Message From the Safety Director: These model policies have been developed by experts in the field, but it is important to note the following before adapting to meet your municipalities needs:

  • All non-italicized print in the Final NJDOT CDL policy is mandatory under federal law. Provisions that are italicized are optional.
  • The entire NON-CDL policy is optional. If you decide to adopt a policy of this type, there are many options available to you including the establishment of a “zero tolerance” policy with respect to marijuana (medical or recreational). Please make sure you discuss the options with your municipal attorney and your governing body prior to the adoption of any policy.
  • One of the essential elements of the policies is the requirement to name a Designated Employer Representative (DER) and a backup. There are several member JIFs throughout the State that have scheduled training classes for this program, check with your JIF to verify the available dates. It is critical that you send at least the person you intend to designate and another employee that would be available as a backup in case the DER is not available. Vist the MSI Bulletins page for the Bulletin on selecting a DER.

If you have any questions about these model policies, please contact your local JIF Safety Director.

IMPORTANT NOTICE: Read Disclaimer Before Using the Form

The “Consent to Check Motor Vehicle Records” form was prepared to assist our clients as part of their overall safety program.  To the best of our knowledge and belief, the form complies with current law and practice at the time of preparation.  However, we recommend that all entities and authorities contact their attorney or labor counsel, and have them review the form before issuing the form to any employees to make sure there is no conflict with any local ordinance or collective bargaining agreement.

Consent to Check Motor Vehicles Record Form


According to a report authored by the American College of Occupational and Environmental Medicine, unnecessary, prolonged work absence can cause significant harm to a worker’s well-being. Workers who are on extended disability often lose social relationships with co-workers, as well as the self-respect and self-esteem that comes from earning a living.

For many workers, their job is part of their identity, and being kept away by illness or injury is a very stressful experience. By allowing a more accelerated return to work and more significant support during recovery, transitional duty programs can help employees reduce the stress and disruption that injuries or illness cause in their daily lives, leading to better recovery.

Transitional Duty programs offer time-limited, modified and meaningful work assignments to employees who, due to an on the job injury or illness, have been rendered temporarily incapable of meeting the physical demands of their usual duties. These assignments are modified to accommodate the physical limitations imposed by injury or illness, as determined by medical professionals involved in the care of the worker.