Keeping U In Mind

Did You Know?

Fleet vehicle accidents were among the costliest injury claims for businesses, according to the National Safety Council. With an average cost of approximately $70,000 USD for a vehicle-related loss, this is almost twice the cost of a workplace injury ($36,592). What can companies do to lower the likelihood of a claim related to fleet drivers? Let’s look at some fleet risk management best practices.

Fleet Risk Management Best Practices:

  • Be Selective of Drivers: If a driver is operating a vehicle on behalf of the company, ensure that they are fit for the task. Do your due diligence! MVRs are a great tool to aid in selecting a quality driver.
  • Educate the Driver: Although driving is a task that is done daily, complacency is a real challenge. As an employer, you must be sure that your driver has the necessary skills to protect themselves while traveling on the roadways. There are many drivers’ education tools to help companies accomplish this goal.
  • Utilize Technology When Feasible: Driving technology can be a smart tool to help promote positive behavior with your drivers. There are platforms that will coach drivers in many aspects, including speed, braking, turning, and can even monitor the fatigue level of the driver.
  • Investigate Accidents Properly: If an accident does occur, it should not be taken lightly. Proper accident investigation can produce some very valuable information. But it should not stop there! Information can be shared among the workers and/or company to highlight lessons learned for the prevention of future accidents.
  • Developing a Driving Policy: Having a company driving policy is a major pillar in your fleet program. Do your employees know their responsibilities while driving on company time? What are the guidelines for distracted driving, such as using mobile devices? Are employees required to have certain rest periods? These questions and more should be addressed in the policy.

For further information on fleet risk management, contact the INSURICA risk team.

 

About the Author

DeMarcus Strange
DeMarcus Strange
DeMarcus is an internationally certified safety and risk management professional accredited by the National Examination Board in Occupational Safety and Health, Board of Certified Safety Professionals, and the Occupational Safety and Health Administration. His primary business focus is helping clients manage risks as it relates to the unique demands of their organization. DeMarcus takes pride in assisting organizations with hazard recognition, risk assessments, loss control techniques, training, and education to impact their employees in a positive way.

Share This Story

Stay Updated

Subscribe to the INSURICA blog and receive the latest news direct to your inbox.

Related Blogs

RxDC Reporting: What Employers Should Do Before the June 1 Deadline

May 7th, 2026|Blog, Employee Benefits|

Each year, group health plans must report detailed prescription drug and healthcare spending data to the Centers for Medicare & Medicaid Services (CMS). This reporting—commonly referred to as RxDC reporting—is due by June 1 and applies to most employer-sponsored group health plans that offer prescription drug coverage.

Chronic Condition Management 2.0: GLP-1 Alternatives and New Digital Therapeutics

May 6th, 2026|Blog, Employee Benefits|

Chronic conditions have long been the primary driver of employer healthcare spending, but 2026 marks a turning point in how organizations are approaching prevention, treatment, and long-term management. With GLP-1 medications dominating headlines — and budgets — employers are urgently exploring complementary or alternative strategies that can improve outcomes without unsustainable cost growth. The result is a new wave of digital therapeutics, metabolic health programs, and integrated care models that promise a more balanced approach to chronic disease management.

The Return-to-Office Reset: How Benefits Are Being Re-Engineered in 2026

May 5th, 2026|Blog, Employee Benefits|

After several years of experimentation, many employers are tightening hybrid schedules or requiring more in-office days. This “return-to-office reset” is reshaping benefits strategies as organizations look for ways to support commuting employees, improve onsite experience, and maintain flexibility. What began as a workplace policy shift is now driving a broader rethinking of how benefits can reinforce culture, productivity, and retention.

Go to Top