Yes. Quiet tracking is how organizations end up in labor disputes, so PortaPro puts a visible tracking-status card on every driver's profile whenever any form of tracking is active for their organization.
Where drivers see it: Driver app → Profile tab → the top card, above their personal information.
What the card says (phone tracking):
Your phone's location is shared with dispatch while you're signed in to the driver app. Last recorded: 3 min ago.
What the card says (vehicle tracking):
Vehicles in this fleet may carry GPS trackers. Dispatch sees vehicle positions for routing, ETAs, and asset protection.
The legal backstop: The one-time consent flow that admins complete before enabling GPS Tracking (see How do I turn on GPS Tracking for my organization?) records a formal acknowledgment that drivers have been notified. Combined with the always-visible driver card, this addresses the notification and ongoing-visibility side of the US state statutes that regulate employer electronic monitoring, most notably:
Nothing above is legal advice, statutes get amended and enforcement posture shifts, so run your rollout past your HR counsel, but the combination of the in-app card, the admin acknowledgment record, and a written policy in the handbook is the pattern employment lawyers most often recommend for fleets in these states.
A separate class of statutes governs *personal* vehicles. In California (Penal Code § 637.7), Texas (Penal Code § 16.06), Illinois, Minnesota, Virginia, and Tennessee it is a criminal offense to install a tracking device on a vehicle you don't own or lease without the owner's consent. Employer-owned or leased fleet vehicles are outside these statutes because the employer *is* the owner. Never deploy a tracker on an employee-owned vehicle without a signed, VIN-specific consent, this is the sharpest liability edge in employer GPS tracking.
What drivers can do:
What drivers cannot do:
For admins rolling this out: The card in the app covers *ongoing* visibility. The *initial* written notice, email, printed policy, handbook update, whatever your HR practice is, is on you, and in NY / CT / DE / NJ the statute wants it in writing with an acknowledgment on file. Most employment lawyers advise sending a one-time notification to your driver group when you first enable tracking, and referencing your GPS-use policy in the driver handbook.