12.01.24 - Commercial Drivers Lic (CDL) Physicals
CITY OF BOYNTON BEACH, FLORIDA ADMINISTRATIVE POLICY MANUAL CHAPTER: 12 Risk Management Policy No. 12.01.24 SECTION: 01 Risk Management Policy Manual Page 1 of 3 SUBJECT: 24 Commercial
Drivers’ License (CDL License) Physicals A. CONCEPT 1. The (Federal) Commercial Motor Vehicle Safety Act of 1986 was signed into law on October 27, 1986. The goal of the Act was to improve
highway safety by ensuring that drivers of large trucks and buses are qualified to operate those vehicles and to remove unsafe and unqualified drivers from the highways. The Act retained
the State’s right to issue a driver’s license by established minimum national standards. States must meet minimum national standards when licensing commercial motor vehicle drivers.
2. The State of Florida has established the following Classes for CDL Licenses: a. Class A – Trucks or truck combinations weighing with a Gross Vehicle Weight Rating of 26,001b. or more,
provided towed vehicle is more than 10,000 lb. b. Class B – Straight trucks weighing 26,001 lb. Gross Vehicle Weight Rating or more. c. Class C – Vehicles transporting placardable amounts
of hazardous materials, or vehicles designed to transport more than 15 persons including the driver with a Gross Vehicle Weight Rating of less than 26,001 lb. 3. For further information
regarding CDL licenses, refer to the State of Florida Handbook at http://www.lowestpricetrafficschool.com/handbooks/cdl/en. B. EMPLOYEE ASSIGNMENTS 1. Determination of CDL requirement
shall be based upon employee’s Position Classification and the requirement for a CDL license to perform job functions on a regular basis, or as needed under special circumstances is
included in the job description. This shall not include 1
voluntary requests to maintain CDL license where not required and included in the Position Classification. 2. Costs of obtaining the CDL license shall be the responsibility of the employee.
3. Costs of maintaining the CDL license shall be the responsibility of the City of Boynton Beach. C. PHYSICAL EXAMINATIONS 1. A CDL holder must be medically examined and certified in
accordance with 49 C.F.R. Sec. 391.43 as physically qualified to operate a commercial motor vehicle. 2. The physical requirements for CDL license holders are specific and lengthy and
must be determined by a medical examiner, identified by the City, who issues a medical certificate, and the CDL holder must keep the original or a copy of the medical certificate on
his/her person at all times (49 C.F.R. Sec. 391.41(a) and Fla. Stat. Sec. 316.302(2)(I)). 3. The regulations contain specific standards for vision and hearing and are physical impairments
a driver must not have in order to operate a commercial motor vehicle. 4. The medical examiner identified by the City shall be the final authority on determining the physical capabilities
and abilities of the CDL holder. D. FAILURE TO PASS PHYSICAL EXAMINATION 1. Those CDL holders who fail to pass the physical examination, shall have their use of operating City vehicles
suspended. The employee shall be placed on Unpaid Administrative Leave. See #5 regarding the employee’s ability to use sick and/or accrued vacation time while on the Unpaid Administrative
Leave. 2. The department shall conduct a review and determine if a reasonable accommodation can be made for the employee to continue in another position for which he/she qualifies, within
the department, without operating City vehicles requiring a CDL license. 3. If this accommodation cannot be made or is impractical for the department, then it shall be determined if
the employee is qualified for any vacant positions that are being advertised within the City. 2
3 4. The employee may apply for vacant positions within the City that he/she is qualified for, and will be considered with all other applicants. 5. The employee shall be placed on unpaid
leave in accordance with the appropriate Collective Bargaining Agreement (CBA) or the Personnel Policy Manual (PPM). The employee may use sick and/or accrued vacation time while on leave.
6. If an alternative position cannot be found for the employee, then he/she may retire (if eligible), resign, or be terminated. 7. This entire review process (numbers 1 through 5) should
not exceed thirty (30) calendar days; however, if there are extenuating circumstances, an additional thirty (30) calendar days of unpaid leave may be approved by the City Manager. Developed
by: Risk Management and Human Resources Departments EFFECTIVE DATE: August 1, 2008 Kurt Bressner Kurt Bressner City Manager