Human resources is an invaluable resource, no pun intended, when it comes to maintaining safety in the workplace. However, the workplace doesn’t just entail a physical building; rather, it is anywhere you perform the function of your job. For those who drive for commercial businesses or those who just need to travel on the road due to the nature of their role, getting into an accident can be a scary experience.
There will be personal financial and legal impacts, but also financial and legal impacts on the business you work for. HR professionals can assist with strategies that reduce the aftermath of employee car accidents through things such as workers’ compensation and connecting you with company lawyers. Considering contingency fees can be as much as 40% for standard personal injury lawyers, it never hurts to have the help. Learn everything you need to know about how HR can be a resource for those employees who have been injured in a crash.
Understanding Workplace-Related Car Accidents
To understand if your situation even applies, it’s first important to define what exactly a workplace-related car accident is. In short, any accident where a company vehicle was in use, you were performing something for your job (such as running work errands), or you were traveling for business could qualify. The leading cause of work-related deaths is actually crashes on the road, which goes to show just how prevalent this issue has actually become.
While not all accidents will result in death, car accidents can cause minor and major injuries, lost productivity, legal liability, and more. All of these can have long-term impacts on an employee’s life. To avoid letting employees get into accidents while on the road for work, consider implementing the following policies within your organization through HR:
1. Develop a Strong Workplace Driving Policy
The short and clear truth is that not every employee needs to be driving for work, and doing so may actually create more liabilities than its worth. Create eligibility requirements for who is allowed to drive on behalf of the company, such as those who have certifications for trucking, as an example, or those who are in a sales role that requires travel. On top of this, emphasize the importance of following all rules of the road, including adhering to the speed limit, wearing a seat belt, and never driving distracted.
While it may not be fun, you should also implement clear consequences of violating company driving policies that can result in termination. The severity of this consequence will result in the rule not being broken as frequently, thus exposing your company to less liability. At the same time, it’s better for an employee to lose their job as opposed to losing their life because of carelessness behind the wheel of a vehicle, whether that be for trucking or just running an errand for work.
2. Implement Employee Driver Training and Education Programs
All companies that have employees that drive need to implement driver training and education programs. These programs should consist of topics such as defensive driving techniques, how to manage fatigue on the road and avoid distracted driving, and how to adapt to changing weather conditions. These programs should all be adapted to the state(s) your business operates in as well in order to make them as relevant as possible to local laws.
You should also aim to offer multiple options for the delivery of the trainings. This can include in-person sessions, online courses, third-party certifications, and much more. By giving the employees at your organization options for completing their training, you will likely see a higher completion rate. If you are a smaller organization that has a budget that is stretched thin, consider reallocation of funds towards something like this as the dividends will be more than worth it, both legally and from a safety perspective.
3. Company Vehicle Maintenance and Safety Checks
While the HR team themselves shouldn’t be getting out and inspecting the wheels on company vehicles, your group should be ensuring that company vehicles are maintained professionally on a regular basis. Implement routine inspections and adhere to all maintenance schedules for the vehicles in your fleet. This will help to prevent mechanical failures on the road that lead to injuries.
Additionally, ensure the culture at your organization is one where employees feel comfortable reporting vehicle issues or safety concerns. The last thing you want is for an employee to feel as if they can’t speak out, only to see them get involved in an accident later for something that was preventable. Conduct regular checks on your vehicles and speak with employees who may have experience with the vehicles to see if anything is amiss under the hood.
4. Encouraging a Safe Driving Culture and Incentives
HR can actively promote a culture of safety on the road through recognition programs for employees who go above and beyond at keeping themselves and others safe. This could include incentives for safe driving records such as bonuses, rewards, and recognition, but also something like encouraging peer accountability and open communication about road safety.
Building a culture of safety will require effort from all parties, which is why ensuring everyone feels safe and recognized is crucial to success.
HR’s impact on employee and business safety
Many HR divisions often overlook the impact that they can have on preventing workplace-related car accidents. However, implementing safety policies, training, and creating a company culture that recognizes top employees are all ways to reduce the number of accidents that occur on the road with your employees. Start by taking action in improving driving safety on the road for your employes by fostering a culture where employees are happy to speak up about mechanical issues on vehicles or their personal issues with driving on the road. By doing so you will ensure that your organization faces less liability while also ensuring your employees are safe.
Guest writer
Editor’s note: Labour legislation differs from country to country so readers are advised to check with legal practitioners in their country for legal advice that is relevant to their circumstances.
