6 free templates across delivery, non-CDL van, CDL truck, courier, and small business, with the CDL thresholds, DOT requirements, and FLSA overtime rules the generic templates skip. Download as DOCX.
A driver job description has one decision that drives everything else, and the generic template farms gloss over it: the vehicle. Whether the role needs a commercial driver's license, a DOT medical card, and federal testing, or just a standard license and overtime, comes down to the vehicle's weight and what it carries. Get that right and the rest of the posting falls into place.
These six templates cover the role by type and vehicle: a general driver hub, delivery driver, non-CDL van driver, CDL truck driver, courier and medical courier, and a small-business version, each with the CDL thresholds, DOT requirements, and overtime rules built in. For the fundamentals of structuring any posting, the guide to writing a job description is a useful companion.
TL;DR
A driver safely transports goods or passengers, plans routes, loads and unloads, and maintains the vehicle. The defining question is the vehicle: at 26,001 lbs or more (or 16+ passengers, or placarded hazmat) the role needs a CDL, a DOT medical card, drug and alcohol testing, and an FMCSA Clearinghouse query. Below that, the vans and light trucks most small businesses use need only a standard license, and the driver is non-exempt and owed overtime. Download six templates as DOCX.
What a Driver Does
A driver safely operates a company vehicle to transport goods or passengers, plans efficient routes, loads and unloads cargo, inspects and maintains the vehicle, keeps accurate records, and provides customer service. For light vehicles it is an hourly, non-exempt role; requirements scale up sharply for commercial vehicles.
Driver is an umbrella term, and the right posting depends on which kind you mean. The types differ mostly by vehicle and cargo, which in turn set the license and compliance.
Driver Is an Umbrella Term
Delivery driver (local packages, food, products), van or non-CDL driver (light vehicle under 26,001 lbs), CDL or truck driver (commercial vehicle), and courier or medical courier (time-sensitive items) are the main types. Rideshare and app-based delivery are gig roles with independent contractors and are not covered here. Name the specific type and vehicle in your posting.
Driver Duties and Responsibilities
A driver's duties cluster into four areas: driving and transport, cargo and loading, vehicle and safety, and records and service. The emphasis shifts by type, but these areas hold across the role.
The most important line in driver hiring is the 26,001-pound threshold, because it determines the license, the medical and testing requirements, and much of the cost. Here is when a commercial driver's license is required.
Vehicle / situation
CDL needed?
License class
Car, van, light truck under 26,001 lbs
No
Standard state license
Single vehicle 26,001 lbs or more
Yes
Class B CDL
Combination with trailer over 10,000 lbs (GCWR 26,001+)
Yes
Class A CDL
Vehicle for 16+ passengers (including driver)
Yes
Class C CDL
Placarded hazardous materials
Yes
Class C CDL (with hazmat endorsement)
The practical takeaway for small businesses: the cars, vans, and light trucks most use fall under the threshold and need only a standard state license, with no CDL, DOT medical card, or federal testing. The rating that matters is the manufacturer's gross vehicle weight rating, not the loaded weight.
Which Template Should You Use?
Pick the template by the vehicle and the type of driving. Use this guide to choose the closest fit, then adjust the duties, pay, and requirements to match.
Driver (General)
Any driving role
The universal version: transport goods or passengers, plan routes, maintain the vehicle, serve customers.
Delivery Driver
Local packages, food, products
For local delivery in a car, van, or light truck: routes, drop-offs, and customer service. No CDL.
Non-CDL / Van Driver
Under 26,001 lbs GVWR
The SMB sweet spot: a van or light truck that needs only a standard license. Hourly and non-exempt.
CDL / Truck Driver
26,001 lbs or more
For commercial vehicles requiring a CDL, DOT medical card, hours of service, and FMCSA compliance.
Courier / Medical Courier
Time-sensitive, HIPAA for medical
For documents, packages, or lab specimens, with HIPAA and bloodborne-pathogen handling for medical.
Driver for Small Business
Driver plus extra duties
For a small team where the driver also loads, serves customers, and helps around the shop.
Match the Template to the Vehicle
Any role: General. Local packages or food: Delivery Driver. A van or light truck under 26,001 lbs: Non-CDL / Van Driver. A commercial vehicle 26,001 lbs or more: CDL / Truck Driver. Time-sensitive items or lab specimens: Courier / Medical Courier. A small team where the driver wears several hats: Driver for Small Business.
6 Free Driver Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: company and position summary, key responsibilities, qualifications, a compliance note tied to the vehicle and CDL threshold, and how to apply, with an EEO statement. Fill in the brackets and post.
Download All 6 Job Description Templates
General, delivery, non-CDL van, CDL truck, courier, and small business. All in one DOCX.
Template 1: Driver (General)
The universal version: transport goods or passengers, plan routes, maintain the vehicle, and serve customers.
Driver Job Description (General)
DRIVER JOB DESCRIPTION
Company: __ ([City, State])
Reports to: [Operations Manager / Owner / Dispatcher]
Employment type: Full-time, hourly
FLSA status: Non-exempt for light vehicles 10,000 lbs or under; confirm by duties
Pay: $_ per hour
ABOUT [COMPANY NAME]
[Company Name] is a [industry] business in [City, State]. We are hiring a Driver to
safely transport [goods / products / passengers] between our location and
customers, maintain the vehicle, and represent us well on every trip.
POSITION SUMMARY
The Driver safely operates a company vehicle to transport goods or passengers,
plans efficient routes, loads and unloads cargo, keeps accurate records, maintains
the vehicle, and delivers excellent customer service. This is an hourly,
non-exempt role for light vehicles.
KEY RESPONSIBILITIES
•Safely operate a company vehicle following all traffic laws
•Transport goods or passengers on time to the correct destinations
•Plan and follow efficient routes
•Load, secure, and unload cargo safely
•Inspect the vehicle and report maintenance needs
•Keep accurate delivery, mileage, and log records
•Provide friendly, professional customer service
•Maintain a clean driving record
REQUIRED QUALIFICATIONS
•Valid driver's license for the vehicle class
•Clean driving record (motor vehicle record check required)
•[1+] year of driving experience preferred
•Ability to lift up to [50] lbs
•Reliable, punctual, and customer-focused
COMPLIANCE NOTE (read before posting)
Requirements depend on the vehicle. A standard license covers most light vehicles
(under 26,001 lbs GVWR). A commercial driver's license (CDL) is required at 26,001
lbs or more, for 16 or more passengers, or for placarded hazardous materials.
Drivers of commercial motor vehicles in interstate commerce also need a DOT
medical certificate and are subject to drug and alcohol testing and the FMCSA
Clearinghouse. For light vehicles 10,000 lbs or under, overtime applies. Run a
motor vehicle record check at hire and annually. This is general information, not
legal advice.
EEO STATEMENT
[Company Name] is an equal opportunity employer and provides reasonable
accommodations for the essential functions of this role.
PAY AND HOW TO APPLY
Pay: $_ per hour (non-exempt for light vehicles, overtime eligible)
To apply, email __ with your resume.
Template 2: Delivery Driver
For local delivery in a car, van, or light truck: routes, drop-offs, and customer service. No CDL.
Delivery Driver Job Description
DELIVERY DRIVER JOB DESCRIPTION
Company: __ ([City, State])
Reports to: [Operations Manager / Owner / Dispatcher]
Employment type: Full-time, hourly
FLSA status: Non-exempt (overtime eligible)
Pay: $_ per hour
ABOUT THIS ROLE
A Delivery Driver transports packages, products, or food from [Company Name] to
businesses and residential customers within a local area, usually in a car, van,
or light truck that does not require a CDL.
POSITION SUMMARY
[Company Name] is hiring a Delivery Driver to pick up and deliver [packages /
products / food] to customers on time, plan efficient routes, handle items with
care, collect payment or confirmation where needed, and provide great customer
service. This is an hourly, non-exempt role.
KEY RESPONSIBILITIES
•Pick up, load, and deliver orders to the correct addresses on time
•Plan efficient delivery routes
•Handle packages and products carefully
•Confirm deliveries and collect payment or signatures as needed
•Provide friendly, professional customer service
•Inspect the vehicle and report maintenance needs
•Keep accurate delivery and mileage records
•Maintain a clean driving record
REQUIRED QUALIFICATIONS
•Valid driver's license and clean driving record
•[1+] year of driving or delivery experience preferred
•Ability to lift up to [50] lbs repeatedly
•Familiarity with navigation apps
•Reliable, punctual, and customer-focused
COMPLIANCE NOTE
A standard driver's license covers most local delivery in a car, van, or light
truck under 26,001 lbs GVWR, with no CDL required. The role is hourly and
non-exempt, so overtime applies for hours over 40 in a workweek. Run a motor
vehicle record check at hire and annually, and verify the driver's license is
valid for your vehicle. This is general information, not legal advice.
EEO STATEMENT
[Company Name] is an equal opportunity employer and provides reasonable
accommodations for the essential functions of this role.
PAY AND HOW TO APPLY
Pay: $_ per hour (non-exempt, overtime eligible)
To apply, email __ with your resume.
Still Using Spreadsheets for Onboarding?
Automate documents, training assignments, task management, and track onboarding progress in real time.
For a small team where the driver also loads, serves customers, and helps around the shop.
Driver for Small Business Job Description
DRIVER FOR SMALL BUSINESS JOB DESCRIPTION
Company: __ ([City, State])
Reports to: [Owner / Operations Lead]
Employment type: Full-time, hourly
FLSA status: Non-exempt for light vehicles; confirm by duties
Pay: $_ per hour
ABOUT THIS ROLE
[Company Name] is a small business in [City, State], and we are hiring a Driver who
will do more than drive. In a small team, the driver also helps load, serves
customers, and supports day-to-day operations. This is a hands-on, flexible role.
POSITION SUMMARY
As our Driver, you will handle [deliveries / pickups / service runs] in a company
[van / light truck], load and unload, represent us with customers, and pitch in
around the shop or warehouse as needed. This is an hourly, non-exempt role in a
small, close-knit business.
KEY RESPONSIBILITIES
•Drive a company van or light truck for deliveries and pickups
•Load, secure, and unload goods or equipment
•Provide friendly, face-to-face customer service
•Help around the shop, warehouse, or store between runs
•Plan efficient routes and meet schedules
•Inspect the vehicle and report maintenance needs
•Keep simple, accurate delivery and mileage records
•Maintain a clean driving record
REQUIRED QUALIFICATIONS
•Valid driver's license and clean driving record
•Comfortable driving a van or light truck (no CDL needed)
•Willing to help with non-driving tasks
•Ability to lift up to [50] lbs
•Reliable, friendly, and a team player
COMPLIANCE NOTE
For a small business using a light vehicle under 26,001 lbs, the driver does not
need a CDL and the role is hourly and non-exempt, so overtime is owed for hours
over 40. Because small-business drivers often handle multiple duties, write the
non-driving tasks into the job description so expectations are clear, and confirm
the role still counts as non-exempt. Run a motor vehicle record check at hire and
annually, and verify license and insurance. This is general information, not legal
advice.
EEO STATEMENT
[Company Name] is an equal opportunity employer and provides reasonable
accommodations for the essential functions of this role.
PAY AND HOW TO APPLY
Pay: $_ per hour (non-exempt, overtime eligible)
To apply, email __ with your resume.
CDL, DOT, and FLSA Overtime
This is the section no competing template covers, and for a driver role it is where the real decisions and the real risks live. Four things belong in every driver hiring decision: the CDL threshold, the DOT requirements that follow it, overtime, and the motor vehicle record check.
CDL or not: the 26,001-pound line decides almost everything
The single most important question for a driver job description is whether the role needs a commercial driver's license, because that one threshold determines the rest of the requirements. A CDL is required when the vehicle has a gross vehicle weight rating of 26,001 pounds or more, when it is built to carry 16 or more passengers including the driver, or when it carries placarded hazardous materials. Everything below that line, the cars, vans, and light trucks most small businesses use, needs only a standard state driver's license. The rating is the manufacturer's gross vehicle weight rating on the door plate, not the actual loaded weight. Most small-business driver hires fall under the line and need no CDL, which keeps the role simple, so state the vehicle and weight clearly in the posting. This is general information, not legal advice.
CDL roles trigger DOT medical, testing, and the Clearinghouse
Once a role requires a CDL and operates a commercial motor vehicle in interstate commerce, a stack of federal requirements applies that lighter roles avoid. The driver needs a DOT medical examiner's certificate (49 CFR 391.41), is subject to drug and alcohol testing (49 CFR Part 382), and you must run a pre-employment query of the FMCSA Drug and Alcohol Clearinghouse before hiring and annually after. Hours-of-service limits and electronic logging devices (49 CFR Part 395) govern how long the driver can be on duty. None of this applies to a typical light-vehicle delivery role, which is exactly why it matters to name the vehicle type up front: it tells candidates and you which compliance path the hire is on. This is general information, not legal advice.
Overtime: the small-vehicle exception that catches small businesses
Drivers are generally non-exempt and owed overtime, with one important wrinkle. The federal motor carrier exemption can remove overtime for drivers whose work affects the safety of commercial motor vehicles over 10,000 pounds in interstate commerce. But the small-vehicle exception means that drivers operating vehicles of 10,000 pounds or under are owed overtime regardless, even if the rest of the motor carrier rules would otherwise apply. Since most small businesses use vans and light trucks well under that weight, their drivers are almost always non-exempt and must be paid overtime for hours over 40 in a workweek. This trips up small operators who assume all drivers are exempt. Track hours and pay overtime for light-vehicle drivers. This is general information, not legal advice.
Run a motor vehicle record check at hire and every year
For any driving role, a motor vehicle record check is standard practice and, for commercial drivers, a federal requirement at hire and annually. It confirms a valid license, the correct class, and a clean driving history, which protects your business, your insurance, and the public. Build it into hiring along with the offer letter, license and insurance verification, and, for CDL roles, the medical certificate and Clearinghouse query. Keeping these records organized and tracking expiration dates (license, medical card, annual review) is a real administrative load for a small business with even a few drivers, so set up a simple system from the first hire rather than chasing paperwork later. This is general information, not legal advice.
The 26,001-Pound Line and the Small-Vehicle Overtime Rule
A commercial driver's license is required at 26,001 lbs GVWR or more, for 16+ passengers, or for placarded hazmat. Below that, drivers of vehicles 10,000 lbs or under are owed overtime under the FLSA small-vehicle exception, which covers most small-business vans and light trucks.
For the classification question, the exempt versus non-exempt guide explains why most light-vehicle drivers are non-exempt and owed overtime.
Skills and Qualifications
Driver roles start from a valid license, a clean record, and reliability, not a degree, with CDL and endorsements layered on for commercial vehicles. Scale the requirements to the vehicle and type.
Requirement
What to look for
License
Valid license of the correct class; CDL for 26,001+ lbs
Driving record
Clean MVR, checked at hire and annually
Experience
1+ year for light vehicles; 2+ for CDL roles
Physical
Ability to lift cargo (often up to 50 lbs)
CDL add-ons
DOT medical card, Clearinghouse query, endorsements
Classification
Non-exempt for light vehicles; overtime eligible
Keep the posting neutral and inclusive, since the EEOC prohibits job advertisements that show a preference based on a protected characteristic, and the SHRM guide covers the standard sections of a job description.
Driver Pay
Driver pay depends on the vehicle and role, and is usually hourly for the light-vehicle roles most small businesses hire.
Light Truck Drivers Median About $44,140 (BLS)
Light truck drivers had a median wage of about $44,140 a year as of May 2024 (low 10 percent under about $29,580), driver/sales workers about $37,130, and heavy (CDL) truck drivers about $57,440 (BLS). Delivery and van roles cluster in the high $30,000s to mid $40,000s.
CDL and specialized routes pay more, often per mile rather than hourly. The light-vehicle delivery group is projected to grow about 8 percent from 2024 to 2034, faster than average. Pay varies by region, vehicle, route, and experience. For a posting, benchmark to your local market, state whether pay is hourly or per mile, budget for overtime on light-vehicle roles, and provide a good-faith range where pay transparency rules apply.
Hire and Onboard a Driver
For a small business, getting this hire right is about matching the role to the vehicle, classifying and paying it correctly, and managing the document trail that driving roles generate. Here is how that plays out.
Plenty of driver hiring is gig or enterprise, but the W-2 small-business driver is very real
It is worth being clear about the two ends of the driver market. A large share of driving is gig work (app-based delivery and rideshare), where drivers are independent contractors who do not get onboarded as employees, and another large share is enterprise (national carriers and their contractors) with dedicated HR. But in between sits a big, genuine small-business segment: local delivery, a florist or caterer running its own van, an HVAC or plumbing shop with service vehicles, a building-supply yard, a medical courier, a small trucking company. Trucking in particular is overwhelmingly a small-business industry, with the vast majority of carriers running ten trucks or fewer. These W-2 drivers at small companies are exactly who hires from a template like this and who needs a real onboarding process.
The compliance is light for vans but adds up fast across a few drivers
For most small businesses the driver uses a van or light truck under 26,001 pounds, so there is no CDL and the compliance is manageable: a valid license, a clean motor vehicle record checked at hire and annually, proof of insurance, and overtime paid because light-vehicle drivers are non-exempt. The load grows with each driver and each detail: license classes, MVR re-checks, and, if you ever add a CDL vehicle, DOT medical cards, drug and alcohol testing, and FMCSA Clearinghouse queries with their own renewal dates. None of the generic templates explain when each requirement kicks in. Getting the vehicle type, license class, and overtime treatment right in the job description from the start prevents the most common and costly small-business driver mistakes.
Onboarding a driver is paperwork and document tracking, from offer to expiration dates
Hiring a driver generates a specific paperwork trail: a signed offer letter, the new hire paperwork, a motor vehicle record authorization, insurance and license verification, safety acknowledgments, and for medical couriers, HIPAA and bloodborne-pathogen training. Then the documents have to stay current, with renewal dates for licenses, medical cards, and annual MVR checks. FirstHR fits this people side for a small business: e-signature for offer letters, MVR authorization, and policy acknowledgments, document management to store licenses, medical cards, and MVR records with reminders before they expire, training modules for safety, defensive driving, and HIPAA, an AI onboarding wizard and task workflows for a repeatable driver checklist, and a simple HRIS to track each driver's documents and dates. To be clear about scope, FirstHR does not run payroll or administer benefits, so pair it with those providers. Applicant tracking is coming soon.
Once someone accepts, onboarding centers on the offer letter, the new hire paperwork, a motor vehicle record authorization, license and insurance verification, safety acknowledgments, and, for CDL or medical roles, the medical card, Clearinghouse query, or HIPAA training, all with renewal dates to track.
FirstHR fits this people side for a small business: e-signature for offer letters, MVR authorization, and policy acknowledgments, document management to store licenses, medical cards, and driving records with reminders before they expire, training modules for safety, defensive driving, and HIPAA, an AI onboarding wizard and task workflows for a repeatable driver checklist, and a simple HRIS to track each driver's documents and dates. FirstHR does not run payroll or administer benefits, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
The defining question for a driver job description is the vehicle: it determines the license, compliance, and pay.
A CDL is required at 26,001 lbs GVWR or more, for 16+ passengers, or for placarded hazmat; below that, a standard license is enough.
CDL roles trigger a DOT medical card, drug and alcohol testing, an FMCSA Clearinghouse query, and hours-of-service rules.
Light-vehicle drivers (10,000 lbs or under) are non-exempt and owed overtime, which catches many small businesses.
Run a motor vehicle record check at hire and annually, and verify license and insurance for every driver.
Trucking is overwhelmingly a small-business industry; the W-2 van, delivery, and courier driver is a real and common small-business hire.
Frequently Asked Questions
What does a driver do?
A driver safely operates a vehicle to transport goods or passengers. The duties cluster into four areas: driving and transport (operating the vehicle per traffic laws, transporting goods or passengers on time, and planning efficient routes), cargo and loading (loading, securing, and unloading cargo, handling items with care, and confirming deliveries), vehicle and safety (inspecting the vehicle before and after trips, reporting maintenance needs, and keeping it clean and fueled), and records and service (keeping delivery and mileage logs, providing customer service, and maintaining a clean driving record). The specific requirements depend heavily on the vehicle: a car, van, or light truck needs only a standard license, while a commercial vehicle of 26,001 pounds or more requires a commercial driver's license and federal DOT compliance. This is general information, not legal advice.
When does a driver need a CDL?
A commercial driver's license is required in three situations, all tied to the vehicle rather than the job title. First, when the vehicle has a gross vehicle weight rating of 26,001 pounds or more: a single heavy vehicle needs a Class B CDL, and a combination pulling a trailer over 10,000 pounds (with a combined rating of 26,001 pounds or more) needs a Class A. Second, when the vehicle is designed to carry 16 or more people including the driver, which requires a Class C. Third, when it transports placarded hazardous materials, also Class C with a hazmat endorsement. Everything below those thresholds, the cars, vans, and light trucks most small businesses use, needs only a standard state license. The rating is the manufacturer's gross vehicle weight rating, not the actual loaded weight. This is general information, not legal advice.
Is a driver exempt or non-exempt under the FLSA?
Most small-business drivers are non-exempt and owed overtime. Drivers are generally hourly, and while the federal motor carrier exemption can remove overtime for drivers whose work affects the safety of commercial motor vehicles over 10,000 pounds in interstate commerce, the small-vehicle exception means drivers operating vehicles of 10,000 pounds or under are owed overtime regardless. Because most small businesses use vans and light trucks well under that weight, their drivers are almost always non-exempt and must be paid overtime for hours over 40 in a workweek. The full overtime exemption typically applies only to CDL drivers operating heavy commercial vehicles in interstate commerce. This catches small operators who assume all drivers are exempt, so confirm the classification by the vehicle weight and duties, and check state rules. This is general information, not legal advice.
What is the difference between a delivery driver, a van driver, and a CDL driver?
They differ mainly by vehicle and the compliance that comes with it. A delivery driver transports packages, food, or products locally in a car, van, or light truck and needs only a standard license; it is the most common specific driver role. A non-CDL or van driver is defined by the vehicle being under 26,001 pounds, again needing only a standard license, and is the typical small-business driver hire. A CDL or truck driver operates a commercial vehicle of 26,001 pounds or more, which requires a commercial driver's license, a DOT medical certificate, drug and alcohol testing, an FMCSA Clearinghouse query, and hours-of-service compliance. A courier is a light-vehicle role for time-sensitive items, with a medical courier adding HIPAA and specimen-handling duties. Choose the template that matches your vehicle and cargo. This is general information, not legal advice.
What should a driver job description include?
A strong driver job description includes a short company summary, a position summary that names the vehicle and the type of driving, and responsibilities grouped into driving and transport, cargo and loading, vehicle and safety, and records and service. It should list real requirements (a valid license of the correct class, a clean driving record, any CDL or endorsements, and physical requirements like lifting), state the FLSA classification (non-exempt with overtime for light vehicles), and give a pay rate or range. The additions that generic templates skip, and that matter most, are the compliance specifics: whether the role needs a CDL based on the 26,001-pound threshold, whether DOT medical, testing, and Clearinghouse requirements apply, and the motor vehicle record check. Add an EEO statement and a clear way to apply. This is general information, not legal advice.
Does my small business need to run a background or driving record check on a driver?
A motor vehicle record check is standard practice for any driving role and a federal requirement for commercial drivers, at hire and annually. It verifies a valid license, the correct class, and a clean driving history, which protects your business, your insurance rates, and the public. For most light-vehicle roles, the motor vehicle record check plus license and insurance verification is the core of it. Some roles add a criminal background check, especially medical couriers who handle patient information under HIPAA or drivers entering customers' homes. CDL roles additionally require the FMCSA Clearinghouse query for drug and alcohol violations. Build the record check and any background check into your hiring process, get written authorization from the candidate, and keep the records organized with their renewal dates. This is general information, not legal advice.
How much does a driver make?
Driver pay depends on the vehicle and role and is usually hourly for light-vehicle drivers. According to the Bureau of Labor Statistics, light truck drivers had a median wage of about $44,140 a year as of May 2024, driver/sales workers about $37,130, and heavy and tractor-trailer (CDL) truck drivers about $57,440, with CDL pay often structured per mile rather than hourly. Local delivery, van, and courier roles, the typical small-business hires, generally fall in the high $30,000s to mid $40,000s, while CDL and specialized routes pay more. Pay varies by region, vehicle, route, and experience. For a posting, benchmark to your local market and the specific role, state whether pay is hourly or per mile, and provide a good-faith rate or range where pay transparency rules apply. Remember to budget for overtime on light-vehicle roles. This is general information, not legal advice.
Can a driver use their own vehicle, and what about gig drivers?
Yes, some roles use a personal vehicle, especially couriers and some local delivery, in which case you should require proof of a valid license, insurance, and a reliable vehicle, and clarify mileage reimbursement. This is different from gig or app-based driving, where workers are typically independent contractors rather than employees and are not onboarded as W-2 staff. These templates are written for W-2 employee drivers, the local delivery driver, the company van driver, the medical courier, the small trucking company driver, who are hired, onboarded, and paid as employees. If you are engaging genuine independent contractors instead, the classification rules differ and vary by state, so confirm the worker is properly classified before treating them as a contractor. This is general information, not legal advice.
