Safe hiring starts on the road. An MVR check for employers gives you a clear view of an applicant’s driving history, helping you protect your organization, your employees, and the public.
If getting behind the wheel is a requirement in the job position your company is hiring for, a thorough motor vehicle record report on an individual is a must. An MVR background check helps ensure that your drivers are qualified to protect your employees, the public, and your reputation.
No matter what your background check requirements, Justifacts has a comprehensive motor vehicle record report package designed to fit your unique employment screening needs. Our structured MVR background check process gives employers the clarity they need to reduce liability and promote safer driving practices. A report includes:
Commercial truck drivers, delivery drivers, fleet operators, and dispatch personnel. CDL holders and DOT-regulated carriers are subject to mandatory MVR requirements.
Home health aides, patient transport drivers, medical equipment delivery personnel, and mobile healthcare workers — roles where driving is integral to care delivery.
Technicians, inspectors, and service personnel who travel to job sites. Any employee who drives a company vehicle or a personal vehicle for work purposes creates employer liability.
Equipment operators, delivery personnel, and site access roles that involve operating company or rented vehicles.
Any role using a publicly owned vehicle or driving on behalf of a government agency typically requires MVR documentation as part of hiring and fleet management policy.
As a general rule: if an employee drives for work — whether in a company vehicle or their own — an MVR check provides documentation of due diligence and supports a negligent hiring defense if an incident occurs.
MVR checks are required for DOT-regulated employers and recommended for any role that involves driving.
Many employers also maintain a written MVR review policy that defines which violations are relevant for specific positions and helps ensure consistent hiring practices.
MVR checks for employment purposes require candidate authorization under the FCRA. Justifacts handles this electronically as part of the screening process.
Most states provide 3 years of driving history, though some provide more. DOT-regulated roles require at least 3 years of history.
MVR reports may include traffic violations, license suspensions or revocations, DUI/DWI history, and license status information.
Employers should maintain a written policy that defines which driving violations are relevant for each role and apply that policy consistently.
A driving violation does not automatically disqualify a candidate. MVR results should be evaluated based on the role, the severity of the violation, and the employer's written policy.
If an MVR result may affect a hiring decision, employers must follow the FCRA adverse action process. Justifacts' built-in Adverse Action tool helps manage the required notices, timelines, and documentation.
Most MVR reports are returned within hours, helping employers keep hiring and onboarding on schedule.
Justifacts supports standard MVR searches, CDL screening, DOT compliance tools, PSP access, and FMCSA record access through a single provider.
Most states provide 3 years of driving history as the standard lookback for employment purposes. Some states provide more. DOT-regulated roles require at least 3 years per federal regulation. Your Justifacts account manager can confirm the available lookback period for the states relevant to your workforce.
Yes. Although driving records are available in all 50 states, they are not classified as public records, and access policies vary by state. Some states require additional waivers before records can be released — including Washington, New Hampshire, and Puerto Rico. Additional waivers are also required for PSP and NDR reports. Justifacts manages the waiver process for applicable states.
No, points are typically used for insurance purposes and are not included in MVR reports requested for employment purposes.
Yes, it is recommended. Employer liability extends to any work-related driving, regardless of frequency. If an employee drives a company vehicle or uses their personal vehicle for work purposes, an MVR check provides documentation that due diligence was performed and supports a negligent hiring defense in the event of an incident.
An MVR report typically includes: history of traffic violations and license suspensions or revocations, license validity and class, license restrictions, and license issue and expiration dates. Driving points are generally excluded from employment MVR reports.
Access fast, compliant MVR reports for employers to evaluate driving history, reduce liability, and hire confidently for driving positions.