Commercial vehicle tracking?
Discussion
It's probably been covered many times, but I didn't fin anything when I searched..
As a company we have 2 vans that we would like to track the vans activity. Does anybody have experience of methods we could use? I know some of the forward facing cameras are trackable!?
Thanks in advance!
ps, I had posted this in another forum.. not knowing this one exsisted!
As a company we have 2 vans that we would like to track the vans activity. Does anybody have experience of methods we could use? I know some of the forward facing cameras are trackable!?
Thanks in advance!
ps, I had posted this in another forum.. not knowing this one exsisted!
Depends what you want it for and the detail needed. Invested in Mercs own system on my fleet (Fleetboard) but it also provides telematics and maybe more than you need- plus not sure of it's application to vans.
Currently trialling Smartwitness system- cameras and journey recording which is much cheaper and gives significant insurance benefits. www.smartwitness.com
Cheers.
Currently trialling Smartwitness system- cameras and journey recording which is much cheaper and gives significant insurance benefits. www.smartwitness.com
Cheers.
Legacywr said:
Had a demo by Masternaught today, very impressed!
I was "cleared" of a (clearly ridiculous) accusation by a member of the public recently thanks to Masternaught.I've had a bit of a play with it since and it's really good. Obviously you can locate any tracked vehicle (I don't mean tanks and armoured cars) and get the vehicle's speed, direction etc.
But - and this is the clever bit that impressed me - if the vehicle is on a motorway, you can click on the nearest Highways Agency camera and actually watch the vehicle go past, or click on the nearest matrix sign and see if there's any information on it.
Clever stuff.
Legacywr said:
It's £20 a month for a 36 month contract, per van!
Now.. what are the chances of me getting it fitted without the driver noticing it being fitted?
Tell the driver of said van its going for service? Now.. what are the chances of me getting it fitted without the driver noticing it being fitted?
Or is weekend fitment possible?
Bloke i know did the latter and then 1 month later had all 6 of his drivers in his office for a meeting, needless to say at the end of that meeting there was only 3 left.
Any changes to an employees terms and conditions, ie trackers, cameras etc must be disclosed to the employee if those measures are to be used in disciplinary measures in the future.
I know of 2 truckers that were dismissed with evidence used from trackers and covert cameras, they went to an employment tribunal paid for by legal aid, they won their case due to the employer not disclosing the new measures. They were both reinstated with back pay being owed also compensation. They both then quit the company.
Please check employment law before fitting any tracking device/camera without telling the driver of said vehichle.
I know of 2 truckers that were dismissed with evidence used from trackers and covert cameras, they went to an employment tribunal paid for by legal aid, they won their case due to the employer not disclosing the new measures. They were both reinstated with back pay being owed also compensation. They both then quit the company.
Please check employment law before fitting any tracking device/camera without telling the driver of said vehichle.
As far as I'm concerned, it would be nice to know what the driver is doing whilst he is unaware that he is being tracked, even if it cant be used to discipline the said driver.
Am I right in thinking that we don't actually need to give a reason for sacking someone in the first 12 months?
Would we be in trouble for invading his human rights if we spied on him with a tracker?
Am I right in thinking that we don't actually need to give a reason for sacking someone in the first 12 months?
Would we be in trouble for invading his human rights if we spied on him with a tracker?
tty thing to do if I'm honest OP. Not sure about the human rights issue,
No, you always need a reason to sack someone no matter if they have been employed for 1 month or 1 year. You as the employer need to have clear guidelines as to what is expected from your staff. You can have a probationary period for new staff members, then you can extend that time if they do not meet the targets you set. eventually letting them go for underperformance.
There have been companies that make people redundant during their probation period blaming the economy etc. then employed a different person to do the same job a couple of weeks later, this is very risky as the 1st person would have a great case for unfair dismissal.
Unfortunately the days are gone when you can just sack someone without just cause.
Back to the OP, we found the best way to deal with trackers was a 1 month grace period, with the drivers having access to the data without fear of disciplinary action, after this time you sit down with the drivers and have an honest conversation about what has been highlighted etc. After this time if they still persist in with the negative behaviours shown in the first month, then you can start underperformance plans to manage them out of your business.
Be sure that you have all your drivers sign a new set of job standards informing them of what is now required.
No, you always need a reason to sack someone no matter if they have been employed for 1 month or 1 year. You as the employer need to have clear guidelines as to what is expected from your staff. You can have a probationary period for new staff members, then you can extend that time if they do not meet the targets you set. eventually letting them go for underperformance.
There have been companies that make people redundant during their probation period blaming the economy etc. then employed a different person to do the same job a couple of weeks later, this is very risky as the 1st person would have a great case for unfair dismissal.
Unfortunately the days are gone when you can just sack someone without just cause.
Back to the OP, we found the best way to deal with trackers was a 1 month grace period, with the drivers having access to the data without fear of disciplinary action, after this time you sit down with the drivers and have an honest conversation about what has been highlighted etc. After this time if they still persist in with the negative behaviours shown in the first month, then you can start underperformance plans to manage them out of your business.
Be sure that you have all your drivers sign a new set of job standards informing them of what is now required.
Ah, ok - I retract my earlier comment in that case! Didn't realise you were having some issues.
Slightly off the wall suggestion - what about a private investigator?!
ETA: Perhaps if you discussed with the drivers your intentions one might leave in fear of being found out? If you see what I mean.
Slightly off the wall suggestion - what about a private investigator?!
ETA: Perhaps if you discussed with the drivers your intentions one might leave in fear of being found out? If you see what I mean.
Edited by Fun Bus on Monday 18th June 20:58
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