Arishaw Trucking / Policies Last Update August      

Smoking constitutes a serious health hazard and will be discouraged. The habit is not only harmful to thesmoker, but is also harmful to those who inhale the air around the smoker. In order to minimize the effect on other employees and business visitors, smoking will be prohibited in all offices.

Use of alcohol and drugs interferes with ability to safely perform work as they impair users’ alertness,concentration and judgment. The company is therefore committed to maintaining an alcohol and drug freeworkplace in support of compliance with the Health, Safety, Security and Environment.
The company has therefore come up with the following set of regulations that must be complied with, by all the employees in transportation business as a condition of employment:

  1. Staff must not be under influence of alcohol at the place of work i.e. when working from base, driving, in a terminal or at a customer location.
  2. Drivers must not operate a vehicle when they are taking drugs for non-medical reasons or medical drugs that can adversely affect driving ability. Drivers should discuss safety concerns regarding the use of prescription drugs with physicians. In addition, they should report to their direct supervisor the type of drugs they are using.
  3. Drivers may be subject to a random drug and alcohol-testing program as determined by the company.
  4. The company shall embark on an individual dependence correction process before taking a disciplinary action. Company doctors will advice further.

Non-compliance of the above will result in severe disciplinary action and/or immediate dismissal.


The purpose behind the implementation and adherence to the Safety Accountability Guidelines is to help ensure compliance with Company’s safety policies, procedures and practices. This accountability policy will be in effect, clearly defined and fairly applied to all employees especially the petroleum truck driver. All employees must understand that abiding by its contents is a condition of employment and failure to do so may result in corrective action up to and including discharge/termination. Should any employee at any time not remember or understand the contents of this policy, it will be their responsibility to ask their immediate manager.

Firmness and fairness i dealing with cases of violations are necessary in running an effective and safe operation. Depending on the company management evaluation and bearing in mind the level of negligence and magnituted of violation, disciplinary action will be applied.

Safety Recognition - Will occur on a weekly basis to assist in promoting a safe and healthful work environment. Verbal safety recognition with the aim of reinforcing safe employee behaviors is expected from an employee’s direct supervisor or any member of the management as witnessed.

Safety Developmental Coaching – Will occur on a monthly basis to assist in promoting a safe and healthful work environment. Verbal safety coaching’s with the aim of correcting observed employee behaviors that present a low probability and severity of injury, is expected from an employee’s direct supervisor or any member of the management as witnessed.

Safety Written Warning – Will be issued in a situation when the safety of an employee or fellow employee is placed in jeopardy due to the actions of the employee. These types of behavioral incidents subject the employee to a high probability of danger.

Safety Final Written Warning and/or Termination – Will be issued in a situation when any employee’s life is jeopardized o major bodily injury could ensue due to the negligent behavior of any employee. Violations to this degree will result in a Final Written warning or employee discharge/termination.

Written Warning, Final Written Warning, Termination A safety Incident review Committee will be established and convene as needed for the purpose of reviewing incident reports to help determine the root cause of all safety and road incidents. Should this committee determine that negligent and/or ‘at-risk’ employee behavior contributed to the occurrence of the incident, then corrective action may be administered to the appropriate employee.



This policy is established to set the ARISHAW benchmark criteria for acceptance and recruitment processes. The policy will refer to other company policies such as disciplinary procedures and meet legislative requirements on disability and discrimination. The policy will distinguish between the different groupings of drivers such as:

  • Professional or full time drivers
  • “Tool of trade” drivers
  • Drivers supplied with a vehicle as a personal benefit
  • Other employees who may drive occasional
  • Casual ,temporary and Agency drivers

ARISHAW believes that failure to recruit persons with proven driving records can lead to the company sustaining considerable additional expenditure due to accidents, loss of business, gain a reputation for being unreliable and in extreme cases loss of Operators license.

The purpose of this guideline is to offer advice on managing recruitment procedures which should minimize the Company’s exposure to costs resulting from poor driving performance and the need to instigate disciplinary action against employees.


Our proactive recruitment procedure commences with the acquisition of pre-employment information with particular reference to:

  • Driving experience especially for the range of vehicles to be driven
  • Previous employment history
  • Motor insurance history
  • Driving record – accidents, offences and convictions
  • Medical history
  • Validate the drivers licence. At the very least a copy should be taken of the original driving licence
  • Confirmation of vocational qualifications and previous driver training
  • Two referees or suitable references
  • Two photographs


The assessment process will consider the full pre-employment information and an interview to establish:

  • Numeracy and literacy
  • Appearance and behaviour
  • Terms of employment and probationary arrangements
  • Training and provision of information to be received upon employment

Pre-employment assessment of driving will be undertaken to identify individual risk factors that could contribute to accidents, and additional training requirements.

This will contribute to compliance with Health and Safety legislation and the risk assessment process under the stipulated Management of Health and Safety at Work Regulations and provide a benchmark for our drivers.

Records will be retained of the application and the interview as they may be needed at a later date for example, incorrect information may have been submitted or unsuccessful applicants may reapply.

The Technical Director or Managing Director will review any application(s) that fails to meet the standard or benchmark criteria set out within the Recruitment Policy. For example, the person has had a conviction for drink driving or may have a medical condition, or poor driving history that questions their suitability.

Wherever ARISHAW needs to use drivers in this group, named persons should be used wherever possible, drawing on listed authorised drivers already known to and trained by ARISHAW. Their personal details, licence details and driving record, qualifications etc. should be confirmed as up to date prior to each period of engagement.

So far as possible the recruitment assessment applied for the employment of casual, temporary or agency drivers should follow those adopted for full time or professional drivers.

We require a minimum of two years regular experience in the group or class of vehicle to be driven, and that a minimum selection standards be adopted as part of the recruitment policy for drivers in this category. Specific training should be provided to ensure these drivers comply with the Company’s operating procedures and systems.

Where an exterior body/organisation is engaged to provide casual/part-time drivers, service standards should be agreed as to:

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