Hidden Risks Exposed by an MVR Check for Employers

While most companies screen for high-profile violations—like DUIs or suspended licenses—these are just the surface. Beneath the obvious lies a treasure trove of subtle indicators that could reveal risky behavior patterns before tragedy strikes. Overlooking these hidden red flags could mean spiraling insurance premiums, negligent hiring lawsuits, or worse—loss of life.

This comprehensive guide will walk you through how to read between the lines of MVR reports, highlighting patterns, location-based risks, and subtle data inconsistencies that predict future liability. We’ll also cover legal compliance, best practices, and tools that help decode these hidden warning signs.

MVR Reports 101 – What Employers Often Miss

What an MVR Includes

An MVR (Motor Vehicle Record) provides a detailed history of an individual’s driving record. Key elements typically include:

• License validity and class
• Traffic violations (moving & non-moving)
• Accident history
• Suspensions or revocations
• Commercial Driver’s License (CDL) endorsements and restrictions

What Most Employers Miss

Many organizations focus their MVR check for employers on DUIs, license suspensions, and at-fault accidents—critical, yes, but not enough. Overlooking seemingly minor or non-moving violations can lead to hiring individuals who are statistically more likely to repeat risky behaviors.

Key Definitions

• Points System: Many states use a points-based system where each violation adds points to a driver’s record. Accumulating too many can result in suspension.
• Moving Violation: An offense committed while the vehicle is in motion (e.g., speeding, running a red light).
• Non-Moving Violation: Offenses like expired tags or mechanical failures.
• CDL Endorsements: Special permissions for transporting passengers, hazardous materials, etc.

Financial Impacts of Oversights

Workplace vehicle accidents cost over $42 billion annually in the U.S., with employee-involved accidents being a large contributor. Employers bear much of the burden.

5 Hidden Red Flags in MVRs

1. Patterns of Minor Violations

Why It Matters: A single speeding ticket may not be a dealbreaker—but multiple “minor” violations within a short time frame often indicate habitual negligence.

• Example: A driver with three 5–10 mph over-speeding tickets in 18 months may have a chronic disregard for safety protocols.

Statistical Backing: Federal Motor Carrier Safety Administration (FMCSA) research indicates that drivers with multiple prior violations have a significantly higher risk of future crashes. For example, the FMCSA Pre-employment Screening Program (PSP) has helped companies achieve an 8% reduction in crash rates by identifying drivers with previous violations.

Action Tip: Flag applicants with 3+ minor violations in the past 2 years.

2. Geographic & Contextual Clues

Why It Matters: The where and when of a violation can be just as telling as the what. Violations in sensitive zones like school areas or construction sites raise red flags about judgment.

• Example: A “failure to yield” citation near a company warehouse may suggest poor situational awareness during job-related routes.

Action Tip: Cross-reference violations with job route geographies or delivery zones to uncover high-risk location patterns.

3. Gaps in Record or Inconsistent Data

Why It Matters: A 6+ month gap in MVR data may indicate a suspended license, relocation to a state with no record sharing, or other compliance concerns.

• Example: An applicant moves from California to Florida and shows a clean slate—yet an NDR check reveals a suspension in the previous state.

Compliance Tip: Use multi-state searches, such as the National Driver Register (NDR), to uncover out-of-state suspensions or inconsistencies.

Study Support: Industry experts note that discrepancies can occur when applicants have moved between states, due to variations in state reporting and data sharing. Employers are encouraged to use multi-state searches, such as the National Driver Register (NDR), to uncover out-of-state suspensions or inconsistencies..

4. Non-Moving Violations with High Implications

Why It Matters: Non-moving violations like broken lights or bald tires may indicate vehicle neglect, raising questions about responsibility and attention to detail.

• Example: A driver with multiple citations for mechanical issues might neglect company assets or expose the business to safety hazards.

Legal Risk: Such negligence can lead to “negligent entrustment” lawsuits, where the employer is held liable for providing a vehicle to an unsafe driver.

Action Tip: Treat repeat non-moving violations as potential predictors of risk.

5. Near-Miss Indicators

Why It Matters: Citations like “careless driving” or multiple low-damage, at-fault accidents suggest poor risk anticipation—often a precursor to more severe incidents.

Data Insight: Studies show that drivers with prior at-fault accidents or repeated violations have a higher risk of future incidents, underscoring the importance of reviewing both crash and violation history when assessing risk.

Action Tip: Pair MVR reviews with behavioral assessments or telematics for deeper insight.

Legal Pitfalls & Compliance Best Practices

FCRA Requirements

Ensure compliance with the Fair Credit Reporting Act (FCRA) by obtaining written consent before conducting an MVR check, providing a pre-adverse action notice if you plan to take adverse action based on the report, allowing the candidate time to dispute any inaccuracies, and issuing a final adverse action notice if necessary.

State Lookback Periods

Tip: Always check local DMV guidelines.

EEOC Guidance

The EEOC warns against using criminal or driving records as blanket disqualifiers. Violations must be:

• Job-related
• Consistently applied
• Reviewed via individualized assessment

ADA Consideration: A DUI may be linked to a disability (e.g., alcoholism) and cannot automatically disqualify under the Americans with Disabilities Act.

Compliance Checklist

• Include individualized assessment in policy
• Map violations to specific job duties
• Regularly audit and update screening policies

Advanced MVR Analysis Strategies

Tech Tools

Modern screening platforms like GCheck, Checkr, and GoodHire use AI to flag risky patterns based on MVRs and behavioral trends.

• Predictive analytics
• Pattern recognition
• Automated alerts

Continuous Monitoring

Instead of annual re-checks, leading employers opt for real-time violation alerts. This ensures that new DUIs or license suspensions don’t go unnoticed post-hire.

Integrated Screening

MVR data becomes more powerful when combined with:

• Criminal records
• Drug testing
• Telematics or dashcam data

Mitigating Risk Without Discriminating

Consider Rehabilitation and Context

Not all violations uncovered during an MVR check for employers should be treated as permanent disqualifiers. Employers should evaluate the context surrounding a candidate’s driving history and look for clear signs of rehabilitation and personal accountability. Candidates who have completed defensive driving courses, maintained a clean record for 12 months or more, or undergone treatment for substance-related issues demonstrate a commitment to improvement and should not be automatically dismissed.

This is especially important when evaluating applicants for non-driving roles or for positions where occasional vehicle use is not central to the job. A fair, individualized assessment can help ensure compliance with EEOC guidelines while also supporting inclusive hiring practices.

Build a Tiered Violation Policy

Developing a tiered policy framework for MVR evaluations allows HR teams to make objective, consistent decisions across different roles. Consider categorizing violations based on severity and relevance to job responsibilities.

• Tier 1 (Critical Offenses): This includes DUIs, reckless driving, or driving with a suspended license. These should generally result in disqualification for any position involving driving responsibilities.
• Tier 2 (Warning-Level Offenses): Violations such as speeding more than 15 mph over the limit or recent at-fault accidents fall into this category. These may warrant closer review or conditional hiring decisions, especially for roles involving regular driving.
• Tier 3 (Monitor-Only Offenses): These include expired tags, parking violations, or other non-moving infractions. While not immediately disqualifying, repeated occurrences may indicate patterns worth monitoring post-hire.

Set Role-Based Thresholds

Thresholds established during an MVR check for employers should align with the specific risk profile of each role. For instance, a delivery driver position may allow no more than two minor violations within the past two years, whereas a warehouse or administrative staff role might justify more lenient criteria—unless the violations are severe or suggest a pattern of risky behavior.

Customizing these thresholds not only promotes fairness but also helps organizations avoid over-penalizing candidates for infractions that are not directly related to the essential duties of the job.

Document Every Decision

Finally, it’s essential to document the rationale behind all hiring decisions involving MVR checks. Maintain written records that justify the decision in relation to job requirements, company policy, and evidence of rehabilitation when applicable.

This documentation serves multiple purposes: it protects your company in the event of EEOC audits, supports defenses against wrongful denial claims, and minimizes exposure to negligent hiring lawsuits.

Conclusion

MVR reports are not just about DUIs and expired licenses. A comprehensive MVR check for employers can uncover hidden red flags—like clusters of minor violations, location-specific incidents, record gaps, and near-miss behavior—that reveal a much clearer picture of driver risk.

Overlooking these subtle indicators can lead to massive liability, reputational damage, and costly litigation. On the other hand, organizations that take a deeper approach and implement advanced screening tools position themselves for safer, smarter hiring decisions.

Next Step: Audit your MVR screening policy today. Train your HR team. Invest in continuous monitoring. And never overlook what lies beneath the surface of an MVR.

FAQs

What violations show up on an MVR report?

MVRs typically show DUIs, speeding tickets, license suspensions, at-fault accidents, and license restrictions. Some also include non-moving violations like expired tags or mechanical issues.

How long do violations stay on an MVR?

This depends on state laws. Minor violations may fall off in 3 years, while DUIs can remain for 7–10 years or more.

Can I deny a job based on an MVR report?

Yes—but you must ensure the violation is job-relevant and comply with FCRA rules on consent and adverse action.

Do parking tickets appear on MVRs?

Not usually. But repeated non-moving violations, such as unregistered vehicles, may appear depending on the state.

How often should I check employee MVRs?

At a minimum, conduct annual reviews. For high-risk roles, consider quarterly checks or real-time monitoring.