Trust & Safety
Why MVR & Driving Record Background Checks Are Critical
Reviewing your candidate’s driving records and safety data is important for positions where employees, volunteers, or contractors will operate motor vehicles for business purposes.
- Hire qualified candidates with safe driving records
- Maintain safety protocols and minimize risk
- Safeguard company assets, employees, and customers
- Maintain your organization’s reputation and trust within the community
- Protect your organization against liability claims
- Commercial drivers
- Couriers and delivery drivers
- Contract drivers in the gig economy
- Any employee who drives company vehicles
- Any volunteer who drives as part of their volunteer work
What Do Motor Vehicle Report & Driving Records Checks Show
A Motor Vehicle Report or Driving Records Check searches a state’s department of motor vehicles, or similar entity, to confirm whether a candidate’s driver’s license is valid or has been suspended, and identifies any driving-related violations. For most states, records are returned for the past three years, but some states go back five, seven, or 10 years. An MVR or Driving Records Check is conducted through the state of license issuance (whichever state where your candidate holds a license), and does not show records from other states.
- Candidate’s full name as it appears on the license
- State where license is held
- Driver’s license number
- Driver’s license status (valid, suspended, expired, etc.)
- Class (commercial driver’s license, operator, etc.)
- Felony and misdemeanor convictions (DUI, DWI)
- Moving violations, suspensions, and restrictions
What You Need To Know When
Running Driving Record Background Checks
Employers using a Consumer Reporting Agency (CRA), like GoodHire, to run background checks to assess candidates during the hiring process have important responsibilities to ensure a fair and respectful process for the candidate, and to comply with various laws and regulations that govern employment screening. Ban-the-box compliance, targeted screens, and individualized assessments apply only when taking adverse action due to criminal records (e.g., felony convictions for DUI). Some of those laws and regulations include:
Federal Fair Credit
Reporting Act (FCRA)
You must adhere to the FCRA’s disclosure, authorization, and consent requirements. If the results of a driving records search prompts a decision to deny employment, the FCRA requires employers to follow specific adverse action steps.
Equal Employment Opportunity Commission (EEOC)
The EEOC offers recommended guidelines to conduct individualized assessments so employers can make fair, informed decisions.
Ban The Box & Fair Hiring Laws
A patchwork of state, county, and city laws move the criminal history inquiry until later in the hiring process. These laws may apply based on both the employers’ and candidates’ locations, making it tricky to know which law to follow.
Your Organization’s Hiring Policy
If your business is conducting background checks, your hiring and screening policies should be consistent and compliant to prevent discrimination and to minimize the risk of litigation and enforcement from federal agencies.