Discover what happens when a pedestrian has a near miss with company’s tanker

Written by Kevin Murphy
26 May, 2023
Case study about poor driving from a tanker driver

In this case study, employment lawyer Kevin Murphy looks at a client case where a tanker driver has a very close call with an elderly pedestrian who is forced to move bollards to avoid a serious incident

Overview and Background

The client is a tanker company based in Stoke-on-Trent.  The client received a complaint from an elderly lady who reported that she had nearly been hit by one of the vehicles whilst on foot.  In order to avoid being hit by the vehicle she had to push over bollards into some roadworks.

The client’s vehicles have 360-degree cameras and discovered on review that the driver had nearly collided with the lady after turning a corner, so much so that she tried to push the lorry away from her to protect herself.

Client concerns and aims

The client was concerned for the lady who complained and her well-being.  They were disappointed that such a serious incident had taken place and that it was only due to good fortune that serious injury had not occurred.

The client was unsure how to deal with this serious issue and asked our lawyers for support. They could no longer trust the driver in question and felt it necessary to take steps to protect their business when the lady was so upset.  The driver only had a few months service.

What we did

We advised the client that if they could no longer trust the employee they could look at removing them from the business.  There were two ways in which to do that, the client could follow the full disciplinary procedure including investigation and disciplinary meetings or consider a truncated process due to the employee’s short length of service.

Outcome and benefits

The client decided that a truncated process was preferable.  We double-checked the employee’s start date to confirm that they did not have the required length of service and ensured that none of the many exceptions to the exclusion of the right to bring an unfair dismissal claim in the first 2 years of employment applied to this case.

We then drafted a dismissal letter properly detailing the reasons for the dismissal.  We assisted the client in the best way to dismiss the employee.

By understanding whether the truncated process could be used we saved the client 2 – 3 weeks of management time and effort and achieved the aims of the client.

 

HR help and advice for your logistics business

If you are in the logistics industry or have drivers on the road representing your business and want to ensure you have the right HR support please get in touch with the team who can carry out a free HR review and advice you on your HR headaches.

Newsletter sign up

Hidden

Next Steps: Sync an Email Add-On

To get the most out of your form, we suggest that you sync this form with an email add-on. To learn more about your email add-on options, visit the following page (https://www.gravityforms.com/the-8-best-email-plugins-for-wordpress-in-2020/). Important: Delete this tip before you publish the form.
Name(Required)
Privacy(Required)

Follow Us

Stay up to date with our latest news and advice from the team on social media

Download our HR How to Guides

Annual leave, Sunday working, group redundancy, stand-alone redundancy and disciplinary – we have some great tips in our resource pack.

Related Articles

An employer’s guide to the work Christmas party

An employer’s guide to the work Christmas party

When considering the work christmas party it would be easy to fall into a spiral of rulemaking and declaring fun absorbing dictats of course, not to control the fun or quell the festive spirit, but rather to try and prevent any HR headaches throughout the festivities and into the New Year to ensure everyone has a good time.