Trucking News Online
Fleets Braking Hard When it Comes to Natural Gas Truck Buys
April 24, 2015 | By: Trucking News Staff

While it’s true that truck drivers and fleets are ordering new equipment like there’s no tomorrow, they aren’t turning to tractors fueled by natural gas as rapidly as had been projected just two years ago. [...]

Ryder representatives, from left: Rick Gibbs, Lucas Liggett, Martin Schultz, Robert Hodge and John Shaw with the 2015 Trucking Company of the Year Gulf Coast Oil & Gas Award.

Ryder System Tapped as 2015 Trucking Company of the Year

April 24, 2015 | By: Trucking News Staff

Share the Road Truck Drivers Warn About the Dangers of Speed

April 24, 2015 | By: Trucking News Staff

BTS Numbers Show Truck Freight Increased 0.9% in February

April 23, 2015 | By: Trucking News Staff
March Trailer Build on the Climb, But New Orders Remain Soft

March Trailer Build on the Climb, But New Orders Remain Soft

April 23, 2015 | By: Trucking News Staff
Consistency is the Key With Any Truck Fleet Replacement Strategy

Consistency is the Key With Any Truck Fleet Replacement Strategy

April 22, 2015 | By: Patrick Gaskins, AmeriQuest
How Fleets Can Avoid the Biggest Risks in the Hiring Process A lot of carriers are in a growth mode, but along with growth comes the process of hiring new drivers, which can expose an organization to risk. And that’s because two of the riskiest times of an individual’s employment is when hiring and parting ways. Here a few of the areas where truck fleets might be exposing themselves to risk when recruiting new employees: Managers who aren’t trained on interviewing — Often times hiring managers are put in front of driver candidates with little to no explanation of how they should be interacting with or evaluating those candidates. The basic rule of interview questions is that you should avoid questions that delve into the age, gender, ethnicity, race, marital status, religion, and other categories from which employers are  barred from discriminating. Since you can’t legally make employment decisions based on these characteristics, gathering this information is opening the door to allegations of wrongdoing. At first glance, this seems easy enough, right? But even some questions we treat as small talk can be viewed as discriminatory and can end up serving as evidence against you in an employment practices suit. All it takes is one disgruntled applicant to turn a seemingly innocent question into something you didn’t intend for it to be. Inconsistent hiring practices — When your foot is on the gas and you’re growing, creating policies and documenting practices may not be at the top of your to-do list. If a former employee or applicant alleges unfair treatment or discrimination, however, you’re in a much better position to defend yourself if you can show that a lawful policy existed and was followed.  Consistency is the key. All applicants should be treated in a similar fashion, unless there’s a strong reason for doing otherwise.  For example, if you’re doing background checks for some positions but not others, there should be a clear rationale to back up this practice. Whatever your hiring practices are, make sure these are documented in writing and shared with anyone involved in recruiting decisions.  Getting the right fit for the right role — Sometimes a new employee just doesn’t work out.  This may be unavoidable in some situations, but there are steps you can take on the front end to ensure you’re getting the “right fit” talent. Post-offer physical abilities testing can help anticipate and avoid your next work comp claims and avoid risk down the line.  We’re seeing many organizations in high-risk industries adopt these.  These can be done for all or some positions, as long as you have a policy and all applicants for a particular role are treated in a consistent way. Additionally, personality or psychographic profiling tests can offer a window into the way a person works.  At HNI, we use Culture Index, but there are countless other options out there. No coverage to protect against employment practices risks — Any business that employs people has risk in this area, no matter how rock solid your employment practices may be. Employment practices liability insurance (EPLI) is the coverage no one thinks they will ever need to use. But if a situation arises, you will always be glad to have it to fall back on. No employer runs their business in a way that they think will land them in court. And if they do, they likely have more problems to deal with than just employment practices liability. EPLI is intended for situations that businesses just don’t see coming. You should evaluate your risk in this area.  When we work with fleets with high turnover, this is an area of risk to which we are particularly sensitive.   About the Author: Janine Tracy is the director of people at HNI, a non-traditional insurance and business advisory firm that specializes in the transportation industry. Read more of her posts on HNI’s blog at: hni.com/blog.

How Fleets Can Avoid the Biggest Risks in the Hiring Process

April 6, 2015 | By: Janine Tracy, HNI
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