Some states allow a person to drive whose license has been suspended or revoked for driving under the influence (DUI) if the driver uses a vehicle equipped with an ignition interlock device. The ignition interlock device wont allow the vehicle to be started if it detects alcohol on your breath. The device may also require additional "rolling retests" while the vehicle is being driven.
If you drive employer-owned vehicles during work hours, the vehicles must be equipped with an interlock device. However, this requirement may usually be waived if your employer signs an Employer Declaration for Ignition Interlock License.
This form is a generic example that may be referred to when preparing such a form for your particular state. It is for illustrative purposes only. Local laws should be consulted to determine any specific requirements for such a form in a particular jurisdiction.
The Washington Employer Declaration for Ignition Interlock License is a crucial document that employers must be familiar with when hiring individuals who have been convicted of driving under the influence (DUI) and are required to use an ignition interlock device (DID) on their vehicle. The purpose of this declaration is to inform employers about the employee's obligation to use and DID and to ensure compliance with Washington state laws regarding DUI offenses. By signing this declaration, employers acknowledge their responsibility in monitoring the employee's adherence to these requirements. The Washington Employer Declaration for Ignition Interlock License includes several key components. First, it requires the employer to confirm that they have been notified by the employee about their DID requirement. This ensures that both parties are aware of their respective obligations. Second, the declaration outlines the employer's responsibilities regarding the employee's use of and DID. Employers must verify that the employee does not operate any company-owned or leased vehicles without and DID installation. Moreover, they must not allow the employee to operate any vehicle during employment hours that does not have and DID, unless an exception has been granted by the courts. Additionally, the declaration clarifies that employers should promptly report any violations or non-compliance with the DID program to the Washington State Department of Licensing (DOL). This ensures that the proper authorities are notified of any issues and can take appropriate action. It is important to note that there are different types of Ignition Interlock License Employer Declarations in Washington, depending on the circumstances of the DUI offense. Some common variations include: 1. First-Time Offenders: This declaration is for individuals who have been convicted of a DUI for the first time and are required to install and DID on their vehicle. Employers must ensure that the employee complies with the DID program throughout the duration of their employment. 2. Repeat Offenders: This declaration applies to individuals who have multiple DUI convictions. These offenders may be subject to more stringent DID requirements, and employers must adhere to the specific guidelines set by the court. 3. Commercial Drivers: A separate employer declaration is applicable for individuals with a commercial driver's license (CDL) who have been convicted of a DUI. These drivers face additional regulations, including restrictions on driving commercial vehicles without and DID. In conclusion, the Washington Employer Declaration for Ignition Interlock License is a necessary document for employers to understand their responsibilities when hiring individuals with DUI offenses. Ensuring compliance with DID requirements is crucial for maintaining a safe working environment and promoting responsible driving practices. Understanding the different types of employer declarations helps employers navigate the specific requirements based on the employee's circumstances.
