. temporary reassignment, if available and appropriate, for a maximum of 30 days to secure license, subject to SPP 215
3. suspension without pay, subject to SPP 809
4. termination for cause on two weeks’ notice subject to SPP 809 and 1011 (except probationary employees who may be terminated on two weeks’ notice with no right to a hearing or appeal)

5. or

6. other action as determined by the department with advance consultation with Human Resources (HR).

An employee who is reassigned to a new position will be subject to the salary ranges of the new position. If reassignment or demotion will result in a salary decrease, the employee has a right to a hearing under SPP 809 before the effective date of reassignment.

An employee’s job responsibilities may change as a result of promotion, transfer, reorganization, change in job assignment, or other similar employment action to require possession of a license. If such an employee cannot provide proof of a valid license at the time job duties change, he or she is provided a 30-day period from the effective date of reassignment to provide proof of a valid license. During the 30-day period, the department may place the employee on temporary assignment, special assignment, or other assignment. If reassignment will result in a salary decrease, the employee has a right to a hearing under SPP 809 before the effective date of reassignment. If the employee cannot provide proof of a valid driver’s license at the end of the 30-day period, he or she will be subject to one of the actions described in “Disciplinary Action” in this policy.

An employee whose job responsibilities require operation of vehicles or motorized equipment may become disabled or otherwise unable to maintain a valid license or to operate a vehicle after the date of hire. If such an employee has medical documentation stating that he or she is unable to operate vehicles or motorized equipment, the department (in consultation with the employee, HR, ADA coordinator, and the University Office of General Counsel) will determine whether reasonable accommodation, including temporary reassignment, transfer, or other appropriate action, can be provided. If reasonable accommodation cannot be provided, the employee may be subject to permanent reassignment or termination, at the department’s discretion, subject to SPP 801, 809, and 1011.

Probationary employees may be terminated on two weeks’ notice with no right to a hearing or an appeal.

For related information see:

1. the Staff Personnel Policies and Procedures Manual:
   
   1. SPP 215, “Alternate Duty Assignment Program for Temporarily Disabled Employeesî
   2. SPP 801, “Employee Conduct and Work Rules”
   3. SPP 809, “Discipline”

      and

   4. SPP 1011, “Involuntary Termination”

   and

2. the Facilities Management Policies and Procedures Manual—FAC 204, “Fleet Service/University Vehicle Policy.”

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