3-STRIKE POLICY:
SSA Driver Agreement

This document is to protect client safety, preserve SSA’s reputation, and ensure consistent service quality by defining clear standards, violations, and consequences. This policy explains how strikes are issued to drivers and what happens at each step.

A driver that fails to uphold our policies will be notified of a violation per offense. Violations will add up to receiving “Strikes” on your account. Disciplinary action will be taken per strike. The 3rd strike results in termination. Strikes accumulate over a rolling 12‑month period from the date of the most recent strike.

• • Strike 1 – Corrective: Written warning + required remedial steps.

  • Strike 2 – Severe: Serious disciplinary action with restricted continued eligibility or separation.

  • Strike 3 – Termination: Removal from roster.

Weed/Marijuana Clause (Zero Tolerance):
Any weed‑related violation automatically starts at Strike 2, and may escalate to Strike 3 (termination) depending on severity

Strike 1 – Corrective Action

• • When used: First qualifying violation within 12 months (excluding weed‑related incidents; see §7).
    Actions:
    1. Written Warning detailing the incident(s) and standard(s) violated.
    2. Remedial Training: Re‑review of relevant SSA training modules; Chauffeur knowledge check (≥80%) prior to next assignment.
    3. Performance Watch (30–60 days): Heightened monitoring; may include proof-of-process
    4. Temporary Booking Restrictions: SSA may limit high paying trip types (e.g., VIP/corporate events) until compliance is demonstrated.

    Failure to complete remedial steps by the deadline advances discipline and may result in suspension from new assignments until completed.

Strike 2 – Severe (Two Paths)

• • • Second strike within 12 months or any weed‑related incident that warrants escalation.
      Driver must choose one of 2 options within 24 hours, in writing:
      

      Option A – Separation with Full Pay for Completed Hours

      • You are paid in full for hours actually worked on the job in question.
      • You are immediately removed from SSA’s driver roster and not considered for future bookings.

      Option B – Reduced Payout + Retraining + Probation

      • Adjusted Payout – partial pay up to one‑third (1/3) of the normal amount owed to driver for the affected job
      • Probation (90 Days) with these terms:
        • Advance Arrival Verification: For all future jobs within this 90 day period, you must arrive at the pickup location 30 minutes earlier than client requested pickup, and send SSA a time-stamped video via text message as proof arrival 30 minutes early. Failure to provide video proof of arrival 30 minutes early, will count as “late arrival”, resulting in violation.
        • Retraining Requirement – You must re-review SSA’s training materials and pass the advanced Chauffeur Retraining Test 2 with a minimum score of 80% before being assigned another trip.Be advised: any further violations may result in termination of your relationship with SSA.

       

Strike 3 – Termination

• • • Third strike within 12 months, or any extreme incident that merits immediate removal (e.g., intoxication while driving, verified client endangerment, fraud, theft).
    • Action: Immediate removal from roster; ineligible for future bookings. SSA will settle any lawful, verified outstanding pay for completed hours not in dispute.

SSA will document all violations with any combination of: dispatch logs, call/text timestamps, GPS/location data, client statements, photos/videos, vehicle telemetry, vendor receipts, and internal notes. Drivers may provide a written response or appeal within 48 hours of notice. SSA will review all evidence before finalizing discipline or determination.

• • Strikes expire after 12 months without new violations.
  • Probation or training requirements must be fully completed; otherwise, restrictions remain in place.

• • Any weed‑related violation is automatically at least Strike 2.
  • Strike 3 (Termination) applies when any of the following are verified:
    1. Weed use or impairment while on duty or in control of the vehicle.
    2. Possession in the vehicle during a booking.
    3. Repeated weed‑related issues, or any client exposure incident causing refund/complaint escalation.
    4. Refusal to cooperate with reasonable, lawful fitness‑for‑duty checks.
  • Remediation expectation at Strike 2 (if not terminated): full cabin deodorization, proof of corrective action, completion of retraining, and clean quality audits during probation.

Note: This list is representative—not exhaustive. SSA may classify related conduct consistent with these standards.

A. Punctuality & Scheduling

• • Arriving late to vehicle pickup or client pickup.
  • Failure to arrive early when required (e.g., 15–30 minutes for staging/AC/electronics).
  • Failure to notify dispatch promptly of potential or actual delays; no ETA updates.
    
    

B. Vehicle Readiness & Cleanliness

• • Failure to complete pre‑trip inspection (interior/exterior) before client entry.
  • Failure to power on AC and electronics (music/lighting/screens) ~20 minutes prior to client entry when required.
  • Failure to submit post‑trip photos (e.g., 3 required images) or to leave cabin guest‑ready.
    
    

C. Safety & Conduct

• • Speeding, reckless driving, traffic violations, or unsafe maneuvers.
  • Distracted driving (texting, device use without hands‑free).
  • Allowing unauthorized persons to ride or operate the vehicle.
    
    

D. Client Experience

• • Rudeness, unprofessional tone, or inappropriate conversation.
  • Failure to assist with doors, luggage, or accessibility needs as appropriate.
    
    

E. Communication & Documentation

• • Submitting inaccurate time sheets/invoices or adding unearned bonuses (e.g., cleaning bonus without required proof photos)
    
    

F. Equipment & Property

• • Failure to report damage, incidents, or maintenance needs immediately.
  • Loss or misuse of keys, fuel cards, or access devices
    
    

G. Professional Standards

• • Non‑approved uniform/appearance; failure to meet grooming standards.
  • Ignoring dispatcher/management instructions reasonably related to the trip.
    
    

H. Integrity & Legal

• • Falsifying logs, misreporting hours, or dishonest statements to SSA or clients.
  • Harassment/discrimination or abusive behavior.
  • Criminal conduct impacting job fitness.
    
    

I. Marijuana (Zero Tolerance – see §7)

• • Marijuana Odor in the passenger cabin at client entry.
  • Possession, use, or impairment on duty.
  • Refusal to comply with reasonable fitness‑for‑duty checks.
  • Client complaint corroborated by evidence (photos, third‑party attestations, internal inspection).