When a truck accident occurs, the immediate focus is often on the driver involved. However, it’s essential to delve deeper into the circumstances surrounding the accident, particularly the trucking company’s hiring practices.
Negligent hiring of truck drivers can significantly contribute to accidents and their severity. In this article, the leading truck accident lawyer In Texas explores the critical question: Could the trucking company’s negligent hiring of a driver be a cause of your accident?
Negligent hiring refers to an employer failing to exercise reasonable care during the hiring process, thereby hiring an individual who poses a risk to others. In the context of trucking companies, negligent hiring can encompass hiring drivers with poor driving records, a history of accidents, or inadequate qualifications. Also, failing to follow the federal regulations for trucking companies and truck drivers/
When a trucking company neglects its duty to vet and hire qualified drivers thoroughly, it jeopardizes public safety.
Proving that the trucking company’s negligent hiring was one of the causes of your accident with a semi-truck can be a complex task. However, there are several factors to consider when assessing the role of negligent hiring in an accident:
Did the trucking company fail to conduct proper background checks, including criminal history, employment verification, and reference checks? If critical information was overlooked during the hiring process, it could indicate negligent hiring.
Was the driver with a history of traffic violations, accidents, or other driving-related incidents hired by the trucking company? Negligent hiring can be established if the company fails to consider or act upon such records.
Did the driver possess the qualifications, licenses, and training required for the job? Negligent hiring might be evident if the trucking company hired a driver who did not meet the industry standards or lacked the appropriate training.
Were there any warning signs the trucking company ignored during the hiring process? For example, if an applicant had a documented history of drug or alcohol abuse, and the company failed to address it, it could indicate negligent hiring.
If you believe the trucking company’s negligent hiring played a significant role in your accident, consulting with a qualified attorney specializing in truck accidents is crucial. We can assess the specifics of your case and help determine the legal recourse available to you.
Depending on the circumstances, you may be entitled to compensation for medical expenses, lost wages, pain and suffering, and other damages resulting from the accident.
To prevent accidents caused by negligent hiring, the trucking industry should prioritize responsible hiring practices. Following the FMCSR includes conducting the required background checks, verifying qualifications, and driving records, implementing comprehensive training programs, and adhering to federal and state regulations.
By placing a strong emphasis on hiring qualified and experienced drivers, trucking companies can contribute to safer roads and protect the well-being of all road users.
While the driver’s actions are often the primary focus in the aftermath of a truck accident, it is essential to examine the role of the trucking company’s hiring practices. Negligent hiring can significantly contribute to accidents and their severity, jeopardizing public safety.
Unfortunately, even in fatal truck accidents, the investigating officers rarely receive all the information needed to determine if the company was negligent in hiring or keeping the trucker.
By holding negligent companies accountable, we can work towards creating safer roads and reducing preventable accidents and get you the compensation you deserve. Having an experienced attorney in commercial vehicle crashes investigate the cause of your accident is crucial.
We represented a victim who was seriously hurt in a truck accident when the driver lost control of the big rig. After conducting discovery in the lawsuit, we learned that the driver was not qualified to drive, and the company should not have put him behind the wheel. The company paid big bucks to settle the case. Our client was thrilled.
In another case, we learned of the truck driver’s medical condition after the crash; The driver technically was legally able to drive a commercial vehicle. Yet, the driver should not have been driving, and the company did nothing to monitor his condition, which endangered him and the public. We won the case and recovered seven figures for our client.