Disqualified Tow Operators?

By Randall C. Resch

A tower’s “colorful criminal history” may be permanently disqualifying. So, what actually disqualifies a tow operator with a questionable background?

There are many tow applicants with histories that include violent crimes or other offenses that raise serious concerns. For this reason, when tow companies apply for—or renew—rotation privileges, both operators and dispatchers are required to submit applications to the contracting agency. In some cases, the result is a permanent disqualification.

Law enforcement agencies have a responsibility to prevent individuals convicted of serious crimes from being placed in positions of public trust. These typically include violent offenses such as homicide, robbery, assault, auto theft, and drug-related violations.

Tow owners carry a similar responsibility. They must conduct background checks to determine whether an applicant is fit to serve the motoring public and whether they meet the standard of “moral turpitude.”

Moral turpitude refers to conduct that is contrary to accepted community standards of honesty, integrity, and decency. In practical terms, the question becomes: is this someone the tow owner trusts to operate expensive equipment while representing the company with professionalism and integrity?

And just as importantly, how would the public feel knowing that a convicted felon with a violent history—or even a sexual offense—has been dispatched to assist a stranded family? Full Disclosure Required

Hiring qualified personnel is one of the most challenging responsibilities in tow management, especially when building a roster or meeting rotation contract requirements. While most contracts do not dictate exact staffing numbers, companies must still ensure they have enough qualified operators and dispatchers to handle spikes in call volume.

Agency policies vary, but applicants are typically required to complete a detailed Driver Information Form. This includes disclosure of arrests, convictions, and in some cases even juvenile contacts. Once completed, the form is submitted to the “tow boss” or reviewing agency for evaluation.

For example, in California, highway patrol rotation companies must complete a specific operator form that is cross-checked against a list of disqualifying offenses. The agency reviews whether the applicant has been truthful and whether any part of their history falls under permanent or temporary disqualification guidelines.

In general, agencies maintain a structured system that identifies: -- Certain felony convictions that result in permanent disqualification-- Other serious offenses that may lead to suspension or multi-year exclusion-- A history of repeated DUI offenses, which can also disqualify an applicant-- Crimes involving violence, theft, fraud, child endangerment, or evading law enforcement

While the specifics vary, the intent is consistent: protect the motoring public and maintain trust in the rotation system. Company Diligence

Hiring tow operators and dispatch personnel is never simple when applicants have questionable pasts. These guidelines exist to help companies avoid placing unqualified individuals in positions of public responsibility.

Owners must remember that failing to conduct proper background investigations can damage both the company’s reputation and public trust if something goes wrong.

Most applications require full disclosure of any criminal history, and honesty is critical. Providing false information to law enforcement agencies—whether verbally or in writing—can itself be a criminal offense.

In addition to the application, fingerprint-based background checks are often conducted through systems such as LiveScan and national databases. When an applicant’s record is reviewed, any undisclosed convictions or disqualifying offenses typically surface.

It is also important to understand that disqualification from one program does not always prevent employment in other areas of the towing industry. However, the responsibility for careful hiring decisions always rests with the company.

In the end, due diligence in hiring is not optional—it is essential to maintaining integrity, safety, and professionalism in the towing industry.