Shelly was known at work as a very conservative individual who had an excellent work record. She never went to any of the happy hours immediately after work and it was regarded throughout the department that she was a very religious individual who oftentimes talked about the pitfalls of alcohol abuse and alcoholism in our country.
Try to imagine the surprise inside the company when one Monday morning Shelly did not show up for work and no one had heard from her. In reality, it wasn’t until approximately 11:45 in the morning that the human resources department received a phone call about Shelly from the local city jail.
Shelly Goes Out Partying Along With a Handful of Her College Pals
Evidently, Shelly went out drinking along with a handful of her university dorm mates Saturday night and sometime around 5:45 Sunday morning, Shelly was arrested for “drunk driving”. Since her blood alcohol concentration (BAC) was particularly elevated, she was mandated to spend a day-in-a-half inside the city jail.
Shelly Talks to Her Manager and The Human Resources Director
When Shelly came to work on Tuesday morning, she without delay told her boss what had taken place and she asked if she could possibly go and talk to the Human Resources manager about her “driving under the influence” arrest.
When she got to the HR department and met with the director, she articulated that she had not been intoxicated since her college days and that she was especially humiliated about her DUI arrest. She also stressed the point that she required some help getting a professional and productive “drunk driving” lawyer who would represent her “drunk driving” case. More to the point, Shelly really wanted the Human Resources director to agree that she needed to see a DUI attorney.
The Human Resources director told Shelly that she should make an appointment with somebody in the company employee’s assistance program to go over any future drinking issue that she may have. The HR manager also articulated that she needs to talk about her need to hire a “driving under the influence” lawyer to represent her concerning her “driving while intoxicated” case.
In addition, the Human Resources manager told Shelly that it was a good thing that she wanted to hire a DWI lawyer mainly because of the complexities and harsh implications which are associated with a “driving while intoxicated” conviction.
The Human Resources manager could tell that Shelly was visibly displeased and embarrassed by this entire problem. As a result, he informed Shelly that while he doesn’t believe that conscientious men and women ought to ever get behind the steering wheel right after consuming alcohol, sadly these circumstances at times come to pass to extremely good folks.
The Human Resources manager then explained that because such a state of affairs can’t be undone, what is significant is what the man or women does from this moment forward. As articulated by the Human Resources director, “does the man or women learn from her or his errors or does the person develop a pattern of alcohol related problems that cause the particular person chronic suffering and pain”?
Fortunately, Shelly Did Not Have a History of Excessive and Irresponsible Drinking
Just before finishing their conversation, the Human Resources manager shared with Shelly that it was very positive that she doesn’t have a record of irresponsible and abusive drinking. Furthermore, she hasn’t had an alcohol-related condition since her college days (which was nearly 6 years ago). As a consequence, Shelly ought to be able to deal with her “driving while intoxicated” arrest with remorse but also with a degree of self-confidence knowing that she will face and work through this difficulty and become a better person in the not too distant future.
Shelly thanked the Human Resources manager for his caring and encouraging thoughts and then walked over to the company employee’s assistance program to discuss her “drunk driving” arrest, her involvement in irresponsible and careless drinking over the past weekend, and her interest to retain a DUI attorney to represent her “drunk driving” case.
After hearing Shelly’s “story,” the healthcare practitioner that was part of the company employee’s assistance program explained Shelly’s immediate “action plan” that she needed to address and follow. First, she would be required to take a DUI class to learn more DUI facts and information. Second, she would also be required to take an alcohol abuse class to address her possible drinking problem. And finally, it would be an especially pragmatic thing to do if she were to talk to a DUI lawyer about her DWI arrest.
Shelly Feels Encouraged That She Will Learn From Her Mistake and Turn Out To Be Even More Dependable
It was very clear that Shelly was incredibly disrupted with the whole “driving while intoxicated” scenario, but right after talking to the Human Resources director and to the counselor in the company employee’s assistance program, she felt comfort knowing that she would in truth learn from her mistake and become even more healthy and balanced, more sensible, and an even more grateful individual.